title: The 10% solution: Tying managerial salary increases to workplace wellness actions (and not results).
abstract: 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. (PsycINFO Database Record
authors.affiliation: Department of Communication, Cornell University.
authors.forename: Rebecca
authors.initials: R
authors.lastname: Robbins
authors.affiliation: The Charles H. Dyson School of Applied Economics and Management, Cornell University.
authors.forename: Brian
authors.initials: B
authors.lastname: Wansink
mesh_terms: D000288:Administrative Personnel / Q000523:psychology*; D000328:Adult; D001294:Attitude to Health; D005260:Female; D006293:Health Promotion / Q000379:methods*; D006801:Humans; D020407:Internet; D008297:Male; D008875:Middle Aged; D016272:Occupational Health; D016134:Organizational Policy; D012044:Regression Analysis; D012456:Salaries and Fringe Benefits; D011795:Surveys and Questionnaires; D014481:United States; D017132:Workplace; D055815:Young Adult