Willingness to adopt wearable devices with behavioral and economic incentives by health insurance wellness programs: results of a US cross-sectional survey with multiple consumer health vignettes

Abstract

BackgroundThe number of health-related wearable devices is growing but it is not clear if Americans are willing to adopt health insurance wellness programs based on wearables and the incentives with which they would be more willing to adopt.MethodsIn this cross-sectional study we used a survey methodology, usage vignettes and a dichotomous scale to examine U.S. residents’ willingness to adopt wearables (WTAW) in six use-cases where it was mandatory to use a wearable device and share the resulting data with a health insurance company. Each use-case was tested also for the influence of additional economic incentives on WTAW.ResultsA total of 997 Americans across 46 states participated in the study. Most of them were 25 to 34 years old (40.22%), 57.27% were female, and 74.52% were white. On average, 69.5% of the respondents were willing to adopt health-insurance use-cases based on wearable devices, though 77.8% of them were concerned about issues related to economic benefits, data privacy and to a lesser extent, technological accuracy. WTAW was 11–18% higher among consumers in use-cases involving health promotion and disease prevention. Furthermore, additional economic incentives combined with wearables increased WTAW overall. Notably, financial incentives involving providing healthcare credits, insurance premium discount, and/or wellness product discounts had particularly greater effectiveness for increasing WTAW in the consumer use-cases involving participation: for health promotion (RR = 1.06 for financial incentive, 95% CI: 1.01–1.11; P = 0.018); for personalized products and services (RR = 1.11 for financial incentive, 95% CI: 1.01–1.21; P = 0.018); and for automated underwriting discount at annual renewal (RR = 1.28 for financial incentive, 95% CI: 1.20–1.37; P < 0.001).ConclusionsUnder the adequate economic, data privacy and technical conditions, 2 out of 3 Americans would be willing to adopt health insurance wellness programs based on wearable devices, particularly if they have benefits related to health promotion and disease prevention, and particularly with financial incentives.

Sensor, Wearable, and Remote Patient Monitoring Competencies for Clinical Care and Training: Scoping Review

“…The training approach with cases and curricular options we presented provides a source of options for clinicians, teachers, and program directors to help others develop knowledge, skills, and attitudes and has worked for other complex endeavors (e.g., culture and diversity, rural health) (Gifford et al 2012 ; Office of Rural Health and Department of Veterans Affairs Employee Education System 2017 ; Hilty et al 2018 ; Hilty et al 2018 ; Kurtz 2018 ). Methodologies are needed to develop, implement, and evaluate (quantitative, qualitative) clinically and competency-based interventions (Proctor et al 2010 ; Curran et al 2012 ; Gargon et al 2019 ; Marcolino et al 2019 ; Solino-Fernandez et al 2019 ). These learner-centered approaches parallel patient-centered ones and ensure quality care via technology (Hilty et al 2020 ).…”

Consumer Healthcare Technology Usage Impacting Behavior

“…This research suggests the influence of incentive programs on effective consumer adoption. Another study on wearable devices and insurance incentives found that Americans are willing to use wearable devices if there are health and/or economic motivations (Soliño-Fernandez et al, 2019). Some are calling for FDA regulation of health and wellness apps claiming that the lack of policy results in oversight by technology developers (Kasperbauer & Wright, 2020).…”

Trends in Workplace Wearable Technologies and Connected‐Worker Solutions for Next‐Generation Occupational Safety, Health, and Productivity

“…Workplace wellness programs play a vital role in supporting healthy choices and improving the quality of life of workers to benefit the employers in the long term. [ 34 ] Behavioral and economic incentives (such as fitness and yoga instruction, stress management classes, healthy food canteens, transit options, employee assistance programs, and worksite health clinics) have shown to boost the workforce morale. [ 34 ] In the case of injuries and accidents, employers may offer workers compensation benefits, temporary or permanent total disability benefits, social security disability insurance, and death benefits.…”

“…[ 34 ] Behavioral and economic incentives (such as fitness and yoga instruction, stress management classes, healthy food canteens, transit options, employee assistance programs, and worksite health clinics) have shown to boost the workforce morale. [ 34 ] In the case of injuries and accidents, employers may offer workers compensation benefits, temporary or permanent total disability benefits, social security disability insurance, and death benefits. To raise global awareness about the prevention of occupational injuries, accidents and diseases, the ILO World Day for Safety and Health is observed annually on April 28.…”