Occupational well-being: the development of a theory and a measure

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dc.contributor.author Schultz, Monica L. en
dc.date.accessioned 2008-05-12T21:19:16Z
dc.date.available 2008-05-12T21:19:16Z
dc.date.issued 2008-05-12T21:19:16Z
dc.date.submitted May 2008 en
dc.identifier.uri http://hdl.handle.net/2097/746
dc.description.abstract Research on occupational well-being, commonly conceptualized as job satisfaction or the opposite of burnout, is criticized for its lack of theoretical basis. Danna and Griffin (1999) point out the need to refine this construct as well as develop measures to assess well-being in the workplace. This study proposed a scale of occupational well-being based on the work of Ryff (1989). Ryff's (1989) model of psychological well-being was designed to address similar concerns plaguing research on general well-being. The scales derived from Ryff's (1989) research are theoretically based on a variety of converging theories of optimal well-being that had previously been ignored. Unfortunately, the support for the psychometric properties of the psychological well-being scale is mixed. Researchers have either been able to produce longer, more reliable scales with a poor factor structure or shorter, less reliable scales with strong factorial validity. The results of this study are consistent with general research on well-being. Of the multiple first order models (with six independent factors) produced, the only acceptable fit was from a scale with 4 item sub-scales. Though acceptable by some, the reliability of these subscales was not as strong as it was for longer versions. The fit of the first order model was then compared to that of a second order model (where the 6 dimensions loaded onto occupational well-being). While both models had an acceptable fit to the data, preference was given to the second order model. While they had similar REMSA values, the PGFI was higher for the second order model; researchers have suggested that PGFI be used to help interpret the REMSA value. In addition, the second order model was cross validated, producing results similar to the original findings. This model was then used to assess the relationship between occupational well-being and the context of work; previously, this has been ignored. Partial support was found for a mediated relationship between psychological climate and occupational well-being. Composite psychological climate scores influenced job satisfaction; this in turn, affected occupational wellbeing. The limitations, contributions, and meaning of the study are then discussed. en
dc.language.iso en_US en
dc.publisher Kansas State University en
dc.subject occupational well-being en
dc.title Occupational well-being: the development of a theory and a measure en
dc.type Dissertation en
dc.description.degree Doctor of Philosophy en
dc.description.level Doctoral en
dc.description.department Department of Psychology en
dc.description.advisor Clive J. A. Fullagar en
dc.subject.umi Psychology, Industrial (0624) en
dc.date.published 2008 en
dc.date.graduationmonth May en

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