Decent work, work motivation and psychological capital: An empirical research

Ferraro, Tânia; Moreira, João Manuel; Santos, Nuno Rebelo dos; Pais, Leonor; Sedmak, Clemens

doi:10.3233/wor-182732

Cited by 65 publications

(27 citation statements)

References 35 publications

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“…Prior studies have provided strong empirical support for PWT in relation to socioeconomic antecedents, paths, and boundary factors in the predictor portion of the model, and psychological and mental outcomes of people securing decent work (e.g., Ferraro et al, 2018;Kozan et al, 2019;Wang et al, 2019). The present research is grounded in PWT's premise that securing decent work helps meet individuals' psychological needs, specifically demonstrating the positive effect of decent work on psychological safety.…”

Section: Theoretical Background Decent Work and Psychology Of Working Theorymentioning

confidence: 86%

How Decent Work Affects Affective Commitment Among Chinese Employees: The Roles of Psychological Safety and Labor Relations Climate

Huang

Shen

Yuan

2021

Journal of Career Assessment

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This two-study research evaluates the validity of the decent work scale (DWS) developed by Duffy et al. (2017) in the United States and the effect of decent work on affective commitment among Chinese employees. Study 1 aims to validate the DWS and examine the predictability of decent work for psychological safety and affective commitment. Drawing from a sample of 307 full-time employees (149 females and 158 males), Study 1 reveals that the bifactor model of the DWS has valid application in the Chinese context, and that decent work is positively related to psychological safety and affective commitment. Study 2 seeks to explore the relationship between decent work and affective commitment, the underlying mechanism, and the boundary condition. With a new sample of 568 full-time employees (268 females and 300 males) collected at two time points, Study 2 demonstrates that decent work is directly and indirectly related to employee affective commitment through the mediation of psychological safety; this indirect relationship is moderated by labor relations climate. This research extends decent work research and psychology of working theory in relation to the DWS validation and predictability for employee workplace attitudes, psychological process, and boundary conditions in a non-Western context.

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Section: Theoretical Background Decent Work and Psychology Of Working Theorymentioning

confidence: 86%

How Decent Work Affects Affective Commitment Among Chinese Employees: The Roles of Psychological Safety and Labor Relations Climate

Huang

Shen

Yuan

2021

Journal of Career Assessment

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“…DW as conceptualized by Ferraro et al (2018b) refers to the design, content, context and consequences of work. Through canonical correlations Ferraro et al (2018a) found two main mechanisms linking DW to work-motivation in knowledge worker samples (from Portugal and Brazil). The first mechanism associated with more psychological work motivations (intrinsic WM), included 'Fulfilling and Productive Work' (DW3), 'Fundamental Principles and Values at Work' (DW1) and 'Opportunities' (DW6) for the Portuguese sample.…”

Section: Well-being At Work: Work Engagement and Burnoutmentioning

confidence: 98%

“…In the second mechanism presented by Ferraro et al (2018a), 'Social Protection' (DW5) was only included in the Portuguese sample. The Brazilian sample included 'Social Protection' (DW5) and in an opposite way 'Health and Safety' (DW7) among DW dimensions.…”

Section: Well-being At Work: Work Engagement and Burnoutmentioning

confidence: 99%

“…We report on research aiming to study the relationships between DW and work motivation (WM), work-engagement and burnout in physicians. Previous research suggests that DW conditions relate to WM (Ferraro et al 2018a). Furthermore, workengagement has been shown to be positively related to work performance, organizational effectiveness and workers' well-being.…”

Section: Introductionmentioning

confidence: 99%

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Decent Work, Work Motivation, Work Engagement and Burnout in Physicians

Ferraro

Santos

Moreira

et al. 2020

Int J Appl Posit Psychol

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This article presents the relationships among decent work (DW; Decent Work Questionnaire), work motivation (Multidimensional Work Motivation Scale), work engagement (Utrecht Work Engagement Scale) and personal-burnout (subscale of Copenhagen Burnout Inventory) in Portuguese and Brazilian physicians (N = 605). Canonical correlation analyses were performed. The results in the Portuguese sample: the seven DW factors were related to identified and intrinsic-work-motivation, work-engagement and less personal-burnout. Adequate-working-time-and-workload is associated with decreases of identified-work-motivation and personal-burnout. Less meaningful-remuneration-forthe-exercise-of-citizenship is related to less extrinsic-material-work-motivation and extrinsic-social-work-motivation; in the Brazilian sample: fundamental-principles-and-valuesat-work, adequate-working-time-and-workload, fulfilling-and-productive-work, and opportunities relate to identified and intrinsic-work-motivation, work-engagement, less amotivation and less personal-burnout. Less adequate-working-time-and-workload and less social-protection are associated with more personal-burnout. In both samples, the DW global score were related significantly and positively with the more self-determined types of work-motivation (intrinsic and identified); and significantly and negatively with the amotivation. These results help human resources management to enhance physicians' performance and well-being, and therefore the quality of care provided.

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“…Another locution frequently mentioned in the literature related to QWL is "decent work", which refers to the converging focus of all the four strategic objectives of the International Labour Organization (ILO): promotion of rights at work, employment, social protection, and social dialogue (ILO, 1999). Ferraro et al (2018) describe it as a concept created for promoting economic and social human development in the formal and informal economy. In other words, decent work is related to meaningful work and ethics that ensure fundamental values and principles at work through social dialogue among those involved in the decision-making processes regarding that work (Ferraro et al, 2017).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Composite Indicators to Measure Quality of Working Life in Europe: A Systematic Review

et al. 2021

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

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Decent work, work motivation and psychological capital: An empirical research

Abstract: Results suggest that DW is an important predictor of work motivation and psychological capital. Practical implications for human resources management are presented.

Cited by 65 publications

References 35 publications

How Decent Work Affects Affective Commitment Among Chinese Employees: The Roles of Psychological Safety and Labor Relations Climate

How Decent Work Affects Affective Commitment Among Chinese Employees: The Roles of Psychological Safety and Labor Relations Climate

Decent Work, Work Motivation, Work Engagement and Burnout in Physicians

Composite Indicators to Measure Quality of Working Life in Europe: A Systematic Review

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