This initially suggests that participants are disproportionately lower income; yet the share of screening participants in the first (bottom) quartile of income is actually 6.9 percentage points lower than the share among nonparticipants (family-wise p < .001). The average premium for a family insurance plan in 2017 was $18,764 (Kaiser Family Foundation and Health Research & Educational Trust 2017), which means that many employers can offer wellness rewards or penalties in excess of $5,000. We find that participation is correlated with preexisting healthy behaviors and low medical spending. All specifications that include sick days taken as an outcome variable are weighted by the number of days employed. 2013; Baxter et al. Int J Behav Nutr Phys Act. Only participants who completed both the screening and HRA were eligible to participate in the second step of the program. This similarity is formalized by a Pearson’s chi-squared test and a Kolmogorov-Smirnov test, which both fail to reject the null hypothesis that the control and treatment samples were drawn from the same spending distribution (p = .821 and p = .521, respectively).

参考文献： Damon Jones, David Molitor, Julian Reif, What do Workplace Wellness Programs do? The variables are grouped into four panels, based on the source and type of data. We are also thankful for comments from Kate Baicker, Jay Bhattacharya, Tatyana Deryugina, Joseph Doyle, Amy Finkelstein, Colleen Flaherty Manchester, Eliza Forsythe, Drew Hanks, Bob Kaestner, David Meltzer, Michael Richards, Justin Sydnor, Richard Thaler, and numerous seminar participants.

*/**/*** indicates significance at the 10%/5%/1% level using conventional inference (i.e., not adjusting for multiple outcomes). Comparison of Experimental Estimates to Prior Studies Each panel shows the distribution of. Oxford University Press is a department of the University of Oxford. The null hypothesis of the Pearson’s chi-squared and the nonparametric Kolmogorov-Smirnov tests is that the two samples are drawn from the same distribution. A number of RCTs have focused on components of workplace wellness, such as wellness activities (Volpp et al. These selection effects mirror the ones we report in Section IV.B, suggesting that the factors governing the decision to participate in a wellness program are similar to the ones driving the decision to participate in our study. Washington (DC): Department of Veterans Affairs (US); 2011–. We find strong patterns of selection: during the year prior to the intervention, program participants had lower medical expenditures and healthier behaviors than nonparticipants. Geographical breakdown . Among self-reported employment and productivity outcomes measured by the one-year follow-up survey, we find no statistically significant effects on most measures, including being happier at work than last year or feeling very productive at work. © The Author(s) 2019.