Can Decent Work Explain Employee-Level Outcomes? The Roles of Work–Family and Family–Work Conflict

Abstract

Decent work (DW) has emerged as a growing paradigm for all, entailing fundamental principles and rights at work which can pervade all human resource management (HRM)practices. While studies on DW are generally examined on macro levels, such as social, economic, legal, and political, the rising emphasis to realize the Sustainable Development Goal (SDG) No. 8 of the UN and highlight the importance of quality of employment in this paper we draw our attention to the DW concept at the micro level The purpose of this study is to explore whether DW is associated with ‘employee performance’ and ‘intention to leave’. Additionally, the aim is to investigate whether work–family conflict (WFC) and family–work conflict (FWC) can serve as moderating variables under the job demands–resources (JD–R) model. Data were collected from employees working for 392 organisations, who represented their companies at a national career fair in Turkey. The results have revealed the role and importance of securing DW as a significant job resource for sustaining positive employee outcomes, including high performance and a reduced intention to leave. Furthermore, the study has shown that while WFC has moderating effects on performance and employees’ turnover intentions, FWC serves as a moderating variable, weakening the relationship between DW and intention to leave in case of adverse family demands.

Measuring the decent work of knowledge workers: Constructing and validating a new scale

“…They are the basic principles and work values, adequate working time, productive work, fulfillment of labor rights, social protection, health and safety, and opportunities. This instrument measures workers' subjective perceptions of DW conditions in their current jobs at the individual level [ 27 ].…”

A Study on a New 5S Model of Decent Work Perception

“…Decent work can significantly contribute to labor market stability [15], socioeconomic competitiveness [16], and the human development index [17]. Moreover, decent work can predict employee engagement [18], self-efficacy [19], organizational commitment [20], voice behavior [21], innovative behavior, and job performance [22,23]. Surprisingly, organizational behavior and human resource management researchers have seldom directly studied knowledge workers' decent work perception, although they have long realized that knowledge workers are critical to improving the competitiveness of organizations in the knowledge economy [24].…”

Decent Work, Employee Satisfaction, and the Mediating Role of Social Courage in Reducing Turnover

“…Studies on decent work in literature generally focus on societal-level outcomes (Aybas et al, 2022; Blustein et al, 2016). This study examines the topic from an alternative standpoint by narrowing the notion of decent work to the individual level.…”