Increasingly, corporate health promotion programs are implementing wellness programs integrating principles of behavioral economics. Employees of a large firm were provided a customized online incentive program to design their own commitments to meet health goals. Free Download Film Pirates here. This study examines patterns of program participation and engagement in health promotion activities.

Subjects were US-based employees of a large, nondurable goods manufacturing firm who were enrolled in corporate health benefits in 2010 and 2011. We assessed measures of engagement with the workplace health promotion program (e.g., incentive points earned, weight loss). To further examine behaviors indicating engagement in health promotion activities, we constructed an aggregate, employee-level engagement index. Regression models were employed to assess the association between employee characteristics and the engagement index, and the engagement index and spending. 4220 employees utilized the online program and made 25,716 commitments. Male employees age 18–34 had the highest level of engagement, and male employees age 55–64 had the lowest level of engagement overall.

Prior year health status and prior year spending did not show a significant association with the level of engagement with the program ( p >0.05). Flexible, incentive-based behavioral health and lifestyle programs may reach the broader workforce including those with chronic conditions and higher levels of health spending. • Previous article in issue • Next article in issue.

While these measures have undoubtedly had a positive impact in reducing the levels of some workplace violence, it is clear from the statistics that they don't go. For employee wellness programs to have a lasting impact on employees and have a higher probability of success in reducing the consequences of mental and. Employers have been offering health promotion and wellness programs to employees for decades to boost morale, increase productivity, and address healthcare costs (Employee Benefit Research Institute, 2001; Fries et al., 1993; Glasgow et al., 1995; Jeffery et al., 1993; Ozminkowski et al., 1999; Bertera, 1990; Bly et al.,. While these measures have had a positive effect in reducing the levels of some workplace violence, it is clear from the statistics they don't go far enough. For employee wellness programs to have a lasting positive effect on employees, and a higher probability of success, they must include a personalized,. In a 2011 study of occupation-related physical activity, researchers discovered that overall energy expenditure in the workplace has dramatically decreased during the last five decades. According to the study: “In the early 1960s, almost half the jobs in private industry required at least moderate intensity.