Geisinger Health System (Drs Maeng and Steinhubl and Mr Pitcavage) and Geisinger Health Plan (Ms Tomcavage), Danville, Pa.
J Occup Environ Med. 2013 Nov;55(11):1271-5. doi: 10.1097/JOM.0000000000000009.
To evaluate the impact of a health plan-driven employee health and wellness program (known as MyHealth Rewards) on health outcomes (stroke and myocardial infarction) and cost of care.
A cohort of Geisinger Health Plan members who were Geisinger Health System (GHS) employees throughout the study period (2007 to 2011) was compared with a comparison group consisting of Geisinger Health Plan members who were non-GHS employees.
The GHS employee cohort experienced a stroke or myocardial infarction later than the non-GHS comparison group (hazard ratios of 0.73 and 0.56; P < 0.01). There was also a 10% to 13% cost reduction (P < 0.05) during the second and third years of the program. The cumulative return on investment was approximately 1.6.
Health plan-driven employee health and wellness programs similarly designed as MyHealth Rewards can potentially have a desirable impact on employee health and cost.
评估一项以健康计划为驱动的员工健康和福利计划（称为 MyHealth Rewards）对健康结果（中风和心肌梗死）和医疗成本的影响。
将整个研究期间（2007 年至 2011 年）一直是 Geisinger 健康计划成员且为 Geisinger 健康系统（GHS）员工的一组队列与由 Geisinger 健康计划成员但非 GHS 员工组成的对照组进行比较。
GHS 员工队列发生中风或心肌梗死的时间晚于非 GHS 对照组（风险比分别为 0.73 和 0.56；P<0.01）。在计划的第二和第三年，成本也降低了 10%至 13%（P<0.05）。投资的累计回报率约为 1.6。
类似 MyHealth Rewards 设计的以健康计划为驱动的员工健康和福利计划可能对员工的健康和成本产生理想的影响。
