The Impact of Inclusive Leadership on Job Performance - The Mediating Effect of Psychological Safety and Moderating Role of Power Distance -

Moon, Jaeseung

doi:10.14396/jhrmr.2019.26.4.83

Cited by 5 publications

(3 citation statements)

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“…The application of inclusiveness in organizational behavior is mainly reflected in leadership. The impact of inclusive leadership on employee creativity, performance, and turnover rate (Fang, 2014 ; Randel et al, 2018 ; Zheng et al, 2018 ; Javed et al, 2019 ; Kim and Moon, 2019 ; Ye et al, 2019 ) has been widely acknowledged, but research on sustainability in organizational behavior is mainly reflected in sustainable human resource management (Ren et al, 2017 ). Studies have identified a positive relationship between leadership and green human resource management (GHRM) (Jia et al, 2018 ), and the relationship between inclusive leadership and GHRM should be explored in future studies.…”

Section: Discussionmentioning

confidence: 99%

Inclusive Leadership and Career Sustainability: Mediating Roles of Supervisor Developmental Feedback and Thriving at Work

et al. 2021

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Career sustainability is a well-researched issue in academics and other sectors. Technology advancements and COVID-19 have jeopardized career sustainability. Numerous studies have explored the influence of individual characteristics on career sustainability, but few have focused on leadership. In addition, cultural factors must be considered because leadership is rooted in culture. In particular, inclusive leadership reflects traditional Chinese culture. Therefore, based on self-determination social exchange theories, we analyzed the effects of inclusive leadership on career sustainability as well as the roles of thriving at work and supervisor developmental feedback (SDF) in career sustainability. In total, 363 samples were collected from China. The results revealed that inclusive leadership improves career sustainability through SDF and thriving at work. Theoretically, our study fills the research gap and establishes a mechanism and theoretical framework for inclusive leadership and career sustainability. Practically, we offer guidance for enterprises to cultivate inclusive leadership and improve career sustainability.

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Section: Discussionmentioning

confidence: 99%

Inclusive Leadership and Career Sustainability: Mediating Roles of Supervisor Developmental Feedback and Thriving at Work

et al. 2021

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“…In recent years, many scholars have explored the in uencing factors of work performance. Work performance in uenced by the personal characteristics of employees, such as gender, education, working years, professional title [20,21], and also related to the working environment [22,23,24] and the style of the manager [25,26]. Studies show that organizational resilience, social support, organizational commitment, job satisfaction, and burnout also affect employees' work performance [27,28,29].…”

Section: Introductionmentioning

confidence: 99%

The effects of work readiness, organizational justice and professional identity on the work performance of new nurses: A cross-sectional survey

Zhe,

Su,

Meng

et al. 2024

Preprint

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Background:With the evolution of disease patterns and the continuous pursuit of persons for high-quality nursing services, new nurses are the reserve talents of the nursing team and shoulder a major mission. However, due to their low work performance and high turnover rate, this is not conducive to the stable development of nursing teams, and it is urgent to solve this problem. This study aimed to explore the relationship between work readiness and work performance as well as the mediating roles of organizational justice and professional identity in this relationship. Method: A cross-sectional design was employed. From January to February 2023, 607 new nurses were surveyed at five hospitals in Henan Province, China. Work performance, work readiness, organizational justice and professional identity were assessed by the Work Performance Scale, the Work Readiness Scale for Graduate Nurses, the Organizational Justice Scale and the Professional Identity Rating Scale for Nurses, respectively. AMOS 26.0 was used for model drawing and mediation path testing, and SPSS 25.0 was used for data analysis. This study complies with the STROBE Statement of Observational Studies. Results:Work readiness had a positive predictive effect on work performance of new nurses (r = 0.580, p ＜ 0.01); Organizational justice and professional identity play a chain mediatingrole in work readiness and work performance (β= 0.066). Conclusions: The study highlights the importance of improving the work performance of new nurses. Organizational justice and professional identity can be used as mediating factors between new nurses’ work readiness and work performance. To improve new nurses’ work readiness, enhance organizational justice and improve professional identity and improve the work performance is conducive to stabilizing the nurse team, improving medical environment, stimulating new nurses to develop innovative ideas and contributing to the long-term development of the hospital.

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“…Because inclusive leadership cultivates an environment where staff can confidently share their thoughts, ideas, and concerns without fearing negative consequences, it supports psychological safety within the team. Previous organizational research has demonstrated that inclusive leadership fosters psychological safety among team members (Nembhard & Edmondson, 2006), subsequently encouraging behaviors beyond the typical scope of their roles (Kim & Moon, 2019). Similarly, previous nursing research has shown a positive association between nurse managers' inclusive leadership and staff nurses' psychological safety in Korean healthcare settings (Lee & Dahinten, 2021).…”

Section: Introductionmentioning

confidence: 99%

Effects of nurse managers' inclusive leadership on nurses' psychological safety and innovative work behavior: The moderating role of collectivism

Lee,

Seo

2024

J of Nursing Scholarship

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IntroductionIn 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.DesignThe study used a cross‐sectional, correlational design.MethodsThis 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.ResultsWe 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.ConclusionOur 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 RelevanceNurse 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.

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The Impact of Inclusive Leadership on Job Performance - The Mediating Effect of Psychological Safety and Moderating Role of Power Distance -

Cited by 5 publications

References 0 publications

Inclusive Leadership and Career Sustainability: Mediating Roles of Supervisor Developmental Feedback and Thriving at Work

Inclusive Leadership and Career Sustainability: Mediating Roles of Supervisor Developmental Feedback and Thriving at Work

The effects of work readiness, organizational justice and professional identity on the work performance of new nurses: A cross-sectional survey

Effects of nurse managers' inclusive leadership on nurses' psychological safety and innovative work behavior: The moderating role of collectivism

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