Employee attitudes towards organisational diversity: the peculiarities of a manufacturing enterprise

The article explores the impact of attitudes towards diversity on employee proactivity, considering job satisfaction as a mediating variable and the specific characteristics of manufacturing enterprises in contrast to those with other activities. A conceptual model for the relationship between inclusivity, employee proactivity, and job satisfaction was formulated following the literature review. The proposed model underwent empirical testing through confirmatory analysis using structural equation modelling (SEM CFA) on a sample of 1,000 employees. The data were collected in December 2023, focusing on exploring the impact of employee inclusivity on proactivity mediated by job satisfaction. This study compared manufacturing company employees to those working in other types of enterprises. Quantitative research was used to test the model of the relationship between inclusivity and employee proactivity. The results confirmed a positive direct relationship between inclusivity, proactivity, and job satisfaction. Additionally, the study demonstrated the role of job satisfaction as a mediator between inclusivity and proactivity. While no greater impact of inclusivity was affirmed in manufacturing enterprises compared to other types of firms, some differences were observed in this context. The study fills a gap in the links between employee inclusivity and proactivity with the mediation of job satisfaction. Subsequent research would need to further explore the impact of the specific components of the study constructs on employee proactivity and extend to other mediators and moderators of the relationship between the studied variables. For enterprises, the findings indicate the need to implement practices supporting inclusivity and creating work environments that foster satisfied employees. The differences in the magnitude of the impact of inclusivity depending on the type of activity suggest that human resource management practices should be adapted to the organisational context.