The Effects of Inclusive Leadership on Job Performance through Mediators

Abstract

This study aims to investigate the direct effects of inclusive leadership on person-job fit, employee well-being, and innovative behaviour. It also extends existing research to observe the role of mutual recognition respect and intrinsic motivation in job performance. By using a structural equation model approach to analyse the data survey from 387 respondents, who were working at interior design and construction companies, the results revealed that inclusive leadership has a positive impact on key determinants such as employee well-being, person-job fit, and innovative behaviour. However, person-job fit and employee well-being had no significant direct impact on job performance. The study also identified the mediating role of innovative behaviour in the linkage between personjob fit and job performance. Moreover, the results recognised two potential mediators as mutual recognition respect and intrinsic motivation could create a relationship between employee well-being and job performance. The findings highlighted theoretical and empirical contributions to further understanding of the roles of leader-member exchange policies on job performance. Finally, some managerial implications were suggested to enhance job performance in the workplace.

Inclusive leadership and work-from-home engagement during the COVID-19 pandemic: a moderated mediation model

“…Although, traditionally, the concept of inclusivity has been addressed from the perspective of factors such as culture and gender, in recent years, inclusivity in general has become an important issue in the workplace, including in the COVID-19 context (Byrd, 2022). Although inclusive leadership originally tended to be studied in the context of Western culture (Fang et al, 2019), in recent years many scholars have examined this idea in relation to Asian countries (Choi et al, 2015;von Feigenblatt et al, 2022), including Vietnam (Nguyen et al, 2019. This shows that an inclusive leadership style can work not only in a Western context, but also in an Asian context.…”

“…, 2015; von Feigenblatt et al. , 2022), including Vietnam (Nguyen et al ., 2019, 2022). This shows that an inclusive leadership style can work not only in a Western context, but also in an Asian context.…”

Knowledge Sharing Terhadap Employee Service Quality Menggunakan Social Exchange Theory Pada Industri Wisata Perhotelan di Sumatera

“…Menurut Chen & Cheng (2012), knowledge sharing adalah upaya melatih diri untuk meningkatkan keterampilan dan keahlian mereka dan mengatasi kesulitan di tempat kerja. Dengan kata lain, berbagi pengetahuan memfasilitasi pembelajaran di antara karyawan dan membantu mereka mengendalikan kondisi atau permasalahan yang sama dengan yang lain (Nguyen et al, 2019).…”

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“…To test the mediating role of the HPO, this study adopted the three-step approach outlined by Nguyen, Le, Trinh & Do (2019). In addition, N explained three step approach as follows: In step 1, examine the measurement model to assess whether the direct path coefficient from the independent variable to the dependent variable (IV-->DV) is significant.…”