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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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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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Gxolo, Zingisani Mzontsundu. "The effect of on-site wellness programs on absenteeism, presenteeism, stress and health care costs." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/14323.
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The prevalence of health risk behaviours is growing among South African employees. The deteriorating health of the public and the costs there off, which arise from making unhealthy choices about one’s lifestyle, are a major cause of many preventable Non-Communicable Diseases (NCD’s). The effect of these NCD’s on an organisation can result in employees’ ill health and negative stress, which in turn can lead to absenteeism, presenteeism and thus decreased productivity. Several studies propose that the absenteeism together with presenteeism can cost an organisation up to three times as much as medical costs with stress also being flagged as a severe work-related hazard. Literature shows that ill health affects employee ability to function optimally, thus indirectly affects productivity. Studies on on-site wellness programs, although they report savings in health care costs and increase in productivity, their true effectiveness is not sufficiently measured. To add to this, there is a paucity of work that exists regarding the benefits of on-site wellness programs in South Africa. It is suggested that data about the effect of successful wellness programs does not always make its way to academic literature, thus the observed shortage in investment on such programs from South African companies. This study we aim to find out the effect of on-site wellness programs on absenteeism, presenteeism, stress and health care costs. The results oppose what literature findings report. Reasons for these findings are therefore speculated.
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Chory, Carol Rae. "The status and perceived need of wellness and employee assistance programs in the public school systems in Virginia." Diss., Virginia Tech, 1992. http://hdl.handle.net/10919/37422.
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Kenney, Lauren Elizabeth. "Workplace Health Promotion Programs and Perceptions of Employee Body Image." Xavier University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1473715377719152.
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Hall, Bruce A. "An assessment of human resource professionals' world view thinking and perceived personal wellness as an indicator of professional support for wellness programs in the work place." Virtual Press, 1997. http://liblink.bsu.edu/uhtbin/catkey/1048371.
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The primary purpose of this study was to design an instrument, the Professional Support Survey (PSS), to assess one's extent of world view thinking relating to wellness programming. The secondary purpose was to use the Perceived Wellness Survey (PWS) and the PSS to determine if a relationship exists between HR professionals' personal wellness and their support for wellness programs in the work place. Face and content validity was established for the PSS, test-retest analysis confirmed significant reliability («T, = 0.9239 and «T2 = 0.9464), and a significance test found - = 0.846 and adjusted - = 0.8662. The study found that HR professionals' levels of personal wellness are reflected in their decisions to support wellness programs. Further, the more exposure HR professionals have to wellness management issues (i.e., the company having a formal program, the number of activities, and budget allocations for programming), the more likely they are to support wellness programs from a programmatic standpoint.Fisher Institute for Wellness
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Laubscher, Liesl. "An investigation into the status of wellness interventions in the South African business context." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/52680.
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Thesis (MComm)--Stellenbosch University, 2002.ENGLISH ABSTRACT: Wellness is the desired optimum level of existence an individual can experience and is conceptualized to be the balance among six dimensions, namely physical, emotional, social, vocational, spiritual and intellectual. An imbalance may be created through various factors that could affect the individual adversely and disturb the balance or wellness aspiring for. This study was prompted by the significant influence of unhealthy behaviours on the South African population and its concomitant effects on the workplace. The wellness of the individual is gaining new interest in times where human beings are plagued by increased levels of stress, disease as well as constant and unpredictable change. Wellness programmes are at the forefront of restoring the balance of the working population and the strive towards excellence presents advantages to both the employer and employee. There appears to be an increase in the emergence of wellness interventions since its initial origin in the mining industry of South Africa. There is, however, a lack of research conducted on these programmes to support the development and future improvement and expansion of this vital intervention. This study aimed to investigate the extent of wellness programmes in South African organisations as well as the sophisticated conceptualization of these programmes within this context. The study further extended to the formulation of a model presenting the system of wellness as well as its practical application. In order to investigate and explore these factors, a research questionnaire was developed and presented to a sample of 58 respondents for completion. The results indicate that there are various sophisticated methods applied in the structure and maintenance of wellness programmes in those organisations with such programmes implemented. A tendency towards appreciating the concept of wellness was further identified among respondents. It was however, also ascertained that specific guidance and information about the field of wellness programmes could be advantageous to the future development and frequency of such interventions in the South African business framework.
AFRIKAANSE OPSOMMING: "Wellness" is die begeerde optimum vlak van bestaan wat 'n individu kan ervaar en word voorgehou as die balans tussen ses dimensies naamlik die fisieke, emosionele, sosiale, beroepsgerig, sowel as geestesingesteldheid en intellektualiteit. 'n Wanbelans kan geskep word deur verskillende faktore wat die individu nadelig kan raak en die balans versteur of die "wellness" waarna hy streefbenadeel. Hierdie studie is aangespoor deur die belangrike invloed van ongesonde gedrag op die Suid Afrikaanse bevolking en gepaardgaande invloed by die werkplek. Die "wellness" van die individu wek nuwe belangstelling in tye waar mense se lewens al meer versuur word deur verhoogde stresvlakke, siektes sowel as voortdurende en onvoorspelbare verandering. "Wellness" programme is aan die voorpunt om die balans van die werkende bevolking te herstel en die strewe na perfeksie verteenwoordig 'n tweeledige voordeel vir sowel die wergewer as die wernemer. Dit kom voor asof daar 'n vermeerdering is in die toetrede tot die "wellness" programme se bestaansvlak sedert die aansprong daarvan sy beslag gekry het in die mynwese van Suid Afrika. Daar is egter 'n gebrek aan navorsing wat gedoen is aangaande hierdie programme om die ontwikkeling daarvan te ondersteun asook die toekomstige verbetering en uitbreiding van hierdie lewensbelangrike intervensie in die individu se lewe. Met hierdie studiestuk is daar beoog om die omvang van "wellness" programme in Suid Afrikaanse organisasies te ondersoek sowel as die gesofistikeerde begrip van hierdie programme in konteks te plaas. Die studie is verder verbreed tot die ontwikkeling van 'n model wat die stelsel van "wellness" en sy praktiese toepassing uitbeeld. Om hierdie faktore te ondersoek is 'n navorsingsvraelys ontwikkel en voorgelê aan 58 respondente vir voltooiing. Die resultate dui aan dat daar verskeie gesofistikeerde metodes aangewend word in die samestelling en onderhoud van "wellness" programme in daardie organisasies wat wel sulke programme ingestel het. 'n Tendens is waargeneem dat die konsep van "wellness" meer en meer na waarde geskat word soos aangedui deur die resultate behaal. Diesnieteenstaande is daar ook vasgestel dat spesifieke leiding en inligting omtrent hierdie veld van "welIness" voordeling kan wees vir die toekomstige ontwikkeling en behaling van sulke intervensies in die Suid Afrikaanse besigheidskonteks.
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O'Donnell, Deborah D. "Membership satisfaction of the Wellness Council of Northwest Indiana." Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/865954.
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The purpose of this study was to identify the satisfaction from services received by businesses as members of Wellness Councils. All 105 members of the Wellness Council of Northwest Indiana were invited to participate in the survey. Fifty four (51%) participants completed and returned the survey on satisfaction levels.The instrument was developed to measure member satisfaction with the services provided by the Wellness Council of Northwest Indiana. The member organizations rated the council on a 5 point scale, with 5 being the highest possible score.A two way analysis of variance was conducted to identify differences in satisfaction by size and organization purpose; profit and nonprofit.The least satisfied group was the large for profit, while the most satisfied group was the large nonprofit group. Small for profit member organizations were slightly more satisfied than small not for profit organizations.Satisfaction did vary by size and organization, but in general, members were mostly satisfied with their participation in the Wellness Council of Northwest Indiana.Also, four open ended questions were asked, to allow the members to elaborate on other areas of interests or concerns. These results showed that members were interested in the following 2 areas: 1. education, 2. networking.Future research should include quantitative methodology that examines the meanings behind many of the narrative comments from the study. Future instruments should also include specific areas of satisfaction mentioned in the narrative responses.Institute for Wellness
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Mazantsana, Nomzamo. "An evaluation of employee assistance programmes and the impact of workplace wellness on employee productivity: a case study of the Eastern Cape Provincial (2007-2012)." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007041.
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An employee wellness programme is a programme that promotes and supports the well-being of its employees and is aimed at increasing productivity. Employee Assistance Programmes (EAPs) are used as a means of ensuring employee wellness. Employee Assistance Programme can be defined as a programme aimed at improving the quality of life of employees and their families by providing support and helping to alleviate the impact of everyday work and personal problems. EAPs are intended to help employees deal with their personal problems that might adversely impact their work performance, health and well-being. The main goal of the EAP is to enhance productivity as well as social functioning of individuals.The main objective of the study as to evaluate the Employee Assistance Programmes and the impact of Workplace Wellness on employee performance in the Eastern Cape Provincial Legislature. This was triggered by the fact that Wellness and EAPs are not visible in the ECPL and the Legislature continues to lose employees due to ill-health and resignations. The institution is characterised by a culture of “us” and “them”, us, referring to Labour and them to Management, and therefore resulting in low staff morale. This raised some concern from the researcher as there is an EAP paid for by the Legislature, but awareness, utilisation and effectiveness of the programme remain a challenge. Due to the nature of the institution’s core business, it is perhaps even more vital for the Legislature to create an organisational culture of caring and employees to be nurtured. It is believed that it is more cost effective and beneficial to both the employer and the employee to retain trained employees, than it is to lose troubled employees and hire new ones, in particular because there is no guarantee that the new ones will not, in time also show signs of problems. The researcher used applied research in this study to explore the need for the EAP as well as how best the programme can be implemented. A combination of an explanatory-descriptive design was used for this study because little is known about the phenomenon or programme. For this research, the researcher used a combination of interval/systematic and random sampling to complement each other in reducing any bias that has the potential of occurring when applying interval/systematic sampling. To get representation and precision, the researcher divided 285 employees according to their ranks. The results from this attempt were: Secretariat=25, Management=42, Administrative staff=196, General Workers=33 NEHAWU Shopstewards=10. The researcher then divided employees in each respective category by one tenth or 10% of each category to get the number of respondents from each category to be included in the sample and added up all categories to get the sample size. The sample of this study was thus, Secretariat=1, Management=4, Administrative staff=20, General workers=3 and NEHAWU Shopstewards=1 and made up a sample size of 29. Only one questionnaire was compiled for all the respondents because EAP recognise that employees start from the CEO of a company to the lowest paid employee in that company and, as such considers all employees to be equal. Research results indicated that there are some limitations in the utilisation of EAP and that employees are faced with both personal and work-related problems. Thus it became clear that the whole concept of Employee Wellness and Employee Assistance Programmes needed to be overhauled and restructured to ensure maximum benefit.
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Henry, Camilla. "Strategies to Reduce Information Technology Employee Absenteeism in the Manufacturing Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6044.
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Employee absenteeism costs organizations billions of dollars annually in losses in revenue and productivity, temporary labor costs, and low morale. The purpose of this qualitative single case study was to explore the strategies information technology (IT) managers in the manufacturing industry used to reduce employee absenteeism. The theory of planned behavior provided the conceptual framework for the study. Data collection included semistructured interviews with 5 IT managers in Maryland and a review of organizational documents addressing nutritional education information, employee participation rates in health programs, and physical activity. Data were analyzed using compilation, disassembly, reassembly, interpretation, and development of conclusions. Through thematic analysis, 4 themes emerged: workplace wellness and health programs, employee engagement, work-life balance programs, and organizational culture. Findings of this study may be used by IT managers to bring about positive change by reducing employee absences, encouraging employment opportunities, contributing to organizational sustainability, and improving quality of life for community members.
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Kenny, Candice Leigh. "Perceptions of employers and employees on the need for an employee assistance programme in a financial services organisation in the Western Cape." University of the Western Cape, 2014. http://hdl.handle.net/11394/4230.
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Magister Commercii (Industrial Psychology) - MCom(IPS)Through the Health and Safety Act, government has placed pressure on corporate organisations to exercise their duty of care and provide support to employees who may have psychological difficulties. Employee Assistance Programmes (EAP) is the one way in which organisations can fulfil their duty according to the Health and Safety Act. Human Resource is most important and valuable resource an organisation has which is often not even recognized. The effectiveness of an organisation is to a large extent dependent on the well-being of its staff. An employee assistance programme is designed to help employers manage issues of performance in the workplace. Employees manage the balance between work and personal pressures which have become increasingly part of daily life. Furthermore, the success of this programme depends on the flexibility it has according to the ever-changing needs of employees, organisations and society. The organisation in this study does not have formal assistance programmes in place to provide support to its employees who may have psychological difficulties. This study examines the need of an Employee Assistance Programme from the perception of both the employer and the employee and reveals that both groups have different needs, experience different types of problems and view the EAP in different contexts. Despite the differences in opinion, the evidence indicates that both employer and employee perceive there to be a great need for an EAP.
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Du, Preez H. (Hannelie). "The impact of a Corporate Wellness Programme on employee wellness, motivation and absenteeism." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/30567.
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In today's world of work, change can be seen as a given. For companies to not only survive but to thrive, they need resilient and healthy employees. Healthy employees can deal more effectively with stress, which result from increases in work overloads, work pressure and job insecurity. They are more productive, deliver higher work output, and cope better with higher work demands. Studies show that people, who maintain a healthy lifestyle through regular exercise and healthy eating, have much fewer weight-related medical expenses, and are thus generally in better health. Poor health, on the other hand, results in higher absence from work, lower productivity and lower morale. This has a snowball effect in organisations, because the absence of unhealthy employees exacerbates the stress and work overload of those employees who are present at work and, in turn, negatively impact their morale. The aim of the study is to evaluate the impact of a physical wellness programme (referred to as a Corporate Wellness Programme or CWP) on employee absenteeism and motivation within a specific company. The evaluation was conducted using a mixed method approach. It was performed on the pilot study of the CWP. Hundred and thirteen people participated on a voluntary basis. The programme ran over six months (December 2008 to May 2009). A health risk assessment (HRA) includes glucose, blood pressure, cholesterol tests and a body mass index (BMI) and was conducted on all the participants before they embarked on the programme, as well as after completing the programme. The pre- and post-tests of the health risk assessment were statistically compared to evaluate whether participation in the programme affected the physical health of the participants. After the programme, focus group discussions were held with a sample of 36 of the 113 participants to assess their experience of the programme. Absenteeism data were used as an indirect measure to determine the impact of the programme on absenteeism. The results from the health risk assessments indicated that the systolic blood pressure and cholesterol levels were significantly lower after the programme. From the focus group discussions it appeared that participants reported less absenteeism from work due to illness. They further reported an improvement in their mood, attitude toward work, sleeping patterns, eating habits and sense of overall wellbeing during participation in the programme. Based on the results of health risk assessments, it seems if the CWP had some positive impact on employee state of wellness. Copyright 2010, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: Du Preez, H 2010, The impact of a Corporate Wellness Programme on employee wellness, motivation and absenteeism, MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-02222012-115232 / > C12/4/191/gmDissertation (MCom)--University of Pretoria, 2010.
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Wedinger, Jill E. "Relationship between participation in a wellness program and employee job satisfaction /." Staten Island, N.Y. : [s.n.], 1997. http://library.wagner.edu/theses/nursing/1997/thesis_nur_1997_wedin_relat.pdf.
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Lynch, Krista. "The economic benefits of worksite wellness programs." Kansas State University, 2014. http://hdl.handle.net/2097/17579.
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Master of ArtsDepartment of Economics
Dong Li
Comprehensive worksite wellness programs were first introduced in the United States in the late 1970s and early 1980s, with the goals of improving health, reducing health care expenditures, and demonstrating senior management’s commitment to the health and well-being of workers (Ozminkowski et al, 2002). As the annual cost of employer-sponsored family health coverage increased four percent between 2012 and 2013 (Kaiser Family Foundation, 2013), many companies are turning to worksite wellness programs. Wellness programs have shown not only to reduce health care costs, but also decrease absenteeism and increase employee satisfaction. The studies on the benefits of wellness programs are not conclusive; there seems to be a general lack of good data collection and analysis. This report discusses what determines an employer’s likelihood of offering a wellness program, what determines an employee’s participation in a wellness program, and a benefits analysis of wellness programs.
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Jasson, Frances Lilian. "Understanding the wellness needs of academic employees at a higher education institution in the Western Cape." University of the Western Cape, 2020. http://hdl.handle.net/11394/8018.
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Magister Commercii - MComHigher education institutions (HEIs) worldwide are faced with complex changes and challenges. Employees at these institutions are also faced with even greater demands and obstacles. Academics often work under pressure and fail to achieve balance in their work and other life activities as they strive to meet their job demands. As a result, the academic employee’s well-being may suffer. As the job demands of academics escalate, the level of support and other resources that academics receive appears to decline. Other resources include staffing, support from management, and spaces and places for wellness. When such support is limited or missing, the ensuing stress, burnout, and ill health affect the well-being of academics. Therefore, it is important for universities to invest in a holistic wellness programme formulated specifically to meet the needs of their employees.
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Ball, Trever J. "Selected Barriers and Incentives to Participation in a University Wellness Program." DigitalCommons@USU, 2009. https://digitalcommons.usu.edu/etd/515.
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Evidence supporting the benefits of worksite health promotion (WHP) programs is extensive. Research shows these programs can improve the health of participants, lower health care costs, and improve the bottom line of employers. Although the evidence of these benefits is vast, reported participation in WHP is not optimal. Little published data exists on employees' perceived incentives and barriers for participation in WHP. The purpose of this study was to determine perceived barriers and incentives for participation in an existing WHP program at a large land-grant university. Opinions of eligible WHP participants were collected using a web-based questionnaire (n = 321). The questionnaire was adapted from questions used in the 2004 HealthStyles survey. Overall percentages and odds ratios of responses were calculated and stratified by demographics. Respondents were 68.5% female, 76.6% were college graduates, 47% were active, and 32.7% had a BMI ≥ 30. The most common reported barrier to using employee wellness services was no time during work day (60.2%). Women were more likely than men to report lack of energy (OR, 4.5; 95% CI, 1.7-11.9) and no time during work day (OR, 2.6; 95% CI, 1.4-4.8) as barriers to participation. Respondents who were underweight and overweight were less likely to report lack of energy than respondents who were obese (OR, 0.2; 95% CI, 0.1-0.6; OR, 0.4; 95% CI, 0.2-0.9). The most common reported incentive was having programs at a convenient time (66.6%). Younger respondents were much more likely to report paid time off work to attend as incentive to participate than respondents 60 or more years (18-29 years OR, 10.8; 95% CI, 2.9-40.1; 30-34 years OR, 4.2; 95% CI, 1.5-11.7; 35-44 years OR, 3.1; 95% CI, 1.3-7.4). Most preferred wellness service or policies were available fitness center (75.9%), health screening tests (75.6%), and paid time to exercise at work (69.6%). The results of this study, combined with an employer's own employee needs assessment, may help universities, and other employers with similar characteristics, design more attractive employee wellness programs. Making employee wellness programs attractive to their potential participants may improve program participation.
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Makgato, Mollale Dorcus. "An evaluation of the effectiveness of employee wellness management programme in the Department of Agriculture in Capricorn District of Limpopo Province." Thesis, University of Limpopo, 2016. http://hdl.handle.net/10386/1551.
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Thesis (M. Dev.) -- University of Limpopo, 2016Wellness Management strives to meet the health and wellness needs of the public servants through diverse preventative and curative measures by customizing those aspects from traditional programmes such as Employee Assistance Programme (EAP), Work life Balance and, Wellness Management programmes. These are the most relevant and fit the uniqueness of the public service and its mandate. The provision of such diverse programmes is vital in the public service setting. In order to determine the effectiveness of these programmes, an evaluation is therefore necessary to validate its existence in fulfilling its objectives and furthermore, improving its performance. The aim of this research study was to evaluate the effectiveness of Wellness Management Programme (WMP) in the Department of Agriculture in the Capricorn District, concentrating on the provision, utilization and awareness of the programme. The study also investigate the benefits of the programme to both the employee and the employer and the extent to which they derive value in the programme. Supervisors and supervisees respectively were interviewed, and they both regarded the programme as effective and furthermore as a good and suitable option in improving job performance in the department. However, the utilization of the programme is mainly from employees in the administration field, with less utilization from technical employees, which further calls for promotion of the programme to technical/core employees and their management. The majority of respondents were aware of the programme and are currently satisfied with the accessibility of coordinators of the programme, although the challenge is still with EAP services. The centralisation of EAP at Provincial office delays progress and effective utilization of the services and therefore decentralisation of the services to district office, the recruitment of qualified professionals and establishment of EAP Advisory Committees are recommended. The majority of supervisors and supervisees who had utilised the services have seen improvements in their lives and their job performance, hence they still recommend the services to other colleagues. Management support and involvement through the provision of advises, budget and so forth is crucial in the improvement of the programme utilization.
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Edries, Naila. "Employee wellness programme in clothing/ textile manufacturing companies: What are the effects?" Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/3013.
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Introduction: The prevalence of health risk behaviours is growing amongst South African employees. Health risk behaviours have been identified as a major contributor to reduced health related quality of life (HRQoL) and the increase prevalence of non-communicable diseases. Worksite wellness programmes promise to promote behaviour changes amongst employees and to improve their HRQoL. Aims: The aim of this study was to evaluate the short-term efficacy of an employee wellness programme on HRQoL, health behaviour change, levels of self efficacy, pain intensity, body mass index (BMI) and absenteeism amongst clothing and textile manufacturing employees. Methods: The study was a randomised control trial consisting of 80 participants from three clothing manufacturing companies in South Africa. The experimental group was subjected to a wellness programme based on the principles of cognitive behaviour therapy (CBT) as well as weekly supervised exercise classes over six weeks. The control group received a once-off health promotion talk and various educational pamphlets, with no further intervention. Measurements were recorded at baseline and at six weeks post-intervention. Outcome measures used included the EQ-5D, Brief Pain Inventory-SF, Stanford Exercise Behaviours Scale, Stanford Self-Efficacy Scale, Stanford Self-Rated Health Scale, BMI and absenteeism. Data Analysis: All the data were analysed with the Statistica-8 software program. Although t-tests are the most commonly used statistical method for evaluating the differences in the means between two groups (e.g. control and experimental), it assumes that the variable is normally distributed. Thus, because the ordinal data were not normally distributed, non-parametric tests were used to evaluate the differences in the medians between the two groups and to determine the level of significance. The Sign test was used in place of the paired t-test to determine the within group changes. The Mann- Whitney U test was used in place of the independent t-test to determine the difference between the two groups. Results: The experimental group consisted of 39 subjects. At six weeks post intervention the experimental group demonstrated improvement in almost every parameter. In contrast, apart from an overall decrease in time off work, there was no change noted in the behaviour of the control group. Seventy percent of the experimental group had improved HRQoL VAS scores post intervention, indicating improved perceived HRQoL. In comparison, only 58% of the control group had improved HRQoL VAS scores post intervention. v Conclusion: An employee wellness programme based on the principles of CBT combined with weekly aerobic exercise class was beneficial in improving the HRQoL and changing health-related behaviours of clothing/textile manufacturing employees.
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Sieberhagen, Charlotte. "Employee health and wellness practices in South Africa / Charlotte Sieberhagen." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2075.
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Walters, Linda Ann. "A Mixed-Methods Exploration of Employee Attitudes, Awareness, and Satisfaction with Regard to the University Employee Wellness Program." Thesis, Lindenwood University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3737090.
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While there was an abundant amount of research supporting the need for and benefits of a workplace health program (WHP), little empirical research existed regarding WHPs in a university setting (Watts, 1992). Compared to other WHP settings, the university setting is unique in that the employee population consists of both faculty and staff, with various work schedules, job responsibilities, and demographics. Universities also provide a unique setting for WHPs due to their access to various internal resources, such as employees with expert knowledge, campus food services, on-site facilities, and students studying health and wellness disciplines (RAND Corporation, 2013). As reported by the National Institute of Health Care Management (NIHCM, 2011), there was a need for more research to build a stronger evidence base for establishment of WHPs, and to identify program components that work best in different types of workplace environments, such as the university setting. The purpose of this study was to conduct an analysis of a Liberal Arts University WHP, to assess employees’ feedback regarding their program participation, or lack thereof, and whether a difference existed between full-time faculty and full-time staff attitudes, awareness, and satisfaction with the WHP (Centers for Disease Control and Prevention, 2012b; Hanks et al., 2013). The primary investigator (PI) collected both quantitative and qualitative data through the utilization of an anonymous web-based survey and four focus groups.
Quantitative data analysis revealed, that differences did exist, some of which were statistically significant, between the university’s full-time faculty and staff attitudes and awareness. Furthermore, the quantitative data revealed minimal differences in regards to faculty and staff satisfaction with the WHP. Qualitative data presented three emerging themes: administration/supervisor support, defining the purpose of the WHP, and effective communication and marketing. Differences in faculty and staff attitudes towards and awareness of the WHP indicated a need for more effective communication and increased leadership support of the WHP. WHP practitioners may benefit from future research that scientifically investigates how to create or increase WHP participation and engagement. Such assessments are vital to the ongoing evaluation of WHPs, and are a crucial component to chronic disease management efforts in the U.S. (Sorensen & Barbeau, 2004).
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Tlapu, Moipone Martha. "A coaching programme for nursing college managers to facilitate employee wellness / M.M. Tlapu." Thesis, North-West University, 2013. http://hdl.handle.net/10394/9707.
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There have been on-going debates regarding wellness and management roles. There are several general programmes for facilitation of wellness. Some are implemented but others not. The urge to develop a coaching programme for college managers was triggered by personal experiences as the principal of a nursing college with the aim of helping the managers to facilitate employee wellness.
The research was conducted to make a meaningful contribution to a body of knowledge, in particular knowledge related to the facilitation of employees’ wellness by the nursing college management.
Aim
The aim of the study was to develop a coaching programme for nursing colleges’ managers to facilitate employee wellness.
The research was conducted into two phases.
Phase one
The first phase is a situational analysis. A qualitative strategy, which is explorative, descriptive and contextual in nature, was used. The perceptions of employees, guided by a literature review, were explored and described.
Research Design Method
The design of the study was qualitative, with explorative, descriptive and contextual elements.
The nursing college managers were interviewed in both individual and in focus groups interviews. Only six main samples were used, namely: principals, vice-principals, HODs, registrars, nurse educators and support staff. An interview schedule was prepared by the researcher and experts in qualitative design.
The first focus group interviews were conducted with the heads of departments in four nursing colleges. Three focus group interviews were held with heads of departments, nurse educators and support staff. Individual interviews were held with three principals and college registrars. The data analysis procedure from Henning, Van Rensburg and Smit’s (2008:106) writing was adopted as the bases for data analysis in phase one of the study. Deductive and inductive strategies were used.
The results of phase one relating to the experiences and perceptions of employees and managers were used in conjunction with the integration of the embedded literature to develop the conceptual framework and coaching programme for the management of nursing colleges.
Phase two
The second phase was the description of the conceptual framework. An integrated map was compiled by mapping the concepts from the conclusions from all the empirical findings from Chapters 3 and 4.The main concepts of the integrated map are described. Finally, a visual conceptual framework was presented. A coaching programme for nursing college managers to facilitate employee’s wellness was developed. The programme was presented into 2 parts; part 1 for training managers to empower them with coaching skills. Part 2 addressed facilitation of employee’s wellness.
Ethical considerations were observed throughout the study.
Results and findings
The results from both the employees and managers reflected challenges which involved the political mandate of increasing numbers of students without extra human and material resource allocation. Most of the employees complained about college management, which did not recognise their efforts and qualifications. Other causes of dissatisfaction included increased workload, the large numbers of students and decreased facilities through the rationalisation and merger of the nursing colleges.Thesis (PhD (Nursing))--North-West University, Potchefstroom Campus, 2013.
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Martinez, Nicholas. "A Program Evaluation of a Worksite Wellness Initiative for Weight Loss." Scholar Commons, 2017. http://scholarcommons.usf.edu/etd/6896.
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The purpose of this study was to conduct a program evaluation of ACME’s worksite weight loss initiative and collect evidence relative to the efficacy of the program. An anonymous online survey was administered to participants of the weight loss initiative. The survey was designed to gather information relative to the research questions, which explored the initiative’s barriers to participation, alignment of initiative with the goals of participants, utilization of initiative resources, overall strengths, weaknesses, and areas of improvement for the weight loss initiative, as well as the respondents’ general profile for the six dimensions of wellness. Reporting of data included descriptive statistics, which contained means, frequencies, and percentages. Some questions required open-ended responses, which were grouped together to identify trends.
Of the 35 employees enrolled in the initiative, 32 responded to the online survey. Only a small group of participants from the larger pool of members at the worksite were successfully recruited into the weight loss initiative. Some respondents reported feeling intimidated towards the thought of participating in the initiative, which suggests that the weight loss theme may have been a barrier to participation. The majority of respondents identified weight loss as their primary wellness goal for the New Year, which aligned with the decision by the wellness staff to provide a weight loss initiative at the beginning of the year. The majority of respondents felt that the personal training provided by ACME Wellness was a primary resource in facilitating goal achievement.
All of the respondents were satisfied with their experience in the weight loss initiative, and most summarized their experience as challenging, motivating, and fun. Strengths of the weight loss initiative were identified as teamwork, motivational factors, and communication. Weaknesses included organization, participation, and readiness. Areas of improvement were identified as planning, structure, and promotional factors. Respondents scored favorably in the intellectual, emotional, social, and spiritual dimensions of wellness, but not as high in the physical and occupational dimensions. The conclusions of this study suggest that weight loss initiatives can be an effective option for worksites since the design and implementation of such programs assist members in goal achievement.
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Viviers, Lizèl. "Best practices of employee wellness programme affiliates in South Africa in managing substance abuse." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/65622.
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Maletzky, Mathilda Moretta. "Employee participation in workplace wellness programmes in the Namibian public service: Motivational factors and barriers." University of the Western Cape, 2017. http://hdl.handle.net/11394/5754.
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Magister Commercii (Industrial Psychology) - MCom (IPS)A typical workplace is likely to be non-existent in the absence of its human resources. Thus, human capital is generally an asset to most organisations. This is why it is important that employers play an active part in improving and maintaining the wellbeing of its most valued asset, its employees. The employee wellness programme is an intervention designed to serve a preventative and curative role concerning the wellbeing of employees and more organisations realises its value. However, employees and employers face various challenges when it comes to the participation of employees in these programmes. The objectives of this study was to determine the factors that motivates employees to participate in workplace wellness programmes as well as the barriers to employee participation in workplace wellness programmes in the Namibian public service. The researcher intended to uncover the personal views and experiences of public service employees pertaining to the motivational factors and barriers influencing their participation in workplace wellness programmes. The latter inspired the use of the qualitative research method as a suitable method to gather information.
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Grace, Jeanne Martin. "Impact of a worksite physical wellness programme on sick leave, absenteeism and health-related fitness." Pretoria : [s.n.], 2001. http://upetd.up.ac.za/thesis/available/etd-05232007-153642.
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Van, Wyk Sonja. "The development of a conceptual framework for spirituality in the South African employee assistance programme context." Diss., University of Pretoria, 2016. http://hdl.handle.net/2263/60439.
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To answer the research question of "What would a conceptual framework for spirituality in an employee assistance (EAP) context entail?" an exploratory-descriptive approach was followed. A literature study was conducted to understand the construct of spirituality and the importance thereof in human functioning. Further, spirituality in practical contexts was explored, both in the workplace and in the EAP contexts. The researcher concluded that spirituality is better situated in the EAP that in the workplace setting in general. To further explore spirituality in the EAP context, a quantitative approach was followed and a survey in the form of web-based questionnaire was distributed to a list of EAP practitioners and professionals, which was obtained form EAPA-SA. Survey links were distributed to 232 (valid) email addresses of the members on the EAPA-SA list, and an additional 25 survey links were distributed to other respondents using snowball sampling. Out of the total of 257 valid survey links distributed, a total of 57 completed responses were received, a response rate of 22%. The survey aimed to explore the knowledge, attitudes and practices in respect of spirituality in their respective employee assistance practices. The respondents rated spirituality quite highly in both their own and in their clients' lives, indicating strong positive attitudes towards spirituality and that they frequently deal with spiritual matters in practice. However, respondents indicated uncertainty regarding their own knowledge levels and the training they received to enable them to deal with these matters in practice. Incorporating the results of the literature and empirical studies, a conceptual framework and recommendations for spiritual interventions in EAP practice are proposed.Mini Dissertation (MSocSci)--University of Pretoria, 2016.
Social Work and Criminology
MSocSci
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Birtwhistle, Kristen Elizabeth. "An analysis of health related physical fitness measurements and absenteeism of employees participating in worksite wellness program." Scholarly Commons, 1988. https://scholarlycommons.pacific.edu/uop_etds/2153.
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Thavhanyedza, Tshilidzi Alfred. "The perceptions of employee wellness programme practitioners concerning HIV and AIDS workplace stigma in the Gauteng Provincial Government." Diss., University of Pretoria, 2009. http://hdl.handle.net/2263/24022.
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HIV and AIDS stigma has become a vital challenge for all stakeholders in the workplace. Although government has developed policies on managing HIV and AIDS, indications are that the implementation of these policies and strategies has not been effective in mitigating HIV and AIDS workplace stigma. The key thrust for conducting this qualitative study was to explore the perceptions of Employee Wellness Practitioners concerning HIV and AIDS stigma in the Gauteng Provincial Government [GPG] departments. The study was geared towards ascertaining empirically the Employee Wellness Programme [EWP] practitioners’ perceptions regarding the manifestation of HIV and AIDS stigma, the context of stigma in a government department, and insight into whether workplace interventions have been effective in mitigating stigma. The general orientation to the study in Chapter 1 provides an overview of the definition of the problem of stigma, and also of the goals and objectives of the study, the research question, empirical approach, research design and methodologies used, pilot testing of data collection instrument, research population, sampling methods, ethical considerations and the structure of the study report. Fourteen EWP practitioners from the 13 GPG departments were interviewed by the researcher. The literature review in Chapter 2 theoretically scrutinises the problem of HIV and AIDS stigma with specific reference to the types, forms sources, causes and consequences of stigma. The conjectural context of HIV and AIDS stigma in the workplace is expounded and workplace interventions are explored. Chapter 3 of this study presents and analyses the data collected from the respondents. Findings indicate that HIV and AIDS stigma is widespread in the GPG departments and that workplace responses as per EWP practitioners’ perceptions are diverse. HIV and AIDS stigma mitigation strategies necessitate the use of multi-dimensional, multi-disciplinary and multi-sectoral approaches which should be tailored to address the challenges and needs of relevant stakeholders. From the results of this study it is apparent that HIV and AIDS stigma has an immense impact on the performance of government employees, and that current HIV and Employee Wellness policies are not sufficient to enhance stigma mitigation in the workplace. Lack of support, commitment and visionary leadership in government departments impede the hard EWP practitioners’ efforts to de-stigmatise HIV and AIDS in the GPG. Chapter 4 presents the conclusions and recommendations for prioritisation and implementation through workplace interventions. CopyrightDissertation (MSW)--University of Pretoria, 2010.
Social Work and Criminology
unrestricted
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Madlopha, Sboniso Charles. "A needs analysis of an employee wellness programme : the case of the Financial Services Regulatory Authority (FSRA) of Swaziland." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1018912.
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In 2010, the Financial Services Regulatory Authority (FSRA) of Swaziland noticed a significant increase in employee absenteeism which they discovered was related mainly to: poor health (sick leave), personal and financial stress (garnishee orders were increasing), and low staff morale, the consequence of which was low productivity and missed deadlines (FSRA, 2010:7). High levels of absenteeism meant that a sizeable number of employees were unable to complete their daily tasks (FSRA, 2010:7). Consequently, in 2011, the FSRA Human Resource Department started a wellness programme for all employees in the organization in an attempt to respond to the human resource challenges reported in 2009/10 financial year. By the end of 2012, FSRA management reported that the introduction of the EWP had not yielded the expected results. This therefore prompted management to request an evaluation of the FSRA employee wellness programme. The aim of this research was to identify and prioritize the needs of employees in terms of requirements of a wellness programme and how it should be delivered. The specific objectives of the study are as follows: to identify the wellness needs of employees, to identify employee preferences in terms of the type of interventions to be included in a wellness programme, to identify the preferred mode of delivery of the wellness programme and to make recommendations to management on the design of a wellness programme. Questionnaires with closed ended questions were used to collect data for this survey. The questionnaire used is attached as Appendix A. By means of a needs analysis survey, this research was designed to assess the FSRA employees’ needs in terms of an employee wellness programme, as well as the preferred EWP delivery methods. About 70 percent of FSRA employees participated in the survey. The respondents completed the questionnaire and submitted it online over a period of 10 working days (2 weeks). This report is structured into three sections, namely; section one, which is the evaluation report that gives details of the importance of the study, highlights research methods and then present the results, discussions and recommendations. Section two deals with the literature review while section three reports on the research methodology, research design and procedures and the limitation of the study. In light of the findings on the wellness needs of employees, 72 percent of the respondents felt the current wellness programme was very inadequate and a further 10 percent added that it was inadequate in addressing their wellness needs largely because the needs were not known. The most important wellness needs identified included: exercise, nutrition, personal hygiene, disease awareness and treatment of illness, coping with stress, coping with workload, ventilation, safety, bereavement, personal debt, and retirement planning. The most preferred wellness interventions that respondents proposed include Flexible Work Schedule, Safe Workplace, Improved Ventilation, Retirement Planning Advice and Gymnasium. Further analysis done using correlation analysis indicated that there was a significant positive relationship between the wellness needs and the wellness interventions. Concerning the delivery of the wellness programme, most of the employees indicated that outsourcing certain services was better than having them in house. The highest ranking of the services for out sourcing were nutrition education and medical checkups that ranked between 82 percent and 75 percent respectively. The respondents indicated that they want almost all the chosen interventions to be outsourced. Time slots should also be taken into consideration to ensure employee participation in the wellness programme services. The respondent FSRA employees seem to prefer interventions of an educational nature to be during the lunch hour. These include Nutrition Education, Health Education, Hygiene Education and Medical Check ups and Treatment, whereas Gymnasium was preferred to be after working hours.
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Griffith, Ceabert Joseph. "Racial Differences in the Impact of a Worksite Wellness Program on Cardiovascular Biomarkers." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/462.
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Cardiovascular disease (CVD) is responsible for approximately 600,000 deaths in the United States each year, with African Americans (AAs) disproportionately affected. Individual-level approaches to reducing CVD remain ineffective, mobilizing a movement that advocates for population-based solutions. Workplace wellness programs (WWPs) have gained considerable traction as a viable strategy for ameliorating CVD burden among workers in general. However, no studies have looked at the efficacy of WWPs in ameliorating CVD specifically among AA employees--a knowledge gap that this investigation aimed to close. Based on the health belief model and the social cognitive theory, this retrospective cohort study used de-identified secondary data to evaluate the racial differences in the mean change in CVD biomarkers between 163 AAs and 228 Caucasians civilian workers participating in a U.S. Marine Corp self-directed WWP. The 4 CVD biomarkers evaluated were systolic blood pressure (SBP), diastolic blood pressure (DBP), and waist-to-hip ratio. Repeated measures MANCOVA analysis was used to establish the contribution of the independent variable (race) to SBP, DBP, LDL cholesterol, and waist-to-hip ratio. Results showed an overall significant main effect of time for changes in SBP and DBP even after controlling for race, sex, age, and days from baseline. However, there was no overall main effect of time for changes in LDL cholesterol or waist-to-hip ratio. Further research using randomization, a comprehensive health risk appraisal, and a larger sample size may yield additional benefits to AAs. Implications for positive social change include reduction of the extraordinarily high CVD disease burden and disparity among AAs.
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Weinhold, Kellie Rose. "Efficacy of a Worksite Trial of the Diabetes Prevention Program among Employees with Prediabetes." The Ohio State University, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=osu1397656305.
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Poag, Adrienne J. "Wellness Program Effect on the Health Parameters of Female Employees Aged 25 to 60 Years of Age Targeting Physical Activity and Nutrition Therapy." Digital Commons @ East Tennessee State University, 2007. https://dc.etsu.edu/etd/2044.
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The purpose of the study was to determine if the health parameters of female employees would improve, as measured in the posttest data, following the completion of a 12-week employee wellness program. The participants included 17 female employees from the Carter County Health Department located in Elizabethton, Tennessee. The principle investigator assessed the changes in the pretests and posttests and analyzed the data using SPSS. The results showed on average an increase in fruit and vegetable consumption and in the number of days exercised per week as well as improved diastolic blood pressure and triglyceride levels. The employees who experienced weight loss, consumed at least four servings of fruit and vegetables per day, and exercised at least 30 minutes five or more days per week had the greatest improvement in health parameters.
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Oliver, John M. "The effects of a wellness program on employees of the Family and Children's Center as determined by the Centers for Disease Control's health risk appraisal /." Connect to online version, 1989. http://minds.wisconsin.edu/handle/1793/38886.
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Borien, Jason Dean. "Evaluation of the differences in perception toward stress and trauma intervention strategies in the South African Police Service." University of the Western Cape, 2020. http://hdl.handle.net/11394/8052.
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Magister Commercii (Industrial Psychology) - MCom(IPS)The current crime rate in the Western Cape plays a crucial role in the exposure of police officers to stressful and traumatic events. The intensity and frequency of this exposure, if not treated, could lead to police officers experiencing comorbid disorders such as post-traumatic stress disorder (PTSD). This leads to an increased need for trauma intervention strategies to be offered, to assist police officers who are exposed to trauma in the South African Police Service (SAPS). Although trauma intervention programmes are established within SAPS, a difference in perception about their effectiveness and service offering are presented. The purpose of this study was to investigate the differences in perception toward stress and trauma intervention strategies within the SAPS in the Western Cape. In order to achieve the purpose of the study, the researcher, tapped into the lived experiences of current police officers and Employee Health and Wellness (EHW) staff, employed by SAPS through semi-structured interviews. Through a comparative design, the study will add value to the current body of knowledge, as differences and similarities between two of the primary role players in the trauma debriefing process within the SAPS are explored. The research sample, recruited by means of convenience sampling, consisted of seven EHW staff members who had experience with dealing with stress and trauma-related programmes, and eight visible policing police officers who had experienced some form of trauma-related incident. The researcher made use of an in-depth interview guide as the research instrument for this study, which consisted of audio-recorded semi-structured interviews with the participants. The audio recordings were transcribed, and then analysed by means of thematic analysis. The findings showed that a difference in perception exists between police officers and EHW staff members toward the effectiveness of trauma intervention strategies offered in the SAPS. The findings also suggest that the majority of police officers do not make use of the trauma intervention programmes in the SAPS, in comparison to EHW staff reporting on good attendance by police officers at the service offerings. Similarities in perception between the two groups presented itself in the form of how trauma is defined, the different responses to trauma and coping mechanisms employed by police officers. The implications of this study include a contribution toward policy and structural amendments of the Employee Assistance Programme (EAP) framework within the SAPS, as well as a motivation for implementing a compulsory trauma counselling programme for police officers.
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Vargo, Kurt E. "Exploring Parental Perceptions of Self-Efficacy, Role Modeling and Factors Contributing to Family Health Practices from an Employer-Provided Family Weight Management Program: A Mixed Methods Study." FIU Digital Commons, 2015. http://digitalcommons.fiu.edu/etd/2283.
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Parents provide a social learning environment where family nutrition, eating habits and physical activity are largely influenced by and correlated with parental modeling of these behaviors. Increasing self-efficacy is an important component in parents being role models because theoretically, it promotes cognitive change that supports their confidence and ability to modify behaviors that contributes to healthier family practices and biometric outcomes.
Phase one of this sequential two-phase study used biometric data (body mass index [BMI], cholesterol, glucose, and blood pressure) from parents (N = 37) participating in their employer’s family wellness initiative as dependent variables. Parental perceptions of nutrition, eating habits, and physical activity related to self-efficacy and role modeling collected via a survey questionnaire served as the independent variables. Correlation analysis indicated significant associations between BMI and nutrition self-efficacy, eating habits self-efficacy and eating habits role modeling. Linear regression analysis showed that nutrition self-efficacy and eating habits role modeling were significant predictors of BMI. A repeated measures t test revealed statistically, attending the family health and weight management program may help participants reduce their BMI, cholesterol, and diastolic blood pressure readings.
Phase two used multiple cases (parents, n = 12) that were selected for interviews using purposeful sampling based on their scores reflecting high and low ranges on the self-efficacy and role modeling subscales from the surveys. Each interview was transcribed, coded using the constant comparative method, and individually analyzed for themes. Cross-case synthesis was used to analyze all the cases for commonality and variations. As a result of the findings, participants may be inclined to continue participating in wellness programs because the employer provides opportunities to assist families in their efforts to build confidence and demonstrate role modeling behaviors. The correlations and predictive results in phase one may help substantiate the benefits of participating in the program. Findings from phase two indicated parents acknowledged their role as leaders in creating environments that assist their families in establishing healthy behaviors and voluntarily engaged in this program because it provided assistance and projected them in the right direction for their family to be successful with health and weight management concerns.
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Els, Diederick Arnoldus. "Developing a holistic work-wellness model." Thesis, 2007. http://hdl.handle.net/10210/103.
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Research applications in the field of positive organisational behaviour are developing as part of the paradigm of fortology. Both psychofortology and positive psychology support the development of the strengths (fortology) of human behaviour. Health and wellness research in working contexts build theory in the field of Industrial Psychology. The objective of the present research is to develop and test a holistic work-wellness model for employees of a life insurance organisation in South Africa. Holistic work-wellness research requires that wellness, organisational factors and individual dispositions be treated as part of an integrated and dynamic system. The relationship between these constructs provides some understanding of total work wellness. A cross-sectional survey designed was used with a sample of 673 participants. The 5 Factor Wellness Survey, the Maslach Burnout Inventory – General Survey, Utrecht Work Engagement Scale and the Job Diagnostics Survey were administered. The empirical research results have shown that a positive relationship exists between motivational job characteristics, sense of coherence, engagement and wellness. A somewhat negative relationship exists between burnout and wellness in the holistic work-wellness model. The structural equation modelling statistics provided reasonable goodness of fit indices with some room for modification. According tot the Root Mean Square Error of Approximation criterion, the results support the acceptance of the holistic work-wellness model. A path diagram, in which cause and effect arrows flow from the exclusive latent variable back to the primary factors, was developed. The development of this holistic work-wellness model addresses the research problem and builds theory with which to holistically understand work wellness. It can be concluded that the development of this particular model can be used in the insurance organisation to implement employee health and wellness care. The Indivisible Self: An Evidence-Based Model of Wellness that consists out of 17 wellness and 4 contextual factors were successfully applied as a clinical wellness model in an organisational context (Myers and Sweeney, 2005). A principle factor analysis confirmed the factor structure of previous wellness research for the first time in a South African study. Structural equation modelling statistics on the wellness model confirmed the 19-factor model with adequate goodness of fit indices. The empirical research data confirms The Indivisible Self: An Evidence-Based Model of Wellness for the insurance organisation. This wellness model can therefore be used as an independent wellness model to explain wellness from the theory and from the present empirical study. From the literature it is clear that research on wellness in relation to motivational job characteristics are developing as a research topic. The empirical research in the present study confirmed that a positive relationship exist between these two phenomena. Goodness of fit indices confirm that the six-factor motivational job characteristics model cannot be used as an independent model in the insurance organisation. Subsequently this did not validate the practically significant positive relationships in the independent job model. However these findings were still useful in an explorative study that focused on the development of a holistic work-wellness model. A strong sense of coherence can therefore be hypothesised to help employees to face stressful situations and to handle complex tasks because demands from the environment are understood and believed to be under their personal or significant others’ control. They are likely to regard the tasks as challenging enough to spend energy on. It can be described as the characteristic inherent to individuals, which assists them in their interaction with their work-environment and situations that might arise as a consequence thereof. Empirical statistical results indicated that the three factors meaning, comprehension and manageability are confirmed for the sense of coherence construct. A principle factor analysis confirmed reliable Cronbach alphas for meaning and comprehension in the present research. Structural equation modelling proves that the sense of coherence model cannot be used independently due to poor goodness of fit statistics. However, sense of coherence is still useful in the development of a holistic work-wellness model. The research results also showed that engagement could be considered a positive indicator of employee wellness. Findings validated and confirmed the factorial validity of vigour and dedication. Goodness of fit statistics produced goodness of fit indices of intermediate quality. Empirical statistics verified and validated burnout as a four-factor model. Researched statistics showed internally consistent results for the four-burnout subscales (exhaustion, cynicism, professional efficacy and cognitive weariness). It can be concluded that these factors are reliable and valid factors. Results from the structural equation modelling proposed good fit (RMSEA) for the four-factor burnout model, with some modification required to improve the other indicators. Conclusions and recommendations in terms of the implementation of managed health and wellness care for employees in the insurance organisation are based on the development of the holistic work-wellness model. Health and wellness programmes should be researched to develop the empirical application of the holistic work-wellness model.Prof. R.P. De la Rey
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Maleka, Molefe Jonathan. "Employee wellness programmes and the HIV/AIDS related needs of lowest strata employees: Nissan, Rosslyn." Thesis, 2008. http://hdl.handle.net/10210/542.
Full textAbstract:
This research project looks at the perceptions of an Employees Wellness Programme (EWP), at Nissan South Africa (NSA) as expressed by lowest strata employees. In this study lowest strata employees are black males who receive, bin, pick or dispatch parts at the Parts or Accessories (P&A) warehouse. The literature reviewed suggests that a good EWP should offer the following: HIV/AIDS awareness campaigns, condom usage and distribution, Voluntary Counselling and Testing (VCT) and free HIV/AIDS treatment. This qualitative case study shows that lowest strata employees perceive the NSA’s EWP to be an effective programme. This is supported by findings that show the respondents are aware of HIV transmission and prevention measures. However, there is room for improvement in the areas of VCT and HIV/AIDS treatment. The challenge for the workplace is implementation of an EWP because participation in the programme is voluntary. This qualitative case study offers recommendations, which might assist NSA’s EWP to more effectively address the HIV/AIDS-related needs of lowest strata employees. These recommendations are as follows: the VCT programme and education on antiretroviral drugs should be conducted at shorter intervals, partnerships should be formed with local traditional healers and non-profit organisations that are working on HIV/AIDS projects. Also, since this study has focused on one strata of employees, further research is suggested on skilled workers, who in NSA, are mostly white males. Lastly, similar studies could be conducted in workplaces across the motor industry and the manufacturing sector at large.Professor Anton Senekal Mrs Bronwyn Dworzanowski
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Rakgokong, Phenolia Koketso. "Cashiers' and management's perceptions of the usefulness of EAPs with particular reference to wellness couselling." Thesis, 2016. http://hdl.handle.net/10539/21806.
Full textAbstract:
Thesis (M.A. (Organisational Psychology))--University of the Witwatersrand, Faculty of Humanities, School of Human and Community Development, 2016.The purpose of this study was to explore cashiers’ and management’s perceptions of the usefulness of a company-provided employee assistance programme (EAP) with particular reference to wellness counselling. This study focused specifically on the four principles governing EAPs, namely; confidentiality, referral system, helping process and handling of outcome. Fifteen participants were recruited for this study from a cash centre of a financial institution in Johannesburg. There were ten males and five females. A qualitative methodology was used to collect and analyse data. The instruments used to collect data were two participant-generated text schedules, one for cashiers and the other for managers. Data were analysed using thematic content analysis. The results of the study showed that both employees and management found the EAP useful in the workplace. The direction for future research in South Africa could focus on conducting a longitudinal study to evaluate the impact and effectiveness of wellness counselling
MT2017
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Ndhlovu, Mojalefa James. "Exploring positive psychological strengths in employees attending EAP in the public service: a qualitative study." Thesis, 2010. http://hdl.handle.net/10500/4950.
Full textAbstract:
The purpose of this study was to explore and highlight positive psychological strengths that are required and, to a lesser extent, negative psychological factors that are to be eliminated in employees attending EAP in the public service in order to make the EAP beneficial and successful. EAPs in the public service have not been as successful as expected because employees drop-out prematurely and/or benefit minimally from attending their sessions.
Through the use of a qualitative research approach, this study explored positive psychological strengths that played a significant role in assisting employees attending EAP to achieve their health goals. Research data was collected through the narratives and in-depth interviews from eight participants, who shared their EAP experiences with the researcher. The collected data was analysed through the use of content analysis and positive psychological strengths in the form of themes emerged. The themes were compared with the framework of positive psychology, which is known as the VIA classification system of strengths and virtues framework, in order to determine alignment or compatibility with it. In addition, a few negative emotions were also reported as having been experienced by the participants while attending EAP.
The results of this study indicate that certain positive psychological strengths possessed by employees while attending EAP contributed significantly in making them benefit from their EAP consultations. Although a few negative emotions were also reported as having being present during the EAP consultation, they did not affect the progression and success of the EAP. An EAP intervention model is recommended herein for future use, in order to facilitate the success of EAP sessions.Psychology
D. Litt. et Phil. (Psychology)
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Marx, Anna Aletta. "Development of the positive coping behavioural inventory : a positive psychological approach." Thesis, 2017. http://hdl.handle.net/10500/22247.
Full textAbstract:
The general aim of this research was to determine the theoretical elements of positive coping
behaviour and operationalise these into a reliable and valid measurement scale, the Positive
Coping Behaviour Inventory (PCBI). Positive coping behaviour was conceptualised in the
context of employee wellness in the contemporary world of work. The literature review guided
the development of a theoretical model comprising four constructs denoting positive coping
behaviour: cognitive, affective, conative and social coping behaviour. Scale development
protocols were followed in generating items for each dimension.
The empirical study (research scale development) employed a non-probability, purposive
sampling technique. The empirical study targeted the total population of N = 525 employees
working in Omnia. The Omnia Group comprises a balanced and diversified range of
complementary chemical service businesses with a broad geographic spread. The sample
was diverse in terms of age, gender and race, overall mood description and general health.
The respondents were purposefully selected based on the requirement that respondents had
to be working and aged between 19 and 65 years.
The empirical research provided evidence of the factorial (multidimensional) validity,
unidimensionality, internal consistency reliability and structural and intra-test construct
validity of the PCBI. Construct equivalence of the PCBI across age, gender and race groups
was also confirmed. The statistical analyses provided evidence of the PCBI being anchored
in a strong theoretical foundation with the scale having the potential to provide researchers
and practitioners with a reliable instrument to measure the positive coping behaviour of adult workers. Furthermore, the PCBI contributes to the field of positive psychology and industrial
and organisational psychology in terms of better understanding of the behavioural
dimensions that constitute positive coping behaviour. As a valid theoretical framework, the
PCBI dimensions provide useful information on measuring individuals’ positive coping
behaviour in a holistic manner by focusing on a broad spectrum of positive psychological
constructs in terms of cognitive, affective, conative and social behavioural elementsIndustrial and Organisational Psychology
D. Litt. et Phil. (Industrial and Organisational Psychology)
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Gouws, Yolanda. "Bestuur van gesondheidskwessies by `n welsynsorganisasie met spesifieke verwysing na die hantering van stres." Diss., 2006. http://hdl.handle.net/10500/1662.
Full textAbstract:
Text in AfrikaansThe purpose of the research was to determine the extent to which health issues, and particularly work stress, are managed at a welfare organization. The group investigated consisted of 49 registered social workers employed at nine welfare organizations in the Nelson Mandela Metropole. The research process was directed by quantitative research, the research information being obtained through a literature study and structured questionnaire. A number of health issues were identified in the workplace. Based on the empirical investigation it was concluded that health management does not enjoy a high priority at welfare organisations. The health issues that have the most impact on the respondents' work ability are work stress and burnout. It is recommended that organisations compile a holistic policy for health management. There is a need for implementation of employee assistance and wellness programmes for health management. Such programmes promote the productivity and general wellbeing of social workers.
Die doel van die navorsingstudie was om te bepaal tot watter mate gesondheidskwessies, in die besonder werkstres, by 'n welsynsorganisasie bestuur word. Die ondersoekgroep het bestaan uit 49 geregistreerde maatskaplike werkers werksaam by nege welsynsorganisasies in die Nelson Mandela Metropool. Die navorsingsproses is deur kwantitatiewe navorsing gerig en die navorsingsinligting is met behulp van 'n literatuurstudie en gestruktureerde vraelys bekom. Daar word tans 'n aantal gesondheidskwessies in die werkplek geidentifiseer. Na aanleiding van die empiriese ondersoek is daar tot die gevolgtrekking gekom dat gesondheidbestuur nie 'n hoe prioriteit geniet by welsynsorgnisasies nie. Die gesondheidskwessies wat die mees beduidende impak op die respondente se werkvermoe het, is werkstres en uitbranding. Daar word aanbeveel dat organisasies 'n holistiese beleid ten opsigte van gesondheidsbestuur opstel. Daar is 'n behoefie aan die implementering van werknemerhulp- en werknemerwelstandprogramme vir gesondheidsbestuur omdat sulke programme die produktiwiteit en algemene welstand van maatskaplike werkers kan bevorder.
Social Work
M.Diac. (Social Work)
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Makhanya, Buhle. "The impact of employee wellness programme on employee wellness and performance : a Kwazulu Natal case study." Diss., 2001. http://hdl.handle.net/10500/27424.
Full textAbstract:
The general aim of this study was to gain insight into the perceptions and experiences
of line managers regarding the impact of an employee wellness programme (EWP) on
employee wellness and performance at a selected municipality in KwaZulu-Natal. As
a purposive sample, ten line managers were selected to participate in the study by
means of semi-structured interviews. The literature review aimed to conceptualise
wellness, employee wellness and employee performance, as well as to explore the
impact of EWPs on employee wellness and performance. The specific empirical study
aims were to determine line managers’ level of awareness and knowledge of the
municipality EWP and its purpose, to explore the challenges faced by line managers
within the EWP, to explore if the line managers perceived and experienced the
municipality EWP as being beneficial to employee wellness and whether participating
in the EWP improved employee performance. Lastly, the aim was to make
recommendations for improvement that can assist the municipality in enhancing the
impact of the EWP on employee wellness and performance within the industrial
psychology discipline, and in particular when it comes to employee wellness.
The research findings reveal that line managers were aware of and had knowledge
about the existence of the EWP through marketing campaigns, inductions and
activities. They also confirmed they had personal engagement experience through
participation in the programme. They perceived the main purpose of the EWP as being
to support employees in achieving a work-life balance and providing counselling and
advisory services. Participants noted certain challenges with regard to participating in
the programme, such as fear of being judged, victimised and stigmatised, and a lack
of confidentiality and trust, which affects employees’ privacy and security. Also, they
doubted wellness officer competence, which included the necessary skills and training
for dealing with complex cases. Lastly, gender and cultural beliefs also posed
challenges. Line managers found it beneficial to participate in the EWP. It improved
employee wellness and performance. Employees developed mechanisms to cope with
work, personal and emotional problems. Wellness officer availability, competence and
skills were recommended by participants as ways of enhancing the EWP. Involvement
of other stakeholders was another recommendation for improvement. This
involvement would include wellness champions, organised labour and line managers.
Programme managers should consider increasing EWP awareness by improving
marketing, while emphasising programme benefits and confidentiality.Industrial and Organisational Psychology