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Wang L, Guo Y, Yin X, Wang Y, Tong R. Exploring the determinants of health-promoting behaviors among miners: A text mining and meta-analysis. Appl Psychol Health Well Being 2024; 16:3-24. [PMID: 37339782 DOI: 10.1111/aphw.12465] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/23/2023] [Accepted: 06/02/2023] [Indexed: 06/22/2023]
Abstract
The health-promoting behaviors of miners are of great significance to their physical and mental well-being. With a focus on enhancing their overall health, this study aimed to explore the determinants and influencing mechanisms of health-promoting behaviors in miners. Initially, the latent Dirichlet allocation (LDA) model was utilized to extract topical keywords from literature over the last 23 years and to categorize the determinants based on integrating the health promotion model and the health belief model. Subsequently, a meta-analysis was performed based on 51 related empirical research to explore the mechanisms between determinants and health-promoting behaviors. The results indicated that (1) the factors influencing miners' health-promoting behaviors can be divided into four dimensions: physical environment, psychosocial environment, individual characteristics, and health beliefs. (2) Noise was negatively related to health-promoting behaviors, while protective equipment, health culture, interpersonal relationships, health literacy, health attitudes, and income were positively related to health-promoting behaviors. (3) Protective equipment and health literacy were positively related to perceived threat, whereas interpersonal relationships were positively related to perceived benefits. This study sheds light on the mechanisms influencing miners' health-promoting behaviors and could inform behavioral interventions in occupational health.
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Affiliation(s)
- Lulu Wang
- School of Emergency Management and Safety Engineering, China University of Mining and Technology-Beijing, Beijing, China
| | - Yu Guo
- School of Emergency Management and Safety Engineering, China University of Mining and Technology-Beijing, Beijing, China
| | - Xuechen Yin
- School of Emergency Management and Safety Engineering, China University of Mining and Technology-Beijing, Beijing, China
| | - Yuhao Wang
- School of Emergency Management and Safety Engineering, China University of Mining and Technology-Beijing, Beijing, China
| | - Ruipeng Tong
- School of Emergency Management and Safety Engineering, China University of Mining and Technology-Beijing, Beijing, China
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Marenus MW, Marzec M, Kilbourne A, Colabianchi N, Chen W. The Validity and Reliability of the Workplace Culture of Health Scale-Short Form. J Occup Environ Med 2023; 65:e626-e630. [PMID: 37590435 DOI: 10.1097/jom.0000000000002949] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 08/19/2023]
Abstract
OBJECTIVE A positive workplace culture of health can have significant benefits for both employees and organizations. The objective of this study was to test the validity and reliability of the Workplace Culture of Health (COH) Scale-Short Form. METHODS We conducted a confirmatory factor analysis on data collected from a sample of 12,907 employees across 14 organizations. We examined the construct validity of the 14-item short-form version of the Workplace COH scale and assessed its reliability using internal consistency measures. RESULTS Our confirmatory factor analysis demonstrated that the Workplace COH Scale-Short Form had strong model fit, indicating good construct validity. In addition, we found that all constructs had strong internal consistency reliability. CONCLUSIONS Findings suggest that the Workplace COH Scale-Short Form is a valid and reliable way to practically assess workplace culture of health from the employee perspective.
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Affiliation(s)
- Michele W Marenus
- From the School of Kinesiology, University of Michigan, Ann Arbor, Michigan (M.W.M., W.C.); Virgin Pulse Institute, Providence, Rhode Island (M.W.M., M.M., N.C.); and Department of Psychiatry, University of Michigan Medical School, Ann Arbor, Michigan (A.K.)
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Fulkerson G, Thomas A, Ho JM, Zians J, Seale E, McCarthy M, Han S. COVID-19 and Social Capital Loss: The Results of a Campus Outbreak. SOCIAL INDICATORS RESEARCH 2022; 165:867-878. [PMID: 36536615 PMCID: PMC9750053 DOI: 10.1007/s11205-022-03043-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/11/2021] [Revised: 06/21/2022] [Accepted: 11/18/2022] [Indexed: 06/17/2023]
Abstract
This study examines the effects of a COVID-19 outbreak on levels of social capital on a college campus, drawing on survey data collected from students at two colleges-one that experienced an outbreak and one that did not. Social capital is examined as an individual level resource and as a campus level normative tool used to fight collective action problems. We test the hypothesis that the outbreak, as a "shock" to the campus, diminished social capital. We also test hypotheses on gender, race, and ethnicity and social capital, informed by prior research. Our findings suggest that the outbreak did reduce social capital at both the individual and campus levels, though individual social capital had a mitigating effect that increased campus social capital. We find also that gender was significantly linked to campus social capital, while race was predictive of individual level social capital.
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Affiliation(s)
| | | | - Jing-Mao Ho
- Utica University, 1600 Burrstone Rd., Utica, NY USA
| | - James Zians
- SUNY Oneonta, 108 Ravine Pkwy, Oneonta, NY 13820 USA
| | | | | | - Sallie Han
- SUNY Oneonta, 108 Ravine Pkwy, Oneonta, NY 13820 USA
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van der Put A, Ellwardt L. Employees' healthy eating and physical activity: the role of colleague encouragement and behaviour. BMC Public Health 2022; 22:2004. [PMID: 36319982 PMCID: PMC9628058 DOI: 10.1186/s12889-022-14394-0] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/07/2022] [Revised: 10/04/2022] [Accepted: 10/19/2022] [Indexed: 11/07/2022] Open
Abstract
Background: Exercising and eating healthy are not just an individual choice, but influenced by family members, friends, or neighbours. Little is known, however, about colleagues, who are another important interpersonal influence. Many people spend many hours at work, surrounded by mostly the same colleagues, who could therefore significantly shape employees’ (un)healthy choices. We studied to what extent colleagues may play a part in one another’s eating and exercise behaviours by focusing on two pathways: colleagues can encourage a healthy lifestyle or act as role models whose behaviours can be observed and copied. Methods: We used the European Sustainable Workforce Survey, with data on 4345 employees in 402 teams in 113 organisations. We used network autocorrelation models, which resemble regression models, to study to what extent employee encouragement is related to fruit and vegetable consumption, and physical activity. Specific to this type of model is the inclusion of a network correlation parameter which allows for the outcome of an employee to be directly associated with the outcomes of their colleagues. In this way we tested whether colleagues’ behaviours were related to one another. Results: We found that employees were more likely to eat fruit and vegetables as well as engage in physical activity when their colleagues encourage a healthy lifestyle. Employees’ healthy eating behaviours were positively related to their colleagues’ fruit and vegetable consumption, while we found a negative correlation concerning physical activity. Conclusion: Overall, colleagues’ encouragement and own healthy behaviours have the potential to contribute to creating a culture of health in the workplace and support all employees in making healthy choices.
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Affiliation(s)
- Anne van der Put
- grid.5477.10000000120346234Department of Sociology, Faculty of Social and Behavioural Sciences, Utrecht University, Padualaan 14, 3584 CH Utrecht, The Netherlands
| | - Lea Ellwardt
- grid.6190.e0000 0000 8580 3777Institute of Sociology and Social Psychology, University of Cologne, Albert Magnus Platz, 50923 Cologne, Germany
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Marenus MW, Marzec M, Chen W. Association of Workplace Culture of Health and Employee Emotional Wellbeing. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:12318. [PMID: 36231620 PMCID: PMC9564377 DOI: 10.3390/ijerph191912318] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 08/12/2022] [Revised: 09/22/2022] [Accepted: 09/26/2022] [Indexed: 06/16/2023]
Abstract
The study aimed to examine associations between workplace culture of health and employee work engagement, stress, and depression. Employees (n = 6235) across 16 companies voluntarily completed the Workplace Culture of Health (COH) Scale and provided data including stress, depression, and biometrics through health risk assessments and screening. We used linear regression analysis with COH scores as the independent variable to predict work engagement, stress, and depression. We included age, gender, job class, organization, and biometrics as covariates in the models. The models showed that total COH scores were a significant predictor of employee work engagement (b = 0.75, p < 0.001), stress (b = -0.08, p < 0.001), and depression (b = 0.08, p < 0.001). Job class was also a significant predictor of work engagement (b = 2.18, p < 0.001), stress (b = 0.95, p < 0.001), and depression (b = 1.03, p = 0.02). Gender was a predictor of stress (b = -0.32, p < 0.001). Overall, findings indicate a strong workplace culture of health is associated with higher work engagement and lower employee stress and depression independent of individual health status. Measuring cultural wellbeing supportiveness can help inform implementation plans for companies to improve the emotional wellbeing of their employees.
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Affiliation(s)
- Michele Wolf Marenus
- School of Kinesiology, University of Michigan, Ann Arbor, MI 48109, USA
- Virgin Pulse Institute, Providence, RI 02902, USA
| | - Mary Marzec
- Virgin Pulse Institute, Providence, RI 02902, USA
| | - Weiyun Chen
- School of Kinesiology, University of Michigan, Ann Arbor, MI 48109, USA
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Yang X, Zhao X, Wang Y, Tong R. Development of occupational health culture scale: A study based on miners and construction workers. Front Public Health 2022; 10:992515. [PMID: 36072372 PMCID: PMC9441892 DOI: 10.3389/fpubh.2022.992515] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/12/2022] [Accepted: 08/08/2022] [Indexed: 01/26/2023] Open
Abstract
Culture is an essential influence on effectiveness of workplace health promotion, which can promote occupational health protection behavior. The aim of this research was to develop and validate an occupational health culture scale available to Chinese workers. Occupational health culture scale (OHCS) was developed based on elements of health culture and safety culture in workplace. Nine techniques steps of scale development were used, including a 15-member expert group, 10 workers for cognitive interview, and 1,119 questionnaires (from 710 miners and 409 construction workers) for formal investigation. Welch's variance analysis, independent samples t-test, Kruskal-Wallis test, Spearman correlation analysis was employed, respectively, to verified nine hypotheses about impact relationship on OHCS score. After the analysis reliability and validity, the final scale consisted of 21 items in five domains: leadership support, co-workers support, values, policy and norms, employee involvement, physical environment. Moreover, respirable dust concentration from individual sampler had the largest negative correlation coefficient on OHCS score, -0.469 (p < 0.01). The development of an occupational health culture among Chinese workers is necessary for the sustainability of human resources and the implementation of corporate responsibility.
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van der Put AC, Mandemakers JJ, de Wit JBF, van der Lippe T. Actions Speak Louder Than Words: Workplace Social Relations and Worksite Health Promotion Use. J Occup Environ Med 2021; 63:614-621. [PMID: 34184655 DOI: 10.1097/jom.0000000000002196] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
OBJECTIVE To study whether workplace social relations explain use of worksite health promotion (WHP), by examining colleagues' and team managers' WHP encouragement of a healthy lifestyle, and colleague WHP uptake. METHODS Multilevel data came from the second wave of the European Sustainable Workforce Survey (4345 employees of 402 team in 9 countries). Linear probability models were used to test use of two types of WHP: healthy menus and sport facilities. RESULTS Employees are more likely to use healthy menus and sport facilities when more colleagues do so too and when colleagues encourage a healthy lifestyle. Surprisingly, encouragement by one's manager plays no role. CONCLUSIONS Social contact among colleagues can facilitate WHP use, and WHP initiatives should pay attention to the influential role of colleagues.
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Affiliation(s)
- Anne C van der Put
- Department of Sociology, Faculty of Social and Behavioral Sciences, Utrecht University, The Netherlands (Ms van der Put, Dr Mandemakers, and Dr van der Lippe); Interdisciplinary Social Science: Public Health, Faculty of Social and Behavioral Sciences, Utrecht University, The Netherlands (Dr de Wit)
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Kava CM, Passey D, Harris JR, Chan KCG, Hannon PA. The Workplace Support for Health Scale: Reliability and Validity of a Brief Scale to Measure Employee Perceptions of Wellness. Am J Health Promot 2021; 35:179-185. [PMID: 32808553 PMCID: PMC7870498 DOI: 10.1177/0890117120949807] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PURPOSE To examine the reliability and validity of a brief measure (the Workplace Support for Health [WSH] scale) to assess employees' perceived support for a healthy lifestyle. DESIGN Repeated cross-sectional surveys. SETTING We collected employer- and employee-level survey data from small, low-wage workplaces in King County, WA enrolled in a randomized controlled trial. SAMPLE We analyzed data from 68 workplaces that had 2,820 and 2,640 employees complete surveys at baseline and 15 months, respectively. MEASURES The WSH scale consisted of five items. To assess validity, we examined associations between the WSH scale and employer implementation of evidence-based interventions for health promotion, employee self-rated health, and job satisfaction. ANALYSIS We performed an exploratory factor analysis to assess the unidimensionality of the WSH scale items, and produced Cronbach's alpha coefficients to examine scale reliability. We ran regression models using generalized estimating equations to examine validity. RESULTS The factor analysis indicated one factor, which accounted for 59% of the total variance in the workplace support for health items. The scale had good reliability at baseline (α = 0.82) and 15 months (α = 0.83). Employer evidence-based intervention implementation was positively associated with WSH. WSH was also associated with higher self-rated health and job satisfaction. These associations indicate good concurrent validity. CONCLUSION The WSH scale is a reliable and valid measure of perceived workplace support for health. Employers can use the scale to identify gaps in support and create a plan for improvement.
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Affiliation(s)
- Christine M. Kava
- Health Promotion Research Center, Department of Health Services, University of Washington, Seattle, WA
| | - Debbie Passey
- Division of Epidemiology, Department of Internal Medicine, University of Utah, Salt Lake City, UT
| | - Jeffrey R. Harris
- Health Promotion Research Center, Department of Health Services, University of Washington, Seattle, WA
| | - Kwun C. Gary Chan
- Health Promotion Research Center, Department of Health Services, University of Washington, Seattle, WA
| | - Peggy A. Hannon
- Health Promotion Research Center, Department of Health Services, University of Washington, Seattle, WA
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Nekula P, Koob C. Associations between culture of health and employee engagement in social enterprises: A cross-sectional study. PLoS One 2021; 16:e0245276. [PMID: 33465159 PMCID: PMC7815090 DOI: 10.1371/journal.pone.0245276] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/17/2020] [Accepted: 12/27/2020] [Indexed: 11/18/2022] Open
Abstract
Introduction The aging of staff and skill shortage are major challenges for social enterprises. Nurturing a workplace culture of health and fostering employee engagement could be starting points to combat these challenges. The associations between these two factors have received comparatively little attention from the scientific community, in particular with regard to social enterprises. Hence, this study aims to examine those associations, drawing on the job demands-resources theory and the social-ecological workplace culture of health model. It is hypothesized that employees’ self-rated health acts as a mediator in the relationship between culture of health and employee engagement and that health as personal value works as a moderator. Method The study used the Workplace Culture of Health scale to measure culture of health in social enterprises and UWES-9 to assess employee engagement. Data was collected administering a quantitative online survey among employees of social enterprises in Germany. The dataset for analyses comprised N = 172 employees in total. Data analyses included Pearson’s correlations, regression analysis, as well as mediation, moderation and moderated mediation analyses. Results Culture of health is a predictor of employee engagement in social enterprises. The analyses demonstrate a moderate association between culture of health and employee engagement. Indications were found that employees’ self-rated health acts as a mediator and that health as personal value acts as a moderator between culture of health and employee engagement in social enterprises. Discussion This study suggests that fostering a culture of health in social enterprises does not only have a positive effect on employee health, but also on employee engagement. This applies in particular when employees attribute great value to their health, which is to be expected even more in future. Hence, nurturing a culture of health becomes a pivotal management task in social enterprises. Moreover, a comprehensive assessment of the benefits of health promotion programs in social enterprises should not only consider their health-related outcomes, but also factor in their impact on employee engagement.
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Affiliation(s)
- Patrick Nekula
- Department of Health and Nursing, Catholic University of Applied Sciences Munich, Munich, Bavaria, Germany
| | - Clemens Koob
- Department of Health and Nursing, Catholic University of Applied Sciences Munich, Munich, Bavaria, Germany
- * E-mail:
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Goetzel RZ. Commentary on the Study: “What Do Workplace Wellness Programs Do? Evidence From the Illinois Workplace Wellness Study”. Am J Health Promot 2020; 34:440-444. [DOI: 10.1177/0890117120906664] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Recently, several high-profile randomized clinical trials conducted with employees at the University of Illinois and BJ’s Wholesale Club have questioned the value of workplace health and well-being programs. This commentary focuses on the latest research published in The Quarterly Journal of Economics by authors Jones, Molitor, and Reif who evaluated the iThrive wellness program. The commentary challenges the study’s main finding that wellness programs (in general) do not work. Several perspectives are explored including whether the evaluated programs are well-designed, sufficiently potent, and appropriate candidates for randomized trials. The article also asks what role employers can or should play in improving the health and well-being of Americans given recent troubling statistics showing a decline in life expectancy and an increase in health risks.
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Affiliation(s)
- Ron Z. Goetzel
- Institute for Health and Productivity Studies at the Johns Hopkins Bloomberg School of Public Health and IBM Watson Health, Bethesda, MD, USA
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Chang YT, Tsai FJ, Kuo CC, Yeh CY, Chen RY. Exploring and Developing the Workplace Health Culture Scale in Taiwan. Front Public Health 2020; 7:397. [PMID: 31998678 PMCID: PMC6965151 DOI: 10.3389/fpubh.2019.00397] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/26/2019] [Accepted: 12/10/2019] [Indexed: 11/13/2022] Open
Abstract
Background: The aim of this study was to develop and validate the workplace health culture scale. Methods: This paper collected and re-organized current definitions about health culture from literature and created the domains and items to develop a new tool. Six enterprises and 2,431 participants were recruited from northern Taiwan for validity test. Results: We found the workplace health culture scale had appropriate reliability and validity, including a good model fit for the 25-item scale. Conclusions: Workplace health culture might be an important domain to the work of WHP. More validity and reliability studies about WHCS in wider industries and the correlation between WHCS and other WHP indicators are needed.
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Affiliation(s)
- Yao-Tsung Chang
- School of Public Health, Taipei Medical University, Taipei, Taiwan
| | - Feng-Jen Tsai
- PhD Program in Global Health and Health Security, and Master Program in Global Health and Development, College of Public Health, Taipei Medical University, Taipei, Taiwan
| | - Chien-Chih Kuo
- Department of Psychology, National Cheng-Chi University, Taipei, Taiwan
| | - Ching-Ying Yeh
- School of Public Health, Taipei Medical University, Taipei, Taiwan
| | - Ruey-Yu Chen
- School of Public Health, Taipei Medical University, Taipei, Taiwan
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Grossmeier J, Castle PH, Pitts JS, Saringer C, Jenkins KR, Imboden MT, Mangen DJ, Johnson SS, Noeldner SP, Mason ST. Workplace Well-Being Factors That Predict Employee Participation, Health and Medical Cost Impact, and Perceived Support. Am J Health Promot 2020; 34:349-358. [DOI: 10.1177/0890117119898613] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Purpose: This study tested relationships between health and well-being best practices and 3 types of outcomes. Design: A cross-sectional design used data from the HERO Scorecard Benchmark Database. Setting: Data were voluntarily provided by employers who submitted web-based survey responses. Sample: Analyses were limited to 812 organizations that completed the HERO Scorecard between January 12, 2015 and October 2, 2017. Measures: Independent variables included organizational and leadership support, program comprehensiveness, program integration, and incentives. Dependent variables included participation rates, health and medical cost impact, and perceptions of organizational support. Analysis: Three structural equation models were developed to investigate the relationships among study variables. Results: Model sample size varied based on organizationally reported outcomes. All models fit the data well (comparative fit index > 0.96). Organizational and leadership support was the strongest predictor ( P < .05) of participation (n = 276 organizations), impact (n = 160 organizations), and perceived organizational support (n = 143 organizations). Incentives predicted participation in health assessment and biometric screening ( P < .05). Program comprehensiveness and program integration were not significant predictors ( P > .05) in any of the models. Conclusion: Organizational and leadership support practices are essential to produce participation, health and medical cost impact, and perceptions of organizational support. While incentives influence participation, they are likely insufficient to yield downstream outcomes. The overall study design limits the ability to make causal inferences from the data.
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Affiliation(s)
| | | | | | | | - Kristi Rahrig Jenkins
- MHealthy, University of Michigan, Health and Well-being Services, Ann Arbor, MI, USA
| | - Mary T. Imboden
- Health Enhancement Research Organization, MN, USA
- George Fox University, Health and Human Performance, Newberg, OR
| | | | | | | | - Shawn T. Mason
- Johnson & Johnson Health & Wellness Solutions, Inc., Behavioral Science and Advanced Analytics, New Brunswick, NJ, USA
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15
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Unpacking the Associations Between Perceived Cultural Support and Employee Health. J Occup Environ Med 2019; 61:910-915. [DOI: 10.1097/jom.0000000000001698] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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Design and Performance Analysis of Pads for Dynamic Wireless Charging of EVs using the Finite Element Method. ENERGIES 2019. [DOI: 10.3390/en12214139] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Increasing problems of air pollution caused by petrol-fueled vehicles had a positive impact on the expanded use and acceptance of the electric vehicles (EVs). Currently, both academic and institutional researchers are conducting studies to explore alternative methods of charging vehicles in a fast, reliable, and safe way that would compensate for the drawbacks of the otherwise beneficial and sustainable EVs. The wireless power transfer (WPT) systems are now offered as a possible option. Another option is the dynamic wireless charging (DWC) system, which is considered the best application of a WPT system by many practitioners and researchers because it enables vehicles to increase their driving ranges and decrease their battery sizes, which are the main problems of the EVs. A DWC system is composed of many sub-systems that require different approaches for their design and optimization. The aim of this work is to find the most functional and optimal configuration of magnetic couplers for a DWC system. This was done by performing an investigation of the main magnetic couplers adopted by the system using Ansys® Maxwell as a finite element method software. The results were analyzed in detail to identify the best option. The values of the coupling coefficients have been obtained for every configuration examined. The results disclosed that the best trade-off between performance and economic feasibility is the DD–DDQ pad, which is characterized by the best values of coupling coefficient and misalignment tolerance, without the need for two power converters for each side, as in the DDQ–DDQ configuration.
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Mazzola JJ, Jackson AT, Thiele A. Obesity in the Workplace: a Systematic Review of Barriers and Facilitators to Healthy Lifestyles. ACTA ACUST UNITED AC 2019. [DOI: 10.1007/s41542-019-00046-0] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/29/2022]
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Biswas A, Severin CN, Smith PM, Steenstra IA, Robson LS, Amick BC. Larger Workplaces, People-Oriented Culture, and Specific Industry Sectors Are Associated with Co-Occurring Health Protection and Wellness Activities. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2018; 15:ijerph15122739. [PMID: 30518161 PMCID: PMC6313504 DOI: 10.3390/ijerph15122739] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/29/2018] [Revised: 11/22/2018] [Accepted: 11/28/2018] [Indexed: 11/16/2022]
Abstract
Employers are increasingly interested in offering workplace wellness programs in addition to occupational health and safety (OHS) activities to promote worker health, wellbeing, and productivity. Yet, there is a dearth of research on workplace factors that enable the implementation of OHS and wellness to inform the future integration of these activities in Canadian workplaces. This study explored workplace demographic factors associated with the co-implementation of OHS and wellness activities in a heterogenous sample of Canadian workplaces. Using a cross-sectional survey of 1285 workplaces from 2011 to 2014, latent profiles of co-occurrent OHS and wellness activities were identified, and multinomial logistic regression was used to assess associations between workplace demographic factors and the profiles. Most workplaces (84%) demonstrated little co-occurrence of OHS and wellness activities. Highest co-occurrence was associated with large workplaces (odds ratio (OR) = 3.22, 95% confidence interval (CI) = 1.15⁻5.89), in the electrical and utilities sector (OR = 5.57, 95% CI = 2.24⁻8.35), and a high people-oriented culture (OR = 4.70, 95% CI = 1.59⁻5.26). Promoting integrated OHS and wellness approaches in medium to large workplaces, in select industries, and emphasizing a people-oriented culture were found to be important factors for implementing OHS and wellness in Canadian organizations. Informed by these findings, future studies should understand the mechanisms to facilitate the integration of OHS and wellness in workplaces.
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Affiliation(s)
- Aviroop Biswas
- Institute for Work & Health, Toronto, ON M5G 2E9, Canada.
| | | | - Peter M Smith
- Institute for Work & Health, Toronto, ON M5G 2E9, Canada.
- Dalla Lana School of Public Health, University of Toronto, Toronto, ON M5T 3M7, Canada.
- Centre of Occupational and Environmental Health, Monash University, Melbourne, VIC 3004, Australia.
| | - Ivan A Steenstra
- Institute for Work & Health, Toronto, ON M5G 2E9, Canada.
- Morneau Shepell, Toronto, ON M5S 3A9, Canada.
| | - Lynda S Robson
- Institute for Work & Health, Toronto, ON M5G 2E9, Canada.
| | - Benjamin C Amick
- Institute for Work & Health, Toronto, ON M5G 2E9, Canada.
- Florida International University, Miami, FL 33199, USA.
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Chigumete TG, Townsend N, Srinivas SC. Facilitating and limiting factors of workplace health promotion at Rhodes University, South Africa. Work 2018; 59:599-606. [PMID: 29733050 DOI: 10.3233/wor-182707] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND Workplace health promotion programs, when well designed and implemented are beneficial to both employees and their employers. OBJECTIVE To investigate the factors that affect workplace health promotion initiatives intended for support staff at Rhodes University. To explore ways in which future initiatives that aim to reduce the prevalence of non-communicable diseases in the workplace may be improved. METHODS A qualitative study, using semi-structured interviews and focus group discussions with key stakeholders and support staff. All interviews and focus group discussions were voice recorded and then transcribed verbatim. Transcripts were uploaded into NVivo® 10 for coding and thematic analysis. RESULTS Key stakeholders reported that health promotion initiatives have been attempted and were advertised, however the turnout was poor. The support staff in turn, stated that past initiatives were not tailored to their health needs and they lacked context-specificity and cultural sensitivity. They also suggested improvements for future initiatives such as convenient venues and using films and short plays as a means of delivering health information. CONCLUSIONS Based on inputs from key stakeholders and support staff, there are several factors that affect the success of health promotion initiatives in the workplace. Employees, who are the recipients of the planned initiatives, need to be involved in all stages of the planning and implementation.
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Taylor WC, Suminski RR, Das BM, Paxton RJ, Craig DW. Organizational Culture and Implications for Workplace Interventions to Reduce Sitting Time Among Office-Based Workers: A Systematic Review. Front Public Health 2018; 6:263. [PMID: 30320051 PMCID: PMC6165892 DOI: 10.3389/fpubh.2018.00263] [Citation(s) in RCA: 15] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/09/2018] [Accepted: 08/24/2018] [Indexed: 01/03/2023] Open
Abstract
Background: Time spent in sedentary behaviors is an independent risk factor for several chronic diseases (e.g., cardiometabolic diseases, obesity, type 2 diabetes, and hypertension). Recently, interventions to reduce sitting time at work (a prominent sedentary behavior) have been developed and tested. Organizational culture plays a critical role in the success of workplace interventions. However, there are a limited number of studies that have examined the role of organizational culture in reducing sitting time in the workplace. Objectives: Therefore, in this systematic review, we summarized the empirical literature investigating organizational culture and sedentary behavior in the workplace and identify gaps in the knowledge base. Methods: We described the procedures of our systematic review and included two study flow diagrams that detailed the step by step process. Combinations of several search terms were used; the databases searched were PubMed, Medline, Academic Search Complete, and Google Scholar. We started with thousands of citations. After applying the inclusion and exclusion criteria, eight relevant articles were identified. Results: For each identified article, the data extracted included citation, sample, objective, intervention, assessment of organizational culture and workplace sitting, findings, and implications. Each article was rated for risk of bias by population, intervention, comparator, outcomes, and study design (PICOS) analysis. The classification for each study was either: high-, moderate-, or low-quality evidence. Given the paucity of data, no definitive conclusions were presented; however, positive trends were highlighted. Conclusions: Work place interventions to reduce sitting time at work may benefit from considering elements of organizational culture; however, the evidence to date is sparse and more high-quality studies in this area are needed. To advance the field of workplace health promotion, organizational culture, and interventions to reduce sitting at work, we present 11 recommendations.
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Affiliation(s)
- Wendell C Taylor
- Department of Health Promotion and Behavioral Sciences, Center for Health Promotion and Prevention Research, School of Public Health, The University of Texas Health Science Center at Houston, Houston, TX, United States
| | - Richard R Suminski
- Department of Behavioral Health and Nutrition, Center for Innovative Health Research, University of Delaware, Newark, DE, United States
| | - Bhibha M Das
- Department of Kinesiology, East Carolina University, Greenville, NC, United States
| | - Raheem J Paxton
- Department of Community Medicine and Population Health, University of Alabama, Tuscaloosa, AL, United States
| | - Derek W Craig
- Department of Health Promotion and Behavioral Sciences, Center for Health Promotion and Prevention Research, School of Public Health, The University of Texas Health Science Center at Houston, Houston, TX, United States
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Williams JA, Buxton O, Hinde J, Bray J, Berkman L. Psychosocial Workplace Factors and Healthcare Utilization: A Study of Two Employers. Int J Health Policy Manag 2018; 7:614-622. [PMID: 29996581 PMCID: PMC6037501 DOI: 10.15171/ijhpm.2017.132] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/19/2017] [Accepted: 11/05/2017] [Indexed: 01/12/2023] Open
Abstract
Background: While a large literature links psychosocial workplace factors with health and health behaviors, there is very little work connecting psychosocial workplace factors to healthcare utilization.
Methods: Survey data were collected from two different employers using computer-assisted telephone interviewing as a part of the Work-Family Health Network (2008-2013): one in the information technology (IT) service industry and one that is responsible for a network of long-term care (LTC) facilities. Participants were surveyed four times at six month intervals. Responses in each wave were used to predict utilization in the following wave. Four utilization measures were outcomes: having at least one emergency room (ER)/Urgent care, having at least one other healthcare visit, number of ER/urgent care visits, and number of other healthcare visits. Population-averaged models using all four waves controlled for health and other factors associated with utilization.
Results: Having above median job demands was positively related to the odds of at least one healthcare visit, odds ratio [OR] 1.37 (P<.01), and the number of healthcare visits, incidence rate ratio (IRR) 1.36 (P<.05), in the LTC sample. Work-to-family conflict was positively associated with the odds of at least one ER/urgent care visit in the LTC sample, OR 1.15 (P<.05), at least one healthcare visit in the IT sample, OR 1.35 (P<.01), and with more visits in the IT sample, IRR 1.35 (P<.01). Greater schedule control was associated with reductions in the number of ER/urgent care visits, IRR 0.71 (P<.05), in the IT sample.
Conclusion: Controlling for other factors, some psychosocial workplace factors were associated with future healthcare utilization. Additional research is needed.
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Affiliation(s)
- Jessica Allia Williams
- Harvard Center for Population & Development Studies, Cambridge, MA, USA.,The University of Kansas Medical Center, Department of Health Policy and Management, Kansas City, KS, USA
| | - Orfeu Buxton
- Department of Biobehavioral Health, Pennsylvania State University, State College, PA, USA.,Division of Sleep Medicine, Harvard Medical School, Boston, MA, USA.,Department of Social and Behavioral Sciences, Harvard T.H. Chan School of Public Health, Boston, MA, USA
| | - Jesse Hinde
- Department of Public Policy, University of North Carolina at Chapel Hill, Chapel Hill, NC, USA.,RTI International, Research Triangle Park, NC, USA
| | - Jeremy Bray
- Department of Economics, University of North Carolina Greensboro, Greensboro, NC, USA
| | - Lisa Berkman
- Harvard Center for Population and Development Studies, T.H. Chan Harvard School of Public Health, Cambridge, MA, USA
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Flynn JP, Gascon G, Doyle S, Matson Koffman DM, Saringer C, Grossmeier J, Tivnan V, Terry P. Supporting a Culture of Health in the Workplace: A Review of Evidence-Based Elements. Am J Health Promot 2018; 32:1755-1788. [PMID: 29806469 DOI: 10.1177/0890117118761887] [Citation(s) in RCA: 60] [Impact Index Per Article: 10.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
OBJECTIVE To identify and evaluate the evidence base for culture of health elements. DATA SOURCE Multiple databases were systematically searched to identify research studies published between 1990 and 2015 on culture of health elements. STUDY INCLUSION AND EXCLUSION CRITERIA Researchers included studies based on the following criteria: (1) conducted in a worksite setting; (2) applied and evaluated 1 or more culture of health elements; and (3) reported 1 or more health or safety factors. DATA EXTRACTION Eleven researchers screened the identified studies with abstraction conducted by a primary and secondary reviewer. Of the 1023 articles identified, 10 research reviews and 95 standard studies were eligible and abstracted. DATA SYNTHESIS Data synthesis focused on research approach and design as well as culture of health elements evaluated. RESULTS The majority of published studies reviewed were identified as quantitative studies (62), whereas fewer were qualitative (27), research reviews (10), or other study approaches. Three of the most frequently studied culture of health elements were built environment (25), policies and procedures (28), and communications (27). Although all studies included a health or safety factor, not all reported a statistically significant outcome. CONCLUSIONS A considerable number of cross-sectional studies demonstrated significant and salient correlations between culture of health elements and the health and safety of employees, but more research is needed to examine causality.
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Affiliation(s)
| | | | | | | | | | | | | | - Paul Terry
- 6 Health Enhancement Research Organization, Waconia, MN, USA
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23
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The Centers for Disease Control and Prevention: Findings From The National Healthy Worksite Program. J Occup Environ Med 2018; 59:631-641. [PMID: 28594703 DOI: 10.1097/jom.0000000000001045] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE To evaluate employers' implementation of evidence-based interventions, and changes in employees' behaviors associated with participating in the national healthy worksite program (NHWP). METHODS NHWP recruited 100 small and mid-sized employers and provided training and support for 18 months. Outcome measures were collected with an employer questionnaire, an employee survey, and biometric data at baseline and 18 months later. RESULTS The 41 employers who completed the NHWP implemented significantly more evidence-based interventions and had more comprehensive worksite health promotion programs after participating. Employees made significant improvements in physical activity and nutritional behaviors, but did not significantly improve employee weight. CONCLUSIONS Training and technical support can help small and mid-sized employers implement evidence-based health interventions to promote positive employee behavior changes. A longer follow up period may be needed to assess whether NHWP led to improvements in clinical outcomes.
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Di Battista EM, Bracken RM, Stephens JW, Rice S, Thomas M, Williams SP, Mellalieu SD, Morgan K, Cottrell C, Davies V, Newbury‐Davies L, Street L, Judd F, Evans C, James J, Jones C, Williams C, Smith S, Thornton J, Williams S, Williams R, Williams M. Workplace delivery of a dietitian‐led cardiovascular disease and type 2 diabetes prevention programme: A qualitative study of participants’ experiences in the context of Basic Needs Theory. NUTR BULL 2017. [DOI: 10.1111/nbu.12292] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- E. M. Di Battista
- Aneurin Bevan University Health Board Caerleon UK
- University of South Wales Pontypridd UK
| | | | | | - S. Rice
- Hywel Dda Health Board Llanelli UK
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Melnyk BM, Szalacha LA, Amaya M. Psychometric Properties of the Perceived Wellness Culture and Environment Support Scale. Am J Health Promot 2017; 32:1021-1027. [DOI: 10.1177/0890117117737676] [Citation(s) in RCA: 42] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Objective: This study reports on the psychometric properties of the 11-item Perceived Wellness Culture and Environment Support Scale (PWCESS) and its relationship with employee healthy lifestyle beliefs and behaviors. Methods: Faculty and staff (N = 3959) at a large public university in the United States mid-west completed the PWCESS along with healthy lifestyle beliefs and behaviors scales. Data were randomly split into 2 halves to explore the PWCESS’ validity and reliability and the second half to confirm findings. Results: Principal components analysis indicated a unidimensional construct. The PWCESS was positively related to healthy lifestyle beliefs and behaviors supporting the scale’s validity. Confirmatory factor analysis supported the unidimensional construct (Cronbach’s α = .92). Conclusion: Strong evidence supports the validity and reliability of the PWCESS. Future use of this scale could guide workplace intervention strategies to improve organizational wellness culture and employee health outcomes.
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Affiliation(s)
- Bernadette Mazurek Melnyk
- College of Nursing, The Ohio State University, Columbus, OH, USA
- College of Medicine, The Ohio State University, Columbus, OH, USA
| | - Laura A. Szalacha
- Biobehavioral Health Science Division, The University of Arizona College of Nursing, Tucson, AZ, USA
| | - Megan Amaya
- College of Nursing, The Ohio State University, Columbus, OH, USA
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Healthy Eating and Leisure-Time Activity: Cross-Sectional Analysis of that Role of Work Environments in the U.S. J Occup Environ Med 2017; 59:1095-1100. [PMID: 29116988 DOI: 10.1097/jom.0000000000001141] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
OBJECTIVE The aim of this study was to evaluate relationships between work context and two health behaviors, healthy eating and leisure-time physical activity (LTPA), in U.S. adults. METHODS Using data from the 2010 National Health Interview Survey (NHIS) and Occupational Information Network (N = 14,863), we estimated a regression model to predict the marginal and joint probabilities of healthy eating and adhering to recommended exercise guidelines. RESULTS Decision-making freedom was positively related to healthy eating and both behaviors jointly. Higher physical load was associated with a lower marginal probability of LTPA, healthy eating, and both behaviors jointly. Smoke and vapor exposures were negatively related to healthy eating and both behaviors. Chemical exposure was positively related to LTPA and both behaviors. Characteristics associated with marginal probabilities were not always predictive of joint outcomes. CONCLUSION On the basis of nationwide occupation-specific evidence, workplace characteristics are important for healthy eating and LTPA.
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28
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Cluff LA, Lang JE, Rineer JR, Jones-Jack NH, Strazza KM. Training Employers to Implement Health Promotion Programs: Results From the CDC Work@Health® Program. Am J Health Promot 2017; 32:1062-1069. [PMID: 28731383 DOI: 10.1177/0890117117721067] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
PURPOSE Centers for Disease Control and Prevention (CDC) initiated the Work@Health Program to teach employers how to improve worker health using evidence-based strategies. Program goals included (1) determining the best way(s) to deliver employer training, (2) increasing employers' knowledge of workplace health promotion (WHP), and (3) increasing the number of evidence-based WHP interventions at employers' worksites. This study is one of the few to examine the effectiveness of a program designed to train employers how to implement WHP programs. DESIGN Pre- and posttest design. SETTING Training via 1 of 3 formats hands-on, online, or blended. PARTICIPANTS Two hundred six individual participants from 173 employers of all sizes. INTERVENTION Eight-module training curriculum to guide participants through building an evidence-based WHP program, followed by 6 to 10 months of technical assistance. MEASURES The CDC Worksite Health ScoreCard and knowledge, attitudes, and behavior survey. ANALYSIS Descriptive statistics, paired t tests, and mixed linear models. RESULTS Participants' posttraining mean knowledge scores were significantly greater than the pretraining scores (61.1 vs 53.2, P < .001). A year after training, employers had significantly increased the number of evidence-based interventions in place (47.7 vs 35.5, P < .001). Employers' improvements did not significantly differ among the 3 training delivery formats. CONCLUSION The Work@Health Program provided employers with knowledge to implement WHP interventions. The training and technical assistance provided structure, practical guidance, and tools to assess needs and select, implement, and evaluate interventions.
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Affiliation(s)
- Laurie A Cluff
- 1 RTI International, Social Policy, Health, and Economics Research Unit, Research Triangle Park, NC, USA
| | - Jason E Lang
- 2 Division of Population Health, National Center for Chronic Disease Prevention and Health Promotion, Centers for Disease Control and Prevention, Atlanta, GA, USA
| | - Jennifer R Rineer
- 1 RTI International, Social Policy, Health, and Economics Research Unit, Research Triangle Park, NC, USA
| | - Nkenge H Jones-Jack
- 2 Division of Population Health, National Center for Chronic Disease Prevention and Health Promotion, Centers for Disease Control and Prevention, Atlanta, GA, USA
| | - Karen M Strazza
- 1 RTI International, Social Policy, Health, and Economics Research Unit, Research Triangle Park, NC, USA
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29
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Johnson SS. The Art of Health Promotion. Am J Health Promot 2017. [DOI: 10.1177/0890117117715321] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
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30
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Employer and Employee Opinions About Workplace Health Promotion (Wellness) Programs. J Occup Environ Med 2017; 59:256-263. [DOI: 10.1097/jom.0000000000000946] [Citation(s) in RCA: 37] [Impact Index Per Article: 5.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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Larsson R, Åkerlind I, Sandmark H. Managing workplace health promotion in municipal organizations: The perspective of senior managers. Work 2017; 53:485-98. [PMID: 26519015 DOI: 10.3233/wor-152177] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND Previous research indicates that companies manage workplace health in various ways, but more in-depth empirical knowledge of how workplace health promotion (WHP) is managed in public sector organizations is needed. OBJECTIVE The aim of this study was to explore how WHP is managed and incorporated into the general management system in two large Swedish municipal organizations. METHODS A qualitative descriptive approach was used. Fourteen senior managers were purposefully selected and interviewed using semi-structured interviews. Documents were used as supplementary data. All data were analysed using qualitative content analysis. RESULTS The management of WHP was described as a set of components that together contribute to the organization's capacity for WHP. The informants described WHP as dominated by fitness programmes and as following a problem-solving cycle, in which the annual employee survey emerged as an important managerial tool. Achieving feasible WHP measures and appropriate follow-ups were described as challenges. The provision of leadership competence for WHP and use of supportive resources were described as additional components. CONCLUSIONS The WHP management approach needs to be broadened to include work environment and organizational factors. Further integration with occupational health and safety and the general management system in the organizations is also needed.
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Affiliation(s)
- Paul E. Terry
- HERO: The Health Enhancement Research Organization
- Editor in Chief, American Journal of Health Promotion. Follow me on Twitter at:
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Brakenridge CL, Fjeldsoe BS, Young DC, Winkler EAH, Dunstan DW, Straker LM, Brakenridge CJ, Healy GN. Organizational-Level Strategies With or Without an Activity Tracker to Reduce Office Workers' Sitting Time: Rationale and Study Design of a Pilot Cluster-Randomized Trial. JMIR Res Protoc 2016; 5:e73. [PMID: 27226457 PMCID: PMC4909392 DOI: 10.2196/resprot.5438] [Citation(s) in RCA: 26] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/16/2015] [Revised: 01/18/2016] [Accepted: 01/19/2016] [Indexed: 11/29/2022] Open
Abstract
Background The office workplace is a key setting in which to address excessive sitting time and inadequate physical activity. One major influence on workplace sitting is the organizational environment. However, the impact of organizational-level strategies on individual level activity change is unknown. Further, the emergence of sophisticated, consumer-targeted wearable activity trackers that facilitate real-time self-monitoring of activity, may be a useful adjunct to support organizational-level strategies, but to date have received little evaluation in this workplace setting. Objective The aim of this study is to evaluate the feasibility, acceptability, and effectiveness of organizational-level strategies with or without an activity tracker on sitting, standing, and stepping in office workers in the short (3 months, primary aim) and long-term (12 months, secondary aim). Methods This study is a pilot, cluster-randomized trial (with work teams as the unit of clustering) of two interventions in office workers: organizational-level support strategies (eg, visible management support, emails) or organizational-level strategies plus the use of a waist-worn activity tracker (the LUMOback) that enables self-monitoring of sitting, standing, and stepping time and enables users to set sitting and posture alerts. The key intervention message is to ‘Stand Up, Sit Less, and Move More.’ Intervention elements will be implemented from within the organization by the Head of Workplace Wellbeing. Participants will be recruited via email and enrolled face-to-face. Assessments will occur at baseline, 3, and 12 months. Time spent sitting, sitting in prolonged (≥30 minute) bouts, standing, and stepping during work hours and across the day will be measured with activPAL3 activity monitors (7 days, 24 hours/day protocol), with total sitting time and sitting time during work hours the primary outcomes. Web-based questionnaires, LUMOback recorded data, telephone interviews, and focus groups will measure the feasibility and acceptability of both interventions and potential predictors of behavior change. Results Baseline and follow-up data collection has finished. Results are expected in 2016. Conclusions This pilot, cluster-randomized trial will evaluate the feasibility, acceptability, and effectiveness of two interventions targeting reductions in sitting and increases in standing and stepping in office workers. Few studies have evaluated these intervention strategies and this study has the potential to contribute both short and long-term findings.
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Does Worksite Culture of Health (CoH) Matter to Employees? Empirical Evidence Using Job-Related Metrics. J Occup Environ Med 2016; 58:448-54. [DOI: 10.1097/jom.0000000000000724] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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35
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Congruence of Organizational Self-Score and Audit-Based Organizational Assessments of Workplace Health Capabilities: An Analysis of the HealthLead Workplace Accreditation. J Occup Environ Med 2016; 58:471-6. [PMID: 27035105 DOI: 10.1097/jom.0000000000000697] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE The aim of this study was to provide descriptive characteristics of companies accredited as part of the HealthLead Workplace Accreditation and to assess congruence between data reported via online organizational self-assessment and third-party onsite audit. METHODS Synthesized organizational level data collected through the HealthLead accreditation process (N = 22). Online self-assessment and onsite third-party audit data were compared using paired t-tests. RESULTS Statistical tests revealed significantly higher onsite audit scores than organizational self-assessment scores. Descriptive analyses demonstrated that Outcomes Reporting was the lowest scoring area among all companies. Companies also varied widely in levels of Leadership Support for wellness. CONCLUSIONS Gaps observed between organizational self-assessment and onsite audit scores were relatively stable across the sample, indicating that observed differences may be process related. Organizations awarded accreditation show a wide variation in Leadership Support, and Outcomes Reporting appears to be low across the sample.
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A Response to Proposed Equal Employment Opportunity Commission Regulations on Employer-Sponsored Health, Safety, and Well-Being Initiatives. J Occup Environ Med 2016; 58:e103-10. [PMID: 26949886 DOI: 10.1097/jom.0000000000000698] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE The aim of this study was to identify areas of consensus in response to proposed Equal Employment Opportunity Commission Americans with Disabilities Act of 1990 and Genetic Information Nondiscrimination Act of 2008 regulations on employer-sponsored health, safety, and well-being initiatives. METHODS The consensus process included review of existing and proposed regulations, identification of key areas where consensus is needed, and a methodical consensus-building process. RESULTS Stakeholders representing employees, employers, consulting organizations, and wellness providers reached consensus around five areas, including adequate privacy notice on how medical data are collected, used, and protected; effective, equitable use of inducements that influence participation in programs; observance of reasonable alternative standards; what constitutes reasonably designed programs; and the need for greater congruence between federal agency regulations. CONCLUSION Employee health and well-being initiatives that are in accord with federal regulations are comprehensive, evidence-based, and are construed as voluntary by employees and regulators alike.
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The relationship between workplace environment and employee health behaviors in a South African workforce. J Occup Environ Med 2015; 56:1094-9. [PMID: 25285833 DOI: 10.1097/jom.0000000000000236] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE To determine the relationship between the availability of wellness facilities at worksites and self-reported employee health behaviors (physical activity [PA] and nutrition [NUT]). METHODS Employers (n = 71) and employees (n = 11472) participated in the South African Healthy Company Index survey. The survey included self-reported clinical measures and lifestyle behaviors. A facility score was calculated, ranging from 0 to 100. Hierarchical linear models were used to calculate the relationship between facility scores and whether employees met PA and NUT guidelines. RESULTS The mean total facility score was 58.5 ± 25.5. The number of facilities at each worksite accounted for 5.4% of the variance in PA among employees (r = 0.054; P = 0.036). Higher facility scores were associated with better NUT habits among employees. CONCLUSIONS Employers providing wellness facilities are likely to have employees with better PA and NUT habits.
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Tetrick LE, Winslow CJ. Workplace Stress Management Interventions and Health Promotion. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR 2015. [DOI: 10.1146/annurev-orgpsych-032414-111341] [Citation(s) in RCA: 105] [Impact Index Per Article: 11.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Affiliation(s)
- Lois E. Tetrick
- Department of Psychology, George Mason University, Fairfax, Virginia 22030; ,
| | - Carolyn J. Winslow
- Department of Psychology, George Mason University, Fairfax, Virginia 22030; ,
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Barrington WE, Beresford SAA, Koepsell TD, Duncan GE, Moudon AV. Worksite neighborhood and obesogenic behaviors: findings among employees in the Promoting Activity and Changes in Eating (PACE) trial. Am J Prev Med 2015; 48:31-41. [PMID: 25442234 PMCID: PMC4418796 DOI: 10.1016/j.amepre.2014.08.025] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 07/24/2013] [Revised: 07/22/2014] [Accepted: 08/19/2014] [Indexed: 11/18/2022]
Abstract
BACKGROUND Understanding mechanisms linking neighborhood context to health behaviors may provide targets for increasing lifestyle intervention effectiveness. Although associations between home neighborhood and obesogenic behaviors have been studied, less is known about the role of worksite neighborhood. PURPOSE To evaluate associations between worksite neighborhood context at baseline (2006) and change in obesogenic behaviors of adult employees at follow-up (2007-2009) in a worksite randomized trial to prevent weight gain. METHODS Worksite property values were used as an indicator of worksite neighborhood SES (NSES). Worksite neighborhood built environment attributes associated with walkability were evaluated as explanatory factors in relationships among worksite NSES, diet, and physical activity behaviors of employees. Behavioral data were collected at baseline (2005-2007) and follow-up (2007-2009). Multilevel linear and logistic models were constructed adjusting for covariates and accounting for clustering within worksites. Product-of-coefficients methods were used to assess mediation. Analyses were performed after study completion (2011-2012). RESULTS Higher worksite NSES was associated with more walking (OR=1.16, 95% CI=1.03, 1.30, p=0.01). Higher density of residential units surrounding worksites was associated with more walking and eating five or more daily servings of fruits and vegetables, independent of worksite NSES. Residential density partially explained relationships among worksite NSES, fruit and vegetable consumption, and walking. CONCLUSIONS Worksite neighborhood context may influence employees' obesogenic behaviors. Furthermore, residential density around worksites could be an indicator of access to dietary and physical activity-related infrastructure in urban areas. This may be important given the popularity of worksites as venues for obesity prevention efforts.
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Affiliation(s)
- Wendy E Barrington
- School of Nursing, University of Washington, Seattle, Washington; School of Public Health, University of Washington, Seattle, Washington.
| | - Shirley A A Beresford
- School of Public Health, University of Washington, Seattle, Washington; Fred Hutchinson Cancer Research Center, Division of Public Health Sciences, Seattle, Washington
| | - Thomas D Koepsell
- School of Public Health, University of Washington, Seattle, Washington
| | - Glen E Duncan
- School of Public Health, University of Washington, Seattle, Washington
| | - Anne Vernez Moudon
- School of Public Health, University of Washington, Seattle, Washington; College of Built Environments, University of Washington, Seattle, Washington
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Harris JR, Hannon PA, Beresford SAA, Linnan LA, McLellan DL. Health promotion in smaller workplaces in the United States. Annu Rev Public Health 2014; 35:327-42. [PMID: 24387086 PMCID: PMC10378509 DOI: 10.1146/annurev-publhealth-032013-182416] [Citation(s) in RCA: 73] [Impact Index Per Article: 7.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
Most American workplaces are smaller, with fewer than 1,000 employees. Many of these employees are low-wage earners and at increased risk for chronic diseases. Owing to the challenges smaller workplaces face to offering health-promotion programs, their employees often lack access to health-promotion opportunities available at larger workplaces. Many smaller employers do not offer health insurance, which is currently the major funding vehicle for health-promotion services. They also have few health-promotion vendors to serve them and low internal capacity for, and commitment to, delivery of on-site programs. The programs they offer, whether aimed at health promotion alone or integrated with health protection, are rarely comprehensive and are understudied. Research priorities for health promotion in smaller workplaces include developing programs feasible for the smallest workplaces with fewer than 20 employees. Policy priorities include incentives for smaller workplaces to implement comprehensive programs and an ongoing system for monitoring and evaluation.
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Affiliation(s)
- Jeffrey R Harris
- Department of Health Services, School of Public Health, University of Washington, Seattle, Washington 98105; , ,
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Palumbo MV, Sikorski EA, Liberty BC. Exploring the Cost-Effectiveness of Unit-Based Health Promotion Activities for Nurses. Workplace Health Saf 2013. [DOI: 10.3928/21650799-20131206-01] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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Pronk NP. Integrated worker health protection and promotion programs: overview and perspectives on health and economic outcomes. J Occup Environ Med 2013; 55:S30-7. [PMID: 24284747 PMCID: PMC4155035 DOI: 10.1097/jom.0000000000000031] [Citation(s) in RCA: 49] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/22/2023]
Abstract
OBJECTIVE To describe integrated worker health protection and promotion (IWHPP) program characteristics, to discuss the rationale for the integration of occupational safety and health and worksite health promotion programs, and to summarize what is known about the impact of these programs on health and economic outcomes. METHODS A descriptive assessment of the current state of the IWHPP field and a review of studies on the effectiveness of IWHPP programs on health and economic outcomes were undertaken. RESULTS Sufficient evidence of effectiveness was found for IWHPP programs when health outcomes were considered. Impact on productivity-related outcomes is considered promising, but inconclusive, whereas insufficient evidence was found for health care expenditures. CONCLUSIONS Existing evidence supports an integrated approach in terms of health outcomes but will benefit significantly from research designed to support the business case for employers of various company sizes and industry types.
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Affiliation(s)
- Nicolaas P Pronk
- From the HealthPartners Institute for Education and Research, Bloomington, Minn, and Harvard School of Public Health, Boston, Mass
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Palumbo MV, Sikorski EA, Liberty BC. Exploring the Cost-Effectiveness of Unit-Based Health Promotion Activities for Nurses. Workplace Health Saf 2013; 61:514-20. [DOI: 10.1177/216507991306101203] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The Stepping Stones to Wellness program, offered on one hospital unit by the organization's wellness team and nurse practitioner students, was evaluated for its return on investment (ROI), level of participation, and satisfaction among staff and students. Interventions included (1) biometric screening, (2) participation incentives, and (3) education delivered by staff and nurse practitioner students on the unit. Using the hours of unscheduled absence as a proxy for staff wellness, ROI was calculated using 75% of the difference between the mean hours of unscheduled absence during the intervention compared to the previous 3 years. Average hourly rate (including benefits) was multiplied by unscheduled absence ($11,409.17). The total cost of program delivery ($7,662.50) for 80 employees yielded an ROI of $3,746.67. Participation improved and satisfaction increased. Graduate nursing students and an employer wellness team can deliver a successful unit-based health promotion program and possibly affect absenteeism.
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Sorensen G, McLellan D, Dennerlein JT, Pronk NP, Allen JD, Boden LI, Okechukwu CA, Hashimoto D, Stoddard A, Wagner GR. Integration of health protection and health promotion: rationale, indicators, and metrics. J Occup Environ Med 2013; 55:S12-8. [PMID: 24284762 PMCID: PMC4184212 DOI: 10.1097/jom.0000000000000032] [Citation(s) in RCA: 76] [Impact Index Per Article: 6.9] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE To offer a definition of an "integrated" approach to worker health and operationalize this definition using indicators of the extent to which integrated efforts are implemented in an organization. METHODS Guided by the question-How will we know it when we see it?-we reviewed relevant literature to identify available definitions and metrics, and used a modified Delphi process to review and refine indicators and measures of integrated approaches. RESULTS A definition of integrated approaches to worker health is proposed and accompanied by indicators and measures that may be used by researchers, employers, and workers. CONCLUSIONS A shared understanding of what is meant by integrated approaches to protect and promote worker health has the potential to improve dialogue among researchers and facilitate the research-to-practice process.
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Affiliation(s)
- Glorian Sorensen
- Dana-Farber Cancer Institute, Boston, MA
- Harvard School of Public Health, Boston, MA
| | | | | | - Nicolaas P. Pronk
- Harvard School of Public Health, Boston, MA
- HealthPartners, Inc., Minneapolis, MN
| | | | | | | | - Dean Hashimoto
- Partners HealthCare, Inc., Boston, MA
- Boston College Law School, Newton Centre, MA
| | | | - Gregory R Wagner
- Harvard School of Public Health, Boston, MA
- National Institute for Occupational Safety and Health, Washington, DC
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Management support, worksite culture, and local resources for healthier employees: the Veterans Affairs experience. J Occup Environ Med 2013; 55:310-7. [PMID: 23302701 DOI: 10.1097/jom.0b013e31827dba1e] [Citation(s) in RCA: 9] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
OBJECTIVE To determine whether a "worksite culture of health" exists within the Veterans Health Administration and implications on integrating employee health promotion programs. METHODS Three national surveys were used-an organizational health survey, a health behaviors survey, and a worksite environment survey. Cross-sectional associations between measures of organizational health and employee health behaviors and between measures of organizational health and worksite environment were assessed. RESULTS There were significant associations between a number of organizational health measures and a combined measure of health behaviors. Likewise, presence of employee-wellness committees and/or coaches was significantly associated with higher appraisal on organizational health measures. CONCLUSION Results suggest that a worksite culture of health exists in some but not all facilities within Veterans Health Administration; this has implications for integrating employee health promotion programs systemwide. A phased-in approach is likely warranted.
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Guidance for a Reasonably Designed, Employer-Sponsored Wellness Program Using Outcomes-Based Incentives. J Occup Environ Med 2012; 54:889-96. [DOI: 10.1097/jom.0b013e3182620214] [Citation(s) in RCA: 35] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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