Evaluating health promotion programs in the workplace: behavioral models versus financial models

Everly, George S.; Smith, Kenneth J.; Haight, G. Timothy

doi:10.1093/her/2.1.61

Cited by 4 publications

(1 citation statement)

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“…New York Telephone's investment of $125 per employee for fitness testing, smoking cessation, blood pressure control, cholesterol reduction, and alcoholism programs saved the company over $6 million in healthrelated costs (McAllister & Broeder, 1993). Sample metrics for evaluating such wellness programs have been to assess costs such as the medical claims submitted by employees and by tabulating the number of employee sick days (Everly, Smith, & Haight, 1987).…”

Section: Purpose Of the Present Studymentioning

confidence: 99%

The Viability of Organizational Wellness Programs: An Examination of Promotion and Results

Watson¹,

Gauthier²

2003

J Applied Social Pyschol

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Wellness programs in contemporary organizations are increasing in number, but attendance is low and results often are difficult to track. We examined participant and program characteristics in 2 organizations that offered extensive wellness activities. One organization considered its program successful and had been in operation for 10 years, while the other organization's program ran for 2 years and ended because of a lack of funding. In the successful program, wellness program attendance showed a relationship to time employees took off for sick days, and improved fitness produced similar results. In the less successful operation, interviews were held with mangers and employees regarding promotion and program support. Suggestions are provided for future wellness programs.

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Section: Purpose Of the Present Studymentioning

confidence: 99%