Abstract From the perspective of organizational identification, this study explores the influence mechanism and boundary condition of inclusive leadership on employee engagement. Research results showed that: inclusive leadership was positively related to organizational identification, organizational identification was positively related to employee engagement; inclusive leadership was positively related to employee engagement and organizational identification partially mediated the relationship between inclusive leadership and employee engagement. Employee’s self-monitoring attenuated the relationship between inclusive leadership and organizational identification, such that the higher the level of employee’s self-monitoring was, the weaker the positive relationship between inclusive leadership and organizational identification was. This study contributes to a new perspective on understanding the relationship between inclusive leadership and employee engagement.
