We can expect that in the future many employees will work partially remotely (for example from home), and that they will combine this with traditional on-site working. This combination is referred to as hybrid working. Hybrid working obviously has some advantages, such as reduced commuting times. However, a downside of hybrid working is that it seems to pose a threat to employees’ feelings of inclusion. Leadership could be expected to positively affect employees’ feelings of inclusion, and might thus tackle this challenge of hybrid working. Therefore, in this project, the relationship between leadership and employees’ inclusion within the hybrid work context will be examined. We will consider both macro- and micro-level leadership: With macro-level leadership we refer to leaders influencing factors through forming policy or scheduling. With micro-level leadership we refer to specific, observable leader behaviors. During this project, we will perform a systematic literature review on the relationship between leadership and employee inclusion. Additionally, we will do empirical field and lab research using different study designs and methodologies, to uncover the relationship between leadership and employee inclusion within the hybrid work context.
The relationship between leadership and employees’ inclusion in the hybrid work context
- 1 September 2021 until 31 August 2025
- Project type