Several research questions exist concerning the effectiveness of employee wellness programs. Do Theory of Reasoned action components such as health attitudes and intentions lead to wellness program involvement? Does wellness program involvement moderate the relationships between occupational stress, turnover, and job performance, such that wellness involvement mitigates the negative impact of occupational stress? Additionally, does wellness involvement moderate the relationships between work/life imbalance, turnover, and job performance, such that wellness involvement mitigates the negative impact of work/life imbalance? Data from 10,430 employees of an organization with an optional wellness program was analyzed. Hypotheses relating to TRA and the work/life imbalance-job performance relationship were supported. Components of TRA predicted wellness participation and behavioral intentions mediated the relationship between attitudes and involvement. Wellness involvement moderated the relationship between work/life imbalance and job performance, such that employees who experienced work/life imbalance and were involved in the wellness program outperformed other employees. Additionally, the turnover hypotheses had striking results. Out of the 4,265 wellness program participants, only one instance of turnover occurred within a year of the wellness program's initiation. The lack of variance in turnover of wellness participants prohibited statistical analyses, yet the results suggest a main effect of wellness on turnover. Implications for the promotion of wellness participation, work/life imbalance interventions, and retentions strategies are discussed as well as limitations and implications for future research.
Date of Degree
Master of Arts (MA)
Social and Behavioral Sciences
Dumond, Justin Michael, "Organizational Wellness Programs: Who Participates and Does it Help?" (2012). All Theses, Dissertations, and Other Capstone Projects. 152.
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