Improving employee emotional and behavioral investments through the trickle-down effect of organizational inclusiveness and the role of moral supervisors

Over two (i.e., a 2 × 2 experiment and a multi-source field study) studies, we propose and demonstrate how employees increase their emotional (i.e., affective commitment) and behavioral (i.e., citizenship behavior) investments in the workplace as a valuable outcome of the trickle-down effect of organizational inclusiveness. We also explain how supervisory moral identity impacts the trickle-down effect. Notably, the research integrates social cognitive theory with the diversity and inclusion literature to enhance our understanding as to how organizations can create a welcoming environment for all organizational members. Theoretical and practical implications are discussed.