Determinants of employee wellbeing in Eswatini

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.