Fostering Inclusion And Innovation Through Anti-Violence HR Practices Among Female Employees: Is Despotic Leadership a Blessing In Disguise?

Abstract

The study's objectives are fourfold. Firstly, it examines the impact of Anti-Violence Human Resource Practices (AVHRPs) on perceived workplace inclusion. Secondly, it investigates whether perceived workplace inclusion can enhance frugal innovation. Thirdly, it examines the mediating role of perceived workplace inclusion in connecting AVHRPs and frugal innovation. Lastly, it investigates the moderating role of despotic leadership between AVHRPS and perceived workplace inclusion. Using a purposive sampling technique, data were collected from female employees working in service sector companies (hospitality, IT, and Telecom). A total of 181 samples were utilized for the final data analysis. Both procedural and statistical techniques were employed to minimize common method bias. Partial Least Squares Structural Equation Modeling (PLS-SEM), using Smart PLS 4.0, was employed for hypothesis testing. MOVI and environmental security were found to have a strong influence on workplace inclusion, whereas AVT does not have a positive influence on workplace inclusion. Moreover, despotic leadership was also found to have a positive impact on workplace inclusion, further leading to innovative outcomes. This study is among the first to link AVHRPs, workplace inclusion, and frugal innovation among female service sector employees, which is absent in the existing literature. Furthermore, it extends beyond the current depiction of despotic leadership and demonstrates its positive efficacy in specific contexts. The study's findings offer valuable recommendations for policymakers in the service sector to thoughtfully employ HR functions that enhance workplace inclusion and frugal innovation among female employees.