This qualitative case study adopted the position that health and health behaviors are complex social constructs influenced by multiple factors. Framed by the social ecological model, the study explored how work interactions enhanced or detracted from the perceptions of well-being and health behaviors. Despite the fact that previous studies indicated that the social workplace environment contributed to employee health, there was little information regarding the characteristics. Specifically, little was known about how employees perceived the connections between workplace interactions and health, or how social interactions enhanced or detracted from well-being and health behaviors. The participants included 19 volunteers recruited from four companies, who shared their experiences of workplace interactions through interviews and journaling assignments. The findings indicated that feelings of well-being were enhanced by work interactions, which were trusting, collaborative, and positive, as well as when participants felt valued and respected. The study also found that interactions detracted from well-being and health behaviors when interactions lacked the aforementioned characteristics, and also included lack of justice and empathy. The enhancing and detracting relationships generated physical symptoms, and influenced sleeping and eating patterns, socializing, exercise, personal relations, careers, and energy. Surprisingly, the study found that regardless of how broadly participants defined health, when they were asked to rate their health, participants uniformly rated theirs on physical attributes alone. The exclusive consideration of physical attributes suggests that participants may have unconsciously adopted the typical western medical view of health – an individually determined and physiologic characteristic. Despite research suggesting health is more than biology, and despite defining health broadly, participants uniformly adopted this traditional view. The study also offers human resource development professionals with evidence supporting interventions aimed at minimizing workplace incivility. Interventions designed to improve employee engagement could minimize financial and human costs of negative interactions. The bottom line is that workplaces should be physically, emotionally, and psychologically safe for well-being and healthy behaviors to flourish.

Occupational health nurse consultants, whether internal or external to the organization, must document the benefit and effectiveness of services provided. In today's business environment, it is imperative that occupational health nurse consultants demonstrate their contribution to the corporate business mission and goals. Both qualitative and quantitative methods provide appropriate techniques that can be used for this purpose. These techniques measure value in monetary terms such as cost-benefit and cost-effective analysis tools, as well as through interviews, focus groups, and case examples. Regardless of how skillfully a service is provided, the value must be demonstrated, documented, and effectively communicated.

Occupational health nurse consultants, whether internal or external to the organization, must document the benefit and effectiveness of services provided. In today's business environment, it is imperative that occupational health nurse consultants demonstrate their contribution to the corporate business mission and goals. Both qualitative and quantitative methods provide appropriate techniques that can be used for this purpose. These techniques measure value in monetary terms such as cost-benefit and cost-effective analysis tools, as well as through interviews, focus groups, and case examples. Regardless of how skillfully a service is provided, the value must be demonstrated, documented, and effectively communicated.

An assessment was conducted to update a tool kit published by the American Association of Occupational Health Nurses (AAOHN) in 1998. The original document, Success Tool for Measuring and Articulating Value, had been a respected resource. Although the AAOHN guide, Demonstrating Value, is a tool with steps and examples for demonstrating value, the intention of this article is to explore the rich data collected during the assessment process, which included interviews with occupational health nurse leaders and an AAOHN member survey. Findings were summarized including data responses compared with occupational health nurses' tenure in the profession, size of company, job title, and clinic setting (i.e., single- vs. multi-nurse or corporate clinic). In addition, key advice from occupational health nurse leaders was summarized. Justifying services and demonstrating value were viewed by all respondents as essential to the profession as well as for ensuring the quality of occupational health nursing services. A gap was identified between more experienced occupational health nurses and those new to the field, as well as between occupational health nursing settings related to the importance of, and involvement in, demonstrating value.

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