Dignity during work-integrated learning: what does it mean for supervisors and students?

King, Olivia; Davis, Corinne; Clemans, Allie; Coles, Jan; Crampton, Paul; Jacobs, Nicky; McKeown, Tui; Morphet, Julia; Seear, Kate; Rees, Charlotte E.

doi:10.1080/03075079.2019.1650736

Cited by 13 publications

(14 citation statements)

References 64 publications

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“…In simple words, decent work serves as a means by which WD is upheld or violated. Although a comprehensive review of how WD differs from other related constructs in management is beyond this study’s scope, it is noteworthy that WD is theoretically different from constructs, such as integrity, fairness, organizational justice, value, and equality (for a discussion, see Bal, 2017 ; King et al, 2021 ). Having explained WD and relevant theoretical foundations in detail, let us now turn the discussion to how this might affect employees’ JP (the central theme of this research).…”

Section: Theoretical Foundations and Hypothesesmentioning

confidence: 99%

“…First, while most research on WD is qualitative (e.g., Hodson and Roscigno, 2004 ; Sayer, 2007 ; Yalden and McCormack, 2010 ; Lucas, 2011 , 2015 ; Crowley, 2013 , 2014 ; Lucas et al, 2013 ; Baker and Lucas, 2017 ; Noronha et al, 2020 ; King et al, 2021 ; Tiwari et al, 2021 ), this study is a pioneering empirical work explaining and examining the link between WD and JP, thus expanding the scant body of empirical research investigating WD’s relationship with employee behaviors ( Thomas and Lucas, 2019 ; Ahmed et al, 2021 ; Wang et al, 2021 ). Second, this study furthers our understanding of the circumstances/conditions in which WD is more likely to enhance employees’ JP.…”

Section: Introductionmentioning

confidence: 99%

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Stronger Together: Examining the Interaction Effects of Workplace Dignity and Workplace Inclusion on Employees’ Job Performance

et al. 2022

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Despite growing interest in workplace dignity, there is a paucity of empirical research regarding whether and when it leads to higher job performance. To address these research gaps, this study examines the relationship between workplace dignity and job performance, identifying and examining the boundary condition role of workplace inclusion. Multi-source and time-lagged data were obtained from employee–supervisor dyads (n = 169) in non-governmental organizations in Pakistan to test the hypothesized model, employing techniques, such as confirmatory factor analysis, moderated multiple regression, post-hoc slope, and Johnson–Neyman analyses. As predicted, workplace dignity and workplace inclusion positively influenced employees’ job performance, while workplace inclusion moderated the dignity-performance relationship such that this relationship was more strongly positive when workplace inclusion was high. At the theoretical level, this study adds new insights to the job demands-resources (JD-R) model, which is used as theoretical lens in this study. Specifically, this study is the first to examine workplace dignity and its consequences from the perspective of the JD-R model, thus introducing a new theoretical perspective into the dignity literature. This study also provides useful advice for management practice, policymaking, and employees, and is germane to the United Nations’ Sustainable Development Goal 8.

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Section: Theoretical Foundations and Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Stronger Together: Examining the Interaction Effects of Workplace Dignity and Workplace Inclusion on Employees’ Job Performance

et al. 2022

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“…Furthermore, there are many studies (Crowley, 2014; Baker and Lucas, 2017; Noronha et al. , 2020; King et al. , 2019; Tiwari et al.…”

Section: Introductionmentioning

confidence: 99%

“…IL and IWB literature have some notable gaps. Furthermore, there are many studies (Crowley, 2014;Baker and Lucas, 2017;Noronha et al, 2020;King et al, 2019;Tiwari et al, 2021) which explain work dignity as qualitative research. So, this current study has explained the empirical analysis to find the relationship among the workplace dignity (WD), inclusive leadership and IWB.…”

mentioning

confidence: 99%

The impact of inclusive leadership on innovative work behavior: a mediated moderation model

AlMulhim,

Mohammed

2023

LODJ

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PurposeApplicable to telecom companies operating in Saudi Arabia, this study aims to investigate the mediating role of workplace dignity (WD) in the relationship between inclusive leadership and innovative work behavior (IWB) as well as the moderate role of workplace inclusion (WI) in said relationship.Design/methodology/approachA total of 364 telecom companies in Saudi Arabia participated in the survey study. SmartPLS was employed to evaluate the data and test the research variables.FindingsAccording to this study, inclusive leadership has a favorable impact on IWB. Additionally, the study concluded that inclusive leadership enhances WD. Furthermore, the authors discovered that WD has a favorable impact on IWB. The findings showed that the association between inclusive leadership and IWB is mediated by WD. Finally, WI has a statistically positive moderating effect between WD and IWB on the moderation side of the analysis.Originality/valueThis study is the first to consider WD as a mediator in the relationship between inclusive leadership and IWB. Examining WI's role as a moderator also deepens the authors' comprehension of the connection between WD and IWB.

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“…WIL students face even more wellbeing issues than other employees. Besides academic-related concerns about academic performance (Pascoe et al, 2020), WIL students tend to feel selfdoubt and lack of self-confidence at work, which are related to their underdeveloped professional dignity and can negatively impact their workplace wellbeing (King et al, 2021) .…”

Section: Wellbeing Literacy In the Workplacementioning

confidence: 99%

Defining Digital Wellbeing Literacy in Remote Work Integrated Learning

Vesty²,

Cheong³

2023

AJIS

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The pandemic has accelerated the adoption of remote Work-Integrated Learning (WIL) programs for Higher Education (HE) students, fostered by advances in digital technologies. Emerging as a new post-covid normal, the ‘remote workplace’ and remote WIL brings further challenges with students expressing anxiety in dealing with this new form of working environment. Having the capacity to talk about wellbeing issues with others is an important wellbeing literacy (WL) skill. This paper addresses the need for a better understanding of wellbeing literacy (WL) skills in remote WIL workplaces. Interpreting WL in remote settings can further the definition of WL by extending it to a digital context. In contributing to Computer-Supported Cooperative Work (CSCW) research and the emerging field of WL, this paper explores how WIL students develop WL skills in a remote setting, which we define as Digital Wellbeing Literacy (DWL). In-depth interviews were held with WIL academics, WIL professionals, WIL students and wellbeing experts on digital and pedagogical factors that support WL in remote work. We found that students proactively use digital communication tools and social media to communicate wellbeing concerns, which in turn helps them practice DWL. We propose four strategies toward improving DWL in HE WIL offerings.

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Dignity during work-integrated learning: what does it mean for supervisors and students?

Cited by 13 publications

References 64 publications

Stronger Together: Examining the Interaction Effects of Workplace Dignity and Workplace Inclusion on Employees’ Job Performance

Stronger Together: Examining the Interaction Effects of Workplace Dignity and Workplace Inclusion on Employees’ Job Performance

The impact of inclusive leadership on innovative work behavior: a mediated moderation model

Defining Digital Wellbeing Literacy in Remote Work Integrated Learning

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