Abstract
D.Com. (Industrial Psychology)
Work engagement has become a topical concern for the 21st century workplace. The reality of the workforce is such that a growing number of dual-career marriages, single parents, co-parenting individuals and individuals who have care responsibilities at home have brought about a dramatic shift in the allocation of time and energy devoted to the work and home domains. The participation of women in the global workplace outnumbers home-centered mothers, and traditional careers that provided economic security through loyalty to the employer. These arrangements are now replaced by time-demanding, often insecure jobs. These dynamics contribute to women disengaging or opting out entirely from the workforce, particularly when faced with the decision of starting a family. As women play a pivotal role in social growth and stability, understanding what contributes to their engagement adds to the productive power of the country’s economy.
Mixed reviews have been received about initiatives adopted by organisations to retain and develop women. Supportive work-family cultures as well as positive work and home initiatives have their place in assisting women with the multiple roles and responsibilities that they face. However, organisations still struggle to combine work and home successfully. The purpose of this study was to identify predictors of work engagement for women. The study not only included the work-family culture support, positive work-home interaction and positive home-work interaction constructs as possible predictors for women’s work engagement, but also considered the construct of psychological availability. Studies have documented the benefits of psychological availability, which include being more productive, positive health outcomes and its contribution to employee engagement. The absence of psychological availability could cause disengagement from work...