Abstract:
Businesses need to innovate to remain competitive in their respective markets. Diversity and the appointment of a diverse workforce are promoted as enablers of innovation within organisations. However, appointing diversely without creating inclusivity and promoting an innovative climate, proves to have negative effects on innovation within the organisation. Therefore, to fully harness the advantages of a diverse workforce, several other aspects need to be considered to promote innovation that will assist organisations in remaining competitive in their markets.
The purpose of the study was to examine the effect of innovation climate on the relationship between inclusive leadership and innovative work behaviour. Furthermore, differences in race and gender within the leader-follower relationship were tested to measure the impact of the relationship on innovative work behaviour which could stem or promote innovation.
This study used a mono-method quantitative methodology with a survey questionnaire as measurement instrument. The unit of analysis was knowledge workers within South African organisations, reporting to a direct manager/supervisor within their organisation. The outcome proved the existence of a significant relationship between inclusive leadership and innovative work behaviour. Full mediation was measured when implementing innovation climate as mediator proving that innovation climate improves the relationship between inclusive leadership and innovative work behaviour.
Finally, no evidence was obtained in so far as gender or race diversity impacting the relationship between inclusive leadership and innovative work behaviour. The study therefor adds to literature a method for testing innovative work behaviour through inclusive leadership in developing countries.
