Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness
We introduce a theoretically-grounded conceptualization of inclusive leadership and present a framework for understanding factors that contribute to and follow from inclusive leadership within work groups. We conceptualize inclusive leadership as a set of positive leader behaviors that facilitate gr...
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| Published in | Human resource management review Vol. 28; no. 2; pp. 190 - 203 |
|---|---|
| Main Authors | , , , , , , |
| Format | Journal Article |
| Language | English |
| Published |
Greenwich
Elsevier Inc
01.06.2018
Elsevier Science Ltd |
| Subjects | |
| Online Access | Get full text |
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| Abstract | We introduce a theoretically-grounded conceptualization of inclusive leadership and present a framework for understanding factors that contribute to and follow from inclusive leadership within work groups. We conceptualize inclusive leadership as a set of positive leader behaviors that facilitate group members perceiving belongingness in the work group while maintaining their uniqueness within the group as they fully contribute to group processes and outcomes. We propose that leader pro-diversity beliefs, humility, and cognitive complexity increase the propensity of inclusive leader behaviors. We identify five categories of inclusive leadership behaviors that facilitate group members' perceptions of inclusion, which in turn lead to member work group identification, psychological empowerment, and behavioral outcomes (creativity, job performance, and reduced turnover) in the pursuit of group goals. This framework provides theoretical grounding for the construct of inclusive leadership while advancing our understanding of how leaders can increase diverse work group effectiveness.
•Pro-diversity beliefs and humility are proposed antecedents of leader inclusion.•Inclusive leadership is posited to involve five categories of behaviors.•Encouraging belonging and valuing for uniqueness are proposed to foster inclusion.•Inclusion perceptions are posited to foster group identification and empowerment.•Creativity is proposed as one outcome resulting from inclusive leadership. |
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| AbstractList | We introduce a theoretically-grounded conceptualization of inclusive leadership and present a framework for understanding factors that contribute to and follow from inclusive leadership within work groups. We conceptualize inclusive leadership as a set of positive leader behaviors that facilitate group members perceiving belongingness in the work group while maintaining their uniqueness within the group as they fully contribute to group processes and outcomes. We propose that leader pro-diversity beliefs, humility, and cognitive complexity increase the propensity of inclusive leader behaviors. We identify five categories of inclusive leadership behaviors that facilitate group members' perceptions of inclusion, which in turn lead to member work group identification, psychological empowerment, and behavioral outcomes (creativity, job performance, and reduced turnover) in the pursuit of group goals. This framework provides theoretical grounding for the construct of inclusive leadership while advancing our understanding of how leaders can increase diverse work group effectiveness. We introduce a theoretically-grounded conceptualization of inclusive leadership and present a framework for understanding factors that contribute to and follow from inclusive leadership within work groups. We conceptualize inclusive leadership as a set of positive leader behaviors that facilitate group members perceiving belongingness in the work group while maintaining their uniqueness within the group as they fully contribute to group processes and outcomes. We propose that leader pro-diversity beliefs, humility, and cognitive complexity increase the propensity of inclusive leader behaviors. We identify five categories of inclusive leadership behaviors that facilitate group members' perceptions of inclusion, which in turn lead to member work group identification, psychological empowerment, and behavioral outcomes (creativity, job performance, and reduced turnover) in the pursuit of group goals. This framework provides theoretical grounding for the construct of inclusive leadership while advancing our understanding of how leaders can increase diverse work group effectiveness. •Pro-diversity beliefs and humility are proposed antecedents of leader inclusion.•Inclusive leadership is posited to involve five categories of behaviors.•Encouraging belonging and valuing for uniqueness are proposed to foster inclusion.•Inclusion perceptions are posited to foster group identification and empowerment.•Creativity is proposed as one outcome resulting from inclusive leadership. |
| Author | Ehrhart, Karen Holcombe Kedharnath, Uma Galvin, Benjamin M. Dean, Michelle A. Shore, Lynn M. Chung, Beth G. Randel, Amy E. |
| Author_xml | – sequence: 1 givenname: Amy E. surname: Randel fullname: Randel, Amy E. email: arandel@mail.sdsu.edu organization: Management Department, Fowler College of Business Administration, San Diego State University, 5500 Campanile Drive, San Diego, CA 92182, United States – sequence: 2 givenname: Benjamin M. surname: Galvin fullname: Galvin, Benjamin M. email: bengalvin@byu.edu organization: Department of Organizational Leadership and Strategy, Marriott School of Management, Brigham Young University, Campus Drive, Provo, UT 84602, United States – sequence: 3 givenname: Lynn M. surname: Shore fullname: Shore, Lynn M. email: lynn.shore@colostate.edu organization: Management Department, College of Business, Colorado State University, 212 Rockwell Hall, Fort Collins, CO 80523, United States – sequence: 4 givenname: Karen Holcombe surname: Ehrhart fullname: Ehrhart, Karen Holcombe email: kehrhart@mail.sdsu.edu organization: Management Department, Fowler College of Business Administration, San Diego State University, 5500 Campanile Drive, San Diego, CA 92182, United States – sequence: 5 givenname: Beth G. surname: Chung fullname: Chung, Beth G. email: bchung@mail.sdsu.edu organization: Management Department, Fowler College of Business Administration, San Diego State University, 5500 Campanile Drive, San Diego, CA 92182, United States – sequence: 6 givenname: Michelle A. surname: Dean fullname: Dean, Michelle A. email: mdean@mail.sdsu.edu organization: Management Department, Fowler College of Business Administration, San Diego State University, 5500 Campanile Drive, San Diego, CA 92182, United States – sequence: 7 givenname: Uma surname: Kedharnath fullname: Kedharnath, Uma email: kedharnu@uww.edu organization: Management Department, College of Business, University of Wisconsin-Whitewater, 809 W. Starin Road, Whitewater, WI 53190, United States |
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| Title | Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness |
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