
Contents
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Introduction Introduction
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The Intrinsic Importance of Direct Participation The Intrinsic Importance of Direct Participation
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Direct Participation and Self-determination Direct Participation and Self-determination
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The Instrumental Importance of Direct Participation The Instrumental Importance of Direct Participation
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Direct Participation and Learning Direct Participation and Learning
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Direct Participation and Health Direct Participation and Health
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Work Intensity Work Intensity
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Direct Participation and Job Security Direct Participation and Job Security
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Conclusion Conclusion
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References References
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26 Bringing Political Economy Back In: A Comparative Institutionalist Perspective on Meaningful Work
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21 Direct Participation and Meaningful Work: The Implications of Task Discretion and Organizational Participation
Get accessDuncan 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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Published:11 February 2019
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Abstract
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.
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