ArticlePloS one2023
The influence mechanisms of inclusive leadership on job satisfaction: Evidence from young university employees in China.
Article in PloS one, 2023. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 2 papers.
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The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
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Who cites it
2 citing papers in PubMed.
- Department-based need-supportive leadership and affective job satisfaction among Chinese university teachers: a cross-sectional serial mediation analysis of work-related basic psychological need satisfaction and work motivation.Frontiers in psychology · 2026Article
- Inclusive leadership and employee job performance: mediation of leader-member exchange and organizational identification.Frontiers in psychology · 2025Article
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Authors and funding
2 authors.
Funding
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Abstract
backgroundLeadership style and job satisfaction are currently hot issues in the field of management psychology research, especially with regard to young employees.
objectiveThis study attempted to explain the mechanism of improving employees' job satisfaction by combining the key factors of work-family balance and psychological capital.
methodsWe adopted the literature method, questionnaire survey method, and statistics method to conduct the research. And we conducted structural equation modeling (SEM) analysis of 540 young university employees in China using the random sampling method for sampling.
resultsBased on the structural equation modeling (SEM) analysis of 540 young university employees in China, the results show that inclusive leadership has a positive impact on improving employees' job satisfaction and that work-family balance is beneficial to serving leaders in improving employees' job satisfaction. Simultaneously, psychological capital positively moderates the indirect effect of inclusive leadership on improving job satisfaction.
conclusionThe final model revealed an important path from inclusive leadership to job satisfaction through work-family balance. These findings not only extend and enrich the relevant research on the relationship between inclusive leadership and job satisfaction but also shed some light on university management practice.
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