Women Attaining Decent Work: The Important Role of Workplace Climate in Psychology of Working Theory

England J. W., Duffy R. D., Gensmer N. P., Ki H. J., Büyükgöze Kavas A., Larson-Konar D. M.

JOURNAL OF COUNSELING PSYCHOLOGY, cilt.67, sa.2, ss.251-264, 2020 (SSCI) identifier identifier identifier

  • Yayın Türü: Makale / Tam Makale
  • Cilt numarası: 67 Sayı: 2
  • Basım Tarihi: 2020
  • Doi Numarası: 10.1037/cou0000411
  • Dergi Adı: JOURNAL OF COUNSELING PSYCHOLOGY
  • Derginin Tarandığı İndeksler: Social Sciences Citation Index (SSCI), Scopus, Academic Search Premier, ASSIA, IBZ Online, ABI/INFORM, Business Source Elite, Business Source Premier, Child Development & Adolescent Studies, CINAHL, Communication & Mass Media Index, EBSCO Education Source, Education Abstracts, Educational research abstracts (ERA), EMBASE, Gender Studies Database, MEDLINE, Psycinfo
  • Sayfa Sayıları: ss.251-264
  • Anahtar Kelimeler: psychology of working, marginalization, women, work volition, decent work, PERCEIVED DISCRIMINATION, GENDER-DIFFERENCES, MENTAL-HEALTH, SOCIAL-CLASS, METAANALYSIS, EXPERIENCES, CONSTRUCTION, VALIDATION, HARASSMENT, TRENDS
  • Ondokuz Mayıs Üniversitesi Adresli: Evet

Özet

Grounded in Psychology of Working Theory (PWT), the current study investigated predictors of decent work among a sample of employed women (N = 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.