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The purpose of this paper is to suggest that nutritious food intake is a somewhat overlooked yet essential aspect of corporate wellness that has the potential to help provide organizations with a sustainable competitive advantage.

The paper first discusses the resource‐based view, identifying ways in which nutritious food intake across an organization may serve to create rare and inimitable organizational resources leading to a competitive advantage. It then presents a basic overview of the fundamentals of nutritious food intake. It proceeds to review the transtheoretical stages of change model in the context of tailored nutrition interventions in organizations, providing a detailed overview of key individual behavior focused and environmental focused change strategies along with a discussion of types of technical delivery systems.

The paper suggests that an organization may be able to use a tailored stage‐based nutrition intervention as part of a comprehensive wellness program in order to help create a sustainable competitive advantage based on the nutritious food intake of its members.

Future researchers should continue to examine the effectiveness of stage‐based computer tailored nutrition interventions and their delivery systems, particularly in the context of comprehensive corporate wellness plans and the extent to which this serves to create a competitive advantage through lower direct healthcare costs and higher worker productivity.

Organizational leaders should carefully consider the strategies and methodologies presented in this paper when designing and implementing nutrition interventions as part of a broad corporate wellness program.

This paper makes a valuable contribution to the organizational literature by recognizing the potential for the application of the transtheoretical stages of change model from the field of nutrition education within the context of the resource‐based view of organizations.

The authors used a case study approach to explore employees' perceptions of one institution's culture of health. The authors then applied a needs-centered training model to create and test the effectiveness of a workplace wellness training program to improve the culture of health.

For study 1, the authors recruited 736 faculty and staff from an institution of higher education to complete an online culture of health survey measuring their perceived leadership support, peer support and institutional resources. In study 2, participants (n = 60) in follow-up focus groups described their experiences related to the culture of health at the institution. For study 3, university employees (n = 44) participated in the training intervention and reported on post-test outcomes measuring the training's effectiveness.

High levels of employee stress and lack of supervisor and coworker support were identified as significant issues in the needs assessment process. Therefore, the authors developed a needs-centered training intervention that focused on supportive and confirming supervisor and peer communication. Results suggest employees perceive the training to be effective, are ready to change their behaviors and are knowledgeable about the training content.

This study provides evidence regarding needs-based trainings focused on co-worker communication and how these trainings may incrementally improve the culture of health within organizations. Accordingly, the authors offer best practices, including the value of focusing on employee needs, advocating for employees, building community through trainings and enacting change through the training process.

As online education proliferates, little attention has been given to understanding non-cognitive success factors, such as wellness, in online graduate student success. To begin to address this gap in understanding, this paper aims to explore the experiences of doctoral student wellness within the context of online distance education. Doctoral students, and their instructor, in an advanced qualitative research course sought to use collective autoethnography to address the following questions: How do the authors perceive the wellness as doctoral students engaged in distance education, and how do the authors understand the influence of the doctoral program cultures on the perceptions of the own wellness?

This paper emerged from a 12 week advanced qualitative research course where students opted to engage in a poetic arts-based collective autoethnography to reflect on and analyze their experience of wellness as doctoral students taking online courses. Data collection included the use of reflective journaling, creation of “My Wellness Is” poetry, and weekly group debriefing. Journals and poems were analyzed individually, then collectively. First and second cycle coding techniques were used, with the first cycle including process and descriptive coding and second round coding involving pattern coding.

Through first and second round coding, three primary themes emerged: positionality as an element of wellness, the role of community in maintaining wellness and awareness and action regarding wellness.

Due to the inherent nature of qualitative research, and specifically autoethnographic methods, the findings of this study may be difficult to generalize to the broader online graduate student population. Future research on this topic may use the experiences explored in this study as a basis for the development of future quantitative studies to measure the extent of these findings in the broader population.

This paper includes implications for the development of interventions that may support wellness in graduate students in online environments including support interventions from faculty advisors, leveraging academic curriculum to promote wellness, and suggestions for building community among online graduate students.

As technology advances, online education is quickly becoming a leading mechanism for obtaining a graduate education. Scholarship in this discipline has primarily focused on academic outcomes of online students and has largely focused on undergraduate populations. This paper broadens the conversation about online education by illustrating a non-cognitive dimension of the student experience, i.e. wellness, through the perspective of graduate students.

This paper addresses a gap in the current understanding of online graduate student experiences and outcomes using methods that provide vivid illustrations of the nuanced experience of online doctoral students.

Officer wellness has become a popular area of focus in recent years. This purpose of this research is to examine the impact of a police training program, Blue Courage, on officer (n = 174) attitudes toward mental and emotional wellness.

Borrowing from the field of medicine, a data linkage approach is employed to match pre- and post-test surveys from officers who completed the training. This research uses a single-group pre-test post-test design to estimate the impact of the training, and a lagged dependent variable (LDV) ordinary least squares (OLS) model to compare the impact of the training across different types of officers.

Participants who completed the training had more positive attitudes toward mental and emotional wellness at post-test. Officers of higher rank and officers who worked in non-urban departments saw larger changes in attitudes toward wellness. Cynical officers, identified in the literature as withdrawing from training and failing to participate, saw comparable change in attitudes to less cynical officers.

Despite a relative inability of wellness training to work with police officers historically, this research suggests that certain approaches employed by Blue Courage, specifically by targeting officer cynicism, may improve officer engagement in training and improve training results.

This paper aims to present the results of a three‐year comprehensive workplace initiative which provided an unprecedented opportunity to explore the potential relationship between organisational health, stress, and health outcomes.

Data were collected from 325 employees participating in a comprehensive workplace wellness intervention taking place in a large governmental organisation. Organisational health was measured using a 16‐item measure of organisational health indicators and a four‐item measure of health culture. Personal health outcomes were assessed using 12 indicators: personal wellness profile, health age, blood pressure, nutrition, fat intake, fibre intake, alcohol use, fitness, smoking status, cancer risk, stress, and good health practices.

Analyses indicated that after controlling for gender and age, organisational health was associated with increased personal wellness, lower health age, better overall nutrition, reduced fat intake, increased fibre intake, reduced alcohol consumption, increased fitness, reduced cancer risk, lower stress, and more positive health practices. For several outcome measures, organisational health had a stronger impact on personal health for men. Personal health of correctional workers and youth workers was most influenced by organisational health. Finally, stress mediated the relationship between organisational health and health outcomes for all measures of wellness except for alcohol consumption.

Organisational health is often overlooked by employers when considering the personal health of employees. Interventions aimed at influencing organisational health (generally considered a low cost intervention) can have beneficial influences on personal health.

Many companies in the USA have corporate wellness programs but are having trouble encouraging employees to take part in these programs. Even with monetary incentives, many employees do not join. The purpose of this paper is to consider whether timely reminders combined with monetary incentives improve participation in health benefit programs.

Employees of a large manufacturing company across multiple facilities were encouraged to enroll in a messaging service. Once a week, members received an SMS or e-mail reminder to complete a Health Risk Assessment (HRA) and Health Action Plan (HAP). The authors segmented employees based on prior year health insurance plan choice and HRA participation to analyze current HRA and HAP completion, with and without intervention.

The intervention increased completion rates 6 percent for subgroups that completed the HRA in the prior year and 34–37 percent for those that did not.

Corporate wellness programs should develop good communication channels with employees. The effectiveness of such programs will depend also on employee engagement.

With better communication, companies could raise participation in corporate wellness programmes and potentially reduce some of the monetary incentives that they currently offer.

This study aims to examine the impacts of employee wellness programs on employee and organizational outcomes in the hospitality industry.

A survey was distributed on Amazon Mechanical Turk, targeting hospitality employees who have access to employee wellness programs. Descriptive statistics, confirmatory factor analysis and structural equation modeling techniques were used.

Employee perceptions of wellness programs significantly impacted turnover intention, job stress (JS) and perceived organizational support (POS). POS had a significant mediating effect between employee perceptions of wellness programs and JS. Employee perceptions of wellness programs did not have a significant effect on emotional labor.

Employee wellness programs are often recommended to human resource managers, but there is little empirical evidence of their effects, particularly for hospitality industry employees. This study investigates the actual employee outcomes of employer-sponsored wellness programs.

Describes a methodology to monitor and maintain team wellness, focused on critical team processes to sustain teams after launching. The approach includes a structured assessment tool to measure team member perceptions of critical team processes, selection and implementation of improvement initiatives guided by graphical portrayal of assessment results, and re‐assessment of team processes to measure impact of initiatives. Illustrates this approach and associated assessment and portrayal tools through an application with two work teams in a telecommunications company. This approach provides a structured method for monitoring team wellness, or health, which can complement business results‐focused measures of a team’s performance.

It is well known that job stress is major cause of salesperson job dissatisfaction and turnover. Salespeople require the resources to cope adequately with a multitude of job stressors, and the purpose of this study is to demonstrate that salesperson wellness promotes the ability of salespeople to use effective coping strategies in the workplace and as a result decrease their intentions of leaving the firm.

Data including measures of coping strategies and a wellness lifestyle orientation were collected from a sample of 441 full-time professional salespeople in two metropolitan statistical areas of the USA. Structural equation modeling was used to demonstrate the relationship of a wellness lifestyle to coping strategies and in turn the relationship of coping strategies to job satisfaction and turnover intentions.

The study demonstrated the influence of the wellness lifestyle on salespeople’s ability to cope effectively with job stress. It extends previous research by demonstrating the direct influence of salesperson wellness on coping behaviors and demonstrates the nomological validity of the wellness lifestyle construct by modeling its relationship with job satisfaction and the intent to leave the organization.

The study recommends new research on the synergies that might be produced by simultaneous consideration of the social, physical, and psychological elements of the multicomponent wellness lifestyle. This should be particularly valuable in the context of the Challenger Sale.

Wellness programs may be introduced or improved following an assessment of coping resource weaknesses of the sales force. New employees could be screened by examining their wellness profiles.

Major firms have promoted wellness lifestyle programs for years, but no studies have examined the influence of such programs on coping with job stress by salespeople. The paper demonstrates the value of the salesperson wellness lifestyle by showing that it promotes the most adjustive form of coping strategy, problem-focused coping.

The purpose of this paper is to test a mental wellness intervention, Mood Lifters (ML), that addresses significant barriers to mental health care. ML includes adults over 18 struggling with mental wellness or any life difficulties, except those with active suicidality, mania and psychosis, and addresses barriers to care using peer leaders in a manualized group format with a gamified point system.

Participants were recruited using online postings. Those eligible (76% female, 80% white) were randomly assigned to professional-led groups (N = 30), peer-led groups (N = 33) or a waitlist (N = 22; i.e. attended assigned condition if available). Participants completed pre- and postgroup measures (including the Patient Health Questionnaire-9, Generalized Anxiety Disorder-7 and Perceived Stress Scale), attended 15 weekly meetings and tracked “points” or at-home skills practice. Multiple imputation was used to account for attrition. Linear regressions were analyzed to determine the program’s impact on anxiety and depressive symptoms and perceived stress. Further analyses included comparisons between peer- and professional-led groups.

Participants in ML experienced significant reductions in anxiety symptoms. Completing more homework across the program led to significant reductions in anxiety and perceived stress. Finally, there were no significant differences in attendance, homework completed or outcomes between peer- and professional-led groups.

Overall, participation in the ML program led to reduced anxiety symptoms, and for those who completed more homework, reduced perceived stress. More accessible programs can make a significant impact on symptoms and are critical to address the overburdened care system. Additionally, there were no differences between leader types indicating that peers may be an effective way to address accessibility concerns.

ML is unique for three reasons: it takes a biopsychosocial/Research Domain Criteria approach to mental wellness (i.e. incorporates many areas relevant to mental health, does not focus on a specific diagnosis), overcomes major barriers to mental health care and uses a peer-delivery model. These attributes, taken together with the results of this study, present a care alternative for those with less access.