This study examines the relationship between the relational mode of leadership (i.e., inclusive leadership) and innovative work behavior with the mediating role of creative self-efficacy. Data were collected from employees of small and medium textile enterprises in Pakistan. Results show that there is a positive relationship between inclusive leadership and innovative work behavior. While aligned with previous research, the results of this study confirm the mediating role of creative self-efficacy in inclusive leadership–innovative work behavior relationships. Based on its findings, this study recommends that human resource (HR) managers prioritize the hiring of leaders possessing inclusive attributes such as openness, availability, and accessibility. Additionally, the results of this study indicate that, in order to successfully implement new changes, it is important that HR managers hire employees evidencing innovative work behavior in a work setting.

中文翻译：

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包容性领导对创新工作行为的影响：创造性自我效能感的作用

本研究以创造性自我效能感的中介作用检验了领导关系模式（即包容性领导）与创新工作行为之间的关系。数据来自巴基斯坦中小型纺织企业的员工。结果表明，包容性领导与创新工作行为之间存在正相关关系。虽然与之前的研究一致，但本研究的结果证实了创造性自我效能在包容性领导 - 创新工作行为关系中的中介作用。根据其调查结果，本研究建议人力资源 (HR) 经理优先招聘具有包容性属性（例如开放性、可用性和可访问性）的领导者。此外，这项研究的结果表明，