Employee Wellness Programs Research Articles

Boosting Engagement: Effects of Wellness Programs in Hospitality Workplaces

The objective of the study is twofold: to investigate the direct effect of employee wellness programs on employee engagement in the hospitality industry, and to examine the mediating role of corporate social responsibility as well as the moderating role of employees’ health conditions in these relationships. This study adopted a cross-sectional survey method on a sample of 347 U.S. hotel employees to evaluate the proposed conceptual model. With a series of data analyses, including analysis of variance and mediation and moderation analysis, the study results validated the mediator role of corporate social responsibility, the moderator role of employees’ health conditions, and the direct effect of employee wellness programs on employee engagement at hotels. Specifically, wellness programs, perceived positively as CSR by hotel employees, significantly influenced employee engagement, with the impact moderated by employees’ health conditions. The study findings contribute to the theory in the fields of employee wellness and engagement in the hospitality fields and provide valuable implications for practitioners who intend to adopt corporate social responsibility strategies in promoting employee engagement at hotels.

Challenges and Opportunities to Work and Industry Practice in Occupational Therapy: A Practitioner Survey.

Work and industry (W&I) is a vital yet underrepresented area of occupational therapy practice. Describing the current practice trends, challenges, and opportunities in W&I provides a foundation for future development and advancements. To describe the state of W&I occupational therapy practice and to identify challenges and opportunities in this specialty practice area. Cross-sectional survey conducted June 12 to July 17, 2020. Online survey distributed through direct email invitations and online platforms (i.e., CommunOT, LinkedIn). One hundred twenty occupational therapy practitioners who had worked in W&I within the most recent 5 yr. We used 30 multiple-choice, Likert-scale, and free-response questions across three topics: (1) training, resources, and research; (2) challenges and barriers; and (3) opportunities. Most respondents were occupational therapy practitioners working in clinical settings with >5 yr of experience; 29.2% identified as male. The most frequently provided services were ergonomic consultation and worksite evaluation; clinic-based W&I services were less frequently provided. Workplace injury prevention, management of psychosocial issues, and employee wellness programs were ranked as the top opportunities for occupational therapy in W&I. A shortage of accessible training and resources to support W&I practice was found, particularly mentoring and occupational therapy-focused research evidence. Maintaining referrals, competition from other professions, and limited support from professional organizations were key challenges. This study illustrates the evolution of W&I occupational therapy practice and highlights an urgent need for increased professional recognition and educational support to maintain occupational therapy's presence in this practice area. Plain-Language Summary: In this study, we describe the current practice trends in work and industry occupational therapy practice. We identify challenges related to resources and training in this practice area and provide insights into opportunities for future development. The study findings show the evolution of work and industry occupational therapy practice and highlight an urgent need for more professional recognition and educational support to maintain occupational therapy's presence in this practice area.

Reformed Approach to Employee Health and Safety Program Improves Employee Productivity in Indonesia

Reformed Approach to Employee Health and Safety Program Improves Employee Productivity in Indonesia

Implications for Socio-environmental Determinants of Health-Informed Health Worker Wellness Programs: Findings from a Cross-Sectional Study.

To explore how socio-environmental factors may potentially impact health outcomes across different groups of health workers (HW). Data from the California Healthy Places Index (HPI) and administrative dataset including 12,715 HWs were analyzed using analysis of variance and two-step cluster analysis to evaluate variations in socio-environmental factors across 11 HW job categories. While physicians had the highest average HPI percentiles (69th percentile) across almost all HPI components, the lower-wage HWs consistently ranked below the state average (50th percentile). Overall, the HPI percentile was lowest for environmental living conditions and pollution for all HCWs (30th percentile). The education (52nd percentile) and economic components (59th percentile) were higher than the state average. The findings from this highlight the importance of socio-environmental determinants of health-informed employee wellness programs and research studies.

Workplace wellness across the lifespan: A pilot program for health promotion in a low- and middle-income country.

Considering that a sizable segment of the population spends significant amount of time at work, workplaces have been identified as practical platforms for health educational programs. Although employee wellness programs in high-income countries have shown measurable benefits in productivity and physical and mental health, evidence-based programs in low- and middle-income countries, such as Lebanon, are unavailable. The aim is to develop and implement a pilot workplace wellness program focusing on health-related areas to improve health knowledge and behavior among working men and women of reproductive age. In collaboration with March of Dimes, the National Collaborative Perinatal Neonatal Network developed a culturally sensitive health education program focusing on lifestyle, infection, nutrition and family planning. Sessions were delivered by a multidisciplinary team of specialists at a local bank in Lebanon. To assess the impact of the program, participants completed Knowledge and Behavior Assessment Questionnaire (KBAQ) before and after implementation. KBAQ was conducted 6 months after implementation to measure retention and continuing impact. Forty-seven participants completed the program, of whom 44.7% are male, 98% have university degree and 56.5% are married. Total knowledge score improved significantly from 64.2 to 74.3 and remained significant at 6 months post-implementation with a score of 71.7 (p < 0.001). At 6-month follow-up, emotional score improved (p = 0.028), while smoking decreased (p = 0.008). Also, employees' health knowledge and behavior showed sustained and significant improvement. We plan to implement our program at other sites and among employees from different backgrounds to understand the impact of the wellness program on employees' knowledge and behaviors at a larger scale.

Reducing Work Pressure to Improve Employee and Teacher Performance at the National Space Aviation Vocational School (SPAN) Medan

This study examines the impact of job stress on employee and teacher performance at the National Aviation and Space Vocational High School (Span) Medan. This research uses a quantitative approach, using a saturated sampling technique to ensure the collection of representative data from the entire population, so as to increase the generalizability of the research findings to a wider population. The triangulation method was used to validate the authenticity of the data, by integrating various data sources such as observation, questionnaires, interviews, and documentation. The research findings that job stress plays an important role in influencing individual performance, both partially and simultaneously. The practical implication is the urgency of management to manage employee work stress effectively. Strategies such as employee wellness programs, stress management training, supportive work environment, adaptive leadership, and fair compensation are recommended. Future research should explore additional factors affecting performance and develop holistic management strategies to effectively improve employee performance and teacher performance

ENHANCING WORKPLACE SATISFACTION AND RETENTION: THE IMPACT OF EMPLOYEE WELLNESS PROGRAMS IN IT COMPANIES OF BHOPAL &amp; INDORE CITIES

Employee wellness programs have emerged as strategic tools for talent retention in organizations across various industries. In the competitive landscape of the Information Technology (IT) sector, where skilled talent is in high demand, the effectiveness of these programs in retaining top talent is of particular interest. This research paper investigates the impact of employee wellness programs on talent retention within IT companies in Bhopal and Indore, two major cities in central India known for their thriving IT sectors. Through a mixedmethods approach encompassing quantitative surveys, qualitative interviews, and organizational assessments, this study explores the relationship between wellness initiatives and employee retention strategies. The findings reveal a positive association between the presence of wellness programs and indicators of job satisfaction, engagement, and retention among employees. Additionally, the study identifies key factors that contribute to the effectiveness of wellness programs, including their alignment with organizational goals, customization to meet employee needs, and integration into the organizational culture. By uncovering insights into the impact of employee wellness programs on talent retention within the IT sector, this research paper provides actionable recommendations for HR practitioners and organizational leaders seeking to optimize retention strategies and foster a culture of wellbeing in their organizations.

Impacts of educational interventions of librarian instruction on health information seeking attitudes and behaviors in an employee wellness program.

Health literacy and its potential impacts on the wellbeing of patrons remain a highly regarded objective among health science and medical librarians when considering learning outcomes of patron communities. Librarians are positioned to champion literacy instruction activities. This study aimed to examine health information seeking attitudes and behaviors in an academic-based employee wellness program before and after health literacy workshops were developed and facilitated by an academic health sciences librarian. The intervention included instruction informed by Don Nutbeam's Health Literacy Framework and the Research Triangle Institute's Health Literacy Conceptual Framework. Sixty-five participants obtained through convenience sampling attended workshops and were invited to respond to pre- and post-session surveys. Using a quantitative quasi-experimental methodology, surveys collected health literacy indicators including preferred sources and handling practices of in-person and online health information. Findings indicated workshops influenced information seeking behaviors as participants documented a decrease in social media use for health and wellness information (-36%) and medical information (-13%). An increase in the usage of consumer health databases (like Medline Plus) was also indicated post-workshop for health and wellness information (18%) and medical information (31%). Favorable impacts are evident in this small-scale study; however, more research is needed to confirm the influence of these methods on larger and more diverse populations. Librarians should continue to develop and disseminate theory-informed tools and methods aimed at engaging various communities in constructive health information seeking practices.

Employee Well-being Programs: Assessing the Impact on Engagement, Productivity, and Retention

Employee wellness programs have become an important focus in efforts to increase employee engagement, productivity and retention in organizations. This research aims to explore the relationship between employee welfare programs and key variables such as employee engagement, productivity and retention. Using a systematic literature review approach, this research analyzes findings from various relevant studies and surveys. The results show that factors such as employee empowerment, managerial support, growth opportunities, a supportive work environment, and company policies that support work-life balance have a significant relationship with employee engagement, productivity, and retention. Practical implications of these findings are discussed, along with study limitations and suggestions for future research.

Transforming Healthcare Delivery: The Role of Collaborations, Innovations, and Technologies in Addressing the Nursing Shortage

Amidst the current nursing crisis, nurse educators and practitioners are pivotal, necessitating innovative collaborations and partnerships to elevate healthcare models. To address the intricacies of our healthcare system nationwide, it is imperative to explore inventive approaches. With the advent of artificial intelligence (AI), nursing practice is set to advance significantly in the modern healthcare landscape. AI has the potential to transform healthcare delivery, improve patient outcomes, and redefine the nursing role. One of the strategies to enhance healthcare models involves technology integration. Partnering with technology companies can facilitate developing and implementing advanced simulations, telehealth platforms, and remote monitoring devices through AI. By automating routine tasks, AI enhances nursing efficiency, allowing nurses to concentrate on urgent patient care. Furthermore, AI can improve the quality and accuracy of nursing diagnoses and interventions by providing real-time information and evidence-based recommendations. Patients can also benefit from AI-driven virtual assistants that aid in accessing medication information, expanding knowledge of self-care practice, and addressing healthcare inquiries.The recent approval by the U.S. Food and Drug Administration (FDA) to integrate AI technologies into the medical sector highlights AI's potential to enhance healthcare services and reduce health risks. Collaborations among research, healthcare, and academic institutions are crucial for transformative changes. Research should focus on nursing staffing ratios, strategies to enhance job satisfaction, and practical nursing models to improve patient outcomes and relieve the burden of administrative and clinical tasks on individual nurses.Furthermore, healthcare and academic institutions should implement comprehensive employee wellness programs. These initiatives should prioritize mental health, stress management, and work-life balance to enhance nurses' well-being and reduce burnout and turnover.

Investigate the Effectiveness of Employee Wellness Programs in Reducing Absenteeism, Improving Morale, And Enhancing Overall Organizational Culture

Investigate the Effectiveness of Employee Wellness Programs in Reducing Absenteeism, Improving Morale, And Enhancing Overall Organizational Culture

Impact of updated hypertension guideline on eligibility for an employee wellness program

BackgroundPharmacists reduce overall healthcare spending in employee wellness programs (EWP). Employers implementing disease state management in an EWP must define the eligibility criteria. Clinical practice guidelines establish diagnostic criteria; therefore, updated guidelines have the potential to change the number of eligible beneficiaries in an EWP. No studies have analyzed the effects of using updated guideline-recommended criteria on the change in eligibility, enrollment, and indirectly, workload for program practitioners which may impact program administration cost. ObjectivesThe objective was to determine the impact of changing the blood pressure (BP) threshold for eligibility on the number of eligible beneficiaries in an EWP to that recommended by the ACC/AHA 2017. MethodsBalls Food Stores (BFS) provides services within an EWP called Start Now including annual biometric screenings, a health risk assessment (HRA), and pharmacist-led disease-state coaching for select beneficiaries with diabetes, cardiovascular disease, or both (SN-DM and SN-CV, respectively). Enrollment in SN-CV is offered to beneficiaries if they have a qualifying diagnosis or biometric screening result. To determine the process for evaluating the effect of new eligibility criteria on potential enrollment in SN-CV, a retrospective evaluation was conducted using 2018 beneficiary data. The primary outcome measure was the difference in number of beneficiaries identified using current eligibility criteria (based on JNC8) and those potentially eligible using ACC/AHA 2017. ResultsThere were 1427 beneficiaries, of which 309 beneficiaries were eligible for disease-state coaching prior to 2018 and 187 beneficiaries were identified in 2018 using current eligibility criteria. Using proposed ACC/AHA 2017 criteria, 113 additional beneficiaries would potentially be eligible for SN-CV. ConclusionThe effect of the change in SN-CV eligibility criteria would increase effort to determine eligibility, number of beneficiaries eligible for the program, and labor cost.

THU300 Assessment Of NAFLD Burden In An Employee Wellness Program Among Non-obese Patients Without Evident Metabolic Abnormalities

Abstract Disclosure: F. Bril: None. J. Louie: Employee; Self; Quest Diagnostics. D. Shiffman: Consulting Fee; Self; Quest Diagnostics. M.J. McPhaul: Employee; Self; Quest Diagnostics. Stock Owner; Self; Quest Diagnostics. The increasing prevalence of obesity in the US and worldwide has fueled a dramatic increase in the number of patients affected with nonalcoholic fatty liver disease (NAFLD). NAFLD is the deposition of excess fat in hepatocytes and is associated with increased insulin resistance. Unfortunately, there is a widespread belief that NAFLD is the liver manifestation of the metabolic syndrome (MetS). The aim of the study was to determine whether NAFLD can exist in the absence of the typical metabolic abnormalities that define MetS (i.e., obesity, hyperglycemia, dyslipidemia), and whether patients with NAFLD and without metabolic abnormalities would be missed if NAFLD scores based on adiposity, dyslipidemia or glycemia are used. Methods: We studied employees and spouses who participated in an annual wellness program that includes laboratory tests and anthropometric measurements. To assess the proportion of individuals likely to be affected with NAFLD we used the product of fasting intact insulin (II) and alanine transaminase (ALT) levels (II*ALT), a measure highly correlated with liver fat as measured by magnetic resonance spectroscopy in non-diabetic individuals (Bril et al, JCEM 2021) as well as fatty liver index (FLI, a clinical score for NAFLD based on BMI, triglycerides [TG], waist circumference and gamma-glutamyl transferase [GGT]). NAFLD was defined as II*ALT ≥ 290 or FLI ≥ 60. Individuals with diabetes, BMI &amp;lt;18.5, and those with missing data were excluded from the analysis. Results: In total, 29,977 participants met our criteria. Of these, 9,642 (32%) had prediabetes (PreD) and 20,335 (68%) were normoglycemic (NG: normal HbA1c and normal fasting plasma glucose). In the NG population, 2,443 (12.0%) individuals were identified as likely having NAFLD using II*ALT criteria. Even among non-obese patients (&amp;lt;30 kg/m2) with normal TG (&amp;lt;150 mg/dL) and normal HDL-C (males: ≥40 mg/dL; females ≥50 mg/dL), we identified 4.1% (n =426) who were likely to have NAFLD by the II*ALT criteria. Moreover, among patients considered ‘metabolically healthy obese’ due to the absence of hyperglycemia or dyslipidemia, 17.2% were likely to have NAFLD. Of note, FLI detected a smaller percentage of patients at risk of NAFLD among non-obese patients without hyperglycemia and dyslipidemia: 223 (2.1%). Among patients with PreD, those non-obese with normal TG and HDL-C showed a prevalence of NAFLD of 12.4% based on II*ALT, and only 5.5% based on FLI. Conclusion: A substantial percentage of patients has NAFLD even in the absence of obesity, dyslipidemia, and hyperglycemia. This implies that NAFLD can exist in the absence of MetS. While longitudinal studies are needed for confirmation, it suggests that NAFLD can predate the development of these metabolic abnormalities. Therefore, diagnostic methods that do not rely in adiposity, hyperglycemia, or dyslipidemia are needed to identify these patients. Presentation: Thursday, June 15, 2023

Статистическая оценка достижения стратегической цели по продолжительности жизни населения арктических регионов России

Increasing the life expectancy of the Russian population is the most important goal of the country’s national policy. Due to the COVID-19 pandemic, this indicator has decreased in most countries worldwide, including Russia, which necessitates research in this domain. Life expectancy levels greatly vary across Russian regions. The goal of this study is to evaluate the extent to which the targeted life expectancy goals have been attained in the Arctic regions of the Russian Federation. The study relies on the systems approach, the critical approach, content analysis, and demographic analysis. The novelty of the study lies in the conclusion that the life expectancy target outlined in the Strategy for the Development of the Arctic Zone of the Russian Federation and Provision of National Security for the Period up to 2035, aimed at reaching the level of 78 years by 2024, will not be met. This assertion is substantiated by an analysis of long-term trends. The Arctic regions are categorized based on their progress toward the strategic life expectancy goal: the Yamalo-Nenets Autonomous District has come closest to achieving it, while the Krasnoyarsk Territory, the Republic of Karelia, and the Arkhangelsk Region face the most challenging circumstances. We have identified key avenues for increasing life expectancy in each Arctic region, with measures to prevent mortality from external causes showing significant potential for reducing premature deaths. A comparative analysis shows that at the current state of healthcare infrastructure development in Russia, regional differences do not exert a decisive impact on life expectancy. Therefore, it is recommended to strengthen efforts to encourage regular medical check-ups, making them an annual practice for all age groups. This approach would facilitate the early diagnosis of critical illnesses and reduce premature mortality. As a rule, the availability of medical services in the Russian Arctic is higher than the average around the country, as evidenced by statistical data on the development of a network of medical institutions and their medical staffing. Also, most Arctic regions have a lower proportion of the rural population than the national average, with the exception of the Republic of Sakha (Yakutia) and the Chukotka Autonomous Okrug. Telemedicine and mobile healthcare services should be used more actively, particularly in locations such as remote settlements, onshore and offshore oil platforms, and nomadic routes. There is a need for an effective mechanism of government support for corporate employee wellness programs that make a real contribution to reducing the loss of work time due to sick leaves. It is also vital to promote a healthy lifestyle, engaging the population in physical activities and sports, as the Russian Arctic already has the necessary facilities and conditions.

Prevalence and correlates of alcohol use, mental disorders, and awareness and utilization of support services among healthcare professionals in West Rand District, Gauteng, South Africa: a cross-sectional study.

Healthcare professionals (workers) are at an increased risk for developing mental and alcohol use disorders (risky drinking) due to increased psychological distress, long working hours, medical litigation, role conflict, and verbal/physical violence from colleagues and patients. Psychological well-being in healthcare workers is crucial to provide the best quality of care to patients. Current data are limited regarding alcohol abuse (risky drinking) rates and mental health condition among healthcare professionals in South Africa. To describe the prevalence and correlates of alcohol use disorder (risky drinking), depression, anxiety, suicidality, and covid anxiety during the coronavirus pandemic in healthcare professionals in West Rand District, Johannesburg, South Africa. We carried out a cross-sectional study on a sample of healthcare professionals including doctors, nurses, clinical associates, and dentists working in the West Rand District of Gauteng, South Africa, during Covid-19 pandemic. Participants were invited to complete a paper-based questionnaire addressing sociodemographic questions, a set of measures for alcohol use disorder (AUDIT-C), depression (PHQ-2), anxiety (GAD-7), suicidality (PSS-3), covid anxiety (CAS), and awareness and utilization of support services. A total of 330 healthcare professionals (60.9% nurses, 33% doctors, 5.5% other) participated. Females comprised the majority of study participants with 78.8%, and 48.2% of the participants were in the age band 35-64 years. Overall, 20.9% of the healthcare professionals reported risky alcohol use. Females were 73% less likely to report risky alcohol use (AOR = 0.27;95% CI: 0.13-0.54). Prevalence of probable depression was 13.6% and female professionals were 5 times more likely to be classified as having probable depression (AOR = 4.86;95% CI: 1.08-21.90). The grouped prevalence of anxiety ranging from mild to severe was reported at 47.3%, female professionals were 3 times more likely to be classified as having anxiety disorder (AOR = 2.78;95% CI: 1.39-5.57). Furthermore, races other than African had higher rates of anxiety (AOR = 2.54; 95% CI: 1.00-6.42). The prevalence of suicide symptoms was 7.9% and that of covid dysfunctional anxiety 4.8%. Only 5% of participants were involved in an employee wellness program, with 60% expressing interest in joining one. Alcohol use (risky drinking) and mental disorders were common among healthcare professionals in West Rand District, Johannesburg, South Africa. There is overall poor awareness and use of support structures highlighting urgent need for interventions. Future studies could also explore in-depth the drivers of mental disorders and lack of utilization of the available service and strategies to deliver alcohol and mental disorder screening, brief intervention, and referral to treatment.

A Critical Review of Employee Health, Wellbeing Programs, and Organizational Success: Navigating Post-COVID-19 Sustainable Development

This article provides comprehensive coverage of the concept of employee health, examining its connection to employees' overall performance and the ideal workplace culture and environment necessary for achieving success. This passage provides a concise overview of the difficulties encountered by employees in achieving a harmonious equilibrium between their professional and personal lives, as well as the subsequent impact on their general well-being. The primary inquiry of utmost significance is to the requisite organizational measures that must be undertaken to foster employee welfare within the ongoing COVID-19 pandemic and in the aftermath, with the ultimate aim of achieving Sustainable Development Goal (SDG) Three. This study employs a qualitative approach by doing a desktop analysis of material through a comprehensive examination of existing literature. The data is subjected to conceptual analysis. The study examines the utilization of employee wellness programs (EWPs) as organizational frameworks to ensure employee satisfaction and productivity. These programs are grounded in the notion that employee health is interconnected with employee performance and external factors. Furthermore, this study provides recommendations that can be used to enhance the effectiveness of Employee Wellness Programs (EWPs) in order to achieve the objectives outlined in Sustainable Development Goal 3 (SDG 3) and enhance employee performance.

Evaluation of a Diabetes Coaching Program on Clinical Outcomes in a Self-Insured Grocery Chain

Background: Diabetes is among the most prevalent and costly disease states to treat. Many self-insured employers offer employee wellness programs to decrease healthcare expenditures for chronic illnesses, such as diabetes. Existing literature demonstrates that pharmacists can positively impact treatment of patients with diabetes and assist in lowering costs of care, but no current literature examines pharmacist intervention within an employee wellness program over a prolonged period of time. Objectives: To quantify the hemoglobin A1c (HbA1c) lowering achieved through participation in a pharmacist-led diabetes coaching program within a self-insured company. Methods: A retrospective chart review was conducted at a self-insured grocery store chain in the Kansas City area with an employee wellness program called Start Now. Patients who enrolled in the Start Now Program for Diabetes Care (SN-DM) between July 1, 2008 and July 1, 2021 with at least two documented HbA1c measurements were included in the analysis. Results: A total of 355 charts were included in the analysis. The average HbA1c reduction observed in program patients was 0.61% (P < .001). At baseline, 40% of program patients were considered to have controlled diabetes (A1c <7%) compared with 60% of patients at most recent HbA1c (P < .001). There was no correlation between HbA1c lowering and number of pharmacist coaching visits; however, greater HbA1c lowering was observed in patients with a higher baseline HbA1c. Conclusion: Patients who participated in the SN-DM program achieved a significant decrease in mean HbA1c. More patients were considered controlled at last or most recent HbA1c according to the American Diabetes Association guidelines.

Development of an Evidence-Based Employee Wellness Program.

Workplaces can positively or negatively shape employee health and sense of well-being. Employees who feel well are more productive, engaged, and present at work. The effects of the COVID-19 pandemic added to an already stressed work environment for educators. Student success is dependent on educators who are healthy and present. Employee wellness programs have the potential to improve the well-being of employees and now, more than ever, should be a priority in schools. The purpose of this article is to provide the school nurse with evidence-based resources to assist in the creation and implementation of an employee wellness program in the school setting.

Evaluation of the change in glycated hemoglobin for patients in an employee health program formerly managed by a pharmacist-run ambulatory care clinic.

To evaluate the change in mean glycated hemoglobin (HbA1c) for patients with diabetes in an employee health program after discontinuation of management by a clinical pharmacist. This was a single-center, retrospective chart review of patients followed by a clinical pharmacist from January 1, 2020, through March 31, 2021. Patients included had type 2 diabetes, were 18 years of age or older, were not pregnant, and were not using an insulin pump. The baseline visit was defined as the last pharmacist visit within the study period. The follow-up visit was defined as the most recent visit upon chart review that occurred at least 5 months after the baseline visit. The primary and secondary endpoints were the mean change in HbA1c and number of antihyperglycemic agents from baseline to follow-up, respectively. Statistical analysis included descriptive statistics for baseline characteristics, a paired t test for the primary endpoint, and a McNemar test for the secondary endpoint. A total of 590 patients were screened, of whom 131 were included in the analysis. For the primary outcome, the mean baseline HbA1c was 7.3% while that at follow-up was 7.41% (mean change of 0.11%; SD, 1.22%; P = 0.326). For the secondary outcome, the baseline number of antihyperglycemic agents was 274 while the follow-up number was 276. There were no statistically significant differences for the primary and secondary outcomes. This study highlights a unique patient population with controlled HbA1c at baseline, for whom diabetes control may potentially be influenced by the patients' employment within a healthcare system and improved access to care. The lack of a significant difference in the primary endpoint implies that it may be appropriate to limit or have less frequent pharmacist visits for well-controlled patients. Further research should investigate how to identify patients who would benefit from continued follow-up with a clinical pharmacist vs those who can be managed with minimal resources.

The Association of Physical Activity and Work Engagement Among Participants in an Employee Wellness Program

The Association of Physical Activity and Work Engagement Among Participants in an Employee Wellness Program