Inclusive Leadership Research Articles

Strategi Efektif dalam Manajemen Organisasi Pendidikan untuk Meningkatkan Kinerja Sekolah

This article aims to examine various effective strategies in the management of educational organizations that can be implemented to improve school performance. The focus of the discussion covers important aspects of school management, such as educational leadership, human resource management, curriculum and learning management, infrastructure management, financial management, and school relations with the community. The qualitative approach used in this research allows researchers to gain an understanding in depth about effective management strategies in improving school performance. By exploring the experiences and views of school leaders and teachers, it is hoped that this research will provide valuable insights that can be used to develop better management practices in other schools. The results of this research reveal that effective management strategies in improving school performance include visionary and inclusive leadership, effective human resource management, positive organizational culture, optimal use of information technology, parent participation, and the ability to adapt and innovate. These findings provide valuable insights that can be used by other schools to develop better management practices and improve overall educational performance. In addition, it is hoped that the results of this research can serve as a guide for educational policy makers in formulating policies that support improving school performance through effective management.

Penerapan Gaya Kepemimpinan Situasional dalam Menghadapi Perkembangan Teknologi di Pondok Pesantren Tarbiyah Islamiyah Gobah

Leadership within managing an Islamic educational institution must have a situation-based leadership style in the face of technological developments. So from that leadership has a challenge to technological development in the world of education. This research uses descriptive qualitative methods and its type of research is a case study. Data collection techniques include observations, interviews, documents, books, journals, and previous research. The findings of this study are that the application of situational leadership in the houses effectively overcomes the obstacles faced by education in the development of technology using versatile and adaptable strategies. Teachers receive rigorous training and engage in collaborative possibilities, producing enhanced skills and knowledge. As a result, students benefit from more participatory learning techniques, which leads to increased interest and better learning outcomes. Although there are barriers to change and constraints in technological infrastructure, a combination of policy support, external resources, and an inclusive leadership approach effectively addresses these barriers. The overall findings emphasize the importance of situational leadership in overseeing educational innovation and formulating more comprehensive and efficient policies in technological developments.

The Relationship Between Inclusive Leadership and Innovative Work Behavior: The Mediating Role of Inclusive Climate and Emotional Commitment

This research investigates the influence of inclusive leadership on innovative work behavior, emphasizing the mediating roles of emotional commitment and inclusive climate within the context of Turkish public schools. Utilizing a sample of 364 teachers from Kocaeli, the study employed various scales to measure inclusive leadership, emotional commitment, inclusive climate, and innovative work behavior, and analyzed the data using descriptive statistics and Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings indicate that inclusive leadership positively affects innovative work behavior. However, the impact is significantly amplified when an inclusive climate and high levels of emotional commitment are present. The results suggest that while inclusive leadership is necessary for fostering innovation, it is the combination of an emotionally supportive and inclusively diverse environment that truly enhances innovative behaviors among teachers. This comprehensive approach not only bolsters the innovative capacity of individuals but also contributes to a more dynamic and creative educational atmosphere. This study highlights the importance of adopting a holistic leadership strategy in educational institutions. It underscores the need for school administrators to not only practice inclusive leadership but also actively cultivate an environment that values diversity and fosters emotional commitment. By doing so, schools can become fertile grounds for innovation, benefiting educators and students alike. The research provides valuable insights into the mechanisms through which leadership can influence organizational behavior and offers a framework for fostering innovation in educational settings.

Elements of Smart Leadership Approaches for Smart City Development

This article explores how smart leadership contributes to developing inclusive, equitable, and sustainable smart cities amidst the backdrop of rapid urbanization and technological advancement. Smart leadership, as articulated in this article, embodies a holistic and forward-looking approach that prioritizes the well-being and inclusion of residents as a primary concern. In line with this approach, technological innovation is harmoniously embodied alongside an unwavering commitment to social justice, sustainability, and long-term planning, enabling cities that are not only technologically advanced, but also more sustainable, equitable and enriched for all residents. Central to this visionary leadership is a profound recognition of equality and representation in city governance. The principles of inclusive leadership require a leadership structure that reflects the diversity of the population, ensuring that the voices of all communities are integral to decision-making processes. Smart leaders actively advocate for the problems and aspirations of each segment of society, promoting a sense of belonging and empowerment among residents, thereby strengthening the city’s commitment to the principles of social cohesion and equal opportunities. In addition, sound leadership recognizes the key challenge of the digital divide, which can exacerbate disparities in urban landscapes. This article highlights the fundamental importance of digital access in ensuring all residents’ full participation in modern society, economics, and governance. Smart leaders introduce policies and initiatives to bridge the digital divide and ensure equal access to digital tools and information for every resident, regardless of socioeconomic background. This proactive approach promotes digital inclusion and lays the foundation for seamless smart technology integration in the city, ultimately improving its residents’ overall quality of life. Through a systematic analysis of articles, this inquiry observes the metamorphosis of cities into centers of advanced technological implementation and economic dynamism. The article proposes the author’s Smart City Leadership Activity Model, which contains several key principles of smart leadership in the context of equitable, sensible, and strategic smart city growth, development, and innovation.

Strengthening inclusive leadership: insights from a professional development programme for school and childcare leaders

This study aims to answer the following research question: What were the participants’ perceptions of how their engagement in a professional development programme contributed to their advancement in inclusive leadership behaviour? To this end, we followed 17 school and childcare leaders collaborating in Dutch child centres for education and childcare, who participated in a dedicated professional development programme on inclusive leadership. The programme which consisted of four sessions, spread over five months, was tailored to develop inclusive leadership, and built upon six design criteria derived from literature. Data analysis was conducted by triangulating qualitative and quantitative data from interviews and pre- and post-programme self-evaluations. The main finding suggests that participants’ involvement in the professional development programme resulted in an augmented awareness of their role in creating an organisational climate through inclusive leadership, which was manifested through an increased application of inclusive leadership behaviours. Organising collective learning was considered a crucial element, recognising that the role of a school leader is sometimes perceived as isolated. Self-regulated learning via learning logs and reflective interviews provided opportunities for learning through reflection and showed that participants follow their own unique learning paths, tailored to their individual needs and contextual factors that they deem important.

Inclusive Leadership Fosters Challenge-Oriented Organizational Citizenship Behavior: Mediating role of Inclusive Climate

Employee’s challenge-oriented organizational citizenship behavior (COCB) has gained high potential in the recent era of innovations and amplified competition. Accordingly, to grow and lead the market, firms prefer employees who exhibit creative behavior in workplace. Based on optimal distinctiveness theory (ODT) this study aims to investigate how inclusive leadership (IL) stimulates employee’s challenge-oriented organizational citizenship behavior (COCB) and to determine the mediating role of inclusive climate (IC). To assess the study hypotheses, data were collected from 398 employees working in small size IT firms operating in Pakistan. A cross-sectional survey-type questionnaire was designed and distributed among employees in their natural workplace. Initially using Amos-23, CFA his established the prominence of variables used in this particular study. AMOS-SEM results revealed that IL stimulates COCB in work unit, and IC partially mediates the association between IL and employee’s COCB. This study significantly contributes to both leadership and challenge-oriented organizational citizenship behavior literature, as in the past studies little attention was given to the impact of inclusive leadership to envisage employee’s COCB directly and via mediation of inclusive climate. Moreover, theoretical and managerial implications are also discussed in detail.

Impact of Relational Leadership on Employee Engagement: Basis for Action Plan

This study examines the influence of relational leadership on employee engagement in six companies within Jiangsu Province, China. The research includes 156 participants, representing diverse organizational backgrounds. The study uncovers valuable demographic insights, highlighting the importance of age diversity, gender balance, employee retention, and department-specific training for workforce planning and talent development. The findings emphasize strong support for visionary, empowering, inclusive, caring, and ethical leadership attributes. Relational leadership significantly impacts productivity, job satisfaction, organizational commitment, motivation, workplace relationships, autonomy, and empowerment, emphasizing the role of trust, support, collaboration, and emotional connection. The proposed action plan, rooted in relational leadership, aims to enhance employee engagement by fostering collaboration, well-being, commitment, motivation, relationships, and autonomy. Recommendations focus on creating age-diverse teams, recognizing long-serving employees, customizing training programs, investing in leadership development, and implementing the relational leadership action plan.

The Influence of Principal Leadership and Infrastructure Facilities on Teacher Performance Mediated by Teacher Satisfaction (Case Study at Smpk 3 Penabur)

Education is the main foundation in shaping the next generation of quality. In this context, teacher performance plays a central role in achieving the goal of quality education. However, teacher performance is not only influenced by individual factors, but also by external factors such as school leadership and the availability of infrastructure. Effective leadership and adequate infrastructure can positively influence teacher performance. Leadership that is visionary and able to provide clear direction can motivate and inspire teachers to give their best in learning. In the context of formal education, the principal leadership is an important element that determines the direction and success of the school. This research will delve deeper into the importance of human resources in schools, especially the principal leadership as a leader. Quality schools are not only determined by physical facilities and curriculum, but also the quality of teachers, staff and effective leadership.Principal leadership as an agent of change has a strategic role in managing school human resources. Visionary and inclusive leadership can form a positive work culture, increase teacher motivation and performance, and design development policies according to educational developments. This study aims to determine the effect of principal leadership and infrastructure facilities on teacher performance mediated by teacher satisfaction. Located in (Case Study at SMPK 3 PENABUR and totaling 30 (Thirty) people and all members of the population as well as samples so that this research is census research. The results of this analysis show that all indicators used in this study are valid and reliable. This study uses a Structural Equation Modeling (SEM) approach based on Partial Least Square (PLS) using SmartPLS 3.3 software. This study provides evidence of a positive and significant effect

Inclusive Principal Leadership and Family Engagement: Strengthening Parent Participation in IEP Meetings and Beyond

Principals play a critical role in creating inclusive schools for students with disabilities, but few studies focus on how principals foster meaningful engagement for parents of children with disabilities, especially within Individualized Education Program (IEP) meetings where important education decisions are made. Research focused on principal preparation further highlights the lack of preparation in special education which has likely led many principals to delegate special education duties and responsibilities. Consequently, many families feel silenced and disengaged in IEP meetings - which can lead to serious academic, legal, and financial consequences for both districts and families. In this article, we review literature on inclusive principal leadership and parent engagement to provide a set of evidenced-based recommendations to strengthen family participation in IEP meetings. In part, our recommendations are derived from our recent study of parents navigating the special education process and their experiences with principals. We conclude with final thoughts about how these recommendations can be woven into principal preparation programs, school improvement plans, and district efforts to implement IDEA.

Exploring the effect of inclusive leadership on psychological distress through organizational climate mediation and moderation

Exploring the effect of inclusive leadership on psychological distress through organizational climate mediation and moderation

EFFECT OF GREEN INCLUSIVE LEADERSHIP ON EMPLOYEES' GREEN WORK ENGAGEMENT IN HOTELS AND TRAVEL AGENCIES: THE ROLE OF GREEN INTRINSIC MOTIVATION

This study aims to explore the effect of green inclusive leadership (GIL) on green work engagement (GWE). It also examines the mediating role of employees' green intrinsic motivation (GIM). The study investigated 50 category -A travel agencies and 20 five-star hotels in the Greater Cairo region of Egypt. The PLS-SEM approach was used to analyze 392 responses obtained from full-time employees. Results revealed that green inclusive leadership positively impacts employees' green intrinsic motivation and green work engagement. In addition, employees' green intrinsic motivation positively impacts green work engagement and mediates the relationship between green inclusive leadership and employees' green work engagement. The study offers comprehensive insights into green inclusive leadership, employee intrinsic motivation, and work engagement in the Egyptian tourism and hotel industry.

Does psychological safety matter for innovative behaviour in hybrid workforce? The role of proactive personality, inclusive leadership and affective climate

Purpose The study aims to understand the impact of psychological safety on employee creativity leading to innovative behaviour in a hybrid workforce. It further examines the drivers of psychological safety: inclusive leadership and affective climate as well as the interaction of employee creativity and proactive personality on innovative behaviour at remote work. Design/methodology/approach Using multi-source survey-based data, the study has been conducted in two phases for independent variables (IV) and dependent variables (DV). The first phase has gathered data for IVs from 515 team members and DVs from 105 teams’ leaders from various software development teams in the information technology and information technology enabled services sectors. The study has used component-based partial least square structural equation modelling to test various arguments developed in the paper. Findings The results of the study confirm the positive association of affective climate and inclusive leadership to psychological safety, which facilitates employee creativity leading to innovative behaviour. However, the results show there is no interaction of a proactive personality with employee creativity on innovative behaviour. Also, the results have supported the social network theory, which says that the strong ties among employees promote innovative behaviour. Practical implications According to the study, psychological safety might help strengthen and increase the social ties that bridge structural holes and improve collaboration across business units. This may encourage employee creativity, especially in remote work. Further, it highlights how employee creativity and proactive personality are important independent factors that facilitate innovative behaviour. Originality/value The study is a unique attempt to explore the role of psychological safety in enhancing creativity and innovative behaviour in hybrid mode of work setting.

Politik Kantor PNS: Sudut Pandang Aceh

This study examines office politics in the context of Aceh's civil servant (PNS) perspective using SEM PLS method. Involving 107 respondents, the research analyzes the relationship between internal office relationships, communication, and decision-making. The main findings highlight the positive correlation between internal relationships and communication, playing a crucial role in shaping office politics dynamics. Open communication facilitates collaboration, reduces conflicts, and influences better decision-making. Inclusive leadership is identified as a factor strengthening relationships and collaboration. The study underscores the importance of transparency in communicating policies and decision-making processes to prevent misunderstandings. These results offer insights into key factors for understanding PNS office politics and its impact on organizational effectiveness in Aceh.

Should I voice to improve workplace practices?

PurposeThis study attempts to examine how employee orientations and paranoid arousal intersect and influence the voice behaviors of employees, as they significantly influence workplace practices.Design/methodology/approachDrawing on a multi-source and multi-time-based survey, the data were collected from 37 supervisors and 270 employees in 80 branches of 11 microfinance banks. SmartPLS-4.1 was used to test the measurement and structural model. A total of 307 questionnaires were used for the data analysis.FindingsThis research presents the contrasting results of employee orientations with voice behavior. Results support the direct relationship between paranoid arousal and promotive-prohibitive voice behaviors. However, no support was found for approach-avoidance orientation and promotive-prohibitive voice behaviors.Practical implicationsEmployees' ability to voice-out in organizations depends on several motivational factors, consolidated into three areas – organizational culture, leadership, and individual traits. Organizations must implement a culture of transparency and open communication. Participative and inclusive leadership styles increase the quality of relationships with employees, stimulating a promotive voice. A support system for employees is needed to advance in their careers, increasing promotive behaviors.Originality/valueThe study adds value to the existing body of knowledge by studying approach-avoidance orientations and voice behaviors through the lens of paranoid arousal in the framework.

Safety Nudged or Empowerment Fueled? Leadership Mechanisms and Boundary Condition for Follower’s Adaptive Communication Behaviors During the COVID-19 Pandemic Crisis in China

ABSTRACT Incorporating social information processing theory and literature on organizational learning, this study explores the process approach to internal communication by theorizing and empirically testing a framework of employees’ adaptive communication amidst the COVID-19 pandemic crisis. A cross-sectional survey on full-time employees (n = 983) in Mainland China demonstrated how followers’ perception of leadership inclusiveness was related to the two dimensions of adaptive communication behaviors (i.e. internal voicing and external scouting). Results also showed the two mediating appraisals of inclusive leadership, i.e. psychological empowerment and psychological safety, functioned differently for followers with lower-level positions versus with higher-level ones. Theoretical and practical implications on internal communication, crisis communication, and public relations were elaborated in detail.

Uncovering Research Clusters in Job Satisfaction and Organizational Commitment: A VOSviewer Approach

Job satisfaction and organizational commitment are two key concepts that have attracted the attention of researchers and practitioners for a long time. Job satisfaction refers to how much an employee feels happy or satisfied with the work they do. The scope of work that employees do is connected to other factors, such as the work environment, as well as horizontal and vertical relationships in the workplace. On the other hand, organizational commitment refers to the employee's attachment to the organization. This study examines job satisfaction and organizational commitment in various industries using systematic Bibliographic Review. The data used is 150 articles in the Emerald database from 2019 to 2024. The keywords used in the search are "Job Satisfaction" AND "Organizational Commitment". The 150 articles were then processed using VOSviewer and then analyzed to find research maps and future research recommendations. shows that there is still an open possibility of research on variables that have not been explored much by previous studies. From the network visualization analysis, several variables that are still interesting to study include job dissatisfaction, psychological empowerment, remote workforce, social support, socio emotional resources, spiritual gain, material gain, salary satisfaction, supervisor citizenship behavior, and transparency practice. Based on overlay visualization analysis, several interesting variables to be studied include spiritual leadership, capability control, occupational strain, conscientiousness, and supervisory commitment. Meanwhile, based on the density visualization display, the variables that can still be explored include inclusive leadership, supervisory commitment, individual initiative, output control, psychological empowerment, and voluntary turnover intention. Keywords: VOSviewer, Systematic Bibliographic Review, Job Satisfaction, Organizational Commitment, Human Capital Management

Increasing the Principal’s Leadership in Student Achievement in the Science Learning at Sebatik Vocational School

This research aims to identify and analyze efforts to improve the principal's leadership in student achievement in science learning at Sebatik Vocational School using a qualitative approach. The problem of limited laboratory facilities and science equipment is the main focus in this research. The data analysis method is based on qualitative data analysis techniques developed by Miles and Huberman. There were 4 respondents in this study, namely, school principals, teachers and students. Data collection techniques through interviews, observation and documentation. The results of this research found that efforts to improve school principal leadership include advocacy for budget allocations, initiatives to expand access to teaching materials, and close communication between stakeholders. The hope is to improve responsive and inclusive leadership strategies in the quality of science learning at Sebatik Vocational School and improve student achievement in science subjects.

Inclusive Leadership and Employee Engagement as Critical Drivers of Sustainability in Telecommunication Companies

There has been a growing concern about the influence of inclusive leadership on employee engagement in the telecommunications industry. The telecommunications industry is undergoing rapid technological advancements, leading to increased competition and pressure on employees. Creating an inclusive workplace in such a dynamic environment is essential to attracting and retaining talented professionals and driving eco-innovation for sustainable development in Industry 4.0. Despite the importance of inclusive leadership, there is dearth of studies exploring the influence of inclusive leadership on employee engagement in the telecommunications industry. Hence, this study sought to examine the influence of inclusive leadership on employee engagement in selected telecommunication companies in Namibia. A qualitative approach was adopted, where face-to-face interviews were conducted using a semi-structured interview guide. The participants (22 executives) were selected for interviews from two telecommunication companies in Namibia using a purposive sampling method. Data collection involved recording and transcribing participant interviews using Microsoft Word. Thematic analysis was conducted using NVivo 20 software. Results show the importance of empathy and non-hierarchical leadership behaviour as the most critical factor influencing team engagement and discretionary effort in the telecommunications industry in Namibia. Meanwhile, clear career advancement pathways, work autonomy, cross-departmental collaboration, and supervisory support are major contributors to employee engagement for innovative performance and sustainability in the telecommunications industry.

Diversified Workforce and Employees' Performance: Moderating Effect of Bureaucratic Leadership in Third Sector

With the global workforce undergoing unprecedented diversification, organizations in the Third Sector are compelled to scrutinize the intricate relationship between a diverse workforce and employees' performance. This paper delves into the nuanced dynamics within the Third Sector, focusing on the moderating effect of bureaucratic leadership on the link between workforce diversity and performance. The unique challenges and opportunities faced by non-profit organizations, NGOs, and social enterprises underscore the significance of this study. The research employs quantitative surveys to offer a holistic understanding of the complex interplay among workforce diversity, bureaucratic leadership, and employee performance. The study aims to identify patterns, correlations, and moderating influences that may provide valuable insights for organizations within the Third Sector. The key variables under investigation include workforce diversity, assessed through established scales regarding age, gender, ethnicity, and educational background diversity; employees' performance and bureaucratic leadership were also measured through established scales. Data was collected from diverse employees across various levels and departments within Lahore's third-sector organizations. The analysis employed statistical tools like regression analysis for quantitative data. This research seeks to contribute to the academic understanding of the subject and provide practical implications for organizational leaders in the Third Sector. The findings aim to guide effective decision-making, foster inclusive leadership practices, and enhance organizational performance in a diverse workforce.

Making sense of collective leadership in English teacher associations: insights from Thailand TESOL’s committees

ABSTRACT Language teacher associations (LTAs) serve as a platform for the personal and professional learning of language teachers. This study uses Q methodology to explore how involvement in Thailand TESOL promotes collective leadership among its committee members. Twenty current and former members participated in a card-sorting task, and six of them were further interviewed. A by-person factor analysis categorised participants into three groups based on their shared perspectives on collective leadership. Thailand TESOL provides its committee members with various forms of collective leadership, such as collaborative efforts to contribute to English education, inclusive leadership practices and shared purposes. The evolving educational landscape requires members to practice collective leadership and adaptability, encouraging a culture of continuous professional learning and innovation within and beyond the association. The findings not only illuminate distinct aspects of collective leadership promoted by the association but also contribute to LTA research, particularly concerning members’ personal and professional learning.