textPurpose:
The purpose of this paper is to describe the development and validation of a multi-dimensional instrument to measure servant leadership. 
Design/Methodology/Approach 
Based on an extensive literature review and expert judgment, 99 items were formulated. In three steps, using eight samples totaling 1571 persons from The Netherlands and the UK with a diverse occupational background, a combined exploratory and confirmatory factor analysis approach was used. This was followed by an analysis of the criterion-related validity. 
Findings:
The final result is an eight-dimensional measure of 30 items: the eight dimensions being: standing back, forgiveness, courage, empowerment, accountability, authenticity, humility, and stewardship. The internal consistency of the subscales is good. The results show that the Servant Leadership Survey (SLS) has convergent validity with other leadership measures, and also adds unique elements to the leadership field. Evidence for criterion-related validity came from studies relating the eight dimensions to well-being and performance. 
Implications: 
With this survey, a valid and reliable instrument to measure the essential elements of servant leadership has been introduced.
Originality/Value 
The SLS is the first measure where the underlying factor structure was developed and confirmed across several field studies in two countries. It can be used in future studies to test the underlying premises of servant leadership theory. The SLS provides a clear picture of the key servant leadership qualities and shows where improvements can be made on the individual and organizational level; as such, it may also offer a valuable starting point for training and leadership development.

The Servant Leadership Survey: Development and Validation of a Multidimensional Measure

Over the past two decades, conceptual and empirical research on the concept of workplace spirituality has increased and expanded significantly. An early and influential article by Krishnakumar and Neck (2002, Journal of Managerial Psychology 17 (3): 153–164) helped provide direction and structure to the nascent field of workplace spirituality by examining the “what” – the definitions and meanings of multiple views of workplace spirituality, the “why” – the potential benefits for organizations from encouraging such differing views of workplace spirituality among their members, and the “how” – the ways in which spirituality may be encouraged or implemented within organizations. The current paper provides a retrospective update and extension of the Krishnakumar and Neck (2002) “what, why, and how” framework and “spiritual freedom” model. More specifically, the paper reviews the development and expansion of the workplace spirituality literature over the past decade and a half and considers the potenti...

The what, why, and how of spirituality in the workplace revisited: a 14-year update and extension

In this article, the authors present the results from a structured review of the literature, identifying and analyzing the most quoted and dominant definitions of social media (SM) and alternative ...

Twenty-Five Years of Social Media: A Review of Social Media Applications and Definitions from 1994 to 2019

Effects of professional identity on turnover intention in China's hotel employees: the mediating role of employee engagement and job satisfaction.

In order to obtain an improved understanding of behaviour at work, employees should be studied from physical, psychological, and spiritual dimensions. Although the physical and psychological dimensions of individuals at work have been studied extensively, the spiritual dimension has been neglected for many years. The objective of the current research was to determine the relationship between workplace spirituality and a positive attitude related to work, that is, job satisfaction. A cross-sectional study was conducted with a sample of 600 white-collar workers, chosen from two organizations in different industries in South Africa. The research results indicate that there is a positive relationship between workplace spirituality and job satisfaction. These fi ndings deepen the understanding of personal spirituality, organizational spirituality, and job satisfaction. They bring new insights into the signifi cant role which spirituality plays in the context of the workplace. To survive in the 21st century, organizations need to be spiritually based. This, in turn, will lead to workers being satisfi ed with their entire work experience.

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Workplace spirituality and job satisfaction.

Orientation:  With many organisations vying for the same talent, it is important to ensure that the correct methods are utilised in identifying and attracting the best talent to an organisation. Research purpose:  This research investigates the impact of social media on the recruitment process in South Africa. Motivation for the study:  As the competition for qualified talent increases, organisations need to understand where to focus their resources to attract the best talent possible. The use of social media is growing daily and its use in the recruitment process seems to have grown exponentially. Research design, approach and method:  The sample comprised 12 recruiters, spanning a wide range of industries in South Africa. Semi-structured interviews were conducted and a thematic analysis was utilised to identify themes and subthemes. Main findings:  Despite still utilising some traditional methods of recruiting, South African recruiters follow their international counterparts, with LinkedIn being central to their respective recruitment processes. The use of Twitter and Facebook for recruitment was found to be substantially lower in South Africa than elsewhere. Without following a focused approach, the volume of work that emanates from using social media may overwhelm a recruiter. Practical and managerial implications:  Recruiters cannot execute effective recruitment without applying social media tools such as LinkedIn. However, training in the optimal use of social media is essential. Contribution:  This study indicates that LinkedIn has a major impact on recruitment in South Africa, but that social media is not a panacea for recruitment issues.

/pdf/the-impact-of-social-media-on-recruitment-are-you-linkedin-u9ngjk9ww5.pdf

The impact of social media on recruitment: Are you LinkedIn?

Investigations into the construct of meaning in life is an important focus area of psychological research. Research has consistently shown a sense of meaning in life to be a significant correlate of mental health and well-being. Most of this research on meaning in life is conducted worldwide with instruments developed in North America. However, inter-cultural measurement of psychological constructs is a concern, as psychometric instruments in one culture are not necessarily transferable to different cultures. In this case study, we examine whether the Life Regard Index (LRI), developed in the USA and a popular scale for measuring meaning in life, is transferable to a sample from South Africa. The results confirm the construct validity of the LRI, but indicate that the LRI's factor structure has changed and two of the original 28 items were not part of the covariance structure. From these results, we conclude that the LRI is transferable to the South African sample, but not irrespectively and without adjustments. It should be used as a one-dimensional instrument with only 26 items before applying it to the South African sample. The study provides evidence that LRI, which was developed in the USA and became a popular instrument for measuring meaning in life, cannot be transferred indiscriminately to a South African sample. This insight contributes to the quality of future research studies in South Africa, not only on the important aspect of life meaning, but also when applying other psychometric instruments developed elsewhere.

Measuring meaning in life in South Africa : validation of an instrument developed in the USA

Scrum is a development methodology that has been rapidly gaining popularity over the last decade particularly for software development teams. The Scrum master is sometimes viewed as a servant leader of the Scrum team. The purpose of this paper is to investigate to what extent Scrum masters actually make use of servant leadership and how this impacts on the team’s effectiveness via mediating processes.,The research followed a quantitative approach. An online questionnaire was prepared and completed by 71 Scrum team members (excluding Scrum masters) and 22 Scrum masters in more than ten organizations based in Western Cape, South Africa.,Scrum masters in this sample extensively used the servant leadership approach, but those who are also appointed as formal team leaders are seen to be considerably better servant leaders by team members. There is a moderately strong correlation between servant leadership of the Scrum master and team effectiveness. It was found that high levels of psychological safety do not necessarily translate into team performance.,Research was only performed at the unit level of analysis and not the team or organizational level. This was a cross-sectional study and variations over time were not considered.,The results confirm the importance of servant leadership skills when identifying and developing Scrum masters, appointing the formal team leader role in Scrum teams and implementing Scrum practices effectively.,As could be established, this is the first time that the role of servant leadership in Scrum teams was formally investigated.

Servant leadership and the Scrum team’s effectiveness

Individuals involved in corruption often offer rationalizations to convince themselves and others that they are not corrupt, and that their acts are justified and acceptable. However, to confine the dynamic process of mobilizing rationalizations to this purpose is too restrictive. Drawing on psychoanalytic theory, it is argued that an unconscious urge for rationalizations develops from a need to find psychological restitution and atonement, achieved only through self-convincing beliefs of acquittal. Six unconscious motives are identified as explanations how offenders believe that rationalizations acquit them from guilt, indemnify them, or redeem the corruption. These motives represent metaphorical devils that can spawn corruption in otherwise law-abiding citizens with moral intentions. Conceptualizations bring the unconscious dynamics or rationalized corruption into consciousness, where it can be studied and worked with. This makes an important contribution toward enabling managers to be more in control o...

Jeremias J. de Klerk

Papers

Workplace spirituality and job satisfaction.

The impact of social media on recruitment: Are you LinkedIn?

Measuring meaning in life in South Africa : validation of an instrument developed in the USA

Servant leadership and the Scrum team’s effectiveness

“The Devil Made Me Do It!” An Inquiry Into the Unconscious “Devils Within” of Rationalized Corruption: