›› 2020, Vol. 32 ›› Issue (2): 232-243.

• 组织行为与人力资源管理 • 上一篇    下一篇


孔靓1, 李锡元2, 章发旺3   

  1. 1. 湖北科技职业学院终身教育研究院, 武汉 430074;
    2. 武汉大学经济与管理学院, 武汉 430072;
    3. 湖南师范大学商学院, 长沙 410081
  • 收稿日期:2017-04-24 出版日期:2020-02-29 发布日期:2020-03-07
  • 通讯作者: 章发旺(通讯作者),湖南师范大学商学院讲师,博士
  • 作者简介:孔靓,湖北科技职业学院终身教育研究院讲师,博士;李锡元,武汉大学经济与管理学院教授,博士生导师,博士。
  • 基金资助:


The Influence of Inclusive Leadership on Employees' Proactive Behavior: The Mediating Effects of Organizational-based Self-esteem and Error Management Climate

Kong Liang1, Li Xiyuan2, Zhang Fawang3   

  1. 1. Institue of Lifelong Education, Hubei Vocational College of Science and Technology, Wuhan 430074;
    2. School of Economics and Management, Wuhan University, Wuhan 430072;
    3. School of Business, Hunan Normal University, Changsha 410081
  • Received:2017-04-24 Online:2020-02-29 Published:2020-03-07



关键词: 包容型领导, 组织自尊, 差错管理氛围, 主动性行为


In the new normal economic background, an employer expects its employees not only to meet basic job requirements, but also to break through routine work requirements by showing initiative and thinking proactively to help their company respond effectively to environmental challenges. Globalization has brought about an increase in cross-regional population flows. The new generation of employees has gradually become the main force in the workplace, and staff in the workplace is becoming increasingly diversified. In view of the diversification of employees, a challenge that management team has to face is to find out how to carry out diversified management and give full play to the diversification of the employees' work initiative. This issue has also attracted the attention of academia. Inclusive leadership can inspire the initiative of diversified employees because of its openness, availability, and accessibility. Based on the theory of self-determination, this paper constructs a multiple mediator model with organizational self-esteem and error management climate to explore the influencing mechanism of inclusive leadership on employees' proactive behavior in organizations. Data are collected through paired questionnaire survey of 67 team leaders and 304 employees. The results show that inclusive leadership has a positive effect on employees' proactive behavior. HLM results reveal that organizational-based self-esteem and error management climate play a full mediating role between the two in the individual and the team level. The conclusion of the research reveals the influencing path of inclusive leadership on employees' proactive behavior. This not only confirms the inclusive leadership has the characteristics of fault tolerance, but also enriches the research of the influence factor of error management climate. At the same time, this research also confirms the positive effect of the error management climate on the employee's proactive behavior, and provides a theoretical reference and management inspiration for the cultivation of the leadership's inclusiveness and the construction of organizational error management climate.

Key words: inclusive leadership, organizational-based self-esteem, error management climate, proactive behavior