Do servant, transformational, transactional, and passive avoidant leadership styles influence mentoring competencies for faculty? A study of a gender equity leadership development program

This study examined whether women and men who were more skilled in one leadership style-servant, transformational, transactional, or passive avoidant-were better mentors and assessed if gender influenced leadership style or mentoring. Faculty (n= 56) who were members of one of two cohorts, participated in leadership development programs focused on gender equity at a university in the southeast U.S. The study used a quantitative cross-sectional survey design and the units of analysis were individual program participants. Initial regression analysis revealed servant leadership was positively and statistically associated with mentoring and passive avoidant leadership was negatively and statistically associated with mentoring. Transformational and transactional leadership were not statistically associated with mentor competency. Gender was not found to be associated with leadership style or mentoring. Human Resource Development professionals and those who conduct gender equity and other leadership development programs should consider the benefits of servant leadership due to its gender-neutral style and synergistic ability to develop leaders as skilled mentors.

Automated summary

This study found that servant leadership was positively associated with mentor competency, while passive avoidant leadership was negatively associated. Gender did not have an influence on leadership style or mentoring. Therefore, HR professionals should consider the advantages of servant leadership.