Relationship between inclusive leadership and employee work engagement

Rad daje uvid u tematiku povezanosti inkluzivnog vodstva i radne angažiranosti zaposlenika. Teorijske odrednice definirane su i opisane kroz obje varijable, a empirijskim istraživanjem i povezanost među njima. Dio vezan uz teorijske odrednice, prvo daje pregled definicija i karakteristika vezanih uz inkluzivno vodstvo te u jednom dijelu opisuje i inkluzivno vodstvo u radu zaposlenika kao pojedinca. Drugi dio teorijskih odrednica je podređen radnoj angažiranosti zaposlenika, u kojoj se također donose definicije, faktori, strategije, mjerenje, ali i važnost inkluzivnog vodstva u samoj radnoj angažiranosti zaposlenika. Potom, empirijski dio, prvenstveno iznosi sve podatke iz anonimnog anketnog upitnika provedenog na 68 ispitanika. Svi ispitanici su zaposlene osobe u trenutku popunjavanja anketnog upitnika. Osim rezultata, u ovom dijelu se iznose i pojedini osnovni statistički pokazatelji kako bi se odredila povezanost između varijabli inkluzivnog vodstva i radne angažiranosti zaposlenika. Donesen je i zaključak u kojem istražena situacija govori da rast ocjena na neku od ispitanih dimenzija inkluzivnog vodstva prati i veće ocjene ispitanika vezane uz neku od dimenzija radne angažiranosti.The article provides an insight into the topic of the relationship between inclusive leadership and employee work engagement. Theoretical determinants are defined and described through both variables, and also empirical research which shows the relationship between them. The part related to theoretical determinants first gives an overview of definitions and characteristics related to inclusive leadership and also, in one part describes inclusive leadership in the work of employees as individuals. The second part of the theoretical determinants is related to the employee's work engagement, which also includes definitions, factors, strategies, measurement, but also the importance of inclusive leadership in the employee's work engagement itself. Furthermore, the empirical part primarily presents all the data from the anonymous survey questionnaire carried out on 68 respondents. All respondents were employed persons at the time of filling out the survey questionnaire. In addition to the results, this part presents some basic statistical indicators in order to determine the connection between the variables of inclusive leadership in work engagement. In conclusion, investigated situation indicates that the growth of grades on one of the examined dimensions of inclusive leadership is accompanied by higher grades of respondents related to one of the dimensions of work engagement