Table 4 Themes form the literature Main...

Table 4

Themes form the literature

Main themes	Sub-themes	Keywords	Studies/authors
Conceptualization of decent work	Work-life enrichment	Work-family and personal life balance, free time and rest, opportunities for self-growth, personal development, control over working life, growth	Buyukgoze-Kavas and Autin (2019), Di Fabio and Kenny (2019), Dobbins et al. (2024), Dodd et al. (2019), Duffy et al. (2017), Ferreira et al. (2019), García-Rodríguez et al. (2021), Gibb and Ishaq (2020), Işık et al. (2019), Liu et al. (2023), Ma et al. (2023), Masdonati et al. (2019), Nam and Kim (2019), Ribeiro et al. (2019), Vignoli et al. (2020)
	Meaningful and fulfilling employment	Job satisfaction, meaning, personal satisfaction, good match for abilities, recognition and status, valued personal outcomes, intrinsically rewarding work, intrinsic employment quality, autonomy	Buyukgoze-Kavas and Autin (2019), Di Fabio and Kenny (2019), Dodd et al. (2019), García-Rodríguez et al. (2021), Gibb and Ishaq (2020), Masdonati et al. (2019), Nam and Kim (2019), Seubert et al. (2021)
	Fair and safe working conditions	Dignified working conditions, safe working conditions, access to healthcare, work stability, job security, adequate compensation, equality, fairness, terms of employment, job design and nature of work, benefits, safety and security	Buyukgoze-Kavas and Autin (2019), Conigliaro (2021), Di Fabio and Kenny (2019), Di Ruggiero et al. (2015), Dobbins et al. (2024), Dodd et al. (2019), Duffy et al. (2017), Ferreira et al. (2019), García-Rodríguez et al. (2021), Gibb et al. (2021), Gibb and Ishaq (2020), Işık et al. (2019), Kekana et al. (2023), Liu et al. (2023), Ma et al. (2023), Masdonati et al. (2019), Nam and Kim (2019), Ribeiro et al. (2019), Santhanam-Martin et al. (2024), Seubert et al. (2021), Vignoli et al. (2020)
	Career growth and development	Training and opportunity, career development, achievement motivation, increasing responsibilities, skills reproduction, work challenge and mastery, professional growth	Buyukgoze-Kavas and Autin (2019), Dodd et al. (2019), Ferreira et al. (2019), Kekana et al. (2023), Nam and Kim (2019), Santhanam-Martin et al. (2024)
	Value-aligned and ethical workplace	Ethical organizational policies and practices, attractive work environment, enabling good work, complementary values	Buyukgoze-Kavas and Autin (2019), Di Fabio and Kenny (2019), Dodd et al. (2019), Duffy et al. (2017), Ferreira et al. (2019), Işık et al. (2019), Liu et al. (2023), Ma et al. (2023), Masdonati et al. (2019), Nam and Kim (2019), Ribeiro et al. (2019), Santhanam-Martin et al. (2024), Vignoli et al. (2020)
	Supportive and inclusive workplace	Social support and cohesion, relationships, integration in social networks, empathic work environment, voice and representation, social protection, social dialogue, relationships, social aspect of work, respect	Conigliaro (2021), Di Fabio and Kenny (2019), Di Ruggiero et al. (2015), Dobbins et al. (2024), Dodd et al. (2019), García-Rodríguez et al. (2021), Nam and Kim (2019), Seubert et al. (2021)
	Corporate and social responsibility	Business responsibility, philanthropic responsibility, religious responsibility, regulatory responsibility, human responsibility, citizenship/community, prosocial engagement	Buyukgoze-Kavas and Autin (2019), Ferreira et al. (2019), Holzberg (2024)
Decent work profiles	Low decent work cluster	Indecent-precarious, only healthcare, unfulfilling, highly meaningless, highly indecent work, indecent work-low healthcare-dominant, low safety and healthcare access, vulnerability dominant	Blustein et al. (2020, 2023a), Çarkıt (2024), Duffy et al. (2024b), Kim et al. (2021), Lee et al. (2024)
	High decent work cluster	Highly decent, fulfilling, absent healthcare, value-dominant but low rest	Blustein et al. (2020, 2023a), Çarkıt (2024), Duffy et al. (2024b), Kim et al. (2021), Lee et al. (2024)
	Average decent work cluster	Low health care-low rights, health care-stability, adequate safety and rest, adequate, low health care, average, low compensation-low rest	Blustein et al. (2020, 2023a), Çarkıt (2024), Duffy et al. (2024b), Kim et al. (2021), Lee et al. (2024)
Decent work antecedents	Employee factors	Age, work volition, career adaptability, psychological ownership	Allan et al. (2019), Autin et al. (2021, 2022a), Douglass et al. (2017, 2020), Duffy et al. (2016, 2018, 2020), England et al. (2020), Kozan et al. (2019), Masdonati et al. (2019), Shen et al. (2024), Su et al. (2023), Tokar and Kaut (2018), Wang et al. (2019), Williams et al. (2023)
Decent work antecedents	Work environment factors	Workplace dignity, gender diversity, partnership at work, workplace climate†, subjective salary conditions, qualitative job insecurity*	Allan et al. (2019), Atitsogbe et al. (2021), England et al. (2020), Masdonati et al. (2019), Monteiro et al. (2022), Su et al. (2023), Wadham and Dashper (2024), Winchenbach et al. (2019)
	Societal factors	Decent education, economic constraints, marginalization†, national culture, ideology and policies, industrial relations, macro talent management, socio-economic status, daily discrimination, sexism experience, racism experience, social class/status, contextual constraints*	Anlesinya et al. (2021), Autin et al. (2021, 2022a), Cooke et al. (2019), Douglass et al. (2017, 2020), Duffy et al. (2016, 2018, 2020, 2022), England et al. (2020), Han et al. (2023), Kozan et al. (2019), Masdonati et al. (2019), Shen et al. (2024), Su et al. (2023), Tokar and Kaut (2018), Wang et al. (2019)
Decent work outcomes	Employee work outcomes	Meaning (work meaning, meaningful work and meaning at work), work-family conflict, burnout (exhaustion* and cynicism), physical health, commitment (organizational and affective), decreased absenteeism, empowerment, employee boundary-spanning behavior, promotion focus, social connection (social contact, community belonging, helping others), psychological safety, subjective career success, person-organization fit, organizational learning, voice behavior, work-family enrichment, productivity, physical health, workplace fatigue, survival needs, social contribution needs, self-determination needs (relatedness, autonomy and competence), well-being (subjective, life and work), work engagement (vigor, dedication and absorption), employee retention (withdrawal intention, turnover intention and intention to leave*), satisfaction (need, job, life, work and basic need)	Allan et al. (2019, 2020), Atitsogbe et al. (2021), Blustein et al. (2023b), Briseño et al. (2024), Buyukgoze-Kavas and Autin (2019), Di Fabio and Kenny (2019), Dodd et al. (2019), Duffy et al. (2016, 2017, 2019, 2021), Huang et al. (2021, 2022), Işık et al. (2019), Kashyap and Arora (2022), Koekemoer and Masenge (2024), Kozan et al. (2019), Liu et al. (2023), Ma et al. (2023), Masdonati et al. (2019), McIlveen et al. (2021), Nam and Kim (2019), Ralph and Arora (2024), Ribeiro et al. (2019), Sanhokwe and Takawira (2023), Santhanam-Martin et al. (2024), Seol et al. (2024), Smith et al. (2024), Tokar et al. (2024), Vignoli et al. (2020), Wan and Duffy (2023), Wang et al. (2019), Zhao and Liu (2023)
	Societal outcomes	Reduced credit default payments, higher quality care, resilience to economic downturns, increase in income, sharing cost of caring, decreased child mortality, female labor market participation, reduced delinquency, reduced criminality rates, increased schooling, decreased child labor, development of local capacities, access to credit, reduced social costs, national well-being (economic and subjective)	Anlesinya et al. (2021), Frota (2008), Ralph and Arora (2024)
Mediators of decent work	Employee needs satisfaction/achievement	Need satisfaction, survival needs, social contribution needs, self-determination needs, well-being, meaning at work, basic need satisfaction, social connection (social contact, community belonging, helping others)	Allan et al. (2020), Blustein et al. (2023b), Duffy et al. (2019, 2021), Huang et al. (2021), Kashyap and Arora (2022), Seol et al. (2024), Tokar et al. (2024), Wan and Duffy (2023)
	Employee work attitudes	Work volition, career adaptability, helping others	Allan et al. (2019, 2020), Autin et al. (2021, 2022a), Douglass et al. (2017, 2020), Duffy et al. (2016, 2018, 2020), England et al. (2020), Han et al. (2023), Kozan et al. (2019), Masdonati et al. (2019), Shen et al. (2024), Su et al. (2023), Tokar and Kaut (2018), Williams et al. (2023)
	Employee cognitive states	Workplace fatigue, work engagement, job satisfaction, psychological ownership, psychological safety, promotion focus	Duffy et al. (2021), Huang et al. (2022), Kashyap and Arora (2022), Koekemoer and Masenge (2024), Shen et al. (2024), Zhao and Liu (2023)
Moderators of decent work	Employee factors	Career adaptability, proactive personality, critical consciousness (perceived inequality, sociopolitical participation), gender	Autin et al. (2022b), Duffy et al. (2016), Huang et al. (2021), Su et al. (2023)
Moderators of decent work	Work environment factors	Supportive organizational climate, job insecurity, workplace relational civility, labor relations climate, perceived career opportunity	Heo and Lee (2024), Huang et al. (2022), Smith et al. (2024), Wan and Duffy (2023), Zhao and Liu (2023)
	Societal factors	Racism experience, economic conditions, social support	Autin et al. (2022a), Duffy et al. (2016)
Decent work conditions (Industry/business sector)	Inadequate compensation	Insufficient earning, economic challenges, gender wage gap	Fabry et al. (2022), Fabry et al. (2024), Fırat et al. (2024), Giddy (2022), Khan and Sandhu (2016), Saxena (2021), Wang and Cheung (2024)
	Unsafe working conditions	Personal safety concerns, abuse at work, longer working hours	Fırat et al. (2024), Giddy (2022), Khan and Sandhu (2016), Saxena (2021), Wang and Cheung (2024)
	Limited social protection	Limited social security, precarious employment	Fırat et al. (2024), Khan and Sandhu (2016), Wang and Cheung (2024)
	Deficient social dialogue	Deficient workplace democracy, unionizing hindered, little union presence	Fajana (2008), Fırat et al. (2024), Khan et al. (2019)
	Little free time and rest	Difficulty achieving work-life balance, asocial working hours	Fırat et al. (2024)
Decent work conditions (National/transnational)	Inadequate employment creation	Underemployment, fewer work opportunities, unemployment, precarious employment, adequate employment	Adhikari et al. (2012), Barford et al. (2021), Blustein et al. (2019), Dhakal and Burgess (2021), Haddad and Hellyer (2018), Kozan et al. (2019), Paredes Gil et al. (2008), Thore and Tarverdyan (2009), Tipple (2006)
	Somewhat adequate compensation	Devalued feminized labor, gendered income, adequate income, adequate pay	Haddad and Hellyer (2018), Heeks et al. (2021), Rai et al. (2019), Tipple (2006)
	Limited social protection	Unfair contract, prevalent discrimination, income security	Dhakal and Burgess (2021), Heeks et al. (2021), Sprague et al. (2020), Thore and Tarverdyan (2009)
	Deficient social dialogue	Low social dialogue, unfair representation, unsupported trade unions	Cooke et al. (2019), Dhakal and Burgess (2021), Heeks et al. (2021), Paredes Gil et al. (2008)
	Unsafe working conditions	Poor working conditions, unfair working conditions, neglected health and safety	Chau (2016), Dhakal and Burgess (2021), Heeks et al. (2021), Sprague et al. (2020), Tipple (2006)
	Rights at work	Protection of equal rights, growing rights at work, ignored worker rights	Cooke et al. (2019), Dhakal and Burgess (2021), Sprague et al. (2020)
Decent work enhancement strategies	Employee strategies	Mutual interest, responsiveness, reciprocity, attentiveness, solidarity, consultation, partnerships, job crafting, resistance, activism	Blustein et al. (2023b), Gibb et al. (2021), Khan et al. (2024)
	Organizational strategies	Discursive strategies, building alliances, holistic consideration of pay range, human resource management practices, human resource development activities, coordinated multi-stakeholder approach, corporate social responsibility, democratic worker representation and influence	Blustein et al. (2023b), Cooke et al. (2019), Gibb et al. (2021), Randev and Jha (2023), Reinecke and Donaghey (2021), Thomas and Turnbull (2018), Yao et al. (2017)
	National strategies	Government commitment, institutional capacity building, policies, motivating institutional actors, trade union recognition, legal protection, systemic interventions, institutionalized labor rights, cross-sector collaboration	Adhikari et al. (2012), Blustein et al. (2023b), Cooke et al. (2019), Lawrence et al. (2008)

Main themes	Sub-themes	Keywords	Studies/authors
Conceptualization of decent work	Work-life enrichment	Work-family and personal life balance, free time and rest, opportunities for self-growth, personal development, control over working life, growth	Buyukgoze-Kavas and Autin (2019), Di Fabio and Kenny (2019), Dobbins et al. (2024), Dodd et al. (2019), Duffy et al. (2017), Ferreira et al. (2019), García-Rodríguez et al. (2021), Gibb and Ishaq (2020), Işık et al. (2019), Liu et al. (2023), Ma et al. (2023), Masdonati et al. (2019), Nam and Kim (2019), Ribeiro et al. (2019), Vignoli et al. (2020)
	Meaningful and fulfilling employment	Job satisfaction, meaning, personal satisfaction, good match for abilities, recognition and status, valued personal outcomes, intrinsically rewarding work, intrinsic employment quality, autonomy	Buyukgoze-Kavas and Autin (2019), Di Fabio and Kenny (2019), Dodd et al. (2019), García-Rodríguez et al. (2021), Gibb and Ishaq (2020), Masdonati et al. (2019), Nam and Kim (2019), Seubert et al. (2021)
	Fair and safe working conditions	Dignified working conditions, safe working conditions, access to healthcare, work stability, job security, adequate compensation, equality, fairness, terms of employment, job design and nature of work, benefits, safety and security	Buyukgoze-Kavas and Autin (2019), Conigliaro (2021), Di Fabio and Kenny (2019), Di Ruggiero et al. (2015), Dobbins et al. (2024), Dodd et al. (2019), Duffy et al. (2017), Ferreira et al. (2019), García-Rodríguez et al. (2021), Gibb et al. (2021), Gibb and Ishaq (2020), Işık et al. (2019), Kekana et al. (2023), Liu et al. (2023), Ma et al. (2023), Masdonati et al. (2019), Nam and Kim (2019), Ribeiro et al. (2019), Santhanam-Martin et al. (2024), Seubert et al. (2021), Vignoli et al. (2020)
	Career growth and development	Training and opportunity, career development, achievement motivation, increasing responsibilities, skills reproduction, work challenge and mastery, professional growth	Buyukgoze-Kavas and Autin (2019), Dodd et al. (2019), Ferreira et al. (2019), Kekana et al. (2023), Nam and Kim (2019), Santhanam-Martin et al. (2024)
	Value-aligned and ethical workplace	Ethical organizational policies and practices, attractive work environment, enabling good work, complementary values	Buyukgoze-Kavas and Autin (2019), Di Fabio and Kenny (2019), Dodd et al. (2019), Duffy et al. (2017), Ferreira et al. (2019), Işık et al. (2019), Liu et al. (2023), Ma et al. (2023), Masdonati et al. (2019), Nam and Kim (2019), Ribeiro et al. (2019), Santhanam-Martin et al. (2024), Vignoli et al. (2020)
	Supportive and inclusive workplace	Social support and cohesion, relationships, integration in social networks, empathic work environment, voice and representation, social protection, social dialogue, relationships, social aspect of work, respect	Conigliaro (2021), Di Fabio and Kenny (2019), Di Ruggiero et al. (2015), Dobbins et al. (2024), Dodd et al. (2019), García-Rodríguez et al. (2021), Nam and Kim (2019), Seubert et al. (2021)
	Corporate and social responsibility	Business responsibility, philanthropic responsibility, religious responsibility, regulatory responsibility, human responsibility, citizenship/community, prosocial engagement	Buyukgoze-Kavas and Autin (2019), Ferreira et al. (2019), Holzberg (2024)
Decent work profiles	Low decent work cluster	Indecent-precarious, only healthcare, unfulfilling, highly meaningless, highly indecent work, indecent work-low healthcare-dominant, low safety and healthcare access, vulnerability dominant	Blustein et al. (2020, 2023a), Çarkıt (2024), Duffy et al. (2024b), Kim et al. (2021), Lee et al. (2024)
	High decent work cluster	Highly decent, fulfilling, absent healthcare, value-dominant but low rest	Blustein et al. (2020, 2023a), Çarkıt (2024), Duffy et al. (2024b), Kim et al. (2021), Lee et al. (2024)
	Average decent work cluster	Low health care-low rights, health care-stability, adequate safety and rest, adequate, low health care, average, low compensation-low rest	Blustein et al. (2020, 2023a), Çarkıt (2024), Duffy et al. (2024b), Kim et al. (2021), Lee et al. (2024)
Decent work antecedents	Employee factors	Age, work volition, career adaptability, psychological ownership	Allan et al. (2019), Autin et al. (2021, 2022a), Douglass et al. (2017, 2020), Duffy et al. (2016, 2018, 2020), England et al. (2020), Kozan et al. (2019), Masdonati et al. (2019), Shen et al. (2024), Su et al. (2023), Tokar and Kaut (2018), Wang et al. (2019), Williams et al. (2023)
Decent work antecedents	Work environment factors	Workplace dignity, gender diversity, partnership at work, workplace climate†, subjective salary conditions, qualitative job insecurity*	Allan et al. (2019), Atitsogbe et al. (2021), England et al. (2020), Masdonati et al. (2019), Monteiro et al. (2022), Su et al. (2023), Wadham and Dashper (2024), Winchenbach et al. (2019)
	Societal factors	Decent education, economic constraints, marginalization†, national culture, ideology and policies, industrial relations, macro talent management, socio-economic status, daily discrimination, sexism experience, racism experience, social class/status, contextual constraints*	Anlesinya et al. (2021), Autin et al. (2021, 2022a), Cooke et al. (2019), Douglass et al. (2017, 2020), Duffy et al. (2016, 2018, 2020, 2022), England et al. (2020), Han et al. (2023), Kozan et al. (2019), Masdonati et al. (2019), Shen et al. (2024), Su et al. (2023), Tokar and Kaut (2018), Wang et al. (2019)
Decent work outcomes	Employee work outcomes	Meaning (work meaning, meaningful work and meaning at work), work-family conflict, burnout (exhaustion* and cynicism), physical health, commitment (organizational and affective), decreased absenteeism, empowerment, employee boundary-spanning behavior, promotion focus, social connection (social contact, community belonging, helping others), psychological safety, subjective career success, person-organization fit, organizational learning, voice behavior, work-family enrichment, productivity, physical health, workplace fatigue, survival needs, social contribution needs, self-determination needs (relatedness, autonomy and competence), well-being (subjective, life and work), work engagement (vigor, dedication and absorption), employee retention (withdrawal intention, turnover intention and intention to leave*), satisfaction (need, job, life, work and basic need)	Allan et al. (2019, 2020), Atitsogbe et al. (2021), Blustein et al. (2023b), Briseño et al. (2024), Buyukgoze-Kavas and Autin (2019), Di Fabio and Kenny (2019), Dodd et al. (2019), Duffy et al. (2016, 2017, 2019, 2021), Huang et al. (2021, 2022), Işık et al. (2019), Kashyap and Arora (2022), Koekemoer and Masenge (2024), Kozan et al. (2019), Liu et al. (2023), Ma et al. (2023), Masdonati et al. (2019), McIlveen et al. (2021), Nam and Kim (2019), Ralph and Arora (2024), Ribeiro et al. (2019), Sanhokwe and Takawira (2023), Santhanam-Martin et al. (2024), Seol et al. (2024), Smith et al. (2024), Tokar et al. (2024), Vignoli et al. (2020), Wan and Duffy (2023), Wang et al. (2019), Zhao and Liu (2023)
	Societal outcomes	Reduced credit default payments, higher quality care, resilience to economic downturns, increase in income, sharing cost of caring, decreased child mortality, female labor market participation, reduced delinquency, reduced criminality rates, increased schooling, decreased child labor, development of local capacities, access to credit, reduced social costs, national well-being (economic and subjective)	Anlesinya et al. (2021), Frota (2008), Ralph and Arora (2024)
Mediators of decent work	Employee needs satisfaction/achievement	Need satisfaction, survival needs, social contribution needs, self-determination needs, well-being, meaning at work, basic need satisfaction, social connection (social contact, community belonging, helping others)	Allan et al. (2020), Blustein et al. (2023b), Duffy et al. (2019, 2021), Huang et al. (2021), Kashyap and Arora (2022), Seol et al. (2024), Tokar et al. (2024), Wan and Duffy (2023)
	Employee work attitudes	Work volition, career adaptability, helping others	Allan et al. (2019, 2020), Autin et al. (2021, 2022a), Douglass et al. (2017, 2020), Duffy et al. (2016, 2018, 2020), England et al. (2020), Han et al. (2023), Kozan et al. (2019), Masdonati et al. (2019), Shen et al. (2024), Su et al. (2023), Tokar and Kaut (2018), Williams et al. (2023)
	Employee cognitive states	Workplace fatigue, work engagement, job satisfaction, psychological ownership, psychological safety, promotion focus	Duffy et al. (2021), Huang et al. (2022), Kashyap and Arora (2022), Koekemoer and Masenge (2024), Shen et al. (2024), Zhao and Liu (2023)
Moderators of decent work	Employee factors	Career adaptability, proactive personality, critical consciousness (perceived inequality, sociopolitical participation), gender	Autin et al. (2022b), Duffy et al. (2016), Huang et al. (2021), Su et al. (2023)
Moderators of decent work	Work environment factors	Supportive organizational climate, job insecurity, workplace relational civility, labor relations climate, perceived career opportunity	Heo and Lee (2024), Huang et al. (2022), Smith et al. (2024), Wan and Duffy (2023), Zhao and Liu (2023)
	Societal factors	Racism experience, economic conditions, social support	Autin et al. (2022a), Duffy et al. (2016)
Decent work conditions (Industry/business sector)	Inadequate compensation	Insufficient earning, economic challenges, gender wage gap	Fabry et al. (2022), Fabry et al. (2024), Fırat et al. (2024), Giddy (2022), Khan and Sandhu (2016), Saxena (2021), Wang and Cheung (2024)
	Unsafe working conditions	Personal safety concerns, abuse at work, longer working hours	Fırat et al. (2024), Giddy (2022), Khan and Sandhu (2016), Saxena (2021), Wang and Cheung (2024)
	Limited social protection	Limited social security, precarious employment	Fırat et al. (2024), Khan and Sandhu (2016), Wang and Cheung (2024)
	Deficient social dialogue	Deficient workplace democracy, unionizing hindered, little union presence	Fajana (2008), Fırat et al. (2024), Khan et al. (2019)
	Little free time and rest	Difficulty achieving work-life balance, asocial working hours	Fırat et al. (2024)
Decent work conditions (National/transnational)	Inadequate employment creation	Underemployment, fewer work opportunities, unemployment, precarious employment, adequate employment	Adhikari et al. (2012), Barford et al. (2021), Blustein et al. (2019), Dhakal and Burgess (2021), Haddad and Hellyer (2018), Kozan et al. (2019), Paredes Gil et al. (2008), Thore and Tarverdyan (2009), Tipple (2006)
	Somewhat adequate compensation	Devalued feminized labor, gendered income, adequate income, adequate pay	Haddad and Hellyer (2018), Heeks et al. (2021), Rai et al. (2019), Tipple (2006)
	Limited social protection	Unfair contract, prevalent discrimination, income security	Dhakal and Burgess (2021), Heeks et al. (2021), Sprague et al. (2020), Thore and Tarverdyan (2009)
	Deficient social dialogue	Low social dialogue, unfair representation, unsupported trade unions	Cooke et al. (2019), Dhakal and Burgess (2021), Heeks et al. (2021), Paredes Gil et al. (2008)
	Unsafe working conditions	Poor working conditions, unfair working conditions, neglected health and safety	Chau (2016), Dhakal and Burgess (2021), Heeks et al. (2021), Sprague et al. (2020), Tipple (2006)
	Rights at work	Protection of equal rights, growing rights at work, ignored worker rights	Cooke et al. (2019), Dhakal and Burgess (2021), Sprague et al. (2020)
Decent work enhancement strategies	Employee strategies	Mutual interest, responsiveness, reciprocity, attentiveness, solidarity, consultation, partnerships, job crafting, resistance, activism	Blustein et al. (2023b), Gibb et al. (2021), Khan et al. (2024)
	Organizational strategies	Discursive strategies, building alliances, holistic consideration of pay range, human resource management practices, human resource development activities, coordinated multi-stakeholder approach, corporate social responsibility, democratic worker representation and influence	Blustein et al. (2023b), Cooke et al. (2019), Gibb et al. (2021), Randev and Jha (2023), Reinecke and Donaghey (2021), Thomas and Turnbull (2018), Yao et al. (2017)
	National strategies	Government commitment, institutional capacity building, policies, motivating institutional actors, trade union recognition, legal protection, systemic interventions, institutionalized labor rights, cross-sector collaboration	Adhikari et al. (2012), Blustein et al. (2023b), Cooke et al. (2019), Lawrence et al. (2008)

Note(s): * = inverse relationship; † = both positive and inverse relationship; keywords in parentheses are either a variation or aspect of the keyword that it precedes

Source(s): Authors' own work

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