Health And Wellness Research Paper

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We also bring our readers in-depth coverage through two groups of annual reports (White Papers and Wellness Reports) on topics including: Nutrition, Diabetes, Vision, Lung Disorders, Arthritis, Memory Disorders and more.

We host our content on two websites: Berkeley and Healthand Wellness Alerts.Our various publications provide our readers with insightful reporting on current topics such as Is Sugar Making Us Sick?

Past research has suggested workplace wellness programs might be a good investment.

In 2010, Song, Baicker and David Cutler, the Otto Eckstein Professor of Applied Economics at Harvard, published a meta-analysis of prior research on wellness programs that found a roughly three to one return on investment for such interventions.

Previous Articles: These Brands Are Courting Today's Eco-Conscious Consumers With Closed-Loop Systems How Beauty Brands Like Lancôme Use Emerging Skincare Tech To Enable Custom Store Experiences How Brands Like Under Armour Are Creating Next-Gen Wearing Experiences From allowing users to earn cryptocurrency for their workouts to exchanging customers' health and activity data for discounts, brands are finding dynamic and engaging ways to keep their customers on track with their health goals As health, wellness and fitness become evergreen trends, today's consumers are looking for innovative and seamless ways to accomplish their healthy-living goals.

While brands are increasingly turning to digital tools that integrate easily into users' lives, helping make fitness and wellness goals second nature, they are also looking for extra ways to keep up customers' motivation and avoid pesky plateaus.

Worksites offering a wellness program had an 8.3 percentage point higher rate of employees who reported engaging in regular exercise and a 13.6 percentage point higher rate of employees who reported actively managing their weight, compared to those working at sites where a program wasn’t offered.

The program had no significant effects on other outcomes including 27 self-reported health and behavioral measures such as employees’ overall health, sleep quality and food choices; 10 clinical markers of health; 38 measures tracking spending and utilization for doctor’s visits, medical tests, procedures and prescription drugs; and three employment outcomes—absenteeism, job tenure and job performance.

The motivation for employer-based wellness programs is straightforward.

If employers can help workers cut back on alcohol consumption, quit smoking or increase exercise, the idea goes, workers’ health will improve, generating savings on health care costs, lowering the number of sick days people take and improving the overall well-being and productivity of the workforce.