Letter to the Editor: Expanding the Discourse on Decent and Precarious Work in Nursing.

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.

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. To investigate the decent work conditions and ethical ideologies of nurses, and to analyze whether decent work influences their ethical ideologies. 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 approval from the ethics committee, institutional permission, and informed consent from the participants were obtained for data collection. 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. 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. 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.

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.

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. This study aimed to elucidate the mediating role of psychological ownership in linking decent work to nurses' vigor at work. 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. 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. Decent work practices are critical in fostering nurses' vigor while working, and psychological ownership plays a mediating role in this relationship. Hospital administrators should value decent work practices, which could enhance psychological ownership, resulting in a potential improvement in nurses' vigor at work.

This study explores the well-being (engagement) and work fulfilment of 628 blue-collar workers as outcomes of decent work, based on the Psychology of Working Theory and its target group. It takes a positive preventative approach and demonstrates the motivational role of work engagement and psychological ownership in contributing to the work fulfilment of blue-collar workers experiencing decent work. Data was collected from a South African-owned trailer manufacturing company. The results show a positive relationship between decent work and work fulfilment, with work engagement mediating this relationship. Additionally, psychological ownership positively moderates the relationship between decent work and work engagement. This study adds insights into the underlying mechanism (work engagement) that elucidates how decent work relates to work fulfilment. This study sheds light on how decent work contributes to work fulfilment through work engagement. Furthermore, suggesting that this relationship is stronger for blue-collar workers with higher levels of psychological ownership.

Decent work is the sum of people’s aspirations in their working lives. This article aims to report the results of a systematically conducted literature review of empirical research concerning decent work. Electronic databases B-On and EBESCO host, using the keywords ‘decent work’ in the ‘title’ and ‘abstract’, yielded 689 citations. After a two-stage application of inclusion and exclusion criteria, 38 articles were retained for analysis. All studies were conducted between 2003 and 2017. The studies focused on work conditions in the case of decent work deficit, those workers not benefiting from decent work conditions, and what is necessary for the existence of decent work. Study samples consisted typically of workers from different sectors and countries. Data collection was mainly by interview or institutional statistical databases and most studies were descriptive and cross-sectional. The results of this review show that empirical research on decent work is grounded in various disciplines and is still in its early stages. Additionally, most studies report decent work deficit and do not cover the whole decent work concept. Medium, low, and very low development countries are under-researched.

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.

The article is aimed at researching the concept of decent work as a strategic direction of the labour legislation development in XXI century. De- cent work is considered as the basis for sustainable development, overcoming poverty and income inequality. The author analyses the stages of formation and development of the concept of decent work in the International Labour Organization (ILO) activity. It also determines the content of the basic dimensions of decent work for ILO standards. There are such elements of the concept of decent work as the fundamental principles and rights at work, the promotion of productive employment, social protection, social dialogue. The need for defining qualitative and quantitative indica- tors to measure progress towards decent work in each country is emphasized. The need for decent work is especially relevant in the modern period, due to the deepening of the human-oriented approach to regulating rela- tions in the field of work. The broader content of the substance of social protection has been identified in comparison with national doctrine, includ- ing measures for social security and protection of workers, as well as working conditions. It is emphasized that nowadays the decent work is the safe work. It is concluded that social dialogue is the key to achieving the goals of decent work, balancing the interests of the state, employees and employers in the field of work. The article summarises scientific approaches to determining the content and objectives of decent work nowadays. The purpose of the concept of decent work is defined as ensuring productive employment, decent working conditions, and opportunities for professional and personal devel- opment of employees on the basis of equality, fairness and security. It is emphasised that the complexity of the concept of decent work, the realiza- tion of this concept will affect not only labour relations, but also at the standard of living of employees and society as a whole. The implementation of international standards for the decent working conditions, decent wages, ensuring equal rights and opportunities allows improving the well- being of employees, their economic status, and also affects the level of the country's economic development.

The purpose of this paper is to assess the legal provisions and policies for promoting decent work conditions in Nepal. It follows an integrative review of different legal documents including laws, policies, and provisions related to decent work in the Nepalese context. The evidence shows that laws and policies enacted by the government form the legislative foundation for the labor markets and decent work conditions in Nepal. Mainly, the Constitution of Nepal, 2015; Labor Act, 2017; Trade Union Act, 1992; Child Labor Act, 2000; and Sexual Harassment at the workplace (Elimination) Act, 2015 have paved the foundation for decent work in Nepal. Furthermore, Industrial Policy, 2010; Social security Fund, 2016; Youth and Small Entrepreneurs Self-Employment Fund; Agriculture Development Strategy, 2015; National Employment Policy, 2015; Foreign Employment Policy, 2012; Sustainable Development Goals, 2017; and Decent Work Country Programme for Nepal (2018-2022) have also presented the guidelines for enhancing the supportive work environment. It is found that the role of government in the transformation of business sectors and enhancement of decent work conditions is imperative, ensuring its freedom of choice, particularly in matters relating to employment relations in countries like Nepal. The findings of this paper can offer guidance for future studies on decent work and can be a milestone for open discussion on numerous legislative norms and regulations on the issue.

Purpose Based on a decent work scale (DWS) derived from the decent work literature and tailored to the Turkish garment industry, we propose a multidimensional model showing the differentiated impacts of decent work dimensions on various facets of employee well-being. Design/methodology/approach Using our customized DWS formulated from discussions with industry experts and academics, the European Working Conditions Survey (2015) and Ferraro et al.’s DWS (2018b), we employ a cross-sectional analysis using surveys of 332 white-collar employees in 6 garment firms across Türkiye. We conduct an exploratory factor analysis to identify the DWS structure and a confirmatory factor analysis to validate our model. Finally, we apply a PROCESS analysis to examine direct and indirect effects, assessing relationships among the variables. Findings We find white-collar employees in Türkiye emphasize earnings and equity as critical resources that enhance all aspects of well-being, while workplace safety, work-family balance and work intensity have more limited effects. The analysis also reveals that physical well-being serves as a mediator between most dimensions of decent work conditions in fostering personal well-being. Originality/value Our DWS measures decent work conditions specifically for the garment industry based on a unique participatory survey that adds a novel element to survey development. Utilizing conservation of resources theory, our model analyzes the relationships between decent work and employee well-being. By recognizing decent work conditions as valuable resources for well-being, the study offers insights for decision-makers in the garment sector, showing that changes in these resources influence various aspects of well-being that ultimately affect firm productivity and sustainability.

Burnout is a critical issue in occupational mental health, and decent work is recognised as a key factor in promoting employee well-being. Drawing on the Psychology of Working Theory and Conservation of Resources Theory, this study examined whether Career Calling, as a personal resource, moderates the relationship between Decent Work and Burnout among Portuguese workers. A cross-sectional online survey was conducted with 173 participants, and data were analyzed using the PROCESS macro. Results indicated a significant negative relationship between Decent Work and Burnout, with Career Calling moderating this association: its protective effect was stronger when decent work conditions were adequate. These findings highlight the importance of prioritising decent work as the primary strategy to prevent burnout, while supporting the development of Career Calling as a complementary resource to enhance resilience, engagement, and meaning in work.

<p>The impact of trade liberalisation on the structure and nature of work is a divisive topic. On the one hand, there are those who support trade liberalisation by pointing to the potential employment generation (Kelly & Prokhovnik, 2004) and the upward pressure on workers’ skills levels (Mander & Goldsmith, 1996). In contrast, there are those who remain critical and argue that trade liberalisation results in job losses, downward pressure on working conditions and limited opportunity for unskilled workers (Solidar, 2007c; 2007e). Impacts that indicate an improvement in decent work are often framed as ‘social upgrading’ while any deterioration in decent work is seen to result in ‘social downgrading’. Research in this field, while growing, tends to assess the impact of trade liberalisation from a national, sectoral or organisational perspective, while little is known of the workers’ perspective. Adopting a worker perspective, this thesis examines the impact of trade liberalisation on decent work among sugar mill workers in the Philippines. Using a qualitative single case study method, the study draws on the changes in employment and work conditions in a sugar mill when liberal trade policies were introduced. The study uses both primary and secondary data. Primary data were taken from representatives of the workers, the employer and the government sector at national and workplace levels. The study highlights the trade-offs between indicators of decent work and finds that decent work can be influenced by institutional frameworks in addition to employment strategies. Trade liberalisation resulted in numerical flexibility where permanent workers were reduced while contractual workers were hired as cost reduction measures and a way of avoiding labour laws that are protective of permanent workers. A shift of employment demand toward semi-skilled or skilled workers was also found. Thus, this research directs the attention of future research on trade liberalisation and decent work towards more vulnerable workers such as contractual workers. Furthermore, it highlights the need to increase the coverage of legislative protection to include non-permanent workers. Lastly, it challenges the Philippine government to increase the skill level of its workforce to facilitate employment generation.</p>

The promotion of decent work plays a central role in the transformation of tourism into a sustainable activity. The literature on this topic has multiplied, but it is imperative to pay more attention to workers in the potentially most vulnerable sectors, such as those without employment contracts and without formal higher education. The aim of this study on independent workers in tourism is to investigate how they perceive their work as decent and to analyze their quality of life. In addition, the study aims to analyze the mediating effect of career adaptability on the relationship between decent work and quality of life. The sample consists of 228 tourism workers in Portugal, mainly women, aged between 19 and 71 years. The results support the hypothesis that decent work can improve the quality of life of workers in the tourism industry. They also show that decent work is associated with a greater likelihood that workers are able and feel confident to adapt to changing tasks, to engage in continuous training and to manage their careers, which has a positive impact on their quality of life. The importance of prioritizing decent work and psychosocial resources to cope with the changing working and working conditions of the independent workers in the tourism sector in Portugal is discussed.

Psychological ownership within psychology of working theory: A three-wave study of gender and sexual minority employees

The working conditions in the South African public service, notably its challenging environment, pose significant threats to the physical health of employees. Calls exist in understanding how this can be addressed. The study investigated the predictors of physical health, accounting for the role of organisational climate and decent work. The study was conducted in Bisho in the Eastern Cape province of South Africa. An instrument was administered through a survey using a sample of 289 respondents. Descriptive and inferential statistics were used to test the hypothesised relationships. No significant direct effect existed to show that the sounder an organisational climate, the better the physical health of employees will be (β = -0.014, t = -0.199, p = 0.843, 95% confidence interval [CI] [-0.153 to 0.125]). However, statistically significant evidence existed to show that the more focus on promoting decent work, the better the physical health of employees will be (β = 0.463, p = < 0.001, 95% CI [0.258 to 0.668]). Finally, decent work has a full mediating effect on the relationship between organisational climate and employee physical health (β = 0.105, 95% CI [0.054 to 0.167]). Public service organisations need to pay attention to the role of its climate and decent working conditions in promoting employee physical health. Interventions are needed centered on improving decent work and the organisational climate as identified predictors of employee physical health.