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The 10% Solution: Tying Managerial Salary Increases to Workplace Wellness Actions (and Not Results)

机译:10%的解决方案:将管理人员的工资增加与工作场所健康行动挂钩(而不是结果)

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Although manager support is critical for workplace health and wellness efforts, little is known about how to best encourage managers to make creative or bold steps toward employee wellness. We posit that the right interactions between managers and employees could have lasting impact on workplace wellness. To consider how managers might be motivated to take an active role in promoting everyday employee health and wellness, we used a website survey of worksite managers (N = 270) to investigate how tying at least 10% of managerial annual salary increases and promotion would incentivize manager actions in workplace wellness. Overall, regression analyses reveal favorable attitudes from managers and high intentions to implement changes if salary increases and advancement were partially linked to workplace wellness efforts. Managers also expressed a preference for working for a company with this policy, and this was strongest among female managers and managers with a fewer number of subordinates.
机译:尽管经理的支持对于工作场所的健康和保健工作至关重要,但如何最好地鼓励经理为员工的保健采取创造性或大胆的措施知之甚少。我们认为,经理与员工之间正确的互动可能会对工作场所的健康产生持久影响。为了考虑如何激励管理人员积极发挥作用,促进员工的日常健康,我们对工作场所经理进行了一项网站调查(N = 270),以调查如何将至少10%的管理人员年薪增长与提拔挂钩,以激励他们经理在工作场所健康方面的行动。总体而言,回归分析表明,如果薪资的增长和晋升与工作场所的健康工作有部分联系,经理们会持积极态度,并有较高的意愿实施变革。管理人员还表示愿意为有这项政策的公司工作,这在女性管理人员和下属人数较少的管理人员中最为明显。

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