Date of Conferral

8-6-2026

Date of Award

August 2026

Degree

Doctor of Business Administration (D.B.A.)

School

Management

Advisor

Caitlin Byrd

Abstract

Human resources (HR) leaders struggle to reduce employee absenteeism and increase organizational profitability due to a lack of effective strategies for implementing holistic wellness programs. Identifying effective strategies for implementing holistic wellness programs is essential for helping HR leaders address absenteeism and strengthen organizational profitability. Grounded in the Pender health promotion model, the purpose of this qualitative pragmatic inquiry was to identify and explore effective strategies for implementing holistic wellness programs to reduce employee absenteeism and increase organizational profitability. Participants were nine HR leaders from medium- to large-sized organizations across the United States who implemented holistic wellness programs to reduce employee absenteeism and increase organizational profitability. Data were collected using semistructured interviews and publicly available documents. Using thematic analysis, four key themes were identified: (a) leadership, communication, and engagement strengthen wellness implementation; (b) holistic wellness programs support whole-person employee well-being; (c) flexible and employee centered practices help reduce absenteeism and burnout; and (d) data, feedback, and utilization measures help evaluate wellness program effectiveness. Key recommendations are for HR leaders to implement holistic wellness programs that address employees’ whole-person well being and use evaluation measures to assess program effectiveness. The implications for positive social change may include improved employee well-being, reduced absenteeism-related economic and social burdens on employees and their families, and stronger communities through more engaged employees and increased organizational profitability.

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