Supportive Organizational Climate Research Articles

Mediating Effect of Psychological Empowerment Between Perceived Organizational Support and Job Satisfaction Among Engineers in Malaysia

Objective: This research study aims to examine the factors influencing job satisfaction among engineers in Malaysia manufacturing industry. The factors consist of direct compensation, job security, perceived organizational support and mediating role of psychological empowerment. Theoretical Framework: The Maslow’s hierarchy of needs and Herzberg’s two-factor theories were employed in the research and interpret the findings. Method: A quantitative research method was employed to examine the relationships between variables through survey collected from respondents that working in various manufacturing firms across Malaysia. The study utilized a structured questionnaire distributed among 384 respondents via digital platform such as Google questionnaires. This study employed convenient sampling method to ensure representation across different manufacturing sectors. The cross-sectional approach was utilized to capture a snapshot of job satisfaction and its causes at a particular point in time, reflecting current attitudes and influences in Malaysia's manufacturing industry. The data collected will be analyzed using SPSS software for both the pilot test and data analysis. Pearson Correlation, Multiple Regression and PROCESS macro will use to examine the significant relationships between variables and hypothesized relationships. Results and Discussion: The findings show that there are strong positive relationship between direct compensation, job security, perceived organizational support and job satisfaction among engineers. Also, psychological empowerment was revealed as a key mediator to strengthening the link between perceived organizational support and job satisfaction. Research Implications: The results hold practical implications for organizational management and policymakers seeking to increase job satisfaction among engineers. The recommendations include fair and competitive wage structures, ensuring job security through transparent recruiting procedures, creating supportive organizational climates and empowering people to increase job satisfaction.

The effect of toxic leadership on workplace deviance: the mediating effect of emotional exhaustion, and the moderating effect of organizational cynicism

BackgroundToxic leadership is abusive, destructive, and detrimental to nurses, can decrease nurse morale, increase stress levels, diminish organizational performance, and cause employee emotional exhaustion. Emotional exhaustion, a key component of burnout, has been linked to decreased job performance and increased likelihood of engaging in deviant behaviors at work. Organizational cynicism, as a negative attitude or distrust towards the organization and its leadership, may exacerbate the relationship between toxic leadership and workplace deviance. This study aims to explore how toxic leadership, workplace deviance, emotional exhaustion, and organizational cynicism are interrelated in the nursing profession.MethodA multicenter descriptive, cross-sectional research design was conducted at three university hospitals affiliated with three Egyptian governorates: Zagazig, El-Fayoum, and Alexandria. Two hundred forty-three nurses completed the Personal and Job-related Data Questionnaire, Toxic Leadership Scale, Emotional Exhaustion Scale, Workplace Deviance Scale, and Organizational Cynicism Scale. Mediation analysis using SPSS PROCESS revealed that emotional exhaustion indirectly influences the relationship between toxic leadership and workplace deviance, while hierarchical multiple regression showed that organizational cynicism moderates this relationship, with linear regression confirming the predictive impact of these variables on workplace deviance.ResultsToxic leadership exhibits a substantial positive influence on workplace deviance (B = 16.132, p < 0.001), as does emotional exhaustion (B = 8.760, p < 0.001) and organizational cynicism (B = 5.376, p = 0.036). Furthermore, the interaction terms of toxic leadership, organizational cynicism, and emotional exhaustion are significant (B = -3.012, p = 0.036). The negative coefficient of the interaction term implies a mitigating impact, indicating that the combined presence of high toxic leadership, high emotional exhaustion, and high organizational cynicism may counterintuitively reduce workplace deviance (t = -2.110).ConclusionThese results suggest that while toxic leadership, emotional exhaustion, and organizational cynicism each independently increase workplace deviance, their combined presence may unexpectedly reduce deviant behaviors.Implication for nursingThese results highlight the significance of tackling toxic leadership practices and cultivating a positive organizational culture to enhance a healthier work environment and reduce instances of workplace deviance. Healthcare settings should prioritize interventions to improve leadership practices, enhance employee well-being, and cultivate a supportive organizational climate.

‘Fostering resilience: the impact of supportive organizational culture on mitigating burnout in early childhood educators’

ABSTRACT Caring for toddlers is a demanding profession that could lead to negative emotions and behaviors. The objective of this study was to examine the impact of a positive organizational climate, job satisfaction, and self-efficacy on burnout and commitment, in turn leading to the reporting of misconduct and turnover intentions among childcare teachers. The study included 1,190 female childcare teachers from 119 daycare centers throughout Israel. The findings indicate that workload contributes to burnout (B = -.27; SE = .02) and dissatisfaction (B = .60; SE = .01). Furthermore, the findings suggest that a positive organizational climate and strong employee-employer relationship are negatively correlated with employee burnout (r = −0.356; p < 0.001; r = −0.178; p < 0.001). The more supportive the organizational climate the less likely that employee burnout will occur. The study concludes that nurturing a supportive organizational climate and building a strong employee-employer relationship can reduce employee burnout and its consequences.

Mitigating Job Burnout in Jordanian Public Healthcare: The Interplay between Ethical Leadership, Organizational Climate, and Role Overload.

In today's dynamic organizational landscape, characterized by rapid technological advancements and evolving workplace dynamics, understanding the factors influencing employee well-being is paramount. This study investigates the interplay between ethical leadership, organizational climate, role overload, and job burnout in public healthcare organizations across northern Jordan. By focusing on ethical leadership, organizational climate, and role overload as determinants of job burnout, this research provides insights into strategies for enhancing employee well-being. Drawing on ethical leadership theory, social exchange theory, and the job demands-resources model, this study employs PLS-SEM to analyze data collected from 260 employees working in Jordanian government hospitals. The findings reveal negative associations between ethical leadership and job burnout, highlighting the importance of ethical leadership behaviors in mitigating employee burnout. Additionally, a positive organizational climate is associated with lower levels of burnout, underscoring the impact of the broader organizational context on employee well-being. The study also explores the mediating role of organizational climate and the moderating effect of role overload in the relationship between ethical leadership and job burnout, providing insights into the complex dynamics at play in healthcare organizations. These findings enrich our understanding of the factors influencing employee well-being in healthcare contexts and underscore the importance of fostering ethical leadership and supportive organizational climates to mitigate job burnout.

Emboldening Public Servants to Challenge Their Job: The Interplay of Supportive Climate and Job Crafting Amidst Smart Working

ABSTRACT The article investigates the implications of a supportive organizational climate on the public servants’ propensity to increase challenging job demands, acknowledging the moderating role of smart working. Leveraging on the broaden-and- build theory together the social exchange theory, public servants are assumed to reciprocate the positive work climate with challenging job demands. Primary data were collected from 238 Italian public servants. People who perceived a supportive work climate were more willing to challenge their job demands. Smart working functioned as a negative moderator. Smart working paves the way for individualization and remotization, which curb positive sensations of the work climate.

The Influence of Work-Life Balance, Workload and Work Environment on Burnout among Teachers in Melaka Tengah District, Malaysia

Teacher burnout emerges as a complex issue intertwined with challenges in maintaining work-life balance, managing heavy workloads, and navigating the work environment within the educational sector. Factors such as the difficulty in achieving a balance between professional responsibilities and personal well-being, excessive work demands, and unsupportive work environments significantly contribute to the risk and prevalence of burnout among teachers. Efforts to address these contributing factors through supportive policies, workload management, and the cultivation of a positive work atmosphere are essential for mitigating burnout and enhancing teacher well-being and retention. This study determines the relationships between work-life balance, workload, work environment, and teacher burnout, utilizing a quantitative approach with data from 332 teachers via a Google Form survey. The findings reveal a positive relationship between work-life balance and burnout, challenging the notion that improved balance alone mitigates burnout. Workload demonstrates a strong positive association with burnout, highlighting the impact of increased demands on teachers. Conversely, a positive work environment exhibits a negative relationship with burnout, suggesting that a supportive organizational climate acts as a protective factor. This study underscores the need for a holistic approach to teacher well-being, recognizing the intricate relationships between workload, personal life, and the organizational environment. These findings offer valuable insights for educational institutions aiming to foster a supportive work environment and mitigate the adverse effects of burnout among teachers.

A systematic literature review on sustainable HRM and its relations with employees' attitudes: state of art and future research agenda

PurposeThe interest in sustainable human resource management has grown in the last decades. However, comprehensive, and systematic research concentrating on the evolution of this field, is still needed. The purpose of this study is to provide an overview and synthesis of the existing body of knowledge on human resource management (HRM) related to sustainability through a bibliometric study of articles published until 2022, identifying the most relevant research in this field. In the literature review, special attention is given to articles that link sustainable HRM to employees’ attitudes, identifying gaps and future research opportunities.Design/methodology/approachA bibliometric analysis and literature review was conducted over 105 documents obtained from the WoS database, using VOSviewer software program, from which 27 were selected for full-text reading. The applied database filters were: document type (article and early access); index (SSCI and SCI-expanded) and year (2019–2022).FindingsThe results show that: sustainable HRM literature is growing, especially after 2019; “Sustainability” is the journal with more publications; and England is the leading country. The network of co-occurrence of keywords analysis unveiled that performance, job satisfaction and behaviors are the most frequently studied topics in HRM.Practical implicationsFor successful adoption of sustainable HRM practices, organizations should engage all staff comprehensively, focusing not only on consistent implementation but also on fostering a supportive organizational climate. This is vital for establishing a sustainable workplace where employees who strongly identify with the organization are less willing to leave it.Originality/valueThrough the Systematic Literature Review carried out on the articles published from 2019 to 2022, it was possible to identify opportunities for future research. These topics include employees' perceptions of the implementation of sustainable HRM practices in companies, as well as the impact of these practices on their attitudes and behaviors, taking into account the various HRM practices.

Unraveling Value Co-destruction in Tourism: A Deep Dive into the Portuguese Hotel Industry

The state of the art presented here aims to bring theoretical contemplations about the co-destruction of value. The term “co-destruction” is now used in the hospitality service environment to describe the phenomenon in which multiple actors interact and integrate their resources to realize valuable benefits, yet their collaborations result in a decline of the well being of at least one of the participating actors. In the recent past, scholars have begun to dedicate their attention towards destructive relationships as a critical component of organizational life, facing it from various points of view, such as trust and partnering, project management, and relational coordination. The investigation was quantitative and adopted the survey method. To measure the proposed hypotheses, a unique conceptual model was developed with leadership support, supportive organizational climate, value co-destruction, and commitment to value co-creation as constructs. Data was collected from the hospitality Continental Portugal and islands, where 1,200 responses were obtained for analysis. The respondents were all hospitality employees. Key findings revealed that leadership support was commanding in comparison to the other constructs based on how high it loaded as a factor. In addition, a high perception of a supportive organizational climate among service employees will result in a low occurrence of value co-destruction in their organization. Further research direction on the subject is suggested. Keywords: co-destruction, co-creation, hospitality sector, employees

Implementing coaching programmes for healthcare professionals-A review of the barriers and facilitators.

The European Union faces severe and worsening personnel shortages in healthcare. Coaching has emerged as a human-centred strategy to enhance sustainable employment and retention. While the number of efficacy studies on coaching continues to grow, knowledge about the barriers and facilitators to implementing coaching interventions among healthcare professionals (HCPs) remains scarce. This systematic review aimed to describe common barriers and facilitators to the implementation of coaching interventions for HCPs. In April 2023, five databases were searched for eligible articles. Barriers and facilitators were systematically identified and mapped onto the constructs of the Consolidated Framework for Implementation Research (CFIR). Directed content analysis yielded thematic areas and a reporting frequency. A total of thirty (n=30) studies were included in this review, representing twenty-five (n=25) distinct coaching programmes. Implementation determinants were clustered under two CFIR domains: the Inner Setting (8 facilitators, 5 barriers) and Implementation Process (6 facilitators, 1 barrier). Barriers included (i) limited organisational capacity, (ii) lack of psychological safety, (iii) competing work demands, and (iv) insufficient leadership buy-in, while facilitators were the (i) allocation of protected time for participants and coaches, (ii) promotion through opinion leaders, (iii) embeddedness in existing Continuous Professional Development programmes, and (iv) programme co-creation. The findings of this study provide practical insights to guide the future implementation of coaching interventions at an organisational level. In particular, the identified barriers and facilitators suggest, for optimal efficacy and sustainment, coaching interventions must be implemented within a safe, supportive organisational climate.

Abusive supervisor triggers counterproductive work behaviors in nursing staff: role of psychological contract breach and Islamic work ethics

PurposeAbusive supervision (AS) provides insights into the darker aspects of leadership behavior and its effects on employees. Understanding and addressing AS can contribute to creating healthier work environments and promoting employee well-being. The effect of abusive leadership (AS) on counterproductive work behaviors (CWB) in nursing staff is examined through the theoretical lens of the social exchange theory.Design/methodology/approachData were collected from 302 nursing staff working at public and private hospitals through a self-administered questionnaire. Measurement scales were adapted from the literature and the data were tested for validity and reliability before performing hypotheses testing through structural equation modeling in SmartPLS 4.0.FindingsAS positively affects CWB, and psychological contract breach mediates this relationship. However, employees with high Islamic work ethics (IWE) are less concerned with supervisors' dysfunctional behaviors and pay less attention to them; thus, IWE buffers the effect of AS on CWBs.Originality/valueA positive and supportive organizational climate is crucial for attracting and retaining skilled healthcare professionals. When healthcare professionals are subjected to abusive behaviors, their ability to share knowledge, adopt safety protocols and provide the best patient care may be hampered. Therefore, addressing AS in hospitals is vital to promoting a positive work environment, enhancing employee well-being and improving patient care.

School Heads’ Leadership Quality, Organizational Climate, and Learning Environment as Predictors of Teachers’ Innovativeness

This study aimed to investigate the impact of school administrators' leadership quality, organizational climate, and learning environment on teachers' innovativeness in elementary and secondary public schools in the Lagonglong District, Misamis Oriental Division. Employing a descriptive-correlational and causal research design, the study included public school teachers as participants. Data were collected using proportionate stratified random sampling and analyzed with descriptive statistics, correlational analysis, and multiple regression analysis. The findings revealed a highly positive educational landscape characterized by effective leadership, a supportive organizational climate, conducive learning environments, and a culture of innovation among teachers. Significant positive relationships were identified between school leaders' leadership quality, organizational climate, learning environment, and teachers' innovativeness. Enhanced leadership quality, a favorable organizational climate, and a nurturing school learning environment were associated with increased levels of teacher innovation. The study emphasized the importance of leadership development, creating positive climates, supportive learning environments, and fostering an innovative culture to achieve long-term educational excellence. Multiple regression analysis identified significant predictors of teachers’ innovativeness, with organizational climate being statistically significant. The results demonstrated the influential impact of quality leadership, organizational climate, and learning environment on teacher innovativeness in school settings. Effective communication and team building were key contributing factors to enhancing innovative teaching. Schools developed team-building activities, communication strategies, a common vision, and meaningful support to inspire and guide teachers in creating an environment conducive to innovative learning.

Analysis Of The Influence Of Organizational Climate On Productivity Of Sharia Private Banking Employees In Indonesia

Islamic finance has experienced one of the greatest growth rates in the previous ten years, even outpacing traditional financial markets. The momentum created by the pandemic's end can be exploited to promote the strongest possible economic expansion. Even so, the absence of a supportive organizational climate is still felt, which naturally disturbs the climate that has already been established. Every head office employee can have opportunity to act well, perform well, and, of course, be more productive at work with a positive corporate climate. The purpose of this study is to ascertain how workplace culture affects workers' productivity. This study employs quantitative methods along with descriptive ones. A sample of 30 employees was used in this investigation. A questionnaire with four alternative answers and a Likert scale score selection form was issued to all employees as the primary method of data gathering. In the meanwhile, document analyses and interviews are merely supplementary methods of data collection. Validity and reliability tests are used to assess the instruments employed, and then overall valid and reliable data is created. Data processing procedures are used to test the data's overall quality. The correlation between organizational climate and productivity was found to be 36%, and this finding indicates that organizational climate influences 36% of productivity, with the other 36% influenced by factors not included in this study.

The effect of decent work on employee boundary spanning behaviour: a moderated mediation model of promotion focus and supportive organizational climate

ABSTRACT To comprehend the mechanism of decent work’s impact on employee boundary-spanning behaviour, this paper constructs a research framework that includes promotion focus and a supportive organizational climate as a mediating factor and moderating variable. A two-stage survey is used to examine these assumptions with data collected from 346 frontline employees. The findings reveal that decent work has a significant positive impact on employee boundary-spanning behaviour and promotion focus has a partial mediating effect on this relationship. A supportive organizational climate plays a positive moderating role in the relationship between decent work and promotion focus.

The impact of mentoring interventions to support newly qualified social workers during the COVID-19 pandemic in Northern Ireland

The COVID-19 pandemic resulted in the early cessation of practice learning opportunities for social work students across Northern Ireland and an expedited graduation to enable them to join the workforce. The article reports on a small-scale service evaluation of the Assessed Year in Employment Mentoring Programme in the Northern Health and Social Care Trust. The programme provided additional support to newly qualified social workers as they transitioned from student to professional. Focus groups facilitated with 11 Assessed Year in Employment social workers highlighted the positive impact of mentoring, with emphasis on the importance of formal, accessible and effective organisational support during the transitional period. Recommendations call for continued facilitation of mentoring for future cohorts of Assessed Year in Employment social workers in order to cultivate a supportive organisational climate and strengthen the workforce.

Exploring the management in tourism: The Case of co-destruction of value in the portuguese hotel industry

The Literature Review presented here aims to bring theoretical considerations about the co-destruction of value. The term “co-destruction” is now used in the hospitality service environment to describe the phenomenon in which multiple actors interact and integrate their resources to realize valuable benefits, yet their collaborations result in a decline of the well being of at least one of the participating actors.&#x0D; In the recent past, scholars have begun to dedicate their attention towards destructive relationships as a critical component of organizational life, facing it from various points of view, such as trust and partnering, project management, and relational coordination. The theme of value co-creation is consolidated from the discussions of Zikmund et al (2013), Meyer &amp; Schwager (2015), Rajnish et al. (2017) and Mxunyelwa e Henama (2019) Cunha et al. (2021) among other authors.&#x0D; The research was quantitative in nature, adopting the survey method. To measure the proposed hypotheses, a unique conceptual model was developed with leadership support, supportive organizational climate, value co-destruction, and commitment to value co-creation as constructs. Data was collected from the hospitality Continental Portugal and islands, where 1200 responses were obtained for analysis. All participants were hospitality employees. Key findings revealed that leadership support was dominant in comparison to the other constructs based on how high it loaded as a factor. In addition, a high perception of a supportive organizational climate among service employees will result in a low occurrence of value co-destruction in their organization. Further research direction on the subject is proposed.

Resilient communities? A qualitative interview study on sustaining a community project for health promotion among socially disadvantaged women during the first two years of the COVID-19 pandemic

ObjectivesWith the emergence of SARS-CoV-2 a global pandemic impacted on health promotion, overlapping and hindering efforts to overcome the worldwide pandemic of lacking physical activity (PA). Nationwide lockdowns, the closure of public facilities and sports venues, made it significantly more difficult to sustain community-run PA projects. In our case study, we explore (a) under which circumstances a community-basedhealth promotion project can be maintained during crisis and (b) what resilience capacities are important for community project coordinators to deal with those aggravating circumstances.MethodsOur case study looks at a community-based project called BIG, an exercise promotion project for women in difficult life circumstances. The case study was conducted between July 2021 and January 2022 with six municipalities implementing the project. Following a triangulation approach, we used minutes from short exchanges (n=17) with community project coordinators, information brochures about current exercise classes (n=6) and semi-structured qualitative interviews with project coordinators (n=6). All data were analyzed using the framework approach.ResultsAll sites showed a high level of willingness to adapt to the pandemic situation and to maintain the project as best as possible. Findings highlight that coordinators whose work routine was characterized by intense relationship management with participants and trainers demonstrated higher levels of adaptive and absorptive capacities on an individual level than coordinators of those communities with less social cohesion. At a community level, important resources for strengthening adaptive and absorptive resilience capacities were job security of the coordinators, sufficient financial resources to adapt classes to changing circumstances, and a supportive organizational climate in the coordinators’ working environment to allow them to react flexibly according to current pandemic regulations.ConclusionDespite high resilience capacities especially on an individual level, the low-threshold nature of the project could not be maintained at a pre-pandemic level. For many women, participation in the project was no longer possible at times. Awareness should be raised in communities that PA promotion programs are crucial to strengthening physical and mental health, even in times of crisis. It seems necessary to find permanent funding options for such programs, to integrate them permanently into municipal structures.

The interrelationships between organisational climate and job satisfaction and their impact on training outcomes

PurposeThe purpose of this paper is to analyse the relationship between a supportive organisational climate and training process outcomes; to analyse the mediating effect of job satisfaction between a supportive organisational climate and training process outcomes; and to analyse the moderating effect of a proactive attitude on a supportive organisational climate and training process outcomes.Design/methodology/approachThe participants consisted of 359 employees recruited from 18 companies in Spain. The hypotheses were tested with structural equations via partial least squares regression.FindingsThe data indicated a positive and statistically significant relationship between a supportive organisational climate and training process outcomes. The proposed moderating and mediating effects are also verified.Originality/valueThis work contributes to the literature on human resource management and the relationship between organisational behaviour and training outcomes. In addition, it shows the role of attitudes between organisational climate and training outcomes.

How transformational leadership, workplace spirituality and resilience enhance the service recovery performance of FLEs: a theoretical integration of COR theory and SDT

PurposeThe present study aims to explore the linkages among transformational leadership, workplace spirituality and frontline employee (FLE) service recovery performance in the aviation service industry. The resilience of individuals was taken as a mediator for the associations between transformational leadership as well as workplace spirituality and frontline employee's service recovery performance. The hypothesized research model was examined by integrating the principles of COR theory and the SDT perspective on psychological needs.Design/methodology/approachThe research model was evaluated via partial least squares (PLS). In particular, SmartPLS 3.0 software was utilized to examine anticipated correlations through a poll of 371 air service provider frontline employees.FindingsResults demonstrated that transformational leadership had a positive impact on both service recovery performance and spirituality in the workplace. The positive connection between workplace spirituality and service recovery performance was also supported. Further, the mediating role of an employee's resilience in these relationships was established. The paper provides a significant contribution with both theoretical and practical implications.Practical implicationsThe present research also provides some practical implications for the aviation industry. Since the aviation industry is a high-contact service industry, aviation frontline employees play a crucial role in service recovery strategies. Thus, air service providers need to provide these employees with ample resources to effectively handle service failures. Moreover, the service recovery performance of air service providers may benefit from the hiring of managers with strong transformational leadership styles. Therefore, these providers should take leadership style into account when recruiting, promoting and training supervisors. Managers should, among other activities, implement transformational leadership approaches, such as inspiring and motivating, establishing a supportive organizational climate, paying attention to employees' needs and engaging in active listening.Originality/valueThe current study contributes to the stream of research on SRP and the role of transformational leadership, workplace spirituality and resilience in service recovery in particular. Furthermore, by integrating the COR and SDT theories, the current study gives more real-world proof of the importance of leadership for organizations.

Understanding Low Utilization of Employee Assistance Programs and Time Off by US Public Health Workers During the COVID-19 Pandemic.

Despite high rates of reported mental health symptoms among public health workers (PHWs) during the COVID-19 pandemic, utilization of employer-offered resources was low. Our objective was to understand what barriers and deterrents exist for PHWs accessing employer-offered resources. Four national public health organizations disseminated a national online survey of public health department employees during March-April 2021; 26 174 PHWs completed the survey. We examined 5164 write-in survey responses using thematic analysis to identify key reasons why PHWs were not accessing time off and employee assistance programs (EAPs) and to understand what resources PHWs would like to see their employers offer. The top reasons that PHWs reported for not taking time off during the COVID-19 pandemic were financial concerns (24.4%), fear of judgment or retaliation (20.8%), and limitations in the amount of time off offered or available (11.0%). The top reasons that PHWs reported for not using EAPs during the COVID-19 pandemic were difficulty accessing EAPs (53.1%), use of external services (21.5%), and a lack of awareness about EAPs or motivation to initiate their use (11.3%). While desired employer-offered resources varied widely, PHWs most frequently listed financial incentives, paid time off, flexible scheduling, and organizational change. Organizations can best help their employees by organizing the workforce in a way that allows PHWs to take time off, creating a positive and supportive organizational climate, regularly assessing the needs of PHWs, clearly communicating the availability of employer-offered benefits, and emphasizing the acceptability of using those benefits.

Does inclusive leadership foster employee psychological resilience? The role of perceived insider status and supportive organizational climate.

Employee psychological resilience correlates with individual performance and well-being, which can help employees cope with work pressure under a complex situation. Drawing upon social identity and information processing theories, this paper explores how inclusive leadership stimulates employees' psychological resilience by integrating the cross-level mediation effect of perceived insider status. This study scrutinized the moderating function of supportive organizational climate with inclusive leadership and employees' perceived insider status, which expanded the inclusive leadership influence boundary. This study used a cross-sectional survey design and collected two-wave data from individuals who are currently employed in the context of Chinese organizations. Multiple linear regression was used to analyze the paired survey data of 220 employees of valid samples. Inclusive leadership was positively related to employee psychological resilience; Perceived insider status mediated the relationship between inclusive leadership and employee psychological resilience; The indirect relationship above is moderated by supportive organizational climate such that the positive relationship will be enhanced when the supportive organizational climate is high, rather than low. The theoretical and practical implications of these findings are discussed.