A meta‐analysis of the non‐monetary effects of employee health management programs
通过元分析回顾员工健康管理计划（EHMPs）的文献，发现自愿性通用计划与工作绩效无关，但与缺勤率负相关，且对工作满意度和离职率影响微弱，质疑了这些计划能否带来组织期望的行为改变。
Abstract This study was undertaken to review the literature on employee health management programs (EHMPs). We explored the history and characteristics of systematic organizational efforts to improve workforce health and well‐being. We believe that a historical perspective provides some insight into the economic, political, and social factors that have influenced the trend toward organizationally sanctioned health‐promotion efforts. Further, we investigated the likely effects of these programs on valued‐behavioral organizational outcomes such as employee performance, employee satisfaction, absenteeism, and voluntary turnover. Our findings show that voluntary general‐focus programs are unrelated to job performance, and voluntary programs are negatively related to absenteeism, but effects on absenteeism wane when the program is not voluntary. Moreover, EHMPs are minimally related to job satisfaction and slightly related to turnover. These results, examining behavioral outcomes of EHMPs, question the ability of EHMPs to provide desired behavioral changes in employees, changes that organizations seek to maximize such as increased performance. Are EHMPs more than just socially acceptable programs that help individuals with health problems? © 2003 Wiley Periodicals, Inc.