Psychological Well-Being Among Female Employees in Self-Financing Engineering Colleges

Abstract

Psychological well-being is one of the factors which determine the quality of work life, satisfaction, productivity, and effectiveness of employees. The female employees working in self-financing engineering colleges face many challenges due to their professional duties, load of work, work and family conflict, interpersonal relations and changing expectations in the academic setup. The current study is about assessing the psychological well-being of female employees in self-financing engineering colleges. The study adopted a quantitative research approach to examine the psychological well-being of female employees in engineering colleges in Coimbatore District. Primary data were collected from 100 respondents using a structured questionnaire through convenience sampling. The data were analyzed using multiple regression analysis to determine the influence of selected independent variables on psychological well-being.

Introduction

The text presents a study on the psychological well-being of female employees working in self-financing engineering colleges in Coimbatore District. Psychological well-being is described as a person’s ability to function effectively emotionally and psychologically, manage daily challenges, maintain relationships, find purpose, and achieve personal potential. In professional settings, it is associated with job satisfaction, motivation, productivity, interpersonal relationships, and the ability to manage work-related demands.

Female employees in engineering colleges may experience pressure from academic responsibilities, administrative duties, deadlines, technological changes, career development, job security, and work-life balance. In addition, family and social responsibilities may create further challenges. Therefore, organizational support, good workplace relationships, professional development, recognition, and supportive working conditions are considered important for maintaining employee well-being.

Need for the Study

The study emphasizes that psychologically healthy employees are better able to:

• Manage workplace problems

• Maintain positive interpersonal relationships

• Complete their responsibilities effectively

• Balance work and personal life

• Adapt to organizational and technological changes

The study is particularly concerned with female employees because they may need to manage both professional responsibilities and family/social commitments. Understanding their psychological well-being can help engineering colleges create healthier and more supportive workplaces.

Aim of the Study

The main aim is to assess the psychological well-being of female employees working in self-financing engineering colleges in Coimbatore District.

Theoretical Background

The study refers to the psychological well-being model developed by Ryff and Keyes (1995). The model identifies six major dimensions of well-being:

1. Autonomy

2. Environmental mastery

3. Personal growth

4. Positive relationships with others

5. Purpose in life

6. Self-acceptance

Previous research cited in the text also indicates relationships between psychological well-being, work-family conflict, work-life balance, and job satisfaction among women employees and teachers.

Methodology

The study uses a quantitative research approach.

• Sample: 100 female employees

• Location: Engineering colleges in Coimbatore District

• Sampling method: Convenience sampling

• Data collection: Structured questionnaire

• Analysis: Multiple regression analysis

The regression analysis examines whether demographic and occupational factors influence the psychological well-being of female employees.

Major Findings

The regression model explains a meaningful portion of the variation in psychological well-being:

• R = 0.578

• R² = 0.334, meaning the selected variables explain 33.4% of the variation in psychological well-being.

• Adjusted R² = 0.260

• The overall regression model is statistically significant (F = 4.473, p < .001).

The analysis found that five variables have statistically significant relationships with psychological well-being:

The following variables did not have statistically significant effects:

• Educational level (p = .068)

• Designation (p = .673)

• Family size (p = .878)

• Location of college (p = .651)

• Working time (p = .273)

Conclusion

The findings highlight the importance of creating a supportive organizational environment that considers both the professional and personal needs of female employees. Appropriate institutional support, career-development opportunities, work-life balance measures, and employee well-being initiatives may contribute to a healthier and more supportive workplace in self-financing engineering colleges. Engineering colleges may organize counselling, stress-management programmes, wellness activities, and psychological support services for female employees. College management may provide a supportive work environment, effective communication, recognition, and opportunities for employees to express workplace concerns. Flexible working arrangements, reasonable workloads, leave facilities, and family-friendly policies may be considered wherever organizationally feasible. Since age showed a significant relationship with psychological well-being, appropriate support mechanisms may be developed for employees at different stages of their careers. Colleges may periodically assess employee satisfaction and psychological well-being and use the findings to develop appropriate human-resource policies. It is found from the study that psychological well-being is one of the significant aspects of the life of female employees working in engineering colleges. It can be seen from the results obtained from the study that there is a link between the psychological well-being and certain selected personal and occupational factors. The study shows that there is a need for engineering colleges to develop an environment that is healthy for the employees. This can help them to improve the well-being of female employees and thus make them effective and satisfied in the work environment.

References

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Copyright

Copyright © 2026 Dr. B. Nandhakumar, S. M. Sasi Rekha. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.