The proposed study will be implemented as an intervention study at two levels within the organization, managerial and registered nurses. The intervention comprises three major phases: a pre-intervention phase, an implementation-intervention phase, and a post-intervention phase. The interventions will be provided face-to-face by trained interventionists. At baseline, all participants will complete questionnaires and get labs completed, blood pressure checked, and weight/height measured.

Consists of two main parts. In the first part, both managers and employees will be trained in the principles of SDT and JD-R. For managers, particular attention will be paid to the provision of need support and work values. For employees, particular attention will be paid to employees' opportunities for job crafting and promoting their basic psychological need satisfaction at work.

Participants randomized to the control group will complete the baseline questionnaires and lab tests at baseline and three follow-up times. Lab values will be collected using the current standard of care and American Heart Association (AHA) guidelines (2019).

Consists of two main parts. In the first part, both managers and employees will be trained in the principles of SDT and JD-R. For managers, particular attention will be paid to the provision of need support and work values. For employees, particular attention will be paid to employees' opportunities for job crafting and promoting their basic psychological need satisfaction at work.

In the second part of the intervention, participants will have the opportunity to discuss their current health status and receive preventive health recommendations from a preventive care specialist.

Self-Determination Theory (SDT) identifies three basic psychological needs that must be supported for humans to be optimally healthy, at work or otherwise. These needs are for autonomy (the need to feel volition and to endorse one's behavior), competence (that one can achieve desired outcomes), and relatedness (that one feels warmly and positively connected to others).

The Work Climate Questionnaire, Short Form (Baard et al. 2004; Schultz et al., 2015) assessed perceptions of autonomy support from the participant's most immediate supervisor over the past 4 weeks. The scale comprises six items, and responses were made on a 7- point scale from 1 (strongly disagree) to 7 (strongly agree), with higher scores indicating greater perceived managerial autonomy support. Sample items include "My supervisor tries to understand how I see things before suggesting a new way to do things" and "I feel that my supervisor provides me with choices and options." Reliability in this sample was good, α=0.94.

6-item questionnaire that contains items related to employee experience at the organization.

Questionnaire that assesses external regulation, introjection, identified regulation, intrinsic motivation, and amotivation at work. Response scale: 1 (not at all for this reason), 2 (not really for this reason), 3 (a little for this reason), 4 (moderately for this reason), 5 (strongly for this reason), 6 (very strongly for this reason), 7 (exactly for this reason)

Using a response scale of 0 (not at all) to 4 (very much), participants are asked how much they have been bothered by 8 different symptoms during the past 4 weeks.