Supplementary Material 3. Articles Included in Review.pdf

Under the happy-productive worker hypothesis, organizations invest significant resources in employee well-being with the expectation of organizational benefits. However, more evidence is needed to understand the extent wellness interventions generate mutual gains for both well-being and work outcomes. This review combines systematic and realist approaches to examine 154 individual-level wellness intervention studies and the contextual factors that enable—or limit—their success. Drawing from management training literature, we apply Holton’s model of learning transfer, which emphasizes the role of individual and contextual factors in shaping transfer motivation, transfer design, and the transfer climate. We find that wellness interventions consistently enhance employee well-being but do not reliably lead to improvements in workplace outcomes, such as performance. Our analysis identifies the program mechanisms that support training transfer and contribute to mutual gains: transfer design is enabled when interventions have program characteristics that reflect the work context; transfer motivation was bolstered when organizations gave thoughtful consideration of participants’ needs and engagement strategies; and transfer climate was enabled by factors like supervisor support and organizational culture that reinforced cultural fit. Theoretical and practical implications are discussed, emphasizing context-sensitive interventions that optimize wellness programs for learning transfer to enable mutual gains.

基于快乐高效员工假说（Happy-Productive Worker Hypothesis），组织会投入大量资源提升员工福祉，以期获得组织层面的收益。然而目前仍需更多证据，以明晰健康干预措施在提升员工福祉与改善工作成果两方面实现共赢的程度。本综述结合系统综述与实在论研究方法，对154项个体层面健康干预研究及其影响干预成败的情境因素展开分析。本研究借鉴管理培训相关文献，采用霍尔顿（Holton）的学习迁移模型，该模型强调个体与情境因素对迁移动机、迁移设计及迁移氛围的塑造作用。研究发现，健康干预措施可持续提升员工福祉，但却无法稳定改善绩效等工作成果。本研究分析明确了支持培训迁移并助力实现共赢的项目机制：当干预措施具备贴合工作场景的项目特征时，可优化迁移设计；当组织充分考量参与者需求并制定合理参与策略时，可强化迁移动机；而当存在上级支持、强化文化适配的组织文化等因素时，可构建良好的迁移氛围。本文最后探讨了研究的理论与实践启示，强调需采用贴合情境的干预方案，优化健康项目的学习迁移效果，最终实现双方共赢。