Abstract
As workforces age, supporting employee well-being has become increasingly important. Although inclusive leadership has been linked to positive outcomes among employees, little is known about how it influences across different age groups. Drawing on social identity theory and lifespan developmental perspectives, this study proposes that the impact of inclusive leadership and employee well-being depends on the joint configuration of chronological age and subjective age. We propose that inclusive leadership exerts stronger positive effects on well-being among employees who are older both chronologically and subjectively, as age identity becomes more salient both structurally and psychologically. By integrating objective and subjective dimensions of age, the finding clarifies which employees are most advantaged by inclusive leadership.