women. Results revealed that women had greater flourishing but lower work-life balance. The specific enablers of flourishing and work-life balance also varied by gender, and these findings are discussed in the context of workplace wellbeing programs. Table 2. The Five Items that Explain the Greatest Amount of Variance in Flourishing Scale Scores for Each Gender Group. Gender Factor Beta Sig. 95% CI Women Meaning and purpose .230 .00 [1.77, 2.44] Self-esteem .181 .00 [1.13, 1.73] Friendship satisfaction .102 .00 [0.23, 0.50] Work satisfaction .097 .00 [0.17, 0.48] Strengths use .094 .00 [0.59, 1.31] Men Self-esteem .238 .00 [1.79, 2.43] Meaning and purpose .230 .00 [1.83, 2.53] Feeling respected .107 .00 [0.47, 0.90] Strengths use .086 .00 [0.56, 1.33] Spirituality .081 .00 [0.09, 0.37] Table 3. The Five Items that Explain the Greatest Amount of Variance in Work-Life Balance Scores for Each Gender Group. Gender Factor Beta Sig. 95% CI Women Job satisfaction .425 .00 [0.37, 0.48] Leisure time .264 .00 [0.22, 0.32] Time on own .085 .00 [0.04, 0.12] Take notice .060 .01 [0.02, 0.11] Community involvement .059 .01 [0.01, 0.10] Job satisfaction Men .490 .00 [0.43, 0.53] Leisure time .272 .00 [0.23, 0.34] Receive help and support .095 .00 [0.08, 0.21] Take notice .062 .01 [0.02, 0.11] Physical activity (on own) .056 .01 [0.06, 0.12]
women. Results revealed that women had greater flourishing but lower work-life balance. The specific enablers of flourishing and work-life balance also varied by gender, and these findings are discussed in the context of workplace wellbeing programs. Table 2. The Five Items that Explain the Greatest Amount of Variance in Flourishing Scale Scores for Each Gender Group. Gender Factor Beta Sig. 95% CI Women Meaning and purpose Self-esteem Friendship satisfaction Work satisfaction Strengths use .230 .181 .102 .097 .094 .00 .00 .00 .00 .00 [1.77, 2.44] [1.13, 1.73] [0.23, 0.50] [0.17, 0.48] [0.59, 1.31] Men Self-esteem Meaning and purpose Feeling respected Strengths use Spirituality .238 .230 .107 .086 .081 .00 .00 .00 .00 .00 [1.79, 2.43] [1.83, 2.53] [0.47, 0.90] [0.56, 1.33] [0.09, 0.37] Table 3. The Five Items that Explain the Greatest Amount of Variance in Work-Life Balance Scores for Each Gender Group. Gender Factor Beta Sig. 95% CI Women Job satisfaction Leisure time Time on own Take notice Community involvement .425 .264 .085 .060 .059 .00 .00 .00 .01 .01 [0.37, 0.48] [0.22, 0.32] [0.04, 0.12] [0.02, 0.11] [0.01, 0.10] Men Job satisfaction Leisure time Receive help and support Take notice Physical activity (on own) .490 .272 .095 .062 .056 .00 .00 .00 .01 .01 [0.43, 0.53] [0.23, 0.34] [0.08, 0.21] [0.02, 0.11] [0.06, 0.12]
working_womens_wellbeing_the_prevalence_and_enablers_of__flourishing_at_work_draft.docx