Journal articles: 'Workplace wellness'

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Menkens, Anne J. "Workplace Wellness." Journal of Public Health Management and Practice 15, no. 4 (July 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 (January 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 (December 4, 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 (December 4, 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 (August 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 (April 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 (May 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 (July 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 (July 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 (October 2019): 1039. http://dx.doi.org/10.1038/s41562-019-0758-4.

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Winick, Keith. "Pioneering Workplace Financial Wellness." American Journal of Health Promotion 33, no. 1 (January 2019): 151–53. http://dx.doi.org/10.1177/0890117118812822c.

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Chen, Moon S. "Wellness in the Workplace." AAOHN Journal 36, no. 6 (June 1988): 256–61. http://dx.doi.org/10.1177/216507998803600602.

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S K, Priyadharshini. "Redefining Workplace Wellness: Wearable Technology and Corporate Wellness." Ushus - Journal of Business Management 18, no. 2 (April 1, 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 trackers to employees to help them monitor their activities so that they can make better choices about their health and lifestyle. This article explores the current trend in the corporate wellness initiatives and also discusses the benefits, barriers and threats of this new age development.

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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 (August 16, 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 nonparticipants. The program persistently increased health screening rates, but we do not find significant causal effects of treatment on total medical expenditures, other health behaviors, employee productivity, or self-reported health status after more than two years. Our 95% confidence intervals rule out 84% of previous estimates on medical spending and absenteeism.

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Roy, Rajshri, Teri Winona Styles, and Andrea Braakhuis. "Do health programmes within the New Zealand food industry influence the work environment for employees?" Health Promotion International 35, no. 5 (August 22, 2019): 892–906. http://dx.doi.org/10.1093/heapro/daz079.

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Abstract Workplace wellness programmes have increased over the past years, but as yet has not been investigated in food and grocery organizations in New Zealand (NZ). The study aim was to explore the commitment of NZ Food and Grocery Council (FGC) companies in altering the workplace environment for employee health and the efficacy of the current wellness policies. Using a mixed-methods approach, FGC companies (n = 22) completed a workplace environment audit (WEA) survey. Three focus groups were held, consisting of employees (n = 20) from four of the FGC companies that completed the WEA survey. Two sets of data were then compared via methodological triangulation. The mean WEA score was 46% (p = 0.00), indicating an ‘average’ commitment by the FGC to health-promotion in their own workplaces. Significantly more initiatives related to improving nutrition were offered (p = 0.00) and larger food companies scored higher than smaller companies (p = 0.063). During the focus groups, employees revealed they felt workplace wellness programmes increased productivity, improved their physical health, allowed work–life balance, promoted social interaction and provided health-related education. Barriers to participating in wellness activities were identified as lack of time, working in a blue-collar position and working externally to the main office. The results of this study have large implications for companies and employers in NZ for future planning, implementation and monitoring of health initiatives in the workplace.

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Biber, Duke Dunkin. "Facilitating Social-Emotional Learning in the Workplace." International Journal of Whole Person Care 6, no. 2 (August 14, 2019): 26. http://dx.doi.org/10.26443/ijwpc.v6i2.204.

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The purpose of this commentary is to explain the integration of social emotional learning in higher education with faculty and staff. The University of West Georgia has established an applied holistic wellness lab, the Wolf Wellness Lab, that aims to facilitate social emotional learning for faculty and staff. The Wolf Wellness Lab was founded upon the National Wellness Institute’s framework of holistic health, including emotional, occupational, spiritual, intellectual, social, and physical health promotion. The Wolf Wellness Lab provides a variety of education, services and trainings for faculty and staff that can serve as a model for other universities, businesses, and community centers to facilitate SEL. The Wolf Wellness Lab has helped create an identity of social emotional learning and overall wellness in the department, college, and university at large, and such an identity and culture are often needed for successful and long-term healthy change. This commentary will discuss specific resources provided for faculty and staff that promote a culture of wellness.

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White, Justin S. "Incentives in workplace wellness programmes." Lancet Diabetes & Endocrinology 4, no. 12 (December 2016): 967–69. http://dx.doi.org/10.1016/s2213-8587(16)30186-3.

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Sitzman, Kathy. "Group Wellness in the Workplace." AAOHN Journal 50, no. 4 (April 2002): 200. http://dx.doi.org/10.1177/216507990205000415.

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Stedman-Smith, Maggie, Cathy L. Z. DuBois, and Scott Grey. "Workplace Hand Hygiene and Wellness." Workplace Health & Safety 60, no. 11 (November 2012): 477–85. http://dx.doi.org/10.1177/216507991206001103.

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Tannenbaum, David, Chad J. Valasek, Eric D. Knowles, and Peter H. Ditto. "Incentivizing Wellness in the Workplace." Psychological Science 24, no. 8 (June 13, 2013): 1512–22. http://dx.doi.org/10.1177/0956797612474471.

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Roach, Jamie. "Teaching Artistry and Workplace Wellness." Teaching Artist Journal 14, no. 1 (January 2, 2016): 5–14. http://dx.doi.org/10.1080/15411796.2016.1147808.

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Horwitz, Jill R., Brenna D. Kelly, and John E. DiNardo. "Workplace Wellness: The Authors Reply." Health Affairs 32, no. 8 (August 2013): 1510. http://dx.doi.org/10.1377/hlthaff.2013.0708.

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Tanchak, Sherri. "Workplace wellness: issues and response." Social Work Education 37, no. 5 (December 18, 2017): 681–82. http://dx.doi.org/10.1080/02615479.2017.1413757.

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Buxton, Louise, Lauren Batchelor, and Tony Loynes. "Workplace wellness: measuring the success." International Journal of Spa and Wellness 2, no. 2 (May 4, 2019): 107–14. http://dx.doi.org/10.1080/24721735.2020.1770983.

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Baicker, Katherine. "Do Workplace Wellness Programs Work?" JAMA Health Forum 2, no. 9 (September 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 (August 2021): 12804. http://dx.doi.org/10.5465/ambpp.2021.12804abstract.

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Choudhury, Jyotirmayee. "Occupational Stress, Physical Wellness and Productivity Barometer at Workplace." International Journal of Advances in Management and Economics 8, no. 5 (August 30, 2019): 46–50. http://dx.doi.org/10.31270/ijame/v08/i05/2019/6.

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The paper is a conceptual one to understand the relationship between occupational stress, physical wellbeing and productivity barometer such as burnout, illness, labour turnover and absenteeism. The accumulated unpleasant emotional and psychological feelings ascend out of occupational stress impacts the physical and mental wellness of an employee which ultimately depreciates his/ her productivity barometer. The present paper is a conceptual frame work to understand the concept stress, occupational stress and individual’s appraisal of it in his/her work environment. The research work analyses occupational stress as more of a sort of individual generated which rises out of individual’s assessment of the stressors of work life. The objective of the research work is to study on occupational stress, physical and psychological wellbeing and productivity barometer. The research article attempts to suggest in promoting health philosophy and physical wellness programme in organisation’s work culture and environment through individual initiated interventions and organisation policy to put a control on occupational stress in order to check the alarming signal of productivity barometer. Keywords: Occupational Stress, Physical Wellbeing, Productivity Barometer, Quality of Work Life and Quality of Life.

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Moore, Phoebe, and Lukasz Piwek. "Regulating wellbeing in the brave new quantified workplace." Employee Relations 39, no. 3 (April 3, 2017): 308–16. http://dx.doi.org/10.1108/er-06-2016-0126.

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Purpose The purpose of this paper is to lay out the conceptual issues arising alongside the rise of sensory technologies in workplaces designed to improve wellness and productivity. Design/methodology/approach This is a text based conceptual paper. The authors’ approach is to throw light on some of the emerging issues with the introduction of wearable self-tracking technologies in workplaces. Findings The paper indicates that scholars will need to put ethical issues at the heart of research on sensory tracking technologies in workplaces that aim to regulate employee behaviour via wellness initiatives. Practical implications The study explores the legal issues around data protection and potential work intensification. Social implications Privacy and personal data protection, workplace discipline are discuss in this paper. Originality/value This is an original paper. Since there is very little scholarly research in this area, it is important to begin to consider the implications of sensory technology in workplaces linked to wellness initiatives, given the probable impact it will have on work design and appraisal systems.

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Hannon, Peggy A., Christian D. Helfrich, K. Gary Chan, Claire L. Allen, Kristen Hammerback, Marlana J. Kohn, Amanda T. Parrish, Bryan J. Weiner, and Jeffrey R. Harris. "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 (November 17, 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 generated items for each construct in Weiner’s theory of organizational readiness for change. We also measured workplace characteristics and current implementation of workplace wellness programs. Analysis. We assessed reliability by coefficient alpha for each of the readiness questionnaire subscales. We tested the association of all subscales with employers’ current implementation of wellness policies, programs, and communications, and conducted a path analysis to test the associations in the theory of organizational readiness to change. Results. Each of the readiness subscales exhibited acceptable internal reliability (coefficient alpha range, .75–.88) and was positively associated with wellness program implementation ( p < .05). The path analysis was consistent with the theory of organizational readiness to change, except change efficacy did not predict change-related effort. Conclusion. We developed a new questionnaire to assess small workplaces’ readiness to adopt and implement evidence-based wellness programs. Our findings also provide empirical validation of Weiner’s theory of readiness for change.

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

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Purpose. To estimate workforce participation characteristics and employees' attitudes regarding participation in workplace wellness programs. Design. Data from a statewide stratified random sample were used to compare small (<50 employees) and larger (50+ employees) workplaces to estimate participation in screening programs and likelihood of participation in workplace wellness programs. Setting. A telephone survey of employed Iowans registered to vote. Subjects. Surveyed were 1171 employed Iowans registered to vote, ages 18 to 65. Measure. Among questionnaire survey modules were items from the Wellness Council of America Employee Needs and Interest Survey, the U.S. Census Bureau for employment documentation, and the World Health Organization Health and Work Performance Questionnaire for assessment of sickness absenteeism and presenteeism. Analysis. Prevalence of participation in screening and wellness programs was analyzed by employment size and levels of likeliness to participate, and multivariable analyses of employee baseline characteristics regarding participation in screening programs and likelihood of participation in wellness programs was presented as top and bottom quartiles. Results. Those employed in smaller workplaces participated less often in screening programs. Multivariable models identified male gender and those with an abnormal body mass index were associated with nonparticipation, while having a primary care physician was associated with participation. Very few items showed significant statistical difference in willingness to participate. Conclusion. Workforce characteristics and access to health care may influence participation in screening and wellness programs. Employment size is not a determining factor for willingness to participate in wellness programs.

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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 (December 6, 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 workplace wellness programs as a site of struggle, drawing attention to the role of agency in WHP participation, extending managerialism in WHP outside the corporate setting, and connecting workplace wellness scholarship to the meaning of work and work–family policy research.

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Li, Hua. "How to Improve Departmental Faculty Wellness in the Workplace." Applied Mechanics and Materials 295-298 (February 2013): 581–85. http://dx.doi.org/10.4028/www.scientific.net/amm.295-298.581.

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This paper highlights the importance of departmental faculty wellness within a workplace and the development of wellness strategies as well as program including departmental wellness tips and program for improving physical wellness. This project is based on establishing a set of long-term wellness strategies from both macro-level and micro-level. Both department and faculties should take responsibility to contribute to the improvement of institutional faculty wellness from physical, emotional, spiritual, social, mental, resourceful and environmental dimensions.

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Ho, Sam. "The future of workplace wellness programs." Strategic HR Review 16, no. 1 (February 13, 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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Leone, Angela, Erica Gavey, and Corey Holland. "Celebrate National Workplace Wellness Week Using the Worksite Wellness Toolkit." Journal of the Academy of Nutrition and Dietetics 115, no. 4 (April 2015): 497–98. http://dx.doi.org/10.1016/j.jand.2015.02.005.

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Rucker, Michael Raymond. "Workplace wellness strategies for small businesses." International Journal of Workplace Health Management 10, no. 1 (February 6, 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 common concepts: innovation, company culture, employee-centric, environment, and altruism. Under these five concepts, 19 common themes were identified that represent common workplace wellness strategies. Research limitations/implications A relatively small number of participants were included in the study, which could be viewed as a limitation of the qualitative approach. Practical implications This study identified several strategies used by small- to mid-sized businesses (SMBs) with effective and viable workplace wellness programs and could help inform the practices of other small businesses. The study’s findings could also be applied to broader theory in organizational and social psychology. Social implications Strategies from this study potentially could be used to help improve the well-being of employees in SMBs. Originality/value The study challenges some of the established views on workplace wellness and provides a better understanding of the unique attributes of successful SMB programs, especially when compared to the attributes of workplace wellness programs operating in larger enterprises.

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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 (May 31, 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.Results: 464 Innovators currently serve in the role. Support from supervisors/managers is key for sustained Innovator engagement.Conclusions: The Wellness Innovator program is an important strategy in encouraging faculty and staff to participate in wellness activities and services. More research is needed to determine the impact of wellness champion teams on health and wellness outcomes.

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Allison, Sarah O., Aimee M. Eggleston-Ahearn, Cynthia J. Courtney, Corinn D. Hardy, Raphael A. Malbrue, Jennifer K. Quammen, William E. Sander, Aleisha A. Swartz, Seth R. Wexler, and Andrea S. Zedek. "Implementing wellness in the veterinary workplace." Journal of the American Veterinary Medical Association 249, no. 8 (October 15, 2016): 879–81. http://dx.doi.org/10.2460/javma.249.8.879.

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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 (February 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 (August 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 (September 3, 2019): 892. http://dx.doi.org/10.1001/jama.2019.9821.

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Wolfenden, Luke, and Sze Lin Yoong. "Workplace wellness programmes to improve health." Lancet Public Health 6, no. 9 (September 2021): e625. http://dx.doi.org/10.1016/s2468-2667(21)00184-5.

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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 (February 20, 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 Promotion programs, evidence-based strategies, health screenings, disease management programs, incentives, work-life policies, barriers to health promotion program implementation, and occupational safety and health. Analysis: Independent variables included hospital characteristics (eg, size). Dependent characteristics included worksite health promotion components. Descriptive statistics and χ2 analyses were used. Results: Eighty-two percent of hospitals offered a wellness programs during the previous year with larger hospitals more likely than smaller hospitals to offer programs ( P < .01). Among hospitals with wellness programs, 69% offered nutrition programs, 74% offered physical activity (PA) programs, and 84% had a policy to restrict all tobacco use. Among those with cafeterias or vending machines, 40% had a policy for healthier foods. Only 47% and 25% of hospitals offered lactation support or healthy sleep programs, respectively. Conclusion: Most hospitals offer wellness programs. However, there remain hospitals that do not offer wellness programs. Among those that have wellness programs, most offer supports for nutrition, PA, and tobacco control. Few hospitals offered programs on healthy sleep or lactation support.

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Elman, Julie Passanante. "“Find Your Fit”: Wearable technology and the cultural politics of disability." New Media & Society 20, no. 10 (March 21, 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 Act (ADA) and the Genetic Information Nondiscrimination Act (GINA). This article shows that inspirational and tragic representations of disability work to depoliticize wearable technology and argues that disability needs to be a more central category of analysis for cultural studies and sociological studies of the cultural impacts of fitness tracking and wellness culture.

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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 (February 20, 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, and appropriate candidates for randomized trials. The article also asks what role employers can or should play in improving the health and well-being of Americans given recent troubling statistics showing a decline in life expectancy and an increase in health risks.

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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 (December 31, 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 and reliable. Additionally, these measures are standardized, making them assessable for comparisons across different program implementations.

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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 (April 24, 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 workplace wellness activities. Most employers are participating in and engaged in workplace wellness activities which utilize effective communication, continuous improvement, accessible and involve employees, and partner with existing and established business relationships to create wellness activities. One area which requires further evaluation and development is the engagement of leadership within organizations.

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

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Ridgeway, Jennifer L., Aimee K. Hubbard, Julie C. Hathaway, Jason S. Egginton, Heather R. Preston, Karleah L. Bradley, Emily A. Mettler, Kerry D. Olsen, Matthew M. Clark, and Kristin S. Vickers. "Understanding Participant Perspectives of Workplace Wellness Coaching." Health Behavior and Policy Review 1, no. 3 (May 15, 2014): 218–28. http://dx.doi.org/10.14485/hbpr.1.3.6.

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Gates, Donna M., and Nancy J. O'Neill. "Promoting Maternal-Child Wellness in the Workplace." AAOHN Journal 38, no. 6 (June 1990): 258–63. http://dx.doi.org/10.1177/216507999003800602.

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Journal articles on the topic 'Workplace wellness'

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