Sustainable Workplace Research Articles

Work‐Related Intimate Partner Violence (WIPV): A Systematic Review and Feminist Conceptual Analysis

ABSTRACTIntimate partner violence (IPV) is a long‐standing and egregious social issue that inherently impacts and is impacted by work and workplaces. Work‐related intimate partner violence (WIPV) is a pattern of IPV that both directly and indirectly undermines victim‐survivors' employment, work, and careers, yet scant attention has been paid in management studies to workplace responses and responsibilities regarding this form of violence. Hence, we conduct a systematic review and conceptual analysis of 111 WIPV‐focused papers utilizing three well‐established feminist lenses to ascertain and conceptualize what we know and do not know about the WIPV domain and, more importantly, to outline an agenda for what we should know from a gendered perspective about WIPV. We develop a gender‐sensitive, multilevel framework with which we investigate and challenge the WIPV research agenda from individual, interactionist, and structural viewpoints, including the interaction between these perspectives. A key purpose of this paper is to extend debate about WIPV beyond the current focus of human resource management (HRM) research and practice on micro‐level employment issues to include meso‐level organizational and macro‐level societal issues. A second and connected purpose is to draw attention to the need to address big societal challenges related to workplaces and to highlight the pivotal role of HRM in fostering ethical and socially sustainable workplaces. Thus, we advance the vital debate about WIPV, provide a template for how gender can be conceptualized in HRM and workplace research, and challenge the boundaries for organizational involvement in areas traditionally deemed as private or societal.

Occupational Risk Management for a Sustainable Workplace Using Simulation

Theoretical background: The article delves into the realm of occupational risk management within the context of supply chain management and enterprise logistics. It emphasizes the importance of ensuring safety and sustainable working conditions in today’s dynamic business environment, where supply chains are becoming increasingly globalized and complex. Purpose of the article: The primary objective of the article is to introduce a novel approach to occupational risk management that leverages advanced digital technologies and simulations. It aims to address the existing research gap by developing a method that considers dynamic environmental factors and individual worker needs. By analyzing the synergy of various hazards, monitoring employee workload, and employing simulations, the article seeks to enhance the accuracy of occupational risk assessment and facilitate more effective corrective actions. Research methods: The article employs a mixed-method research approach, drawing upon both theoretical analysis and practical application. It begins with a thorough literature review to establish the theoretical framework and identify research gaps. Subsequently, it discusses the proposed solution – a method for managing occupational risks using simulation – by presenting its theoretical description and implementation process. The research methodology involves the development and application of this method to a selected order picking process, followed by simulation to minimize occupational risks. The authors also utilize software tools to simulate work processes and assess health risks to workers. Main findings: The main findings of the research suggest that occupational risk assessment using simulation has a significant impact on improving work processes in terms of sustainable workplaces. By introducing elements of labor humanization and redesigning work processes, the study demonstrates a reduction in the sources of occupational risk. The innovative approach to risk assessment, based on recursion across different organizational resources, facilitates the identification of improvement action projects. Additionally, the study emphasizes the importance of digitalization and Industry 4.0 technologies in monitoring working conditions, identifying risks, and implementing preventive measures. Overall, the research contributes to shaping new standards for safe and sustainable work environments, thereby enhancing both safety and efficiency within organizations.

The interplay of resilience, stress, mental wellbeing and task performance: Implications for sustainable workplaces

Understanding relationships between stress, resilience, mental wellbeing, and task-performance is critical for success in today’s sustainable workplaces. Thus, we aimed to analyse and develop a management framework to deal with this criticality. Inspired by Salutogenesis theory – prioritizing positive variables over the absence of negative ones, our emphasis was on resilience and mental wellbeing for stress management and improving task performance. Data from 445 employees was collected by a survey instrument employing standardised scales. Reliability and validity of constructs were established through the measurement model, while the structural model tested the strength of the relationships. Low stress and high resilience were identified as having a strong effect on mental wellbeing, which in-turn improved task-performance. This study highlights that resilience and mental wellbeing, in addition to stress management, significantly improves task performance for sustainable workplaces.

Promoting a Sustainable Workplace with the “Shortened Working Week” (SWW): Empirical Insights from 1,000 White-Collar Workers in Poland.

This paper explores the effectiveness of the Shortened Working Week (SWW) as a mechanism for advancing Sustainable Human Resource Management (SHRM). It begins by reviewing various SWW models implemented in pilot studies across the UK, Sweden, Japan, and the US. Next, the paper employs the Triple Bottom Line theoretical framework to assess the impact of SWW on SHRM. Furthermore, it presents empirical data from a survey of 1,000 white-collar employees in Polish organisations, examining their attitudes towards SWW. The findings suggest that a reduction in work hours can positively influence the social, economic, and environmental pillars of SHRM. Considering the varied preferences for SWW based on factors such as gender, family status, and company size, the paper recommends that managers consider flexible scheduling alternatives to the conventional Free Fridays model.

Empowering sustainable workplaces: A perspective on employee well‐being in the light of the job demand resource model

AbstractAccentuated by unprecedented challenges, burnout has become a prominent concern affecting employee well‐being. The job demands resource (JD‐R) model suggests that job demands has the capacity to mitigate employee burnout. Nevertheless, there has been limited attention on the integration of the psychological and organisational processes contributing to such effect. This research aims to analyse the integrative role of psychological (i.e., employee self‐regulation) and organisational processes (such as the Human Resource Management system) in the JD‐R model to enhance well‐being in workplaces. Consistent with Sustainable Development Goal (SDG) 3 of the United Nations (‘healthy lives and well‐being’), the results of this research conducted in public sector hospitals suggest that job demands affect employee burnout through the mediation of employee coping (self‐regulation) strategies. Furthermore, the research enriches the existing literature by showing how employee self‐regulation and organisational Human Resource Management practices may alter the effect of job demands on burnout.

Unveiling the Shadow of Workplace Cyberbullying in the Digital Age: A Call for Research in Africa

Workplace cyberbullying, exacerbated by the growing prevalence of digital work environments, has emerged as a significant threat to employee well-being and organisational productivity. Despite increasing research attention around the world, there is a critical gap in understanding the unique context and implications of cyberbullying within African workplaces, particularly those operating in digital spaces. This bibliometric analysis, utilising Scopus and Web of Science databases, systematically examines the publications on workplace cyberbullying from 2000 to 2024 using Microsoft Excel and visualisation tools such as VOS Viewer. The findings underscore a stark disparity in research focus, with most studies originating from developed countries and neglecting African organisations’ specific challenges. Although South Africa and Ghana have made initial contributions, a comprehensive understanding of the prevalence, manifestations, and consequences of cyberbullying in diverse African cultural and organisational settings in Africa remains elusive. This study serves as a call to action for researchers and practitioners to prioritise investigations into cyberbullying in Africa, highlighting the need for culturally sensitive interventions and policies tailored to digital work environments. By addressing this research gap, organisations can promote healthier and more sustainable workplaces for employees across Africa.

A qualitative investigation of demands, resources and self-regulation during Navy deployment

ABSTRACT Creating a sustainable workplace for Navy personnel is vital for their wellbeing and retention. This qualitative study explores the interplay between job and personal demands, resources, and stress self-regulation strategies affecting psychological strain among Navy personnel during deployment. We conducted semi-structured key informant interviews with 25 Navy personnel (68% male) to determine the demands and resources at sea that affect psychological strain. The findings identified that individual differences in coping strategies (e.g., recovery management), abilities (i.e. ability to make social connections), and their mind-set about deployment (e.g., sense of purpose) were perceived to play a role in the experience of strain. Additionally, the presence of supportive peers and leaders was identified as a key resource, whereas external stressors (e.g., family crisis) and social tension onboard, amplified by confined spaces, were commonly reported demands. Our findings also contribute to a growing body of research suggesting a nuanced interaction between individual coping strategies and job design. Formal organizational support was identified as enabling adaptive self-regulation strategies, while the capacity to form and maintain positive relationships helped foster a sense of belonging, countering isolation. Another key contribution was the individual differences in the appraisal of resources offered by the organization and the potential importance of resource appraisal in how effective resources were perceived to be for addressing shipboard demands. We provide recommendations relating to targets for personnel training, interventions, and leadership in terms of communication, supporting day-to-day and equal opportunity for recovery, resource access, maintaining morale, and shaping the evaluation of demands.

Enhancing Job Performance: The Critical Roles of Well-Being, Satisfaction, and Trust in Supervisor.

This empirical study investigated the associations between psychological well-being, job satisfaction, trust in supervisor, and job performance. Data were collected from 277 company employees in Bahrain through online questionnaires and analyzed using structural equation modeling (SEM). The purpose of the study is to examine the relationships between psychological well-being, job satisfaction, trust in supervisor, and job performance through the use of a theoretical framework that synthesizes prominent models in the field of organizational psychology. The research findings indicate a positive influence of psychological well-being on both job satisfaction and job performance. Notably, job satisfaction plays a mediating role in the relationship between psychological well-being and job performance. The study contributes to the existing body of knowledge by offering an integrated approach to examining the intricate connections between psychological well-being, job satisfaction, trust in supervisor, and job performance, which all are crucial for creating a sustainable workplace environment and outcomes. Practical implications highlight the need for organizations to prioritize employee psychological well-being through initiatives such as wellness programs and supportive work environments, as these initiatives directly influence job satisfaction and performance. Job satisfaction acts as a significant mediator, emphasizing the importance of fair compensation, recognition, and professional development in enhancing job satisfaction.

Towards a sustainable workplace: investigating workplace cyberbullying and its relationship with employee wellbeing and intention to stay in remote and hybrid work settings

PurposeThe advent of information and communication technologies in workplace settings has broadened the range of bullying behaviours that can manifest in the digital realm. However, there is a lack of knowledge concerning the impact of situational factors on employees' perceived cyberbullying within the workplace framework. Broadly, this study aims to investigate the effects of workplace cyberbullying on employees' wellbeing at work and their intention to stay with the organization, across two groups of employees: those who work in a fully remote mode and those employed in hybrid work arrangements.Design/methodology/approachThe current descriptive and time-lagged study was conducted among a sample of 373 employees who work in the information technology sector in India, in either fully-remote or hybrid mode. The study utilized self-report questionnaires, which employed previously validated questionnaires. The hypotheses were tested using structural equation modelling and multi-group analysis using IBM SPSS, AMOS, and STATs Tools Package.FindingsThe results demonstrate that cyberbullying negatively affects wellbeing at work and employees' intentions to stay with the organization. Remote-work employees experienced higher effects of workplace cyberbullying on their wellbeing at work. Also, the indirect effect of wellbeing at work was more pronounced and influential among remote work employees than hybrid work employees, suggesting the need for tailored support and resources for remote workers. Multi-group analysis across employees working in remote and hybrid work arrangements revealed that the relationship between workplace cyber-bullying and wellbeing at work is statistically stronger for remote-work employees.Originality/valueThis study represents a novel approach to developing and evaluating a theoretical model that explores the relationship between workplace cyberbullying, wellbeing at work, and the intention to stay with the organization within the context of remote/hybrid work arrangements. The findings offer theoretical and practical implications regarding the impact of workplace cyberbullying on job outcomes and aim to bridge a gap in current research. Particularly, the study highlights the positive outcomes of hybrid work over remote work and offers recommendations to mitigate the negative experiences among employees who work remotely.

Sustainability in the Workplace: Evaluating Indoor Environmental Quality of a Higher Education Building in Riyadh

Sustainable building design has gained global significance as a strategy to address environmental challenges and promote healthier living spaces. This concept is particularly relevant in Saudi Arabia, where there is a growing emphasis on integrating sustainable practices into the design and operation of buildings, especially in educational settings. Amidst the global push for sustainability in workplaces, this study’s core lies in assessing and comparing the satisfaction levels with the indoor environmental quality (IEQ) of a Saudi Arabian higher education building against those in international green buildings, considering factors that comprise thermal comfort, air quality, lighting, acoustic quality, office arrangement, furnishings, cleanliness, and maintenance. Employing the Center for the Built Environment (CBE) IEQ survey tool, a comprehensive study was conducted among the building’s occupants. A literature review and benchmarking studies complemented this to gather data on international green buildings. This study aims to assess and compare the satisfaction levels with the IEQ of a Saudi Arabian higher education building against international green buildings. The comparative analysis aims to expose the commonalities and differences in satisfaction levels, exploring how various factors influence overall satisfaction with the IEQ. The research found that there is overall satisfaction with the IEQ parameters of the building under investigation, except with two parameters: acoustics and thermal comfort. The building is generally in alignment with the IEQ of international buildings. This research is presumed to contribute significantly to sustainability initiatives in educational buildings, fostering a healthier and more sustainable workplace environment.

Are Millennials Spearheading SDG 12 in Sustainable Workplaces?

This article offers insights for companies and managers to understand how millennials’ traits contribute to fostering an environmentally sustainable workplace, ultimately aiding in achieving environmental sustainability. Employing mindful learning theory as its foundation, the article proposes a framework that leverages millennials’ characteristics to create a sustainable workplace. It highlights how millennials’ inclinations towards sustainability can shape eco-friendly work environments, allowing companies to align individual and organisational goals. This alignment, focused on responsible production and consumption (SDG 12), can drive progress towards environmental sustainability. The significance of this article lies in succinctly explaining millennial traits and their potential use by companies in cultivating sustainable workplaces, ultimately contributing to the pursuit of SDG 12.

The Role of Green Human Resource Management in Enhancing Employee Engagement and Environmental Performance

The present investigation centers on the function of Green Human Resource Management (GHRM) in augmenting environmental performance and employee engagement. Organizations use GHRM as a strategic method to deal with environmental concerns that arise from both the inside and the outside. The goal of the study is to emphasize how important GHRM is to creating an ecologically conscious and sustainable workplace. Organizations can enhance environmental performance by lowering waste generation and pollution levels, prioritizing employee engagement, and establishing a safe and healthy work environment. In order to determine whether GHRM, employee engagement, and environmental outcomes are related, the study looks at these relationships in the hopes that applying green practices will increase organizational profitability. In order to avoid greenwashing and match HRM tactics with environmental concerns, the GHRM idea is essential. By underlining the benefits of businesses’ environmental actions and the contribution of GHRM in recent advancements, this study adds to the body of literature. Keywords: Green Human Resource Management, GHRM, employee engagement, environmental performance, waste reduction, pollution reduction

Design and management considerations towards productively sustainable work places in Saudi Arabia

Purpose This paper aims to review and assess the sustainable design and management considerations affecting workplaces’ productivity in Saudi Arabia. Design/methodology/approach The study uses a mixed approach, commencing with literature review, development and pilot-testing of a structured questionnaire instrument to assess design and management considerations towards productively sustainable workplaces (PSWs). In total, 31 considerations affecting sustainable workplaces’ productivity were identified and clustered under five main directions. A collective group of stakeholders, including architects/engineers (A/E), workplace users and facilities managers, were approached to correlate and compare their individual assessment of the identified PSWs. The relative importance index (RII) for each of the PSW considerations is correlated and discussed. Findings A high level of agreement is recognized among the three stakeholder groups for PSWs considerations’ assessed rankings. The provision of sufficient ventilation and illumination levels, availability of occupational health, security and safety, availability of ergonomically oriented technological infrastructure, availability of formal and informal meeting spaces, efficient space utilization and ergonomic workstations are all ranked highest in importance as design considerations towards PSWs. Originality/value The study stems from the need to understand how the PSWs’ design and management considerations are perceived by all streams of stakeholders. The findings identify the considerations’ importance for prioritization on PSWs’ investments.

Unravelling the Interplay of Servant Leadership, Cognitive Trust, and Employee Wellbeing: A Cae of An Emerging Economy

This study examines the relationship between servant leadership, cognitive-based trust, and employee wellbeing in Pakistan's healthcare sector. Grounded in existing research, our study explains the theoretical underpinnings of servant leadership, cognitive-based trust, and employee wellbeing. Servant leadership prioritizes followers' needs, fostering positive outcomes such as organizational citizenship behavior and job engagement. Cognitive-based trust, rooted in transparent communication and shared values, is fundamental to healthy leader-follower relationships and organizational commitment. Employee wellbeing, encompassing physical and psychological dimensions, is crucial for organizational success. In Pakistan's healthcare sector, marked by its complexity and the need for positive work environments, this study investigates how servant leadership and cognitive-based trust impact employee wellbeing. Four hypotheses are formulated: (1) Servant leadership positively correlates with overall employee wellbeing, (2) Servant leadership positively influences cognitive-based trust development, (3) Higher levels of cognitive-based trust correlate with enhanced wellbeing, and (4) Servant leadership's positive influence on wellbeing is mediated by cognitive-based trust. Through empirical testing, this research aims to deepen understanding of leadership, trust, and wellbeing dynamics in healthcare, providing insights for organizational practices. By elucidating these relationships, the study seeks to contribute to the creation of flourishing and sustainable workplaces in Pakistan's healthcare sector.

Factors affecting environmental sustainability attitudes among nurses - Focusing on climate change cognition and behaviours: A cross-sectional study.

To investigate the relationship between climate change cognition and behaviours (awareness, concern, motivation, behaviours at home and behaviours at work), positive and negative future cognition, and environmental sustainability attitudes in nurses and to identify the factors affecting environmental sustainability attitudes. A cross-sectional study. In total, 358 nurses currently working in tertiary hospitals in Korea were recruited. Data were collected using an online questionnaire link from 1 August to 7 August 2022. Climate change cognition and behaviours were measured using the Korean version of the Climate, Health, and Nursing Tool. Positive and negative future cognition were measured using the Korean version of the Future Event Questionnaire. Environmental sustainability attitude was measured using the Korean version of the Sustainability Attitudes in Nursing Survey-2. Multiple regression analysis was used to identify the factors affecting environmental sustainability attitudes. Motivation, concern and behaviours at work were factors affecting environmental sustainability attitudes. Motivation was a pivotal influencing factor. Better scores for environmental sustainability attitudes were specifically correlated with higher scores for motivation, concern and behaviours at work. Nurses' motivation, climate change concern and pro-environmental workplace practices should all be considered to improve their attitudes towards environmental sustainability. To enhance nurses' environmental sustainability attitudes and behaviours, nurse educators must educate them to increase their motivation for climate action. Nurses are increasingly expected to contribute to environmental sustainability. Hence, awareness of climate change and environmental sustainability among nurses must be improved, and nursing engagement and action encouraged. Nurse educators and managers should explore barriers to pro-environmental behaviour engagement among nurses, examine workplace cultures that encourage pro-environmental behaviours and develop policies/regulations to develop more environmentally sustainable workplaces. We adhered to the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. Neither patients nor the public were involved in our research's design, conduct, reporting or dissemination plans. The nurses partook in this study exclusively as research participants and were not involved in any research process.

A systematic literature review on sustainable HRM and its relations with employees' attitudes: state of art and future research agenda

PurposeThe interest in sustainable human resource management has grown in the last decades. However, comprehensive, and systematic research concentrating on the evolution of this field, is still needed. The purpose of this study is to provide an overview and synthesis of the existing body of knowledge on human resource management (HRM) related to sustainability through a bibliometric study of articles published until 2022, identifying the most relevant research in this field. In the literature review, special attention is given to articles that link sustainable HRM to employees’ attitudes, identifying gaps and future research opportunities.Design/methodology/approachA bibliometric analysis and literature review was conducted over 105 documents obtained from the WoS database, using VOSviewer software program, from which 27 were selected for full-text reading. The applied database filters were: document type (article and early access); index (SSCI and SCI-expanded) and year (2019–2022).FindingsThe results show that: sustainable HRM literature is growing, especially after 2019; “Sustainability” is the journal with more publications; and England is the leading country. The network of co-occurrence of keywords analysis unveiled that performance, job satisfaction and behaviors are the most frequently studied topics in HRM.Practical implicationsFor successful adoption of sustainable HRM practices, organizations should engage all staff comprehensively, focusing not only on consistent implementation but also on fostering a supportive organizational climate. This is vital for establishing a sustainable workplace where employees who strongly identify with the organization are less willing to leave it.Originality/valueThrough the Systematic Literature Review carried out on the articles published from 2019 to 2022, it was possible to identify opportunities for future research. These topics include employees' perceptions of the implementation of sustainable HRM practices in companies, as well as the impact of these practices on their attitudes and behaviors, taking into account the various HRM practices.

Examining Green Transformation In Nepalese Human Resource Management Practices

Purpose: This study examines the variables influencing the implementation of environmentally friendly practices in organizations and to examinining the relationships between green transformational leadership, personal moral principles, green management of human resources, green commitment, with employee green behavior.
 Methodology: The study used a descriptive and causal research approach. The study used primary data with a questionnaire based on stratified random sampling techiniques, collected from a sample of 393 respondents consisting of employed personnel from both public and private sectors, encompassing banking and non-banking and college campuses. The study used Pearson’s correlation and regression analysis method to analyze data using the SPSS tool.
 Findings and Conclusion: The study reveals a signicant relationship of personal moral norms (0.800), green human resource management (0.749), green transformational leadership (.815), green commitment (.810) with employees green behaviour. These factors account for essential differences in employees’ involvement in environmentally conscious actions. The regression analysis determines the significant predictive capability of these parameters with green commitment being particularly prominent.
 Implications: These findings emphasize the solid empirical evidence of the study’s results, establishing a quantitative basis for the interrelatedness of personal beliefs, organizational practices, leadership styles, and employee participation in environmentally sustainable behaviors. The practical implications for organizations are enhanced by including quantitative evidence, highlighting the importance of dedication and strategic leadership in achieving long-lasting effects on a sustainable workplace. Further research in green behavior is essential, and the qualitative observation method is recommended for future researchers.

Mediating role of green culture and green commitment in implementing employee ecological behaviour

PurposeThe present work investigated the effect of corporate social responsibility and top management support on employee ecological behaviour (EEB) with the mediating role of green culture and green commitment. Social identity theory (SIT) was used to describe the association between green culture, green commitment and EEB. Further, a conceptual model that summarises the interaction between perceived corporate social responsibility, top management support, green commitment, green culture and the adoption of ecological behaviour was developed.Design/methodology/approachThe paper opted for a quantitative design using convenience sampling by collecting the data through a structured questionnaire gathered from 308 academics working in five Malaysian higher education institutions.FindingsCorporate social responsibility and top management support positively influence green culture and commitment. Moreover, green commitment positively influenced EEB and fully mediated the relationship between corporate social responsibility and EEB and between top management support and EEB.Research limitations/implicationsThe academic staff of universities was the target population of this research. Nevertheless, universities have a diverse population with complex activities that can affect the implementation of a sustainable workplace within the campus. Future research should also examine non-academic staff, including administrative, technical and operational staff, due to different employees' perceptions.Originality/valueAs far as the authors know, this is the first study to assign the mediator role to green culture in a relationship between top management support and EEB amongst academic staff in the Malaysian context. Future research should consider other intervening variables that influence adopting ecological behaviour.

Promoting Sustainable Workplace Routines: The Identity and Practice Interdependence Model

To clarify how the interaction of socio-material and human factors impacts the implementation of sustainable workplace routines, we developed the identity and practice interdependence model and then applied it to empirical data collected from a major Brazilian steel-producing facility. This qualitative exploratory study examined the model’s assumption that employee identity construction principles (e.g., self-esteem, self-efficacy, distinctiveness, continuity) and elements of practices (e.g., materials, meanings, competencies) provided by organizations directly impact routines and also interact in a continuous, interdependent process. Company documents, on-site observations, and data from three focus group sessions with a total of thirty employees from all levels were examined. A deductive reflexive thematic analysis was carried out on the data using Atlas.ti v 8. The results show that the model allows for the identification of the factors and their interactions, providing insights into how greener routines are created, accepted, resisted, maintained, and/or altered. When changes in practice elements can provide a path towards satisfaction of identity principles, rather than threats, there is good engagement in more sustainable routines. Employees seeking satisfaction of identity principles also take initiative, addressing practice elements that can allow for improved routines. Organizations/companies can apply some of the insights that this model provides to facilitate changes towards more sustainable work routines.

Exploring the development trajectory of decent work literature: An empowerment perspective

The eighth United Nations Sustainable Development Goal (SDG) underscores the need to encourage inclusive and sustainable economic growth, while advancing full employment and ensuring decent work for all. This increased emphasis on decent work has garnered heightened attention from international organizations and businesses. Significantly, as laws pertaining to workers' rights and labor matters have evolved, the concept of decent work has continuously expanded. This study acknowledges that this dynamic nature of decent work poses challenges for businesses in devising appropriate policies. To gain better understanding of the shifting labor paradigm, this research employs a systematic review approach, specifically main path analysis (MPA), to trace the trajectory of decent work literature over the past two decades. Among the 737 articles retrieved on decent work, 23 critical papers are identified for in-depth analysis. The findings reveal that the research focus has evolved across three distinct stages: economic-oriented, identity-oriented, and culturally-oriented decent work. In response to this insight, this study proposes a comprehensive empowerment model to support organizations and decision-makers in promoting decent work and improving working conditions, ultimately contributing to inclusive growth. Furthermore, this study addresses the challenges associated with decent work, aiming to facilitate progress towards fair employment and sustainable workplaces.