Employee Well-Being and Influences of it’s various Factors

 

Rajeev Dutraj¹*, Palas R. Sengupta²

¹Ph.D. Scholar, Dept. of Commerce, University of North Bengal, India.

²Professor, Dept. of Commerce, University of North Bengal, India.

 

ABSTRACT:

Due to globalisation and fast technology upgrades, balancing work and personal life is very important for any employee and employer to enhance their productivity and reduce their mental stress. If mental health is satisfactory, then any employee can work to its full potential. Is it possible for an organization to keep up or track the employee's mental health? Keeping track of mental health is not possible every time, but what organizations can do is that they can come up with some employee welfare programme to enhance their self-esteem, inclusiveness, technology update to compete against contemporary competition, bring co-ordination with colleagues and maintain their work life balance. Mental wellness can only be worked out if an individual has complete integration of body, mind and spirit. Accounts and Audit can sometimes be tedious when there is weak and poor employee coordination. This can lead to stress, if annual auditing files are piled up during urgency with a priority demand from the supervisor. The preciousness and accuracy is very important when it is related to audit and accounting work. The methodology adopted for the study is exploratory factor analysis using principal component to see the various factors that can affect the employee well-being program of A.G Office of Sikkim, India towards its employees. Later on, the factors are tested for reliability test with correlation analysis. In the end, the relationship amongst the different factors and satisfaction level are analysed to see whether employee of A.G Office of Sikkim are satisfied with well-being program or not.

 

 

 

INTRODUCTION:

Every worker working in any organization whether public or private are constantly trying to find a balance between their work and personal lives. In order to maintain work-life balance, it is often seen that interference of one with the other leads to positive or negative ‘spill-over’ (2006, p.210). World Health Organization (WHO) defines health as a state of couple complete physical, mental and social well-being and not merely the absence of disease or infirmity. Health is totally different from wellness, where health is defined as the physical body being free from diseases.

 

However, wellness is an overall balance of an individual’s physical, social, spiritual, emotional, intellectual, environmental, and occupational well-being. Spirituality plays a pivotal factor in health, particularly in times of tough situations for an individual. It is a healthy aspect of being human and providing care, and it may assist patients in reframing their experiences and medical conditions as well as in finding meaning in their lives under such conditions. According to the current study's findings, spirituality and spiritual health are significantly positively correlated. Since spirituality is a crucial component of holistic care, it is crucial for an employee to maintain their spiritual well-being in order to give spiritual care. The contemporary study identified a robust correlation between spirituality and wellbeing. This wellness can only work when an individual has complete integration of body, mind, and spirit. When an organization focuses on employee wellness, it is directly proportionalto productivity, satisfaction with their work and impact on work-life balance. And reverse relation on the health cost of an organization, thus, reducing the employee absenteeism. The employee wellness program does not only focus to reduce health cost and increase productivity, but improving individual mental health also enhances an organization, hence, enhancing company culture. In an attempt to attract fit mental health and increase the productivity, managers or officers have been keen to offer workers all conditions necessary for their proper well-being and personal fulfilment. There is consensus that, in the context of the organization, people experience certain emotions and seek personal fulfilment and happiness (War, 2007). The head of establishment or HR department keeping wellness program has been an important concern and often adopted as a part of the business agenda. Proper research on the perceptions of well-being at work and identifying its predecessor consists of relevant issues from both managerial and academic standpoints. In this regard, it is important to know the various factors that can affect the well-being program. The advancement of knowledge about the phenomenon depends on valid and reliable measuring instruments.

 

BACKGROUND:

Sikkim, the 22nd State of the Indian Union, was merged with the Indian Union on 26th April 1975. Initially, Sikkim Cell was created under the charge of the Joint Director, Office of the Director of Audit Central, Calcutta, to discharge the accounting and auditorial functions for the State of Sikkim. An independent set-up with full-fledged functionality started in Gangtok with effect from 10th December 1981 with Shri R.P. Pal as its first Account General.

 

The office of the Pr. Accountant General (Audit), Sikkim functions under control of the Comptroller and Auditor General (CAG) of India, whose powers and responsibilities are described in Articles 149 to 151 of the Constitution of India and the Comptroller and Auditor General’s (Duties, Powers and Conditions of Service) Act 1971. As per the provisions of the Constitution and the Act, the CAG is the sole auditor of the accounts of the Central and State Governments. The reports of the CAG relating to the accounts of the State of Sikkim are submitted to the Governor of the State for being laid before the State Legislature.The office of the Principal Accountant General (A&E), Sikkim is located in the LekhaParikshaBhawan situated at Deorali, Gangtok, Sikkim.

 

The Dy. Accountant General(A&E) functions under the powers vested in the Comptroller and Auditor General of India by the Constitution of India and the Comptroller and Auditor General's Duties, Powers and Conditions of Services (DPC) Act, 1971.Compilation of monthly accounts of expenditure and receipts on the basis of vouchers, bank receipts, cash account and list of payments received from Chief Pay and Accounts Office of the Government of Sikkim and compiled accounts of Public Works, Public Health Engineering, Forest and other such Divisional Offices of the State, preparation of the monthly Civil Accounts and its submission to the State Government are some of it’s mere functions.

 

Finance Accounts and Appropriation Accounts of the State Government are prepared at the end of every financial year, thereafter which is approval of the Comptroller and Auditor General of India, are submitted to the Governor for placing before the State Legislature. Reconciliation of the accounts with the various Departments of the State Government and submission of reconciliation statements to Finance Department are also done.

 

The workload or stress in the current scenario has intensified because of increasing demand from their clients i.e. the increase of new departments in the state of Sikkim. Accounts and Audit work is not much stressful otherwise, but it can be tedious when we consider employee’s poor coordination which can make things worse. The sources of most stress can come up from the urgency of annual auditing backed up by demanding audit supervisors. The preciousness and accuracy in the work before proving to the client within a stipulated period of time create psychological stress. The field of organizational behaviour, which underlies various practices of managers, has emphasized questions regarding how and what are the ways to solve the problems and reduce deficits in the workplace (Luthans, 2002). Much research has been done to understand the negative psychological experience of the workers and to bring coordination and functionality in behaviours or outcomes. Turning into positive attitude mental health in a workplace is not a responsibility of an individual rather it is a team effort. This may result in a trustworthy, encouraging, and successful workplace where everyone wins. A positive attitude towards health can develop a healthy environment where all employee can attain their optimum potential in their work or performance and make this successful. It requires the commitment and involvement of vertical and horizontal staff across the organization. (Lalitha.R, 2020)

 

Office automation with new computer software has enhanced the work productivity. However, the user friendliness and lack of modern technology training can create spill-over of stress in work life balance, if employees are not well trained. New element into existing work environment has always created problem to employees as they have a hard time adapting the change. Adequate amount of training and time are the only solution to accept the new technology in organization, lack of training and openness to new ideas can lead to stress amongst employee. The healthy and effective functioning of organizations and their workers can be brought through a well-being program. In this context, there is consensus on the importance of well-being for individuals and the organization.

 

Office of the Senior Dy. Accountant General (A&E), Sikkim, Gangtok has various welfare or well-being programmes which focus on employee coordination, health, hygiene, etc. There are various factors which has affected the well-being program, which helps employee to reduce their mental stress by increasing the factors that affect the well-being or wellness of employee. In the studies of well-being, organizational literature has shown an effective approach at work is the positive evaluation of various job characteristicscomprising of emotional, motivational, behavioural cognitive and psychosomatic aspect.

 

LITERATURE REVIEW:

Christian Krekel et al. (2019) carried their research and published an article “Employee Wellbeing, Productivity, and Firm Performance”. The paper not merely focused on the implementation of a policy of well-being, but also on robust empirical facts about academic research with the links between well-being & performance and a market- analysis of research studies by Gallup organization on employee satisfaction and, various performance outcomes. The researcher’s endeavor to find the analysis of whether a higher employee well-being program brings higher productivity and ultimately benefits the bottom line of business. Before approaching productivity, three researchers explain the history of human relation theory that high employee well-being which is measured in terms of job satisfaction is associated with higher morale, thus, leading to productivity. This framework is in tune with positive behavioral implications (Fishbein and Aizen, 1975). The authors also explain the implications of work stress on employee emotions leading to either depression or lack of creativity, what psychologists call cognitive variation (Clore et al, 1994). Researchers used satisfaction with organizations in a place to work with liberty scale (5) questions to measure employee well-being. These questionnaires were included with employee engagement which goes well beyond satisfaction in employees’ psychology. The productivity outcomes factors were also used in this research paper, customer loyalty, profitability, employee productivity, and staff turnover. The research method used in this paper was meta-analytics [Schmidt and Hunter (2015)] corrected for heterogeneity within each category performance outcome. After the method was used, it was observed that satisfaction of employees had a substantial positive correlation with customer loyalty and a negative correlation with staff turn-overs. The correlation between employee satisfaction and productivity was seen as positive.

Jialin Fan et al. (2017) wrote this theoretical article and published an article “Positive Well-being and Work-life Balance among U.K railway staff”. The authors state in their paper that the importance of a well-being program in the railway industry is necessary due to their irregular working hours. The characteristics of the job had damaged their personal well-being either at work or outside work. Thus improving employees' or staff well-being program in an organization not only benefits but also improves their personal health, and also reduces the risk of the train safety problems. The research was conducted to measure existing staff well-being program positivity and work-life balance. The researchers also focused in measures of individual characteristics such as personality and healthy lifestyle which used DRIVE model to present their paper. This model comprises both individual characteristics and job characteristics that may influence well-being outcomes. During the research, it was observed that negative job characteristics i.e. high job demand and poor working environment associated with impaired well-being result either at work or in family life causing an impact on staff work-life balance. The researchers used self-being questionnaires that were presented in a study with the Smith-Well-being questionnaire (SWELL). These items in SWELL were derived from a well-being questionnaire (WPQ), a single-item scale. The output of the data of the research showed higher satisfaction and happiness, both at work and outside work. However, the work-life balance was generally poor. An optimistic personality and high levels of job support were the strongest predictors of job satisfaction, life satisfaction, happiness at work, and happiness outside work in them is the result. In addition to these, negative job characteristics were damaging to positive well-being at work high noise levels, in the work environment caused lower job satisfaction, and shift work significantly reduced happiness at work.

 

In this paper researcher states that health, happiness, and prosperity define a state of being in "well-being," whereas wellness refers to a more holistic, all-encompassing experience. Beyond the narrow definition of health as the absence of disease, wellness denotes a proactive approach to obtaining the highest levels of physical, mental, social, and emotional wellbeing. The study's findings suggest that workplace spirituality can play a useful role in enhancing organisational health by suitably influencing all the forms of employee wellbeing, taking into account the positive organisational outcomes associated with implementation of workplace spirituality as found in literature. The empirical investigation and validation of the hypotheses developed by this study have significantly added to the body of knowledge on workplace spirituality that is already accessible regarding the relationships between workplace spirituality and employee wellness. In contrast to earlier studies that concentrated on only a few specific dimensions, this study investigates and establishes the relationship between workplace spirituality and a comprehensive form of employee wellbeing, including all the dimensions of emotional, social, physical, social, intellectual, and occupational wellbeing. This study examines and establishes the association of workplace spirituality with a comprehensive form of employee wellbeing including all the dimensions viz., emotional, social, physical, social, intellectual and occupational wellbeing, thereby making it an all-encompassing study as compared to earlier researches focusing on only a few select dimensions.

 

The author of the paper expresses that a positive attitude helps to lead a positive life an individual. It is important to balance a positive attitude during the individual’s ups and downs in every aspect of life. A good attitude will get you through even the darkest of situations, so keep that in mind if an employee is feeling depressed or has a particularly negative outburst about the way things are going. Those who have a positive attitude will feel the health effects of having no illness and an overall positive sense of well-being. Mayo Clinic has many health benefits such as longevity, increased resistance to colds, reduced incidence of depression, improved cardiovascular health, reduced stress, and overall physical and mental vitality. He states that the benefits are influenced by a positive attitude. Currently, it is unclear how positive attitudes affect health. One theory revealed by the Mayo Clinic states that people with a positive attitude can better manage stress and anxiety. During this study, a positive correlation between a positive attitude and a healthier lifestyle through diet, social interaction, and diet is seen. Improving State of Mind Overall, the importance of having a positive attitude towards health is clear, but it's not yet clear how it works. The mind and body have always shown some strong connection. Any significant improvement in an individual state of mind can have a lasting impact on your health. One way to do this is to reinforce positive thinking by working diligently to refrain from criticizing yourself and others.

 

Rabindra Kumar Pradhan et al. (2019) wrote this articles and was published as “The Measurement of Employee Well-being: Development and Validation of a Scale” in Global Business Review. In this paper, researcher explains the employee well-being and its strategic relevance to the organization, during the process; individual has developed many areas to do research upon in the current scenario of high market competition. But it has lacked a proper theoretical model and comprehensive scientific tools to measure employee well-being. The researchers focused on a service industry where industry professionals often suffer from job burnout due to emotional exhaustion (Bakker, Denerrouti and Enweman, 2005). In addition to this, the rapid change and demand in technology ensure that many skills are becoming obsolete at a faster pace. In order to cope-up with the modern era, dual-earning families have become a common place (Cox, Edward's and Palmer, 2005) thus giving birth to a new set of challenges to manage the work life balance (Agarwal, 2014; guest, 2012, Robertson and cooper 2009) the policies related to employees welfare and health were introduced with utmost importance of employee well-being in business agenda. The researchers have given a fair attempt to both understand and expand structural dimensions of employee well-being and develop a comprehensive scale. Some of the factors that can affect the well-being are psychological well-being (PWB), social well-being (SWB) and workplace well-being. For initial validation. Pradhan and Hati prepared 62-items questionnaire keeping in the mind of the four factors. Content validity ration (CVR) was calculated as per the bases of respondents. The research was conducted on both exploratory factor analysis and confirmatory factor analysis. During EFA in SPSS 21 was used (Principal Comment extraction and varimax rotation primarily) which helped to assess internal consistency of the scale and the dimensional weightage of the construct. During exploratory analysis it was confirmed that the employee well-being scale comprised of four dimensions with 33 corresponding items. After EFA on the data, confirmatory factor analysis (CFA) was carried out using AMOS 20. It is used to study complex relationship of models that are not possible with other multivariate technique. Finally, the researcher could state in their paper that there are many methods to theorize employee well-being, still, it’s structural dimension and definition have not been agreed upon and accepted by all. However, with the help of qualitative and quantitative technique, 31 items scale were developed and validated for its use in research and practices.

 

The authors state that job holders invest eight to ten hours a day, on average, in their jobs or activities related to their jobs. Therefore, a person's level of happiness will mostly depend on how pleased he or she is at work (Tasnim, 2016). Thus, one's ability to be happy at work depends greatly on their working hours. While feedback gives employees exact information about the effects of their labour and autonomy makes employees feel personally responsible for their work (Hackman and Oldham, 1980). Another potential mediator of the relationship between professional goal achievement and happiness is work engagement. In 1987, Greenhaus, Bedeian, and Mossholder discovered that high levels of job performance (measured as supervisor evaluations) were connected with the considerable time commitment to work, high levels of job performances were linked with increased life satisfaction.

 

Gisela Demo and Tatiane Paschoal (2013) investigate the study and it was published as “Well-being at Work Scale: Exploratory and Confirmatory Validation in The United States Comprising Affective and Cognitive Components”. The researcher has tried to develop and validate an extensive scale to measure employees’ perception regarding the well-being in their research paper. The researchers feel that in order to attract and retain talent, employers must offer good workers necessary conditions for their proper performance, well-being and personal fulfillment. The reason of well-being to fail in any organization is theinability to understand the importance of dimensions. The lack of comprehensive human resource management instrument comprises of both positive effects and positive cognitive elements of wellbeing at work. The study also aims to validate the U.S. well-being at work scale(WBWS). In the field of general employee well-being, two large perspectives can be highlighted: the subjective well-being and the psychological well-being. Well-being at work acts as a positive evaluation of various job characteristics comprising emotional, behavioral, cognitive, motivational and psychosomatic aspects. Subjective Wellbeing means many pleasant and high life satisfaction. It is not solely depending upon a number of external factors similarly on internal psychological factors. The temperamental models also suggest the biological involvement on one’s level of happiness and instrumental perspective.

 

Emotional regulation is necessary for a successful existence since emotions have significant worth in life. When emotions are not under control, a person has a lot of difficulties in day-to-day living. Emotional stability is a crucial component of human life because it even leads to joyful and adaptable living. Aging is a natural stage of life that affects everyone; during this time, one might enjoy the fruits of a life well-lived and acquire unquestioned power, respect, and authority. The process through which the personality works constantly to improve their internal and interpersonal emotional health is known as emotional stability. People that are emotionally stable are composed and content with their lives; they handle situations expertly and find solutions. The process through which the personality works constantly to improve their internal and interpersonal emotional health is known as emotional stability. People who have good emotional health are relaxed, and content with their lives, and they cope with situations skilfully and without difficulty.

 

The five dimensions were proposed by the researchers for construct’s structure: effective dimension, professional well-being, social well-being, cognitive fatigue and psychosomatic dimensions. These dimensions are composed of different elements such as job satisfaction, emotional exhaustion, organizational commitment, autonomy, positive, social relationships among others. Exploratory factors analysis and confirmatory factor analysis were used in this study by the researchers. The exploratory factor analysis researcher confirmed the matric high factorability to perform the analysis, where KMU was 0.952, classified by Kaiser (1974). The maximum likelihood method was used to estimate both models by two confirmatory factor analyses run. The consequences of these analyzes recommended that well-being at work in the United States organizations are a multi-dimensional constructs that consists of three dimensions. The cognitive component of well-being expresses emotions and other refers to self-actualization with a term process of growth, both experiences must be jointly evaluated, Favet.al,(2011). The researchers tried providing construct validity through convergent, discriminate and homological validity which was assessed through correlation between human resources management practice and well-being at work in structural equation model. Hence these results showed three factor measures with reliability, construct validity and theoretical consistency on order to improve employees’ well-being.

 

Adolescent development is largely dependent on their mental health. Good mental health and mental maturity are essential throughout this time because they are connected to physical and social well-being, emotional stability, academic performance, and other aspects of daily life. Psychological health and satisfaction are signs of sound mental functioning. When people are highly satisfied with themselves, in a good mood, and only occasionally experience negative emotions like grief, anger, or inhibitions, they are considered to be in a state of psychological wellness. Adolescents' psychological welfare can be determined by their understanding of emotions, which is crucial for promoting a seamless transition from adolescence to adulthood.

 

M.Dolores Merino and Jesu Privado (2015) investigate the study and it was published as “Does Employee recognition affect positive psychological functioning and well-being?”, Spanish journal of Psychology. In the paper researchers explain employee recognition is one of the typical characteristics of healthy organization. It is observed in the paper whether the relationship between employee recognition and well-being, psychological mediate. It is seen that to cope with stressful professional situation employee recognition helps managers in an organization. But, the lack of recognition can also create psychological distress at work (Brun& Dugas,2008). The model of effort-reward imbalance (ERI), when this model is at imbalance, it leads to elicit negative emotions, and conversely, appropriate rewards can evoke positive emotion and well-being (Siegrist,2000). All the data are measured under well-being, positive psychological functioning and employee recognition. In the well-being, researchers used three scales, the first two which were: Satisfaction with life scale (Diener,Emmonas, Larsen and Griffen, 1985) and subjective happiness scale (Lyubomirsky and Hepper, 1997). The first (Satisafction with life scale) is composed of 5 items and the second (Subjective Happiness Scale) consist of 4 items. Both are 7 point Likert Scale. The third scale is composed of one item. The use of one general item to measure global well-being is common happiness studies (Veenhoven, 2009). Positive psychological functioning is measured with the positive psychological functioning scale (Merino and Privado, 2015). This scale consists of 33 items which measure 11 psychological key resources. The researchers choose recognition measures due to the importance on workers and on companies’ production and horizontal and lateral levels of interactions. In order to measure this, researchers have used two items based on 8 point Likert scales. The relationship was observed among the constructs: employee recognition, PPF and well-being was done by applying structural equation model. All analysis was performed with AMOS 7.0. The procedure to fit the models was maximum likelihood based on the x2 test. The final result of the paper is concluded by saying that employee recognition promotes positive psychological functioning and its absence worsens it. There is an indirect relationship between employee recognition and well-being. Finally, there is an immense influence of recognition between co-workers and positive psychological functioning has double the influence of recognition from supervisor.

 

The working life now a days are constantly juggling employee work and personal lives and escalating stress and pressure, along with organizational change in universities has created a bring problems for employees. High levels of perceived job stress and job threat stress has increased level of work-life conflict and decreased levels of work-life balance which is also theorized as framing on spill over theory (Zedeck, 1992). Job stress has been widely linked with adverse effects on employees’ psychological and physical well-being in many occupations. It also observed that stress has represented large emotional cost to employee well-being and financial burden towards organizational performance. All these problems are arising because of organizational changes restructuring are happening since last decade. The authors has used work-life-balance because they believe it, better encompasses work, personal and family responsibilities (Parkers and Longford, 2008, Quick, et al., 2004; Sullivan & Mainiero, 2008) states that organizations provide long term work-life balance culture, caste employee company loyalty and positive employee attitude to work. Work-life balance benefits organization indirectly, through increased well-being, decreased job stress and decreased burnouts of its employees (parkers & Langford, 2008). Higher work-life conflicts and low work-life balance are linked to reduced job satisfaction, lower organizational commitment, lower productivity and success rate. When any situation that is perceived as a threat, demand or challenge is called as stress (Hardie, Kashmir and Pridmore, 2015). Higher demand of works relates to stress and leads to organizational problems leading to low productivity increased absenteeism and turnover, as well as individual employee problems, such as drug abuse, alcohol and ill-being. Escalating too much job stress and ill-being for academics created a big problem in Australian Universities. The first section of the questionnaire measured demographic variable, age, gender, marital status, etc. The second section included a job stress scale, well-being scale, work-life balance scale and work life conflict scale. In general scale (SIG) stress is measured by perceived job stress based on Hazarus and Folleman’s (1984). Ill-being and well-being are adapted of Multidimensional Health states scales (Hardie, et al., 2015) were work-life balance used work-family balance scale, based on spill over theory (Zedeck, 1992). A rework of (O’Neil, Helms and Gable, 1986) size-items conflicts between work and family relation subscale was used to measure work life conflicts. This study investigate job pressure stress and job threat of perceiving job pressure stress and job threat stress would predict increased levels of working-life conflicts and decreased levels of work-life balance. The relationship between stress and well-being is well evidenced and relationship between perceived job stress and well-being and ill-being was also investigated. The researcher on this paper tried to contribute in the area of correlation relationship amongst job related stress, health, work-life balance and work-life conflicts among academics.

 

METHODS:

In order to see the different factors of A.G office of Sikkim, exploratory factor analysis using principal component has been conducted with SPSS v26, the sample data used for the study, i.e. n=84 to examine the structure. Scale reliability was assessed by Cronbach’s alpha. During the process of EFA, 38 questionnaires were given to 84 respondents to take out the factors that affect the well-being program of the organization. Some questionnaires were excluded because of cross loading. Only the items having factor loading higher than 0.5 were included in this study. Later on, those factors correlation analysis was done to see whether the factors emerged from the questionnaires. All the 38 questionnaires were adopted and customized as per the requirement of study from various scale cited below. Hence, judging whether employees of A.G office are happy or not. As per the theory of wellness program, employees need social wellbeing, intellectual and financial stability, psychological wellness etc. to cope up and fight with their mental stresses. Once they are able to overcome their mental stress, a positive correlation is observed between well-being program and productivity, thus, improving their work-life balance and avoiding the spillover theory.

 

Social relationships and interactions with employees in an organization are important for people of all cultures, especially for the elderly. Elderly people with strong social interactions and community connections have lower mortality rates, lower depression rates and better physical health.

 

Data was collected from 84 employees of A.G. office of Sikkim. There are total number of 120 employees combined from respectiveAudit and Accounts wings. Where 87% and 13% are male and female respectively. Since the A.G. office of Sikkim has 120 employees J.C.F de Wineter, D.Doder and P.A. Wieringa (2009) 50 members suggested as minimum sample needed and the sample size is 84 out of 120 which shows 80% of the total population.

 

The EFA and the correlation metric were performed in this study. The matrix determinant of Kaiser-Meyer-Olkin (KMO) sampling test were analyzed. Principal component analysis (PCA) was used to extract the factor keeping the eigenvalue as 1 which was examined with scree plot graph, anti-correlation matrix and parallel analysis were done.

 

The research was conducted under Exploratory Factor Analysis (EFA) with 38 items. The result showed the matrix above average factorability to perform the exploratory factor analysis with KMO .714 quoted by Kaiser (1974) with all the data showing normality. The percentage of variance criterion met a specified of variance more than 60%. Through principal component analysis, it was possible to decide how many factors would be extracted from 38 items. All the factors are adopted with eigenvalues higher than 1 which pointed out 5 factors. Orthogal factor rotation was used i.e. Varimax with Kaiser Normalization to avoid the cross loading of all the items. All factored items showed the reliability of more than .75 by using Cornbach’s Alpha. Eventually all the factorized items are gone under the correlation analysis to see their relationship with Employee Wellbeing Satisfaction Scale and all the scale were quoted under SWELL, Andrew and Hugo SMITH,2017, Physical Well-being Scale under Gary T. Reker& Paul T.P Wong, 28th May 2019 and Mental Well-Being Scale under The Warwick-Edinburgh Mental Well-Being Scale. After the completion of EFA, the factors had gone under correlation analysis to see their relationship with employee satisfaction level.

 

RESULTS:

Table 1 : KMO and Bartlett's Test

 

 

 

 

Table 2 Communalities

Extraction Method: Principal Component Analysis.

 

 

 

 

 

 

 

Table 3 Total Variance Explained

Extraction Method: Principal Component Analysis.

 

Figure 1

 

Table 4 : Rotated Component Matrix

Table 5 : Correlations

 

DISCUSSION:

This paper reports that A.G Office of Sikkim conducts various well-being programmes for its employees and the various factors of well-being programmes that affects the employee and later a correlation analysis are done.

 

The office of the Principal Accountant General (A&E), Sikkim, provides welfare to it’s employees through various means. The office has a spacious, well ventilated, neat and clean, comfortable working environment. Various hygiene measures are taken up on a regular basis in order to maintain a safe and hygienic workplace. The regularity of various programmes such as, conduction of health check-up camp, blood donation camp, celebration of Yoga day, etc. has proven efficient on the employee well-being front. Employees are provided with accommodation facilities at a walking distance from the office campus. The residential quarters for employees are regularly maintained and kept clean. They also have a well-equipped gymnasium in the residential campus. Employees are kept motivated via conduction of various recreational activities such as Hindi Pakhwada which is conducted annually comprising of various activities like quiz competitions, essay writing, spelling bee, followed by cultural (singing / dancing/ etc.) performances. The office has a Sports and Recreation Club which conducts various Indoor and outdoor sports activities such as chess, football, table tennis tournaments on a regular basis, which also helps in building up a sense of belongingness and better coordination among the employees. The office building also houses a nicely maintained office canteen which provides the employees with various hot meals at subsidized rates. The office also operates the Central Govt. Employees Welfare Co-ordination Committee, Gangtok, which functions for the welfare of the various employees working in different other offices under the Central Government. The employees also feel compassionate for their fellow colleagues. They extend their support, cooperate and assist sick employees at the office; organize farewell functions; arrange cremation activities and provide all sorts of help to the bereaved family, in case of death of a fellow employee.

 

After conducting Exploratory Factor Analysis with 38 items, we have come under five different factors i.e. Employee Social Well-being, Financial Well-being, Intellectual Well-being, Physical Well-being and Employee Satisfaction Scale. The nature of audit and accounts job needs higher amount of preciseness and a good team coordination which is not possible if either the employees do not know their peers or have a cordial relation amongst employees. In addition to this fact, they need to have mental peace and physicalfitness to keep their mind active and focused in their work. So in that case, A.G office has been conducting various kinds of well-being program such as Social gathering to enhance their coordination, physical wellness program to keep them mentally and physically fit and training programmes conducted in frequent basis to keep their employee on their toes with modern technology. It has been found that social gathering has brought cordial relations amongst the fellow employees which is reflected in their work as well. Being the government sector, the financial programme is significantly good and it has been observed in correlation analysis as well. The correlation analysis under Pearson Correlation shown in the table 5and a positive relation is observed with Employee Well-being Satisfaction. This proves that the various factor extracted from 38 items have positive correlation with the satisfaction level.

 

CONFLICT OF INTEREST:

The authors have no conflicts of interest regarding this investigation.

 

REFERENCES

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