Good mental and physical health is known to be influenced by three factors: diet, exercise and low stress levels. Research has shown that when one aspect is lacking, it may affect overall wellness.

The Canadian Centre for Occupational Health and Safety has reported that organizations should be concerned about their staff’s eating habits because a healthy diet may cut risk of serious illnesses like cardiovascular disease or diabetes.

Additionally, good nutrition can provide individuals with a more positive mood, higher self-esteem and lower anxiety and stress, the CCOH stated.

This may be the reason why a recent survey found that 40 percent of U.S. businesses have policies or practices in place to encourage healthy eating in the workplace, according to the Society for Human Resource Management.

Of the organizations that made efforts to provide and encourage healthier foods, 97 percent reported that their staff responded favorably or with great enthusiasm to the effort.

Achieving optimal employee wellness requires a multi-faced strategy that addresses all of the factors that affect well-being. Employee wellness programs that provide tools and resources for stress management as well as tips for healthy living may help companies achieve their goals of reduced workplace stress and strong employee performance.

In order for an employee to become fully immersed in their responsibilities, it’s essential that they have proper resources from their employer as well as personal resources, such as wellness, according to psychologist and researcher Arnold Bakker.

Bakker, from Erasmus University Rotterdam in the Netherlands, created a model that organizations can reference in order to improve employee engagement. His research is published in the journal Current Directions in Psychological Science.

Job resources that can lead to better employee performance include social support, feedback and the opportunity for advancement. Additionally, Bakker recommends that organizations allow their workers to have some autonomy in the workplace so employees can design their day to suit their needs and preferences.

Personal resources include self-esteem, optimism and good mental and physical well-being. Bakker said that a happy and healthy employee is likely to be a productive worker.

Employee wellness programs may be considered a job resource that also strengthens an individual’s personal resources by providing tools for stress management and advice for healthy living.

In some workplaces, it’s common for employees to gather for drinks at the end of the day to unwind, socialize and, for some workers, relieve stress.

However, researchers at the University of Chicago suggest that self-medicating with alcohol is not only an ineffective way to reduce workplace stress, but can also lead to dependence.

Authors of the study noted that stress takes several physiological tolls on the body, including increased heart rate, production of the hormone cortisol and prolonged tension or anxiety. To test how alcohol affects these factors, scientists administered either alcohol or a placebo to participants at different intervals after they finished a public speaking task.

“We showed that alcohol decreases the hormonal response to the stress, but also extends the negative subjective experience of the event. We also showed that stress decreased the pleasant effects of the alcohol. These findings illustrate a complex bi-directional interactions between stress and alcohol,” said co-author Emma Childs.

The findings suggest that employee wellness programs that provide tools and resources for stress management may offer a healthy way to influence staff members’ reaction to workplace stress.

There is plenty of opportunity in the office for individuals to become envious of one another, with raises, promotions and bosses who play favorites being among the top causes. While jealousy is a natural reaction for some people, it can also induce undue stress.

Self-help author Lauren Miller reports that feelings of intense envy have the potential to lead to stress-related illnesses, which are estimated to account for 80 percent of all diseases.

“There are many emotions that course through your body during the day that can rapidly increase the stress hormone along with blood pressure in your body, jealousy being one of them. You often find yourself in the jealousy jungle at work, socially and in your own home,” Miller said.

To alleviate this, Miller suggests focusing on the good in one’s own life, rather than on what they may be lacking. Also, taking time to reflect at the end of the day on positive occurrences and attributes may help to build self-esteem.

A few decades ago, sexual harassment was a common workplace issue. Over the years, programs were put in place to protect workers from its impact. However, the 2011 Work, Stress and Health conference addressed a different problem contributing to workplace stress, namely bullying. The website Management-Issues.com reports that in the U.S., bullying is now four times more prevalent than sexual harassment.

The site defines workplace bullying as threats, innuendo or deliberate isolation of a colleague. A May Monster Global poll found that this is a worldwide problem.Of 517 workers surveyed across the globe, 64 percent admitted to being bullied, either physically or emotionally, to the point where it was affecting their job performance, according to the website.

The Workplace Bullying Institute is a non-profit dedicated to helping those who feel alienated at work. The organization recommends a three-step approach to dealing with a workplace bully. First, admit that you are being bullied, second, take time off to plan a strategy against the him or her and, finally, expose the harassing person to your employer and demand that action be taken.

An article in the New York Daily News suggests that employees who are “lucky” enough to keep their jobs while their organization makes layoffs may be worse off than the individuals who get cut.

The writer, Carolyn Kepcher, cites the findings of a book titled Turbulence: Boeing and the State of American Workers and Managers, in which researchers infiltrated a company to observe what happens to employees who stay with an organization that is handing out pink slips.

The investigators found that the workers who kept their jobs had higher rates of binge drinking and depression, when compared to individuals who were laid off.

However, Kepcher points out that adversity oftentimes leads to change.

“Hard times call for innovative solutions, which often means a willingness to let go of cherished routines and processes in favor of ones that work with far less people,” she wrote.

This is not to negate the intense effects of workplace stress that can occur in unstable times. The Canadian Centre for Occupational Health and Safety reports that anxiety can take a toll on a person’s physical and mental well-being.

As a result, organizations that are experiencing layoffs may want to consider employee wellness programs that provide stress management techniques to staff members who remain a valuable asset to the company.

Extensive studies have shown that a happy, fulfilled, stress-free employee is a productive worker who is loyal to their organization.

Now, researchers at the Aragon Institute of Health Sciences in Spain have identified three factors that often stand in the way of employee wellness.

One type of burnout stems from a staff member being overworked, which the authors defined as working more than 40 hours per week. They referred to this subset as “frenetic.”

The second category they identified the “under-challenged” worker. These employees often have occupations which require them to do tedious, non-stimulating jobs that offer no opportunity for advancement.

According to the authors, employees who are “worn out” are those who have held the same position for a long period of time. As a result, they begin to get lax about their responsibilities and get stuck in a rut due to a lack of recognition from supervisors.

“Having a family, partner or children can act as a protective ‘cushion,’ because when people finish their day at work they leave their workplace worries behind them and focus on other kinds of tasks,” said lead author Jesus Montero-Marin.