PurposeThere has been increasing research on the conceptualization of decent work at the individual worker level in different national and occupational contexts. This has resulted in several unique and overlapping dimensions of decent work, making the conceptualization of decent work fragmented. This fragmentation makes the concept of decent work incohesive and detracts scholars, practitioners and policy makers from a holistic appreciation of what decent work entails. The purpose of this study is to develop a heuristic, integrated individual level framework to provide a holistic conceptualization of decent work to guide efforts toward enhancing decent working conditions. Design/methodology/approachThis study uses the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) protocol in the selection of eligible studies. That is, empirical studies that investigated the decent work concept and identified its dimensions using primary data collected from individual workers. A thematic synthesis analysis is then applied to generate analytical themes shown through integrated dimensions of decent work. FindingsSix integrated dimensions are established in this study namely, time for non-work; health and safety; growth and development; adequate compensation and security; meaningful and fulfilling work and value-aligned and ethical workplace. Originality/valueThe framework consolidates existing conceptualizations of decent work and provides conceptual clarity and cohesion which can be a valuable reference for future research and practice. It establishes a solid foundation for guiding efforts toward improving decent working conditions and experiences for individual workers as well as offers an opportunity to develop a more comprehensive measurement tool reflecting the fullness of the concept.
Purpose-Remote-work preferences are usually explained either by what jobs technically permit or by workers' household circumstances. This study proposes athird reading, in which preferences reflect aworker's position in an ongoing negotiation over flexibility, and tests it against a needs account using original survey data on office workers in Poland. Design/methodology/approach-An original survey of 639 office workers in Polish cities of over 100,000 inhabitants, fielded in June 2024 once post-pandemic attitudes had stabilized. Ordinal logistic regression relates stated preferences to socio-demographic, employment-related, and experiential factors, entered jointly, allowing their relative weights to be compared directly; a partial proportional odds model then tests whether the same factors govern the move from office-based to hybrid work and from hybrid to fully remote work. Findings-Preferences align with position within the employment relationship rather than household need: ownership and tenure predict strongly, while gender, education, and children do not; age is the sole demographic exception. Lived experience, especially perceived gains in non-work-life quality, is the strongest predictor, but its effect is asymmetric. It determines whether workers want any remote work far more than whether they want all of it, which makes hybrid work a distinct settlement rather than a stepping stone. The apparent gender gap is fully explained by differences in reported experience, and unmet demand is concentrated almost entirely among fully on-site workers. Originality/value-Where prior Polish studies examine single channels in isolation, this study models three channels jointly: the socio-demographic, the employment-related, and the experiential. This provides novel evidence from Central and Eastern Europe. Theoretically, it turns negotiated flexibility from a framing device into a testable claim and finds evidence consistent with it: demand tracks the discretion workers hold more closely than it tracks their household needs. In a dependent market economy without sectoral bargaining, the resulting shortfall is best read as the residue of an unresolved negotiation.
Purpose This study examines how green human resource management (GHRM) is associated with sustainability outcomes through green work engagement (GWE) and whether servant leadership (SER) and Green Innovation Practices (GIP) strengthen different relationships within this pathway. Design/methodology/approach A cross-sectional survey was conducted among employees across industries in Vietnam. Of 385 questionnaires received, 364 complete responses were analyzed using confirmatory factor analysis and structural equation modeling. Indirect and interaction effects were examined using bootstrapping. Findings GHRM was positively associated with GWE, which mediated its relationships with green innovative work behavior (GIWB) and perceived green performance (PGP). SER strengthened the GHRM–GWE relationship, whereas GIP strengthened the relationships between GWE and both outcomes. Practical implications Organizations may benefit from aligning green HR practices with supportive supervisory leadership and concrete green innovation practices. HR managers can embed environmental objectives into core HR practices, while supervisors and operational leaders can support employee engagement and opportunities for environmental improvement. Originality/value The study provides a boundary-condition refinement of the GHRM–engagement–outcome pathway by distinguishing relational and organizational conditions at different relationships within the model. Specifically, servant leadership strengthens the GHRM–GWE relationship, whereas GIP strengthens the GWE–outcome relationships, extending understanding of sustainable employment relationships in Vietnam.
Purpose This study examines the effectiveness of workforce nationalization policies in the Gulf Cooperation Council (GCC) countries, with a focus on Qatar and Qatarization initiative. It investigates how institutional pressures, especially perceived regulatory clarity and enforceability, interact with organizational factors to influence Qatarization outcomes. Design/methodology/approach Drawing on institutional and decoupling theories, the research analyzes survey data from 132 organizations across diverse industries in Qatar's public and private sectors. The study employs partial least squares structural equation modeling (PLS-SEM) to test the hypothesized relationships. Findings Results indicate that perceived regulatory clarity and enforceability are positively associated with top management commitment and a Qatarization-supportive culture. However, legal mandates alone appear insufficient; their effectiveness depends on organizational interpretation and support. Practical implications The results suggest that policymakers and organizational leaders may consider integrating clear regulatory expectations with initiatives that support managerial engagement and workplace inclusion. Organizations can strengthen leadership accountability and cultivate a supportive culture through career development, training, and inclusive workplace practices, while evaluating these initiatives before wider adoption. Originality/value This study offers a focused theoretical refinement of institutional and decoupling perspectives by showing how perceived regulatory clarity and enforceability operate through top management commitment and organizational culture to shape Qatarization effectiveness. It provides actionable insights for GCC policymakers and organizational leaders seeking to advance sustainable workforce localization outcomes.
