This study examined the relationship between inclusive leadership and subordinates’upward voice,focusing on the mediating role of psychological safety and the moderating role of collectivism.Data were collected from ...This study examined the relationship between inclusive leadership and subordinates’upward voice,focusing on the mediating role of psychological safety and the moderating role of collectivism.Data were collected from 284 subordinates and supervisors across 11 organizations in China in three cross-lagged waves.Structural equation modeling results indicated that inclusive leadership was associated with subordinates’upward voice via psychological safety.Moreover,collectivism strengthens the association between inclusive leadership and upward voice via psychological safety,leading to a higher upward voice.These findings highlight the importance of inclusive leadership in fostering an environment that promotes open communication and psychological safety between supervisors and subordinates,ultimately enhancing workplace health and well-being.The implications of these findings suggest that management practices should cultivate inclusive leadership behaviors for enhancing psychological safety,and encouraging subordinates to voice their opinions for the overall success of the organization.展开更多
This study examined the relationship between inclusive leadership and authenticity at work in racial minority groups of South Africa,taking into account the mediating role of psychological safety and the moderator rol...This study examined the relationship between inclusive leadership and authenticity at work in racial minority groups of South Africa,taking into account the mediating role of psychological safety and the moderator role of gender,in that relationship.The sample was composed of 94 employees predominantly working in the professional services sector from South Africa(41.5%females;mean age=37.1),who self-identified as racial minority groups(coloured/black/Indian).Results indicate that inclusive leadership has no direct effect on authenticity at work;however,psychological safety fully mediates this relationship.Regarding the moderation effect of gender,results showed that males are more likely to diminish their self-alienation(a specific component of authenticity at work)when levels of psychological safety are higher.These results are consistent with Social Identity Theory,which posits that individuals derive part of their self-concept from their membership in social groups.In contexts where inclusive leadership fosters psychological safety,individuals(particularly men in traditionally male-dominated work environments)may feel a stronger sense of belonging and group identity,which in turn enhances their willingness to express their authentic selves and reduces self-alienation.Practical implications for companies include the need to improve leadership styles to foster more of an inclusive and psychologically safe culture,where minority groups can be authentic and flourish.展开更多
基金supported by the China Postdoctoral Science Foundation(Certificate Number:2024M760126).
文摘This study examined the relationship between inclusive leadership and subordinates’upward voice,focusing on the mediating role of psychological safety and the moderating role of collectivism.Data were collected from 284 subordinates and supervisors across 11 organizations in China in three cross-lagged waves.Structural equation modeling results indicated that inclusive leadership was associated with subordinates’upward voice via psychological safety.Moreover,collectivism strengthens the association between inclusive leadership and upward voice via psychological safety,leading to a higher upward voice.These findings highlight the importance of inclusive leadership in fostering an environment that promotes open communication and psychological safety between supervisors and subordinates,ultimately enhancing workplace health and well-being.The implications of these findings suggest that management practices should cultivate inclusive leadership behaviors for enhancing psychological safety,and encouraging subordinates to voice their opinions for the overall success of the organization.
文摘This study examined the relationship between inclusive leadership and authenticity at work in racial minority groups of South Africa,taking into account the mediating role of psychological safety and the moderator role of gender,in that relationship.The sample was composed of 94 employees predominantly working in the professional services sector from South Africa(41.5%females;mean age=37.1),who self-identified as racial minority groups(coloured/black/Indian).Results indicate that inclusive leadership has no direct effect on authenticity at work;however,psychological safety fully mediates this relationship.Regarding the moderation effect of gender,results showed that males are more likely to diminish their self-alienation(a specific component of authenticity at work)when levels of psychological safety are higher.These results are consistent with Social Identity Theory,which posits that individuals derive part of their self-concept from their membership in social groups.In contexts where inclusive leadership fosters psychological safety,individuals(particularly men in traditionally male-dominated work environments)may feel a stronger sense of belonging and group identity,which in turn enhances their willingness to express their authentic selves and reduces self-alienation.Practical implications for companies include the need to improve leadership styles to foster more of an inclusive and psychologically safe culture,where minority groups can be authentic and flourish.
