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Aim: This study aimed to assess the potential mediating roles of nurses' job satisfaction and burnout in the association between decent work and turnover intention. Background: There is a global challenge of nursing shortages in healthcare systems worldwide. Decent work is crucial for safeguarding the rights and professional development outcomes of nurses. However, there is currently limited research on decent work among nurses, and there is a lack of studies exploring the relationships between nurses' decent work, job satisfaction, burnout, and turnover intention. Methods: A cross‐sectional survey design was employed with a sample of 460 nurses from three hospitals: The Affiliated Hospital of Hangzhou Normal University, Hangzhou Third People's Hospital, and Hangzhou Red Cross Hospital. The STROBE checklist was used. Mediation analysis using the PROCESS Macro was used to examine the relationships between decent work, job satisfaction, burnout, and turnover intention. Results: The results showed that nurses' perception of decent work directly influences their turnover intention. Additionally, these findings strongly support the role of job satisfaction and burnout as mediating factors in the relationship between decent work and turnover intention. Conclusions: Decent work reduces nurse burnout and turnover intention of enhancing their job satisfaction. Implications for nursing and health policy: This study's findings have important implications for healthcare organizations and policymakers. Recognizing the pivotal role of decent work in nurses' job satisfaction and well‐being can guide the development of strategies to improve working conditions and reduce turnover rates. It is imperative for healthcare institutions to prioritize creating safe, supportive, and equitable work conditions for nurses, as this can contribute to higher job satisfaction and, subsequently, lower turnover rates. [ABSTRACT FROM AUTHOR]

Globally, higher education policy is typically framed in terms of the technical employability capabilities to advance the economic productivity of nations, and as such, can be myopic to the wider sustainable development challenge of 'Decent Work' (a form of employment with good working conditions). This form of myopia can fail to materially change the sociocultural conditions in local contexts of learning and work and ultimately perpetuate structural disadvantage. This article draws from policy participation conducted over 4 years which included (i) longitudinal focus group dialogue involving educational policy makers, implementers and students (n = 102) and (ii) document analysis of formal policy and evaluation reports. The study is conducted in one of the fastest growing economies which is rapidly developing its policy frameworks (Vietnam) to enhance the employability of ethnic minority students. Findings highlight the need for (i) a meta-perspective which encompasses the multiple stakeholders involved in enabling students to access and engage in decent work, (ii) building the capacity of students to actively change and improve their situations and (iii) awareness of the ways in which governments, educational institutions and employers can value the diversity of students and their circumstances. In contrast to the dominant institutional perspective, this article conceptualises the counter-active effects across education-work ecosystems which mediate policy efficacy and advances an alternative conceptual framework that integrates ecosystems, empowerment and recognition theory to inform policy formulation and assessment. This article advocates expansive rather than myopic policy to drive participation in Decent Work. [ABSTRACT FROM AUTHOR]

Creating decent work is among the priority issues for sustainable employment and development. This study aimed to determine the effect levels of the International Labour Organization (ILO) decent work criteria by augmenting nine indicators in the ILO manual to 12 criteria through a comprehensive literature review. Fuzzy DEMATEL, a multi-criteria decision-making method, has been preferred in this context. According to the analysis results of the study, the most heavily ranked criteria are ‘healthy workplace environment’, ‘decent working hours’ and ‘safe working conditions’ respectively, which contribute to the decent work concept. Further, ‘balance between work–family–personal life’ has been found the most affected criterion, while ‘education and training system’ has been the most affecting. Based on the findings, remedial and developing strategies are suggested on issues such as corporate culture, working hours regulation, safe working environment, subordinate–superior relations, social activities and regulations that take family life into account. [ABSTRACT FROM AUTHOR]

Eradicating poverty is a fundamental objective of social work, both at local and at global levels. After COVID-19, the United Nations Commission for Social Development and Sustainable Development Goals, the global agenda developed by the International Association of Schools of Social Work, the International Council on Social Welfare and the International Federation of Social Workers have placed the fight against poverty and the role of decent work at the forefront of the public agenda. We analyse most recent publications on decent work, highlighting two strategies to promote poverty eradication from social work: participation and education. [ABSTRACT FROM AUTHOR]

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]

The United Nation's Sustainable Development Goal 8 (SDG8) emphasizes decent work and the need to generate employment for vulnerable groups such as women, youth, and low-income rural and urban residents. Though extended retirement age policies to sustain workforce productivity are promulgated across OECD states, within SDG8 there is no evident focus on older citizens' need for decent work. We believe this goal lacks detail in addressing the specific needs of older and post-retirement workers and their equal vulnerability to inadequate decent work conditions, economic strain, and diminished well-being. We expand on this issue with particular focus on this older cohort's predictors and attainment of decent work and proffer the psychology of working theory as a foundation to redress the inadequacy of SDG8 and formulate recommendations for policy and research to recognize the needs of older and post-retirement workers. This approach is aligned with the Psychology of Sustainability and Sustainable Development framework in a lifelong perspective. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal 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.)

Aim Design Methods Findings Conclusions Implications for nursing and health policy This study explores nurses’ perspectives on the concept of “decent work” and the factors influencing their viewpoints.This qualitative study employed a conventional content analysis approach using face‐to‐face interviews.In‐depth interviews were conducted with 20 registered nurses at two tertiary hospitals in Hangzhou, China, from October to November 2023.Decent work for nurses refers to their engagement in a profession within a secure, fair, and friendly practice environment where they could receive respect, support, reasonable compensation, social security, and opportunities for career development, all of which could enable nurses to recognize their intrinsic values and achieve a state of professional and personal fulfillment. Key factors that influence decent work for nurses include the work environment, societal perceptions, and individual characteristics.The concept of decent work holds paramount importance for nurses, necessitating collaborative efforts at the individual, family, institutional, and societal levels to promote the professional dignity of nurses and enhance the quality of nursing care.Policymakers should establish regional minimum wage standards for nurses, promote flexible scheduling, and support professional development through subsidized training programs. Additionally, national media campaigns and comprehensive mental health support can enhance the public image and resilience of nurses, respectively, improving their decent work perception. [ABSTRACT FROM AUTHOR]

Background: Psychiatric nurses face additional challenges due to negative perceptions, workplace violence, and a lack of respect, impacting their well-being and job satisfaction, which are crucial for improving psychiatric care and patient outcomes. Objectives: This study aims to examine the relationship between effort-reward imbalance, well-being, burnout, and decent work among psychiatric nurses. Methods: This study used a cross-sectional design. Data were collected using a convenience sampling method in February 2024 from 397 psychiatric nurses at two psychiatric hospitals in Hangzhou and Huzhou, Zhejiang Province. The Effort-Reward Imbalance Scale, Decent Work Perception Scale, Maslach Burnout Inventory-General Survey, and General Well-Being Schedule Scale were used for data collection. Data analysis was conducted using SPSS 26.0 and the PROCESS macro. Results: The study found that effort-reward imbalance among psychiatric nurses was negatively correlated with decent work (r = -0.564, p < 0.001) and well-being (r = -0.541, p < 0.001), and positively correlated with burnout (r = 0.603, p < 0.001). Burnout mediated the relationship between effort-reward imbalance and well-being (95% CI [-0.386, -0.257]), while decent work also served as a mediator (95% CI [-0.100, -0.012]). Additionally, burnout and decent work were found to mediate the relationship between effort-reward imbalance and well-being (95% CI [-0.050, -0.006]). Conclusion: This study highlights the impact of effort-reward imbalance on well-being, confirming that burnout and decent work serve as mediators. Enhancing support, fair compensation, reasonable work schedules, and professional development can promote psychiatric nurses' perception of decent work and improve their well-being. [ABSTRACT FROM AUTHOR]

ABSTRACT Introduction Aim Methods Results Conclusion Impact Patient or Public Contribution Fostering nurses' intentions to blow the whistle internally is a salient issue in healthcare. However, there are debates on the antecedents of these intentions, and the explanation of how these antecedents influence such intentions is missing in the nursing literature.Based on the social exchange theory and the social identity theory, this study aimed to unveil how decent work influences nurses' internal whistleblowing intentions, specifically through the parallel mediating roles of felt obligation and organisational identification.A cross‐sectional survey was conducted with a convenience sample of 268 clinical nurses from three tertiary public hospitals in Mansoura, Egypt. Data were collected between June and November 2023 using the Decent Work Scale, the Felt Obligation Scale, the Organisational Identification Scale and the Internal Whistleblowing Intentions Scale. Study hypotheses were tested using structural equation modelling.Decent work significantly influenced nurses' internal whistleblowing intentions. Felt obligation and organisational identification partially mediated the positive relationship between decent work and internal whistleblowing intentions.Decent work is a significant predictor in nurturing felt obligation and organisational identification, leading to an increased willingness among nurses to engage in internal whistleblowing.This study offers valuable insights into how hospital administrators can leverage internal whistleblowing intentions among nurses. It showed that securing decent work conditions, fostering felt obligation and organisational identification contribute to an increased willingness to blow the whistle.No patient or public contribution. [ABSTRACT FROM AUTHOR]

As global labor markets become increasingly unstable, scholars have attempted to operationalize and categorize different forms of poor-quality work, such as with underemployment and precarious work. While these have significant implications for mental health and other outcomes, scholars have mostly studied different forms of underemployment using variable-centered assumptions, which assume homogeneity among workers. However, person-centered approaches may be better suited to studying underemployment because of varying patterns of employment in different industries and occupational categories. Therefore, with a sample of working adults (N = 1,016), we used latent profile analysis to identify profiles of subjective underemployment using seven indicators. We found three distinct profiles: Fully employed, stable underemployed, and precarious workers. Subsequent analyses exploring symptoms of distress, meaningful work, decent work, occupational classification, and level of education revealed key distinctions among the groups, such as precarious workers having the greatest distress and poorest working conditions. Taken together, this study provides a meaningful distinction between underemployed and precarious workers, while highlighting the relevance of these employment groups for several key outcomes. [ABSTRACT FROM AUTHOR]

In the current study we gathered data from a large group of employed adults (N = 710) to examine the degree to which participants experienced their work as unique combinations of decent and meaningful. We applied latent profile analysis (LPA) to construct specific profiles according to how strongly participants endorsed five components of decent work and meaningful work. Seven different profiles emerged from our analyses which were labeled as a) Only healthcare, b) Unfulfilling, c) Highly meaningless, d) Adequate safety and rest, e) Adequate, f) Fulfilling, and g) Absent healthcare. We examined group differences amongst the profiles in terms of hypothesized predictor (economic constraints, marginalization experiences) and outcome (work-family conflict, intentions to quit) variables. Mixed support was found for the hypotheses, and profiles where participants did or did not have healthcare access at work were particularly unique in comparison to other profiles. [ABSTRACT FROM AUTHOR]

In a context marked by growing inequalities and sustainable development challenges, Moroccan cooperatives represent an opportunity to reconcile economic objectives with social issues. Rooted in principles of solidarity and democratic participation, these entities play a significant role in promoting decent work in alignment with the Sustainable Development Goals (SDGs). The main objective of this study is to identify and analyze the determinants of decent work within Moroccan cooperatives in order to propose ways of improving working conditions and worker well-being. A survey of 394 Moroccan cooperatives and a data analysis using RCM regressions were used to assess the influence of employees' socio-professional characteristics, the organizational specificities of cooperatives, and public action on decent work. The results indicate that factors such as youth, employee level of education, the gender of employees and managers, financial performance, and the quality of cooperative governance are decisive factors in the quality of decent work. Public action, in particular government support combining financial and technical measures, is identified to have a positive impact on working conditions. This research highlights the importance for public policy of supporting education and vocational training, promoting gender equality, improving cooperative management, and effectively structuring government support to maximize its positive impact on decent work. These findings offer concrete avenues for policymakers and cooperative managers to improve worker well-being and contribute to the SDGs. By addressing the challenges identified and implementing targeted strategies, it is possible to move toward more inclusive economic growth and decent work for all within the Moroccan context. [ABSTRACT FROM AUTHOR]

The hospitality industry relies on dedicated and emotionally connected employees to deliver exceptional guest experiences and maintain competitiveness. However, high turnover rates pose challenges for organisations in retaining devoted employees. Organisational attachment, encompassing affective commitment, organisational identification and turnover intentions, plays a crucial role in reducing turnover and enhancing productivity. While existing research provides valuable insights into organisational attachment, gaps remain in understanding its practical implications and applications in diverse organisational contexts. This article reviews the literature on organisational attachment and its influencing factors, highlighting the need for future research to explore industryspecific dynamics, cultural influences and intervention strategies for enhancing organisational attachment and achieving organisational goals. [ABSTRACT FROM AUTHOR]

The South African energy sector is faced with competing priorities concerned with ensuring environmental sustainability, energy security, and balancing its citizens' socio-economic needs. The decarbonisation agenda has put a spotlight on the quality of jobs in the energy sector, particularly those in the coal value chain. This paper aims to bring some focus to the subject of decent work as per the International Labour Organisation's definition and highlights the emerging themes in the South African energy sector. Our research shows that, although the country is on the path to decarbonisation, a clear definition of a job and decent work is needed. We show that if the country is to depend on the Renewable Energy industry, it is imperative to ensure that this industry has the capacity to provide the necessary skills and training to its new workforce and provide fair and just working conditions that would lead to decent work. [ABSTRACT FROM AUTHOR]

This study investigates the relationships between decent work, job satisfaction, workplace social courage, and intent to quit among job and career counselors in Turkiye's IT sector employment agency. The research data was obtained from 408 job and career counselors at an IT sector employment agency in Turkiye. Partial least squares-based structural equation modeling was used to test the hypothesized relationships. The study findings reveal a significant positive influence of decent work on job satisfaction. In contrast, job satisfaction is associated with a notable decrease in the likelihood of employees intending to quit their positions. Additionally, workplace social courage is crucial in reducing intent to quit. Furthermore, our research underscores the mediating roles of job satisfaction and workplace social courage in explaining the relationship between decent work and intent to quit. Intriguingly, it is noteworthy that higher levels of workplace social courage are unexpectedly linked to an increased intention to quit. Conversely, heightened job satisfaction is associated with an augmentation in workplace social courage. These findings carry substantial theoretical and practical implications, offering valuable insights into the intricate dynamics of decent work, job satisfaction, and social courage within the workplace context. These insights can contribute to avoiding intent to quit and minimizing turnover rates. Job satisfaction and social courage are two edge swords that organizations must cautiously follow up. This study emphasizes the significance of establishing a secure and nurturing work environment that fosters decent work, job satisfaction, and social courage. [ABSTRACT FROM AUTHOR]

Copyright of Acta Universitatis Lodziensis. Folia Luridica is the property of Wydawnictwo Uniwersytetu Lodzkiego 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 Journal of Selcuk University Social Sciences Institute / Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi is the property of Journal of Selcuk University Social Sciences Institute 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.)

Testing an adapted psychology of working theory (PWT) model (PWT; Duffy et al., 2016), this study examined how and when contextual constraints affect the ability of Chinese rural migrant workers (农民工) to attain decent work. Surveying a sample of 510 employed Chinese rural migrants at two time points, this study revealed that economic constraints and daily discrimination were indirectly related to attaining decent work through the mediating factors of work volition and psychological ownership over work. In addition, proactive personality moderated the relationships between daily discrimination and economic constraints and the two mediators. The results contribute to better understanding Chinese rural migrant workers' work experience, refining the PWT and enriching the literature on the underlying mechanisms and moderating factors associated with decent work attainment. The research results call for policy and social change to lessen economic constraints and discrimination at the macro level and organizational commitment to employee-oriented human resource management and counseling interventions to improve the quality of the work lives of rural migrant workers. Public Significance Statement: The research results call for policy and social change to lessen economic constraints and discrimination at the macro level and organizational commitment to employee-oriented human resource management and counseling interventions to improve the quality of the work lives of rural migrant workers. [ABSTRACT FROM AUTHOR]

The hospitality industry relies on dedicated and emotionally connected employees to deliver exceptional guest experiences and maintain competitiveness. However, high turnover rates pose challenges for organisations in retaining devoted employees. Organisational attachment, encompassing affective commitment, organisational identification and turnover intentions, plays a crucial role in reducing turnover and enhancing productivity. While existing research provides valuable insights into organisational attachment, gaps remain in understanding its practical implications and applications in diverse organisational contexts. This article reviews the literature on organisational attachment and its influencing factors, highlighting the need for future research to explore industryspecific dynamics, cultural influences and intervention strategies for enhancing organisational attachment and achieving organisational goals.

Background: Nurses face substantial career challenges arising from global pandemics, economic crises, and their roles in conflict-ridden areas. In this context, the rights of nurses pertaining to decent work, such as freedom, fairness, safety, and dignity, are not adequately safeguarded. This study examines decent work status among Chinese nurses and its links to demographics, work engagement, and turnover intention. Methods: A cross-sectional study design was used following STROBE guidelines. Through a convenient sampling method, a total of 476 nurses were surveyed. These participants were drawn from three esteemed tertiary Grade A hospitals in Hangzhou, with data collection spanning from June to August in 2023. We used a comprehensive set of assessment instruments, encompassing an evaluation of demographic characteristics, the Decent Work Perceptions Scale (DWPS), the Utrecht Work Engagement Scale (UEWS), and turnover intention questionnaire. Bootstrapping procedures were used to ensure the robustness and reliability of the model. Results: The study revealed that nurses' perceptions of decent work significantly impacted work engagement (β = 0.603, p < 0.001) and turnover intention (β = -0.275, p < 0.001). Work engagement operated as a mediator between decent work and turnover intention, decreasing the likelihood of nurses leaving their positions (β = -0.062, p < 0.001). Factors such as age, years of working experience, professional title, job category, and attendance at professional conferences significantly influenced nurses' perceptions of decent work (all p < 0.05). Conclusions: This study examines factors affecting decent work among nurses and explores its connection with work engagement and the intention to leave. Despite limitations (sample, social desirability bias), the study offers valuable insights for nursing practice. This suggests managers improve decent work for young nurses through rational shift schedules and continuous education. Policymakers should consider adjusting nursing policies for better employment conditions. [ABSTRACT FROM AUTHOR]

Migration has been steadily increasing worldwide, bringing with it precarious work conditions and the issue of overqualification, having repercussions on job satisfaction and the mental health of migrants. This study explores digital storytelling (DST) as a tool to promote debate on those issues among immigrant workers and potentiate soft skills valued in the job market. A three-day DST workshop and focus group with 7 semi and skilled Brazilian and Venezuelan immigrants working in Portugal showed barriers familiar to all employability trajectories and the importance of social capital and social support, especially the latter group, leaning towards collectivist values, and facing additional language barriers in the adaptation process. The advantages and disadvantages of DST and immigrants' perceptions of Portuguese employers are also listed. Results point to DST being a relevant tool in the context of employability in migration, promoting debate, sharing information about decent work, and developing valued soft skills in immigrants. [ABSTRACT FROM AUTHOR]

The concept of decent work and the job quality indicators have long been topics of research and debate among academia. The concept of job quality has emerged as intended to promote social and economic well-being through proactive interest and concern in the wants and needs of individuals at work. The purpose of this paper is to investigate the quality of job-related conditions in the field of caregiving for elderly people and children in the context of Romanians' East-West migration. The present paper's purpose was accomplished using a structured questionnaire. The findings underscore the fact that migrant Romanians working in the caregiving area experience proper working conditions, with the job quality standards frequently met. However, certain job quality challenges have been identified, such as issues connected to work accidents and burnout prevention, unclear employment conditions, or overtime pay that is not always complying with legal requirements. As a result, these findings open the door for further research and debate. [ABSTRACT FROM AUTHOR]

Purpose: This research aims to find which components of Decent Work are associated with Subjective Well-Being. Design/methodology/approach: With data from 2021 from the states of Mexico, econometric models are carried out. Findings: It is found that disposable income and satisfaction with leisure time have a significant positive relationship with employees' Subjective Well-Being. Likewise, the rate of critical occupancy conditions and informality rate have a significant negative relationship with Subjective Well-Being. The research suggests that influencing the Decent Work conditions of the population in Mexico could favour their Subjective Well-Being. Social implications: Share guidelines that enable employers and governments to establish strategies and policies that promote Decent Work to increase the Subjective Well-being of employees. Originality/value: This article evaluates different variables that make up the Decent Work construct in their level of influence on Subjective Well-being. These relationships and variables considered have not been identified in previous studies as a whole. [ABSTRACT FROM AUTHOR]

Purpose: The International Labour Organization (ILO) has emphasized advancing decent employment in global supply chains. Supply chains (SC) are responsible for the growth of any economy and are positively correlated with job creation. However, studies show that decent working conditions are becoming a major concern. Hence, this study is a modest attempt to examine the shortcomings that result in a lack of decent working conditions in global SCs' and further discuss what kind of guidelines, programs, policies, initiatives or principles are necessary to stimulate decent jobs and/or make it easier to enhance decent working conditions in SC. Design/methodology/approach: The present paper first applied the systematic literature review and second used the TCM (Theory-Context-Methods), which is a framework-based review, further reporting the analysis of 59 journal research articles/papers listed in the Scopus database. Findings: The most commonly used theories in the selected studies are institutional theory. As per these theories, governance, rules and regulations play a crucial role in stopping forced labour, child labour practices and social injustice among workers. The findings of this study comply with SDG eight, which states the significance of decent working conditions. Further, the topic modeling reveals four themes: (1) Nature of working conditions (2) Corporate legitimacy (3) Corporate governance mechanisms and (4) Corporate social responsibility, sustainability and ethics in firms. Lastly, we proposed a research framework that shows all the leading factors that influence working conditions in the supply chain. Practical implications: Managers must focus on integrating decent working conditions in SC activities in their respective organizations and factories. Managers must realize and shoulder this responsibility with other top officials in the organization that improving the SC working conditions is the need of the hour. Consultation with Sustainable Development Goal (SDG) five (gender equality) (emphasize gender equality); and SDG eight (decent work and economic growth) (promote sustainable economic growth) is also recommended for managers. Lastly, managers need to develop suitable strategies keeping in mind the interplay between the leading factors (such as top management support, organizational culture, SA 8000 certification, occupational health and safety, stop forced labour and child labour practices, ethics training, enforce modern slavery act, global compliance regimes, buyer-supplier joint auditing, social responsible sourcing, stoppage of unauthorized sub-contracting, maintain SC transparency and CSR disclosure). Originality/value: Using systematic literature review and TCM approach has provided some good takeaway points for managers. The study provides a valuable framework and fourteen research propositions which can be tested in the future. [ABSTRACT FROM AUTHOR]

It has been a pronounced concern for social service organisations (SSOs) on how to foster a sense of co-ownership amongst their employees. A total of 937 valid questionnaires were collected amongst social worker participants aged twenty-one to twenty-nine years working in three different places of China, namely, Hong Kong, Shenzhen and Guangzhou. By confirming the hypotheses, the findings revealed that decent work and social support were positively associated with the collective psychological ownership (CPO) held by young adult social workers, and decent work enhanced CPO shared by them through an indirect mechanism of enhancing their social support at work. This is the first-ever study providing empirical evidence to support the association of decent work and social support with CPO amongst young adult employees in organisational context. The findings of this study can help inform the development of human resources management strategies for cultivating CPO, justify and expand the promotion of decent work in conjunction with the framework of psychology of working theory and interpersonal perspective, and inspire relevant research and practice with regard to the personal development of young adult social workers and the sustainable development of SSOs. [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]

Migration processes entail a change in the conditions of the existence of its protagonists as they integrate into a new life, where work is of paramount importance. For this reason, it is interesting to know the working conditions of immigrants when they settle in the new host country, as it is up to the latter to design policies that strengthen their integration, with decent work being relevant, as it has an impact on the well-being of these people, as set out in the great challenge of the Global Compact. Thus, a study was conducted on the working conditions of Venezuelan immigrants settled in the border cities of Cúcuta, Los Patios, and La Parada (Colombia) using a quantitative methodology through a multidimensional analysis of the factors related to their occupation, projecting a perceptual map with similarities and differences that show the characteristics of their current working conditions. These findings made it possible to determine that the current working conditions do not correspond to decent work, which requires the design of proposals by those who manage the governance of migration that favour labour insertion and the achievement of the sustainable development objective of decent work. [ABSTRACT FROM AUTHOR]

BACKGROUND: Based on the need for organizational institutions to act, through public policies, in the establishment of programs focused on the inclusion of People with Disabilities (PwD) in the labor market in Brazil. The Supported Employment methodology (SE) was constituted by directing and providing support, in the workplace, to PwD. OBJECTIVE: The purpose of this article is to evaluate the intra-organizational management of the inclusion of people with disabilities in the labor market in the southern region of Santa Catarina and the alignment with the precepts of Supported Employment (SE). METHODS: Using a qualitative approach, the multi-case study was carried out through interviews, based on semi-structured questions, in five companies in the southern region of SC that are required to hire PwD. RESULTS: The research points out the movement of companies in the development of policies and practices for the inclusion of PwD in the job market. However, there is still a significant gap between company practices and SE precepts. There are no formal programs and policies with wide internal dissemination, about the drivers for PwD. CONCLUSION: This study helps to address eventual difficulties of companies regarding practices in the inclusion of PwD, contributes to the definition of guidelines aimed at improving existing policies or in the development of new practices aimed at the inclusion of PwD. [ABSTRACT FROM AUTHOR]

Inspired by Psychology of Working Theory (PWT), our aim in this study was to investigate vocational guidance and career counselling specialists' perceptions of decent work and of the resources that promote access to decent work by using qualitative methods analyses. With this objective, 17 Swiss professionals were interviewed. First, content analysis showed that, in addition to dimensions considered by PWT, positive relations at work should be considered as part of decent work. Moreover, in addition to the resources considered by PWT, soft skills development emerged as important to access decent work. Second, textual analysis highlighted that specialists' representations of decent work and the resources that facilitate access to it differ according to their professional category. [ABSTRACT FROM AUTHOR]

While a thick strand of literature demonstrates informally employed workers and irregular migrants being generally worse off in the labor market, little has been done to examine and compare these two sources of disadvantages. Using regression analyses on a survey of migrant workers in Thailand from Cambodia, Myanmar and Lao People's Democratic Republic, the paper measures the prevalence of informal employment and estimates the differential contributions of irregular migration status and informal employment on various employment conditions. The paper finds that informality has a relatively stronger association with worse employment conditions, and systematic differences persist across sectors of employment and countries of origin. Initiatives to improve working conditions for irregular migrant workers should thus focus on both formalizing their employment status and expanding access to legal and safe migration, including social protection programs, in destination countries. [ABSTRACT FROM AUTHOR]

Objectives. Global awareness on occupational safety and health management systems (OSHMSs) has increased exponentially with time over the years. Evidence in the public domain shows there is still much skepticism and reluctance in implementing OSHMSs, particularly in least developed and developing countries. The primary objective of this theoretical review was to analyze available evidence of research gaps on OSHMS implementation globally over the period 1970–2020. Methods. The review adopted a descriptive mixed-methods design premised on its ability to provide a platform for data triangulation that is paramount in enhancing the authenticity of the review findings. Results. Many studies conducted on implementation of OSHMSs were bereft of examining the challenges of OSHMS implementation. The review further exposed some OSHMS implementation disparities existing between the developed and the developing world, hence a conclusion can be drawn that a 'one size fits all approach' to OSHMS implementation may not ideal for many workplaces. Conclusion. This review recommends contextualization of OSHMS implementation taking into consideration other differing environmental factors. Ultimately, propagation of further research will exude the challenges associated with implementation of OSHMSs and their causal factors, thereby providing the basis for establishment of problem-driven solutions to increase uptake of OSHMS in workplaces. [ABSTRACT FROM AUTHOR]

This article examines the effects of the COVID-19 pandemic on the work conditions of domestic workers in Nigeria. We use four indicators – earnings, access to social protection, working conditions and labour protections to provide a nuanced assessment on the impact of the pandemic on domestic workers. Domestic work is an important aspect of productive labour and an indispensable factor that contributes to the well-being of households and the economy. Indeed, the enormous contribution of this sector to societies has been further exposed by the COVID-19 pandemic. However, while domestic workers are lauded as essential workers, their work remains extremely vulnerable to exploitation and human rights violations, and the pandemic has aggravated this situation. In the results, we find that while many domestic workers did not lose their jobs, their earning power dropped because of low wages in the sector. Furthermore, only 6% of survey respondents reported having access to the government's social protection measures. The findings of this study emphasises the need for the development of a regulatory model which considers the realities of the domestic work sector. Data used in this article draws from questionnaires administered on 220 domestic workers across four geo-political zones of Nigeria. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to identify lessons and implications on the theme of decent work in social care. This has long been highlighted as integral to improving social care for the elderly. The COVID-19 pandemic experience reveals lessons and implications about the systemic absence of decent work in one place, Scotland, in care homes. The main lesson and implication is a need for change beyond the focus on levels of pay and systemic advocacy of decent work as it is conventionally understood. Design/methodology/approach: Data was collected using qualitative, semi-structured interviews with 20 care workers in care homes.[AQ4] A range of care system institutional stakeholders was also interviewed. A range of care system institutional stakeholders was also interviewed. Findings: Decent work in social care may only be progressed to the extent that a culture change is achieved, transcending the institutional stasis about who owns and engages with progressing decent work. Research limitations/implications: This is a study in one place, Scotland, with a small sample of frontline care workers in care homes and representatives from a range of institutions. Practical implications: Effective culture change for decent work in care homes needs to be a higher research priority. More explicit culture policies can be a mechanism by which overall decent work and system change may be catalysed and sustainably secured together. Explicit culture change is here set out with respect to operational, institutional and national domains. Social implications: There needs to be social policy and political support for situating decent work to be part of a broader culture change around care work with the elderly. A culture-oriented change plan as well as new resourcing and structures can together ensure that the nadir of the pandemic experience was a historical turning point towards transformation rather than being just another low point in a recurring cycle. Originality/value: The situating of systemic decent work progress within a broader culture change, and modelling that culture change, are original contributions. [ABSTRACT FROM AUTHOR]

Aim(s): The main aim of this article is to outline the devastating aftereffects of COVID‐19 in terms of ethical recruitment and the respect of dignity of nurses and health care professionals. Background: Nations experience the ominous impacts of the COVID‐19 pandemic in terms of an exacerbated shortage of nurses worldwide. In this situation, migration flows of nurses are skyrocketing and the respect of the migrant nurses' dignity as human beings should be guaranteed. Evaluation: Data from reports elaborated by the International Centre on Nurse Migration (ICNM) were examined and outlined the central role of the respect of dignity of every nurse to prevent unethical exploitation of them. Key issue(s): The respect of human dignity is a complex concept. Human dignity denotes the inner nature of human beings but also their rights at work. Conclusion(s): In a post‐COVID‐19 world with increased flows of nurse migration, it is crucial to guarantee dignity at work for migrant nurses. Implications for Nursing Management: Nurse leaders should prioritize the ethical recruitment of health care workers and give a prominent role to the WHO 'Code of Practice on the International Recruitment of Health Personnel' which recognizes the ethical bedrocks of employment. [ABSTRACT FROM AUTHOR]

Recycling practices, which are an indispensable part of the sustainable development model in developing countries within the scope of combating climate change, brought the issue of waste collection and street collection to the agenda. In developing countries like Turkey, where source separation is impossible, street collection has become a vital participant in the recycling market. This research examines the impacts of the economic worth of recyclable wastes on the social status of street collectors and their transfer to a decent work environment, as well as the function of the media in this transition. After reviewing the literature and legislation, this article applies content analysis on the relevant social media posts between the date of October 3, 2021, when the local governments in Istanbul made a police raid on street collectors, and October 30, 2021, when the street collectors issue was on the agenda. As a consequence of the increased social and environmental awareness caused by climate change on a global scale, the legislative arrangements made at the national level have enabled the waste to gain economic value. The organized street collectors' defence of their rights and public announcement of their grievances through their representatives under the pressure of local governments had a societal impact on social media and entered into politicians' and government's agendas. Accordingly, in the past, perceptions of street collectors as "dirty", "criminal", and "poor" all of which were directly related with poverty in society, have been replaced by perceptions of "environmental protection", "worker who earns their bread" and "zero waste stakeholder". The analysis shows that 79% of Twitter user shares support street collectors and view the police raid negatively. On the other hand, only 2% of the users see the police raid as necessary for "maintaining public order". As a result, sustainable environmental policies carried out within the scope of combating climate change have improved the economic situation of street collectors, positively affecting their organization and the improvement of decent work environments. These developments have affected street collectors to increase their visibility in the media and change their social perceptions positively. [ABSTRACT FROM AUTHOR]

BACKGROUND: The COVID-19 pandemic impacted the Sustainable Development Goals (SDGs). Among these impacts, those related to the SDG 8 can be highlighted. Consequently, the literature has addressed aspects related to economic growth and decent work. OBJECTIVE: This article aimed to evaluate the impact of the COVID-19 pandemic on decent work according to the literature. METHODS: For this, a bibliometric analysis was conducted. Data from Web of Science were collected, and VOSviewer software was used to perform the analysis. RESULTS: Regarding the results, four main clusters that govern the subject were identified. A first cluster (identified in red) evidenced the consequences of the pandemic to the generation of informal work, increasing poverty and the impacts on gender issues. A second cluster (identified in blue) addresses mental health and stress issues, especially for nurses professionals who experience a situation in the COVID-19 pandemic. The green cluster focused on unemployment, precarious employment, and work conditions, which were highly related to coronavirus contagion. Finally, the yellow cluster evidenced the final consequences when there is a substantial public health problem. CONCLUSIONS: The results presented here can be helpful to researchers interested in the, as it allows a broad and condensed view of important information about a relevant topic for sustainable economic development. [ABSTRACT FROM AUTHOR]

Copyright of Društvena Istraživanja is the property of Institute of Social Sciences Ivo Pilar 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.)

Background: Although research has established that the work environment significantly shapes nurses’ ethical behavior, it’s less clear whether decent work could influence ethical ideologies of nurses. Aim: To investigate the decent work conditions and ethical ideologies of nurses, and to analyze whether decent work influences their ethical ideologies. Methods: A multicenter cross-sectional survey was conducted among 203 nurses working in three tertiary governmental hospitals across two cities in Egypt. We utilized the Scale of Decent Work, which consists of 15 items distributed across five dimensions, to assess the level of decent work conditions. Additionally, the Ethics Position Questionnaire, containing 20 items divided into two categories—idealism and relativism—was used to evaluate the ethical ideologies of nurses. Pearson correlation and linear regression analyses were applied to analyze the data. Ethical considerations: Ethical approval from the ethics committee, institutional permission, and informed consent from the participants were obtained for data collection. Results: The findings indicated that the levels of decent work conditions were moderate, while the ethical ideologies of nurses were relatively high. Stepwise multiple linear regression analyses revealed that the idealism of nurses was significantly predicted by two dimensions of decent work—organizational values, and hours allowing for free time and rest—along with the overall decent work score. Meanwhile, the relativism of nurses was significantly predicted by the presence of physically and interpersonally safe working conditions. Conclusions: Nurses experiencing decent work conditions characterized by high organizational values and adequate hours for free time and rest are more inclined to adopt idealistic ethical ideology. Meanwhile, those experiencing physically and interpersonally safe working conditions tend to embrace relativistic ethical ideology. Implications for clinical practice: Identifying the relationship between decent work conditions and the ethical ideologies of nurses can assist hospital administrators in fostering work conditions that promote appropriate ethical ideologies among nurses. [ABSTRACT FROM AUTHOR]

Introduction. Decent work is not only a concept that has become increasingly entrenched as part of the problem of employment and its characteristics but has become part of it because by lacking these conditions employment may have views of precariousness as argued by the ILO (International Labour Organization). Outsourcing in both Colombia and Mexico is a practice that has grown as a model of procurement, with benefits in terms of lower labour costs for businesses, as well as a competitive advantage, because through it greater specialization can be achieved to improve business productivity, however, it is also problematic to the extent that it upsets traditional industrial relations, which makes it relevant to ask about how job outsourcing is or does not undermine what the ILO has defined as decent work. Objective. Determine the implications of outsourcing on decent work. Materials and Methods. In this quantitative investigation, we have given ourselves to the task, through the application to outsourced workers (of Entities of Medellin in Colombia and Michoacán in Mexico) of a structured instrument based on dimensions with the approach that several authors consider in relation to the measurement of decent work, to find out whether the characteristics under which this contract is given, provide the necessary variables to be considered as decent employment. The study defined 9 dimensions and 36 items for determining the implications of outsourcing or outsourcing on decent work, in accordance with the guidelines presented by ILO, a base of 435 respondents who fulfill the paraments was worked on to achieve reliability in the data validated with the Cronbach Alpha statistic and the suitability of the structure of the correlation matrix was verified with the adequacy test of the measure of Kaiser-Meyer-Olkin and Bartlett's sphericity test. Results. The study found that, of the nine dimensions analyzed, seven of them are correlated with decent work, on the dimensions of work reconciliation with family life and the safe working environment there is no impact on the study carried out. According to the results, the ease presented for the attainment of work in an outsourced manner is concluded, being the employment opportunity that responds to the ILO's approaches in the sense that decent work promotes opportunities for equality for all. Conclusions. The results obtained show among other points the fact that in the absence of this type of hiring the employee feels that there is an opportunity to be employed, however, the characteristics of this employment lack in some sense some qualities of decent work. [ABSTRACT FROM AUTHOR]

Decent work is crucial for an individual's life development and well-being. The psychology of working theory defines the relationship between micro and macro factors that might be strongly influenced by the context. The aim of this research was to study how people working in the formal and informal economy in Burkina Faso describe their working conditions and the notion of decent work and how economic constraints and marginalisation influence work volition, decent work and work fulfilment using a mixed method approach. A study shows that above and beyond the usual components, social recognition is an especially important aspect of decent work in this context (N = 51). A second study shows that economic constraints and marginalisation factors have an impact on obtaining a decent work, mediated by work volition, both being related to work fulfilment outcomes (N = 501). Results suggest that the objective and subjective components of decent work might refer to two aspects of the same reality. [ABSTRACT FROM AUTHOR]

To address the challenges of realising decent work, Contextual Action Theory (CAT) is proposed as an innovative, relational approach. Grounded on the notion of goal-directed actions that occur in daily life, many involving significant others, the approach provides a framework for a relationally oriented supportive counselling intervention that shifts the emphasis to one's relation with others as the way in which one constructs meaning in life and work. This intervention is illustrated with a case of young immigrants in pursuit of decent work as they transition to a new country. Strengths, limitations, and future directions of the approach are discussed. [ABSTRACT FROM AUTHOR]

This article is concerned with scholarly ergonomics and human factors (E/HF) contributions to date to the field of research inquiry known as the 'future of work'. The review considers E/HF perspectives on how the nature of work is changing and what this means for the practice of E/HF and for human performance and wellbeing at work. This field of research has attracted much attention from scholars from various disciplines as flexible working arrangements and casualised employment, in particular, have come under the microscope during the COVID-19 pandemic. The article begins by setting out the future of work field, focussing on the mega trends and future of work forces that are most relevant to the discipline. Next, E/HF contributions to this field are identified and discussed. Surprisingly, given the E/HF tradition as a system discipline fundamentally concerned with the study of human work, and as a contributor to transdisciplinary research related to the design of work systems, a search of the scholarly literature found few contributions outside of the automation systems field that addressed the future of work and E/HF directly. A research agenda is presented to address gaps in current knowledge in a number of key future of work domains. Practitioner's Summary: We reflect on E/HF contributions to the 'future of work' field and how the practice of E/HF needs to consider the changing nature of work. We outline future of work concerns and suggest research areas for further E/HF attention towards the design of decent and sustainable work for all. Abbreviations: E/HF: ergonomics and human factors; ILO: International Labour Organisation; COVID-19 [ABSTRACT FROM AUTHOR]

Recent trends in the labor market—marked by instability and insecurity—have further ignited a discourse on the significance of decent work in people's lives. Scholars have mostly studied the multidimensional decent work construct using the composite scores of the Decent Work Scale (DWS; Duffy et al., 2017). However, there may be different combinations of decent work beyond the simple continuum of composite scores. Thus, we employed latent profile analysis to identify profiles of decent work using the 5 subscales of the DWS as indicators. As a result, 5 different groups with distinct profiles emerged: (a) average, (b) low health care, (c) indecent work, (d) only health care, and (e) decent work. Subsequent analyses comparing each group on demographics (gender, employment, education), theoretical predictors (economic constraints, marginalization, work volition), and theoretical outcomes (job satisfaction, life satisfaction) revealed notable differences across the 5 groups. Implications, limitations, and future directions of the results are discussed. Public Significance Statement: This study suggests that there are distinct subgroups of working adults in the United States concerning their attainment of decent work. Only 35% of the participants reported above-average scores on all five decent work components. Profile group membership was related to participants' demographics, psychological barriers and resources, and job and life satisfaction. The results highlight the importance of identifying subgroups from the larger population when studying decent work. [ABSTRACT FROM AUTHOR]

This article uses John Kingdon's multiple streams framework as an analytical tool to consider how the policy issue of 'job quality', in the guises of 'decent work' and 'fair work', developed a 'career' in Scotland between 2013 and 2017. The aim is to understand why, despite the efforts of a variety of policy entrepreneurs and the openness of the Scottish Government to this policy problem, job quality did not arrive on the Scottish Government's decision agenda. The article finds that the crucial 'policy window' did not open due to the 2016 'Brexit' decision dramatically changing the political landscape. The article demonstrates the applicability of Kingdon's framework for agenda-setting analysis in a parliamentary environment and constitutes a rare application of the framework to a 'live' policy issue. The authors were involved in a research and advocacy project on 'decent work' that was undertaken in Scotland during 2015 and 2016 and therefore were amongst the policy entrepreneurs seeking to place job quality on the Scottish Government's agenda. [ABSTRACT FROM AUTHOR]

The hospitality sector contributes to the economies of many countries with the employment opportunities it creates. Since the hotel sector, where human labor is at the forefront, is based on close communication between guests and employees, improvements in working conditions may affect service quality. Accurate analysis of the conditions is essential for the preparation of solutions to improve operational efficiency and quality of work life. Today, it is seen that different studies have been conducted and concepts have been formed in order to understand the conditions encountered in working life. One of them is the concept of decent work presented by the International Labor Organization (ILO). In this study, the concept of decent work presented by the International Labor Organization (ILO) was evaluated in terms of tourism sector. In this context, it is aimed to understand the effect of decent work perception of the employees in tourism sector on turnover intention. In order to measure the perception of decent work, 4 basic elements which are at the basis of the concept of decent work were used. These elements; employment, social security, social dialogue, and fundamental rights of employees. The results of the explanatory factor analysis conducted in the study showed that decent work perception consists of 4 dimensions. These dimensions are employee participation, expectations, opportunities provided, national participation and additional rights. Correlation analysis showed that there was a negative relationship between decent work perception and intention to quit. [ABSTRACT FROM AUTHOR]

Grounded in Psychology of Working Theory (PWT), the current study investigated predictors of decent work among a sample of employed women (N = 528). A structural equation model was examined finding that women's experiences of marginalization, work volition, and career adaptability all directly predicted the attainment of decent work, and economic constraints and marginalization experiences indirectly predicted decent work via work volition. Additionally, workplace climate for women employees was examined as both a predictor and moderator variable to explore best positioning of this additive construct. Workplace climate did not significantly moderate any model paths; however, it was a unique predictor of work volition and decent work, suggesting that this construct may be better positioned as a predictor variable in understanding the work experiences of women. These results highlight the importance of further investigating the role of workplace climate in PWT as well as the need for refining our understanding of how marginalized employees achieve decent work. Implications of the present study's results are discussed. Public Significance Statement: Experiences of marginalization and economic constraints impact women's ability to secure decent work. Workplace climate for women employees is also an important additive predictor of their sense of choice and attainment of decent work, emphasizing the need for further investigation into how workplace climate shapes the systemic oppression of women. [ABSTRACT FROM AUTHOR]

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