Wayne N Burton1, Chin-Yu Chen, Xingquan Li, Alyssa B Schultz. 1. University of Illinois at Chicago, Chicago, Illinois (Dr Burton); American Express Company, New York (Dr Burton); and University of Michigan Health Management Research Center, Ann Arbor, Michigan (Dr Chen, Mr Li, Dr Schultz).
Abstract
INTRODUCTION: Employee engagement is a key factor in work performance and employee retention. The current study seeks to examine the relationship between employee engagement and health risks and productivity. METHODS: In 2012, employees of a global financial services corporation participated in a health risk appraisal (HRA) which measured employee engagement, health risks, and on-the-job productivity loss (presenteeism). Three engagement categories were created. RESULTS: The highest engaged employees had significantly fewer health risk factors (69.7% overall low-risk status; 1.91 average health risks) and significantly less presenteeism (7.7%) than the mid engagement (67.9% low-risk, 1.98 risks, 9.2% presenteeism) and worst engagement (55.0% low-risk, 2.53 risks, 14.0% presenteeism) groups. CONCLUSIONS: Work engagement appears to be good for both the organization and the individual. Organizations may wish to make use of strategies which increase employee engagement.
INTRODUCTION: Employee engagement is a key factor in work performance and employee retention. The current study seeks to examine the relationship between employee engagement and health risks and productivity. METHODS: In 2012, employees of a global financial services corporation participated in a health risk appraisal (HRA) which measured employee engagement, health risks, and on-the-job productivity loss (presenteeism). Three engagement categories were created. RESULTS: The highest engaged employees had significantly fewer health risk factors (69.7% overall low-risk status; 1.91 average health risks) and significantly less presenteeism (7.7%) than the mid engagement (67.9% low-risk, 1.98 risks, 9.2% presenteeism) and worst engagement (55.0% low-risk, 2.53 risks, 14.0% presenteeism) groups. CONCLUSIONS: Work engagement appears to be good for both the organization and the individual. Organizations may wish to make use of strategies which increase employee engagement.
Authors: Alberto Abad; Saki Gerassis; Ángeles Saavedra; Eduardo Giráldez; Julio F García; Javier Taboada Journal: Environ Sci Pollut Res Int Date: 2018-08-18 Impact factor: 4.223
Authors: Macarena Romero-Martín; Juan Gómez-Salgado; Miriam Alcaide-Carrasco; Lucas Rodríguez-Jiménez; Mónica Ortega-Moreno; Daniel López-López; Carlos Ruiz-Frutos Journal: Healthcare (Basel) Date: 2022-06-30