Abstract:
Subjective well-being, encompassing life satisfaction, the presence of positive
emotions, and the absence of negative emotions, is increasingly acknowledged as a
critical determinant of employee performance and organisational success. Work
engagement, characterised by vigour, dedication, and absorption, is vital for
enhancing public sector efficiency and improving service delivery. Most research on
the association between subjective well-being (SWB) and work engagement comes
from Western countries. There is insufficient evidence from South Asia, especially
Sri Lanka, where cultural and workplace factors differ. It also examines gender as a
possible moderator, offering new insights into occupational well-being in a South
Asian context. The objective of this study is to examine the effect of subjective well being on work engagement with the moderation role of gender among Divisional
Secretariat employees. Using a quantitative research design, data were collected
through structured questionnaires from a representative sample of 375 employees
across multiple Divisional Secretariats. Statistical analyses, including regression and
moderation testing, were employed to test the hypotheses. The findings reveal a
significant positive impact of subjective well-being on work engagement. Employees
reporting higher levels of life satisfaction and positive emotions demonstrated greater
engagement, while negative emotions were inversely related to engagement.
Interestingly, gender did not significantly moderate this relationship, indicating that
the impact of well-being on engagement is consistent across male and female
employees. This is among the first studies in Sri Lanka to test the role of gender in
the SWB-engagement relationship within the public sector. Future studies could
investigate other moderators like age, tenure, or organisational culture to deepen the
understanding of employee engagement. Organisations are encouraged to implement
strategies that enhance employee well-being, such as Employee Assistance Programs
(EAPs), emotionally intelligent leadership practices, and integration of well-being
metrics into performance evaluations.
