Workplace Well-Being Factors That Predict Employee Participation, Health and Medical Cost Impact, and Perceived...

Area of Science:

• Workplace health and well-being
• Organizational psychology
• Health promotion

Background:

• Employee well-being programs are increasingly implemented by organizations.
• Understanding the factors that drive program success is crucial for optimizing investments.
• Previous research has explored various components of these programs, but comprehensive analysis of their impact on multiple outcomes is needed.

Purpose of the Study:

• To examine the relationships between health and well-being best practices and organizational outcomes.
• To identify the key predictors of participation, health and medical cost impact, and perceived organizational support.
• To evaluate the effectiveness of organizational support, program comprehensiveness, integration, and incentives.

Main Methods:

• Cross-sectional study utilizing data from the HERO Scorecard Benchmark Database.
• Analysis of survey responses from 812 organizations collected between January 2015 and October 2017.
• Development and application of three structural equation models to assess variable relationships.

Main Results:

• Organizational and leadership support emerged as the strongest predictor for participation, impact, and perceived support.
• Incentives positively influenced participation in specific activities like health assessments and biometric screenings.
• Program comprehensiveness and integration were not found to be significant predictors of the studied outcomes.

Conclusions:

• Strong organizational and leadership support are critical for successful well-being program outcomes.
• While incentives can drive initial engagement, they are insufficient for achieving broader health and cost impacts.
• The study design, while robust, limits the ability to establish causal relationships.