Theses and Dissertations

Date of Award

2026

Document Type

Dissertation

Degree Name

Doctor of Education (EdD)

Department

Abraham S. Fischler College of Education and School of Criminal Justice

Advisor

William Alex Edmonds

Committee Member

Steven Hecht

Committee Member

Kimberly Durham

Keywords

academic institutions, administration, employee job performance, employee support, employee well-being, higher education employees, job demands, job demands-resources model, job resources, job satisfaction, learning environment, narrative interviews, organizational support, perceived stress, policy development, psychosocial work environment, qualitative data, quantitative data, research limitations, response rate, South Florida, stress, stress management, survey research, university employees, work engagement, work environment, workload, workplace policies, workplace well-being, administrative leadership, commitment, employee attitudes, employee needs, employee outcomes, employee retention, employee satisfaction, executive administration, higher education administration, immersion in work, institutional effectiveness, job responsibilities, mixed methods research, organizational climate, organizational development, organizational policies, organizational research, performance outcomes, professional well-being, psychosocial factors, qualitative interviews, quantitative analysis, staff engagement, staff well-being, stress factors, thematic analysis, workplace culture, workplace resources, workplace stress, workplace support, employee motivation, employee experience, job performance, occupational stress, organizational behavior, professional engagement, staff satisfaction, university workforce, well-being outcomes, work enthusiasm, work-related stress, employee resilience, human resource management, institutional support, organizational effectiveness, positive work environment, staff development, workplace learning, employee commitment, workplace satisfaction, job-related stress, workforce management, educational institutions, employee productivity, organizational leadership, workplace dynamics, work motivation, employee empowerment, support systems, occupational well-being, employee engagement, institutional policies, workplace improvement, work conditions, employee development, organizational health, workforce well-being, higher education workplace, employee perceptions, stress and satisfaction, job resources and demands, work-life quality, organizational support systems, employee-centered policies

Abstract

This applied dissertation examined the relationships between job resources, job demands, work engagement, perceived stress, and job satisfaction among university employees. The target participants for the study were employees at an academic institution in the South Florida area. The researcher e-mailed two surveys to the employees, and a response rate of 20% was achieved. One survey was conducted to assess the psychosocial work environment factors, and the impact on the employees’ well-being. The sub-scales used were Job Resources, Job Demands, Well-being outcomes, and Stress. The other survey measured the work engagement, the employees’ well-being, and how they experience enthusiasm, commitment, and immersion in their work. A narrative approach of interviews was also done for the study.

The findings of this research increased the knowledge pertaining to job resources, job demands, work engagement, perceived stress, and job satisfaction among university employees. The research and findings showed the relationships between stress, job satisfaction, and job demands-resources by examining both quantitative and qualitative data. There were underlying themes in the research, and the quantitative data supported the qualitative data by classifying these themes. There is a positive association with stress job satisfaction, and work engagement. The study also showed that the stress factors can have a positive increase on job satisfaction and work engagement.

The responsibilities of the job can be stressful due to the workload. The work engagement and job satisfaction showed a positive relationship. In this study the findings show that job satisfaction is a priority for the employees. Also, the job resources are integral for the employees and environment. The findings show that the work environment plays an integral part in the employees’ support and work engagement increase. The administration has to understand the needs of the employees in order to have an environment for learning.

The study had limitations and the recommendations can be used for future studies. This research data can assist the executive administration in improving the policies and procedures for the employees in the workplace.

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