Women attaining decent work: The important role of workplace climate in Psychology of Working Theory.

Abstract

Grounded in Psychology of Working Theory (PWT), the current study investigated predictors of decent work among a sample of employed women (N ϭ 528). A structural equation model was examined finding that women's experiences of marginalization, work volition, and career adaptability all directly predicted the attainment of decent work, and economic constraints and marginalization experiences indirectly predicted decent work via work volition. Additionally, workplace climate for women employees was examined as both a predictor and moderator variable to explore best positioning of this additive construct. Workplace climate did not significantly moderate any model paths; however, it was a unique predictor of work volition and decent work, suggesting that this construct may be better positioned as a predictor variable in understanding the work experiences of women. These results highlight the importance of further investigating the role of workplace climate in PWT as well as the need for refining our understanding of how marginalized employees achieve decent work. Implications of the present study's results are discussed. Public Significance StatementExperiences of marginalization and economic constraints impact women's ability to secure decent work. Workplace climate for women employees is also an important additive predictor of their sense of choice and attainment of decent work, emphasizing the need for further investigation into how workplace climate shapes the systemic oppression of women.

Decent Work’s Association With Job Satisfaction, Work Engagement, and Withdrawal Intentions in Australian Working Adults

“…Other research has affirmed the direct predictive effect of marginalization on decent work (Douglass et al, 2019; Duffy, Gensmer, et al, 2019; Duffy et al, 2018). Career adaptability has also been found to directly predict decent work (e.g., Douglass et al, 2019; Duffy, Gensmer, et al, 2019; England et al, 2020; Tokar & Kaut, 2018). In contrast, the hypothesized effect of proactive personality as a moderator within a PWT model has been rejected (Douglass et al, 2019).…”

“…In contrast, the hypothesized effect of proactive personality as a moderator within a PWT model has been rejected (Douglass et al, 2019). Recent research has identified additional predictors of decent work within a PWT frame, including working women’s sense of workplace climate (e.g., respect; England et al, 2020), LGBTQ+ workers’ workplace climate (Allan et al, 2019), and psychological ownership of their jobs (Smith et al, 2020).…”

Centering Matrices of Domination: Steps Toward a More Intersectional Vocational Psychology

“…The same tentativeness to directly address the role Christian hegemony on well-being-within all branches of psychology, not just vocational-is also at play (Brewster, 2014). The recent attempts of some scholars to center the experiences of marginalized groups, counter White Supremacy and patriarchy, and advocate for more affirming work environments (England et al, 2020;Tebbe et al, 2019;Velez et al, 2013) should bring some optimism that vocational psychology is shifting to a more modern and inclusive field. However, taking a more transparent and critical lens to the ways in which matrices of domination shape the working lives of all Americans is essential so "career guidance can become a part of the struggle for social justice" (Hooley et al, 2018, p. 1).…”

“…Vocational psychology as a field has advanced our understanding of workplace experiences for women and LGBTQþ people and the impact that these have on their overall well-being, career success, and advancement. Some examples include identifying the importance of working climate in achieving decent work for women (England et al, 2020) documenting the marked experiences of sexual harassment that women experience in the workspace (Cassino & Besen-Cassino, 2019). Additionally, our field has been pivotal in documenting the role of heterosexism in blocking decent work for sexual minority people (Douglass et al, 2017), and articulating workplace heterosexism, discrimination, and harassment as key minority stressors (Tebbe et al, 2019;Velez et al, 2013;Waldo, 1999).…”

Women in Engineering: Almost No Gap at University but a Long Way to Go for Sustaining Careers

“…Interwound with the small numbers, norms and power have hardly been associated with women in the engineering major and careers. That is, the women in engineering have encountered a multitude of challenges, such as gender-based stereotype threats [8][9][10][11][12][13][14], lack of either role models or mentors [8,11,15,16], male-dominated organizational culture [8,[17][18][19], and the glass ceiling which prevents promotion opportunities [20][21][22][23][24][25][26][27][28][29][30]. Although we have narrowed down the gender gap in engineering fields in the last decades [28,[31][32][33], those challenges, namely, structural barriers for the women in engineering, have played a significant role in preventing more women stepping into the fields while discouraging their persistence in the fields [8,14,31,[33][34][35][36].…”