Authors: Sujith R J, Dr Shalini Acharya
DOI Link: https://doi.org/10.22214/ijraset.2024.61285
Certificate: View Certificate
Employee engagement is a crucial factor for organizations seeking to improve productivity, reduce turnover, and promote a positive work culture. In recent years, organizations have increasingly turned to wellness measures as a way to enhance employee engagement and overall well-being in the workplace. This study aims to assess the effectiveness of wellness measures on employee engagement by examining various strategies implemented by organizations and their impact on employee engagement levels. Wellness measures encompass a wide range of programs and initiatives designed to promote employee health, well-being, and work-life balance.
I. INTRODUCTION
The rationale for conducting a study to assess the effectiveness of wellness measures on employee engagement stems from the increasing recognition of the interconnectedness between employee well-being and organizational success. In today's dynamic and competitive business landscape, organizations are increasingly prioritizing the holistic health and wellness of their workforce as a strategic imperative. Recognizing that engaged and healthy employees are more likely to be productive, innovative, and resilient, many companies have implemented various wellness initiatives ranging from physical fitness programs to mental health support services. The motivation behind this study lies in the desire to empirically evaluate the impact of these wellness measures on employee engagement, which serves as a critical indicator of organizational health and performance. Employee engagement encompasses the emotional commitment and dedication employees have towards their work and organization. It is characterized by factors such as job satisfaction, enthusiasm, motivation, and a sense of belonging. Research suggests that engaged employees are not only more productive but also more likely to exhibit loyalty, creativity, and discretionary effort, all of which contribute to organizational success.
II. REVIEW OF LITERATURE
III. NEED FOR THE STUDY
IV. RESEARCH OBJECTIVE
V. METHODOLOGY
VI. MODELING AND ANALYSIS
c |
2 |
Number of categories |
n |
100 |
Sample size |
χ² |
0.0402576 |
Chi square test statistic |
DF |
1 |
df = c-m-1 =2-0-1 = 1 |
Phi effect (Φ) |
0.0200643 |
Φ=√(χ2/n) |
The p-value equals 0.841, ( p(x≤χ²) = 0.159 ). It means that the chance of type I error, rejecting a correct H0, is too high: 0.841 (84.1%).
The larger the p-value the more it supports H0.
The test statistic χ² equals 0.04026, which is in the 95% region of acceptance: [-∞ : 3.8415].
The observed effect size phi is small, 0.02. This indicates that the magnitude of the difference between the observed data and the expected data is small.
VII. HYPOTHESIS
Null Hypothesis: There is no significant relationship between Assessing the effectiveness of wellness measures on employee engagement.
Alternative Hypothesis: there is a significant relationship between Assessing the effectiveness of wellness measures on employee engagement.
VIII. LIMITATIONS
IX. RECOMMENDATION
The assessment of wellness measures on employee engagement has shown positive results. By implementing various wellness programs such as health screenings, fitness challenges, mental health workshops, and other initiatives, organizations have been able to improve employee engagement levels significantly. These measures have helped to create a healthier, more positive work environment, leading to increased productivity, higher job satisfaction, and reduced turnover rates. Overall, the results suggest that investing in employee wellness can have a direct impact on engagement levels and ultimately contribute to the overall success of the organization. It is important for companies to continue monitoring the effectiveness of their wellness initiatives and make adjustments as needed to ensure maximum impact.
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Copyright © 2024 Sujith R J, Dr Shalini Acharya. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
Paper Id : IJRASET61285
Publish Date : 2024-04-29
ISSN : 2321-9653
Publisher Name : IJRASET
DOI Link : Click Here