Search

Child labour in cocoa production remains a major concern. Yet, an overall assessment of the role of cocoa production in child labour, comparing with other household livelihood activities, as well as a more nuanced view on the work that is done by children, is lacking. Using data from the Ghana Living Standards Survey 2017, we model the probability of children's work based on cocoa production and a set of other variables at child, parental, household and community level. We specify children's work in different ways to better interpret employment conditions, compare effects across gender and age of the child, and address potential bias by controlling for measurement error and using an instrumental variable estimation and a coefficient stability approach. We find that cocoa production increases the probability of working on the own farm but not exceeding allowable work time or in harmful conditions. The effects are similar for boys and girls but are much larger for older children. Other farm-household activities, especially food crop production and livestock ownership, are much more strongly associated with children's work, often under more harmful conditions. This implies that solely targeting the cocoa sector might run the risk to transpose child labour to other activities. [ABSTRACT FROM AUTHOR]

Achieving Sustainable Development Goal 8 (SDG 8) is imperative for promoting global prosperity and social equity. This article explores the multifaceted challenges and opportunities associated with fostering sustainable, inclusive, and enduring economic growth, full and productive employment, and decent work for all--particularly in the context of platform economies and temporary employment. By synthesizing recent literature and integrating economic and labour market theories, we examine how technological advancements influence economic productivity and job creation. We also address ethical concerns and potential inequalities arising from these technologies if not managed responsibly. Strategies such as upskilling initiatives, portable benefits, worker cooperatives, and ethical AI development are discussed as means to mitigate these challenges. The article underscores the need for a comprehensive and collaborative approach involving policymakers, platform operators, and stakeholders to achieve the objectives of SDG 8. [ABSTRACT FROM AUTHOR]

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]

Introduction: Nurses' vigor at work profoundly impacts the quality of patient care. However, the determinants of nurses' vigor remain underexplored in the current nursing literature, and the mechanism through which these determinants exert their effects remains unclear. Aim: This study aimed to elucidate the mediating role of psychological ownership in linking decent work to nurses' vigor at work. Methods: A two‐wave, time‐lagged study was conducted to collect data from 289 nurses working across three hospitals in Port Said, Egypt, between March and June 2023. Data were collected using the Decent Work Scale, the Psychological Ownership Scale, the Shirom–Melamed Vigor Measure, on an Introductory Information Form. Mediation testing was performed using structural equation modeling. Results: Decent work was significantly associated with psychological ownership and vigor at work. Psychological ownership partially mediated the relationship between decent work and nurses' vigor at work. Conclusion: Decent work practices are critical in fostering nurses' vigor while working, and psychological ownership plays a mediating role in this relationship. Clinical relevance: Hospital administrators should value decent work practices, which could enhance psychological ownership, resulting in a potential improvement in nurses' vigor at work. [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]

Copyright of Journal of Abant Social Sciences / Abant Sosyal Bilimler Dergisi is the property of Journal of Abant Social Sciences 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.)

Recent research has explored profiles of decent work based on the Psychology of Working Theory. However, such investigations have rarely been attempted in Korea. This study applied latent profile analysis to discover decent work profiles and their relationships with antecedents and outcomes. Among 605 Korean workers, five distinct profiles emerged: indecent (7.9%), low safety and healthcare access (34.9%), average (38.1%), decent (13.7%), and value-dominant but low rest (5.4%). Higher subjective social status and work volition were associated with the decent work group, whereas women and individuals with less education were linked to work characterized by greater vulnerability. Furthermore, satisfaction with work needs, job, and life varied significantly across these profiles. The decent work group generally exhibited the highest satisfaction, whereas the indecent work group had the lowest. The low-safety and healthcare access work group tended to exhibit higher satisfaction levels than the indecent work group, but lower levels than the average work group. The v alue-dominant but low-rest work group exhibited life satisfaction comparable to the decent work group. The findings of this study highlight the distinctive characteristics of the working conditions in South Korea. Based on these results, we discuss theoretical and practical implications. [ABSTRACT FROM AUTHOR]

This study aimed to analyze how career adaptability and job control can influence apprentices' perceptions of their work as being decent and stressful. The participants included 530 Swiss apprentices enrolled in a three-year vocational education training (VET) program. Structural equation modeling showed a positive association between career adaptability and job control and a strong negative association between decent work perception and occupational stress. Career adaptability had a specific positive relationship with decent work perception, whereas job control had a significant relationship with both decent work and occupational stress. Finally, results indicate that decent work could be a possible mediator between career adaptability and occupational stress and between job control and occupational stress. The study suggests that some personal resources and specific work conditions, such as physical and psychological safety and working hours that allow leisure and rest, could help apprentices perceive their work environment as positive and manage occupational stress. [ABSTRACT FROM AUTHOR]

Abstract 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

The concept of decent work has few explanatory references and comparative descriptions due to limited research. So far, the concept of decent work only refers to standards and concepts issued by the International Labor Organization (ILO). Meanwhile, the Local Economic Development (LED) approach is an alternative strategy that prioritizes local aspects and resources for effective development. The research method chosen in this research is the phenomenological method. The phenomenological method explores human experiences (people’s lived experiences). This is in line with the concept of decent work and local economic development, which is highly influenced by the opinions and narratives described by the community, in this case, the research participants. This research explains the concept of decent work and local economic development based on the conditions of Banjarmasin City. It generated five explanatory clusters in this research. Cluster of general perspectives and specific perspectives related to the concept of decent work. The general perspective is that decent work should meet minimum standards and protect workers’ rights. While a specific perspective emphasizes subjectivity in viewing various decent work concepts. The other three clusters were formed from the exploration of the concept of local economic development, such as the challenge cluster, the opportunity cluster, and the relationship cluster between the concept of local economic development and decent work. These three clusters emphasize that the development concept requires comprehensive planning. Development faces challenges, such as insufficient government support, uncooperative communities, and disinterest among local people, but there are opportunities to boost local economies and improve work decency and conditions.

ABSTRACT Aim Design Data Sources Methods Results Conclusions Implications for the Profession Impact Reporting Method Patient or Public Contribution To identify and describe evidence from original studies on the contextual factors, dimensions, and outcomes of decent and precarious work among nursing and care workers.This is a mixed‐methods systematic review.The Scopus, Web of Science, PubMed, CINAHL, PsycINFO and SocINDEX databases were searched on January 11, 2024.Two reviewers independently applied eligibility criteria, selected studies, and conducted quality appraisals. We employed data‐based convergent synthesis as the data synthesis method. The dimensions of decent and precarious work were analysed deductively using the Employment Quality Framework.Five studies on decent work and 13 studies on precarious work were included. Five contextual factors were common, though opposite, in both decent and precarious work studies: employment contract, position, financial situation, age, and work experience. Three outcomes were also common. Decent work increased, and precarious work decreased, physical and mental health and empowerment, whereas turnover was decreased by decent work and increased by precarious work.Challenges can be converted into positive outcomes for the future, moving towards meaningful work, fair jobs, sustainable employment policies, and attractive career prospects. To achieve this, more knowledge is needed about employment quality in nursing and care work.Young nurses and care workers should be provided opportunities to fully engage in their work and organisations. Training is also crucial for managers, as it decreases authoritarian and controlling management practices.This review is the first to synthesise research evidence on decent and precarious work in nursing and care work, confirming that they are opposite concepts of employment quality. The results benefit nurses and care workers, organisations, and decision‐makers.The study was reported following the Preferred Reporting Items for Systematic Reviews and Meta‐Analysis (PRISMA) checklist.No Patient or Public Contribution. [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]

Copyright of GeSec: Revista de Gestao e Secretariado is the property of Sindicato das Secretarias e Secretarios do Estado de Sao Paulo (SINSESP) 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.)

Grounded in the psychology of working theory, the link between economic constraints and decent work is well established. However, previous studies did not incorporate a developmental framework when examining this relationship. Drawing on a life history perspective, this study explored how childhood socioeconomic status (SES) is associated with well-being through decent work. We adopted a dual-contextual approach, examining the interaction between childhood SES and current job insecurity as a predictor of decent work and well-being. Using data collected from 417 workers in South Korea, we tested a moderated mediation model. The results revealed significant indirect relationships between childhood SES and job and life satisfaction through decent work, particularly among individuals with higher job insecurity. Notably, these findings remained significant even after controlling for participants' current SES. Overall, our findings suggest that in contexts where job insecurity is prevalent, an individual's childhood SES is distinctly associated with decent work and well-being, independent of their current SES. Public Significance Statement: This study suggests that lower childhood socioeconomic status is linked to difficulties in accessing decent work and decreased job and life satisfaction, especially when job insecurity is high. This highlights the importance of implementing interventions to reduce job insecurity and alleviate the adverse effects of childhood economic constraints. [ABSTRACT FROM AUTHOR]

This contribution proposes a fourth paradigm for twenty-first century careers adopting a sustainable development framework. First the evolution of the career development field through three paradigms (individual differences, individual development, life design) of career science and practice is offered. Then sustainable development as a fourth paradigm is introduced considering two pillars, Sustainability Science including contributions from the psychology of sustainability and sustainable development, and Human Security Psychology. Enhancing the well-being of individuals and environments, the fourth paradigm asks for redefining sustainable careers, career intervention, and skills for career counselors. Decent work, decent lives and healthy lives issues are included. [ABSTRACT FROM AUTHOR]

Recognising that many workers worldwide often face poverty and exploitation, the International Labour Organisation aims to promote decent and productive work opportunities for all. We conducted a scoping review to get an overall view of current academic literature on decent work and precarious work for samples of blue-collar workers. The studies included in this review, focused on empirical research conducted from 2006 onwards, that primarily investigated decent work or precarious work among semi-skilled and unskilled manual workers. The review team used a data-charting form and collected information from thirty-five articles. Most recent studies (2020–2023) were related to the experiences and livelihoods of non-traditional blue-collar workers namely platform drivers and informal waste pickers. Before 2020, the most commonly studied theme related to the experiences of migrant workers. The findings shed light on the experiences of these workers, particularly in South Africa and India and provide valuable insight into their work experiences for further discussion. [ABSTRACT FROM AUTHOR]

Sustainable Livelihoods are more adaptable than precarious jobs, for career development through Decent Work. An essential element for Career Sustainability is Climate action, that includes Just Transitions from carbon-intensive to carbon-neutral or regenerative work. This paper analyses a municipal transition from coal-mining to a more carbon-neutral, city economy, which has foregrounded just transition for miners, and improved the wider ecosystem. The Polish city of Katowice in Poland illustrates how work and career structures, in this case municipal, can work for people in everyday life and their future careers. The case may also serve as a lighthouse project for future just transitions, as part of sustainable career development, by greening economies and supporting access to decent work for all. [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 Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press 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.)

The aim of this study was to determine the ways in which academic libraries in South Africa use community engagement as a strategy to advance the United Nations' Sustainable Development Goals – specifically Sustainable Development Goals 8 and 11 – in the context of the study. It followed a multi-methods approach to interview and hold focus group discussions with heads of libraries and librarians, respectively, in South African public university libraries. It was found that the libraries advance these Sustainable Development Goals in various ways, such as by employing library student assistants and interns from different backgrounds, and by serving as employers themselves. Furthermore, the libraries serve as custodians of local culture and heritage by curating, digitising and preserving local collections for posterity. However, collaborative efforts between the libraries and other heritage institutions, such as museums, archives and galleries, are few and far between, which is deemed a missed opportunity for more meaningful cultural and heritage impacts for these institutions. More collaborations and partnerships between these institutions are recommended, especially with regard to the digitisation of cultural heritage collections. Therefore, a clarion call is made for libraries to think more expansively about their role and consider including sustainable thinking as part of their mission in line with the American Library Association. The results demonstrate that libraries are uniquely positioned to advance the Sustainable Development Goals. [ABSTRACT FROM AUTHOR]

Copyright of Çalışma ve Toplum is the property of Calisma ve Toplum 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 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.)

Copyright of Mehmet Akif Ersoy University Journal of Education Faculty is the property of Mehmet Akif Ersoy Universitesi Egitim Fakultesi Dergisi 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]

This study investigates how labour provisions in both EU and US trade agreements impact on decent work in countries that ratified such agreements. It uses a new database of workers' rights spanning a large cross-section of 125 partner countries. The results show that such labour provisions in EU trade agreements are only effective in reducing violations of workers' rights in member countries, while those of the US were not effective in reducing the total violations of workers' rights for member countries. Further evidence shows that both the EU and US labour-inclusive trade agreements significantly increase the violations of their rights in practice – indicating inadequate enforcement of labour provisions. Such evidence highlights that labour provisions in trade agreements may bolster the protection of legal labour rights without an improvement in their practical application. This calls for a strong commitment to the implementation of decent work policies by aligning domestic labour practices to international best practices. [ABSTRACT FROM AUTHOR]

This study explores the relationship between the entrepreneurship ecosystem and decent work in digital entrepreneurship, raising essential questions about the roles of economic growth and socioeconomic status. By examining this relationship, the research aims to clarify how these factors influence opportunities, inclusivity, and sustainable development in the digital entrepreneurship landscape. It investigates both the direct impacts of the entrepreneurship ecosystem and decent work and the moderating effects of economic growth and socioeconomic disparities on digital entrepreneurship. These moderating factors are crucial for understanding how broader economic conditions can enhance or limit the entrepreneurship ecosystem's effectiveness. Data were collected from 624 entrepreneurs in the Kingdom of Saudi Arabia (KSA) to empirically test this model, providing a solid foundation for the proposed hypotheses. The findings significantly affect knowledge advancement and policymaking, particularly concerning KSA Vision 2030. The results confirm the vital roles of a well-developed entrepreneurship ecosystem and the promotion of decent work in supporting digital entrepreneurship. Moreover, the moderating effects of economic growth and socioeconomic status indicate that policy interventions should consider these broader contextual factors to be effective. For policymakers, this study emphasizes the need to foster an environment that strengthens the entrepreneurship ecosystem while addressing economic inequalities and promoting sustained growth. Aligning these initiatives with KSA Vision 2030 could advance digital entrepreneurship as a pivotal element of the country's economic diversification and development strategies. Ultimately, the study aims to inform policies that enhance inclusivity and sustainability in the digital entrepreneurship sector, ensuring that the advantages of digital innovation are widely accessible across society. [ABSTRACT FROM AUTHOR]

The technology-driven gig-platform sector has emerged as a new source of employment generation both globally as well domestically. This recent transformation in the labour market is reshaping the nature of labour practices, labour relations, workers' rights, and contracts. The sector has huge potential to generate millions of job opportunities by leveraging the use of digital technology. As this sector continues to generate more jobs, such jobs are portrayed as fostering economic growth, while creating 'meaningful jobs,' which are mutually beneficial to workers and employers in terms of providing 'flexibility and freedom,' 'better earning opportunity,' and 'promoting social inclusion,' by which it implies that women are increasingly equipped to find better jobs. This article critically examines the developmental roles of platform jobs which are being particularly highlighted within the policy circle, in academic literature, and tech companies through workers' lens. It delves deeper into the discussion on those very aspects of platform jobs just listed, including the flexibility and freedom debate, workers' income, and the gender aspect of jobs. In doing so, it carefully examines these aspects with respect to their implications on workers in terms of working conditions and regulatory aspects. The article brings out the workers' precarity hidden within those developmental aspects of gig-platform jobs. [ABSTRACT FROM AUTHOR]

Employees are a vital for the growth and development of an organization. With growing turnover rates and poor work conditions in organizations often making headlines there is a need to examine employee's perceptions of their work conditions and the effect it has on work related outcomes. The present study examines the associations between, decent work, job satisfaction and turnover intentions among 200 (106 females and 94 males) employees working in the formal sector. The results indicate a positive association between decent work and job satisfaction and negative associations between decent work and turnover intentions as well as between job satisfaction and turnover intentions. Job satisfaction was also seen to mediate the relationship between decent work and turnover intentions underscoring the importance of creating and maintaining decent work conditions that prioritize aspects such as adequate compensation, safe working conditions, free time, access to healthcare and alignment of values. [ABSTRACT FROM AUTHOR]

Dysfunctional work environments are characterized by the presence of psycho-social risks, such as workplace bullying (WB): hostile, systematic, and planned behaviors toward other workers in order to get them to leave the organization they work for. The aims of this study are (1) to analyze the prevalence of WB in a sample of teachers and (2) to determine the relationship between socio-demographic and socio-labor variables in relation to three study groups: teacher victims of WB, violent behaviors, and null or low violence. The sample consists of 3442 teachers working in publicly regulated educational centers located in the province of Valencia (Spain). Estimated frequencies, cross-tabulations, and effect sizes were analyzed using SPSS 24. The following results were obtained: (1) 12.26% were potential WB cases, and (2) potential victims of WB were not influenced by the socio-demographic and socio-labor variables proposed. The results obtained did not make it possible to determine a single profile of a teacher victim of WB. It is recommended that training protocols be developed to help teachers recognize and manage WB more effectively. This will improve their health, well-being, and performance in educational centers. [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]

Indonesia has prioritized upper secondary vocational education since 2006. This study examines the labour market outcomes of upper secondary vocational education in terms of decent work (DW), using Indonesian Family Life Survey data and a research framework that links DW into the broader labour economics of the school to work transition. We compare urban and rural workers with upper secondary vocational education to those with general education, using both simple regressions and propensity score matching. Workers with upper secondary vocational education do not earn higher wages or have better employment conditions than workers with general education. An exception is for workplace-provided training and pensions, where vocational graduates did better than general ones in 2014–15, a change from 2007; this effect was also much stronger in urban than in rural areas. Our findings raise questions about Indonesia's policy of expanding upper secondary vocational education without also focusing on its quality. [ABSTRACT FROM AUTHOR]

The rapidly expanding gig economy has been criticized for creating precarious and indecent working conditions. These critiques draw on decent work debates centred on employment classification, regulation and platform fairness, with less focus on the interactions between workers, platforms and clients, which are central to the experience of platform-mediated work. This article adopts a worker-centric relational perspective to explore decent work in the gig economy. Drawing on the experiences of workers in platform-mediated domestic care work, the insights from this study highlight the importance of social interactions and relationships, using an ethics of care lens, to elucidate how relational aspects shape workers' experiences. The findings reveal platform workers centre mutuality of interests, responsiveness and reciprocity, attentiveness and solidarity to maintain a balance of care (care-for-self and care-for-others) when negotiating platform-mediated care work. This article contributes relationality as a key dimension of decent work currently overlooked in studies exploring gig work arrangements. [ABSTRACT FROM AUTHOR]

The concept of decent work has few explanatory references and comparative descriptions due to limited research. So far, the concept of decent work only refers to standards and concepts issued by the International Labor Organization (ILO). Meanwhile, the Local Economic Development (LED) approach is an alternative strategy that prioritizes local aspects and resources for effective development. The research method chosen in this research is the phenomenological method. The phenomenological method explores human experiences (people’s lived experiences). This is in line with the concept of decent work and local economic development, which is highly influenced by the opinions and narratives described by the community, in this case, the research participants. This research explains the concept of decent work and local economic development based on the conditions of Banjarmasin City. It generated five explanatory clusters in this research. Cluster of general perspectives and specific perspectives related to the concept of decent work. The general perspective is that decent work should meet minimum standards and protect workers’ rights. While a specific perspective emphasizes subjectivity in viewing various decent work concepts. The other three clusters were formed from the exploration of the concept of local economic development, such as the challenge cluster, the opportunity cluster, and the relationship cluster between the concept of local economic development and decent work. These three clusters emphasize that the development concept requires comprehensive planning. Development faces challenges, such as insufficient government support, uncooperative communities, and disinterest among local people, but there are opportunities to boost local economies and improve work decency and conditions. [ABSTRACT FROM AUTHOR]

The bibliometric study based on the Scopus database aims to investigate the global literary development of "decent work" over a span exceeding two decades. The noticeable surge in publications since 2015 underscores the growing significance of the concept. Limited representation of lower‐middle and lower‐income countries, except India, among the top 10 contributors is observed, revealing a considerable research gap in the study of decent work. The research highlights five principal themes: the labor market's impact on economic development, corporate social responsibility and sustainable development, gender equality, governance, and social justice, as well as decent work, job quality, education, well‐being, and job satisfaction. The study also shows the importance of the topic in different fields. Future researchers may consider the variables or indicators identified for surveys and questionnaire construction. [ABSTRACT FROM AUTHOR]

Most non-wage workers have jobs that cannot guarantee an escape from poverty. They still choose to work rather than be unemployed despite limited or very long working hours, low income, marginalized, casual and mobile work that is far from decent work and is in informal employment. This study aims to analyze the effect of general and special training and education levels on the acquisition of decent work for non-wage workers in Indonesia. Using a cross-sectional survey design, this study uses data from the 2019 Indonesian National Labor Force Survey with a sample of 294,696 non-wage workers from the employed labour force. This research also produces a decent work index. The results found that general and specialized training and education positively and significantly affect getting decent work. However, as the level of education increases, the contribution of training decreases and vice versa. Based on the type of training, the lower the level of education, the more workers need specialized training. The lower the education level of non-wage workers, the more training is required to get a decent job and vice versa. This research proves that human capital in the form of education and training is decisive in obtaining decent work for non-wage workers. This research enriches the field of economic theory with the application of the supply of labour theory, where there is a positive relationship between quality of labour and quantity of labour in obtaining decent work. In addition, it provides a formula for the government to improve the condition of the Indonesian labour market, especially for entrepreneurs who are still marginalized, through the improvement of the twelve-year education program and the development of technology-based general and special training in obtaining decent work. This research aids in establishing a training model for decent work for non-wage workers.

Mining activities and efforts to increase human capital in East Luwu Regency, Indonesia, have not been able to contribute significantly to achieving Sustainable Development Goals, namely reducing unemployment and poverty. This study aims to determine whether the contribution of the mining sector and human capital affects the achievement of SDGs, either directly or indirectly. The novelty of this research is that it seeks to explore how much influence human capital and the mining sector in East Luwu, the largest mining center in Indonesia, have on realizing inclusive economic development. The type of research used is descriptive quantitative with a path analysis method approach using secondary time series data in the span of fifteen years, 2008-2022, obtained from the Statistics of Indonesia (BPS). Referring to the research results, it can be concluded that the mining sector’s contribution has a negative effect on reducing unemployment and poverty in East Luwu Regency. Likewise, human capital has a negative effect on reducing unemployment and poverty. Meanwhile, the unemployment rate variable positively affects the poverty rate. Seen from the indirect effect, the mining sector and human capital can reduce poverty indirectly through the unemployment rate variable. The implication of this study is to provide new information for the government and private sector to encourage the mining sector to grow inclusively and consistently in reducing unemployment and poverty, as stated in the vision of sustainable development goals (SDGs).

This study aims to shed light on the working conditions of healthcare institutions (HCIs) during the Covid-19 pandemic by adopting and extending the job demands-resources (JD-R) model to the psychological conditions (i.e., burnout, work engagement, and job satisfaction) of healthcare workers (HCWs). A quantitative design was employed. A cross-sectional survey was conducted, in which questionnaires were distributed to HCWs (n = 400). Partial least squares structural equation modeling (PLS-SEM) was employed to test the proposed hypotheses. Additionally, this study employed two-stage least squares (2SLS) regression analysis to address endogeneity concerns. The findings confirm the JD-R model (i.e., the health impairment process, the motivational process, and the cross-link relationships) and its impact on HCWs’ job satisfaction. This study contributes to existing literature on the JD-R model by highlighting the crisis context in revealing the JD-R model and its impact on work-related well-being and HCI practitioners in ensuring business processes in crisis circumstances such as the Covid-19 pandemic, particularly decreasing burnout and increasing work engagement and job satisfaction of HCWs.

Rapid technological change is transforming work, leading to a renewed focus on ‘decent work’. While research on decent work is extensive, its connection to digitalization remains under-explored. This study presents a systematic review using the PRISMA methodology, analysing 110 relevant studies. The result showed that the research on decent work has significantly increased in the past decade, with diverse perspectives emerging. Three key themes were identified: digital work transformation, inadequate compensation, and work fulfilment. The digital shift has impacted how work is designed, accomplished, and experienced, influencing the perception of decent work. The concept and practices of decent work need adaptation to meet the demands of the digital age. Future research should explore decent work through the lens of self-value/psychology, the impact of digitalization on work design, and the integration of management and organizational theories. This study informs researchers and practitioners on promoting decent work in the digital era.

Background: The manufacturing sector is noted to be important to the South African economy. Calls exist to understand those factors that enhance the workforce capability of the manufacturing sector. Aim: This study examines the determinants of job satisfaction accounting for the role of person-organisation fit, decent work, and employee-organisational factors (high-performance human resource management [HRM] practices and change-oriented organisational citizenship behaviours). Setting: The study was conducted among a sample of employees operating in the manufacturing sector in South Africa. Method: A conceptual model was tested through a probability sample (n = 211) drawn from South Africa’s manufacturing sector. Covariance-based structural equation modelling and the Hayes approach were used to test the hypotheses. Results: The results demonstrate a significant relationship between decent work and high-performance HRM practices. Furthermore, person-organisation fit significantly moderates this relationship. High-performance HRM practices were significantly associated with change-oriented citizenship behaviours, which accounted for a significant variance in job satisfaction. Conclusion: This study provides valuable insight into employee-organisational factors that can influence job satisfaction. Contribution: The research re-invigorates attention to the factors influencing organisational job satisfaction. These factors become critical to re-vitalising the workplace to enhance job satisfaction and a dedicated leadership excellence agenda.

Orientation: The South African public service faces the challenge of a high labour turnover among its employees. There is a need for strategies to not only keep employees happy at work but also to retain them. Research purpose: The study investigates the determinants of job satisfaction and turnover intention accounting for the role of employee creativity, engagement and decent work. Motivation for the study: There is a need for strategies to not only retain employees within the public service but also to ensure the employees are satisfied with their jobs. Research approach/design and method: A cross-sectional survey was conducted with a convenience sample of 304 employees working within the South African public service in the Eastern Cape province of South Africa. The Statistical Package for the Social Sciences (SPSS) (version 25) and the Linear Structural Relations (LISREL) software packages were used to analyse data. Main findings: It was established that higher ratings of decent work experience relate positively to employee ratings of engagement in the work and that they also influenced outcomes such as job satisfaction and employee turnover intentions. Practical/managerial implications: The findings are a useful precursor in improving not just the work experience for employees but also work related outcomes such as job satisfaction and turnover intention. Contribution/value-add: The study findings give practical interventions to address the challenge of high turnover and the dearth of job satisfaction among public service employees.

Orientation: The mining industry is a high-risk industry with demanding work environment. Often times, it encounters a myriad of problems that include failure to retain top talent due to lack of job satisfaction. Productivity of the mining companies usually decrease due to these problems. Research purpose: The study seeks to investigate the relationship between employee engagement, job satisfaction and decent work considering Kwekwe District as a case study. Motivation for the study: There is limited research conducted on the link between employee engagement, job satisfaction and decent work, particularly in the mining sector. Research approach/design and method: This study is quantitative in nature. Using the Minnesota Satisfaction Questionnaire, Decent Work Scale and Utrecht Work Engagement Scale, the data used were gathered directly from 253 miners in the gold mining environment. Structural equation modelling (SEM) was used to assess the relationship between employee engagement, job satisfaction and decent work and to test the structural model. Main findings: The results of SEM show that employee engagement is positively linked to job satisfaction; decent work is positively connected to employee engagement; and decent work positively influences job satisfaction. Further, the study indicates that decent work fully moderates the relationship between employee engagement and job satisfaction. Practical/managerial implications: The constructs of employee engagement, job satisfaction and decent work are significantly related. Human resource interventions are needed to deal with these constructs. Contribution/value-add: This research contributes to the existing body of literature by revealing the relationship between employee engagement, job satisfaction and decent work.