identify the type of claim the research study makes. explain your response. your response should be about…

identify the type of claim the research study makes. explain your response. your response should be about 25–50 words. consider the following: - is the claim frequency based, association based, or causal? our review of the evidence suggests that large employers adopting wellness programs see substantial positive returns, even within the first few years after adoption. medical costs fall about $3.27 for every dollar spent on wellness programs, and absentee day costs fall by about $2.73 for every dollar spent. although these benefits surely accrue in part to the employee, it is also likely that they accrue in part to the employer - in the form of either lower replacement costs for absent workers or an advantage in attracting workers to the firm. we discuss only two dimensions of potential benefits (reduced health care costs and reduced absenteeism), but there are likely many other benefits as well, including improved health, reduced turnover, and lower costs for public programs such as disability insurance and medicare. our results show more modest return on investment than prior meta - analyses by larry chapman (2005), which had more lenient inclusion criteria and reported an average gross return on investment of 5.81 across twenty - two studies,27 and by steven aldana (2001), which reported gross return on investment of 3.485.82 across seven studies.28 we believe that our more systematic treatment of intervention and comparison groups pre - and post - intervention and calculation of equivalent costs and benefits has resulted in more comparable and reliable figures.

identify the type of claim the research study makes. explain your response. your response should be about 25–50 words. consider the following: - is the claim frequency based, association based, or causal? our review of the evidence suggests that large employers adopting wellness programs see substantial positive returns, even within the first few years after adoption. medical costs fall about $3.27 for every dollar spent on wellness programs, and absentee day costs fall by about $2.73 for every dollar spent. although these benefits surely accrue in part to the employee, it is also likely that they accrue in part to the employer - in the form of either lower replacement costs for absent workers or an advantage in attracting workers to the firm. we discuss only two dimensions of potential benefits (reduced health care costs and reduced absenteeism), but there are likely many other benefits as well, including improved health, reduced turnover, and lower costs for public programs such as disability insurance and medicare. our results show more modest return on investment than prior meta - analyses by larry chapman (2005), which had more lenient inclusion criteria and reported an average gross return on investment of 5.81 across twenty - two studies,27 and by steven aldana (2001), which reported gross return on investment of 3.485.82 across seven studies.28 we believe that our more systematic treatment of intervention and comparison groups pre - and post - intervention and calculation of equivalent costs and benefits has resulted in more comparable and reliable figures.

Answer

Brief Explanations:

The claim is causal as it posits that adopting wellness programs causes positive returns like lower medical and absentee - day costs.

Answer:

The claim is causal.