Formal intervention in employee health: Comparisons of the nature and structure of employee assistance programs and health promotion programs

Involuntary wellness programs: the case of a large US company

“…First, findings from this study highlight the likelihood of employees switching to a healthier lifestyle. This is in line with Roman and Blum's (1988) findings that people who adjust their lifestyle and become healthier expect to gain health benefits from WPs, and consequently are more likely to participate in them. The results reflect participants' intentions, not actual behaviors (Ajzen and Fishbein, 2005).…”

“…However, previous studies show that health issues are often related to environmental (Conti et al, 2004) or cultural factors, which may affect dietary habits (Yancey et al, 2004). We may expect that those who perceive themselves as healthy, or who are already clearly healthy, will have a positive disposition to the involuntary WPs (Roman and Blum, 1988), because there is little to change in their lifestyle. Self-efficacy, as well as individual attitude, plays a role in determining one's ability to change health-related habits (McCaul, O'Neill and Glasgow, 1988;McCaul et al, 1993).…”

Involuntary wellness programs: the case of a large US company

“…First, findings from this study highlight the likelihood of employees switching to a healthier lifestyle. This is in line with Roman and Blum's (1988) findings that people who adjust their lifestyle and become healthier expect to gain health benefits from WPs, and consequently are more likely to participate in them. The results reflect participants' intentions, not actual behaviors (Ajzen and Fishbein, 2005).…”

“…However, previous studies show that health issues are often related to environmental (Conti et al, 2004) or cultural factors, which may affect dietary habits (Yancey et al, 2004). We may expect that those who perceive themselves as healthy, or who are already clearly healthy, will have a positive disposition to the involuntary WPs (Roman and Blum, 1988), because there is little to change in their lifestyle. Self-efficacy, as well as individual attitude, plays a role in determining one's ability to change health-related habits (McCaul, O'Neill and Glasgow, 1988;McCaul et al, 1993).…”

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

“…Employees who use the HPP are also thought to be less likely to have their performance disrupted by illness and generally be happier persons in interacting with co-workers and superiors (Roman & Blum, 1988). In the case of EAPs, employees benefit from an opportunity to recover from a problem with substance abuse, family discord, or psychiatric problems with their jobs and careers ultimately preserved (Roman & Blum, 1988). Further, the employer benefits from the recovery of the job performance of the person who has been impaired, is able to retain the substantial training investment in the worker, and is likely to have post-treatment workers who are happier and more satisfied with their jobs.…”

“…For example, the employees who use the employersponsored HPP are said to reduce their likelihood of early death or disability, enhance their psychological well-being, and require less health-care expenditures. Employees who use the HPP are also thought to be less likely to have their performance disrupted by illness and generally be happier persons in interacting with co-workers and superiors (Roman & Blum, 1988). In the case of EAPs, employees benefit from an opportunity to recover from a problem with substance abuse, family discord, or psychiatric problems with their jobs and careers ultimately preserved (Roman & Blum, 1988).…”

“…Even the early occupational alcoholism programs evolved from the basic premise of Alcoholics Anonymous, a premise that treats alcoholism as a disease rather than a moral weakness. Second, proponents of these interventions (regardless of the label) indicate that they benefit both the employee and the organization in much the same way (Roman & Blum, 1988). For example, the employees who use the employersponsored HPP are said to reduce their likelihood of early death or disability, enhance their psychological well-being, and require less health-care expenditures.…”

Involuntary wellness programs: the case of a large US company

“…First, findings from this study highlight the likelihood of employees switching to a healthier lifestyle. This is in line with Roman and Blum's (1988) findings that people who adjust their lifestyle and become healthier expect to gain health benefits from WPs, and consequently are more likely to participate in them. The results reflect participants' intentions, not actual behaviors (Ajzen and Fishbein, 2005).…”

“…However, previous studies show that health issues are often related to environmental (Conti et al, 2004) or cultural factors, which may affect dietary habits (Yancey et al, 2004). We may expect that those who perceive themselves as healthy, or who are already clearly healthy, will have a positive disposition to the involuntary WPs (Roman and Blum, 1988), because there is little to change in their lifestyle. Self-efficacy, as well as individual attitude, plays a role in determining one's ability to change health-related habits (McCaul, O'Neill and Glasgow, 1988;McCaul et al, 1993).…”

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

“…Employees who use the HPP are also thought to be less likely to have their performance disrupted by illness and generally be happier persons in interacting with co-workers and superiors (Roman & Blum, 1988). In the case of EAPs, employees benefit from an opportunity to recover from a problem with substance abuse, family discord, or psychiatric problems with their jobs and careers ultimately preserved (Roman & Blum, 1988). Further, the employer benefits from the recovery of the job performance of the person who has been impaired, is able to retain the substantial training investment in the worker, and is likely to have post-treatment workers who are happier and more satisfied with their jobs.…”

“…For example, the employees who use the employersponsored HPP are said to reduce their likelihood of early death or disability, enhance their psychological well-being, and require less health-care expenditures. Employees who use the HPP are also thought to be less likely to have their performance disrupted by illness and generally be happier persons in interacting with co-workers and superiors (Roman & Blum, 1988). In the case of EAPs, employees benefit from an opportunity to recover from a problem with substance abuse, family discord, or psychiatric problems with their jobs and careers ultimately preserved (Roman & Blum, 1988).…”

“…Even the early occupational alcoholism programs evolved from the basic premise of Alcoholics Anonymous, a premise that treats alcoholism as a disease rather than a moral weakness. Second, proponents of these interventions (regardless of the label) indicate that they benefit both the employee and the organization in much the same way (Roman & Blum, 1988). For example, the employees who use the employersponsored HPP are said to reduce their likelihood of early death or disability, enhance their psychological well-being, and require less health-care expenditures.…”

Involuntary wellness programs: the case of a large US company

“…First, findings from this study highlight the likelihood of employees switching to a healthier lifestyle. This is in line with Roman and Blum's (1988) findings that people who adjust their lifestyle and become healthier expect to gain health benefits from WPs, and consequently are more likely to participate in them. The results reflect participants' intentions, not actual behaviors (Ajzen and Fishbein, 2005).…”

“…However, previous studies show that health issues are often related to environmental (Conti et al, 2004) or cultural factors, which may affect dietary habits (Yancey et al, 2004). We may expect that those who perceive themselves as healthy, or who are already clearly healthy, will have a positive disposition to the involuntary WPs (Roman and Blum, 1988), because there is little to change in their lifestyle. Self-efficacy, as well as individual attitude, plays a role in determining one's ability to change health-related habits (McCaul, O'Neill and Glasgow, 1988;McCaul et al, 1993).…”

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

“…Employees who use the HPP are also thought to be less likely to have their performance disrupted by illness and generally be happier persons in interacting with co-workers and superiors (Roman & Blum, 1988). In the case of EAPs, employees benefit from an opportunity to recover from a problem with substance abuse, family discord, or psychiatric problems with their jobs and careers ultimately preserved (Roman & Blum, 1988). Further, the employer benefits from the recovery of the job performance of the person who has been impaired, is able to retain the substantial training investment in the worker, and is likely to have post-treatment workers who are happier and more satisfied with their jobs.…”

“…For example, the employees who use the employersponsored HPP are said to reduce their likelihood of early death or disability, enhance their psychological well-being, and require less health-care expenditures. Employees who use the HPP are also thought to be less likely to have their performance disrupted by illness and generally be happier persons in interacting with co-workers and superiors (Roman & Blum, 1988). In the case of EAPs, employees benefit from an opportunity to recover from a problem with substance abuse, family discord, or psychiatric problems with their jobs and careers ultimately preserved (Roman & Blum, 1988).…”

“…Even the early occupational alcoholism programs evolved from the basic premise of Alcoholics Anonymous, a premise that treats alcoholism as a disease rather than a moral weakness. Second, proponents of these interventions (regardless of the label) indicate that they benefit both the employee and the organization in much the same way (Roman & Blum, 1988). For example, the employees who use the employersponsored HPP are said to reduce their likelihood of early death or disability, enhance their psychological well-being, and require less health-care expenditures.…”