The purpose of this study was to explore the relationships between supervisors' perceived Servant Leadership behaviors and employees' Organizational Commitment, as measured by the Servant Leadership Scale (SLS-7) and the Three-Component Model (TCM) of Commitment. A sample of convenience was utilized, comprising 350 full-time employees (N = 350) who reported to a supervisor (M[subscript age] = 37.2 years). Participants completed three instruments: a Demographic Questionnaire, the SLS-7, and the TCM. This non-experimental study was analyzed using descriptive statistics, Pearson correlation coefficient, and multiple regression. Beta and partial correlations were further analyzed for continuous variables, while a t-test was employed for categorical variables. The literature review indicated limited but generally positive relationships between Servant Leadership and Organizational Commitment post-pandemic. However, findings on demographic variables showed mixed results. This study found a weak negative relationship between age and Continuance Commitment, with no significant findings for gender, tenure, or type of educational institution. Importantly, Servant Leadership was significantly related to Normative Commitment, explaining 22.9% of the variance, but showed no significant predictors for Affective or Continuance Commitment. These results suggest that while Servant Leadership has a strong positive influence on Normative Organizational Commitment, its impact on Affective and Continuance Organizational Commitment is less clear. Educational leaders may need to implement additional strategies alongside fostering Servant Leadership behaviors to enhance Organizational Commitment in the post-pandemic context. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]