SUBMITTED BY:-

KHUSHI PANDEY A1698922029 MAOP

KHUSHI BHATT A1698922030
AVNI KOHLI. A1698922076
RICHA SINGH A1698922075
AYUSHI BINJOLA A1698922080
VIBHUTI SHARMA A1698922002

Gender and well- being : How gender effects well being if employees in an
organizational setup.

INTRODUCTION

Well-being is the experience of health, happiness, and prosperity. It includes

having good mental health, high life satisfaction, a sense of meaning or purpose,
and ability to manage stress. More generally, well-being is just feeling well 
Workplace Wellbeing relates to all aspects of working life, from the quality and
safety of the physical environment, to how workers feel about their work, their
working environment, the climate at work and work organization. 
Workers well-being is a key factor in determining an organisation's long-term
effectiveness. Many studies show a direct link between productivity levels and the
general health and well-being of the workforce.
Well being can be referred to as wellness and is the state of an individual or group
of people. It is the state of both physical and mental wellness of an individual.
Higher number of the wellness can be identified as the more positive impact on an
individual i.e. his or her physical and mental state is more positively inclined when
compared to other individual. Well being includes positive aspects such as feeling
happy, healthy, more socially active and have a purpose in life. Increasing well
being of ourselves has became very important for us to lead a happy and healthy
life in our future. Unfortunately the rate of well being is often found to be lower in
many of the countries such as U.S., China, India etc. where there are many of the
unemployed youth also these countries tend to have more burden over individual
professionally.
Enterprises and organisations are increasingly recognising the need to take the
well-being of their workers seriously. The more progressive organisations are
doing so because they appreciate that their most important resources are their
human resources - their people. Other organisations are beginning to address well-
being issues because it is becoming increasingly clear that many workplace
problems draw from a lack of commitment to the needs of their workers. A lack of
recognition on the need to promote workers well-being may give raise to
workplace problems, such as stress, bullying, conflict, alcohol and drug abuse and
mental health disorders. Potential solutions, such as leadership, communication
and a focus on learning and development are essential for anyone committed to
making the workplace a more decent and satisfying place.
Various theories were introduce in order to have a clear insight about the well
being in a work place such as Affective events theory: Weiss and cropanzano
(1996) proposed AET in which they highlighted the main role of the emotions
which leads an employer to behave in situations differently due to some personal
matters, his or her attitude etc. they also proposed that several work events leads to
feelings such as anger, joy, frustrations ,etc. also experience associated with
emotions often influence employers assessment to his or her job satisfaction.
Theory of work demand and employee well being: it states that usually individuals
tend to save their resources in order to further get motivated to complete their wrok
demand.it is also observed that higher resources lead to completing job demands
and thus helps in maintaining the well being of an individual.
Employee well being outside the workplace: increased job demand an workload
often leads to strain and less involvement in other personal situations. Due to stress
an individual is unable to cope up with their emotions and physical. Therefore
appropriate amount of work is to be given in-order to attain optimum results and
hence, an individual can focus on his or her well being too.
the concept of wellbeing in the context of the workplace has different meanings
within and across organisations and countries. This may be influenced by cultural
and societal processes and constraints and also in how the concept has developed
over time. Some researchers and stakeholders prefer the simple approach, such as
focusing only on the mental wellbeing of workers, but others, including those at an
international level, accept that the term is multifaceted and will incorporate work
and personal characteristics.
 
 
 
 
 
REVIEW OF LITERATURE
 
Heath (2019) studied 4 startup company’s employees which were over 500
and states, the biggest goal of all the business organisation is to increase their
productivity, thus decreasing their cost of production and making high profits.
Although, there is very less amount of effort, which these organisations make in
order to increase their productivity. Many employers have a very wrong view that
productivity can be increased by giving their employees good pay package and
timely increments for their work. What these employers are not aware of is that
there are many other factors, which affects the performance of the employees in an
organisation. One of the major factors, which have an impact on the motivation
level of the employees and their performance, is the workplace environment.

Kerke (2019) state, creating a safer work environment is crucial to every business.
This does not only imply that the organisations should avoid accidents but it also
means that organisation should discourage any kind of unhealthy and unsafe staff
practices. Every organisation should adopt workplace safety as its regular feature.
In order to ensure safety at the workplace, an organisation can conduct regular
safety briefings. There are many organisations, who in order to provide their
employees with safety, having daily safety meetings and many others have weekly
safety meetings.      

Ford et al., (2018) which examines 111 independent samples of 87,634

respondents from a range of countries, finds a moderate meta-analytic correlation
between overall psychological well-being and general employee performance.

Jones (2017), states, that in all the organisations employees are subjected to
different sorts of threats to their health and safety. These threats depend on the
nature of work that an employee undertakes. There are certain hazards, which exist
in all kind of organisations, if proper safety measures are not taken. Certain areas
where hazards are bound to occur, if safety measures are not in place, are: –
chemical hazards, task design, environmental hazards, workstation design,
equipments etc. Apart from these hazards many other physical hazards related to
temperature, light, ventilation etc. can also occur if proper precautions are not
taken. Certain workplace conditions and staff practices may also create certain sort
of psychological hazards to the employees 

Lowe & Chan (2017) state, that work environment of an organisation not only
poses danger for the organisation but also affects the productivity of the
organisation. Unhealthy and unsafe work environment in an organisational set up
creates reduction in job satisfaction, reduction in commitment of employees,
accidents, absenteeism, errors, reduction in productivity.
Subha and Shakil (2017) studied 500 employees among which 250 male and 250
female, mentioned that rapid work place changes have increased the work place
stress. Many people in various jobs are finding difficult to cope up with the rapid
changes in technology. Another important fact here is, employees feel that they are
a part of a machine and they don’t feel they are a human and they have an
individual lives.

Harter et al.(2017) examined Gallup data from 21 different public and private
industries covering just under 8,000 business units and 200,000 respondents. The
analysis also shows a moderate meta-analytic correlation between employee
engagement and performance

Tyler (2016) studies 300 male workers and thus states, that for most of the
employees, their supervisor is the representation of their organisation. If the
employees don’t like their supervisors then they will never like their organisation.
The biggest reason for the employees to leave an organisation is a bad relationship
with their senior. Therefore, it is very important for the organisations that in order
to retain employees and improve work environment the organisations need to
mange the manger and employee relationship. 

Pettersson (2016) states, that in order to manage the work environment, it is very

necessary that the organisation takes into account the changes which are required
and what the company is supposed to do in future. For doing this, the company can
check the everyday task and what influence does these tasks have on the work
environment. 

Donald et al., (2015) 16,000 employees across 15 different organisations in the

UK were studied, covering workplaces in the public and private sectors, including
manufacturing plants, a local education authority, a county council, three police
forces, three universities, a prison service, and other service providers, spanning a
range of occupations, from professional to administrative and manual roles. They
found that higher employee productivity was associated with better psychological
wellbeing.
Stup (2013) also explained that to have a standard productivity, employers have to
get the employees task to be done on track as to achieve the organisation goal or
target. By having the work or job done on track, employers could be able to
monitor their employees and help them to improve their productivity. Furthermore,
a reward system should be implemented based on the productivity of the
employees. This is to motivate the employees in order to perform more on their
task.

Mikkel etal (2012) states, that the most harmful consequences of a dangerous work
environment are stress, fatigue and other such health issues. The last decade has
seen an increase in the stress related illness. With the increase in time constraints,
workload, job demands and strict deadlines stress has also increased. As according
to the authors this stress is increasing day by day. Work has become so stressful
that employees do not get enough time to discuss about anything else apart from
their jobs. The increase in the number of jobs, which are very stressful, shows that
work related illness, is on an increase, in the organisations.

Scand (2011) studied employees of 10 companies and states, that there are five

requirements, which should be fulfilled in order to provide physiologically fit work
environment to the employees. As every individual is allowed to influence his
work, methods and practices, the design of the work should be self explanatory for
the employee, which means that the employee should be able to understand the
work process easily. The employees should be provided with opportunities to
showcase all their skills. They should also be provided with opportunities to
enhance and develop new skills. Employees should have satisfactory working
hours, so that they are able to fulfil their obligations apart from job, which includes
duties towards family and society 

Sinha (2011) studied 300 employees of a company in Chandigarh and thus stated

that employees’ productivity is depending on the willingness and also the openness
of the employees itself on doing their job. He also stated that by having this
willingness and openness of the employees in doing their job, it could increase the
employees’ productivity which also leads to the productivity.

Asifargue s (2011), did a study on 400 IT company employees and found that

technology suppose to shorten the working week and give more leisure time to the
employees, but reverse is happening. People are working long hours and spend less
hours with family. Due to less family time, employees get stress.

Rubina et al. (2010),studied 150 employees who work away from home in a
company located in Austria, mentioned that distance to work place also course for
the occupational health, Due to the modern congested roads, will increase the stress
level of the employees. Now days, most of employees are working far away from
their homes and those employees’ trend to get occupational stress easily

Rebecca (2010) studied 100 junior employees in a company and thus argues that if
organisations are to achieve clear goals and directions, support from superiors is
very necessary. Superiors must understand the needs of the employees for the
employee to work efficiently.

OBJECTIVE - To assess whether there is a significant relationship between male

and female employees' wellbeing in organisational setup.

METHODOLOGY

Participants: The data was collected from 8 participants, 4 females and 4 males
working in public and private sectors in India. The age of participants range from
22 years to 50 years, with the mean age being 30.8 years. The participants were
selected from different sectors like banking, education, IT etc.

Development of the Test: Developed by psychologist Carol D. Ryff, the 42-item

Psychological Wellbeing (PWB) Scale measures six aspects of wellbeing and
happiness: autonomy, environmental mastery, personal growth, positive relations
with others, purpose in life, and self-acceptance (Ryff et al., 2007; adapted from
Ryff, 1989).

Reliability: The test-retest RELIABILITY coefficient of RPWBS was 0.82. The

subscales of Self-acceptance, Positive Relation with Others, Autonomy,
Environmental Mastery, Purpose in Life, and Personal Growth were found to be
0.71, 0.77, 0.78, 0.77, 0.70, and 0.78 respectively, which were statistically
significant (p<0.001). The correlation coefficient of RPWBS with Satisfaction with
Life, Happiness, and Self-esteem were also found to be: 0.47, 0.58, and 0.46
respectively which were also significant (P<0.001).
 RESULT AND INTERPRETATION

 The first dimension is self- acceptance where the mean score of males was 21.3
which is moderate. From this we could infer that they might possesses a positive
attitude toward the self; acknowledges and accepts multiple aspects of self, and at
times can also feel dissatisfied with self; or be disappointed with what has occurred
with past life. The mean score of females was 31 which is high in nature, which
tells that they possess a positive attitude toward the self; acknowledges and accepts
multiple aspects of self, including good and bad qualities; feels positive about past
life.
➢ The second dimension is autonomy where the mean score of males was 18.5 which
is moderate. This represents that they are self-determining and independent; able to
resist social pressures to think and act in certain ways; also, is concerned about the
expectations and evaluations of others; relies on judgments of others to make
important decisions. The mean score of females was 9.7 which is low and tells that
they are concerned about the expectations and evaluations of others; relies on
judgments of others to make important decisions; conforms to social pressures to
think and act in certain ways.
➢ The third dimension is positive relations with other where the mean score of males
was 10.1 which is low and tells that they might have few close, trusting
relationships with others; finds it difficult to be warm, open, and concerned about
others; is isolated and frustrated in interpersonal relationships; not willing to make
compromises to sustain important ties with others. The mean score of females was
25.7 which is moderate in nature. This tells that they are-isolated and frustrated in
interpersonal relationships; not willing to make compromises to sustain important
 ties with others, also they have warm, satisfying, trusting relationships with others;
is concerned about the welfare of others. 
➢ The fourth dimension is environmental mastery where the mean score of males
is 38.3 which is high in nature. This tells that they have a sense of mastery and
competence in managing the environment; controls complex array of external
activities; makes effective use of surrounding opportunities; able to choose or
create contexts suitable to personal needs and values. The mean score of females
is 8.9 which is also high in nature. 
➢ The fifth dimension is purpose in life in which the both male and female scored
high male with a mean score of 33.7 and female with a mean score of 36, which
represents that they have goals in life and a sense of directness; feels there is
meaning to present and past life; holds beliefs that give life purpose; has aims and
objectives for living.
➢ The last dimension is personal growth in which male got a mean score of 34.9
which is high which represents that they have a feeling of continued development;
sees self as growing and expanding; is open to new experiences; has sense of
realising his or her potential; sees improvement in self and behaviour over time; is
changing in ways that reflect more self-knowledge and effectiveness. The mean
score of females was 30.3 which is moderate and represents that they have a sense
of personal stagnation; lacks sense of improvement or expansion over time; feels
bored and uninterested with life; feels unable to develop new attitudes
or behaviours and also have a feeling of continued development; sees self as
growing and expanding; is open to new experiences; has sense of realising his or
her potential. 
➢ For males, the sum of all the dimensions are 156.8 which is moderate in nature and
the sum of all the dimensions for females is 249.4 which is high. 
 
 
LIMITATIONS

1. Selection bias - As a survey was a conducted to obtain research results, our

samples (participants) were asked to respond to the survey questions. However, we
had limited ability to gain access to the appropriate type or geographic scope of
participants. In this case, the people who responded to our survey questions may
not truly be a random sample.

2. Insufficient sample size for statistical measurements as mostly , statistical tests

require a larger sample size to ensure that the sample is considered representative
of a population and that the statistical result can be generalised to a larger
population.

3. Limited access to data :

As our research involved surveying certain people , we faced the problem of

having limited access to these respondents. Due to this limited access, we had to
redesign or restructure our research in a different way.

4.Conflicts arising from personal and cultural biases :

Researchers might hold biased views due to their cultural backgrounds or

perspectives of certain phenomena, and this can affect a study’s legitimacy. Also, it
is possible that researchers will have biases toward data and results that only
support their hypotheses or arguments. In order to avoid these problems, the
author(s) of a study should examine whether the way the research problem was
stated and the data-gathering process was carried out appropriately.
                          
 

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