Table 4.
Relationships between employer factors and inclusive organizational behavior stratified by size of organization
| Size organization < 25 employees (47%) | Size organization < 25–99 employees (28%) | Size organization≥100 (25%) | P-value for interaction between determinant and size of organization | |
| Attitude | ||||
| Expected negative impact (none) | 0.76 (0.67–0.86) | 0.70 (0.60–0.81) | 0.90 (0.77–1.05) | 0.041 |
| Intention | ||||
| Having a mission (yes) | 15.58 (12.42–19.55) | 6.82 (5.40–8.61) | 2.71 (2.28–3.23) | < 0.0001 |
| Skills | ||||
| General human resources skills | ||||
| Employer-employee negotiations (yes) | 1.48 (1.24–1.75) | 1.43 (1.14–1.80) | 1.45 (1.11–1.90) | 0.998 |
| Personalization (yes) | 1.67 (1.42–1.96) | 1.27 (1.04–1.55) | 1.51 (1.20–1.88) | 0.525 |
| Employee autonomy (yes) | 1.20 (1.06–1.37) | 1.04 (0.90–1.22) | 1.12 (0.95–1.32) | 0.210 |
| Human resources practices | ||||
| Employability (yes) | 1.72 (1.30–2.29) | 1.08 (0.53–2.18) | 2.64 (0.82–8.48) | < 0.0001 |
| Working conditions (yes) | 1.45 (1.28–1.65) | 1.28 (1.07–1.53) | 1.17 (0.93–1.48) | < 0.0001 |
| Organizing working hours (yes) | 1.59 (1.06–2.36) | 1.30 (0.91–1.86) | 1.93 (1.12–3.32) | 0.085 |
| Health &vitality (yes) | 1.22 (1.04–1.45) | 1.15 (0.98–1.34) | 0.86 (0.73–1.00) | < 0.0001 |
| Inclusive-related human resources skills | ||||
| Hiring problems regarding vulnerable groups (none) | 1.74 (1.49–2.03) | 1.89 (1.59–2.25) | 1.79 (1.50–2.14) | 0.149 |
| Inclusive human resources practices (yes) | 6.38 (5.57–7.30) | 4.57 (3.91–5.36) | 3.52 (2.98–4.17) | < 0.0001 |
| Human resources compensation options (yes) | 5.54 (4.93–6.43) | 3.90 (3.35–4.55) | 3.81 (3.22–4.51) | < 0.0001 |
| Barriers | ||||
| Economic factors | ||||
| Financial results (good) | 1.34 (1.18–1.52) | 1.30 (1.12–1.52) | 1.20 (1.01–1.41) | 0.922 |
| Economic identity (non-profit) | 1.46 (1.16–1.85) | 1.31 (1.02–1.68) | 1.20 (0.91–1.57) | < 0.0001 |
| Quality of production (good) | 1.24 (1.09–1.41) | 1.10 (0.95–1.28) | 1.12 (0.96–1.31) | 0.778 |
| Employment opportunity (increased) | 1.49 (1.30–1.71) | 1.12 (0.95–1.32) | 1.33 (1.12–1.58) | 0.624 |
| Outstanding vacancies (yes) | 1.60 (1.39–1.84) | 1.22 (1.05–1.43) | 1.13 (0.94–1.36) | < 0.0001 |
| Type of work | ||||
| Satisfaction with flexibility employees (satisfied) 1 | 0.75 (0.59–0.94) | 0.96 (0.75–1.23) | 1.04 (0.81–1.34) | 0.043 |
| Repetitive work (risk factor) | 1.41 (1.11–1.79) | 1.20 (0.94–1.53) | 1.18 (0.92–1.51) | 0.199 |
| Physically demanding work (risk factor) | 1.16 (1.01–1.33) | 1.16 (0.98–1.38) | 1.12 (0.94–1.34) | 0.156 |
| Emotional demanding work (risk factor) | 1.34 (1.07–1.68) | 1.10 (0.88–1.39) | 1.14 (0.90–1.43) | < 0.0001 |
| Operational work (≥70% operational work) | 1.08 (0.95–1.22) | 1.12 (0.96–1.31) | 1.23 (1.04–1.44) | 0.162 |
| Work tasks suitable for people with (employment) challenges or a disability | 1.58 (1.40–1.78) | 1.60 (1.38–1.85) | 1.02 (0.87–1.19) | < 0.0001 |
Model adjusted for percentage low educated employees, percentage employees younger than 45 years, sector, and year. Boldface indicates statistical significance at P < 0.0022. 1Not measured in 2019 (n = 7,998).