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Inclusive Leadership and Employee Well-Being: The Mediating Role of Person-Job Fit

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Abstract

This study explored the effects of inclusive leadership on employee well-being and innovative behavior. We also investigated the mediating role of person-job fit in these relationships. We tested these effects on a sample of 207 employees in five telecommunication companies in Vietnam, using a questionnaire survey. The results showed that inclusive leadership is positively related to employee well-being and innovative behavior, and that person-job fit mediates these relationships. The study makes theoretical contributions to the literature of leadership and organizational psychology, and suggests useful managerial implications for organizations to boost employee well-being and innovative behavior. Taking a cultural approach, this study provides empirical cross-cultural validity of the effect of inclusive leadership on employee well-being.

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Authors and Affiliations

  1. College of Business and Economics, Korea University, 2511 Sejong-ro, Sejong City, 339-700, Republic of Korea

    Suk Bong Choi

  2. School of Business Administration, University of Ulsan, 93 Daehak-ro, Nam-gu, Ulsan, 680-749, Republic of Korea

    Thi Bich Hanh Tran

  3. College of Business, Gachon University, 1342 Seongnamdaero, Sujeong-gu, Seongnam City, Gyeonggi-do, 461-701, Republic of Korea

    Seung-Wan Kang

Authors
  1. Suk Bong Choi
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  2. Thi Bich Hanh Tran
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  3. Seung-Wan Kang
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Corresponding author

Correspondence to Suk Bong Choi.

Appendix 1: Questionnaire Items

Appendix 1: Questionnaire Items

Variables

Items

Inclusive leadership

My manager is open to hearing new ideas

My manager is attentive to new opportunities to improve work processes

My manager is open to discuss the desired goals and new ways to achieve them

My manager is available for consultation on problems

My manager is an ongoing “presence” in this team—someone who is readily available

My manager is available for professional questions I would like to consult with him/her

My manager is ready to listen to my requests

My manager encourages me to access him/her on emerging issues

Person-job fit

My skills and abilities perfectly match with my job demands

My personal likes and dislikes match perfectly with my job demands

There is a good fit between my job and me

Employee well-being

In the past 6 months, I have felt motivated

In the past 6 months, I have felt energetic

In the past 6 months, I have felt enthusiastic

In the past 6 months, I have felt lively

In the past 6 months, I have felt joyful

In the past 6 months, I have felt cheerful

Employee innovative behavior

I create new ideas for difficult issues

I search out new working methods, techniques, or instruments

I generate original solutions for problems

I mobilize support for innovative ideas

I acquire approval for innovative ideas

I make important organizational members enthusiastic for innovative ideas

I transform innovative ideas into useful applications

I introduce innovative ideas into the work environment in a systematic way

I evaluate the utility of innovative ideas

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Choi, S.B., Tran, T.B.H. & Kang, SW. Inclusive Leadership and Employee Well-Being: The Mediating Role of Person-Job Fit. J Happiness Stud 18, 1877–1901 (2017). https://doi.org/10.1007/s10902-016-9801-6

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  • DOI: https://doi.org/10.1007/s10902-016-9801-6

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