Banford, Kim (2010) Personal and Workplace Factors Contributing to Psychological Well-Being in the Workplace. Honours thesis, University of Southern Queensland. (Unpublished)
Abstract
Psychological well-being (PWB) has been described as the combination of feeling good and functioning effectively (Huppert, 2009). Research that involves examining factors that contribute to employee well-being may lead to improved individual psychological well-being in the workplace as well as benefit organisations in important areas such as performance and lower turnover. The current study focused on describing five personal and workplace factors that, when present, predict PWB. The specific constructs of interest were, Autonomy Support, Level of Acceptance, Development Opportunities, Meaningful Work and Level of Support. The first aim of the current study was to confirm that each of the five personal and workplace factors predict PWB in the workplace. The second aim was to determine the strength of the relationship between the five personal and workplace factors of interest and PWB. Therefore the study attempted to answer the following research questions. (a) Do the five constructs of interest predict a global measure of PWB in the workplace? (b) What is the strength of the relationship between each of the five constructs and a global measure of PWB? For the current study a convenience sample of 166 participants (71 male, 95 female) was recruited from the personal networks of four honours students working on similar projects. Participants ranged in age from 18 through to 60. Whilst the majority of participants were residing in Australia at the time of completing the survey, there was also a small sample of participants residing elsewhere. Measures used for the current study were The Ryff Scales of Psychological Well-being (Ryff, 1989), the Work Climate Questionnaire (WCQ), and the Workplace Factors questionnaire (WFQ). Principal component analysis was conducted prior to regression analysis to extract one global measure of PWB from the Ryff Scales of Psychological Well-being. Results from the standard multiple regression were significant (F (5, 144) = 18.84, p < .001), with the set of predictors explaining 38% of the variance in PWB. Results indicated that both Meaningful Work and Autonomy Support contributed to the variation in the PWB factor significantly (p < .001), with Meaningful Work making the strongest contribution. Level of Support, Development Opportunities and Level of Acceptance were not significant unique contributors to this model. The implications of the current findings underpin the importance of the degree of fit between the employee and the job. It is suggested that interventions that focus on meaningful work and employee-job fit would be beneficial for the psychological wellbeing of employees and the overall performance of organisations. It is also suggested that future research examine the model within different work settings.
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| Item Type: | Thesis (Non-Research) (Honours) |
|---|---|
| Item Status: | Live Archive |
| Additional Information: | Current UniSQ staff and students can request access to this thesis. Please email research.repository@unisq.edu.au with a subject line of SEAR thesis request and provide: Name of the thesis requested and Your name and UniSQ email address |
| Faculty/School / Institute/Centre: | Historic - Faculty of Sciences - Department of Psychology (Up to 30 Jun 2013) |
| Supervisors: | Tony Machin |
| Qualification: | Bachelor of Science (Honours) |
| Date Deposited: | 19 Aug 2025 00:45 |
| Last Modified: | 19 Aug 2025 00:45 |
| Fields of Research (2008): | 17 Psychology and Cognitive Sciences > 1799 Other Psychology and Cognitive Sciences > 179999 Psychology and Cognitive Sciences not elsewhere classified |
| Fields of Research (2020): | 52 PSYCHOLOGY > 5299 Other psychology > 529999 Other psychology not elsewhere classified |
| URI: | https://sear.unisq.edu.au/id/eprint/52138 |
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