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文獻(xiàn)信息文獻(xiàn)標(biāo)題:EmployeeWelfareFacilitiesandJobSatisfaction(員工福利設(shè)施與工作滿意度)文獻(xiàn)作者及出處:FarahSA.EmployeeWelfareFacilitiesandJobSatisfaction[J].ResearchaciesInternationalJournalofBusinessandManagementStudies,2018,2(1):1-13.字?jǐn)?shù)統(tǒng)計(jì):英文3075單詞,17008字符;中文4896漢字外文文獻(xiàn)EmployeeWelfareFacilitiesandJobSatisfactionAbstractEmployeewelfareisanimportantphenomenoninanyorganizationtoday.However,manyorganizationsdonotprovidewelfaremeasuresthatarebasicforthedaytodaywell-beingoftheiremployees.Withthisregard,employeesfacechallengesinexecutingtheirjobsefficientlyandeffectively.ThisstudysoughttoestablishtheeffectofemployeewelfarefacilitiesonemployeejobsatisfactionatKoya'sperfumeryworks.Specifically,thisresearchwillseektoestablishvariouswelfarefacilitiesavailableatKoyasgroupofcompaniesandtounderstandtheextentofemployeeawarenesswithrespecttofacilitiesprovided.Also,thisresearchwillassesstheperceptionofanemployeeonthewelfarefacilitiesprovidedandanalyzetheimpactofthewelfarefacilitiesprovidedtoemployeesatisfaction.Thisresearchuseddescriptiveresearchdesignandasamplesizeof100employeeswasselectedforthisstudy.ThisresearchfoundoutthattheemployeeswereawareofthewelfarefacilitiesprovidedKoya,sgroupofcompanies.Theyalsosatisfiedwiththeprovisionofbasicwelfarefacilitiesprovidedandindicatedthatthosefacilitieswererelevanttotheemployeeneeds.Majorityoftheemployeesweresatisfiedwiththeirworkingconditionsandwell-maintainedwelfarefacilities.However,amajorityoftheemployeesweremainlyconcernedaboutthequalityofwelfarefacilitiesprovided.Awarenessoftheemployeesregardingtheavailabilityofthewelfarefacilitiesisaboveaverage.Inconclusion,thestudyfoundoutthatthemanagementhastakenlaudablestepsinensuringprioritizationoftheiremployees,welfare.Keywords:EmployeeWelfareFacilities,EmployeeJobSatisfaction.INTRODUCTIONEmployees'welfareisacomprehensiveterminologythatencompassesservices,benefits,andfacilitiesprovidedbythemanagementtotheirworkers.Employeewelfarecanbeviewedastheeffortsundertakentoupliftstandardsoflivingofworkers.Thewelfareactivitiesintheorganizationshouldbeadministrativelyviableanddevelopmentbasedtoensurethattheemployeeworkinahealthyandcomfortableworkplace(Ramya,Bhavani,&Lakshmi,2016).Therefore,propercoordination,integration,andharmonyshouldbeupheldinalltheactivitiesrelatedtothewelfareofworkers.Employersshould,therefore,understandthatprovisionofwelfarefacilitiesisamatterofsocialobligation(Patro,2012).Thispaperseekstounderstandtheextenttowhichtheemployee'swelfareistakencareof,thefacilitiesprovidedforthewellbeingoftheemployees,thegeneralawarenessoftheworkersinrelationtothewelfarefacilitiesprovidedandtheiroverallsatisfactionleveloftheemployeesregardingthewelfarefacilitiesprovided.Also,thispaperwillseektoassesstheadherencetothebasicregulationsandprovisionsinsettingupandmaintainingthefacilitiesprovidedfortheemployees.Thisstudywillhelpventilatevariousimportantandpertinentissuesrelatedtothewelfareoftheemployeesbyseekingtoanswerquestionsthatarepertinenttotheemployeewelfareandjobsatisfactionsuchavailabilityofthewelfarefacilitiesintheorganization,theemployees,awarenesslevelofsuchfacilities,whataretheperceptionoftheemployeetowardswelfarefacilitiesandtheeffectoftheseawarenessfacilitiesontheirperformancesandsatisfaction.Moreover,thisstudywillseektounderstandifthelaborwelfareactivitiesaremanagementorientedornot.Thatisifthemanagementistakingclearinitiativesateveryleveltoensurethatworkerswelfarearetakencareofandassessiftheemployee'svoicesonarelistenedtooriftheysubstitutetheirwelfarewithwagesormonetaryincentives.ThisstudywasconductedKoya,sPerfumeryWorksabusinessorganizationthatlocatedatM.SPalyamainroad,VidyaranyapuraPost,Bangalore.Thecompanywasestablishedin1970byMr.AhmedKuttyanddealswithhigh-qualityperfumesthatmeetinternationalstandards.Thecompanyeasilypenetratedintothemarketbecauseofthedifferenceitbroughtintermsofquality,standards,price,andapproachableemployees.LITERATUREREVIEWStiffcompetitionasaresultofglobalizationandever-changingbusinessenvironmentshasresultedinmanyorganizationsexperiencinghighstaffturnoverswhicharecostlyfortheorganizationsthatloseaoncecommittedemployeetothecompetingorganization.Theseorganizationshavetoincuralotofexpensesinselectionandrecruitmentprocesstofillthegapoftheemployeewholefttheorganization(Ravi&Raja,2016).Majorityoforganizationsacrosstheglobearetakingdrasticmeasurestoretaintheiremployeesbecausethehumanresourceisthemostpreciousresourcethatifwellutilizedcanincreasetheorganizationalproductivity.However,employeeexpectationsaredynamic,andtheykeepchangingfromdaytoday,andseveralorganizationsareconstantlysearchingforefficientstaffbyprovidinggoodwelfaremeasures(Ramya,Bhavani,&Lakshmi,2016).InternationalLaborOrganization(ILO),definesworkerswelfareasservices,andamenitiesavailedbytheorganizationtofacilitatetheemployeeaccomplishtheirtaskisahealthymanner.Availingwelfarefacilitiestoemployeestoperformtheirdutiesimprovestheemployee'sself-esteemandinspirationwhichinturnimprovesjobsatisfaction(Patro,2012).Welfareschemescaneitherbeconstitutionalornon-constitutional.Constitutionalwelfareschemesarethoseservicesandamenitiesthatorganizationareobligedtoavailtotheemployeesbylawwhilenonconstitutionalwelfareschemesarethoseservicesandamenitieswhichtheorganizationwillinglyprovidestoheremployees.Non-constitutionalwelfareschemesvaryfromoneorganizationtoanother(Ramya,Bhavani,&Lakshmi,2016).AccordingtothestudythatwasdonebyPawar,(2013)ontheeffectivenessoftheemployeewelfaremeasuresinthesteelindustry,itwasobservedthattherateofthecomfortofanemployeeintheorganizationisdeterminedbythetypeofwelfarefacilitiesprovidedbytheorganization.Itwasalsoobservedthattheemployee,srateofawarenesswasverysatisfactory(70%)andthereforeemployeesareawareofthetypeandextentofwelfarefacilitiestheyrequire(Pawar,2013).Itwasalsoobservedthatdespitethehighrateofawareness,mostemployeeswerefoundtobeveryunhappywithbasicwelfarefacilitiesprovided.Someofthefacilitiesincludesanitaryanddrinkingwater,restrooms,andgrievanceshandlingmechanismsandexitingworkcultureattheorganization.However,employeesindicatedthatnon-statutorywelfareisnothandledaspertheirexpectations(Pawar,2013).Tiwari,(2014)alsoobservedthattheemployeewelfaremeasuresprovidedintheorganizationhaveadirectimpactontheproductivityandgeneralperformanceoftheemployees.Italsopromoteshealthyindustrialrelationswithintheorganization(Ravi&Raja,2016).Thoseorganizationsthattakecarethewelfareoftheemployeeshaveexperiencedhigherretentionlevelswhilethoseorganizationthatdidnottakeemployeeswelfareseriouslyhaveexperiencedloweremployeeretentionlevels.Tiwari,(2014)indicatedthattheevenifthewelfarefacilitiesprovidedbytheorganizationaregoodandcommendable.Suchorganizationsshouldalwaysstrivetobetterthefacilitiestomeettheever-changingneedsoftheemployees.Thisistomakesurethereisefficiencyandeffectivenesscanbeenhancedandensuredatalltimestoachievethesetgoals.Organizationswithlongerworkinghoursshouldproviderecreationalfacilitiestoenhancethemoraleoftheemployeesandbringsomeenjoymenttothecontinuousworkoverlonghours.Thiswillreducestressamongtheemployees.InhisanalysisTiwari,(2014)notedthatthemedicalfacilitiesprovidedshouldbecompletetoreducetherateofabscondingdutywhichinturncostsorganizationsalotoflosses.Balaji,(2009)indicatedthatmotivationisanimportantfactorwhichdrivesemployeestotheirvariousactionsandactivities.Motivationistheactualprocessthataccumulatesinfluencestoachievesomespecificgoal(Tiwari,2014;Ravi&Raja,2016).Giventhattheworldhasbecomeverydynamicandunpredictable,thehighlymotivatedemployeesachievebetterthantheircounterpartswhoarelessmotivated.Motivatingemployeesisagoodstrategytoachieveorganizationalgoals.ThestudybyBalaji,(2009)relatedtheincentives,welfareprogramsandotherrewardsprovidedbytheorganizationandmotivationoftheemployees.Itwasobservedthatifemployeesbecomelessproductiveandsatisfiedwithlessprovisionandavailabilityofwelfaremeasures.Also,thestudyindicatedthatthereisapositivecorrelationbetweenproductivityandvariablesofjobsatisfaction.Thismeansthatifthereisaslightchangeinwelfareprovision,thentherewillbeacorrespondingchangeinproductivityandsatisfaction.METHODOLOGYThisstudysampled100employeesfromatotalpopulationof840employeesatKoyaPerfumeryWorks.Thesamplesizeisabove10%ofthetotalpopulation;therefore,itcanrepresentthetotalpopulation(Mugenda&Mugenda,2003).Thestudyinvolvedthecollectionofquantitativedatawhichwascollectedwiththehelpofthequestionnairewhichwasself-administeredbytheresearcher.Datathatwascollectedwascleaned,analyzedandinterpretedusingvariousstatisticaltools.Itwastabulatedagainstthenumberofrespondentsandpercentagesfavoringthem.FINDINGSANDDISCUSSIONAvailabilityoftheGeneralWelfareFacilitiesWhenthestudyofKoyaPerfumeryWorkswasaskedonwhetherthecompanyprovidedthewelfarefacilities,84%oftherespondentsindicatedthatthecompanyprovidedthewelfarefacilitieswhile16%indicatedthecompanydidnotprovidethewelfarefacilities.ThisisclearthatthemajorityoftherespondentsareawareofthewelfarefacilitiesprovidedbyKoyaPerfumeryWorksandthereforethiscanbeinterpretedthatwelfareservicesexistintheorganization.Table1andFigure1provideasummaryofthefindings.ResponsesFrequencyPercentageYes8484.0

No1616.0Total100100.0Table1:Provisionofwelfarefacilities■Yes■NoProvisionofwelfarefacilitiesAvailabilityofRecreationalFacilitiesWhenemployeesofKoyaPerfumeryWorkswereaskedastowhethertheorganizationprovidesrecreationalfacilities,80%oftherespondentsindicatedthatKoyaPerfUmeryWorksprovidesrecreationalfacilities,15%werenotawareofsuchfacilitiesintheorganizationwhile5percentindicatedthattherecreationfacilitiesdonotexistatKoyaPerfumeryWorks.Thereforeitisclearthattheorganizationprovidesrecreationfacilitiestotheemployees.Thesummaryofthisfindingisindicatedintable2andfigure2below.UYesUYesUNotAwsreResponsesFrequencyPercentageYes8080.0NotAware1515.0No55.0Total100100.0Table2:provisionofrecreationalfacilitiesprovisionofrecreationalfacilitiesSalarySatisfactionLevelsWhentherespondentswereenquiredabouttheirsatisfactionlevelontheirsalaries,only5%confirmedtheywerehighlysatisfiedwiththeirpackage,19%indicatedthattheyweresatisfiedwhilemorethanhalfat51%saidtheyareneutralabouttheirsalary.However,21%indicatedthattheyaredissatisfiedwhile4%indicatedthattheyarehighlydissatisfied.ResponsesFrequencyPercentageHighlySatisfied55.0Satisfied1919.0Neutral5151.0Dissatisfied2121.0HighlyDissatisfied44.0Total100100.0Table3:Satisfactiononsalaries?PercentageHighJySatistied?PercentageHighJySatistiedSatisfiedNeirtr4lDk^ti^fiedHighlyDistatSatisfactiononsalariesFromtable3andfigure3above,itisclearthatmorethanhalfofalltherespondentswerenotreadytodisclosetheirsatisfactionlevel(51%).Theyindicatedthattheyareneutralaboutthequestionasked.Closetoaquarterconfirmedthattheyaresatisfiedwiththeirpackageandanotherquartersaidtheyaredissatisfiedwiththeirpay.Itcanbeobservedthatsatisfactionanddissatisfactiononsalaryonextremeendsarealmostequal24%and25%forsatisfiedanddissatisfactionrespectively.SatisfactionLevelonTrainingFacilitiesWhentheemployeeswereaskedaboutthesatisfactionlevelontrainingfacilities,18%oftherespondentsindicatedthatthetrainingfacilitiesareverygoodwhileand23%indicatedthatthefacilitiesaregood.16%and2%havedemonstratedtheirdissatisfactionbyratingitpoorandverypoorrespectivelywhile41%remainedneutralontheirlevelofsatisfactiononthetrainingfacilities.Thesummaryiftheresponseisshownintable4andfigure4below.ResponsesFrequencyPercentageVeryGood1818.0Good2323.0Average4141.0Poor1616.0VeryPoor22.0Total100100.0Table4:satisfactionlevelintrainingfacilitiesVeryGoodAveragePoorVeryPoorResponsesPercentageVeryGoodAveragePoorVeryPoorResponsesPercentageSatisfactionleveloftrainingfacilitiesFromtable4andfigure4above,itcanbeobservedthattheorganization'strainingfacilitieslookratheraboveaverageasmostoftherespondent'sanswerslietotheleftofthegraphorattheCentre.Thatiscumulative,82%oftherespondentshaveratedthetrainingfacilitiestobeonaverageoraboveaverage.Thiscanbeinterpretedasnothavinganyissueswiththetrainingprogramsinthecompany.Contrarytothisare18%whodisapprovedtheircounterpartsbysayingthefacilitiesarebelow

averageandhenceshoweddissatisfaction.SatisfactionLevelonProvisionofCleanDrinkingWaterFacilitiesThesatisfactionlevelofrespondentsondrinkingwaterprovisionis24%whoarehighlysatisfied,37%satisfied,30%neutral,8%dissatisfiedand1%highlydissatisfied.ResponsesFrequencyPercentageHighlySatisfied2412.0Satisfied3738.0Neutral3040.0Dissatisfied89.0HighlyDissatisfied11.0Total100100.0Table5:Provisionofcleandrinkingwaterfacilities“PercentageProvisionofcleandrinkingwaterfacilitiesIngeneral,itseemsmorethanahalfofallrespondentsaresatisfiedwithdrinkingwaterfacilities.61%oftherespondentssupportsthis.Thismeanstheprovisionofcleandrinkingissatisfactory.However,9%haverefutedthisbysayingtheyaredissatisfied.SatisfactionLevelofSanitaryFacilitiesWhentherespondentswereaskedtoratetheirlevelofsatisfactiononsanitaryfacilitiesprovidedintheorganization,20%werehighlysatisfied,44%weresatisfied,and16%saidtheyareneutral.14%saidtheyaredissatisfiedand6%notedtheirhighdissatisfaction.ResponsesFrequencyPercentageHighlySatisfied2020.0Satisfied4444.0Neutral1616.0Dissatisfied1414.0HighlyDissatisfied66.0Total100100.0Table6:Satisfactiononsanitaryfacilities50:z:0\ 1 1 1 1,—HighlySatisfiedNeutralDissatidiedHighly

Satisfied DkatiHiedPercentageSatisfactionwithsanitaryfacilitiesTheabovechartshowsthesatisfactionlevelsofsanitaryfacilitiesprovidedintheorganization.Itisimportanttopointoutthatmorethantwo-thirdsoftherespondentshaveclarifiedthattheybelongtoeitherhighlysatisfiedorsatisfiedcategorywiththesanitaryfacilities.20%oftherespondentsarenothappywithwhatisgoingoninrelationtosanitaryfacilitiesprovision,while16%havenoissuesatallgiventhattheysaidtheyareneutral.Fromthisinformation,Icandeducethatmajorityoftherespondentsarehappywithsanitaryfacilitiesavailableandhowtheyaremanaged.SatisfactionLevelonSafetyMeasuresWhentherespondentswereaskedaboutthesatisfactionlevelthesafetymeasuresputinplace,21%repliedtheyarehighlysatisfiedwhile43%saidtheyaresatisfied.Ontheotherhand,ameager1%saidtheyarehighlydissatisfied,andanother7%confirmedtheirdissatisfaction.28%ofalltherespondentsclarifiedthattheyareneutralonthesubject.

ResponsesFrequencyPercentageHighlySatisfied2121.0Satisfied4343.0Neutral2828.0Dissatisfied77.0HighlyDissatisfied11.0Total100100.0Table7:SatisfactionwithsafetymeasuresHPercentagesatisfactionwithsafetymeasuresThediagramshowsthatclosetotwo-thirdsoftherespondentsaresatisfiedwiththesafetymeasuresputinplacebytheorganization.Thisshowsthecompanyistryingitsbesttomakesuretheirworkersaresafefromanydanger.Cumulatively,morethan90%oftheemployeeshavenoissuesrelatingtothecompany'ssafetymeasuresiftheneutralrespondentsareassumedtohavenoissues.Itisimportanttopointoutthatfewoftherespondents(8%)aredissatisfiedwithsafetymeasures.OverallGeneralWelfareFacilitiesSatisfactionLevelWhenthestatement“myjobgivesmeoverallmotivationandsatisfaction”wasposedtotherespondents,18%stronglyagreedwhile61%agreed.11%neitheragreednordisagreed,7%saidtheydisagreeand3%stronglydisagreed.ResponsesFrequencyPercentageStronglyAgree1818.0Agree6161.0Neitheragreesnordisagree1111.0Disagree77.0

3.0100100.0HighlyDisagreeTotalTable8:GeneralwelfaresatisfactionPercentageStronglyAgreeAgreeNeithernordisagreeDkagr“Highlyagree DisagreeFigure8:Generalwelfaresatisfaction3.0100100.0HighlyDisagreeTotalTable8:GeneralwelfaresatisfactionPercentageStronglyAgreeAgreeNeithernordisagreeDkagr“Highlyagree DisagreeFigure8:GeneralwelfaresatisfactionThegraphaboveshowshowrespondentsaresatisfiedandmotivatedwiththeoverallwelfaremeasuresputinplacebytheorganization.Fromthegraphitisclearthatmajorityoftherespondentsaresatisfied,thatis(79%).11%ofthemneitheragreednordisagreed.Thismeansemployeesarehappyandcontentedwiththewelfarefacilitiesprovided.Thisisverycommendablefortheorganizationasitwillhaveapositivebearingontheoverallproductivityoftheorganization.However,10%saidtheyarenotsatisfiedwiththewelfarefacilitiesprovided.Thoughthisisasmallnumbercomparatively,theycannotbeignoredastheirwelfareshouldbelookedinto.CONCLUSIONANDRECOMMENDATIONSEmployeewelfareinanyorganizationisanimportantfactorthatshouldbeconsideredbythetopmanagementtomakesureemployeesfeelpartoftheorganization.Manyorganizationshavenotputmuchemphasisontheneedtoprovidequalityandrelevantwelfareservicestotheiremployees.Thishasmademanyoftheworkerstogetdemoralized.Thedemotivatedworkforcewilleventuallyhaveadirectbearingonthecompany'sproductioncapacityandhencelimititsabilitytoeffectivelycompeteinthemarket.Thisalsoincreaseschancesofskilledandknowledgeableemployeesdepartingthecompanyforacompetitorthatemphasisontheemployee'swelfare.Thiseffectivelyreducesthecompetitiveadvantagewhichmay,inthelongrun,leadstothecollapseoftheventure.Inregardoftheabove,thisstudywasdoneatKoya'sperfumeryworksanddwellsonthelevelofwelfarefacilitiesprovision,howtheemployeesperceivetheprovidedfacilitiesandthelevelofsatisfactionoftheseemployeesthatarisesfromtheseservices.Thecompanyhastrieditslevelbesttomakesurethatithastakencareofitsemployee'swelfare.Ithasfunctionalwelfarecommit

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