University of Pennsylvania ScholarlyCommons Master of Applied Positive Psychology (MAPP) Master of Applied Positive Psychology (MAPP) Capstone Projects Capstones 9-2019 Introducing the Workplace Well-Being Program Implementation Model: A Model to Inform the Establishment of Organizational Well-Being Programs Emily Santos [email protected] Follow this and additional works at: https://repository.upenn.edu/mapp_capstone Part of the Business Administration, Management, and Operations Commons, Industrial and Organizational Psychology Commons, Organizational Behavior and Theory Commons, Other Social and Behavioral Sciences Commons, Training and Development Commons, and the Work, Economy and Organizations Commons Santos, Emily, "Introducing the Workplace Well-Being Program Implementation Model: A Model to Inform the Establishment of Organizational Well-Being Programs" (2019). Master of Applied Positive Psychology (MAPP) Capstone Projects. 163. https://repository.upenn.edu/mapp_capstone/163 This paper is posted at ScholarlyCommons. https://repository.upenn.edu/mapp_capstone/163 For more information, please contact [email protected]. Introducing the Workplace Well-Being Program Implementation Model: A Model to Inform the Establishment of Organizational Well-Being Programs Abstract Employee stress and disengagement are of increasing concern in workplaces due to the adverse consequences of such employee states on business performance and employee quality of life. Conventional wellness strategies in organizations may help alleviate some work-related distress, but do little ot enhance employee well-being towards flourishing. Workplaces have a unique opportunity to improve the well-being of their employees and can, as a result, reap benefits beyond health care cost avoidance. Positive psychology and affiliated disciplines (e.g. positive organizational behavior and positive organizational scholarship) can offer research-backed strategies to enhance well-being by ‘growing the good’ and capitalizing on strengths versus mitigating risk or deficit alone. This paper examines these fields and the general program implementation literature to synthesize a model of workplace well-being program design and implementation. This model can be leveraged by organizations and practitioners looking to establish workplace well-being programs rooted in science to enhance employee well-being and ultimately to drive positive business outcomes for the organization as a whole. Keywords workplace well-being programs, organizational well-being programs, workplace well-being, employee well- being, program sustainability, wellness, wellness programs, positive psychology, corporate culture, Workplace Well-Being Program Implementation Model Disciplines Business | Business Administration, Management, and Operations | Human Resources Management | Industrial and Organizational Psychology | Organizational Behavior and Theory | Other Social and Behavioral Sciences | Psychology | Training and Development | Work, Economy and Organizations This working paper is available at ScholarlyCommons: https://repository.upenn.edu/mapp_capstone/163 Running Head: Workplace Well-being Program 1 Introducing the Workplace Well-Being Program Implementation Model: A Model to Inform the Establishment of Organizational Well-Being Programs Emily Santos University of Pennsylvania A Capstone Project Submitted In Partial Fulfillment of the Requirements for the Degree of Master of Applied Positive Psychology Advisor: Faisal N. Khan August 1, 2019 WORKPLACE WELL-BEING PROGRAMS 2 Introducing the Workplace Well-Being Program Implementation Model: A Model to Inform the Establishment of Organizational Well-Being Programs Emily Santos [email protected] Capstone Project Master of Applied Positive Psychology University of Pennsylvania Advisor: Faisal N. Khan August 1, 2019 Abstract Employee stress and disengagement are of increasing concern in workplaces due to the adverse consequences of such employee states on business performance and employee quality of life. Conventional wellness strategies in organizations may help alleviate some work-related distress, but do little to enhance employee well-being towards flourishing. Workplaces have a unique opportunity to improve the well-being of their employees and can, as a result, reap benefits beyond health care cost avoidance. Positive psychology and affiliated disciplines (e.g. positive organizational behavior and positive organizational scholarship) can offer research-backed strategies to enhance well-being by ‘growing the good’ and capitalizing on strengths versus mitigating risk or deficit alone. This paper examines these fields and the general program implementation literature to synthesize a model of workplace well-being program design and implementation. This model can be leveraged by organizations and practitioners looking to establish workplace well-being programs rooted in science to enhance employee well-being and ultimately to drive positive business outcomes for the organization as a whole. Keywords: workplace well-being programs, organizational well-being programs, workplace well-being, employee well-being, program sustainability, wellness, wellness programs, positive psychology, corporate culture, Workplace Well-Being Program Implementation Model Disciplines: Business | Business Administration, Management, and Operations | Human Resources Management | Industrial and Organizational Psychology | Organizational Behavior and Theory | Organization Development | Organizational Behavior and Theory | Psychology | Training and Development | Work, Economy and Organizations WORKPLACE WELL-BEING PROGRAMS 3 Table of Contents Acknowledgments ................................................................................................................................... 5 Introduction ............................................................................................................................................ 8 A Call for Change.................................................................................................................................. 10 Workplace Wellness Meet Positive Psychology ....................................................................................... 13 The Why of Well-being at Work........................................................................................................... 15 PERMA: A Positive Psychology Construct of Well-being...................................................................... 20 Positive Organizational Scholarship ................................................................................................... 25 Positive Organizational Behavior ....................................................................................................... 31 How to Transform Your Workplace ........................................................................................................ 32 A Model of a Successful Workplace Well-being Program ........................................................................ 35 I. Cultivating the Soil: Optimal Conditions for Program Success............................................................ 37 Perceived Organizational Support & Sincerity..................................................................................... 37 Trust, Respect, & High Quality Connections ........................................................................................ 42 II. Needs Assessment ........................................................................................................................... 45 Well-Being Audits .............................................................................................................................. 46 AI Phases: Define and Discover.......................................................................................................... 47 Identify Individual Differences ............................................................................................................ 50 III. Organizational Goal-Setting ............................................................................................................. 52 AI Phase: Dream ............................................................................................................................... 53 Organizational Everest goal ............................................................................................................... 54 Program Purpose Statement ............................................................................................................... 56 IV. Development Process....................................................................................................................... 59 AI Phase: Design ............................................................................................................................... 59 Stakeholder Involvement..................................................................................................................... 60 Points of Entry................................................................................................................................... 62 Determine Program Interventions ....................................................................................................... 63 Strengths-Based Interventions............................................................................................................. 72 V. Sustainability Plan Development .....................................................................................................