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Impact of Workplace Wellness Programmes on Health Screening Uptake among Bank Employees in Nigeria

Abstract

Workplace wellness programmes provide an important opportunity to promote preventive healthcare among employees by integrating health-promotion and disease-prevention activities into the work environment. Bank employees may experience occupational stress, prolonged sitting, demanding workloads, irregular working schedules, and other work-related pressures that may affect their health and increase their risk of chronic diseases. Workplace wellness programmes may include health education, physical activity initiatives, nutrition programmes, stress-management activities, health risk assessments, medical consultations, and organized health screening. Health screening uptake refers to employees' participation in recommended health screening services, including blood pressure checks, blood glucose testing, body mass index assessment, cholesterol testing, cardiovascular risk assessment, and other appropriate preventive health assessments. In Nigeria, employees in the formal banking sector may have access to organized occupational health initiatives, but participation in preventive screening may remain inconsistent because of workload, limited awareness, concerns about confidentiality, perceived absence of symptoms, and competing professional responsibilities. Workplace wellness programmes may reduce these barriers by making preventive health services more accessible and convenient within the workplace. Against this background, this study investigates the impact of workplace wellness programmes on health screening uptake among bank employees in Nigeria. The study is anchored on the Health Belief Model, Social Cognitive Theory, and the Preventive Health Model. The Health Belief Model explains employees' participation in health screening through perceived susceptibility to disease, perceived severity, perceived benefits of screening, perceived barriers, and cues to action. Social Cognitive Theory emphasizes the interaction between individual knowledge, self-efficacy, social support, organizational environment, and health behaviour. The Preventive Health Model provides a framework for understanding participation in preventive healthcare based on perceived health risks, anticipated benefits, personal barriers, and motivation to undertake preventive actions. Collectively, these theoretical perspectives provide a suitable framework for explaining how workplace wellness programmes may influence health screening uptake among bank employees in Nigeria. The study will adopt a quantitative quasi-experimental research design. Primary data will be collected from bank employees in selected Nigerian commercial banks using structured self-administered questionnaires, workplace wellness programme participation records, and health-screening attendance records. A multistage sampling technique will be employed to select banks, branches, departments, and eligible employees. Where feasible, employees will be assessed before and after participation in structured workplace wellness programmes, with a comparison group included where appropriate. Workplace wellness programmes will be assessed using indicators such as availability of health education, health risk assessment, organized health screening, physical activity initiatives, nutrition education, stress-management activities, health counselling, wellness communication, and opportunities for employees to participate in preventive-health activities during working hours. Health screening uptake will be assessed using indicators such as participation in blood pressure screening, blood glucose screening, body mass index assessment, cholesterol or cardiovascular risk screening, attendance at organized medical examinations, frequency of screening participation, and completion of recommended screening activities. Additional information will be collected on employees' age, sex, educational level, job position, years of employment, work schedule, previous screening history, and relevant health characteristics. Descriptive statistics will be used to summarize participants' characteristics, workplace wellness programme exposure, and health-screening participation. Inferential statistical techniques, including chi-square tests, paired-sample tests, independent-sample tests, and logistic or multiple regression analysis, will be used to determine the impact of workplace wellness programmes on health screening uptake. Where appropriate, screening uptake before and after implementation of the wellness programme will be compared. Diagnostic tests will also be conducted to assess the reliability of the research instruments, model assumptions, goodness of fit, multicollinearity, and robustness of the findings. The study is expected to find that workplace wellness programmes have a significant positive impact on health screening uptake among bank employees in Nigeria. Employees who participate in structured workplace wellness programmes are expected to demonstrate higher participation in recommended health screening activities than employees with limited or no exposure to such programmes. Convenient access to screening within the workplace is expected to reduce time-related barriers and make preventive healthcare more compatible with employees' professional responsibilities. Health education and wellness communication are also expected to improve employees' awareness of chronic disease risk and the importance of early detection. In addition, employer support for preventive healthcare may encourage employees to participate in regular health assessments. However, workplace wellness programmes alone may not guarantee sustained screening uptake because participation may also be affected by workload, organizational culture, perceived health status, concerns about confidentiality, availability of screening services, and employees' personal health beliefs. Consequently, effective wellness programmes should combine accessible screening with health education, supportive organizational policies, confidentiality safeguards, and appropriate follow-up services. The study is expected to contribute to the literature on workplace wellness, occupational health, health screening, employee health, preventive healthcare, health promotion, chronic disease prevention, and public health in Nigeria by providing empirical evidence on the role of workplace wellness programmes in increasing preventive-health service utilization among bank employees. The findings will provide useful information to the Federal Ministry of Health and Social Welfare, Federal Ministry of Labour and Employment, Central Bank of Nigeria, commercial banks, occupational health departments, human-resource managers, workplace wellness providers, healthcare professionals, public health practitioners, health insurers, development partners, and policymakers regarding strategies for improving employee health. The study will also provide evidence-based recommendations for strengthening workplace wellness programmes, providing regular and confidential health screening, allocating dedicated time for preventive-health activities, improving employee health education, strengthening referral and follow-up systems, and promoting a culture of preventive healthcare within the Nigerian banking sector.

Keywords: Workplace wellness programmes, health screening uptake, bank employees, Nigeria, occupational health, employee health, preventive healthcare, health promotion, workplace health, chronic disease prevention, health screening, wellness programmes, public health.