Based on the fundamental principles of social identity theory, this study examines how inclusive leadership can help build employees' organizational identification, stimulate leader-directed helping behavior, and improve task performance by facilitating insider status and relational coordination. Furthermore, we explored how these relationships are conditional on the synergy diversity climate in a moderated mediation model. We collected temporally segregated data (n = 300) from employees in diverse workforces at three time intervals with a 2-week gap between intervals. The results support the indirect effects of inclusive leadership on employee outcomes through the development of perceived insider status and relational coordination. Additionally, these indirect effects are more pronounced at higher levels of a synergy diversity climate. In conclusion, our study offers critical insights into the diversity and leadership literature by answering why and under what conditions an inclusive leader can generate favorable employee outcomes.

中文翻译：

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包容性领导力的力量：探索身份相关流程的中介作用和协同多元化氛围在培养积极员工行为中的条件效应

基于社会认同理论的基本原理，本研究探讨了包容性领导如何帮助建立员工的组织认同，激发领导导向的帮助行为，并通过促进内部地位和关系协调来提高任务绩效。此外，我们还探讨了这些关系如何以调节中介模型中的协同多样性氛围为条件。我们收集了暂时分离的数据（n= 300），来自不同劳动力的员工，分三个时间间隔进行，间隔间隔为 2 周。结果支持包容性领导通过发展感知的内部地位和关系协调对员工成果产生间接影响。此外，这些间接影响在协同多样性气候水平较高时更为明显。总之，我们的研究通过回答为什么以及在什么条件下包容性领导者可以产生有利的员工成果，为多样性和领导力文献提供了重要的见解。