Subtypes of the menopausal workplace experience
Open Access DepositedMenopausal symptom latent profiles
Research on menopause has been stymied by stigma and a lack of interest in health topics typically related to women. This dissertation addresses this deficiency in literature within industrial-organizational psychology by taking a person-centered approach to clarify the experience of menopause symptoms in relationship with working experiences. Through Conservation of Resources Theory, menopausal symptoms were hypothesized to effect work outcomes (employment status, job satisfaction, leadership status, and absenteeism) through more intense symptoms creating resource loss. The results demonstrated evidence for a four-profile symptom solution. These profiles significantly related to job satisfaction and absenteeism. For job satisfaction, a membership in the subgroup marked by intense sleep and psychological symptoms was associated with lower job satisfaction. For absenteeism, coworker and supervisor support moderated the relationship such that more support was associated with greater absences for those with subgroup membership of the High Symptoms profile. These findings have implications for how menopausal symptoms relate to work and how support impacts resources for employees experiencing menopausal symptoms.
- All rights reserved
Notice to Authors
If you are the author of this work and you have any questions about the information on this page, please use the Contact form to get in touch with us.