"THE EFFECT OF SERVANT LEADERSHIP ON EMPLOYEE WORK ENGAGEMENT AND JOB SATISFACTION IN ORGANIZATIONS”

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.