Developing, validating, and testing improved measures within the Psychology of Working Theory

Predicting Decent Work Among US Black Workers: Examining Psychology of Working Theory

The U.S. has a history of marginalizing Black people. Marginalization impedes Black Americans’ ability to secure wealth, education, and meaningful work. The Psychology of Working Theory (PWT) uses a social justice lens to understand how contextual factors inform the labor market experiences of those who work and want to work. PWT highlights the ways economic constraints and marginalization predict access to decent work. We tested the PWT model with two measures of marginalization, general ethnic discrimination, and racial microaggressions, with a sample of 241 Black workers to add to the extant literature about the suitability of the PWT for racial minorities. Diverging from previous studies, we found that marginalization predicted career adaptability. Consistent with previous studies, marginalization and economic constraints predicted Black workers’ work volition and perceived access to decent work. Work volition mediated the relationship between general ethnic discrimination and economic constraints with the perception of attaining decent work.

Factors associated with work volition among Chinese undergraduates

Based on the psychology of working theory, this study tested the relationships among work volition and the predictors of economic constraints, minzu (ethnic identity), Hukou and Zhongyong thinking, and determined how Hukou and Zhongyong thinking moderate the relationship between economic constraints and work volition with a sample of 2,995 undergraduates in China. The results showed that work volition was negatively associated with economic constraints but positively related to Zhongyong thinking. The results further revealed that Hukou and Zhongyong thinking were significant moderators in the link between economic constraints and work volition, while weaker negative associations were found between economic constraints and work volition for undergraduates who came from rural areas and had lower levels of Zhongyong thinking. Implications for research and practice are discussed.

Validating the decent work scale incorporated with a social recognition component among young adult social workers

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.

The psychological concept of social sustainability in the workplace from the perspective of sustainable goals: A systematic review

Unlike environmental sustainability, social sustainability in the workplace is a relatively new concept that is still searching for its own definition and explanation. Therefore, in this paper, we systematically reviewed and critically evaluated recent research on this topic. In doing so, we identified important constructs that help us better define and understand the phenomenon of social sustainability in the workplace. We focused on articles from 2016 to 2022 with content related to three Sustainable Development Goals (SDGs), namely health and wellbeing (SDG-3), gender equality (SDG-5), and decent work (SDG-8). Given the harrowing events of the past 2 years, triggered by the COVID-19 pandemic and the global impact of the war in Ukraine, we also wanted to learn whether other categories, such as security (SDG-11) and peace (SDG-16), are embedded in the concept of social sustainability at work. The articles we studied were found through EBSCOhost, specifically in the Academic Search Complete, Business Source Premier, APA PsycInfo, SocINDEX with Full Text, and GreenFILE databases. We selected 67 articles and organized them according to the four levels of research and practice in work and organizational psychology. In reviewing the literature, we identified several constructs that can be classified at four levels of interest in work and organizational psychology. At the level focused on the job/work, we identified two main topics: (i) sustainable job/work characteristics and (ii) sustainable job (re)design. At the people-focused level, we identified the following topics: (i) pro-sustainable self-system, (ii) pro-sustainable job attitudes and motivation, (iii) sustainability work environment perceptions and other mediating mechanisms, and (iv) sustainable job behavior. The organization-focused level includes (i) organizations as human systems and (ii) pro-sustainable organizational policies and practices. The last (society-focused) level is defined by two main topics: (i) understanding society as a human system and (ii) pro-social mechanisms. In the discussion, we categorized specific constructs identified within the described focus levels into the theoretical model describing the psychological concept of social sustainability in the workplace from the perspective of sustainable goals.

Profiles of Decent Work and Precarious Work: Exploring Macro-Level Predictors and Mental Health Outcomes

Using a person-centered approach, this study explored the interrelationship between decent work and precarious work via a latent profile analysis (LPA). This investigation sought to replicate the latent profiles from Blustein and colleagues (2020) and extend the results by examining the role of individual lifetime experiences of macro-level factors (economic constraints and marginalization) as predictors and selected mental health indices (depression and anxiety) as outcomes of profile membership. Using a sample of 422 working adults in the U.S., the findings of the LPA yielded four profiles (indecent-precarious, low healthcare-low rights, highly decent, and vulnerability dominant), replicating four out of the five of the profiles identified in Blustein et al. Informed by psychology of working theory (PWT) and precarity theory, we assessed a structural model of the aforementioned predictors and outcomes in relation to profile membership. Consistent with theoretical expectations, economic constraints and marginalization positively predicted profiles that reflected greater instability and precarity. In addition, the profiles that reflected greater instability and precarity predicted both depression and anxiety. Implications for theory, counseling practice, public policy, and new directions in research are presented.

An Examination of Psychology of Working Theory With Immigrant Workers in the United States

As the proportion of immigrant workers in the United States grows, understanding how contextual constraints restrict immigrant workers from securing decent work is critical. Therefore, drawing from psychology of working theory (PWT), this study examined relations from contextual barriers (economic constraints and acculturative stress) to psychological mechanisms (work volition and career adaptability) to decent work with a sample of immigrant workers in the United States. We also conducted multigroup analysis to explore whether the model varied depending on race. Diverging from previous PWT studies, we found that economic constraints directly predicted decent work and that career adaptability predicted both acculturative stress and decent work. Importantly, multigroup analysis found the relations from career adaptability and work volition to decent work were stronger for the white group than the POC group. Our findings encourage psychologists to advocate for working immigrants, including working immigrants of color, to reduce marginalization and economic constraints.

Work Volition Scale for Chinese Working Adults: A Cross-Cultural Validation Study

The present study aims to validate the Chinese version of the Work Volition Scales (WVS), an instrument that assesses three components of work volition: volition, financial constraint, and construct constraint. In Study 1 ( N = 498), the WVS was translated into Chinese, and an exploratory factor analysis (EFA) was conducted resulting in that three factors were consistent with the original scale. In Study 2 ( N = 442), the confirmatory factor analysis showed that the bifactor model provided the most parsimonious fit to the data. The measurement invariance test then revealed that the WVS is equivalent across gender, age, education level, and job tenure. In addition, convergent and concurrent validity supported the finding that the WVS and three subscales are linked with related variables. The results support significant incremental validity in predicting career satisfaction, meaningful work, and life well-being. The findings suggest that the WVS is a valuable instrument for researchers and career counselors who seek to explore work volition among Chinese working adults.

A Bifactor Exploratory Structural Equation Modeling Representation of the Structure of the Decent Work Scale: Evidence from China

The present study investigates the psychometric properties of decent work utilizing the bifactor exploratory structural equation modeling (Bifactor-ESEM) approach. Using a sample of 701 Chinese employees who completed the multidimensional Decent Work Scale (DWS: Duffy et al., 2017), this study reveals the superiority of the Bifactor-ESEM representation of DWS compared to alternative representations of the data (ICM-CFA, Bifactor-CFA, and ESEM). Additionally, the results of measurement invariance in the MIMIC framework indicate the DWS is equivalent in various age and job tenure samples of participants. Finally, the results provide evidence for the criterion validity by confirming the importance of accounting for both the G-factor (representing the global level of decent work) and the S-factors (representing the specific level of decent work), which shows that specific types of decent work explained variance in covariates (i.e., work well-being, life well-being, engagement, and turnover intention) over and above the variance already explained by the G-factor.

Decent work in Italy: A network analysis

The present study investigated the Italian version of the Decent Work Scale (DWS) with a sample of 645 workers (females = 65.1%; mean age = 43.9 years; SD = 10.9) according to a network perspective. We compared factorial and network models and estimated the regularized partial correlations for the five DWS domains: physically and interpersonally safe working conditions (SC), access to healthcare (AH), adequate compensation (AC), hours that allow for free time and rest (FT) and organizational values complement family and social values (CV). The results highlighted that the network model showed the best fit to the data. Among the most central domains in the network, the high centrality of CV suggests that this domain could represent an effective target for actions addressed to fostering decent work in Italy. In contrast, the low centrality of AC and FT underlines the urgent need to advocate for more decent remunerations and working hours in Italy.

Structural Predictors of Underemployment During COVID-19 Pandemic: A Psychology of Working Perspective

In the present study, we surveyed a sample of working adults ( N = 495) in the United States to understand experiences with underemployment during the COVID-19 pandemic. Drawing from psychology of working theory, we examined a structural model linking economic constraints and experiences of marginalization to underemployment, as mediated by work volition and moderated by perceptions of economic conditions. Economic constraints, experiences of marginalization, and work volition all significantly predicted underemployment, accounting for 52% of the variance. Additionally, work volition served as a significant, but minor, mediator variable and economic conditions were a significant moderator linking economic constraints and experiences of marginalization to work volition. The negative effect of these constructs on work volition was mitigated when participants had more favorable perceptions of the economy at large. Findings may have implications for both research and practice, highlighting the importance of assessing structural and psychological factors to understand individuals’ work experiences.

Applying the Psychology of Working Theory for Understanding Adaptive Career Progress of Youth

This study extends existing research on psychology of working theory by assessing components of the model among two community samples (N = 364) of high school youth. We examined structural models linking student perceptions of external barriers to higher education to three indices of adaptive career progress, work volition, career adaptability, and school motivation. We also assessed the roles of student perceptions of proactive personality, critical motivation, and teacher social support as moderators of perceived external barriers for the three career progress indices. The findings reveal main effects, rather than moderating contributions for critical motivation and proactive personality, with only teacher support being a significant moderator for career adaptability and work volition. The moderating effect was inconsistent with theoretical expectations, however. The results are discussed with attention to further research and applicability for vocational intervention.

Bridging Troubled Times

Abstract. The current labor market has produced manifold crises with high unemployment rates and increasing worklife dynamics. Adaptability and identity are metaskills that enable the learning process necessary to overcome obstacles on the career path. The contribution of this review lies in its focus on the question of whether the metaskills of career adaptability and identity can serve to bridge troubled times for everyone in the working population. This review provides a conceptual model of a “decent career” that acknowledges challenging circumstances based on demographic differences (e. g., age, ethnicity, sex) or structural conditions (e. g., economic crisis) and the antecedents necessary to foster individual skills that serve various beneficial outcomes.

Decent Work Among People of Color: The Moderating Role of Critical Consciousness

The present study examined critical consciousness in a sample of 476 adults of color from a Psychology of Working perspective. Using structural equation modeling, we tested three components of critical consciousness—perceived inequality, egalitarian beliefs, and sociopolitical participation—as moderators of relations between marginalization, economic constraints, work volition, career adaptability, and decent work. As hypothesized, perceived inequality and sociopolitical participation moderated paths from marginalization to career adaptability, work volition, and decent work. Perceived inequality moderated paths from economic constraints to career adaptability and decent work, but in inconsistent directions. We discuss practical implications and future research directions. Our results contribute to the growing support for the Psychology of Working Theory.

Assessing Perceived Future Decent Work Securement Among Chinese Impoverished College Students

Drawing from Psychology of Working Theory (PWT), the current study sampled 254 college students from impoverished families in China and examined their perceptions of access to future decent work as predicted by subjective social status and marginalization and mediated by work volition and career adaptability. As impoverished college students are socioeconomically disadvantaged and thus cannot afford college expenses, understanding their perception regarding future careers echoes the call for renewing the focus on equity and diversity within vocational psychology. Findings supported subjective social status as an indirect predictor of perceptions of future decent work via work volition. Work volition and career adaptability directly predicted perceptions of future decent work. Additionally, there is a significant conditional indirect effect between subjective social status, work volition, and perceptions of future decent work. Specifically, the effect was only significant for first-year students. Overall, this study adds new evidence on the applicability of the PWT among student populations. Implications for career researchers, vocational counselors, and student affairs professionals are provided.

Validation of Korean Version of the Work Volition Scale

This study aimed to validate a Korean-language version of the Work Volition Scale (WVS). Participants were 453 South Korean adults recruited through a survey panel website. In Phase 1 ( n = 230), the original WVS was translated into Korean. Exploratory factor analysis revealed a three-factor solution (volition, financial constraints, and structural constraints), consistent with the original WVS. In Phase 2 ( n = 223), confirmatory factor analysis supported the goodness of fit of the three-factor structure. Convergent validity tests demonstrated that the Korean WVS was positively correlated ( p < .01) with core self-evaluation and work locus of control and negatively correlated ( p < .01) with the intention to quit employment. In a hierarchical regression analysis, controlling for core self-evaluation and work locus of control, work volition positively predicted job satisfaction ( p < .001). The Korean WVS is a valid assessment tool that can be used by career counselors and researchers working with South Korean adults.

Examining Predictors and Outcomes of Decent Work Perception with Chinese Nursing College Students

Drawing on the psychology of working theory (PWT), the present study was performed to evaluate the predictor session of the PWT and career exploration behavior with a sample of Chinese nursing college students from diverse backgrounds. The research employed a cross-sectional research design and 854 nursing students were recruited from one health vocational college situated in Northwest China. Structural equation modeling was utilized to conduct the analysis; confirmatory factor analysis and structural model testing were performed accordingly. Moreover, mediation analysis that used bias-corrected percentile bootstrapping method and moderation analysis were carried out in accordance. Overall, most of the proposed direct paths were significant, but the mediation results were mixed. Proactive personality simply moderated the impact of economic constraints on career adaptability. The results suggest that PWT is applicable to nursing college students and the model is generally supported in the Chinese context. It is the first empirical work that used this model among nursing college students and future decent work perceptions contributed another important antecedent of career exploration behavior. The practical implications based on these findings are provided as well.

Proactive Personality and Decent Work Among Racially and Ethnically Diverse Working Adults

Building from the psychology of working framework, we examined the moderating role of proactive personality in the attainment of decent work among a sample of racially and ethnically diverse employed adults in the United States ( N = 238). We tested our hypotheses using structural equation modeling and found experiences of marginalization and economic constraints to have indirect associations with decent work via work volition. We also found marginalization, work volition, and career adaptability to have direct associations with decent work but found no support for proactive personality as a moderating mechanism. Our findings contribute to the growing literature examining how contextual variables are associated with securing decent work among diverse groups. We discuss practical implications along with future directions for research related to the psychology of working.

Development and Validation of the College Social–Emotional Crossroads Inventory

The purpose of this study was to develop and provide initial validity evidence for the College Social–Emotional Crossroads Inventory (C-SECI). A sample (N = 751) of undergraduate students was randomly split into two samples for exploratory and confirmatory factor analysis. Results of exploratory factor analysis indicated that three factors should be extracted from the data and that the items comprised three subscales: Campus Cultural Fit, Academic Capital, and School–Family Integration. A confirmatory factor analysis suggested a bifactor structure was the best representation of the C-SECI items. Furthermore, scores on the C-SECI subscales correlated in expected directions with measures of institutional classism, academic self-efficacy, academic progress, global stress, first-generation college student status, subjective social status, and family income. The C-SECI is a brief measure that can be used to capture tensions students may experience between their postsecondary institutions and families and communities of origin.

Career Adapt-Abilities Scale–Short Form (CAAS-SF): Validation Across Three Different Samples in the Chinese Context

Based on career construction theory, we conducted a cross-cultural validation study of the Career Adapt-Abilities Scale–Short Form (CAAS-SF) proposed by Maggiori, Rossier, and Savickas across three sample groups (college students, civil servants, and enterprise employees) in the Chinese context. Results of the principal component analyses and confirmatory factor analyses suggested a four-factor solution and confirmed the hierarchical structure of the Chinese version of the CAAS-SF. In addition, this short form achieved satisfactory configural invariance, full metric invariance, and scalar invariance. These findings support the use of the CAAS-SF as a valid and reliable measure to assess career adaptability in China. Limitations and suggestions for future research are discussed.