Inclusion Is Important . . . But How Do I Include? Examining the Effects of Leader Engagement on Inclusion, Innovation, Job Satisfaction, and Perceived Quality of Care in a Diverse Nonprofit Health Care Organization

Abstract

Nonprofit leaders and managers are recognizing the benefits of creating inclusive organizations in which everyone feels valued and appreciated, yet little is known about how leaders can foster workplace inclusion. This study examined the relationships among leader engagement, inclusion, innovation, job satisfaction, and perceived quality of care in a diverse nonprofit health care organization. Data were collected at three points in 6-month intervals from a U.S. nonprofit hospital. Multilevel path analysis indicated significant direct associations between leader engagement, inclusion, and innovation. Innovation was directly linked to improved job satisfaction and perceived quality of care. Significant indirect effects were found from leader engagement to increased job satisfaction and perceived quality of care through increased climates for inclusion and innovation. Findings suggest that nonprofit leaders who engage others in critical organizational processes can help foster an inclusive climate that leads to increased innovation, employee job satisfaction, and perceived quality of care.

The Effect of Leadership on Employee Creativity in Facilities Management Service Providers in Oman

“…The outcomes from this paper are also consistent with the outcomes of those who found that higher-quality relationships with leaders' results in a higher level of creativity by employees (Brimhall, 2019), (Mo, et al, 2019), (Janssen, 2005). These authors found that if individuals distinguished that their leaders are helpful and sympathetic, this would motivate them to participate in more innovative accomplishments (Brimhall, 2019), (Janssen, 2005). In the current study, FM service provider's employees in Oman presented that their leaders are relational.…”

“…This sustenance statement is presented in the current study by concluding that a leader's behaviour indeed forms the innovative ability of organizational staffs (Mumford, 2003). The outcomes from this paper are also consistent with the outcomes of those who found that higher-quality relationships with leaders' results in a higher level of creativity by employees (Brimhall, 2019), (Mo, et al, 2019), (Janssen, 2005). These authors found that if individuals distinguished that their leaders are helpful and sympathetic, this would motivate them to participate in more innovative accomplishments (Brimhall, 2019), (Janssen, 2005).…”

“…Similarly, ethically treat from the superior to the individual this will motivate them to present better innovative behaviour in addition to there will be in the long run outcomes in organizational performance. Mumford (2003) also establishes a good supervisor's leadership and employee innovative work behaviour related to each other (Brimhall, 2019), (Mo, et al, 2019). This sustenance statement is presented in the current study by concluding that a leader's behaviour indeed forms the innovative ability of organizational staffs (Mumford, 2003).…”

Organizational Commitment in the Nonprofit Sector and the Underlying Impact of Stakeholders and Organizational Support

“…Internally, leadership is an important factor in influencing stakeholder engagement (Bassous, 2015 ; Brimhall, 2019 ). The more engaged the leadership, the more a nonprofit achieves in addressing internal stakeholders’ expectations.…”

Organizational culture, diversity, and employees’ health in social/human services: A systematic review

“…As discussed below, leaders' engagement, organizational support, diversity management, along with the reduction of hierarchy, social control, and conformity expectations, as well as a climate of inclusion, are all positive ways that leaders can influence organizational culture. First, leaders' engagement, that is, a leader's ability to engage others in decisionmaking, nurtures a positive workplace environment that yields increased worker retention and job satisfaction (Brimhall, 2019). Leaders' compassion, that is, the capacity of a leader to notice employee suffering and empathize with them, helps marginalized employees to feel empowered and to view their leaders as powerful allies, which fosters an inclusive organizational culture (Leigh & Melwani, 2019).…”