This study examines the mediating role of perceived decent work in the association between satisfaction with the dual-career lifestyle and general psychological well-being. Dual-career couples, defined as couples in which both partners pursue sustained and meaningful professional careers, have become increasingly prevalent due to rising educational attainment, the globalization of labor markets, and the expansion of women’s participation in paid employment (Byron, 2005; Christie, 2012). While dual-career arrangements may provide economic stability and opportunities for self-realization, they can also intensify role strain, work–family conflict, and emotional demands, thereby posing risks to psychological well-being (Frone et al., 1997; Neault & Pickerell, 2005; Abele & Volmer, 2011).

Within career counseling and vocational psychology, work is conceptualized as a central life domain shaping identity development, relational functioning, and overall life satisfaction (Brown & Lent, 2016; Blustein, 2019; Savickas, 2013). From this standpoint, well-being extends beyond job satisfaction and reflects the extent to which work is meaningfully integrated with broader life roles and personal values (Lent & Brown, 2013; Diener et al., 2018). Accordingly, satisfaction with the dual-career lifestyle can be understood as a relational evaluation of how couples manage and coordinate their professional and personal responsibilities (Aytar & Babanoğlu, 2023).

Relational theories further illuminate the evaluative nature of dual-career satisfaction. The Investment Model proposes that relationship satisfaction and commitment are shaped by perceived rewards, costs, investments, and the quality of alternatives (Rusbult et al., 1998; Agnew et al., 2019). Similarly, Social Exchange Theory emphasizes evaluations of reciprocity and fairness in the distribution of resources and responsibilities (Thibaut & Kelley, 1959; Cook & Rice, 2006). In dual-career relationships, perceptions of fairness regarding work-related sacrifices, time allocation, and emotional support are therefore central to both relational satisfaction and general well-being (Carlson et al., 2009; Greenhaus & Powell, 2017).

The Psychology of Working Theory (PWT) provides a comprehensive framework for understanding how work conditions influence psychological well-being through the fulfillment of basic needs for survival, social connection, and self-determination (Duffy et al., 2016; Blustein et al., 2019). From this perspective, access to decent work represents a fundamental psychological resource rather than merely an economic condition (Blustein, 2019). Decent work is experienced psychologically through perceptions of safety, fair compensation, access to healthcare, adequate rest, and alignment between organizational practices and personal values (Duffy et al., 2017).

The International Labour Organization’s (ILO) Decent Work Framework provides a strong European and international policy context by defining decent work in terms of employment security, rights at work, social protection, and social dialogue (International Labour Organization [ILO], 2019). Although originally articulated at a structural level, these dimensions have been linked to psychologically meaningful experiences of predictability, fairness, and agency at work (Di Fabio & Blustein, 2016; Ferraro et al., 2016). Integrating the ILO framework with PWT connects macro-level labor standards with micro-level psychological experiences of work quality, situating dual-career well-being within broader European and international debates on labor conditions and social sustainability.

From a conceptual perspective, perceived decent work is expected to function as a mediating mechanism through which satisfaction with the dual-career lifestyle is translated into general psychological well-being. Dual-career satisfaction reflects relational evaluations shaped by investment and exchange processes, whereas decent work represents the quality of structural and psychological work conditions that enable couples to sustain these relational dynamics over time (Duffy et al., 2016; ILO, 2019). General well-being is conceptualized as a holistic evaluation of psychological functioning and life satisfaction (Diener et al., 2018; Longo et al., 2018). Taken together, the proposed mediation model integrates career counseling, relational theories, and labor psychology within a coherent and internationally relevant theoretical framework.

The study employs a quantitative correlational research design, which is appropriate for examining relationships among naturally occurring variables and testing predictive models (Heppner et al., 2008; Shaughnessy, 2012). Data were collected using an online survey administered through the Qualtrics platform. Convenience sampling was used to reach participants via social media, professional networks, and online communities, which is a common approach in exploratory correlational research under practical constraints (Shaughnessy, 2012). Participants were married individuals who were both employed and had been married for at least six months, in accordance with the usage requirements of the Satisfaction with Dual-Career Lifestyle Scale (Özgülük Üçok & Hatipoğlu Sümer, 2021). Accordingly, individuals who were unemployed, retired, single, or in single-earner marriages were excluded. The sample consisted of 151 married and currently employed individuals in dual-career relationships. Participants ranged in age from 22 to 73 years (M = 37.85, SD = 9.73), reflecting a broad representation of different life and career stages. The duration of marriage varied substantially, from 6 to 549 months (M = 124.08, SD = 115.07), indicating that both newly married and long-term dual-career couples were included in the study. The sample included participants from diverse occupational backgrounds, with a substantial proportion employed in education and academia (n = 64), including teachers and academics. Dual-career lifestyle satisfaction was measured using the Satisfaction with Dual-Career Lifestyle Scale (SWDCLS; Perrone & Worthington, 2001), adapted into Turkish by Özgülük Üçok and Hatipoğlu Sümer (2021). Perceptions of decent work were assessed using the Decent Work Scale (DWS) developed by Duffy et al. (2017) and adapted into Turkish by Büyükgöze-Kavas and Autin (2019). General well-being was measured using the General Well-Being Scale Short Form (Longo et al., 2018), adapted into Turkish by Odacı et al. (2021). Data analysis was conducted using IBM SPSS and AMOS. Preliminary analyses included screening for missing data, outliers, and normality assumptions (Tabachnick & Fidell, 2019). Multiple imputation was used to handle missing data (Tabachnick & Fidell, 2019). Pearson correlation coefficients were calculated to examine bivariate relationships among variables (Field, 2005). Mediation analysis followed the regression-based approach proposed by Hayes (2018), which extends the classic mediation framework of Baron and Kenny (1986). Bootstrapping procedures were employed to test the significance of indirect effects, as recommended for mediation models (Hayes, 2018).

The mediation analysis indicated that satisfaction with the dual-career lifestyle significantly predicted perceptions of decent work, and that perceptions of decent work significantly predicted general well-being, consistent with the assumptions of the Psychology of Working Theory (Duffy et al., 2016; Blustein et al., 2019). Moreover, the significant indirect effect provided empirical support for the proposition that decent work functions as a key psychological mechanism linking relational career satisfaction to overall well-being (Hayes, 2018). These findings suggest that satisfaction with a dual-career lifestyle contributes to well-being primarily when couples perceive their working conditions as fair, safe, and supportive. This result aligns with research emphasizing that work quality, rather than employment status alone, is central to psychological health (Blustein, 2019; Ferraro et al., 2016). It also supports relational perspectives suggesting that structural resources enable couples to sustain balanced and equitable exchange processes within intimate relationships (Rusbult et al., 1998; Greenhaus & Powell, 2017). From a career counseling perspective, the results underline the importance of addressing work conditions alongside individual and relational factors in counseling practice (Brown & Lent, 2016; Blustein, 2019). At a broader European and international policy level, the findings support initiatives that promote decent work standards as pathways to healthier family systems and sustainable well-being (International Labour Organization, 2019). These findings further underscore the role of career guidance, counseling, and lifelong learning within Educational Sciences in supporting sustainable career development and well-being, particularly in educational and academic contexts.

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