1.0 INTRODUCTIONChapter 1 is an introductory chapter that provides an overview of the background of the study and clarifies related research issues. It provides an overview of the research objectives to be achieved, the questions to be answered, and the significance of the study.1.1 BACKGROUND OF THE STUDYEmployee well-being is in the best interest of communities and organizations. The workplace constitutes an important part of an individual's life that affects his or her life and the well-being of the community. (Harter, 2002). Employee well-being concerns the effective management of people in an organization which can also be referred to as human resource management (Voorde, 2009). Employee well-being has become one of the dominant topics in human resource research (Boxall & Purcell, 2008; Guest 1997.) Employee well-being and organizational effectiveness work hand in hand to achieve the objectives of each factor. Employee wellness aims to ensure that employees are fit for work both physically, emotionally, psychologically and even at the domestic level. Employee well-being deals with various issues that employees face that tend to burden them (Voorde, 2009). These issues may include domestic issues, financial issues, career development needs, health concerns, etc. These issues can greatly affect employees' willingness to work. In other words, employee well-being plays an important role in determining employees' attitudes towards their work (Voorde, 2009). ).The average adult spends a large portion of their life working, with up to a quarter or even a third of their waking life spent at work. Between a fifth and a quarter of the variation in adult life satisfaction can be explained by individuals' satisfaction with their work (Campbell, Converse, & Rodgers, 1976). However, the ...... middle of paper ...... workers. Well-being is basically an attitude of mind on the part of management which influences the methods by which management activities are carried out (Basavaraj, 2013)Pension Scheme: For the establishment of a non-reward system salary, the pension plan is considered as a management instrument to offer incentives to enhance the human capital of organizations (Walker & Foster, 2006). Turnover intentions: the subjective perception of an organizational member to leave their current job for other opportunities (Lee, WJ 2008). REFERENCESBasavaraj, R. &. (2013). Employee welfare measures in mining industries. International journal of multidisciplinary management studies. Boxall, P., Purcell, J. and Wright, P. (2007). Human Resource Management: Scope, Analysis and Importance. In: The Oxford Handbook of Human Resource Management. (pp. 1-16).