Pouyaud Jacques
Laboratory of Psychology (EA 4139), University of Bordeaux Bordeaux, France.
Front Psychol. 2016 Mar 31;7:422. doi: 10.3389/fpsyg.2016.00422. eCollection 2016.
The notion of decent work was developed by the International Labour Organization 20 years ago. The notion is now well known by lawyers, economists, and sociologists, and even if it appears difficult to define it clearly, it constitutes a useful general framework with which to think of the relationships between policy practices, work market globalization, and human rights principles. The fields of career guidance and counseling psychology are highly concerned by questions of social justice and human rights that people experience through work. Career choices being made in a liquid and unstable society, incompatibility between individualist values and collective work issues, increasing psychological health problems at work, work-family balance in precarious job situations, the growing necessity of mobility, adaptability or flexibility… all of these questions are at the heart of current career counseling practices, and concern the decent work debate. Nevertheless, the notion of decent work is not well developed in the field of vocational psychology. Despite its relevance, it is difficult to operationalize the policy and human rights principles during career counseling sessions. The article aims to explore the usefulness of the concept for career counselors, and to propose a psychosocial framework that incorporates decent work in career counseling practices. The first part of this article presents the theoretical bases of the notion of decent work and their possible use in the field of psychology. It deals with the necessity of a multilevel and psychosocial perspective, that takes into account both objective and subjective dimensions of decent work. The second part focuses on a case study illustrating how the notion of decent work emerges during counseling sessions. Four levels of the work experience linked with subjective and objective dimensions of decent work are explored; the personal level, the activity level, the collective level, and the social level. Finally, the third part discusses and proposes a framework based on the analysis of the four dimensions of work (activity, trade, others and society) in order to integrate a psychosocial view of decent work into career counseling.
体面工作的概念是20年前由国际劳工组织提出的。如今，这一概念已为律师、经济学家和社会学家所熟知，尽管似乎难以对其进行明确界定，但它构成了一个有用的总体框架，有助于思考政策实践、劳动力市场全球化与人权原则之间的关系。职业指导与咨询心理学领域高度关注人们在工作中所经历的社会正义和人权问题。在一个流动性强且不稳定的社会中做出职业选择、个人主义价值观与集体工作问题之间的不相容性、工作中日益增多的心理健康问题、不稳定工作状况下的工作与家庭平衡、流动性、适应性或灵活性需求的不断增加……所有这些问题都是当前职业咨询实践的核心，也关乎体面工作的辩论。然而，体面工作的概念在职业心理学领域并未得到充分发展。尽管其具有相关性，但在职业咨询过程中，将政策和人权原则付诸实践却很困难。本文旨在探讨这一概念对职业咨询师的实用性，并提出一个将体面工作纳入职业咨询实践的社会心理框架。本文第一部分介绍了体面工作概念的理论基础及其在心理学领域的可能用途。它论述了采用多层次社会心理视角的必要性，该视角要兼顾体面工作的客观和主观层面。第二部分聚焦于一个案例研究，说明体面工作的概念在咨询过程中是如何呈现的。探讨了与体面工作的主观和客观层面相关的四个工作体验层次：个人层面、活动层面、集体层面和社会层面。最后，第三部分基于对工作的四个维度（活动、行业、他人和社会）的分析进行讨论并提出一个框架，以便将体面工作的社会心理观点融入职业咨询。
