HOW EMPLOYEES OF LARGE RUSSIAN COMPANIES DISTRIBUTE THE “BURDEN OF INVOLVEMENT” OF PEOPLE WITH DISABILITIES: TOWARDS RAISING THE QUESTION OF THE RELATIONSHIP BETWEEN MANAGEMENT PRACTICES AND FORMS OF INVOLVEMENT

In the article, the author proposes solutions to the following problems: What is the mechanism (process) of involving the labour of people with disabilities (ILD) at the organizational level? How does the position affect the perception of employees about the distribution of the ILD burden? How do workplace adaptation practices and the usual forms of organizing collaborative activities affect the idea of sharing the burden of ILD? The objective is to study the influence of the structural elements of an organization (position, type of professional adaptation and the prevalence of project-based activities) on the opinion of retail chain employees about the distribution of the burden of ILD between them and the company. The sample is employees of two retail chains (N = 55917). The methods used are: anonymous online survey; linear multiple regression, Kramer’s criteria х2 and V; rank variables: independent – “Position”, “Type of professional adaptation” and “Availability of a project form of work” (Appendix 1); dependent – “Burden of ILD” (binary). The study showed that 90.4% agreed that the burden of ILD lies not only on the company, but also on the contact environment – colleagues. The log-linear model showed the presence of significant relationships with respect to the third and higher orders (p = 0.0001); predictors do not simultaneously affect the distribution of the ILD burden. The study of the relationship between each of the factors and the opinion of employees about the distribution of the burden of ILD showed a high value of criterion х2 and a high level of significance (p = 0.0001), which indicates the presence of a reliable relationship between the studied variables. Position held (х2 = 837, V = 0.071): line employees of stores are more often than expected not ready to share the burden of ILD; store directors and administrators are ready to share the burden of ILD a little less than expected; line staff working with sources of increased danger, staff of office departments are more often than expected ready to share the burden. Type of professional adaptation (х2 = 2846, V = 0.16): employees of departments characterized by role-based mentoring are more willing to share the burden of ILD; in departments with role-based mentoring, employees are more likely than expected not ready to share the burden of ILD. The prevalence of the project form of work (х2 = 3761, V = 0.259): employees of departments in which the project form of work organization is the norm are more often than expected ready to share the burden of ILD.