Inclusive leadership for neurodiverse followers in daily practice: a qualitative dyadic-diary study

日常实践中神经多样性追随者的包容性领导：定性二元日记研究

• 批准号: 2886478
• 金额: --
• 依托单位: University of Liverpool
• 依托单位国家: 英国
• 项目类别: Studentship
• 财政年份: 2023
• 资助国家: 英国
• 起止时间: 2023 至 无数据
• 项目状态: 未结题
• 来源: https://gtr.ukri.org/projects?ref=studentship-2886478
• 关键词: Inclusive; leadership; neurodiverse; followers; daily

This research looks at how neurodivergent employees, and leaders of neurodivergent employees, define and experience "inclusive leadership" in daily practice. Specifically, this research will analyse real-world contextual experiences of inclusive leadership, reported in interviews and daily diaries of leader-follower interactions kept by neurodivergent employees and managers of neurodivergent employees. The project aims to identify behaviours, processes, and contextual features, that constitute "inclusive leadership" from the perspectives of these individuals. Providing greater understanding of how neurodivergent employees and their managers experience inclusive leadership in practice will not only advance theoretical and conceptual understanding of inclusive leadership and neurodiversity inclusion; but crucially, it also holds the important potential to support the wellbeing and performance of neurodivergent employees, their managers, and organisations. In summary, this study has three key aims to advance theory and practice: 1. To understand the relational practice and lived experience of neurodiversity inclusive leadership 2. To understand what neurodivergent employees perceive and experience to be inclusive leadership in practice 3. To understand what managers of neurodivergent employees perceive and experience to be inclusive leadership in practice

这项研究探讨了神经化的员工以及神经差异员工的领导者如何定义和体验日常实践中的“包容性领导”。具体而言，这项研究将分析包容性领导的现实环境经验，在访谈和每日日记中，由神经差异员工和神经差异员工的经理保持的领导者互动日记。该项目旨在确定从这些人的角度构成“包容性领导”的行为，过程和上下文特征。提供对神经差异员工及其经理如何在实践中经历包容性领导的方式的更多了解，不仅会促进对包容性领导力和神经多样性包容的理论和概念理解；但至关重要的是，它还具有支持神经散发员工，其经理和组织的福祉和表现的重要潜力。 总而言之，这项研究的三个关键旨在推进理论和实践：1。了解神经多样性的关系实践和生活经验，包括神经多样性的领导力2。了解神经差的员工认为和经验在实践中成为包容性领导的经验3。