Decent work in Italy: A network analysis

Abstract

The present study investigated the Italian version of the Decent Work Scale (DWS) with a sample of 645 workers (females = 65.1%; mean age = 43.9 years; SD = 10.9) according to a network perspective. We compared factorial and network models and estimated the regularized partial correlations for the five DWS domains: physically and interpersonally safe working conditions (SC), access to healthcare (AH), adequate compensation (AC), hours that allow for free time and rest (FT) and organizational values complement family and social values (CV). The results highlighted that the network model showed the best fit to the data. Among the most central domains in the network, the high centrality of CV suggests that this domain could represent an effective target for actions addressed to fostering decent work in Italy. In contrast, the low centrality of AC and FT underlines the urgent need to advocate for more decent remunerations and working hours in Italy.

Work as Meaning Inventory: A network analysis in Italian workers and students

“…In this view, single elements have no causal influence on each other, and they indicate only an underlying latent factor (Schmittmann et al, 2013). Alternatively to the factor approach, the network approach has recently emerged (Borsboom & Cramer, 2013; Borsboom, 2017) and is applied in various psychological domains, such as personality (Beck & Jackson, 2021), mental disorders (Fried et al, 2017), well-being (Govorova et al, 2020), emotions (Lange et al, 2020), empathy (Briganti et al, 2018), and decent work (Svicher et al, 2022). According to this approach, meaningful work and meaningful study did not necessarily stem from latent factors (Epskamp et al, 2018); however, they may derive from the reciprocal interaction among its observable indicators (scale items) (Dalege et al, 2016).…”

Satisfaction with life in workers: A chained mediation model investigating the roles of resilience, career adaptability, self-efficacy, and years of education

“…Furthermore, the negative relationship between education and satisfaction with life suggests the importance of keeping an eye on the right person-job fit (Edwards, 1991), so that workers over-education (and therefore an imbalance in the Demand-ability fit dimension), as well as an inadequate salary (and therefore an imbalance in the Need-supply fit dimension) can be avoided. These results also call for future reflections on aspects also related to eudaimonic well-being both in life and in relation to work (Dik et al, 2015;Svicher et al, 2022b) decent work for all workers (Duffy et al, 2016(Duffy et al, , 2017Di Fabio and Kenny, 2019;Svicher et al, 2022a).…”

Human capital sustainability leadership: From personality traits to positive relational management

“…Constructing positive and supportive relationships is fundamental for healthy workers, healthy business, and healthy organizations ( Di Fabio et al, 2020 ) in the current challenging scenario. Organizational environments need to recognize the value of the relationships for workers and organizational well-being ( Blustein, 2011 ), as well as for reducing dysfunctional work-related correlates, such as occupational fatigue ( Di Fabio et al, 2021 ), perfectionism ( Di Fabio et al, 2022 ) fostering relevant assets ( Di Fabio and Palazzeschi, 2012 ; Di Fabio et al, 2017 ; Palazzeschi et al, 2018 ; Duradoni and Di Fabio, 2019 ; Gori et al, 2022 ; Svicher et al, 2022a , b ). It asks for incorporating managing practices that enhance healthy relationships for sustainability and sustainable development ( Di Fabio and Peiró, 2018 ).…”

“…The goal should therefore be to facilitate individuals in building lives via work and relationships ( Di Fabio and Blustein, 2016 ) with a positive-oriented approach which emphasizes the value of constructing positive relationships and support in the work environments ( Di Fabio, 2017a ). Positive relationships are a fundamental factor for the well-being of individuals ( Blustein, 2011 ) and promoting positive relationships can increase well-being at work also fostering characteristics of decent work ( Svicher et al, 2022a ).…”