Purpose: The purpose of this paper is to examine inclusion as subjectively created knowledge individuals generate through their interactions within a social environment. The main purpose is to introduce an inclusion-related conceptualisation of intelligence by means of which an individual evaluates, understands and engages in action in a work-setting in order to achieve efficient outcomes while feeling belonged and unique in a work-setting. Design/methodology/approach: Aiming at explaining a phenomenon and building a conceptual framework from the subjective perspective of a particular individual at work, such as a team member, the philosophical assumption embedded in this paper is social constructivism. Findings: A substantive conclusion drawn in this paper is the importance of an individual’s personal resources, such as optimism, resilience, self-efficacy and positive psychology, to evaluate situational conditions, and take necessary actions, which in turn determines how included that individual feels in a work-setting. Moreover, dyadic interactions are also substantial, and one-to-one communication in every dyad is essential for the “co-construction” of an individual’s inclusion. Research limitations/implications: A scale development effort to explore and validate a construct for inclusionary intelligence and its domains can be suggested for future research. Practical implications: While management literature, in general, lays much emphasis on managing diversity in team and organisations, this paper puts stress on the perspective of the individual at work. Originality/value: The paper elaborates on the nature of inclusion with a social constructivist paradigm and approaches inclusion as a feeling, an experience, a subjective interpretation of one’s own position in a work-setting and an important predictor of one’s job satisfaction and well-being at work.

中文翻译：

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定义包容性智力：具有建构主义视角的概念框架

目的：本文的目的是检验包容性是个人通过在社会环境中的互动而产生的主观创造的知识。主要目的是引入与包容性相关的智力概念，个人可以通过该概念来评估，理解和参与工作环境中的行动，以便在感觉归属于工作环境中并且在工作环境中独树一帜时获得有效的结果。设计/方法/方法：旨在从工作中的特定个体（例如团队成员）的主观角度解释现象并建立概念框架，本文中所包含的哲学假设是社会建构主义。结论：本文得出的实质性结论是个人的个人资源的重要性，例如乐观，韧性，自我效能感和积极心理，以评估情况，并采取必要的行动，进而决定个人在工作环境中的感受。此外，二元互动也很重要，在每个二元组中进行一对一的交流对于“共建”个人的包容性至关重要。研究的局限性/意义：可以建议为探索和验证包容性智能及其领域的构想而进行的规模开发工作，以备将来研究之用。实际意义：尽管管理文献一般都非常重视团队和组织的多样性管理，但本文还是着重于工作中个人的观点。创意/价值：