Promising Practices in Employer Health and Productivity Management Efforts: Findings From a Benchmarking Study

Goetzel, Ron Z.; Shechter, David; Ozminkowski, Ronald J.; Marmet, Paula F.; Tabrizi, Maryam J.; Roemer, Enid Chung

doi:10.1097/jom.0b013e31802ec6a3

Cited by 162 publications

(170 citation statements)

References 30 publications

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“…There is mounting evidence that work-based wellness offerings are cost-effective (Goetzel and Ozminkowski 2008) and may impact productivity (Goetzel et al 2007). In a period of declining resources for many health care organizations, it is only prudent therefore to introduce and evaluate workplace wellness interventions with implications for employee wellbeing included in the design.…”

Section: Creating a Positive Workplacementioning

confidence: 99%

Evaluation of a Tai Chi Intervention to Promote Well-Being in Healthcare Staff: A Pilot Study

Marshall¹,

Donohue

Morrissey

et al. 2018

Religions

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Whilst healthcare professions are already considered one of the most stressful occupations, workplaces are becoming busier, and the potential for workplace absenteeism and burnout has intensified. There is growing evidence that the mind-body practice of Tai Chi, which originated in China as a martial art, has value in treating or preventing many health-related problems, such as stress and anxiety, and that regular practice helps to significantly improve wellbeing, attention, focus, and resilience. This intervention provided 12 sessions of Tai Chi for a group of 12 multidisciplinary healthcare workers and was general wellbeing was measured pre-and post-intervention. Using a mixed methods research design, it was discovered that there were statistically significant gains in well-being during this timeframe with results indicating a strong case for further roll out of the program to a larger pool and more extensive study.

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Section: Creating a Positive Workplacementioning

confidence: 99%

Evaluation of a Tai Chi Intervention to Promote Well-Being in Healthcare Staff: A Pilot Study

Marshall¹,

Donohue

Morrissey

et al. 2018

Religions

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“…A 2007 Centers for Disease Control benchmarking study on health and productivity management identified incentives as a key element of encouraging participation. 34 This suggestion has been borne out by research that has shown that incentives can have a significant impact on participation. 17,27,29,35,36 Incentives typically take the form of financial rewards such as discounts on gym memberships or cash payments for participation.…”

Section: Understanding the Relationship Between Incentive Design And mentioning

confidence: 99%

“…23 Indeed, achieving high participation is a key part of guidance on developing effective workplace wellness programs. 6,34 Similarly, employee perceptions of the effectiveness of a program have been identified as drivers of outcomes 50,51 and indicators of the program's fit within the organizational climate. 52 This suggests that there is promise in using employee perceptions of programs as an outcome measure.…”

Section: Is More Always Better When It Comes To Workplace Wellness Prmentioning

confidence: 99%

Towards Effective Design and Evaluation of Workplace Wellness Programs

Batorsky¹

2017

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R® is a registered trademark Limited Print and Electronic Distribution RightsThis document and trademark(s) contained herein are protected by law. This representation of RAND intellectual property is provided for noncommercial use only. Unauthorized posting of this publication online is prohibited. Permission is given to duplicate this document for personal use only, as long as it is unaltered and complete. Permission is required from RAND to reproduce, or reuse in another form, any of its research documents for commercial use. For information on reprint and linking permissions, please visit www.rand.org/pubs/permissions.html.The RAND Corporation is a research organization that develops solutions to public policy challenges to help make communities throughout the world safer and more secure, healthier and more prosperous. RAND is nonprofit, nonpartisan, and committed to the public interest. RAND's publications do not necessarily reflect the opinions of its research clients and sponsors.Support RAND Make a tax-deductible charitable contribution at www.rand.org/giving/contribute www.rand.org iii AbstractIn an effort to reduce chronic disease burden on the workforce, both public and private initiatives have promoted the rapid expansion of workplace wellness programs to encourage healthy behavior. Despite enthusiasm about these programs, evidence for their effectiveness remains mixed. The major reasons postulated for these mixed results include low participation rates, heterogeneity in program design and non-existent or poorly designed evaluations. In this dissertation, I attempted to address the gaps in the research on program components, their interactions and provide a method for evidencebased evaluation.The first chapter focuses on incentives, which are often prescribed by guidance literature to increase participation. I examined the relationship of high-value and penalty-type incentives to participation rates in a nationwide sample of employers. Results suggested that increasing the value of an incentive may not yield much in terms of participation. Penalty-type incentives were associated with higher participation, but would require significant employee buy-in to implement.The second chapter examines the relationship between program design and employee engagement. Much of the guidance literature recommends adding more components to achieve higher outcomes. However, based on analysis of data from employers and employees, it appears that there are interactions between program components and employee engagement. A program with an average number of services available may be better served by increasing the number of opportunities for employees to participate rather than increasing the number of services.The final chapter synthesizes evidence from the other chapters, guidance from the literature and interviews with wellness program stakeholders in order to provide an evidence base for an interactive evaluation tool. This tool allows small-size employers or employers at the early stages of program implementation to in...

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“…4 Faced with the exponential growth of health costs, many employers are implementing evidence-based health promotion programs, including individual risk reduction programs, connected to environmental support for healthy behaviors, coordinated and integrated into other activities related to wellbeing, which has been shown to be the most efficient strategy to reduce the risk of developing chronic diseases. [5][6][7] Several studies have concluded that health promotion programs in the workplace can improve employee health and reduce the health expenditure of employers. [8][9][10] In North America, 76% of companies have some kind of health promotion program.…”

Section: Introductionmentioning

confidence: 99%

Cross-cultural adaptation of the CDC Worksite Health ScoreCard questionnaire into Portuguese

Soárez

Ciconelli

Pavin³

et al. 2016

Rev. Assoc. Med. Bras.

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Objective: Despite the progress in the implementation of health promotion programs in the workplace, there are no questionnaires in Brazil to assess the scope of health promotion interventions adopted and their scientific basis. This study aimed to translate into Brazilian Portuguese and culturally adapt the CDC Worksite Health ScoreCard (HSC) questionnaire. Method: The HSC has 100 questions grouped into twelve domains. The steps are as follows: translation, reconciliation, back-translation, review by expert panel, pretesting, and final revision. The convenience sample included 27 individuals from health insurance providers and companies of various sizes, types and industries in São Paulo. Data were analyzed using descriptive statistics. Results: The average age of the sample was 38 years, most of the subjects were female (21 of 27), and were responsible for programs to promote health in these workplaces. Most questions were above the minimum value of understanding set at 90%. The participants found the questionnaire very useful to determine the extent of existing health promotion programs and to pinpoint areas that could be developed. Conclusion:The Brazilian Portuguese version of the HSC questionnaire may be a valid measure and useful to assess the degree of implementation of health promotion interventions based on evidence in local health organizations.

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Promising Practices in Employer Health and Productivity Management Efforts: Findings From a Benchmarking Study

Cited by 162 publications

References 30 publications

Evaluation of a Tai Chi Intervention to Promote Well-Being in Healthcare Staff: A Pilot Study

Evaluation of a Tai Chi Intervention to Promote Well-Being in Healthcare Staff: A Pilot Study

Towards Effective Design and Evaluation of Workplace Wellness Programs

Cross-cultural adaptation of the CDC Worksite Health ScoreCard questionnaire into Portuguese

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