Employee Wellness: a Study of Banking Sector in Gujarat

Employee Wellness: A study of Banking Sector in Gujarat

A Thesis submitted to Gujarat Technological University

for the Award of

Doctor of Philosophy

Management

by Thakar Manali Bankimbhai [Enrollment No. 139997292010]

under supervision of

Dr. Sampada Kapse

GUJARAT TECHNOLOGICAL UNIVERSITY AHMEDABAD [February – 2019]

Employee Wellness: A study of Banking Sector in Gujarat

A Thesis submitted to Gujarat Technological University

for the Award of

Doctor of Philosophy

Management

by Thakar Manali Bankimbhai [Enrollment No. 139997292010]

under supervision of

Dr. Sampada Kapse

GUJARAT TECHNOLOGICAL UNIVERSITY AHMEDABAD [February – 2019]

DECLARATION

I declare that the thesis entitled Employee Wellness: A study of Banking Sector in Gujarat submitted by me for the degree of Doctor of Philosophy is the record of research work carried out by me during the period from January, 2014 to October, 2018 under the supervision of Dr. Sampada Kapse and this has not formed the basis for the award of any degree, diploma, associateship, fellowship, titles in this or any other University or other institution of higher learning.

I further declare that the material obtained from other sources has been duly acknowledged in the thesis. I shall be solely responsible for any plagiarism or other irregularities, if noticed in the thesis.

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Name of Research Scholar: Thakar Manali Bankimbhai

Place : Ahmedabad

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I certify that the work incorporated in the thesis Employee Wellness: A study of Banking Sector in Gujarat submitted by Shri / Smt. / Kumari Thakar Manali Bankimbhai was carried out by the candidate under my supervision/guidance. To the best of my knowledge: (i) the candidate has not submitted the same research work to any other institution for any degree/diploma, Associateship, Fellowship or other similar titles (ii) the thesis submitted is a record of original research work done by the Research Scholar during the period of study under my supervision, and (iii) the thesis represents independent research work on the part of the Research Scholar.

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Director

Tolani Motwane Institute of Management Studies

Place: Adipur, Kutch

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a. Thesis has significant new work / knowledge as compared already published or are under consideration to be published elsewhere. No sentence, equation, diagram, table, paragraph or section has been copied verbatim from previous work unless it is placed under quotation marks and duly referenced. b. The work presented is original and own work of the author (i.e. there is no plagiarism). No ideas, processes, results or words of others have been presented as Author own work. c. There is no fabrication of data or results which have been compiled / analysed. d. There is no falsification by manipulating research materials, equipment or processes, or changing or omitting data or results such that the research is not accurately represented in the research record. e. The thesis has been checked using turnitin (copy of originality report attached) and found within limits as per GTU Plagiarism Policy and instructions issued from time to time (i.e. permitted similarity index <=25%).

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Name of Research Scholar: Thakar Manali Bankimbhai

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PhD THESIS Non-Exclusive License to GUJARAT TECHNOLOGICAL UNIVERSITY

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ABSTRACT

Since last few years, banks have been going through enormous changes in terms of organization and structure. Technological innovations and new structure of the operation have made an impact on the working conditions and daily lives of employees. Continuous changes in employment and working conditions are significantly reshaping working lives. It has a relevant impact not only on companies‘ organization but also on employee‘s health. Thus, it is imperative that wellness of bank employees is assessed. Thus, the purpose of the research investigation was to develop the Employee Wellness Scale and examine its psychometric features in a sample of bank employees. A correlational research design was employed for this investigation.

Specifically, the researcher examined: (a) the factor structure of the Employee Wellness Scale with a sample of Bank employees; (b) the internal consistency reliability of the Employee Wellness Scale; (c) the relationship between the Employee‘s total Wellness Score and their reported demographics; (d) the relationships between the Employee‘s factor wise total score and their reported demographics; and (e) the prevalence of health issues among bank employees in Gujarat.

A review of the literature is provided, discussing theoretical and empirical support for all the items on Employee Wellness Scale. The data was collected by face-to-face administration. The sample size for the investigation was 496. Data analysis resulted in a seven-factor Employee Wellness Model that accounted for 55% of the total variance. The findings of the research suggest, that early onset of noncommunicable diseases among bank employees is a major concern. Thus, there is an urgent need for comprehensive and integrated interventions to reduce the prevalence of health issues and its risk factors among bank employees in Gujarat.

Acknowledgement

It could never have been possible to complete this thesis without the help of so many people. First and foremost, my sincere thanks go to my academic supervisor, Dr. Sampada Kapse and, DPC members Dr. P. V. Murthy and Dr. Narayan Baser for their knowledge, guidance, constructive criticism and support over the past years. It is really a pleasure to work with them.

Special thanks to Dr. Sampada Kapse who has always given me timely feedback and is ever so willing to help me. But above all, it is her true understanding of a student, which I would consider makes her the best supervisor I have met so far.

My heartfelt gratitude goes to all informants who have participated in this study, but for the confidentiality, I will not mention their names here. However, my appreciation goes to those who gave their valuable time in completing the questionnaire and in allowing me to interview them. Special thanks to Dr. Manish Pandya for helping me proofread and for his kind suggestions and guidance during this study.

In addition, my appreciation goes to Dr. Bhavesh Vanparia and Prof. Pratibha Nair for their suggestions and guidance, and all my friends for their direct and indirect help and assistance during the research.

My final acknowledgements go to my beloved family for their encouragement, love and unstinting support throughout my PhD study.

Dedication

This thesis is dedicated to my parents Mr. Bankim Thakar and Mrs. Rama Thakar. Without their support the completion of this work would not have been possible.

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Table of Content

Abstract i Acknowledgement ii Table of contents iv List of Figures vii List of Tables viii List of Appendices x 1 Introduction 1 1.1 Background of the Study 2 1.2 Statement of the Problem 3 1.3 Significance of the Study 4 1.4 Purpose and Research Questions 4 1.4.1 Objectives 4 1.4.2 Research Questions 5 1.5 Research Design 7 1.6 Population and Sample Size 7 1.7 Instrument Procedures and Instrumentation 7 1.8 Ethical Considerations 8 1.9 Limitations of the Research 8 1.10 Chapter Summary 9 2 Literature Review 10 2.1 Historical Overview of the Wellness paradigm 10 2.2 Definitions of Wellness 12 2.3 Models of Wellness 12 2.3.1 The National Wellness Institute Model 12 2.3.2 Lifespan Development Model 14 2.3.3 Wheel of Wellness Model 14 2.3.4 Indivisible Self Model 17 2.3.5 Perceived Wellness Model 21 2.3.6 The Wellness/Illness Continuum Model 22 2.3.7 Conclusion 23 2.4 Wellness Measurement Instruments 23 2.4.1 Life Assessment Questionnaire 24 2.4.2 Optimal Living Profile 24 2.4.3 Perceived Wellness Survey 24 2.4.4 Test Well (National Wellness Institute, 1992) 25 2.4.5 Wellness Evaluation of Lifestyle Inventory 25 2.4.6 Five Factor Wellness Inventory 26 2.4.7 Summary 26

2.5 Employee Wellness 26 2.5.1 Introduction 26 2.5.2 Employee Wellness Programs 28 2.5.3 Evolution of Employee Wellness Practices 28 2.5.4 Importance of Employee Wellness 30 2.6 Employee Wellness in India 30 2.6.1 Gujarat 31 2.7 Banking Sector in India 31 2.7.1 Historical Overview 31 2.7.2 Structure of the Indian Banking System 34 2.7.3 Reformation of Indian Banking System 36 2.7.4 Need of Employee Wellness in Banking Sector 37 2.8 Dimensions Influencing Bank Employee‘s Wellness 39 2.8.1 Physical Wellness 39 2.8.2 Social Wellness 39 2.8.3 Emotional Wellness 40 2.8.4 Intellectual Wellness 40 2.8.5 Spiritual Wellness 41 2.8.6 Occupational Wellness 41 2.8.7 Environmental Wellness 41 2.9 Chapter Summary 42 3 Report on the present research 43 3.1 Research Design 43 3.1.2 Population and Sample 43 3.2 Data Collection 44 3.3 Instrument Development Procedures 44 3.3.1 Step 1: Define the concept being measured 44 3.3.2 Step 2: Creation of an item pool 45 3.3.3 Step 3: Choosing the scale type for measurement 45 3.3.4 Step 4: Getting the items reviewed by experts 45 3.3.5 Step 5: Administering items to a development sample 46 3.3.6 Step 6: Evaluation of items 46 3.3.7 Step 7: Optimizing scale length 46 3.4 Instrumentation 46 3.5 Purpose and Research Questions 47 3.5.1 Objectives 47 3.5.2 Research Questions 47 3.6 Statistical techniques for Analysis of collected data 49 3.6.1 Data analysis for Research Question 1, 2 50 3.6.2 Data Analysis for Research Question 3, 4 55 3.6.3 Data Analysis for Research Question 5 57 3.7 Chapter Summary 57

4 Results and Discussions 59 4.1 Sampling and Data Collection 59 4.2 Sample Demographics and Descriptive Statistics 59 4.2.1 Participant‘s Personal Characteristics 64 4.2.2 Participants‘ Professional Characteristics 65 4.3 Data Analysis and Results Based on Research Question 66 4.3.1 Research Question 1 67 4.3.2 Research Question 2 80 4.3.3 Research Question-3 and 4 80 4.3.4 Research Question-5 92 4.4 Discussion 107 4.4.1 Review of Descriptive Data 107 4.4.2 Research Question Results 107 4.5 Chapter Summary 119 5 Conclusions, Major Contributions, and Scope of further work 120 5.1 Introduction and Necessity for the Research Investigation 120 5.2 Review of Research Methodology 122 5.2.1 Participants 122 5.2.2 Data collection 123 5.2.3 Instrumentation 123 5.2.4 Data analysis 123 5.3 Result: 124 5.3.1 Research Question 1 124 5.3.2 Research Question 2 124 5.3.3 Research Question 3 125 5.3.4 Research Question 4 125 5.3.5 Research Question 5 129 5.4 Achievements with respect to objectives 134 5.4.1 Objective-1 134 5.4.2 Objective-2 134 5.4.3 Objective-3 134 5.4.4 Objective-4 135 5.5 Limitations of the Research 136 5.5.1 Limitations of the Research Design 136 5.5.2 Limitations of the Questionnaire 137 5.6 Recommendations for Future Research 137 5.7 Implications 138 5.8 Chapter Summary 139 List of References 193 List of Publications 208

List of Figures

Figure 2.1 Hettler‘s Hexagonal Model 13

Figure 2.2 Wheel of Wellness 15

Figure 2.3 The Indivisible Self Model 18

Figure 2.4 Perceived Wellness Model 21

Figure 2.5 Illness-Wellness Continuum 22

Figure 2.6 Structure of Indian Banking Sector 35

Figure 4.1 District Wise Amount of Samples Received 61

Figure 4.2 Bank wise amount of samples received 63

Figure 4.3 Scree plot for Employee Wellness Scale 72

Figure 4.4 Parallel Analysis for Employee Wellness Scale 73

Figure 4.5 EFA model of Employee Wellness Construct 77

Figure 4.6 CFA model of Employee Wellness Construct 79

Figure 4.7 Prevalence of Health issues among bank employees in Gujarat 93

Figure 4.8 Prevalence of Health issues among Officers and Clerks 95

Figure 4.9 Prevalence of Health issues among Male and Female Employees 97

Figure 4.10 Prevalence of Health issues among Bank employees of different 99 age group Figure 4.11 Prevalence of Health issues among Bank employees with different 101 education qualification Figure 4.12 Prevalence of Health issues among Public sector and Private 103 sector bank employees Figure 4.13 Prevalence of Health issues among Bank employees with different 105 work experience

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List of Tables

Table 4.1 District wise amount of sample received 60

Table 4.2 Bank wise amount of survey received 62

Table 4.3 Categorical Demographic Variables - Participant Personal 64 Characteristics Table 4.4 Categorical Demographic Variables - Participant Characteristics 65

Table 4.5 Descriptive Analysis 68

Table 4.6 Bartlet‘s test of sphericity 69

Table 4.7 Kaiser-Meyer-Olkin (KMO) Measure of Sampling Adequacy 69

Table 4.8.1 Exploratory Factor Analysis of the Employee Wellness Scale 75

Table 4.8.2 Exploratory Factor Analysis of the Employee Wellness Scale 76

Table 4.9 Correlation coefficient matrix 81

Table 4.10 Tolerance value of independent variables 82

Table 4.11 VIF value of independent variables 82

Table 4.12 Kurtosis and Skewness 83

Table 4.13 MLR for Employee Wellness Score and Demographic Variables 84

Table 4.14 MLR for Factor-1 (Physical Wellness) and Demographic Variables 85

Table 4.15 MLR for Factor-2 (Intellectual Wellness) and Demographic 86 Variables Table 4.16 MLR for Factor-3 (Occupational Wellness) and Demographic 87 Variables Table 4.17 MLR for Factor-4 (Environmental Wellness) and Demographic 88 Variables Table 4.18 MLR for Factor-5 (Social Wellness) and Demographic Variables 89

Table 4.19 MLR for Factor-6 (Emotional Wellness) and Demographic 90 Variables Table 4.20 MLR for Factor-7 (Spiritual Wellness) and Demographic Variables 91

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Table 4.21 Prevalence of Health issues among bank employees in Gujarat 92

Table 4.22 Chi Square Analysis – Hypothesis 9 94

Table 4.23 Chi Square Analysis – Hypothesis 10 96

Table 4.24 Chi Square Analysis – Hypothesis 11 98

Table 4.25 Chi Square Analysis – Hypothesis 12 100

Table 4.26 Chi Square Analysis – Hypothesis 13 102

Table 4.27 Chi Square Analysis – Hypothesis14 104

Table 4.28 Analysis of Prevalence of Health issues among Bank Employees 106

List of Appendices

Appendix I General Demographic Form 140

Appendix II Employee Wellness Scale 142

Appendix III Current Health Issues Questionnaire 145

Appendix IV Employee Wellness Scale Score Guideline 147

Appendix V Histograms 151

Appendix VI Scatterplots 170

Appendix VII Correlation Matrix 191

Chapter-1: Introduction

CHAPTER – 1

INTRODUCTION

Definitions of wellness have evolved with the changing conditions of societies. The current WHO (World Health Organization) definition of wellness, formulated in 1948, describes wellness as ―a state of physical, mental, and social wellbeing not merely the absence of disease‖ (WHO). A major feature of the above mentioned definition is that absence of disease is not equal to being healthy. Hence, even if a person does not have an illness or disease, he/she may not be holistically healthy. Moreover, some people may be highly susceptible to be ill. For example, Bank employees are susceptible to wellness issues (Ganesh Kumar and Deivanai Sundaram, 2014; De Cuyper and Isaksson, 2017; Manjunatha and Renukamurthy, 2017). Thus, in the current research study, the term employee involves clerks and officers working in scheduled commercial banks in Gujarat.

Since last two decades, Indian banking system has been going through enormous changes in terms of operations. Technological innovations and new structure of the operation have made an impact on the conditions of work and routine lives of bank employees. Consequently, the employees are experiencing a high level of stress (UNI-Finance, 2013). Prolonged periods of stress can make workers vulnerable to the issues of health and well- being (De Cuyper and Isaksson, 2017; Ganesh Kumar and Deivanai Sundaram, 2014; Manjunatha and Renukamurthy, 2017). In addition, bank employees have higher propensity to be unwellness, because of the nature of banking job (Giga and Hoel, 2003). Thus, it is necessary to assess the wellness of bank employees.

It is difficult to assess wellness. However, some assessments for examing wellness are available within the wellness literature. But, no assessment is formed for a population of bank employees. Moreover, only a few wellness scales are created according to the guidelines of the eminent scholars of scale development (e.g., DeVellis, 2012; Crocker and Algina, 2005; Dimitrov, 2012) and appropriate methods of statistics (e.g., Exploratory Factor Analysis, Confirmatory Factor Analysis). Due to the above mentioned reasons, the current research investigation aimed at developing a new employee wellness scale based

Chapter-1: Introduction on the appropriate scale construction procedures. Moreover, the current research investigation assessed the factor structure, reliability, and validity of the Employee Wellness Scale with a population of bank employees.

1.1 Background of the study

Wellness is a modern word with ancient origin. The tenets of wellness can be traced to the ancient civilizations. Moreover, the concept of a wellness/illness continuum is present since many years, where illness is gaining majority of the focus in treatment-based and medical domains (Keyes, 2002). However, recently a holistic approach is being adopted by the helping professions that withstands the traditional medical paradigm (Myers et.al, 2000; Myers and Sweeney; 2004; 2005;). This approach of wellness is based on positive, health-enriching, and preventive objectives, which encourage optimal human capability and flourishing (Keyes, 2002; 2007; Fredrickson, 2000; 2001).

The banking sector has been redefined in recent years by substantial pressures, complexity and change. However, in the current era, when sustainable performance and employer brand is very important, there is actually limited research into the holistic wellness of bank employees.

The employers need to understand and embrace the fact that, when employees walk through the door of the organisation, they bring all aspects of their lives with them. They bring not only their interests, energies, and passions, but also their personal life pressures, family issues, and anxieties. So it is a challenge for employers to ensure that the work environment is conducive to allow the individual employees to manage and balance their wellness. Thus, it is crucial for organisations to measure employee wellness components on a routine basis so that they can deploy support to fully harness the potential in each employee.

Like other situations in life, awareness helps in identifying individual‘s needs and emotions, and enhancing awareness about personal wellness helps in making decisions about how to fulfill individual needs (Venart et al., 2007). Hence, making employees more conscious about their present level of wellness is an essential element in maintaining and promoting employee wellness, and moving towards holistic employee wellness. Due to aforementioned reasons, the proposed model of employee wellness aims at improving

Chapter-1: Introduction bank employees‘ level of wellness by examining their current level of wellness (perceived).

1.2 Statement of the Problem

Banking sector plays a key role in development of the nation‘s economy. During the last two decades, the banking sector in India is rapidly transformed because of liberalisation, globalisation, changes in government policies, technological innovations, and profound market rivalry. From traditional approach banks catapulted to a customer centric, technology driven, financial supermarket catering to the varied needs of its customers. Bank employees play a pivotal role in providing good quality services to the customers of a Bank. Consequently, the bank employees are experiencing intense stress. Many research studies tell that bank employees are experiencing problems like job burnout, stress, and job dissatisfaction (Bajpai and Srivastava, 2004; Chen and Lien, 2008).

The National Institute for Occupational Safety and Health (NIOSH) ranked occupations for stress levels, where 130 occupations were found more stressful. Common issues among employees of all 130 occupations were, feeling of not being able to control the work, and feeling of getting stuck into a work where one is treated like a quasi-machine instead of a human. Manager, Administrator and Supervisor were among the top 12 stressful positions and bank teller was 28th on the list (Michailidis and Georgiou, 2005).

Studies in literature found that occupational stress leads to diseases, and may damage employees‘ psychological, social, and professional lives. It leads to poor work performance, a high rate of absenteeism, employee turnover, and violence in the workplace ( Bhagat et al., 2010; Godin et al., 2005; Dalgaard et al., 2017; Burke, 2010; Stansfeld and Candy, 2006). Thus, banks should assess employee wellness and try to increase employee awareness on the components of holistic wellness.

Chapter-1: Introduction

1.3 Significance of the study

Bank employees‘ wellness is crucial in providing good service quality and service delivery to the customers. Developing a psychometrically valid instrument to measure employee wellness helps in nurturing health and wellbeing among bank employees. Additionally, a wellness assessment that shows variation in individual wellness score over time can be also used as a tool to examine personal wellness.

1.4 Purpose and Research Questions

Wellness is a multidimensional concept in nature. (Dunn, 1977, Ardell, 1977; Hettler, 1980, Myers et al., 2004). Moreover, wellness is more than just the absence of illness (WHO,1958). Wellness is having holistic approach and involves both internal (self) and external (environmental) factors (Roscoe, 2009). Wellness is dynamic in nature (Roscoe, 2009). Studies show that healthy individuals strive towards optimal functioning. (Roscoe, 2009; Ardell, 1977; Hettler, 1980; Dunn, 1977). Moreover, Wellness depends on personal motivation (Dunn, 1977; Ardell, 1977; Hettler, 1980) and responsibility at individual level (Dunn, 1977). Hence, the current research hypothesized that Employee Wellness Scale will produce a multidimensional model of wellness, that includes internal as well as external factors. However, due to the exploratory nature of current research , research questions supporting the exploration of the Employee Wellness Scale were warranted.

Development of the Employee Wellness Scale aims at assessing the psychometric characteristics of Employee wellness (as measured by the Employee Wellness Scale) in a population of bank employees (i.e., bank clerks, bank officers).

1.4.1 Objectives

 To explore the concept of Employee Wellness in the context of the banking sector.  To develop Employee Wellness Scale for bank employees  To assess the level of Employee Wellness in the banking sector of Gujarat.  To explore the relationship between Employee Wellness and Demographic variables.

Chapter-1: Introduction

1.4.2 Research Questions

The following research questions were investigated in this research:

 Research Question 1:

What is the factor structure of the items on the Employee Wellness Scale with a sample of bank employees?

 Research Question 2:

What is the internal consistency reliability of the Employee Wellness Scale with a sample of bank employees?

 Research Question 3:

What is the relationship between bank employee‘s Employee Wellness Scale score and their reported demographic data?

Based on this research question the following hypothesis was framed. o Hypothesis 1: For the population of Bank employees, there is no linear association between Total Employee Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education.

 Research Question 4:

What is the relationship between bank employee‘s factor wise wellness score and their reported demographic data?

After looking at the result of research question 1 and 2, the following hypothesis were framed. o Hypothesis 2: For the population of Bank employees, there is no linear association between Total Physical Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Hypothesis 3: For the population of Bank employees, there is no linear association between Total Intellectual Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

Chapter-1: Introduction o Hypothesis 4: For the population of Bank employees, there is no linear association between Total Occupational Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Hypothesis 5: For the population of Bank employees, there is no linear association between Total Environmental Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Hypothesis 6: For the population of Bank employees, there is no linear association between Total Social Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Hypothesis 7: For the population of Bank employees, there is no linear association between Total Emotional Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Hypothesis 8: For the population of Bank employees, there is no linear association between Total Spiritual Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

 Research Question 5:

What are the most common health issues among bank employees in Gujarat?

Based on the research question the following hypothesis were also framed. o Hypothesis 9: For the population of Bank employees, prevalence of health issues is independent of employee‘s Designation o Hypothesis 10: For the population of Bank employees, prevalence of health issues is independent of employee‘s Gender o Hypothesis 11: For the population of Bank employees, prevalence of health issues is independent of employee‘s Age o Hypothesis 12: For the population of Bank employees, prevalence of health issues is independent of employee‘s Level of Education o Hypothesis 13: For the population of Bank employees, prevalence of health issues is independent of the type of banking sector where employees is working o Hypothesis 14: For the population of Bank employees, prevalence of health issues is independent of the Work experience in banking sector.

Chapter-1: Introduction

1.5 Research Design

The present research study used a correlational research design, as it assessed how the variables are associated with each other (Gall, Gall, & Borg, 2007). This research investigation focused on the study of Employee Wellness by developing the Employee Wellness Scale (EWS) and assessing the validity of the primary model with a population of bank employees. The study also investigates the relationship between Employee Wellness and demographic variables.

1.6 Population and Sample Size

The population for the assessment of the Employee Wellness Scale included clerks and officers of scheduled commercial banks in Gujarat. The data was collected via face-to-face administration. For test development and the identified statistical analyses, sample size of approximately 100 participants is suggested. Moreover, it is suggested that size of the sample should be minimum five times of the total variables used in the analysis of the research (Hair et.al, 2006). Hence, the sample size required for assessing the psychometric properties of the Employee Wellness Scale was based on total participant to total item ratio (Mvududu and Sink, 2013; Everitt, 1975; Costello and Osborne, 2005). Thus, an N:p (N = Total participants, p = Total items) formula was used (Hair et al., 2006). In social sciences, suggested participant/item ratio is 10:1 or 20:1 (Tinsley and Tinsley, 1987; Hair et al., 2006; Mvududu and Sink, 2013). Though participant to item ratios varies according to strength of data, researchers should try to achieve high participant to item ratio (Costello and Osborne, 2005). Thus, this investigation achieved 13:1 ratio.

On the basis of the literature review (Chapter 2), the present research hypothesized that the statistical analysis (i.e., Factor Analysis) of the data will produce a multidimensional factor structure. The researcher began with 36 total items or p. Thus, in total 496 samples were collected (i.e., 496:36 equates to the 13:1 ratio).

1.7 Instrument Procedures and Instrumentation

The major focus of the current research study is to develop the Employee Wellness Scale and assess its psychometric characteristics with a population of Bank Employees.

Chapter-1: Introduction

Moreover, the researcher also developed a general demographic questionnaire and Current health issue questionnaire for Bank Employees.

The methods of scale development vary within the literature. To fulfill the purpose of current research investigation, a combination of the different methods is used. The scale development steps that were followed are: (a) define the concept being measured, (b) creation of an item pool, (c) choosing the scale type for measurement, (d) getting the items reviewed by experts, (e) creating a pool of validated items, (f) Administering items to a development sample, (g) Evaluation of items, and (h) optimizing scale length.

Basically, three data collection questionnaire were utilized in this research. The first questionnaire was the Employee Wellness Scale, which was designed during current research. A second questionnaire was administered with a purpose of collecting demographic information about the participants. A third questionnaire was administered with a purpose of collecting information about health issues faced by Bank employees.

1.8 Ethical Considerations

The current research investigation followed all the ethical guidelines. All participants were explained about the research study, the aim of the research, and the research procedures before data collection. They were also assured that their answers will be kept anonymous. Additionally, the findings of the research were presented in a way that would not reveal the identity of the individual participants.

1.9 Limitations of the Research

Although wellness has been explored in other areas and domains, the research of employee wellness within the context of banking sector is quite new. As such, there are many areas for improvement and for further research. In particular, the researcher recognises that this study is subject to some limitations. The present research used a correlational design (Gall et al., 2007). Hence, it was not able to predict causality. A second limitation is about the generalisability of the data. The sampling criterion for the current research defined participants as bank employees (i.e., Clerk , Officers) but equal representations of them were not achieved.

Chapter-1: Introduction

Hence, the current research has limitations that can affect the explanation of the results in bank employees. But, the limitations also consist of scope for future research. Consequently, the researcher will try to improve the employee wellness scale by working on the limitations in future research projects.

1.10 Chapter Summary

The present chapter explained about the development of a psychometrically valid Employee Wellness Scale with a sample of bank employees. A concise review of literature on employee wellness is presented. The chapter explored the rationale for an employee wellness assessment in banking sector. In the end, the chapter concluded with details of the current research study, including the proposed research methodology and statistical analysis for developing a psychometrically valid Employee Wellness Scale for bank employees. Chapter 2 contains a detailed review of literature on the concept of wellness, models of wellness, wellness assessments, concept of employee wellness, banking sector in India, and dimensions contributing to wellness of bank employees.

Chapter-2: Literature Review

CHAPTER – 2

LITERATURE REVIEW

This chapter explains a historical overview of the wellness paradigm, which also include the characteristics that distinguish the wellness and illness paradigms. Additionally, this chapter includes definitions of wellness, Concept of Employee Wellness, Models of wellness, Wellness assessments, Importance of Employee Wellness, Banking Sector in India, Banking Sector in Gujarat, and Dimensions influencing wellness of bank employees.

2.1 Historical Overview of the Wellness paradigm

The concept of wellness is seen from two different perspectives. Scholars of the ―clinical / Medical‖ tradition assess wellness based on physical or mental illness; while the scholars of ―psychological‖ tradition assess wellness based on personal satisfaction in life (Keyes, 1998). Since decades, concentration of healthcare is on illness paradigm which gives more attention to the treatment of illness (Granello, 2013; Myers & Sweeney, 2005; Swarbrick, 2006). Moreover, majority of the healthcare services in India treat illness among people rather than enabling them for prevention of illness. When we compare the clinical model with a wellness modal, we can find some innate differences. The clinical model focuses on depletion of symptom, stabilization, and interventions to treat illness (Swarbrick, 2006). Moreover, deficit-based nature of the clinical model, views a person in terms of his/her illness instead of his/her positive characteristics and strengths (Seligman, 2002; Swarbrick, 2006). Additionally, the major difference between clinical model and wellness paradigm is their primary components.

Wampold, Ahn, and Coleman (2001) describes five elements of the clinical model as follow: (i) patient appears with a problem/illness, (ii) a clarification for the illness is given, (iii) enough knowledge of theories and concepts promote a change in the patient, (iv) clinicians use medicines to illustrate the change, and (v) the improvement and change for patient is because of the prescribed medicines. So, in simple words, a patient comes up

Chapter-2: Literature Review with a problem before clinicians and they prescribe many ―fixes‖ to get rid of it. Hence, the basic philosophy of the clinical model is that when an individual is having any problem/disorder, the clinician is responsible for solving it (Keyes, 2002). Thus, focus of clinical model on sickness limit individual potential to particular disease, which promotes wellness as an absence of disease. Although, having no disease does not ensure health and wellness (Foltz, 2006).

Wellness is an energy-based, optimistic, and enabling approach (Myers & Sweeney, 2008). The focus of Wellness models is on prevention of illness and promotion of well- being among people. Moreover, wellness encourages a positive idea of human potential and emphasis on positive individual characteristics rather than illness (Swarbrick, 2006). The concept of wellness encourages people to take responsibility of their own health and develop a proactive behavior which lead to a healthy balanced lifestyle (Swarbrick, 1997).

The statistics on treatment of diseases and illnesses have exacerbated in India since last few years. According to the world economic forum, India stands to lose $4.58 trillion between 2012 and 2030 due to non-communicable diseases. Nearly 60% of deaths occurring in India are due to Cardiovascular diseases, diabetes, cancers, chronic respiratory disorders, and mental illness. Nearly half of them occur before the age of 65. It has been estimated that India lost 9.2 million potentially productive years of life due to untimely cardiovascular deaths in the age-group of 35-64 years in 2000 (570 per cent more than the US) and is projected to lose 18 million years in 2030 (900 per cent more than the US). Thus, a concept wellness, promoting prevention of illness, is necessary to improve overall health in India. Hence, the following sections of this talks about definitions of wellness, the importance of employee wellness, models of wellness, wellness assessments, etc. with a view to support the philosophy of prevention of illness and optimal functioning in the bank employees.

Chapter-2: Literature Review

2.2 Definitions of Wellness

Many authors have tried to define and identified major concepts connected with meaning of wellness. The term ‗wellness‘ is considered subjective so it‘s accurate definition and measurement of construct is difficult (Kelly, 2000; Sarason, 2000). Thus, wellness is conceptualized on a continuum and not as an end state (Clark, 1996; Dunn, 1977; Jonas, 2005; Lafferty, 1979; Myers, Sweeney, and Witmer, 2005; Sarason, 2000). In 1948 World health organization gave a holistic definition of health as ―physical, mental and social well-being and not merely the absence of disease‖ (WHO). Later they defined optimal health as ―a state of complete physical, mental, and social well-being and not merely the absence of disease or infirmity‖ (WHO). Halbert Dunn, who is considered as the father of modern wellness movement defined it as ―An integrated method of functioning which is oriented toward maximizing the potential of which the individual is capable, within the environment in which he or she is functioning‖ (1961, P.4). Dr. Bill Hettler defined wellness as ―an active process through which people become aware of, and make choices toward a more successful existence‖ (National Wellness Institute). Myers, Sweeney and Witmer reviewed literature from multiple disciplines and defined wellness as ―a way of life oriented toward optimal health and well-being, in which body, mind, and spirit are integrated by the individual to live life more fully within the human and natural community. Ideally, it is the optimum state of health and well-being that each individual is capable of achieving‖ (2000, p.252). Thus, wellness is an outcome as well as a process. It is a multifaceted and multidimensional concept. The subsequent sections of this chapter give detailed review about models of wellness and wellness assessments.

2.3 Models of Wellness

2.3.1 The National Wellness Institute Model/Hettler’s Hexagonal Model

In 1980, Hettler developed a six-dimensional wellness model for the National Wellness Institute. It consists of six dimensions as Physical, Social, Intellectual, Occupational, Emotional, and Spiritual.

Chapter-2: Literature Review

FIGURE 2.1: Hettler’s Hexagonal Model

Occupational dimension of wellness recognizes importance of personal satisfaction and enrichment in one‘s life through work. The central idea of occupational dimension is that a person must be optimistic towards his/her work and he/she should feel that the work is meaningful and rewarding both (Hettler, 1980). Social dimension of the model highlights the importance of contribution to the environment and community. It encourages active involvement in the globe through interaction with other people and contribution to the common welfare of society (Hettler,1980). Spiritual dimension of wellness give importance to one‘s search for meaning and purpose in life. According to hettler, people realize their spiritual wellness when their actions are in consistency with their personal values and beliefs (Hettler, 1980). Physical dimension of wellness emphasise regular physical activity. According to the model optimal wellness can be achieved through combination of good exercise and eating habits (Hettler, 1980). It also gives importance to learning about balanced nutrition and risky behaviour. Emotional dimension of the model gives importance to one‘s awareness and acceptance of feelings. It includes being optimistic and enthusiastic about one‘s self and one‘s life (Hettler, 1980). Intellectual dimension of model emphasise on one‘s mental activity dealing with the areas like knowledge, skill, creativity, problem solving, and learning.

Chapter-2: Literature Review

2.3.2 Lifespan Development Model

Lifespan Development Model (LDM) was created by Sweeney and Witmer in 1991, which demonstrates the correlation between the traits of a healthy individual (Witmer and Sweeney, 1992). They utilised Adlerian life tasks (i.e., self, love, work, friendship, and spirituality) in development of the Lifespan Development Model and gave a holistic aspect of Wellness. They incorporated different theoretical concepts from psychology, sociology, education, anthropology, and religion in Lifespan Development Model (Witmer and Sweeney, 1992). The authors also insisted on the role of life forces like education, religion, and media and global events like hunger, poverty, etc. in maintaining and achieving holistic wellness. Fundamentally, the Lifespan Development Model was created as a human development model that incorporated a holistic aspect of human potential and wellbeing within the contexts of a person‘s environment. The authors used learning from the Lifespan Development Model to develop the Wheel of Wellness (Witmer and Sweeney, 1992).

2.3.3 Wheel of Wellness Model

Wheel of Wellness model was created by Witmer and Sweeney in 1992 to align with Individual Psychology tenets. It contained factors associated with healthy life, longevity, and quality of life (Myers and Sweeney, 2005). The healthy living factors included elements like physical, nutritional, social, occupational, and spiritual. It also included the impacts of society and other external factors on total wellness. The model is based on Adlerian life tasks and the correlation of life tasks with one another and with other life forces in development of overall wellness (Sweeney and Witmer, 1992).

Chapter-2: Literature Review

FIGURE 2.2: Wheel of Wellness

Chapter-2: Literature Review

 Life task 1- Spirituality:

It involved meaning in life, sanguinity, harmony and values for building the character (Sweeney and Witmer, 1991).

 Life task 2-Self-Regulation:

It consisted of sense of control, sense of worth, realistic beliefs, problem solving and creativity, emotional awareness and coping, sense of humor, nutrition and physical fitness (Sweeney and Witmer, 1991). Sense of control and sense of worth emphasise on individual self-efficacy, self-esteem, and an ability to have practical expectations and beliefs with a view to achieve healthy lifestyle and stability in life. Creativity and emotional responsiveness is explained by Witmer and Sweeney with the idea of enhancing immune function through positive emotional states (Dillon, Minchoff, and Baker, 1985). Maslo (1970) emphasises on creativity as an essential for fully self-realised behaviours. Sense of humour is also seen as integral to self-regulation. Moreover, physical health, nutrition, and exercise, were correlated with good health and longevity (Belloc, 1973, Sweeney and Witmer, 1991).

 Life task 3-Work:

It is described as one of the most basic life tasks by Sweeney and Witmer (1992). It encompassed everything that an individual do for sustenance of one‘s self and other individuals (Witmer & Sweeney, 1992). It consists of involvement in jobs, careers, volunteering, and other activities.

 Life task 4-Friendship:

It consists of connections with other people, either in a group or individually. The friendship connection mentioned here is not physical or intimate in nature (Witmer and Sweeney, 1992).

 Life task 5-Love:

Although friendship and love look alike, they are different as love involved more intimate, committed relationship between individuals (Witmer and Sweeney, 1992).

Chapter-2: Literature Review

2.3.4 Indivisible Self Model

In 2004, Myers, Leucht, and Sweeney gave a revised model of the Wheel of Wellness and named it as the Indivisible Self: An Evidence-Based Model of Wellness (IS-WEL). This five-dimensional model described wellness as a higher order dimension with sub- dimensions like physical, coping, social, essential, and creative paradigms. The sub- dimensions are consisted of 17 third order factors that are as follow:

 Coping : leisure, self-worth, realistic belief, stress management  Social : love, friendship  Essential : spirituality, self-care, cultural identity  Physical : exercise, nutrition  Creative : emotions, control, work, humor, thinking

The multidimensional concept of wellness is in accordance with other theories that look at the person holistically. The concept of wellness has similarity with Adlerian concepts of holism; meaning making and seeking purpose (Rogers, 1961; Adler, 1956) and achieving balance in life (Hettler, 1984). The five, sub-dimensions of wellness given above (i.e., Creative, Coping, Physical, Essential, and Social) are joined to include the ―whole‖ human being. Each sub-dimension has third order tenets which gives uniqueness to each wellness domain.

Chapter-2: Literature Review

FIGURE 2.3: The Indivisible Self Model

Chapter-2: Literature Review

 Creative:

It consists of how people make sense of their world. This sub-dimension consist of third order factors like work, emotions, thinking, positive humour, and control (Myers and Sweeney, 2004) . According to Sweeney and Witmer (1992), the factor emotions consists of feelings and degree of awareness that enable an individual to experience positive as well as negative responses. Positive humour consists of laughter, being able to laugh at mistakes, and being able to use humour in different aspects of life. The factor of work is defined as contentment with job, career, or vocational choice. It also consists of having good relationships at work, sense of being appreciated at work, and coping with occupational stressors (Myers and Sweeney, 2004). The thinking consists of curiosity, open-mindedness, creativity, and the ability to use them effectively for solving problems and for coping with stressful situations. The control consists of thoughts about self competence, internal and external locus of control and assertive expression of wants and needs (Sweeney and Witmer, 1992). Hence, the Creative dimension consists of creativity of thoughts and emotions, and expression of humour in various situations of life.

 Coping:

It consisted of managing stress, leisure activity, realistic beliefs, and self worth (Myers and Sweeney, 2004). It is referred to how people manage and react to life events. The ability to manage life events is paramount in stress management. Leisure time consists of activities not related to work like personal activities or ―free‖ time, and the balance between work and leisure. Realistic beliefs consist of accepting reality, recognising the imperfect nature of life, and accepting the possibility of errors, mistakes, and wrong choices. The worth consists of self-value and accepting one‘s self (Sweeney and Witmer, 1992).

 Physical:

It consists of nutrition and involvement in physical workout leading towards personal wellness. Nutrition consists of having a balanced food and maintaining a healthy body mass (Myers and Sweeney, 2004). It also contains prevention techniques like weight training, eating healthy diet, cardiovascular exercise, and involvement in other physical tasks to encourage health and wellness.

Chapter-2: Literature Review

 Essential:

It includes cultural identity, gender identity, self-care, and spirituality (Myers and Sweeny, 2004). It consists of meaning in personal life, personal level of satisfaction with gender and cultural identity, cultural acceptance, individual beliefs, faith in a higher power, optimism, purpose in life, and personal value.

 Social:

It consists of individual communication with others, including how the person is connected with others. It also consists of love and friendship which indicates the ability to be in a lasting, committed relationship. Love consists of respect, shared values, growth, appreciation, and interaction. While friendship is less involved and consists of an uncritical, empathic association (Myers and Sweeney, 2004).

Chapter-2: Literature Review

2.3.5 Perceived Wellness Model

FIGURE 2.4: Perceived Wellness Model

Chapter-2: Literature Review

The Perceived Wellness Model was created by Adams and his colleagues in 1997(Adams, 1995; Adams et. al., 1997). It is a multidimensional model supporting wellness as an individual characteristic. It promotes experiencing consistent and balanced improvement in the physical, social, psychological, emotional, intellectual, and spiritual areas of human life. According to Perceived Wellness Model, when people consider their wellness factors as equal, their health is better. A limitation of the Perceived Wellness Model is that high level of wellness can be achieved only when the score on all dimensions are equal. Consequently, Adams and his colleagues hypothesised that wellness dimensions must be equal, which is opposed by researchers who think that wellness dimensions are personalised and certain dimensions may be more important depending on individual. Hence, an equal dimensions may not show wellness.

2.3.6 The Wellness/Illness Continuum Model

FIGURE 2.5: Illness-Wellness Continuum

Chapter-2: Literature Review

The wellness/illness continuum model was developed by Travis and Ryan (1981, 1988) on a wellness/illness continuum, where illness and wellness represent its two opposite poles. The midpoint of this model, is a neutral point which shows absence of illness or wellness. They bring up the thought that wellness could be present despite illness or disease. One of the most significant of contributions of this model to the concept of wellness is a much greater emphasis on individual responsibility. Additionally, Travis (1978) also explained wellness by example of iceberg as a metaphor and named it the Iceberg Model of Health (Myers and Sweeney, 2005). He explained current state of individual health as the top of the iceberg, which has three underlying levels depicting lifestyle or behavior level, Psychological/motivational level, and spiritual/meaning/being realm.

2.3.7 Conclusion

Aforementioned section of this chapter reviewed wellness models and the dimensions influencing holistic wellness. Majority of the wellness models include some holistic dimensions and emphasise on balancing various dimensions which contribute to overall wellness. Wellness models were discussed to depict the purpose of different models, dimensions of wellness, and intentions for use. The following section reviews wellness measurement instruments. Most of them are derived from the wellness models presented in the aforementioned section.

2.4 Wellness Measurement Instruments

There are many models of wellness that describe unidimensional wellness construct or multidimensional wellness factors (i.e., Sweeney and Witmer, 1991; Hettler, 1980). As the models are used for a pictorial representation rather than assessment, they are not always enough to assess wellness at personal level. Thus, wellness assessments to assess individual wellness are needed.

Though many assessments are available for measuring wellness in literature, most of them are not supported by theory and/or empirical research (Hattie et al., 2004). Additionally, many of them are not developed according to appropriate scale construction methods (DeVellis, 2012; Crocker and Algina, 2006; Dimitrov, 2012). In the following section, five different wellness assessments are explained.

Chapter-2: Literature Review

2.4.1 Life Assessment Questionnaire

The Life Assessment Questionnaire is derived from Hettler‘s Hexagonal model of wellness. It was developed by Hettler (1980) to measure the six dimensions of wellness. It consists of 100 statements that are measured based on a 5 point Likert scale, where higher scores meaning higher levels of wellness. Palombi (1992) reported total cronbach‘s alpha of .78 and test-retest reliabilities of sub-dimensions ranged from .57 to .87. According to her the second study had the test-retest reliabilities ranged from .81 to .94 and internal consistency reliabilities ranged from .67 to .94. Cooper (1990) assessed the factor structure of the LAQ, but failed in supporting the six factor structure of the instrument. Thus, there are differences in factor models being reported by research supporting a factor structure of the LAQ.

2.4.2 Optimal Living Profile

It was developed by Renger et al. (2000) to measure the six dimensions of wellness: emotional, spiritual, physical, social, intellectual, and environmental wellness. It contains 135 items that are measured on two different 5 point Likert scales depending on the language content of item. Cronbach‘s alpha value for various dimension ranged: .78(Environmental Wellness), .91(Intellectual Wellness), .82 (Spiritual Wellness), .95 (Emotional Wellness), .84 (Social Wellness), and .89 (Physical Wellness). The external reviewers supported the content validity of the scale and comparison of scale with interview data supported the concurrent validity. Divergent validity was achieved through subtraction of items having high correlation with another dimension compared to the one they were claimed to measure.

2.4.3 Perceived Wellness Survey

Perceived Wellness Survey is based on the Perceived Wellness Model. It was developed by Adams et al. (1997) to measure the six dimensions of wellness: social, spiritual, physical, intellectual, emotional, and psychological. It was developed as a multidimensional measure of perceived wellness focused on health. It contains 36 items that are measured based on a 6 point Likert scale, with higher scores indicate higher levels of wellness. Moreover, only four of the six subscales had more than .70 cronbach‘s alpha score.

Chapter-2: Literature Review

Adams and colleagues (1997) examined construct validity of Perceived Wellness Survey through Confirmatory factor analysis on a sample of 359 participants. They reported Goodness of fit (GFI) as .82 and average standardized residual (ASR) coefficient as .045.

Harari and colleagues examined the psychometric properties of the Perceived Wellness Scale (Harari et al. 2005). They mentioned the reliability of the total score as .91. They did not found any support for the existence of separate subscale dimensions. They summarised that Perceived Wellness Scale is not a satisfactory assessment of the Perceived Wellness Model.

2.4.4 Test Well (National Wellness Institute, 1992)

It was created to utilize Hettler‘s (1980) six dimensions of wellness. It consists of 100 items that are scored on a 5 point Likert scale. It had a split-half reliability of .87 and 8 out of the 10 subscales had cronbach alpha value over.71. It had total reliability value of .92 (Owen, 1999).

2.4.5 Wellness Evaluation of Lifestyle Inventory

The Wellness Evaluation of Lifestyle Inventory is derived from the Wheel of Wellness model. It was developed by Myers and colleagues to measure the five life tasks and the subtasks of the Wheel of Wellness (Myers et al. 1998). It has been revised many times since its creation. Initially it was created from a group of more than 500 items. The first version of the WEL had 114 items. It was administered to sample of 723 individuals. Myers et al., (1998) reported that out of 16 scales only 9 had reliability alpha above .60. Thus, many research were conducted to improve the weaker scales with different populations.

The latest version WEL-S contains 120 items that measure based on a 5 point Likert scale. Myers et al. (2004) mentioned Cronbach‘s alpha values for 12 subtask ranging from .61 (leisure) to .89(love). It had test-retest reliability coefficients ranging from .68 (cultural identity) to .88 (nutrition). It had internal consistency ranging from .60 (realistic beliefs) to .94 (friendship).

Hattie et al. (2004) found support for the psychometric properties of the WEL, but the data did not support the Wheel of Wellness model. Further investigations of the data lead to development of the Indivisible Self Model of Wellness (Myers et. al., 2004).

Chapter-2: Literature Review

2.4.6 Five Factor Wellness Inventory

The Five Factor Wellness Inventory is based on Indivisible Self Model of wellness. It was developed by Sweeney and Witmer (1992) using factor analysis on the original WEL assessment. It consists of total 91 items that are scored based on a 5 point Likert scale. Internal consistency of the Five Factor Wellness Inventory ranges from .80 to .96 (Myers and Sweeney, 2005). Moreover, the Five Factor Wellness Inventory scale is very lengthy, so it is difficult to use it in daily life. Another limitation is the cost, where individuals wanting to use the Five Factor Wellness Inventory scale have to bear the cost for the scale, the manual, and data analysis.

2.4.7 Summary

After comparing the assessments of wellness, the researcher found that most assessments were developed to measure multiple factors of wellness. Assessment scales like LAQ, PWS and WEL were constructed to measure sub-dimensions that contributed to total or holistic wellness. Moreover most of these assessment scales are not constructed through appropriate scale construction procedures as defined by DeVellis, (2012), Crocker and Algina, (2006), and Dimitrov (2012).

2.5 Employee Wellness

2.5.1 Introduction

Employees are prone to various diseases based on their way of living and occupational habits. These diseases are preventable, and can be lowered with changes in diet, lifestyle, and environment. Lifestyle diseases are the diseases whose occurrence is primarily based on daily habits of people, and inappropriate relationship of employees with their environment. These lifestyle diseases take years to develop, and once encountered do not lend themselves easily to cure. Lifestyle diseases include hypertension, heart diseases, stroke, diabetes, obesity, high cholesterol and diseases associated with tobacco use (smoking and chewing) like chronic bronchitis, COPD, cancer, and excessive use of alcohol (Pappachan MJ, 2011). These diseases are also called Non-communicable diseases (NCDs) or Chronic diseases.

Chapter-2: Literature Review

The major factors contributing to the lifestyle diseases are bad food habits, physical inactivity, wrong body posture, and disturbed biological clock. Additionally, conditions like stress, depression and substance abuse are also important factors contributing to lifestyle related morbidity and mortality like suicides (WHO). There are evidence that diet and lifestyle is playing a major role in predisposition to various diseases (Key TJ et. al. 2002). WHO have identified that most NCDs are the result of four particular lifestyle related behavioral risk factors like tobacco use, physical inactivity, unhealthy diet, and the harmful use of alcohol that lead to four key metabolic/physiological changes e.g., raised blood pressure (BP), overweight/obesity, raised blood glucose and raised cholesterol levels (Narayan KM et. al. 2010).

According to The World Health Organization (WHO), India is going to have most of the lifestyle related disorders in the near future. Moreover, lifestyle diseases are showing a drastic shift towards the younger population in India.

Organisations are facing great challenges due to economic crisis, changing business environment, increasing demands for productivity, and rise in chronic diseases. Many studies have described the negative economic consequences of poor employee wellness in the form of absenteeism, accidents, and healthcare costs (Mills, Kessler, Copper, and Sullivan, 2007).

Rise of chronic diseases has left its mark on workplaces. Non-communicable diseases cause 38 million deaths annually. Eighty percent of it occur in low and middle income countries. Cardiovascular diseases, diabetes, cancer, and chronic respiratory diseases are identified as major noncommunicable diseases by WHO. 2.6 million people die due to overweight or obesity each year (WHO, 2010b). Annually more than two million people die due to job related accidents or illnesses (ILO, 2005).

The economic consequences of Non-communicable diseases are alarming. The financial impact of lifestyle-related diseases to India amount to $ 237 billion in 2015 (WHO/WEF, 2008).

Technology, manufacturing processes, products and strategies of competitors can be replicated by the organizations but human resource management processes cannot be replicated easily (Pfeffer, 1998). Thus, employees and human resource management practices are the critical assets of the organization. Many studies have found that HRM

Chapter-2: Literature Review practices associated with high-performance workplaces are also associated with healthy employees and higher level of productivity (Burke and Cooper, 2008; Lowe, 2010). Many Scholars have explained a link between human resource management practices and employee health, employee engagement and organizational performance (e.g., Sirota et al., 2005; Sisodia et al., 2007). Significant evidence has been found indicating the crucial role of employees in the performance of organizations (O‘Reilly and Pfeffer, 2000; Lawler, 2003). Thus, many organizations are getting interested in Employee wellness (McGinnis, 1993).

2.5.2 Employee Wellness Programs

Employee Wellness Programs are employer initiatives directed at improving the health and well-being of workers and, in some cases, their dependents. They include programs designed to avert the occurrence of disease or the progression of disease from its early unrecognized stage to one that's more severe (Goetzel and Ozminkowski, 2008). It is a corporate set of strategic and tactical actions that seek to optimize worker health and business performance through the collective efforts of employees, families, employers, communities, and society-at-large (IAWHP, 2009). Thus, Employee Wellness Programs not only target and improve health risks and behaviours of the employees, but also address the work environment (Kirsten, 2012).

2.5.3 Evolution of Employee Wellness Practices

The notion of employee wellness has attracted considerable interest from business and consultancy firms since the mid 19th century and has more recently begun to attract wider academic attention. Analysis of employee wellness literature has enabled the identification of stages in the evolution of the employee wellness concept, conceptualised here as a series of waves.

 Wave-1:

The first wave era is characterized by recognition for addressing sanitary conditions, infectious diseases and unsafe conditions in the mid 19th century. The major concern during this period was occupational safety and health. Due to frequent accidents and the

Chapter-2: Literature Review distance from the preexisting medical systems companies made their own health clinics for their employees and their families (Fertman, 2015).

During World War II the focus of workplace health slowly began to shift from injury response to preventive medicine (Starr, 1982; Fertman, 2015). Kriser Steel is the prime example of this shift. The corporation operated a full-service medical program to treat employees and their families. It was the first company to make health care part of its organizational policy. Many other companies also hired doctors and made developed variations of the Kraiser model of company medicine. (Draper, 2005).

Gradually, minimal occupational safety standards and regulations were established to ensure safer working conditions for the employees. Later it converted into the Occupational safety standards and regulations. In spite of such measures, work related injuries and fatalities remain a considerable threat to public health (Fertman, 2015).

 Wave-2:

The second wave started in 1970 when Lalonde report (Lalonde, 1974) released in Canada. It considered improvement of health care system and the prevention of health problems and promotion of good health as major objectives. It is considered as the first modern government document emphasizing on the need of looking beyond the traditional healthcare system. During this period healthier individual behaviour was encouraged through the provision of support, information and the development of skills. During this period medical benefits, short and long-term disability, disease management, Worker‘s compensation, health promotion, pharmacy etc were combined into a single process. The emphasize was given on improvement of outcomes, measurement, benchmarking, coordination of services etc. The goal was to manage costs and improve the outcomes for the employees. (Fabius & Frazee, 2009). During 1980s major companies made a big investment in the Employee Wellness Programs. The focus of these programs was healthier lifestyle to encourage healthier employee behaviour. Health risk assessment, blood screenings, preventive services, wellness education etc. were utilized as strategies. The top management also showed commitment towards employee wellness during this period. Companies also started collaborating with health care providers and community groups. Economic analysis of Employee Wellness Programs began and it indicated that it is cost effective and a good return on investment (Fertman, 2015).

Chapter-2: Literature Review

 Wave-3:

In the third wave, emphasis is given on the organizational determinants of health. Disparities in the status of health in organization is the result of determinants (USDHHS, 2000, 2015a). Though genes, behaviour and medical care affect our wellness but the factors like economic and social condition, culture etc. also affect our mental and physical health status. Recently the attention has turned to the Employee Wellness in Small organizations. Small business organizations usually gives less flexibility to their employees. Such employees have very few employer-sponsored benefits and hardly have an access to Wellness initiatives at Workplace (Fertman, 2015).

2.5.4 Importance of Employee Wellness

In the current era, when organizations are striving for getting better performance in competitive global environment, talent management and human resource development plays crucial role. A healthy and engaged workforce is essential for successful organisations. Research has found that unhealthy people are usually tired, dissatisfied, work very slowly, make more mistakes, and are more prone to accidents (Stewart et al., 2003). Whereas healthy people work harder, have more job satisfaction, are more productive, and more likely to help others (Wolfe et al., 1994). Employee Wellness contribute to the achievement of healthy profits (Heaney and Goetzel, 1997; Pelletier et al., 2004; Pelletier, 2005; Goetzel and Ozminkowski, 2008). Thus, increasing number of managers are looking at employee wellness as part of company health (Carnethen et al., 2009).

2.6 Employee Wellness in India

India is one of the most diverse countries in the world. It is the second most populous country in the world. As of 2009, India‘s workforce was about 765 million (17% of the World‘s total workforce). Due to sedentary lifestyle, changing dietary habits, and stress prevalence of chronic diseases such as coronary heart disease, obesity, stroke, and diabetes is increased. Around 31 million Indians are diabetic, and the number is expected to grow up to 57 million by 2025 (pricewaterhouseCoopers, 2007a). According to Pricewaterhousecoopers 2007 report, between 2000 and 2030, India is expected to have more deaths in the age group of 35-64 than the United States, China or Russia. The report

Chapter-2: Literature Review warns that, chronic diseases will reduce the labor supply, savings, and investments within next 25 years, which will ultimately affect the capital markets.

India is a kaleidoscope of customs, values, beliefs, and traditions. Thus, it is impossible to generalise the Indian way of life. Each region in India has its own distinct culture, language, cuisine, etiquette, social norms. However, there are common aspects of the Indian culture across regions. Collectivism and Verticalness are one of these common aspects (Triandis, 1998). It is not uncommon to see unequal treatment of employees based on their social classes and unequal distribution of power among people at the workplace. Moreover, Indian culture is more relationship based than rule based. So, an individual‘s behavior is mostly regulated by one‘s superiors, parents, or political leaders (Bhagat, Steverson, & Segovis, 2007). As most of the models of employee wellness have been developed in Western countries, primarily the United States, where the culture is individualistic, rule based, there is a need to study Indian paradigm.

2.6.1 Gujarat

Gujarat is among the ten highest populated states in India (Cencus, 2011). It is one of the most industrialised states in India. Gujarat's Gross State Domestic Product (GSDP) was about Rs 11.58 trillion (US$ 172.63 billion) during 2016-17. According to report of ICMR (2017) non communicable diseases causes 56.7% of premature death or disability among the 18 to 60 age group in Gujarat. Ischaemic heart disease, chronic obstructive pulmonary disease, Stroke, and chronic kidney diseases are among the top 15 causes of premature death in Gujarat. The workplace directly influences the wellness of workers and in turn the health of their families, communities and society at large (WHO). Thus, there is a need of research in the field of employee wellness in Gujarat.

2.7 Banking Sector in India

2.7.1 Historical Overview

The indigenous system of banking in India can be traced back to the 4th century BC in the 'Kautilya‘s Arthashastra' , which contains references to creditors and lending. For instance, it says ―says "If anyone became bankrupt, debts owed to the state had priority over other

Chapter-2: Literature Review creditors". Similarly, there is also a reference to "Interest on commodities loaned" (PRAYOG PRATYADANAM) to be accounted as revenue of the state. Thus, lending activities were known in the medieval India and the concepts such as 'priority of claims of creditors' and 'commodity lending' were established business practices. However the real roots of commercial banking in India can be traced back to the early eighteenth century with the establishment of the three presidency banks.

 Establishment of the three presidency banks in India:

In June 1806, the Bank of Calcutta was established, which was renamed as Bank of Bengal in January 1809 to fund General Wellesley‘s wars. In July 1843, a joint stock company, the Bank of Madras was established through the reorganization and amalgamation of four banks viz., Madras Bank, Carnatic Bank, Bank of Madras, and the Asiatic Bank. It brought about major innovations in banking such as use of joint stock system, conferring of limited liability on shareholders, acceptance of deposits from the general public, etc. After a decade of the India‘s first war of independence, in 1868, the Bank of Bombay was established.

 Establishment of the Imperial Bank of India:

In January 1921, the three Presidency Banks were amalgamated to form the Imperial Bank of India. The bank took on the triple role of a commercial bank, banker‘s bank, and a banker to the government.

 Emergence of Private Banks:

The first Indian owned bank, the Allahabad Bank was established in Allahabad in 1865, followed by second, Punjab National Bank established in 1895 in Lahore, and the third, Bank of India established in 1906 in Mumbai. The Central Bank of India, Bank of Baroda, Canara Bank, Indian Bank, and Bank of Mysore were established between 1906 and 1913. By the end of December 1913, the there were 56 commercial banks in the country.

Chapter-2: Literature Review

 Establishment of Reserve Bank of India:

Until 1935 all the banks were owned by the private sector owners. Due to absence of any regulatory system, they were free to make use of the funds according to their wish. Consequently, the failure of bank and exploitation of the poor were common issues. Hence, in order to control and regulate these banks, the Reserve Bank of India was established on 1st April, 1935 in accordance with the provisions of the Reserve Bank of India Act, 1934.

 The Banking Regulation Act:

With a view to improve the functioning of the commercial banks, the Government of India introduced a new legislation, known as the Banking Companies Act, 1949. This legislation was later renamed as the Banking Regulation Act. According to this Act the Reserve Bank of India was vested with the duties relating to licensing of banks, liquidity of bank‘s assets, branch expansion, management and working methods, reconstruction, amalgamation, and liquidation.

 Establishment of the State Bank of India:

The All India Rural Credit Survey Committee recommended the creation of a state- partnered and state-sponsored bank to serve the general economy in and particularly the rural sector. Thus, in May, 1955, an act was passed in parliament and on 1st July, 1955, the State Bank of India was established. But, soon the government came to know that State Bank alone will not be enough to develop the Indian economy. So the plan for nationalisation was passed 1968.

 Nationalisation:

In 1969, Government of India Nationalized 14 banks with a view to serve the mass. Once again in 1980, the Government of India implemented a second round of nationalisation, placing six private banks under government control. Thus, only 10% of the bank branches left in private hands.

Chapter-2: Literature Review

2.7.2 Structure of the Indian Banking System

Structure of the Indian Banking System comprises a heterogeneous mass ranging from the unorganized indigenous bankers to the foreign banks. Structure of the Indian Banking System has at the apex the RBI. It performs as a central bank in India. It has taken developmental function also. The Indian Banking System is classified in two categories (See Figure 2.6). The Scheduled Commercial Banks that covers most part of the banking system in India, is further classified into Public Sector Banks, Private Sector banks, Regional Rural Banks, and Foreign Banks.

Public Sector Banks are those in which the majority stake is held by the Government of India. These government lead banks are dominating the banking sector in India. In Private Sector Banks, the majority of share capital is held by private individuals and corporate. The Banks that have their registered and head offices in a foreign country but operate through their branches in India are called Foreign Banks. Regional Rural Banks are an institution unique to India. They were established to operate exclusively in rural areas to provide credit to small farmers, agricultural labourers, artisans, and small entrepreneurs. These banks are governed by the RRB Act, 1976.

Chapter-2: Literature Review

FIGURE 2.6: Structure of Indian Banking Sector

Chapter-2: Literature Review

2.7.3 Reformation of Indian Banking System

The financial sector reforms were initiated in the early 1990s in response to financial sector reforms initiated as a part of structural reforms encompassing trade, industry, investment and external sector, launched by the Government of India in the backdrop of a serious balance of payments problem. These reforms can be classified as:

 Measures for Promotion of competition:

The measures taken for strengthening competition consists granting less functional autonomy to public sector banks (PSB); introduction of transparent licensing policy enabling the entry of private sector , dilution of government stake in the public sector bank‘s equity allowing them to mobilize capital from the open market; foreign and joint venture banks; allowing foreign direct investment (FDI) in the financial sector as well as allowing portfolio investment; issue of guidelines on ownership and governance in private sector banks.

 Measures for Strengthening the role of market forces:

Measures initiated to strengthen the role of market forces consists progressive reduction in SLR and CRR, deregulation of interest rates, and market determined pricing of government securities.

 Prudential measures:

It covered fulfillment of capital adequacy norms; and new accounting, income recognition, provision, and exposure norms.

 Legal Measures:

Institutional and legal measures were introduced to improve performance of banks in the area of recovery. For up gradation of asset quality measures like Corporate Debt Restructuring Mechanism, setting-up Lok Adalats, Asset Reconstruction Companies (ARC), Debt Recovery Tribunals (DRT), Settlement Advisory Committees (SAC), etc. were introduced. Enactment of securitization, enforcement of security interest act (Sarfaesi

Chapter-2: Literature Review

Act), and reconstruction of financial assets was a second major mile stone in reforms. Setting-up Credit Information Bureau (India) Ltd., (CIBL) for sharing credit information and establishment of the Clearing Corporation of India Ltd, (CCIL) to act as central counter party for facilitating payments and settlement systems relating to fixed income securities and money market instruments extended support to banks.

 Measures for strengthening supervision or supervisory controls:

Measures initiated to strengthen supervision or supervisory control included assignment of risk weights to different categories of assets, norms on connected lending, credit concentration norms, application of marked – to – market principle for investment portfolio and fixation of limits for allocation of funds in sensitive factors and activities. Moreover, know your customer (KYC) guidelines, introduction of capital charge for market risk, high graded provisioning for non-performing assets (NPA), and anti-money laundering (AML) standards, were adopted for implementation. In addition supervisory measures like establishment of an individual board for financial supervision in RBI, reforming the role of statutory auditors and improvement of internal control through strong internal audit, strong corporate governance were also initiated.

 Measures related to Technology:

The technology related measures included setting-up of Indian Financial Network (INFINET) as the backbone of communication for the financial sector, beginning of negotiated delink system for screen based trading in the government securities and implementation of real time gross settlement (RTGS) system.

2.7.4 Need of Employee Wellness in Banking Sector:

Banking sector is one of the fastest growing service sectors in India. Banks play a pivotal role in developing the economy of a country. During the past few decades banking sector of India has undergone a swift change due to liberalization, privatization, globalization, policy changes, changes in technology and intensive competition.

The conservative approach in all the sectors of banks have changed. Now banks focus more on customers, providing them convenience, quality of service, innovation and the

Chapter-2: Literature Review speed of the services. Bank employees play a crucial role in the service quality and service delivery of customers.

In past two decades, emergence of a global economy and deregulated markets have changed the functioning of financial services (Kaur et al., 2017; Hassard et al., 2017). There is a big change in banking operations and it has a severe effect on the work life of bank employees who deal with these new structures and technological innovations. The credit industry is facing a crucial phase because of global economic crisis and major changes in organizations.

Two types of repercussions in the credit sector were seen. In one hand, there was a continuous reduction in investment and savings of the clients, and, on the other hand, the increasing unpredictability of the global economic market. Hence, it is obvious to expect its impact on the psycho-physical wellness of employees (Frasquilho et al., 2016; Van Hal, 2015).

Such changes have affected not only the work life but also in the daily lives of bank employees. In reality, banking system, where there were no major changes for at least a century, has been completely redesigned. These changes are implemented in reference of increasing market competition, implementation of economic plans, reduced inflationary rates, and institutional changes (Bozdo and Kripa, 2015; Silva and Navarro, 2012). The new requirements and qualifications is due to unemployment, intensification of the labor rhythm, and precariousness of work (Hantzaroula, 2015).

It is possible to affirm that the substantial changes that took place with the productive restructuring were in the sense of implementing strategies such as charging clients for a greater diversity of services and products, intensification of outsourcing, flexibility of work, redefinition of tasks and traditional banking activities, and transferring more and more services to the clients themselves (i.e., through home-banking) (Silva and Navarro, 2012; Blazy et al., 2014). In this new management model, bank employees have experienced a full redefinition of their tasks, becoming bank sellers (rather than bank

Chapter-2: Literature Review employees), working with clients to meet the bank‘s targets in areas such as the sale of investment funds, bonds, and insurance policies (Adrian and Ashcraft, 2016). Moreover, a considerable reduction in job positions intensified the volume of work for those who remained, as well as for new employees (Silva and Navarro, 2012). Studies also reveal that the employees are facing problems like burnout, tension and lack of satisfaction, etc. in banking sector (Chen and Lien, 2008; Bajpai and Srivastava, 2004). Thus, organisations should assess employee wellness and genuinely try to increase awareness among employees on the holistic dimensions to overall wellness.

2.8 Dimensions Influencing Bank Employee’s Wellness

According to the wellness literature a number of factors that influence holistic wellness. These factors are like (a) physical, (b) social/relational, (c) occupational, (d) emotional, (e) intellectual, (f) spiritual, and (g) environmental behaviors.

2.8.1 Physical Wellness

Physical wellness is defined as ―the degree to which one maintains and improves cardiovascular fitness, flexibility, and strength‖ (Hettler, 1980). It includes maintaining healthy diet and creating balance and harmony within body through awareness and monitoring of physical signs, body feelings, tension patterns, internal states, and reactions (Hettler,1980). It also includes one‘s awareness of physical self-care, activity level, nutrition needs and use of medical services (Hettler,1980). Renger et al. (2000) also defined physical wellness as one‘s level of fitness, nutrition and avoidance of harmful activity. Like Hettler, they also included prevention, early recognition of problems, perception and use of medical services.

Thus, physical wellness is the continuous and active effort of maintaining one‘s optimum level of physical activity and awareness of nutrition, self-care and healthy lifestyle choices. It includes one‘s perception and expectation of wellness. It also includes acceptance of one‘s physical state.

2.8.2 Social Wellness

Social wellness focuses on one‘s relation to other individuals and the environment (Hettler,1980). It includes one‘s level of involvement in the activities of the common

Chapter-2: Literature Review welfare of the community and environment. It involves the active promotion of a healthy environment, betterment of community, effective communication and healthy relationships with others. It focuses on having balance and integration of self with others, community and nature. Renger et al.(2000) defined social wellness encompassing one‘s interaction with others. They described it as the degree to which an individual is able to get along well with people and is able to express personal feelings, needs and opinions. They included support, intimacy, and fulfilling relationships as major concepts. Like Hettler, they also considered the social interaction and contribution to the community. Thus, social wellness is the movement towards balanced and integrated interaction between the individual, society and nature.

2.8.3 Emotional Wellness

Emotional wellness is defined as ―the awareness and acceptance of a range of feelings in one‘s self and others, as well as one‘s ability to constructively express, manage, and integrate feelings‖ (Hettler,1980). It is a continual process consisting of awareness, management of emotions, positive approach to life, constructive expression, and realistic self-assessment (Hettler,1980). Renger et al.(2000) defined it as ―one‘s level of anxiety, depression, well-being, self-control, and optimism‖. They also included feeling of satisfaction, interest and enjoyment in life, and optimistic outlook. Thus, emotional wellness is an awareness and acceptance of feelings, as well as a positive attitude about life, oneself, and the future.

2.8.4 Intellectual Wellness

Intellectual wellness is defined as the level of one‘s mental engagement in creative and stimulating activity and the use of knowledge resources (Hettler,1980). It emphasize on the acquisition, development, application and articulation of critical thinking. Renger et al. (2000) defined it as ―one‘s orientation and achievement toward personal growth, education and achievement, and creativity‖. Thus, it is the perception and motivation for one‘s optimal level of stimulating intellectual activity.

Chapter-2: Literature Review

2.8.5 Spiritual Wellness

Spiritual wellness is defined as ―a worldview that gives unity and goals to thoughts and actions, as well as the process of seeking meaning, purpose in existence, and actions, as well as the process of seeking meaning, purpose in existence, and understanding of one‘s place in the universe‖ (Hettler,1980). Renger et al. (2000) defined it as finding a basic purpose in life and the pursuit of a fulfilling life; the ability to give and receive love, joy and peace and one‘s willingness to help others. Thus, spiritual wellness is the indigenous and continual search for meaning and purpose in life, while accepting and transcending one‘s place in the complex and interrelated universe.

2.8.6 Occupational Wellness

It is defined as the level of satisfaction and enrichment gained by one‘s work and the extent to which one‘s occupation allows for the expression of one‘s values (Hettler,1980). Crose et al.(1992) defined occupational wellness as one‘s attitude towards work and leisure, as well as one‘s work history, patterns and balance between vocational and leisure activities, and vocational goals. Thus, occupational wellness is the degree to which one is able to express individual values and achieve enrichment and personal satisfaction through paid or unpaid work; individual attitude toward work and ability to manage several roles; and individual way of using skills and abilities to contribute to the community.

2.8.7 Environmental Wellness

It is defined as the nature of one‘s reciprocal interaction with the environment. It includes the impact on home and work life as well as balance between the two, and one‘s relationship with nature and community resources (Renger et al. 2000). Thus, environmental wellness is about balancing the home and work life, and understanding how one can have an impact on that environment. It is a reciprocal relationship between the environment and the individual in various roles and the individual‘s relationship with nature and community resources.

Chapter-2: Literature Review

2.9 Chapter Summary

The literature review discussed the history of the wellness paradigm, definitions of wellness, models of wellness, wellness assessments, employee wellness, need of employee wellness, banking sector in India, need of employee wellness in banking sector, and dimensions affecting wellness of bank employees. The reviewed literature talks about a continued need for a wellness focus, and a psychometrically sound employee wellness assessment. Chapter 3 presents the research methodologies that were employed within the present study.

Chapter-3: Report on the present research

CHAPTER – 3

REPORT ON THE PRESENT RESEARCH

Chapter 3 explains the research methods used to create the Employee Wellness Scale for Bank employees, to examine the psychometric properties of the scale, and to assess the level of wellness among bank employees. Particularly, the chapter reviews the following information regarding the study: (a) research design, (b) population and sample, (c) data collection, (d) instrument development procedures, (e) instrumentation, (f) research purpose and hypotheses, (g) assessing psychometric properties and statistical analysis, and (h) potential limitations of the study.

3.1 Research Design

The present research adopted a correlational research design as the research examined the relationships between variables (Gall, Gall, & Borg, 2007). The focus of this research investigation is to study employee wellness by developing the Employee Wellness Scale (EWS) for Bank employees, and assessing the reliability and validity of the scale with a population of Bank employees in Gujarat. The study also investigates the relationship between Employee Wellness and demographic variables.

3.1.2 Population and Sample

There are 60364 bank employees (clerk, officer) in Gujarat (RBI, 2016). The required sample size was calculated using 5% margin of error and 95% confidence interval. The result shows at least 382 samples are required. For development of scale in the social sciences, appropriate item/participant ratios should be 10:1 or 20:1 (Hair et al., 2006; Mvududu & Sink, 2013; Tinsley & Tinsley, 1987). In current study total 496 samples were collected, that equates to the 13:1 ratio.

Chapter-3: Report on the present research

3.2 Data Collection

The data was collected via face-to-face administration. A convenience sample of participants was recruited from scheduled commercial banks in different districts of Gujarat. The face-to-face collection began on 1st, November, 2017 and was completed on 1st, March 2018. The researcher administered the Employee Wellness Scale and affiliated scales (i.e., Demographic Form, Current health issue form) to the employees of scheduled commercial banks in different districts of Gujarat. For the instances where other representatives administered the assessment, training was provided to ensure accurate and reliable data collection procedures.

3.3 Instrument Development Procedures

The research study is aimed at developing the Employee Wellness Scale and assessing the psychometric properties of it with a sample of Bank Employees. Moreover, the researcher developed a general demographic questionnaire and Current health issue questionnaire for Bank Employees. The study also explores the relationship between Employee Wellness and demographic variables.

The steps for developing a scale vary within the literature. For the purposes of current research study, a combination of different steps is followed. The specific scale development steps utilised are as follow. (a) define the concept being measured, (b) creation of an item pool, (c) choosing the scale type for measurement, (d) getting the items reviewed by experts, (e) creating a pool of validated items, (f) administering items to a development sample, (g) Evaluation of items, and (h) optimizing scale length.

3.3.1 Step 1: Define the concept being measured

The wellness literature was reviewed and definition of wellness was comprised in order to determine what would be measured. The plethora of definitions in the literature indicates that it is difficult to define wellness. Hence, the researcher included the most cited qualities of wellness within the literature to define the concept of employee wellness. In order to develope the Employee Wellness Scale, the concept is determined as Employee wellness, which involves the factors that are related to holistic health and wellbeing.

Chapter-3: Report on the present research

Moreover, according to wellness literature the wellness is distinctive and consists of dimensions like Physical, Emotional, Social, Intellectual, and Spiritual. Hence, for the purposes of current research study, Employee wellness is defined as the factors consisting employee‘s wellbeing and leading towards a healthy and balanced life.

3.3.2 Step 2: Creation of an item pool

It contained development of Employee Wellness Scale items that contribute to Employee wellness theoretically. The literature on wellness was reviewed thoroughly to search for the e items contributing to Employee wellness. The researcher reviewed instruments that measured similar constructs as well as diverse models of wellness. While developing the pool of items, the items were added or deleted on the basis of wellness literature. At the end, 55 items were chosen based on theory and the literature review.

3.3.3 Step 3: Choosing the scale type for measurement

This scale development step consisted of selecting the suitable scale type for the Employee Wellness Scale. Likert scale is applicable for factor analysis and usually used in social sciences researches (Mvududu and Sink, 2013; DeVellis, 2012). So, a five point Likert scale format is selected. However, to develop Employee Wellness Scale, a verbal frequency scale was utilised instead of the traditional Likert scale. Because verbal frequency scale helps in examining the amount of time spent in behaviors and experiences. It helps to understand what is happening in the lives of Bank employees and allows for an opportunity to discuss the frequencies of activities. The verbal frequency scale measures how often a wellness activity is performed while a likert scale measures strength of agreement (Scarborough,2005).

3.3.4 Step 4: Getting the items reviewed by experts

Following the initial item development of the Employee wellness scale, 55 items were selected based on theory and a review of the literature. The selected items were given to a team of experts for review to maximize content validity of the instrument. Items which were double-barreled, poorly worded, inconsistent with the particular dimension or duplications were either rewritten or eliminated. At the end 36 items were finalised for the

Chapter-3: Report on the present research

Scale. The expert review process involved academicians working in a prominent business schools and Senior Bank Managers. Consensus among experts indicates these items cover the objects of the study and the matters to be measured, indicating the content validity of the scale.

3.3.5 Step 5: Administering Items to a Development Sample

The Employee Wellness Scale was administered to a development sample. After removing incomplete samples the researcher ended up with a total sample of 496 participants. Thus, sample satisfied a 10:1 participant/item ratio.

3.3.6 Step 6: Evaluation of Items

Following administration of the Employee Wellness Scale to the sample of Bank employees, items were evaluated via a variety of procedures to evaluate validity and reliability of the Employee Wellness Scale. Validity was assessed by evaluating content validity and construct validity. Additionally, Reliability of the scale was assessed by evaluating internal consistency.

3.3.7 Step 7: Optimizing Scale Length

The last step of the scale development process involved optimisation of the scale length. After data analysis, all items were analysed based on factor loading and inter-item correlations. Researcher also assessed the overall goodness-of-fit of all the constructs to determine the validity of the measures.

3.4 Instrumentation

Three data collection questionnaires are utilized in the present research. The first questionnaire is the Employee Wellness Scale, which was developed during this research. A second questionnaire is a General demographic form, which was administered with a view to collect demographic information about the employee. A third questionnaire is a Current health issue form which was administered with a view to collect information about health issues faced by bank employees.

Chapter-3: Report on the present research

3.5 Purpose and Research Questions

Wellness is a multidimensional concept in nature. (Ardell, 1977; Hettler, 1980, Dunn, 1977, Myers et al., 2004). Moreover, absence of illness does not ensure wellness (WHO,1958). Wellness is having holistic approach and involves both internal (self) and external (environmental) factors (Roscoe, 2009). Wellness is dynamic in nature (Roscoe, 2009). Studies show that healthy individuals strive towards optimal functioning. (Ardell, 1977; Hettler, 1980; Dunn, 1977; Roscoe, 2009). Moreover, Wellness depends upon personal motivation (Ardell, 1977; Hettler, 1980; Dunn, 1977) and individual responsibility (Dunn, 1977). Hence, it is hypothesized that the Employee Wellness Scale will produce a multidimensional factor structure, which includes internal and external factors. However, due to the nature (exploratory) of the research that involved developing a new Employee Wellness Scale, research questions supporting the exploration of the Employee Wellness Scale were framed.

The purpose of developing the employee wellness scale was to assess the psychometric properties of employee wellness in a sample of Bank employees in Gujarat.

3.5.1 Objectives

3.5.2 Research Questions

The specific research questions that were investigated included the following:

 Research Question 1: What is the factor structure of the items on the Employee wellness Scale with a sample of Bank employees in Gujarat?

Chapter-3: Report on the present research

 Research Question 2: What is the internal consistency reliability of the Employee wellness Scale with a sample of bank employees in Gujarat?

 Research Question 3: What are the relationships between Bank employee‘s Employee wellness Scale score and their reported demographic data? Based on this research question the following hypothesis was framed. o Hypothesis 1: For the population of Bank employees, there is no linear association between Total Employee Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education.

 Research Question 4: What are the relationship between Bank employee‘s factor wise wellness score and their reported demographic data? o Hypothesis 2: For the population of Bank employees, there is no linear association between Total Physical Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Hypothesis 3: For the population of Bank employees, there is no linear association between Total Intellectual Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Hypothesis 4: For the population of Bank employees, there is no linear association between Total Occupational Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Hypothesis 5: For the population of Bank employees, there is no linear association between Total Environmental Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Hypothesis 6: For the population of Bank employees, there is no linear association between Total Social Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

Chapter-3: Report on the present research o Hypothesis 7: For the population of Bank employees, there is no linear association between Total Emotional Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Hypothesis 8: For the population of Bank employees, there is no linear association between Total Spiritual Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

 Research Question 5:

What are the most common health issues that Bank Employees experience? o Hypothesis 9: For the population of Bank employees, prevalence of health issues is independent of employee’s Designation o Hypothesis 10: For the population of Bank employees, prevalence of health issues is independent of employee’s Gender o Hypothesis 11: For the population of Bank employees, prevalence of health issues is independent of employee’s Age o Hypothesis 12: For the population of Bank employees, prevalence of health issues is independent of employee’s Level of Education o Hypothesis 13: For the population of Bank employees, prevalence of health issues is independent of the type of banking sector where employees is working o Hypothesis 14: For the population of Bank employees, prevalence of health issues is independent of the Work experience in banking sector.

3.6 Statistical techniques for Analysis of collected data

For development of the Employee Wellness Scale, the researcher assessed the validity and reliability of the instrument in a population of Bank Employees. The research also explored the relationship between demographic variables and Employee Wellness. Additionally, health issues among bank employees in Gujarat were also analysed. Data analysis was conducted in the Statistical Package R and Microsoft Excel.

Chapter-3: Report on the present research

3.6.1 Data analysis for Research Question 1, 2

 Validity:

A key component of a vigorous scale development is the validity of the scale with diverse samples. The scale can be valid only when it is reliable. Validity shows the degree to which a scale measures what it claims to measure (Dimitrov, 2012). Cronbach (1971) defined validity as a process through which a researcher goes to collect evidence for supporting inferences that are to be derived from the scores on a scale. Thus, while assessing validity it is important to understand that an instrument or an assessment cannot be deemed valid or invalid. Additionally, validity is about an explanation of data which is derived from the use of a scale, rather than the scale itself (Dimitrov, 2012). However, there is a debate among the scholars, how many types of validity should be examined (DeVellis, 2012). o Content Validity:

It shows the degree to which a set of items reflects the content of a scale (DeVellis, 2012). Content validity also includes sampling adequacy (DeVellis, 2012). A well defined content domain should be established to assess the content validity (Messick, 1995). Moreover, all items on a scale must describe factors of the construct being measured (Crocker and Algina, 2006). Hence, to ensure the content validity of the Employee Wellness Scale, the scale was given to experts for review. Moreover, every item included in the Employee Wellness Scale was based on the literature and theory of wellness and health. o Construct Validity:

Construct validity involves the degree to which a scale measures the construct it claims to measure (DeVellis, 2012). Construct validity of Employee Wellness Scale was assessed by conducting Factor Analysis.

Chapter-3: Report on the present research

 Factor Analysis:

The validity of Employee Wellness Scale was assessed using factor analysis, which was conducted by utilising two step wise approaches: (1) Exploratory Factor Analysis (EFA) and (2) Confirmatory Factor Analysis (CFA).Factor analysis helps identify patterns amongst several variables to be explored. It is also used to examine construct validity of the scale (Crocker and Algina, 2006). Factor Analysis involves: (a) finding factors related to a particular set of variables, (b) identifying what variables load on particular factors, (c) assessing the correlations among the variables and factors, (e) assessing the correlations among factors, and (f) determining the maximum variance accounted for by the factors (Dimitrov, 2012). The final aim of factor analysis is to cover a maximum variance with the least number of factors and scale items. o Exploratory Factor Analysis:

Because of the exploratory nature of the research investigation, an exploratory factor analysis was conducted. An exploratory factor analysis is a method to predict how many factors underlie variables or which variables comprise a particular factor (DeVellis, 2012). Additionally, the exploratory factor analysis is an appropriate introductory statistical method for constructing a scale (DeVellis, 2012; Mvududu and Sink, 2013).

Most statistical software use Principal Component Analysis (PCA) as the default setting. While conducting an Exploratory Factor Analysis, many times it is used as a factor extraction method. However, it is not considered the most appropriate method of statistical analysis for scale development. Additionally, Principal Component Analysis is not considered a right type of factor analysis (Costello and Osborne, 2005). Hence, it is suggested that Principal Axis Factoring (PAF), Maximum Likelihood (ML), and/or Ordinary least Squares (also called ‗Minimum Residuals‘) is chosen for the Factor Analysis (Costello and Osborne, 2005). So, the researcher employed an Ordinary least Squares (also called ‗Minimum Residuals‘)to develop the Employee Wellness Scale.

Chapter-3: Report on the present research factors, since behavior is rarely divided into precisely enclosed units that function independently of one another(Costello and Osborne, 2005). Therefore use of orthogonal rotation leads to a less useful solution when factors are correlated. Thus, the researcher chose oblique rotation between orthogonal and oblique rotations.

Eigen values or characteristic roots of each factor are analysed to determine the number of factors to be retained in an Exploratory Factor Analysis model (DeVellis,2012). A minimum eigenvalue to retain the factor is 1 (Crocker and Algina, 2008; DeVellis, 2012;Dimitrov, 2012). According to DeVellis (2012), the eigen values are effective if there is a large sample size and the assessment has less than 40 variables (DeVellis, 2012).Though the eigen values are useful to determine the number of factors to be retained, the scree test is considered more appropriate method for determining the factors to be retained in an Exploratory Factor Analysis (DeVellis, 2012; Mvududu & Sink, 2013).However, Horn‘s Parallel Analysis (1965) is also considered effective in determining the number of factors (Humphreys and Ilgen, 1969; Humphreys and Montanelli, 1975).

Prior to conducting the Exploratory Factor Analysis the data was cleaned and examined for irregular, missing, or outlying data. Additionally, there are many assumptions that were assessed within the data. Particularly: (a) normality of the data; (b) appropriateness of data;and (c) multicullinearity. o Normality of the data:

The normality of the data was established by analysing histograms, skewness value and kurtosis values. A close bell-shaped curvature on a data plot indicates normality of the data. Additionally, skewness values within ± 3 limit and kurtosis values within ± 10 limit indicates normality (Pallant, 2013). o Appropriateness of data:

The Bartlet‘s test of sphericity (Bartlett, 1950) and the Kaiser-Meyer-Olkin (KMO) Measure of Sampling Adequacy (Kaiser, 1974) was conducted to assess the appropriateness of the data. The is considered appropriate for an Exploratory Factor

Chapter-3: Report on the present research

Analysis, if the the KMO score is approximately .60 and the Bartlet‘s sphericity test yield significant results (Crocker and Algina,2006). For conducting Exploratory Factor Analysis, KMO values of .80 to .90 are considered excellent (Costello and Osborne,2005; Crocker and Algina, 2006). o Multicullinearity:

Multicullinearity was examined by inter-item correlation analysis. Correlations of .85 or higher in datasets suggest multicollinearity (Costello and Osborne,2005).

The results from the Exploratory Factor Analysis in this study provided a number of factors to retain in the Employee Wellness construct and a clear idea of the factor structures for the assessment of Employee wellness.

o Confirmatory Factor Analysis:

The EFA provides rudimentary idea for the factor structure of each dimension, but it is not enough to conclusively set up the appropriate dimensionality of the assessment (Panuwatwanich K. et.al., 2008; Byrne B.M. 2013). Therefore, Exploratory Factor Analysis results were affirmed using Confirmatory Factor Analysis.

Confirmatory Factor Analysis is a theory-driven method which is used for testing the hypotheses to identify a factor structure. It confirms the validity of theoretical structures by testing the relationships among variables (Gerbing D.W., Anderson J.C.,1988; Kline R.B.,2015).

Goodness-of-fit indices were examined to determine to determine the validity of the Employee Wellness Scale. These indices are classified into two groups, namely incremental fit indices and absolute fit indices. Incremental fit indices involves the degree to which the proposed model is superior to the alternative baseline models by calculating the comparison between the baseline model and expected model (Shah R., Goldstein S.M.,2006). Absolute fit indices assess how well the proposed theory fits the data (Hair J.F., Black W.C., Babin B.J., Anderson R.E.,2010). Hair et al. (2010) suggested to report

Chapter-3: Report on the present research at least one incremental index (CFI or TLI) and one absolute index (RMSEA or SRMR). The researcher here reported following indices in this study.

. Chi-square Statistics:

The Chi-square statistic is the most fundamental absolute fit index, which is used to measure the discrepancy between a hypothesised model and data (Ping R.A. Jr,2004). However, the chi-squared test is considered to be sensitive and bias to sample size, thus its value tend to rise with increasing sample size (Kline R.B.,2015). Thus, Chi-square and degree of freedom are reported as descriptive data in the current research rather than a strong inferential test to accept or reject a model.

. Root Mean Squared Error of Approximation (RMSEA):

It tells us how well the model, with unknown but optimally chosen parameter estimates would fit the populations covariance matrix (Byrne, 1998). It is regarded as one of the most informative fit indices (Diamantopoulos and Siguaw, 2000: 85). The value of RMSEA less than 0.07 shows a good fit (Steiger, 2007). RMSEA values less than 0.05 are good, values between 0.05 and 0.08 are acceptable, values between 0.08 and 0.1 are marginal, and values greater than 0.1 are poor (Fabrigar L. R. et.al., 1999).

. Standardised Root Mean square Residual (SRMR):

It is the square root of the difference between the residuals of the sample covariance matrix and the hypothesised covariance model. The value of SRMR less than less than 0.08 are considered acceptable (Hu and Bentler, 1999).

. Comparative fit index (CFI):

The Comparative Fit Index compares the improvement of the overall fit of the researcher‘s model to a null model taking the sample size into account. It assumes that all latent variables are uncorrelated and compares the sample covariance matrix with this null model. Values for CFI range between 0.0 and 1.0 with values closer to 1.0 indicating good fit.

Chapter-3: Report on the present research

. Tucker Lewis index (TLI):

The TLI indicates a correlation for model complexity. It is also called Non-normed Fit Index. The TLI value over.90 or .95 is considered good fit (Hu and Bentler, 1999).

 Reliability:

A measurement scale must be reliable in order to be valid (Reynolds, Livingston, &Willson, 2009). Highly reliable instrument produces consistent scores that are not influenced by large degrees of instrument error (Reynolds et al., 2009). The reliability of the Employee Wellness Scale was assessed using internal consistency. To examine the internal consistency reliability of the Employee Wellness Scale, Cronbach‘s coefficient alpha was calculated (Cronbach, 1951). o Cronbach’s Alpha:

Cronbach‘s coefficient alpha (1951) is the most widely used method to assess the reliability of a scale (Streiner, 2003).It helps in examining the sampling error in a scale to ensure internal consistency (Dimitrov, 2012). Moreover, it explains the level of correlation between item values (Dimitrov, 2012). Additionally, highly correlated items usually measure a same construct (Dimitrov, 2012). While items having a low level of correlation, are considered a poor representation of the construct being measured. The value of Cronbach‘s alpha ranged from 0 to 1, where values closer to 1 show higher reliability (Dimitrov, 2012). A value of .70 or above usually shows high internal consistency of item scores.

3.6.2 Data Analysis for Research Question 3, 4

The researcher used a Multiple linear regression (MLR) analysis to explore relationships between a continuous dependent variable (Employee Wellness Scores) and the categorical independent variables (demographic).

The researcher used Multiple Linear Regression analysis to examine if the demographic variables predicted certain outcomes. The independent variables that were used included:

Chapter-3: Report on the present research

(a) Designation, (b) Gender, (c) Age, (d) Bank Sector, and (e) Education. The dependent variables for the MLR were the seven factors (Physical, Intellectual, Occupational, Environmental, Social, Emotional, Spiritual) of the Employee Wellness Scale and overall Employee Wellness Score.

 Multiple Linear Regression:

Multiple linear regression is an extension of the simple linear regression where multiple independent variables exist. It is used to analyze the effect of more than one independent variable on single dependent variable. To conduct regression analysis on categorical demographic variables dummy variables were used.

 Sample Size:

Assumption of sample size was assessed by the equation suggested by Tabachnick and Fidell (2013). N > 50 + 8m ( m = the number of independent variables, N = Sample size)

 Multicollinearity:

The researcher assessed multicollinearity based on three criteria: (a) Correlation matrix, (b) Variance Inflation Factor (VIF), and (c) Tolerance value.

 Correlation matrix:

The researcher assessed the correlation coefficient of all independent variable. High correlation coefficient value shows multicollinearity.

Chapter-3: Report on the present research

 Tolerance value:

The tolerance measures the influence of one independent variable on all other independent variables. Tolerance is defined as T = 1 – R² for these first step regression analysis. Tolerance value less than 0.1 shows possibility of multicollinearity and less than 0.01 confirms multicollinearity.

 Variance Inflation Factor (VIF):

The Variance Inflation Factor is defined as VIF = 1/T.VIF value greater than 10 shows possibility of multicollinearityand greater than 100 confirms multicollinearity among the variables.

 Outliers, Normality, Linearity, and homoscedasticity:

The researcher generated scatter plots to assess for outliers, normality, linearity and homoscedasticity. The researcher assessed scatterplots of the standardized residuals of the variables to assess homoscedasticity. Pattern of association between the variables was assessed in scatter plots to check linearity.

3.6.3 Data Analysis for Research Question 5:

The researcher used descriptive analysis and chi square analysis to understand common health issues among bank employees.

In summary, the present research study contained the development of the Employee Wellness Scale, assessed the psychometric properties of the scale with a sample of bank employees, assessed relationship between demographic variables and Employee Wellness, and identified common wellness issues among bank employees.

3.7 Chapter Summary:

The purpose of the present research investigation was to study employee wellness by developing the Employee Wellness Scale and assess the psychometric properties of it in a sample of bank employees. The chapter discussed the design of the research, population

Chapter-3: Report on the present research and sampling methods, data collection methods, scale development method, instrumentation, purpose of the research and hypothesis, and assessing psychometric properties and statistical analysis. Chapter 4 builds upon Chapter 3 and presents the results of the research study.

Chapter-4: Results and Discussions

CHAPTER – 4

RESULTS AND DISCUSSIONS

Chapter four discusses the results of the research questions that were assessed in this study. Particularly, the present research investigated the psychometric features of the Employee Wellness Scale in a population of Bank employees. The data were analyzed using the Statistical Package R and Microsoft Excel. The research questions were examined using: (a) Factor Analysis (b) Cronbach‘s alpha, (c) Multiple Linear Regression, (d) Chi Square test, and (e) Descriptive Analysis.

4.1 Sampling and Data Collection

The population for the investigation of the Employee Wellness Scale consisted of clerk and officers of scheduled commercial banks in Gujarat. The data was collected via face-to- face administration. A convenience sample of participants was recruited from scheduled commercial banks in different districts of Gujarat. First, the branch managers were contacted to get the permission for conducting a survey. Once permission was granted, the researcher actively recruited participants from the branch and offered face-to-face administration of instrument.

4.2 Sample Demographics and Descriptive Statistics

In total 496 employees participated in the study. The district wise response rate is presented in Table 4.1. Total percentage of samples received from different districts is presented in Figure 4.1. The bank wise response rate is presented in Table 4.2. Total percentage of samples received from different banks is presented in Figure 4.2.

Chapter-4: Results and Discussions

TABLE 4.1: District wise amount of sample received

District Wise Amount of Sample Received from Respondents District Frequency Ratio Ahmedabad 166 33.47% Amreli 7 1.41% Anand 24 4.84% Bharuch 8 1.61% Bhavnagar 22 4.44% Botad 6 1.21% Dahod 2 0.40% Deesa 3 0.60% Gandhinagar 16 3.23% Gir Somnath 17 3.43% Jamnagar 15 3.02% Junagadh 16 3.23% Kutch 33 6.65% Morbi 23 4.64% Porbandar 2 0.40% Rajkot 75 15.12% Surat 13 2.62% Surendranagar 32 6.45% Vadodara 12 2.42% Valsad 4 0.81% Total 496

Chapter-4: Results and Discussions

District Wise Amount of Samples Received

Ahmedabad Amreli 2.42% 0.81% Anand Bharuch 2.62% 6.45% Bhavnagar Botad Dahod 33.47% Deesa 15.12% Gandhinagar Gir Somnath Jamnagar Junagadh 4.64% Kutch 0.40% Morbi 6.65% 4.84% 1.41% Porbandar Rajkot 4.44% Surat 3.23% 1.61% 3.02% Surendranagar 3.43% 1.21% 3.23% Vadodara 0.40% Valsad 0.60%

FIGURE 4.1: District Wise Amount of Samples Received

(source: inference from study)

Chapter-4: Results and Discussions

TABLE 4.2: Bank wise amount of survey received

Bank Wise Amount of Survey Received from Respondents Name of Bank Frequency Ratio Andhra Bank 7 1.41% Axis Bank 69 13.91% Bandhan Bank 7 1.41% Bank of Maharashtra 4 0.81% Baroda Gramin Bank 1 0.20% Bank of Baroda 70 14.11% Bank of India 44 8.87% Canara Bank 6 1.21% Central Bank of India 22 4.44% Corporation Bank 23 4.64% Dena Bank 27 5.44% Federal Bank 7 1.41% HDFC Bank 25 5.04% ICICI Bank 21 4.23% Indian Bank 7 1.41% IndusInd 21 4.23% Indian Overseas Bank 4 0.81% Kotak Mahindra Bank 10 2.02% Oriental Bank of Commerce 13 2.62% Panjab National Bank 9 1.81% Panjab Sindh Bank 4 0.81% RBL Bank 6 1.21% State Bank of India 59 11.90% Syndicate Bank 4 0.81% UCO Bank 7 1.41% Union Bank 14 2.82% Vijya Bank 5 1.01% Total 496

Chapter-4: Results and Discussions

Bank wise amount of samples received

Andhra Bank Axis Bank Bandhan Bank 1.41% 1.01% Bank of Maharashtra 2.82% 1.41% 0.81% Baroda Gramin Bank 1.21% 1.41% Bank of Baroda Bank of India 0.81% 13.91% 0.81% 11.90% Canara Bank 0.20% 1.81% Central Bank of India Corporation Bank 2.62% Dena Bank 14.11% 2.02% Federal Bank 4.23% HDFC Bank 0.81% ICICI Bank 1.41% 8.87% Indian Bank 4.23% IndusInd 5.04% 5.44% 1.21% Indian Overseas Bank 1.41% 4.44% 4.64% Kotak Mahindra Bank Oriental Bank of Commerce Panjab National Bank Panjab Sindh Bank RBL Bank

FIGURE 4.2: Bank wise amount of samples received (source: inference from study)

Chapter-4: Results and Discussions

4.2.1 Participant’s Personal Characteristics

The participants (N = 496) reported gender consisted of 400 males (81%) and 96females (19 %). Marital Status of participants (N = 496) was reported as 386 Married (78%), 106 Single (21%), 3 Divorced (1%), and 1 Widowed (0.20%).Physical disability of participants (N =496) was reported as 12 Physically challenged (2.42%). The mean age of participants (N = 496) was 37.80 (S.D. = 8.56) years. The participants‘ personal characteristics are presented in Table 4.3.

TABLE 4.3: Categorical Demographic Variables - Participant Personal Characteristics

Data Category Total (n) Percentage

Gender (N =496)

Male 400 81%

Female 96 19%

Marital Status (N = 496)

Single 106 21%

Married 386 78

Divorced 3 01%

Widow 1 0.20%

Physical Disability (N = 496)

Yes 12 2.42%

No 484 97.58% 37.80 Age (N=496) (S.B.=8.56)

Chapter-4: Results and Discussions

4.2.2 Participants’ Professional Characteristics

Regarding specific Bank Employee groups, the participants (N = 496) identified as 191 Clerks (39%) and 305 Officers (61%). Reported banking sector of participants (N = 496) was 328 Public sector employee (66.13%) and 168 Private sector employee (33.87%). Reported Education qualification of participants (N = 496) was 289 Graduate (58%) and 207 Post graduate (42%).The mean work experience of the participants (N = 496) was 13.45 (S.D. = 7.38) years.The participants‘ professional characteristics are presented in Table 4.4.

TABLE 4.4: Categorical Demographic Variables - Participant Characteristics

Data Category Total (n) Percentage

Designation (N =496)

Clerk 191 39%

Officer 305 61%

Banking Sector (N = 496)

Public 328 66.13%

Private 168 33.87%

Education Qualification (N = 496)

Graduate 289 58%

Post Graduate 207 42% 13.45 Work Experience (N = 496) (S.D.=7.38)

Chapter-4: Results and Discussions

4.3 Data Analysis and Results Based on Research Question

The data were analyzed using the Statistical Package R and Microsoft Excel. Before evaluating the research questions, the researcher cleaned and vetted the data for outliers and missing data. The researcher also conducted statistical tests to assess the assumptions for the statistical analyses for each research question.

For research question 1, the researcher begin with Exploratory factor analysis (EFA) to explore the factor structure of the Employee Wellness Scale data and, examined potential correlations among variables (Henson & Roberts, 2010). The EFA aims at retaining the least number of factors, while explaining the maximum variance shared among variables (Henson & Roberts, 2006). Through EFA analysis, the researcher tried to develop a model, where the maximum information could be explained with the fewest number of items and factors (Henson & Roberts, 2006).

The EFA provided rudimentary factor structure of Employee Wellness Construct, but the analysis is not sufficient to conclusively set up the suitable dimensionality of the Employee Wellness Scale (Panuwatwanich K. et.al., 2008; Byrne B.M. 2013). Therefore, Exploratory Factor Analysis results were affirmed using Confirmatory Factor Analysis.

For Research Question 2, the researcher computed Cronbach‘s alpha. Cronbach‘s alpha was computed to assess the internal consistency reliability. It helps in examining the sampling error in a scale to ensure internal consistency (Dimitrov, 2012). Moreover, it explains the level of correlation between item values (Dimitrov, 2012). Additionally, highly correlated items usually measure a same construct (Dimitrov, 2012). While items having a low level of correlation, are considered a poor representation of the construct being measured. The value of Cronbach‘s alpha ranged from 0 to 1, where values closer to 1 show higher reliability (Dimitrov, 2012). A value of .70 or above usually shows high internal consistency of item scores. The researcher calculated Cronbach‘s alpha values for all the Employee Wellness Scale items and for all seven factors of the Employee Wellness Scale to assess overall instrument internal consistency as well as individual factor internal consistency values.

Chapter-4: Results and Discussions

The research question 3 and 4 were assessed using a multiple regression analysis. The multiple regression analysis aims at exploring the relationship or predictability among variables (Pallant, 2013; Tabachnick & Fidell, 2013). Particularly, the relationships between a dependent variable such as one of the factors on the Employee Wellness Scale and several independent variables such as demographic variables were explored. Demographic variables (e.g. gender, designation, level of education, bank sector) collected in the current research investigation were coded with dummy variable, and a multiple regression was used to analyze if any of the demographic variables predicted any of the seven factors of Employee Wellness Scale or Overall Employee Wellness Score.

The research question 5 was assessed using chi square analysis and descriptive analysis.

The results for the five research questions are explained below.

4.3.1 Research Question 1

What is the factor structure of the items on the Employee wellness Scale with a sample of Bank employees in Gujarat?

The researcher begin with Exploratory factor analysis with the 36 item (N = 496) to examine factor structure of employee wellness construct. Before conducting an Exploratory factor analysis, numerous statistical assumptions were examined to check if the data was appropriate for factor analysis. The assumptions that were examined in this research study included: (a) normality of the data; (b) appropriateness of data; and (c) multicullinearity. o Normality of the data:

The normality of the data was established by analysing histograms (see Appendix V), skewness value and kurtosis values. The descriptive analysis of the data is presented in Table 4.5. Skewness values within ±3 limit and kurtosis values within ± 10 limit indicate normality (Pallant, 2013). For the data, skewness and kurtosis values for all items fell within the acceptable range.

Chapter-4: Results and Discussions

TABLE 4.5: Descriptive Analysis

Variable N Mean SD Median Skew Kurtosis Item 1 496 3.29 1.14 3 -0.66 -0.08 Item 2 496 3.68 1.05 4 -0.44 -0.46 Item 3 496 3.61 1.22 3 -0.34 -0.91 Item 4 496 3.78 1.16 4 -0.47 -0.84 Item 5 496 3.59 1.13 3 -0.22 -0.87 Item 6 496 3.17 1.09 3 0.1 -0.55 Item 7 496 3.56 1.28 3 -0.37 -0.91 Item 8 496 3.81 1.25 4 -0.55 -0.89 Item 9 496 3.45 1.25 3 -0.07 -1.37 Item 10 496 3.47 1.25 3 -0.18 -1.13 Item 11 496 2.67 1.09 2 0.62 -0.41 Item 12 496 3.45 1.21 3 -0.04 -1.24 Item 13 496 3.55 1.27 4 -0.3 -1.15 Item 14 496 3.09 1.32 3 0.08 -1.18 Item 15 496 3.57 1.27 4 -0.37 -1.05 Item 16 496 2.95 1.32 3 0.15 -1.12 Item 17 496 3.59 1.29 4 -0.52 -0.86 Item 18 496 3.51 1.3 4 -0.28 -1.21 Item 19 496 3.78 1.22 4 -0.46 -1.07 Item 20 496 3.49 1.08 3 -0.09 -0.8 Item 21 496 3.79 1.19 4 -0.57 -0.72 Item 22 496 3.71 1.19 4 -0.4 -1.02 Item 23 496 3.71 1.25 4 -0.52 -0.89 Item 24 496 3.84 1.19 4 -0.6 -0.86 Item 25 496 3.85 1.14 4 -0.49 -1.09 Item 26 496 3.8 1.12 4 -0.48 -1.04 Item 27 496 3.69 1.22 2 0.48 -0.65 Item 28 496 3.67 1.23 4 -0.37 -1.19 Item 29 496 3.95 1.13 3 -0.05 -0.87 Item 30 496 3.96 1.03 4 -0.53 -0.81 Item 31 496 3.8 1.15 4 -0.58 -0.71 Item 32 496 3.36 0.94 3 -0.44 -0.15 Item 33 496 3.51 1.27 3.5 -0.34 -0.97 Item 34 496 3.55 1.15 4 -0.22 -1 Item 35 496 3.45 1.32 3 -0.24 -1.18 Item 36 496 3.47 1.17 3 -0.19 -0.99

Chapter-4: Results and Discussions o Appropriateness of data:

The appropriateness of the data was examined byconducting, Bartlet‘s test of sphericity (Bartlett, 1950) (See Table 4.6) and the Kaiser-Meyer-Olkin (KMO) Measure of Sampling Adequacy (Kaiser, 1974) (See Table 4.7).

TABLE 4.6:Bartlet’s test of sphericity

Chi Square P. Value Df 9797.81 0 630

TABLE 4.7: Kaiser-Meyer-Olkin (KMO) Measure of Sampling Adequacy

Overall MSA = 0.93 Items MSA Items MSA I1 0.93 I19 0.93 I2 0.94 I20 0.96 I3 0.94 I21 0.95 I4 0.96 I22 0.94 I5 0.96 I23 0.95 I6 0.95 I24 0.94 I7 0.94 I25 0.89 I8 0.90 I26 0.93 I9 0.90 I27 0.92 I10 0.89 I28 0.95 I11 0.84 I29 0.93 I12 0.87 I30 0.92 I13 0.94 I31 0.96 I14 0.93 I32 0.94 I15 0.94 I33 0.95 I16 0.95 I34 0.93 I17 0.93 I35 0.92 I18 0.93 I36 0.94

In order for the data to be appropriate for an Exploratory Factor Analysis, Bartlet‘s sphericity test must yield significant results and the KMO score must be approximately .60 (Crocker and Algina,2006). KMO values of .80 to .90 are considered excellent for Exploratory Factor Analysis (Costello and Osborne,2005; Crocker and Algina, 2006).The KMO analysis produced an overall MSA value of .93, which is considered sufficient for

Chapter-4: Results and Discussions

EFA (Dimitrov, 2012, DeVellis, 2013).Bartlett‘s test of sphericity produced a statistically significant value, indicating correlated data(Crocker &Algina,2006). o Multicullinearity:

Multicullinearity was examined by inter-item correlation analysis (See Appendix VII). Correlations of .85 or higher in datasets suggest multicollinearity (Costello & Osborne,2005).Item reduction can be done through inter-item correlations (Hinkin, 1998). Items could be eliminated from the initial pool if the inter-item correlations between the different items exceed .7. According to Boyle(1991) this could help in avoiding too much redundancy and artificially inflated estimates of internal consistency. Since in the present case no inter-item correlation exceeded .7, none of the items were eliminated.

o Exploratory Factor Analysis:

Principal Component Analysis (PCA) is the default setting in most statistical software when conducting an Exploratory Factor Analysis and it is often used as a factor extraction method. However, it is not the most appropriate statistical analysis for scale development. Additionally, Principal Component Analysis is not a true form of factor analysis (Costello & Osborne, 2005). Thus, it is recommended that Maximum Likelihood (ML), Principal Axis Factoring (PAF) or Ordinary least Squares (also called ‗Minimum Residuals‘) be selected for the Factor Analysis method (Costello & Osborne, 2005). So, the researcher employed an Ordinary least Squares to develop the Employee Wellness Scale.

Rotation methods are classified in two broad categories: orthogonal and oblique. Orthogonal rotations produce factors that are uncorrelated while oblique rotations allow the factors to correlate. In the social sciences we generally expect some correlation among factors, since behavior is rarely divided into precisely enclosed units that function independently of one another (Costello & Osborne, 2005). Therefore use of orthogonal rotation leads to a less useful solution when factors are correlated. Thus, the researcher chose oblique rotation between orthogonal and oblique rotations.

Eigen values or characteristic roots of each factor are analysed to determine the number of factors to be retained in an Exploratory Factor Analysis model (DeVellis,2012). A cutoff

Chapter-4: Results and Discussions value for factor eigen values is 1 (Crocker & Algina, 2008; DeVellis, 2012;Dimitrov, 2012).Though the eigen values can be useful to determine the number of factors to be retained ,the scree test is considered as an accurate method for determining the number of factors in an Exploratory Factor Analysis (DeVellis, 2012; Mvududu& Sink, 2013). However, Horn‘s Parallel Analysis (1965) is also considered effective in determining the number of factors (Humphreys and Ilgen, 1969; Humphreys and Montanelli, 1975). Thus, the researcher used Scree plot (see Figure 4.3), and Parallel analysis (see Figure 4.4) methods to decide the number of factors that need to be extracted.

Chapter-4: Results and Discussions

FIGURE 4.3: Scree plot for Employee Wellness Scale

Chapter-4: Results and Discussions

Parallel analysis suggests that the number of factors = 7

FIGURE 4.4: Parallel Analysis for Employee Wellness Scale

Chapter-4: Results and Discussions

The Exploratory Factor Analysis with an oblique rotation identified a seven factor solution (see Table 4.8.1, Table 4.8.2) with eigen values greater than 1.0 within the data. The seven factor model (see figure 11) accounted for 55 % of the variance, which is satisfactory in social science research (Hair et al., 2006).

The result of Exploratory Factor Analysis show that the measuring items of each of the dimensions of Employee Wellness only loads on its purported factor, which supports the each of the hypothesised dimensions of Employee Wellness.

The factor loadings of the indicator variables on each of the dimensions (factors) of Employee Wellness are robust and range between 0.44 to 0.84indicate that the selected measuring items are closely related to the latent variables (dimensions).

Additionally, it can be seen that eight items were loaded in the first factor. These items measured the wellness pertaining to the physical aspects of employee‘s wellness. Hence the factor was designated as ‗Physical Wellness‘. Four itemswere intended to measure the intellectual aspects of employee‘s wellness, and as such termed as ‗Intellectual Wellness‘. Four items were intended to measure the occupational aspects of employee‘s wellness, so the factor was designated as ‗Occupational Wellness‘. Seven items were intended to measure the environmental aspects of employee‘s wellness, so the factor was designated as ‗Environmental Wellness‘. Four items were intended to measure the social aspects of employee‘s wellness, so the factor was designated as ‗Social Wellness‘. Five items were intended to measure the emotional aspects of employee‘s wellness, so the factor was designated as ‗Emotional Wellness‘. Four items were intended to measure the spiritual aspects of employee‘s wellness, so the factor was designated as ‗Spiritual Wellness‘.

Chapter-4: Results and Discussions

TABLE 4.8.1: Exploratory Factor Analysis of the Employee Wellness Scale

ual

ional

Social

mental

Intellect

Physical Environ

Emotion Occupat Spiritual I1 0.61 -0.10 0.05 -0.01 0.06 0.13 -0.03 I2 0.66 -0.04 -0.12 0.05 0.00 -0.01 0.08 I3 0.71 0.05 -0.05 -0.01 -0.02 0.00 0.16 I4 0.65 0.07 0.01 0.05 0.01 0.02 0.13 I5 0.64 -0.01 0.10 0.05 0.08 0.04 -0.07 I6 0.59 -0.08 0.04 -0.08 0.14 0.12 0.03 I7 0.75 0.07 0.08 0.06 -0.08 0.01 -0.07 I8 0.68 0.03 0.03 -0.04 0.03 -0.13 -0.10 I9 0.14 0.08 0.04 0.01 0.02 0.50 -0.16 I10 0.08 0.04 -0.02 0.00 0.05 0.72 0.01 I11 -0.06 -0.04 0.07 0.04 -0.05 0.71 0.06 I12 0.00 0.08 -0.04 0.03 0.11 0.54 -0.04 I13 0.09 0.11 0.06 0.03 -0.02 0.05 0.60 I14 0.03 0.02 0.11 0.07 0.11 -0.02 0.71 I15 0.11 0.23 0.07 -0.02 0.04 0.11 0.55 I16 0.06 0.08 0.13 0.04 0.00 0.03 0.51 I17 0.04 0.56 -0.05 0.11 -0.01 0.10 0.16 I18 0.10 0.53 -0.07 0.23 -0.08 0.07 0.17 I19 0.04 0.50 0.02 0.05 0.10 0.24 0.03 I20 -0.05 0.44 0.08 0.09 0.10 0.16 0.06 I21 0.02 0.56 0.08 0.00 0.12 -0.02 0.08 I22 0.05 0.60 0.12 0.00 0.20 -0.04 -0.03 I23 0.03 0.66 0.12 0.01 0.04 -0.02 -0.02 I24 0.05 0.08 0.03 0.11 0.60 -0.07 0.04 I25 0.04 0.00 -0.02 0.01 0.84 0.05 -0.02 I26 0.01 0.09 -0.01 0.10 0.62 -0.08 0.09 I27 -0.08 0.03 0.13 -0.06 0.51 0.19 0.03 I28 0.01 -0.03 0.04 0.62 0.12 0.02 0.30 I29 0.01 -0.07 0.23 0.59 0.09 0.01 -0.06 I30 0.00 0.09 0.04 0.76 0.01 0.02 -0.15 I31 0.05 0.13 0.03 0.64 0.01 0.05 0.10 I32 0.10 -0.03 -0.08 0.52 0.05 0.03 0.06 I33 0.03 0.07 0.69 0.08 -0.07 0.03 0.17 I34 0.00 -0.03 0.73 0.00 0.03 0.08 0.08 I35 0.01 -0.01 0.75 0.02 0.03 0.03 0.03 I36 0.06 0.10 0.69 0.06 0.04 -0.09 -0.13

Chapter-4: Results and Discussions

TABLE 4.8.2: Exploratory Factor Analysis of the Employee Wellness Scale

Social

Physical

Spiritual

Emotional

Intellectual

Occupational Environmental

SS loadings 4.06 3.24 2.79 2.83 2.38 2.11 2.35 Proportion 0.11 0.09 0.08 0.08 0.07 0.06 0.07 Var Cumulative 0.11 0.20 0.28 0.36 0.42 0.48 0.55 Var Proportion 0.21 0.16 0.14 0.14 0.12 0.11 0.12 Explained Cumulative 0.21 0.37 0.51 0.65 0.77 0.88 1.0 Proportion

Chapter-4: Results and Discussions

FIGURE 4.5: EFA model of Employee Wellness Construct MR1= Environmental; MR2= Physical; MR3= Intellectual; MR4= Social; MR5= Spiritual ; MR6= Emotional ; MR7= Occupational

Chapter-4: Results and Discussions

The Exploratory Factor Analysis provides a rudimentary level factor structure of each construct, but the analysis is not enough to conclusively setup the appropriate dimensionality of the measures (Panuwatwanich K. et.al., 2008; Byrne B.M. 2013). Therefore, Exploratory Factor Analysis results were affirmed using Confirmatory Factor Analysis. o Confirmatory Factor Analysis:

Goodness-of-fit indices were examined to determine the validity of the Employee Wellness Scale.

The Confirmatory Factor Analysis yielded an acceptable level of fit: Chi square = 1622.7, df = 587, RMSEA = 0.060, SRMR = 0.051, CFI = 0.890, and TLI = 0.882. (See Figure 4.6)

Chapter-4: Results and Discussions

FIGURE 4.6: CFA model of Employee Wellness Construct WEL = Wellness; PHY = Physical Wellness; INT = Intellectual Wellness; OCC = Occupational Wellness; ENW = Environmental Wellness; SOC = Social Wellness; EMO = Emotional Wellness; SPI = Spiritual Wellness

Chapter-4: Results and Discussions

4.3.2 Research Question 2

Internal consistency reliability of the Employee Wellness Scale was assessed by calculating Cronbach‘s coefficient alpha (Cronbach, 1951).The value of Cronbach‘s alpha range from 0 to 1, where values closer to 1 shows higher reliability (Dimitrov, 2012). A value of .70 or above usually shows appropriate internal consistency of item scores. Cronbach‘s α values were calculated for all the Employee Wellness Scale items (N = 496) and for all seven factors of the Employee Wellness Scale to assess overall instrument internal consistency as well as individual factor internal consistency totals.

The Cronbach‘s α value for the 36-item total scale (N = 496) was .94. For Factor 1: Physical Wellness, Cronbach‘s α value was .88; for Factor 2: Intellectual Wellness, Cronbach‘s α value was .75; Factor 3: Occupational Wellness, Cronbach‘s α value was .85; Factor 4: Environmental Wellness, Cronbach‘s α value was .88; Factor 5: Social Wellness, Cronbach‘s α value was .80; Factor 6: Emotional Wellness, Cronbach‘s α value was .86; and Factor 5: Spiritual Wellness, Cronbach‘s α value was .86. Therefore, all Cronbach α values were above the recommended .70 value and indicate strong internal consistency within the final Employee Wellness Scale 36-item model.

4.3.3 Research Question-3 and 4

The independent variables that were used included: (a) Designation, (b) Gender, (c) Age, (d) Bank Sector, and (e) Education. The dependent variables for the MLR were the seven factors (Physical, Intellectual, Occupational, Environmental, Social, Emotional, Spiritual) of the Employee Wellness Scale and overall Employee Wellness Score. To conduct regression analysis on categorical demographic variables dummy variables were used.

Chapter-4: Results and Discussions o Sample Size:

Assumption of sample size was assessed by the equation suggested by Tabachnick and Fidell (2013). N > 50 + 8m ( m = the number of independent variables, N = Sample size)

Because the researcher included five independent variables in the MLR, a minimum of 90 participants was needed to satisfy the sample size requirement. Thus, a sample of N = 496 was appropriate for MLR analysis. o Multicollinearity:

The researcher assessed multicollinearity based on three criteria: (a) Correlation matrix, (b) Variance Inflation Factor (VIF), and (c) Tolerance value. o Correlation matrix:

The researcher assessed the correlation coefficient of all independent variable. High correlation coefficient value shows multicollinearity. The correlation matrix did not show high correlation coefficient (See Table 4.9).

TABLE 4.9: Correlation coefficient matrix

DEG SEC AGE GEN EDU DEG 1.00 SEC 0.00 1.00 AGE 0.06 0.58 1.00 GEN -0.04 -0.04 -0.15 1.00 EDU -0.05 -0.01 -0.08 0.01 1.00

o Tolerance value:

Chapter-4: Results and Discussions confirms multicollinearity. The Tolerance values found sufficient for MLR analysis (See Table 4.10).

TABLE 4.10: Tolerance value of independent variables

Variable Tolerance Value Designation 0.991365 Sector 0.656702 Age 0.638112 Gender 0.973952 Education 0.990193

o Variance Inflation Factor (VIF):

The Variance Inflation Factor is defined as VIF = 1/T.VIF value greater than 10 shows possibility of multicollinearity and greater than 100 confirms multicollinearity among the variables. The VIF values are found sufficient for MLR analysis (See Table 4.11).

TABLE 4.11: VIF value of independent variables

Variable VIF Value Designation 1.008710 Sector 1.522760 Age 1.567122 Gender 1.026744 Education 1.009904

Chapter-4: Results and Discussions o Outliers, Normality, Linearity, and homoscedasticity:

The researcher generated scatter plots to assess for outliers, normality, linearity and homoscedasticity (See Appendix VI). The researcher evaluated scatterplots of the standardized residuals of the variables to assess homoscedasticity. Pattern of association between the variables was assessed in scatter plots to check linearity. The analysis of scatter plots shows there is no outlier in the data. All the scatterplots of the standardized residuals resulted in relatively straight lines that indicate normality (Pallant, 2013) and fulfill the homoscedasticity assumption. Linearity of data was assessed by checking the pattern of relationship between the variables by visually examining their scatterplots. Because there were no issues of non-linearity, the assumption of linearity was met. The data was found normal when assessed for normality (See Table 4.12)

TABLE 4.12: Kurtosis and Skewness N mean sd median skew kurtosis Designation 496 0.62 0.49 1 -0.48 -1.77 Bank Sector 496 0.66 0.47 1 -0.68 -1.54 Age 496 37.80 8.57 37 0.57 -0.51 Gender 496 0.19 0.40 0 1.55 0.39 Education 496 0.42 0.49 0 0.33 -1.89 Total Employee Wellness 496 126.57 25.21 129 -0.50 -0.08 Score Total Physical Wellness 496 28.49 6.89 30 -0.72 -0.44 Score Total Intellectual Wellness 496 13.04 3.63 13 0.05 -0.82 Score Total Occupational 496 13.17 4.30 13 -0.18 -0.87 Wellness Score Total Environmental 496 25.57 6.54 27 -0.61 -0.29 Wellness Score Total Social Wellness 496 14.18 3.71 15 -0.30 -0.79 Score Total Emotional Wellness 496 18.15 4.38 19 -0.50 -0.72 Score Total Spiritual Wellness 496 13.97 4.15 15 -0.34 -1.06 Score

Chapter-4: Results and Discussions o Relationship between Employee Wellness Score and Demographic Variables: o Hypothesis 1: For the population of Bank employees, there is no linear association between Total Employee Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

TABLE 4.13: MLR for Employee Wellness Score and Demographic Variables

Regression Statistics Adjusted R Multiple R R Square Square Standard Error Observations 0.63 0.40 0.39 19.63 496 ANOVA Significance df SS MS F F Regression 5.00 125726.72 25145.34 65.25 0.00 Residual 490.00 188818.81 385.34 Total 495.00 314545.53 Coefficients Standard Coefficients Error t Stat P-value Intercept 178.30 4.56 39.08 0.00 Designation -26.69 1.82 -14.66 0.00 Bank Sector -1.39 2.30 -0.60 0.55 Age -0.89 0.13 -6.92 0.00 Gender 4.74 2.26 2.10 0.04 Education -3.70 1.80 -2.06 0.04

As shown in Table 4.13 the linear composite of the predictor variables predicted approximately (r = .63; r2 = .40) and accounted for 40% of the variance in Employee Wellness , F (5, 490) = 65.25, p < .05. Except bank sector all independent variables predicted Employee Wellness Score significantly with designation accounted for highest level of beta value. The Multiple linear regression has small effect size (Cohen, 1988).

Chapter-4: Results and Discussions o Relationship between Factor-1(Physical Wellness) and Demographic Variables: o Hypothesis 2: For the population of Bank employees, there is no linear association between Total Physical Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

TABLE 4.14: MLR for Factor-1 (Physical Wellness) and Demographic Variables

Regression Statistics Adjusted R Standard Multiple R R Square Square Error Observations 0.66 0.43 0.43 5.21 496.00 ANOVA Significance df SS MS F F Regression 5.00 10216.66 2043.33 75.39 0.00 Residual 490.00 13281.32 27.10 Total 495.00 23497.98 Coefficients Standard Coefficients Error t Stat P-value Intercept 46.93 1.21 38.79 0.00 Designation -3.95 0.48 -8.18 0.00 Bank Sector -0.55 0.61 -0.90 0.37 Age -0.42 0.03 -12.24 0.00 Gender 2.54 0.60 4.24 0.00 Education -0.73 0.48 -1.54 0.12

As shown in Table 4.14 the linear composite of the predictor variables predicted approximately (r = .66; r2 = .43) and accounted for 43% of the variance in Physical Wellness , F (5, 490) = 75.39, p < .05. Except bank sector and education all independent variables predicted Physical Wellness Score significantly with designation accounted for highest level of beta value. The Multiple linear regression has small effect size (Cohen, 1988).

Chapter-4: Results and Discussions o Relationship between Factor-2 (Intellectual Wellness) and Demographic Variables: o Hypothesis 3: For the population of Bank employees, there is no linear association between Total Intellectual Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

TABLE 4.15: MLR for Factor-2 (Intellectual Wellness) and Demographic Variables

Regression Statistics Adjusted R Standard Multiple R R Square Square Error Observations 0.33 0.11 0.10 3.45 496.00 ANOVA Significance df SS MS F F Regression 5.00 702.84 140.57 11.84 0.00 Residual 490.00 5815.43 11.87 Total 495.00 6518.27 Coefficients Standard Coefficients Error t Stat P-value Intercept 17.04 0.80 21.28 0.00 Designation -1.97 0.32 -6.17 0.00 Bank Sector -0.37 0.40 -0.91 0.36 Age -0.07 0.02 -2.89 0.00 Gender -0.20 0.40 -0.50 0.62 Education -0.07 0.32 -0.23 0.82

As shown in Table 4.15 the linear composite of the predictor variables predicted approximately (r = .33; r2 = .11) and accounted for 11% of the variance in Intellectual Wellness , F (5, 490) = 11.84, p < .05. Except bank sector and Gender all independent variables predicted Intellectual Wellness Score significantly with designation accounted for highest level of beta value. The Multiple linear regression has low effect size (Cohen, 1988).

Chapter-4: Results and Discussions o Relationship between Factor-3 (Occupational Wellness) and Demographic Variables: o Hypothesis 4: For the population of Bank employees, there is no linear association between Total Occupational Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

TABLE 4.16: MLR for Factor-3 (Occupational Wellness) and Demographic Variables

Regression Statistics Adjusted R Standard Multiple R R Square Square Error Observations 0.74 0.55 0.54 2.91 496.00 ANOVA Significance df SS MS F F Regression 5.00 5006.16 1001.23 118.04 0.00 Residual 490.00 4156.29 8.48 Total 495.00 9162.44 Coefficients Standard Coefficients Error t Stat P-value Intercept 20.62 0.66 30.46 0.00 Designation -6.26 0.27 -23.16 0.00 Bank Sector 0.02 0.34 0.07 0.94 Age -0.09 0.02 -4.77 0.00 Gender -0.02 0.34 -0.05 0.96 Education -0.38 0.27 -1.42 0.16

As shown in Table 4.16 the linear composite of the predictor variables predicted approximately (r = .74; r2 = .55) and accounted for 55% of the variance in Occupational Wellness , F (5, 490) = 118.04, p < .05. Except bank sector, Gender, and Education all independent variables predicted Occupational Wellness Score significantly with designation accounted for highest level of beta value. The Multiple linear regression has small effect size (Cohen, 1988).

Chapter-4: Results and Discussions o Relationship between Factor-4 (Environmental Wellness) and Demographic Variables: o Hypothesis 5: For the population of Bank employees, there is no linear association between Total Environmental Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

TABLE 4.17: MLR for Factor-4 (Environmental Wellness) and Demographic Variables

Regression Statistics Adjusted R Standard Multiple R R Square Square Error Observations 0.50 0.25 0.25 5.68 496.00 ANOVA Significance df SS MS F F Regression 5.00 5405.47 1081.09 33.53 0.00 Residual 490.00 15798.06 32.24 Total 495.00 21203.53 Coefficients Standard Coefficients Error t Stat P-value Intercept 35.21 1.32 26.68 0.00 Designation -5.75 0.53 -10.92 0.00 Bank Sector -0.49 0.66 -0.73 0.46 Age -0.15 0.04 -3.91 0.00 Gender 1.38 0.65 2.10 0.04 Education -1.25 0.52 -2.40 0.02

As shown in Table 4.17 the linear composite of the predictor variables predicted approximately (r = .50; r2 = .25) and accounted for 25% of the variance in Environmental Wellness , F (5, 490) = 33.53, p < .05. Except bank sector all independent variables predicted Environmental Wellness Score significantly with designation accounted for highest level of beta value. The Multiple linear regression has small effect size (Cohen, 1988).

Chapter-4: Results and Discussions o Relationship between Factor-5 (Social Wellness) and Demographic Variables: o Hypothesis 6: For the population of Bank employees, there is no linear association between Total Social Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

TABLE 4.18: MLR for Factor-5 (Social Wellness) and Demographic Variables

Regression Statistics Adjusted R Standard Multiple R R Square Square Error Observations 0.35 0.12 0.11 3.49 496.00 ANOVA Significance df SS MS F F Regression 5.00 820.13 164.03 13.44 0.00 Residual 490.00 5980.90 12.21 Total 495.00 6801.03 Coefficients Standard Coefficients Error t Stat P-value Intercept 17.59 0.81 21.66 0.00 Designation -2.28 0.32 -7.04 0.00 Bank Sector 0.02 0.41 -0.05 0.96 Age -0.05 0.02 -2.23 0.03 Gender 0.75 0.40 1.87 0.06 Education -0.54 0.32 -1.69 0.09

As shown in Table 4.18 the linear composite of the predictor variables predicted approximately (r = .35; r2 = .12) and accounted for 12% of the variance in Social Wellness, F (5, 490) = 13.44, p < .05. Except Bank sector and Gender all independent variables predicted Social Wellness Score significantly with designation accounted for highest level of beta value. The Multiple linear regression has low effect size (Cohen, 1988).

Chapter-4: Results and Discussions o Relationship between Factor-6 (Emotional Wellness) and Demographic Variables: o Hypothesis 7: For the population of Bank employees, there is no linear association between Total Emotional Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

TABLE 4.19: MLR for Factor-6 (Emotional Wellness) and Demographic Variables

Regression Statistics Adjusted R Standard Multiple R R Square Square Error Observations 0.44 0.19 0.19 3.96 496.00 ANOVA Significance df SS MS F F Regression 5.00 1839.09 367.82 23.49 0.00 Residual 490.00 7671.87 15.66 Total 495.00 9510.96 Coefficients Standard Coefficients Error t Stat P-value Intercept 23.93 0.92 26.02 0.00 Designation -3.56 0.37 -9.70 0.00 Bank Sector -0.02 0.46 -0.04 0.97 Age -0.08 0.03 -3.21 0.00 Gender -0.22 0.46 -0.49 0.63 Education -0.88 0.36 -2.44 0.02

As shown in Table 4.19 the linear composite of the predictor variables predicted approximately (r = .44; r2 = .19) and accounted for 19% of the variance in Emotional Wellness, F (5, 490) = 23.49, p < .05. Except Bank sector and Gender all independent variables predicted Emotional Wellness Score significantly with designation accounted for highest level of beta value. The Multiple linear regression has low effect size (Cohen, 1988).

Chapter-4: Results and Discussions o Relationship between Factor-7 (Spiritual Wellness) and Demographic Variables: o Hypothesis 8: For the population of Bank employees, there is no linear association between Total Spiritual Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

TABLE 4.20: MLR for Factor-7 (Spiritual Wellness) and Demographic Variables

Regression Statistics Adjusted R Standard Multiple R R Square Square Error Observations 0.36 0.13 0.12 3.89 496.00 ANOVA Significance df SS MS F F Regression 5.00 1126.70 225.34 14.93 0.00 Residual 490.00 7397.96 15.10 Total 495.00 8524.66 Coefficients Standard Coefficients Error t Stat P-value Intercept 16.99 0.90 18.82 0.00 Designation -2.92 0.36 -8.11 0.00 Bank Sector -0.01 0.45 -0.02 0.98 Age -0.04 0.03 -1.42 0.16 Gender 0.50 0.45 1.13 0.26 Education 0.15 0.36 0.43 0.67

As shown in Table 4.20 the linear composite of the predictor variables predicted approximately (r = .36; r2 = .13) and accounted for 13% of the variance in Emotional Wellness, F (5, 490) = 14.93, p < .05. Except Designation no independent variables predicted Spiritual Wellness Score significantly. The Multiple linear regression has low effect size (Cohen, 1988).

Chapter-4: Results and Discussions

4.3.4 Research Question-5

The researcher used descriptive analysis to understand common health issues among bank employees. Additionally, chi square analysis was used to analyse the relationship between demographic variables and prevalence of health issues. Prevalence of health issues among bank employees is given in Table 4.21 (also see Figure 4.7).

TABLE 4.21: Prevalence of Health issues among bank employees in Gujarat

Health issues among bank employees Frequency Percentage

Heart and Cardiovascular disease 15 3.02%

Diabetes 29 5.85%

Cancer 0 0.00%

Overweight/ Obesity 32 6.45%

Tobacco / Alcohol addiction 73 14.72%

Neck pain /Back pain/ Joint pain 128 25.81%

Digestive disorder 27 5.44%

Anemia 28 5.65%

Eye problems 0 0.00%

Other health issues 22 4.44%

Total 354 71.37

Chapter-4: Results and Discussions

Prevalence of Health issues among bank employees in Gujarat

Other health issues Eye problems Anemia Digestive disorder Neck pain /Back pain/ Joint pain Tobacco / Alcohol addiction Frequency Overweight/ Obesity Cancer Diabetes Heart and Cardiovascular disease

0 20 40 60 80 100 120 140

FIGURE 4.7: Prevalence of Health issues among bank employees in Gujarat (source: inference from study)

Among other health issues it was found that 17 employees were suffering from frequent headache. Moreover other health issues like Thyroid, Asthma and Allergic Cold were reported by some employees.

Chapter-4: Results and Discussions

 Prevalence of Health issues and Employee’s Designation: o Hypothesis 9: For the population of Bank employees, prevalence of health issues is independent of employee’s Designation

TABLE 4.22: Chi Square Analysis – Hypothesis 9

Designation Prevalence of Health Issues

Yes No Total

Officer 140 165 305

Clerk 56 135 191

Total 196 300 496

Chi Square 13.5122

P Value 0.000237

Result Hypothesis is Rejected

Analysis of health issues among Bank officers and Clerks are given in Figure 4.8 (also see Table 4.28).

Chapter-4: Results and Discussions

Prevalence of Health issues among Officers and Clerks

Other

Headache

Anemia

Digestive disorder

Body pain

Tobacco/Alcohol

Overweight

Diabetes

Cardiovascular

0 20 40 60 80 100 Clerk (N = 191) Officer (N = 305)

FIGURE 4.8: Prevalence of Health issues among Officers and Clerks (source: inference from study)

Chapter-4: Results and Discussions

 Prevalence of Health issues and Employee’s Gender: o Hypothesis 10: For the population of Bank employees, prevalence of health issues is independent of employee’s Gender

TABLE 4.23: Chi Square Analysis – Hypothesis 10

Gender Prevalence of Health Issues

Yes No Total

Male 167 233 400

Female 29 67 96

Total 196 300 496

Chi Square 4.3149

P Value 0.03778

Result Hypothesis is Rejected

Analysis of health issues among Male and Female employees are given in Figure 4.9 (also see Table 4.28).

Chapter-4: Results and Discussions

Prevalence of Health issues among Male and Female Employees

Other

Headache

Anemia

Digestive disorder

Body pain

Tobacco/Alcohol

Overweight

Diabetes

Cardiovascular

0 20 40 60 80 100 120 Female (N = 96) Male (N = 400)

FIGURE 4.9: Prevalence of Health issues among Male and Female Employees (source: inference from study)

Chapter-4: Results and Discussions

 Prevalence of Health issues and Employee’s Age: o Hypothesis 11: For the population of Bank employees, prevalence of health issues is independent of employee’s Age

TABLE 4.24: Chi Square Analysis – Hypothesis 11

Age Prevalence of Health Issues

Yes No Total

21 to 30 Years 9 103 112

31 to 40 Years 77 159 236

> 40 Years 110 38 148

Total 196 300 496

Chi Square 126.1511

P Value 0.00001

Result Hypothesis is Rejected

Analysis of health issues among employees of different age group is given in Figure 4.10 (also see Table 4.28).

Chapter-4: Results and Discussions

Prevalence of Health issues among Bank employees of different age group

Other

Headache

Anemia

Digestive disorder

Body pain

Tobacco/Alcohol

Overweight

Diabetes

Cardiovascular

0 20 40 60 80 100 > 40 Years (N = 148) 31 to 40 Years ( N = 236) 21 to 30 Years ( N = 112)

FIGURE 4.10: Prevalence of Health issues among Bank employees of different age group (source: inference from study)

Chapter-4: Results and Discussions

 Prevalence of Health issues and Employee’s level of education: o Hypothesis 12: For the population of Bank employees, prevalence of health issues is independent of employee’s Level of Education

Table 4.25: Chi Square Analysis – Hypothesis 12

Education Prevalence of Health Issues

Yes No Total

Graduate 107 182 289

Post Graduate 89 118 207

Total 196 300 496

Chi Square 1.7991

P Value 0.179819

Result Hypothesis is Accepted

Analysis of health issues among employees with different education qualification is given in Figure 4.11 (also see Table 4.28).

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Chapter-4: Results and Discussions

Prevalence of Health issues among Bank employees with different education qualification

Other

Headache

Anemia

Digestive disorder

Body pain

Tobacco/Alcohol

Overweight

Diabetes

Cardiovascular

0 20 40 60 80 Post graduate (N = 207) Graduate (N = 289)

FIGURE 4.11: Prevalence of Health issues among Bank employees with different education qualification (source: inference from study)

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Chapter-4: Results and Discussions

 Prevalence of Health issues and the type of banking sector where employees is working: o Hypothesis 13: For the population of Bank employees, prevalence of health issues is independent of the type of banking sector where employees is working

TABLE 4.26: Chi Square Analysis – Hypothesis 13

Bank Sector Prevelance of Health Issues

Yes No Total

Public 164 164 328

Private 32 136 168

Total 196 300 496

Chi Square 44.5323

P Value 0.00001

Result Hypothesis is Accepted

Analysis of health issues among employees of Public sector banks and Private sector banks is given in Figure 4.12 (also see Table 4.28).

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Chapter-4: Results and Discussions

Prevalence of Health issues among Public sector bank and Private sector bank employees

Other

Headache

Anemia

Digestive disorder

Body pain

Tobacco/Alcohol

Overweight

Diabetes

Cardiovascular

0 20 40 60 80 100 120 Private (N = 168) Public (N = 328)

FIGURE 4.12: Prevalence of Health issues among Public sector and Private sector bank employees (source: inference from study)

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Chapter-4: Results and Discussions

 Prevalence of Health issues and Employee’s work experience in Banking sector: o Hypothesis 14: For the population of Bank employees, prevalence of health issues is independent of the Work experience in banking sector.

TABLE 4.27: Chi Square Analysis – Hypothesis14

Prevelance of Health Issues

Yes No Total

<=10 Years 40 180 220

11 to 20 Years 66 102 168

> 20 Years 90 18 108

Total 196 300 496

Chi Square 128.655

P Value 0.00001

Result Hypothesis is Rejected

Analysis of health issues among bank employees with different work experience is given in Figure 4.13 (also see Table 4.28).

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Chapter-4: Results and Discussions

Prevalence of Health issues among Bank employees with different work experience

Other

Headache

Anemia

Digestive disorder

Body pain

Tobacco/Alcohol

Overweight

Diabetes

Cardiovascular

0 20 40 60 80 100 > 20 years (N = 108) 11 to 20 years (N = 168) <=10 years (N = 220)

FIGURE 4.13: Prevalence of Health issues among Bank employees with different work experience (source: inference from study)

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Chapter-4: Results and Discussions

TABLE 4.28: Analysis of Prevalence of Health issues among Bank Employees

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Chapter-4: Results and Discussions

4.4 Discussion

4.4.1 Review of Descriptive Data

In total 496 employees of 27 scheduled commercial banks, participated from 20 districts of Gujarat in the study. The participants (N = 496) reported gender consisted of 400 males (81%) and 96 females (19 %). Marital Status of participants (N = 496) was reported as 386 Married (78%), 106 Single (21%), 3 Divorced (1%), and 1 Widowed (0.20%). Physical disability of participants (N =496) was reported as 12 Physically challenged (2.42%). The mean age of participants (N = 496)was 37.80 (S.D. = 8.56) years. Regarding specific Bank Employee groups, the participants (N = 496) identified as 191 Clerks (39%) and 305 Officers (61%). Reported banking sector of participants (N = 496) was 328 Public sector employee (66.13%) and 168 Private sector employee (33.87%). Reported Education qualification of participants (N = 496) was 289 Graduate (58%) and 207 Post graduate (42%).The mean work experience of the participants (N = 496) was 13.45 (S.D. = 7.38) years.

The researcher did not find any previous employee wellness-related research studies where the sample consisted of bank employees. The current study remains unique in the sampling methodology used as well as in the population. Descriptive data results from this research investigation were consistent the banking population in India (RBI), supporting the generalisability of the findings to similar populations.

4.4.2 Research Question Results o Research Question 1: What is the factor structure of the items on the Employee wellness Scale with a sample of Bank employees in Gujarat?

For Research Question 1, the researcher conducted Factor Analysis. The researcher begin with an exploratory factor analysis (EFA) to examine the factor structure of the Employee Wellness Scale data as well as examine potential correlations between variables (Henson & Roberts, 2010).

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Chapter-4: Results and Discussions

Prior to conducting the Exploratory Factor Analysis, many assumptions were explored within the data. Particularly: (a) normality of the data; (b) appropriateness of data; and (c) multicullinearity.

Factor 1 represented Physical Wellness and accounted for 11% of the variance, Factor 2 represented Intellectual Wellness and accounted for 6% of the variance, Factor 3 represented Occupational Wellness and accounted for 7% of the variance, Factor 4 represented Environmental Wellness and accounted for 9% of the variance, Factor 5 represented Social Wellness and accounted for 7% of the variance, Factor 6 represented Emotional Wellness and accounted for 8% of the variance, and Factor 7 represented Spiritual Wellness and accounted for 8% of the variance.

Confirmatory factor analysis (CFA) was conducted to examine the overall goodness-of-fit of all the constructs to assess the validity of the measures. Model yielded an acceptable level of fit: RMSEA = 0.06, CFI = 0.89, and TLI = 0.89. The CFA model fit well with the collected data and the relationships between the observed variables and latent variables were significant.

The final Employee Wellness Scale model includes some factors that were consistent with other wellness related assessments. For example, the Physical Wellness factor (i.e. items 1,2,3,4,5,6,7,8) found in the Employee Wellness Scale model was consistent with other wellness scales and models such as Hettler‘s hexagonal model (Hettler, 1980), 5F-Wel (Myers et al., 2004) , and the Wheel of Wellness Model (WEL; Myers et al., 1998), supporting physical wellness as a key component of holistic wellness. The Intellectual Wellness factor (i.e. items 9,10,11,12) found in the Employee Wellness Scale model was consistent with other wellness scales and models such as Hettler‘s hexagonal model (Hettler, 1980), 5F-Wel (Myers et al., 2004) , and the PWS (Adams et al., 1997), supporting Intellectual wellness as a key component of holistic wellness. The Occupational Wellness

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Chapter-4: Results and Discussions factor (i.e. items 13,14,15,16) found in the Employee Wellness Scale model was consistent with other wellness scales and models such as Hettler‘s hexagonal model (Hettler, 1980), Wheel of Wellness Model (WEL; Myers et al., 1998), supporting Occupational wellness as a key component of holistic wellness. The Environmental Wellness factor (i.e. items 17, 18, 19, 20, 21, 22, 23) found in the Employee Wellness Scale model was consistent with other wellness scales such as optimal living profile (Renger et al. 2000), supporting Environmental wellness as a key component of holistic wellness. The Social Wellness factor (i.e. items 24, 25, 26, 27) found in the Employee Wellness Scale model was consistent with other wellness scales and models such as Hettler‘s hexagonal model (Hettler, 1980), Wheel of Wellness Model (WEL; Myers et al., 1998), 5F-Wel (Myers et al., 2004) , and the PWS (Adams et al., 1997), supporting Social wellness as a key component of holistic wellness. The Emotional Wellness factor (i.e. items 28, 29, 30, 31, 32) found in the Employee Wellness Scale model was consistent with other wellness scales and models such as Hettler‘s hexagonal model (Hettler, 1980), and the PWS (Adams et al., 1997), supporting Emotional wellness as a key component of holistic wellness. The Spiritual Wellness factor (i.e. items 33, 34, 35, 36) found in the Employee Wellness Scale model was consistent with other wellness scales and models such as Hettler‘s hexagonal model (Hettler, 1980), Wheel of Wellness Model (WEL; Myers et al., 1998), and the PWS (Adams et al., 1997), supporting Spiritual wellness as a key component of holistic wellness. o Research Question 2: What is the internal consistency reliability of the Employee wellness Scale with a sample of bank employees?

In order to assess internal consistency reliability of the Employee Wellness Scale, Cronbach‘s coefficient alpha was used (Cronbach, 1951).The value of Cronbach‘s alpha range between 0 and 1, with values closer to 1 representing higher reliability (Dimitrov, 2012). A value of .70 or above generally indicates appropriate internal consistency of item scores. Cronbach‘s α values were calculated for all the Employee Wellness Scale items (N = 496) and for all seven factors of the Employee Wellness Scale to assess overall instrument internal consistency as well as individual factor internal consistency totals.

The Cronbach‘s α value for the 36-item total scale (N = 496) was .94. For Factor 1: Physical Wellness, Cronbach‘s α value was .88; for Factor 2: Intellectual Wellness,

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Cronbach‘s α value was .75; Factor 3: Occupational Wellness, Cronbach‘s α value was .85; Factor 4: Environmental Wellness, Cronbach‘s α value was .88; Factor 5: Social Wellness, Cronbach‘s α value was .80; Factor 6: Emotional Wellness, Cronbach‘s α value was .86; and Factor 5: Spiritual Wellness, Cronbach‘s α value was .86. Therefore, all Cronbach α values were above the recommended .70 value and indicate strong internal consistency within the final Employee Wellness Scale 36-item model. o Research Question 3: What are the relationships between Bank employee’s Employee wellness Scale score and their reported demographic data?

The researcher used a Multiple linear regression (MLR) analysis to explore relationships between a continuous dependent variable (Employee Wellness Scores) and the demographic independent variables on the General Demographic Questionnaire. The independent variables that were used included: Designation (Clerk/Officer), Gender (Male/Female), Age, Bank Sector (Public/Private), and Education (Graduate/PG). To conduct regression analysis on categorical demographic variables they were coded with dummy variables.

The researcher assessed the data for assumption before conducting the Multiple Linear Regression. The assumption of (a) Sample size, (b) Multicollinearity, (c) Outliers, (d) Normality, (e) Linearity, and (f) homoscedasticity were examined. o Hypothesis 1: For the population of Bank employees, there is no linear association between Total Employee Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

Multiple Linear Regression: F (5, 490) = 65.25, p-value < 0.00 , R = 0.63, R2 = 0.40

Result: Hypothesis is Rejected

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Wellness Score compared to males, after adjusting for Designation, Age, Bank sector, and education. As the level of education changes from graduate to post graduate, on average, the Total Employee Wellness Score decreases by 3.70, after adjusting for Designation, Age, Bank sector, and Gender. For a one-unit change in age, on average, the Total Employee Wellness Score decreases by 0.89, after adjusting for Designation, Gender, Bank sector, Level of Education. The Multiple linear regression has large effect size f 2 = 0.67 (Cohen, 1988). o Research Question 4: What is the relationship between Bank employee’s factor wise wellness score and their reported demographic data?

The researcher used a Multiple linear regression (MLR) analysis to explore relationships between a continuous dependent variable (Factors of Employee Wellness Scale) and the demographic independent variables on the General Demographic Questionnaire. The independent variables that were used included: Designation (Clerk/Officer), Gender (Male/Female), Age, Bank Sector (Public/Private), and Education (Graduate/PG). o Hypothesis 2: For the population of Bank employees, there is no linear association between Total Physical Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

Multiple Linear Regression: F (5, 490) = 75.39, p-value < 0.00 , R = 0.66, R2 = 0.43

Result: Hypothesis is rejected

Designation, Age, and Gender predicted Total Physical Wellness Score significantly with designation accounted for highest level of beta value. As the Designation changes from clerk to officer, on average, the Total Physical Wellness Score decreases by 3.95, after adjusting for Age, Gender, Bank sector, and Education. Females, on average, has 2.54 point higher Total Physical Wellness Score, after adjusting for Age, Gender, Bank sector, and Education. For a one-unit change in age, on average, the Total Physical Wellness Score decreases by 0.42, after adjusting for Designation, Gender, Bank sector, Level of Education. The Multiple linear regression has large effect size f 2 = 0.75 (Cohen, 1988).

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Chapter-4: Results and Discussions o Hypothesis 3: For the population of Bank employees, there is no linear association between Total Intellectual Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

Multiple Linear Regression: F (5, 490) = 11.84, p-value < 0.00 , R = 0.33, R2 = 0.11

Result: Hypothesis is rejected

Designation and Age predicted Total Intellectual Wellness Score significantly with designation accounted for highest level of beta value. As the Designation changes from clerk to officer, on average, the Total Intellectual Wellness Score decreases by 1.97, after adjusting for Age, Gender, Bank sector, and Education. For a one-unit change in age, on average, the Total Intellectual Wellness Score decreases by 0.07, after adjusting for Designation, Gender, Bank sector, Level of Education. The Multiple linear regression has small effect size f 2 = 0.12 (Cohen, 1988). o Hypothesis 4: For the population of Bank employees, there is no linear association between Total Occupational Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

Multiple Linear Regression: F (5, 490) = 118.04, p-value < 0.00, R = 0.74, R2 = 0.55

Result: Hypothesis is rejected

Designation and Age predicted Total Occupational Wellness Score significantly with designation accounted for highest level of beta value. As the Designation changes from clerk to officer, on average, the Total Occupational Wellness Score decreases by 6.26, after adjusting for Age, Gender, Bank sector, and Education. For a one-unit change in age, on average, the Total Occupational Wellness Score decreases by 0.09, after adjusting for Designation, Gender, Bank sector, Level of Education. The Multiple linear regression has large effect size f 2 = 1.22 (Cohen, 1988).

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Chapter-4: Results and Discussions o Hypothesis 5: For the population of Bank employees, there is no linear association between Total Environmental Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

Multiple Linear Regression: F (5, 490) = 33.53, p-value < 0.00, R = 0.50, R2 = 0.25

Result: Hypothesis is rejected

Designation, Age, Gender, and Education predicted Total Environmental Wellness Score significantly with designation accounted for highest level of beta value. As the Designation changes from clerk to officer, on average, the Total Environmental Wellness Score decreases by 5.75, after adjusting for Age, Gender, Bank sector, and Education. Females, on average, has 1.38 point higher Total Environmental Wellness Score, after adjusting for Age, Gender, Bank sector, and Education. For a one-unit change in age, on average, the Total Environmental Wellness Score decreases by 0.15, after adjusting for Designation, Gender, Bank sector, Level of Education. As the Level of Education changes from graduate to post graduate, on average, the Total Environmental Wellness Score decreases by 1.25, after adjusting for Designation, Age, Gender, and Bank sector. The Multiple linear regression has medium effect size f 2 = 0.33 (Cohen, 1988). o Hypothesis 6: For the population of Bank employees, there is no linear association between Total Social Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

Multiple Linear Regression: F (5, 490) = 13.44, p-value < 0.00, R = 0.35, R2 = 0.12

Result: Hypothesis is rejected

Designation, Age, Gender, and Education predicted Total Social Wellness Score significantly with designation accounted for highest level of beta value. As the Designation changes from clerk to officer, on average, the Total Social Wellness Score decreases by 2.28, after adjusting for Age, Gender, Bank sector, and Education. For a one- unit change in age, on average, the Total Social Wellness Score decreases by 0.05, after adjusting for Designation, Gender, Bank sector, Level of Education. The Multiple linear regression has small effect size f 2 = 0.14 (Cohen, 1988).

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Chapter-4: Results and Discussions o Hypothesis 7: For the population of Bank employees, there is no linear association between Total Emotional Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

Multiple Linear Regression: F (5, 490) = 23.49, p-value < 0.00, R = 0.44, R2 = 0.19

Result: Hypothesis is rejected

Designation, Age, and Education predicted Total Emotional Wellness Score significantly with designation accounted for highest level of beta value. As the Designation changes from clerk to officer, on average, the Total Emotional Wellness Score decreases by 3.56, after adjusting for Age, Gender, Bank sector, and Education. For a one-unit change in age, on average, the Total Emotional Wellness Score decreases by 0.08, after adjusting for Designation, Gender, Bank sector, Level of Education. The Multiple linear regression has medium effect size f 2 = 0.23 (Cohen, 1988). o Hypothesis 8: For the population of Bank employees, there is no linear association between Total Spiritual Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education

Multiple Linear Regression: F (5, 490) = 14.93, p-value < 0.00, R = 0.36, R2 = 0.13

Result: Hypothesis is rejected

Only Designation predicted Total Spiritual Wellness Score significantly with designation accounted for highest level of beta value. The Multiple linear regression has medium effect size f 2 = 0.15 (Cohen, 1988). o Research Question 5: What are the most common health issues that Bank Employees experience?

The descriptive statistics of the data collected for research question 4 shows that 25.81% employees reported that they are suffering from joint pain/Neck pain/Back pain. 14.72% reported that they have tobacco/alcohol addiction. 6.45% employees reported that they are overweight. 5.85% employees reported they are suffering from diabetes. 5.65% reported that they have anemia. 3.02% reported they have cardiovascular disease. 4.44% reported they have other health issues. Among other health issues it was found that 3.4%

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Chapter-4: Results and Discussions employees are suffering from frequent headache. The result of chi square analysis is given below: o Hypothesis 9: For the population of Bank employees, prevalence of health issues is independent of employee’s Designation

Chi square = 13.51, P-Value < 0.00

Result: Hypothesis is rejected

The result shows that there is a significant relationship between employee‘s designation and prevalence of health issue. Additionally, descriptive data analysis shows that 140 (45.90%) Bank Officers and 56 (29.32%) Clerks are suffering from some kind of health issues. Moreover, 10 (3.28%) Bank officers and 5 (2.62%) Clerks are suffering from cardiovascular diseases. 21 (6.89%) Bank officers and 8 (4.19%) Clerks are diabetic. 25 (8.20%) Bank officers and 7 (3.66%) Clerks are Overweight. 58 (19.02%) Bank officers and 15 (7.85%) Clerks are having tobacco/alcohol addiction. 90 (29.51%) Bank officers and 38 (19.90%) Clerks are suffering from some kind of Body pain. 20 (6.56%) Bank officers and 7 (3.66%) Clerks are suffering from digestive disorder. 16 (5.25%) Bank officers and 12 (6.28%) Clerks are having anemia. 15 (4.92%) Bank officers and 2 (1.05%) Clerks are suffering from frequent headaches. 3 (0.98%) Bank officers and 2 (1.05%) Clerks are having other health issues. Thus, Bank Officers are suffering from more health issues compared to Clerks. o Hypothesis 10: For the population of Bank employees, prevalence of health issues is independent of employee’s Gender

Chi square = 4.31, P-Value < 0.04

Result: Hypothesis is rejected

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Chapter-4: Results and Discussions tobacco/alcohol addiction. 111 (27.75%) Males and 17 (17.71%) Females are suffering from some kind of Body pain, making it the major health issue among the bank employees. 19 (4.75%) Males and 8 (8.33%) Females are suffering from digestive disorder. 22 (5.50%) Males and 6 (6.25%) Females are having anemia. 15 (3.75%) Males and 2 (2.08%) Females are suffering from frequent headaches. 2 (0.50%) Males and 3 (3.13%) Females are having other health issues. Thus, prevalence of cardiovascular diseases, diabetes, tobacco/alcohol addiction, Body pain, and frequent headaches is higher among male employees compared to female employees. While, prevalence of Overweight, digestive disorder, anemia, and other health issues is higher among female employees compared to male employees. o Hypothesis 11: For the population of Bank employees, prevalence of health issues is independent of employee’s Age

Chi square = 125.15, P-Value < 0.00

Result: Hypothesis is rejected

The result shows that there is a significant relationship between employee‘s age and prevalence of health issue. Additionally, descriptive data analysis shows that 9 (8.04%) 21 to 30 years old, 77 (32.63%) 31 to 40 years old, and 110 (74.32%) more than 40 years old bank employees are suffering from some kind of health issues. Moreover, 3 (1.27%) 31 to 40 years old, and 12 (8.11%) more than 40 years old bank employees are suffering from cardiovascular diseases. 8 (3.39%) 31 to 40 years old, and 21 (14.19%) more than 40 years old bank employees are diabetic. 2 (1.79%) 21 to 30 years old, 17 (7.20%) 31 to 40 years old, and 13 (8.78%) more than 40 years old bank employees are Overweight. 3 (2.68%) 21 to 30 years old, 24 (10.17%) 31 to 40 years old, and 46 (31.08%) more than 40 years old bank employees are having tobacco/alcohol addiction. 4 (3.57%) 21 to 30 years old, 35 (14.83%) 31 to 40 years old, and 89 (60.14%) more than 40 years old bank employees are suffering from some kind of Body pain, making it the major health issue among the bank employees. 2 (1.79%) 21 to 30 years old, 11 (4.66%) 31 to 40 years old, and 14 (9.46%) more than 40 years old bank employees are suffering from digestive disorder. 1 (0.89%) 21 to 30 years old, 17 (7.20%) 31 to 40 years old, and 10 (6.76%) more than 40 years old bank employees are having anemia. 2 (1.79%) 21 to 30 years old, 8 (3.39%) 31 to 40 years old, and 7 (4.73%) more than 40 years old bank employees are suffering from frequent headaches. 2 (0.85%) 31 to 40 years old, and 3 (2.03%) more than 40 years old bank

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Chapter-4: Results and Discussions employees are having other health issues. Thus, prevalence of health issues is higher among employees of more than 40 years of age. o Hypothesis 12: For the population of Bank employees, prevalence of health issues is independent of employee’s Level of Education

Chi square = 1.80, P-Value < 0.18

Result: Hypothesis is accepted

The result shows that there is no significant relationship between employee‘s level of education and prevalence of health issue. However, descriptive data analysis shows that 107 (37.02%) Graduates and 89 (43.00%) Post Graduates bank employees are suffering from some kind of health issues. o Hypothesis 13: For the population of Bank employees, prevalence of health issues is independent of the type of banking sector where employee is working

Chi square = 44.53, P-Value < 0.00

Result: Hypothesis is rejected

The result shows that there is a significant relationship between the type of banking sector where employee is working and prevalence of health issue. Additionally, descriptive data analysis shows that 164 (50%) Public sector bank employees, and 32 (19.05%) Private sector bank employees are suffering from some kind of health issues. Moreover, 14 (4.27%) Public sector bank employees, and 1 (0.60%) Private Sector bank employees are suffering from cardiovascular diseases. 27 (8.23%) Public sector bank employees, and 2 (1.19%) Private sector bank employees are diabetic. 25 (7.62%) Public sector bank employees, 7 (4.17%) Private sector bank employees are Overweight. 65 (19.82%) Public sector bank employees, and 8 (4.76%) Private sector bank employees are having tobacco/alcohol addiction. 113 (34.45%) Public sector bank employees, and 15 (8.93%) Private sector bank employees are suffering from some kind of Body pain, making it the major health issue among the bank employees. 21 (6.40%) Public sector bank employees, and 6 (3.57%) Private sector bank employees are suffering from digestive disorder. 19 (5.79%) Public sector bank employees, and 9 (5.36%) Private sector bank employees are having anemia. 11 (3.35%) Public sector bank employees, and 6 (3.57%) Private sector bank employees are suffering from frequent headaches. 4 (1.22%) Public sector bank

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Chapter-4: Results and Discussions employees, and 1 (0.60%) Private sector bank employees are having other health issues. Thus, prevalence of health issues is higher among Public sector bank employees compared to Private sector bank employees. o Hypothesis 14: For the population of Bank employees, prevalence of health issues is independent of the Work experience in banking sector.

Chi square = 128.65, P-Value < 0.00

Result: Hypothesis is rejected

The result shows that there is a significant relationship between employee‘s work experience in banking sector and prevalence of health issue. Additionally, descriptive data analysis shows that 40 (18.18%) employees with less than or equal to 10 years of work experience, 66 (39.29%) employees with 11 to 20 years of work experience, and 90 (83.33%) employees with more than 20 years of work experience are suffering from some kind of health issues. Moreover, 1 (0.45%) employees with less than or equal to 10 years of work experience, 4 (2.38%) employees with 11 to 20 years of work experience and 10 (9.26%) employees with more than 20 years of work experience are suffering from cardiovascular diseases. 1 (0.45%) employees with less than or equal to 10 years of work experience, 10 (5.95%) employees with 11 to 20 years of work experience, and 18(16.67%) employees with more than 20 years of work experience are diabetic. 8 (3.64%) employees with less than or equal to 10 years of work experience, 15 (8.93%) employees with 11 to 20 years of work experience, and 9 (8.33%) employees with more than 20 years of work experience are Overweight. 14 (6.36%) employees with less than or equal to 10 years of work experience, 24 (14.29%) employees with 11 to 20 years of work experience, and 35 (32.41%) employees with more than 20 years of work experience are having tobacco/alcohol addiction. 20 (9.09%) employees with less than or equal to 10 years of work experience, 28 (16.67%) employees with 11 to 20 years of work experience, and 80 (74.07%) employees with more than 20 years of work experience are suffering from some kind of Body pain, making it the major health issue among the bank employees. 5 (2.27%) employees with less than or equal to 10 years of work experience, 11 (6.55%) employees with 11 to 20 years of work experience, and 11 (10.19%) employees with more than 20 years of work experience are suffering from digestive disorder. 9 (4.09%) employees with less than or equal to 10 years of work experience, 12 (7.14%) employees with 11 to 20 years of work experience, and 7 (6.48%) employees with

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Chapter-4: Results and Discussions more than 20 years of work experience are having anemia. 6 (2.73%) employees with less than or equal to 10 years of work experience, 5 (2.98%) employees with 11 to 20 years of work experience, and 6 (5.56%) employees with more than 20 years of work experience are suffering from frequent headaches. 4 (2.38%) employees with 11 to 20 years of work experience, and 1 (0.93%) employees with more than 20 years of work experience are having other health issues. Thus, prevalence of health issues is higher among employees with more than 20 years of work experience in banking sector.

4.5 Chapter Summary

Chapter four discussed the results for the current research. The research questions were analyzed using a various statistical methods: (a) Factor analysis, (b) Internal Consistency testing using Cronbach‘s Alpha, (c) Multiple Linear Regression, (d) Descriptive Analysis, and (e) Chi square analysis. Chapter 5 talks about the findings of the research as well as the future scope of the research and implications for bank employees.

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CHAPTER – 5

CONCLUSIONS, MAJOR CONTRIBUTIONS, AND SCOPE OF FURTHER WORK

Chapter 5 presents a review of the research study, research methodology utilised, and findings from the investigation. Additionally, the findings regarding the five research questions and implications for the bank employees are discussed. Moreover, Chapter 5 offers: (a) the limitations of the research investigation, (b) future scope of the research, and (c) implications for the bank employees.

5.1 Introduction and Necessity for the Research Investigation

Banking sector is one of the fastest growing service sectors in India. Banking sector plays a key role in developing the economy of a nation. During the last two decades, the banking sector in India has experienced a rapid change due to liberalisation, globalisation, policy changes, innovations in technology, and profound competition. From conservative approach banks catapulted to a customer centric, technology driven, financial supermarket catering to the varied needs of its customers. These changes have its impact on the work life as well as the daily life of the bank employees. In reality, banking system, where there were no major changes for at least a century, has been completely restructured. In this new management model, bank employees have experienced a full redefinition of their tasks, becoming bank sellers (rather than bank employees), working with clients to meet the bank‘s targets in areas such as the sale of investment funds, bonds, and insurance policies (Adrian and Ashcraft, 2016). Moreover, a considerable reduction in job positions intensified the volume of work for those who remained, as well as for new employees (Silva and Navarro, 2012).

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The International Labor Organization has warned about a number of issues for employees in financial services; these included high pressure on time, problems of ergonomics, role conflict, excessive work demands, difficult relationships with customers, and increasing cases of stress and violence (Giga and Hoel, 2003). The National Institute for Occupational Safety and Health (NIOSH) ranked occupations for stress levels, where 130 occupations found to be more stressful. Employees having insufficient control over the work, and employees feel like being trapped in jobs where they are regarded as quasi- machines rather than as humans, were common in all these stressful occupations. Manager, Administrator and Supervisor were among the top 12 stressful positions and bank teller was 28th on the list (Michailidis and Georgiou, 2005). Many studies reported that employees are experiencing problems like stress, job burnout, and job dissatisfaction in banking sector (Bajpai and Srivastava, 2004; Chen and Lien, 2008). Studies in literature found that occupational stress leads to diseases, and may damage employees‘ psychological life as well as their professional, social, and affective lives. It leads to poor work performance, a high rate of employee turnover, absenteeism, and workplace violence (Bhagat et al., 2010; Burke, 2010; Dalgaard et al., 2017; Godin et al., 2005; Stansfeld and Candy, 2006).

Bank employees play a key role in providing the quality service to the customers. Thus, organisations should assess employee wellness and consistently strive for increasing awareness among employees on the holistic components to overall wellness.

India is a kaleidoscope of customs, values, beliefs, and traditions. Thus, it is impossible to generalise the Indian way of life. Each region in India has its own distinct culture, language, cuisine, etiquette, social norms. As most of the models of employee wellness have been developed in Western countries, primarily the United States there is a need to study Indian paradigm.

Moreover, there are few scales and assessments for measuring wellness within the literature. But, none of them is formed for bank employees. Additionally, very few wellness scales are created according to the scale development procedures suggested by eminent scholars of scale construction like DeVellis, 2012; Crocker and Algina, 2005; Dimitrov, 2012 and applicable statistical analyses (e.g., Factor Analysis). Due to aforementioned reasons, this research investigation assessed the psychometric properties of Employee Wellness in a sample of bank employees.

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5.2 Review of Research Methodology

The following section presents a review of the research methodology utilised in the present research. The detailed description of the research methodology is given in Chapter 3. The correlational research design is utilised this research (Gall et al., 2007). The major research questions included as following: o Research Question 1:

What is the factor structure of the items on the Employee wellness Scale with a sample of Bank employees? o Research Question 2:

What is the internal consistency reliability of the Employee wellness Scale with a sample of bank employees? o Research Question 3:

What are the relationships between Bank employee‘s Employee wellness Scale score and their reported demographic data? o Research Question 4:

What are the relationship between Bank employee‘s factor wise wellness score and their reported demographic data? o Research Question 5:

What are the most common health issues that Bank Employees experience?

5.2.1 Participants

The sampling procedures involved convenience sampling consisted of clerk and officers of scheduled commercial banks in Gujarat.

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5.2.2 Data collection

The data was collected via face-to-face administration. The researcher administered the Employee Wellness Scale and affiliated scales (i.e., Demographic Form, current health issue form) to the employees of scheduled commercial banks in different districts of Gujarat.

5.2.3 Instrumentation

The present research aimed at developing the Employee Wellness Scale and assessing the psychometric properties of it with a sample of Bank Employees. Moreover, the researcher developed a general demographic questionnaire and Current health issue questionnaire for Bank Employees.

The steps for developing a scale vary within the literature. For the purposes of current research study, a combination of different steps is followed. The specific scale development steps utilised are as follow. (a) define the concept being measured, (b) creation of an item pool, (c) choosing the scale type for measurement, (d) getting the items reviewed by experts, (e) creating a pool of validated items, (f) Administering items to a development sample, (g) Evaluation of items, and (h) optimizing scale length.

There were three data collection questionnaire utilized within this study. The first questionnaire was the Employee Wellness Scale, which was developed during this research. A second questionnaire was developed with a view to collect demographic information about the employees. A third questionnaire was developed with a view to collect information about health issues faced by Bank employees.

5.2.4 Data analysis

The step of data analysis for the research involved data cleaning by assessing the presence of outliers and/or missing data. The next step involved examination of statistical assumption to assess the appropriateness of statistical analyses to investigate the research questions. Statistical assumptions vary for each research question. However, the statistical assumptions tested for current research included:

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(a) normality, (b) multicollinearity, (c) KMO value, (d) skewness, (e) kurtosis, and (f) homoscedasticity. The researcher used the Statistical Package ‗R‘ and Microsoft Excel for all data analyses.

5.3 Result

5.3.1 Research Question 1: What is the factor structure of the items on the Employee wellness Scale with a sample of Bank employees in Gujarat?

The researcher conducted an Exploratory Factor Analysis that identified a seven-factor solution with eigen values greater than 1.0 within the data. The seven factors accounted for 55% of the variance, which is satisfactory in social science research (Hair et al., 2006). Factor 1 represented Physical Wellness and accounted for 11% of the variance, Factor 2 represented Intellectual Wellness and accounted for 6% of the variance, Factor 3 represented Occupational Wellness and accounted for 7% of the variance, Factor 4 represented Environmental Wellness and accounted for 9% of the variance, Factor 5 represented Social Wellness and accounted for 7% of the variance, Factor 6 represented Emotional Wellness and accounted for 8% of the variance, and Factor 7 represented Spiritual Wellness and accounted for 8% of the variance.

Confirmatory factor analysis (CFA) was performed to assess the overall goodness-of-fit of all the constructs to determine the validity of the measures. Model yielded an acceptable level of fit: RMSEA = 0.06, CFI = 0.89 , and TLI = 0.88. The CFA model fit well with the collected data and the relationships between the observed variables and latent variables were significant.

5.3.2 Research Question 2: What is the internal consistency reliability of the Employee wellness Scale with a sample of bank employees?

For Research Question 2, the researcher computed Cronbach‘s alfa to analyse the internal consistency reliability of the Employee Wellness Scale with sample data. Computing Cronbach‘s alpha helps to examine the degree of correlation among the items on the Employee Wellness Scale. The Cronbach‘s α value for the 36 items (N = 496) was calculated as .94. The factor wise Cronbach‘s α value range from .75 to .88.

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5.3.3 Research Question 3: What are the relationships between Bank employee’s Employee wellness Scale score and their reported demographic data? o Hypothesis 1: For the population of Bank employees, there is no linear association between Total Employee Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Multiple Linear Regression: F (5, 490) = 65.25, p-value < 0.00 , R = 0.63, R2 = 0.40 o Result: Hypothesis is Rejected

Designation, Bank Sector, Age, Gender, and Education explain 40% of the variability in Total Employee Wellness Score. Designation, Age, Gender, and Level of Education predicted Total Employee Wellness Score significantly with designation accounted for highest level of beta value. As the designation changes from clerk to officer, on average, the Total Employee Wellness Score decreases by 26.69, after adjusting for Age, Gender, Bank sector, and education. Female, on average, has 4.74 point higher Total Employee Wellness Score compared to males, after adjusting for Designation, Age, Bank sector, and education. As the level of education changes from graduate to post graduate, on average, the Total Employee Wellness Score decreases by 3.70, after adjusting for Designation, Age, Bank sector, and Gender. For a one-unit change in age, on average, the Total Employee Wellness Score decreases by 0.89, after adjusting for Designation, Gender, Bank sector, Level of Education. The Multiple linear regression has large effect size f 2 = 0.67 (Cohen, 1988).

5.3.4 Research Question 4: What is the relationship between Bank employee’s factor wise wellness score and their reported demographic data?

 Hypothesis 2: For the population of Bank employees, there is no linear association between Total Physical Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Multiple Linear Regression: F (5, 490) = 75.39, p-value < 0.00 , R = 0.66, R2 = 0.43 o Result: Hypothesis is rejected

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 Hypothesis 3: For the population of Bank employees, there is no linear association between Total Intellectual Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Multiple Linear Regression: F (5, 490) = 11.84, p-value < 0.00 , R = 0.33, R2 = 0.11 o Result: Hypothesis is rejected

 Hypothesis 4: For the population of Bank employees, there is no linear association between Total Occupational Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Multiple Linear Regression: F (5, 490) = 118.04, p-value < 0.00, R = 0.74, R2 = 0.55 o Result: Hypothesis is rejected

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 Hypothesis 5: For the population of Bank employees, there is no linear association between Total Environmental Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Multiple Linear Regression: F (5, 490) = 33.53, p-value < 0.00, R = 0.50, R2 = 0.25 o Result: Hypothesis is rejected

 Hypothesis 6: For the population of Bank employees, there is no linear association between Total Social Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Multiple Linear Regression: F (5, 490) = 13.44, p-value < 0.00, R = 0.35, R2 = 0.12

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Chapter-5: Conclusions, Major Contributions, and Scope of further work o Result: Hypothesis is rejected

 Hypothesis 7: For the population of Bank employees, there is no linear association between Total Emotional Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Multiple Linear Regression: F (5, 490) = 23.49, p-value < 0.00, R = 0.44, R2 = 0.19 o Result: Hypothesis is rejected

 Hypothesis 8: For the population of Bank employees, there is no linear association between Total Spiritual Wellness Score, Age, Designation, Bank Sector, Gender, and Level of Education o Multiple Linear Regression: F (5, 490) = 14.93, p-value < 0.00, R = 0.36, R2 = 0.13 o Result: Hypothesis is rejected

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5.3.5 Research Question 5: What are the most common health issues that Bank Employees experience?

 Hypothesis 9: For the population of Bank employees, prevalence of health issues is independent of employee‘s Designation o Chi square = 13.51, P-Value < 0.00 o Result: Hypothesis is rejected

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(1.05%) Clerks are having other health issues. Thus, Bank Officers are suffering from more health issues compared to Clerks.

 Hypothesis 10: For the population of Bank employees, prevalence of health issues is independent of employee‘s Gender o Chi square = 4.31, P-Value < 0.04 o Result: Hypothesis is rejected

The result shows that there is a significant relationship between employee‘s gender and prevalence of health issue. Additionally, descriptive data analysis shows that 167 (41.75%) Males and 29 (30.21%) Females are suffering from some kind of health issues. Moreover, 15 (3.75%) Males are suffering from cardiovascular diseases, and 29 (7.25%) Males are diabetic. Though, no females were suffering from cardiovascular diseases or diabetes. 20 (5%) Males and 12 (12.50%) Females are Overweight. Thus, problem of overweight was high among females. 17 (18%) Males and 1 (1.04%) Females are having tobacco/alcohol addiction. 111 (27.75%) Males and 17 (17.71%) Females are suffering from some kind of Body pain, making it the major health issue among the bank employees. 19 (4.75%) Males and 8 (8.33%) Females are suffering from digestive disorder. 22 (5.50%) Males and 6 (6.25%) Females are having anemia. 15 (3.75%) Males and 2 (2.08%) Females are suffering from frequent headaches. 2 (0.50%) Males and 3 (3.13%) Females are having other health issues. Thus, prevalence of cardiovascular diseases, diabetes, tobacco/alcohol addiction, Body pain, and frequent headaches is higher among male employees compared to female employees. While, prevalence of Overweight, digestive disorder, anemia, and other health issues is higher among female employees compared to male employees.

 Hypothesis 11: For the population of Bank employees, prevalence of health issues is independent of employee‘s Age o Chi square = 125.15, P-Value < 0.00 o Result: Hypothesis is rejected

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 Hypothesis 12: For the population of Bank employees, prevalence of health issues is independent of employee‘s Level of Education o Chi square = 1.80, P-Value < 0.18 o Result: Hypothesis is accepted

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 Hypothesis 13: For the population of Bank employees, prevalence of health issues is independent of the type of banking sector where employees is working o Chi square = 44.53, P-Value < 0.00 o Result: Hypothesis is rejected

 Hypothesis 14: For the population of Bank employees, prevalence of health issues is independent of the Work experience in banking sector. o Chi square = 128.65, P-Value < 0.00 o Result: Hypothesis is rejected

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5.4 Achievements with respect to objectives The aim of the research was to develop an Employee Wellness Scale and examine its psychometric properties in the sample of bank employees. In pursuit of this aim, four objectives were developed, which were addressed through the research questions which acted as a focus for data collection and analysis.

5.4.1 Objective-1: To explore the concept of Employee Wellness in the context of the banking sector

The investigation of this objective through review of literature reveals many issues faced by bank employees; these included high time pressure, ergonomics problems, role conflicts, excessive work demands, difficult customer relationships, and a high rate of stress and violence (ILO, Giga and Hoel, 2003). Consequently, bank employees are experiencing problems like job burnout, stress, job dissatisfaction, etc. (Bajpai and Srivastava, 2004; Chen and Lien, 2008). Additionally, the risk for chronic disease is increased among bank employees in India due to the sedentary nature of their jobs (Sarkar et.al. 1999, S Ganesh Kumar et al 2013). Thus, organisations should assess employee wellness and consistently strive for increasing awareness among employees on the holistic components to overall wellness.

5.4.2 Objective-2: To develop Employee Wellness Scale for bank employees

The findings yielded after analysis of Research Question 1 justify the concept of a seven factor wellness scale that enables the bank employees to assess their wellness in Factor 1 (Physical), Factor 2 (Intellectual), Factor 3 (Occupational), Factor 4(Environmental), Factor 5 (Social), Factor 6 (Emotional), and Factor 7 (Spiritual). The statistical analysis used in Research Question 1 and 2 yielded a strong support for the Employee Wellness Scale. Thus, a sound 36-item scale for examining employee wellness was created for use in the banking sector.

5.4.3 Objective-3: To assess the level of Employee Wellness in the banking sector of Gujarat.

The descriptive statistics of the data collected for research question 4 shows that 39.51% of the bank employees are suffering from some kind of health issues. 24.71% of them are

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21 to 40 years old. Prevalence of health issues was higher among officers. Male employees were suffering from more health issues compared to female employees. The result of chi square analysis reveals that Level of designation, Age, Gender, and Type of bank sector where employee is working were associated with the prevalence of health issues among the population of bank employees in Gujarat.

5.4.4 Objective-4: To explore the relationship between Employee Wellness and Demographic variables.

The findings of Research Question 3 reveals, that demographic variable Designation, Age, Gender, and Education are associated with Total Employee Wellness Score significantly with designation accounted for highest level of beta value. The result also reveals that age, level of designation, and level of Education has a negative relationship with Total Employee Wellness Score. Additionally, Female employees had better Total Employee Wellness Score compared to male employees.

The findings of multiple linear regression under Research Question 4 reveals, that demographic variable Designation, Age and Gender are associated with Total Physical Wellness Score significantly with designation accounted for highest level of beta value. The result also reveals that age and level of designation has a negative relationship with Total Physical Wellness Score. Additionally, Female employees had better Total Physical Wellness Score compared to male employees.

The findings of multiple linear regression under Research Question 4 reveals, that demographic variable Designation and Age are associated with Total Intellectual Wellness Score significantly with designation accounted for highest level of beta value. The result also reveals that age and level of designation has a negative relationship with Total Intellectual Wellness Score.

The findings of multiple linear regression under Research Question 4 reveals, that demographic variable Designation and Age are associated with Total Occupational Wellness Score significantly with designation accounted for highest level of beta value. The result also reveals that age and level of designation has a negative relationship with Total Intellectual Wellness Score.

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The findings of multiple linear regression under Research Question 4 reveals, that demographic variable Designation, Age, Gender and level of Education are associated with Total Environmental Wellness Score significantly with designation accounted for highest level of beta value. The result also reveals that age, level of designation, and level of education has a negative relationship with Total Environmental Wellness Score. Additionally, Female employees had better Total Environmental Wellness Score compared to male employees.

The findings of multiple linear regression under Research Question 4 reveals, that demographic variable Designation and Age are associated with Total Social Wellness Score significantly with designation accounted for highest level of beta value. The result also reveals that age and level of designation has a negative relationship with Total Social Wellness Score.

The findings of multiple linear regression under Research Question 4 reveals, that demographic variable Designation, Age, and Education are associated with Total Emotional Wellness Score significantly with designation accounted for highest level of beta value. The result also reveals that age, level of designation, and level of education has a negative relationship with Total Emotional Wellness Score.

The findings of multiple linear regression under Research Question 4 reveals, that demographic variable Designation is associated with Total Spiritual Wellness Score significantly. The result also reveals that level of designation has a negative relationship with Total Spiritual Wellness Score.

5.5 Limitations of the research

5.5.1 Limitations of the Research Design

For the present research a correlational design is used (Gall et al., 2007). Thus, the researcher was not able to predict causality (Tabachnick and Fidel,2013). Hence, the employees‘ scores on the Employee Wellness Scale and answers to particular items on the Employee Wellness Scale do not indicate that they are the cause of wellness or illness. Additionally, the seven factors on the EWS (Physical, Intellectual, Occupational, Environmental, Social, Emotional, and Spiritual) are not necessarily the cause of bank

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Chapter-5: Conclusions, Major Contributions, and Scope of further work employees‘ wellness or illness. In future researchers could use the Employee Wellness Scale to investigate causality.

The self-report nature of the questionnaire was another limitation of the current research. Participants gave answers for all three questionnaires (i.e., general demographic form, Employee Wellness Scale and Current health issue form) directly. Hence, the answers might be influenced, if participants were answering in a socially acceptable way.

5.5.2 Limitations of the questionnaire

Three questionnaires were used in the current research study: (a) General demographic form; (b)Employee Wellness Scale; and (c) Current health issue form that were developed by the researcher. Hence, the questionnaire that was administered to the bank employees contained a total of 46 items. Consequently, it may be possible that the participants were feeling tired while filling out the questionnaire, which could have resulted in participants falsely responding to items. However, the researcher attempted and noted the time required to complete the assessment before sending to the bank employees and found it took around 10 – 20 minutes. Hence, the length of the questionnaire could have been a limitation of the study.

5.6 Recommendations for Future Research

In future the research that could be conducted with the EWS are (a) testing the EWS in diverse population, (b) doing an Exploratory Factor Analysis with a larger sample; (c) cross-validating the EWS with other wellness assessments; (d) doing a qualitative research on a theory; and (e) doing a longitudinal study to examine weather the EWS is sensitive to change over time.

It is suggested that the EWS is used with various populations with a view to assess the model fit and know the validity of seven current factors with a different sample.

Third, the sample size for the EWS could be increased to have a strong (i.e., 20:1) participant to item ratio for a factor analysis. Fourth, in future researchers could conduct a grounded theory investigation in order to build up a theory surrounding the EWS model from the ground up.

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Chapter-5: Conclusions, Major Contributions, and Scope of further work

Additionally, convergent and discriminant validity of the EWS can be assessed by examining its validity with other wellness instruments. Finally, in future a longitudinal study could be conducted to assess the EWS with a population of bank employees over a period of time and examine if employees scores on the EWS are sensitive to change.

5.7 Implications

The findings of the present research contribute to the existing literature on employee wellness in the banking sector. The present research developed a theoretically and methodologically sound scale for assessing employee wellness in banking sector. Thus, using the EWS allows for individuals and organisations to assess employee‘s areas of wellness strengths and wellness areas for growth.

Findings from the research reveals that, bank employees need to be conscious about their physical, intellectual, occupational, environmental, social, emotional, and spiritual level of wellness and how it affects their performance and different aspects of life.

Ultimately, the EWS could be used as a tool to improve employee‘s awareness about different dimensions of well-being and helps them in not only examining their personal wellness but also helps in inspiring positive lifestyle changes where necessary. Moreover, increasing awareness and personal knowledge on wellness can promote an autogenic nature among the bank employees and helps to encourage prevention of employee burnout or illness, rather than the timely, exhaustive, and expensive pathogenic philosophy of treating diseases/unwellness after they occur.

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5.8 Chapter Summary

Chapter 5 summarizes the findings of the research for the five research questions discussed in depth in Chapter 4. The development and validation of the EWS with a sample of bank employees was completed. However, after looking at the limitations of the study, caution should be used while considering use of the EWS with populations other than the bank employees.

Moreover, the findings from the research are directing towards future scope of research focused on employee wellness in banking and across other professions. The results of the research study provide implications for the bank employees and add to the current literature on employee wellness.

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Appendix-I

APPENDIX – I

GENERAL DEMOGRAPHIC FORM

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Appendix I

GENERAL DEMOGRAPHIC QUESTIONNAIRE

General Information: Designation: Clerk / Officer Bank Name: Bank Address (only District): Total work experience in Banking: ______Years Age: Gender: Male / Female Highest Education: SSC HSC/Diploma Graduate Post PhD Graduate Marital Status: Single Married Divorced Widowed Are you physically challenged (any Yes / No disability)?

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Appendix-II

APPENDIX – II

EMPLOYEE WELLNESS SCALE

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Appendix-II

EMPLOYEE WELLNESS SCALE Read the following questions and select your most appropriate answer. Please mark only one option per row. Sr No Almost O ccasionally O ften Very Almost Never O ften Always 1 How often do you go for age appropriate general health check up? 2 How often do you need any medical treatment/ medicine to function in your daily life? (e.g. tablet for diabetes/ blood pressure/headache) 3 How often are you satisfied with your sleep? 4 How often are you satisfied with your ability to perform your daily living activities? 5 How often do you eat healthy balanced diet (fruits, grains, vegetables, protein, dairy item)? 6 How often do you engage in sweat producing physical activity for minimum 30 minutes? 7 How often do you follow safety measures in daily life? 8 How often do you consume tobacco or alcohol? 9 How often do you keep yourself informed about social, political and current issues? 10 How often do you seek opportunities to learn new things? 11 How often do you participate in activities such as attending conference, exhibitions, workshops, seminars, webinars/ online lectures? 12 How often do you gather information from several sources before making important decisions? 13 How often do you enjoy your work? 14 How often are you satisfied with the balance between your work time and relaxation time? 15 How often are you satisfied with your ability to manage and control your workload? 16 How often do you feel that the level of stress in your work environment is comfortable to you? 17 How often do you feel safe in your daily life? 18 How often is your physical environment healthy?

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Appendix-II

Sr Almost O ccasionally O ften Very Almost No. Never O ften Always 19 How often do you try to act in environment friendly way? 20 How often the information that you need in your day to day life is available to you? 21 How often are you satisfied with the conditions of your living place? 22 How often are you satisfied with your access to health services? 23 How often are you satisfied with your transport facility? 24 How often are you satisfied with your personal relationships? 25 When you notice something that is dangerous to others, how often do you take action to correct it? 26 How often are you satisfied with the support you get from your friends? 27 How often do you contribute time or money to the organisations that strives to better the community where you live? (e.g. NGO, Community Service ) 28 How often do you enjoy life? 29 How often do you express your feeling of unpleasantness in ways that are not hurtful to others? 30 How often do you accept responsibility for your own action? 31 How often are you satisfied with yourself? 32 How often do you have negative feelings such as anger, despair, anxiety, depression? 33 How often do you feel that your life has a meaningful purpose? 34 How often your actions are guided by your own beliefs, rather than the beliefs of others? 35 How often do you engage in prayer or meditation or personal reflection? 36 How often are you tolerant of the values and beliefs of others?

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Appendix-III

APPENDIX – III

CURRENT HEALTH ISSUES QUESTIONNAIRE

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Appendix-III

CURRENT HEALTH ISSUES QUESTIONNAIRE If you are having any health issues then Please mark the top three health issues that are high priority for you to improve your health.

1. Heart and Cardiovascular 6. Body pain (Neck, Back, Joint) disease 2. Diabetes 7. Digestive disorder (ex. Acidity/gastritis) 3. Cancer 8. Anemia 4. Overweight or Obesity 9. Eye Problem 5. Tobacco / Alcohol Other health issues (Please addiction Specify)

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Appendix-IV

APPENDIX – IV

EMPLOYEE WELLNESS SCALE SCORE GUIDELINE

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Appendix-IV

EMPLOYEE WELLNESS SCALE Read the following questions and select your most appropriate answer. Please mark only one option per row. Sr No Almost O ccasionally O ften Very Almost Never O ften Always 1 How often do you go for age appropriate 1 2 3 4 5 general health check up? 2 How often do you need any medical treatment/ medicine to function in your 5 4 3 2 1 daily life? (e.g. tablet for diabetes/ blood pressure/headache) 3 How often are you satisfied with your 1 2 3 4 5 sleep? 4 How often are you satisfied with your ability to perform your daily living 1 2 3 4 5 activities? 5 How often do you eat healthy balanced diet (fruits, grains, vegetables, protein, dairy 1 2 3 4 5 item)? 6 How often do you engage in sweat producing physical activity for minimum 30 1 2 3 4 5 minutes? 7 How often do you follow safety measures in daily 1 2 3 4 5 life? 8 How often do you consume tobacco or 5 4 3 2 1 alcohol? 9 How often do you keep yourself informed 1 2 3 4 5 about social, political and current issues? 10 How often do you seek opportunities to learn new 1 2 3 4 5 things? 11 How often do you participate in activities such as attending conference, exhibitions, 1 2 3 4 5 workshops, seminars, webinars/ online lectures? 12 How often do you gather information from several sources before making important 1 2 3 4 5 decisions? 13 How often do you enjoy your work? 1 2 3 4 5 14 How often are you satisfied with the balance between your work time and 1 2 3 4 5 relaxation time? 15 How often are you satisfied with your ability to manage and control your 1 2 3 4 5 workload? 16 How often do you feel that the level of stress in your work environment is 1 2 3 4 5 comfortable to you? 17 How often do you feel safe in your daily 1 2 3 4 5 life? 18 How often is your physical environment 1 2 3 4 5 healthy?

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Appendix-IV

Sr Almost O ccasionally O ften Very Almost No. Never O ften Always 19 How often do you try to act in environment 1 2 3 4 5 friendly way? 20 How often the information that you need in 1 2 3 4 5 your day to day life is available to you? 21 How often are you satisfied with the 1 2 3 4 5 conditions of your living place? 22 How often are you satisfied with your 1 2 3 4 5 access to health services? 23 How often are you satisfied with 1 2 3 4 5 your transport facility? 24 How often are you satisfied with your 1 2 3 4 5 personal relationships? 25 When you notice something that is dangerous to others, how often do you take 1 2 3 4 5 action to correct it? 26 How often are you satisfied with the support 1 2 3 4 5 you get from your friends? 27 How often do you contribute time or money to the organisations that strives to better the 1 2 3 4 5 community where you live? (e.g. NGO, Community Service ) 28 How often do you enjoy life? 1 2 3 4 5 29 How often do you express your feeling of unpleasantness in ways that are not hurtful 1 2 3 4 5 to others? 30 How often do you accept responsibility for 1 2 3 4 5 your own action? 31 How often are you satisfied with yourself? 1 2 3 4 5 32 How often do you have negative feelings 5 4 3 2 1 such as anger, despair, anxiety, depression? 33 How often do you feel that your life has a 1 2 3 4 5 meaningful purpose? 34 How often your actions are guided by your own beliefs, rather than the beliefs of 1 2 3 4 5 others? 35 How often do you engage in prayer or 1 2 3 4 5 meditation or personal reflection? 36 How often are you tolerant of the values and 1 2 3 4 5 beliefs of others?

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Appendix-IV

Domain Assigned Questions Physical Wellness Q1+Q2+Q3+Q4+Q5+Q6+Q7+Q8 Intellectual Wellness Q9+Q10+Q11+Q12 Occupational Wellness Q13+Q14+Q15+Q16 Environmental Wellness Q17+Q18+Q19+Q20+Q21+Q22+Q23 Social Wellness Q24+Q25+Q26+Q27 Emotional Wellness Q28+Q29+Q30+Q31+Q32 Spiritual Wellness Q33+Q34+Q35+Q36 Total Employee Wellness Q1+Q2+Q3+Q4+Q5+Q6+Q7+Q8+ Q9+Q10+Q11+Q12+ Q13+Q14+Q15+Q16+ Q17+Q18+Q19+Q20+Q21+Q22+Q23+ Q24+Q25+Q26+Q27+ Q28+Q29+Q30+Q31+Q32+ Q33+Q34+Q35+Q36

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APPENDIX – V

HISTOGRAMS

(source: inference from study)

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Appendix VI

APPENDIX – VI

SCATTER PLOTS

(source: inference from study)

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Appendix-VI

Scatterplot-1:

Independent Variable: Designation ( 0 = Clerk, 1 = Officer)

Dependent Variable: Total Employee Wellness Score (EWS)

Scatterplot-2:

Independent Variable: Bank Sector ( 0 = Private Sector Bank, 1 = Public Sector Bank)

Dependent Variable: Total Employee Wellness Score (EWS)

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Appendix-VI

Scatterplot-3:

Independent Variable: Age

Dependent Variable: Total Employee Wellness Score (EWS)

Scatterplot-4:

Independent Variable: Gender ( 0 = Male, 1 = Female)

Dependent Variable: Total Employee Wellness Score (EWS)

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Appendix-VI

Scatterplot-5:

Independent Variable: Education ( 0 = Graduate, 1 = Post Graduate)

Dependent Variable: Total Employee Wellness Score (EWS)

Scatterplot-6:

Independent Variable: Designation ( 0 = Clerk, 1 = Officer)

Dependent Variable: Total Physical Wellness Score (PWS)

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Appendix-VI

Scatterplot-7:

Independent Variable: Bank Sector ( 0 = Private Sector Bank, 1 = Public Sector Bank)

Dependent Variable: Total Physical Wellness Score (PW)

Scatterplot-8:

Independent Variable: Age

Dependent Variable: Total Physical Wellness Score (PW)

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Appendix-VI

Scatterplot-9:

Independent Variable: Gender ( 0 = Male, 1 = Female)

Dependent Variable: Total Physical Wellness Score (PW)

Scatterplot-10:

Independent Variable: Education ( 0 = Graduate, 1 = Post Graduate)

Dependent Variable: Total Physical Wellness Score (PW)

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Appendix-VI

Scatterplot-11:

Independent Variable: Designation ( 0 = Clerk, 1 = Officer)

Dependent Variable: Total Intellectual Wellness Score (IW)

Scatterplot-12:

Independent Variable: Bank Sector ( 0 = Private Sector Bank, 1 = Public Sector Bank)

Dependent Variable: Total Intellectual Wellness Score (IW)

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Appendix-VI

Scatterplot-13:

Independent Variable: Age

Dependent Variable: Total Intellectual Wellness Score (IW)

Scatterplot-14:

Independent Variable: Gender ( 0 = Male, 1 = Female)

Dependent Variable: Total Intellectual Wellness Score (IW)

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Appendix-VI

Scatterplot-15:

Independent Variable: Education ( 0 = Graduate, 1 = Post Graduate)

Dependent Variable: Total Intellectual Wellness Score (IW)

Scatterplot-16:

Independent Variable: Designation ( 0 = Clerk, 1 = Officer)

Dependent Variable: Total Occupational Wellness Score (OW)

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Appendix-VI

Scatterplot-17:

Independent Variable: Bank Sector ( 0 = Private Sector Bank, 1 = Public Sector Bank)

Dependent Variable: Total Occupational Wellness Score (OW)

Scatterplot-18:

Independent Variable: Age

Dependent Variable: Total Occupational Wellness Score (OW)

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Appendix-VI

Scatterplot-19:

Independent Variable: Gender ( 0 = Male, 1 = Female)

Dependent Variable: Total Occupational Wellness Score (OW)

Scatterplot-20:

Independent Variable: Education ( 0 = Graduate, 1 = Post Graduate)

Dependent Variable: Total Occupational Wellness Score (OW)

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Appendix-VI

Scatterplot-21:

Independent Variable: Designation ( 0 = Clerk, 1 = Officer)

Dependent Variable: Total Environmental Wellness Score (ENW)

Scatterplot-22:

Independent Variable: Bank Sector ( 0 = Private Sector Bank, 1 = Public Sector Bank)

Dependent Variable: Total Environmental Wellness Score (ENW)

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Appendix-VI

Scatterplot-23:

Independent Variable: Age

Dependent Variable: Total Environmental Wellness Score (ENW)

Scatterplot-24:

Independent Variable: Gender ( 0 = Male, 1 = Female)

Dependent Variable: Total Environmental Wellness Score (ENW)

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Appendix-VI

Scatterplot-25:

Independent Variable: Education ( 0 = Graduate, 1 = Post Graduate)

Dependent Variable: Total Environmental Wellness Score (ENW)

Scatterplot-26:

Independent Variable: Designation ( 0 = Clerk, 1 = Officer)

Dependent Variable: Total Social Wellness Score (SOW)

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Appendix-VI

Scatterplot-27:

Independent Variable: Bank Sector ( 0 = Private Sector Bank, 1 = Public Sector Bank)

Dependent Variable: Total Social Wellness Score (SOW)

Scatterplot-28:

Independent Variable: Age

Dependent Variable: Total Social Wellness Score (SOW)

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Appendix-VI

Scatterplot-29:

Independent Variable: Gender ( 0 = Male, 1 = Female)

Dependent Variable: Total Social Wellness Score (SOW)

Scatterplot-30:

Independent Variable: Education ( 0 = Graduate, 1 = Post Graduate)

Dependent Variable: Total Social Wellness Score (SOW)

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Appendix-VI

Scatterplot-31:

Independent Variable: Designation ( 0 = Clerk, 1 = Officer)

Dependent Variable: Total Emotional Wellness Score (EMW)

Scatterplot-32:

Independent Variable: Bank Sector ( 0 = Private Sector Bank, 1 = Public Sector Bank)

Dependent Variable: Total Emotional Wellness Score (EMW)

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Appendix-VI

Scatterplot-33:

Independent Variable: Age

Dependent Variable: Total Emotional Wellness Score (EMW)

Scatterplot-34:

Independent Variable: Gender ( 0 = Male, 1 = Female)

Dependent Variable: Total Emotional Wellness Score (EMW)

187

Appendix-VI

Scatterplot-35:

Independent Variable: Education ( 0 = Graduate, 1 = Post Graduate)

Dependent Variable: Total Emotional Wellness Score (EMW)

Scatterplot-36:

Independent Variable: Designation ( 0 = Clerk, 1 = Officer)

Dependent Variable: Total Spiritual Wellness Score (SPW)

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Appendix-VI

Scatterplot-37:

Independent Variable: Bank Sector ( 0 = Private Sector Bank, 1 = Public Sector Bank)

Dependent Variable: Total Spiritual Wellness Score (SPW)

Scatterplot-38:

Independent Variable: Age

Dependent Variable: Total Spiritual Wellness Score (SPW)

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Appendix-VI

Scatterplot-39:

Independent Variable: Gender ( 0 = Male, 1 = Female)

Dependent Variable: Total Spiritual Wellness Score (SPW)

Scatterplot-40:

Independent Variable: Education ( 0 = Graduate, 1 = Post Graduate)

Dependent Variable: Total Spiritual Wellness Score (SPW)

190

Appendix VII

Correlation Matrix

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Appendix-VII

Correlation Matrix

192

List of References

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