Inclusive Leadership Boosts Innovation through Employee Motivation and Trust

What is it about?

The study examines the impact of inclusive leadership (IL) on innovative work behaviors (IWB), highlighting the mediating role of autonomous motivation. Using self-determination theory (SDT), it argues that IL fosters autonomous motivation, which in turn enhances IWB. The research, conducted with 235 employees from IT firms in Pakistan, confirms these relationships through structural equation modeling, demonstrating that the presence of both horizontal and vertical trust strengthens the effects. The findings suggest that fostering an inclusive leadership environment, where trust and fairness are prioritized, enhances employees' motivation and innovation potential. The study contributes to understanding how leadership styles and workplace trust influence employee innovation.

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Photo by PodMatch on Unsplash

Photo by PodMatch on Unsplash

Why is it important?

This research is significant because it investigates the relationship between inclusive leadership (IL), innovative work behavior (IWB), and autonomous motivation in the context of IT organizations. Understanding these dynamics is crucial for fostering innovation in competitive business environments. The study's findings contribute to the growing body of evidence supporting the importance of leadership styles and organizational trust in promoting employee motivation and innovative behaviors, highlighting the need for creating inclusive work environments to drive organizational success and maintain a competitive edge in the rapidly evolving IT industry. Key Takeaways: 1. Leadership Impact: The study demonstrates that inclusive leadership positively influences innovative work behavior among employees, with autonomous motivation serving as a mediating factor. This underscores the importance of leadership styles in fostering innovation within organizations. 2. Trust Dynamics: The research highlights the moderating role of both horizontal (peer) and vertical (leader-subordinate) trust in strengthening the relationship between inclusive leadership and autonomous motivation, emphasizing the importance of building trust at multiple levels within an organization. 3. Theoretical Framework: By applying self-determination theory (SDT) to explain the relationship between inclusive leadership and innovative work behavior, the study provides a robust theoretical foundation for understanding employee motivation and its impact on innovation in the workplace.