Mapping Decent Work Deficit: a qualitative study

Abstract

Objetivo: O objetivo deste estudo é identificar e caracterizar práticas, em Portugal, conducentes a Decent Work deficit, como definido pela Organização Internacional do Trabalho.Design/método/abordagem: foi realizada uma análise de conteúdo qualitativa a 118 entrevistas semiestruturadas (entrevistados Portugueses). A análise qualitativa foi realizada de acordo com as experiências subjetivas de Decent Work (sete dimensões).Resultados: os principais resultados evidenciam como o Decent Work é expresso em todas as sete dimensões de Decent Work. As dimensões nas quais foram reportados maiores níveis de deficit, pelos entrevistados, são: ‘Fundamental Principles and Values’, ‘Workload and Working Time’, and ‘Opportunities’.Limitações: O recrutamento dos participantes pode não ter sido uma forma eficaz na recolha de dados de empregadores. A seleção dos participantes foi apropriada para obter uma amostra diversa, mas a amostra obtida não é representativa e não permite a generalização dos resultados.Implicações Sociais: A identificação de deficits de DW de forma mais específica e clara poderá ajudar a construer um equilíbrio entre o empregador e o trabalhador e a criar práticas de recursos humanos mais positivas e conducentes ao Decent Work.Originalidade/Valor: Este estudo descreve as formas específicas de Decent Work, de acordo com a experiência subjetiva dos trabalhadores.Purpose: The purpose of this study is to identify and characterize practices, in Portugal, leading to Decent Work deficit as defined by the International Labour Organization.Design/methodology/approach: A qualitative content analysis was performed to 118 semi-structured interviews (Portuguese interviewees). The qualitative content analysis was made according to the subjective experience of Decent Work (seven dimensions).Findings: The main results show the ways Decent Work deficit is expressed in all its seven dimensions. ‘Fundamental Principles and Values’, ‘Workload and Working Time’ and ‘Opportunities’ were the dimensions in which more interviewees report deficit.Research limitations: The recruitment of participants may not have been effective in gathering data from employers. The selection of participants was appropriate to obtain a diverse sample, but our sample is not representative and does not allow generalization of results.Practical implications: This study highlights the importance of changing human resource practices leading to those types of decent work deficits in order to go as far as possible towards reaching the agreed objectives subscribed by the International Labour Organization: decent work for all.Social implications: The identification of DW deficits in a more specific and clear way can help to build an equilibrium between employer and employee and create more positive human resource practices towards its achievement.Originality/value: This study describes the specific ways decent work deficits have according to the subjective experience of workers

Purpose: The purpose of this study is to identify and characterize practices, in Portugal, leading to Decent Work deficit as defined by the International Labour Organization.Design/methodology/approach: A qualitative content analysis was performed to 118 semi-structured interviews (Portuguese interviewees). The qualitative content analysis was made according to the subjective experience of Decent Work (seven dimensions).Findings: The main results show the ways Decent Work deficit is expressed in all its seven dimensions. ‘Fundamental Principles and Values’, ‘Workload and Working Time’ and ‘Opportunities’ were the dimensions in which more interviewees report deficit.Research limitations: The recruitment of participants may not have been effective in gathering data from employers. The selection of participants was appropriate to obtain a diverse sample, but our sample is not representative and does not allow generalization of results.Practical implications: This study highlights the importance of changing human resource practices leading to those types of decent work deficits in order to go as far as possible towards reaching the agreed objectives subscribed by the International Labour Organization: decent work for all.Social implications: The identification of DW deficits in a more specific and clear way can help to build an equilibrium between employer and employee and create more positive human resource practices towards its achievement.Originality/value: This study describes the specific ways decent work deficits have according to the subjective experience of workers