In the context of working from home triggered by the COVID-19 pandemic, we theorize on inclusive organizational behavior (IOB) as a participatory practice to use diverse interests as a resource for developing a long-term working mode. We adopt a mixed-methods design to examine qualitative data from four companies and quantitative data from a company survey. In the qualitative study, we identify four IOB approaches (blighting, silencing, balancing, and harmonizing) employed by various organizational actors (HR/managers, employees, and their representatives). These practices concern organizational culture, structures, and everyday interactions in dealing with diverse interests. In the quantitative study, we examine the relationship between heterogeneity of interests, participation, and organizational experiences with working from home. We integrate our findings in an IOB model and show that a higher degree of participation fosters positive experiences with working from home, as well as opportunities for learning. Addressing diverse interests through participatory practices may involve challenges and lengthy negotiations yet offers the potential to learn from diversity for future working modes. Our research contributes to the conceptualization and practical implementation of IOB by emphasizing the importance of participation in co-creating opportunities for learning from given and potentially emerging interests in a constantly changing world of work.

中文翻译：

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谁的利益重要？参与在包容性组织行为中的作用

在COVID-19大流行引发的在家工作的背景下，我们将包容性组织行为（IOB）理论化为一种参与性实践，利用多元化兴趣作为发展长期工作模式的资源。我们采用混合方法设计来检查来自四家公司的定性数据和来自公司调查的定量数据。在定性研究中，我们确定了各种组织参与者（人力资源/经理、员工及其代表）采用的四种 IOB 方法（破坏、沉默、平衡和协调）。这些实践涉及组织文化、结构以及处理不同利益时的日常互动。在定量研究中，我们研究了在家工作的兴趣、参与度和组织经验的异质性之间的关系。我们将我们的研究结果整合到 IOB 模型中，结果表明，更高程度的参与可以促进在家工作的积极体验以及学习机会。通过参与性实践解决多元化利益可能会面临挑战和漫长的谈判，但也为未来的工作模式提供了从多元化中学习的潜力。我们的研究强调参与共同创造机会的重要性，以便在不断变化的工作世界中从既定的和潜在的新兴兴趣中学习，从而有助于 IOB 的概念化和实际实施。