Relevant bibliographies by topics / Employee wellness programs

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Employee wellness programs'

Author: Grafiati
Published: 4 June 2021
Last updated: 11 February 2022

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Journal articles on the topic "Employee wellness programs"

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Thornton, L. Jay, and Sharon Johnson. "Community College Employee Wellness Programs." Community College Journal of Research and Practice 34, no. 12 (October 26, 2010): 966–76. http://dx.doi.org/10.1080/10668920801980989.

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Hall, Jennifer L., Kevin M. Kelly, Leon F. Burmeister, and James A. Merchant. "Workforce Characteristics and Attitudes Regarding Participation in Worksite Wellness Programs." American Journal of Health Promotion 31, no. 5 (January 5, 2016): 391–400. http://dx.doi.org/10.4278/ajhp.140613-quan-283.

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Purpose. To estimate workforce participation characteristics and employees' attitudes regarding participation in workplace wellness programs. Design. Data from a statewide stratified random sample were used to compare small (<50 employees) and larger (50+ employees) workplaces to estimate participation in screening programs and likelihood of participation in workplace wellness programs. Setting. A telephone survey of employed Iowans registered to vote. Subjects. Surveyed were 1171 employed Iowans registered to vote, ages 18 to 65. Measure. Among questionnaire survey modules were items from the Wellness Council of America Employee Needs and Interest Survey, the U.S. Census Bureau for employment documentation, and the World Health Organization Health and Work Performance Questionnaire for assessment of sickness absenteeism and presenteeism. Analysis. Prevalence of participation in screening and wellness programs was analyzed by employment size and levels of likeliness to participate, and multivariable analyses of employee baseline characteristics regarding participation in screening programs and likelihood of participation in wellness programs was presented as top and bottom quartiles. Results. Those employed in smaller workplaces participated less often in screening programs. Multivariable models identified male gender and those with an abnormal body mass index were associated with nonparticipation, while having a primary care physician was associated with participation. Very few items showed significant statistical difference in willingness to participate. Conclusion. Workforce characteristics and access to health care may influence participation in screening and wellness programs. Employment size is not a determining factor for willingness to participate in wellness programs.
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Mazur, Barbara, and Marta Mazur-Małek. "Towards Corporate Wellness: Health Culture and Wellness Programs." Journal of Intercultural Management 9, no. 3 (September 1, 2017): 45–61. http://dx.doi.org/10.1515/joim-2017-0013.

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AbstractThe aim of the article is to present wellness programs as means leading to the creation of culture of health in organizations. The notion of culture of health is becoming increasingly important for companies as statistics show that the number of health-related work problems is steadily increasing. As a result, labor costs are systematically increasing. To tackle this problem, companies began to introduce health and wellness programs to improve the psychophysical health of their employees. The article includes an overview of the concept of health-promoting company culture. It also identifies factors determining its success among employees, defines factors that limit employee participation and presents good practices for disease prevention through employee-oriented programs. This article is based on a literature review, including both: literature and statistical data available in official data bases. In many cases, research confirms the usefulness of wellness programs in the process of building a corporate culture of health. It also shows factors limiting the usability of such programs, which leads to companies being able to develop and improve.
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Fink, Jennifer, Barbara Zabawa, and Sara Chopp. "Employee Perceptions of Wellness Programs and Incentives." American Journal of Health Promotion 34, no. 3 (December 26, 2019): 257–60. http://dx.doi.org/10.1177/0890117119887687.

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Purpose: To explore, by income level, employee perceptions of an employer offered wellness incentive program. Design: Qualitative and quantitative study that includes a survey with close-ended and open-ended questions. Setting: The study setting was a hospital in Wisconsin. Participants: Participants (n = 105). Measures and Analysis: Quantitative responses were analyzed using descriptive statistics in Qualtrics and logistic regression in Statistical Analysis System. Results: Sixty-three percent participated in the wellness incentivized program because their employer offers them a reward; 52% said they would participate without a reward; 48% feel like they must participate in this year’s program; and 34% feel like they would have to disclose information about their health at or below the current reward level. Conclusion: Income does not have a significant effect on whether employees feel they must participate or disclose health information. However, income has a significant effect on employee’s beliefs about whether or not employers should play an active role in improving the health of their employees.
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Zula, Ken, Karen K. Yarrish, and Sonji Lee. "An Evaluation Of Workplace Wellness Programs: A Perspective From Rural Organizations." Journal of Applied Business Research (JABR) 29, no. 3 (April 23, 2013): 659. http://dx.doi.org/10.19030/jabr.v29i3.7772.

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This paper describes a study to determine the prevalence and characteristics of employee wellness programming amongst rural organizations and/or employers. A sample of convenience (n = 200) from a local human resource management association was surveyed via e-mail with an internet based questionnaire containing 20 items regarding employee wellness programming, activities, effectiveness, and measurement. The results indicated that the primary responsibility for employee wellness programming rests with the human resource department (63.6%). Most rural organizations employee wellness program are implemented to improve employee health, improve employee productivity, and to reduce absenteeism. The findings indicate human resource professionals in rural organizations are struggling to determine effective measures for employee wellness programs despite significant investments of money. Rural, unlike urban or metropolitan, based organizations are not offering substantial incentives to employees in order to increase participation, and are continuing to offer traditional employee wellness activities such as smoking cessation, and vaccinations. These employers are not measuring effectiveness (53%) and not realizing substantial cost savings (63.2%) for the return on investment.
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Terry, Paul E. "Preserving Employee Privacy in Wellness." American Journal of Health Promotion 31, no. 4 (June 21, 2017): 271–73. http://dx.doi.org/10.1177/0890117117715043.

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The proposed “Preserving Employee Wellness Programs Act” states that the collection of information about the manifested disease or disorder of a family member shall not be considered an unlawful acquisition of genetic information. The bill recognizes employee privacy protections that are already in place and includes specific language relating to nondiscrimination based on illness. Why did legislation expressly intending to “preserve wellness programs” generate such antipathy about wellness among journalists? This article argues that those who are committed to preserving employee wellness must be equally committed to preserving employee privacy. Related to this, we should better parse between discussions and rules about commonplace health screenings versus much less common genetic testing.
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McCleary, Katherine, Ron Z. Goetzel, Enid Chung Roemer, Jeff Berko, Karen Kent, and Hector De La Torre. "Employer and Employee Opinions About Workplace Health Promotion (Wellness) Programs." Journal of Occupational and Environmental Medicine 59, no. 3 (March 2017): 256–63. http://dx.doi.org/10.1097/jom.0000000000000946.

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Graessle, William, Martha Matthews, Elizabeth Staib, and Antoinette Spevetz. "Utilizing Employee Assistance Programs for Resident Wellness." Journal of Graduate Medical Education 10, no. 3 (June 1, 2018): 350–51. http://dx.doi.org/10.4300/jgme-d-17-00845.1.

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Zanni, Guido R., and Jeannette Y. Wick. "Employee Wellness Programs: Tips for Achieving Success." Consultant Pharmacist 24, no. 7 (July 1, 2009): 544–50. http://dx.doi.org/10.4140/tcp.n.2009.544.

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Verne, Josh. "Financial Wellness Programs to Reduce Employee Stress." Compensation & Benefits Review 46, no. 5-6 (October 2014): 304–8. http://dx.doi.org/10.1177/0886368714566150.

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Dissertations / Theses on the topic "Employee wellness programs"

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Kolacz, Nicole Marie. "Factors Influencing Employee Participation and Nonparticipation in a Rural Hospital's Employer-Sponsored Wellness Program." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/465.

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Employer-sponsored wellness programs are important tools for keeping employees healthy, reducing an organization's healthcare expenses, mitigating risk factors, and promoting health and well-being. Little research is available on the factors associated with employees' participation in wellness programs in rural hospitals. Pender's health promotion model was used to determine how employees who participated in a rural hospital's wellness program differed from those who did not participate in terms of demographics, perceptions of personal health, general health behaviors, health locus of control, self-motivation, and situational barriers. A descriptive, correlational replication with the Hallion and Haignere questionnaire was used to survey employees. Of the survey's 186 participants, 29% participated in the wellness program. The reasons for not participating were scheduled program times (n = 51, 33.6%) and lack of interest (n = 31, 20.4%). As shown by logistic regression analysis, overall employee wellness and employee payment status were statistically significant predictors of participation. The Pearson chi square showed a statistically significant difference between program participants and nonparticipants in terms of responsibility for children/elders (p = .047) and shift worked (p = .016). These findings suggest that, when developing and implementing a comprehensive wellness program, the characteristics and needs of employees, along with organizational culture, must be considered. The successful implementation and engagement of staff in an employer sponsored wellness plan improve health through lifestyle change and risk reduction, thus promoting positive social change and leading to healthier communities. The findings of the study were incorporated into the recommendations for the hospital's wellness program.
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Gie, Liiza. "Theoretical and practical perspectives of employee wellness programmes at a selected South African university." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2600.

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Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2017.
In attempting to contribute to social transformation, South African Higher Education has undergone considerable changes, taking on greater student enrollment, increasing curriculum responsiveness, and prioritising pass- and graduation rates, all of which have put universities’ resources, specifically their human resources, under considerable pressure and stress (Rensburg, 2013: 5). Paradoxically, there has been no meaningful attempt to address the negative effects of these pressures and stress on the wellness of those who are expected to cope with the enormous changes. In addition, Higher Education Institutions’ (HEIs’) mergers, although honourable in intention, have resulted in negative, unintended consequences for staff. Previous research studies have highlighted the growing occupational stressors experienced by HEIs’ staff; however, limited sustainable solutions have been forthcoming. It is on this premise that this research study aimed to develop a holistic employee wellness programme model that would provide a support system for university staff. This model would alleviate the impact of challenges experienced in staff daily work and on their personal lives, and ultimately aid in promoting quality of work life and balance within the institution. The intention was to prevent university staff from experiencing job burnout and health-related problems, thereby promoting their optimal wellness and performance at work. A mixed methods research design was adopted involving a case study and a quasi-experimental research design. Purposive sampling was applied within the case study unit which included both academic and non-academic staff, as they shared similar attributes and wellness experiences within a university. Triangulation mixed methods that was applied combined, with equal importance, both quantitative and qualitative data which were brought together for comparison. This research study identified thirteen employee wellness factors that formed the foundation of a holistic employee wellness programme. Each employee wellness factor was allocated according to three types of interventions, namely primary – prevention, secondary – reduction, and tertiary – treatment, in order to promote employee-organisational health and wellness. The prevention intervention firstly promotes quality of work life and balance through a number of wellness factors, namely, Wellness working environment, Organisational intervention expectations, Organisational wellness support, Organisational culture, Human relations, and Social support; and, secondly, workplace health is promoted through the wellness factors, Physical health and wellness, and Lifestyle. The reduction intervention builds psychological capital through Psychological health and wellness, Resourcefulness, Resilience, and Basic work life skills.
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Richemond, Donel J. "The Connection Between Wellness Programs and Employee Job Satisfaction in Higher Education." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2173.

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Job dissatisfaction is becoming a fundamental concern for employers. Employee engagement makes an organization more productive and can reduce absenteeism. The purpose of this quantitative study was to examine the relationship between employer-sponsored wellness-program participation and job satisfaction among for-profit college and university leaders. Data collection involved an online survey of 400 faculty members' from for-profit universities in the United States contacted using the Job Satisfaction Survey; 103 participants completed the survey. The theoretical framework was the need-satisfaction theory, which includes the factors that promote job satisfaction and job dissatisfaction. The results came from a multiple regression analysis that indicated a significant negative relationship between job satisfaction and participation in the employer-sponsored wellness program (β = -.22, t = -2.24, p = .027), where faculty who were not participating in the wellness program had higher levels of job satisfaction (M = 3.62) in comparison to those who did participate (M = 3.80). Interaction analyses indicated a relationship between gender and job satisfaction (β = -.26, t = -2.70, p = .008). Females were more likely than were males to have higher levels of job satisfaction, as well as years of experience and job satisfaction. Faculty who had been employed for between 11 and 15 years were more likely to have higher levels of job satisfaction. Job satisfaction appear lower for those who participate in employer-sponsored wellness programs because of the personal gratification employees' experience. The findings may contribute to social change with information that leaders could use to reduce absenteeism, increase productivity, and profitability.
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Pratt, Jamie M. "The Effects of Worksite Health Promotion Programs on Employee Biometric Data." BYU ScholarsArchive, 2014. https://scholarsarchive.byu.edu/etd/5752.

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INTRODUCTION: Worksite health promotion programs (WHPP) promote maintenance and changes of health-related behaviors of employees. Some companies opt to contract with a third party provider to implement a WHPP. PURPOSE: This study evaluated the participation rates, availability and use of health coaching, and changes in biometric data over a 2-year time period of employees in 13 companies for whom the WHPP was implemented by Wellness Corporate Solutions (WCS). METHODS: We had 2 years of biometric, health risk appraisal (HRA), or health coaching data on 4,473 employees. The statistical analysis included biometric screening data (percent body fat, body mass index (BMI), total cholesterol (TC), high- and low-density lipoproteins (HDL-C, LDL-C), TC/HDL ratio, triglycerides, glucose, systolic and diastolic blood pressures (SBP and DBP)) from all 13 companies and health coaching data from five companies. RESULTS: Employee participation rates of the 13 companies ranged from 35% to 75%. Five of the 13 companies provided voluntary telephonic health coaching to employees participating in their WHPPs. Of those employees for which we had 2-year data, 125 (12.9%) actually participated in health coaching. Only one of the 13 companies demonstrated improvement in all 10 biometric measurements and 1 company demonstrated improvement in only one biometric measurement. The biometric measurements that showed the greatest improvements over time were triglycerides, blood pressure, BMI, and TC. There was no association found between the number of variables that improved and employee participation rate (p = 0.8814) or the type of incentives offered to employees (p = 0.1389). Availability and use of health coaching did not appear to affect the number of variables that improved. Compared to employees who did not use health coaching, there were significantly greater changes in DBP, HDL-C, and BMI (p < 0.05) in employees who used health coaching. The magnitude of change in variables of interest was dependent, in part, on the baseline value. CONCLUSIONS: Voluntary participation in WHPPs results in positive changes in health-related biometric variables. Health coaching can positively affect the magnitude of change in some biometric variables and the magnitude of change is likely related to the baseline value and the frequency of coaching interactions. Further research should evaluate the benefits of various forms and frequencies of health coaching. Worksite health promotion programs and health coaching may also have a positive impact on other variables (e.g., employee attitudes and morale) not addressed in this study.
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Adams, Sarah C. "Participation in Organizational Health and Wellness Programs." TopSCHOLAR®, 2016. http://digitalcommons.wku.edu/theses/1597.

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Health and wellness programs are being utilized by organizations at growing rates. Research on health and wellness programs is typically confined to the program of a single organization and the employees participating in that specific program. Typically, this research examines the outcomes of health and wellness programs in organizations, such as return on investment in terms of medical costs, as well as improvements in the health of the employees. However, little information is known about those who choose to participate in health and wellness programs and the characteristics that may influence their participation. This study examined the relationship between demographic characteristics and likelihood of participation in health and wellness programs, as well as the relationship between program characteristics and likelihood of participation. Differences in likelihood of participation were found between different program types. Women were found to be more likely to participate than men, in most cases. Likelihood of participation increased as the incentive amount increased and decreased if the program incentive had a loss frame. Likelihood of participation was also higher for participation-based incentives compared to outcome-based incentives.
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Bessinger, Elmarie. "The development of a model for an employee wellness programme for a fast moving consumer goods organisation." Pretoria : [s.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-04282009-171717/.

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Anderson, Roxanne M. "A Retrospective Multiple Case Study of Workplace Wellness Programs Empowering Employee Weight Loss." Thesis, Capella University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10932413.

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Workplace wellness programs (WWPs) aim to curtail health-care expenditures while increasing employees’ health and wellness. However, WWPs are not effective at helping employees affected by obesity, and participants may be penalized with higher health care costs for not meeting biometric markers. The disease burden to treat the related health conditions for those with obesity cost $1.42 trillion in 2014 and continues to increase. This retrospective multiple case study examined seven companies and 10 employees within the theoretical framework of positive psychology and global well-being models to identify themes. The employees were exemplary cases that lost 3% BMI or 10 pounds of weight and kept it off for six months or more while utilizing their WWP. Eight themes emerged including meaningful relationships, vitality, positive emotions, resilience, optimism, confidence, trust/faith, and hope. The eight themes provided insights for a unique way to integrate and examine positive psychological capital and positive organizational health as a strategy for long-term well-being, weight loss, and health in WWPs. The top four themes identified extrinsic shared motivational constructs that could be identified and strengthened by values in action and positive psychology interventions to promote WWP engagement and success. An organization supporting a health and wellness culture can benefit over time with healthier, happier, and productive employees. The lower four themes offered awareness of intrinsic motivation and self-concepts for deeper meaning within the context of weight loss and maintenance. This research presents a template (Weight and Wellness Mindset) to organize positive psychological variables that may be examined through quantitative research. The positive psychological constructs may be measurable to promote hedonic and eudemonic well-being and impact employees’ engagement and success in WWPs.

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Lee, Rosemarie. "Perceptions of Stress: Employee Participation in a Yoga Class." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4385.

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Abstract Employees experience workplace stress that can affect their health resulting in chronic diseases such as diabetes, stress, hypertension, and cardiovascular diseases. Stress also contributes to staff presentism, absenteeism, and high turnover rate. The employee wellness program (EWP) yoga class at a metropolitan teaching hospital has not been evaluated for its effectiveness in employee stress reduction and improvement in employee health. The practice focus question for this project explored employees' perception of the impact of a metropolitan teaching hospital's EWP yoga class on their stress reduction and health promotion activities. The theoretical framework for this project is Lazarus' transactional model of stress and coping. This model suggests that individuals assess the stressor and find strategies for coping with the stress as it relates to them and their environment. The evidence that guided this project included a comprehensive literature review and the analysis of data retrieved from semi structured interviews with 20 participants in the yoga class who responded to an open invitation. Audiotaped interviews with the participants were analyzed and coded for common themes and revealed that participating in the EWP yoga program helped to reduce their perceived stress and improve their mental and physical well-being. The findings of this project were used to inform organizational leadership and may provide opportunities to evaluate the current yoga program regarding employee stress reduction, improving healthy activities, expansion of the program to other work sites within the organization, maintaining a healthy workforce, and reducing health care costs.
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Middleton, Juliana D. "Facilitation of Social Cognitive Constructs in an Employee Wellness Exercise Intervention Program." TopSCHOLAR®, 2009. http://digitalcommons.wku.edu/theses/54/.

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Perez, Alicia Carmen Marlena. "Program Evaluation of the Employee Health and Wellbeing Program." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7568.

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Health promotion and disease prevention are a focus of population health management. Without ongoing and rigorous evaluation, these programs may be in jeopardy of continuing. The purpose of this project was to conduct a descriptive population health- focused evaluation of a large-scale health system's employee health and wellbeing program. Guided by the Center for Disease Control and Prevention (CDC) framework for program evaluation in public health and National Center for Organization Development guidelines, a nurse-led evaluation was conducted using 5 specific data sets emphasizing organizational structure, employee health offerings, employee surveys, Pathway to Excellence survey, and program contributions. A descriptive analysis was applied towards interpreting the organizational structure, and identifying all contributions to employee wellness. Inferential analysis was applied to identify correlations between survey results. The findings of the evaluation were mixed. The organizational structure of the program complied with CDC wellness program guidelines; of the 97 service departments surveyed, results revealed an 83.51% improvement in engagement, disengagement, satisfaction, best places to work, and customer satisfaction. The Pathway to Excellence survey results revealed a supportive organizational structure for a culture of wellness. The program contribution analysis showed that the health system provided accessible wellness and health promotion opportunities. Positive social change may result from this evaluation as the program is reinforced and the focus on employee wellness, health promotion, and disease prevention services are continued. As a result, the lives of employees, their families, and communities might be improved.
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Books on the topic "Employee wellness programs"

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Field, Tracy. Employee wellness programs and health initiatives. [s.l.]: typescript, 1995.

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Slaughter, David A. Wellness programs: Employer strategies and ROI. 2nd ed. Washington, DC: Thompson Pub. Group, 2011.

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Corporate wellness programs: Linking employee and organizational health. Cheltenham: Edward Elgar Publishing, 2014.

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M, Gutknecht David, ed. Building productive organizations through health and wellness programs. Lanham: University Press of America, 1989.

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Ontario, Addiction Research Foundation of. Women, work, and wellness. Toronto: ARF, 1989.

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Davis, Mary Joyce McGlothin. Transit operator health and wellness programs. Washington, D.C: National Academy Press, 2004.

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Verhoeven, Christina Johanna Maria. Wellness effects of a worksite health promotion program. Leiden: Leiden University, 1997.

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author, Liu Hangsheng, Mattke Soeren author, Rand Corporation, and RAND Health, eds. Five steps to a successful workplace wellness program: A RAND toolkit. Santa Monica, CA: RAND Corp., 2014.

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North Carolina. General Assembly. Legislative Research Commission. State personnel system, wellness program for state employees, and veterans preference in state employment: Report to the 1989 General Assembly of North Carolina, 1989 session. [Raleigh]: The Commission, 1988.

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North Carolina. General Assembly. Legislative Research Commission. State personnel system, wellness program for state employees, and veterans preference in state employment: Report to the 1989 General Assembly of North Carolina, 1989 session. [Raleigh, N.C.]: The Commission, 1988.

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Book chapters on the topic "Employee wellness programs"

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Waller, Steven N., and Lebron P. Moten. "Employee Wellness Programs." In The Encyclopedia of Human Resource Management, 174–79. San Francisco, CA: Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch31.

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Attridge, Mark. "Employee Assistance Programs: Evidence and Current Trends." In Handbook of Occupational Health and Wellness, 441–67. Boston, MA: Springer US, 2012. http://dx.doi.org/10.1007/978-1-4614-4839-6_21.

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Slomovic, Anna. "eHealth and Privacy in U.S. Employer Wellness Programs." In Law, Governance and Technology Series, 31–58. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-48342-9_3.

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Bandy, Jennifer. "Employee Wellness Programs." In Handbook of Research on Individualism and Identity in the Globalized Digital Age, 359–79. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-0522-8.ch016.

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The chapter purpose is to examine Employee Wellness Programs (EWP) internationally. The review of previous literature and discovery of outcomes and recommendations for future research are explored. Additionally, developing culturally competent international EWPs and training the development team are presented. The importance of intercultural communication, interpersonal and intrapersonal competence, and indigenous and cross-cultural psychology applications offer the foundation for the development of effective EWPs internationally. Issues, controversies, and problems, along with solutions and recommendations for the development of culturally competent EWPs are reviewed.
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Zutshi, Ambika, Marina Pogrebnaya, and Jan Fermelis. "Wellness Programs in Higher Education." In Handbook of Research on Higher Education in the MENA Region, 391–419. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-6198-1.ch017.

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Employee wellness has become a growing concern for many organisations, which are now allocating increased resources to provide Wellness Programs (WPs) with the intention of positive outcomes for both stakeholders. Nonetheless, not all employees actively participate in these programs. In order to develop greater qualitative insights into employees' awareness of WPs and their reasons for (non)participation, semi-structured interviews were conducted with managers and employees from two non-teaching divisions in a higher education institution. Interviews revealed that many employees were unaware of the programs available to them, and that awareness, participation, and the positive outcomes were confounded by a lack of effective communication between managers and employees. The findings of this study will assist managers to acknowledge the needs of their staff in constructing appropriate and effective WPs and in utilising the communication methods most likely to be effective in facilitating employee awareness and encouraging their participation in WPs.
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Weiss-Randall, Debra N. "Managing Stress in the Workplace." In Encyclopedia of Strategic Leadership and Management, 988–1004. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1049-9.ch069.

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Companies want their employees to work to their potential, to have high productivity and low absenteeism. Research has shown that workers produce more when they are satisfied with their occupational role, which is dependent on a number of factors, including job control, job reward, and creating a work culture that values and responds to employee feedback. It is time for employers to develop comprehensive workplace wellness programs that incorporate a mental health component, including stress reduction programs. Stress management activities need to be integrated into the everyday life of the company, with strong, visible support from the firm's leadership. The Job-Demand Resources (JD-R) Model of stress management in the workplace provides a solid theoretical underpinning for workplace wellness programs, and enables companies to tailor stress management assessments and interventions to their industry and jobsite. EAPs should make promotion of their counseling services and accessibility to these services a higher priority so as to improve employee usage rates, which are currently quite low.
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Thornton, Alex R., Daniel M. Blumberg, Konstantinos Papazoglou, and Luciano Giromini. "The HEROES Project." In Advances in Psychology, Mental Health, and Behavioral Studies, 154–68. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-9803-9.ch009.

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The chapter introduces the HEROES Project, an online training resource that develops mental resilience. The goal is to provide the reader with insight into a resource that can be used as an adjunct to employee assistance programs, critical incident stress debriefing, and counseling. The HEROES Project is the first virtual training course that combines the therapeutic tools of clinical and organizational psychology and provides first responders access to a self-driven wellness program. This respects many first responders' preference for anonymous and private self-care, while the autonomous nature of the training reinforces for all first responders that they are ultimately responsible for maintaining their own wellness.
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Ramraj, Andrisha Beharry, and John Amolo. "Appraising the Future of Employee Health and Wellness Programmes in the Fourth Industrial Revolution." In Advances in Human Resources Management and Organizational Development, 133–49. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3347-5.ch009.

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Employee wellness is an important aspect of human resource management system that has to be considered in the various phases of industrial revolution. It should be noted that during the industrial revolutions work has been transformed from handmade methods to machines. Work productivity improved, yet at the same time the number for those required for manual labour slightly reduced. In each of the revolutions the need to maintain employees remained significant. Therefore, it becomes imperative in the 4th industrial revolution even though managed heavily by machinery and technology to continue with employee wellness for effective productivity within organisations going forward. This chapter will deal with the employee wellness as a strategy that deals with enabling employee welfare. A healthy workforce enhances employee wellness.
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Ramraj, Andrisha Beharry, and John Amolo. "Appraising the Future of Employee Health and Wellness Programmes in the Fourth Industrial Revolution." In Research Anthology on Changing Dynamics of Diversity and Safety in the Workforce, 2069–85. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-2405-6.ch104.

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Employee wellness is an important aspect of human resource management system that has to be considered in the various phases of industrial revolution. It should be noted that during the industrial revolutions work has been transformed from handmade methods to machines. Work productivity improved, yet at the same time the number for those required for manual labour slightly reduced. In each of the revolutions the need to maintain employees remained significant. Therefore, it becomes imperative in the 4th industrial revolution even though managed heavily by machinery and technology to continue with employee wellness for effective productivity within organisations going forward. This chapter will deal with the employee wellness as a strategy that deals with enabling employee welfare. A healthy workforce enhances employee wellness.
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Valentine, Desree S., Susan Ferebee, and Keri L. Heitner. "The Effect of Wellness Programs on Long-Term Contract Employees' Workplace Stress, Absenteeism, and Presenteeism." In Research Anthology on Changing Dynamics of Diversity and Safety in the Workforce, 1196–207. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-2405-6.ch060.

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The quasi-experimental study reported in the present article is aimed at increasing the understanding of the effects of long-term contract employees participating in wellness programs. The reported study examines the effect (if any) that a wellness program has on workplace stress, absenteeism, and presenteeism for long-term contract employees participating in a wellness program. A one group pretest-posttest design was used. Convenience sampling was conducted in a hospital in the New York City Metro area. Data was collected from 19 participants. Paired sample t-test and a Wilcoxon signed-rank test were used to determine if there was a significant statistical difference before and after a dance aerobic exercise intervention. The instruments used to gather data were the Perceived Stress Scale (PSS) and the World Health Organization Health Performance Questionnaire (HPQ). The results indicated a statistical difference for workplace stress, but no statistical difference for absenteeism and presenteeism.
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Conference papers on the topic "Employee wellness programs"

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Bhat, Vidya Kiran. "1420 A study on prevalence of metabolic syndrome and impact of work-place employee wellness promotion programs in indian cement manufacturing units." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.474.

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Stambler, Danielle. "“Eating Right” and User Experience with an Employee Wellness Program." In SIGDOC '20: The 38th ACM International Conference on Design of Communication. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3380851.3418622.

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Stambler, Danielle. "What Is “Eating Right” at Work? User Experience With an Employee Wellness Program." In 2020 IEEE International Professional Communication Conference (ProComm). IEEE, 2020. http://dx.doi.org/10.1109/procomm48883.2020.00025.

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Joko, Iwan Susilo, and Sugih Surjadi Wanasida. "Fight to be Fit Wellness Program as a Tool for Improving Employee Health Parameter." In SPE Symposium: Asia Pacific Health, Safety, Security, Environment and Social Responsibility. Society of Petroleum Engineers, 2019. http://dx.doi.org/10.2118/195400-ms.

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Chauhan, Divyesh. "125 Holistic approach towards employees’ lifestyle management through wellness programs to reduce non communicable diseases burden." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1754.

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