Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness

We introduce a theoretically-grounded conceptualization of inclusive leadership and present a framework for understanding factors that contribute to and follow from inclusive leadership within work groups. We conceptualize inclusive leadership as a set of positive leader behaviors that facilitate group members perceiving belongingness in the work group while maintaining their uniqueness within the group as they fully contribute to group processes and outcomes. We propose that leader pro-diversity beliefs, humility, and cognitive complexity increase the propensity of inclusive leader behaviors. We identify five categories of inclusive leadership behaviors that facilitate group members' perceptions of inclusion, which in turn lead to member work group identification, psychological empowerment, and behavioral outcomes (creativity, job performance, and reduced turnover) in the pursuit of group goals. This framework provides theoretical grounding for the construct of inclusive leadership while advancing our understanding of how leaders can increase diverse work group effectiveness.     

Inclusive human resource management in freelancers' employment relationships: The role of organizational needs and freelancers' psychological contracts

This study aimed to advance our understanding of inclusive human resource management (HRM) in freelance employment. We examined organizational needs and freelancers' psychological contracts with a qualitative interview study among eight dyads of HR managers and freelancers. Although the findings showed that organisations and freelancers have different interests, both parties agreed on what inclusive HRM entails in freelancers' employment relationships. However, within the dyads, the content of the psychological contract was not always viewed the same by HR managers and freelancers. Hence, negotiating mutual expectations when implementing inclusive HRM to avoid psychological contract breach appeared important. Furthermore, organizational needs did not seem to be considered when designing inclusive HRM. Due to this lack of strategic fit, organisations may waste opportunities of tapping into the full potential of hiring freelancers. The findings provide organisations insight in considering freelancers as potential sources of competitive advantage.     

Training older workers: Lessons learned,unlearned, and relearned from the field of instructional design

Changing workforce demographics have highlighted the need to provide training and development opportunities for older workers. This article critically examines the current state of research on the use of systematic instructional design procedures to develop work‐related training that is inclusive of older workers. The review reveals a disconnect between what the literature recommends to achieve age‐inclusive design and what is offered as evidence of age‐inclusive design. Age‐related generalizations about cognition and learning capacity often serve as the basis for design decisions, with little attention paid to the role of training context and content. The article recommends that this disconnect be resolved and offers some specific suggestions about how human resource managers can integrate sound instructional design principles into the training and development component of their talent management strategies. © 2012 Wiley Periodicals, Inc.     

高功能自闭症儿童融合教育的个案研究

研究探讨了一例高功能自闭症儿童在接受融合教育的背景下,进行幼儿园融合教育、特教中心教育和家庭教育三位一体的综合教育干预,前后测的结果表明了这种综合教育对自闭症儿童的康复有较好的疗效。     

‘ALL EYES ON ME’: The (In)Formal Barriers to Market Trade in Europe

Studies of marketplaces in the global North have often conceptualized markets as important public spaces of social encounter and conviviality where visitors, regardless of race, age, class or gender, feel they have an equal right to be. Yet comparatively little has been written about how inclusive European marketplaces are for the traders who (want to) work there. In this article we argue that the common conception of marketplaces as accessible to everyone, and as vehicles of socioeconomic mobility, is oversimplistic and romanticized. We draw on empirical data from marketplaces in four European countries to focus on the more or less informal ways in which markets are regulated by managers and traders themselves, and on the exclusionary and inclusionary effects of this process that may ultimately determine traders’ access to and success in these markets. This article not only challenges dominant conceptions of marketplaces as accessible and inclusive, but also addresses prevalent stereotypes about economic practices in the global North and assumptions about the ways in which these differ from practices in the global South.     

Enhancing leader inclusion while preventing social exclusion in the work group

Research on inclusion and exclusion at work has grown in recent years, but for the most part has been treated as separate domains. In this paper, we integrate these literatures to build greater understanding of leader inclusion and leader exclusion. Leaders play a critical role in determining group member experiences of inclusion and exclusion through direct treatment of employees, and by serving as a role model (Bandura, 1977). According to social identity theory, when the leader is rewarded by the organization, this signifies that the leader is a prototypical organizational member who exemplifies the set of norms and behaviors most consistent with the organizational ideal (Hogg & van Knippenberg, 2003). We argue that through both social learning and social identity mechanisms, the leader can encourage inclusionary and exclusionary behavior in their work group. We first examine leader inclusion and present the types of behaviors that will aid in creating inclusive team member experiences. By exhibiting these behaviors, a leader can be a role model, an advocate and an ally for building work group inclusion. Next, we present the negative roles of ostracizer and bystander adopted by leaders that indicate support for behaving in an exclusionary manner, which can lead to exclusion among coworkers. We then describe leader remedies for social exclusion. Finally, we discuss the implications of our model and directions for future research.     

The effect of human resource management practices on the job retention of former welfare clients

Why should an employer hire a former welfare client?What human resource management practices can help employers retain former welfare clients? This study addresses these questions against the backdrop of changes in welfare legislation in the United States that have lessened support to welfare clients and their families and emphasized movement into the workplace. We conducted a large‐scale empirical study of the effectiveness of a wide range of HRM practices and found that higher wages, better financial and health benefits, and development opportunities were positively associated with job retention. Unexpectedly, supervisory training had no relationship to retention, and appraising supervisors on providing a supportive and inclusive work environment showed a negative relationship. We provide suggestions to employers for improving the job retention of former welfare recipients along with directions for additional research. © 2006 Wiley Periodicals, Inc.     

普惠保险、家庭创业与贫富差距

尝试构建了包含家庭创业决策的产出模型,系统分析了普惠保险推动家庭创业进而缓解家庭贫富差距的作用机制;基于CHFS数据结合中介效应模型,实证考察了普惠保险、家庭创业与贫富差距的相互关系。研究发现：普惠保险推动家庭创业是缓解贫富差距的重要机制;普惠保险通过其渗透性和可得性,发挥广泛的保障作用,通过简化赔付流程及时展开赔付的使用性,减小家庭面临的不确定性风险损失,激励家庭创业,进而扩大家庭收入,缓解贫富差距;家庭创业进一步促进了普惠保险缩小贫富差距作用的发挥;普惠保险通过减轻家庭创业风险厌恶提高家庭创业意愿;普惠保险推动家庭创业和缓解贫富差距的作用在城镇和农村家庭表现不同。进一步扩展研究发现：普惠保险通过促进家庭创业缓解贫富差距的作用具有区域异质性、家庭收入异质性和经济发展水平异质性。在东部地区具有显著正向促进作用,在西部地区作用不显著,在中部地区则有较大的反向作用;在高收入家庭中,普惠保险会进一步显著扩大贫富差距;在低收入家庭中,普惠保险具有促进家庭创业、缩小贫富差距的作用,但作用效果有限;经济发展水平较高时,普惠保险显著缓解贫富差距,经济发展水平较低时,普惠保险的作用效果减小且不显著。通...     

Innovation for Inclusive Business: Intrapreneurial Bricolage in Multinational Corporations

It is often argued that multinational corporations (MNCs) are in a unique position to innovate business models that can help to alleviate poverty. This empirical study into intra‐organizational aspects of pro‐poor business innovation in two MNCs suggests, however, that certain elements of their management frameworks – such as short‐term profit interests, business unit based incentive structures, and uncertainty avoidance – may turn into obstacles that prevent MNCs from reaching their full potential in this respect. We introduce the concept of intrapreneurial bricolage to show how middle manager innovators may promote pro‐poor business models despite these obstacles. We define intrapreneurial bricolage as entrepreneurial activity within a large organization characterized by creative bundling of scarce resources, and illustrate empirically how it helps innovators to overcome organizational constraints and to mobilize internal and external resources. Our findings imply that intrapreneurial bricolage may be of fundamental importance in MNC innovation for inclusive business. In addition to the field of inclusive business, this study has implications for the study of bricolage in large organizations and social intrapreneurship, as well for managerial practice around innovation for inclusive business.     

Innovation for Inclusive Growth: Towards a Theoretical Framework and a Research Agenda

Inclusive innovation, which we define as innovation that benefits the disenfranchised, is a process as well as a performance outcome. Consideration of inclusive innovation points to inequalities that may arise in the development and commercialization of innovations, and also acknowledges the inequalities that may occur as a result of value creation and capture. We outline opportunities for the development of theory and empirical research around this construct in the fields of entrepreneurship, strategy, and marketing. We aim for a synthesis in views of inclusive innovation and call for future research that deals directly with value creation and the distributional consequences of innovation.     

Labour inclusion of people with disabilities in Spain: the effect of policies and human resource management systems

Abstract

This research answered the question of which elements, linked to HR management, facilitate the labour inclusion of people with disabilities. We analysed the existence of policies in different organizations, and the interaction between these policies and the adaptation of the human resource management systems in order to archive effective labour inclusion. Spanish Human Resource managers answered a questionnaire theoretically based on the Human System Audit model. Results showed that the existence of a strategic plan for the normalization of disability in the work environment effectively leads to high levels of inclusion. This is especially relevant for those organizations that have not adapted the systems of training, professional development and internal communication to people with disabilities. The added value and newness of this research lies in bringing empirical evidence on the role of a strategic plan to normalize disability in the work environment, a policy with an internal- and external-focus, as a diversity strategy roadmap in the framework of an inclusive culture.     

以包容理念促进教育发展

从"包容发展"到"包容教育",是对包容发展概念的细化和具体化,意在在教育领域倡导一种"机会均等"、"普惠"的理念,让每一个在其中的人都获益.实施包容教育,必须依靠办学者和教育者转变观念,依靠社会形成共识.     

健康城市化的响应机制及指标体系——基于包容性增长的视角

随着城市化进程的不断加速,诸多不健康的城市及区域发展问题对现有的城市化模式提出了挑战。包容性增长概念的提出,赋予了城市化新的内涵,也使如何在新形势下通过包容性增长促进健康城市化成为了政策要点。在厘清健康城市化与包容性增长理论的基础上,指出包容性增长是推进健康城市化的新机制,并根据"驱动力—压力—状态—影响—响应"模型框架,从包容性增长的健康城市化响应机制的角度对此进行了探析,建立了相应的指标体系,并以"泛长株潭"地区为例,综合分析了该地区健康城市化的基本情况与提升方向。     

How leaders shape the impact of HR's diversity practices on employee inclusion

In this paper we develop a theoretical framework about how leaders help shape the impact of HR diversity practices on employee inclusion. So far, the HR literature has given leaders a relatively passive role in that they are mainly seen as enactors and communicators of HR policies and practices. We expand this view by suggesting that leaders can respond to HR's (diversity) practices with various levels of alignment (or misalignment), and clarify the respective implications for felt inclusion. Informed by literature on multiple identities at work, we derive four potential responses of leaders to HR's diversity practices—deletion, compartmentalization, aggregation, and integration. We show how these responses shape the effects of diversity practices on employee inclusion, and in doing so, we also question a commonly held assumption that leaders' full alignment with HR's diversity practices is the most conducive for employees' felt inclusion. Our framework has important implications for theory and practice, as it specifies the role of leaders in leveraging the inclusive potential of HR diversity practices.     

Transport tax reform, commuting, and endogenous values of time

We consider a model of urban transport with two trip purposes, commuting (assumed perfectly complementary to labour supply) and noncommuting, to analyse the effects of transport tax reform on the value of time and marginal external congestion costs. Higher commuting taxes plausibly reduce time values, but higher noncommuting transport prices will typically raise the value of time. The intuition for this latter finding is that the reduction in congestion that follows from the tax increase itself raises net wages per hour of work (inclusive of commuting time). Empirical illustrations with Belgian data show a potentially large effect of transport tax reform on time values. In quite a few of the tax reforms studied traffic levels are reduced, but the increase in time values implies that marginal external congestion costs actually increase.     

基于合作的工程总承包项目分包模式研究

建设项目分包是建设工程项目管理中不可忽视的一环,"大而全"的企业架构将造成大量资本的浪费,企业为了增强自身的核心竞争力,扩大生产经营,选择与专业能力强、技术稳定的分包商合作成必然趋势。总承包商通过对分包经济理论和分包模式的研究,可以更好地开展分包商工作,及时掌握项目信息以达到减少管理成本、提高项目管理水平、增强企业核心竞争力的目的。     

Accessibility of financial services and household consumption in China: Evidence from micro data

Access to finance has embraced by policymakers as an important tool for promoting inclusive development and achieving long-run financial security, while most studies provide macro-perspective evidence. Fewer yet, have taken into the additional role that digital finance may be playing. In this paper, we combine access to formal finance and digital finance into one framework. Based on the 2015 China Household Finance Survey data, we measure access to financial services from a microscopic perspective and construct a digital finance indicator. We then present evidence that both access to formal finance and digital finance significantly promote households’ consumption, and these effects are much larger for rural households and poorer households in China. Our finding also lend support to the conjecture that digital finance is more beneficial for inclusive development.     

How to be an inclusive leader for gender-diverse teams

Gender inequity is globally present in the labor force and advocating for gender equality is not merely a fairness issue, but a benefit for organizations. In this paper, we identify common challenges for gender-diverse teams (i.e., turnover, discrimination, communication issues, conflict between team members, and low team cohesion). We also discuss the importance of inclusive leadership to overcome these challenges. Correspondingly, we provide practical actions for inclusive leaders to implement on their teams to address issues regarding diversity, and subsequently leverage its benefits.     

包容型领导对员工即兴行为的影响:工作卷入的中介作用

员工即兴行为是企业应对外部环境动态性、复杂性和模糊性的有效抓手。虽已有研究对包容型领导和员工即兴行为之间的关系进行了探究,但目前对二者之间的作用机制知之甚少。论文从社会交换理论视角出发,基于458份问卷数据,实证了包容型领导与员工即兴行为的关系,研究结果表明:包容型领导正向影响员工即兴行为,工作卷入在包容型领导和员工即兴行为之间起部分中介作用,员工主动性人格正向调节包容型领导和工作卷入之间的关系。     

When the going gets tough: the influence of expatriate resilience and perceived organizational inclusion climate on work adjustment and turnover intentions

Abstract

Despite the strong evidence for the beneficial influence of resilience for employee stress resistance in domestic settings, the construct has not received much attention in the expatriation literature, where stress is considered a major factor for expatriates’ poor cross-cultural adjustment and turnover. Drawing upon conservation of resources theory, the present study examines resilience as an antecedent of expatriate work adjustment and turnover intentions. Furthermore, this study investigates the moderating role of perceived organizational inclusion climate as a resource-protecting organizational factor. Results from a survey of 175 expatriates in South Korea indicate that resilience is positively related to expatriate work adjustment and that these positive effects are more pronounced when expatriates perceive their organizational climate to be highly inclusive. Furthermore, findings suggest that work adjustment mediates the effects of resilience on turnover intentions and that this mediation is moderated by a perceived organizational inclusion climate. Implications for theory and practice are discussed.