Impact of inclusive leadership on employee innovative behavior: Perceived organizational support as a mediator

Despite extensive literature on leadership and its impact employee innovative behavior, few studies have explored the relationship between inclusive leadership and employee innovative behavior. To address this gap, this study aimed to investigate how inclusive leadership influenced employee innovati...

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Vydáno v:PloS one Ročník 14; číslo 2; s. e0212091
Hlavní autoři: Qi, Lei, Liu, Bing, Wei, Xin, Hu, Yanghong
Médium: Journal Article
Jazyk:angličtina
Vydáno: United States Public Library of Science 28.02.2019
Public Library of Science (PLoS)
Témata:
Adult
Analysis
Behavior
Biology and Life Sciences
Cognition
Creativity
Employee performance
Employment - psychology
Female
Humans
Industrial-organizational psychology
Influence
Leadership
Male
Managers
Motivation
Organizational Culture
People and Places
Research and Analysis Methods
Retail trade
Social Sciences
Workers
ISSN:1932-6203, 1932-6203
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Popis
Shrnutí:Despite extensive literature on leadership and its impact employee innovative behavior, few studies have explored the relationship between inclusive leadership and employee innovative behavior. To address this gap, this study aimed to investigate how inclusive leadership influenced employee innovative behavior by examining perceived organizational support (POS) as a mediator. We used multi-wave and multi-source data collected at 15 companies in China to test our theoretical model. Results revealed that inclusive leadership had significantly positive effects on POS and employee innovative behavior. Furthermore, POS was positively related to employee innovative behavior and partially mediated the relationship between inclusive leadership and employee innovative behavior. We discussed implications and limitations of this study as well as avenues for future research.
Bibliografie:ObjectType-Article-1
SourceType-Scholarly Journals-1
ObjectType-Feature-2
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Competing Interests: The authors have declared that no competing interests exist.
ISSN:1932-6203
1932-6203
DOI:10.1371/journal.pone.0212091