Employee Well-being Programs: Evidence-based Practices and Outcomes

Abstract

In general, British employees are actively encouraged to participate in initiatives that promote mental health, and a significant number of these programs are tailored to meet the unique requirements of each employee. Despite the generally positive data associated with these initiatives, there is a growing concern that efforts to improve working conditions have a limited impact on individuals. This research investigates the disparities between individuals who engaged in a variety of wellness interventions, including resilience training, mindfulness, and well-being applications, and those who did not. We investigate the existence of selection bias in cross-sectional data and employ the job demands-resources theory to analyze the results. Interventions do not provide adequate or supplementary resources to meet the workplace's needs, as indicated by the data.