Dignity at work

Abstract

Workplace dignity has been an emerging topic in psychology in the last decade and is theoretically tied to employee well-being (Khademi et al., 2012; Utriainen & Kyngäs, 2011). However, dignity at work has been difficult to assess due to the lack of a clear definition and the fact that no measure of workplace dignity is available (Lucas et al., 2013). The purpose of this study was to develop and validate a measure of workplace dignity, demonstrate that it is a unique construct, and examine its relationships to pre-established organizational constructs. Based on the current definitions and theorized aspects of dignity at work, a more extensive definition of workplace dignity was offered: Dignity at work involves both self-respect and respect from others, a feeling of worth and value, and a sense of autonomy and control over one’s own behaviour. Study 1 produced a 12-item, four-factor scale where each factor demonstrated satisfactory internal consistency (control; work and value; respect from others; self-respect). Study 2 found that the factor structure roughly held up in a sample of working students and that it predicted employee engagement above and beyond other workplace constructs. Study 3 found that psychological safety longitudinally predicted three of dignity’s dimensions over time (two time lags). Study 4 found that the scale’s factor structure held up over time (three time lags) in a retail sample. Each study examined antecedents (e.g., workload, leadership) and outcomes (e.g., stress) of workplace dignity. Implications for theory and practice are discussed.