Health Self-Management Applications in the Work Environment: The Effects on Employee Autonomy

Abstract

Organizations increasingly use Health Self-Management Applications (HSMAs) that provide feedback information on health-related behaviors to their employees so that they can self-regulate a healthy lifestyle. Building upon Self-Determination Theory, this paper empirically investigates the basic assumption of HSMAs that their self-management feature provides employees with autonomy to self-regulate their health-related behavior. The two-phase experimental study contained a 4-weeks HSMA intervention in a healthcare work environment with a feedback factor (performance vs. developmental) and pretest and posttest measurements of participants' perceived autonomy. Following the experiment, interviews were conducted with users to gain an in-depth understanding of the moderating roles of feedback and BMI (a proxy for health) in the effects of HSMA on perceived autonomy. Findings reveal that the use of an HSMA does not significantly increase perceived autonomy, and may even reduce it under certain conditions. Providing additional developmental feedback generated more positive results than performance feedback alone. Employees with higher BMI perceived a greater loss of autonomy than employees with lower BMI. The reason for this is that higher-BMI employees felt external norms and standards for healthy behavior as more salient and experienced more negative emotions when those norms are not met, thereby making them more aware of their limitations in the pursuit of health goals.

Keywords: autonomy; health self-management; sensor technology; wearables; work place health promotion.

Figure 1

Participation flow chart.

Figure 2

Results of paired sample t-tests WHA.

Figure 3

Results of paired sample t-tests HHA.

Figure 4

Pattern of interaction effect of BMI and feedback focus on T2 work health autonomy.

Figure 5

Pattern of interaction effect of BMI and feedback focus on T2 home health autonomy.