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Journal articles on the topic 'Workplace wellness programs'

Author: Grafiati

Published: 4 June 2021

Last updated: 10 February 2022

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1

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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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

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Baicker, Katherine. "Do Workplace Wellness Programs Work?" JAMA Health Forum 2, no. 9 (2021): e213375. http://dx.doi.org/10.1001/jamahealthforum.2021.3375.

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Mulaney, Bianca, Rebecca Bromley-Dulfano, Erin McShane, and Martin Stepanek. "Evaluation of Workplace Wellness Programs." Academy of Management Proceedings 2021, no. 1 (2021): 12804. http://dx.doi.org/10.5465/ambpp.2021.12804abstract.

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

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Purpose. To estimate workforce participation characteristics and employees' attitudes regarding participation in workplace wellness programs. Design. Data from a statewide stratified random sample were used to compare small (<50 employees) and larger (50+ employees) workplaces to estimate participation in screening programs and likelihood of participation in workplace wellness programs. Setting. A telephone survey of employed Iowans registered to vote. Subjects. Surveyed were 1171 employed Iowans registered to vote, ages 18 to 65. Measure. Among questionnaire survey modules were items from

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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 fr

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Ho, Sam. "The future of workplace wellness programs." Strategic HR Review 16, no. 1 (2017): 2–6. http://dx.doi.org/10.1108/shr-11-2016-0101.

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Purpose A comprehensive look at how technology, health plan design and employee communication can improve workplace wellness programs. Design/methodology/approach There are numerous ways for employers to enhance their workplace wellness programs, helping to improve employee health and more effectively manage health-care costs. Findings There are numerous ways for employers to enhance their workplace wellness programs, helping to improve employee health and more effectively manage health-care costs. Originality/value The paper is original to Strategic HR Review.

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Priolcar, Xivananda. "Workplace wellness programs: Myth or reality?" Indian Journal of Occupational and Environmental Medicine 18, no. 1 (2014): 1. http://dx.doi.org/10.4103/0019-5278.134939.

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Baicker, Katherine, David Cutler, and Zirui Song. "Workplace Wellness Programs Can Generate Savings." Health Affairs 29, no. 2 (2010): 304–11. http://dx.doi.org/10.1377/hlthaff.2009.0626.

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Auerbach, Karl. "The Effect Of Workplace Wellness Programs." Health Affairs 32, no. 8 (2013): 1510. http://dx.doi.org/10.1377/hlthaff.2013.0667.

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Raymond, Lawrence W., Shannon L. Morton, and Allyson Yanni. "Workplace Wellness Programs and Health Outcomes." JAMA 322, no. 9 (2019): 892. http://dx.doi.org/10.1001/jama.2019.9821.

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Mulder, Laura, Brook Belay, Qaiser Mukhtar, Jason E. Lang, Diane Harris, and Stephen Onufrak. "Prevalence of Workplace Health Practices and Policies in Hospitals: Results From the Workplace Health in America Study." American Journal of Health Promotion 34, no. 8 (2020): 867–75. http://dx.doi.org/10.1177/0890117120905232.

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Purpose: To provide a nationally representative description on the prevalences of policies, practices, programs, and supports relating to worksite wellness in US hospitals. Design: Cross-sectional, self-report of hospitals participating in Workplace Health in America (WHA) survey from November 2016 through September 2017. Setting: Hospitals across the United States. Participants: Random sample of 338 eligible hospitals participating in the WHA survey. Measures: We used previous items from the 2004 National Worksite Health Promotion survey. Key measures included presence of Worksite Health Prom

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Jones, Damon, David Molitor, and Julian Reif. "What do Workplace Wellness Programs do? Evidence from the Illinois Workplace Wellness Study*." Quarterly Journal of Economics 134, no. 4 (2019): 1747–91. http://dx.doi.org/10.1093/qje/qjz023.

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Abstract Workplace wellness programs cover over 50 million U.S. workers and are intended to reduce medical spending, increase productivity, and improve well-being. Yet limited evidence exists to support these claims. We designed and implemented a comprehensive workplace wellness program for a large employer and randomly assigned program eligibility and financial incentives at the individual level for nearly 5,000 employees. We find strong patterns of selection: during the year prior to the intervention, program participants had lower medical expenditures and healthier behaviors than nonpartici

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Hannon, Peggy A., Christian D. Helfrich, K. Gary Chan, et al. "Development and Pilot Test of the Workplace Readiness Questionnaire, a Theory-Based Instrument to Measure Small Workplaces’ Readiness to Implement Wellness Programs." American Journal of Health Promotion 31, no. 1 (2016): 67–75. http://dx.doi.org/10.4278/ajhp.141204-quan-604.

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Purpose. To develop a theory-based questionnaire to assess readiness for change in small workplaces adopting wellness programs. Design. In developing our scale, we first tested items via “think-aloud” interviews. We tested the revised items in a cross-sectional quantitative telephone survey. Setting. The study setting comprised small workplaces (20–250 employees) in low-wage industries. Subjects. Decision-makers representing small workplaces in King County, Washington (think-aloud interviews, n = 9), and the United States (telephone survey, n = 201) served as study subjects. Measures. We gener

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Rucker, Michael Raymond. "Workplace wellness strategies for small businesses." International Journal of Workplace Health Management 10, no. 1 (2017): 55–68. http://dx.doi.org/10.1108/ijwhm-07-2016-0054.

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Purpose The purpose of this paper is to identify strategies used within small- to mid-size organizations that run effective workplace wellness programs, and remedy a current research gap that exists in the available academic literature regarding this topic. Design/methodology/approach Data were collected from four organizations in the form of case studies. Similarities, differences and patterns between different cases were explored, and thematic analysis was used to identify and explain meaningful commonalities between the programs studied. Findings The analysis revealed five overarching commo

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Sabharwal, Meghna, L. Douglas Kiel, and Imane Hijal-Moghrabi. "Best Practices in Local Government Wellness Programs: The Benefits of Organizational Investment and Performance Monitoring." Review of Public Personnel Administration 39, no. 1 (2016): 24–45. http://dx.doi.org/10.1177/0734371x16682817.

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Over the last 25 years, municipal governments responded to an environment of increasing health care costs by implementing workplace wellness programs. Research reveals that workplace wellness programs can produce performance benefits ranging from reduced health care costs to productivity improvements. However, there is no systematic study of local government wellness programs that identifies the practices that produce cost reductions and productivity improvements. This article presents the results of a national survey of wellness programs in U.S. municipalities. We develop an index of program

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Dailey, Stephanie L., Tricia J. Burke, and Emmalene G. Carberry. "For Better or For Work: Dual Discourses in a Workplace Wellness Program." Management Communication Quarterly 32, no. 4 (2017): 612–26. http://dx.doi.org/10.1177/0893318917746018.

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Despite the ubiquity of workplace health promotion (WHP) programs, research has yet to address how employees make sense of the various meanings surrounding free wellness time at work. Through interviews with 30 participants of a workplace wellness program, this study uncovered organizational and employee discourses surrounding health at work. In sharing their health narratives, employees drew on dual discourses, expressing multiple meanings in the program’s rationale, workers’ participation, and the results of workplace health initiatives. Our findings contribute to WHP literature by proposing

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Soldano, Sharon K. "Workplace Wellness Programs to Promote Cancer Prevention." Seminars in Oncology Nursing 32, no. 3 (2016): 281–90. http://dx.doi.org/10.1016/j.soncn.2016.05.008.

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Bolnick, Howard, Francois Millard, and Jonathan P. Dugas. "Medical Care Savings From Workplace Wellness Programs." Journal of Occupational and Environmental Medicine 55, no. 1 (2013): 4–9. http://dx.doi.org/10.1097/jom.0b013e31827db98f.

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Song, Zirui, and Katherine Baicker. "Workplace Wellness Programs and Health Outcomes—Reply." JAMA 322, no. 9 (2019): 893. http://dx.doi.org/10.1001/jama.2019.9829.

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Goetzel, Ron Z., Rachel Mosher Henke, Maryam Tabrizi, et al. "Do Workplace Health Promotion (Wellness) Programs Work?" Journal of Occupational and Environmental Medicine 56, no. 9 (2014): 927–34. http://dx.doi.org/10.1097/jom.0000000000000276.

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Goetzel, Ron Z. "Commentary on the Study: “What Do Workplace Wellness Programs Do? Evidence From the Illinois Workplace Wellness Study”." American Journal of Health Promotion 34, no. 4 (2020): 440–44. http://dx.doi.org/10.1177/0890117120906664.

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Recently, several high-profile randomized clinical trials conducted with employees at the University of Illinois and BJ’s Wholesale Club have questioned the value of workplace health and well-being programs. This commentary focuses on the latest research published in The Quarterly Journal of Economics by authors Jones, Molitor, and Reif who evaluated the iThrive wellness program. The commentary challenges the study’s main finding that wellness programs (in general) do not work. Several perspectives are explored including whether the evaluated programs are well-designed, sufficiently potent, an

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Elman, Julie Passanante. "“Find Your Fit”: Wearable technology and the cultural politics of disability." New Media & Society 20, no. 10 (2018): 3760–77. http://dx.doi.org/10.1177/1461444818760312.

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By examining advertisements, technological design, workplace wellness programs, and legal discourses involving Fitbit activity trackers, this article examines how cultural ideas about disability infuse the representation, use, study, and implementation of wearable technology. Although Fitbit features wheelchair users prominently in advertising, Fitbit only measures movements in steps, and its use in workplace wellness programs has been accompanied by legal concerns about wellness programs’ potential weakening of workplace protections afforded to US workers by the Americans with Disabilities Ac

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S K, Priyadharshini. "Redefining Workplace Wellness: Wearable Technology and Corporate Wellness." Ushus - Journal of Business Management 18, no. 2 (2019): 43–53. http://dx.doi.org/10.12725/ujbm.47.3.

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The recent advancements in wearable technology have changed the way we look at health and wellness. This new age development has made its way into the world of corporate and given the benefits, it is meant to stay there for some time. These technologies have been increasingly incorporated in the corporate wellness initiatives with a focus on improving the overall health and wellness of the employees. There are many advantages to a healthy workforce including increased productivity and lower health insurance premiums. A growing trend in corporate wellness programs is to offer wearable fitness t

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Huang, Haijing, Soeren Mattke, Benajmin Batorsky, Jeremy Miles, Hangsheng Liu, and Erin Taylor. "Incentives, Program Configuration, and Employee Uptake of Workplace Wellness Programs." Journal of Occupational and Environmental Medicine 58, no. 1 (2016): 30–34. http://dx.doi.org/10.1097/jom.0000000000000613.

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J. Burke, Tricia, Stephanie L. Dailey, and Yaguang Zhu. "Let’s work out: communication in workplace wellness programs." International Journal of Workplace Health Management 10, no. 2 (2017): 101–15. http://dx.doi.org/10.1108/ijwhm-07-2016-0055.

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Purpose People spend a lot of time communicating with their co-workers each day; however, research has yet to explore how colleagues influence each other’s health behaviors. The purpose of this paper is to examine the association between health-related communication and health behaviors among co-workers in a workplace wellness program. Design/methodology/approach Participants (n=169) were recruited from a large south-western university and its local school district through e-mail announcements sent from a wellness administrator. Participants were part of a workplace wellness program that offer

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John Britto, M., and R. Magesh. "Wellness Programs and Engagement of Information Technology Workforce." International Journal of Engineering & Technology 7, no. 3.1 (2018): 75. http://dx.doi.org/10.14419/ijet.v7i3.1.16802.

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Physical, mental and spiritual well-being is the secret to success but employees in their quest for glory and money fail to maintain a balance between the three. Their workplace is the most affected when wellness of employees is at stake which would eventually decide the culture and fate of organisations in a dynamic global village. The current research analyses the effect of wellness programs at the workplace on employee engagement.

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Larwin, Karen H. "Assessing The Impact Of Wellness Programs Across Multiple Worksites: An Alternative To Return On Investment." American Journal of Health Sciences (AJHS) 4, no. 1 (2012): 19–24. http://dx.doi.org/10.19030/ajhs.v4i1.7594.

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The current case study looks at an innovative approach to assessing the impact of a large-scale workplace wellness program across seven different employer locations. Unlike many reports on the effectiveness of workplace wellness programs, this study does not use return on investment (ROI), which is limited in its ability to provide good estimates of insurance cost savings. The case study looks at a multi-year workplace wellness programs’ impact on clinical measures from baseline through year two data collection. As a unique approach, meta-analytic results provide estimates that are both valid

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Zula, Ken. "Workplace Wellness Programs: A Comparison Between Best Practice Guidelines And Implementation." Journal of Applied Business Research (JABR) 30, no. 3 (2014): 783. http://dx.doi.org/10.19030/jabr.v30i3.8564.

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This paper describes a study to determine best practice guidelines for employee wellness programming amongst organizations and/or employers. A sample of convenience (n = 200) from a local human resource management association was surveyed via e-mail with an internet based questionnaire containing 19 items regarding employee wellness programming, activities, effectiveness, and measurement. The results indicated that Best Practice Guidelines can be established from empirical literature. In addition, the findings indicate employers are implementing best practice guidelines in their existing workp

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Zula, Ken, Karen K. Yarrish, and Sonji Lee. "An Evaluation Of Workplace Wellness Programs: A Perspective From Rural Organizations." Journal of Applied Business Research (JABR) 29, no. 3 (2013): 659. http://dx.doi.org/10.19030/jabr.v29i3.7772.

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This paper describes a study to determine the prevalence and characteristics of employee wellness programming amongst rural organizations and/or employers. A sample of convenience (n = 200) from a local human resource management association was surveyed via e-mail with an internet based questionnaire containing 20 items regarding employee wellness programming, activities, effectiveness, and measurement. The results indicated that the primary responsibility for employee wellness programming rests with the human resource department (63.6%). Most rural organizations employee wellness program are

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Saliba, Yvette, and Sejal Barden. "Counselors and Workplace Wellness Programs: A Conceptual Model." Professional Counselor 7, no. 2 (2017): 104–13. http://dx.doi.org/10.15241/ys.7.2.104.

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Gebhardt, Deborah L., and Carolyn E. Crump. "Employee fitness and wellness programs in the workplace." American Psychologist 45, no. 2 (1990): 262–72. http://dx.doi.org/10.1037/0003-066x.45.2.262.

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Marshall, Craig. "Analysis of a comprehensive wellness program's impact on job satisfaction in the workplace." International Hospitality Review 34, no. 2 (2020): 221–41. http://dx.doi.org/10.1108/ihr-05-2020-0014.

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PurposeThis research study included an examination into the extent that a comprehensive wellness program affects employees' job satisfaction levels. As the leaders of more hospitality organizations implement wellness programs in the workplace, they will want to understand what factors, besides the employees' health, the wellness programs can impact. Survey participants were self-identified employees of the hospitality organization who did or did not participate in the wellness program. Research findings indicated there was a significant difference in extrinsic and intrinsic job satisfaction le

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Amaya, Megan, Bernadette Mazurek Melnyk, Brenda Buffington, and Lauren Battista. "Workplace Wellness Champions: Lessons Learned and Implications for Future Programming." Building Healthy Academic Communities Journal 1, no. 1 (2017): 59. http://dx.doi.org/10.18061/bhac.v1i1.5744.

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Background: Wellness champion teams can be a critical "grass roots" strategy in building a culture of worksite wellness; however, little is known about key elements of programs to prepare individuals for this role and their level of impact.Aim: To describe the components of a worksite wellness champion program at a large public land grant university in the Midwest and the characteristics of individuals who participate in this role.Methods: The Wellness Innovator program components, including processes of recruitment and retention, as well as demographic data of the Innovators are described.Res

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Pomeranz, Jennifer L. "Workplace Wellness Programs: How Regulatory Flexibility Might Undermine Success." American Journal of Public Health 104, no. 11 (2014): 2052–56. http://dx.doi.org/10.2105/ajph.2014.302149.

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McCarthy, M. "Workplace wellness programs show little benefit, US report says." BMJ 346, may29 6 (2013): f3515. http://dx.doi.org/10.1136/bmj.f3515.

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POMERANZ, JENNIFER L. "Participatory Workplace Wellness Programs: Reward, Penalty, and Regulatory Conflict." Milbank Quarterly 93, no. 2 (2015): 301–18. http://dx.doi.org/10.1111/1468-0009.12123.

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Mattke, Soeren, and Hangsheng Liu. "Comment on “Do Workplace Health Promotion (Wellness) Programs Work?”." Journal of Occupational and Environmental Medicine 57, no. 1 (2015): e9. http://dx.doi.org/10.1097/jom.0000000000000365.

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Batorsky, Benjamin, Christian Van Stolk, and Hangsheng Liu. "Is More Always Better in Designing Workplace Wellness Programs?" Journal of Occupational and Environmental Medicine 58, no. 10 (2016): 987–93. http://dx.doi.org/10.1097/jom.0000000000000848.

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Onufrak, Stephen J., Kathleen B. Watson, Joel Kimmons, et al. "Worksite Food and Physical Activity Environments and Wellness Supports Reported by Employed Adults in the United States, 2013." American Journal of Health Promotion 32, no. 1 (2016): 96–105. http://dx.doi.org/10.1177/0890117116664709.

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Purpose: To examine the workplace food and physical activity (PA) environments and wellness culture reported by employed United States adults, overall and by employer size. Design: Cross-sectional study using web-based survey on wellness policies and environmental supports for healthy eating and PA. Setting: Worksites in the United States. Participants: A total of 2101 adults employed outside the home. Measures: Survey items were based on the Centers for Disease Control and Prevention Worksite Health ScoreCard and Checklist of Health Promotion Environments and included the availability and pro

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Morrison, Erin, and Neil J. MacKinnon. "Workplace Wellness Programs in Canada: An Exploration of Key Issues." Healthcare Management Forum 21, no. 1 (2008): 26–32. http://dx.doi.org/10.1016/s0840-4704(10)60126-3.

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Mujtaba, Bahaudin G., and Frank J. Cavico. "Corporate Wellness Programs: Implementation Challenges in the Modern American Workplace." International Journal of Health Policy and Management 1, no. 3 (2013): 193–99. http://dx.doi.org/10.15171/ijhpm.2013.36.

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Frank-Miller, Ellen G., Mathieu Despard, Michal Grinstein-Weiss, and Meredith Covington. "Financial wellness programs in the workplace: Employer motivations and experiences." Journal of Workplace Behavioral Health 34, no. 4 (2019): 241–64. http://dx.doi.org/10.1080/15555240.2019.1594851.

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Ott-Holland, Catherine J., William J. Shepherd, and Ann Marie Ryan. "Examining wellness programs over time: Predicting participation and workplace outcomes." Journal of Occupational Health Psychology 24, no. 1 (2019): 163–79. http://dx.doi.org/10.1037/ocp0000096.

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McCleary, Katherine, Ron Z. Goetzel, Enid Chung Roemer, Jeff Berko, Karen Kent, and Hector De La Torre. "Employer and Employee Opinions About Workplace Health Promotion (Wellness) Programs." Journal of Occupational and Environmental Medicine 59, no. 3 (2017): 256–63. http://dx.doi.org/10.1097/jom.0000000000000946.

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Cohen, Catherine, and Harry H. Liu. "Potential Synergies Between Workplace Wellness Programs and On-Site Clinics." Population Health Management 22, no. 6 (2019): 470–72. http://dx.doi.org/10.1089/pop.2019.0069.

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Valentine, Desree S., Susan Ferebee, and Keri L. Heitner. "The Effect of Wellness Programs on Long-Term Contract Employees' Workplace Stress, Absenteeism, and Presenteeism." International Journal of Adult Vocational Education and Technology 10, no. 4 (2019): 30–40. http://dx.doi.org/10.4018/ijavet.2019100103.

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The quasi-experimental study reported in the present article is aimed at increasing the understanding of the effects of long-term contract employees participating in wellness programs. The reported study examines the effect (if any) that a wellness program has on workplace stress, absenteeism, and presenteeism for long-term contract employees participating in a wellness program. A one group pretest-posttest design was used. Convenience sampling was conducted in a hospital in the New York City Metro area. Data was collected from 19 participants. Paired sample t-test and a Wilcoxon signed-rank t

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Hendricks-Sturrup, Rachele M., Kathy L. Cerminara, and Christine Y. Lu. "A Qualitative Study to Develop a Privacy and Nondiscrimination Best Practice Framework for Personalized Wellness Programs." Journal of Personalized Medicine 10, no. 4 (2020): 264. http://dx.doi.org/10.3390/jpm10040264.

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Employers in the United States (US) increasingly offer personalized wellness products as a workplace benefit. In doing so, those employers must be cognizant of not only US law but also European Union (EU) law to the extent that the EU law applies to European immigrants or guest workers in the US. To the extent that wellness programs are implemented in either public health or employment contexts within the US and/or EU, sponsors of these programs can partner with direct-to-consumer (DTC) genetic testing companies and other digital health companies to generate, collect, and process sensitive hea

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Pomeranz, Jennifer L., Andrea M. Garcia, Randy Vesprey, and Adam Davey. "Variability and Limits of US State Laws Regulating Workplace Wellness Programs." American Journal of Public Health 106, no. 6 (2016): 1028–31. http://dx.doi.org/10.2105/ajph.2016.303144.

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Bontrager, Faith, and Kimball P. Marshall. "Wellness marketing in the corporate context." International Journal of Pharmaceutical and Healthcare Marketing 14, no. 2 (2020): 273–88. http://dx.doi.org/10.1108/ijphm-04-2019-0027.

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Purpose This paper aims to provide a literature review of corporate wellness programs to develop recommendations for effective internal marketing of healthy behaviors in work environments. Design/methodology/approach A review of research literature published since 2000 addresses corporate wellness programs’ justifications and best program design practices. Findings Corporate and employee benefits documented in the literature are reviewed and best practices from published literature are identified to guide the design of wellness programs. These include framing clear messages, alignment of corpo

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