Date of Conferral

2022

Degree

Ph.D.

School

Psychology

Advisor

Nancy Bostain

Abstract

Corporate work-life balance (WLB) strategies help workers achieve psychological, physical, and emotional stability and contribute to organizational success. Most of the current literature centers on female workers, however, leaving the experiences of a sizable segment of workers, African American men aged 55 and older, unexplored. The purpose of this quantitative study was to examine whether WLB predicted job satisfaction among African American men aged 55 and older. A secondary purpose was to examine whether work hours and age moderated the relationship with job satisfaction. The theoretical framework included the boundary and border theories. The sample consisted of 126 African American men 55 and older who lived in the United States and planned to continue working either full-time or part-time. The methodology used was linear regression analysis, with the PROCESS analysis used for two moderators. WLB was a significant predictor of job satisfaction, r (126) = .631, p = .001. The moderator variable, weekly hours worked, was not a significant predictor of job satisfaction, b =.111, SE = .278, p = .690. Age, as a moderator, was found to be a significant predictor of job satisfaction, b = .646. SE = .276, p = .021. Further, as the participants increased in age, the relationship between WLB and job satisfaction increased as well. The study may encourage employers to focus on an overlooked group of workers who often do not access employer-based WLB policies. The potential implications for positive social change include improved mental and physical health outcomes among older African American men. Organizations could also benefit from increased worker engagement and productivity due to higher levels of employee job satisfaction.

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