ABSTRACT
The return on investment of employer wellness programs has been heavily debated in recent years, yet existing research has failed to adequately assess the psychological factors that motivate program participation and how participation relates to organizationally relevant employee attitudes and behaviors. Using data over a 3-year period, we found beliefs about the value of employee wellness programs and perceived organizational support (POS) for wellness to be linked to wellness program participation through the mediation of intention to participate in the wellness program. Those with greater wellness participation were found to have higher performance ratings, higher job satisfaction, higher intention to stay, and lower turnover. However, the effects for job satisfaction and intention to stay disappeared when controlling for prior levels of satisfaction and intention to stay in cross-lagged models. Implications for scholars and practitioners are discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).
Subject(s)
Health Behavior , Health Promotion , Job Satisfaction , Occupational Health , Work Performance , Workplace/psychology , Adolescent , Adult , Aged , Databases, Factual , Female , Health Promotion/methods , Health Promotion/statistics & numerical data , Humans , Longitudinal Studies , Male , Middle Aged , Midwestern United States , Occupational Health Services , Personnel Turnover , Surveys and Questionnaires , Young AdultABSTRACT
In some cultures, individuals are free to pursue careers that match their personalities. In others, familial and societal expectations regarding career paths may restrict the links between individual personality and interests. Gender role expectations also may vary across cultures and may be associated with gender differences in interests. Past meta-analytic research has shown some career interests are related to personality traits (Barrick, Mount, & Gupta, 2003; Larson, Rottinghaus, & Borgen, 2002), but the cross-cultural variation of these relationships has not been sufficiently explored. Interest and personality data were obtained from an archival data set of 391,485 individuals from 20 countries. Results indicated that in cultures with high in-group collectivism, connections between personality traits and occupational interests may be less pronounced. Cultural gender egalitarianism moderated the level of gender differences in interests, unexpectedly demonstrating that gender differences may be wider in egalitarian cultures. Implications for career guidance in multicultural settings are discussed.
