Date of Award

Spring 2023

Degree Type


Degree Name

Doctor of Philosophy (PhD)



Committee Chair

Melanie Leuty

Committee Chair School


Committee Member 2

Emily Bullock-Yowell

Committee Member 2 School


Committee Member 3

Craig Warlick

Committee Member 3 School


Committee Member 4

Randolph Arnau

Committee Member 4 School



Multiple theories have been designed to better understand how elements of working can affect personal well-being (Dawis, 2005; Duffy et al., 2016a; Duffy et al., 2018). The Theory of Work Adjustment (Dawis, 2005), a classic trait-and-factor theory, proposes that job satisfaction is the result of how well the needs and values of the worker fit within the needs and expectations of the workplace. The Psychology of Working Theory (Duffy et al., 2016a) posits that acquiring decent work (i.e., jobs that provide safety, access to healthcare, adequate compensation, hours for rest, and congruent values) will lead to well-being. Additionally, this theory acknowledges some of the limitations faced by marginalized groups when navigating the workplace and making a career choice. The Work as Calling Theory (Duffy et al., 2018) suggests that living a calling through work is directly related to increased job satisfaction. The purpose of the present research was to compare these theories’ ability predict job satisfaction and life satisfaction across a diverse group of employed, American adults. Latent Profile Analysis (LPA) was used to identify heterogeneous profiles across the key variables of each theory. A 6-group model was supported. A regression analysis was conducted to examine the influence of group membership on well-being while accounting for demographic covariates (e.g., race, sexual orientation, income). This analysis revealed that group membership was a significant predictor of well-being across groups. Conversely, regression analyses revealed no significant effects from demographic information on the relationship between work variables and well-being.