- Copyright Page
- List of Figures
- List of Tables
- List of Contributors
- Introduction and Overview
- The Moral Conditions of Work
- Dignity and Meaningful Work
- Meaningful Work and Freedom: Self-realization, Autonomy, and Non-domination in Work
- Work, Meaning, and Virtue
- Work and the Meaning of Being
- To Have Lived Well: Well-being and Meaningful Work
- Do We Have to Do Meaningful Work?
- Identity and Meaningful/Meaningless Work
- Self-transcendence and Meaningful Work
- “Belonging” and its Relationship to the Experience of Meaningful Work
- Exploring work Orientations and Cultural Accounts of Work: Toward a Research Agenda for Examining the Role of Culture in Meaningful Work
- Meaning in Life and in Work
- Meanings and Dirty Work: A Study of Refuse Collectors and Street Cleaners
- Finding Meaning in the Work of Caring
- Exploring Meaningful Work in the Third Sector
- Does My Engagement Matter?: Exploring the Relationship Between Employee Engagement and Meaningful Work in Theory and Practice
- Work Through a Gender Lens: More Work and More Sources of Meaningfulness
- Leadership and Meaningful Work
- Fostering the Human Spirit: A Positive Ethical Framework for Experiencing Meaningfulness at Work
- Direct Participation and Meaningful Work: The Implications of Task Discretion and Organizational Participation
- Accounting for Meaningful Work
- Meaningful Work and Family: How does the Pursuit of Meaningful Work Impact one’s Family?
- Does Corporate Social Responsibility Enhance Meaningful Work?: A Multi-perspective Theoretical Framework
- Cultural, National,and Individual Diversity and their Relationship to the Experience of Meaningful Work
- Bringing Political Economy Back In: A Comparative Institutionalist Perspective on Meaningful Work
- The Meaningful City: Toward a Theory of Public Meaningfulness, City Institutions, and Civic Work
Abstract and Keywords
In this chapter, two aspects of the meaningful work context are considered: task discretion and organizational participation. It argues that these provide opportunities for values associated with meaningful work to be realized at both an intrinsic and instrumental level. Drawing on both theoretical arguments and empirical evidence, the chapter explores the extent to which meaningful work values are realized in both domains. Two types of direct participation are found to be complementary: task discretion is particularly important for increasing the scope for informal learning, while organizational participation is a stronger lever for securing higher levels of training provision. The chapter presents substantial evidence that participation in decision-making, both at the level of the work task and in wider organizational decisions, is an essential precondition of meaningful work.
Duncan Gallie, CBE, FBA, is an Emeritus Fellow of Nuffield College, Oxford, and Professor of Sociology in the University of Oxford. His research has involved comparative European studies of the quality of employment and of unemployment. Most recently, he has published on issues of inequality in work conditions, job insecurity, and participation at work. He has advised the French government as a member of an expert group on psychosocial risks at work. He was a member of the advisory committee of a recent OECD initiative to provide guidelines to national governments for monitoring the quality of work.
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