Inclusive Leadership Research Articles

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.

Assessing Inclusive School Leadership Practices in Malaysia: Instrument Adaptation and Validation

ABSTRACT School leadership practices that promote inclusion for students with special educational needs have received significant attention in the literature. However, few studies have examined the psychometric properties of scales to evaluate principals’ inclusive leadership practices in the Asian, specifically Malaysian, context. This study examined the dimensionality, reliability, and validity of a scale testing inclusive leadership in Malaysian schools. A total of 604 responses were collected from teachers working at 63 public primary and secondary schools in Kuala Lumpur, Malaysia. The study was conducted across two phases. In phase 1, the construct validity of the scale for Malaysian principals’ inclusive leadership practices was established using exploratory factor analysis. In phase 2, a confirmatory factor analysis was conducted to assess the dimensionality, reliability, convergent, and discriminant validity of the scale. Results supported a two-factor, 29-item scale. The scale may be utilised as a reliable and valid instrument for examining principals’ inclusive school leadership practices in the Malaysian context.

Effects of Inclusive Leadership on the Diversity Climate and Change-Oriented Organizational Citizenship Behavior.

This study investigates the impact of inclusive leadership on diversity, climate, and change-oriented organizational citizenship behavior in hotel work. It also examines whether the diversity climate mediates the relationship between inclusive leadership and change-oriented organizational citizenship behavior. An online survey was conducted among hotel employees. It was found that inclusive leadership had a significant positive effect on the diversity climate. The diversity climate was found to have a significant positive effect on change-oriented organizational citizenship behavior, and inclusive leadership had a significant positive effect on change-oriented organizational citizenship behavior. Finally, inclusive leadership had a significant positive effect on change-oriented organizational citizenship behavior through a diversity climate. The results of this study have academic and practical implications for human resource management with respect to inclusive leadership in hotel workers' work environment according to changes in hotels' environmental factors for a new generation of employees flowing into the organizational mainstream.

Fostering Employees' Scouting Behavior through Inclusive Leadership: The Serial Mediating Roles of Exchange Norms and Megaphoning

Fostering Employees' Scouting Behavior through Inclusive Leadership: The Serial Mediating Roles of Exchange Norms and Megaphoning

How to foster exploratory and exploitative innovation: investigating the effects of inclusive leadership, knowledge sharing and environmental uncertainty

PurposeGiven the importance of identifying the antecedents of innovation for firms to follow and achieve it, the purpose of this paper is to investigate the effect of inclusive leadership (IL) and knowledge sharing (KS) on ambidextrous innovation capabilities, namely exploratory and exploitative innovation. It also explores the possible moderating role of environmental uncertainty in the relationship between KS and ambidextrous innovation.Design/methodology/approachThis study used structural equation modeling (SEM) to examine the relationship among latent factors in the proposed research model based on the data gathered from 118 manufacturing and service firms.FindingsThe empirical findings support the significant and positive impact of IL on exploratory and exploitative innovation through the mediating role of KS. It highlights the moderating mechanism of environmental uncertainty in fostering the relationship between KS and ambidextrous innovation.Research limitations/implicationsTo gain a deeper understanding of the benefits and important role of knowledge resources, future research should investigate the potential role of IL practices in creating a KS culture for promoting specific forms of innovation such as open innovation or frugal innovation.Practical implicationsThe paper provides a valuable understanding and novel approach for managers and directors of firms in developing and emerging countries to improve ambidextrous innovation by practicing IL for fostering KS in organizations.Originality/valueThe paper is unique in its attempts to bridge the research gaps in the literature and provide deeper insights on the mediating role of KS and the moderating effect of environmental uncertainty in pursuing both exploratory and exploitative innovation.

Fostering hybrid team performance through inclusive leadership strategies

Over the past years, hybrid teams have emerged as a prevalent phenomenon in the new work arrangements. Effective inclusive leadership strategies are essential for leveraging the full potential of hybrid teams, fostering collaboration, achieving high performance, and improving team members’ well-being. Hybrid teams have members who frequently shift between co-located and remote working. This makes them face unique challenges with technology-mediated communication (e.g., trust development) and the leaders' need to balance the preferences and needs of co-located and remote team members. Leaders must ensure that all team members feel valued and included, regardless of location or schedule, in order to achieve team objectives and enhance well-being. This paper explores hybrid team leaders’ challenges in managing diversity, equity, and inclusion, offering evidence-based strategies and practical recommendations. Specifically, we emphasize strategies for building trust and psychological safety, leveraging diversity as a strength, promoting cross-cultural understanding, establishing clear communication channels, and encouraging collaboration. By empowering hybrid team leaders with these insights, the aim is to foster a culture of inclusion and create an environment where all team members feel valued, ultimately leading to enhanced individual and team performance and team member well-being.

Peran Komunikasi Efektif Kepala Sekolah Dalam Meningkatkan Motivasi Kerja Guru

The headmaster's communication style can cause misinterpretation and ambiguity in delivering messages to teachers. This type of study is qualitative research with a descriptive method. The subjects of this study were the headmaster and ten teachers of SMP Negeri 2 Sijunjung. The instrument of this study was an interview sheet, collecting data through interviews. The data collected were analyzed using a thematic approach. The results of the study findings show that the communication carried out by the headmaster to motivate teachers includes the ability to deliver messages clearly, an inclusive leadership style and focuses on community building, the role of the headmaster as a facilitator in the decision-making process, routine communication, support in overcoming problems faced by teachers, and the application of effective communication practices such as transparency, empathetic approach, building interpersonal relationships, and providing constructive feedback to teachers. In conclusion, the headmaster's communication is essential in increasing teachers' work motivation to create a positive work environment and improve the quality of education.

Inclusive leadership and innovative work behaviours: social exchange perspective

Inclusive leadership and innovative work behaviours: social exchange perspective

An Unmet goal? A Scale Development and Model test of the role of Inclusive Leadership

AbstractThere is a lack of evidence on whether inclusive leadership (IL) truly fosters inclusion for those in historically marginalized groups. Further, a conceptually up-to-date and practically useful measure of IL is lacking. Thus, in two separate phases, we first present a newly developed measure of IL and then test an empirical model. In Phase 1, results from five demographically diverse samples demonstrate reliability and validity evidence of a 10-item IL scale. In Phase 2, use this scale to examine how IL may support members of historically marginalized groups by fostering (a) interpersonal behaviors that uphold inclusive work environments (allyship, antiracism) and (b) individual experiences of inclusion (workgroup inclusion, authenticity). Path analysis results from a multi-wave study support the influence of IL on these outcomes and also demonstrate support for IL’s indirect effects on outcomes that may be disproportionately high (emotional exhaustion) and low (empowerment) for members of marginalized groups. Moderation analyses reveal many of the hypothesized relationships are similar across groups representing marginalized identities on the bases of race, sex, and the intersection of race and sex. These results add evidence to the importance of IL for fostering inclusive workplaces, especially for those who face the greatest barriers to inclusion.

U.S. Federal Employees With Disabilities: How Perceptions of Diversity, Equity, Inclusion, and Accessibility Affect Differences in Job Satisfaction, Organizational Commitment, and Job Involvement

Using the 2022 Federal Employee Viewpoint Survey, this study examines whether perceptions of diversity, equity, inclusion, and accessibility (DEIA) help explain why federal employees with disabilities have lower levels of three predictors of work motivation: job satisfaction, organizational commitment, and job involvement. All aspects of DEIA have impacts, but accessibility matters most. People with disabilities have greater accessibility needs and are less satisfied with organizational responses; this difference explains much of why they have lower DEI perceptions. Lower DEIA perceptions account for nearly all the differences in job satisfaction, organizational commitment, and job involvement. Although the federal service has been more effective than other sectors in achieving representation of employees with disabilities, objective measures of disability representation have minimal impact on these outcome variables. Instead, improving accessibility appears to be the key tool to making full use of the talents of federal employees with disabilities, alongside more equitable development and advancement opportunities and the espousal and enactment of inclusive leadership practices.

Exploring school leaders’ and parents’ attitudes toward implementing an organizational system for academic diversity and inclusion in international schools in Egypt

Egypt has recently undergone significant educational reforms, granting children with disabilities the right to inclusive education and well-being as stipulated in the Arab Republic of Egypt’s Constitution and Ministerial Degrees. This qualitative study aimed to capture the current situation of inclusion in Egypt’s educational landscape and gather insights from school leaders (n = 2) and parents (n = 4) regarding the services provided to children with intellectual disabilities (ID) in two international schools in Egypt. Through semi-structured interviews, this study aimed to assess recent changes and efforts made in education reform to support inclusive practices for ID in international schools in Egypt. The study employed ecological systems theory (EST) to incorporate the framework into the thematic analysis of qualitative data, categorizing the school leaders’ and parents’ responses into four societal layers. The results revealed several challenges facing ID in Egypt, including inclusive leadership, teachers’ qualifications, support systems, and a sense of solidarity. The findings suggest that tailored interventions should be implemented to improve the educational outcomes of children with disabilities in inclusive settings.

Inclusive Leadership and Communication: Fostering Organizational Culture

Inclusive Leadership and Communication: Fostering Organizational Culture

Leveraging Accounting Professional Identity to Pave a Route Toward Sustainable Development with the Role of Inclusive Leadership

This study intends to explore the interconnection between the professional identity of accountants (PIA) and sustainable development performance (SDP). It also aims to delve into the mediation mechanism of nonfinancial reporting (NFR) in the interconnection between PIA and SDP. Outstandingly, it makes many attempts to expand understanding of the moderating function of inclusive leadership (IL) in the proposed model’s postulated constructs. Statistical data from surveys given to the samples of accountants in small and medium-sized enterprises (SMEs) obtained from the two waves of data collection within the different periods, namely the period of lockdown and period of new normal, are used to empirically corroborate the hypothesized model, which is supported by structural equation modeling. The results analyses confirm, in terms of significance and effect size, the existence of positive relationships between the hypothesized dimensions in the suggested model. In addition to serving as a beneficial springboard for further research, the importance of more nuanced insights in this work can help practitioners and policy-makers sense and seize ways to reach sustainable development pathways in an efficient and effective manner.

Business of Medicine: Developing Leaders in Academic Medicine and Learning Health Systems.

To develop healthcare professionals as clinical leaders in academic medicine and learning health system; and uncover organizational barriers, as well as pathways and practices to facilitate career growth and professional fulfillment. The Department of Medicine strategic plan efforts prompted the development of a business of medicine program informed by a needs assessment and realignment between academic departments and the healthcare system. The business of medicine leadership program launched in 2017. This descriptive case study presents its 5th year evaluation. Competencies were included from the Physician MBA program and from specific departmental needs and goals. The program hosted a total of 102 clinical faculty. We had a 37% response rate of those retained at Indiana University School of Medicine. Overall, responses conveyed a positive experience in the course. Over 80% of participants felt that they gained skills in professional reflection, professional socialization, goal orientation, critical thinking, and commitment to profession. Financial literacy was overwhelmingly the skill that was reported to be the most valuable. Finance and accounting were mentioned as the most difficult concepts to understand. Familiar concepts included communication, LEAN, and wellness related topics. One hundred percent of participants said they are utilizing the skills gained in this program in their current role and that they would recommend the course to others. Business of medicine courses are more common now with programs describing elements informed by health system operations. However, few programs incorporate aspects of wellness, equity, diversity, inclusion, and health equity. Our program makes the case for multiple ways to develop inclusive leaders through a focused five-month program. It also recognizes that to really impact the learning health system, health professionals need leadership development and leaders suited to work alongside career administrators, all aiming towards a common goal of equitable patient-centered care.

포용적 리더십이 중장년층 구성원의 내면화된 수치심에 미치는 영향

Middle-aged members experience high psychological anxiety or are alienated from the organization due to rapid changes in the business environment and job insecurity, reduced work and roles, age discrimination, and forced retirement. The anxiety of middle-aged members appears as internalized shame, showing a cynical attitude toward the organization, and has the potential to spread negative emotions to individuals and organizations. In addition, middle-aged members are an area of interest in research in that they have know-how and performance resources through their careers. This study focused on the internalized shame of middle-aged members, and to confirm the psychological mechanisms that alleviate it, the direct effect of inclusive leadership, the controlled role of leader trust and perceived organizational support were verified. The survey was conducted twice by separating the measurement period of the survey from 455 office workers working in various industries. As a result of the study, first, inclusive leadership was found to reduce the internalized shame of middle-aged members. Second, it was found that inclusive leadership was regulated by leader trust and alleviated internalized shame. Third, inclusive leadership was found to alleviate internalized shame as a controlled moderating effect of leader trust and perceived organizational support. Focusing on the status, emotions, and characteristics of middle-aged members, this study deeply verified the relationship between variables, presented theoretical and practical implications, and presented future research tasks and limitations based on the research results.

Managing global supply chain teams: human resource strategies for effective collaboration and performance

This study examines the role of human resource (HR) strategies in enhancing collaboration and performance within global supply chains, an area of increasing importance in the context of globalized business operations. The primary objective is to identify and analyze current trends in HR practices that contribute to effective global supply chain management, focusing on adaptability, technological integration, sustainability, and ethical practices. Employing a systematic literature review and content analysis as its methodology, the study draws on academic journals, conference proceedings, and industry reports from databases such as Scopus, Web of Science, and Google Scholar. Key findings reveal that adaptability and flexible work arrangements, supported by digital HR technologies, are essential for operational resilience and employee engagement. The integration of sustainability and ethical considerations into HR practices is identified as crucial for maintaining competitive advantage and ensuring regulatory compliance. Furthermore, the development of cultural intelligence and inclusive leadership within global teams is highlighted as vital for fostering effective collaboration across diverse cultural landscapes. The study concludes that strategic HR management plays a pivotal role in navigating the challenges and leveraging the opportunities within global supply chains. Recommendations for practitioners emphasize the importance of continuous learning, embracing digital transformation, and integrating sustainability into HR practices. The study also outlines areas for further research, including the impact of emerging technologies on HR practices and the long-term effects of sustainable HR strategies on organizational performance. This research contributes valuable insights into optimizing HR strategies to enhance global supply chain collaboration and performance.

Cross-cultural competence in global HRD: Strategies for developing an inclusive and diverse workforce

In today's interconnected world, where businesses operate globally, Cross-Cultural Competence (CCC) in Human Resource Development (HRD) has become indispensable. This review explores the significance of CCC in fostering an inclusive and diverse workforce, focusing on strategies for its development. Cross-cultural competence refers to the ability of individuals and organizations to navigate and interact across different cultural contexts effectively. In the realm of HRD, cultivating CCC is essential for creating inclusive workplaces that embrace diversity, promote understanding, and harness the potential of all employees. One of the critical strategies for developing CCC in HRD is cultural awareness training. It involves educating employees about cultural norms, values, and communication styles, fostering empathy, and understanding. Organizations can minimize misunderstandings and conflicts by equipping employees with cultural knowledge, leading to enhanced collaboration and productivity. Another crucial aspect is the promotion of cultural sensitivity and open-mindedness within the organizational culture. HRD initiatives should emphasize the value of diversity and inclusion, encouraging employees to appreciate and respect differences. This can be achieved through policies celebrating diversity, such as diversity training programs, affinity groups, and inclusive leadership development. Effective communication is fundamental to CCC in HRD. Organizations must facilitate transparent and open communication channels accommodating diverse linguistic and cultural backgrounds. Encouraging multilingualism, providing translation services, and utilizing cross-cultural communication training can bridge language barriers and facilitate meaningful staff interactions.