How Decent Work Affects Affective Commitment Among Chinese Employees: The Roles of Psychological Safety and Labor Relations Climate

This two-study research evaluates the validity of the decent work scale (DWS) developed by Duffy et al. (2017) in the United States and the effect of decent work on affective commitment among Chinese employees. Study 1 aims to validate the DWS and examine the predictability of decent work for psychological safety and affective commitment. Drawing from a sample of 307 full-time employees (149 females and 158 males), Study 1 reveals that the bifactor model of the DWS has valid application in the Chinese context, and that decent work is positively related to psychological safety and affective commitment. Study 2 seeks to explore the relationship between decent work and affective commitment, the underlying mechanism, and the boundary condition. With a new sample of 568 full-time employees (268 females and 300 males) collected at two time points, Study 2 demonstrates that decent work is directly and indirectly related to employee affective commitment through the mediation of psychological safety; this indirect relationship is moderated by labor relations climate. This research extends decent work research and psychology of working theory in relation to the DWS validation and predictability for employee workplace attitudes, psychological process, and boundary conditions in a non-Western context.