About and beyond leading uniqueness and belongingness: A systematic review of inclusive leadership research
| Autor: | Korkmaz, A.V., Engen, M.L. van, Knappert, L., Schalk, R. |
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| Přispěvatelé: | Management and Organisation |
| Rok vydání: | 2022 |
| Předmět: |
ORGANIZATIONAL COMMITMENT
Organizational Behavior and Human Resource Management Inclusive leadership Belongingness Systematic literature review SERVANT LEADERSHIP SHARED LEADERSHIP MEDIATING ROLE Multi -level perspective PSYCHOLOGICAL SAFETY Multi-level perspective EMPOWERING LEADERSHIP MODERATING ROLE AUTHENTIC LEADERSHIP VOICE BEHAVIOR Uniqueness Institute for Management Research Applied Psychology DIVERSITY MANAGEMENT |
| Zdroj: | Veli Korkmaz, A, van Engen, M L, Knappert, L & Schalk, R 2022, ' About and beyond leading uniqueness and belongingness : A systematic review of inclusive leadership research ', Human Resource Management Review, vol. 32, no. 4, 100894 . https://doi.org/10.1016/j.hrmr.2022.100894 Human Resource Management Review, 32 Human Resource Management Review, 32(4):100894. Elsevier Limited Human Resource Management Review, 32, 4 |
| ISSN: | 1053-4822 |
| Popis: | The purpose of this systematic review of 107 papers is to address the conceptual confusion about what inclusive leadership (IL) behavior entails and understand the theoretical development of IL. Synthesizing the divergent conceptualizations of inclusive leader behaviors, we propose a multi-level (i.e., employee, team, organizational) model of IL behavior consisting of four dimensions namely, fostering employee's uniqueness (e.g., promoting diversity); strengthening belongingness within a team (e.g., building relationships); showing appreciation (e.g., recognizing efforts and contributions); and supporting organizational efforts (e.g., promoting organizational mission on inclusion). Further, we provide a summary of studied variables as a nomological network in relation to inclusive leadership and an overview of the different theories (e.g., social exchange, intrinsic motivation) supporting the respective relationships and explaining the underlying mechanisms (e.g., reciprocity, motivation). We propose future research to empirically test the multi-level model of IL and examine the predictive value in terms of employee and organizational outcomes. |
| Databáze: | OpenAIRE |
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