Employee attributions about wellness programs: Moderating the impact of job demands on employee outcomes

Using a cross-sectional research design involving data from 524 Australian employees, this study examined the extent to which attributions about wellness programs moderate the relationship between job demands and employee outcomes. The interaction effects varied depending on the employee outcome in question and revealed that, in the context of job demands, HR attributions do not have an exclusively positive or negative influence but can be associated with favourable or unfavourable employee outcomes. Moreover, attributions were positively correlated with each other, indicating that it is possible to hold competing views simultaneously and that multi-faceted profiles may exist.