Stages of Change, Job Satisfaction, Weight, and Activity at Two Work-Site Wellness Programs


Mkay Bonner

Date of Award


Degree Type


Degree Name

Doctor of Philosophy (PhD)



First Advisor

John D. Alcorn

Advisor Department



This study was designed to examine the influence of two work-site wellness programs on the variables of stages of change, job satisfaction, weight, and activity. The stages of change were measured using the University of Rhode Island Change Assessment Scale (URICA scale). Job satisfaction was measured using the Minnesota Satisfaction Questionnaire Short Form (MSQ Short Form). Weight was assessed by digital scales and activity levels were obtained by a self-report survey. Two wellness programs, the weight management program (AC) and the health management program (NC), were made available to employees of a southern insurance firm. The programs were provided at the company once per week for twelve weeks with each session lasting approximately 35 to 45 minutes. All measures were administered at three time intervals: week 1, week 6, and week 12. Initially, 73 individuals agreed to participate in the AC program and 53 individuals agreed to participate in the NC program. At week 12, 23 participants completed the AC program and 25 participants completed the NC program. The results failed to confirm the four primary hypotheses of this study as identified through the following relationships: (1) participant readiness for change score (URICA scale) increases and changes in health behaviors; (2) job satisfaction increases and wellness program participation; (3) weight loss and participation in a weight management program; and (4) activity level increases and weekly record documentation. No statistically significant advantages to the two work-site wellness programs that were implemented were identified. The implications of the results are discussed including their relevance to current literature. The limitations of this study are provided with a discussion of the problems encountered including attrition, motivation, compliance, random assignment of subjects, control groups, and the corporate environment. Participants provided feedback through a program evaluation as the researcher attempted to clarify and understand some of the problems encountered. Recommendations for future projects are suggested including information for researchers and wellness coordinators.