Health and Fitness in The Workplace

Despite the growing popularity of employee fitness programs, sound scientific data relative to their effects have been sparse ( Heinzelman and Bagley 1970; Bjurstrom and Alexiou 1978; Howard and Mikalachki 1979; Fielding 1979; Jetté 1980; Koerner 1973; Laporte 1966; Ryan 1980; Yarvote et al. 1974). Furthermore, the nature of employee fitness programs has been such that the results of most studies have been based on uncontrolled research. In general most employee fitness research lacks sound control populations and is predominantly cross-sectional in nature, leaving the question of self-selection conspicuously unaddressed. Correspondingly, many reports that testify to the benefits of employee fitness programs have been limited to managerial journals and physical fitness magazines intended for the lay population ( Pyle 1979a, 1979b; Garry 1980; Megalli 1978; Lauzon 1982; Cox 1984; Oldridge 1984; Berkanovic 1976). Howard and Mikalachki ( 1979) have suggested that the lack of objective data stems from data restriction policies of specific organizations, the lack of necessary program evaluation because of the company's inherent faith in the probable benefits of a physical activity program, and the lack of expertise in the design of program evaluations. Moreover, even though employee fitness programs have been effective in improving fitness levels ( Shephard and Cox 1982), little scientific evidence suggests that these programs have had a direct or specific benefit on employee health or in the workplace.

Several movements in recent years have influenced U.S. business and industry to implement on-site health promotion programs. One major influence was the trend for U.S. business to pay the lion's share of health care costs. In 1981, U.S. businesses paid about $61 billion in medical insurance payments. These costs are rising at a rate of almost 15 percent a year. Indirect costs such as sick leave, disability payment, federal Medicare and disability insurance, and employee replacement was estimated to be another $52-$64 billion. This $113-$125 billion employee health bill amounted to 10 percent of the total U.S. payroll costs in 1981 ( Oliver and Kirkpatrick 1982). U.S. businesses have strong economic incentives to keep their employees healthy. Most of these costs are experience rated, which means the actual cost of next year's premium is based on this year's actual payouts by the company. Any decreased use of benefits because of healthier employees saves the company money.

Hospitals and corporations have varied reasons for offering health promotion programs. Hospitals conduct the programs to generate revenue, increase visibility, attract new patients, and prevent, as well as treat, illness. The programs are offered to their own employees, people in the community, and local businesses. Corporations are generally interested solely in their employees and, sometimes, their immediate families.They hope to reduce absenteeism, turnover, and health care insurance costs while increasing productivity and morale.