The Role of Dignity in Workplace Well-Being: A Relational Cultural Perspective

Within humanistic management, the protection and promotion of dignity are central to employee well-being, development, and flourishing. However, despite the relational nature of workplace dignity and the importance of using relational skills to support it, management scholars have yet to contextualize and explore dignity within specific relational theories of human well-being. Such theories could offer scholars and practitioners a more nuanced understanding of employee dignity and well-being, as well as a set of corresponding skills for supporting these. Therefore, the purpose of this chapter is to explore the nature and meaning of dignity within a specific theory of human well-being, relational cultural theory (RCT); and, to identify RCT-related skills in support of employee dignity and well-being. Building upon RCT, dignity is conceptualized as “mutuality of mattering.” Two interrelated and overarching RCT-related skills in support of employee dignity and well-being are discussed. The first of these is the use of co-active power with, rather than power over, others in ways that allow for the emergence rather than suppression of moral emotion and constructive, growth-fostering conflict. The second of these is enabling resonance and providing support for health-sustaining, politically-engaged forms of resistance against dignity violations that comprise disconnections from authentic and vital workplace relationships.