Exploring women academics’ perceptions of workplace well-being in relation to personal and job resources

Abstract

The availability and development of personal and job resources are substantial components of a positive work experience. This study aimed to explore women academics’ perceptions of workplace well-being in relation to personal and job resources. While the so-called digital, or fourth industrial revolution is already present in our global village with its new technologies to facilitate the development of new working modes (including constructing job demands-resources at work), many women academics are still facing “old challenges” in the workplace. Although these unique challenges within higher education such as gender bias, sexual harassment, the double burden of womanhood, and role overload were not overlooked, the main reason for the study was to investigate the resources that can act as a buffer for women academics to withstand these stressors and strains and contribute to a better understanding for Social Work practices within the workplace. There has been an active movement in Social Work towards the strength’s perspective. Social Work approaches clients from an eco-systemic perspective, with a focus on the strengths of ecosystems as a whole. Within the working environment, certain job resources provide buffering towards ill health for employees and employees again bring personal resources to their workspaces. Aim: This study aimed to elucidate and thereby gain in-depth insight into women academics’ perceptions of workplace well-being in relation to personal and job resources. The direct subjective perceptions of these women are considered a valid source of knowledge, which need to be acknowledged and examined. The research aim of this study was to qualitatively explore and describe the perceptions of workplace well-being of women academics on job and personal resources. Methodology: In this qualitative study, I used a descriptive, exploratory design in order to present a clear description of workplace well-being – particularly the role of personal and job resources - as experienced by women academics. Sampling was conducted through non-probability purposive sampling. Initially, I (the student researcher) identified a top university according to the Bricks rankings and obtained the necessary ethics, goodwill permission, and gatekeeper approvals. The participants consisted of 12 women academics who all voluntarily agreed to take part in the study. Data was gathered through a demographic questionnaire, field notes, reflective notes and semi-structured interviewing. Thematic data analysis was used for textual data as well as the qualitative software Atlas.ti 8.0.

Findings: In terms of personal resources, the study revealed that women in higher education make use of various personal resources comprising of skills and strengths directed by well-being and positive functioning in the workplace. These sets of skills and strengths associated with well-being practices indicate self-care skills and communication skills and strengths, which include cognitive coping, affective coping, behavioural coping and the use of character strengths. In terms of job resources, the thematic analysis revealed the specific aspects of psychological, social, organisational and physical resources constituting job resources for women academics in the workplace. It is recommended that the development and sustaining of personal resources be promoted in workplaces and that further research need to be conducted on strength use within the workplace. It is further recommended that future research investigate job resources from an organisational perspective specifically within the South African context of higher education. This study provided valuable and rich data in terms of the perceptions of women academics of well-being concerning job and personal resources. This research contributes significantly to research in Occupational Social Work, sicne it represents a real-life example of worthy efforts to enhance employee and organisational well-being in order to provide desirable outcomes for both organisations and employees. It also supports interventions in the field of strengths-based frameworks aimed at a better understanding for employees to enjoy hedonic (happy) as well as eudaimonic (meaningful) workplace experiences. The fostering of well-being in the workplace includes purposeful and intentional actions from both