The Study of the Relationship between Servant Leadership and Organizational Change Uncertainty ─ Organizational Identification as the Mediator

Abstract

It can be argued that the successful management of change is crucial to any organization in order to survive and succeed in the present highly competitive and continuously evolving business environment Uncertainty is a major source of psychological strain during organizational change This study focuses on servant leadership and develops a model for examining the relationship between servant leadership and organizational change uncertainty Also the author added organizational identification including sense of connection to organization’s goals(SCOG) and sense of organization care(SOC) as the mediator between servant leadership and organizational change uncertainty to see the effectiveness of organizational identification This study was conducted through an online survey and the questionnaire was randomly invited people to fill in the questionnaire anonymously Data were collected from March 2020 to April 2020 with 505 valid questionnaires received Afterwards the author analyzed data with SPSS 18 0 for descriptive statistics as well as Smart PLS (V 3 2 8) for structural equation modeling for examining the proposed hypothesis The results of study represent:(1)Listening persuasion and stewardship of servant leadership were positively related to SCOG and SOC (2)SCOG and SOC were negatively related to job loss and job burnout of organizational change uncertainty (3)Servant leadership were all negatively related to organizational change uncertainty (4) Stewardship of servant leadership were negatively related to organizational change uncertainty however the mediation effectiveness is significant It means that in the condition of high organizational identification stewardship of servant leadership has more effectiveness to influence employee’s organizational change uncertainty

Date of Award	2020
Original language	English
Supervisor	Hsien-Ta Li (Supervisor)