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Recent labor market instability highlights the need for decent work. This study identified five distinct profiles of decent work, revealing significant differences in demographics and outcomes across these groups.

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Area of Science:

  • Labor market dynamics and occupational psychology.
  • Sociological implications of work quality.
  • Psychological well-being and employment.

Background:

  • The modern labor market is characterized by increasing instability and insecurity.
  • Decent work is a critical construct for understanding individual well-being.
  • Existing research often uses composite scores, potentially overlooking nuanced combinations of decent work factors.

Purpose of the Study:

  • To identify distinct profiles of decent work beyond a simple continuum.
  • To explore the heterogeneity within the decent work construct.
  • To examine demographic, predictive, and outcome differences across identified decent work profiles.

Main Methods:

  • Latent profile analysis was employed to categorize individuals based on five subscales of the Decent Work Scale (DWS).
  • The study utilized data from the DWS (Duffy et al., 2017) to identify distinct work profiles.
  • Subsequent analyses compared identified profiles on demographic, theoretical predictor, and outcome variables.

Main Results:

  • Five distinct decent work profiles were identified: average, low health care, indecent work, only health care, and decent work.
  • Significant differences were observed across these profiles regarding demographics (gender, employment, education).
  • Notable variations in theoretical predictors (economic constraints, marginalization, work volition) and outcomes (job satisfaction, life satisfaction) were found among the profiles.

Conclusions:

  • The study demonstrates that decent work is not a unidimensional construct but comprises distinct profiles.
  • Understanding these profiles is crucial for targeted interventions to improve work quality and well-being.
  • Future research should further explore the implications of these profiles for diverse populations and work contexts.