Dissertations / Theses on the topic 'Servant leadership model'

The purpose of this study was to investigate the relationship between school principals’ self-reported spirituality and their transformational leadership behaviors. The relationship between spirituality and transactional leadership behaviors was also explored. The study used Bass and Avolio’s (1984) Full Range Leadership Model as the theoretical framework conceptualizing transformational leadership. Data were collected using online surveys. Overall, six principals and sixty-nine teachers participated in the study. Principal surveys contained three parts: the Multifactor Leadership Questionnaire (MLQ Form-5X Short), the modified Spirituality Well-Being Scale (SWBS) and demographic information. Teacher surveys included two parts: the MLQ-5X and demographic information. The MLQ-5X was used to identify the degree of principals’ transformational and transactional leadership behaviors. The modified SWBS (Existential Well Being) was used to determine principals’ degree of spirituality. The correlation coefficients for the transformational leadership styles of inspirational motivation and idealized behavioral influence were significantly related to principals’ spirituality. In addition, a multiple regression analysis including the five measures of transformational leadership as predictors suggested that spirituality is positively related to an individual’s transformational leadership behaviors. A multiple regression analysis utilizing a linear combination of all transformational leadership and transactional measures was predictive of spirituality. Finally, it appears that the inspirational motivation measure of transformational leadership accounts for a significant amount of unique variance independent of the other seven transformational and transactional leadership measures in predicting spirituality. Based on the findings from this study, the researcher proposed a modification of Bass and Avolio’s (1985) Full Range Leadership Model. An additional dimension, spirituality, was added to the continuum of leadership styles. The findings from this study imply that principals’ self-reported levels of spirituality was related to their being perceived as displaying transformational leadership behaviors. Principals who identified themselves as “spiritual”, were more likely to be characterized by the transformational leadership style of inspirational motivation.

The opportunity existed in the Greater Bethany Baptist Church to develop and implement a Lay Pastoral Care Ministry. The pastor had participated in a two-year clinical experience in the past and was eager to equip and empower lay leaders and potential leaders through training for the Pastoral Care Ministry. Presented in this dissertation are the design, implementation, and evaluation of a group of lay leaders' training experience. It is my hope that the results of this study may be used as a training manual for shared-servant style pastoral care leadership for lay leaders.

<p> The purpose of this study was to investigate and examine the effectiveness the stakeholders of the Up with People program have in preparing students to become servant leaders. The purpose of this study also was to examine service-learning concepts that educators practice to evaluate conditions that promote values and ethics as an impetus for introducing servant leadership as a viable means of transformation across international educational facilities. The study was qualitative, emphasizing an evaluation of the Up with People organization. A purposeful sampling of eleven leaders were interviewed from the Up with People organization to answer the following research questions: What is the current status of Up with People&rsquo;s leaders&rsquo; knowledge, motivation, and organization influences needed to produce servant leaders? What solutions and recommendations in the areas of knowledge, motivation, and organizational resources may be appropriate for Up with People&rsquo;s leadership and service program? and, What components of the Up with People program are participants receiving in terms of leadership and service that cannot be found in a traditional education program? The outcome of the study resulted in the leaders&rsquo; knowledge, motivation, and organization being effective in producing servant leaders for twenty-three validated needs. One of the validated needs was that the leaders in the program know how to develop servant leaders as evidenced in their curriculum. The reinforcement of the service-learning component contributes to becoming a servant leader. An example of a non-validated need was that the leaders did not know how to develop the next generation of leaders for the organization. A solution to addressing the non-validated need is that a junior member of the Up with People program would become an integral member of the executive management team. The junior membership will result in an expansion of social media to advertise Up with People and how their mission will encourage the development of young people as servant leaders. </p><p>

The subject of leadership has been explored from different fields by different scholars. The leadership debates and discussion have dominated academia across the globe for decades. The contribution of this thesis to the subject of leadership is threefold. Firstly, it demonstrates a different style of leadership, that is, servant leadership. Secondly, it studies servant leadership from a biblical perspective in general and Philippians 2:5-11 in particular. Thirdly, it applies biblical servant leadership principles to an African context. The historical background of Philippians is studied to understand the world of the text. The different leadership styles are explored and compared with servant leadership. Servant leadership principles are studied in Philippians 2:5-11 and applied in an African context. The thesis concludes with the servant leadership models in South Africa like Nelson Mandela, Desmond Tutu and Frank Chikane. The purpose here is to demonstrate that servant leadership as a New Testament concept is applicable to a contemporary South African context. Consequently, the thesis makes New Testament research available to an African audience.<br>Dissertation (MA)--University of Pretoria, 2012.<br>New Testament Studies<br>MA<br>Unrestricted

碩士<br>輔仁大學<br>教育領導與發展研究所<br>92<br>From the discussions by quantum theorists or organization theorists recently, effective organizations should highly value how to inspire their members’ creative potential and dedication, as well as build cooperative partnership between the leaders and the members. Organizations should be in the dynamic recycle of learning and reflection, bestow commitment to the members, and help them acquire the meaning and significance of work and life. These new viewpoints on the world all imply that it is time for human beings to develop new leadership. It is a brilliant flag of human nature that servant leadership insists going back to the nature of leadership and meeting the needs for human nature like love, care, cooperation, trust, and meaning, and thus it is becoming one of the newly concerned leadership theories. It is usually applied in enterprises, governments, non-profit organizations, colleges, and communities, and it often brings a success to the leaders. This study aims to explore the contents of servant leadership, to analyze the application, and to develop basic models and strategies when it is applied in school organizations. Because of adopting a theory-analytical approach, the author conducts amounts of careful literature reviews in this study. As to the framework of this study, first the author analyzes the origin and contents of servant leadership, and then constructs its conceptions framework. Second, the author discusses some specific leadership approaches, and finds out the relative position in them for servant leadership. Third, inducing the affects of social changes and educational reformations, as well as the constructional problems in schools in Taiwan, the author builds a contextual system which principals have to face. Then, comparing the contextual system and the conceptions framework of servant leadership, the author finds out that there is high application for applying servant leadership in school organizations. Finally, the author develops a basic model, strategies and plans for the application. According to the literature reviews and discussions above, the author sums up five conclusions and they are as following: 1. Servant leadership strongly contends its primary intention is to “serve first, not lead first.” It places an emphasis on spirit and views leadership as an inside-out process of influence. This is the main difference from other leadership theories. 2. After the author discusses the relations between servant leadership and quantum theory approach, spiritual-based approach, and post-modernism approach, he acquires a finding that there are common-measurements on the issue. That is to say, servant leadership involves the characteristics of the three approaches. 3. In one hand, the main purpose of servant leadership is to help followers grow and succeed. In other hand, schools’ core mission is to serve and help students to be healthier, more automatic and to develop their potential. Thus, the purposes of school education correspond to the concepts of servant leadership. Servant leadership can meet principals’ needs for managing schools, so there is application for servant leadership in school organizations. 4. Basing on the concepts of servant leadership and the contextual system of schools, the author constructs a basic model of applying servant leadership in schools. The model includes four dimensions: 1) the leader’s self-training, 2) the values guidance-vision and following, 3) the transformation of bureaucratic system and professional system, 4) the culture of organizations. 5. The four dimensions of the model are also strategies for applying servant leadership in schools. In practice, there are many important plans under the strategies, such as administration teams building, teachers’ community building, and dialogue method. For the development of educational leadership in Taiwan, the author believes that servant leadership has lots of values on reference both for educational research and for practice.

Knowledge management (KM) has been cited as a strategic asset and a source of competitive advantage for organisations. While the issues of KM have been widely discussed by many researchers, there is a paucity of studies pertaining to the role of KM in enhancing organisational performance, especially in the banking sector. The focus of this research was to investigate the role of KM in enhancing organisational performance in selected banks of South Africa. The objective was to find out how knowledge was identified, captured, organised and retained in order to enhance performance of the banks. There is uncertainty about whether the use of KM could partly solve the banks‟ approaches to improving their quality of service to their communities in the modern information environment. Though KM has been implemented in commercial and business environments towards operational advantages and financial gains, KM survival principles and tools might help South African banks improve performance and fulfil their mandate. Knowledge, when properly managed, can significantly enhance an organisation‟s performance. The research design that was used in this study was an embedded case study design. Quantitative data were collected from a sample of middle level managers with the aid of a survey whilst interviews and document analysis were used to collect qualitative data. The findings of this study indicated that KM concepts were not universally understood at selected banks. The findings showed that collaboration between banks and the communities in creating a meaningful and relevant knowledge environment was essential for the survival of organisations. The banking industry practices were not deliberately based on KM but the study established that they were amenable to KM practices. The recommendation was to perform a knowledge inventory which could help develop appropriate institution-wide policies and practices for proper and well-organised methods of integrating work processes, collaborating and sharing (including the efficient use of knowledge technology platforms), and developing an enabling institutional culture.<br>Psychology<br>Ph. D. (Consulting Psychology)

This dissertation proposes that secular paradigms of servant leadership, rooted in the writings of Robert Greenleaf, are deficient theologically based on their humanistic presuppositions and deficient biblically based on their misunderstanding of the biblical language of service. This study proposes a model of slave leadership articulated in seven principles which are rooted in the slave language employed in Luke-Acts. First, the slave leader becomes God's own possession through redemption and therefore the leader belongs to God and is placed under the Lord's absolute authority. Second, the leader's identity is found exclusively in his relationship to the Master which entails great responsibility as the leader represents God in his service. Third, a slave leader exercises delegated authority from the Master, therefore his words and actions carry weight, not because of who he is, but because of whom he serves. The leader is both in authority and under authority, accountable to the master and responsible for the people he serves. Fourth, the slave leader focuses on pleasing the Master by subordinating his own will to that of the Master. The slave leader is expected to internalize the will of the Master so that he demonstrates the character and priorities of the Master in every leadership situation, even in the absence of explicit commands. Fifth, the leader as slave is compelled to give complete and unconditional obedience to God as Master. The leader may not pick and choose which of the master's commands to obey. The faithful slave carries out the will of the master, calling Him Lord and living it out. Sixth, just as a slave was entirely dependent upon the master for provision and direction, so a slave leader is constantly dependent upon the Lord and His indwelling presence for empowerment and discernment. Finally, the slave may be susceptible to abuse or mistreatment as a result of his unconditional obedience to the Master's will.

碩士<br>長榮大學<br>經營管理研究所<br>97<br>Fiercely competitive and rapid changing business environment is pressing the corporate need for efficiency optimization. That requires better practice of leadership. Senior managements are to take responsibility in leading staffs to plan on and work towards business continuity. It therefore renders the importance to discuss leadership styles by top management. Financial service sector has increased its share in the growing service industry in recent years. Frontline personnel have ever become more important in the industry as customer relationship managed by these personnel is paramount in business success for its intangibility, inseparatability, perishability, and heterogeneity. Staffs are important business assets. They need to be taken good care of by senior managements to create great values. Management needs to discuss approaches to maximize staff satisfaction for driving business results. This paper studies the relationship model among executives’ servant leadership, employees’ communication satisfaction and service performance for financial services Industry. Results were gathered via snow ball sampling questionnaires and summarized through methodologies used in referred journals. Approximately 74% of questionnaire returned were deemed valid for this research. The findings of this study included: (1) servant leadership has a significant positive effect on communication satisfaction, (2) communication satisfaction has a significant positive effect on service performance, and (3) communication satisfaction is regarded as a significant mediating effect on the servant leadership and service performance. The empirical results of this study provide financial services industry to be the base of consideration and have contribution to human resources management.

碩士<br>長榮大學<br>高階管理碩士在職專班(EMBA)<br>97<br>Under the challenge and confrontation of globalization and knowledge economy, it has been increasingly important for institutions of the higher education to conduct sustainable operations. Therefore, how to promote morale for the staffs working in the subdivisions of the student affairs departments by adopting the supervisors’ servant leadership and using humor behaviors, and then lead the staffs to do more organizational citizenship behaviors to improve the service quality and promote competence is the most important issue for universities. Referred to the previous research, the servant leadership, humor behaviors and service-oriented organizational citizenship behavior questionnaire was developed for this study. The stratified purposive sampling was employed. By adopting the supervisor-subordinate pair, 875 copies of the questionnaires (including 149 copies for supervisors and 726 for subordinates) were distributed to 149 work teams of student affairs departments at 27 universities in Taiwan. A total of 481 usable questionnaires were returned, with a valid rate of 66.25%. The data were analyzed by a variety of statistical methods, including ANOVA, Pearson product-moment correlation analysis, regression analysis, hierarchical regression analysis, and structural equation modeling (SEM) to test the hypotheses and fitness of this study. According to the research results, the conclusions are as follows: 1. Servant leadership has a significant positive correlation and influence on staffs’ morale; 2. Staffs’ morale has a significant positive correlation and influence on service-oriented organizational citizenship behaviors; 3. Staffs’ morale shows a significant mediating effect between servant leadership and service-orientation organizational citizenship behaviors; 4. Supervisors’ humor style has a significant positive correlation and influence on staffs perceived humor behaviors; 5. Supervisors’ humor behavior shows a significant moderating effect between servant leadership and staffs’ morale. Finally, the conclusions and managerial implications of the study were well explored. The contributions and recommendations of the study also offered to business and academia for their reference.

碩士<br>長榮大學<br>經營管理研究所<br>95<br>Amongst the struggling of global competition, Taiwan truly has entered the “Service Economic” era. Since Taiwan entered the World Trade Organization (WTO) in 2002, there will likely be more foreign financial institutions seeking entry into Taiwan, which will spark other revolutions among the banking industry. Different styles of leadership arouse different sorts of normative motivation among followers. Since you could not feel the “true” services in banking, the way the leaders treat the subordinates is the focal issue. This research assumes that the leader should follow the “follower-oriented leadership” which may be defined as servant leadership. Applying this method should increase the organizational identification of the employees, who will have the incentives to take more action to improve the competence of the company. This study developed the measuring scale on servant leadership with adequate content validity and reliability through literature analysis and expert consultation, with banking as the subject of study. After using stratified and purposive sampling, there were 368 effective questionnaires returned among 1,200 questionnaires distributed, with a usable return rate of 30.67%. The data was analyzed by a variety of statistical methods, such as Pearson product-moment correlation analysis, regression analysis, hierarchical regression analysis, ANOVA and SEM. After integrating the results of empirical analysis, the findings of the study are as follows: 1. Servant leadership has significant positive correlation and effect on organizational identification and service-oriented organizational citizenship behavior; 2. Organizational identification has significant positive correlation on service-oriented organizational citizenship behavior; 3. Organizational identification shows significant intervening effects on the servant leadership and service-oriented organizational citizenship behavior; 4. Good model of relationship exists among each construct; 5. Servant leadership has significant positive effects on effectiveness of leader-member exchange theory with a moderating affect of transfer climate. Finally, this summary takes the deep discussion with the conclusions and management implications of this study and presents the concrete contributions and suggestions to be references by the enterprises and the academic sphere.

碩士<br>輔仁大學<br>應用統計學研究所<br>98<br>Relationship among Principals’ Servant Leadership Behaviors, Teachers’ Organizational Trust and Sense of Belonging of Elementary Schools in Taipei County: A Structural Equoation Modeling Analysis As the policies and surroundings changes with time, school leaders begin to abandon old-time authoritative leading style and emphasize more on human value and relationship maintenance to strengthen cohesiveness of the members and to earn the best advantage for students. This new leading style coincides with the ideas of servant leadership. This research uses structural equation modeling to reveal the relationship among elementary school principals’ servant leadership behaviors, teachers’ organizational trust and their sense of belonging. First, the current status of the principals’ servant leadership behaviors, teachers’ organizational trust and their sense of belonging is presented. Afterwards, the correlation among the 3 above-mentioned ideas is analyzed to reveal the influences on the cause-effect relationship. Conclusions are brought upon as follows: 1.In terms of current status, all of the elementary school principals’ servant leadership behaviors, teachers’ organizational trust and their sense of belonging are above the average of satisfying. 2.In terms of modeling, “willing to listen and showing compassion” can best explain principals’ servant leadership behaviors. “Supervisors’ support and trust” can best explain teachers’ organizational trust. As for teachers’ sense of belonging, “willing to join and make contributions” is the best explanation. 3.An apparent positive correlation can be found among elementary school principals’ servant leadership behaviors, teachers’ organizational trust and their sense of belonging. 4.An explicit positive correlation can be detected between teachers’ organizational trust and their sense of belonging. Finally, further analysis and discussion based upon theories of structural equation modeling are forming related results from this research, submitting conclusions and advices as references to education administrative, schools and future studies.

碩士<br>長榮大學<br>經營管理研究所<br>95<br>For a long time, the hidden heroes stimulating the continuous growth of Taiwan’s economy are Small and Medium Enterprises (SMES) that consisting of the whole section of Taiwan business by over 97%. Under the challenge and confrontation of globalization and knowledge, the competitiveness of medium and small businesses seems increasingly important. However, the competitiveness must come from enforcement. The leadership styles of people in charge are one of the factors that influence enforcement. Recent years, the subordinate-center servant leadership is flourishing, but most targets of academic research are schools and service industry. This research studied on whether servant leaders commonly exist among Taiwan’s SMES. Moreover, it is possibly that under this type of leadership, organizational trust could not only enhance job involvement but increase the execution of subordinate. With through literature review and consultation with experts and quantitative methods (Fuzzy Delphi Method and Analytical Hierarchy Process（AHP）Method) to construct an objective and exact Measuring Scale on Servant Leadership among Small and Medium Enterprises in Taiwan. with high reliability and validity. Furthermore, intervening variables organizational trust, job involvement and employee’s execution are added into this research. Also, the researcher chose 300 SMES in Taiwan to fill questionnaires. In order to prevent the situation of self-evaluation by employees in the part of “employee’s execution,” the researcher took managers-subordinates questionnaires and asked direct managers to complete the construct. After using stratified and purposive sampling, there were 365 effective questionnaires returned among 1200 questionnaires distributed. The usable returned rate was 26.33%. The data were analyzed by a variety of statistical methods, such as Pearson product-moment correlation analysis, regression analysis, hierarchical regression analysis, ANOVA and SEM to testify the hypotheses of this study and Fit-Appropriation model of theory building. According to the rearch result, the following conclusion is produced: 1. servant leadership has significant positive correlation and influence on job involvement and employee’s execution. 2. job involvement has significant positive correlation and influence on employee’s execution. 3. Good model fitness of relationship exists among each construct 4. servant leadership has a significant positive influence on job involvement of organizational trust with a moderating influence of job involvement. Finally, the researcher conducted thorough analysis on the conclusion of the research and meanings of management. she also provides concrete research contribution and suggestions for industrial and academia reference.

Bibliography: leaves 441-459<br>The shepherd metaphor is a prominent and significant one in the Old Testament. However, it has shifted from an agrarian context, of shepherd and sheep in the literal sense, to a socio-political context, of rulers and people in the political sense: a king is a shepherd to the people. A careful review of the given metaphor raises the question whether the metaphor should be the basis of the pastoral and leadership models that are derived from the image of the shepherd, and whether such models can be enriched by the analysis of the said metaphor as applied to the implementation of the shepherding responsibility described in the Old Testament. This research aims to examine various pastoral and leadership models and their use of the shepherd metaphor in the light of the significance of the said metaphor in the Old Testament. It utilises rhetorical criticism in consultation with metaphorical theory to examine the given metaphor used in the models of pastoral and leadership roles and their relationship with the shepherd metaphor in the New Testament. The objective is threefold: (1) exploring the use of the shepherd metaphor in the Old Testament; (2) examining the use of the shepherd metaphor in pastoral and leadership models, which could include pointing out that some of these models rely heavily on their understanding of New Testament uses of this metaphor; and (3) comparing the Old Testament and pastoral/leadership models’ uses of the shepherd metaphor and drawing conclusions based on this comparison. To achieve that end, the discussion also includes the ancient Near Eastern literature and deuterocanonical texts. The thesis shows that a careful analysis of the uses of the shepherd metaphor in the Old Testament could enrich the literature on Christian leadership as well as pastoral models that use this metaphor as their point of departure.<br>Old Testament and Ancient Near Eastern Studies<br>D. Phil. (Old Testament)

This dissertation examines servant leadership and its biblical antecedents with from specific biblical texts and non-biblical literature. Chapter 1 introduces the research concern that the Bible presents a comprehensive servant theology that is consistent through both Testaments. As well it introduces the idea that servant leaders are slaves of God, servants to the Body of Christ, and Ambassadors to the world. Chapter 2 explores servant leadership theory by connecting the theory to its biblical origins. It presents a biblical theology of servant leadership utilizing the lens of biblical slavery as a model for Christian leadership discovered in Mark 10:42-45 as well as introducing the Christological paradox: “power through powerlessness.” Chapter 3 examines social science perspectives of servant leadership. While tracing the development of the theory through the writing of Robert K. Greenleaf and through conducting a critical probe of Greenleaf’s attempt to blend Eastern spiritualism with secular humanism, and Christianity. Chapter 4 addresses the categorical differences between a biblical worldview and the worldview of the social sciences in servant leadership research. Further, it delves into the work of Larry C. Spears, Kathleen A. Patterson and others in the social sciences who have proposed various models and theories of servant leadership. Chapter 5 examines Walter C. Kaiser’s Principilizing Model for moving beyond theology to propose a means to discover biblical principles of servant leadership as well as offer suggestions for future research.

碩士<br>國立中央大學<br>人力資源管理研究所<br>104<br>In recent years, how to identifying and developing leadership for Senior Civil Servants has been a critical issue in government and the field of Public Administration. The Examination Yuan in Taiwan government adopted “Take Off Program for Senior Civil Service” within the omnibus “Civil Service Reform Plan.” Furthermore, the Examination Yuan build competence-based training and development program of Senior Civil Service. The purpose of the study is four folds. First, we reviewed the method of competence model building in the literature, then we discuss how the developed countries in Asia, including Singapore and Korea, apply the competence-based practice in the Senior Civil Service system. Second, we used census study to collect daily and frequent leadership behaviors of Grade 13 Senior Civil Service in our country. Third, we executed Behavioral Event Interview. Fourth, we arranged Expert Panel Meeting and Focus Group Discussion to examine content validity of leadership competence. The findings suggest that researchers could based on the competence model to develop related HRM system. At the same time, it can provide a reference of self-improvement to Senior Civil Service.

Text in Afrikaans<br>The URCSA's synod of Northern Transvaal consists of 128 congregations of which 48 are at present without a minister. Of the 48 congregations, 23 are small rural congregations. This does not include the numerous ward churches of large rural congregations that are in essence also small congregations. The URCSA has two historical legacies; namely, material poverty and the Presbyterian form of church governance known as the tipple office-bearers' doctrine (manus triplex) with a built-in hierarchy that affords pastors a prominent leadership role in congregations. The assumption can thus be made that each congregation should have a church council and pastor. As small rural congregations cannot afford the expense of their own minister, they therefore have to cope without one. Against this background one must understand the importance of elders in small rural congregations of the URCSA where the role of pastor is assumed and performed by elders, yet without any official training. This compels the church to probe alternative ways to become a pastor. The former DRMC and DRCA subscribed to an ecclesiastical practise whereby proven church leaders could be admitted as pastors on the grounds of their unique spiritual gifts. This practise has been accepted by the general synod of the URCSA. It is clear from this empirical study that the top leadership of the URCSA should adapt this accepted practise to accommodate the situation of the rural congregations. The possible synthesis of the apprentice, in-service-training, and tent-making models as general models for ministerial training amongst Protestants in the past, could pave the way for an adapted Pauline tent-maker model that will lead to the admittance of proven local church leaders as pastors in the URCSA's rural ward churches and small congregations. The prevailing situation of the rural church necessitates this mode of ministry as a supplementary alternative to the existing training of ministers. As it addresses a critical situation, it does not stand in opposition to the full-time ministry or the thorough theological training of especially the younger people. What does emerge from the context of the rural church, is the need for both modes of ministry.<br>Practical Theology<br>D.Th.