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This research explores the relationship between Decent Work (DW) and Burnout in Portuguese and Brazilian academic personnel. We focus on identifying profiles resulting from the relationship between these variables. Seven hundred twenty-seven participants composed the sample (Portuguese = 334; Brazilian = 393), and data were collected online using the Decent Work Questionnaire (DWQ) and the Personal Burnout subscale from the Copenhagen Burnout Inventory (CBI). Results of multiple linear regressions showed that two DW dimensions were significant and negatively related to Burnout: Fundamental Principles and Values at Work and Adequate Working Time and Workload. We found four profiles by performing a cluster analysis: Low Decent Work; High Decent Work; and two other profiles with DW deficit in at least one DW dimension: Low Fundamental Principles and Values at Work and Low Adequate working time and workload. Moreover, 71% of the total sample showed some decent work deficit. Differences between Burnout and the DW dimensions were analyzed through a MANOVA. In our sample, considering the broad dimensions of DW, Burnout seems to be mainly dependent on the deficit of aspects related to the quality of treatment and interpersonal relationships at work (e.g., perceptions of fairness, participation, non-discrimination) as well as the balance of the workload and the adequacy of the working hours. Interventions aiming at improvements must focus on those two dimensions. [ABSTRACT FROM AUTHOR]

This study presents the validation of the Workplace Civility Scale (WCS; Osatuke, Moore, Ward, Dyrenforth, & Belton, 2009) for European Portuguese samples. It was applied to a sample of 1375 Portuguese workers. The current study gives empirical support to the research of workplace civility. The 8-item pool was proposed to measure the workplace civility, the concept and practice of courtesy, respect and consideration expressed between people at work (coworkers and supervisors; Osatuke et al., 2009). A Confirmatory Factor Analysis was performed to evaluate the factor structure and model fit, in terms of construct validity. WCS presents good reliability and convergent validity and can contribute to enhance empirical research of civil behaviour at work. Finally, implications of workplace civility are discussed. [ABSTRACT FROM AUTHOR]

The concept of workplace incivility is an underestimated subject in Portugal but a popular one in the international literature. Workplace incivility does not intent to harm others, but it harms workplace norms and put peaceful workplace environment into danger. Thus, the main purpose of this study was to present the adaptation and validation of the Straightforward Incivility Scale (SIS; Leiter & Day, 2013) for Portuguese healthcare professionals' samples. SIS has 25 items that cover five different sources of Workplace Incivility (WI): supervisors, colleagues, subordinates, customers or the participant her/himself. A Portuguese version of the scale was administered to a total of 737 healthcare professionals from two major public hospital units from the metropolitan area in Lisbon, Portugal (78% women, 83% nurses, 56% with ages from 25 to 34). To assess the factor structure, we submitted these samples to exploratory and confirmatory factor analyses. The results provided psychometric support for the new Portuguese measurement (SIS). Furthermore, it showed good reliability and convergent validity indices with burnout. Considering the mainstream of studies in the healthcare sector, this study adds to the incivility literature as a novel area of research. Furthermore, the study provides a validated version of Straightforward Incivility Scale allowing simultaneous registration of five different workplace incivility sources, while also providing a measurement with good psychometric properties. It is our hope that the workplace incivility can be the focus of future studies measuring its outcomes among healthcare employees as well as to hospital managers and human resources raising awareness within the context of healthcare sector. [ABSTRACT FROM AUTHOR]

The present study aimed to investigate the associations between Decent Work (DW) and the Positivity and Life Satisfaction of Portuguese lawyers (N = 84). The Decent Work Questionnaire, the Positivity Scale and the Satisfaction With Life Scale were applied. The multiple regression linear analysis showed that: Fulfilling and productive work was an important antecedent of the Positivity, and that Fulfilling and productive work, Meaningful remuneration for the exercise of citizenship and Opportunities were antecedents of Satisfaction With Life. Then, the analysis of canonical correlations showed that six DW dimensions (exception for Social protection) were significant and positively related to Positivity and Satisfaction With Life. The perception of Decent Work is relevant to promoting Positivity and Satisfaction With Life for Portuguese lawyers. Limitations, practical implications, and future development prospects are presented in the final section. [ABSTRACT FROM AUTHOR]

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Decent work is an integrative concept that may account for several labor‐related issues. It represents the defence and promotion of human rights at work and business and the fulfilling and productive work maintained with social dialogue. Previous studies developed the Decent Work Questionnaire (Ferraro, Pais, dos Santos, et al., 2018) based on International Labor Organization propositions and workers' perceptions. The paper reports the adaptation and validation of its Italian version in a high‐skilled workers sample (N = 1,465). Confirmatory factor analysis confirmed the original version's structural dimensions and good internal consistency reliability. Convergent and discriminant validity, tested using work engagement and personal burnout scales, were supported by the data. Therefore, the DWQ Italian version appears to yield reliable and valid data as a Decent Work measure in Italian workplaces. [ABSTRACT FROM AUTHOR]

Copyright of Revue Internationale du Travail is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

BACKGROUND: The Decent Work (DW) concept, proposed by the International Labour Organization, can be enriched by the contributions of a Work, Organizational and Personnel Psychology (WOPP) perspective. Namely, it would be important to relate DW perceptions to the main concepts in the WOPP realm. Understanding these relations would expand our knowledge of the nomological network of the DW concept and of its practical implications. OBJECTIVE: To analyze the relationships between DW, work motivation and psychological capital among knowledge workers in Portugal and Brazil. METHODS: The Decent Work Questionnaire (DWQ), a previously validated measure of 7 dimensions of DW from a WOPP perspective, the Multidimensional Work Motivation Scale (MWMS), and the Psychological Capital Questionnaire (PCQ) were administered to 2912 knowledge workers. Relations among concepts were analyzed by canonical correlation analyses and linear regression. RESULTS: The DW dimension Fulfilling and Productive Work was positively associated with intrinsic and identified work motivation, and negatively with amotivation. A second significant canonical variate related (negatively) Social Protection (DW dimension) to extrinsic material work motivation. Results from regression analysis support the idea that DW promotes psychological capital. CONCLUSIONS: Results suggest that DW is an important predictor of work motivation and psychological capital. Practical implications for human resources management are presented. [ABSTRACT FROM AUTHOR]

Abstract: This research develops a Decent Work Questionnaire (DWQ) to measure workers’ perceptions of decent work. Current measurements of decent work are almost completely lacking at the individual worker level of analysis, and this study contributes to filling the gap. The authors designed their DWQ based on the substantive elements used by the ILO in its Decent Work Agenda, with the final 31‐item version of the DWQ yielding seven factors related to decent work. Showing good reliability coefficient values and good convergent and discriminant validity, this DWQ could open up new avenues for empirical studies on the concept of decent work. [ABSTRACT FROM AUTHOR]

Copyright of Revista Psicologia. Organizacoes e Trabalho is the property of Sociedade Brasileira de Psicologia Organizacional e do Trabalho and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)