Abimbola A. Akanni

This study examined the associations between religion, number of children, ethnicity, and life satisfaction among police officers in Osun State, Nigeria. Anchored on the subjective well-being framework, a cross-sectional survey design was adopted. A total of 384 serving police officers were selected from Area Commands in Osun State. Data were collected using the Satisfaction with Life Scale (SWLS) and analysed using independent samples t-test and one-way ANOVA. Results indicated statistically significant differences in life satisfaction across demographic variables. Officers with one to three children reported higher life satisfaction than those with four to six children. Christian officers reported higher life satisfaction than Muslim officers. Ethnicity was also significantly associated with life satisfaction, with variation observed across groups. These findings highlight the role of demographic and socio-cultural factors in understanding life satisfaction among police personnel. However, findings are interpreted as bivariate associations due to the cross-sectional design. Implications for policy and officer welfare are discussed.

Life satisfaction is often linked to positive work outcomes, with research establishing a link between perceived workload and life satisfaction. However, the role of personal factors like dispositional optimism in this relationship requires further attention. This study investigates the conditional indirect effect of dispositional optimism on the relationship between perceived workload and life satisfaction through organizational support. Three hundred and eighty-four police officers (female = 49.2%, mean age = 33.7 years, standard deviation [SD] = 5.11) completed the following standardized psychological scales: Satisfaction with Life Scale, Police Perceived Workload Scale, Perceived Organizational Support Scale and Life Orientation Test (revised). The analysis utilized Pearson product moment correlation and linear regression. Results showed perceived workload significantly predicts life satisfaction and organizational support, which also predicts life satisfaction. The indirect effect of perceived workload on life satisfaction via organizational support was significant, and the conditional indirect effect of dispositional optimism was confirmed. The study recommends fostering a supportive work environment, building capacity to manage mental demands and promoting optimism to enhance police officers' life satisfaction.

Past studies have established the association between safety culture and workplace behavior, yet the possible effect of work-life balance on this association has not been explored. This study investigates the mediating effect of work-life balance in the link between safety culture and workplace safety behavior among brewery workers. A sample of 250 (F = 36.2%; mean age = 24.94, SD = 4.96) brewery workers responded to three scales viz: Safety Culture Scale (SCS), Work-Life Balance Scale (W-LBS), and Workplace Safety Behaviour Scale (WSBS). Correlational analyses showed that safety culture was negatively related to work-life balance but positively related to workplace safety behavior among brewery workers. From the mediation analyses, safety culture and work-life balance independently predicted workplace safety behavior while work-life balance had an indirect effect on the association between safety culture and workplace safety behavior. The study concludes that efforts at sustaining safety culture that supports employees’ capacity to attain work-life balance may enhance the safety behavior of brewery workers.

Scholars have established a link between workplace discrimination and psychological wellbeing among different cohorts apart from the police officers. However, the role of resilience in the link, as wellas how this condition differs across gender, among police officers within the context of Nigeria has not received sufficient research attention. Purpose. Thus, this study investigated the conditional in directeffect of gender on the relationship between perceived workplace discrimination and psychological wellbeing through resilience of police officers in Nigeria. Methodology. A sample of 316 (mean age = 38.1;σ = 13.6; women = 47.2%) police officers that were selected through the stratified sampling technique, completed the Ryff Psychological Wellbeing Scale, Perceived Workplace Discrimination Scale and Resilience Scale. Data were subjected to both the structural equation modelling and hayes process macroanalyses. Findings. Results from the hayes process macro statistical analyses revealed that resilience and perceived workplace discrimination independently predicted police officers’ psychological wellbeing. Also, resilience was found to have an indirect effect on the workplace discrimination — psychologicalwellbeing link. Furthermore, perceived workplace discrimination had more effect on the psychologicalwellbeing of resilient female police officers than their male counter parts. The study concluded that the indirect effect of resilience on psychological wellbeing of police officers through perceived workplace discrimination was higher for female officers.

Previous research efforts have concentrated on the link between personal factors and sickness presenteeism, with few attempts to research the roles of contextual factors such as organisational culture and perceived job insecurity. Also, the mechanism through which the link exists has not been examined across the gender divide. Therefore, this paper examined the moderated mediation effects of gender on the relationship between perceived job insecurity and sickness presenteeism through organisational culture. A total of 244 (F=140; M=104) respondents participated in the study. The Stanford Presenteeism Scale and Job Insecurity and Organisational Culture scales were used for data collection. Results of the correlation analysis revealed that perceived job insecurity is negatively associated with organisational culture and sickness presenteeism. It also revealed that organisational culture is positively related to sickness presenteeism. The Hayes PROCESS macro analysis showed that organisational culture mediated the relationship between perceived job insecurity and sickness presenteeism. Furthermore, the results of the moderated mediation analysis showed that gender moderated the mediating role of organisational culture in the relationship between perceived job insecurity and sickness presenteeism. The study concluded that the indirect effect of perceived job insecurity on sickness presenteeism through organisational culture was higher among female respondents than their male counterparts.

Objective: This study investigated the mediating effect of cultural competence in the relationship between person-job (P-J) fit and work-life balance among female nurses. Methods: Participants included 216 (mean age = 31.12; SD = 9.16) female nurses that were conveniently selected from two Federal Teaching hospitals in Nigeria. Three questionnaires via the perceived fit scale, cultural competence scale, and work-life balance scale were utilized for data collection. Data were analyzed using both the Pearson Product Moment Correlation and PROCESS macro statistical tools. Results: Results revealed that both P-J fit and cultural competence positively and significantly associated with work-life balance. Also, cultural competence partially mediated the relationship between P-J fit and work-life balance of nurses. Conclusions: The cultural competence enhances the capacity of nurses to balance work and family roles. Therefore, cultural competence training that enhances nurses’ capabilities to handle cultural diversities of patients is essential.

We explored gendered group conflict effects on forms of occupational stress and psychological well-being of prosecutors in Botswana. A convenience sample of 92 prosecutors (female = 52%; married = 35.9%; mean years of service = 6.38 years, SD = 3.84 years) responded to the Psychological Well-being Scale and Group Conflict sub-scales of the Generic Job Stress Scale. Hierarchical regression analyses revealed that male prosecutors experience high occupational stress from intra-group conflict. Women’s nature of emotional responsiveness predisposed them to intra-group conflict effects more than their male counterparts. Human resources managers should consider the impact of intra-group conflict on women when developing occupational well-being intervention programmes for prosecutors.

Past studies reported that social support correlated with work-family balance. However, the role of self-efficacy in the relationship between social support and work-family balance among the manufacturing sector employees is missing. Therefore, this study examined the indirect effect of self-efficacy in the relationship between social support and work-family balance. A sample of 456 (F=26.8%; mean age=31.55) manufacturing sector employees that were selected through the stratified sampling technique responded to the Work-Family Balance Scale, Social Support Questionnaire, and Self-Efficacy Scale. Results of the correlation analysis revealed that social support from family and co-workers positively associated with work-family balance. Self-efficacy was also found to relate positively to social support and work-family balance. Mediation analysis, using Hayes Process Macro, showed that self-efficacy had an indirect effect on the relationship between social support and work-family balance among employees of food and beverage companies. Improved social support from co-workers and family can assist manufacturing sector employees to balance the demands from both domains.

This study examined the indirect effect of perceived person-job fit in the relationship between emotional intelligence and employee wellbeing. Primary data for the study were collected from academic staff (n = 257) of selected universities through standardized psychological scales. Results from the correlational analysis revealed that emotional intelligence and perceived person-job fit had a strong and positive relationship with employee wellbeing. However, the relationship between emotional intelligence employee wellbeing was higher than the one that existed between perceived person-job fit and employee wellbeing. Again, results from the Structural Equation Modelling (SEM) showed a partial mediation of perceived person-fit in the link between emotional intelligence and employee wellbeing. Findings from this study will assist university administrators and researchers to understand the dynamic interaction among the variables in the study particularly the indirect effect of person-job fit in the relationship between emotional intelligence and employee wellbeing.

Globally, there is an upsurge in the use of substance. The rate of prevalence in South Africa in recent times is worrisome, particularly among the youth population. This paper investigate the association between depression, anxiety, stress and substance use among youths at North-West University, Mafikeng campus. Data were collected from a convenient sample of 336 (female=62.8%) undergraduate students from the North-West university, Mafikeng campus. Results from the Pearson Product Moment Correlation analyses revealed that depression and anxiety positively correlated with substance use. That is, increased level of substance use may be linked to heightened level of depression, anxiety and substance use among undergraduates. The study revealed that depression and anxiety were responsible for the upsurge in substance use among the youth population. Thus, accessibility to existing psychosocial facilities on campus and other designated centres can provide help to students with depression and anxiety problems and consequently reduce substance use.