The Influence of Leadership Behavior Assessments and Servant-Oriented Leadership on Employee Engagement

Agile and committed workforces are paramount in today's fast-paced and ever-changing economic environment. Employee engagement is not just a buzzword but a strategic imperative that can significantly influence an organization’s resilience and adaptability. Therefore, this study aims to investigate the factors influencing Employee Engagement based on three aspects: demographic factors, leadership behavior assessment, and servant-oriented leadership. The quantitative method based on questionnaires is applied. Descriptive statistics such as frequency, percent frequency, arithmetic mean, and standard deviation are introduced. Various inferential statistical methods are used to test the hypothesis, particularly the Independent Samples t-test, the One-way ANOVA, and the Multiple Linear Regression Analysis. The results obtained from the study indicate that differences in occupation and job types generate differences in employee engagement. With respect to Multiple Linear Regression Analyses, the results indicate significant positive impacts of all aspects of Leadership Behavior Assessment (Vision and Innovation as well as Self-Improvement and Feedback) on Employee Engagement. All aspects of servant-oriented leadership (altruism and service, vision and influence, personal integrity and example, and team employment improvement) have also positively impacted employee engagement. Finally, Leadership Behavior Assessment and Servant-Oriented Leadership positively impact Employee Engagement.