FROM EMPLOYEES TO ORGANIZATIONS: THE RIPPLE EFFECT OF WELL-BEING

Abstract

This study explores the relationship between demographic variables, workplace emotions, engagement levels, and reward preferences among employees. A cross-sectional survey was conducted with 151 respondents from both public and private sector organizations, ensuring balanced gender representation and a predominance of mid-level employees with 5–8 years of professional experience. Data were collected through a structured questionnaire that assessed demographic details, emotional states, engagement levels on a 5-point Likert scale, and preferred forms of workplace rewards. Results indicated that the majority of employees reported positive emotions, with 45% identifying as “Motivated” and 38% as “Satisfied,” while smaller proportions expressed stress or disengagement. The mean engagement score of 4.2 suggested high involvement in organizational roles. Analysis of reward preferences revealed that monetary benefits were most valued, though public recognition and opportunities for growth also held significance. Chi-square tests demonstrated a significant association between years of experience and workplace emotions with more experienced employees reporting higher motivation. A further significant relationship was found between reward preferences and engagement levels where recognition-based rewards were linked to stronger engagement. Findings highlight the importance of tailoring reward systems and support structures to employees’ career stages in order to foster motivation, satisfaction, and sustained engagement.