Decent Work as Determinant of Work Engagement on Dependent Self-Employed

Romero, Virginia Navajas; Díaz-Carrión, Rosalía; Ariza-Montes, Antonio

doi:10.3390/su11092512

Cited by 21 publications

(25 citation statements)

References 86 publications

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“…Therefore, in relation to these variables included in the JDC model, four situations that affect psychological well-being can be approached: (1) The self-employed, with a workplace characterized by a wide margin of freedom of decision to propose and implement changes in their company, and with the power to assume risks that may determine growth, higher productivity or, in extreme cases, business failure; this can be defined as active work, where high labor demands and high control at work for decision making prevail [30,80], it assumes that the self-employed perceive their jobs as more stressful and mentally exhausting since they work longer hours, have less free time, and more responsibility for their own jobs and income, as well as those of their employees, which would lead to greater mental health problems and a lower level of general health. (2) The characteristics that define the work environment with low demands in the workplace and high control in the activities they carry out generate a higher level of well-being; in this case, having freedom of action can increase or reduce the intensity in productivity and effectiveness of its results. (3) High labor demands and under control are related to tensions at work, which could negatively affect the well-being and health of the self-employed.…”

Section: Jcds Modelmentioning

confidence: 99%

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Workplace Situation and Well-Being of Ecuadorian Self-Employed

et al. 2021

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Due to novel coronavirus 2019 (COVID-19), the labor market is going to undergo a profound restructuring. The creation of a new labor paradigm by all stakeholders is essential. This document contributes to the current political and social debates about self-employment, the need for economic growth, and how these labor measures, which are deeply institutionalized, need a change of attitude for an adequate job reconstruction in terms of welfare and sustainability. Currently, policy makers are proposing actions and policies because the new labor paradigm is being designed in the countries of Latin America. This research aims to analyze the JDCS model (Job Demand-Control-Support) and well-being in the self-employed in Ecuador. Unlike previous studies, this research takes a comprehensive approach by considering this theoretical model and the figure of the self-employed in terms of well-being. The logistic model, using cases of more than one thousand workers, generated estimated results that indicate the existence of a significant effect of physical and psychological demands at work on the balance between well-being and the management of angry clients; the speed of execution; and the complexity of the tasks. Regarding labor control, the ability to solve problems and make decisions for the company are detected as influencing factors; finally, social support is another factor influencing global well-being for the self-employed. These results show that with an effective management of the self-employed labor environment, it is possible to achieve an adequate level of workplace satisfaction.

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Section: Jcds Modelmentioning

confidence: 99%

“…The novel coronavirus 2019 (COVID- 19) pandemic has been unpredictable, and its results have not yet been quantified [1,2]. Restrictions on mass gatherings and social distancing requirements have limited entrepreneurship, leading to decreased profits and an increase in the number of businesses that have closed [3].…”

Section: Introductionmentioning

confidence: 99%

Workplace Situation and Well-Being of Ecuadorian Self-Employed

et al. 2021

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“…Yet, despite the study's hypotheses that necessity self-employment and economically dependent self-employment are both associated to poor work engagement, self-employed workers are also exposed differently to a set of intrinsic job resources (i.e. characteristics that relate to the work tasks themselves) (Navajas-Romero et al, 2019). According to the job demands-resources model, these are characteristics of a job that "reduce physiological/ psychological costs, are functional in achieving work goals, and/or stimulate personal growth, learning and development" (Schaufeli and Bakker, 2004).…”

Section: Intrinsic Job Resourcesmentioning

confidence: 83%

Work engagement among different types of solo self-employed: the mediating role of intrinsic job resources

Gevaert

Vanroelen

Stas

et al. 2022

IJEBR

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PurposeThe ideal-typical entrepreneur presents him/herself in the neoliberal iconography as an autonomous and pro-active individual who is highly engaged with his/her vocation. Nevertheless, empirical research on the actual work engagement of the self-employed is scarce. In addition, phenomena like “necessity self-employment” and “economically dependent self-employment” raise concerns about the potential eudaimonic well-being outcomes of these self-employed. In this study, it was therefore investigated to what extent necessity self-employment and economically dependent self-employment are associated to work engagement and whether this relation is mediated by intrinsic job resources.Design/methodology/approachThe authors used data from the 2015 European Working Conditions Survey (EWCS) involving 5,463 solo self-employed participants. For analyzing the data, structural equation modeling (SEM) with the Lavaan package was used.FindingsBoth necessity self-employment and economically dependent self-employment were linked to poor work engagement, however, intrinsic job resources mediated both effects.Originality/valueWhile previous studies have shown differences in hedonic well-being between opportunity/necessity entrepreneurs, and economically (in)dependent entrepreneurs, this study considers their distinct profiles regarding eudaimonic well-being. Eudaimonic well-being was deemed particularly relevant because of its implications for other outcomes such as life satisfaction, psychological well-being, ill-health, business performance and persistence in self-employment.

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“…This is further highlighted in recent research that individuals with high levels of work engagement may shield themselves from work-family conflict by spilling over positive resources generated from work to the family context (Scafuri Kovalchuk et al, 2019). Prior research indicates that in addition to enhancing work and life quality, DW can contribute to increase organizational performance via mediating effects of work engagement (Navajas-Romero et al, 2019). In line with previous studies and building arguments based on COR (Hobfoll, 2001) and enrichment theory , we propose that access to DW in the form of an organizational resource is expected to impact WFE through increasing work engagement.…”

Section: Mediating Role Of Work Engagementmentioning

confidence: 98%

Decent work and work–family enrichment: role of meaning at work and work engagement

Kashyap

Arora

2020

IJPPM

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PurposeThe purpose of the current study is to examine decent work (DW) as a critical antecedent of work–family enrichment (WFE). Further, it also focuses on understanding the underlying mechanisms that facilitate the linkage of employees' perceptions of DW and WFE by investigating about the mediating role of knowledge workers' experience of meaning at work and their work engagement levels.Design/methodology/approachThis study adopts a quantitative cross-sectional research design using survey administration among faculty members employed in public and private universities of North India.FindingsResults depicted that in addition to direct relationship between DW and WFE, both meaning at work and work engagement partially mediate the relationship between access to DW and WFE indirectly. These findings showed that the provision of access to DW by organizations will help facilitate WFE via employees' experience of meaning at work and their levels of engagement with their work.Practical implicationsThe study findings would be useful for organizational practitioners and policymakers to design sustainable human resource development (HRD) policies and practices for enriching the WFE of employees as well as in driving talent retention and engagement.Originality/valueIt is one of the few studies that captures perceptions of employees about access to DW policies and practices and its role in enhancing WFE in the South Asian context. Further, it also advances our knowledge on antecedents and consequences of WFE.

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Decent Work as Determinant of Work Engagement on Dependent Self-Employed

Cited by 21 publications

References 86 publications

Workplace Situation and Well-Being of Ecuadorian Self-Employed

Workplace Situation and Well-Being of Ecuadorian Self-Employed

Work engagement among different types of solo self-employed: the mediating role of intrinsic job resources

Decent work and work–family enrichment: role of meaning at work and work engagement

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