Date of Conferral
2022
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Natalie Casale
Abstract
Ineffective workplace wellness programs prevent organizations from decreasing employee health and well-being costs. Workplace wellness managers lose more than $1,100 in decreased productivity each year. Grounded in the theory of planned behavior, the purpose of this quantitative correlational study was to examine the relationship between workplace wellness engagement, kind of workplace wellness initiatives, and workplace wellness program effectiveness. Data were collected from 146 workplace wellness program managers who completed the HERO scorecard. The multiple linear regression analysis results indicated the model was able to significantly predict workplace wellness program effectiveness, F(2, 143) = 85.482, p = < .001, R² = .545. Both predictors provided a significant contribution to the model, with workplace wellness engagement level (t = 8.342, p = < .001, β = .543) providing a higher contribution to the model than kind of workplace wellness initiatives (t = 4.584, p = < .001, β = .298). A key recommendation for workplace wellness program managers is to emphasize employee engagement in workplace wellness programs and choose the appropriate initiatives to ensure workplace wellness program effectiveness. The implications for positive social change include the potential for improved health and well-being within the U.S. workforce.
Recommended Citation
Dobrzeniecki, Alicia, "Relationship Between Employee Engagement, Kind of Initiatives, and Workplace Wellness Program Effectiveness" (2022). Walden Dissertations and Doctoral Studies. 13313.
https://scholarworks.waldenu.edu/dissertations/13313
