A meta‐analysis of the non‐monetary effects of employee health management programs

DeGroot, Timothy; Kiker, D. Scott

doi:10.1002/hrm.10064

Cited by 37 publications

(36 citation statements)

References 21 publications

(34 reference statements)

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“…Focusing on general HRM practices, Dupré and Day () find that systems of organizational and supervisor support as well as work stimulation and job clarity reduces employee's health problems and, consequently, their absence from work. More specifically, DeGroot and Kiker () show in their meta‐analysis that health management programs aimed to improve the general health of employees (more exercising, change in lifestyle) have a negative effect on absenteeism, but only when they are voluntary.…”

Section: Discussionmentioning

confidence: 99%

Shift work and sickness absence—the mediating roles of work–home conflict and perceived health

Jacobsen

Fjeldbraaten

2017

Human Resource Management

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This study investigates the relationship between sickness absence and shift work. It is hypothesized that the effect of shift work is linked to sickness absence by two mediators: perceived health and work‐family conflict (WFC). Shift work was hypothesized to have an adverse effect on health, as well as making work‐family balance harder to obtain, both in turn resulting in higher sickness absence. The study distinguishes between self‐declared (short‐term) and doctor declared (long‐term) sickness absence. A survey was conducted covering all employees in a Norwegian hospital working more than 30 % of a full position (N=5272) in January 2012, yielding 1864 valid responses (% response = 36). Survey data was coupled with register data on days of sickness absence in 2014. A model with perceived health and WFC as mediating variables between shift work and sickness absence was tested. The findings indicate no direct effect of shift work on sickness absence, but indirect effects both through WFC and perceived health.

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Section: Discussionmentioning

confidence: 99%

Shift work and sickness absence—the mediating roles of work–home conflict and perceived health

Jacobsen

Fjeldbraaten

2017

Human Resource Management

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“…The historical evolution and development of counselling-based employee assistance and occupational stress programmes has been docu-mented by Carroll (1996), Coles (2003) and Csiernik (2005). A number of reviews of research into the effectiveness of EAPs and other forms of workplace counselling have been published (Arthur, 2000;British Occupational Health Research Foundation, 2005;Csiernik, 2004;DeGroot & Kiker, 2003;Giga et al, 2003;Kirk & Brown, 2003;McLeod, 2001;Reynolds, 2000;Van der Klink et al, 2001). Taken as a whole, these reviews report generally favourable evidence for the effectiveness of workplace counselling interventions, while noting significant methodological weaknesses in the studies that they had considered.…”

Section: Introductionmentioning

confidence: 99%

The effectiveness of workplace counselling: A systematic review

McLeod

2010

Couns and Psychother Res

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Background: In response to the stresses of the contemporary workplace, the challenges of maintaining satisfactory work‐life balance, and the costs to business of employee mental health problems, many organisations have contracted to make counselling services available to their staff. It is essential to evaluate the effectiveness of workplace counselling, in order to maintain standards, and to identify examples of good practice. Objectives: This paper presents a comprehensive, systematic review of the effectiveness of workplace counselling. Findings are analysed in terms of client satisfaction, psychological functioning, the meaning of work, work behaviour, and negative outcomes. Findings: Taken as a whole, the results of research suggest that counselling is generally effective in alleviating psychological problems, has a significant impact on sickness absence, and has a moderate effect on attitudes to work. Discussion: Methodological issues are discussed, and it is recommended that more high‐quality research is required in order to reinforce the evidence base for workplace counselling in relation to a number of key questions.

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“…Taken together with some additional studies on costeffectiveness (Aldana 2001;Chapman 2003;Golaszewski 2001), one may ask, why many of business organizations are still sceptic about investing in WHP. It is important to recognize that a lot of research done in this area is diffi cult to interpret (DeGroot & Kiker 2003). Concerning physical exercise interventions, a lot of studies are of poor methodological quality.…”

mentioning

confidence: 99%

Effects of a physical exercise intervention on employees’ perceptions of quality of life: a randomized controlled trial

Brand

Schlicht

Großmann³

et al. 2006

Soz.-Präventivmed.

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A meta‐analysis of the non‐monetary effects of employee health management programs

Abstract: This study was undertaken to review the literature on employee health management programs (EHMPs

Cited by 37 publications

References 21 publications

Shift work and sickness absence—the mediating roles of work–home conflict and perceived health

Shift work and sickness absence—the mediating roles of work–home conflict and perceived health

The effectiveness of workplace counselling: A systematic review

Effects of a physical exercise intervention on employees’ perceptions of quality of life: a randomized controlled trial

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