Abstract:
Purpose
The main aim of this particular research is to help in determining whether servant
leadership, job satisfaction and work engagement have a relation with each other or not.
As well as help in understanding the degree to which it effects employees and companies.
It also examines the ways through which companies can help increase worker satisfaction
and increase work engagement to create mutually beneficial conditions for both the
parties.
Methodology & Design
The analysis done for this study was quantitative by nature, the collection of data was
done through questionnaires which were distributed via Google Questionnaire. The
Questionnaire was distributed amongst various individuals who work for different
organizations with in Pakistan. The data that was collected was analyzed through the help
of SPSS. The sample size that was used for this study was of 250 respondents from the
entire population. Tools such as Chronbach Alpha for reliability and Regression were
used to better analyze the data.
Findings
The study focuses on some factors such as better communication, colleague interaction,
work environment, climate, conditions, leadership styles, and promotion opportunities as
things that effect job satisfaction. It also sheds a light on how much research has been
conducted regarding the servant leadership theory and how much attention has been paid
to it over the decade. The results statistically states that servant leadership has a positive
and direct relationship with work engagement and job satisfaction. This study also
discusses in detail the factors which increase job satisfaction such as increased salary also
effect the motivations levels of employees hence effecting work engagement and employee job satisfaction. In accordance with the study, the respondents were mainly
from the later part ofthe youth, who mainly have less experience and more expectations
in terms of salaries. The reasons shown due to which workers may not be happy with
their jobs such as not getting enough feedback for their performance, not having good
relationships with their supervisors, not having working hours flexibility, not having
support within the organization and psychological constraints can all effect the mental
mind frame and the moods of employees.
