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This study focused on the concept of decent work from the perception of counseling interns in South Korea. To achieve this, the concept mapping methodology was employed. The study comprised 16 participants, all of whom were counseling interns for second-degree certificates, and sought to find out the characteristics of decent work through the analysis of participant interviews and assessment outcomes. To facilitate analysis, the R-CMap program was utilized, and diverse visual graphs such as named cluster map, go-zone graph, and pattern match, were employed. Ultimately, seven clusters were derived, and their contents were as follows. First, it was divided into two dimensions and each axis was identified as 'structure: systematic - people: relational' and 'learner – worker', respectively. Second, seven clusters were identified, and each of the cluster names was as follows; various types of compensation, environment to provide effective counseling service, positive work climate and growth experience, respectful supervisor, internship curriculum developing expertise, internship structure considering well-being of interns, the laws and systems for the protection of interns. Third, the ratings of experience and importance were examined in cluster and statement units. Based on the results, the study was able to expand the concept of decent work by examining its characteristics from the perspective of interns and provide practical implications through the exploration of the subjective characteristics of decent work perceived by counseling interns in South Korea. Finally, the limitations of the study were discussed in terms of the software utilized and the number of participants' perspectives. [ABSTRACT FROM AUTHOR]

This paper contributes to the debates on the effectiveness and legitimacy of global labour standards. Theoretically, the paper integrates literature on labour standards in global production networks with cognitive framing and sensemaking literature to capture decent work understandings of suppliers and to theoretically underpin their relevance for the debates on the legitimacy and effectiveness of global labour standards. Empirically, the study explores cognitive decent work frames of garment suppliers and discusses them in reference to global decent work frames. A thematic analysis of semi-structured interviews with thirty owners and managers in Egypt and Jordan served to identify suppliers' decent work frames. Owners and managers dominantly framed decent work as a (paternalistic) family responsibility and as a business responsibility. Further notions that recurred across interviews were the framing of decent work as a human responsibility, religious (Islamic) responsibility, philanthropic responsibility, and regulatory responsibility. The findings show that supplier frames partly go beyond, partly undermine, and partly accord with global conceptualisations of decent work. They imply the need to strengthen and better communicate the human rights orientation of global labour standards and to give local social partners the autonomy to supplement and specify standards according to their context-specific needs. Global regulations otherwise risk crowding out informal, locally specific decent work practices that benefit workers in GPNs. [ABSTRACT FROM AUTHOR]

The study aims to explore and select the methods most appropriate for employment assessment in the context of unprecedented change. To achieve the overall objective the main indicators of the labor market were monitored. The studied methodological base allowed approaching the employment assessment in a complex way. The results show that the COVID-19 pandemic is large-scale and has a serious impact on the labor market. Practical implementation of the results is recommended to be used in the analysis of effective employment policies, which will highlight the sectors with successful practices in the country context. [ABSTRACT FROM AUTHOR]

Despite growing attention on severe labor abuses in seafood production, questions remain about the broader range of challenges to decent work in the sector. Small-scale fisheries (SSFs) in particular have received relatively little attention from a labor-focused perspective. Motivated by this gap, this study elaborates a methodology to assess working conditions in SSFs across multiple dimensions of decent work, specifically through a case study of the artisanal jumbo squid fishery in Peru, a socially and economically important fishery in which working conditions are poorly understood. The findings highlight key decent work deficits in this fishery, including: inadequate coverage and lack of social protections; remuneration occasionally below the minimum wage; excessive working hours; increasingly longer trips in vessels that often lack adequate occupational safety and health features; informal employment relations and high turnover of crew, which are linked to safety issues (i.e., crew sometimes lack skills for this difficult work at sea); and fragmented fishing organizations with limited capacities for social dialogue. Many of the problems are rooted in or exacerbated by the broader governance context, especially widespread informality. The primary policy solutions being pursued are not labor-specific and are unlikely to address decent work deficits. Addressing these complex problems will require involving fishers—importantly, crew members—in efforts to drive improvements in the fishery and enhancing their capacities to lead in the development of solutions to the problems that affect them. More work is necessary to refine indicators and assess working conditions, but this work contributes towards advancing methodologies and highlighting the importance of studying labor in SSFs. [ABSTRACT FROM AUTHOR]

Based on the social cognitive model and on the psychology of working theory, this research aims to study the job and life satisfaction of apprentices, considering proactive personality, person-supervisor and person-group fit, occupational self-efficacy, and decent work as antecedents. The participants were 530 Swiss apprentices enrolled in a three-year VET program with the Federal VET Diploma. The results show that proactivity is directly linked with person-supervisor and person-group fit, occupational self-efficacy, and job and life satisfaction. Decent work is related positively with job satisfaction. Person-supervisor and person-group fit seem to directly influence occupational self-efficacy. Decent work, in turn, seems to mediate the relationship between person-supervisor and person-group fit and job satisfaction. In conclusion, this study suggests that encouraging apprentices' proactivity, person-supervisor and person-group fit at work could be crucial to improving their perceptions of decent work and increasing their job and life satisfaction. [ABSTRACT FROM AUTHOR]

In this paper, we present findings from a systematic review on job creation, quality, and skills, focusing on decarbonisation in the energy sector. We compare a range of gross job employment factors which indicate that overall, investment in renewable energy and energy efficiency can deliver more jobs than gas or coal power generation. In addition, we review a subset of recent studies which estimate the net employment effects of decarbonisation in the energy sector at a national scale, across various international contexts. These national studies largely agree that the most likely outcome over the next few decades is a modest net positive creation of jobs and moderate economic growth. In certain regions within these countries, jobs in fossil fuel industries may be lost faster than the pace at which low carbon energy sectors can offer new employment. There may be mismatches between regions where displaced workers live and where new opportunities become available, which may be a barrier to accepting alternative employment even if former workers have the requisite skills. In these cases national government transition plans are recommended, coordinated with local governments, to manage the impacts of displacement from carbon-intensive sectors and respond to the need to build a new low carbon workforce including through skills development and training. We highlight a lack of metrics and data in the literature on job quality, skills, and the geographic distribution of employment impacts in decarbonising energy systems, and these should be priority areas for further research. [ABSTRACT FROM AUTHOR]

Although job creation has received considerable attention, an economy's ability to produce high-quality jobs providing decent work is also crucial. A job with a fair wage, safe working conditions, equal opportunities and treatment, social protection for employees and their families, personal development, social integration opportunities, and the freedom to express opinions and concerns at work are all examples of decent work. Our study examines empirical quantitative decent work studies that used an individual-level lens and identifies the indicators and outcomes of decent work tested in these studies. We used the Scopus, Science Direct, and Web of Science databases to identify empirical research articles that included and measured decent work in their research model. A total of 48 studies that had been published till the end of 2021 have been systematically reviewed. Our study provides an integrated framework that displays the antecedents and outcomes of decent work including mediators and moderators that have been tested. Also, we categorize the theories, methods, and contexts of the reviewed studies. We identify the possible gaps and potential research directions. We found marginalization and economic constraints are among the most studied antecedents of decent work. Survival needs satisfaction, and job and life satisfaction are among the important outcomes of decent work. The majority of individual-level decent work studies have relied on the Psychology of Working Theory as their framework. Future studies may expand this framework and discuss decent work from the perspective of other theories such as the Theories of Justice, Job Characteristics Model or the Two Factor Theory. The findings can be helpful to further research in decent work as well as help managers understand this important concept. [ABSTRACT FROM AUTHOR]

Individuals who are involved in meaningful work are positively engaged in their jobs, perceiving it as both significant and congruent with themselves. Considering that meaningful work is related to positive working and organizational outcomes, a valid and reliable scale of meaningful work may be useful in research contexts and consultation projects to evaluate the effectiveness of psychological interventions aimed at increasing the perceived meaning of work. This study tested the psychometric properties of the Work and Meaning Inventory in the Italian context, verifying its measurement invariance across gender and its validity. Participants included 807 Italian adults, balanced by gender. The dimensions analysed are meaningful work, work engagement, organizational citizenship behaviour, flourishing, life satisfaction and job satisfaction. The results indicate good psychometric properties of the WAMI scale in the Italian context, confirming the original factor structure and showing good reliability indexes, measurement invariance across genders, and concurrent validity. Suggestions for further research and practical implications are discussed: the instrument can be useful in career counselling to reflect on the importance of meaningful work; organizations may benefit by promoting the meaningful work, as more engaged and more committed workers in turn will be more productive. [ABSTRACT FROM AUTHOR]

This article shows how the ethical framing of the contemporary issue of modern slavery has evolved in UK construction, a sector in which there is a high risk of labor exploitation. It also examines how these framing dynamics have inhibited the emergence of a common framework of action to deal with the issue. We draw on both framing theory and the literature on the discursive construction of moral legitimacy. Our longitudinal analysis reveals that actors seeking to shape the debate bring their own moral schemes to justify and construct the legitimacy of their frames. Actors cluster their views around five evolving frames: human rights issue (later shifting to hidden crime), moral issue, management issue (later shifting to human moral obligation), social justice issue, and decent work issue—which promote particular normative evaluations of what the issue is, who is responsible, and recommendations for action. Our study contributes to a dynamic and political understanding of the meaning making of modern slavery. We identify the antecedents and conditions that have forestalled the emergence of new patterns of action to tackle modern slavery in the UK construction sector thereby evidencing the effects of the interplay of morally competing frames on field-level change. [ABSTRACT FROM AUTHOR]

Protecting wildlife and other natural resources requires engaging and empowering local communities, ensuring compliance with rules, and ongoing monitoring and research. At the frontline of these efforts are rangers. Despite their critical role in maintaining the integrity of parks and protected areas, rangers across the world are exposed to precarious employment conditions and hazardous work environments. We conducted an international scoping review to understand which employment and working conditions are examined in the context of the ranger occupation and to assess whether the concept of precarious employment is used in the conservation, criminological, and environmental sustainability literature on rangers. We reviewed publications from Web of Knowledge, Scopus, ProQuest, and Medline, and grey literature for relevant English language articles published between 2000 and 2021. Our findings are based on the analysis of 98 included studies. We found that the most commonly discussed aspect of rangers' employment and working conditions was the hazardous social and physical work environment, although this was often accompanied by severe income inadequacy, employment insecurity, and a lack of social security, regulatory support, and workplace rights. Such employment and working conditions can cause adverse impacts on rangers' mental and physical health, well-being, and safety, and are also detrimental to their ability to adequately protect biodiversity. We conclude by outlining the need for sustainable solutions and additional research based on established conceptualizations of the precarious employment concept and other related concepts. Lastly, we suggest that governments should acknowledge the importance of rangers through their recognition as essential workers and provide greater support to improve their employment conditions. [ABSTRACT FROM AUTHOR]

Although it has become common sense that decent work is beneficial, few studies have discussed how it works. To fill the gap, this study explored how the principle of decent work impacts voice behavior. Based on the broaden-and-build theory, thriving at work was adopted as mediator for the relationship between decent work and voice behavior. Proactive personality was adopted as moderator, and assessed whether the indirect relationship between decent work and voice behavior through thriving at work was weaker when the level of proactive personality was higher. Data were collected from 361 part-time MBA students in Southwest China. The study found a positive relationship between decent work and voice behavior. The study also partially supported the finding that thriving at work played a mediating role and proactive personality played a moderating role. In summary, this research further explained the benefits of decent work and supported the concept that a proactive personality can moderate the effect of decent work. [ABSTRACT FROM AUTHOR]

Copyright of International Journal for Educational & Vocational Guidance is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of International Journal for Educational & Vocational Guidance is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of International Journal for Educational & Vocational Guidance is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Women are often found to be in inferior jobs with lower wages and lower job quality, but to report higher job satisfaction. This gender-job satisfaction paradox is documented for high-income countries and is explained by gender inequality in job quality and expectations. In this paper we document this paradox for a developing country. We explore the complex relationship between gender, job quality and job satisfaction among agro-industry workers in Senegal, using primary data from a comprehensive worker survey. We use a multiple mediation model to disentangle direct and indirect pathways through which gender relates to job satisfaction. We find that women's job satisfaction is higher, despite earning lower wages, receiving fewer nonwage benefits, being more in casual employment, and working fewer hours than men. Moreover, job satisfaction varies more strongly with gender than with worker education, wages or other job quality characteristics. We find that gender inequality in job quality mitigates the positive relationship between gender and job satisfaction, with wage and nonwage benefits as major mediating variables. Our findings imply opposing direct and indirect gender effects on job satisfaction, and bring some nuance in the debate on how reducing gender inequality in job quality may affect women's job satisfaction. [ABSTRACT FROM AUTHOR]

The sustainable Development Goal (SDGs) have successfully raised awareness and built momentum for taking collective action, while also remaining uncritical of the central causes of the environmental crises – economic growth, inequality, and overconsumption in the Global North. We analyse SDG 8 "Decent Work and Economic Growth" from the perspective of strong sustainability – as phenomena, institutions and ideologies – and find that it does not fit the criteria of strong sustainability. Based on this observation, we propose a novel framework for SDG8 in line with strong sustainability and the latest scientific research, "Sustainable Work and Economic Degrowth", including a first proposal for new sub-goals, targets and indicators. This encompasses an integrated systems approach to achieving the SDGs' overalls goals – a sustainable future for present and future generations. The key novel contributions of the paper include new indicators to measure societies' dependence on economic growth, to ensure the provisioning of welfare independent of economic growth. [ABSTRACT FROM AUTHOR]

In the last two decades, Quality of Working Life (QWL) has become a core element of the European social model and the European Employment Strategy. "More and better jobs" is a strategic goal promoted within Europe for emphasising the attention in QWL. However, there is a large debate in the literature on the definition of QWL, its dimensions, and consequently on the methods to use for its measurement. To the best of our knowledge, the systematic reviews currently available in the literature on QWL measurement in European organisations investigate only a particular industry and/or working population. Moreover, they do not focus specifically on composite indicators, although they appear promising in facilitating QWL understanding and comparisons for supporting decision-makers and policy makers. To overcome these gaps, we conducted a systematic review to identify composite indicators for measuring QWL in European organisations. The review returned 19 studies that are analysed based on a set of factors related to QWL locutions, index name, geographical area, industry or population, level of analysis, dimensions, type of data, inputs, outputs, and test and/or validation. The results highlight a significant heterogeneity among the indicators, confirming the lack of an agreed upon QWL composite indicator for Europe. Such heterogeneity concerns also QWL dimensions. A critical comparison of the different composite indicators is provided, along with a unifying proposal of QWL macro-dimensions. Several gaps in the literature are pointed out suggesting directions for future research. [ABSTRACT FROM AUTHOR]

Sustainability is one of the main topics of this century, and social sustainability is a declination of that principle embracing the concepts of human development, quality of life and subjective well-being for the entire humankind. This study introduces in synthesis the concept of sustainability, and in particular, social sustainability in relation to decent work. Decent work is a multidimensional concept which embraces universal individual rights, human needs and social justice. The article briefly presents different ways to assess decent work and short comments on actual working conditions in the world. Then it illustrates the choice of a particular set of indicators and their relationship with the attainment of the Sustainable Development Goals. It introduces in a discursive way the method adopted for the synthesis of the indicators. The method is that of partially ordered sets (Poset), which is based on discrete mathematics. This method is considered particularly suitable for the synthesis of multidimensional social concepts. It allows synthesizing, in a non-aggregative and non-compensative way, multi-facetted information related to decent work. The paper proposes an example of a two-step synthesis, and some results concerning the achievement of sustainable development targets in terms of decent work in European Union countries. [ABSTRACT FROM AUTHOR]

The present study seeks to explore the employment conditions of migrant workers of rising construction industries in India. It considers a case study of male migrants who are moving from a backward region of West Bengal to different urban destinations of the country to work. The study conceptualizes the work systems which migrants are engaged in. It analyses whether the migrants experience a decent work life and further examines why men choose to work under precarious work systems like dadan. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

Platform business models emerged with the growth of the Internet in the 1990s and are conceptualized as two- or multi-sided markets, as they facilitate exchange between service providers, clients (business) and workers. This article focuses on the impact of COVID-19 on digital labour platforms, such as freelance online web-based platforms and location-based platforms (transportation and delivery platforms), which have grown exponentially over the past decade. The COVID-19 pandemic exposed immediately some of the vulnerabilities that the workers in the platform economy were facing as they were declared as part of the 'emergency services', and this note explores their conditions during the pandemic. [ABSTRACT FROM AUTHOR]

Workplaces of several industries in the twenty-first century are ergonomically and hierarchically different from those of the earlier days. Information technology industry is a classic example of one such industry in a developing country India. Unlike the workplaces in the manufacturing sector or the fields in the agriculture sector, information technology industry's workplaces are sophisticated. This paper examines the nature and organisation of work in India's information technology (IT) industry and its implications on the decent work status of the employees. Choice of IT industry has an underlying logic. Technically qualified youth as well as the general public perceive employment in IT industry as highly remunerative, productive, stable and safe and as a key to secure future. It also represents a typical formal sector employment. The research methodology consists of both quantitative and qualitative methods of research. Snowball sampling technique has been used to collect data on a sample of 272 IT employees in the geographical clusters of Delhi–NCR, Bangalore, Pune and Hyderabad region. Techniques of index construction and range equalisation method have been used to develop decent work index and decent workplace index. Besides, correspondence analysis, cluster analysis, multinomial logistic regression, phi correlation coefficient and Chi-square test have also been used to further analyse the results on the basis of various socio-demographic factors. The findings of the study have contradicted the general myth of work in formal sector jobs as only a small fraction of the sample was found to be availing decent work as per the various parameters of decent work. The deficit in decent work is due to nature of work in the IT industry. The research has developed tools and techniques of measuring and evaluating decent work at micro- and meso-level. Overall, the study is a pilot attempt to quantitatively measure decent work and its variations due to the nature of work organisation in an industry. [ABSTRACT FROM AUTHOR]

Copyright of Gruppe. Interaktion. Organisation: Zeitschrift für Angewandte Organisationspsychologie (GIO) is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In this paper, I aim to critically examine a set of assumptions that pervades human resource management and HR practices. I shall argue that they experience a remarkable ethics deficit, explain why this is so, and explore how the UN Global Compact labor principles may help taking ethics seriously in HRM. This paper contributes to the understanding and critical examination of the undisclosed beliefs underlying theory and practice in human resource management and to the examination of how the UN Global Compact’s ideal of “decent work” may offer some promising avenues for the development of ethics in HRM. [ABSTRACT FROM AUTHOR]

This paper examines the application of private governance through certification labels and industry initiatives in the tourism industry. These efforts are sold as a way to achieve decent working conditions for tourism workers who participate in global value chains in the global South. The question at hand is, are these mechanisms an effective way to support tourism labor? Specifically, this research documents two main findings. First, I evaluate the programs through a tourism global value chain approach and demonstrate how tour operators use language about sustainability and the certification of accommodation suppliers for brand product differentiation and marketing. My findings demonstrate that these programs do not support tourism workers. Second, even with certification and recommendations, the standards are limited and do not include measures to protect against precarious employment, gendered divisions of labor, and emotional labor demands. Thus, these initiatives do not fully protect tourism workers. Finally, I argue a new governance research approach focused on workers' rights and empowerment provides insights into achieving a more equitable international tourism landscape. This has implications for a governance analysis focused on rights and 'synergistic' governance strategies. [ABSTRACT FROM AUTHOR]

This paper examines the qualitative aspect of women's employment in modern Indian industries through a case study of the electronics manufacturing industry. The results reveal that this industry is gender-unequal; women increasingly hold regular, salaried jobs, but in low-paid, low-productive occupations, and are paid much less than men and given fewer social security benefits. These women are mostly young, single, and from lower caste, and either highly educated or illiterate. Few of the firms that employ them have a union. Very few women are union members, and have bargaining power. The paper ends with a set of policy recommendations. [ABSTRACT FROM AUTHOR]

Within tourism scholarship in general and in African tourism in particular, there is a paucity of research relating to employment conditions in the tourism industry. In South Africa, this knowledge gap is acute in light of the vital role of tourism in national government strategies for employment creation and of the emphasis given to promoting 'decent work'. This article uses a mixed methods approach to examine work conditions of South African tourist guides. The findings reveal the majority of tourist guides are in precarious or vulnerable forms of temporary short-term work, much of which is outside of existing labour regulations. The largest share of tourist guides are white males with limited careers spent in tour guiding. Many guides are retired or semi-retired from other professions and often engaged in the activity for lifestyle rather than economic motivations. The findings of this study challenge South African policy makers about the nature of decent work in tourism. [ABSTRACT FROM AUTHOR]

This study deals with the issue of employment vulnerability in the urban labour market in India. Vulnerability in the labour market has been defined with the help of various dimensions of employment such as size of the employment at the firm, place of work, type of work contract, and eligibility for social security benefits and for leave benefits. The vulnerability indicator and set of indices have been developed to capture the risks related to employment in the urban sector. The study finds that workers are vulnerable not only in the urban informal sector but also in the formal sector and the overall share of vulnerable workers has marginally risen during the period under study. The association between the extent of vulnerability and age, and the level of education and earnings distribution has been found to be negative. Vulnerability is high for workers in the informal sector, workers with part-time jobs, and with temporary jobs, and workers undertaking casual work. The analysis of vulnerability undertaken here has been extended to the local labour market in two cities in India--Delhi and Ranchi--during 2009-10. The findings at the national level have been substantiated by similar results pertaining to the incidence and intensity of vulnerability in these two distinctly separate labour markets. The study finds that workers are more vulnerable in Ranchi, particularly in the informal sector, than in Delhi. This can be attributed to the prevalence of a more active labour market in Delhi. The study concludes that the high intensity of vulnerability present in the urban labour market is partly explained by the increasing 'informalisation ' taking place in the labour market. It also highlights the need for a social protection mechanism and the growth of decent jobs. [ABSTRACT FROM AUTHOR]

In this paper, which was delivered as the V.V. Giri Memorial Lecture at the 54th Annual Meeting of the Indian Society of Labour Economics (IJLE), the author presents a vision for building a humane and just society in which the rights of working people are heard and respected. He argues that this would necessitate replacing the current pursuit of unbridled growth based on the economics of greed with the pillar of social justice. In his view, an effective means of moving towards this goal is through the creation of decent work, as it is the most effective means of ensuring inclusive, sustainable, and equitable growth. In this context, the author reviews the work of the International Labour Organisation (ILO) undertaken under the World Employment Programme (WEP), mainly in the 1970s and 1980s, in order to make employment central in economic policy-making, the main findings of the ILO's research and the reasons as to why it achieved limited success in influencing the policies of developing countries. He then discusses in detail the concept of decent work which the ILO came up with in the late 1990s in which the focus changed from generating not just any employment but decent employment for women and men which was based on the four pillars of rights at work, productive and remunerative employment, social protection, and social dialogue. The author then presents the key elements of an employment strategy, which, in his view, would promote a virtuous circle of productivity, employment and output growth while also leading to the creation of decent work in the economy. [ABSTRACT FROM AUTHOR]