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عمومی::
نتیجه سازمانی
Based on this overall conclusion, leaders in nonprofit organizations could focus on implementing servant leadership principles and behaviors in their respective organizations, with the associated increasing levels of job satisfaction and positive organizational outcomes.
developing people, humility, authenticity, interpersonal acceptance, providing direction, stewardship); leading to high quality leader-follower relationship and psychological climate; in turn leading to self-actualization with follower job attitudes (commitment, empowerment, job satisfaction, engagement), performance (organizational citizenship, behavior, team effectiveness), and organizational outcomes (sustainability, corporate social responsibility).
Consequently, Anderson (2009) further asserted that several issues needed to be addressed to advance the theory of servant leadership: (a) a definition of servant leadership, (b) clarification on whether servant leadership is a behavioral pattern or a personality trait, (c) clarification on whether servant leadership is a matter of kind or a matter of degree, (d) a scientifically developed and tested instrument for servant leadership, and (e) investigation of the effects of servant leadership on organizational outcomes.
Third, concerning the issue of investigation of the effects of servant leadership on organizational outcomes, one outcome identified in the various servant leadership models is employee job attitudes, including employee attitudes about job satisfaction and the related organizational outcomes from those attitudes (Northouse, 2013; Russell & Stone, 2002; van Dierendonck, 2011).
Therefore, the research is revealing a consistent pattern for one organizational outcome from the relationship between servant leadership and employee job satisfaction.
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