Impact of Workplace Bullying on Employee Performance: Mediating Role of Psychological Well-being
This study examines the impact of inclusive leadership (IL) on adaptive performance (AP) through employees’ vigor at work. The study’s participants are employees and their supervisors working in textile industry in Pakistan. The author has used structured surveys to administer the responses of employees and their supervisors with two-time lags of three months each. Sample size is 373 dyads (employees and their supervisors). Collected data were further analyzed using SPSS version 26 and AMOS version 24. To determine the study outcomes, descriptive, correlation, confirmatory factor analysis, and structural equational modeling were conducted. Results show significant positive impact of IL on AP, and significant mediation of vigor in the relationship between IL and AP. This study will contribute to the literature of IL, vigor at work, and AP, since it is one of the first to explore the IL as a predictor of AP both directly and indirectly through vigor at work. This study recommends that the organizations, which want to enhance employee AP and vigor, it is necessary for them to recognize and promote inclusive leadership at work setting. Therefore, by promoting AP and vigor at work, the organizations can meet the demands of changing complex environment.