Decent work is considered to be crucial in the process of inclusive development and poverty alleviation in economies dominated by informal employment. This study is an attempt to understand decent ...work achievements of rural and urban informal workers of Hooghly district, West Bengal, India. The study uses the theoretical framework of seven work-based security dimensions from People’s Security Survey (by International Labour Organization) and constructs seven individual-level sub-indices and one composite individual-level decent work index using primary survey data. Then, it investigates the effect of the supply-side parameters on decent work using simple OLS regressions. The findings indicate ineffectiveness of education to improve decent work condition of informal workers in the absence of adequate skill-building initiatives. It also reveals the poor work condition of rural informal workers and self-employed workers in general. The study emphasises the need of vocationalisation of education and upgrading the quality of informal employment to achieve decent work.
This article aims to broaden current reflections on definitions of decent work and poverty using a transdisciplinary interpretive lens comprising philosophical, juridical, economic, sociological, and ...psychological understandings. We (the authors) undertook an adapted systematic qualitative review to gather data on different perspectives on decent work and poverty. The article summarizes and compares reflections on the two constructs and proposes an enhancement of the current definition of decent work. The aim is to facilitate the identification and development of new research and intervention projects that can be implemented to promote fair and sustainable economic development, the provision of decent work, and the reduction of poverty globally. We believe that challenges should be dealt with pro-actively rather than reactively and that intervening at the level of primary prevention should lie at the heart of any strategy to promote decent work and alleviate poverty. Radical intervention is needed to ensure that future generations not only survive but develop, grow, and express themselves meaningfully through decent work.
The challenges of staff retention and job performance persist as significant concerns for businesses, particularly in the context of Zimbabwe. While numerous studies have explored the impact of ...turnover intention on job performance, there is a gap in understanding the moderating variables influencing this relationship. This research aims to investigate the nuanced connection between decent work, intentions to leave, and job performance in the Zimbabwean banking sector, utilizing a quantitative approach with a causal design. The findings reveal a significant relationship between turnover intention and job performance. Moreover, it is deduced that all four pillars of decent work act as moderators in the association between turnover intention and job performance within the commercial banking sector in Zimbabwe.
This study analyses the relationship between Decent Work and Work Engagement in Portuguese and Brazilian higher education teachers/researchers, and aims to identify distinct emergent profiles ...resulting from the relationship between these variables. The sample is composed of 749 participants and data was collected online, in both Portugal and Brazil, using the
Decent Work Questionnaire
(DWQ) and the
Utrecht Work Engagement Scale (UWES)
. Results of multiple linear regressions showed that Decent Work dimensions positively predict Work Engagement in all its three dimensions (Vigor, Dedication, and Absorption). Profiles of workers regarding Decent Work dimensions were created using cluster analysis. Differences regarding Work Engagement and its respective dimensions were analyzed through a MANOVA. The results help organizations to apply new strategies and policies to promote higher levels of decent work, especially the Opportunities dimension to make their workers feel more engaged with their work. Limitations and directions for future research are considered.
This paper introduces the Fairwork Foundation, a research initiative that is also developing an intervention around the quality of work on digital labour platforms. Lacking the ability to ...collectively bargain, many platform workers have little ability to negotiate wages or working conditions with their employers. As a result of this new, digitally-managed market for work, many workers have jobs characterised by long and irregular hours, low income, and high stress. Fairwork's field research across India and South Africa finds challenges for workers across a range of issues which form the basis for a set of decent work principles on: pay, conditions, contracts, management, and representation. The results of the field research are being used to rank and compare platforms against these principles as a means to encourage decent, and discourage ‘un-decent’ platform work.
This study draws on the Psychology of Working Theory (PWT) framework to examine a structural model of the predictors and outcomes of decent work in a sample of 377 Chinese urban workers. The model ...consists of subjective social status as a precursor, job satisfaction and turnover intention as two outcomes, work volition and decent work as two mediators, and proactive personality and social support as two moderators buffering the prediction of social status. While the study found cross-cultural invariance in the measurement of work volition and decent work, the results supported the significant mediating roles of work volition and access to decent work in the relationship between social status and career-related outcomes and the moderating roles of proactive personality and social support. A detailed explanation of the results and implications for future research is provided.
•Providing initial evidence for Psychology of Working Theory in China•The inequivalence of the structure of the core variables in PWT was found.•Decent work and work volition mediated the effect of social class on career outcomes.•Social support and proactive personality moderated the predictions of social class.
Drawing from a psychology of working perspective, the current study examined links between decent work and health among a sample (N = 497) of employed adults with an annual household income under ...$50,000. A theory driven mediation model was tested positioning decent work as a predictor of mental and physical health via need satisfaction at work. Decent work strongly predicted survival, social contribution, and self-determination need satisfaction. Regarding mental health, hypotheses were mainly supported as all three need satisfactions mediated the link of decent work to mental health. Regarding physical health, hypotheses were partially supported as only survival needs partially mediated this relation. Overall, findings suggest that securing decent work may promote increased mental health primarily because work is meeting individual needs and may promote physical health - in part - by helping meet survival needs. Implications for practice and future research are discussed.
•Collected data diverse sample of employed adults (N = 497) with an annual household income under $50,000•Examined links between decent work, need satisfaction, and physical health grounded in Psychology of Working Theory•Decent work strongly predicted survival, social contribution, and self-determination need satisfaction.•All three need satisfactions fully mediated the link of decent work to mental health.•Survival needs satisfaction partially mediated the link between decent work and physical health.
The aim of the present study is to empirically test the theoretical model, Positive Self and Relational Management (PS&RM), for a sample of 184 Italian university students. The PS&RM model specifies ...the development of individuals' strengths, potentials, and talents across the lifespan and with regard to the dialect of self in relationship. PS&RM is defined theoretically by three constructs: Positive Lifelong Life Management, Positive Lifelong Self-Management, Positive Lifelong Relational Management. The three constructs are operationalized as follows: Positive Lifelong Life Management is measured by the Positive and Negative Affect Schedule (PANAS), the Satisfaction With Life Scale (SWLS), the Meaningful Life Measure (MLM), and the Authenticity Scale (AS); Positive Lifelong Self-Management is measured by the Intrapreneurial Self-Capital Scale (ISC), the Career Adapt-Abilities Scale (CAAS), and the Life Project Reflexivity Scale (LPRS); and Positive Lifelong Relational Management is measured by the Trait Emotional Intelligence Questionnaire (TEIQue), the Multidimensional Scale for Perceived Social Support (MSPSS), and the Positive Relational Management Scale (PRMS). Confirmatory factor analysis of the PS&RM model was completed using structural equation modeling. The theoretical PS&RM model was empirically tested as defined by the three hypothesized constructs. Empirical support for this model offers a framework for further research and the design of preventive interventions to promote decent work and decent lives in the twenty-first century.
Drawing on scholarship in the fields of vocational and industrial/organizational (VIO) psychology, we propose a definition of social justice and assess progress and problems in achieving it. Using a ...critical psychology lens, we find that the historical focus on higher-income settings and workers with relatively privileged status reflects the neoliberal underpinning implicit in most of VIO psychology. We identify five marginalizing conditions that act at macro levels to perpetuate the status quo and restrict progress toward social justice: group bias, forced movement of people, poverty, unemployment, and lack of decent work. Our review of these conditions accentuates the necessity of social justice praxis at multiple ecological levels to effect significant progress. We propose a set of recommendations for the future that highlight the importance of articulating and deconstructing context, power, and perception implicit in extant VIO endeavors. Our recommendations challenge the field to: (1) extend the scope of the locations and range of ecological levels at which VIO research and practice are carried out, (2) highlight who is and is not served and benefitted by VIO research and practice, and (3) question the underlying values and ideological assumptions of existing VIO research and practice. We call for greater critical consciousness among VIO psychologists in order to ensure the relevance and benefit of our research and practice for all workers around the globe.
•Much VIO social justice scholarship focuses on individuals and microsystems.•A focus on structural sources of injustice and neoliberal influences is needed.•VIO social justice endeavors should address context, power, and perception.•Progress will require multilevel engagement that interrupts the status quo.
In today's uncertain, fluid job market, transnational mobility has intensified. Though the concept of cultural transition is increasingly used in sport and career research, insight into the processes ...of how individuals produce their own development through work and relationships in shifting cultural patterns of meaning remains limited. The transnational industry of sports, in which athletes' psychological adjustment to cultural transitions has implications for both performance and meaningful life, serves as a backdrop for this article. This study applied the life story method to interviews with 15 professional and semi-professional athletes, focusing particularly on the cultural transition aspect of their transnational athletic careers. The aims of the study were to identify the developmental tasks of cultural transitions and strategies/mechanisms through which cultural transitions were enacted. Three underlying mechanisms of the transition process that assisted athletic career adaptability were social repositioning, negotiation of cultural practices, and meaning reconstruction. Based on the data analyses, a temporal model of cultural transition is proposed. The results of this research provide professionals working in the fields of career counseling and migrant support with a content framework for enhancing migrant workers' adaptabilities and psychological wellbeing.
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