1.0 INTRODUCTIONChapter 1 is an introductory chapter that provides a description of the study context and clarifies the relevant research questions. It provides an overview of the research objectives to be achieved, the questions to be answered and the significance of the study. 1.1 BACKGROUND OF THE STUDY The well-being of employees is in the best interests of communities and organizations. The workplace is a significant part of an individual's life that influences his or her life and the well-being of the community. (Harter, 2002). Employee well-being has to do with the effective management of people in an organization, which can also be referred to as human resource management (Voorde, 2009). Employee well-being has become one of the dominant topics in human resources research (Boxall & Purcell, 2008; Guest 1997). Employee well-being and organizational effectiveness work hand in hand to achieve the goals of each factor. Employee welfare seeks to ensure that employees are fit for work both physically, emotionally, psychologically and also domestically. Employee welfare deals with various issues that employees are going through and which tend to burden them (Voorde, 2009). Such issues may include domestic problems, financial issues, career development needs, health challenges, etc. Such issues can greatly influence employees' willingness to work, in other words, employee well-being contributes greatly to determining the attitude employees have towards their work (Voorde, 2009). ).The average adult spends much of his life working, so much so that a quarter or perhaps a third of his waking life is devoted to work. Up to one fifth or one quarter of the variations in adult life, satisfaction can be explained by individuals' satisfaction with their jobs (Campbell, Converse, & Rodgers, 1976). However, the... center of the paper... workers. Welfare is basically a mindset on the part of management that influences the methods by which management activities are undertaken (Basavaraj, 2013). Pension scheme: For the establishment of a non-salary reward system, the pension scheme is indicated as a management tool to offer incentives in enhancing the human capital of organizations (Walker & Foster, 2006). Turnover Intentions: An organizational member's subjective perception of leaving their current job for other opportunities (Lee, W.J. 2008).REFERENCESBasavaraj, R. &. (2013). Employee welfare measures in mining industries. International Journal of Multidisciplinary Management Studies. Boxall, P., Purcell, J. & Wright, P. (2007). Human resource management: scope, analysis and meaning. In: The oxford handbook of human resource management. (pages. 1-16).