Examining the psychology of working theory: Decent work among sexual minorities.

Abstract

Research has found heterosexist discrimination negatively relates to vocational outcomes among lesbian, gay, and bisexual (LGB) people, but no known study has examined how heterosexist discrimination relates to the attainment of decent work. Building from the Psychology of Working Theory, which proposes that specific forms of marginalization coupled with economic constraints limit a person's ability to secure decent work, the present study examined theoretically hypothesized pathways to decent work among a sample of employed sexual minority adults. Heterosexist discrimination and social class were examined as direct predictors of decent work, and indirect links were examined via work volition and career adaptability. Among our sample of 218 sexual minority people, structural equation modeling results suggested heterosexist discrimination and social class directly-and indirectly through work volition-predicted decent work. Practical implications and directions for future research are discussed. (PsycINFO Database Record

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

“…This is consistent with other empirical findings [25], which confirmed the negative relationship between the two. Thirdly, H3 revealed that people who were able to make career-related decisions by themselves also had psychological resources that could assist them with career difficulties, which is consistent with the findings of Douglass et al [56] and Kozan et al [24]. Fourthly, H4 demonstrated that one's economic conditions negatively impact their decent work perceptions, which empirically validates the findings of Tokar and Kaut [25].…”

“…In a similar vein, people who have lots of psychological resources tend to develop the positive future decent work perceptions, which have been generally empirically supported [24,25], with a few exceptions [56]. Thus, the study proposed the sixth hypothesis: Hypothesis 6 (H6).…”

“…Those who have the capacity to make their own career-related decisions tend to have positive decent work opinions. The majority of studies support this assumption empirically [9,10,56]. Therefore, the study advanced the fifth hypothesis: Hypothesis 5 (H5).…”

“…The majority of studies so far have supported the positive relationship between work volition and career adaptability [26,56]. In other words, those who are able to make career-related decisions are much more likely to have relevant psychological resources to help them solve problems.…”

The Psychology of Working in Practice: A Theory of Change for a New Era

“…Research has begun to build substantive empirical evidence for the utility of PWT (e.g., Autin, Duffy, Jacobson, Dosani, & Bott, 2018;Douglass, Velez, Conlin, Duffy, & England, 2017;Duffy et al, 2018;Kossen & McIlveen, 2018;Tokar & Kaut, 2018). Additionally, PWT tenets rest on a foundation of previous empirical work linking contextual variables, work volition, career adaptability, and well-being (e.g., Duffy et al, 2012;Zacher, 2014).…”