Abstract
ABSTRACT The critical role of inclusion in organizations has been proposed in the hospitality industry; however, there is still limited scholarly attention given to leadership. This study was to investigate the role of hotel employees’ perceptions of inclusion (i.e. sense of belongingness and sense of uniqueness) for linking inclusive leadership and positive work outcomes (i.e. thriving at work and intention to stay). Five hundred eight responses were used for the data analysis, and the hypothesized relationships were tested using structural equation modeling. The results presented that inclusive leadership promotes employees’ perceptions of inclusion, sense of belongingness, and uniqueness. These perceptions, in turn, lead to thriving at work and intention to stay. The theoretical and practical implications of the findings were discussed further.
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