{"id":425116,"date":"2026-08-21T00:38:34","date_gmt":"2026-08-20T16:38:34","guid":{"rendered":"https:\/\/library.usj.edu.mo\/?post_type=tnc_col_19631_item&#038;p=425116"},"modified":"2026-08-24T12:16:40","modified_gmt":"2026-08-24T04:16:40","slug":"work-empowerment-and-satisfaction-of-local-and-non-local-workers-in-macao-the-role-of-culture","status":"publish","type":"tnc_col_19631_item","link":"https:\/\/library.usj.edu.mo\/zh\/student-thesis-dissertation\/work-empowerment-and-satisfaction-of-local-and-non-local-workers-in-macao-the-role-of-culture\/","title":{"rendered":"WORK EMPOWERMENT AND SATISFACTION OF LOCAL AND NON-LOCAL WORKERS IN MACAO: THE ROLE OF CULTURE"},"content":{"rendered":"<p>MACAO&#8217;S UNIQUE SOCIO-ECONOMIC ENVIRONMENT PRESENTS WORKING WOMEN WITH DISTINCT CHALLENGES. RECENT SURVEYS (MACAO STATISTICS AND CENSUS BUREAU, 2024) INDICATE THAT THE FEMALE LABOR FORCE PARTICIPATION RATE STANDS AT 65.7%, WITH OVER 70% OF WOMEN ALSO SERVING AS PRIMARY CAREGIVERS FOR THEIR FAMILIES. AMONG THESE, MORE THAN 20% MUST JUGGLE MULTIPLE RESPONSIBILITIES, INCLUDING WORK, FINANCIAL BURDENS, AND HOUSEHOLD CHORES. PARTICULARLY IN MACAU&#8217;S MAJOR INDUSTRIES SUCH AS GAMBLING, EMPLOYEES OFTEN WORK ROTATING SHIFTS, STAND FOR EXTENDED PERIODS, AND MUST MAINTAIN A HIGH LEVEL OF SERVICE ENTHUSIASM, WHICH IMPOSES ADDITIONAL PSYCHOLOGICAL STRESS. ACCORDING TO DATA FROM THE MACAU STATISTICS AND CENSUS BUREAU IN 2023, OVER 60% OF WORKING WOMEN IN MACAU ARE SUBJECT TO SHIFT WORK SYSTEMS, WITH NIGHT SHIFTS AND HOLIDAY SHIFTS BECOMING ROUTINE. THEY ALSO HAVE TO ENDURE NEGATIVE REACTIONS FROM SERVICE RECIPIENTS, LEADING TO INCREASED STRESS DUE TO ROLE CONFLICTS AND WORK ENVIRONMENT PRESSURES. SUPPORT SERVICES FOR WORKING WOMEN IN MACAU REMAIN INADEQUATE, AND RESEARCH ON THIS TOPIC IN MACAU IS INSUFFICIENT. THEREFORE, THE PURPOSE OF THIS STUDY IS TO EXPLORE THE RELATIONSHIPS BETWEEN THE RESEARCH VARIABLES OF WORKING WOMEN IN MACAU: THE THREE DIMENSIONS OF WORK STRESS (INCLUDING WORK PSYCHOLOGICAL LOAD, WORK CONTROL, AND EMPLOYMENT INSTABILITY), WELL-BEING, LIFE SATISFACTION, AND DEMOGRAPHIC VARIABLES (INCLUDING DEMOGRAPHIC MODERATOR VARIABLES AND WORK CHARACTERISTIC MODERATOR VARIABLES). THE STUDY SAMPLE CONSISTED OF 204 WORKING WOMEN FROM VARIOUS INDUSTRIES IN MACAU WHO PARTICIPATED IN A QUESTIONNAIRE SURVEY. THE SAMPLE WAS OBTAINED THROUGH CONVENIENCE SAMPLING AND SNOWBALL SAMPLING, AND DATA WAS COLLECTED USING A SELF-DESIGNED QUESTIONNAIRE TITLED \u201cSTUDY ON WORK STRESS, HAPPINESS, AND LIFE SATISFACTION AMONG WORKING WOMEN IN MACAU,\u201d WHICH INCLUDED SECTIONS ON \u201cDEMOGRAPHIC VARIABLES,\u201d \u201cWORK FATIGUE SCALE-III WITH THREE SUBSCALES: WORK PSYCHOLOGICAL LOAD, WORK CONTROL, AND EMPLOYMENT INSTABILITY,\u201d , \u201cWHO-5,\u201d AND \u201cSWLS\u201d TOOLS FOR DATA COLLECTION. THE DATA COLLECTED FROM THE QUESTIONNAIRES WERE ANALYZED USING DESCRIPTIVE STATISTICS, ONE-WAY ANALYSIS OF VARIANCE, INDEPENDENT SAMPLES T-TEST, CHI-SQUARE TEST, CROSS-TABULATION, PEARSON CORRELATION COEFFICIENT, AND TUKEY&#8217;S POST-HOC TEST. THIS STUDY EXPLORED THE MECHANISMS THROUGH WHICH THE THREE DIMENSIONS OF WORK STRESS AND SHIFT WORK INFLUENCE WOMEN&#8217;S WELL-BEING AND LIFE SATISFACTION. THE STUDY FURTHER REVEALED DIFFERENCES AMONG DIFFERENT DEMOGRAPHIC GROUPS: HIGH-INCOME WOMEN HAD HIGHER LIFE SATISFACTION BUT RELATIVELY LOWER WELL-BEING, REFLECTING A DISCONNECT BETWEEN MATERIAL CONDITIONS AND PSYCHOLOGICAL WELL-BEING; MARRIED WOMEN WITH CHILDREN WERE AT A DISADVANTAGE IN TERMS OF WORK CONTROL BUT MAINTAINED HIGHER OVERALL WELL-BEING DUE TO FAMILY SUPPORT AND ROLE DIVERSITY; HIGHLY EDUCATED WOMEN EXHIBIT A \u201cHIGH STRESS-HIGH CONTROL-HIGH WELL-BEING\u201d PATTERN, REFLECTING THE DUAL RETURNS OF EDUCATIONAL INVESTMENT; AND LOW-EDUCATED, LOW-INCOME, AND SHIFT-WORKING WOMEN ARE AT A DISADVANTAGE IN MULTIPLE ASPECTS, FACING HIGHER WORK-RELATED PSYCHOLOGICAL STRESS, LOWER AUTONOMY, AND GREATER JOB INSECURITY. IN RESPONSE TO THESE FINDINGS, THE STUDY PROPOSES A SERIES OF PRACTICAL RECOMMENDATIONS AIMED AT ENHANCING WORKPLACE WELL-BEING FOR DIFFERENT GROUPS OF WOMEN THROUGH POLICY INTERVENTIONS AND ORGANIZATIONAL SUPPORT, THEREBY PROMOTING WORKPLACE EQUALITY AND MENTAL HEALTH. 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