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Introduction: Attaining a favorable work-life balance is a complex and ongoing challenge in the nursing profession. According to a person–context interactionist perspective and the two-factor theory, this study investigated the underlying mechanism by which organizational support impacts work-family enrichment via protective factors (i.e., decent work) and depleting factors (i.e., burnout) among Chinese nurses. Methods: A descriptive cross-sectional research design was utilized in this study, employing an online questionnaire as the primary method for data collection. The study included 355 nurses who completed a self-reported questionnaire designed to measure variables such as organizational support, decent work, burnout, work-family enrichment, and demographic information. The collected data were analyzed using a chain mediation model in PROCESS macro (Model 6). Results: The findings of the analysis revealed that nurses reporting higher levels of organizational support also exhibited a greater sense of work-family enrichment. Moreover, the study identified indirect effects of organizational support on work-family enrichment, mediated by decent work and burnout. Discussion: These findings suggest that targeted interventions aimed at promoting organizational support can contribute to the overall well-being and work-life balance of nurses. [ABSTRACT FROM AUTHOR]

BackgroundThis study used a person-centered approach to identify the specific performance of decent work in various groups to determine the heterogeneity of its five dimensions.MethodThe Decent Work Scale, Work Need Satisfaction Scale, Socioeconomic Status Scale, Job Satisfaction Scale, and Life Well-being Scale were used to conduct a network survey of organizations in various industries in Mainland China. A total of 1,000 questionnaires were distributed, and 780 valid responses were obtained.ResultsThe results showed that the decent work of participants could be divided into three types: low salary, low free time, and high decent work. The results showed no significant difference in age among the groups, whereas the differences in socioeconomic status were significant. Welch’s test was used to determine differences in the positive outcomes of the three potential types of decent work, and the results showed significant differences in work need satisfaction, job satisfaction, and life well-being among all groups.ConclusionThis study examined the characteristics of decent work more realistically, showing that decent work is not an all-or-nothing structure and that its intrinsic components should be flexibly combined according to the research background and purpose.

Promoting decent work and sustainable economic growth within the framework of Sustainable Development Goal 8 (SDG 8) entails addressing gender inequality, the consequences of market economies, and the role of the informal sector while also considering environmental sustainability. Research on SDG 8 remains limited, often adopting an appraisal perspective, and the concept of decent work within this goal remains relatively unexplored. Additionally, the focus on the challenges and inadequacies of achieving sustainable economic growth through decent work in the context of SDG 8 is insufficient, resulting in significant knowledge gaps. To contribute to filling these gaps, this paper adopts a descriptive and critical review perspective, systematically analyzing 108 journal papers and reports to investigate the concept of decent work within SDG 8. The research addresses the challenges and inadequacies related to decent work embedded in SDG 8. The review reveals that while progress has been made in tackling gender inequality in the labor market, gender bias, income discrepancies, and underrepresentation of women in senior positions persist, hindering inclusive and sustainable economic growth, full and productive employment, and decent work for all – SDG 8. Moreover, SDG 8’s focus on inclusive and sustainable development falls short of effectively addressing market economies’ structural disparities, insecure working conditions, and exploitative labor practices. Additionally, support for informal sector workers, who lack essential rights such as legal protection and social security, remains insufficient. Ecological destruction is sometimes an unintended consequence of purely market-based labor markets with an emphasis on economic growth, with SDG 8 lacking sufficient integration of environmental sustainability in its framework. The novelty of this study comes from its in-depth, critical, and policy-focused analysis of the ideas around decent employment in the context of SDG 8. The findings underscore the importance of providing fair, safe, and secure employment opportunities to support economic growth and development while upholding workers’ rights. In conclusion, we emphasize the crucial role of promoting decent work and sustainable growth in achieving SDG 8’s overall objectives, as it directly impacts other SDGs.

Introduction: As a global sustainable development goal, the decent work notion has been promoted all over the world at theoretical, practical, and research levels for the purpose of enhancing people’s capacity to enjoy freedom, equity, security, and human dignity at work. However, conclusive findings of the impact of decent work on people’s wellbeing and longer-term career development are still missing due to a lack of systematic reviews on this topic. This study aims to (a) investigate the associations of decent work with people’s wellbeing and their capabilities for sustaining career development and (b) examine the dierential associations across dierent subgroups. Methods: Databases of literature archived on or before 4 March 2022 were searched. A total of 46 studies met the inclusion criteria and were included in the analysis for the combined Pearson correlation coeffcient (r) to estimate the associations of decent work with wellbeing and career capabilities, among which 30 studies (16,026 participants) were used for calculating the association between decent work and wellbeing whereas 26 studies (12,384 participants) were used for decent work and career capabilities. Results and discussion: First, decent work demonstrates a medium association with wellbeing (r = .48, 95% CI [.45, .51]), and a medium association with career capabilities (r = .44, 95% CI [.40, .49]). Second, no significant dierences with respect to the association of decent work with wellbeing and career capabilities were identified across subgroups categorized by developed/developing countries, population type, social status of participants as employee or student, participants from vulnerable/general groups, aspects of wellbeing/career capabilities, and study design. These results pose important implications for informing future research and practice to measure and promote decent work across the world. [ABSTRACT FROM AUTHOR]

The decent work notion has sparkled a keen academic interest in studying the psychological influence of decent work on workers in organizational contexts. Duffy’s decent work notion has left a window for addressing the interpersonal barriers on or factors for enhancing people’s equal access to decent work, which may enhance the capacity of the decent work notion and the psychology of working theory to promote inclusiveness within the organizational context through leveraging the interpersonal mechanisms. Against this backdrop, a across-sectional study was conducted to validate a decent work scale incorporated with a social recognition component among young adult social workers aged 21–29 in Hong Kong (N = 362). The results of confirmatory factor analyses supported the six-factor-higher-order model of the decent work scale incorporated with a social recognition component. Decent work incorporated with social recognition correlated with job demands, job resources, and work engagement in the expected directions, and the results of average variance extracted analyses supported the discriminant validity of the decent work scale incorporated with social recognition. The value added by decent work in enhancing work engagement after controlling the effects of job resources justifies the concurrent validity of the concept. The expanded notion of decent work incorporated with the social recognition component is deemed applicable to informing further research and practice. [ABSTRACT FROM AUTHOR]

Recent pre-pandemic research suggests that living wages can be pivotal for enhancing employee attitudes and subjective wellbeing. This article explores whether or not the present COVID-19 pandemic is impacting pivotal links between living wages and employee attitudes and subjective wellbeing, with replication indicating robustness. Twin cohorts each of 1,000 low-waged workers across New Zealand (NZ), one pre- (2018), and one present-pandemic (2020) were sample surveyed on hourly wage, job attitudes, and subjective wellbeing as linked to changes in the world of work associated with the pandemic (e.g., job security, stress, anxiety, depression, and holistic wellbeing). Using locally estimated scatter-point smoothing, job attitudes and subjective wellbeing scores tended to pivot upward at the living wage level in NZ. These findings replicate earlier findings and extend these into considering subjective wellbeing in the context of a crisis for employee livelihoods and lives more generally. Convergence across multiple measures, constructs, and contexts, suggests the positive impacts of living wages are durable. We draw inspiration from systems dynamics to argue that the present government policy of raising legal minimum wages (as NZ has done) may not protect subjective wellbeing until wages cross the living wage Rubicon. Future research should address this challenge. [ABSTRACT FROM AUTHOR]

Recent pre-pandemic research suggests that living wages can be pivotal for enhancing employee attitudes and subjective wellbeing. This article explores whether or not the present COVID-19 pandemic is impacting pivotal links between living wages and employee attitudes and subjective wellbeing, with replication indicating robustness. Twin cohorts each of 1,000 low-waged workers across New Zealand (NZ), one pre- (2018), and one present-pandemic (2020) were sample surveyed on hourly wage, job attitudes, and subjective wellbeing as linked to changes in the world of work associated with the pandemic (e.g., job security, stress, anxiety, depression, and holistic wellbeing). Using locally estimated scatter-point smoothing, job attitudes and subjective wellbeing scores tended to pivot upward at the living wage level in NZ. These findings replicate earlier findings and extend these into considering subjective wellbeing in the context of a crisis for employee livelihoods and lives more generally. Convergence across multiple measures, constructs, and contexts, suggests the positive impacts of living wages are durable. We draw inspiration from systems dynamics to argue that the present government policy of raising legal minimum wages (as NZ has done) may not protect subjective wellbeing until wages cross the living wage Rubicon. Future research should address this challenge.

Drawing from the psychology of working theory, this study aims to understand how decent work is related to employee well-being. Specifically, it explored the role of need satisfaction (i.e., survival, social contribution, and self-determination) in the relationship between decent work and employee well-being, and compared the mediating effects of the three types of need satisfaction. After collecting a sample of 421 millennial employees in China through online questionnaires, the study conducted the analysis of the data and found that decent work positively predicted well-being of millennial employees. While social contribution need satisfaction and self-determination need satisfaction partially mediated the effect of decent work on well-being of millennial employees, the mediating effect of survival need satisfaction was not significant. Compared with social contribution need satisfaction, self-determination need satisfaction had a more significant mediating effect on well-being of millennial employees. The study does extend the literature on the antecedents of employee well-being and the results can offer some implications for managers to enhance well-being of millennial employees.

Psychology of working theory (PWT) and psychology of working framework (PWF) offered a psychological view of decent work. The present study examined the associations among personality traits, decent work and Occupational Fatigue Exhaustion Recovery Scale (OFER). Two hundred and thirty four participants filled out the Big Five Questionnaire, the Italian version of the Decent Work Scale, and the Italian version of the OFER Scale. Hierarchical regressions showed that decent work explained incremental variance beyond personality traits with respect to OFER both considering total score and its three dimensions (chronic fatigue, acute fatigue, persistent fatigue). The present study underlined the value of decent work in relation to occupational fatigue beyond the contributions of personality, in particular in relation to the dimensions of Adequate compensation and Free time and rest for less occupational fatigue (both as total and as dimensions).

Psychology of working theory (PWT) and psychology of working framework (PWF) offered a psychological view of decent work. The present study examined the associations among personality traits, decent work and Occupational Fatigue Exhaustion Recovery Scale (OFER). Two hundred and thirty four participants filled out the Big Five Questionnaire , the Italian version of the Decent Work Scale , and the Italian version of the OFER Scale. Hierarchical regressions showed that decent work explained incremental variance beyond personality traits with respect to OFER both considering total score and its three dimensions (chronic fatigue, acute fatigue, persistent fatigue). The present study underlined the value of decent work in relation to occupational fatigue beyond the contributions of personality, in particular in relation to the dimensions of Adequate compensation and Free time and rest for less occupational fatigue (both as total and as dimensions). [ABSTRACT FROM AUTHOR]

This study discusses the contribution of the psychology of sustainability and sustainable development to the wellbeing of vulnerable workers. The psychology of sustainability and sustainable development is a current area of the research study in the field of sustainability science. It deals with sustainability as a framework to recognize and integrate the value of the psychological approach in the construction of processes linked to sustainable development. Accordingly, the psychology of sustainability and sustainable development could provide sustainable development processes for the employment of vulnerable workers. The contribution starts with the definition of the coordinates of a sustainable development process for vulnerable workers, anchoring it to the principles of decent work and inclusivity. Subsequently, positive variables involved in the sustainable development processes and their relationship with decent work and inclusivity are discussed. Moreover, positive healthy organizations are introduced as work environments capable to take care of the wellbeing, also, of vulnerable workers. Lastly, the applications of positive strength-based primary preventive interventions for vulnerable workers are analyzed. Perspectives for further research studies and interventions are also examined.

This study discusses the contribution of the psychology of sustainability and sustainable development to the wellbeing of vulnerable workers. The psychology of sustainability and sustainable development is a current area of the research study in the field of sustainability science. It deals with sustainability as a framework to recognize and integrate the value of the psychological approach in the construction of processes linked to sustainable development. Accordingly, the psychology of sustainability and sustainable development could provide sustainable development processes for the employment of vulnerable workers. The contribution starts with the definition of the coordinates of a sustainable development process for vulnerable workers, anchoring it to the principles of decent work and inclusivity. Subsequently, positive variables involved in the sustainable development processes and their relationship with decent work and inclusivity are discussed. Moreover, positive healthy organizations are introduced as work environments capable to take care of the wellbeing, also, of vulnerable workers. Lastly, the applications of positive strength-based primary preventive interventions for vulnerable workers are analyzed. Perspectives for further research studies and interventions are also examined. [ABSTRACT FROM AUTHOR]

In recent years, the decent work agenda has called upon vocational psychologists to advance psychological research and intervention to promote work as a human right. Furthermore, the COVID-19 pandemic is having disproportionate consequences on vulnerable workers, such as unemployment and underemployment, highlighting the need to enhance access to decent work for these workers. As a response, the present perspective article advances job crafting as a promising way to shape decent work for marginalized workers. To this end, the article deals with decent work and job crafting, starting with the definition of decent work according to the psychology of working theory (PWT) and examining the evolution of the construct of job crafting. Subsequently, the literature on job crafting is discussed, focusing on variables related to the PWT model of decent work and their effect on vulnerable workers. Finally, possibilities for further research and intervention aimed at promoting decent work through job crafting are discussed.

In recent years, the decent work agenda has called upon vocational psychologists to advance psychological research and intervention to promote work as a human right. Furthermore, the COVID-19 pandemic is having disproportionate consequences on vulnerable workers, such as unemployment and underemployment, highlighting the need to enhance access to decent work for these workers. As a response, the present perspective article advances job crafting as a promising way to shape decent work for marginalized workers. To this end, the article deals with decent work and job crafting, starting with the definition of decent work according to the psychology of working theory (PWT) and examining the evolution of the construct of job crafting. Subsequently, the literature on job crafting is discussed, focusing on variables related to the PWT model of decent work and their effect on vulnerable workers. Finally, possibilities for further research and intervention aimed at promoting decent work through job crafting are discussed. [ABSTRACT FROM AUTHOR]

This article aims to broaden current reflections on definitions of decent work and poverty using a transdisciplinary interpretive lens comprising philosophical, juridical, economic, sociological, and psychological understandings. We (the authors) undertook an adapted systematic qualitative review to gather data on different perspectives on decent work and poverty. The article summarizes and compares reflections on the two constructs and proposes an enhancement of the current definition of decent work. The aim is to facilitate the identification and development of new research and intervention projects that can be implemented to promote fair and sustainable economic development, the provision of decent work, and the reduction of poverty globally. We believe that challenges should be dealt with pro-actively rather than reactively and that intervening at the level of primary prevention should lie at the heart of any strategy to promote decent work and alleviate poverty. Radical intervention is needed to ensure that future generations not only survive but develop, grow, and express themselves meaningfully through decent work

The notion of decent work was developed by the International Labour Organization twenty years ago. The notion is now well known by lawyers, economists, and sociologists, and even if it appears difficult to define it clearly, it constitutes a useful general framework with which to think of the relationships between policy practices, work market globalization, and human rights principles. The fields of career guidance and counseling psychology are highly concerned by questions of social justice and human rights that people experience through work. Career choices being made in a liquid and unstable society, incompatibility between individualist values and collective work issues, increasing psychological health problems at work, work-family balance in precarious job situations, the growing necessity of mobility, adaptability or flexibility… all of these questions are at the heart of current career counseling practices, and concern the decent work debate. Nevertheless, the notion of decent work is not well developed in the field of vocational psychology. Despite its relevance, it is difficult to operationalize the policy and human rights principles during career counseling sessions. The article aims to explore the usefulness of the concept for career counselors, and to propose a psychosocial framework that incorporates decent work in career counseling practices. The first part of this article presents the theoretical bases of the notion of decent work and their possible use in the field of psychology. It deals with the necessity of a multilevel and psychosocial perspective, that takes into account both objective and subjective dimensions of decent work. The second part focuses on a case study illustrating how the notion of decent work emerges during counseling sessions. Four levels of the work experience linked with subjective and objective dimensions of decent work are explored; the personal level, the activity level, the collective level, and the social level. Finally, the third part discusses and proposes a framework based on the analysis of the four dimensions of work (activity, trade, others and society) in order to integrate a psychosocial view of decent work into career counseling.

In today’s uncertain, fluid job market, transnational mobility has intensified. Though the concept of cultural transition is increasingly used in sport and career research, insight into the processes of how individuals produce their own development through work and relationships in shifting cultural patterns of meaning remains limited. The transnational industry of sports, in which athletes’ psychological adjustment to cultural transitions has implications for both performance and meaningful life, serves as a backdrop for this article. This study applied the life story method to interviews with 15 professional and semi-professional athletes, focusing particularly on the cultural transition aspect of their transnational athletic careers. The aims of the study were to identify the developmental tasks of cultural transitions and strategies/mechanisms through which cultural transitions were enacted. Three underlying mechanisms of the transition process that assisted athletic career adaptability were social repositioning, negotiation of cultural practices, and meaning reconstruction. Based on the data analyses, a temporal model of cultural transition is proposed. The results of this research provide professionals working in the fields of career counseling and migrant support with a content framework for enhancing migrant workers’ adaptabilities and psychological wellbeing.

The aim of the present study is to empirically test the theoretical model, Positive Self and Relational Management (PS&RM), for a sample of 184 Italian university students. The PS&RM model specifies the development of individuals’ strengths, potentials and talents across the lifespan and with regard to the dialect of self in relationship. PS&RM is defined theoretically by three constructs: Positive Lifelong Life Management, Positive Lifelong Self Management, Positive Lifelong Relational Management. The three constructs are operationalized as follows:Positive Lifelong Life Management is measured by the Positive and Negative Affect Schedule (PANAS), the Satisfaction With Life Scale (SWLS), the Meaningful Life Measure (MLM), and the Authenticity Scale (AS); Positive Lifelong Self Management is measured by the Intrapreneurial Self-Capital Scale (ISC), the Career Adapt-Abilities Scale (CAAS), and the Life Project Reflexivity Scale (LPRS); and Positive Lifelong Relational Management is measured by the Trait Emotional Intelligence Questionnaire (TEIQue), the Multidimensional Scale for Perceived Social Support (MSPSS), and the Positive Relational Management Scale (PRMS). Confirmatory factor analysis of the PS&RM model was completed using structural equation modeling. The theoretical PS&RM model was empirically tested as defined by the three hypothesized constructs. Empirical support for this model offers a framework for further research and the design of preventive interventions to promote decent work and decent lives in the 21st century.

This contribution, which serves as the lead article for the Research Section entitled From Meaning of Working to Meaningful Lives: The Challenges of Expanding Decent Work, explores current challenges in the development and operationalization of decent work. Based on an initiative from the International Labor Organization (ILO; 1999), decent work represents an aspirational statement about the quality of work that should be available to all people who seek to work around the globe. Within recent years, several critiques have been raised about decent work from various disciplines, highlighting concerns about a retreat from the social justice ethos that had initially defined the concept. In addition, other scholars have observed that decent work has not included a focus on the role of meaning and purpose at work. To address these concerns, we propose that a psychological perspective can help to revitalize the decent work agenda by infusing a more specific focus on individual experiences and by reconnecting decent work to its social justice origins. As an illustration of the advantages of a psychological perspective, we explore the rise of precarious work and also connect the decent work agenda to the Psychology-of-Working Framework and Theory (Blustein, 2006; Duffy, Blustein, Diemer, and Autin, in press).

This article discusses the case study of a graduate student who, at the time of the study, was doing an internship, considered in the literature as a new form of precariat (temporary or insecure employment). The student participated in a life construction intervention during which he completed two new qualitative instruments: the Life Adaptability Qualitative Assessment (LAQuA) and the Career Counseling Innovative Outcomes (CCIO) before and after the life construction intervention. The results are discussed in the article. The life construction intervention helped the participant understand himself better, develop his life and career paths, and construct his identity. The study confirmed the value of enhancing life construction interventions using a preventive approach, particularly for precarious people (people in temporary or unstable jobs), with early interventions starting with young internees in organizations.

Despite recent stability and socioeconomic development, Brazil’s history is marked by social inequality, informality, precarious work and psychosocial vulnerability, with little opportunity for decent and meaningful work, as recommended by the International Labour Office (ILO), for people in the country. Nevertheless, based on a social constructionist view, the hypothesis can be raised that there is no substantive definition of decent work, but rather a psychosocial one, constructed based on the discourse, narratives and practices produced through the relational processes which grant sense and meaning to work. Therefore, the examination of narratives and discourses is an important methodological strategy to understand the socio-occupational reality of Brazil. Thus, this study aims to understand the senses attributed to working through content analysis of the narratives produced by a set of 20 urban workers and contrast them with the ILO definition of decent work, in an effort to analyze the relationships, similarities and differences between an established collective social discourse and the interviewees’ singular narratives. The main results point out that the participants look for working with fair wages, social protection, safety, and personal development opportunities, as the ILO recommends. The main difference is that these characteristics do not derive from the State’s actions, as in the employment and formal qualification model, but come from informal sources, such as family and community relationship networks. The informal relationship networks produce job opportunities as well as social protection; qualification takes place through practical learning from more experienced colleagues; the opportunity to be able to keep working (employed or working informally) leads to success and safety; and the possibility to make choices and have control over one’s life translates into personal and occupational development. In conclusion, the participants searched for working according to the principles recommended by the ILO. Nevertheless, in contexts of vulnerability and with restricted support from the State, these principles are constructed in the community and not offered by the public power, which generates distinguished forms of decent work.

The challenges confronted by low-income high school students throughout school and across the transition to higher education and employment are well-documented in the United States and many other nations. Adopting a positive youth development (PYD) perspective (Lerner, Almerigi, Theokas, and Lerner, 2005), this study reports findings from interviews with 18 low-income, racially and ethnically diverse graduates of an urban Catholic high school in the U.S. The interviews were designed to shed light on the post-high school experiences of urban high school graduates and to understand how students construct meaning about the value of school and work-based learning (WBL) in their preparation for meaningful work and life. The interviews highlight the perceived value of the academic and noncognitive preparation students experienced through high school and WBL in relation to the challenges they encountered along the pathway to post-high school success and decent work. Overall, the findings suggest the potential of WBL for low-income youth in facilitating access to resources that build academic and psychological/noncognitive assets, while also illustrating the role of structural and contextual factors in shaping post-high school transitions and access to meaningful work and life opportunities.

This article first introduces a new psychological construct and then presents the psychometric properties of a new multidimensional measure for assessing workplace relational civility (WRC). This new self-report mirror measure has two specular sections (Part A--Me with others; Part B--Others with me) that can assess individuals' relational patterns regarding civility and that can help reduce the bias in the assessment process. The results of exploratory factor analysis revealed a factor structure with three robust dimensions [relational decency (RD), relational culture (RCu), and relational readiness (RR)] exhibiting good values of internal consistency. Confirmatory factor analysis showed, in turn, a good fit of the model to the data. The correlations between the sections of the measure and the 11 instruments used were significant and in the expected directions. These results suggest that this new, brief mirror measure for assessing WRC can be easily employed in different organizational contexts to open different typologies of actions on the basis of the three dimensions, thereby facilitating the construction of a safer and more decent relational work environment. [ABSTRACT FROM AUTHOR]

This article aims to broaden current reflections on definitions of decent work and poverty using a transdisciplinary interpretive lens comprising philosophical, juridical, economic, sociological, and psychological understandings. We (the authors) undertook an adapted systematic qualitative review to gather data on different perspectives on decent work and poverty. The article summarizes and compares reflections on the two constructs and proposes an enhancement of the current definition of decent work. The aim is to facilitate the identification and development of new research and intervention projects that can be implemented to promote fair and sustainable economic development, the provision of decent work, and the reduction of poverty globally. We believe that challenges should be dealt with pro-actively rather than reactively and that intervening at the level of primary prevention should lie at the heart of any strategy to promote decent work and alleviate poverty. Radical intervention is needed to ensure that future generations not only survive but develop, grow, and express themselves meaningfully through decent work. [ABSTRACT FROM AUTHOR]

The notion of decent work was developed by the International Labour Organization 20 years ago. The notion is now well known by lawyers, economists, and sociologists, and even if it appears difficult to define it clearly, it constitutes a useful general framework with which to think of the relationships between policy practices, work market globalization, and human rights principles. The fields of career guidance and counseling psychology are highly concerned by questions of social justice and human rights that people experience through work. Career choices being made in a liquid and unstable society, incompatibility between individualist values and collective work issues, increasing psychological health problems at work, work-family balance in precarious job situations, the growing necessity of mobility, adaptability or flexibility... all of these questions are at the heart of current career counseling practices, and concern the decent work debate. Nevertheless, the notion of decent work is not well developed in the field of vocational psychology. Despite its relevance, it is difficult to operationalize the policy and human rights principles during career counseling sessions. The article aims to explore the usefulness of the concept for career counselors, and to propose a psychosocial framework that incorporates decent work in career counseling practices. The first part of this article presents the theoretical bases of the notion of decent work and their possible use in the field of psychology. It deals with the necessity of a multilevel and psychosocial perspective, that takes into account both objective and subjective dimensions of decent work. The second part focuses on a case study illustrating how the notion of decent work emerges during counseling sessions. Four levels of the work experience linked with subjective and objective dimensions of decent work are explored; the personal level, the activity level, the collective level, and the social level. Finally, the third part discusses and proposes a framework based on the analysis of the four dimensions of work (activity, trade, others and society) in order to integrate a psychosocial view of decent work into career counseling. [ABSTRACT FROM AUTHOR]

This article discusses the case study of a graduate student who, at the time of the study, was doing an internship, considered in the literature as a new form of precariat (temporary or insecure employment). The student participated in a life construction intervention during which he completed two new qualitative instruments: the Life Adaptability Qualitative Assessment (LAQuA) and the Career Counseling Innovative Outcomes (CCIO) before and after the life construction intervention. The results are discussed in the article. The life construction intervention helped the participant understand himself better, develop his life and career paths, and construct his identity. The study confirmed the value of enhancing life construction interventions using a preventive approach, particularly for precarious people (people in temporary or unstable jobs), with early interventions starting with young internees in organizations. [ABSTRACT FROM AUTHOR]

In today's uncertain, fluid job market, transnational mobility has intensified. Though the concept of cultural transition is increasingly used in sport and career research, insight into the processes of how individuals produce their own development through work and relationships in shifting cultural patterns of meaning remains limited. The transnational industry of sports, in which athletes' psychological adjustment to cultural transitions has implications for both performance and meaningful life, serves as a backdrop for this article. This study applied the life story method to interviews with 15 professional and semi-professional athletes, focusing particularly on the cultural transition aspect of their transnational athletic careers. The aims of the study were to identify the developmental tasks of cultural transitions and strategies/mechanisms through which cultural transitions were enacted. Three underlying mechanisms of the transition process that assisted athletic career adaptability were social repositioning, negotiation of cultural practices, and meaning reconstruction. Based on the data analyses, a temporal model of cultural transition is proposed. The results of this research provide professionals working in the fields of career counseling and migrant support with a content framework for enhancing migrant workers' adaptabilities and psychological wellbeing. [ABSTRACT FROM AUTHOR]

This contribution, which serves as the lead article for the Research Topic entitled "From Meaning of Working to Meaningful Lives: The Challenges of Expanding Decent Work," explores current challenges in the development and operationalization of decent work. Based on an initiative from the International Labor Organization [ILO] (1999) decent work represents an aspirational statement about the quality of work that should be available to all people who seek to work around the globe. Within recent years, several critiques have been raised about decent work from various disciplines, highlighting concerns about a retreat from the social justice ethos that had initially defined the concept. In addition, other scholars have observed that decent work has not included a focus on the role of meaning and purpose at work. To address these concerns, we propose that a psychological perspective can help to revitalize the decent work agenda by infusing a more specific focus on individual experiences and by reconnecting decent work to its social justice origins. As an illustration of the advantages of a psychological perspective, we explore the rise of precarious work and also connect the decent work agenda to the Psychology-of-Working Framework and Theory (Blustein, 2006; Duffy et al., 2016). [ABSTRACT FROM AUTHOR]

The aim of the present study is to empirically test the theoretical model, Positive Self and Relational Management (PS&RM), for a sample of 184 Italian university students. The PS&RM model specifies the development of individuals' strengths, potentials, and talents across the lifespan and with regard to the dialect of self in relationship. PS&RM is defined theoretically by three constructs: Positive Lifelong Life Management, Positive Lifelong Self-Management, Positive Lifelong Relational Management. The three constructs are operationalized as follows: Positive Lifelong Life Management is measured by the Positive and Negative Affect Schedule (PANAS), the Satisfaction With Life Scale (SWLS), the Meaningful Life Measure (MLM), and the Authenticity Scale (AS); Positive Lifelong Self-Management is measured by the Intrapreneurial Self-Capital Scale (ISC), the Career Adapt-Abilities Scale (CAAS), and the Life Project Reflexivity Scale (LPRS); and Positive Lifelong Relational Management is measured by the Trait Emotional Intelligence Questionnaire (TEIQue), the Multidimensional Scale for Perceived Social Support (MSPSS), and the Positive Relational Management Scale (PRMS). Confirmatory factor analysis of the PS&RM model was completed using structural equation modeling. The theoretical PS&RM model was empirically tested as defined by the three hypothesized constructs. Empirical support for this model offers a framework for further research and the design of preventive interventions to promote decent work and decent lives in the twenty-first century. [ABSTRACT FROM AUTHOR]

The challenges confronted by low-income high school students throughout school and across the transition to higher education and employment are well-documented in the US and many other nations. Adopting a positive youth development perspective (Lerner et al., 2005), this study reports findings from interviews with 18 low-income, racially and ethnically diverse graduates of an urban Catholic high school in the US. The interviews were designed to shed light on the post-high school experiences of urban high school graduates and to understand how students construct meaning about the value of school and work-based learning (WBL) in their preparation for meaningful work and life. The interviews highlight the perceived value of the academic and non-cognitive preparation students experienced through high school and WBL in relation to the challenges they encountered along the pathway to post-high school success and decent work. Overall, the findings suggest the potential of WBL for low-income youth in facilitating access to resources that build academic and psychological/non-cognitive assets, while also illustrating the role of structural and contextual factors in shaping post-high school transitions and access to meaningful work and life opportunities. [ABSTRACT FROM AUTHOR]

Despite recent stability and socioeconomic development, Brazil's history is marked by social inequality, informality, precarious work, and psychosocial vulnerability, with little opportunity for decent and meaningful work, as recommended by the International Labour Office (ILO), for people in the country. Nevertheless, based on a social constructionist view, the hypothesis can be raised that there is no substantive definition of decent work, but rather a psychosocial one, constructed based on the discourse, narratives, and practices produced through the relational processes which grant sense and meaning to work. Therefore, the examination of narratives and discourses is an important methodological strategy to understand the socio-occupational reality of Brazil. Thus, this study aims to understand the senses attributed to working through content analysis of the narratives produced by a set of 20 urban workers and contrast them with the ILO definition of decent work, in an effort to analyze the relationships, similarities, and differences between an established collective social discourse and the interviewees' singular narratives. The main results point out that the participants look for working with fair wages, social protection, safety, and personal development opportunities, as the ILO recommends. The main difference is that these characteristics do not derive from the State's actions, as in the employment and formal qualification model, but come from informal sources, such as family and community relationship networks. The informal relationship networks produce job opportunities as well as social protection; qualification takes place through practical learning from more experienced colleagues; the opportunity to be able to keep working (employed or working informally) leads to success and safety; and the possibility to make choices and have control over one's life translates into personal and occupational development. In conclusion, the participants searched for working according to the principles recommended by the ILO. Nevertheless, in contexts of vulnerability and with restricted support from the State, these principles are constructed in the community and not offered by the public power, which generates distinguished forms of decent work. [ABSTRACT FROM AUTHOR]

An introduction is presented in which the editor discusses various reports within the issue on topics including psychological analysis of decent work, use of life-design theory as a framework for an analysis of career interventions, and development of a cultural transition model.