Kaisa C Wieneke1, Matthew M Clark2, Linde E Sifuentes3, Jason S Egginton4, Francisco Lopez-Jimenez5, Sarah M Jenkins6, Beth A Riley3, Kerry D Olsen3. 1. Dan Abraham Healthy Living Center, Mayo Clinic, Rochester, MN, USA. wieneke.kaisa@mayo.edu. 2. Department of Psychiatry and Psychology, Mayo Clinic, Rochester, MN, USA. 3. Dan Abraham Healthy Living Center, Mayo Clinic, Rochester, MN, USA. 4. Center for the Science of Health Care Delivery, Mayo Clinic, Rochester, MN, USA. 5. Division of Cardiovascular Diseases, Department of Internal Medicine, Mayo Clinic, Rochester, MN, USA. 6. Division of Biomedical Statistics and Informatics, Mayo Clinic, Rochester, MN, USA.
Abstract
OBJECTIVES: Wellness champions have potential to be a high-reach, low-cost intervention for improving employee health, but research is needed to support this premise. Therefore, this project assessed the impact of a worksite wellness champions program at a large integrated healthcare organization. METHODS: A total of 2315 employees responded (56% response rate) to a survey. RESULTS: Program participants (N = 666) were more likely to agree that the organization provides a supportive environment to live a healthy lifestyle (82.7% vs 69.4%, p < .001), more likely to agree co-workers support one another in practicing a healthy lifestyle (76.8% vs 53.7%, p < .001), and to rate their overall health and wellness higher (p < .005) compared to those not familiar with the wellness champions program (N = 675). CONCLUSIONS: Employees participating in wellness champion activities have increased their awareness of wellness opportunities, feel supported for having a healthy lifestyle, and rate their perceived health and wellness higher.
OBJECTIVES: Wellness champions have potential to be a high-reach, low-cost intervention for improving employee health, but research is needed to support this premise. Therefore, this project assessed the impact of a worksite wellness champions program at a large integrated healthcare organization. METHODS: A total of 2315 employees responded (56% response rate) to a survey. RESULTS: Program participants (N = 666) were more likely to agree that the organization provides a supportive environment to live a healthy lifestyle (82.7% vs 69.4%, p < .001), more likely to agree co-workers support one another in practicing a healthy lifestyle (76.8% vs 53.7%, p < .001), and to rate their overall health and wellness higher (p < .005) compared to those not familiar with the wellness champions program (N = 675). CONCLUSIONS: Employees participating in wellness champion activities have increased their awareness of wellness opportunities, feel supported for having a healthy lifestyle, and rate their perceived health and wellness higher.
Authors: Mark L Wieland; Bridget K Biggs; Tabetha A Brockman; Amy Johnson; Sonja J Meiers; Leslie A Sim; Ellen Tolleson; Marcelo M Hanza; Jennifer A Weis; Jane R Rosenman; Paul J Novotny; Christi A Patten; Matthew M Clark; Jodi Millerbernd; Irene G Sia Journal: J Prim Prev Date: 2020-04
Authors: Sarah L Brand; Jo Thompson Coon; Lora E Fleming; Lauren Carroll; Alison Bethel; Katrina Wyatt Journal: PLoS One Date: 2017-12-04 Impact factor: 3.240
Authors: Kaisa C Wieneke; Jason S Egginton; Sarah M Jenkins; Gretl C Kruse; Francisco Lopez-Jimenez; Michelle M Mungo; Beth A Riley; Paul J Limburg Journal: Mayo Clin Proc Innov Qual Outcomes Date: 2019-05-27