Abstract:

The concern for the achievement of robust Pharmaceutical companies, with employees that are happy, healthy and have quality life that can drive a global performance, as initiated the need to evaluate  effect of wellbeing initiative on its employee behavioural Outcome. The purpose of this work was to conceptually; (a) validate the relationship between physical wellbeing initiatives and presenteeism situations, (b) establish the significant role of psychological wellbeing initiative on employee’s turnover intention among others. This conceptual paper is an archival review of the Nigeria Pharmaceutical firms. Secondary data was accessed by surfing the internet using the keywords of the subject matter. About 60 articles with both local and global view from Google, Jstor, EBSCO, Science direct, Sage, Elsevier and Scopus journal outlets were reviewed. These are articles from the area of human resources management, organizational behaviour (OB) and business management. The underlying theories adopted for this study are: Six factor Theory and Subjective Wellbeing Homeostasis Theory.This study was able to draw policy and managerial implications from the reviewed literature that wellbeing initiatives as workplace policies; can help achieve workplace diversity, work/life balance and sustainability goals in engineering field. It is therefore suggested that; (a) Organizations can draw policies such as dietary awareness and physical exercise to curb behavioural outcomes especially the issue of presenteeism. (b)Homeostasis buffer, in form of work life balance policies that will help stabilize employees’ emotional and mental wellbeing should be targeted towards reducing employees’ intention to leave the organisation. (c)HR professional in both Pharmaceutical and non- pharmaceutical companies should develop healthy policies concerning employees’ job type (work that is physical in nature) and enhance work climate that can foster employees’ loyalty to encourage strong and sustainable organization. (d)Managers and supervisors in the organization should draw policies to encourage employees’ engagement by creating opportunities for team work in the organization and social support from family and friends. (e)Employers should show support and encourage employees’ sense of fulfilments by facilitating training and development programs. Empirical enquiries can be made to further this study.