This study explores the dynamics of workplace social inclusion for employees without disabilities in disability-inclusive environments. Recognizing the critical role these employees play in fostering an inclusive workplace, the research seeks to uncover the factors that influence their level of social inclusion. Applying the affective events theory, the study examines the emotional responses of employees without disabilities to work events, particularly task conflict, and how these responses affect their levels of social inclusion. We hypothesize that contempt—a negative emotion specifically arising from task conflict—may mediate the relationship between task conflict and social inclusion difficulties among employees without disabilities. Additionally, the research investigates the moderating role of perceived social support, theorizing that it may buffer the negative impacts of task conflict. Our hypotheses are tested and supported by an empirical study of 290 employees without disabilities working in disability-inclusive workplaces. The study aims to contribute to the literature on disability-inclusive workplaces by providing insights into the experiences of employees without disabilities, the emotional underpinnings of their workplace interactions, and the significance of organizational social support in mitigating adverse affective responses.
