290172
Impact of an incentive based health promotion program on employee satisfaction, engagement at work, and self-reported health
Wednesday, November 6, 2013
: 12:50 p.m. - 1:10 p.m.
Ron Goetzel, PhD,
Rollins School of Public Health, Institute for Health and Productivity Studies, Emory University, Washington, DC
Teresa Gibson, PhD,
Analytic Consulting and Research Services, Health Outcomes, Truven Health Analytics, Ann Arbor, MI
Emily Ehrlich, MPH,
Analytic Consulting and Research Services, Health Outcomes, Truven Health Analytics, Ann Arbor, MI
Kristyn J. Smith, BA,
Rollins School of Public Health, Institute for Health and Productivity Studies, Emory University, Washington, DC
Enid Chung Roemer, PhD,
Rollins School of Public Health, Institute for Health and Productivity Studies, Emory University, Washington, DC
Ginger Carls, PhD,
Analytic Consulting and Research Services, Health Outcomes, Truven Health Analytics, Ann Arbor, MI
Many large firms have implemented programs that link financial incentives to employee participation in health promotion programs. Evidence is emerging on the effectiveness of these incentive-based programs on health and spending; however qualitative data on participation and satisfaction are essential to provide context for examining these results. We conducted an online survey to measure employee participation, satisfaction, and the effect of a wellness program at a large firm in the United States. The survey also assessed incentives that could motivate future participation. The survey was fielded at the end of the second year of the program to a 20% random sample of employees, n= 2259. 53% consented to participate in the survey. Most reported that they participated in the program (54%). Respondents who participated in at least one of the program elements indicated they were satisfied overall (68%). Most were also satisfied with: the no cost biometric screenings (71%); HRA (68%); and the web-based incentive platform (64%). Half indicated that the program had a positive effect on their physical health (50%). A majority appreciated the employer's concern for their health and wellness (89%). Direct cash payments were reported to be the most appealing incentive for participation, 68% cited this as "very appealing". Health promotion programs can positively influence employees' self-reported health, willingness to participate in healthy behaviors, engagement, and satisfaction.
Learning Areas:
Administer health education strategies, interventions and programs
Conduct evaluation related to programs, research, and other areas of practice
Learning Objectives:
Describe process evaluation methods used an evaluation of an employee health promotion program.
Discuss the significance of process evaluation as part of benefit plan design.
Keyword(s): Worksite, Health Promotion
Presenting author's disclosure statement:Qualified on the content I am responsible for because: I have been the Principal Investigator on the described process evaluation to assess the program effect on satisfaction, engagement, and wellness on participants.
Any relevant financial relationships? No
I agree to comply with the American Public Health Association Conflict of Interest and Commercial Support Guidelines,
and to disclose to the participants any off-label or experimental uses of a commercial product or service discussed
in my presentation.
