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Related Experiment Videos

Examining wellness programs over time: Predicting participation and workplace outcomes.

Catherine J Ott-Holland1, William J Shepherd2, Ann Marie Ryan1

  • 1Department of Psychology, Michigan State University.

Journal of Occupational Health Psychology
|September 6, 2017
PubMed
Summary

Employer wellness programs boost employee performance and reduce turnover when employees believe in their value and feel supported. Perceived organizational support (POS) and program value influence participation, impacting job satisfaction and retention.

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Area of Science:

  • Organizational Psychology
  • Health Management
  • Human Resources

Background:

  • The ROI of employer wellness programs is debated, with limited understanding of psychological drivers for participation.
  • Existing research often overlooks the link between wellness program engagement and employee attitudes/behaviors.

Purpose of the Study:

  • To investigate psychological factors motivating wellness program participation.
  • To examine the relationship between wellness participation and employee performance, satisfaction, and retention.
  • To assess the mediating role of participation intention and the impact of perceived organizational support (POS).

Main Methods:

  • Longitudinal study using 3-year data.
  • Analysis of employee beliefs, perceived organizational support (POS), participation intention, and program participation.

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  • Cross-lagged models to control for prior employee attitudes.

    • Main Results:

    • Beliefs about program value and POS positively influenced participation intention and actual wellness program participation.
    • Higher wellness participation correlated with better performance ratings, job satisfaction, and intention to stay, and lower turnover.
    • The positive effects on job satisfaction and intention to stay were not sustained when controlling for baseline levels.

    Conclusions:

    • Employee beliefs and perceived organizational support (POS) are crucial for driving wellness program engagement.
    • While initial correlations show benefits, sustained positive effects on job satisfaction and retention require further investigation.
    • Practitioners should focus on fostering supportive environments and communicating program value to enhance participation and potential benefits.