Exploring the Mediating Mechanisms of Perceived Organizational Support and Trust in Leadership Between Inclusive Leadership and Employee Engagement in Welfare Projects

Abstract

The literature on Inclusive Leadership posits its positive impact on employee engagement. However, there are several mechanisms that help in developing this relationship still less explored. This study is a step to investigate the dual path mechanism where Perceived organizational support (POS) and trust act as mediators in parallel paths between inclusive leadership and employee engagement. The data taken from 350 paid employees of registered non-profit organizations in Pakistan. The hypothesizes were tested using Structural Equation Modelling (SEM) with AMOS software. All hypothesis proved accepted at P value less than 0.05 except hypothesis 1 and Inclusive Leadership strongly predicts POS and Trust, both of which in turn are significant predictors of Employee Engagement. Overall findings grounded in Social Exchange Theory, confirm that employees respond with higher commitment and involvement when they perceive fairness, respect, and support from leaders and the organization.