Wellness Programs : Employee Retention, And Job Satisfaction

3068 Words Jun 20th, 2015 13 Pages
Abstract Through the many stresses and tensions that employees face on a daily basis in the workplace and at home, wellness programs were setup to assist in alleviating the health risks that are brought on by prolonged workplace stress. Health wellness programs are beneficial to employee health outcomes, but they are extremely beneficial to organizations in regards to employee retention, and job satisfaction. In my paper you will read how wellness programs continue to have considerable growth, even though wellness programs are a direct cost to the employer, they have had positive benefits to the employer that prove that they produce a great return on investment for organizations. Research suggests that even in this economic climate, …show more content…
Correct? Well actually, no. To define happiness, health, and prosperity is “all the things that are important to how we think about and experience our lives” (Harter & Rath, 2010). The concept of human perception is what we need to evaluate, we are not well, unless we subjectively perceive ourselves to be well. Human perception of well-being is the primary topic that has organizational researchers studying feverishly and examining, in relation to the workplace. Organizational researches have been long aware of the human and financial costs of a lack of well-being or dysfunction and have specifically been looking at the employee’s perception of happiness, health and prosperity and the effects on workplace performance and retention. Through the years of study and research, a direct correlation between well-being and workplace performance has been proven. For the purpose of this discussion, we will narrow the focus to only three topics. I will discuss the effects of workplace stress and job retention, the effects of workplace wellness programs and workplace retention, and touch on the topic of Health and Wellness programs.
Workplace Stress and job retention
Organizational researchers are well aware of the fact that employee well-being is a direct predictor of employee retention. In one longitudinal study, two researchers Wright and Bonnet (1992) found that employees who tend to quit reported low job satisfaction and well-being. The
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