{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,10,15]],"date-time":"2026-10-15T06:45:11Z","timestamp":1792046711136,"version":"4.4.0"},"reference-count":54,"publisher":"Wiley","issue":"1","license":[{"start":{"date-parts":[[2026,10,14]],"date-time":"2026-10-14T00:00:00Z","timestamp":1791936000000},"content-version":"vor","delay-in-days":286,"URL":"https:\/\/creativecommons.org\/licenses\/by\/4.0\/"},{"start":{"date-parts":[[2026,1,1]],"date-time":"2026-01-01T00:00:00Z","timestamp":1767225600000},"content-version":"tdm","delay-in-days":0,"URL":"http:\/\/doi.wiley.com\/10.1002\/tdm_license_1.1"}],"funder":[{"DOI":"10.13039\/501100007613","name":"Majmaah University","doi-asserted-by":"publisher","award":["R-2026-447"],"award-info":[{"award-number":["R-2026-447"]}],"id":[{"id":"10.13039\/501100007613","id-type":"DOI","asserted-by":"publisher"}]}],"content-domain":{"domain":["onlinelibrary.wiley.com"],"crossmark-restriction":true},"short-container-title":["Journal of Nursing Management"],"published-print":{"date-parts":[[2026,1]]},"abstract":"<jats:sec>\n                    <jats:title>Background<\/jats:title>\n                    <jats:p>Inclusive leadership is an important leadership approach that fosters supportive, collaborative, and psychologically safe work environments. Although previous research has demonstrated positive associations between inclusive leadership and nurses\u2019 job satisfaction, limited evidence has examined the mechanisms underlying this relationship, particularly the mediating role of team cohesion in multicultural nursing workforces.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Aim<\/jats:title>\n                    <jats:p>To examine the mediating role of team cohesion in the relationship between inclusive leadership and nurses\u2019 job satisfaction among registered nurses working in multicultural hospitals in Saudi Arabia.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Methods<\/jats:title>\n                    <jats:p>A cross\u2010sectional correlational study was conducted among 1015 registered nurses recruited through convenience sampling from nine hospitals in the Qassim Health Cluster, Saudi Arabia. Data were collected using the Inclusive Leadership Questionnaire, the Erlangen Team Cohesion at Work Scale, and the Job Satisfaction Scale for Nurses. Descriptive statistics, Pearson\u2019s correlation, and Hayes\u2019 PROCESS macro (Model 4) with 5000 bootstrap samples were used for data analysis.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Results<\/jats:title>\n                    <jats:p>\n                      Nurses reported high levels of inclusive leadership (\n                      <jats:italic>M<\/jats:italic>\n                      \u2009=\u20093.70\u2009\u00b1\u20090.72), moderate levels of team cohesion (\n                      <jats:italic>M<\/jats:italic>\n                      \u2009=\u20092.63\u2009\u00b1\u20090.45), and moderate levels of job satisfaction (\n                      <jats:italic>M<\/jats:italic>\n                      \u2009=\u20094.06\u2009\u00b1\u20090.54). Inclusive leadership was positively associated with team cohesion (\n                      <jats:italic>r<\/jats:italic>\n                      \u2009=\u20090.618,\n                      <jats:italic>p<\/jats:italic>\n                      \u2009&lt;\u20090.001) and job satisfaction (\n                      <jats:italic>r<\/jats:italic>\n                      \u2009=\u20090.238,\n                      <jats:italic>p<\/jats:italic>\n                      \u2009&lt;\u20090.001), while team cohesion was positively associated with job satisfaction (\n                      <jats:italic>r<\/jats:italic>\n                      \u2009=\u20090.390,\n                      <jats:italic>p<\/jats:italic>\n                      \u2009&lt;\u20090.001). Mediation analysis demonstrated a significant indirect effect of inclusive leadership on nurses\u2019 job satisfaction through team cohesion (Effect\u2009=\u20090.182, BootSE\u2009=\u20090.042, 95% bootstrap CI [0.096, 0.262]). The mediation model explained 15.2% of the variance in job satisfaction, compared with 5.6% in the total\u2010effect model.\n                    <\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Conclusion<\/jats:title>\n                    <jats:p>Team cohesion showed a significant indirect statistical association in the relationship between inclusive leadership and nurses\u2019 job satisfaction in multicultural healthcare settings.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Implications for Nursing Management<\/jats:title>\n                    <jats:p>Strengthening nurse managers\u2019 inclusive leadership competencies and implementing strategies that enhance team cohesion may improve nurses\u2019 job satisfaction, collaboration, and the quality of patient care in multicultural healthcare organizations.<\/jats:p>\n                  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