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Johnson & Johnson Live for Life® program: Now and then

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Health and Wellness continues the vision to optimize the health, well-being, and productivity of Johnson & Johnson employees. The mission is simple: we will deliver leading-edge, best-value health and wellness service that achieve excellence in customer satisfaction and promote prevention, education, and self-responsibility. Investing in our employee's health and well-being is justified by our conviction that one of Johnson & Johnson's most important competitive advantages is the quality of our people and their organizational capability. Given enough time and effort, others can mimic or duplicate our products or design around our patents. We believe it is far more difficult to duplicate our organizational strength and the potential of our healthy employees.
... Pursuit of these goals resulted in the formation of the Live for Life® (LFL) program in 1978. LFL's mission was to encourage employees to accept responsibility for their own health and well-being by providing them and their families with resources and opportunities that could help them achieve healthier lifestyles (Isaac and Flynn, 2001). The LFL program offered workshops in nutrition, weight management, and blood pressure control. ...
... Ozminkowski et al. studied health-care utilization claims for U.S. employees based on data for at least one year before and one year after the start of HWP at their company location. These studies as well as others in the peer-reviewed literature and the Koop award committee have documented the benefits of HWP (Breslow, Fielding, et al., 1990;Isaac and Flynn, 2001;Johnson & Johnson, 2003). HWP resulted in a savings of $225 per employee per year in medical plan utilization costs (Ozminkowski, Goetzel, et al., 2000). ...
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Cover: Foundation for Integrating Employee Health Activities for Active Duty Personnel in the Department of DefenseClick to Read Online If the Department of Defense (DoD) moves toward a more integrated employee health system, a foundation of information about the current system and requisite elements for such integration will be needed. The authors reviewed the research literature and DoD policy documents and interviewed DoD personnel to make several observations about the current state of safety and occupational health (SOH) arrangements in DoD. Currently, SOH policy cuts across several organizations at high levels in the Office of the Secretary of Defense, and SOH programs are implemented by each of the military services. Recently, leadership attention has focused on safety, mostly apart from occupational health, as a separate priority. DoD and the services have made efforts to increase coordination, including both high-level formal councils and through informal relationships among SOH practitioners. Health promotion and wellness have received considerable attention within DoD through periodic health assessments and educational programs, yet these areas have not benefited from the same increased coordination. As DoD contemplates a more integrated approach, the authors considered what DoD might learn from civilian experience with integrating employee health activities. To address this, the authors reviewed civilian models of integration to identify promising approaches and practices that might inform DoD efforts. The review of activities related to employee health in DoD — including industrial hygiene, safety, health promotion and wellness, occupational health, and its relatively mature health information technology infrastructure — indicates that there might be little need for DoD to introduce new programs but more need to make use of the information generated by the existing programs in a more coordinated, integrated manner.
... Unfälle, verfälschen möglicherweise die Ergebnisse, so dass bezogen auf den relativ kurzen Zeitraum noch kein ökonomischer Effekt allein durch die Verringerung der AU-Tage zu erkennen sein kann (Steinhoff 2008). Die Ergebnisse aus vergleichbaren wissenschaftlichen Studien zeigen ebenfalls, dass zur Evaluation der ökonomischen Effektivität Langzeitstudien über einen Zeitraum von drei bis fünf Jahren notwendig sind (Hlobil et al. 2007;Isaac & Flynn 2001). ...
... Vanguard employers are demonstrating how this approach works in practice (Anderson and Stoltzfus, 2001;Dell Computer Corporation, 2014;Isaac and Flynn, 2001;Roberts, 2009;van de Ven, 2004;Whitehead, 2001). The concept of integration of protection and promotion efforts is not new: it was advanced several decades ago in multiple reports (DeJoy and Southern, 1993;Sorensen et al., 1995;Walsh et al., 1991). ...
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There is increasing recognition of the value added by integrating traditionally separate efforts to protect and promote worker safety and health. This paper presents an innovative conceptual model to guide research on determinants of worker safety and health and to inform the design, implementation and evaluation of integrated approaches to promoting and protecting worker health. This model is rooted in multiple theories and the premise that the conditions of work are important determinants of individual safety and health outcomes and behaviors, and outcomes important to enterprises such as absence and turnover. Integrated policies, programs and practices simultaneously address multiple conditions of work, including the physical work environment and the organization of work (e.g., psychosocial factors, job tasks and demands). Findings from two recent studies conducted in Boston and Minnesota (2009–2015) illustrate the application of this model to guide social epidemiological research. This paper focuses particular attention on the relationships of the conditions of work to worker health-related behaviors, musculoskeletal symptoms, and occupational injury; and to the design of integrated interventions in response to specific settings and conditions of work of small and medium size manufacturing businesses, based on a systematic assessment of priorities, needs, and resources within an organization. This model provides an organizing framework for both research and practice by specifying the causal pathways through which work may influence health outcomes, and for designing and testing interventions to improve worker safety and health that are meaningful for workers and employers, and responsive to that setting's conditions of work.
... These examples are often referred to "case examples" or "case studies" and may be helpful to illustrate what is possible and what processes need to be considered for successful adoption in the workplace setting. Several employer-specific case examples are presented in Table 3 (18,(69)(70)(71)(72)(73)(74)(75)(76)(77). It should be noted that this presentation of case examples does not constitute an exhaustive list, but provides benchmarks and best practice examples in support of the characteristics identified in Figure 1. ...
Article
To describe integrated worker health protection and promotion (IWHPP) program characteristics, to discuss the rationale for the integration of occupational safety and health and worksite health promotion programs, and to summarize what is known about the impact of these programs on health and economic outcomes. A descriptive assessment of the current state of the IWHPP field and a review of studies on the effectiveness of IWHPP programs on health and economic outcomes were undertaken. Sufficient evidence of effectiveness was found for IWHPP programs when health outcomes were considered. Impact on productivity-related outcomes is considered promising, but inconclusive, whereas insufficient evidence was found for health care expenditures. Existing evidence supports an integrated approach in terms of health outcomes but will benefit significantly from research designed to support the business case for employers of various company sizes and industry types.
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Objective: To explore the link between companies investing in the health and well-being programs of their employees and stock market performance. Methods: Stock performance of C. Everett Koop National Health Award winners (n = 26) was measured over time and compared with the average performance of companies comprising the Standard and Poor's (S&P) 500 Index. Results: The Koop Award portfolio outperformed the S&P 500 Index. In the 14-year period tracked (2000-2014), Koop Award winners' stock values appreciated by 325% compared with the market average appreciation of 105%. Conclusions: This study supports prior and ongoing research demonstrating a higher market valuation-an affirmation of business success by Wall Street investors-of socially responsible companies that invest in the health and well-being of their workers when compared with other publicly traded firms.
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Objectives: The aim of this study was to evaluate the level of comprehensiveness and integration of workplace safety and health (WSH) services (safety, occupational health, and well-being) in Singapore. Methods: Thirty workplaces from five different sectors comprising more than 28,000 workers were assessed using three custom-developed tools. Results: One quarter of the workplaces have applied the principles of comprehensive and integrated WSH. Among those that managed WSH comprehensively, workers were 4.4 times (95% confidence interval [CI], 2.33 to 8.25) more likely to be proud to work for their company, 7.4 times (95% CI, 3.96 to 13.90) more likely to be satisfied with their current job, and 1.7 times (95% CI, 1.21 to 2.32) more likely to balance the demands of work and home. Conclusions: There is a need to enhance awareness and education on comprehensive and integrated WSH in Singapore companies.
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To compare the prevalence of common medical conditions (including mental health and self-rated health) and lifestyle risk factors for disease of the Singapore workforce with the nonworking population, and evaluate the association of these factors with occupation class. Data were obtained from a population-representative cross-sectional survey in 2010. Adjusted prevalence ratios (PRs) were obtained by modified Breslow-Cox proportional hazards regression model. Within the workforce, after adjustment for age, sex, and ethnicity, daily smoking (PR = 1.87; 95% confidence interval [CI], 1.40 to 2.51; P < 0.001), no regular exercise (PR = 1.13; 95% CI, 1.07 to 1.20; P < 0.001), and poor self-rated health (PR = 1.46, 95% CI, 1.22 to 1.76; P < 0.001) were more prevalent in the lower-skilled occupation classes. Lower-skilled occupation classes in Singapore are associated with lifestyle risk factors, and tailored workplace health promotion programs addressing their specific health needs are needed.
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This paper reports on a study of the absenteeism experience of two groups of Johnson & Johnson employees over a 3-year period. Employees at four company sites (n = 1406) where LIVE FOR LIFE, a comprehensive health promotion program, had been introduced, were compared with employees at five company sites (n = 487) without the health promotion program. Analyses of covariance were employed to control for differences between the two study groups with respect to age, gender, job classification (wage or salaried), as well as baseline levels of absenteeism. Adjusted mean levels of absenteeism among wage earners in the LIVE FOR LIFE groups were found to decline over the study period, and were significantly lower (P less than .01) than mean levels for the non-LIVE FOR LIFE wage employees in the final year of the study. No significant differences were found for salaried personnel.
Article
Worksite health promotion, a rapidly growing form of preventive health service, may include health risk appraisal with communication of findings to the individuals tested. It may also assist in achieving and maintaining physical and mental fitness, controlling alcohol use, avoiding or quitting tobacco and other drugs, and otherwise maintaining health protective habits, while providing opportunities to control high blood pressure, and reduce elevated blood cholesterol, obesity, and other health hazards. This article presents a synopsis of the evolution of that movement and reviews the experience of one industrial firm that has endeavored to document and evaluate its effort. Such a review may be helpful in consolidating the various findings to date and in indicating the complexity of assessing the health and economic consequences of such an endeavor in private companies.