W ellness is “the active process of becoming aware of and making choices toward a successful existence, both as individuals within society and within the work environment” (1). Wellness enhances physical, mental, and social well-being, and in one word, “health.” In recent years, wellness has moved into the workplace as enterprises — meaning both for-profit and not-for-profit companies, business...

CONTEXT Employers have pursued many strategies over the years to control health care costs and improve care. Disappointed by efforts to manage costs through the use of insurance-related techniques (e.g., prior authorization, restricted provider networks), employers have also begun to try to manage health by addressing their employees' key lifestyle risks. Reducing obesity (along with tobacco us...

This perspective is an ethical brief overview and examination of “wellness” policies in the modern workplace using practical examples and a general application of utilitarianism. Many employers are implementing policies that provide incentives to employees who lead a “healthy” lifestyle. The authors address how these policies could adversely affect “non-healthy” employees. There are a wide vari...

Total Worker Health (TWH) was introduced and the term was trademarked in 2011 by the National Institute for Occupational Safety and Health (NIOSH) to formally signal the expansion of traditional occupational safety and health (OSH) to include wellness and well-being. We searched PubMed, PsycINFO, and other databases using keywords TWH, health promotion, health protection, and variants for artic...

this perspective is an ethical brief overview and examination of “wellness” policies in the modern workplace using practical examples and a general application of utilitarianism. many employers are implementing policies that provide incentives to employees who lead a “healthy” lifestyle. the authors address how these policies could adversely affect “non-healthy” employees. there are a wide vari...

OBJECTIVE To assess small business adoption and need for a worksite wellness program in a longitudinal study of health risks, productivity, workers' compensation rates, and claims costs. METHODS Health risk assessment data from 6507 employees in 260 companies were examined. Employer and employee data are reported as frequencies, with means and standard deviations reported when applicable. R...

In this commentary, we argue that financial incentives are only one of many key components that employers should consider when designing and implementing a workplace wellness program. Strategies such as social encouragement and providing token rewards may also be effective in improving awareness and engagement. Should employers choose to utilize financial incentives, they should tailor them to ...

background: increasing of chronic patients who need permanent support andstaff who are daily exposed to psychological stress need to hospitals that note to health promotion programs. healthpromoting hospitals (hph)was expressed by the world health organization in the 1990s. so a large numberof hospitals in the world have implemented health promotion programs. but hospitalsin iran not implement ...

PURPOSE To determine the state of science and accumulated research evidence about health promotion at retirement. DESIGN A comprehensive and repeated search for published research articles focused on health promotion immediately before or following retirement was undertaken through early 2007. METHODS Twenty articles were systematically reviewed with qualitative content analysis methods. ...