Purpose

Although existing literature emphasizes the significance of diversity and inclusion in management roles for employees, there is a notable absence of a standardized scale to assess employees’ perceptions of an inclusive climate, particularly in relation to practices that encourage acceptance of demographically diverse leaders. This study aims to bridge this gap by developing the perceived inclusion climate for leader diversity (PICLD) scale.

Design/methodology/approach

The scale development process was carried out in five phases which included: qualitative component (interviews); test for face validity; check for content validity; construct and criterion-related validity; and nomological network testing.

Findings

Following the first three phases of scale development, 12 measurement items were produced. Phase four results indicate that PICLD is distinct from both the intercultural group climate scale and diversity-oriented leadership scale, in which all three scales were found to be positively correlated with job satisfaction. Phase five results show that PICLD positively correlates with organizational justice. Organizational justice also mediates the relationship between PICLD and three employee outcomes (performance, engagement and turnover intention).

Practical implications

Organizations are encouraged to be open to suggestions made by managers from historically marginalized groups that motivate diverse leaders to voice their concerns to foster inclusionary climate perceptions among employees. Welcoming diverse managerial perspectives can dismantle systemic barriers, enabling marginalized leaders to thrive while fostering employees’ perceptions of an inclusionary workplace.

Originality/value

This study introduces the PICLD Scale to enhance comprehension of how policies supporting leader demographic diversity impact employee perceptions of inclusive climate. This research also contributes to the advancement of social exchange theory and literature on organizational justice, performance and engagement.

中文翻译：

---

领导者多元化的包容性氛围：概念化和规模发展

目的

尽管现有文献强调员工管理角色的多样性和包容性的重要性，但明显缺乏标准化的量表来评估员工对包容性氛围的看法，特别是在鼓励接受人口多元化领导者的做法方面。本研究旨在通过制定领导者多元化包容性氛围 (PICLD) 规模来弥补这一差距。

设计/方法论/途径

量表开发过程分五个阶段进行，其中包括： 定性部分（访谈）；测试表面有效性；检查内容的有效性；结构和标准相关的有效性；和法理网络测试。

发现

经过前三个阶段的量表开发，产生了 12 个测量项目。第四阶段的结果表明，PICLD 与跨文化群体气候量表和多样性导向的领导力量表都不同，这三个量表均与工作满意度呈正相关。第五阶段的结果表明 PICLD 与组织正义呈正相关。组织正义还调节 PICLD 与三项员工成果（绩效、敬业度和离职意向）之间的关系。

实际影响

鼓励组织对历史上边缘化群体的管理者提出的建议持开放态度，这些建议激励多元化的领导者表达他们的担忧，以培养员工的包容性气候观念。欢迎多元化的管理观点可以消除系统性障碍，使边缘化领导者能够蓬勃发展，同时培养员工对包容性工作场所的看法。

原创性/价值

本研究引入了 PICLD 量表，以加深对支持领导者人口多样性的政策如何影响员工对包容性气候的看法的理解。这项研究还有助于社会交换理论和组织正义、绩效和参与方面文献的进步。