Faculty of Economics and Business, University of Muhammadiyah Yogyakarta, Indonesia


BACKGROUND AND OBJECTIVES: As organizations seek effective ways to lead in a dynamic world, servant leadership will likely remain relevant. Servant leaders focus on serving others and nurturing the growth of employees to create positive work environments. However, there still exists a gap in the literature on the link between servant leadership and work engagement. Thus, this study aims to investigate the relation between servant leadership and work engagement by exploring the mediating role of affective commitment and job satisfaction.
METHODS: Using a purposive sampling process, self-administered questionnaires are distributed to 154 employees working in Central Java – Indonesia public health institution from March to June 2023. Partial least squares-structural equation modeling (PLS-SEM) with SmartPLS 3.0 software is utilized to analyze the data.
FINDINGS: The results indicate that servant leadership has a significant direct effect on affective commitment (β = 0.321, t-statistic = 3.226, p < 0.05) and job satisfaction (β = 0.429, t-statistic = 5.556, p < 0.05). Furthermore, it is found that affective commitment (β = 0.527, t-statistic = 8.518, p < 0.05) and job satisfaction (β = 0.306, t-statistic = 4.275, p < 0.05) significantly affect work engagement. This study, upon further investigation, reveals that affective commitment (β = 0.170, t-statistic = 3.079, p < 0.05) and job satisfaction (β = 0.131, t-statistic = 3.179, p < 0.05) significantly mediate the relationship between servant leadership and work engagement.
CONCLUSION: The results from PLS-SEM analysis reveal no direct relationship between servant leadership and work engagement. Additionally, the roles of affective commitment and job satisfaction are found to mediate the relationship between servant leadership and work engagement of employees in public health institution. When employees are satisfied and feel emotionally connected to their leader and organization, they are more likely to find their work meaningful and enjoyable, leading to higher levels of work engagement.


Main Subjects


©2024 The author(s). This article is licensed under a Creative Commons Attribution 4.0 International License, which permits use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons license, and indicate if changes were made. The images or other third-party material in this article are included in the article’s Creative Commons license, unless indicated otherwise in a credit line to the material. If material is not included in the article’s Creative Commons license and your intended use is not permitted by statutory regulation or exceeds the permitted use, you will need to obtain permission directly from the copyright holder. To view a copy of this license, visit: 


Tehran Urban Research and Planning Center Publisher remains neutral concerning jurisdictional claims in published maps and institutional affiliations. 


Google Scholar | DOAJ | Scopus | EBSCO | Internet Archive |Twitter |Mendeley  


Tehran Urban Research and Planning Center: Tehran Municipality

Schaufeli, W.B.; Bakker, A.B., (2010). Defining and measuring work engagement: Bringing clarity to the concept. In A. B. Bakker (Ed.) & M. P. Leiter, Work engagement: A handbook of essential theory and research. Psychology Press. 10-24 (5 pages).


International Journal of Human Capital in Urban Management (IJHCUM) welcomes letters to the editor for the post-publication discussions and corrections which allows debate post publication on its site, through the Letters to Editor. Letters pertaining to manuscript published in IJHCUM should be sent to the editorial office of IJHCUM within three months of either online publication or before printed publication, except for critiques of original research. Following points are to be considering before sending the letters (comments) to the editor.

[1] Letters that include statements of statistics, facts, research, or theories should include appropriate references, although more than three are discouraged.

[2] Letters that are personal attacks on an author rather than thoughtful criticism of the author’s ideas will not be considered for publication.

[3] Letters can be no more than 300 words in length.

[4] Letter writers should include a statement at the beginning of the letter stating that it is being submitted either for publication or not.

[5] Anonymous letters will not be considered.

[6] Letter writers must include their city and state of residence or work.

[7] Letters will be edited for clarity and length.