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The purpose of this study is to examine the influence of attachment anxiety, attachment avoidance and gender on different forms of organizational citizenship behavior (OCB).

A total of 132 employees with different occupational backgrounds were surveyed by means of the “Scales to measure two dimensions of attachment insecurity” (Grau, 1999) and a German-speaking OCB questionnaire (Staufenbiel and Hartz 2000).

Results suggest that employees high in anxiety show higher ratings in OCB-conscientiousness, whereas employees high in avoidance show higher ratings in OCB-civic virtue. Moreover, we found highly avoidant individuals to be less likely to engage in OCB-altruism. Finally, besides an overall gender effect for OCB-loyalty, results reveal significant interaction effects of anxiety and gender on OCB-conscientiousness as well as of avoidance and gender on OCB-civic virtue.

Considering the increase in flexible employment relationships and in team work, we think of attachment orientations as a concept of practical relevance because adjustment to such work environments can be assumed to be highly dependent on attachment security.

The research at hand is the first that analyzes unique and joint contributions of attachment orientations and gender to the prediction of different OCBs. Thereby, it provides evidence for the neglected applicability of attachment theory to the understanding of workplace behaviors in general and of OCBs in particular. Furthermore, the present study expands existing knowledge on the relationship between gender and OCB and implies that the influence of attachment orientations on some OCB-dimensions is stronger in the absence of gender stereotypes.

The employees’ perspective is often disregarded in research regarding workplace health promotion (WHP). Experts’ opinions are prominent, stating employees’ benefits of WHP on the physical, mental, and social level. The purpose of this paper is to investigate which benefits and effects employees expect from WHP.

As a current qualitative study indicates that employees also highlight cognitive aspects and prevention issues, a quantitative verification of this extended model was conducted. A questionnaire consisting of items derived from a qualitative study was developed and distributed in Austria in two government agencies, one bank, and one NGO. The sample consists of 237 employees rating the appreciability of potential WHP effects.

Based on a principal component analysis, employee‐perceived effects of WHP were grouped into four components. Within the first, cognitive one, the most frequently perceived effect (40.1 per cent) was giving WHP a try. Regarding the second, emotional component, feeling appreciated (57.4 per cent) was emphasized. Improved affordability of prevention (57.0 per cent) belongs to the third, convenience/pleasure component. Effects in the fourth, social realm, such as better contact with colleagues, were perceived by only 17.4 per cent.

The results enlarge the theoretical grouping of WHP effects but require further testing regarding blue‐collar employees, and physical benefits.

Strengthening factors referring to perceived benefits in practical WHP design plus related communication seems advisable to increase participation rates and benefits derived.

Providing an enlargement to current models of employee perceived benefits regarding WHP, this paper gives suggestions for a benefit oriented WHP program and communication design and opens up new paths for research.

The purpose of the present paper is to gain a first insight into the determinants of employee acceptance of, and participation in, workplace health promotion (WHP) in the German speaking part of Europe with a focus on Austria.

Being a neglected field of research so far, a qualitative approach using problem‐centred interviews was chosen. These were conducted with 19 employees in three different organizations, the four people there responsible for WHP as well as with nine health experts. These interviews form the basis for preliminary propositions.

Determinants of employee acceptance of, and participation in, WHP are shown to concern information plus offer design. As for information, crucial factors are its flow, how it is presented and how it is received by the individual. Criteria regarding offer design are found on the individual and interpersonal level as well as referring to general environmental and organizational conditions.

Further research on a broad quantitative level is required to test the propositions developed on the basis of the present qualitative study.

With their implications regarding information and offer design, the findings of the study can serve as a guideline for employee‐centred WHP and are of interest to practitioners as well as academics in the field.

Giving first insights into the employees' perspective regarding determinants of acceptance of, and participation in, WHP, this paper offers valuable suggestions for a target‐group oriented design of WHP.