Table 2.
The significance of culture dimensions in the perception of people with disability in the workplace and in their employment.
| Culture Dimension | Variable with Significant Correlation | Direction of Influence | Association |
|---|---|---|---|
| PDI | Q2 | (−) | The greater the power distance, the lower the social openness to the needs and possibilities of people with disability. |
| ER People with disability | (−) | The greater the power distance, the lower the employment rate of people with disability. | |
| IDV | Q1 | (+) | The higher the individualism of society, the more adapted the social policy is to the needs and expectations of people with disability. |
| Q2 | (+) | The higher the individualism of society, the greater the social openness to the needs and possibilities of people with disability. | |
| Scale | (+) | The higher the individualism of society, the better the atmosphere and the greater the understanding of the needs and possibilities of people with disability. | |
| ER People with disability | (+) | The higher the individualism of society, the higher the employment rate of people with disability. | |
| UAI | ER People with disability | (−) | The greater the uncertainty avoidance, the lower flexibility in action and the lower the willingness to employ people with disability. |
| IVR | Q3 | (−) | The greater the indulgence, the lesser the approval of additional privileges for people with disability. |
(+) – positive relationship, (−) – negative relationship; ER People with disability—Employment rate of people with disability; Scale—summative scale consisting of assessments of state policy, social atmosphere and the knowledge of employers (questions Q1, Q2 and Q4 from proprietary questionnaire).