This mixed methods study investigated how decent work is conceptualized and understood in South Korea by surveying 320 Korean working adults. Using a convergent parallel mixed methods design, ...qualitative and quantitative parts of the study were conducted concurrently. Emic conceptualizations of decent work were qualitatively explored, and compared with the quantitative findings from administrating the Korean-translated version of Duffy et al.'s (2017) Decent Work Scale. Internal consistency estimates for the Korean-Decent Work Scale (K-DWS) subscales ranged from 0.74 to 0.94, and the confirmatory factor analysis yielded a good fit for the 5-factor model (safe working conditions, access to healthcare, adequate compensation, free time and rest, and complementary values) to the data with South Korean participants. Evidence largely supported convergent, discriminant, and predictive validity of the scale. The bifactorial structure was similar to the original U.S. version, did not differ across age, but did differ across gender. A few differences are discussed through a cultural lens. Implications for future research are discussed.
•Qualitative findings largely corroborate the Psychology of Working Theory conceptualization of decent work.•Fifteen-item Korean Decent Work Scale (K-DWS) appears psychometrically sound.•Confirmatory factor analysis yielded a good fit for the original DWS 5-factor model.•K-DWS meaningfully predicts job satisfaction, work meaning, and withdrawal intentions.
Nurses' vigor at work profoundly impacts the quality of patient care. However, the determinants of nurses' vigor remain underexplored in the current nursing literature, and the mechanism through ...which these determinants exert their effects remains unclear.
This study aimed to elucidate the mediating role of psychological ownership in linking decent work to nurses' vigor at work.
A two-wave, time-lagged study was conducted to collect data from 289 nurses working across three hospitals in Port Said, Egypt, between March and June 2023. Data were collected using the Decent Work Scale, the Psychological Ownership Scale, the Shirom-Melamed Vigor Measure, on an Introductory Information Form. Mediation testing was performed using structural equation modeling.
Decent work was significantly associated with psychological ownership and vigor at work. Psychological ownership partially mediated the relationship between decent work and nurses' vigor at work.
Decent work practices are critical in fostering nurses' vigor while working, and psychological ownership plays a mediating role in this relationship.
Hospital administrators should value decent work practices, which could enhance psychological ownership, resulting in a potential improvement in nurses' vigor at work.
Psychology of Working Theory (PWT) has been increasingly adopted by counseling and vocational psychologists since its inception in 2016, and approximately 100 quantitative studies to date have tested ...various propositions of the Theory. As a relatively new theory, there has been lack of consistency in how the main constructs are conceptualized and measured by scholars, thus limiting further application of PWT. The following paper is aimed at addressing this inconsistency by providing a guide for researchers interested in using PWT as a theoretical framework in their studies. First, we provide an overview of PWT and the definitions of its core constructs: economic constraints, marginalization, work volition, career adaptability, decent work, and need satisfaction. Then, we review quantitative studies conducted to date to show how each of the constructs have been conceptualized and measured. Finally, we provide specific recommendations that researchers can follow in their future studies based on this review. It is hoped that the recommendations can provide a more streamlined way of measuring the constructs as well as ideas for researchers to expand the psychology of working literature.
The aim of this study is to explore the understanding of decent work in the Italian context and to examine the validity of the Italian version of the Decent Work Scale. Four hundred and thirty-six ...Italian workers were involved in the study. Dimensionality, reliability, and construct validity of the Decent Work Scale were analysed. Confirmatory factor analysis supported a bifactor model of the instrument consistent with the original version. In addition, solid evidence for internal consistency and validity was found. Results suggest that the Italian version of the Decent Work Scale is a valid instrument for measuring the construct of decent work in the Italian context. Furthermore the responses to an open-ended question were examined for a sub-sample of 246 participants in order to extend the quantitative findings and further clarify the nature of the construct in Italy. The qualitative analysis revealed components of decent work reflected in the original Decent Work Scale and others aligned with the broader Psychology of Working Framework/Theory (PWF/PWT). The quantitative and qualitative findings offer directions for future research and intervention.
•CFA supported a bifactor model of the Italian version of the Decent Work Scale.•Solid evidence for internal consistency and validity was found.•The qualitative analysis added to the understanding of decent work in Italy
Understanding Decent Work and Meaningful Work Blustein, David L; Lysova, Evgenia I; Duffy, Ryan D
Annual review of organizational psychology and organizational behavior,
01/2023, Letnik:
10, Številka:
1
Journal Article
Recenzirano
Odprti dostop
Emerging from distinct perspectives, decent work and meaningful work are fundamental aspects of contemporary work with profound implications for individuals, organizations, and society. Decent work ...reflects basic workplace conditions to which all employees are entitled, whereas meaningful work is aspirational, reflecting significance at work. Following a conceptual and empirical review of scholarship on decent work and meaningful work, we draw from psychology of working theory to connect the two constructs. We argue that need satisfaction serves as the primary connector, and societal context, organizational conditions, and individual practices (in order of effectiveness) promote access to each type of work. We suggest future research directions broadening the available scholarship and methods used, promoting a focus on the complex intersection of macrolevel and psychological factors as well as interdisciplinary approaches in determining the quality of work, and engaging in intervention research to improve the way in which people live and work together.
•Issues of paid and unpaid social reproductive work need to be aligned to sustain decent work agenda.•Growth indicators for SDG 8 targets neglect the value and costs of social reproduction.•Decent ...work agenda is unsustainable if it neglects persistent gender inequality globally (SDG 5).
SDG 8 calls for promoting ‘sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all’. Even as it highlights the importance of labour rights for all, it also makes visible some significant tensions. We note, for example, that despite many critiques of narrow economic measures of growth, the focus here remains on GDP and per capita growth. This is problematic, we argue, because the GDP productive boundary excludes much of social reproductive work. This puts SDG8 in tension with SDG 5 which calls for the recognition of the value of unpaid care and domestic work. There has been a significant increase in the rate of working women in the formal and informal sector. However, there has not been a subsequent gender shift in the doing of social reproductive work. In this paper we argue SDG 8’s focus on decent work and economic growth is inadequate; that productive employment and decent work for all men and women by 2030 needs to take into account the value and costs of social reproduction. We trace key historical debates on work to argue that both gender and labour rights have to underpin SDG 8 if its promise of inclusive, sustainable and decent work is to be realized.
This contribution, which serves as the lead article for the Research Topic entitled "From Meaning of Working to Meaningful Lives: The Challenges of Expanding Decent Work," explores current challenges ...in the development and operationalization of decent work. Based on an initiative from the International Labor Organization ILO (1999) decent work represents an aspirational statement about the quality of work that should be available to all people who seek to work around the globe. Within recent years, several critiques have been raised about decent work from various disciplines, highlighting concerns about a retreat from the social justice ethos that had initially defined the concept. In addition, other scholars have observed that decent work has not included a focus on the role of meaning and purpose at work. To address these concerns, we propose that a psychological perspective can help to revitalize the decent work agenda by infusing a more specific focus on individual experiences and by reconnecting decent work to its social justice origins. As an illustration of the advantages of a psychological perspective, we explore the rise of precarious work and also connect the decent work agenda to the Psychology-of-Working Framework and Theory (Blustein, 2006; Duffy et al., 2016).
Increasing implementation of automation has brought global concern over the future of jobs in various sectors. This study conceptualizes how automation, found in tourism to be driven largely by labor ...shortage, can be used to promote decent work. Utilizing Grounded Theory to analyze data from in-depth interviews and focus group discussions with industry practitioners, this study provides rich descriptions of the transformation brought by automation to companies, employees, and wider society and develops a theoretical model to explain ‘Decent Work through Automation’ (DW–A). In doing so, this study opens a pathway for further research on technology and decent work in tourism, including second- and third-order impacts of automation. The paper offers practitioners and policymakers guidelines for responsible adoption of automation.
•Automation is adopted as a strategy to address labor shortage issues in tourism.•While displacing some tourism employment, automation also creates new tasks and roles.•Automation can promote decent work in tourism by effective human-machine cooperation.•Automation may improve and increase working conditions, rewards, and empowerment.•Preparing for a more automated future requires investment in skills development.
In this paper, we integrate displaced aggression theory with organizational dehumanization research to examine the trickle-out effects of organizational dehumanization. Specifically, we argue that ...supervisors who feel dehumanized by their organization will displace their aggression toward their subordinates by engaging in supervisor undermining behaviors. Undermined subordinates, in turn, will displace their own aggression toward their family members through family undermining behaviors, ultimately impairing the latter's relationship satisfaction and perceptions of emotional support. Furthermore, these mediated relationships are exacerbated when supervisors' fear of retaliation from the organization is high. We tested the research model in two independent studies using multi-source data: (1) a four-wave investigation of 184 full-time employees along with their spouses and supervisors (Study 1) and (2) 175 supervisor-subordinate-family member triads (Study 2). Results of Study 1 suggested that supervisors' perceptions of organizational dehumanization were associated with subordinates' perceptions of supervisor undermining. This, in turn, was associated with spouse-reported undermining behaviors and ultimately spouse-reported relationship satisfaction. In Study 2, we went one step further and showed that supervisors' perceptions of organizational dehumanization were serially related to family outcomes (i.e., relationship satisfaction and perceptions of emotional support) via subordinates' perceptions of supervisor undermining and family members' reports of family undermining. Further, high fear of retaliation strengthened these mediated relationships. Theoretical and practical implications are discussed.
•Organizational dehumanization is positively related to supervisors’ undermining behaviors toward their subordinates.•Supervisor undermining is positively related to subordinates’ undermining behaviors toward their family members.•Family undermining is negatively related to family members’ relationship satisfaction and perceptions of emotional support.•Supervisors’ fear of retaliation from the organization exacerbates these relationships.
PDF
