Abstract:
According to its significant effects on both employee well-being and organizational
performance, employee mental health has become more important in today's workplaces. In
the setting of renowned clothing maker Brandix Apparel, this study explores the connection
between worker motivation and mental health. Employing a mixed-methods approach,
information about employee experiences and perceptions of mental health and its impact on
motivation at work was gathered through surveys and interviews.
The results show a significant relationship between employee motivation and mental health,
indicating that motivated workers often have superior mental health. The study revealed that
several factors, including workload, job satisfaction, work-life balance, and organizational
support, had a notable impact on the mental health and motivation levels of employees.
Additionally, the study sheds insight on the particular dynamics at work by identifying
particular pressures and obstacles experienced by workers within the garment business.
Employee Mental Health: The mental and emotional well-being of employees in an
organization. This includes things like stress, anxiety, depression, and mental wellbeing.
While the focus of gaining a better understanding of mental health is usually on factors inside
the workplace (like workload, relationships with colleagues and managers, work- life alsue,
and stressors from outside the personal life.
Motivation: The influence of the overall mental well-being of the employee on how
motivated they are when working. Employees who are motivated have a defined sense of
drive, enthusiasm and energy that makes them more efficient in completing work tasks and
reaching specific goals. Good mental health among staff is going to result in employees who
are motivated to do a good job, will be happier to come to work, and are more likely to have a
positive impact upon your organization. On the other hand, when mental health is not good, it
can make people feel uninterested which leads to lack of motivation, absenteeism, poor
productivity and high turnover ratio.
Work Environment: The physical, social, and cultural conditions in which work is
performed are referred to as work environment. For example — workspace aesthetics, office
culture, management approach, methods of communication, and organization’s policies, and
processes. Positive or healthy work environment can be the contributing factor of wellbeing and motivation, work environment which is negative or toxic can have negative impact on
mental health as well as motivation.
Apparel Sector: This indicates the industry in which the study is being conducted or the
conversation occurs. The clothing industry consists of businesses that are associated with
clothes (brands sale of clothes). The sector is known largely for fast-paced production
environments, the volume of employees employed with the tight deadlines they must meet
and the pressure to get a product out to market due to consumer demand — all of which can
manifest in the mental health and motivation of employees in a different way than other
industries.
The entire demographic of 100 employees in the Bandex, company in the garment industry is
chosen as the sample. In this study, information obtained from the surveys that were
completed was analyzed using percentages. After the accuracy of the obtained data was
verified, percentages, as well as frequencies, were utilized to illustrate the distribution's
replies. Tables and charts were used to display the results. The statistical package for SPSS
was used to analyze the results.
This study adds insights unique to the garment industry setting to the expanding body of
literature on employee motivation and mental health. The results emphasize how critical it is
for businesses to give mental health programs top priority in order to foster an atmosphere
that encourages employee enthusiasm and boosts overall productivity. The article highlights
the necessity of taking proactive steps to address mental health issues and foster employee
engagement and pleasure in the workplace, with implications for HR practitioners and
organizational leaders.