Effect of Diversity and Inclusion practices on innovative work behavior in the county government of Nandi, Kenya
Abstract
This study examines how diversity and inclusion (D&I) practices shape innovative work behavior (IWB) in the County Government of Nandi, Kenya. Guided by Social Exchange Theory and the Componential Theory of Creativity, the study focuses on remuneration, affective commitment, and inclusive leadership, and tests the mediating role of psychological safety. A cross-sectional explanatory design was applied using a mixed-methods approach. Quantitative data were collected from 308 employees selected through stratified random sampling, and analyzed in SPSS v28 using descriptive statistics, multiple regression, and PROCESS-based mediation. Qualitative data from key informant interviews with HR managers and departmental heads were thematically analyzed to enrich interpretation. Findings show that D&I practices are strong predictors of IWB. The direct effects model recorded R = 0.794 and R² = 0.630, indicating that remuneration, affective commitment, and inclusive leadership jointly explain 63% of the variance in IWB. All three predictors were positive and significant, with inclusive leadership exhibiting the largest standardized effect (β = 0.361, p < 0.001), followed by remuneration (β = 0.298, p < 0.001) and affective commitment (β = 0.247, p < 0.001). Introducing psychological safety increased explanatory power to R² = 0.678; psychological safety itself predicted IWB (β = 0.319, p < 0.001) and partially mediated the effects of all three predictors, as their coefficients reduced but remained significant. Interview evidence reinforced the centrality of equitable remuneration, participatory leadership, employee loyalty, and safe climates in enabling idea generation, promotion, and implementation. The study concludes that well-embedded D&I practices—particularly inclusive leadership supported by fair systems directly and indirectly elevate employee innovation through psychological safety. It recommends institutionalizing transparent remuneration and promotion processes, leadership development on inclusive behaviors, and non-punitive idea platforms to sustain innovation and enhance citizen-focused service delivery in devolved governments.
Keywords: Diversity, Inclusion, Innovative Work Behavior, County Government, Nandi, Kenya
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