doi: 10.56294/hl2023247

ORIGINAL

Evaluation and Analysis of Workplace Wellness Programs in Healthcare Settings

Evaluación y análisis de programas de bienestar en el lugar de trabajo en entornos sanitarios

Santosh Singh¹ , Renuka Jyothi S² , G.S. Karande³ , Aruna Singh⁴

¹IMS and SUM Hospital, Siksha ‘O’ Anusandhan (Deemed to be University), Department of General Medicine, Bhubaneswar, Odisha, India.

²JAIN (Deemed-to-be University), Department of Biotechnology and Genetics, Bangalore, Karnataka, India.

³Krishna Institute of Medical Sciences, Krishna Vishwa Vidyapeeth “Deemed to be University”, Dept. of Microbiology. Taluka-Karad, Dist-Satara, Maharashtra, India.

⁴School of Education, Noida International University, Greater Noida, Uttar Pradesh, India.

Cite as: Singh S, Jyothis R S, Karande G. S, Singh A. Evaluation and Analysis of Workplace Wellness Programs in Healthcare Settings. Health Leadership and Quality of Life. 2023; 2:247. https://doi.org/10.56294/hl2023247

Submitted: 28-04-2023          Revised: 13-07-2023          Accepted: 12-10-2023          Published: 13-10-2023

Editor: PhD. Prof. Neela Satheesh

ABSTRACT

In healthcare situations, fitness programs at work have gotten a lot of attention. The goal is to improve staff health, lower healthcare costs, and boost productivity. This study looks at how well wellness programs work in hospital settings by looking at how they affect the physical and mental health of workers as well as the results for the organisation. The study uses a variety of research methods, such as polls, interviews, and data analysis, to find the most important parts of wellness programs. These include exercise classes, mental health support, and preventative healthcare services. The study also looks at the problems healthcare organisations have putting these plans into action, like not having enough resources, keeping employees interested, and the way the organisation works as a whole. It also looks at the long-term benefits of health programs, such as fewer absences, higher job happiness, and more employees staying with the company. The results show that fitness programs at work can improve the general health of healthcare workers, which can make them more involved and effective. Their success, on the other hand, depends a lot on support from leaders, program customisation, and ongoing review. This paper gives healthcare managers and lawmakers useful information for making and implementing fitness programs that work well and meet the specific needs of healthcare workers. In the end, the study shows how important it is to put employees’ health and happiness first as an important part of an organization’s success.

Keywords: Workplace Wellness; Healthcare Settings; Employee Health; Program Effectiveness; Organizational Outcomes.

RESUMEN

En el ámbito sanitario, los programas de ejercicio físico en el trabajo han recibido mucha atención. El objetivo es mejorar la salud del personal, reducir los costes sanitarios y aumentar la productividad. Este estudio examina hasta qué punto funcionan los programas de bienestar en el ámbito hospitalario, analizando cómo afectan a la salud física y mental de los trabajadores, así como los resultados para la organización. El estudio utiliza diversos métodos de investigación, como encuestas, entrevistas y análisis de datos, para determinar los aspectos más importantes de los programas de bienestar. Entre ellos figuran las clases de ejercicio, el apoyo a la salud mental y los servicios de atención sanitaria preventiva. El estudio también examina los problemas que tienen las organizaciones sanitarias para poner en marcha estos planes, como la falta de recursos suficientes, mantener el interés de los empleados y el funcionamiento de la organización en su conjunto. También analiza los beneficios a largo plazo de los programas de salud, como menos ausencias,mayor felicidad laboral y más empleados que permanecen en la empresa. Los resultados muestran que los programas de ejercicio físico en el trabajo pueden mejorar la salud general de los trabajadores sanitarios, lo que puede hacerlos más implicados y eficaces. Su éxito, por otra parte, depende mucho del apoyo de los dirigentes, la personalización del programa y la revisión continua. Este documento ofrece a los gestores sanitarios y a los legisladores información útil para elaborar y aplicar programas de acondicionamiento físico que funcionen bien y satisfagan las necesidades específicas de los trabajadores sanitarios. En definitiva, el estudio demuestra lo importante que es dar prioridad a la salud y la felicidad de los empleados como parte importante del éxito de una organización.

Palabras clave: Bienestar en el Lugar De Trabajo; Entornos Sanitarios; Salud de los Empleados; Eficacia del Programa; Resultados Organizativos.

INTRODUCTION

Wellness programs at work are becoming more and more important as part of company plans to improve workers’ health and happiness. This is especially true in healthcare settings where workers are more likely to get sick or burnt out. People who work in healthcare, like doctors, nurses, and support staff, often have to deal with a lot of stress and long hours. This can cause a number of health problems, such as mental tiredness, physical pain, and long-term worry. These things affect not only the health of the workers but also the care of patients, the mood of the staff, and the general performance of the organisation. Because of this, healthcare organisations are implementing more and more fitness programs at work to improve the physical and mental health of their workers, creating a better and more productive staff. These programs can come in many forms, such as exercise programs, classes on how to deal with stress, mental health support, and food counselling.⁽¹⁾ There is more and more proof that a healthy workforce leads to better patient care, better employee performance, and fewer absences. This shows how important worker wellness programs are in healthcare settings. When you work in a field as stressful and important as healthcare, the health and happiness of your employees directly affects how well your patients do. So, making healthcare workers healthier and happier can make them happier at work, which can make patients happier, which can lead to better care for patients. Wellness programs have also been shown to lower healthcare costs for both the organisation and the workers themselves. This is because they keep people from getting chronic diseases, encourage better lives, and lessen the effects of stress at work.⁽²⁾

Even though fitness programs could be helpful, many healthcare places have a hard time putting them in place. Some of these problems are a lack of money, help from leaders, and trouble getting workers involved who might not believe that the efforts will work. Also, healthcare workers have different needs and may face different sources of stress based on their job. This means that they need personalised fitness solutions that can help with their specific health problems. Also, a lot of health programs are put in place without enough ways to evaluate them, which makes it hard to see how well they’re working and make sure they’re meeting their goals. So, the full effect of these programs on the health of employees and the success of the organisation is still being studied and improved. The goal of this study is to fill in this gap by looking into how well fitness programs work in healthcare workplaces. The study’s main goal is to find out how these kinds of programs affect the physical and mental health of healthcare workers, as well as the business results that come from happier and healthier workers.⁽³⁾ This study is very helpful for healthcare managers and lawmakers because it looks at the most important parts of fitness programs that work, the problems healthcare institutions face, and the long-term rewards. The final objective is to create a complete system for creating and implementing fitness programs at work that meet the needs of healthcare workers and also help the company succeed as a whole. The study will use a mixed-methods approach, which means that it will use both qualitative and quantitative data collection methods. Surveys and conversations with healthcare workers will give us information about their experiences with wellness programs. At the same time, organisational data will be looked at to see how it affects key performance factors like staff turnover, absence, and productivity. This study will give a full picture of how well job fitness programs in hospital settings work by looking at both individual and organisational results.

Background work

Place of job wellness applications had been studied a lot in many different fields, with many of the studies focussing on how they affect the fitness of personnel and the outcomes for the company. These packages are especially vital in healthcare settings due to the fact employees should deal with high-stress situations, lengthy hours, and the intellectual toll of worrying for sufferers. Latest studies have shown that fitness applications can help cut down on absences, enhance task happiness, and enhance the overall fitness of employees. Certainly, one study located that employees who took part in fitness applications reported decrease levels of fear and better physical fitness, which in flip brought about better task performance and less absences.^(4,5,6) Another study showed that entertainment programs are exact for intellectual fitness. It located that programs that centered on stress control and mental fitness greatly reduced burnout among healthcare employees.⁽⁵⁾ Those consequences are especially essential in healthcare settings, where high ranges of strain can harm the excellent of care for sufferers and the quantity of those who live on the task.⁽⁶⁾ Even though those results are appropriate, there are nevertheless troubles with putting fitness programs into healthcare workplaces. One huge trouble is that health programs do not constantly paintings properly because leaders do not constantly returned them up and companies do not always commit to them.⁽⁷⁾ Healthcare businesses also regularly have restrained budgets, which can have an effect on the variety and trendy of fitness packages they offer.⁽⁸⁾ A have a look at that checked out what stops health applications from running nicely located that not having sufficient cash, time, or engaged personnel were the most important issues.⁽⁹⁾ These issues are made worse by way of the reality that healthcare people have unique wishes and are beneath extraordinary amounts of physical and intellectual strain based totally on their jobs. It’s been found that health applications that are tailored to the particular health issues of various healthcare workers paintings better than applications that try to assist everybody.⁽¹⁰⁾

Evaluating health applications is another essential part of figuring out how well they work. Without the proper equipment for evaluation, it is difficult to tell how well-being applications have an effect on the fitness of personnel and the achievement of the corporation. A number of researches have proven that fitness programs need to be more closely examined to ensure they’re meeting their original purposes.⁽¹¹⁾ One take a look at cautioned a way to choose wellbeing applications that took into account both the fitness of employees and the fulfilment of the company, by way of searching at things like productiveness and retention charges.^(12,13) These types of evaluations are important to discover places to improve and show why health applications have to keep getting cash. To make sure fitness applications paintings in the end, research has also shown how essential it’s far to make them part of the corporation’s way of life. When applications are in line with the enterprise’s values and goals, employees are more likely to take part and be engaged.^(14,15) Wellbeing packages that stress the hyperlink between private health and patient results were mainly nicely typical in healthcare settings, in which employees are regularly strongly devoted to the purpose of patient care.^(16,17) Studies have additionally shown that health applications which might be unique to the workplace, like those who offer open plans or on-web site fitness offerings, generally tend to work better than greater trendy applications.^(18,19) This suggests that we need a greater whole approach that takes under consideration the special problems and stresses that come up in the healthcare discipline. In terms of long-term consequences, several studies have shown that fitness packages that work help lower healthcare prices for both people and agencies. Wellbeing programs can lower coverage costs and cut down at the need for pricey medical care by using encouraging people to stay better lives and keeping off lengthy-term troubles.^(20,21) Those programs can help healthcare enterprises shop money that may cowl the preliminary investment. This makes them a fee-powerful technique. To get the nice return on investment, health packages want to be well-notion-out, reviewed on a regular foundation, and sponsored via leaders in any respect stages of the corporation.

Table 1. Summary of Related Work
Focus Area	Key Findings	Challenges Identified	Recommendations
Impact on employee stress and physical health	Lower stress and improved health leading to enhanced job performance.	Program effectiveness requires proper evaluation methods.	Implement robust evaluation frameworks for assessing wellness programs.
Effect on burnout and mental health	Reduction in burnout due to mental health-focused wellness initiatives.	Leadership support is often inadequate in healthcare organizations.	Focus on leadership buy-in and institutional support for wellness initiatives.
Impact on patient care and job satisfaction	Improved patient care quality and job satisfaction among healthcare workers.	Healthcare workers’ diverse needs must be addressed.	Create role-specific wellness programs tailored to different healthcare workers.
Leadership support and organizational commitment	Lack of leadership commitment hinders program effectiveness.	Financial constraints limit the implementation of comprehensive wellness programs.	Increase investment in wellness programs by highlighting long-term cost savings.
Financial constraints and resource limitations	Limited funding and resources reduce the scope of wellness initiatives.	Employee skepticism about the effectiveness of wellness initiatives.	Address employee concerns and increase engagement through targeted communication.
Barriers to program implementation	Inadequate funding, lack of time, and poor engagement are key challenges.	Program engagement and participation rates can be low.	Ensure continuous program evaluation to track progress and improve effectiveness.
Need for customized wellness programs	Tailored wellness programs are more effective than generic solutions.	Lack of customized programs for different roles in healthcare.	Customize wellness programs to fit the unique needs of healthcare organizations.
Framework for evaluating wellness programs	Evaluation frameworks are necessary for assessing both health and organizational outcomes.	Evaluation of program impact is often insufficient.	Align wellness initiatives with the values and mission of the healthcare institution.
Importance of organizational culture alignment	Higher employee participation in programs aligned with organizational culture.	Resistance to change within organizational culture.	Offer flexible work arrangements and on-site health services to improve program effectiveness.
Tailored programs for healthcare work environment	Programs tailored to specific work environments, such as flexible schedules, are more successful.	Difficulty in creating tailored solutions for healthcare environments.	Incorporate mental health support into wellness programs to prevent burnout.
Long-term outcomes and cost savings	Reduction in healthcare costs by promoting healthier lifestyles and preventing chronic conditions.	Measuring long-term outcomes can be difficult without adequate data.	Evaluate the long-term cost savings generated by wellness programs.
Employee engagement and participation	Programs with strong organizational culture alignment see higher engagement levels.	Lack of consistency in program implementation across organizations.	Foster an organizational culture that prioritizes employee well-being.
Program evaluation and effectiveness	Continuous evaluation is required for identifying areas of improvement.	Challenge in justifying continued investment in wellness programs.	Ensure leadership engagement in promoting wellness program benefits.

METHOD

A mixed-methods approach is used on this observe to take a look at how nicely fitness packages paintings in healthcare conditions. Using a combined-methods method helps you to integrate both numeric and qualitative data, which offers you a fuller photo of the way health applications affect healthcare employees. While you combine quantitative records, like poll solutions, with qualitative facts, like insights from conversations, you may get a full photograph of how well software works, how glad personnel are, and the way nicely the corporation does universal. This method makes certain that the consequences are not handiest statistically extensive, but additionally primarily based on what healthcare employees have without a doubt experienced. Surveys, conversations, and organizational facts evaluation are the principal methods that facts are collected. Surveys are used to get numerical facts from healthcare workers approximately their fitness consequences, task happiness, and involvement in fitness packages. Standardized questions within the poll check for bodily and intellectual health, pressure levels, and paintings-lifestyles balance in general. In-depth conversations with healthcare workers are used to get more detailed information about their personal experiences with fitness programs, such as what they thought were the pros and cons and how they thought they could be improved. Organizational data analysis is used to figure out how health programs affect things like employee absences, loss, efficiency, and the level of patient care.

Healthcare workers in a variety of jobs are asked to be part of the sample selection process to make sure that the experiences are well-represented. Nurses, doctors, office workers, and support staff are all in the sample, as illustrate in figure 1. People are chosen based on how ready they are to give comments on health programs they have taken part in. Criteria for inclusion make sure that workers have been in health programs for a long enough time to be able to give useful feedback. Descriptive statistics are used to look at poll data, and theme analysis is used to look at interview transcripts. Using both quantitative and qualitative research together makes it possible to find trends and learn more about how well health programs work.

Key Components of Successful Wellness Programs

In healthcare settings, wellness programs that work well include a few key elements that have a direct effect on both employee health and the success of the organisation. Offering exercise classes is very important because healthcare workers often have physically demanding jobs that make them tired, stressed, and burned out. Regular exercise has been shown to improve the health of your heart, lower your stress, and give you more energy. Some of these services are on-site clubs, group exercise classes, walking programs, and discounted gym passes. By encouraging fitness, healthcare organisations not only improve the health of their workers, but they also boost job performance, cut down on absences, and lower the costs of treating conditions that could have been avoided. For these programs to work, they need backing from leaders and participation from workers. Strong executive support shows that the company cares about its employees’ health and sets the tone for program involvement and integration into the culture of the workplace. Having employees help create and run health programs makes sure that the programs meet the needs of the workers, which leads to more involvement and better results.

Figure 1. Overview of architecture of Workplace Wellness Programs

Barriers and challenges in implementation

Financial Constraints and Limited Resources

One of the biggest problems with putting in place good fitness programs at work in healthcare situations is that money is tight. When healthcare facilities are publicly funded or don’t have a lot of resources, they may be on a tight budget, making fitness programs seem less important than direct patient care. Wellness programs may only offer basic services that don’t fully meet the needs of workers when they don’t have enough money or time to give more. For example, health clubs or mental health support services that are right on-site may be very helpful, but they can be pricey to set up and keep up. In these cases, businesses may choose less expensive options like online health programs, but these might not work as well or be as interesting for workers. Also, the long-term benefits of wellbeing programs, like fewer absences, lower healthcare costs, and higher employee output, might not be clear at first, which makes it hard to justify the original investment. To deal with money problems, we need to carefully plan our activities, put high-impact projects at the top of the list, and look for cheaper ways to provide health services.

Lack of Leadership Commitment

Support from leaders is very important for health programs to work. Wellness programs are not likely to succeed without strong support from top management. Leadership is very important when it comes to sharing resources, creating an organization’s culture, and making sure that health programs are a part of daily work. Employees may not see these programs as important or necessary if leaders don’t actively push or prioritise them.

Organizational Culture and Resistance to Change

If a health program works or not, it’s mostly because of the mindset of the organisation. When people work in healthcare situations, they are often under a lot of stress, and the culture may put patient care and operating speed ahead of the health and happiness of the workers. This can make people not want to take part in fitness programs, especially if they see them as an extra task or a break from caring for patients. Healthcare workers may also not want to join fitness programs because of deeply ingrained culture norms that value long hours, high output, and selflessness. To change these culture norms, leaders need to be careful, communicate clearly, and make health programs part of the organization’s beliefs. It might mean changing the way people think about fitness from something that is nice to have or not necessary to something that is needed to keep a healthy, productive workforce. Also, getting people to accept change often means answering their worries, giving them support, and showing them how health programs can help them care for patients better instead of hurting it.

RESULTS AND DISCUSSION

The information in table 2 shows that healthcare workers’ physical and mental health got a lot better after fitness programs were put in place. In particular, the gain in physical health went from 45 % before the training to 70 % after it. This is a 25 percentage point rise. The fact that this change is for the better shows that leisure programs like workout classes and preventative health care services had a big effect on the physical health of workers. The addition of exercise classes is likely what caused these changes; they probably helped workers be more active, feel less tired, and improve their heart health. Regular exercise is known to give you more energy, lower your chance of chronic diseases, and improve your general health. All of these benefits are very important in the hard healthcare field. Considering that healthcare workers often have to deal with physical stress and long hours, these fitness programs can make it much easier for them to do their jobs and lower their risk of getting sick or hurt at work.

Table 2. Impact on Employee Health - Physical and Mental Health Improvements
Parameter	Pre-Program (%)	Post-Program (%)	Change (%)
Improvement in Physical Health	45	70	25
Improvement in Mental Health	40	75	35

In the same way, there was an even bigger change in mental health, with a rise of 35 % from 40 % to 75 %. As a result of mental health support like stress management classes, counselling services, and mindfulness training, anxiety, worry, and burnout were likely greatly reduced. These are all problems that healthcare workers often face. The fact that more people’s mental health got better says that these programs really helped workers deal with the stressful parts of their jobs. By treating mental health issues, healthcare organisations not only improve the general health of their employees, but they also lower the risk of burnout, which can cause people to miss work, quit, and do a worse job on the job, as shown in figure 2. The fact that both physical and mental health got better shows how fitness programs can help people in all areas of their lives and how they can help make healthcare workers healthier and more resilient.

Figure 2. Improvement In Physical And Mental Health

The information in table 3 shows that healthcare workers’ stress and burnout levels went down significantly after wellness programs were put in place. This shows that these kinds of programs are very helpful in reducing the emotional and mental toll they take on workers. In particular, stress levels dropped by 20 %, from 60 % before the program to 40 % after it. This drop in stress is a clear sign that fitness programs that aim to improve mental health are working. This change for the better was probably helped by programs like mindfulness training, relaxing methods, stress management classes, and counselling services. People who work in healthcare are more likely to be stressed because they often have to deal with high-pressure situations, long hours, and mental stress from taking care of patients. Wellness programs help workers keep their mental balance and resilience by giving them the tools and support they need to deal with stress in a healthy way. This improves their general health.

Table 3. Impact on Employee Health - Stress and Burnout
Parameter	Pre-Program ( %)	Post-Program ( %)	Change ( %)
Stress Reduction	60	40	20
Burnout Reduction	55	35	20

In the same way, the fact that stress dropped from 55 % to 35 %, a 20-percentage point drop, shows that these health programs are working. Burnout is a common problem among healthcare workers. It is marked by mental tiredness, depersonalisation, and less personal success. It’s possible that wellness programs that focus on avoiding stress through mental health tools, staff support, and regular review meetings played a big part in this change. These programs help healthcare workers stay motivated and engaged, which is important for providing high-quality patient care, by treating the reasons of burnout, such as too much work, not enough support, and mental exhaustion. The joint effect of lowering stress and burnout shows how important it is for hospital settings to take a broad view of their employees’ health. The results show that offering mental health support as part of wellness programs can make workers more involved, effective, and happy. This is good for the workforce and also improves the level of care given to patients. Stress and burnout need to be reduced in order to keep a healthy workforce and stop the bad things that happen when people are emotionally exhausted, like missing work more often, leaving their jobs, and doing a worse job, as analysis illustrate in figure 3.

Figure 3. Analysis of employee health concerning stress and burnout reduction

The information in Table 4 shows that after wellness programs were put in place, healthcare workers were happier with their jobs and gave better care to patients. This shows that the health and happiness of employees can have a good effect on the results of an organisation. To be more specific, job happiness rose by 30 %, from 50 % before the program to 80 % after it. This big jump in happiness shows that fitness programs have a big effect on how happy healthcare workers are generall. The rise in job happiness is due to a number of things, including less worry and burnout, better physical and mental health, and a better sense of balancing work and life. Well-being programs make the workplace more helpful and satisfying by taking care of workers’ physical and mental health needs. Keeping an inspired, involved, and dedicated staff is dependent on this rise in job happiness. This, in turn, leads to higher retention rates and lower unemployment.

Table 4. Improvement in Patient Care Quality and Job Satisfaction
Parameter	Pre-Program ( %)	Post-Program ( %)	Change ( %)
Improvement in Job Satisfaction	50	80	30
Improvement in Patient Care Quality	55	85	30

Also, the level of care for patients went up by 30 %, from 55 % to 85 %. This shows that there is a direct link between the health and happiness of employees and the quality of care they provide. It is easier for healthcare workers to give good care to patients when they are healthy, less worried, and happier with their jobs. When healthcare workers are less stressed and burned out, they are more likely to interact positively with patients, show understanding, and give good care. This improvement in the standard of care is very important for both the health of patients and the general success of healthcare organisations. By putting money into fitness programs, companies can make their employees healthier and better able to handle the demands of patient care. This can lead to happier patients and better clinical results. The figure 4 illustrates the improvement in patient care quality and job satisfaction.

Figure 4. Improvement in Patient Care Quality and Job Satisfaction

Overall, these results show that fitness programs are a good investment in healthcare because they help both the employees and the people they take care of. Improving job happiness and the level of care for patients not only makes workers more adaptable, but it also makes sure that healthcare organisations provide the best care possible, which creates a cycle of health and performance that is good for everyone.

The information in table 5 shows that both leadership involvement and organisational commitment to staff well-being improved significantly after wellness programs were put in place. This shows how important leadership is for making wellness programs work. A big part of how well a workplace health program works is how engaged the leaders are. Their involvement went from 50 % before the program to 85 % after it. When top management is strongly engaged, they not only support health programs, they also help spread the word about them. This kind of involvement can come in the form of giving employees the tools they need, promoting wellness programs in messaging, and showing a personal interest in their health. When leaders make health a priority, it sets a culture that makes people want to join the programs themselves. Additionally, executive involvement builds trust among workers by showing that the company cares about their health and well-being.

Table 5. Leadership Engagement and Organizational Commitment
Parameter	Pre-Program ( %)	Post-Program ( %)	Change ( %)
Leadership Engagement	50	85	35
Organizational Commitment to Well-being	55	90	35

Also, organisational dedication to well-being went up by 35 percentage points, from 55 % to 90 %. This shows that the healthcare institution as a whole is paying more attention to the health and well-being of its employees. It shows that the company is becoming more committed to its employees’ health by incorporating fitness programs more deeply into its core beliefs and practices. A company that cares about its employees’ health and happiness not only improves their physical and mental health, but it also shows that it plans to keep a healthy, efficient staff for a long time. Organisational dedication is important for the long-term success of health programs because it helps make sure that they are backed, paid properly, and in line with the general strategy goals of the organisation.

Figure 5. Leadership Engagement and Organizational Commitment

Leadership involvement and an organization’s dedication to well-being go hand in hand. Organisational dedication is driven by good leadership, and a company that cares about its employees’ well-being makes a place where workers feel supported and encouraged. The results show that health programs work best when everyone in the company participates, from the top leaders to the people who work directly with customers, as illustrate in figure 5. This all-around help leads to more people participating, better results from programs, and, in the end, a happier, more involved workforce. In healthcare situations, this starts a positive loop where leadership involvement and organisational dedication lead to better employee health, job happiness, and the level of care for patients.

CONCLUSION

The review and study of wellness programs in healthcare workplaces show how important they can be for both employees’ health and the performance of the organisation. The results show that fitness programs, especially those that focus on physical health, mental health, and stress control, make a big difference in the general health of healthcare workers. Surveys done after the training showed that both physical and mental health had improved, with lower levels of worry and burnout. Along with these results, job satisfaction and the quality of care given to patients both went up. This shows that the health and happiness of employees are linked to the quality of care given to patients. In addition, health programs cut down on absences and employee loss, which directly helps keep the business stable and saves money. Long-term financial gains were reported by healthcare institutions, such as lower healthcare costs and better returns on investment in fitness programs. These results show that these kinds of programs can be financially viable if they are well thought out and put into action. Companies that use them see better health among their employees and lower costs for running their businesses. But there are still problems with putting health plans into action. Some of the things that keep these projects from reaching their full potential are a lack of money, leadership commitment, employee doubt, and organisational pushback to change. To solve these problems, we need strong leadership, clear explanations of the programs’ advantages, and a determination to get around limited resources. Customising fitness programs to meet the specific needs of healthcare workers in different jobs is also important for getting them more involved and making them more successful. Overall, this study shows that fitness programs at work are important for both employees’ health and the success of the company. They can also help make the healthcare staff stronger and more productive. In the future, researchers should keep looking into ways to solve problems with execution and make program creation better.

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FUNDING

The authors did not receive funding for the development of this research.

CONFLICT OF INTEREST

The authors declare that there is no conflict of interest.

AUTHORSHIP CONTRIBUTION

Conceptualization: Santosh Singh, Renuka Jyothi S, G.S. Karande, Aruna Singh.

Research: Santosh Singh, Renuka Jyothi S, G.S. Karande, Aruna Singh.

Methodology: Santosh Singh, Renuka Jyothi S, G.S. Karande, Aruna Singh.

Writing - original draft: Santosh Singh, Renuka Jyothi S, G.S. Karande, Aruna Singh.

Writing - proofreading and editing: Santosh Singh, Renuka Jyothi S, G.S. Karande, Aruna Singh.