Exploring the Factors Influencing Employee Disengagement among Women in Higher Education.

Abstract

Background: Employee disengagement is a rising concern in Higher Education Institutions (HEIs), where effective teaching, research, and administrative activities depend on the active involvement of faculties. The workplace scenario has seen great shift due to increased job demands, technological advancements, and competitive pressures. The additional challenges of meeting societal expectations along with their work responsibilities, which often lead to higher levels of stress and emotional exhaustion and results in disengagement. Despite the growing issue, there is limited empirical research that has been done on the specific factors contributing to disengagement among women in HEIs.

Purpose: The study is to investigate the effect of job stress, emotional exhaustion, job satisfaction, and workload on employee disengagement among women in HEIs, based on the Job Demands Resources theory (JD-R).

Methods: A quantitative approach was followed with primary data collected from 120 women employees working in HEIs through a structured questionnaire. Statistical techniques included reliability, descriptive, correlation, and regression analysis to determine the relationship among variables.

Findings: Job stress emerges as most significant predictor of disengagement, followed by emotional demands. Job satisfaction was found to be negatively correlated to disengagement. However, workload emerged as a non-significant effect in the regression model.

Conclusion: Disengagement can be reduced if job stress is minimised and job satisfaction is improved. Implementing gender-sensitizing strategies can improve employee well-being and engagement.