Jak inkluzywność wpływa na pracowników w organizacjach? Przegląd literatury
DOI:
https://doi.org/10.18778/0208-6018.364.02Słowa kluczowe:
organizacje inkluzywne, inkluzywność, różnorodność, systematyczny przegląd literaturyAbstrakt
Cel: Celem niniejszego systematycznego przeglądu literatury jest przedstawienie aktualnego stanu badań nad wpływem inkluzywności na pracowników w organizacjach.
Wykorzystane metody i materiały: Podjęto analizę literatury empirycznej dotyczącej wpływu inkluzywności na pracowników, wykorzystano dwie bazy danych: Scopus i Web of Science. Dodatkowo przeprowadzono ręczne wyszukiwanie znaczących czasopism w ramach kategorii „Organizational behaviour and Human Resource Management”. W wyniku przeglądu literatury zidentyfikowano łącznie 166 artykułów, przy czym 11 badań spełniało kryteria włączenia.
Wyniki badań: Inkluzywność jest koncepcją inspirującą badania empiryczne obliczone na identyfikację jej pozytywnego wpływu na działanie organizacji. Badania empiryczne wskazują na pozytywny wpływ inkluzywności na działanie organizacji poprzez pobudzenie kreatywności, zmniejszenie rotacji, zwiększenie zaangażowania i zachowań obywatelskich w organizacji oraz poprawę dobrostanu i poczucia własnej wartości pracowników. Obszarem, któremu poświęcono najwięcej uwagi, jest inkluzywne przywództwo, ale eksplorowane są także inkluzywne praktyki i – szerzej – inkluzywne organizacje.
Wnioski: Badania koncentrują się na wpływie inkluzywności na to, co dzieje się w organizacji, a przede wszystkim na zachowania i intencje pracowników. W dotychczasowych badaniach najwięcej uwagi poświęcono inkluzywnemu przywództwu. Brakuje natomiast badań empirycznych dotyczących tego, jak inkluzja wpływa na innych interesariuszy, więc jest to wątek, który powinien być eksplorowany w przyszłych badaniach.
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