Linking leader inclusiveness to work unit performance: The importance of psychological safety and learning from failures

By R. Hirak, A. Peng, Abraham Carmeli, J. Schaubroeck. 2012

435 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/b7d4ae4971d42a78e1756747aefb780f66ad4ca6

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. L. Shore
2. Beth G. Chung
3. Wendy P. van Ginkel
4. D. van Knippenberg
5. Amy E. Randel
6. M. Dean
7. L. Lee
8. Bing Liu

In Social Psychology

1. Wendy P. van Ginkel
2. D. van Knippenberg
3. L. Lee
4. Beth G. Chung
5. Bing Liu
6. Lei Qi
7. Noor Hazlina Ahmad
8. L. Shore

Citations in the corpus

• How Does Sustainable Leadership Influence Sustainable Performance? Empirical Evidence From Selected ASEAN Countries (2020, background): “Leadership inclusiveness, the behavioral integrity and trust in leader foster learning behavior, reduction in errors, and participation in the quality initiative activities (Hirak et al., 2012).”
• Inclusive Leadership: How Leaders Sustain or Discourage Work Group Inclusion (2021, background): “, 2015), thriving at work (Li, Guo & Wan, 2019), and enhanced unit performance (Hirak et al., 2012).”
• Silence is not Golden: Motivating Employee Voice through Inclusive Leadership (2020, background): “, 2015), and demonstrating to followers that their opinions are respected and valued (Hirak et al., 2012).”
• Leader inclusiveness, psychological diversity climate, and helping behaviors (2016, positive): “Empirical work on leader inclusiveness has found positive effects on psychological safety (Nembhard and Edmondson, 2006) and unit performance (Hirak et al., 2012), but there is little understanding of its relationship with employee behavior.”
• Effects of Inclusive Leadership on Employee Voice Behavior and Team Performance: The Mediating Role of Caring Ethical Climate (2017, background): “The inclusive leader can also improve the psychological security (Hirak et  al., 2012) and team identity of the subordinates (Mitchell et al., 2015).”
• The Role of Psychological Safety in Human Development (2016, positive): “17 ] a t 17 : 27 25 S e p t e m b e r 2017 WANLESS ideas, admitting and learning from mistakes, asking for help, engaging in learning opportunities, providing feedback to others, and speaking up (Edmondson & Lei, 2014; Hirak, Peng, Carmeli, & Schaubroeck, 2012; Holley & Steiner, 2005).”
• Inclusive Leadership in Thought and Action: A Thematic Analysis (2021, positive): “…feelings of psychological safety resulting from leader inclusiveness have also been shown to in fl uence employee learning from errors and failures (Hirak, Peng, Carmeli, & Schaubroeck, 2012; Ye, Wang, & Li, 2018), research to observe associations between speci fi c inclusive leadership behaviors…”
• A Diversity Mindset Perspective on Inclusive Leadership (2021, background): “Moreover, the consideration of mediating processes focuses on psychological states rather than team interaction processes: psychological safety, identification, empowerment, and perceived status differences (e.g., Carmeli et al., 2010; Hirak et al., 2012; Mitchell et al., 2015; Randel et al., 2018).”