Social well-being profiles
This study aimed to determine latent profiles of social well-being using a person-centered approach and to investigate differences between the profiles in terms of trust in managers and colleagues, job satisfaction, intention to leave, and demographic variables (age, job categories, and service years). Permanently employed individuals of a South African utility organization participated in the study (N = 403). The Social Well-being Scale, Workplace Trust Survey, Job Satisfaction Scale, and Turnover Intention Scale were administered. Three profiles of social well-being were identified, namely, the socially well, socially withdrawn, and superficially socially well profiles. The first two profiles demonstrated either relatively high or relatively low scores on five dimensions of social well-being (contribution, integration, acceptance, actualization, and coherence). The superficially socially well profile showed above-average social contribution and integration, but below-average social acceptance, actualization, and coherence. The socially well profile was associated with trust in managers and colleagues, job satisfaction, and low intention to leave. The opposite patterns were found for the socially withdrawn profile. Two demographic variables, namely, age and service years, were associated with profile membership. The associations between age, job satisfaction, and intention to leave were more significant in specific social well-being profiles.