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Mindfulness in Motion (MIM): An Onsite Mindfulness Based Intervention (MBI) for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

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Published on: July 1, 2015

Organizational wellness programs: a meta-analysis.

Kizzy M Parks¹, Lisa A Steelman

¹The School of Psychology, Florida Institute of Technology, Florida, USA. kizwiz@hotmail.com

Journal of Occupational Health Psychology

|January 24, 2008

Summary

Organizational wellness programs effectively reduce employee absenteeism and boost job satisfaction. These health initiatives, whether fitness-focused or comprehensive, show consistent positive impacts on the workforce.

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Last Updated: Jul 8, 2026

Mindfulness in Motion (MIM): An Onsite Mindfulness Based Intervention (MBI) for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

Mindfulness in Motion (MIM): An Onsite Mindfulness Based Intervention (MBI) for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

Published on: July 1, 2015

Area of Science:

Occupational Health
Organizational Psychology
Health Promotion

Background:

Organizational wellness programs offer on-site or off-site services to promote employee health and address potential health issues.
Previous research has explored the impact of these programs, but a comprehensive meta-analysis is needed to synthesize findings.

Purpose of the Study:

To conduct a meta-analysis examining the effects of organizational wellness program participation on employee absenteeism and job satisfaction.
To investigate potential moderating effects of program type (fitness vs. comprehensive) and study rigor.

Main Methods:

A meta-analysis was performed on studies evaluating participation in organizational wellness programs.
Key outcomes analyzed included absenteeism rates and job satisfaction levels.
Moderator analyses explored program type and study methodological rigor.

Main Results:

Participation in organizational wellness programs was significantly associated with decreased absenteeism.
Employee job satisfaction showed a significant increase with program participation.
No significant moderating effects were found for program type or study rigor.

Conclusions:

Organizational wellness programs provide empirical support for their effectiveness in improving employee health outcomes.
These programs are linked to tangible benefits such as reduced absenteeism and enhanced job satisfaction.
The findings support the broader implementation of wellness initiatives in organizational settings.