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A meta‐analysis of the non‐monetary effects of employee health management programs
Author(s) -
DeGroot Timothy,
Kiker D. Scott
Publication year - 2003
Publication title -
human resource management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.888
H-Index - 94
eISSN - 1099-050X
pISSN - 0090-4848
DOI - 10.1002/hrm.10064
Subject(s) - absenteeism , turnover , job satisfaction , workforce , perspective (graphical) , promotion (chess) , public relations , employee research , psychology , business , organizational commitment , applied psychology , marketing , social psychology , politics , political science , economics , management , economic growth , artificial intelligence , computer science , law
This study was undertaken to review the literature on employee health management programs (EHMPs). Weexplored the history and characteristics of systematic organizational efforts to improve workforce health andwell‐being. We believe that a historical perspective provides some insight into the economic, political,and social factors that have influenced the trend toward organizationally sanctioned health‐promotionefforts. Further, we investigated the likely effects of these programs on valued‐behavioral organizationaloutcomes such as employee performance, employee satisfaction, absenteeism, and voluntary turnover. Our findingsshow that voluntary general‐focus programs are unrelated to job performance, and voluntary programs arenegatively related to absenteeism, but effects on absenteeism wane when the program is not voluntary. Moreover,EHMPs are minimally related to job satisfaction and slightly related to turnover. These results, examiningbehavioral outcomes of EHMPs, question the ability of EHMPs to provide desired behavioral changes in employees,changes that organizations seek to maximize such as increased performance. Are EHMPs more than just sociallyacceptable programs that help individuals with health problems? © 2003 Wiley Periodicals, Inc.