There is a tremendous need for wellness programming at all university levels as well as the United States as a whole. Healthy lifestyles benefit the workplace through lower healthcare costs, lower rates of injury and absenteeism, higher productivity, and improved morale and retention. This paper describes two innovative programs in higher education, the Healthy DiplomaTM and Healthy Titans, which are designed to improve the health and well-being of both students and employees. Two universities addressed the health and wellness of students (Healthy DiplomaTM) and employees (Healthy Titans) by utilizing the strengths of their respective kinesiology department students and faculty members. The Healthy DiplomaTM program was designed to lead university students to a healthy lifestyle while enhancing their postgraduation contributions as healthy entry-level employees. The Healthy Titans program was designed to provide University of Wisconsin Oshkosh employees and their families an affordable fitness program with an onsite clinical setting for kinesiology students to gain practical experience with fitness programming. Students were provided the opportunity to gain personal health and wellness skills and competencies, and practice their future profession in an applied, yet highly-supervised setting. Practitioners were provided current research and best profession practices. These two programs at two different universities further illustrate both the practicality and advantages of faculty and student collaborations for campus-wide wellness. Programs addressing wellness at the university level have demonstrated appropriateness as well as benefits for students, employees, and community members, and suggest expansion of similar programs to other university settings.
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Lisa Hicks and Dan Schmidt
Kim Gammage, Jeff Caron, Alyson Crozier, Alison Ede, Matt Hoffman, Christopher Hill, Sean Locke, Desi McEwan, Kathleen Mellano, Eva Pila, Matthew Stork, and Svenja Wolf
behaviors (i.e., compliance with, and participation in, company safety protocols), and perceived organizational support (i.e., the extent to which the organization values employees’ contributions to the company and employee well-being). At the individual level, participants’ perceptions of shared
Sheri J. Brock, Christina Beaudoin, Mark G. Urtel, Lisa L. Hicks, and Jared A. Russell
and deliver an employee wellness program. Based on the American College of Health Standards of Practice for Health Promotion in Higher Education ( 2019 ), UIndy’s coordinated worksite wellness campus initiative engages faculty, staff, students, and community partners in the provision of a campus
Chunxiao Li, Ngai Kiu Wong, Raymond K.W. Sum, and Chung Wah Yu
- regulation . New York, NY : Springer . doi:10.1007/978-1-4939-2263-5_7 Schultz , P.P. , Ryan , R.M. , Niemiec , C.P. , Legate , N. , & Williams , G.C. ( 2015 ). Mindfulness, work climate, and psychological need satisfaction in employee well-being . Mindfulness, 6 , 971 – 985 . doi:10.1007/s
Patrick Gaudreau and Benjamin J.I. Schellenberg
measured using four items similar to the ones of Greenbaum et al. ( 2012 ). Each item was preceded with the stem: “In my opinion, to be highly successful, a professional coach should . . . .” For example, the item “care more about profits than employees’ well-being” was modified to “care more about winning
Jaehun Jung, Layne Case, Samuel W. Logan, and Joonkoo Yun
social services; (f) healthy and safe school environment; (g) physical environment; (h) employee wellness; (i) family engagement; and (j) community involvement, which may vary by survey year. As part of the SHPPS 2014, the Physical Education and Activity Classroom Questionnaire (PEACQ; Centers for
Kim Tolentino, Tucker Readdy, and Johannes Raabe
different staff members to assess organizational culture and climate in an effort to maintain reasonable job expectations and promote employee well-being. For example, based on such evaluations, specific resources for changing employee demographics (i.e., increasing numbers of female, ethnic, and sexual
Shannon C. Mulhearn, Pamela Hodges Kulinna, and Collin Webster
.6%). Gaining support from the school administration for implementing employee wellness initiatives received a low endorsement, as well (47.1%). Perhaps more surprising is the low rating given for items on the survey regarding using politicizing skills with the district and/or local government officials to
