Despite extensive literature on leadership and its impact employee innovative behavior, few studies have explored the relationship between inclusive leadership and employee innovative behavior. To address this gap, this study aimed to investigate how inclusive leadership influenced employee innovative behavior by examining perceived organizational support (POS) as a mediator. We used multi-wave and multi-source data collected at 15 companies in China to test our theoretical model. Results revealed that inclusive leadership had significantly positive effects on POS and employee innovative behavior. Furthermore, POS was positively related to employee innovative behavior and partially mediated the relationship between inclusive leadership and employee innovative behavior. We discussed implications and limitations of this study as well as avenues for future research.

R eading is the first of the "3 Rs" in American education and no one would argue against its importance for individuals or for society. Observers have linked reading skills to a range of important outcomes including success in the K-to-12 and postsecondary education systems, the ability to compete in the labor market, and even the health of American democracy (Ameri-

Employees are likely to speak up if they perceive high efficacy and low risk associated with such behavior, that is, if they perceive voice is socially desirable. Drawing on socially desirable responding (SDR) theory, we reason that individual value on power distance and supervisory delegation are related to the agentic motive for SDR, and that these 2 factors interact to influence employees' perceived efficacy of voice. We also identify individual value on superficial harmony and group voice climate, which are both relevant to the communal motive for SDR, jointly affect perceived risk of voice. Furthermore, by influencing perceived efficacy and perceived risk, these interactive forces would be differentially related to promotive versus prohibitive voice. Data from 66 middle managers and 262 of their direct reports in 5 high-tech firms provide considerable support for our hypothesized moderated mediation model. Supervisory delegation weakens the negative relationship between power distance and perceived efficacy of promotive voice, and the indirect relationship between power distance and promotive voice via perceived efficacy. In contrast, group voice climate weakens the positive relationship between superficial harmony and perceived risk of prohibitive voice, which mediates the indirect relationship between superficial harmony and prohibitive voice. We discuss the theoretical and practical implications of our findings in organizational settings.

Little research has examined the popular belief that individuals with an autism spectrum disorder (ASD) are more likely than the general population to gravitate toward science, technology, engineering, and mathematics (STEM) fields. This study analyzed data from the National Longitudinal Transition Study-2, a nationally representative sample of students with an ASD in special education. Findings suggest that students with an ASD had the highest STEM participation rates although their college enrollment rate was the third lowest among 11 disability categories and students in the general population. Disproportionate postsecondary enrollment and STEM participation by gender, family income, and mental functioning skills were found for young adults with an ASD. Educational policy implications are discussed.