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Relevant bibliographies by topics / Workplace wellness

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Academic literature on the topic 'Workplace wellness'

Author: Grafiati

Published: 4 June 2021

Last updated: 12 June 2025

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Journal articles on the topic "Workplace wellness"

1

Menkens, Anne J. "Workplace Wellness." Journal of Public Health Management and Practice 15, no. 4 (2009): 367–70. http://dx.doi.org/10.1097/01.phh.0000356799.79000.8f.

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Miller, Maureen Jane. "Workplace Wellness." Chest 147, no. 1 (2015): 276–77. http://dx.doi.org/10.1378/chest.14-1669.

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Biswas, Aviroop, Colette N. Severin, Peter M. Smith, Ivan A. Steenstra, Lynda S. Robson, and Benjamin C. Amick III. "Larger Workplaces, People-Oriented Culture, and Specific Industry Sectors Are Associated with Co-Occurring Health Protection and Wellness Activities." International Journal of Environmental Research and Public Health 15, no. 12 (2018): 2739. http://dx.doi.org/10.3390/ijerph15122739.

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Employers are increasingly interested in offering workplace wellness programs in addition to occupational health and safety (OHS) activities to promote worker health, wellbeing, and productivity. Yet, there is a dearth of research on workplace factors that enable the implementation of OHS and wellness to inform the future integration of these activities in Canadian workplaces. This study explored workplace demographic factors associated with the co-implementation of OHS and wellness activities in a heterogenous sample of Canadian workplaces. Using a cross-sectional survey of 1285 workplaces from 2011 to 2014, latent profiles of co-occurrent OHS and wellness activities were identified, and multinomial logistic regression was used to assess associations between workplace demographic factors and the profiles. Most workplaces (84%) demonstrated little co-occurrence of OHS and wellness activities. Highest co-occurrence was associated with large workplaces (odds ratio (OR) = 3.22, 95% confidence interval (CI) = 1.15–5.89), in the electrical and utilities sector (OR = 5.57, 95% CI = 2.24–8.35), and a high people-oriented culture (OR = 4.70, 95% CI = 1.59–5.26). Promoting integrated OHS and wellness approaches in medium to large workplaces, in select industries, and emphasizing a people-oriented culture were found to be important factors for implementing OHS and wellness in Canadian organizations. Informed by these findings, future studies should understand the mechanisms to facilitate the integration of OHS and wellness in workplaces.

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Georgakopoulos, Alexia, and Michael P. Kelly. "Tackling workplace bullying." International Journal of Workplace Health Management 10, no. 6 (2017): 450–74. http://dx.doi.org/10.1108/ijwhm-11-2016-0081.

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Purpose The purpose of this paper is to raise awareness of the benefits of wellness programs for contemporary organizations and aids in tackling workplace bullying. Design/methodology/approach This study used a qualitative design and employs a new empirical approach to tackle workplace bullying. With over a hundred working professionals engaged in focus groups and facilitation methodologies for a total of five workshops and 60 hours, this study suggests a new framework for intervening in workplace bullying that considers workplace wellness as a system. Findings The findings revealed that these professionals perceived workplace wellness as a formidable component of the health and success of employees, organizations, and community, and perceived workplace bullying as a serious threat to physical and mental wellness. Employee participation and involvement in the design of workplace wellness programs was viewed as essential to the success of these programs in organizations. Research limitations/implications This research has implications as it expands understanding and discovery into what aids employees to reduce their stress, fatigue, anxiety, and other conditions that lead to conflict or bullying in workplaces. It gives attention to a system of wellness that is vital to people and their organizations. Practical implications Study participants consistently asserted their desire to be active participants in establishing workplace wellness programs that effectively address workplace bullying, systems that enhance safety, and health. Social implications This study highlights the role organizations play in shaping individual and community physical and mental well-being, health, and safety through effective workplace wellness programs. Originality/value This study should be helpful to organizations and researchers looking to address workplace wellness, safety, and bullying in a context broader than just liability and the cost savings of employee physical health, and may further add to the discussions of workplace wellness policy and regulation.

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Bradley, Kent L. "Workplace Wellness Programs." Health Affairs 32, no. 8 (2013): 1510. http://dx.doi.org/10.1377/hlthaff.2013.0490.

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Latter, Linda. "Book Review: Workplace Wellness." AAOHN Journal 43, no. 4 (1995): 227–28. http://dx.doi.org/10.1177/216507999504300415.

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Nickerson, Scott. "Wellness in the Workplace." Professional Case Management 15, no. 3 (2010): 166–68. http://dx.doi.org/10.1097/ncm.0b013e3181e75aa4.

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Touger-Decker, Riva, Julie OʼSullivan-Maillet, Laura Byham-Gray, and Felicia Stoler. "Wellness in the Workplace." Topics in Clinical Nutrition 23, no. 3 (2008): 244–51. http://dx.doi.org/10.1097/01.tin.0000333557.28325.df.

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PHILLIPS, LISA. "Wellness in the Workplace." Neurology Now 5, no. 4 (2009): 32–33. http://dx.doi.org/10.1097/01.nnn.0000359090.10808.95.

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Bradshaw, Aisha. "Wellness in the workplace." Nature Human Behaviour 3, no. 10 (2019): 1039. http://dx.doi.org/10.1038/s41562-019-0758-4.

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Dissertations / Theses on the topic "Workplace wellness"

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Motshudi, Lerato. "How comprehensive are workplace wellness programmes?" Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52264.

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With increasing healthcare costs, more and more organisations are investing in wellness programmes to improve the health of their employees and therefore cut down on health care spend. Research has shown that companies with comprehensive programmes in place enjoy wellness programme outcomes of up to six times more than what they spend. The purpose of this study was to establish if South African workplace wellness programmes have the elements required for them to experience the outcomes they desire from a programme. Through in-depth interviews with wellness experts and wellness programme custodians of companies in the public and private sector, this study looked at defining a comprehensive wellness programme and evaluated participant organisations against this definition. This study found that South African wellness programmes were comprehensive however only those with goal-oriented wellness strategies in place enjoyed the benefits referred to in the literature. Due to a shortage of skilled wellness programme custodians, most organisations do not realise any significant benefits from their wellness programmes. Often any benefits attained are far less than expected.<br>Mini Dissertation (MBA)--University of Pretoria, 2015.<br>ms2016<br>Gordon Institute of Business Science (GIBS)<br>MBA<br>Unrestricted

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Thurber, Gina C. "Supporting wellness leaders with workplace wellness initiatives in a community setting." Virtual Press, 2006. http://liblink.bsu.edu/uhtbin/catkey/1349769.

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Eighty one percent of employers offer programs that focus on wellness (Hewitt, 2005 & Collins, 2004), but most do not have the resources to hire a health professional, and less than 40% of those that implement wellness programs have training. Qualitative and quantitative data were used to identify ways health professionals can support practitioners who are implementing wellness programs.Results showed that survey respondents are involved with wellness of their personal interest (94%, N=52). Since few have had training, workshops in a community setting are a good way for implementers to discuss challenges, successes, and ideas.Recommendations from this study include facilitating more canned programs that allow for tailoring, creating networking opportunities for wellness program implementers, allowing for more time during workshops for discussion of program materials, focusing on ways to overcome barriers.<br>Fisher Institute for Wellness and Gerontology

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Coles, Monica. "Impact of Smoking Cessation Education on Workplace Wellness." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6410.

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Guidelines and laws prohibit smoking in public places, and evidence supports the safety and effectiveness of workplace wellness programs in promoting healthy environments. A long-term care (LTC) facility selected as the focus for this project does not offer wellness programs and does not restrict on-site smoking by employees. The purpose of this project was to construct an evidence-based smoking cessation education program for delivery to employees at the LTC facility. The practice-focused question addressed whether a workplace wellness smoking cessation education program would increase employees' knowledge of the harmful effects of smoking and promote engagement in smoking cessation strategies. A pretest and posttest to assess knowledge of the harmful effects of smoking was designed to be administered to employees prior to and after the education program. A panel of 6 experts consisting of 4 clinical nurse specialists, a nurse educator, and a nurse researcher was selected to assess the potential effectiveness of the education program. A 10-question survey was used to obtain the panel experts' evaluation of the program. Descriptive statistics were then used to analyze the results. Nearly all of the experts surveyed reported that they would recommend the education program to a friend or colleague, with 66% selecting "very likely" This is indicative of the potential for the program to be effective. Findings might support social change at the selected facility by increasing staff knowledge of the harmful effects of smoking and staff commitment to participating in a smoking cessation program.

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Spann, Scott M. "Three essays on financial wellness in the workplace." Diss., Kansas State University, 2014. http://hdl.handle.net/2097/18412.

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Doctor of Philosophy<br>Department of Family Studies and Human Services<br>Sonya L. Britt<br>This dissertation, consisting of three studies, explores the factors that influence the financial wellness of employees participating in a workplace financial education program. This dissertation also explores the influence that financial wellness has on the intention to engage in retirement planning activities and perceived retirement preparedness. Data for all three essays was obtained from a Financial Wellness Assessment instrument used in conjunction with a workplace financial education program provided by Financial Finesse (2013). The primary conceptual framework used to guide the three studies was Joo’s (2008) conceptual framework of financial wellness. The first essay examined factors that have been conceptualized as components of financial wellness—financial behaviors, perceived financial knowledge, and financial attitudes. Results showed that employees comfortable with their current level of non-mortgage debt and those with perceived financial knowledge had a greater sense of overall financial wellness. Core financial behaviors and advanced financial behaviors were also found to be associated with financial wellness with core financial behaviors having the biggest effect on financial wellness. Maintaining an emergency fund, having a handle on cash flow, paying credit card balances off in full each month, and paying bills on time were significantly related to greater financial wellness. Personal factors associated with a greater sense of financial wellness included household income, being under age 30, homeownership, being married, and not having children in the household. The second essay examined the influence of various subcomponents of financial wellness on retirement planning intention. Results indicated that retirement was the leading financial topic of interest of employees. Findings also demonstrated that desirable core financial management behaviors and a financial attitude of comfort regarding current non-mortgage debt increased the likelihood of employee intentions to engage in retirement planning activities. Specific financial behaviors associated with retirement planning intention included having a handle on cash flow, paying bills on time, and paying off credit card balances in full each month. Personal factors such as age and income also influenced retirement planning intention as older employees and those with greater household income were more likely to intend to plan for retirement. Having children in the household and non-Caucasian/White ethnicity decreased the likelihood of retirement planning intention. Finally, the third essay utilized Joo’s (2008) conceptual framework of financial wellness to explore factors that predict perceived retirement preparedness. Higher levels of financial satisfaction, perceived financial knowledge, and confidence in current asset allocation increased the likelihood employees demonstrated a sense of retirement preparedness. Core and advanced financial behaviors were also associated with perceived retirement preparedness. Younger employees and household income of $100,000 or more increased the likelihood of perceived retirement preparedness. Results of these three studies demonstrate that financial wellness has a significant influence on perceived retirement preparedness of employees engaged in information seeking activities as part of a workplace financial education program. Key components of financial wellness such as objective financial status, financial knowledge, financial attitudes, financial satisfaction, and financial behaviors were also found to be associated with the intention to engage in retirement planning activities. These findings are relevant to financial counselors, financial planners, financial educators, academicians, and employers dedicated to promoting increased financial wellness among employees.

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Garner, Seander C. "CLEVELAND STATE UNIVERSITY (CSU) EMPLOYEE’S PERCEPTIONS OF WELLNESS AT THE WORKPLACE." Cleveland State University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=csu1419413657.

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Johnson, Tracey Lynn. "WorkWell." Thesis, Virginia Tech, 2019. http://hdl.handle.net/10919/90792.

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The workplace and workforce have evolved and taken on a different personality than in the past. For employees the office environment has moved from a place where you must work, to a place where you want to work, to a place where you do your most productive work. Advances in technology continue to blur the lines between home and work. Although mobile devices had suggested they could set us free to work from anywhere, the reality is technology necessitates proximity. Employees need to be together to share ideas, to innovate and to collaborate. Although employees can work from anywhere, people are working together in closer proximity to each other. Additionally, the workplace environment is not as orderly and procedural as it was in the past. Today it's creative, innovative and collaborative. This thesis explores the intersection of health and wellness within one's workplace, as a means to create a more productive, collaborative and healthy environment through a design intervention located in Alexandria, VA. The key drivers of the design include natural light, active design, biophilic elements and circadian lighting. Access to natural light creates happier and more productive employees. Staircases are readily accessible and inviting, encouraging occupants to walk up and down. Nature is brought indoors offering psychological benefits, connecting employees to the outside as well as recharging mood and focus. Lighting design works in line with our internal body clock, enabling our body to perform at the right time. This workplace improves the well-being of people by placing health and wellness at the center of the design.<br>Master of Architecture<br>The workplace and workforce have evolved and taken on a different personality than in the past. For employees the office environment has moved from a place where you must work, to a place where you want to work, to a place where you do your most productive work. Advances in technology continue to blur the lines between home and work. Although mobile devices had suggested they could set us free to work from anywhere, the reality is technology necessitates proximity. Employees need to be together to share ideas, to innovate and to collaborate. Although employees can work from anywhere, people are working together in closer proximity to each other. Additionally, the workplace environment is not as orderly and procedural as it was in the past. Today it’s creative, innovative and collaborative. This thesis explores the intersection of health and wellness within one’s workplace, as a means to create a more productive, collaborative and healthy environment through a design intervention located in Alexandria, VA. The key drivers of the design include natural light, active design, biophilic elements and circadian lighting. Access to natural light creates happier and more productive employees. Staircases are readily accessible and inviting, encouraging occupants to walk up and down. Nature is brought indoors offering psychological benefits, connecting employees to the outside as well as recharging mood and focus. Lighting design works in line with our internal body clock, enabling our body to perform at the right time. This workplace improves the well-being of people by placing health and wellness at the center of the design.

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Clark, John. "Assessment of nutritional status, physical activity, social support at the Northern Kentucky Sanitation District." University of Cincinnati / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1562842559108558.

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Joo, So-hyun. "Personal Financial Wellness and Worker Job Productivity." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30519.

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The problem that was examined in this research was to develop and test a conceptual model that describes the relationship between personal financial wellness and worker job productivity. The research questions were (1) what is the personal financial wellness profile?; (2) how does the personal financial wellness profile differ by the demographic characteristics?; (3) what is the relationship between financial stressors and personal financial wellness profile?; (4) what is the relationship between personal financial wellness and financial stress level?; (5) what is the worker job productivity profile?; (6) what is the relationship between personal financial wellness and worker job productivity?; (7) what is the relationship between financial stress and worker job productivity?; and (8) what financial education programs do employees want in the future? In order to test a part of the conceptual model, a survey research design was undertaken. A questionnaire was developed and pre-tested. A mail survey (N=474) of white-collar clerical workers of a large employer located in mid-eastern state was conducted during January, February, and March of 1998. From a random sample of 447 (27 out of original 474 were undeliverable), 288 questionnaires were returned (64.4%). Seventeen questionnaires were determined unusable resulting in a 60.4% usable return rate (271/447). In terms of subjective perception, as a group, the respondents were not financially well. In the behavioral assessment, the respondents reported above a mid-point score. On overall financial wellness scales, the respondents were not satisfied with their financial situation. Personal financial wellness was influenced by some of the demographic characteristics and financial stressors. The lower levels of personal financial wellness were related to the financial stress level. Those who have high levels of personal financial wellness reported better performance ratings, less absenteeism, and less work time used for personal financial matters. Workers are interested in comprehensive financial education programs which include retirement education, better use of employee benefits, money management, credit management, and consumer protection. Some workers are not financially well because they have financial problems. If employers can improve personal financial wellness of workers, such as through financial education, it may increase productivity, because personal financial wellness is related to worker productivity.<br>Ph. D.

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Leger, Beverly Oliver. "Workplace wellness and its measurement : a systematic review of randomized controlled studies /." St. Lucia, Qld, 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17923.pdf.

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Watson, Francois Gerald. "The development of a spiritual wellness framework for the work context / Francois Gerald Watson." Thesis, North-West University, 2007. http://hdl.handle.net/10394/1661.

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Books on the topic "Workplace wellness"

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Canadian Centre for Occupational Health and Safety. Wellness in the workplace. CCOHS, 2002.

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Putnam, Laura, ed. Workplace Wellness that Works. John Wiley & Sons, Inc., 2015. http://dx.doi.org/10.1002/9781119154839.

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author, Liu Hangsheng, Caloyeras John P. author, Huang Christina Y. author, Van Busum, Kristin R., author, and Rand Corporation, eds. Workplace wellness programs study: Final report. Rand, 2013.

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Linde, Bennie. The Value of Wellness in the Workplace. Springer Singapore, 2015. http://dx.doi.org/10.1007/978-981-287-402-3.

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Hedge, Alan, ed. Ergonomic Workplace Design for Health, Wellness, and Productivity. CRC Press, 2016. http://dx.doi.org/10.1201/9781315374000.

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Sherman, Merlene T. Wellness in the workplace: How to plan, implement and evaluate a wellness program. Crisp Publications, 1990.

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Bennett, Joel B., and Wayne E. K. Lehman, eds. Preventing workplace substance abuse: Beyond drug testing to wellness. American Psychological Association, 2003. http://dx.doi.org/10.1037/10476-000.

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Botswana. Workplace Wellness Program for Health Workers. Team building: Workplace Wellness Program for Health Workers : facilitator manual. Workplace Wellness Program for Health Workers, Workplace & HIV/AIDS Unit, Dept. of HIV/AIDS Prevention & Care, Ministry of Health, 2008.

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Bray, Ilona M. Healthy employees, healthy business: Easy, affordable ways to promote workplace wellness. Nolo, 2009.

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

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Book chapters on the topic "Workplace wellness"

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Davis, G., E. Moloney, M. da Palma, Kerrie L. Mengersen, and F. Harden. "Workplace Health and Workplace Wellness: Synergistic or Disconnected?" In Case Studies in Applied Bayesian Data Science. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-42553-1_12.

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Terrill, Alexandra L., and John P. Garofalo. "Cardiovascular Disease and the Workplace." In Handbook of Occupational Health and Wellness. Springer US, 2012. http://dx.doi.org/10.1007/978-1-4614-4839-6_5.

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Theorell, Tores. "Stress Reduction Programmes for the Workplace." In Handbook of Occupational Health and Wellness. Springer US, 2012. http://dx.doi.org/10.1007/978-1-4614-4839-6_18.

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King, Anthony P. "Mindfulness-Based Workplace Interventions for Wellness Promotion." In Mental Health in the Workplace. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-04266-0_13.

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Shaw, William S., Silje E. Reme, and Cécile R. L. Boot. "Health and Wellness Promotion in the Workplace." In Handbook of Occupational Health and Wellness. Springer US, 2012. http://dx.doi.org/10.1007/978-1-4614-4839-6_17.

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Lopez, Nicolette, Hollie Pellosmaa, and Pablo Mora. "Gender and Cultural Considerations in the Workplace." In Handbook of Occupational Health and Wellness. Springer US, 2012. http://dx.doi.org/10.1007/978-1-4614-4839-6_24.

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Randerson, Anne K. "Mindfulness, Wellness, and Spirituality in the Workplace." In The Palgrave Handbook of Workplace Well-Being. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-02470-3_81-1.

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Randerson, Anne K. "Mindfulness, Wellness, and Spirituality in the Workplace." In The Palgrave Handbook of Workplace Well-Being. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-30025-8_81.

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Randerson, Anne K. "Mindfulness, Wellness, and Spirituality in the Workplace." In The Palgrave Handbook of Workplace Well-Being. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-30025-8_81.

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Dewa, Carolyn S., Marc Corbière, Marie-José Durand, and Jennifer Hensel. "Challenges Related to Mental Health in the Workplace." In Handbook of Occupational Health and Wellness. Springer US, 2012. http://dx.doi.org/10.1007/978-1-4614-4839-6_6.

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Conference papers on the topic "Workplace wellness"

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Canning, Joel. "Goals for Life - An Innovative Workplace Wellness Program." In International Conference on Health, Safety and Environment in Oil and Gas Exploration and Production. Society of Petroleum Engineers, 2012. http://dx.doi.org/10.2118/156760-ms.

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Davis-Street, Janis, Neelum Sanderson, Amy Shannon, Noel Ryan, Paul Brash, and Stephanie Estala. "Implementing a Global Workplace Wellness Strategy - Theoretical Foundations and Business Value." In SPE International Conference and Exhibition on Health, Safety, Security, Environment, and Social Responsibility. Society of Petroleum Engineers, 2016. http://dx.doi.org/10.2118/179485-ms.

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Zhai, Bing, Stuart Nicholson, Kyle Montague, Yu Guan, Patrick Olivier, and Jason Ellis. "Co-sleep: Designing a workplace-based wellness program for sleep deprivation." In 13th EAI International Conference on Pervasive Computing Technologies for Healthcare - Demos and Posters. EAI, 2019. http://dx.doi.org/10.4108/eai.20-5-2019.2283753.

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Hermosilla Colmenares, Ovidio Roberto, and Zamarí Anabella López Hurtado. "1094 Transfórmate: workplace health promotion and wellness program at grupo progreso." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.263.

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Emerson, Sophie, Ciara Heavin, and Daniel J. Power. "Workplace Health Promotion: Effects of an mHealth Application on Employee Behaviour and Wellness." In Hawaii International Conference on System Sciences. Hawaii International Conference on System Sciences, 2020. http://dx.doi.org/10.24251/hicss.2020.419.

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De Toma, G., M. Pacelli, R. Paradiso, A. R. Victoria, M. Saunder, and G. Cuervo. "A Pilot Study on an Integrated Service Based on Wearable Textile Platforms to promote Workers Wellness at Workplace." In 2019 41st Annual International Conference of the IEEE Engineering in Medicine & Biology Society (EMBC). IEEE, 2019. http://dx.doi.org/10.1109/embc.2019.8857690.

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Kadiri, Shamusideen, and Dakwak Selle. "107 Workplace design and wellness programme among artisans (informal workers) in ‘mechanic village’ (automobile repair garages) in abeokuta, nigeria." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1400.

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Madhwani, Kishore, Hanasoge Ravimohan, Sudip Gupta, et al. "752 Lamplighter program – india a sustainable model to achieve wellness at the workplace (sharing experiences of a 12 year follow-up study)." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.185.

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Reports on the topic "Workplace wellness"

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Jones, Damon, David Molitor, and Julian Reif. What Do Workplace Wellness Programs Do? Evidence from the Illinois Workplace Wellness Study. National Bureau of Economic Research, 2018. http://dx.doi.org/10.3386/w24229.

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Workplace Wellness Programs. Project HOPE, 2012. http://dx.doi.org/10.1377/hpb20120510.722320.

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Workplace Wellness Programs (Updated). Project HOPE, 2012. http://dx.doi.org/10.1377/hpb20121204.853334.

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Workplace Wellness Programs (Updated). Project HOPE, 2013. http://dx.doi.org/10.1377/hpb20130516.373854.

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The limited impact of US workplace wellness programs on health and employment-related outcomes. J-PAL, 2019. http://dx.doi.org/10.31485/pi.2665.2019.

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