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Sherman BW, Stiehl E, Wator C, Pratap PL. Why Don't Employees Participate in Well-being Programs? A Research-Informed Systems-Based Model. J Occup Environ Med 2024; 66:156-160. [PMID: 37964600 DOI: 10.1097/jom.0000000000003012] [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: 11/16/2023]
Abstract
OBJECTIVE Employee nonparticipation in well-being programs is common, but not well understood. Development of a systems-based framework to characterize reasons for nonparticipation can inform efforts to enhance engagement. METHODS Following literature review and building on previous research, a systems-based model was developed to contextualize participation barriers. RESULTS Well-being program nonparticipation is more frequent among low-wage workers as well as minority subpopulations. Contributors include employer factors, such as inequitable benefits design, and employee factors, such as lack of perceived relevance, barriers to access, and lower prioritization of personal health needs. CONCLUSIONS A systems-based approach to evaluating well-being program nonparticipation can help identify factors contributing to employee nonparticipation and lead to targeted policy and practice changes that encourage greater employee engagement.
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Affiliation(s)
- Bruce W Sherman
- From the University of North Carolina-Greensboro, Greensboro, NC (B.W.S.); Case Western Reserve University, Cleveland, OH (B.W.S.); and University of Illinois at Chicago, Chicago, IL (E.S., C.W., P.L.P.)
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Salinger M, Levy DE, McCurley JL, Gelsomin ED, Rimm EB, Thorndike AN. Employees' Baseline Food Choices and the Effect of a Workplace Intervention to Promote Healthy Eating: Secondary Analysis of the ChooseWell 365 Randomized Controlled Trial. J Acad Nutr Diet 2023; 123:1586-1595.e4. [PMID: 37257691 PMCID: PMC10592532 DOI: 10.1016/j.jand.2023.05.024] [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: 11/05/2022] [Revised: 05/08/2023] [Accepted: 05/24/2023] [Indexed: 06/02/2023]
Abstract
BACKGROUND Little is known about whether the effectiveness of workplace wellness programs differs by employees' baseline health behaviors. OBJECTIVE This study examined the association of baseline cafeteria food choices with the effect of a workplace intervention on cafeteria food choices, dietary quality, and body mass index (BMI). DESIGN This was a secondary analysis of the ChooseWell 365 randomized controlled trial, testing a set of behavioral interventions to improve diet and prevent weight gain. PARTICIPANTS/SETTING Participants were 602 employees of a Boston, MA, hospital who had purchased food from cafeterias, which used traffic-light food labeling. Data were collected in 2016-2020. INTERVENTION The 12-month intervention (plus 12 months' follow-up) involved financial incentives and personalized feedback on cafeteria purchases. The control group received monthly letters with generic healthy eating and exercise tips. MAIN OUTCOME MEASURES Healthy purchasing scores (HPS) were calculated by weighting color categories (red = 0, yellow = 0.5, green = 1) and scaling from 0 to 100 (healthiest); employees were categorized into baseline (pre-intervention) HPS tertiles (T1 = least healthy, T3 = healthiest). Healthy eating index (HEI-2015) scores were calculated from two 24-hour dietary recalls. Intervention effects on 12- and 24-month changes in HPS (primary outcome), HEI-2015 score, and BMI were compared among tertiles. Subgroup analyses examined whether changes by tertile varied with financial rewards received. STATISTICAL ANALYSES Adjusting for baseline characteristics, multivariable linear regression assessed intervention effects across baseline HPS tertiles. RESULTS Compared with T3, T1 employees had lower education; higher obesity, hypertension, and pre-diabetes; and lower HEI-2015 scores. The intervention increased HPS, but no change was observed in HEI-2015 scores or BMI; the intervention effect did not differ among tertiles at 12 or 24 months. Financial incentives were associated with a larger effect on 12-month HPS changes for T1 than for T2/T3 (P-interaction < 0.001). CONCLUSION Compared with employees with healthier baseline food choices, employees with the least healthy food choices and highest cardiometabolic risk had similar improvements in the nutritional quality of cafeteria purchases as a result of the behavioral intervention, and they appeared to be more responsive to financial incentives.
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Affiliation(s)
- Maggie Salinger
- Division of General Internal Medicine, Massachusetts General Hospital, Boston, MA
| | - Douglas E. Levy
- Mongan Institute Health Policy Research Center, Massachusetts General Hospital, Boston, MA
- Harvard Medical School, Boston, MA
| | - Jessica L. McCurley
- Division of General Internal Medicine, Massachusetts General Hospital, Boston, MA
- Harvard Medical School, Boston, MA
| | - Emily D. Gelsomin
- Department of Nutrition and Food Services, Massachusetts General Hospital, Boston, MA
| | - Eric B. Rimm
- Departments of Epidemiology and Nutrition, Harvard T.H. Chan School of Public Health, Boston, MA
- Channing Division of Network Medicine, Brigham and Women’s Hospital, Harvard Medical School, Boston, MA
| | - Anne N. Thorndike
- Division of General Internal Medicine, Massachusetts General Hospital, Boston, MA
- Harvard Medical School, Boston, MA
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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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Johnson SS. A Rationale and Framework for Activating Employers as Agents of Change in the Implementation of Lifestyle as Medicine. Am J Health Promot 2023; 37:997-1023. [PMID: 37594390 DOI: 10.1177/08901171231184527] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 08/19/2023]
Affiliation(s)
- Sara S Johnson
- ProChange Behavior Solutions, Inc., South Kingstown, RI, USA
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Johnson SS. A Rationale and Framework for Activating Employers as Agents of Change in the Implementation of Lifestyle as Medicine. Am J Health Promot 2023; 37:997-1013. [PMID: 37594391 DOI: 10.1177/08901171231184527a] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 08/19/2023]
Affiliation(s)
- Sara S Johnson
- ProChange Behavior Solutions, Inc., South Kingstown, RI, USA
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6
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Bleier H, Lützerath J, Schaller A. Organizational facilitators and barriers for participation in workplace health promotion in healthcare: A qualitative interview study among nurses. Front Psychol 2023; 14:1101235. [PMID: 36936007 PMCID: PMC10017985 DOI: 10.3389/fpsyg.2023.1101235] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/17/2022] [Accepted: 02/01/2023] [Indexed: 03/06/2023] Open
Abstract
Background There is evidence for the positive effects of workplace health promotion (WHP) for nurses. Although this highly stressed target group also actively desires WHP, the number of participants is low. Individual reasons play a role in the decision to engage in WHP activities, yet it is interesting to consider which organizational factors a company could address to improve participation. In this regard, the question arises of what organizational factors facilitate participation in WHP activities from the perspective of nurses in inpatient care facility (ICF), outpatient care service (OCS), and acute care hospitals (ACH). Method Sixteen semi-structured interviews were conducted in different care settings between May and September 2021. Questions about everyday working life, WHP activities, and organizational framework conditions were asked. Result The results show that there is a wide range of influencing factors at the organizational level, some overall settings, and others setting-specific. High workload and the fit of WHP activities with shift times were particularly inhibiting overall settings. A negative association with the employer worked as a barrier in ICF and ACH. Conclusion When implementing WHP activities, it can be useful to consider organizational facilitators and barriers to promote sustainable and attractive WHP activities and higher participation rates in the different settings of nursing.
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Affiliation(s)
- Hannah Bleier
- Working Group Physical Activity-Related Prevention Research, Institute of Movement Therapy and Movement-oriented Prevention and Rehabilitation, German Sport University Cologne, Cologne, Germany
| | - Jasmin Lützerath
- Working Group Physical Activity-Related Prevention Research, Institute of Movement Therapy and Movement-oriented Prevention and Rehabilitation, German Sport University Cologne, Cologne, Germany
- Institute for Workplace Health Promotion, Cologne, Germany
| | - Andrea Schaller
- Working Group Physical Activity-Related Prevention Research, Institute of Movement Therapy and Movement-oriented Prevention and Rehabilitation, German Sport University Cologne, Cologne, Germany
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Bensa K, Širok K. Is It Time to Re-Shift the Research Agenda? A Scoping Review of Participation Rates in Workplace Health Promotion Programs. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:ijerph20032757. [PMID: 36768121 PMCID: PMC9916376 DOI: 10.3390/ijerph20032757] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/29/2022] [Revised: 01/26/2023] [Accepted: 01/30/2023] [Indexed: 06/12/2023]
Abstract
Workplace health promotion programmes (WHPPs) are among the most important measures to improve the health and motivation of the ageing workforce. However, they are accompanied with certain challenges, such as low participation rates and higher participation levels of the more health-conscious workers, often failing to engage those who need such interventions the most. Following the PRISMA guidelines, this scoping review examined participation rates reported in articles on WHPPs to identify potential knowledge gaps. The results are worrying: participation rates are not only infrequently reported, but also low. Of the 58 articles, 37 report participation rates, with the majority (20) reporting an average participation rate of less than 50%. Reported participation rates refer either to different target groups, the type of intervention, or to single points in time, which makes it difficult to establish consistent criteria for comparison. We argue that despite the importance of WHPP efficacy, research focus should shift to the determinants of participation, as well as the issue of standardising the reporting of participation rates, alongside the potential problem of reporting bias.
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Affiliation(s)
- Katarina Bensa
- Faculty of Management, University of Primorska, 6000 Koper, Slovenia
| | - Klemen Širok
- Faculty of Health Sciences, University of Primorska, 6310 Izola, Slovenia
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Terry PE. The Twenty Five Most Important Studies in Workplace Health Promotion. Am J Health Promot 2023; 37:156-163. [PMID: 35961021 DOI: 10.1177/08901171221120719] [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: 01/19/2023]
Abstract
In what direction has workplace wellness research been evolving over the past 20 years? What proportion of occupational health researchers have been focusing on how health impacts work compared to researchers who ask how work affects health? This editorial poses an audacious, albeit largely subjective, question. That is, what have been the most important research studies about workplace wellness? Readers are invited to respond with their opinions about seminal studies we missed. Readers are also challenged with a thought experiment and exercise designed to organize the past decades of workplace wellness studies into a table that identifies trends in this research domain. Based on trends, I posit that researchers are waning in their interest in how health affects work productivity and healthcare costs and waxing in their considerations of how work affects well-being.
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Affiliation(s)
- Paul E Terry
- Editor in Chief, American Journal of Health Promotion and Senior Fellow, The Health Enhancement Research Organization (HERO)
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9
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Mori T, Nagata T, Ando H, Hino A, Tateishi S, Tsuji M, Matsugaki R, Fujino Y, Mori K. Workplace Infection Control Measures and Perceived Organizational Support During the COVID-19 Pandemic in Japan: A Prospective Cohort Study. J Occup Environ Med 2022; 64:e769-e773. [PMID: 36070549 PMCID: PMC9640255 DOI: 10.1097/jom.0000000000002695] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/31/2022]
Abstract
OBJECTIVE We investigated whether workplace infection control measures during the COVID-19 pandemic could increase perceived organizational support (POS). METHODS This prospective cohort study was conducted in Japan from December 2020 to December 2021 using a questionnaire survey. There were 18,560 respondents at follow-up; we investigated 4971 who rated low POS at baseline. The participants were asked a single question about POS and nine about workplace infection control measures. We determined the odds ratios (ORs) of high POS at follow-up using multilevel logistic regression analysis. RESULTS The groups of 5 to 6 (OR = 1.29, 95% confidence interval = 1.05-1.57, P = 0.014) and 7 to 9 workplace infection control measures (OR = 1.54, 95% confidence interval, 1.28-1.85, P < 0.001) had significantly higher ORs than the group with 0 to 2 measures. CONCLUSIONS Health support for employees through workplace infection control measures can increase POS.
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10
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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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Iakoubova OA, Tong CH, Rowland CM, Arellano AR, Bare LA, Fragala MS, Birse CE. Workplace Outreach Program Improves Management of Chronic Kidney Disease. J Occup Environ Med 2022; 64:482-487. [PMID: 34967765 PMCID: PMC9275843 DOI: 10.1097/jom.0000000000002475] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
OBJECTIVE Assess whether an employee outreach program improved management of chronic kidney disease (CKD). METHODS Participants with suspected CKD (eGFR <60 mL/min/1.73m 2 ) identified in employee health assessments in 2017 and 2018 were contacted by phone and offered physician consultation. Subsequent nephrologist visits at 11 months of follow up were compared between those who were (outreach group) and were not (control group) successfully contacted. RESULTS Most CKD risk factors at baseline were similar in outreach and control groups. At the end of the follow-up, outreach participants had more than 2-fold greater incidence of visiting a nephrologist compared with controls (HR = 2.3; 95% CI 1.2-4.2, P = 0.01), after adjusting for potential confounders. Conclusions: Employee outreach program increased utilization of nephrologist care.
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Affiliation(s)
- Olga A Iakoubova
- From the Department of Quest Diagnostics, San Juan Capistrano, California (Dr Iakoubova, Ms Tong, Mr Rowland, Arellano, Dr Bare, Dr Fragala, and Dr Birse)
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12
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Nagata T, Ito R, Nagata M, Odagami K, Kajiki S, Fujimoto K, Matsuda S, Mori K. The differences of the economic losses due to presenteeism and treatment costs between high-stress workers and non-high-stress workers using the stress check survey in Japan. J Occup Health 2022; 64:e12346. [PMID: 35797140 PMCID: PMC9262123 DOI: 10.1002/1348-9585.12346] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/16/2021] [Revised: 06/08/2022] [Accepted: 06/20/2022] [Indexed: 11/13/2022] Open
Abstract
OBJECTIVES This study sought to examine differences in the economic losses due to presenteeism and costs of medical and dental treatment between high-stress workers and non-high-stress workers using the stress check survey. METHODS We conducted a cross-sectional study from April 1, 2018 to March 31, 2019 in a pharmaceutical company. High-stress workers were classified with the Brief Job Stress Questionnaire using two methods: the sum method and the score converted method. The incidence of presenteeism and its costs were determined using a questionnaire. The costs of medical and dental treatment were calculated according to claims. We compared the costs between high-stress and non-high-stress workers using Wilcoxon's rank-sum test. RESULTS Of 3910 workers, 6.3% were classified as high-stress using the sum method and 6.6% were classified as high-stress using the score converted method. The costs associated with presenteeism and medical treatment among high-stress workers were higher than the costs among non-high-stress workers, whereas the costs associated with dental treatment were not. CONCLUSIONS To motivate employers to improve stressful work environments, it is recommended that presenteeism measurement items be added to the stress check survey, and that the methods used in this study be used to calculate the loss associated with high-stress workers in Japanese companies. However, we must be careful in interpreting absolute presenteeism loss amounts because they are poorly reliable and valid.
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Affiliation(s)
- Tomohisa Nagata
- Department of Occupational Health Practice and Management, Institute of Industrial Ecological SciencesUniversity of Occupational and Environmental HealthKitakyushuJapan
| | - Ryotaro Ito
- Department of Occupational Health Practice and Management, Institute of Industrial Ecological SciencesUniversity of Occupational and Environmental HealthKitakyushuJapan
| | - Masako Nagata
- Department of Occupational MedicineSchool of MedicineUniversity of Occupational and Environmental HealthKitakyushuJapan
- Occupational Health Data Science CenterUniversity of Occupational and Environmental HealthKitakyushuJapan
| | - Kiminori Odagami
- Department of Occupational Health Practice and Management, Institute of Industrial Ecological SciencesUniversity of Occupational and Environmental HealthKitakyushuJapan
| | - Shigeyuki Kajiki
- Department of Occupational Health Practice and Management, Institute of Industrial Ecological SciencesUniversity of Occupational and Environmental HealthKitakyushuJapan
| | - Kenji Fujimoto
- Occupational Health Data Science CenterUniversity of Occupational and Environmental HealthKitakyushuJapan
| | - Shinya Matsuda
- Occupational Health Data Science CenterUniversity of Occupational and Environmental HealthKitakyushuJapan
- Department of Preventive Medicine and Community Health, School of MedicineUniversity of Occupational and Environmental HealthKitakyushuJapan
| | - Koji Mori
- Department of Occupational Health Practice and Management, Institute of Industrial Ecological SciencesUniversity of Occupational and Environmental HealthKitakyushuJapan
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Nagata T, Odagami K, Nagata M, Mori K. Corporate health culture promotes infection control measures against COVID-19 in the workplace. J Occup Health 2022; 64:e12373. [PMID: 36424493 PMCID: PMC9691781 DOI: 10.1002/1348-9585.12373] [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: 04/22/2022] [Revised: 09/05/2022] [Accepted: 11/13/2022] [Indexed: 11/27/2022] Open
Abstract
OBJECTIVES The present study examined the relationship between health culture evaluated by the Health and Productivity Survey Sheets and the implementation status of infection control measures against COVID-19 in the workplace. METHODS This was a cross-sectional study using the corporate data (2518 companies) collected for the purpose of selecting the excellent company of health and productivity management by the Japanese government. The explanatory variable was the overall evaluation score, and the outcome was whether or not infection control measures against COVID-19 in the workplace. We used logistic regression analysis and calculated the odds ratio adjusted for the industry sector, the corporation size, and the operating profit ratio by the overall evaluation score category. RESULTS The odds ratio of all infection control measurements in the workplace increased as the evaluation score increased. CONCLUSIONS This study revealed a new finding that the presence of a healthy culture in the workplace will lead to the appropriate implementation of infection control measures during a pandemic. The company's ordinary commitment to employee health will be effective even in times of health crisis, such as during the outbreak of the pandemic.
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Affiliation(s)
- Tomohisa Nagata
- Department of Occupational Health Practice and ManagementInstitute of Industrial Ecological Sciences, University of Occupational and Environmental Health, JapanKitakyushuJapan
| | - Kiminori Odagami
- Department of Occupational Health Practice and ManagementInstitute of Industrial Ecological Sciences, University of Occupational and Environmental Health, JapanKitakyushuJapan
| | - Masako Nagata
- Department of Occupational MedicineSchool of Medicine, University of Occupational and Environmental HealthKitakyushuJapan
| | - Koji Mori
- Department of Occupational Health Practice and ManagementInstitute of Industrial Ecological Sciences, University of Occupational and Environmental Health, JapanKitakyushuJapan
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14
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Smidt MN, Jimmieson NL, Bradley LM. Predicting Employee Participation in, and Satisfaction With, Wellness Programs: The Role of Employee, Supervisor, and Organizational Support. J Occup Environ Med 2021; 63:1005-1018. [PMID: 34334781 DOI: 10.1097/jom.0000000000002341] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE To examine the role of employee, supervisor, and organizational support in the prediction of employee participation in wellness programs. METHODS Data were collected at two-time points (T1 and T2) from 194 Australian employees. RESULTS Hierarchical binary logistic regressions revealed that higher levels of employee and supervisor support for wellness at T1 each predicted T2 participation, and high supervisor support was more effective when organizational support was high and did not compensate for when organizational support was low. Employees with higher perceptions of T1 poor general health had a lower likelihood of T2 participation, and higher levels of T1 supervisor support was a further deterrent to participation. CONCLUSIONS Different sources of support for wellness predict employee attendance at wellness programs and it is important to ensure that supervisor and organizational support are aligned.
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Affiliation(s)
- Michelle N Smidt
- School of Management, Queensland University of Technology, Queensland, Australia
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15
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Mulaney B, Bromley-Dulfano R, McShane EK, Stepanek M, Singer SJ. Descriptive Study of Employee Engagement With Workplace Wellness Interventions in the UK. J Occup Environ Med 2021; 63:719-730. [PMID: 34491963 DOI: 10.1097/jom.0000000000002219] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/21/2023]
Abstract
OBJECTIVE To explore sequential steps of employee engagement in wellness interventions and the impact of wellness interventions on employee health. METHODS Using previously collected survey data from 23,667 UK employees, we tabulated intervention availability, awareness, participation, and associated health improvement and compared engagement by participation and risk status. RESULTS Employees' awareness of wellness interventions at their workplaces was often low (mean 43.3%, range 11.6%-82.3%). Participation was highest in diet/nutrition initiatives (94.2%) and lowest in alcohol counseling and smoking cessation interventions (2.1%). Employees with health risks were less likely than lower-risk employees to report awareness, participation, and health improvements from wellness interventions addressing the relevant health concern. CONCLUSION Employers and policymakers should consider variation in intervention engagement as they plan and implement wellness interventions. Engaging employee populations with higher health risks requires a more targeted approach.
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Affiliation(s)
- Bianca Mulaney
- Stanford University School of Medicine, Stanford, California (Ms Mulaney, Ms Bromley-Dulfano, Ms Singer, Ms McShane, Dr Singer); Vitality Health, London, UK and Institute of Economic Studies, Faculty of Social Sciences, Charles University, Prague, Czech Republic (Dr Stepanek); Stanford Graduate School of Business, Stanford, California (Dr Singer)
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16
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Greenberg KL, Donchin M, Leiter E, Zwas DR. Health ambassadors in the workplace: a health promotion intervention mobilizing middle managers and RE-AIM evaluation of outcomes. BMC Public Health 2021; 21:1585. [PMID: 34425815 PMCID: PMC8383401 DOI: 10.1186/s12889-021-11609-8] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/03/2021] [Accepted: 08/08/2021] [Indexed: 12/11/2022] Open
Abstract
Background The workplace provides an ideal setting for health promotion, as adults spend most of their day at work. Middle managers hold a strategic position to lead workplace health promotion. This study evaluates the outcomes of an intensive intervention training middle managers to promote health in the workplace. Methods A workshop was designed and conducted to train female middle management employees to construct, implement, and evaluate a health promotion program in their workplace. Semi-structured interviews were carried out post-intervention to assess workplace health promotion outcomes according to the RE-AIM framework, and identify variables contributing to success. Additionally, questionnaires were distributed pre and post-program assessing personal health and self-efficacy changes. Results Eighteen participants from 13 government offices, who serve 19,560 employees, completed the training course. Nine workplaces had workplace health promotion programs in progress 12 months after the course had ended, of which 8 made health promotion changes in organizational policy. Workplace RE-AIM scores showed that 8 workplaces were high or partial performers, and 5 were low or non-performers. Factors that increased the likelihood of successful interventions included management support, steering committee, comprehensive programming, conducting a needs assessment and flexibility in program implementation in the presence of challenges. Post course, participants reported increased health knowledge related to workplace health promotion (p < 0.001), and increased health promotion self-efficacy (p < 0.05). Conclusions Training and continued guidance of middle managers resulted in the design and successful implementation of workplace health promotion interventions. A RE-AIM based assessment was found to be an effective method for evaluating multi-content workplace health promotion programs. Registered at ClinicalTrials.gov, https://www.clinicaltrials.gov, registration number: NCT03295136, registration date: 24/09/2017. Supplementary Information The online version contains supplementary material available at 10.1186/s12889-021-11609-8.
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Affiliation(s)
- Keren L Greenberg
- The Linda Joy Pollin Cardiovascular Wellness Center for Women, Hadassah University Medical Center, P.O.B. 12000, 91120, Jerusalem, Israel.
| | - Milka Donchin
- The Linda Joy Pollin Cardiovascular Wellness Center for Women, Hadassah University Medical Center, P.O.B. 12000, 91120, Jerusalem, Israel.,Braun School of Public Health and Community Medicine, Hebrew University and Hadassah University Medical Center, Jerusalem, Israel
| | - Elisheva Leiter
- The Linda Joy Pollin Cardiovascular Wellness Center for Women, Hadassah University Medical Center, P.O.B. 12000, 91120, Jerusalem, Israel
| | - Donna R Zwas
- The Linda Joy Pollin Cardiovascular Wellness Center for Women, Hadassah University Medical Center, P.O.B. 12000, 91120, Jerusalem, Israel
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17
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Development, Success Factors, and Challenges of Government-Led Health and Productivity Management Initiatives in Japan. J Occup Environ Med 2021; 63:18-26. [PMID: 32826547 PMCID: PMC7773166 DOI: 10.1097/jom.0000000000002002] [Citation(s) in RCA: 12] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
This study aimed to describe the Japanese government-led health and productivity management (HPM) strategy, specific initiatives, and success factors.
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18
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Influence of Incentive Design and Organizational Characteristics on Wellness Participation and Health Outcomes. J Occup Environ Med 2021; 62:874-882. [PMID: 32826550 DOI: 10.1097/jom.0000000000002005] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
OBJECTIVE To explore how changing incentive designs influence wellness participation and health outcomes. METHODS Aggregated retrospective data were evaluated using cluster analysis to group 174 companies into incentive design types. Numerous statistical models assessed between-group differences in wellness participation, earning incentives, and over-time differences in health outcomes. RESULTS Four incentive design groups based on requirements for earning incentives were identified. The groups varied in support for and participation in wellness initiatives within each company. All four design types were associated with improved low density lipoprotein (LDL) (P < 0.01), three with improved blood pressure (P < 0.001), and two with improved fasting glucose (P < 0.03). No incentive plan types were associated with improved body mass index (BMI), but designs predominantly focused on health outcomes (eg, Outcomes-Focused) exhibited a significant increase over time in BMI risk. CONCLUSION Incentive design and organizational characteristics impact population-level participation and health outcomes.
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Terry PE. The "Best of 2020 List" of Health Promotion Researchers. Am J Health Promot 2021; 35:330-333. [PMID: 33557581 DOI: 10.1177/0890117121992224] [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]
Abstract
Each year, the editorial team of the American Journal of Health Promotion selects our "Best of the Year List" of health promotion studies from the prior year. This editorial features the Editor's picks, the Editor in Chief's favorites and other award categories for the research and writing published in 2020 in this journal. Our criteria for selection includes: whether the study addresses a topic of timely importance in health promotion, the research question is clearly stated and the methodologies used are well executed; whether the paper is often cited and downloaded; if the study findings offer a unique contribution to the literature; and if the paper is well-written and enjoyable to read. Awardees in 2020 offered new insights into confronting systemic racism, the impact of state health policies on eating behaviors, the role of leaders in influencing employee health practices and the role of physicians in influencing patient health practices. You will see how researchers are studying psychological and emotional resiliency in ever more specific populations.
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Affiliation(s)
- Paul E Terry
- Editor in Chief, the American Journal of Health Promotion, Senior Fellow, The Health Enhancement Research Organization (HERO)
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20
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Takahashi H, Nagata M, Nagata T, Mori K. Association of organizational factors with knowledge of effectiveness indicators and participation in corporate health and productivity management programs. J Occup Health 2021; 63:e12205. [PMID: 33570230 PMCID: PMC7876858 DOI: 10.1002/1348-9585.12205] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/27/2020] [Revised: 01/10/2021] [Accepted: 01/29/2021] [Indexed: 11/06/2022] Open
Abstract
OBJECTIVES The working-age population is rapidly declining in Japan, so the government has adopted "health and productivity management" (HPM). This policy initiative aims to encourage corporations to view health promotion activities as an investment in their employees' health. The objective of this study was to examine the association between organizational factors and knowledge of the organization's effectiveness and program participation levels, and to understand the factors that affect effectiveness of corporations' activities. METHODS We used data from all corporations that completed the HPM Survey Sheets in 2018 (n = 1800). The explanatory variables were organizational factors: written company-wide policy, agenda item at management-level meetings, regular education for managers, and full-time occupational health staff. The outcome variables were knowledge of the corporation's status on the effectiveness indicators (employees' exercise habits, risk for high blood pressure, visiting hospital after a health examination, and long-term sickness absences) and rates of participation in four areas (health education, exercise program, dietary program, and influenza vaccination). The associations between organizational factors and knowledge on effectiveness indicators and rates of program participation were analyzed using multiple logistic regression analysis. RESULTS All the organizational factors were related to knowledge of effectiveness indicators, but only some were associated with the program participation indicators in the model, including all explanatory variables. CONCLUSION Enhancing organizational factors may lead to improvement of HPM programs and higher program participation among employees in corporations.
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Affiliation(s)
- Hirosuke Takahashi
- Department of Occupational Health Practice and ManagementInstitute of Industrial Ecological SciencesUniversity of Occupational and Environmental Health, JapanKitakyushuJapan
| | - Masako Nagata
- Department of Occupational Health Practice and ManagementInstitute of Industrial Ecological SciencesUniversity of Occupational and Environmental Health, JapanKitakyushuJapan
| | - Tomohisa Nagata
- Department of Occupational Health Practice and ManagementInstitute of Industrial Ecological SciencesUniversity of Occupational and Environmental Health, JapanKitakyushuJapan
| | - Koji Mori
- Department of Occupational Health Practice and ManagementInstitute of Industrial Ecological SciencesUniversity of Occupational and Environmental Health, JapanKitakyushuJapan
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21
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Kobayashi Y, Nagata T, Fujino Y, Hino A, Tateishi S, Ogami A, Tsuji M, Matsuda S, Mori K. Association between perceived organizational support and COVID-19 vaccination intention: A cross-sectional study. J Occup Health 2021; 63:e12308. [PMID: 34964221 PMCID: PMC8715148 DOI: 10.1002/1348-9585.12308] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/08/2021] [Revised: 10/25/2021] [Accepted: 12/09/2021] [Indexed: 11/09/2022] Open
Abstract
OBJECTIVES We examined the association between perceived organizational support (POS) and COVID-19 vaccination intention as well as the influence of the implementation of workplace infection prevention measures. METHODS We analyzed data from an Internet survey of workers aged 20-65 years conducted in December 2020, during a period of widespread COVID-19 infection in Japan. RESULTS Of the 23 846 participants in this survey, 1958 (8%) reported very high POS. In the group with very high POS, 836 (43%) workers wanted the COVID-19 vaccination; in contrast 1382 (36%) workers in the group with very low POS wanted the vaccination. POS was associated with COVID-19 vaccination intention (odds ratio [OR] = 1.11). The OR decreased after additional adjustment for the number of workplace infection control measures (OR = 1.06). In the analysis with POS as a categorical variable, very high POS was associated with COVID-19 vaccination intention (reference: very low POS) (OR = 1.34). The OR decreased after additional adjustment for the number of workplace infection control measures (OR = 1.17). High POS was associated with COVID-19 vaccination intention (OR = 1.17) but not with vaccination intention after additional adjustment for the number of workplace infection control measures (OR = 1.05). CONCLUSIONS High POS during the COVID-19 pandemic increased employees' vaccination intention. The relationship between POS and vaccination intention was strongly influenced by implementation of workplace infection prevention measures. Implementing appropriate workplace infection prevention measures in the event of an emerging infectious disease outbreak may influence the vaccination behavior of employees, which may contribute to the acquisition of herd immunity in the community.
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Affiliation(s)
- Yuichi Kobayashi
- Department of Occupational Health Practice and ManagementInstitute of Industrial Ecological SciencesUniversity of Occupational and Environmental Health, JapanKitakyushuJapan
- Global HeadquartersHOYA CorporationTokyoJapan
| | - Tomohisa Nagata
- Department of Occupational Health Practice and ManagementInstitute of Industrial Ecological SciencesUniversity of Occupational and Environmental Health, JapanKitakyushuJapan
| | - Yoshihisa Fujino
- Department of Work Systems and HealthInstitute of Industrial Ecological SciencesUniversity of Occupational and Environmental Health, JapanKitakyushuJapan
| | - Ayako Hino
- Department of Mental HealthInstitute of Industrial Ecological SciencesUniversity of Occupational and Environmental Health, JapanKitakyushuJapan
| | - Seiichiro Tateishi
- Disaster Occupational Health CenterInstitute of Industrial Ecological SciencesUniversity of Occupational and Environmental Health, JapanKitakyushuJapan
| | - Akira Ogami
- Department of Work Systems and HealthInstitute of Industrial Ecological SciencesUniversity of Occupational and Environmental Health, JapanKitakyushuJapan
| | - Mayumi Tsuji
- Department of Environmental HealthSchool of MedicineUniversity of Occupational and Environmental Health, JapanKitakyushuJapan
| | - Shinya Matsuda
- Department of Public HealthSchool of MedicineUniversity of Occupational and Environmental Health, JapanKitakyushuJapan
| | - Koji Mori
- Department of Occupational Health Practice and ManagementInstitute of Industrial Ecological SciencesUniversity of Occupational and Environmental Health, JapanKitakyushuJapan
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