Search

Purpose: Drawing from occupational socialization theory and social capital theory, the purpose of this study was to investigate the socialization of physical education teachers in a professional learning community during induction. Method: Because this investigation consisted of a single school, a single instrumental case study design was utilized. The school was purposely chosen given its status as a "model professional learning community." Two physical education teachers, three school administrators, and the founding principal participated in this study. Data collection consisted of a combination of dyadic interviews, focus groups, observations, and documents. Results: Data analysis revealed three overlapping themes with supportive categorical subthemes: (a) Dispersed and Inclusive Leadership, (b) Teacher Empowerment, and (c) Culture of Belonging. Discussion: Implications for physical education teachers include the necessity of ongoing collaboration with administrators, cross-curricular colleagues, and physical education teaching peers. Physical educators should seek to develop strong social capital within the school professional learning community. [ABSTRACT FROM AUTHOR]

This study delves into the leadership experiences of Latinx women in their professional work contexts who serve as K-12 school principals in public schools located in New Jersey. It accentuates the obstacles faced by these Latina administrators in their roles as school principals to deconstruct negative perceptions and biases toward Latina principals rooted in social identity stereotypes of gender and ethnicity. The study’s findings reveal how their leadership challenges have empowered them to confront microaggressions from intersecting social identity stereotypes related to gender and ethnicity. The primary objective of the research is to dispel misconceptions about Latina school principals and advocate for inclusive leadership practices. The findings indicate that the sustained career success of the Latina school principals in this study was driven by resistant capital (CCW, Yosso & Yosso, 2005; Yosso & Escobedo, 2022), a form of cultural asset that presents an alternative narrative about Latina educational leaders. This study underscores the significance of recruiting and retaining Latina school principals in urban districts and proposes a framework for preparing Latina leaders from K-12 through college. [ABSTRACT FROM AUTHOR]

With growing diversity in child welfare, inclusive leadership could improve child welfare workers’ performance with children and families. By analyzing survey data collected from 2469 public child welfare workers, we found that inclusive leadership was positively associated with job efficacy by increasing workers’ perceptions of an inclusive climate and empowerment. Furthermore, its positive effects were greater among workers of color than White workers. Findings suggest that inclusive leadership can function as an organizational mechanism to promote performance-related outcomes, especially among child welfare workers of color. This paper concludes with practical implications to encourage inclusive leadership and strengthen its synergistic benefits. [ABSTRACT FROM AUTHOR]

Purpose: The study aims to develop a hierarchical model for innovative work behaviour (IWB) that can capture the complex associations among the factors contributing to IWB within the information technology (IT) sector. To accomplish this, the authors rely on an abductive approach using a graph theoretic model, often called interpretive structural modelling (ISM). Design/methodology/approach: After conducting an in-depth literature review and using the Delphi method, the authors identified 12 factors (11 enablers and IWB as an outcome). The authors collected data through the Delphi approach by sending the questionnaire to 11 experts from academia and the IT sector who have extensive experience and knowledge relevant to the study. The authors then used the ISM method to analyse the relationships among these factors and understand their driving forces. Findings: Based on the ISM model and the Matrice d'Impacts Croisés Multiplication Appliquée à un Classement analysis, the authors have identified that inclusive leadership, proactive personality and knowledge creation ability are the variables with strong driving power but weak dependence. Conversely, IWB has strong dependence but weak driving power. These findings suggest that to foster IWB, the organisation should prioritise inclusive leadership, proactive personality and knowledge-creation ability to succeed in challenging times. The study's findings contribute to the social exchange theory, which explains IWB in a dynamic setting. Additionally, the study helps address the significant concerns that most IT companies face during times of crisis. Practical implications: The study provides valuable guidance for managers and policymakers who are grappling with the challenges of improving IWB in the IT sector. This study is particularly relevant as the industry is currently navigating an economic recession and facing intense competition from other tech companies launching new products and services. Originality/value: This research holds great significance for top executives, line managers and policymakers in the IT industry. It sheds light on the relevance and importance of various factors facilitating millennials' IWB. [ABSTRACT FROM AUTHOR]

Language teacher associations (LTAs) serve as a platform for the personal and professional learning of language teachers. This study uses Q methodology to explore how involvement in Thailand TESOL promotes collective leadership among its committee members. Twenty current and former members participated in a card-sorting task, and six of them were further interviewed. A by-person factor analysis categorised participants into three groups based on their shared perspectives on collective leadership. Thailand TESOL provides its committee members with various forms of collective leadership, such as collaborative efforts to contribute to English education, inclusive leadership practices and shared purposes. The evolving educational landscape requires members to practice collective leadership and adaptability, encouraging a culture of continuous professional learning and innovation within and beyond the association. The findings not only illuminate distinct aspects of collective leadership promoted by the association but also contribute to LTA research, particularly concerning members' personal and professional learning. [ABSTRACT FROM AUTHOR]

This quantitative study examines the influence of innovative pedagogical approaches (IPA) on enhancing student critical thinking (SCT) and student learning outcomes (SLO) in higher education, with an emphasis on the mediating role of inclusive leadership(IL). Using a sample of 321 students from public and private universities in Pakistan, the research reveals that methods such as problem-based learning, flipped classrooms, and interactive teaching significantly boost academic performance and cultivate critical thinking skills. The findings indicate that innovative pedagogical approaches positively and significantly impact student critical thinking (β = 0.536, t = 6.539, p < 0.001) and learning outcomes (β = 0.551, t = 12.725, p < 0.001). Additionally, inclusive leadership mediates the relationship between innovative teaching methods and both student critical thinking (β = 0.331, t = 3.833, p < 0.001) and learning outcomes (β = 0.405, t = 8.662, p < 0.001). Data were collected using survey questionnaires adapted from established studies on inclusive leadership, innovative pedagogical approaches, student critical thinking, and learning outcomes. These results highlight the essential role of inclusive leadership in enhancing the efficacy of innovative pedagogies by creating a supportive and diverse learning environment. The study suggests that implementing active learning strategies and integrating technology in the classroom, along with inclusive leadership practices, can significantly improve student engagement, critical thinking, and overall academic performance. This research offers valuable insights for educators and policymakers seeking to enhance teaching and learning experiences in higher education. [ABSTRACT FROM AUTHOR]

Inclusive leadership has been identified as playing a key role in promoting employee innovation. However, previous studies on the mechanism of inclusive leadership influencing employee innovation performance have ignored the fact that innovation requires a substantive change process at work. Therefore, drawing on social learning theory and social information processing theory, we adopt the perspective of job crafting, which is characterized by a substantive changing process, and respectively introduce employee job crafting and leader job crafting to reveal this mechanism. The results of matching leader–employee data from 62 teams in high-tech industries showed that inclusive leadership can enhance employee innovation performance via prompting employee job crafting, and leader job crafting moderates the effect of inclusive leadership on employee job crafting, employee job crafting on employee innovation performance and the indirect relationship between inclusive leadership and employee innovation performance through employee job crafting. By revealing the mediating role of employee job crafting and the moderating effect of leader job crafting at two separate stages, this study provides new knowledge on the process mechanism of an inclusive leader's role in fostering employee innovation, and adds valuable insights for management practice. [ABSTRACT FROM AUTHOR]

Purpose: Employees within organizations actively pursue and maintain their workplace well-being. Although there are current studies that have examined the linking inclusive leadership to employee workplace well-being, the underlying intrinsic link between the two remains unclear. On the basis of self-determination theory, this research examined the relationship between inclusive leadership, vigor, supervisor developmental feedback, and workplace well-being. Patients and methods: Data were collected from 61 teams that totaled 342 full-time employees through a 3-stage questionnaire. Multilevel Structural Equation Modeling and Monte Carlo simulations were conducted on data for hypothesis testing. Results: Inclusive leadership positively correlated with employee workplace well-being. Employee vigor mediates the link between inclusive leadership and employee workplace well-being. Supervisor developmental feedback moderated the relationship between inclusive leadership and employee vigor. Conclusions: Inclusive leadership can improve employees' workplace well-being by stimulating their vigor. Therefore, managers need to be able to effectively meet employees' basic needs to stimulate their vigor. Based on meeting employees' basic needs, managers can also provide targeted developmental feedback to meet employees' growth needs, which can more effectively promote employees' vigor and workplace well-being. [ABSTRACT FROM AUTHOR]

The paper focuses on the South African Higher Education environment, engaging with men in leadership and their views on areas that have been identified as challenging in women's lived experiences and the advancement of women towards leadership. Men still dominate positions of leadership and as such, hold positional power and influence in transformation towards a more equitable and diverse leadership profile. Research in this area focuses predominantly on the voices of women, yet there is recognition that men should also exercise agency in this regard. Set within a framework of social justice, critical and social realism, the research considers whether men understand women's lived experiences and challenges of institutional culture, often described in gendered terms. It considers their perceptions of women as leaders, inclusive of their notions of leadership. It is an attempt to grapple with women's perpetual challenges in the Higher Education milieu and the globally persistent underlying barriers to women's advancement. A qualitative approach was adopted and six men in leadership positions were interviewed. Responses to open-ended questions, based on areas highlighted in the literature, were analysed using critical discourse analysis. The findings revealed that though men in leadership appeared to understand the challenges experienced by women, the deeper embedded (real) levels of patriarchy and institutional culture and the impact on women's lived experiences were not fully appreciated. The paper concludes that men's advocacy and agency, though not conclusively so, can be major game-changers in institutional culture and patriarchal practices. The appearance of a perpetual cycle of cultural and structural barriers, and a predominance of research on women's experiences of this cycle, led the researcher to engage with men in leadership to ascertain whether they recognise and comprehend this cycle and whether they exercise agency and advocacy in challenging the status quo. [ABSTRACT FROM AUTHOR]

Inclusive leadership has been discussed as an effective approach to workforce retention and workplace racial discrimination by satisfying the demand for belongingness and uniqueness. However, scant research has investigated the relationship between inclusive leadership and retention in child welfare. Using survey data collected from child welfare workers (n = 2469) across three public child welfare agencies, the current study examined the direct impact of inclusive leadership on child welfare workers' intent to stay at their agency, as well as its indirect impact on intent to stay by influencing workplace racial discrimination. This study also explored the moderation effect of inclusive climate on the direct and indirect impacts of inclusive leadership using the PROCESS Program for SPSS. The research findings revealed that the direct and indirect impacts of inclusive leadership on intent to stay were significant. The findings also suggest that inclusive climate strengthened the positive association between inclusive leadership and intent to stay. Overall, this study demonstrated the potential of inclusive leadership to enhance racial equity and workforce retention in public child welfare systems. Future research needs to explore how specific behaviors of inclusive leaders improve workforce retention and explore other factors that could explain the impact of inclusive leadership. [ABSTRACT FROM AUTHOR]

Purpose: Explaining the impact of comprehensive leadership in achieving organizational agility that contributes to achieving the desired goals and retaining competent cadres. Theoretical framework: Achieving the primary goal, which is by defining the effect of inclusive leadership with its dimensions on organizational agility. The research investigated the extent to which comprehensive leadership contributes to enhancing organizational agility through employees' ownership of the two concepts. Design/methodology/approach: The descriptive-analytical method was adopted, and the data were analyzed to reach the results using SPSS V.26 software. The company registration department, a subsidiary of the General Company for Battery Industries, was chosen to represent the study population. Data was collected from 111 employees, including managers and employees, using a a questionnaire. It was analyzed using statistical methods such as arithmetic mean, standard deviation, and simple linear regression. Findings: The higher level of managers adopting inclusive leadership, and organizational flexibility. Research, practical & social implications: Promoting a culture within the organization that encourages proactiveness and interest in innovation. This can be achieved by encouraging the manager and employees to share new ideas and suggestions. Originality/value: Describing contemporary administrative concepts that play a major role in improving the level of public services provided to citizens. [ABSTRACT FROM AUTHOR]

Currently, schools in the United States are highly diversified and integrated. In other words, the integration of students representing multiple identities and positionalities existing in the same educational spaces is much more common. The purpose of this study was to examine elementary school principals' perspectives on inclusive education. Grounded in social constructionism, the research design was a descriptive case study positioned using qualitative methodology. The primary data sources were semi‐structured one‐on‐one Zoom interviews with four elementary school principals from the Midwestern region of the United States; and researchers' reflexive notes in order to understand how principals understand and deploy inclusion within their respective schools. Based on thematic analysis, in this paper, we constructed the following interrelated themes: (a) building discourses around inclusion from prior educational experiences; (b) culturally responsive leadership as a practice to inclusion; (c) collective feelings of safety, comfort and harmony and (d) the negotiation of privilege. These themes highlighted that the conceptualization and implementation of inclusion heavily prioritize the perspectives of professionals within schools rather than those of the individuals being included. [ABSTRACT FROM AUTHOR]

This paper delves into the complex relationship between business leadership, sustainability, and inclusivity, representing a step toward developing a more inclusive leadership approach to sustainable development that fosters shared power relations between business leaders and marginalized members of society. With environmental and social conditions worsening, it is urgent for corporations to move away from the neoliberal profit-maximization models advocated by Milton Friedman and instead prioritize humanity and the environment. This shift requires a fundamental restructuring of businesses to move beyond profit maximization and address societal power imbalances by including all stakeholders. Our inclusive leadership for sustainable development framework, rooted in symbolic interactionism, offers a holistic lens for including marginalized groups. At the microlevel, it focuses on business leaders' personas, characterized by pro-demographic diversity and biodiversity, cognitive complexity for sustainable development, and social empathy, which can potentially create a macro-level impact. These characteristics, accompanied by macro perspectives toward repurposing corporations away from neoliberalism, would be a step forward in cultivating shared power dynamics between business leaders and marginalized communities for the betterment of society. [ABSTRACT FROM AUTHOR]

Purpose: This study attempts to examine how employee orientations and paranoid arousal intersect and influence the voice behaviors of employees, as they significantly influence workplace practices. Design/methodology/approach: Drawing on a multi-source and multi-time-based survey, the data were collected from 37 supervisors and 270 employees in 80 branches of 11 microfinance banks. SmartPLS-4.1 was used to test the measurement and structural model. A total of 307 questionnaires were used for the data analysis. Findings: This research presents the contrasting results of employee orientations with voice behavior. Results support the direct relationship between paranoid arousal and promotive-prohibitive voice behaviors. However, no support was found for approach-avoidance orientation and promotive-prohibitive voice behaviors. Practical implications: Employees' ability to voice-out in organizations depends on several motivational factors, consolidated into three areas – organizational culture, leadership, and individual traits. Organizations must implement a culture of transparency and open communication. Participative and inclusive leadership styles increase the quality of relationships with employees, stimulating a promotive voice. A support system for employees is needed to advance in their careers, increasing promotive behaviors. Originality/value: The study adds value to the existing body of knowledge by studying approach-avoidance orientations and voice behaviors through the lens of paranoid arousal in the framework. [ABSTRACT FROM AUTHOR]

Given the prevalence of precarious work in the social fabric of organizations, its negative repercussions for employees and organizations, and the scarcity of research on how organizational leadership can improve working conditions, we suggest inclusive leaders as a remedy to precarious work. Drawing on stakeholder theory, we propose that inclusive leadership is negatively associated with precarious work, both directly and indirectly, via structural empowerment. We also hypothesize that leader political skill moderates the positive relationship between inclusive leadership and structural empowerment and the negative indirect (via structural empowerment) association between inclusive leadership and precarious work. Two-source and time-lagged survey data collected from 311 employees and their supervisors supported our hypotheses. Other than contributions to the literature on inclusive leadership, structural empowerment, and precarious work, this study offers several imperative practical implications that can help organizations counter precarious work and its negative repercussions. [ABSTRACT FROM AUTHOR]

Background: Intensive Care Unit nurses are related to the medical quality and life outcome of critically ill patients. In the context of nurse shortage, it is of great significance to reduce the turnover intention of Intensive Care Unit nurses. Inclusive Leadership, organizational-based self-esteem and Interactional Justice are important factors affecting the turnover intention of Intensive Care Unit nurses. However, for the special group of Intensive Care Unit nurses, there are few studies that explore the associations between these factors. This study explores the effect of inclusive leadership on the turnover intention of Intensive Care Unit nurses and the potential mediation through organizational-based self-esteem and interactional justice. Method: A cross-sectional study design was used to investigate 460 Intensive Care Unit nurses in 4 general hospitals in northern China. The scales used in this study include the inclusive leadership scale, the organization-based self-esteem scale, the interactional justice scale and the turnover intention scale. SPSS 27.0 was used for descriptive analysis and Pearson correlation analysis. AMOS 25.0 was used to construct structural equation model and Bootstrap test. Results: The results showed that the turnover intention of Intensive Care Unit nurses was higher (2.05 ± 0.67). Inclusive leadership had a negative predictive effect on turnover intention (β=-0.27, P < 0.001), and organizational-based self-esteem and interactional justice played a chain mediating role in the relationship between them (β=-0.051, P < 0.05). Conclusions: Inclusive leadership is significantly related to the turnover intention of Intensive Care Unit nurses, and organizational-based self-esteem and interactional justice play a chain mediating role between the two. When medical institutions and nursing managers intervene to reduce the turnover intention of Intensive Care Unit nurses, they should not only focus on inclusive leadership but also consider the impact of organizational-based self-esteem and interactional justice on turnover intention, in order to develop effective talent retention strategies. [ABSTRACT FROM AUTHOR]

This article examines the potential benefits and challenges of using artificial intelligence (AI) in labor organizing. It acknowledges that while AI can empower workers and advance the goals of the labor movement, there are concerns about job displacement and the concentration of power in big tech companies. The article emphasizes the need for a balance between AI and human involvement in organizing, highlighting how AI can support base-building, leadership development, and worksite collective bargaining. It also discusses the potential for AI to automate tasks and free up organizers for strategic decision-making and relationship-building. The article suggests that AI can be a game-changer for organizing, but careful consideration must be given to its implementation and potential impacts. It proposes the intervention of the federal government to provide resources and create a level playing field, and emphasizes the importance of collaboration between unions, government agencies, academic institutions, technology experts, and community-based organizations to harness the transformative potential of AI in labor organizing. [Extracted from the article]

The functioning of the energy sector in Poland has been changing over recent years, influenced by growing concern for the environment. The concept of inclusive leadership can play a key role in the emergence of behavioral changes related to the development of environmental awareness and the initiation of pro-environmental attitudes and behaviors by employees. The guiding objective of this study is to verify a moderated mediation model of the impact of pro-environmental consciousness (PEC) on the mediating role of the fulfillment of the psychological contract for the environment (PCFE) in pro-environmental inclusive leadership (PEIL) and pro-environmental work behavior (PEWB) relationships in the energy industry. By self-completing a survey questionnaire using the computer-assisted web interview (CAWI) method, responses were collected from 649 respondents employed in various energy industry organizations. Structural equation modelling based on maximum likelihood with bootstrap estimation was used to test the hypothesis model. The findings confirm the assumptions of the research model, demonstrating a direct relationship between pro-environmental inclusive leadership and pro-environmental work behavior. Additionally, a mediating condition was found, where the fulfillment of the psychological contract for the environment mediates the relationship between pro-environmental inclusive leadership and pro-environmental work behavior, and pro-environmental consciousness moderates this process. It was found that higher pro-environmental consciousness enhances the indirect effect of pro-environmental inclusive leadership on employees' pro-environmental work behavior through the fulfillment of the psychological contract for the environment. This highlights the importance of the fulfillment of the psychological contract for the environment and a pro-environmental consciousness in the effectiveness of pro-environmental leadership. The analysis indicates that managers who apply a pro-environmental inclusive management style contribute to an increasingly pro-environmental consciousness and the promotion pro-environmental work behavior among employees. Furthermore, the indirect effect of green leadership on employees' green actions, through the fulfillment of a psychological contract for the environment that is moderated by their pro-environmental consciousness, highlights the importance of environmentally conscious leaders in building effective employee–employer relationships. These relationships facilitate the implementation of initiatives that accelerate the pace of change and enhance efforts to build tomorrow's modern energy industry based on low- and zero-carbon energy sources. Additionally, this is one of the first studies in the Polish energy industry to provide insight into the role and importance of green leadership and green behavior in the energy industry. [ABSTRACT FROM AUTHOR]

The sudden closure of educational institutions amid the pandemic compelled school administrators to manage the crisis with little reaction time. Despite the stringent and exigent predicament, school principals had to amend and modify their leadership technique by adapting to varying levels of academic, technological, operational, and personal relationship support. Through this approach, a robust pledge and coalition with the education community have been reinforced, but there is also an increasing anxiety concerning the widening education gap among the underprivileged. This research aims to investigate the development of digital leadership during the lockdown, the specific training school principals received in digital and comprehensive education, as well as their training demands in this regard. This study focuses exclusively on data from school principals in Spain, although it is part of a larger international project. The results of this study emphasised the school principals in Spain, revealing a significant divergence in the crisis leadership development during the lockdown, inadequate previous training concerning diversity inclusion in schools, pedagogical leadership, particularly digital leadership. Additionally, it was found that the most vulnerable students were even more susceptible during the lockdown. Finally, the study concludes with a series of suggestions for leadership training in digital and inclusive practices. [ABSTRACT FROM AUTHOR]

This commentary revisits Dahlvig and Longman's (2020) "Addressing Glass Ceilings and Sticky Floors" to update the global status of women's leadership in higher education. Additionally, the authors advocate for expanding the inclusive leadership conversation beyond the historic male/female binary. Institutional barriers persist that hinder minoritized leadership, therefore using intersectionality and an inclusive view of gender in framing current problems and solutions will benefit the path forward. [ABSTRACT FROM AUTHOR]

Understanding the key factors that drive entrepreneurial success is vital in our quest to achieve sustainable development goals and cultivate inclusive business models in emerging markets. This study employs a mixed‐methods approach, combining qualitative expert interviews (n = 25) with content analysis of secondary data sources (76 journal articles, 17 reports, 20 newspaper articles, 15 blogs, 24 video clips, and 7 book chapters). Data were investigated utilizing grounded theory techniques, including open, axial, and selective coding. The study focuses on successful startups in Bangladesh, selected based on criteria, such as financial performance, growth potential, and innovation. The findings reveal that 92% of successful startup leaders possess resilience, 88% demonstrate effective communication skills, 84% exhibit a growth mindset, and 80% employ a strategic mindset. Furthermore, 76% of these leaders foster a culture of innovation by embracing failure, 72% adopt a vision‐oriented approach, and 68% decentralize authority. The study highlights that 64% of successful startups leverage market analysis techniques, 60% optimize their supply chains, 56% employ effective risk management strategies, 52% focus on customer segmentation, and 48% utilize crowdsourcing methods to enhance their strategic decision‐making and operational efficiency. Conversely, 40% of unsuccessful startups lack salesmanship skills, 36% lack humility, and 32% have limited coachability. This research contributes to the understanding of entrepreneurial strategies and the private sector's role in achieving sustainable business development in emerging markets, providing valuable insights for entrepreneurs, policymakers, and stakeholders in the entrepreneurial ecosystem. [ABSTRACT FROM AUTHOR]

Research Summary: "Open strategy" is a new macro discourse on strategy that differs fundamentally from the conventional strategy discourse. In this paper, we examine how actors deal with the co‐existence of the two discourses, given their conflicting nature. For this purpose, we draw on a longitudinal, in‐depth case study of an international finance firm that introduced open strategy alongside the conventional strategy discourse that had shaped their strategy work in the past. We find that strategy actors deal with interdiscursive tensions by enacting meta‐discursive practices that regulate the mobilization of the two strategy discourses. Furthermore, we identify power as an important driver and necessary resource in enacting these practices. With these findings, we contribute to the open strategy literature and the literature on organization and strategy discourse. Managerial Summary: There is a recent trend for opening up the strategy process to actors outside the upper echelons, which is referred to as "open strategy." This new approach is based on a fundamentally different logic than the conventional approach to strategy making; while the latter highlights exclusivity and secrecy, the former stresses inclusivity and transparency. This empirical study examines how managers deal with tensions that arise from the co‐existence of these approaches. We find that managers try to resolve these tensions by regulating where and when each approach can be applied. We also show that the switch from one way of regulating the application of approaches to another depends on the power and interests of the participants. [ABSTRACT FROM AUTHOR]

Leaders have an important role to play in the creation of an organisational climate that fosters learning, engagement and voice behaviour. This study investigated the effect of inclusive leadership on the voice behaviour of the employees of small hospitality firms in South Africa. In addition, this study examined the serial mediating effects of psychological safety and affective commitment. To the best of the author's knowledge, this is one of the primary studies to explore the sequential mechanism through which inclusive leadership impacts employee voice behaviour. This study used a quantitative research design, and data were collected from employees in a cross-sectional survey. This study adopted the convenience sampling method, and SPSS AMOS27 was used for structural equation modelling. The findings indicated the positive effect of inclusive leadership on employee voice behaviour. In addition, this study confirmed the serial mediating roles of psychological safety and affective commitment. The findings of this study contribute to a deeper understanding of the factors that can promote employee voice in hospitality firms through the testing of a new theoretical model. The findings of this study have important implications for policy and practice in the hospitality industry. [ABSTRACT FROM AUTHOR]

This study explores how inclusive leadership shapes innovative work behavior, focusing on the intermediary effects of emotional commitment and an inclusive climate in Turkish public schools. Drawing on data from 364 teachers in Kocaeli, the research utilized a range of scales to assess aspects like inclusive leadership, emotional commitment, inclusive climate, and innovative work behavior. The analysis was conducted using descriptive statistics and Partial Least Squares Structural Equation Modeling (PLS-SEM). Results show a positive impact of inclusive leadership on innovative work behavior. However, the impact is mediated through the presence of an inclusive climate and high levels of emotional commitment. The findings suggest that while inclusive leadership is necessary for fostering innovation, it is the combination of an emotionally supportive and inclusively diverse environment that truly enhances innovative behaviors among teachers. This comprehensive approach not only supports the innovative capacity of individuals but also contributes to a more dynamic and creative educational atmosphere. This study highlights the importance of adopting a holistic leadership strategy in educational institutions. It underscores the need for school administrators to not only practice inclusive leadership but also actively cultivate an environment that values diversity and fosters emotional commitment. By doing so, schools can become fertile grounds for innovation, benefiting educators and students alike. The research provides valuable insights into the mechanisms through which leadership can influence organizational behavior and offers a framework for fostering innovation in educational settings. [ABSTRACT FROM AUTHOR]

Abstract This quantitative study examines the influence of innovative pedagogical approaches (IPA) on enhancing student critical thinking (SCT) and student learning outcomes (SLO) in higher education, with an emphasis on the mediating role of inclusive leadership(IL). Using a sample of 321 students from public and private universities in Pakistan, the research reveals that methods such as problem-based learning, flipped classrooms, and interactive teaching significantly boost academic performance and cultivate critical thinking skills. The findings indicate that innovative pedagogical approaches positively and significantly impact student critical thinking (β = 0.536, t = 6.539, p

Abstract Purpose Employees within organizations actively pursue and maintain their workplace well-being. Although there are current studies that have examined the linking inclusive leadership to employee workplace well-being, the underlying intrinsic link between the two remains unclear. On the basis of self-determination theory, this research examined the relationship between inclusive leadership, vigor, supervisor developmental feedback, and workplace well-being. Patients and methods Data were collected from 61 teams that totaled 342 full-time employees through a 3-stage questionnaire. Multilevel Structural Equation Modeling and Monte Carlo simulations were conducted on data for hypothesis testing. Results Inclusive leadership positively correlated with employee workplace well-being. Employee vigor mediates the link between inclusive leadership and employee workplace well-being. Supervisor developmental feedback moderated the relationship between inclusive leadership and employee vigor. Conclusions Inclusive leadership can improve employees’ workplace well-being by stimulating their vigor. Therefore, managers need to be able to effectively meet employees’ basic needs to stimulate their vigor. Based on meeting employees’ basic needs, managers can also provide targeted developmental feedback to meet employees’ growth needs, which can more effectively promote employees’ vigor and workplace well-being.

Abstract Background Intensive Care Unit nurses are related to the medical quality and life outcome of critically ill patients. In the context of nurse shortage, it is of great significance to reduce the turnover intention of Intensive Care Unit nurses. Inclusive Leadership, organizational-based self-esteem and Interactional Justice are important factors affecting the turnover intention of Intensive Care Unit nurses. However, for the special group of Intensive Care Unit nurses, there are few studies that explore the associations between these factors. This study explores the effect of inclusive leadership on the turnover intention of Intensive Care Unit nurses and the potential mediation through organizational-based self-esteem and interactional justice. Method A cross-sectional study design was used to investigate 460 Intensive Care Unit nurses in 4 general hospitals in northern China. The scales used in this study include the inclusive leadership scale, the organization-based self-esteem scale, the interactional justice scale and the turnover intention scale. SPSS 27.0 was used for descriptive analysis and Pearson correlation analysis. AMOS 25.0 was used to construct structural equation model and Bootstrap test. Results The results showed that the turnover intention of Intensive Care Unit nurses was higher (2.05 ± 0.67). Inclusive leadership had a negative predictive effect on turnover intention (β=-0.27, P

This study aimed to thoroughly examine and analyse the existing literature on inclusive leadership (IL), a leadership paradigm that addresses the fulfilment of employees' needs for relatedness, distinctiveness, and competence. By employing an integrative review, we constructed a conceptual framework for IL. Additionally, we employed bibliometric methods, such as co-citation and co-occurrence techniques, to trace themes within IL literature. Utilising the VOSviewer tool, we reviewed 194 articles to visually map the landscape of IL research. We traced the evolution of IL research, illuminated the IL field's development, and established the trends in IL research. We explored the theoretical underpinnings of IL studies to contextualise the literature's development trajectory. We found that reciprocity and collective social identity are the cornerstones of IL literature. This review highlighted IL's critical role as a unique leadership approach tailored to contemporary organisational contexts and flexible work environments. In conclusion, the integrative and bibliometric review's findings underscore key areas for future research and offer implications for the continued growth of IL. [ABSTRACT FROM AUTHOR]

Background Organizations recognized the importance of workplace inclusion. However, up to date, few organizations had developed strategic initiatives to improve workplace diversity. This research examines the impact of awareness of inclusion, inclusive leadership, psychosocial capital, and meaningful engagement on employee’s inclusion in the context of Malaysia. Methods The study employed a quantitative survey approach and collected data through a questionnaire survey administered to 204 participants. Descriptive analysis, reliability analysis and multiple linear regression analysis were utilized to explore the relationships between the independent and dependent variables. Results The findings indicate a significant correlation between awareness of inclusion and psychosocial capital with employee’s inclusion. However, no significant correlations were found between inclusive leadership and meaningful engagement with employee’s inclusion. These results underscore the importance of fostering an inclusive culture and nurturing psychosocial support to enhance employee’s inclusion experiences in the workplace. Conclusion This study contributes to the knowledge by being one of the pioneer research in Malaysia that provides insights into the factors influencing employee’s inclusion in Malaysia. The findings is important for organizations, particularly small and medium enterprise in Malaysia to promote employee inclusion in a multi-racial diversity society.

This study adds value to the existing literature on social exchange theory in analysing the relationship between inclusive leadership and innovative work behaviour with the mediating effects of work engagement and moderating effects of leader-member exchange. We designed the present study using a time-lagged method to avoid issues of common method bias. The data were collected using convenience sampling in 3-different time lags. Convenience sampling was used and a total of 214 responses were collected. The empirical results indicated that inclusive leadership and innovative work behaviour were not positively related. However, we also obtained empirical support for the mediating role of work engagement and the moderating role of LMX on the inclusive leadership and innovative work behaviour relationship. This paper discusses theoretical and practical implications based on social exchange theory. The study highlights how inclusive leadership helps employees enhance their innovative work behaviours through the indirect effects of work engagement and moderating effects of leader-member exchange. The study also forwards robust future research directions. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine the mediating role of intrinsic motivation on the relationship between inclusive leadership and job crafting. Simple random sampling method was used in the research. 311 employees willing to participate in the survey from different businesses working in Konya Organized Industrial Zone 1 constituted the sample of the research. The survey technique was used as the data collection technique and data were collected by face-to-face interview method. The total of 252 survey was analyzed through the AMOS-22 and SPSS 27.0 program. As a result of the analysis inclusive leadership has a positive effect on job crafting and intrinsic motivation, and intrinsic motivation has a partial mediator effect on the relationship between inclusive leadership and job crafting. This indicates that when the mediator variable is included in the model, the effect of inclusive leadership on job crafting decreases but does not disappear. [ABSTRACT FROM AUTHOR]

Distance higher education (PJJ) has become an increasingly popular option for many people, especially for those who do not have access to traditional higher education. This research aims to analyze the influence of inclusive leadership on student participation in the PJJ program. This research uses quantitative methods with a survey approach. Data was collected through surveys using questionnaires and literature studies. The data that has been collected is then analyzed using the path coefficient test with SEM PLS. The research results show that inclusive leadership has a positive effect on student participation in distance higher education programs with a P value (0.000 < 0.05). In addition, inclusive leadership has a positive effect on student retention in distance higher education programs with a P value of P (0.000 < 0.05). Students who feel listened to and appreciated by leaders tend to be more actively involved in academic activities. Additionally, students who feel support and inclusion from leaders are more likely to remain enrolled and complete the program. [ABSTRACT FROM AUTHOR]

Background: Nurses' voice behavior considered a crucial measure of organizational development. It is influenced by several behaviors, including inclusive leadership and cultural intelligence, which in turn promote voice behavior for improving organizational effectiveness. Aim: This study aimed to examine nurses 'perspective of inclusive leadership and cultural intelligence as an approach for fostering their voice behavior. Subjects and Method: Design: A descriptive correlational research design. Subjects: A simple random sample of 428 staff nurses were recruited from Teaching Hospital, at Shebin El-Kom, Egypt. Tools: Three instruments were; Inclusive Leadership questionnaire, Cultural Intelligence, and Voice Behavior Scales. Results: The study results revealed the highest percent of studied staff nurses reported that inclusive leadership, cultural intelligence and voice behavior were moderate levels. Conclusion: Based on the study findings, there was a high significant correlation between total inclusive leadership and total voice behavior among studied staff nurses at p<0.0001. Also, there was a high positive significant correlation between total cultural intelligence and total voice behavior among studied staff nurses at p<0.0001. Recommendation: Training sessions were undertaken to enhance inclusive leadership, cultural intelligence and nurse's voice behavior through training of nurse managers and staff nurses on cognitive and behavioral skills. [ABSTRACT FROM AUTHOR]

The article focuses on the urgent need for enhanced leadership in the water sector to achieve SDG6. Topics include the perceived stagnation in water sector capacity development over the past decade, the critical role of leadership skills in implementing visionary plans, and the evolving landscape of leadership development influenced by inclusivity and generational diversity.

By drawing on the social exchange theory, this paper suggests a mediation model to examine the role of workplace happiness (i.e., work engagement, job satisfaction, and affective organizational commitment) in the relationship between inclusive leadership and Gen Z employee adaptive performance. Data were collected from 305 Gen Z employees in the Greek telecommunications industry and their supervisors in three sequential phases. The research findings suggest that workplace happiness partially mediates the relationship between inclusive leadership and Gen Z employee adaptive performance. The results indicate that should leaders and managers manage to positively influence Gen Z employees' work engagement and job satisfaction by employing inclusive strategies and procedures, they will increase their adaptive performance during change. Relevant suggestions are made. [ABSTRACT FROM AUTHOR]

Copyright of Fire Ecology is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In recent years, organizations have faced intense stakeholder pressure to implement green business strategies in order to enhance environmental sustainability and social equity. Within the framework of conservation of resource theory and the imperative of sustainable development, this study aims to investigate the impact of green HRM practices, green inclusive leadership (GIL) on sustainable performance through a dual mediation path of green skill competencies (GSC), and green creative self-efficacy (GCSE). Based on the survey questionnaire, data was collected from 362 manufacturing SMEs executives, top and middle-level managers. The study used Smart PLS-SEM for data analysis. The results show that Green HRM and GIL have a significant positive impact on sustainable performance. Furthermore, results emphasize that GCSE and GSC significantly mediate the relationship among HRM practices, GIL, and sustainable performance. Notably, GIL strengthens the impact of Green HRM on sustainable performance. This research provides an enriched understanding of sustainable practices in the context of manufacturing SMEs. It provides actionable insights for industrialists, policymakers, and stakeholders striving to promote sustainable development in manufacturing SMEs. [ABSTRACT FROM AUTHOR]

The critical role of inclusion in organizations has been proposed in the hospitality industry; however, there is still limited scholarly attention given to leadership. This study was to investigate the role of hotel employees’ perceptions of inclusion (i.e. sense of belongingness and sense of uniqueness) for linking inclusive leadership and positive work outcomes (i.e. thriving at work and intention to stay). Five hundred eight responses were used for the data analysis, and the hypothesized relationships were tested using structural equation modeling. The results presented that inclusive leadership promotes employees’ perceptions of inclusion, sense of belongingness, and uniqueness. These perceptions, in turn, lead to thriving at work and intention to stay. The theoretical and practical implications of the findings were discussed further. [ABSTRACT FROM AUTHOR]

Introduction: In the rapidly evolving healthcare landscape, the capacity to foster innovative work behavior among nurses is increasingly important. This study examined the dynamics between inclusive leadership, psychological safety, collectivism, and innovative work behavior among nurses. Design: The study used a cross‐sectional, correlational design. Methods: This study utilized data from 730 medical‐surgical nurses who provided direct care to patients. Standardized instruments were used to assess key study variables. Statistical analyses, including moderated mediation regressions, were employed to investigate the complex interplay among these variables. Results: We found a positive association between inclusive leadership and innovative work behavior, and psychological safety mediated this relationship. Collectivism moderated inclusive leadership's direct relationship with psychological safety and its indirect relationship with innovative work behavior. The results revealed that nurses with lower levels of collectivism were more responsive to their managers' inclusive behaviors, strengthening the relation between inclusive leadership, psychological safety, and innovative work behavior. Conclusion: Our findings suggest that promoting inclusive leadership behaviors among nurse managers to create a psychologically safe environment can motivate nurses to engage in innovative work behavior. However, it is also important to understand that the effectiveness of leadership may differ depending on the collectivist values of individual nurses. Clinical Relevance: Nurse managers should adopt inclusive leadership behaviors, such as valuing trust, open communication, and diversity, in order to foster psychological safety and innovative work behavior among nurses. [ABSTRACT FROM AUTHOR]