ABSTRACT
OBJECTIVE: To explore how changing incentive designs influence wellness participation and health outcomes. METHODS: Aggregated retrospective data were evaluated using cluster analysis to group 174 companies into incentive design types. Numerous statistical models assessed between-group differences in wellness participation, earning incentives, and over-time differences in health outcomes. RESULTS: Four incentive design groups based on requirements for earning incentives were identified. The groups varied in support for and participation in wellness initiatives within each company. All four design types were associated with improved low density lipoprotein (LDL) (Pâ<â0.01), three with improved blood pressure (Pâ<â0.001), and two with improved fasting glucose (Pâ<â0.03). No incentive plan types were associated with improved body mass index (BMI), but designs predominantly focused on health outcomes (eg, Outcomes-Focused) exhibited a significant increase over time in BMI risk. CONCLUSION: Incentive design and organizational characteristics impact population-level participation and health outcomes.
Subject(s)
Health Promotion , Motivation , Occupational Health , Organizational Culture , Body Mass Index , Humans , Outcome Assessment, Health Care , Retrospective StudiesSubject(s)
Audiovisual Aids , Health Promotion/organization & administration , Program Evaluation/methods , Workplace , Efficiency , Health Services/economics , Health Services/statistics & numerical data , Health Status , Humans , Occupational Health , Socioeconomic Factors , Stakeholder Participation , User-Computer InterfaceSubject(s)
Audiovisual Aids , Health Promotion/organization & administration , Program Evaluation/methods , Workplace , Efficiency , Goals , Health Services/economics , Health Services/statistics & numerical data , Health Status , Humans , Occupational Health , Socioeconomic Factors , Stakeholder Participation , User-Computer InterfaceSubject(s)
Health Promotion/organization & administration , Translational Research, Biomedical/organization & administration , Workplace , American Heart Association/organization & administration , Centers for Disease Control and Prevention, U.S./organization & administration , Humans , Occupational Health , Program Evaluation , Systems Analysis , United StatesABSTRACT
PURPOSE: This study tested relationships between health and well-being best practices and 3 types of outcomes. DESIGN: A cross-sectional design used data from the HERO Scorecard Benchmark Database. SETTING: Data were voluntarily provided by employers who submitted web-based survey responses. SAMPLE: Analyses were limited to 812 organizations that completed the HERO Scorecard between January 12, 2015 and October 2, 2017. MEASURES: Independent variables included organizational and leadership support, program comprehensiveness, program integration, and incentives. Dependent variables included participation rates, health and medical cost impact, and perceptions of organizational support. ANALYSIS: Three structural equation models were developed to investigate the relationships among study variables. RESULTS: Model sample size varied based on organizationally reported outcomes. All models fit the data well (comparative fit index > 0.96). Organizational and leadership support was the strongest predictor (P < .05) of participation (n = 276 organizations), impact (n = 160 organizations), and perceived organizational support (n = 143 organizations). Incentives predicted participation in health assessment and biometric screening (P < .05). Program comprehensiveness and program integration were not significant predictors (P > .05) in any of the models. CONCLUSION: Organizational and leadership support practices are essential to produce participation, health and medical cost impact, and perceptions of organizational support. While incentives influence participation, they are likely insufficient to yield downstream outcomes. The overall study design limits the ability to make causal inferences from the data.
Subject(s)
Health Promotion/organization & administration , Workplace , Age Factors , Cross-Sectional Studies , Humans , Leadership , Motivation , Occupational Health , Patient Participation , Residence Characteristics , Sex FactorsSubject(s)
Health Benefit Plans, Employee/standards , Health Priorities , Health Promotion/standards , Occupational Health/standards , Social Determinants of Health/standards , Workplace/standards , Adult , Female , Guidelines as Topic , Humans , Male , Middle Aged , Socioeconomic Factors , United StatesSubject(s)
Guidelines as Topic , Health Promotion/methods , Health Promotion/standards , Occupational Health/standards , Technology Transfer , Adult , Female , Humans , Male , Middle Aged , United StatesABSTRACT
OBJECTIVE: To explore the factor structure of the HERO Health and Well-being Best Practices Scorecard in Collaboration with Mercer (HERO Scorecard) to develop a reduced version and examine the reliability and validity of that version. METHODS: A reduced version of the HERO Scorecard was developed through formal statistical analyses on data collected from 845 organizations that completed the original HERO Scorecard. RESULTS: The final factors in the reduced Scorecard represented content pertaining to organizational and leadership support, program comprehensiveness, program integration, and incentives. All four implemented practices were found to have a strong, statistically significant effect on perceived effectiveness. Organizational and leadership support had the strongest effect (ßâ=â0.56), followed by incentives (ßâ=â0.23). CONCLUSION: The condensed version of the HERO Scorecard has the potential to be a promising tool for future research on the extent to which employers are adopting best practices in their health and well-being (HWB) initiatives.
