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1 – 10 of over 12000The purpose of this paper is to investigate the effect of inclusive leadership on team climate. Drawing on the social exchange theory (SET), this study proposes a theoretical…
Abstract
Purpose
The purpose of this paper is to investigate the effect of inclusive leadership on team climate. Drawing on the social exchange theory (SET), this study proposes a theoretical model in which (1) inclusive leadership enhances team climate, (2) the moderating effect of team power distance and trust in leadership in the relationship between inclusive leadership and team climate.
Design/methodology/approach
A quantitative research method was applied, with a survey of 247 Nigerian employees nested in 59 teams in multiple small manufacturing firms across diverse industries widely distributed into textile, furniture, bakery and palm oil production firms. The partial least square structural equation modelling was used to test the study's proposed hypotheses.
Findings
The results revealed that inclusive leadership has a positive and direct effect on team climate. Also, this study found that (1) team power distance positively influences the relationship between inclusive leadership and team climate; and (2) trust in leadership positively influences the relationship between inclusive leadership and team climate.
Research limitations/implications
This study affirms the explanatory power of SET to investigate inclusive leadership and team climate at the team level. Also, the study utilised the SET to confirm the significance and value of team power distance and trust in leadership in the relationship between inclusive leadership and team climate at the team level in the Nigerian context.
Practical implications
The paper examined the relationship between inclusive leadership and team climate with team power distance and trust in leadership as moderators. The findings suggest that inclusive leadership play a paramount role in understanding team climate among small manufacturing firms. Moreover, the findings can be applied in organisations by creating different assessment mechanisms, e.g. webinars and training sessions, to encourage effective inclusive leadership behaviours in fostering a team climate for creativity and innovation.
Originality/value
The main contribution of this current research to knowledge is on the examination of the distinctive leadership style that influences team climate. The study indicates that when team members are allowed to fully contribute to the team, inclusion is promoted among group members, and trust in leadership is strengthened, which increases their perception of team climate within organisations.
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Elissa L. Perry, Caryn J. Block and Debra A. Noumair
The purpose of this paper is to present a model that explores the relationship between inclusive leadership, inclusive climates and sexual harassment and other negative…
Abstract
Purpose
The purpose of this paper is to present a model that explores the relationship between inclusive leadership, inclusive climates and sexual harassment and other negative work-related outcomes, at the work unit and individual levels.
Design/methodology/approach
A conceptual model of inclusive work unit leadership, inclusive work unit climate and sexual harassment based on a review of the literature.
Findings
Leaders who behave more inclusively are expected to have work units and work unit members who experience more positive outcomes and fewer negative outcomes including sexual harassment and other forms of mistreatment. Leaders impact their work unit and work unit members' outcomes directly as well as indirectly through the more inclusive work unit climates they create.
Research limitations/implications
The sexual harassment literature has identified climate for sexual harassment as a key predictor of sexually harassing behavior and its attendant negative outcomes. A focus on a broader inclusive climate, and inclusive leadership, may provide a richer understanding of the conditions under which sexual harassment and other forms of mistreatment occur and can be mitigated.
Practical implications
This model can help identify strategies organizations can employ (e.g. inclusive leadership development programs) to combat sexual harassment.
Social implications
This model may improve understanding of the systemic, organizational causes of sexual harassment reducing sexual harassment victims' potential self-blame and helping policymakers craft more effective sexual harassment interventions.
Originality/value
The paper conceives of work climates that contribute to sexual harassment more broadly than generally has been the case in the sexual harassment literature to date. The model highlights the important role that leaders play in shaping inclusive climates. It also contributes to the nascent literature on inclusion and inclusive climates, which has paid relatively little attention to exclusion and mistreatment including sexual harassment that are likely to arise in less inclusive workplaces.
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George Gotsis and Katerina Grimani
Inclusion is of critical importance to creating healthier workplaces, if the ongoing dynamic of workforce diversity is taken for granted. The purpose of this paper is to designate…
Abstract
Purpose
Inclusion is of critical importance to creating healthier workplaces, if the ongoing dynamic of workforce diversity is taken for granted. The purpose of this paper is to designate the role of spiritual leadership in fostering more humane and inclusive workplaces.
Design/methodology/approach
The authors review the extant literature on two distinct research streams, inclusion and inclusive leadership, and spiritual leadership, elaborate a mediation model, identify antecedents and outcomes, and articulate a set of propositions reflecting key findings.
Findings
The authors advance a conceptual model according to which inclusive practices founded on spiritual values will mediate the positive relationship between spiritual leadership and a climate for inclusion. They argue that calling and membership as components of spiritual wellbeing will reinforce employees’ experience of both uniqueness and belongingness, thus affecting their perceptions of inclusion and inducing multi-level beneficial outcomes.
Practical implications
Spiritual leadership assumes a preeminent role in embracing and valuing diversity: it embodies a potential for positioning inclusive ideals more strategically, in view of enabling employees unfold their genuine selves and experience integration in work settings.
Social implications
Spiritual leadership helps inclusive goals to be situated in their societal context; inclusion is thus viewed as both an organizational and societal good, embedded in social contexts, and pertinent to corporate vision, mission and philosophy.
Originality/value
The paper examines spiritual leadership as a predictor of climates for inclusion. Drawing on spiritual values, spiritual leaders display a strong potential for inclusion, facilitating diverse employees to experience feelings of both belongingness and uniqueness in work settings that assume high societal relevance.
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George Gotsis and Katerina Grimani
The purpose of this paper is to provide an integrative framework of servant leadership and employees’ perception of inclusion. The authors argue that servant leadership embodies…
Abstract
Purpose
The purpose of this paper is to provide an integrative framework of servant leadership and employees’ perception of inclusion. The authors argue that servant leadership embodies an inclusive leadership philosophy that is in a position to facilitate feelings of belongingness and uniqueness among diverse employees.
Design/methodology/approach
A theoretical model capturing the effect of servant leadership in shaping climates for inclusion, is developed. The authors elaborate on research streams focussing on climates for inclusion, and examine servant leadership as a potential predictor of inclusion. In this respect, the authors posit that inclusive practices mediate the servant leadership and inclusion relationship, while leaders’ inclusiveness beliefs moderate the servant leadership and inclusive practices relationship.
Findings
The model introduces mediating mechanisms that intervene in the indirect relationship between servant leadership and climates for inclusion. In so doing, the authors seek to identify how organizational practices supported through servant leadership behaviors address employee needs for belongingness and uniqueness. The model predicts multi-level beneficial outcomes for social identity groups.
Practical implications
The paper identifies a bundle of organizational practices facilitating employees’ perceptions of inclusion, by placing an emphasis on how servant leaders can enact and implement practices in view of attaining inclusiveness pursuits.
Social implications
Servant leadership is inclusive by empowering diverse employees and fostering equitable and more humane workplaces, as well as by being more sensitive to various societal expectations.
Originality/value
The paper is intended to explore precisely how servant leadership can help inclusive ideals to thrive in diverse work environments.
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Kunthi Afrilinda Kusumawardani, Maria Jacinta Arquisola, Grace Amin and Meta Restiawati
COVID-19 pandemic underlines the need for effective leadership to resolve the crisis. This study aims to examine the impact of inclusive leadership on safety behaviours via the…
Abstract
Purpose
COVID-19 pandemic underlines the need for effective leadership to resolve the crisis. This study aims to examine the impact of inclusive leadership on safety behaviours via the mediating role of the safety climate.
Design/methodology/approach
This research studied and compared two of the industries most affected by the pandemic, specifically banking and education. The questionnaire was undertaken among 111 from the education sector and 159 from the banking sector. Structural equation modelling – partial least square (SEM – PLS) was used to analyse the results.
Findings
The study suggested that inclusive behaviour shaped the safety behaviours among employees through the safety climate. However, the influence of inclusive leadership on the safety environment and safety behaviours of education staff in the company was not as powerful as in the banking sector.
Practical implications
There's a connection between inclusive leadership and worker protection. Besides, inclusive leadership and its effect on safety behaviour are culturally based. High levels of collectivism encourage leaders to care deeply for their employees' well-being, as demonstrated in this study by the promotion of a healthy working atmosphere, especially in times of crisis.
Originality/value
This research potentially adds to the current literature on leadership and safety behaviour and offers valuable management recommendations.
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Mehran Nejati and Azadeh Shafaei
Organisational learning is fundamental in establishing a fearless organisation, creating a competitive advantage and maintaining a sustained growth. While research suggests that…
Abstract
Purpose
Organisational learning is fundamental in establishing a fearless organisation, creating a competitive advantage and maintaining a sustained growth. While research suggests that leaders can influence organisational learning, there is currently no empirical evidence on how inclusive leadership fosters organisational learning behaviour. Therefore, the purpose of this study is to investigate the relationship between inclusive leadership and organisational learning behaviour. It also seeks to explore the mediating role of psychological safety and climate for initiatives in the mentioned relationship.
Design/methodology/approach
The study used a two-wave quantitative examination with 317 respondents. Online survey was used to collect data from randomly selected full-time Australian employees in two times. The data were then analysed using partial least squares structural equation modelling to provide insights.
Findings
The study found empirical evidence on the positive association of inclusive leadership and organisational learning behaviour. Moreover, the two mediation paths of psychological safety and climate for initiative were supported for the relationship between inclusive leadership and organisational learning behaviour.
Research limitations/implications
The current study contributes to theory by examining the role of inclusive leadership on organisational learning behaviour through two relatively unexplored mediating paths. It suggests how inclusive leadership can create a fearless organisation through fostering learning behaviour within the organisation which empowers organisations to sustain growth. Despite controlling for and assessing endogeneity, due to the cross-sectional design of the study, it is limited in demonstrating causal links.
Originality/value
The current study provides empirical evidence on the role of inclusive leadership in fostering organisational learning behaviour through two mediating paths of psychological safety and climate for initiatives. The proposed model sets the ground for future research to further develop insights on positive impacts of inclusive leadership within organisations.
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Aneesya Panicker, Rakesh Kumar Agrawal and Utkal Khandelwal
The purpose of this paper is to examine the relationship between employees’ perception of an inclusive workplace, namely, inclusive practices, inclusive climate and inclusive…
Abstract
Purpose
The purpose of this paper is to examine the relationship between employees’ perception of an inclusive workplace, namely, inclusive practices, inclusive climate and inclusive leadership and organizational citizenship behavior (OCB). It also attempts to examine the difference in perception toward the inclusive workplace along the three major dimensions of diversity, namely, gender, category they belong to and their religious orientation.
Design/methodology/approach
Non-probability sampling technique is employed to collect primary data through a self-administered questionnaire from 492 academicians of a higher education institution situated in western Uttar Pradesh of India. The data set was analyzed using statistical tools like descriptive statistics (z-test and ANOVA), and multiple regression analysis.
Findings
Results of the multiple regression analysis reflected direct and significant relationship between inclusive workplace and OCB. It has been observed that organizations with a conducive climate of inclusion, a well formulated inclusive practices and strong leaders’ commitment will result into high level of OCB which is apparent among employees working in a higher education institution western Uttar Pradesh. The results of z-test reflected that male and female employees have similar perception toward inclusive climate. However, there is a significant difference in perception toward inclusive practices and inclusive leadership on OCB. On the other hand, results of ANOVA reflected that with respect to religious orientation there is no significant difference among perceptions toward inclusive workplace. However in case of category employees have similar perception toward inclusive climate in contrast with inclusive practices and inclusive leadership.
Research limitations/implications
The present study established the concept of inclusive workplace, entirely on the basis of individual viewpoint. While to examine the cause and effect relationship of an inclusive workplace on OCB, it is recommended to incorporate some moderating or intervening variables.
Practical implications
This study provides guidelines for academic institutions to understand and foster an inclusive workplace that will encourage the academicians to exhibit OCB.
Originality/value
Very little research had examined the relationship between inclusive workplace and OCB. This research will add value to the existing literature on inclusive workplace and its probable impact on organizations and individuals by examining this relationship with respect to gender, category and religious orientation of employees working in higher educational institution of India.
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Ningyu Tang, Xingshan Zheng and Chiyin Chen
This paper aims to apply and integrate the existing literature of inclusion to develop a multi-level theory of organizational inclusion for the more and more diverse workforce.
Abstract
Purpose
This paper aims to apply and integrate the existing literature of inclusion to develop a multi-level theory of organizational inclusion for the more and more diverse workforce.
Design/methodology/approach
This paper first analyzes the issue of workforce diversity in China, and then reviews the concept of organizational inclusion. After that, this paper develops a multi-level model of organizational inclusion catering to Chinese diversity issue.
Findings
This paper outlines a series of propositions on how organizational, group, interpersonal and individual factors affect inclusion at both organizational and individual levels, and the consequences of inclusion in the workplace.
Originality/value
This paper is the first research to discuss the inclusion management in Chinese context. This paper proposes a multi-level theoretical model of organizational inclusion to guide empirical studies on the integration of the diversity in workplace in China.
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Loi Anh Nguyen, Rebecca Evan, Sanghamitra Chaudhuri, Marcia Hagen and Denise Williams
Organizations increasingly use inclusion initiatives to reflect a meaningful involvement of their entire workforce as part of their larger diversity, equity and inclusion (DEI…
Abstract
Purpose
Organizations increasingly use inclusion initiatives to reflect a meaningful involvement of their entire workforce as part of their larger diversity, equity and inclusion (DEI) strategies. However, the conceptualization of inclusion and its impact on larger DEI efforts and the organization remains unclear, coupled with the organizations’ struggles to find ways to embrace and advance inclusion. Hence, the purpose of this study is to synthesize ways of inclusion conceptualizations and review empirical evidence related to inclusion.
Design/methodology/approach
The authors conducted a literature review using the method of scoping review coupled with topical cluster mapping techniques.
Findings
The authors captured three ways of inclusion conceptualizations and provided an overview of topic clusters related to inclusion and its measurement tools. The authors also proposed a path model of inclusion based on emerging empirical evidence related to inclusion in the workplace.
Originality/value
To the best of the authors’ knowledge, this is one of the pioneering efforts to provide a much-needed review of inclusion in the workplace, which provides guidance for further research and practice to fulfill the goal of inclusion for all in the current workplace.
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