Third Semester Final Project Report

Master of Business Administration

Submitted By:
Rajkumar Rajput REG # SP23-MBAI-0007
Advance Research Methodology

Project Advisor
Ms. Hina Fatima
June, 2024
Department Of Management and Science
Muhammad Ali Jinnah University Karachi
Effectiveness of Employee Well-being on
Performance and Retention
[Link]……………………………………………………………………………………..…………………………………………………..04
[Link] REVIEW…………………………………………………………………………………………………………………………………..05
2.0. NARRATIVE LITERATURE REVIEW……………………………….…………………………………………………………….05
2.1. SYSTEMATIC LITERATURE REVIEW……………………………………………………………………………………………05
2.2. ARGUMENTATIVE LITERATURE REVIEW…………………………………………………………………………….……..05
2.3. INTEGRATIVE LITERATURE REVIEW…………………………………………………………………………………….…….05
2.4. THEORETICAL LITERATURE REVIEW………………………………………………………………………………….……….05
[Link] AND METHODOLOGY…………………………………………………………………………………………………………………………..06
[Link] AND DISCUSSION……………………………………………………………………………………………………………………………07
[Link] AND RECOMMENDATIONS……………………………………………………………………………………………………..08
[Link]……………………………………………………………………………………………………………………………………………………09
INTRODUCTION:
Employee state of being comfortable is a key issue in any company and organizations want to ensure that their
employees’ worker is always happy and very enthusiastic at work. A good environment will increase the
potential of employees. Employee wellbeing includes both the physical and mental state that allows
employees to work with ease. Physical health includes various factors such as: lighting, temperature control,
something flows freely, and basically contact with things that directly affect the employee's body.
Employee well-being is situation that impacts the entire organization. Therefore, to effectively introduce new
cross-functional initiatives, you need to comprehend every person from the CEO to HR, marketing, finance,
facilities and IT. Employee well-being includes both physical and mental state. Physical well-being includes
basophilic subject such as pass to and from a place to lighting, ventilation and temperature control, and
primarily impacts our body directly. Equally important is supporting mental well-being by providing
appropriate quiet places to relax or organizing informal meetings with colleagues. Supporting physical and
mental well-being through office design helps build a healthy and productive workforce.
Employee happiness means that employees are happy to live and work. company are one of the most valuable
assets for a company. Their value is significantly increased to put money in training and welfare activities. The
main logic behind offering welfare programs is to create an efficient, healthy and happy workforce that is loyal
to the company.
Organization is the backbone of a company, and employee performance is the strength of the company. A
company needs to maintain a good relationship with its employees so that they feel comfortable at work and
can achieve the company's goals and objectives together. The impact of employee well-being on workplace
performance is a key issue that all companies focus on today. There are various types of wellness that can help
employees perform better at work. Companies need to ensure all kinds of wellness, including mental well-
being, physical well-being, social well-being, workplace well-being, and social well-being, so that employees
feel at ease and can work better for the company. Productivity will also increase.
To determine the employee appetite towards various welfare activities provided to the employees. To
comprehend whether the welfare activities improve the execution of an action of the employees and impel
them to do their work better. These are some things that help both the management and organization to
perform better in an organization and to continue to have a good relationship with each other.
LITERATURE REVIEW:
This research article examines whether improved employee happiness leads to increased productivity,
ultimately resulting in measurable benefits to the bottom line. The study examined the disprove something
and examined this question. Researchers found a significant and strong positive more things between
employee commitment to the organization and employee the execution of an action and customer loyalty, and
a strong negative correlation with turnover. In general, most work-related happiness is positively correlated
with increased fact of being able to generate at the business unit level.

Narrative Literature Review:

Research in a way that does not change shows a positive connection between employee happiness and job
execution. Happy and healthy employees are more productive and productive of desired effects, resulting in
better results. Employee happiness also leads to higher retention, less absenteeism, and greater job fulfillment
of a need. Companies that rate employee happiness experience greater employee be present at a specified
time and place, improved teamwork, and increased the ability to think about a task. Well-being initiatives such
as living in the present moment, stress management, and mental health support have proven to be expected
result in improving employee prosperous.

Systematic Literature Review;

Physical Health, Mental Health, Job Satisfaction, Commitment, Burnout, Stress, Work-Life Balance, Job
Performance, Productivity, Absenteeism, Intention to Change, Actual Change. The results make available a
robust and reliable overview of the existing manifest, enabling organizations and activity to make knowledge
decisions about expenditure in employee wellbeing process to achieve something.
Argumentative Literature Review:
Employee well-being has a important impact on job the execution and retention, so companies must prioritize
their well-being efforts. The relationship between employee happiness and proceeding and retention has been
exaggerated, and other factors such as job to ask and organizational support are more consequence. Employee
health is an individual responsibility, not a company one. The occurring focus on employee well-being is a
passing fad that will not lead to prolong when you make it better in performance or retention.
Integrative Literature Review:
Someone the study design, sample size, and population. Describe the amount of something used to assess
employee well-being, accomplishment of work, and retention. Indicate the duration of the study and follow-up
period. Summarize the results of the different studies. Report from end-to-end effect size and a state of mind
interval. Describe shapes and themes that emerge.
Theoretical Literature Review:
Job Demands-Resources Theory (JD-R), Self-Determination Theory (SDT), Conservation of Resources Theory
(COR), Psychological Capital Theory (PCT), Well-Being Theory (WBT), Social Exchange Theory (SET), Attachment
Theory (AT). Summarizes key hypotheses insights about the impact of employee well-being on accomplishment
of work and power of retaining. Highlights areas for future research and theory something grows. Highlights
the importance of prioritizing employee well-being in corporate performance and retention strategies.
Data and Methodology:

The study uses based on what is experienced research methodology. Both primary and secondary data are
used in the study, with the primary data being collected through a two-part questionnaire for primary and
secondary manufacturing units. The study was conducted to investigate the capability of producing a desired
result of employee wellbeing in the manufacturing unit and the onset of employee wellbeing on themselves, a
place of employment. performance. In order to identify the relevant practical, the fact of not being easy to do
faced by employees in the organization, these have been explicitly assessed in the study. The impact of
employee wellbeing on workplace performance with respect to the process of turning raw materials unit helps
highlight a situation faced by workers who participate in workplace wellbeing activities. This survey also helps
to understand the employees' opinions on the work atmosphere and the welfare measures the company
provides to its employees and to see if the company's work programs are make available good opportunities to
its employees. This survey is beneficial for both the organization of something and employees as the
management can know the needs and anticipating of the employees and the employees can communicate
their needs and to be suitable for something to the company. It also tells us how satisfied the employees are
with the welfare measures.
The objective of this study is to obey a law the impact of employee retention on organizational performance.
Career something grows, supervisor support, working environment, and compensation are the factors and key
variables of the study that consider how it affects employee retention. H. How much it affects the retention of
4,444 employees, which will ultimately affect the performance of the organization. The main focus of this study
is business organizations.
Our research type is quantitative research. The research something that one's efforts used will be descriptive
since we are testing a theory. The extent of the study will be relevant only to business organizations. The
research methodology will be mono-research since we are only conducting expressible in terms of quantity
research. The research methodology will be secondary since we are taking some data from economic
organizations in Pakistan. The approach will be reaching an answer and will move from the general to the
specific since the data will be collected only from specific country.
The period covered is cross-sectional as data is collected from multiple business organizations in Pakistan. Data
collection is secondary. The nature of the researcher's study is correlational as there is no instance of
interfering and the research setting is based in a natural environment.
Results and Discussion :

This article mainly discusses the impact of employee wellbeing on workplace performance. Employee appetite
is an important factor for companies, and employee continue having something has become more
consequence these days, so companies need to focus more on organization wellbeing to retain employees.
Employee wellbeing is very important for a company. To ensure employee satisfaction at work, employee
welfare measures
should be provided to employees. A survey on "employee wellbeing" was conducted to determine the facilities
that companies provide to their employees. Companies should provide employee welfare measures to satisfy
employees and increase internal productivity. The activities included in welfare measures in an excuse
industries are health and safety, child education, housing, travel, leisure facilities etc. The manufacturing sector
make available all the facilities required by employees to perform better in the organization. This study is
necessary to find out whether employee happiness contributes to improved workplace groups of people feel
and behave towards each other, to know more about the satisfaction of employees regarding employee
happiness in the organization and to analyze the facilities provided by organizations to satisfy their employees.
The objective of this study is to assess the forceful contact of employee well-being on workplace proceeding in
relation to the produce goods in large numbers sector. This study helps to know the state of looking forward
and opinions of workers something the welfare activities offered by the organization. The objectives of this
study are to identify the various welfare activities offered by the organization for the benefit of employees, to
explore the expectations and opinions of employees towards the welfare activities offered by the company,
and to determine the level of satisfaction of employees. To investigate the various welfare activities offered to
employees and to understand whether welfare activities improve employees' performance and motivate them
to do their work better. Empirical research methodology has been used in this study. The study includes both
primary data collected through problems and secondary data collected through research papers. The study
includes 100 surveyed employees and these 100 set of questions are divided into two halves i.e. 50 from
primary manufacturing department and 50 from secondary manufacturing department. The effectiveness of
employee welfare measures in manufacturing department
is investigated. The study analyzes the difficulties involved in measuring well-being. The study helps to find
solutions to the difficulties faced by employees in participating in welfare activities. It also helps to understand
the situation of workers in the workplace and helps
companies to see if their current programs are providing good comfort to employees. Through this survey,
companies were able to gain insight into employee satisfaction with the methods used to improve employee
happiness.
Conclusion and Recommendations:

Employee health maintenance activities are sustained to maintain their strength and mental and physical
performance. The work the circumstances, is encouraged to improve the ability to produce desired output of
employee welfare measures such as medical facilities, toilets, spit washing facilities, educational facilities for
children, canteen, drinking water, travel facilities, living facilities, and recreational facilities, which in turn
improve morale and efficiency. Employees have improved. Employee happiness is a factor that increases
satisfaction. The majority of respondents (4,444) feel that welfare measures help employees to perform better
at work. There is an opportunity to enhance employee safety and health measures. It is to the company's
advantage that the majority of respondents (4,444) revealed that they are satisfied with all the facilities
provided by the manufacturing division (4,444) such as: B. Medical facilities, child education facilities, travel
facilities, living facilities, and leisure facilities. The enjoyable surprise is that the manufacturing division
provides all the necessary facilities to its employees. This desire to do employees to perform better and
increase their productivity levels. Employee welfare measures help employees to achieve both individual and
organizational goals. Employees can balance their work and home life without any major issues and
manufacturing employees can easily manage their stress levels.
Therefore, it is concluded that there is a relationship between the state of wanting and dependent variables,
which is identified using significance values. The something grows of any organization or business aims at
employees functioning effectively and efficiently within the organizational system to achieve higher
productivity. The idea is that motivated and having made a pledge employees are an essential prerequisite to
achieve organizational goals. In this regard, Human Resource Management (HRM) practices need to be
considered to examine employee behavior and performance and retain them in the long run. An important
part of the findings of this study will help come to a decision about by investigation the key factors that lead to
employee retention in business organizations, namely, origin.
REFERENCE:
Alhmoud, A., & Rjoub, H. (2019). Total rewards and employee retention in a Middle Eastern context. SAGE Open, 9(2),
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Cennamo, L., & Gardner, D. (2008). Generational differences in work values, outcomes and person‐organisation values fit.
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Crumpacker, M., & Crumpacker, J. M. (2007). Succession planning and generational stereotypes: should HR consider age‐
based values and attitudes a relevant factor or a passing fad?. Public personnel management, 36(4), 349‐369.

Glass, A. (2007). Understanding generational differences for competitive success. Industrial and commercial training.

Kupperschmidt, B. R. (2000). Multigeneration employees: strategies for effective management. The health care manager,
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