# Inclusive Leadership and Employee Involvement in Creative Tasks in the Workplace: The Mediating Role of Psychological Safety

*Carmeli, Reiter-Palmon & Ziv · Voice & Silence, Culture & Context · Creativity Research Journal · 2010 · Open access*

An empirical study, using structural equation modelling on two-wave data from 150 employees in the R&D units of eight knowledge-intensive technology firms, that establishes psychological safety as the mechanism connecting inclusive leadership to employee creativity. Building directly on Nembhard and Edmondson's (2006) notion of leader inclusiveness, and on Edmondson's (2004) account of leaders who are open, available and accessible, the authors develop a nine-item inclusive-leadership measure (the scale later adopted by Hirak et al., 2012) and test a simple chain: leader inclusiveness (measured at Time 1) raises psychological safety, which in turn raises employee involvement in creative work (both at Time 2). The finding is a clean full mediation: inclusive leadership predicts psychological safety, psychological safety predicts creative involvement, and the direct path from inclusive leadership to creativity falls to non-significance once psychological safety is in the model. The mechanism is voice: where leaders signal by their openness and availability that it is safe to speak up, question norms and float half-formed ideas, employees will risk the interpersonal exposure that novel, potentially-wrong ideas require; where that safety is absent, people default to a defensive orientation and withhold. The paper's place in this corpus is as the creativity-outcome companion to Hirak et al. (2012), which carries the same inclusive-leadership construct through to unit performance: together they show psychological safety mediating inclusive leadership toward two different ends, creativity and performance. It also thickens the thin leadership-antecedent strand and supplies the measurement instrument much of that strand relies on. The design separates predictor and outcome in time and checks for common-method bias, but remains largely cross-sectional and rests on self-reported, self-perceived creativity, so the authors are cautious about strong causal claims.

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## Connected concepts (9)

- [Psychological Conditions of Personal Engagement and Disengagement at Work](https://explore.psychsafety.com/n/kahn-1990.md) (paper)
- [Psychological Safety and Learning Behavior in Work Teams](https://explore.psychsafety.com/n/edmondson-1999.md) (paper)
- [High-Quality Relationships, Psychological Safety, and Learning from Failures in Work Organizations](https://explore.psychsafety.com/n/carmeli-gittell-2009.md) (paper)
- [Psychological Safety, Trust, and Learning in Organizations: A Group-Level Lens](https://explore.psychsafety.com/n/edmondson-2004.md) (paper)
- [Linking Leader Inclusiveness to Work Unit Performance: The Importance of Psychological Safety and Learning from Failures](https://explore.psychsafety.com/n/hirak-et-al-2012.md) (paper)
- [Making it Safe: The Effects of Leader Inclusiveness and Professional Status on Psychological Safety and Improvement Efforts in Health Care Teams](https://explore.psychsafety.com/n/nembhard-edmondson-2006.md) (paper)
- [Being Approachable](https://explore.psychsafety.com/n/being-approachable.md)
- [PS & Creativity](https://explore.psychsafety.com/n/psychological-safety-and-creativity.md)
- [Drive, Dissent & Checklists](https://explore.psychsafety.com/n/psychological-safety-70-drive-dissent-and-checklists.md)