Inclusive Leadership, Workplace Spirituality, and Job Performance in the Public Sector: A Multi-Level Double-Moderated Mediation Model of Leader-Member Exchange and Perceived Dissimilarity

Ke, Jianglin; Zhang, Jilei; Zheng, Lujian

doi:10.1080/15309576.2022.2069138

Cited by 12 publications

(15 citation statements)

References 93 publications

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“…Following previous research, which demonstrates that leadership serves as a contextual resource (e.g. Braun and Nieberle, 2017;Braun and Peus, 2018;Sheehan et al, 2020), we conceptualize inclusive leadership as a contextual resource that is potentially associated with elevated task performance because of its favorable effect on employees' resilience capacity, an individual resource that can be fortified (Ke et al, 2022;Shin et al, 2012). Moreover, according to Corollary 1, it is essential to consider the initial resource levels of individuals.…”

Section: Conservation Of Resources Theorymentioning

confidence: 99%

“…To better capture inclusive leadership within teams, it was used as a team-level variable in this study (Ke et al, 2022), since it encompasses the words and actions of leaders that are aimed at including the opinions and contributions of all employees (Nembhard and Edmondson, 2006). The indices showed that the aggregation of inclusive leadership is justified (Bliese, 2000).…”

Section: Measurement Model Assessmentmentioning

confidence: 99%

“…Braun and Nieberle, 2017; Braun and Peus, 2018; Sheehan et al. , 2020), we conceptualize inclusive leadership as a contextual resource that is potentially associated with elevated task performance because of its favorable effect on employees' resilience capacity, an individual resource that can be fortified (Ke et al. , 2022; Shin et al.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

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The impact of inclusive leadership on task performance: a moderated mediation model of resilience capacity and work meaningfulness

Gong,

Zhang,

Liu

2023

BJM

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PurposeThis study aims to understand the relationships between inclusive leadership, work meaningfulness, resilience capacity and task performance during a pandemic, thereby providing strategies to address future crises more effectively.Design/methodology/approachData were collected via a survey of 391 healthcare workers from 77 teams in primary hospitals in China.FindingsThe results indicate that inclusive leadership positively drives task performance through resilience capacity, and work meaningfulness amplifies this effect by strengthening the relationship between inclusive leadership and resilience capacity.Originality/valueWorkers face increased work pressure and requirements during a crisis, and understanding how to promote their task performance in such a context is of paramount importance. Although inclusive leadership is theorized to stimulate various positive employee outcomes, little is known about the mechanisms by which inclusive leadership affects task performance. The authors find that resilience capacity is a key mechanism responsible for the effect of inclusive leadership on the task performance of workers in high-stress situations. This positive indirect effect of inclusive leadership on task performance is amplified by a high level of work meaningfulness.

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Section: Conservation Of Resources Theorymentioning

confidence: 99%

Section: Measurement Model Assessmentmentioning

confidence: 99%

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

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The impact of inclusive leadership on task performance: a moderated mediation model of resilience capacity and work meaningfulness

Gong,

Zhang,

Liu

2023

BJM

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“…Another factor that influences employee performance in the public sector is inclusive leadership (Ke et al, 2022). The prominence of diversity among public sector employees is growing, exemplified by the inclusion of various demographic groups, including millennials, women, individuals with disabilities, and individuals from diverse ethnic backgrounds, in the ranks of civil servants (Ke et al, 2022). Inclusive leadership refers to leaders who possess openness, accessibility, and availability in their interactions with their followers (Carmeli et al, 2010).…”

Section: Introductionmentioning

confidence: 99%

“…This is achieved by emphasizing the acceptance and appreciation of each team member's distinct attributes, viewpoints, and contributions (Randel et al, 2018). Earlier studies have observed that inclusive leadership can favour job performance (Ke et al, 2022).…”

Section: Introductionmentioning

confidence: 99%

Linking Inclusive Leadership, Workplace Spirituality, and Innovative Work Behaviour to Job Performance: An Empirical Study in Public Sector

Rahmi,

Desiana

2023

J. Theor. Appl. Manage.

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Objective: This study investigates the relationship between inclusive leadership and workplace spirituality by the mediating role of innovative work behaviour on the job performance of public service employees. Design/Methods/Approach: This study involved 904 public sector employees. Data were collected via an online survey using a 7-point Likert scale. The sampling method employed was non-probability and purposive sampling based on predefined criteria. The collected data was analyzed using Lisrel 8.80 through Structural Equation Modelling (SEM) weighted least squares (WLS) estimation. Findings: The results indicate that inclusive leadership and workplace spirituality positively and significantly impact innovative work behaviour and job performance. Additionally, innovative work behaviour has a positive and significant impact on job performance. Meanwhile, innovative work behaviour acted as a partial mediator in the relationship between inclusive leadership and job performance and workplace spirituality and job performance. Originality/Value: Research in public organizations has predominantly treated innovative work behaviour as a dependent variable influenced by organizational environmental factors. There has been a notable absence of studies examining innovative work behaviour as an independent variable within the context of public organizations. Concurrently, despite evidence in several studies indicating the impact of a spiritual climate on innovative work behaviour, such an investigation remains unexplored within the realm of public organizations. Practical/Policy implication: The public sector is advised to foster a climate conducive to workplace spirituality by encouraging the uniqueness and capabilities of employees to nurture a sense of meaning in their work. Moreover, public organizations should nurture leaders with inclusive leadership abilities, such as openness, accessibility, and availability, to stimulate employee innovation.

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Can Inclusive Leadership Foster Flexible Workplaces? A Comprehensive Review and Analysis

Haque,

Sarkar,

Raj

et al. 2024

Glob J Flex Syst Manag

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Inclusive Leadership, Workplace Spirituality, and Job Performance in the Public Sector: A Multi-Level Double-Moderated Mediation Model of Leader-Member Exchange and Perceived Dissimilarity

Cited by 12 publications

References 93 publications

The impact of inclusive leadership on task performance: a moderated mediation model of resilience capacity and work meaningfulness

The impact of inclusive leadership on task performance: a moderated mediation model of resilience capacity and work meaningfulness

Linking Inclusive Leadership, Workplace Spirituality, and Innovative Work Behaviour to Job Performance: An Empirical Study in Public Sector

Can Inclusive Leadership Foster Flexible Workplaces? A Comprehensive Review and Analysis

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