The relationship between demographic variables and well-being of women in South African workplaces

Abstract

Orientation: It is important to investigate the determinants of well-being among working women. Given the unique demographic diversity within the South African context, differences in the experience of well-being among women are expected.Purpose: The study investigated the effects of age, race, marital status and educational status on psychological meaningfulness, life satisfaction, work–family conflict and social support of working women.Motivation: With the increase of women in the workplace, there is a need for knowledge and understanding of the factors that influence the well-being of women. This study aims to investigate demographic variables as determinants of well-being among working women.Method: Cross-sectional surveys were used to gather data from a sample (n = 540) of women from various South African companies. The Utrecht Work Engagement Scale (UWES), the Psychological Meaningfulness Scale (PMS), the Satisfaction with Life Scale (SWLS), the WorkRole Conflict Scale and the Job Demands Resources Scale (JDRS) were administered.Results: Significant relationships were found between life satisfaction, work-to-family conflict and work engagement, respectively, and marital status. Higher levels of education showed significant relationships with life satisfaction and work-to-family conflict. Being white showed significant positive relationships with life satisfaction, work-to-family conflict and work engagement. With regard to social support and psychological meaningfulness, race explained significant amounts of variance in psychological meaningfulness, as did age.Practical, managerial and methodological implications: The findings indicate that the experiences of well-being among women vary by age, race, marital status and educational status. It is therefore imperative that human resource practitioners appropriately measure these differences, accommodate them in policies through relevant supportive practices and also champion these practices for women.

The Relationship Between Work Engagement and Work–Life Balance in Organizations: A Review of the Empirical Research

“…Their study found that female and male groups were of similar levels for work engagement and FWC; however, in terms of WFC, female physicians reported higher levels of conflict. In addition to this, Geldenhuys and Henn (2017) found, in their study of women in South African workplaces, that a significant relationship exists between life satisfaction, WFC, and work engagement. Moreover, being White showed a significant positive relationship with life satisfaction, WFC, and work engagement.…”

“…Three studies (see Y. S. Chen & Huang, 2016; Li et al, 2014; Simbula, 2010) found that social or colleague support is the precondition for either work engagement or WFC. When it comes to the outcomes of both work engagement and WFC, the most frequently studied outcome was satisfaction, including job satisfaction (i.e., Burke et al, 2013; Mache et al, 2016; Simbula, 2010), family satisfaction (i.e., Ilies et al, 2017; Timms et al, 2015), and personal or life satisfaction (i.e., Geldenhuys & Henn, 2017; Scanlan et al, 2013). Seven studies, including those by Burke et al (2013) and Mache et al (2016), found a positive association between satisfaction as an outcome variable and work engagement and WFC, while the factors of satisfaction, turnover intention, and intention to stay were also notable outcomes highlighted in three studies by Burke et al (2013), Dåderman and Basinska (2016), and Scanlan et al (2013).…”

Teachers's Life Satisfaction in Palopo and Toraja: A Descriptive Study

“…Since income and further education always influence level of satisfaction (Fernández-Ballesteros, (2001); Geldenhuys & Henn, 2017) organizational support, in this case from the School Foundation and local government are needed to manage about income policies, and health protection. Teacher's career plan and sustainability of the school has a crucial role of teachers' life satisfaction.…”

Well-Being at Work: A Cross-Sectional Study on the Portuguese Nutritionists

“…Since well-being at work impacts on work performance and quality of life, knowledge about the profile of well-being at work is essential to improve the working environment and reduce NCD and turnover of nutritionists [5]. Work-related well-being can affect individuals differently, and it is essential to consider socioeconomic and demographic factors approaching when stressrelated issues [34][35][36]. Structural inequalities and differences in socio-demographic issues may also affect well-being at work [34][35][36].…”

“…Work-related well-being can affect individuals differently, and it is essential to consider socioeconomic and demographic factors approaching when stressrelated issues [34][35][36]. Structural inequalities and differences in socio-demographic issues may also affect well-being at work [34][35][36].…”