Workplace Wellness Programs Study: Final Report

Mattke, Soeren; Liu, Harry H.; Caloyeras, John P.; Huang, Christina Y.; Busum, Kristin R. Van; Khodyakov, Dmitry; Shier, Victoria

doi:10.7249/rr254

Cited by 216 publications

(218 citation statements)

References 3 publications

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“…Under the Affordable Care Act, employers can offer financial incentives for participation in wellness programs and achieving health standards, provided they are reasonably designed to promote health or prevent disease. Although some wellness program studies have found health improvements among participants, most programs are not formally evaluated, 1 and few programs provide biometric screening results (vs self-reported biometrics).…”

Section: Introductionmentioning

confidence: 99%

Trends in Biometric Health Indices Within an Employer-Sponsored Wellness Program With Outcome-Based Incentives

Fu¹,

Bradley

Viswanathan³

et al. 2016

Am J Health Promot

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Section: Introductionmentioning

confidence: 99%

Trends in Biometric Health Indices Within an Employer-Sponsored Wellness Program With Outcome-Based Incentives

Fu¹,

Bradley

Viswanathan³

et al. 2016

Am J Health Promot

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“…Low rates of physical activity have been linked to obesity, diabetes, and cardiovascular disease (CVD; Bielenda, Knapik, & Wright, 1993; Heraclides, Chandola, Witte, & Brunner, 2009). Organizations have recognized the negative impact of sedentary work (Calderwood, Gabriel, Rosen, Simon, & Koopman, 2016), with two-thirds of U.S. employers now offering wellness programs (Valet, 2015), over 70% of which contain a physical activity component (Mattke et al, 2013).…”

mentioning

confidence: 99%

Employee Physical Activity: A Multidisciplinary Integrative Review

Calderwood

Brummelhuis

Patel

et al. 2020

Journal of Management

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While physical activity is widely recognized to be relevant to employee well-being and organizational health care costs, the management literature has yet to clarify when, how, and why employee physical activity influences job performance. Therefore, the goal of this review is to provide a cross-disciplinary synthesis of evidence surrounding the implications of physical activity for job performance. After first conducting an emergent systematic review of the management literature to verify our assertion that this research base has inadequately addressed the relationship between physical activity and job performance, we performed a cross-disciplinary review of six key disciplines (sports sciences, public environmental occupational health, general medicine internal, physiology, neuroscience, and psychology/psychiatry) to develop a resource-based framework that serves to identify how physical activity relates to job performance. This unifying framework is intended to guide future research on employee physical activity. As an initial application of this framework, we provide a set of future research directions centered on empirically evaluating proposed mechanisms, boundary conditions, and temporal factors that can inform physical activity research in organizational contexts.

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“…Over the past 25 years, the number of organizations and companies that offer a health promotion program for their employees at the worksite has increased, with 90% of all worksites with 50 or more employees offering some type of health promotion program. This is a group that employs three quarters of the United States workforce (Mattke et al, 2013).…”

Section: Evidence On Workite Health Promotion Programsmentioning

confidence: 99%

“…Tools and health promotion programs typically used by employers for population health management include extensive awareness building through health education, health risk assessments (HRAs), risk reduction interventions, health coaching, disease management, vaccinations, web-enabled communications, social networking, establishment of data warehouses, and the use of incentives (Mattke et al, 2013). Most employers (72% of those offering a wellness program) characterize their wellness programs as a combination of screening activities and intervention incentives (Mattke et al, 2013). Although academic institutions are fertile ground to enhance the population health of faculty, staff, and students who live and work in higher education settings, they have typically lagged behind corporate America in wellness programming.…”

Section: Evidence On Workite Health Promotion Programsmentioning

confidence: 99%

“…It is recognized that multiple factors influence healthy choices and engagement in wellness programming in employees, including their own health norms, perceived competence regarding healthy behaviors, organizational policies, social and family networks, leadership support and role-modeling, level of motivation, and a healthy worksite culture (Hall, Bergman, & Nivens, 2014). Successful workplace wellness programs include effective communication strategies, opportunities for employees to engage, leadership engaged at all levels, the use of resources, and relationships and continuous evaluation (Mattke et al, 2013).…”

Section: Evidence On Workite Health Promotion Programsmentioning

confidence: 99%

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Relationships Among Perceived Wellness Culture, Healthy Lifestyle Beliefs, and Healthy Behaviors in University Faculty and Staff

et al. 2015

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Identifying key factors influencing healthy lifestyle behaviors in university faculty and staff is critical in designing interventions to improve health outcomes and reduce health care costs. A descriptive study was conducted with 3,959 faculty and staff at a Midwestern, U.S. University. Key measures included perceived worksite culture, healthy lifestyle beliefs, and healthy lifestyle behaviors. Healthy lifestyle beliefs were strongly positively associated with healthy lifestyle behaviors. Regression analyses demonstrated positive healthy lifestyle behaviors based upon sex (female, Std. β = .068, p < .001) and role (faculty, Std. β = .059, p < .001) and a negative effect of race (African Americans, Std. β = -.059, p < .001). The positive effect of perceived wellness culture on healthy lifestyle behaviors was completely mediated by healthy lifestyle beliefs. Interventions to enhance perceived wellness culture and healthy lifestyle beliefs should result in healthier behaviors and improved health outcomes.

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Workplace Wellness Programs Study: Final Report

Cited by 216 publications

References 3 publications

Trends in Biometric Health Indices Within an Employer-Sponsored Wellness Program With Outcome-Based Incentives

Trends in Biometric Health Indices Within an Employer-Sponsored Wellness Program With Outcome-Based Incentives

Employee Physical Activity: A Multidisciplinary Integrative Review

Relationships Among Perceived Wellness Culture, Healthy Lifestyle Beliefs, and Healthy Behaviors in University Faculty and Staff

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