An Unmet goal? A Scale Development and Model test of the role of Inclusive Leadership
开发并验证了一个10题项的包容性领导量表，通过多阶段研究检验其对边缘群体成员包容感、盟友行为及情绪耗竭等结果的影响。
Abstract There is a lack of evidence on whether inclusive leadership (IL) truly fosters inclusion for those in historically marginalized groups. Further, a conceptually up-to-date and practically useful measure of IL is lacking. Thus, in two separate phases, we first present a newly developed measure of IL and then test an empirical model. In Phase 1, results from five demographically diverse samples demonstrate reliability and validity evidence of a 10-item IL scale. In Phase 2, use this scale to examine how IL may support members of historically marginalized groups by fostering (a) interpersonal behaviors that uphold inclusive work environments (allyship, antiracism) and (b) individual experiences of inclusion (workgroup inclusion, authenticity). Path analysis results from a multi-wave study support the influence of IL on these outcomes and also demonstrate support for IL’s indirect effects on outcomes that may be disproportionately high (emotional exhaustion) and low (empowerment) for members of marginalized groups. Moderation analyses reveal many of the hypothesized relationships are similar across groups representing marginalized identities on the bases of race, sex, and the intersection of race and sex. These results add evidence to the importance of IL for fostering inclusive workplaces, especially for those who face the greatest barriers to inclusion.