CONSTRUCTS OF WELL-BEING AMONG SOCIAL WORKERS: AN ALTERNATIVE SCALE DEVELOPMENT

American Journal of Humanities and Social Sciences Research (AJHSSR) 2025
A J H S S R J o u r n a l P a g e | 109
American Journal of Humanities and Social Sciences Research (AJHSSR)
e-ISSN: 2378-703X
Volume-09, Issue-05, pp-109-123
www.ajhssr.com
Research Paper Open Access
CONSTRUCTS OF WELL-BEING AMONG SOCIAL
WORKERS: AN ALTERNATIVE SCALE DEVELOPMENT
MAHIDA A. NONOKAN, RSW1
, HELEN L. QUERUBIN, DSD2
1
(Professional School/ University of Mindanao, Bolton Street, Davao City, 8000, Philippines)
2
(Professional School/ University of Mindanao, Bolton Street, Davao City, 8000, Philippines)
ABSTRACT : The goal of this research study was to explore the dimensions of the determinants of the well-
being of social workers in the Philippines. The research employed a quantitative descriptive correlational design
in which data was obtained through structured questionnaires administered to social workers from different
organizations. This study aligns with the number three (3) United Nations’ Sustainable Development Goal
(SDG), the Good Health and Well-being, which strives to guarantee healthy lives and advance well-being for all
people, regardless of age. Exploratory Factor Analysis (EFA) was performed to determine the underlying
dimensions, which in this case were the well-being of social workers. The Principal Component Analysis was
used as the extraction method, while Varimax with Kaiser Normalization was applied as the rotation method.
The rotation converged in 21 iterations. The findings indicated that emotional intelligence and self-management,
work-life balance and job satisfaction, personal well-being and social support, workplace communication and
support, and professional development and training opportunities all correlated positively and significantly with
the outcome measure. As such, it was established in this study that emotional and social capabilities play an
important role in fostering satisfaction at the workplace and well-being in general.
Keywords - social work, exploratory factor analysis, varimax, kaiser normalization, emotional intelligence and
self-management, work-life balance and job satisfaction, personal well-being and social support, workplace
communication support, professional development and training opportunities, Philippines
SDG Number 3 : Good Heath and Well-being
I. INTRODUCTION
The problem of concern for the well-being of individuals in the helping professions, including social
workers, nurses, and therapists, arises from the distinctive challenges and expectations inherent in their
respective occupations. These individuals frequently commit themselves to providing assistance to others during
periods of emergency, resulting in both gratifying encounters and tensions that affect their welfare [1].
Furthermore, the prioritization of the well-being of social workers is crucial due to the inherent demands of their
occupation, which entails assisting individuals and communities in navigating intricate and frequently
demanding social matters. Social workers are essential contributors to the enhancement of individuals' lives;
nevertheless, the expectations and stressors inherent in their profession can have a substantial influence on their
well-being [2]. With the challenges that come along with the profession, their well-being must be an utmost
priority.
Social workers may confront extremely challenging circumstances, including instances of child abuse,
interventions for substance misuse, and providing counseling to those through crises. Exposure to traumatic
experiences and the subsequent suffering can potentially result in compassion fatigue, burnout, and heightened
vulnerability to mental health concerns unless appropriate measures for self-care and support systems are
effectively implemented. The imperative for continuous mental health resources and tactics to uphold their
psychological well-being is accentuated by the emotional burden associated with their profession. Additionally,
social workers often face an excessive workload and encounter significant administrative obstacles. Excessive
workloads, administrative tasks, and institutional barriers might contribute to elevated levels of stress and
dissatisfaction. These deconstruct, and issues may hinder their capacity to deliver high-quality care and
assistance to their customers, hence emphasizing the significance of sufficient resources and structural support
inside their organizations [3].
The Sustainable Development Goals (SDGs), a comprehensive framework for tackling global concerns
and supporting sustainability, are deeply entwined with this research [4]. This study is especially in line with
Sustainable Development Goal (SDG) number 3, Good Health and Well-being, which strives to guarantee

healthy lives and advance well-being for all people, regardless of age. A person's health and well-being are
crucial from the very beginning of their life. Having more positive feelings and a sense of purpose in life has
also been linked to better mental health, more happiness, and more progress [5].
The Sustainable Development Goals (SDGs) provide a road map for creating a more resilient,
inclusive, and sustainable future. They aim to eradicate poverty and hunger and to advance health, education,
gender equality, and environmental sustainability. These objectives highlight the significance of leaving no one
behind in addition to the urgency of acting as a group. The Sustainable Development Goals serve as a light for
nations, communities, enterprises, and individuals to strive together toward a society where shared prosperity
and well-being are realized within the constraints of our planet's resources as we manage difficult global
challenges.
Hence, the primary objective of this research is to identify factors of well-being among social workers,
determine the factor loading or index of the factors identified, and develop a framework of well-being in the
context of social workers. The study seeks to acquire a full comprehension of the diverse elements that influence
their overall well-being. This study aims to investigate the interplay of positive emotions, engagement,
connections, meaning, and accomplishment within the lives of social workers, utilizing the Exploratory Factor
Analysis (EFA) and PERMA model.
The whole quality of an individual's existence is encapsulated in the expansive concept of well-being
with its inclusion of physical, mental, emotional, and social health across various dimensions. Beyond the
traditional lack of illness, well-being encompasses additional positive dimensions that cultivate happiness, life
satisfaction, and purpose. Achieving well-being is an intricate process influenced by an excess of factors,
including financial stability, constructive interpersonal relationships, environmental context, physical health,
and mental resilience. The journey towards well-being calls for balance across several dimensions and demands
an ongoing dynamic approach. In their pursuit of personal fulfillment, individuals must maintain equilibrium
and find satisfaction and happiness amidst life's challenges. Well-being is a goal that matters to both individuals
and groups because it refers to how someone feels [6].
A boost in one's well-being has proven to increase productivity and efficiency in both work and daily
life. Not only do individuals in this state experience less absenteeism, but they report higher job satisfaction and
creativity levels. When experiencing positive emotions related to one's well-being, motivation is enhanced,
which, in turn, helps achieve personal or professional goals [7]. The promotion of well-being contributes to the
cultivation of positive interpersonal relationships. Robust relationships are often linked to heightened well-being
in individuals due to increased levels of empathy and social Engagement. Those who display these qualities
typically maintain more satisfying connections with others. This, in turn, leads to the creation of strong support
systems and the ongoing establishment and maintenance of these bonds. Robust social relationships, conversely,
function as a protective barrier against stress and augment overall welfare [8].
The PERMA model developed by Martin Seligman (2011) is highly pertinent to the notion of well-
being due to its capacity to offer a comprehensive and all-encompassing structure for comprehending the
various facets that contribute to an individual's overall experience of contentment and satisfaction. The model
acknowledges that well-being encompasses more than just positive emotions. Achieving personal targets,
building strong connections with others, participating in activities that matter to them, having a sense of
direction, and feeling happy are all crucial components of well-being. Positive Emotion, Relationships,
Meaning, Accomplishment, and Engagement all play vital roles in maintaining a healthy state of mind. To
achieve true well-being, we must understand that it is a complex and multifaceted concept that is influenced by
many factors in our lives. The PERMA model provides practical direction for individuals, researchers, and
policymakers who aim to improve well-being and foster a more fulfilling and purposeful life by considering
these five factors [9].
Psychologist Martin Seligman introduced the five essential components of the PERMA model that
contribute to one's overall well-being. The first element, represented by "P," is Positive Emotion, encompassing
feelings of contentment, joy, and happiness. The letter "E" is used to represent the concept of Engagement,
which denotes a condition of complete absorption and immersion in activities that hold significance. The letter
"R" symbolizes Relationships, highlighting the significance of favorable ties and social support within an
individual's life. The symbol "M" is used to denote the concept of Meaning, which pertains to the inherent sense
of purpose and satisfaction that individuals gain from their actions and personal values. Ultimately, the letter
"A" represents the concept of Accomplishment, which denotes a feeling of competence, attainment, and
advancement in relation to one's objectives. Collectively, these aspects form a complete framework that
facilitates the comprehension and improvement of well-being, both at the individual and societal levels [9].
Overall well-being starts with positive feelings. These emotions include happiness, appreciation,
pleasure, and love. Good emotions increase happiness and have physical and psychological benefits.
Participating in enjoyable activities, cultivating appreciation, and building strong relationships can promote this
aspect of well-being. Engagement, or "flow," is entire immersion in an action. When doing anything, people
often lose track of time. Engagement often brings deep significance and happiness. Participating in activities

that match our skills and interests can increase the frequency of happy experiences and improve our well-being.
Positive and meaningful relationships boost well-being. Social ties foster inclusion, emotional well-being, and
personal growth. This makes interpersonal ties crucial. The PERMA paradigm emphasizes strong social
connections, whether familial, friendly, or professional. For overall happiness, one must have purpose and value
in life. This requires aligning personal goals with community service, whether in one's career, hobbies, or
neighborhood. This can lead to a deep sense of well-being. Setting and achieving important goals is an
accomplishment. This includes competence, ability, and fulfillment. Taking on challenging tasks, setting
achievable goals, and celebrating little wins can boost happiness and well-being [10].
Furthermore, the concept of eudaimonic well-being has been further developed in modern psychology
by thinkers such as Carol Ryff. Rather than simply seeking enjoyment and pleasure, eudaimonic well-being
emphasizes a purposeful and introspective approach to achieving overall well-being. This perspective prioritizes
aligning one's life with one's true potential and identity, distinguishing it from the hedonic approach. This
approach underscores the significance of self-actualization, personal development, and the striving for
meaningful objectives and ideals. Eudaimonic well-being emphasizes the significance of individual
development and self-fulfillment in attaining an elevated state of well-being. The proposition posits that persons
who consistently endeavor to enhance their abilities, character, and potential are more likely to attain a
heightened level of satisfaction and contentment. The cultivation of a eudaimonic lifestyle has the potential to
enhance one's resilience. When individuals establish a strong connection with their values and purpose, they are
more likely to navigate through challenging circumstances and failures effectively. This is because they derive
resilience and determination from their profound sense of personal significance and intrinsic value [11].
The framework of subjective well-being (SWB) within psychology delves into the idea of well-being,
with an emphasis on an individual's subjective experience. The evaluation of an individual's own life and
experiences should be the driving force in determining their well-being instead of relying on objective measures.
SWB theory consists of three key elements: pleasant feelings, absence of negative emotions, and life satisfaction
[12]. An individual's state of well-being requires positive emotions, which are a key factor in the definition of
subjective well-being (SWB). Zustundheit is affected positively by feelings of enjoyment, elation, and gratitude.
These emotions not only assist in enhancing life's quality, but they are also beneficial to a person's mental and
physical welfare.
In conclusion, good feelings play a major role in one's contentment and fulfillment. To uphold
subjective well-being (SWB), negative feelings, such as anxiety, despair, and tension, must be reduced, while
positive emotions must be present. SWB entails the absence of negativity and the presence of positivity in equal
measure. Mitigating the frequency and magnitude of adverse affective states constitutes a fundamental
component in attaining a desirable state of holistic welfare [12].
The idea of well-being in societal theory, as espoused by scholars such as economist Amartya Sen and
philosopher Martha Nussbaum, extends beyond individual experiences to incorporate wider societal and
structural elements. This theory highlights the need to assess well-being not only in terms of personal
satisfaction or happiness but also in considering the capacities, freedoms, and opportunities that individuals have
within a given society [13].
Societal theories pertaining to well-being center their attention on the advancement of individuals'
skills and the extent of chances available to them to lead a life that is satisfying and meaningful beyond merely
experiencing positive emotions; true well-being encompasses the ability to pursue a life that holds personal
value. This means considering influential factors such as economic resources, healthcare, education, and basic
freedoms, which all contribute to an individual's overall state of well-being. These theories hold relevance in the
context of resolving matters pertaining to social justice and inequality [13].
The confluence of high job demands and low job resources creates a high-stress workplace that can
ultimately result in long-term burnout. Organizations must, therefore, constantly assess and improve job
attributes, such as by establishing reasonable objectives and challenges, maximizing job demands, and
allocating enough job resources [14] [15] [16] [17].
To address the dearth of specialized measurement tools for social work and recognize the value of
well-being, this study seeks to develop a unique scale tailored to assessing the well-being of social workers. The
goal of this scale is to provide a thorough evaluation of the diverse aspects of well-being that are especially
pertinent to accounting professionals. It considers the emotional requirements, the significance of meaningful
interpersonal relationships, the pursuit of a sense of purpose, and the gratification obtained from professional
achievements.
This study is of great significance as it addresses a pressing need within the field of social work. Social
workers assume a critical function in assisting individuals and communities who are vulnerable, frequently
encountering challenging and emotionally burdensome circumstances. Through the development of a
specialized well-being scale tailored specifically for social workers, this study has the potential to offer
significant contributions by shedding light on the distinct problems and determinants that impact the overall
well-being of individuals in this field. The results obtained from this research possess the capacity to provide

valuable insights for interventions, policies, and support systems aimed at augmenting the overall quality of life,
job satisfaction, and resilience of social workers. Consequently, these improvements are expected to contribute
to enhanced service delivery and more favorable outcomes for the populations being served. Furthermore, this
study makes a valuable contribution to the broader comprehension of well-being assessment by providing a
specialized instrument that may be customized for application in other demanding occupations, thereby
expanding its influence beyond the realm of social work.
To keep the research focused and realistic, the study has a clear scope and delimitations. The well-
being of social workers is the topic of this study. This investigation examines social workers' overall well-being.
Coping methods, job satisfaction, emotional endurance, self-care, and work stress contribute to this. This
research aims to develop a unique wellness rating system for social workers. The scale will be essential for data
collection and analysis.
Fig. 1 serves as a visual representation of the conceptual framework of the study, illustrating the
essential dimensions observed within the latent variable denoted as "construct of well-being of social worker,"
which explains the interconnected elements that define the construct and deconstruct of the well-being of social
workers. By defining these dimensions, the figure offers a comprehensive overview of the various facets
contributing to the construct of well-being.
II.HEADINGS
1. Introduction
2. Headings
3. Method
3.1. Research respondent
3.2. Materials and instrument
3.3. Design and procedures
4. Results and discussions
5. Figures and Tables
6. Conclusions and recommendations
7. Acknowledgements
III. METHOD
3.1 Research Respondents
Social workers are the target respondents of the study. This study examined the constructs and deconstructs of
well-being among social workers; the inclusion criteria are carefully defined to ensure a comprehensive and
representative sample. Respondents eligible for inclusion are qualified and certified social workers holding
recognized degrees in social work. A minimum of 2 years of professional experience in the field is required,
ensuring respondents possess substantial practical knowledge. The researcher aims for diversity within the
social work profession; therefore, individuals currently employed in various settings such as hospitals, schools,
non-profit organizations, government agencies, or private practices are considered. Respondents from different
specializations within social work, including clinical social work, school social work, healthcare social work,
and community social work, are welcomed. Age and sex are not restrictive factors, ensuring an inclusive
representation across various demographic groups. Crucially, respondents must voluntarily provide informed
consent, indicating their willingness to engage in the study. Competence in the language of the study is essential
for effective communication, and adherence to ethical guidelines, including maintaining confidentiality, is of
utmost. Moreover, respondents should be willing to openly share their experiences, challenges, and perspectives
related to their well-being as social workers. Availability for participation in interviews, surveys, or focus group
discussions, as necessitated by the study design, is also a prerequisite.
Purposive sampling was utilized in the study. Three hundred (300) Social workers were selected from a
variety of institutions, organizations, or geographical areas in the province of Sultan Kudarat. There are a variety
of operational environments for social workers at the study location. These could include community
organizations, social work agencies, healthcare facilities, or educational institutions. A cross-sectional
representation of respondents’ experiences ought to be a richer source of data [18].
To guarantee the validity and applicability of the research findings, the recruiting process must give top
priority to the suitability of the parties that have been identified as candidates. First and foremost, the researcher
must specify what criteria will be used to choose recruitment parties, such as social work organizations,
agencies, or professional networks, based on how well they align with the goals of the study and the
demographic of interest.
The researcher needs to set up clear lines of communication to interact efficiently with the recruiting
parties. This could entail contacting them by phone, email, or in-person meetings and outlining the study's goals,
the recruiting parties' roles, and the extent of their expected participation.

Maintaining open and honest communication with the recruiting parties is crucial to the success of the
recruitment process. This includes giving regular updates on the status of the recruitment, resolving any issues
or difficulties that may emerge, and asking for input to improve recruitment techniques. Once the potential
respondents are secured and well identified, before beginning the process of gathering data, the researcher
should make sure that any prospective respondents fulfill the requirements for study participation and have
given their informed consent.
The exclusion criteria are those without recognized social work degrees, respondents with less than two
years of required professional experience in the sector, who do not give their informed consent voluntarily.
Furthermore, respondents who violate ethical standards, especially those pertaining to confidentiality, are not
seen as deserving of consideration. They are reluctant to freely discuss their experiences, difficulties, and
viewpoints regarding their well-being as social workers, and these are also not included in the study.
In withdrawal criteria, if at any point a participant feels uncomfortable or decides they do not want to
continue, they are free and allowed to leave the activity. It is flexible enough that participants are free to go at
any time without giving a reason. Crucially, there are no repercussions for choosing to withdraw, and all data
gathered up until that time will be handled in complete confidence. Ensuring that participants' privacy and
autonomy are maintained throughout the research process, such data will not be included in the final analysis.
Confidentiality of participants’ information should be assured. Anonymizing data and safely storing
information are the steps the researchers must take to preserve participants' privacy. To protect the rights and
welfare of the participants, privacy and confidentiality are crucial in research. Ensuring confidentiality and
ethical integrity during the study process is contingent upon safeguarding sensitive data. The researcher is
responsible for making sure that subject data is saved safely, that only authorized individuals have access to it,
and that it is disposed of properly when it is no longer required. Respect for participants' private rights is
ensured by adherence to ethical norms and data privacy legislation. This creates a safe atmosphere for
participation and enhances the credibility of research findings overall.
3.2 Materials and Instruments
The study developed a specialized well-being scale tailored to social workers. The instrument was designed
based on the deconstructs and constructs of well-being identified in the research. Additionally, standardized
instruments related to the Exploratory Factor Analysis (EFA) and PERMA model were used to assess the
alignment of social workers' well-being.
The data analysis study took multiple steps. The study underwent reliability and validity analysis. The
evaluation of reliability and validity is of utmost importance in the assessment of research instruments,
including surveys, questionnaires, tests, or evaluations, as it determines their quality and credibility. Those
processes play a crucial role in guaranteeing the accuracy of the acquired data, ensuring that it effectively
measures its intended variables and can be continuously trusted for informed decision-making and correct
conclusions [19].
Reliability analysis entails evaluating the measurement instrument's consistency and stability across
various settings, respondents, and time. Multiple approaches exist for assessing reliability, such as test-retest
reliability, internal consistency reliability (measured by Alpha Cronbach), and inter-rater reliability. Internal
consistency reliability, in contrast, evaluates the extent to which various items or questions within a given
instrument exhibit agreement, hence providing a consistent measurement of the underlying construct [19].
The investigation of validity, however, centers on the degree to which the instrument accurately
assesses the target construct or feature. Various forms of validity can be evaluated, such as content validity,
criterion-related validity, and construct validity. Content validity is a critical aspect of ensuring that the
instrument accurately and comprehensively reflects the underlying construct that it intends to measure.
Criterion-related validity refers to the extent to which the scores obtained from an instrument demonstrate a
correlation with external criteria or established standards. This involves evaluating the relationship between test
scores and real-world performance, among other factors. The concept of construct validity entails the process of
verifying that the instrument utilized is accurately assessing the intended theoretical construct for which it was
specifically constructed. Frequently, the accomplishment of this task necessitates the implementation of
statistical procedures, such as factor analysis or tests of convergent and discriminant validity [19].
Content validity guarantees that the scale's items accurately reflect the deconstruct and the construct of
the Exploratory Factor Analysis (EFA) and PERMA model. The researcher used Exploratory Factor Analysis on
the gathered data to prove deconstruct and construct validity. Exploratory Factor Analysis was a useful tool for
determining the dimensions or underlying elements that influence the well-being of social workers and how well
they fit into the PERMA model. Through that procedure, the scale's ability to measure what it is supposed to is
verified.
By looking at the scale's correlations with other validated measures of well-being that are related to the
Exploratory Factor Analysis and PERMA model, the researcher can evaluate the scale's convergent validity. On
the other hand, discriminant validity guarantees that the scale is separate from measurements of irrelevant

factors. The results of the scale can be compared with external criteria pertaining to social worker performance,
job satisfaction, or other pertinent outcomes to demonstrate criterion-related validity.
Reliability analysis evaluated the well-being scale's stability and consistency over time and in many
circumstances. An internal consistency assessment is sometimes conducted using the Cronbach Alpha
Coefficient. The metric quantifies the degree to which every item on the scale assesses the same underlying
concept. A high alpha coefficient showed the consistency and dependability of the scale items.
3.3 Design and Procedure
This study employs a qualitative and quantitative research framework to explore the dimensions of the
determinants of the well-being of social workers towards research. The reason this design was used was because
mixed-method research is essential. After all, it combines the strengths of both qualitative and quantitative
approaches, providing a more comprehensive understanding of complex research problems. It makes detailed
and structured numerical data collecting possible, which was crucial for scale development and statistical
analysis. It is helpful in answering complicated queries that ask for both contextual knowledge and statistical
support.
In the qualitative method, the researcher gathered and interviewed selected seven (7) social workers
using guide questions to explore and understand social workers' experiences, behaviors, and social phenomena.
Three hundred (300) Social workers were selected from a variety of institutions, organizations, or geographical
areas in the province of Sultan Kudarat.
The study has a strong commitment to integrity and transparency, abstaining from any dishonesty in
the facts it presents. To make sure that the content is reliable and believable, integrity and truthfulness are
crucial. By abiding by these guidelines, readers may trust the paper and have confidence in the information it
provides. This commitment to honesty and transparency shows the researcher's ethical responsibility to
truthfully communicate findings and interpretations, as well as strengthening the research's credibility and
dependability.
A request letter was initially given to the concerned authorities. Informed consent from the respondents
was highly ensured. The researcher highly considered ethical standards during the research. To ensure that the
study has a high observation on ethical considerations, the researcher (a) obtain informed consent and assent
from the respondents by presenting them their role in participating and letting them sign the informed consent
and assent form in their own will; (b) minimize the risk of harm to respondents by not violating the safety
protocols against transmission of Covid-19 and other viruses; (c) protect their confidentiality and anonymity by
not allowing anyone access their personal information and the responses collected; (d) is true and honest with
the intention of research and mean no deception to any respondent; and (e) respondents was given the right and
freedom to withdraw from participating in the study if they feel uncomfortable or unwilling to.
The well-being scale and other pertinent instruments were given to the chosen respondents as part of
the data-gathering process. Surveys and structured interviews were used to collect data. Conceptualization is an
essential step in the study design process, as it involves developing a comprehensive grasp of the deconstruct
and construct that was intended to be measured. It is imperative to establish a specific definition for the
deconstruct and construct, accurately identify its underlying dimensions or elements, and design a theoretical
framework or model that guides the development of a scale (Kim et al.,2019).
The reliability of the scale was evaluated through the computation of several metrics, such as Cronbach
Alpha or test-retest reliability. Reliability analysis was utilized to assess the extent to which a scale consistently
captures the desired construct for measurement purposes. The scale's validity was evaluated through the
examination of its content validity, criterion-related validity, and deconstruct and construct validity. Content
validity is a measure of the extent to which a scale effectively encompasses the content of the concept being
measured. On the other hand, criterion-related, deconstruct, and construct validity evaluate the degree to which
the scale demonstrates the anticipated correlations with other variables or theories [20].
The process of refining the scale involves making adjustments to the items based on the analysis of the
data and the evaluation of their validity. This may include eliminating or altering some elements as deemed
necessary. The objective was to develop measurement equipment that is trustworthy and valid. Following the
process of refining and validation, a definitive version of the scale was obtained, which can be effectively
utilized in research endeavors or for practical assessments [20].
IV. RESULTS AND DISCUSSIONS
Exploratory Factor Analysis (EFA) was used to analyze the data obtained from the survey
questionnaire. The results have the following structure: measures of sampling adequacy and sphericity, rotated
component matrix, extracted factors characterizing the well-being of the social workers, latent roots criterion for
the extracted factors, and the developed thematic framework from the findings of the study.

The outcomes of the tests for sampling adequacy and multidimensionality with respect to the dataset
presented in Table 1 form the basis of the exploratory factor analysis (EFA) results. The Kaiser-Meyer-Olkin
(KMO) measure of sampling adequacy is 0.876. This is above the acceptable limit of 0.5. Kaiser (1974) explains
that a KMO value exceeding 0.8 indicates that the factor analysis will work well on the dataset without any
difficulties, which means the variables are expectably intercorrelated. Many distinct factors are available for
extraction.
Furthermore, Bartlett's Test of Sphericity was also conducted to test the assumption that the correlation
matrix is significantly different from the identity matrix. The calculated chi-square value was found to be
approximately equal to 20,359.22 with 4950 degrees of freedom, and the test was significant (p<0.01). This
shows that the variables have meaningful correlations, which proves that the data is appropriate for factor
analysis. The positive result of Bartlett's test also suggests that the dataset has the potential for the discovery of
underlying factor models.
For factor extraction, Principal Component Analysis (PCA) was used, and Varimax rotation converged
in 21 iterations was applied after the extraction to facilitate interpretation by maximizing the variance of the
factor loadings (Hair et al., 2010). This technique is quite advantageous when factors are expected to be
orthogonal or uncorrelated, allowing each component to be interpreted in isolation and its relevance to be
appreciated (Tabachnick & Fidell, 2013). After rotation, the emergence of 24 components was observed, where
items with factor loadings of over 0.5 were considered relevant, in line with the recommendations of
Balasundaram (2009) and supported by commonly accepted statistical practice (Field, 2013).
The constructs that have been found to have a significant impact on social workers' well-being are
Emotional Intelligence and Self-Management, Work-Life Balance and Job Satisfaction, Personal Well-Being
and Social Support, Workplace Communication and Support, and Professional Development and Training
Opportunities [21]. For these constructs, factor loadings show how closely each observed variable is related to
its corresponding factor. For example, self-management and emotional intelligence frequently exhibit high
factor loadings, indicating their significant impact on social work decision-making and stress management [22].
According to research, social workers who have a better work-life balance report higher levels of job
satisfaction and lower levels of burnout; therefore, work-life balance and job satisfaction also frequently have a
significant impact on well-being [23]. Significant factor loadings are also seen for social support and personal
well-being, highlighting the importance of social networks and self-care in preserving social workers' resilience
[24]. The significance of a supportive work environment and ongoing learning in improving well-being is
further supported by the meaningful loadings shown by workplace communication and support, professional
development, and training opportunities [25]. The multifaceted nature of social workers' well-being is
empirically supported by these factor loadings, which also highlight the need for more study to create solutions
that improve their personal and professional lives.
Fig. 2 shows the results of the second Exploratory Factor Analysis (EFA) conducted in this study in the
form of a scree plot. As delineated by Cattell (1966), the scree plot employs eigenvalues extracted from either
the input or condensed correlation matrix. The plot itself manifests as a visual representation where eigenvalues
are charted on the vertical axis while factors are delineated along the horizontal axis. Looking at the graph
provides information to the analyst for determining the vertex of the graph where the eigenvalue falls
significantly, which is often referred to as the 'elbow' of the graph. The scree plot assists in determining how
many factors are meaningfully reasonable and related to data and measuring how much of the variance is
accounted for by each factor. Analysts, in this case, want to identify the position on the graph where there is a
sudden change in the slope of the line connecting the points representing eigenvalues, which corresponds to a
steep drop in the value of eigenvalues.
This juncture indicates the number of factors deemed meaningful for further analysis. In the context of
the presented scree plot, it is evident that the instrument under scrutiny exhibits a multidimensional framework.
This observation is substantiated by the conspicuous decline in the plotted line after the third factor. This is in
line with Table 3, where the first three factors, taken together, explain a considerably high percentage of the
variance. Their decline in eigenvalues after a few components indicates that the main factors, which in this case
are those first ones, are adequate to represent the key facets of the data. As emphasized by Gorsuch (1997), the
efficacy of the screen test is contingent on specific conditions, particularly the presence of a sizable sample size
and well-defined underlying factors within the data.
The "elbow" point indicated on the plot corresponds to the cumulative variance presented in Table 3,
which shows that the initial few factors account for 71.679% of the total variance in the data regarding the well-
being of social workers. The scree plot, in general, supports the data in Table 3, which suggests that the number
of factors explaining the multi-factorial components of well-being is rather limited, thereby offering strong
support for the constructs measured in this research.
The latent roots criterion of the extracted factors is illustrated in Table 3, specifying the percentage of
variance attributed to each of the factors. This is the popular technique in factor analysis and principal
component analysis (PCA) for figuring out how many factors or components to keep. The latent roots criterion

is also called the Eigenvalue Criterion. This criterion is predicated on the correlation or covariance matrix's
eigenvalues, or latent roots, where each eigenvalue denotes the proportion of variance attributable to a particular
factor.
Kaiser (1960) asserted that since factors with eigenvalues greater than one can account for more
variance than a single observed variable, they ought to be kept. By excluding components that contribute less to
data variability, this threshold ensures a factor structure that is easier to interpret. Although the Latent Roots
Criterion is straightforward and often used, scholars have pointed out several of its drawbacks, including the
propensity to overestimate or underestimate the number of components in particular datasets [26]. For more
reliable factor retention decisions, it is therefore frequently advised to combine this criterion with other
techniques, like the Scree Test or Parallel Analysis.
With 24 factors reaching a cumulative variance of 71.679%, the multidimensional constructs related to
the well-being of social workers have been well captured. Moreover, this is in consonance with the study's
objective of creating specific tools to measure the different aspects of well-being, as demonstrated in the
conceptual framework.
Factor 1: Emotional Intelligence and Self-Management (which accounts for the largest proportion of variations)
contains five items, of which the ability to control emotion, cope with change, and remain positive is essential.
Emotional Intelligence and Self-Management are essential competencies that influence both personal well-being
and professional effectiveness, particularly in high-stress fields such as social work. Emotionally intelligent
people are more able to comprehend the feelings of others, which strengthens professional bonds and enhances
client results [27].
The constructs of emotional intelligence suggest that people who are able to manage their emotions
effectively and cope with changes are less likely to experience stress and challenges in their day-to-day
activities and work environments (Goleman, 1995). This dimension pertains to the issues of self-management
and self-regulation, which are critical in the domains of well-being. Social workers with high emotional
intelligence are better at handling emotional discomfort, which increases resilience and lowers burnout [28].
Factor 2: Work-life balance and Job Satisfaction (accounting for a significant part of the variance) focuses on
the extent to which an employee can effectively combine work and personal life without losing satisfaction in
both. This factor supports the existing literature that encourages striving for an appropriate work-life balance to
increase job satisfaction and general well-being [7].
Work-life Balance and Job Satisfaction are closely related ideas that have a big influence on worker
happiness and organizational effectiveness. Employees who effectively manage their time and separate work
from personal life experience lower levels of burnout and greater job fulfillment [29]. Moreover, it highlights
the importance of flexible work arrangements, such as remote work, compressed schedules, and supportive
leadership, in fostering work-life balance and increasing employee morale [30].
Factor 3: Personal Well-being and Social Support (explaining a considerable amount of variance) represent the
sense of well-being and harmony between personal and career life. This factor corresponds to the existing
literature on subjective well-being, which postulates that both self-actualization and social embeddedness are
integral to one's satisfaction with life overall [12].
One prominent theme is Emotional Resilience and Coping Strategies, which underscores how
individuals with strong personal well-being develop adaptive coping mechanisms to manage stress and
emotional challenges [21]. Social support, whether from colleagues, family, or friends, acts as a protective
factor that enhances resilience and prevents emotional exhaustion [24]. Moreover, it emphasizes the role of
social support in balancing work and personal life, ensuring that individuals can maintain both professional
commitments and personal fulfillment [30].
Factor 4: Workplace Communication and Support also explain a large amount of variance, underpinned by how
communication and relationship support are still important in the workplace. This is congruent with organized
behavior literature, which assumes that communications and managerial support are considered the primary
facilitators of job satisfaction and employee welfare in general [3].
One prominent theme is Effective Communication and Organizational Transparency, which
emphasizes the importance of clear, open, and honest communication in fostering trust and Engagement within
the workplace [31]. Employees who receive timely and transparent information from management report higher
levels of job satisfaction and commitment to their organization [32].
Factor 5: Professional Development and Training Opportunities (accounting for a significant portion of
variance) also emphasize the importance of the organization's support in the development of its employees. This
factor supports the idea that proper training and development opportunities influence job satisfaction and the
general well-being of employees [3].

One major theme is Skill Enhancement and Career Growth, which emphasizes the importance of
continuous learning in improving employees’ competencies and preparing them for career advancement [33].
Employees who engage in professional development programs report increased confidence, motivation, and
adaptability in their roles [34]. Another emerging theme is Workplace Performance and Productivity, as
organizations that invest in training programs see improved employee efficiency, innovation, and overall job
performance [35]. Well-trained employees are more equipped to handle job demands, reducing errors and
enhancing organizational success.
Moreover, Leadership Development and Succession Planning emerge as central themes, illustrating
how targeted training programs help organizations cultivate future leaders and ensure continuity in leadership
roles [36]. Lastly, Lifelong Learning and Adaptability underscore the necessity of continuous professional
development in today's rapidly evolving work environment. Employees who engage in lifelong learning
initiatives remain competitive and adaptable to industry changes [37].
V.FIGURES AND TABLES
Figure 1. conceptual framework of the study
Figure 2: scree plot of constructs of well-being among social workers towards research

Table 1. Sampling Adequacy and Multidimensionality Test for Construct of Well-being among Social Workers
Table 2. Factor Loading of the Constructs of Well-being among Social Workers Towards Research
Item Statement Factor 1 Factor 2 Factor 3 Factor 4 Factor 5
Q42 0.795
Q43 0.753
Q41 0.746
Q40 0.726
Q44 0.658
Q63 0.815
Q66 0.812
Q64 0.781
Q62 0.717
Q67 0.649
Q10 0.71
Q11 0.689
Q12 0.672
Q9 0.65
Q8 0.642
Q90 0.751
Q89 0.737
Q91 0.736
Q88 0.675
Q92 0.651
Q96 0.81
Q97 0.721
Q95 0.665
Q94 0.569
Table 3. Latent Roots Criterion of the Extracted Factors
Kaiser-Meyer-Olkin Measure of Sampling Adequacy. 0.876
Bartlett's Test of Sphericity Approx. Chi-Square 20359.22
df 4950
Sig. 0.0000

Table 4. Factor 1: Emotional Intelligence and Self-Management
Item Number Item Statements Coefficients
Factor 1: Emotional Intelligence and Self-Management
Q42 I am open to trying new approaches and solutions to solve problems. 0.795
Q43 I can quickly adjust to unexpected changes in my personal life. 0.753
Q41 I am comfortable and capable of adapting to changes in my work
environment.
0.746
Q40 I am open to seeking help or support when I need it. 0.726
Q44 I can adjust my mood at work when I need to. 0.658
Table 5. Factor 2: Work-Life Balance and Job Satisfaction
Table 6. Factor 3: Personal Well-Being and Social Support
Factor 3: Personal Well-Being and Social Support
Q10 I feel a sense of purpose and fulfillment in my daily life. 0.710
Q11 I stay calm when things go wrong. 0.689
Q12 I am able to strike a balance between my social life and work
responsibilities.
0.672
Q9 I have a support system (friends, family, colleagues) that I can rely on
when needed.
0.650
Q8 I generally feel content and happy in my personal life. 0.642
Table 7. Factor 4: Workplace Communication and Support
Factor 4: Workplace Communication and Support
Q90 I receive feedback and recognition from my supervisor/manager
regularly.
0.751
Q89 I feel connected and valued by my supervisor at work. 0.737
Q91 I assess whether my supervisor actively advocates for my professional
growth and development.
0.736
Q88 I appreciate the approachability of my supervisor and the openness to
discuss work-related issues.
0.675
Q92 Management actively encourages and welcomes feedback and
suggestions.
0.651
Table 8. Factor 5: Professional Development and Training Opportunities
Factor 2: Work-Life Balance and Job Satisfaction
Q63 I worry about work when I am not actually at work. 0.815
Q66 I have sacrificed my happiness to work. 0.812
Q64 I face difficulty in arranging leave. 0.781
Q62 This work provides opportunities to display talents and skills. 0.717
Q67 Negative people at work tend to pull me down. 0.649

VI. CONCLUSION
The study on the well-being of social workers employed Exploratory Factor Analysis (EFA) to identify
key factors influencing their well-being. The analysis revealed five significant constructs: Emotional
Intelligence and Self-Management, Work-Life Balance and Job Satisfaction, Personal Well-being and Social
Support, Workplace Communication and Support, and Professional Development and Training Opportunities.
These factors collectively explain a substantial portion of the variance in social workers' well-being,
highlighting the multifaceted nature of their well-being.
The results showed that among all the factors, emotional intelligence and self-management appeared on
top, which underpins the need to cope with stress and be able to adjust to flexibility for the purposes of
enhancing one's well-being. The high ratings on the emotional regulation items indicate that there is a likelihood
that social workers who provide good self-control to their emotions cope well with the occupational demands of
that nature. This factor emphasizes the importance of emotional intelligence in managing stress and enhancing
professional effectiveness. Social workers with high emotional intelligence are more resilient and better at
handling emotional challenges. Considering this, organizations should conduct training programs oriented
toward developing emotional intelligence and, more importantly, self-control among their employees. Such
training can enhance their coping abilities in stressful situations where challenges are experienced in the
workplace.
Furthermore, the issues pertaining to work-life balance and job satisfaction also stress the adverse
effects of occupational stress on one’s happiness and contentment in life. From the findings, many participants
expressed apprehension regarding work intruding into their leisure time and, therefore, these calls for
organizations to achieve balance. Judith and Campbell identify personal well-being and social support, which
are related to interconnected aspects, and together, the two were found to enhance life satisfaction significantly.
Talk of support systems also struck a chord, illustrating the role played by relational networks in coping with the
challenges of social work. Achieving a balance between work and personal life is crucial for reducing burnout
and increasing job satisfaction. Flexible work arrangements and supportive leadership play a significant role in
fostering this balance. Employers need to practice a proper work-life balance regime by allowing employees to
choose their working hours, work from home, and implement measures encouraging employees to go on leave
when necessary. It will also help initiatives aimed at preventing excessive working hours and encouraging
people not to remain connected with work even after official hours.
The well-being of social workers is strongly influenced by their access to social support systems, both
within and outside the workplace. The study found that social workers who have strong personal support
networks—such as colleagues, friends, and family—tend to experience lower levels of stress and greater job
satisfaction. Social support from colleagues, family, and friends acts as a protective factor against emotional
exhaustion. It enhances resilience and helps maintain a balance between professional and personal life.
Additionally, a sense of personal well-being, including a feeling of purpose and fulfillment, plays a crucial role
in maintaining motivation and resilience. Encouraging team bonding activities, mentorship programs, and
employee wellness initiatives can strengthen social support and contribute to the overall well-being of social
workers. Organizations can establish monthly peer support meetings where social workers can discuss
challenges and coping strategies.
Effective workplace communication and managerial support are fundamental to fostering a positive
work environment. The findings indicate that social workers who receive regular feedback, feel valued by their
supervisors, and have open communication channels with management report higher job satisfaction and
Engagement. Clear communication ensures that employees understand their roles, expectations, and available
resources, reducing uncertainty and workplace stress. Supervisor support, in particular, plays a vital role in
providing motivation, guidance, and emotional support to employees. In addition, the aspects of communication
and supportive practices in the workplace were equally necessary. It was shown that the presence of good
supervisors and willingness to speak freely increases the level of employees' Engagement and contentment. It
was revealed that recognition and supportive supervision increase morale. Organizations that prioritize
transparent communication, regular performance feedback, and an inclusive workplace culture can create a more
supportive and engaging work environment for social workers. Companies and organizations can introduce a
structured bi-weekly feedback session between social workers and supervisors. Training for supervisors in
active listening and supportive leadership techniques can also help achieve a healthy workplace environment.
On the other hand, opportunities for professional growth and skill enhancement are crucial for the
career satisfaction and long-term retention of social workers. The study found that employees who have access
to professional training programs, mentorship opportunities, and career development initiatives feel more
engaged and motivated in their work. Professional development, both in terms of training and growth, was
regarded as a way a company can prove its commitment to its people's growth. This thorough comprehension of
social workers' well-being lays an essential base for approaches that are meant to enhance their job contentment
and quality of life in a more concentrated way. Continuous learning not only helps social workers improve their
competencies but also prepares them for career advancement. Moreover, training programs focused on stress

management, coping strategies, and emotional resilience can further enhance their ability to handle workplace
challenges. Organizations should invest in regular training and professional development initiatives to ensure
that social workers remain equipped with the necessary skills to perform their roles effectively.
This research has determined that the state of social workers' well-being is a complex construct based
on several variables that interrelate. In other words, effective self-management in the workplace is necessary to
cope with the stress related to the difficulties experienced in the course of work. The ability to cope with work
and personal responsibilities effectively, however, is very important in the practice because it translates to job
satisfaction and enhanced well-being through the presence of good social support. This clear finding affirms that
such establishments must encourage the development of friendships between employees to ensure a conducive
working environment.
In addition, the findings drawn from this research could also benefit policymakers and leaders of
relevant organizations by highlighting social workers' issues. The provision of such supportive policies enhances
the mental and general well-being of the employees. It encourages their career advancement, which benefits not
only the employees but also the clients. By promoting a healthy workplace, organizations can maintain social
workers' motivation and interest in work, which then improves the services rendered and the efficiency of
delivery.
This demonstrates the feasibility of the proposed research objective from the perspective of
management. The analysis of its components identifies the ones that contribute to the theoretical underpinnings
of the research. Considering the research findings, a number of suggestions aimed at enhancing the quality of
social work practice are put forward. Additional studies are also suggested to be conducted to assess the effect
of external factors such as socio-economic status and organizational structure on social workers as occupational
groups. Longitudinal studies could help to answer the question about the evolution of well-being in response to
changes in the workplace over a period. Moreover, it would be beneficial to look into the effectiveness of
certain measures proposed in the context of increasing emotional intelligence and balancing work and personal
needs for the welfare of social workers. Studying different aspects of social work and different groups of people
in the field will also help to enrich the picture of well-being in this important profession.
In conclusion, the study underscores the need for a holistic approach to improving social workers' well-
being by addressing these multifaceted factors. Organizations should prioritize emotional intelligence
development, work-life balance initiatives, social support systems, effective communication, and professional
development opportunities to enhance social workers' well-being and effectiveness.
VII. ACKNOWLEDGEMENTS
The researcher would like to extend her heartfelt appreciation and profound gratitude to everyone who
helped finish her research study.
Dr. Helen L. Querubin, DSD, was honored as a research adviser for her essential advice, perceptive criticism,
and unwavering support throughout this process. Her knowledge and support greatly aided the conception and
completion of this work.
The researcher extends her gratitude to her panel members, Dr. Tan, Dr. Alongan, Dr. Amarillo, and Dr. Brigoli,
for their insightful criticism and recommendations, which significantly raised the caliber of the researcher's
work.
The researcher's strength and inspiration have come from her family's constant understanding, patience, and
support. Her deepest gratitude to her beloved family, whose unwavering support, love, and encouragement have
been the foundation of her journey. To her parents, Ummie Saida A. Nonokan, Al-hadja, and Abie Guialaludin
I. Nonokan, thank you for your unconditional love, sacrifices, and guidance. Their wisdom and belief in the
researcher have been her greatest source of strength and inspiration.
To her siblings, Juhara, Al-hader, Pahamudin, Muguiahid, Suod, Johaira, and Aiman, thank you for always
being there to cheer her on, offering words of encouragement and understanding during the most challenging
moments of this journey. Their support has meant the world to her.
To the researcher's best friend Norhana S. Undong, whose unwavering support, encouragement, and
companionship have been invaluable throughout this journey. Her constant motivation and words of reassurance
have helped the researcher stay focused and determined to complete it.
A heartfelt thank you to her friends and coworkers who have shared information supplied helpful guidance and
offered moral support throughout the most trying times of her journey.
The researcher also expresses gratitude to the Almighty Allah S.W.T., whose divine wisdom, boundless mercy,
and unfailing guidance have been the researcher's source of strength throughout this academic journey. His
blessings have granted her the knowledge, patience, and perseverance to complete this research successfully.
Last but definitely not least, the researcher wants to thank all of the study participants and responders whose
cooperation, time, and effort were crucial to finishing this research.

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