Determinants of Innovation Capability: An Exploratory Study of Inclusive Leadership and Work Engagement

Purpose: The purpose of this paper is to explore how innovation capability can be enhanced by inclusive leadership. In particular, the focus is on identifying the key drivers of work engagement and the role of leadership in boosting the innovation capability. Methodology/Approach: This research has a qualitative exploratory nature. The exploratory fieldwork is based on an in-depth interview with the CEO, field observations and on the analysis of relevant corporate sources. Findings: The research provides further confirmation of the link between inclusive leadership, work engagement and innovation capability. Specifically, authentic communication and leadership traits such as trust, courage, humility, empathy and gratitude are considered to be among the most important enablers of an inclusive environment that leads to business success. Research Limitation/Implication: This study contributes to a better understanding of how companies could enhance innovation capabilities by leveraging the power of inclusion. The subjective business evidence coming from only one company constitute the main limitations of the present study. Originality/Value of paper: This paper contributed to leadership and innovation literature. The results of this work provide a thorough understanding of the mechanisms for improving work engagement and, consequently, innovation capability. By grounding our research in both theory and empirical evidence, we provide valuable insight for both academia and practice.

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Inclusive leadership and employee work engagement: a moderated mediation model

Baltic Journal of Management ◽

10.1108/bjm-06-2021-0219 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Ping Bao ◽

Zengrui Xiao ◽

Gongmin Bao ◽

Niels Noorderhaven

Keyword(s):

Work Engagement ◽

Social Information Processing ◽

Job Fit ◽

Inclusive Leadership ◽

Content Type ◽

Moderated Mediation Model ◽

Felt Responsibility ◽

Positive Direct ◽

Employee Work Engagement

PurposeThe purpose of this paper is to examine the relationship between inclusive leadership and employee work engagement by identifying person-job fit as a mediator, and employee felt responsibility as a moderator.Design/methodology/approachEmploying a two-wave survey from 261 employees across various industries in China, the study tests hypotheses using hierarchical regression analysis with the PROCESS procedure developed by Hayes.FindingsThe results show that inclusive leadership is positively related to employee work engagement through person-job fit. The results further demonstrate that employees’ felt responsibility moderates the positive direct relationship between inclusive leadership and person-job fit as well as the indirect relationship between inclusive leadership and work engagement via person-job fit.Research limitations/implicationsAlthough two-wave data were used to test the model, issues of common method bias cannot be excluded because the data were collected from a single source (the employee).Practical implicationsOrganizations should promote and develop inclusive leaders in the workplace to enhance employee work engagement, and pay attention to employees' felt responsibility for their work to ensure effectiveness of inclusive leadership.Originality/valueIntegrating social information processing theory and person-environment fit theory, this study enriches the theoretical foundation of inclusive leadership scholarship. This study deepens the understanding of the mechanism underlying the link between inclusive leadership and work engagement, as well as an important boundary condition of this relationship, by examining the mediating role of person-job fit and the moderating role of felt responsibility.

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Inclusive Leadership, Perceived Organizational Support, and Work Engagement: The Moderating Role of Leadership-Member Exchange Relationship

Proceedings of the 2017 7th International Conference on Social Network, Communication and Education (SNCE 2017) ◽

10.2991/snce-17.2017.48 ◽

2017 ◽

Author(s):

Xiang Hudie ◽

Chen Yun ◽

Zhao Fuqiang

Keyword(s):

Work Engagement ◽

Organizational Support ◽

Perceived Organizational Support ◽

Exchange Relationship ◽

Inclusive Leadership ◽

Member Exchange ◽

Moderating Role

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The mediating role of inclusive leadership: Work engagement and innovative behaviour among Chinese head nurses

Journal of Nursing Management ◽

10.1111/jonm.12754 ◽

2019 ◽

Vol 27 (4) ◽

pp. 688-696 ◽

Cited By ~ 12

Author(s):

Yi‐Xuan Wang ◽

Ya‐Juan Yang ◽

Ying Wang ◽

Dan Su ◽

Shu‐Weng Li ◽

...

Keyword(s):

Work Engagement ◽

Inclusive Leadership ◽

Mediating Role ◽

Innovative Behaviour

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Child-to-Parent Violence: An Exploratory Study of the Roles of Family Violence and Parental Discipline Through the Stories Told by Spanish Children and Their Parents

Violence and Victims ◽

10.1891/0886-6708.vv-d-14-00105 ◽

2015 ◽

Vol 30 (6) ◽

pp. 935-947 ◽

Cited By ~ 13

Author(s):

Esther Calvete ◽

Izaskun Orue ◽

Manuel Gámez-Guadix ◽

Joana del Hoyo-Bilbao ◽

Elena López de Arroyabe

Keyword(s):

Family Violence ◽

Exploratory Study ◽

Parenting Practices ◽

Foster Parents ◽

Parental Discipline ◽

Parent Child Relationship ◽

Child Relationship ◽

Depth Interview ◽

Forms Of Violence

The aim of this study was to identify the role of exposure to family violence and parental discipline in the development of child-to-parent violence (CPV). A qualitative in-depth interview design was used. Fifteen adolescents (10 boys) who have perpetrated CPV (Mage = 16 years; SDage = 1.33 years) and their parents or foster parents took part in the study. Individually, they answered questions about exposure to violence and parenting practices. Results suggest that adolescents were frequently direct victims and also witnesses of violence. Furthermore, emotional neglect in the parent–child relationship was frequent and families were characterized by rules that are not consistently implemented. Different forms of violence seem to coexist in these families, and CPV should also be a target in the interventions.

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Corrigendum: Broadcasters' Leadership Traits and Audiences' Loyalty With the Moderating Role of Self-Construal: An Exploratory Study

Frontiers in Psychology ◽

10.3389/fpsyg.2021.744920 ◽

2021 ◽

Vol 12 ◽

Author(s):

Yidan Huang ◽

Yi Hsuan Lee ◽

Gin Chang ◽

Jun Ma ◽

Guanyin Wang

Keyword(s):

Exploratory Study ◽

Leadership Traits ◽

Self Construal ◽

Moderating Role

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The Role of Inclusive Leadership Behaviours on Innovative Workplace Behaviour with Emphasis on the Mediator Role of Work Engagement

10.20944/preprints202009.0157.v1 ◽

2020 ◽

Author(s):

Dheyaa Falih Bannay ◽

Mohammed Jabbar Hadi al-Thalami ◽

Ahmed Abdullah Al–Shammari

Keyword(s):

Employee Engagement ◽

Work Engagement ◽

Measurement Model ◽

Study Data ◽

Inclusive Leadership ◽

Mediating Role ◽

Innovative Leadership ◽

Study Results ◽

Mediator Role

(1) Background: Work creativity, manifested in innovative workplace behaviour (IWB) and employee work engagement, is fundamental to maintain firms’ sustainability and competitiveness. In this regard, this study aims at investigating the supporting effect of innovative leadership on IWB and employee engagement through maximising employee vigour, dedication and absorption. (2) Methods: The study data were collected from questionnaires administered to 150 respondents working in mobile phone companies in southern and central Iraq. The statistical analyses were conducted through the Statistical Package for the Social Sciences (SPSS) and Smart PLS. In analysing the measurement model and testing the proposed hypotheses, the study results revealed that inclusive leadership and work engagement were intimately connected to IWB; (3) Results: Work engagement played a mediating role between inclusive leadership and IWB. The questionnaire data indicated that inclusive leadership behaviours, such as openness, accessibility and availability, motivated the subordinates to be engaged in IWB.; and (4) Conclusions: To promote IWB, company leaders then need to effectively engage their followers by taking pride and satisfaction in employee output, which might aid employee workplace and IWB engagement.

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