Identity is an important determinant of behavior. This paper proposed an identity model as one way of understanding those factors related to the perceived probability or willingness of a worker to participate in health promotion programming at the worksite. Part of a larger study on employee wellness, this study took place in the municipal complex of a small city in the southeastern United States. A stratified cross sectional sample of 150 employees was selected utilizing a systematic random sampling methodology. Structured interviews were conducted with 129 participants resulting in a response rate of 92% after adjusting for those people no longer employed by the city. In order to test the identity model developed by this author, descriptive analysis, simple multiple regression analysis and path analysis were utilized. The dependent variable, perceived willingness to participate in health promotion programming, was examined in relationship to commitment to one's health identity, commitment to one's organizational identity, tendency to comply with health initiatives, and the forms of supervisory power utilized to enact employee compliance. The descriptive analysis revealed that subjective health status is moderately and positively associated with commitment to one's health identity, that individuals can be strongly committed to a negative/destructive health identity, and that both the family and physician play important roles as health advice givers. The path analysis revealed that commitment to one's organizational identity, commitment to one's health identity, and tendency to comply with health initiatives are significantly and positively associated with willingness to participate in health promotion programming, accounting for 25% of the variance in the dependent variable. In contrast, the forms of supervisory power were not shown to be related to the dependent variable. In conclusion, the identity model appears to be a useful tool for the understanding of health attitudes and behaviors within a work setting
