While inclusion has been identified as the key to unlocking the benefits of diversity in organizations, the impact of inclusive leader behaviors on employee perceptions is rarely examined. By demonstrating behaviors that supports employee voice and encourages employee participation, inclusive supervisors may impact employees’ perceptions of organizational resources. The present study examines the mediating roles of trust, justice, and leader-member exchange (LMX) on the relationship between inclusive leadership and employees’ perceptions of organizational resources (general organizational means-efficacy; GOME). A path analysis was used to examine the mediation model, which found that inclusive leadership strongly predicts GOME perceptions. Mixed support was obtained for the proposed mediation model, as informational justice, distributive justice, and interpersonal justice significantly mediated the relationship. While procedural justice and trust were not statistically significant mediators, the combined mediators almost fully mediated the relationship between inclusive leadership and GOME. The results suggest that direct supervisors play a crucial role in enhancing employee justice and trust perceptions, which in turn positively impact GOME perceptions. Implications and directions for future research are discussed.
","abstract_html":"<p>While inclusion has been identified as the key to unlocking the benefits of diversity in organizations, the impact of inclusive leader behaviors on employee perceptions is rarely examined. By demonstrating behaviors that supports employee voice and encourages employee participation, inclusive supervisors may impact employees’ perceptions of organizational resources. The present study examines the mediating roles of trust, justice, and leader-member exchange (LMX) on the relationship between inclusive leadership and employees’ perceptions of organizational resources (general organizational means-efficacy; GOME). A path analysis was used to examine the mediation model, which found that inclusive leadership strongly predicts GOME perceptions. Mixed support was obtained for the proposed mediation model, as informational justice, distributive justice, and interpersonal justice significantly mediated the relationship. While procedural justice and trust were not statistically significant mediators, the combined mediators almost fully mediated the relationship between inclusive leadership and GOME. The results suggest that direct supervisors play a crucial role in enhancing employee justice and trust perceptions, which in turn positively impact GOME perceptions. Implications and directions for future research are discussed.</p>","abstract_has_math":false,"creators":["Bennett, Jazmine Mariah"],"institution":null,"degree_name":"Master of Science in Psychology","degree_level":"Restricted Thesis: Campus only access","degree_discipline":"Psychology","degree_department":null,"school":null,"contributors":["Agars, Mark"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2017,"date_issued":"2017-03-01T08:00:00Z","date_published":"2017-03-01T08:00:00Z","updated_at":"2026-07-24T01:53:48Z","subjects":["diversity","inclusion","supervisor","Industrial and Organizational Psychology"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://scholarworks.lib.csusb.edu/etd/441","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Agars, Mark"]},{"key":"dc:creator","label":"Author","values":["Bennett, Jazmine Mariah"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.available","label":"Dc Date Available","values":["2017-02-24T08:00:00Z"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Psychology"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Restricted Thesis: Campus only access"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Science in Psychology"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["diversity","inclusion","supervisor","Industrial and Organizational Psychology"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://scholarworks.lib.csusb.edu/etd/441"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["While inclusion has been identified as the key to unlocking the benefits of diversity in organizations, the impact of inclusive leader behaviors on employee perceptions is rarely examined. By demonstrating behaviors that supports employee voice and encourages employee participation, inclusive supervisors may impact employees’ perceptions of organizational resources. The present study examines the mediating roles of trust, justice, and leader-member exchange (LMX) on the relationship between inclusive leadership and employees’ perceptions of organizational resources (general organizational means-efficacy; GOME). A path analysis was used to examine the mediation model, which found that inclusive leadership strongly predicts GOME perceptions. Mixed support was obtained for the proposed mediation model, as informational justice, distributive justice, and interpersonal justice significantly mediated the relationship. While procedural justice and trust were not statistically significant mediators, the combined mediators almost fully mediated the relationship between inclusive leadership and GOME. The results suggest that direct supervisors play a crucial role in enhancing employee justice and trust perceptions, which in turn positively impact GOME perceptions. Implications and directions for future research are discussed.
"]},{"key":"dc:title","label":"Title","values":["AN EXAMINATION OF THE RELATIONSHIP BETWEEN INCLUSIVE LEADERSHIP AND GENERAL ORGANIZATIONAL MEANS-EFFICACY: THE MEDIATING ROLES OF JUSTICE, TRUST, AND LEADER-MEMBER EXCHANGE"]}]}],"canonical_facts":{"dc:contributor":["Agars, Mark"],"dc:creator":["Bennett, Jazmine Mariah"],"dc:date.available":["2017-02-24T08:00:00Z"],"dc:description.abstract":["While inclusion has been identified as the key to unlocking the benefits of diversity in organizations, the impact of inclusive leader behaviors on employee perceptions is rarely examined. By demonstrating behaviors that supports employee voice and encourages employee participation, inclusive supervisors may impact employees’ perceptions of organizational resources. The present study examines the mediating roles of trust, justice, and leader-member exchange (LMX) on the relationship between inclusive leadership and employees’ perceptions of organizational resources (general organizational means-efficacy; GOME). A path analysis was used to examine the mediation model, which found that inclusive leadership strongly predicts GOME perceptions. Mixed support was obtained for the proposed mediation model, as informational justice, distributive justice, and interpersonal justice significantly mediated the relationship. While procedural justice and trust were not statistically significant mediators, the combined mediators almost fully mediated the relationship between inclusive leadership and GOME. The results suggest that direct supervisors play a crucial role in enhancing employee justice and trust perceptions, which in turn positively impact GOME perceptions. Implications and directions for future research are discussed.
"],"dc:identifier":["https://scholarworks.lib.csusb.edu/etd/441"],"dc:subject":["diversity","inclusion","supervisor","Industrial and Organizational Psychology"],"dc:title":["AN EXAMINATION OF THE RELATIONSHIP BETWEEN INCLUSIVE LEADERSHIP AND GENERAL ORGANIZATIONAL MEANS-EFFICACY: THE MEDIATING ROLES OF JUSTICE, TRUST, AND LEADER-MEMBER EXCHANGE"],"thesis:degree_discipline":["Psychology"],"thesis:degree_level":["Restricted Thesis: Campus only access"],"thesis:degree_name":["Master of Science in Psychology"]},"updated_at":"2026-07-24T01:53:48Z"}