Kobal Grum Darja, Babnik Katarina
Department of Psychology, Faculty of Arts, University of Ljubljana, Ljubljana, Slovenia.
Front Psychol. 2022 Aug 15;13:942204. doi: 10.3389/fpsyg.2022.942204. eCollection 2022.
Unlike environmental sustainability, social sustainability in the workplace is a relatively new concept that is still searching for its own definition and explanation. Therefore, in this paper, we systematically reviewed and critically evaluated recent research on this topic. In doing so, we identified important constructs that help us better define and understand the phenomenon of social sustainability in the workplace. We focused on articles from 2016 to 2022 with content related to three Sustainable Development Goals (SDGs), namely health and wellbeing (SDG-3), gender equality (SDG-5), and decent work (SDG-8). Given the harrowing events of the past 2 years, triggered by the COVID-19 pandemic and the global impact of the war in Ukraine, we also wanted to learn whether other categories, such as security (SDG-11) and peace (SDG-16), are embedded in the concept of social sustainability at work. The articles we studied were found through EBSCOhost, specifically in the Academic Search Complete, Business Source Premier, APA PsycInfo, SocINDEX with Full Text, and GreenFILE databases. We selected 67 articles and organized them according to the four levels of research and practice in work and organizational psychology. In reviewing the literature, we identified several constructs that can be classified at four levels of interest in work and organizational psychology. At the level focused on the job/work, we identified two main topics: (i) sustainable job/work characteristics and (ii) sustainable job (re)design. At the people-focused level, we identified the following topics: (i) pro-sustainable self-system, (ii) pro-sustainable job attitudes and motivation, (iii) sustainability work environment perceptions and other mediating mechanisms, and (iv) sustainable job behavior. The organization-focused level includes (i) organizations as human systems and (ii) pro-sustainable organizational policies and practices. The last (society-focused) level is defined by two main topics: (i) understanding society as a human system and (ii) pro-social mechanisms. In the discussion, we categorized specific constructs identified within the described focus levels into the theoretical model describing the psychological concept of social sustainability in the workplace from the perspective of sustainable goals.
与环境可持续性不同，职场中的社会可持续性是一个相对较新的概念，仍在探寻自身的定义和解释。因此，在本文中，我们系统地回顾并批判性地评估了关于这一主题的近期研究。在此过程中，我们确定了一些重要的构念，这些构念有助于我们更好地定义和理解职场中的社会可持续性现象。我们重点关注了2016年至2022年期间与三个可持续发展目标（SDGs）相关内容的文章，这三个目标分别是健康与福祉（SDG-3）、性别平等（SDG-5）以及体面工作（SDG-8）。鉴于过去两年由新冠疫情引发的惨痛事件以及乌克兰战争的全球影响，我们还想了解其他类别，如安全（SDG-11）与和平（SDG-16），是否也蕴含在职场社会可持续性的概念中。我们研究的文章是通过EBSCOhost找到的，具体来自学术搜索完整版、商业资源完整版、美国心理学会心理学文摘数据库、全文版社会科学索引以及绿色档案数据库。我们挑选了67篇文章，并根据工作与组织心理学研究与实践的四个层次对其进行了整理。在回顾文献时，我们确定了几个可在工作与组织心理学感兴趣的四个层次进行分类的构念。在聚焦于工作/职业的层次上，我们确定了两个主要主题：（i）可持续的工作/职业特征和（ii）可持续的工作（重新）设计。在以人员为中心的层次上，我们确定了以下主题：（i）支持可持续性的自我系统、（ii）支持可持续性的工作态度和动机、（iii）对可持续性工作环境的认知及其他中介机制，以及（iv）可持续的工作行为。以组织为中心的层次包括（i）作为人类系统的组织和（ii）支持可持续性的组织政策与实践。最后一个（以社会为中心的）层次由两个主要主题定义：（i）将社会理解为人类系统和（ii）亲社会机制。在讨论中，我们从可持续发展目标的角度，将在所描述的聚焦层次内确定的具体构念归类到描述职场社会可持续性心理概念的理论模型中。
