This document provides an overview of Nathan Eva's confirmation seminar which examines the relationship between servant leadership and job satisfaction, with a focus on the mediating role of decision making processes and the moderating role of organizational structure. The study aims to address gaps in the literature by exploring how servant leadership influences decision making and how organizational factors like centralization and formalization impact these relationships. Quantitative surveys of managers will assess servant leadership styles, decision making, job satisfaction, and structural variables, with the goal of collecting a sample of 200-250 for analysis using structural equation modeling.

1. Confirmation Seminar 10/05/2011
The relationship between servant leadership
and job satisfaction:
The mediating role of decision making process
and the moderating role of structure.
Nathan Eva
Supervisors: Dr. Sen Sendjaya
Dr. Daniel Prajogo
www.monash.edu.au

2. Purpose and Significance
• Literature has largely ignored the black box between
leadership and job satisfaction, looking at the
relationship without any mediating or moderating
factors.
– (Cerit, 2009; Griffith, 2004; Laub, 1999; Miears, 2004)
• This study will examine the mediating role of leaders'
decision making style in the relationship between
servant leadership and job satisfaction.
• It will also examine the impact of organisational
structure on this relationship.
• Finally, we will explore why and how the decision
making patterns of servant leaders may change due to
the structure of the organisation.
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3. Literature Review
• This research draws its theoretical origins from
empowerment literature.
• Empowered employees are more satisfied with their
employment.
– (Menon, 2001; Ugboro & Obeng, 2000)
• Relational-style leaders have been found to increase
job satisfaction.
– (Castaneda & Nahavandi, 1991; Kim & Joigaratnam, 2010)
• SL is associated with many positive organisational
attributes including strong moral base, motivation and
superior profitable returns.
– (Graham, 1991; De Cremer, 2006; Van Dierendonck & Nuijten, 2010)
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4. Dimensions of Servant Leadership
Altruistic
+
Transformational Authentic
Moral Relational
Spiritual
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5. SL/DMP Relationship
• Drawing on the Upper Echelons theory, leaders choose
their own decision making process.
– (Hambrick & Mason, 1984; Hambrick, 2007)
• Two contrasting styles of decision-making: Dominant
and Involved.
– (Black & Gregersen, 1997)
• As seen in the SL literature, servant leaders are more
inclined to undertake an involved process of decision
making.
– (Russell, 2001; Taylor et al., 2007)
Hypothesis 1: There is a positive association between servant leadership and
leader involvement in the decision making process.
Hypothesis 2: There is a negative association between servant leadership
and leader dominance in the decision making process
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6. DMP/JS Relationship
• The structural element of empowerment.
– (Menon, 2001; Tymon, 1988)
• CEOs who are more involved in the decision making
process will make better decisions.
– (Black & Gregersen, 1997; Solansky et al., 2008)
• An involved style of decision making is likely to foster
higher employee job satisfaction.
– (Kearney & Hays, 1994; Parnell & Menefee, 1995)
Hypothesis 3: There is a positive association between leader involvement
in the decision making process and job satisfaction of employees.
Hypothesis 4: There is a negative association between leader dominance in
the decision making process and job satisfaction of employees.
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7. Mediation Model
Involvement
H1 H3
Servant Job
Leadership Satisfaction
H2 Dominance H4
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8. Moderated SL/DMP Relationship
• Leaders intentions do not always equal
implementation. Often the decision making process
may be hindered by the constraints of organisational
structure.
– (Walter & Bruch, 2010)
• Organisational structure has been largely ignored in
leadership research.
– (Porter & McLaughlin, 2006; Walter & Bruch, 2010)
• This study will look at the structural factors of
centralisation & formalisation.
– (Atwater, 1995; House, 1991; Walter & Bruch, 2010)
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9. Formalisation
• Formalisation reduces the need for leadership; instead
rules and regulations guide employee behaviour.
– (Shamir & Howell, 1999; Wright & Pandey, 2010)
• It reduces the potential to exercise leadership.
– (Bass & Riggio, 2006; Shamir & Howell, 1999; Wright & Pandey, 2010)
• Given highly formalised procedures, servant leaders
may be less involved in the decision making process.
Hypothesis 5: Formalisation moderates the relationship between servant
leadership and leader involvement whereby that the more formalised
the organisation the less positive the relationship between servant
leadership and leader involvement in the decision making process.
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10. Centralisation
• Follower-centred leaders, such as SL, need open
organisations in which to flourish.
– (Davis, Eisenhardt & Bingham, 2009)
• In a company which is highly centralised, leaders are
constraint by the hierarchical decision making
process.
– (Walter & Bruch, 2010)
• Servant leaders may be inclined to undertake a
dominant decision making style.
Hypothesis 6: Centralisation moderates the relationship between servant
leadership and leader dominance whereby the more centralised the
organisation the more positive the relationship between servant
leadership and leader dominance in the decision making process.
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11. Moderation Model
Formal
isation
Involvement
H5
Servant
Leadership
H6
Dominance
Central
isation
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12. Methodology
• In order to fully answer the research problems a mixed
methods approach must be undertaken.
– (Creswell & Plano Clark, 2007; Dial, 2006; Yukl, 1989)
• The source of evidence will be single respondent mail
surveys and semi-structured interviews.
– (Lee, 1999; Miller, 1991; Yin, 2009)
• All scales used in the survey are derived from previous
studies to ensure reliability and validity.
– Servant Leadership
> (Sendjaya, et al., 2008)
– Job Satisfaction
> (Moyes & Redd, 2008)
– Decision Making Process
> (Black & Gregersen, 1997)
– Structure
> (Walter & Bruch, 2010)
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13. Methodology – Sample Items
• Involvement
– My CEO participates in most strategic decision making
meetings.
• Dominance
– My CEO is reluctant to compromise their decisions with others’
views.
• Centralisation
– Even small matters have to be referred to someone higher up
for a final answer.
• Formalisation
– The company has a large number of written rules and policies.
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14. Methodology – Quantitative
• The quantitative sample will consist of middle managers who
rate the leadership style and decision making process of their
CEO.
• Medium to large Australian firms, randomly selected from Dun
& Bradstreet mailing list.
• The interaction effects are difficult to detect when the sample
size is small, therefore a rather large sample size is needed.
– (Maxwell, 2000)
• The literature shows that leadership effect sizes have been
relatively low (0.05-0.25).
– (Bocarnea & Dimitrova, 2010; Cerit, 2009)
• Previous studies have used sample sizes ranging from 60-400.
– (e.g. Black & Gregersen, 1997; Bocarnea & Dimitrova, 2010; Carmeli et al., 2008)
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15. Methodology – Quantitative
• In order to use Structural Equation Modelling a sample of 200 is
needed.
– (Hair et al., 2009)
• Theoretically, it is suggested that the sample size should be
200-250.
– (Hair et al., 2009; Maxwell, 2000)
• Due to typically low Australian response rates (10%), 2500
surveys will be sent out and follow-ups will be made.
• Once collected, the data will be screed, and checks for scale
validly and reliability will be made.
• Relationship analysis with SEM for the mediating relationship
and regression for the moderating.
– (Hair et al., 2009; Pallant, 2007; Tabachnick & Fidell, 2006)
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16. Methodology – Qualitative
• The sample will consist of middle managers and their CEO’s.
• Randomly selected from Dun & Bradstreet mailing list.
• The interviews will be pared to shed light on discrepancies in
perceptions of SL behaviours and the leader’s DMP and to what
extent they impact job satisfaction.
• Previous studies have used sample sizes ranging from 3-15.
– (Ebner & O’Connell, 2010; Sendjaya, et al., 2008)
• Therefore, 10-14 paired semi-structured interviews will occur.
• All interview will be verbatim transcribed.
• Content (template) analysis on the basis of the servant
leadership dimensions
– (Crabtree & Miller, 1999; Holsti, 1969; Sommer & Sommer, 1991)
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17. Timeline
2010 2011 2012 2013
Jun-Aug Sept-Dec Jan-Mar Apr-Jun Jul-Sept Oct-Dec Jan-Mar Apr-Jun Jul-Sept Oct-Dec Jan-Mar Apr-Jun
Activity
Literature
Review
Methodology
Ethics Approval
Data Collection
(Survey)
Data Collection
(Interviews)
Data Analysis
Results
Discussion
Conclusion
Introduction
Revisions&
Submission
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18. Thank you
• Questions?
• Suggestions?
• Comments?
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19. References
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20. References
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21. References
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22. References
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