Research applications in the field of positive organisational behaviour are developing as part of the paradigm of fortology. Both psychofortology and positive psychology support the development of the strengths (fortology) of human behaviour. Health and wellness research in working contexts build theory in the field of Industrial Psychology. The objective of the present research is to develop and test a holistic work-wellness model for employees of a life insurance organisation in South Africa. Holistic work-wellness research requires that wellness, organisational factors and individual dispositions be treated as part of an integrated and dynamic system. The relationship between these constructs provides some understanding of total work wellness. A cross-sectional survey designed was used with a sample of 673 participants. The 5 Factor Wellness Survey, the Maslach Burnout Inventory – General Survey, Utrecht Work Engagement Scale and the Job Diagnostics Survey were administered. The empirical research results have shown that a positive relationship exists between motivational job characteristics, sense of coherence, engagement and wellness. A somewhat negative relationship exists between burnout and wellness in the holistic work-wellness model. The structural equation modelling statistics provided reasonable goodness of fit indices with some room for modification. According tot the Root Mean Square Error of Approximation criterion, the results support the acceptance of the holistic work-wellness model. A path diagram, in which cause and effect arrows flow from the exclusive latent variable back to the primary factors, was developed. The development of this holistic work-wellness model addresses the research problem and builds theory with which to holistically understand work wellness. It can be concluded that the development of this particular model can be used in the insurance organisation to implement employee health and wellness care. The Indivisible Self: An Evidence-Based Model of Wellness that consists out of 17 wellness and 4 contextual factors were successfully applied as a clinical wellness model in an organisational context (Myers and Sweeney, 2005). A principle factor analysis confirmed the factor structure of previous wellness research for the first time in a South African study. Structural equation modelling statistics on the wellness model confirmed the 19-factor model with adequate goodness of fit indices. The empirical research data confirms The Indivisible Self: An Evidence-Based Model of Wellness for the insurance organisation. This wellness model can therefore be used as an independent wellness model to explain wellness from the theory and from the present empirical study. From the literature it is clear that research on wellness in relation to motivational job characteristics are developing as a research topic. The empirical research in the present study confirmed that a positive relationship exist between these two phenomena. Goodness of fit indices confirm that the six-factor motivational job characteristics model cannot be used as an independent model in the insurance organisation. Subsequently this did not validate the practically significant positive relationships in the independent job model. However these findings were still useful in an explorative study that focused on the development of a holistic work-wellness model. A strong sense of coherence can therefore be hypothesised to help employees to face stressful situations and to handle complex tasks because demands from the environment are understood and believed to be under their personal or significant others’ control. They are likely to regard the tasks as challenging enough to spend energy on. It can be described as the characteristic inherent to individuals, which assists them in their interaction with their work-environment and situations that might arise as a consequence thereof. Empirical statistical results indicated that the three factors meaning, comprehension and manageability are confirmed for the sense of coherence construct. A principle factor analysis confirmed reliable Cronbach alphas for meaning and comprehension in the present research. Structural equation modelling proves that the sense of coherence model cannot be used independently due to poor goodness of fit statistics. However, sense of coherence is still useful in the development of a holistic work-wellness model. The research results also showed that engagement could be considered a positive indicator of employee wellness. Findings validated and confirmed the factorial validity of vigour and dedication. Goodness of fit statistics produced goodness of fit indices of intermediate quality. Empirical statistics verified and validated burnout as a four-factor model. Researched statistics showed internally consistent results for the four-burnout subscales (exhaustion, cynicism, professional efficacy and cognitive weariness). It can be concluded that these factors are reliable and valid factors. Results from the structural equation modelling proposed good fit (RMSEA) for the four-factor burnout model, with some modification required to improve the other indicators. Conclusions and recommendations in terms of the implementation of managed health and wellness care for employees in the insurance organisation are based on the development of the holistic work-wellness model. Health and wellness programmes should be researched to develop the empirical application of the holistic work-wellness model. / Prof. R.P. De la Rey

Thesis (M. Dev.) -- University of Limpopo, 2016 / Wellness Management strives to meet the health and wellness needs of the public servants through diverse preventative and curative measures by customizing those aspects from traditional programmes such as Employee Assistance Programme (EAP), Work life Balance and, Wellness Management programmes. These are the most relevant and fit the uniqueness of the public service and its mandate. The provision of such diverse programmes is vital in the public service setting. In order to determine the effectiveness of these programmes, an evaluation is therefore necessary to validate its existence in fulfilling its objectives and furthermore, improving its performance. The aim of this research study was to evaluate the effectiveness of Wellness Management Programme (WMP) in the Department of Agriculture in the Capricorn District, concentrating on the provision, utilization and awareness of the programme. The study also investigate the benefits of the programme to both the employee and the employer and the extent to which they derive value in the programme. Supervisors and supervisees respectively were interviewed, and they both regarded the programme as effective and furthermore as a good and suitable option in improving job performance in the department. However, the utilization of the programme is mainly from employees in the administration field, with less utilization from technical employees, which further calls for promotion of the programme to technical/core employees and their management. The majority of respondents were aware of the programme and are currently satisfied with the accessibility of coordinators of the programme, although the challenge is still with EAP services. The centralisation of EAP at Provincial office delays progress and effective utilization of the services and therefore decentralisation of the services to district office, the recruitment of qualified professionals and establishment of EAP Advisory Committees are recommended. The majority of supervisors and supervisees who had utilised the services have seen improvements in their lives and their job performance, hence they still recommend the services to other colleagues. Management support and involvement through the provision of advises, budget and so forth is crucial in the improvement of the programme utilization.

In today's world of work, change can be seen as a given. For companies to not only survive but to thrive, they need resilient and healthy employees. Healthy employees can deal more effectively with stress, which result from increases in work overloads, work pressure and job insecurity. They are more productive, deliver higher work output, and cope better with higher work demands. Studies show that people, who maintain a healthy lifestyle through regular exercise and healthy eating, have much fewer weight-related medical expenses, and are thus generally in better health. Poor health, on the other hand, results in higher absence from work, lower productivity and lower morale. This has a snowball effect in organisations, because the absence of unhealthy employees exacerbates the stress and work overload of those employees who are present at work and, in turn, negatively impact their morale. The aim of the study is to evaluate the impact of a physical wellness programme (referred to as a Corporate Wellness Programme or CWP) on employee absenteeism and motivation within a specific company. The evaluation was conducted using a mixed method approach. It was performed on the pilot study of the CWP. Hundred and thirteen people participated on a voluntary basis. The programme ran over six months (December 2008 to May 2009). A health risk assessment (HRA) includes glucose, blood pressure, cholesterol tests and a body mass index (BMI) and was conducted on all the participants before they embarked on the programme, as well as after completing the programme. The pre- and post-tests of the health risk assessment were statistically compared to evaluate whether participation in the programme affected the physical health of the participants. After the programme, focus group discussions were held with a sample of 36 of the 113 participants to assess their experience of the programme. Absenteeism data were used as an indirect measure to determine the impact of the programme on absenteeism. The results from the health risk assessments indicated that the systolic blood pressure and cholesterol levels were significantly lower after the programme. From the focus group discussions it appeared that participants reported less absenteeism from work due to illness. They further reported an improvement in their mood, attitude toward work, sleeping patterns, eating habits and sense of overall wellbeing during participation in the programme. Based on the results of health risk assessments, it seems if the CWP had some positive impact on employee state of wellness. Copyright 2010, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: Du Preez, H 2010, The impact of a Corporate Wellness Programme on employee wellness, motivation and absenteeism, MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-02222012-115232 / > C12/4/191/gm / Dissertation (MCom)--University of Pretoria, 2010. / Human Resource Management / unrestricted

Thesis (MPH.) -- University of Limpopo, 2021 / The study was conducted in Polokwane sub-district targeting all the employees at Polokwane One-stop Centre. The specific focus was drawn to all permanent Social workers, Community Development workers and Social Auxiliary workers. The aim of the study was to explore barriers influencing employee participation in Employee Health and Wellness Programmes and to describe barriers influencing employee participation in Employee Health and Wellness Programmes. The data was collected through semi-structured face-to-face interview from all employees who are employed by the Department of Social Development, Polokwane Sub-District. The sample consisted of permanent Social workers, community development workers and social auxiliary workers who have more than one year of experience in the department of social development and excluded all employees who were on the internship programme. The researcher used thematic data analysis to analyse the findings of the study. The study concluded that employees were not participating in the EHWP because of limited knowledge of services rendered at the EHW programme, lack of access to EHW services, privacy and confidentiality of service providers and expertise knowledge of those offering the programmes and inadequate support from management. It is recommended that those in leadership should ensure that they disseminate information about EHWP to all employees.

Physical activity is now a key strategy for preventing or minimising numerous chronic diseases. Worksites are an ideal location to promote regular physical activity. For workers, a large portion of waking hours is spent at work where numerous opportunities exist to accumulate physical activity. Consequently, the aims of this thesis were to: 1) systematically review worksite physical activity literature, especially in the New Zealand context; 2) identify the contribution of worksite activity to total activity levels, and the correlates contributing to physical activity levels for professional occupations; and 3) objectively measure physical activity changes with point of decision prompt visibility in professional worksites. Accordingly the thesis incorporated one systematic review and two separate studies.Effect sizes calculated in an analysis of previous worksite physical activity health promotion studies show inconclusive evidence for increased employee retention and job satisfaction, and no evidence of reduced absenteeism or productivity increases. A major criticism of worksite research is that many unvalidated and unreliable designs are used, limiting study efficacy. Research initiatives need to identify the determinants of physical activity for different occupations, ethnicities, and gender in New Zealand worksites.Study 1 (N=56) consisted of participants wearing two pedometers over a three-day block, and subsequently completing a Three-Day Physical Activity Recall (3DPAR). A moderate, positive Spearman correlation (r=0.28) existed between the METs (3DPAR) and total pedometer values. Contributions of (mean + SD)worksite (14 283 +4761), non-work (12 516 +4 172), and total (26 798 +8 933) pedometer values were analysed. The sample was divided into tertiles according to total step counts. The high activity group (HAG) achieved more physical activity outside the workday (56%) when compared to the lowest activity group (LAG) (29%). Physical activity correlates were identified using binary logistic regression and simple correlation analyses. Relationships between physical activity and active transport, manual work, sport and exercise, and individual exercise were shown.Study 2 evaluated the National Heart Foundation (NHF) point of decision prompts for increasing physical activity levels in professional worksites. Forty-six participants (27 men and 19 women) wore two pedometers for three days, over four occasions to monitor changes in physical activity. The study was a crossover design with Worksite 1 receiving the treatment for three weeks, followed by a six-week wash out period, then a three-week control. Worksite 2 was given the control prior to the treatment period. Results indicate that the NHF point of decision prompts were ineffective at increasing objectively measured work and total physical activity levels, showing trivial positive (0.04) to moderate negative Cohen effect sizes (-0.79). When point of decision prompts were visible in the worksites overall mean step counts decreased. On the basis of these findings, the NHF's point of decision prompts had no effect, or were potentially detrimental to physical activity.Nevertheless, both studies were limited by some traditional worksite design problems, including low participation and sample contamination. However, by incorporating an objective measure of physical activity (pedometers) and a robust study design, these findings are the first objective measures of worksite physical activity, and the effects of point of decision prompts in a confined sample.

The objective of the present study was to examine the perceptions of employees who have participated in workplace health promotion (WHP) initiatives, more specifically, whether the employees perceived the WHP initiatives to have an impact on their well-being, general health or work. Furthermore, the effect of WHP initiatives on the relationship between job demands-resources and positive work outcomes, namely employee resilience, engagement, well-being and affective organisational commitment, was investigated. This study collected perceptions from 107 employees, all of whom were employed in organisations which had engaged in WHP initiatives. MultipleThe objective of the present study was to examine the perceptions of employees who have participated in workplace health promotion (WHP) initiatives, more specifically, whether the employees perceived the WHP initiatives to have an impact on their well-being, general health or work. Furthermore, the effect of WHP initiatives on the relationship between job demands-resources and positive work outcomes, namely employee resilience, engagement, well-being and affective organisational commitment, was investigated. This study collected perceptions from 107 employees, all of whom were employed in organisations which had engaged in WHP initiatives. Multiple hierarchical regression analyses were performed. Two significant interactions were found – the perception the WHP initiative had an impact on well-being and work had a moderating effect on the relationship between work overload and employee resilience. These findings have implications for organisations developing WHP initiatives targeted at improving the health and well-being. Further investigation of a wider span of perceived impacts and a more targeted examination, such as the type of WHP initiative completed, or the time that the employee spent doing the initiative is warranted. hierarchical regression analyses were performed. Two significant interactions were found – the perception the WHP initiative had an impact on well-being and work had a moderating effect on the relationship between work overload and employee resilience. These findings have implications for organisations developing WHP initiatives targeted at improving the health and well-being. Further investigation of a wider span of perceived impacts and a more targeted examination, such as the type of WHP initiative completed, or the time that the employee spent doing the initiative is warranted.

The primary purpose of this study was to design an instrument, the Professional Support Survey (PSS), to assess one's extent of world view thinking relating to wellness programming. The secondary purpose was to use the Perceived Wellness Survey (PWS) and the PSS to determine if a relationship exists between HR professionals' personal wellness and their support for wellness programs in the work place. Face and content validity was established for the PSS, test-retest analysis confirmed significant reliability («T, = 0.9239 and «T2 = 0.9464), and a significance test found - = 0.846 and adjusted - = 0.8662. The study found that HR professionals' levels of personal wellness are reflected in their decisions to support wellness programs. Further, the more exposure HR professionals have to wellness management issues (i.e., the company having a formal program, the number of activities, and budget allocations for programming), the more likely they are to support wellness programs from a programmatic standpoint. / Fisher Institute for Wellness

This study has presented findings on the correlations of the attitudes of the health promotion program provider and the program decision-maker in measuring the success of their worksite health promotion programs. The purpose of this study was to answer the following three questions: 1) Do company decision-makers and primary program providers agree upon which evaluation methods are currently being used in their worksite health promotion program? 2) Do the company decision-makers and primary program providers rank the top five evaluation criteria in the same order of importance? and 3) In rank order, what are the top five preferred evaluation criteria of the program provider? Results indicate a strong correlation of agreement for questions 1 and 2 (0.937 and 0.951 respectively). The data suggests that primary health promotion program providers and company decision-makers share strong agreement on which evaluation criteria should measure program success. Justification of worksite health promotion requires that the program provider be accountable for the criteria on which the decision-maker bases the programs' success. / Fisher Institute for Wellness

The purpose of this study was to determine the effectiveness of group nutrition and physical activity education classes in lowering cholesterol levels of worksite employees at 6-and 12-month intervals. A total of 32 participants were followed through the study. The group of participants included 24 female and 8 males, all over the age of 40. The data were analyzed using one-way ANOV A with repeated n1easures, post¬hoc analysis, Pearson's correlation coefficient, and ANCOV A to test six null hypotheses. Statistically significant differences in HDL cholesterol levels were found between baseline and 12 months (p=O.OOO) and between 6 months and 12 months (p=O.OOO). Statistically significant differences were also found in TCIHDL cholesterol ratios between baseline and 12 months (p=0.02) and between 6 months and 12 months (p=0.021). / Department of Family and Consumer Sciences

The purpose of this study was to show a relationship between the programming practices of wellness coordinators who perceive support from their organization and management and those who do not perceive support. Most research on worksite wellness has focused on the effectiveness or impact of wellness programs, while neglecting aspects of implementation such as the availability of support for the wellness coordinators in the worksite. The theoretical constructs of perceived organizational support (POS) served as the framework for the current study. A non-experimental, cross sectional questionnaire was the design of the study. Specifically, this quantitative study consisted of web-based electronic surveys. The questionnaire consisted of the following three components: 1.) An original set of demographic questions, 2.) Two subscales within the Leading by Example (LBE) scale, and 3.) Section Four of the HERO Scorecard. The participants included all members (N=150) of the West Virginia Wellness Council (WCWV) and all members (N=2000+) of the Health Educator Directory (HEDIR). All potential participants were sent a request for participation via email during the March and April 2011. The sample consisted of 30 worksite wellness coordinators. It was found that wellness coordinators perceived moderate levels of organizational (mean= 3.84, median=4) and managerial (mean=3.67, median=3.75) on a 5-point Likert scale. The program practices reported were consistent with typical worksite wellness programming initiatives. The analysis of the variables produced unexpected results. The results generally indicated that a negative relationship existed between perceptions of support and program practices. / Fisher Institute for Wellness and Gerontology