Research Article
Impact of Employee Welfare Facilities on the Job Satisfaction of Automobile Industry in India
Monika Sehgal*
Issue:
Volume 11, Issue 3, June 2026
Pages:
73-77
Received:
12 April 2026
Accepted:
24 April 2026
Published:
26 June 2026
DOI:
10.11648/j.ajmse.20261103.11
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Abstract: The study with a descriptive and analytical approach, foundations on existing literature on job satisfaction and employee welfare, including previous theories proposed by Armstrong, Herzberg, examines the impact of Employee Welfare facilities on Job satisfaction of Automobile Industry in India. The study find the key welfare facilities such as canteen facilities, accommodation, loan facilities, healthcare, transport, and overall working conditions. The research develops hypotheses framework to test the relationship between concern welfare facilities and job satisfaction. The study was well examined through a structured questionnaire and based on secondary sources. The study findings suggest that employee welfare facilities positively influence employees’ job satisfaction by improving their morale, health, and overall HYPERLINK "http://well-being.on" \h well-being. On the other hand, inadequate healthcare, low pay, poor benefits, high work pressure, and rising living costs negatively affect satisfaction of the employee and also increase turnover intentions. The study highlights that welfare facilities such as canteen services, accommodation, and financial support mechanisms significantly contribute to enhancing employee commitment and productivity. The study aims to examine the impact of welfare facilities on the job satisfaction of supporting staff in the automobile sector in India. Supporting staff form a substantial portion of the workforce and are directly involved in the assembly and production processes, making their satisfaction essential for organizational performance.
Abstract: The study with a descriptive and analytical approach, foundations on existing literature on job satisfaction and employee welfare, including previous theories proposed by Armstrong, Herzberg, examines the impact of Employee Welfare facilities on Job satisfaction of Automobile Industry in India. The study find the key welfare facilities such as cant...
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Research Article
Ownership Insecurity Theory: A Conceptual Framework for Explaining Owner-Driven Pressure in Private Sector Organisations
Williams Acquah*,
Frederick Owusu Danso
Issue:
Volume 11, Issue 3, June 2026
Pages:
78-88
Received:
28 March 2026
Accepted:
11 April 2026
Published:
3 July 2026
DOI:
10.11648/j.ajmse.20261103.12
Downloads:
Views:
Abstract: Employees in privately owned organisations often encounter intense, owner-driven pressure that persists even when performance is adequate. Existing managerial theories such as Theory X, Theory Y, and Theory Z explain employee motivation and managerial responses but do not adequately account for the psychological experiences of owners themselves. This paper addresses that gap by introducing Theory O (Ownership Insecurity Theory), a conceptual framework that reframes excessive supervision as a product of owner psychology rather than employee inadequacy. The study employs a conceptual theory-building approach, synthesising insights from organisational behaviour and psychology to propose three interrelated constructs: Investment Fear (owners’ anxiety about losing personal and financial resources), Satisfaction Threshold (unrealistic performance expectations shaped by personal sacrifice), and Knowledge Dominance (the belief that owners possess superior organisational expertise). These constructs are differentiated from existing concepts of risk aversion, managerial standards, and authority by their grounding in ownership psychology. From these constructs, the paper develops four propositions linking owner insecurity to supervisory intensity, decision-making rigidity, and organisational vulnerability. The propositions suggest that excessive supervision in private enterprises is often driven by subjective perceptions rather than objective employee performance. The framework is particularly relevant to small- and medium-sized enterprises (SMEs), where founder dependence and limited institutional safeguards heighten the impact of owner psychology. The theoretical contribution of Theory O lies in extending managerial theory beyond employee-centred assumptions, offering a structured lens for analysing owner-driven behaviours. The practical implication is that recognising these psychological drivers can help owners moderate supervision, set realistic benchmarks, delegate authority, and foster employee empowerment, thereby reducing stress and improving organisational resilience. In conclusion, Theory O provides a novel perspective for scholars and practitioners by situating supervision within the psychology of ownership. It opens avenues for empirical testing and comparative research, while offering practical guidance for improving employee well-being and organisational stability in private-sector contexts.
Abstract: Employees in privately owned organisations often encounter intense, owner-driven pressure that persists even when performance is adequate. Existing managerial theories such as Theory X, Theory Y, and Theory Z explain employee motivation and managerial responses but do not adequately account for the psychological experiences of owners themselves. Th...
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