While inclusion has been identified as the key to unlocking the benefits of diversity in organizations, the impact of inclusive leader behaviors on employee perceptions is rarely examined. By demonstrating behaviors that supports employee voice and encourages employee participation, inclusive supervisors may impact employees’ perceptions of organizational resources. The present study examines the mediating roles of trust, justice, and leader-member exchange (LMX) on the relationship between inclusive leadership and employees’ perceptions of organizational resources (general organizational means-efficacy; GOME). A path analysis was used to examine the mediation model, which found that inclusive leadership strongly predicts GOME perceptions. Mixed support was obtained for the proposed mediation model, as informational justice, distributive justice, and interpersonal justice significantly mediated the relationship. While procedural justice and trust were not statistically significant mediators, the combined mediators almost fully mediated the relationship between inclusive leadership and GOME. The results suggest that direct supervisors play a crucial role in enhancing employee justice and trust perceptions, which in turn positively impact GOME perceptions. Implications and directions for future research are discussed.
| Identifer | oai:union.ndltd.org:csusb.edu/oai:scholarworks.lib.csusb.edu:etd-1502 |
| Date | 01 March 2017 |
| Creators | Bennett, Jazmine Mariah |
| Publisher | CSUSB ScholarWorks |
| Source Sets | California State University San Bernardino |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | Electronic Theses, Projects, and Dissertations |
Page generated in 0.0018 seconds