La distribución minorista de alimentos Supermercados

This chapter presents the conclusions drawn by the researcher based on the research aims. The limitations of the study, as perceived by the researcher, are discussed and finally, recommendations are made for future research in the field of IOP. This chapter concludes with a summary.

8.2 CONCLUSIONS

Step 8 in the research process focuses on the conclusions, based on the literature and empirical studies in accordance with the aims of the research, as set out in Chapter 1 (see 1.4).

8.2.1 Conclusions relating to the literature review

The general aim of this study was to determine whether relationships and differences existed between WLB and SWB as manifested in a sample of respondents across generations in the South African working population.

The sections below present the conclusions drawn for each specific research aim in terms of the literature review.

Research aim 1:

The first literature aim, namely to conceptualise the construct of generations, was achieved in Chapter 2. The following conclusions were drawn:

A generation is defined as a group of individuals born during the same period and who experience the same culture. Identifying diversity factors, such as age and building the understanding of generational differences, present advantages to organisations. It was concluded that, although some distinctions between older and younger workers were found, more similarities than differences were found. Many of the same influences have shaped the lives and work experiences of the Baby Boomers, Generation X and Generation Y individuals. At the same time, however, each generation has its own distinct attitudes, priorities and work habits. Generational differences between employees create challenges for organisations, and the literature

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review emphasised the need each generation has for a WLB. It was concluded that all generations have a need for WLB, but that each generation interprets this concept in a different way, and that different drivers and different psychological constructs would influence WLB for the different generations.

It was concluded that having insight into a generation’s characteristics and perceptions is extremely valuable to individuals, organisations and researchers. Shared values between generations could create natural alliances and sharing information and energies among older and younger individuals could increase innovation and creativity. Younger and older individuals can often learn from each other and understanding the different generations and characteristics could help to communicate properly.

Research aim 2:

The second literature aim, namely to conceptualise the construct of WLB, was achieved in Chapter 3. The following conclusions were drawn:

WLB is the individual’s ability to manage the multi-faceted demands of life and the extent to which an individual has a sense of happiness, optimism, self-esteem and engagement and simultaneously maintain an overall sense of well-being across the spheres of work and life. It was concluded that striving for WLB is not unique to any one generation; instead, it is a common desire. However, what constitutes WLB differs across generations depending on life stage and career phase. There is an implicit normative assumption that balance is good. To balance work and life implies human agency, which means steps can be taken to manage the balance. It was concluded that for most individuals, a healthy WLB means getting an acceptable share of time between their needs and those of others around them, whether in the workplace or in personal life. Many individuals experience first-hand how spending too much time at work could affect their personal lives negatively. Conversely, being pulled in by too many demands from home can make it hard to concentrate on work. Whether there is too much focus on work – or too little – when work-life and personal life feels out of balance, the result is dissatisfaction.

WLB as a concept has grown and expanded over time and looks very different in the current world of work. Technological advancement, globalisation of markets, changes

182 in workforce demographics across generations, various generations in the workplace and the traditional work–family balance changing – these all played a role in work–life balance in the current world of work. It was concluded that WLB in the current world of work is not about how individuals can make up time for all the demands in their lives, but rather how individuals can manage their lives by balancing time, involvement and satisfaction, and become flourishing individuals. WLB has become a matter of priorities and values, personal preferences and overall well-being. Although all three generations participating in the current research believed in a balance between life and work, the researcher concluded that Generation Y respondents gave their personal lives, personal values and goals more importance than Baby Boomers and Generation X.

It was concluded that WLB remains a complex issue that needs to be addressed by individuals, researchers and employers. WLB is contentious, because it is individual, and yet universal across generations in the current world of work. By understanding WLB, organisations can promote a positive working environment and healthy, flourishing employees.

Research aim 3:

The third literature aim, namely to conceptualise the construct of SWB, was achieved in Chapter 4. The following conclusions were drawn:

SWB is a function of multiple elements, each of which can be measured individually and then applied holistically with one another to achieve overall well-being. It was concluded that WLB and SWB are strongly connected.

It was further concluded that SWB is associated with the psychological constructs of Happiness, Optimism, Self-esteem and Engagement, and that it could be proposed as a latent variable for this study. It was generally agreed that WLB is important for an individual’s PWB, and that high self-esteem, satisfaction and an overall sense of harmony in life could be regarded as indicators of a successful balance between work and other life roles. SWB is related to WLB and flourishing individuals, and that it is achieved when people are satisfied with their work and life roles.