Inclusive leadership and work engagement among university administrative staff in Ghana: the roles of organization-based self-esteem and coworker support

Purpose This study examines the work outcomes of inclusive leadership among university administrative staff by focusing on work engagement, organization-based self-esteem and coworker support. Design/methodology/approach Data were collected from 305 staff through simple random sampling and analyzed using PLS-SEM with emphasis on explained variance, path coefficients and effect sizes after the measurement model was assessed. Findings The findings show that inclusive leadership positively affects both organization-based self-esteem and work engagement. Organization-based self-esteem also positively affects work engagement and serves as a mediator between inclusive leadership and work engagement. Moreover, coworker support moderates the effect inclusive leadership has on work engagement, suggesting that supportive peer relations enhance the positive role of inclusive leaders. Originality/value The study highlights the importance of fostering inclusive leadership, enhancing employees' organization-based self-esteem and promoting coworker support to strengthen engagement among university administrative staff. It further contributes to achieving Sustainable Development Goals 5 and 10, gender equality and reduced inequalities in university work environment.