Abstract:
According to research on Employee Wellbeing (EWB) literature, practitioners and academics
widely agree on the significance of EWB and its economic advantages for society. Growing
literature indicates that EWB has a relation to a variety of work outcomes such as job satisfaction,
affective commitment, turnover intention, and in-role job performance. This study explored the
relation among EWB and various work outcomes such as job satisfaction, affective commitment,
turnover intention, and in-role job performance. Zheng et al. (2015) highlight that EWB
encompasses individual employment as well as the cognitive necessities one’s living and working
worlds. It comprises, according to Zheng et al. (2015, p628), of three facets which are: “Life
Wellbeing (LWB), Worker Wellbeing (WWB), and Psychological Wellbeing (PWB)”. Using an
eighteen-statement instrument propositioned by Zheng et al. (2015), this research tested four
hypotheses. The researcher employed a convenience sampling method, as well as distributed
the questionnaire using Google Forms to individual workers across diverse industry sectors of the
economy. Socio-economic elements including gender, age, marital status, educational
attainment, years of work experience, job position, employment status, and income levels were
recorded to consider their potential influence on the connections that were being studied. Findings
of this investigation reveal a positive relation among employee wellbeing and job satisfaction, a
favourable impact upon affective commitment, an adverse relation with turnover intention’ and a
beneficial link to job performance. The study implies that the businesses, particularly in the
developing countries can benefit from recognising the significance of employee wellbeing in
shaping attitudes and behaviours at the workplace, thereby leading to positive organisational
outcomes.
