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Employees' perceptions of their employers' intentions in offering wellbeing initiatives play a big part in shaping the programs' outcomes, according to new research.

The team, led by Queensland University of Technology's senior research assistant Michelle Smidt, uncovered 16 "attributions" that employees make about the reasons why their employer offers wellbeing programs, they say in their paper.

These attributions include: "commitment" (to support health and wellbeing, or to encourage employees to feel appreciated and satisfied with their job); "control" (cost savings, efficiency, monitoring performance and output); "compliance" (union or regulator requirements); and "image" (market positioning, reputation).

The researchers then examined outcomes such as psychological strain, burnout and job satisfaction, among 517 Australian employees, and with regard to each employee's attribution profile...