1
|
Popp J, Carl J, Grüne E, Pfeifer K. Introducing the Practice Dive Approach: an extension of co-creation in physical activity promotion and health promotion. Health Promot Int 2021; 36:ii53-ii64. [PMID: 34905611 PMCID: PMC8672929 DOI: 10.1093/heapro/daab160] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
Recently, there has been increasing interest in co-creation utilized for physical
activity (PA) promotion and health promotion. Co-creation involves researchers
and non-academic stakeholders conjointly developing and implementing
interventions. In addition to the frequently reported benefits of co-creation,
critical voices highlight the associated challenges (e.g. different interests
that inhibit interaction). So far, research has not identified concrete
solutions to these challenges and the limitations of co-creation. This article
aims to introduce the Practice Dive Approach as a potential way to strengthen
cooperation between researchers and non-academic stakeholders. We build on
real-life experiences from a German research project, in which researchers moved
into practice to familiarize themselves with the settings and end-users. After
conducting a literature search on related concepts in PA/health promotion, we
developed a comprehensive approach to fostering multi-sectoral cooperation. The
introduced Practice Dive Approach assumes that a significant contribution to
better cooperation among co-creators is the temporal immersion of researchers in
their setting of interest, which has the potential to improve the success of
co-creation in the PA/health promotion field. A four-level typology
characterizes the intensity of researcher interactions with the setting and the
non-academic stakeholders. Potential beneficial effects for both researchers and
non-academic stakeholders can be hypothesized (e.g. familiarity with the setting
structures and increased understanding of the end-users), while simultaneously,
some challenges need to be considered. Future research should aim to validate
the concept and its postulated effects. Collaboration among researchers and non-academic stakeholders is increasingly
used to promote physical activity and health. For example, people involved in
such collaborations jointly develop new interventions. Potential challenges
include different interests or work routines that can complicate cooperation.
This article aims to introduce the Practice Dive Approach as a potential way to
improve cooperation between researchers and non-academic stakeholders. We
developed the approach based on observations from a German research project and
a literature search on related concepts. This approach assumes that the temporal
involvement of researchers in their setting of interest can strengthen
research-practice cooperation and improve its success. We describe different
types of a Practice Dive and the requirements for conducting Practice Dive
activities. Furthermore, we present the potential effects of a Practice Dive for
the researchers and the non-academic stakeholders, such as increased familiarity
between both groups. However, some challenges need to be considered when
applying the Practice Dive Approach. Future research should test this approach
and its potential effects.
Collapse
Affiliation(s)
- Johanna Popp
- Department of Sport Science and Sport, Friedrich-Alexander University Erlangen-Nürnberg, Gebbertstraße 123b, Erlangen 91058, Germany
| | - Johannes Carl
- Department of Sport Science and Sport, Friedrich-Alexander University Erlangen-Nürnberg, Gebbertstraße 123b, Erlangen 91058, Germany
| | - Eva Grüne
- Department of Sport Science and Sport, Friedrich-Alexander University Erlangen-Nürnberg, Gebbertstraße 123b, Erlangen 91058, Germany
| | - Klaus Pfeifer
- Department of Sport Science and Sport, Friedrich-Alexander University Erlangen-Nürnberg, Gebbertstraße 123b, Erlangen 91058, Germany
| |
Collapse
|
2
|
Fakhri A, Harris P. Internationally validating a conceptual framework for health impact assessment. INTERNATIONAL ARCHIVES OF HEALTH SCIENCES 2021. [DOI: 10.4103/iahs.iahs_42_21] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022] Open
|
3
|
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 2020; 35:179-185. [PMID: 32808553 DOI: 10.1177/0890117120949807] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [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.
Collapse
Affiliation(s)
- Christine M Kava
- Health Promotion Research Center, Department of Health Services, 7284University of Washington, Seattle, WA, USA
| | - Debbie Passey
- Division of Epidemiology, Department of Internal Medicine, 49462University of Utah, Salt Lake City, UT, USA
| | - Jeffrey R Harris
- Health Promotion Research Center, Department of Health Services, 7284University of Washington, Seattle, WA, USA
| | - Kwun C Gary Chan
- Health Promotion Research Center, Department of Health Services, 7284University of Washington, Seattle, WA, USA
| | - Peggy A Hannon
- Health Promotion Research Center, Department of Health Services, 7284University of Washington, Seattle, WA, USA
| |
Collapse
|
4
|
MacDonald B, Gibson AM, Janssen X, Kirk A. A Mixed Methods Evaluation of a Digital Intervention to Improve Sedentary Behaviour Across Multiple Workplace Settings. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17124538. [PMID: 32599730 PMCID: PMC7344978 DOI: 10.3390/ijerph17124538] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/05/2020] [Revised: 06/19/2020] [Accepted: 06/20/2020] [Indexed: 01/29/2023]
Abstract
BACKGROUND Prolonged sedentary behaviour (SB) is associated with risk of chronic diseases. Digital interventions in SB require mixed method evaluations to understand potential for impact in real-world settings. In this study, the RE-AIM QuEST evaluation framework will be used to understand the potential of a digital health promotion application which targets reducing and breaking up SB across multiple workplace settings. METHODS Four companies and 80 employees were recruited to use a digital application. Questionnaires were used to measure SB, and additional health and work-related outcomes at baseline, one month, three month and six month follow-up. Qualitative data was collected through focus groups with employees and interviews with stakeholders. Questionnaire data was analysed using Wilcoxon Sign Rank tests and qualitative data was thematically analysed. RESULTS The digital application significantly increased standing time at one month for the total group and transitions per hour in one of the companies. Facilitators and barriers were identified across RE-AIM. CONCLUSIONS Addressing the barriers which have been identified, while maintaining the positive attributes will be critical to producing an effective digital application which also has the potential for impact in the real world.
Collapse
|
5
|
Haynes NJ, Vandenberg RJ, DeJoy DM, Wilson MG, Padilla HM, Zuercher HS, Robertson MM. The workplace health group: A case study of 20 years of multidisciplinary research. ACTA ACUST UNITED AC 2020; 74:380-393. [PMID: 30945899 DOI: 10.1037/amp0000445] [Citation(s) in RCA: 42] [Impact Index Per Article: 10.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/28/2022]
Abstract
The Workplace Health Group (WHG) was established in 1998 to conduct research on worker health and safety and organizational effectiveness. This multidisciplinary team includes researchers with backgrounds in psychology, health promotion and behavior, and intervention design, implementation, and evaluation. The article begins with a brief history of the team, its guiding principles, and stages of team formation and development. This section provides examples of the roles, team composition, structure, processes, cognition, leadership, and climate played in the various stages of team development, as well as how they influenced team effectiveness. The WHG formed with functional diversity-variety in knowledge, skills, and abilities-in mind, and the impact of this diversity is discussed throughout the article. Illustrations of how the functional diversity of the WHG has led to real-world impact are provided. The article concludes with some lessons learned and recommendations for creating and sustaining multidisciplinary teams based on the WHG's 20 years of experience and the team science literature. (PsycINFO Database Record (c) 2019 APA, all rights reserved).
Collapse
|
6
|
Welch A, Healy G, Straker L, Comans T, O'Leary S, Melloh M, Sjøgaard G, Pereira M, Chen X, Johnston V. Process evaluation of a workplace-based health promotion and exercise cluster-randomised trial to increase productivity and reduce neck pain in office workers: a RE-AIM approach. BMC Public Health 2020; 20:180. [PMID: 32019559 PMCID: PMC7001341 DOI: 10.1186/s12889-020-8208-9] [Citation(s) in RCA: 14] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/15/2019] [Accepted: 01/13/2020] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND This study uses the RE-AIM framework to provide a process evaluation of a workplace-based cluster randomised trial comparing an ergonomic plus exercise intervention to an ergonomic plus health promotion intervention; and to highlight variations across organisations; and consider the implications of the findings for intervention translation. METHOD This study applied the RE-AIM (reach, effectiveness, adoption, implementation, maintenance) methodology to examine the interventions' implementation and to explore the extent to which differences between participating organisations contributed to the variations in findings. Qualitative and quantitative data collected from individual participants, research team observations and organisations were interrogated to report on the five RE-AIM domains. RESULTS Overall reach was 22.7% but varied across organisations (range 9 to 83%). Participants were generally representative of the recruitment pool though more females (n = 452 or 59%) were recruited than were in the pool (49%). Effectiveness measures (health-related productivity loss and neck pain) varied across all organisations, with no clear pattern emerging to indicate the source of the variation. Organisation-level adoption (66%) and staffing level adoption (91%) were high. The interventions were implemented with minimal protocol variations and high staffing consistency, but organisations varied in their provision of resources (e.g. training space, seniority of liaisons). Mean adherence of participants to the EET intervention was 56% during the intervention period, but varied from 41 to 71% across organisations. At 12 months, 15% of participants reported regular EET adherence. Overall mean (SD) adherence to EHP was 56% (29%) across organisations during the intervention period (range 28 to 77%), with 62% of participants reporting regular adherence at 12 months. No organisations continued the interventions after the follow-up period. CONCLUSION Although the study protocol was implemented with high consistency and fidelity, variations in four domains (reach, effectiveness, adoption and implementation) arose between the 14 participating organisations. These variations may be the source of mixed effectiveness across organisations. Factors known to increase the success of workplace interventions, such as strong management support, a visible commitment to employee wellbeing and participant engagement in intervention design should be considered and adequately measured for future interventions. TRIAL REGISTRATION ACTRN12612001154897; 29 October 2012.
Collapse
Affiliation(s)
- Alyssa Welch
- School of Public Health, The University of Queensland, Brisbane, 4072, Australia. .,Centre for Health Services Research, The University of Queensland, Brisbane, 4072, Australia.
| | - Genevieve Healy
- School of Public Health, The University of Queensland, Brisbane, 4072, Australia.,School of Physiotherapy and Exercise Science, Curtin University, Perth, 6845, Australia.,Baker Heart & Diabetes Institute, Melbourne, Victoria, Australia
| | - Leon Straker
- School of Physiotherapy and Exercise Science, Curtin University, Perth, 6845, Australia
| | - Tracy Comans
- Centre for Health Services Research, The University of Queensland, Brisbane, 4072, Australia
| | - Shaun O'Leary
- School of Health and Rehabilitation Sciences, The University of Queensland, Brisbane, 4072, Australia.,Department of Physiotherapy, Royal Brisbane and Women's Hospital, Queensland Health, Brisbane, 4029, Australia
| | - Markus Melloh
- Institute of Health Sciences, Zurich University of Applied Sciences, 8401, Winterthur, Switzerland.,UWA Medical School, The University of Western Australia, Perth, 6009, Australia.,Curtin Medical School, Curtin University, Perth, 6845, Australia
| | - Gisela Sjøgaard
- Department of Sport Sciences and Clinical Biomechanics, Faculty of Health Sciences, University of Southern Denmark, 5230, Odense, Denmark
| | - Michelle Pereira
- School of Health and Rehabilitation Sciences, The University of Queensland, Brisbane, 4072, Australia.,Health Services and Outcomes Research, National Healthcare Group, Singapore, 138543, Singapore
| | - Xiaoqi Chen
- School of Health and Rehabilitation Sciences, The University of Queensland, Brisbane, 4072, Australia
| | - Venerina Johnston
- RECOVER Injury Research Centre, The University of Queensland, Brisbane, 4072, Australia
| |
Collapse
|
7
|
Rudolph CW, Murphy LD, Zacher H. A systematic review and critique of research on “healthy leadership”. LEADERSHIP QUARTERLY 2020. [DOI: 10.1016/j.leaqua.2019.101335] [Citation(s) in RCA: 22] [Impact Index Per Article: 5.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
|
8
|
Goetzel RZ, Berko J, McCleary K, Roemer EC, Stathakos K, Flynn PR, Moscola J, Nevola G. Framework for Evaluating Workplace Health Promotion in a Health Care Delivery Setting. Popul Health Manag 2019; 22:480-487. [DOI: 10.1089/pop.2018.0177] [Citation(s) in RCA: 37] [Impact Index Per Article: 7.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022] Open
Affiliation(s)
- Ron Z. Goetzel
- Institute for Health and Productivity Studies, Johns Hopkins Bloomberg School of Public Health, Baltimore, Maryland
- IBM Watson Health, Bethesda, Maryland
| | - Jeff Berko
- Institute for Health and Productivity Studies, Johns Hopkins Bloomberg School of Public Health, Baltimore, Maryland
| | - Katherine McCleary
- Institute for Health and Productivity Studies, Johns Hopkins Bloomberg School of Public Health, Baltimore, Maryland
| | - Enid Chung Roemer
- Institute for Health and Productivity Studies, Johns Hopkins Bloomberg School of Public Health, Baltimore, Maryland
| | | | | | | | | |
Collapse
|
9
|
Xiu L, Dauner KN, McIntosh CR. The impact of organizational support for employees’ health on organizational commitment, intent to remain and job performance. EVIDENCE-BASED HRM: A GLOBAL FORUM FOR EMPIRICAL SCHOLARSHIP 2019. [DOI: 10.1108/ebhrm-10-2018-0062] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to examine the relationship between employees’ perceptions of organizational support for employee health (OSEH) and employees’ turnover intention and job performance, with a focus on the possible mediating roles of affective commitment and wellness program participation in these relationships.
Design/methodology/approach
Data were collected from surveys of employees at a public university that provides employees with a variety of wellness program options. Conditional procedural analysis was conducted to test the model.
Findings
Results showed that employees’ perceptions of OSEH positively related to both turnover intention and job performance and that affective commitment fully mediated the relationships between OSEH perceptions and both dependent variables.
Research limitations/implications
Cross-sectional data were collected on OSEH, affective commitment, employees’ intent to remain in the organization and job performance. Future studies based on panel data would be helpful to establish the causal relationships in the model.
Practical implications
Our findings show that employees’ perceptions of OSEH are likely to affect behavioral outcomes through affective commitment, suggesting that managers should ensure that employees are aware of organizational support for health promotion. Our findings also suggest that organizations move beyond a focus on design of wellness programs to include an emphasis on the overall OSEH.
Originality/value
This research study is the first empirical examination on the two possible channels through which organizational health support may influence employees’ intent to remain and job performance – participation in wellness programs and affective organizational commitment. The results are of value to researchers, human resource management managers, employees and executives who are seeking to develop practices that promote employee health at the workplace.
Collapse
|
10
|
Beer-Borst S, Hayoz S, Eisenblätter J, Jent S, Siegenthaler S, Strazzullo P, Luta X. RE-AIM evaluation of a one-year trial of a combined educational and environmental workplace intervention to lower salt intake in Switzerland. Prev Med Rep 2019; 16:100982. [PMID: 31516815 PMCID: PMC6734049 DOI: 10.1016/j.pmedr.2019.100982] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/25/2019] [Revised: 07/08/2019] [Accepted: 08/20/2019] [Indexed: 11/13/2022] Open
Abstract
Reducing excessive dietary sodium may reduce cardiovascular disease risk. Environmental and behavioral interventions in workplaces may reduce salt consumption, but information on the effectiveness of workplace nutrition interventions is sparse. We used the RE-AIM framework to evaluate a one-year trial in 2015–2016 of an educational and environmental intervention to lower salt intake of employees in organizations with catering facilities in Switzerland. Five educational workshops for employees and assessments that included 24-hour urine collection were combined with five coaching sessions and food analyses in catering operations. We studied the adoption, reach, implementation, effectiveness, and maintenance of the intervention. Eight of 389 candidate organizations participated in the trial in which 145 (50% men) out of 5794 potentially eligible employees consented to participate, and 138 completed the trial with 13 in the control group. The overall mean change of daily salt intake was −0.6 g from 8.7 g to 8.1 g (6.9%). Though the mean daily salt intake of women was unaltered from 7 g, the mean intake of men declined by −1.2 g from 10.4 g to 9.2 g. Baseline salt intake, sex, and waist-to-height ratio were significant predictors of salt reduction. The analysis also highlighted pivotal determinants of low adoption and reach, and program implementation in catering operations. We conclude that a workplace program of nutrition intervention for employees and catering staff is feasible. The acceptance, effectiveness, and maintenance of nutrition interventions in the workplace require strong employer support. In a supportive food environment, interventions tailored to sex, age, and CVD risk inter alia could be successful. Leadership support is of vital importance to success of workplace nutrition trials. The observed overall salt intake reduction was not statistically significant. Baseline salt intake, sex, and waist-to-height ratio explained salt reduction. Habits and high-salt food environment were cited as barriers to reduced salt intake. Catering has not succeeded in strictly implementing a gradual salt reduction approach.
Collapse
Key Words
- BMI, body mass index
- CI, confidence interval
- CVD, cardiovascular diseases
- Education
- Environment
- Evaluation
- FL, food literacy
- FSVO, Food Safety and Veterinary Office
- HL, health literacy
- HP, health promotion
- K, potassium
- Na, sodium
- Nutrition intervention
- Salt
- Sodium
- Trial
- WHtR, waist-to-height ratio
- Workplace
- t0, baseline
- t12, study end
- t3/t6/t9, follow-up at 3, 6, 9 months
Collapse
Affiliation(s)
- Sigrid Beer-Borst
- University of Bern, Institute of Social and Preventive Medicine, Mittelstrasse 43, 3012 Bern, Switzerland
| | - Stefanie Hayoz
- University of Bern, Institute of Social and Preventive Medicine, Mittelstrasse 43, 3012 Bern, Switzerland
| | - Julia Eisenblätter
- Bern University of Applied Sciences, Department of Health Professions, Murtenstrasse 10, 3008 Bern, Switzerland
| | - Sandra Jent
- Bern University of Applied Sciences, Department of Health Professions, Murtenstrasse 10, 3008 Bern, Switzerland
| | - Stefan Siegenthaler
- Bern University of Applied Sciences, Department of Health Professions, Murtenstrasse 10, 3008 Bern, Switzerland
| | - Pasquale Strazzullo
- Federico II University of Naples Medical School, Department of Clinical Medicine & Surgery, via S. Pansini 5, 80131 Naples, Italy
| | - Xhyljeta Luta
- University of Bern, Institute of Social and Preventive Medicine, Mittelstrasse 43, 3012 Bern, Switzerland
| |
Collapse
|
11
|
Tamers SL, Goetzel R, Kelly KM, Luckhaupt S, Nigam J, Pronk NP, Rohlman DS, Baron S, Brosseau LM, Bushnell T, Campo S, Chang CC, Childress A, Chosewood LC, Cunningham T, Goldenhar LM, Huang TTK, Hudson H, Linnan L, Newman LS, Olson R, Ozminkowski RJ, Punnett L, Schill A, Scholl J, Sorensen G. Research Methodologies for Total Worker Health®: Proceedings From a Workshop. J Occup Environ Med 2018; 60:968-978. [PMID: 30407366 PMCID: PMC6221402 DOI: 10.1097/jom.0000000000001404] [Citation(s) in RCA: 37] [Impact Index Per Article: 6.2] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/31/2022]
Abstract
OBJECTIVE There is growing interest in the NIOSH Total Worker Health program, specifically in the process of designing and implementing safer, health-promoting work and workplaces. A Total Worker Health (TWH) Research Methodology Workshop was convened to discuss research methods and future needs. METHODS Twenty-six experts in occupational safety and health and related fields reviewed and discussed current methodological and measurement issues and those showing promise. RESULTS TWH intervention studies face the same challenges as other workplace intervention studies and some unique ones. Examples are provided of different approaches and their applications to TWH intervention studies, and desired developments in the TWH literature. CONCLUSIONS This report discusses and outlines principles important to building the TWH intervention research base. Rigorous, valid methodologic, and measurement approaches are needed for TWH intervention as well as for basic/etiologic, translational, and surveillance research.
Collapse
Affiliation(s)
- Sara L Tamers
- Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, Washington, DC (Dr Tamers, Ms Chang, Dr Childress, Dr Schill); Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, Atlanta, GA (Dr Chosewood); Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, Cincinnati, OH (Dr Luckhaupt, Ms Hudson, Dr Cunningham, Dr Bushnell, Dr Scholl, Ms Nigam); Johns Hopkins University, Baltimore, Maryland (Dr Goetzel); IBM Watson Health, Bethesda, Maryland (Dr Goetzel, Dr Ozminkowski); University of Iowa, Iowa City, Iowa (Dr Kelly, Dr Rohlman, Dr Campo); HealthPartners Institute, Minneapolis, Minnesota (Dr Pronk); City University of New York, New York City, New York (Dr Baron, Dr Huang); University of Illinois at Chicago, Chicago, Illinois (Dr Brosseau); Center for Construction Research and Training, Silver Spring, Maryland (Dr Goldenhar); University of North Carolina-Chapel Hill, Chapel Hill, North Carolina (Dr Linnan); Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Colorado (Dr Newman); Oregon Health and Science University, Portland, Oregon (Dr Olson); University of Massachusetts Lowell, Lowell, Massachusetts (Dr Punnett); Harvard University, Cambridge, Massachusetts (Dr Pronk, Dr Sorensen)
| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | |
Collapse
|
12
|
Bramante CT, King MM, Story M, Whitt-Glover MC, Barr-Anderson DJ. Worksite physical activity breaks: Perspectives on feasibility of implementation. Work 2018; 59:491-499. [DOI: 10.3233/wor-182704] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Affiliation(s)
| | | | | | - Melicia C. Whitt-Glover
- Gramercy Research Group, Winston-Salem, NC, USA
- Winston-Salem State University, Winston-Salem, NC, USA
| | | |
Collapse
|
13
|
Wilkerson AH, Usdan SL, Knowlden AP, Leeper JL, Birch DA, Hibberd EE. Ecological Influences on Employees' Workplace Sedentary Behavior: A Cross-Sectional Study. Am J Health Promot 2018; 32:1688-1696. [PMID: 29660987 DOI: 10.1177/0890117118767717] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
PURPOSE The purpose of this study was to explore the relationship between ecological factors and occupational sedentary behavior (SB). DESIGN Cross-sectional online survey. SETTING Participants were employees recruited from a large, public university in the Southeastern United States from August to November 2016. PARTICIPANTS The final sample included 527 (56% response rate) employees. MEASURES Data were collected through an 87-item survey using previously validated scales that assessed occupational SB, perceived behavioral control, barrier self-efficacy, self-regulation strategies, organizational social norms, office environment, and worksite climate. ANALYSIS One-way analysis of variance analyses were used to determine differences in occupational SB by demographic factors. A multivariate regression model was used to determine significant ecological determinants of occupational SB. RESULTS Mean SB was 342.45 (standard deviation = 133.25) minutes. Significant differences in SB were found by gender, education, and employment classification. Barrier self-efficacy and workplace connectivity, which evaluates the spatial layout of the office setting that may impact mobility within the workplace, were significant predictors of SB in the multivariate model. CONCLUSION Results from this study provide new information regarding the potential impact of workplace barriers and connectivity on occupational SB. The findings from this study support the inclusion of intervention modalities to minimize workplace barriers and increase workplace connectivity to increase workplace mobility and decrease SB.
Collapse
Affiliation(s)
- Amanda H Wilkerson
- 1 Department of Health and Exercise Science, University of Oklahoma, Norman, OK, USA
| | - Stuart L Usdan
- 2 Department of Health Science, University of Alabama, Tuscaloosa, AL, USA
| | - Adam P Knowlden
- 2 Department of Health Science, University of Alabama, Tuscaloosa, AL, USA
| | - James L Leeper
- 3 Department of Community Medicine and Population Health, University of Alabama, Tuscaloosa, AL, USA
| | - David A Birch
- 2 Department of Health Science, University of Alabama, Tuscaloosa, AL, USA
| | | |
Collapse
|
14
|
Hoert J, Herd AM, Hambrick M. The Role of Leadership Support for Health Promotion in Employee Wellness Program Participation, Perceived Job Stress, and Health Behaviors. Am J Health Promot 2016; 32:1054-1061. [DOI: 10.1177/0890117116677798] [Citation(s) in RCA: 28] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Purpose: The purpose of the study was to explore the relationship between leadership support for health promotion and job stress, wellness program participation, and health behaviors. Design: A cross-sectional survey design was used. Setting: Four worksites with a range of wellness programs were selected for this study. Participants: Participants in this study were employees (n = 618) at 4 organizations (bank, private university, wholesale supplier, and public university) in the southeastern United States, each offering an employee wellness program. Response rates in each organization ranged from 3% to 34%. Measures: Leadership support for health promotion was measured with the Leading by Example instrument. Employee participation in wellness activities, job stress, and health behaviors were measured with multi-item scales. Analysis: Correlation/regression analysis and descriptive statistics were used to analyze the relationships among the scaled variables. Results: Employees reporting higher levels of leadership support for health promotion also reported higher levels of wellness activity participation, lower job stress, and greater levels of health behavior ( P = .001). To ascertain the amount of variance in health behaviors accounted for by the other variables in the study, a hierarchical regression analysis revealed a statistically significant model (model F7,523 = 27.28; P = .001), with leadership support for health promotion (β = .19, t = 4.39, P = .001), wellness activity participation (β = .28, t = 6.95, P < .001), and job stress (β = −.27, t = −6.75, P ≤ .001) found to be significant predictors of health behaviors in the model. Exploratory regression analyses by organization revealed the focal variables as significant model predictors for only the 2 larger organizations with well-established wellness programs. Conclusion: Results from the study suggest that employees’ perceptions of organizational leadership support for health promotion are related to their participation in wellness activities, perceived job stress levels, and health behaviors.
Collapse
Affiliation(s)
| | - Ann M. Herd
- Educational Leadership, Evaluation, and Organization Development, College of Education and Human Development, University of Louisville, Louisville, KY, USA
| | - Marion Hambrick
- Health and Sports Sciences, College of Education and Human Development, University of Louisville, Louisville, KY, USA
| |
Collapse
|
15
|
Cahalin LP, Kaminsky L, Lavie CJ, Briggs P, Cahalin BL, Myers J, Forman DE, Patel MJ, Pinkstaff SO, Arena R. Development and Implementation of Worksite Health and Wellness Programs: A Focus on Non-Communicable Disease. Prog Cardiovasc Dis 2015; 58:94-101. [PMID: 25936908 DOI: 10.1016/j.pcad.2015.04.001] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/19/2022]
Abstract
The development and implementation of worksite health and wellness programs (WHWPs) in the United States (US) hold promise as a means to improve population health and reverse current trends in non-communicable disease incidence and prevalence. However, WHWPs face organizational, economic, systematic, legal, and logistical challenges which have combined to impact program availability and expansion. Even so, there is a burgeoning body of evidence indicating WHWPs can significantly improve the health profile of participating employees in a cost effective manner. This foundation of scientific knowledge justifies further research inquiry to elucidate optimal WHWP models. It is clear that the development, implementation and operation of WHWPs require a strong commitment from organizational leadership, a pervasive culture of health and availability of necessary resources and infrastructure. Since organizations vary significantly, there is a need to have flexibility in creating a customized, effective health and wellness program. Furthermore, several key legal issues must be addressed to facilitate employer and employee needs and responsibilities; the US Affordable Care Act will play a major role moving forward. The purposes of this review are to: 1) examine currently available health and wellness program models and considerations for the future; 2) highlight key legal issues associated with WHWP development and implementation; and 3) identify challenges and solutions for the development and implementation of as well as adherence to WHWPs.
Collapse
Affiliation(s)
- Lawrence P Cahalin
- Department of Physical Therapy, Leonard M. Miller School of Medicine, University of Miami, Miami, FL.
| | - Leonard Kaminsky
- Human Performance Laboratory, Clinical Exercise Physiology Program, Ball State University, Muncie, IN
| | - Carl J Lavie
- Department of Cardiovascular Diseases, John Ochsner Heart and Vascular Institute, Ochsner Clinical School - The University of Queensland School of Medicine, New Orleans, LA
| | | | | | - Jonathan Myers
- Division of Cardiology, VA Palo Alto Healthcare System, Palo Alto, CA
| | - Daniel E Forman
- Division of Cardiovascular Medicine, Brigham and Women's Hospital, Boston, MA
| | - Mahesh J Patel
- Department of Medicine, Division of Cardiology, Duke University, Durham, NC
| | - Sherry O Pinkstaff
- Department of Physical Therapy, University of North Florida, Jacksonville, FL
| | - Ross Arena
- Department of Physical Therapy, College of Applied Health Sciences, University of Illinois, Chicago, IL
| |
Collapse
|
16
|
Rongen A, Robroek SJW, van Ginkel W, Lindeboom D, Pet M, Burdorf A. How needs and preferences of employees influence participation in health promotion programs: a six-month follow-up study. BMC Public Health 2014; 14:1277. [PMID: 25512055 PMCID: PMC4301819 DOI: 10.1186/1471-2458-14-1277] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/21/2014] [Accepted: 12/11/2014] [Indexed: 01/07/2023] Open
Abstract
Background Low participation in health promotion programs (HPPs) might hamper their effectiveness. A potential reason for low participation is disagreement between needs and preferences of potential participants and the actual HPPs offered. This study aimed to investigate employees’ need and preferences for HPPs, whether these are matched by what their employers provide, and whether a higher agreement enhanced participation. Methods Employees of two organizations participated in a six-month follow-up study (n = 738). At baseline, information was collected on employees’ needs and preferences for the topic of the HPP (i.e. physical activity, healthy nutrition, smoking cessation, stress management, general health), whether they favored a HPP via their employer or at their own discretion, and their preferred HPP regarding three components with each two alternatives: mode of delivery (individual vs. group), intensity (single vs. multiple meetings), and content (assignments vs. information). Participation in HPPs was assessed at six-month follow-up. In consultation with occupational health managers (n = 2), information was gathered on the HPPs the employers provided. The level of agreement between preferred and provided HPPs was calculated (range: 0–1) and its influence on participation was studied using logistic regression analyses. Results Most employees reported needing a HPP addressing physical activity (55%) and most employees preferred HPPs organized via their employer. The mean level of agreement between the preferred and offered HPPs ranged from 0.71 for mode of delivery to 0.84 for intensity, and was 0.47 for all three HPP components within a topic combined. Employees with a higher agreement on mode of delivery (OR: 1.72, 95% CI: 0.87-3.39) and all HPP components combined (OR: 2.36, 95% CI: 0.68-8.17) seemed to be more likely to participate in HPPs, but due to low participation these associations were not statistically significant. Conclusion HPPs aimed at physical activity were most needed by employees. The majority of employees favor HPPs organized via the employer above those at their own discretion, supporting the provision of HPPs at the workplace. This study provides some indications that a higher agreement between employees’ needs and preferences and HPPs made available by their employers will enhance participation. Electronic supplementary material The online version of this article (doi:10.1186/1471-2458-14-1277) contains supplementary material, which is available to authorized users.
Collapse
Affiliation(s)
| | - Suzan J W Robroek
- Department of Public Health, Erasmus MC, University Medical Center Rotterdam, PO Box 2040, 3000 CA Rotterdam, the Netherlands.
| | | | | | | | | |
Collapse
|
17
|
Rongen A, Robroek SJW, van Ginkel W, Lindeboom D, Altink B, Burdorf A. Barriers and facilitators for participation in health promotion programs among employees: a six-month follow-up study. BMC Public Health 2014; 14:573. [PMID: 24909151 PMCID: PMC4066706 DOI: 10.1186/1471-2458-14-573] [Citation(s) in RCA: 45] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/07/2014] [Accepted: 05/23/2014] [Indexed: 02/20/2023] Open
Abstract
BACKGROUND Health promotion programs (HPPs) are thought to improve health behavior and health, and their effectiveness is increasingly being studied. However, participation in HPPs is usually modest and effect sizes are often small. This study aims to (1) gain insight into the degree of participation of employees in HPPs, and (2) identify factors among employees that are associated with both their intention to participate and actual participation in HPPs. METHODS Employees of two organizations were invited to participate in a six-month follow-up study (n = 744). Using questionnaires, information on participation in HPPs was collected in two categories: employees' intention at baseline to participate and their actual participation in a HPP during the follow-up period. The following potential determinants were assessed at baseline: social-cognitive factors, perceived barriers and facilitators, beliefs about health at work, health behaviors, and self-perceived health. Logistic regression analyses, adjusted for demographics and organization, were used to examine associations between potential determinants and intention to participate, and to examine the effect of these determinants on actual participation during follow-up. RESULTS At baseline, 195 employees (26%) expressed a positive intention towards participation in a HPP. During six months of follow-up, 83 employees (11%) actually participated. Participants positively inclined at baseline to participate in a HPP were more likely to actually participate (OR = 3.02, 95% CI: 1.88-4.83). Privacy-related barriers, facilitators, beliefs about health at work, social-cognitive factors, and poor self-perceived health status were significantly associated with intention to participate. The odds of employees actually participating in a HPP were higher among participants who at baseline perceived participation to be expected by their colleagues and supervisor (OR = 2.87, 95% CI: 1.17-7.02) and among those who said they found participation important (OR = 2.81, 95% CI: 1.76-4.49). CONCLUSIONS Participation in HPPs among employees is limited. Intention to participate predicted actual participation in a HPP after six months of follow-up. However, only 21% of employees with a positive intention actually participated during follow-up. Barriers, facilitators, beliefs about health at work, social-cognitive factors, and a poor self-perceived health status were associated with intention to participate, but hardly influenced actual participation during follow-up.
Collapse
Affiliation(s)
| | - Suzan J W Robroek
- Department of Public Health, Erasmus MC, University Medical Center Rotterdam, 3000 CA Rotterdam, The Netherlands.
| | | | | | | | | |
Collapse
|
18
|
Milner K, Greyling M, Goetzel R, Da Silva R, Kolbe-Alexander T, Patel D, Nossel C, Beckowski M. The relationship between leadership support, workplace health promotion and employee wellbeing in South Africa. Health Promot Int 2013; 30:514-22. [DOI: 10.1093/heapro/dat064] [Citation(s) in RCA: 26] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
|
19
|
Abstract
Occupational health promotion programs with documented efficacy have not penetrated worksites. Establishing an implementation model would allow focusing on mediating aspects to enhance installation and use of evidence-based occupational wellness interventions. The purpose of the study was to implement an established wellness program in fire departments and define predictors of program exposure/dose to outcomes to define a cross-sectional model of translational effectiveness. The study is a prospective observational study among 12 NW fire departments. Data were collected before and following installation, and findings were used to conduct mediation analysis and develop a translational effectiveness model. Worker age was examined for its impact. Leadership, scheduling/competing demands, and tailoring were confirmed as model components, while organizational climate was not a factor. The established model fit data well (χ (2)(9) = 25.57, CFI = 0.99, RMSEA = 0.05, SRMR = 0.03). Older firefighters, nearing retirement, appeared to have influences that both enhanced and hindered participation. Findings can inform implementation of worksite wellness in fire departments, and the prioritized influences and translational model can be validated and manipulated in these and other settings to more efficiently move health promotion science to service.
Collapse
|
20
|
Arena R, Guazzi M, Briggs PD, Cahalin LP, Myers J, Kaminsky LA, Forman DE, Cipriano G, Borghi-Silva A, Babu AS, Lavie CJ. Promoting health and wellness in the workplace: a unique opportunity to establish primary and extended secondary cardiovascular risk reduction programs. Mayo Clin Proc 2013; 88:605-17. [PMID: 23726400 PMCID: PMC7304414 DOI: 10.1016/j.mayocp.2013.03.002] [Citation(s) in RCA: 57] [Impact Index Per Article: 5.2] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/21/2013] [Revised: 03/04/2013] [Accepted: 03/11/2013] [Indexed: 12/16/2022]
Abstract
Given the burden of cardiovascular disease (CVD), increasing the prevalence of healthy lifestyle choices is a global imperative. Currently, cardiac rehabilitation programs are a primary way that modifiable risk factors are addressed in the secondary prevention setting after a cardiovascular (CV) event/diagnosis. Even so, there is wide consensus that primary prevention of CVD is an effective and worthwhile pursuit. Moreover, continual engagement with individuals who have already been diagnosed as having CVD would be beneficial. Implementing health and wellness programs in the workplace allows for the opportunity to continually engage a group of individuals with the intent of effecting a positive and sustainable change in lifestyle choices. Current evidence indicates that health and wellness programs in the workplace provide numerous benefits with respect to altering CV risk factor profiles in apparently healthy individuals and in those at high risk for or already diagnosed as having CVD. This review presents the current body of evidence demonstrating the efficacy of worksite health and wellness programs and discusses key considerations for the development and implementation of such programs, whose primary intent is to reduce the incidence and prevalence of CVD and to prevent subsequent CV events. Supporting evidence for this review was obtained from PubMed, with no date limitations, using the following search terms: worksite health and wellness, employee health and wellness, employee health risk assessments, and return on investment. The choice of references to include in this review was based on study quality and relevance.
Collapse
Affiliation(s)
- Ross Arena
- Division of Physical Therapy, Department of Orthopaedics and Rehabilitation, and the Division of Cardiology, Department of Internal Medicine, University of New Mexico, Albuquerque.
| | | | | | | | | | | | | | | | | | | | | |
Collapse
|
21
|
|
22
|
|
23
|
Hannon PA, Harris JR, Sopher CJ, Kuniyuki A, Ghosh DL, Henderson S, Martin DP, Weaver MR, Williams B, Albano DL, Meischke H, Diehr P, Lichiello P, Hammerback KE, Parks MR, Forehand M. Improving low-wage, midsized employers' health promotion practices: a randomized controlled trial. Am J Prev Med 2012; 43:125-33. [PMID: 22813676 DOI: 10.1016/j.amepre.2012.04.014] [Citation(s) in RCA: 21] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/29/2011] [Revised: 02/15/2012] [Accepted: 04/06/2012] [Indexed: 11/18/2022]
Abstract
BACKGROUND The Guide to Community Preventive Services (Community Guide) offers evidence-based intervention strategies to prevent chronic disease. The American Cancer Society (ACS) and the University of Washington Health Promotion Research Center co-developed ACS Workplace Solutions (WPS) to improve workplaces' implementation of Community Guide strategies. PURPOSE To test the effectiveness of WPS for midsized employers in low-wage industries. DESIGN Two-arm RCT; workplaces were randomized to receive WPS during the study (intervention group) or at the end of the study (delayed control group). SETTING/PARTICIPANTS Forty-eight midsized employers (100-999 workers) in King County WA. INTERVENTION WPS provides employers one-on-one consulting with an ACS interventionist via three meetings at the workplace. The interventionist recommends best practices to adopt based on the workplace's current practices, provides implementation toolkits for the best practices the employer chooses to adopt, conducts a follow-up visit at 6 months, and provides technical assistance. MAIN OUTCOME MEASURES Employers' implementation of 16 best practices (in the categories of insurance benefits, health-related policies, programs, tracking, and health communications) at baseline (June 2007-June 2008) and 15-month follow-up (October 2008-December 2009). Data were analyzed in 2010-2011. RESULTS Intervention employers demonstrated greater improvement from baseline than control employers in two of the five best-practice categories; implementing policies (baseline scores: 39% program, 43% control; follow-up scores: 49% program, 45% control; p=0.013) and communications (baseline scores: 42% program, 44% control; follow-up scores: 76% program, 55% control; p=0.007). Total best-practice implementation improvement did not differ between study groups (baseline scores: 32% intervention, 37% control; follow-up scores: 39% intervention, 42% control; p=0.328). CONCLUSIONS WPS improved employers' health-related policies and communications but did not improve insurance benefits design, programs, or tracking. Many employers were unable to modify insurance benefits and reported that the time and costs of implementing best practices were major barriers. TRIAL REGISTRATION This study is registered at clinicaltrials.gov NCT00452816.
Collapse
Affiliation(s)
- Peggy A Hannon
- Department of Health Services, University of Washington, Seattle, USA.
| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | |
Collapse
|
24
|
DeJoy DM, Wilson MG, Padilla HM, Goetzel RZ, Parker KB, Della LJ, Roemer EC. Process evaluation results from an environmentally focused worksite weight management study. HEALTH EDUCATION & BEHAVIOR 2012; 39:405-18. [PMID: 22002249 PMCID: PMC11034935 DOI: 10.1177/1090198111418109] [Citation(s) in RCA: 11] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 04/24/2024]
Abstract
There is currently much interest in exploring environmental approaches to combat weight gain and obesity. This study presents process evaluation results from a workplace-based study that tested two levels of environmentally focused weight management interventions in a manufacturing setting. The moderate treatment featured a set of relatively simple, low-cost environmental modifications designed to facilitate healthy eating and physical activity; the intense treatment added elements intended to actively involve and engage management in program efforts. Fidelity varied across the 11 interventions comprising the two treatment conditions but did not vary systematically by treatment condition (moderate vs. intense). Environmental assessments showed improvements in workplace supports for weight management and significant differences by treatment level. Positive shifts in health climate perceptions also occurred, but sites receiving the intense treatment were not perceived as more supportive by employees. Challenges and limitations associated with environmental interventions are discussed with specific reference to activating management support.
Collapse
|
25
|
Jung J, Nitzsche A, Ansmann L, Ernstmann N, Ommen O, Stieler-Lorenz B, Wasem J, Pfaff H. Organizational factors and the attitude toward health promotion in German ICT-companies. Health Promot Int 2011; 27:382-93. [PMID: 21873300 DOI: 10.1093/heapro/dar049] [Citation(s) in RCA: 11] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/14/2022] Open
Abstract
This study takes a first step toward examining the relationship between organizational characteristics and the perceived attitude toward health promotion in companies from the perspective of chief executive officers (CEOs). Data for the cross-sectional study were collected through telephone interviews with one CEO from randomly selected companies within the German information and communication technology (ICT) sector. Multivariate logistic regression analysis (LRA) was performed, and further LRA was conducted after stratifying on company size. LRA of data from a total of n = 522 interviews found significant associations between the attitude toward health promotion and the company's market position, its number of hierarchical levels, the percentage of permanent positions and the percentage of employees with an academic education. After stratification on company size, the association between the attitude toward health promotion and both market position and the percentage of employees with an academic education was still present in small companies. There were no significant relationships between the attitude toward health promotion and the structural characteristics of medium-sized and large companies. The preliminary results of the study indicate that a perceived attitude toward health promotion in companies can be explained, to a certain degree, by the intraorganizational characteristics analyzed. Our key findings highlight that efforts toward establishing a positive attitude toward health promotion should focus on small companies with a lower market position and a greater number of employees with a lower education level.
Collapse
Affiliation(s)
- Julia Jung
- Institute for Medical Sociology, Health Services Research and Rehabilitation Science (IMVR), Faculty of Human Sciences and Medical Faculty, University of Cologne and Centre for Health Services Research Cologne (ZVFK), Eupener Strasse 129, Cologne 50933, Germany.
| | | | | | | | | | | | | | | |
Collapse
|
26
|
Middlestadt SE, Sheats JL, Geshnizjani A, Sullivan MR, Arvin CS. Factors associated with participation in work-site wellness programs: implications for increasing willingness among rural service employees. HEALTH EDUCATION & BEHAVIOR 2011; 38:502-9. [PMID: 21482700 DOI: 10.1177/1090198110384469] [Citation(s) in RCA: 24] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The purpose of this study was to identify factors underlying decisions to participate in work-site wellness programs. A sample of 279 full-time workers from a service division of a rural Midwestern university completed a survey assessing demographic and job characteristics, health status and health behaviors, and Reasoned Action Approach (RAA) variables for participating in work-site wellness activities. Regression analyses identified factors associated with intention; multivariate analyses of variance compared low to high intenders on salient beliefs. In sequential regression analyses, constructs of RAA predicted intention over and above the three significant background variables of age, exercise in past month, and fruit and vegetable consumption (R (2) = .469, R (2) change = .409, p < .001). Attitude had the highest relative weight (β = .445, p < .001); perceived norm had a significant weight (β = .273, p < .001). Significant differences in beliefs were found. To increase participation, planners should design programs that provide benefits employees perceive as advantageous and ensure coworker and supervisor support.
Collapse
|
27
|
Jung J, Nitzsche A, Ernstmann N, Driller E, Wasem J, Stieler-Lorenz B, Pfaff H. The Relationship Between Perceived Social Capital and the Health Promotion Willingness of Companies. J Occup Environ Med 2011; 53:318-23. [DOI: 10.1097/jom.0b013e31820d103f] [Citation(s) in RCA: 9] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
|
28
|
Della LJ, DeJoy DM, Mitchell SG, Goetzel RZ, Roemer EC, Wilson MG. Management support of workplace health promotion: field test of the leading by example tool. Am J Health Promot 2010; 25:138-46. [PMID: 21039296 PMCID: PMC11034929 DOI: 10.4278/ajhp.080930-quan-225] [Citation(s) in RCA: 16] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PURPOSE This study tested a repeated-measures application of the Leading by Example (LBE) questionnaire, a self-report instrument measuring organizational leadership support for health promotion. DESIGN The efficacy of the LBE was tested in a quasi-experimental health promotion intervention trial. Twelve worksites were assigned to three intervention conditions (i.e., control, moderate, high intensity). SETTING The worksites were selected from a large U.S.-based chemical company. SUBJECTS Baseline data were collected from employees in various job roles in 2005 (N = 125). Follow-up data were collected in 2006 (N = 114) and 2007 (N = 106). Response rates ranged from 54% to nearly three-fourths of potential respondents. INTERVENTION Worksites assigned to both treatment conditions received changes in the built environment via supports for weight management. Worksites assigned to the intense condition received additional elements designed to impact leadership's support for a positive health promotion climate. MEASURES Four LBE factors measuring management support for health were assessed over time. ANALYSIS The Kruskal-Wallis H-test and analyses of variance/covariance were used to compare LBE scores. RESULTS Significant changes from baseline to 2006 were identified for the four factors (p = .000) of the LBE. No significant changes were found from 2006 to 2007. CONCLUSIONS The LBE effectively captured perceptions of management support for health. Researchers and practitioners alike should consider using the LBE to track and evaluate perceptions of management support for health promotion.
Collapse
Affiliation(s)
- Lindsay J Della
- Department of Communication, University of Louisville, 310 Strickler Hall, Louisville, KY 40292, USA.
| | | | | | | | | | | |
Collapse
|
29
|
Elliot DL, Kerry KS, Moe EL, DeFrancesco CA, Goldberg L, MacKinnon DP, Enders J, Favorite KC. The IGNITE (investigation to guide new insight into translational effectiveness) trial: Protocol for a translational study of an evidenced-based wellness program in fire departments. Implement Sci 2010; 5:73. [PMID: 20932290 PMCID: PMC2959080 DOI: 10.1186/1748-5908-5-73] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/16/2010] [Accepted: 10/08/2010] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Worksites are important locations for interventions to promote health. However, occupational programs with documented efficacy often are not used, and those being implemented have not been studied. The research in this report was funded through the American Reinvestment and Recovery Act Challenge Topic 'Pathways for Translational Research,' to define and prioritize determinants that enable and hinder translation of evidenced-based health interventions in well-defined settings. METHODS The IGNITE (investigation to guide new insights for translational effectiveness) trial is a prospective cohort study of a worksite wellness and injury reduction program from adoption to final outcomes among 12 fire departments. It will employ a mixed methods strategy to define a translational model. We will assess decision to adopt, installation, use, and outcomes (reach, individual outcomes, and economic effects) using onsite measurements, surveys, focus groups, and key informant interviews. Quantitative data will be used to define the model and conduct mediation analysis of each translational phase. Qualitative data will expand on, challenge, and confirm survey findings and allow a more thorough understanding and convergent validity by overcoming biases in qualitative and quantitative methods used alone. DISCUSSION Findings will inform worksite wellness in fire departments. The resultant prioritized influences and model of effective translation can be validated and manipulated in these and other settings to more efficiently move science to service.
Collapse
Affiliation(s)
- Diane L Elliot
- Division of Health Promotion and Sports Medicine; Department of Medicine; 3181 SW Sam Jackson Park Road CR110; Oregon Health & Science University; Portland, Oregon 97239-3098, USA
| | - Kuehl S Kerry
- Department of Psychology; Arizona State University; Tempe, Arizona 85287-1104, USA
| | - Esther L Moe
- Division of Health Promotion and Sports Medicine; Department of Medicine; 3181 SW Sam Jackson Park Road CR110; Oregon Health & Science University; Portland, Oregon 97239-3098, USA
| | - Carol A DeFrancesco
- Division of Health Promotion and Sports Medicine; Department of Medicine; 3181 SW Sam Jackson Park Road CR110; Oregon Health & Science University; Portland, Oregon 97239-3098, USA
| | - Linn Goldberg
- Division of Health Promotion and Sports Medicine; Department of Medicine; 3181 SW Sam Jackson Park Road CR110; Oregon Health & Science University; Portland, Oregon 97239-3098, USA
| | - David P MacKinnon
- Department of Psychology; Arizona State University; Tempe, Arizona 85287-1104, USA
| | - Jeanne Enders
- School of Business; Portland State University; P.O. Box 751; Portland, Oregon 97207-0751, USA
| | - Kim C Favorite
- Northwest Fire Fighter Fitness Foundation; P.O. Box 55262; Shoreline, Washington 98155-0262, USA
| |
Collapse
|
30
|
Jung J, Nitzsche A, Neumann M, Wirtz M, Kowalski C, Wasem J, Stieler-Lorenz B, Pfaff H. The Worksite Health Promotion Capacity Instrument (WHPCI): development, validation and approaches for determining companies' levels of health promotion capacity. BMC Public Health 2010; 10:550. [PMID: 20831838 PMCID: PMC2949769 DOI: 10.1186/1471-2458-10-550] [Citation(s) in RCA: 18] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/03/2009] [Accepted: 09/13/2010] [Indexed: 11/27/2022] Open
Abstract
Background The Worksite Health Promotion Capacity Instrument (WHPCI) was developed to assess two key factors for effective worksite health promotion: collective willingness and the systematic implementation of health promotion activities in companies. This study evaluates the diagnostic qualities of the WHPCI based on its subscales Health Promotion Willingness and Health Promotion Management, which can be used to place companies into four different categories based on their level of health promotion capacity. Methods Psychometric evaluation was conducted using exploratory factor and reliability analyses with data taken from a random sample of managers from n = 522 German information and communication technology (ICT) companies. Receiver operating characteristic (ROC) analyses were conducted to determine further diagnostic qualities of the instrument and to establish the cut-off scores used to determine each company's level of health promotion capacity. Results The instrument's subscales, Health Promotion Willingness and Health Promotion Management, are based on one-dimensional constructs, each with very good reliability (Cronbach's alpha = 0.83/0.91). ROC analyses demonstrated satisfactory diagnostic accuracy with an area under the curve (AUC) of 0.76 (SE = 0.021; 95% CI 0.72-0.80) for the Health Promotion Willingness scale and 0.81 (SE = 0.021; 95% CI 0.77-0.86) for the Health Promotion Management scale. A cut-off score with good sensitivity (71%/76%) and specificity (69%/75%) was determined for each scale. Both scales were found to have good predictive power and exhibited good efficiency. Conclusions Our findings indicate preliminary evidence for the validity and reliability of both subscales of the WHPCI. The goodness of each cut-off score suggests that the scales are appropriate for determining companies' levels of health promotion capacity. Support in implementing (systematic) worksite health promotion can then be tailored to each company's needs based on their current capacity level.
Collapse
Affiliation(s)
- Julia Jung
- Institute for Medical Sociology, Health Services Research and Rehabilitation Science (IMVR), Faculty of Human Sciences and Medical Faculty, University of Cologne & Centre for Health Services Research Cologne (ZVFK), Cologne, Germany.
| | | | | | | | | | | | | | | |
Collapse
|
31
|
Abstract
OBJECTIVE Evaluate innovative, evidence-based approaches to organizational/supportive environmental interventions aimed at reducing the prevalence of obesity among Dow employees after 2 years of implementation. METHODS A quasi-experimental study design compared outcomes for two levels of intervention intensity with a control group. Propensity scores were used to weight baseline differences between intervention and control subjects. Difference-in-differences methods and multilevel modeling were used to control for individual and site-level confounders. RESULTS Intervention participants maintained their weight and body mass index, whereas control participants gained 1.3 pounds and increased their body mass index values by 0.2 over 2 years. Significant differences in blood pressure and cholesterol values were observed when comparing intervention employees with controls. At higher intensity sites, improvements were more pronounced. CONCLUSIONS Environmental interventions at the workplace can support weight management and risk reduction after 2 years.
Collapse
|
32
|
Liss-Levinson RC, Goetzel RZ, Goodman N, Kennedy JX. Development of a community-wide cardiovascular risk reduction assessment tool for small rural employers in upstate New York. Prev Chronic Dis 2009; 6:A65. [PMID: 19289008 PMCID: PMC2687871] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022] Open
Abstract
Employers are implementing workplace health promotion programs that address modifiable health risk factors such as overweight and obesity, smoking, high blood pressure, high cholesterol, physical inactivity, poor diet, and high stress. Research with large employers has found that these programs can improve workers' health and decrease the costs associated with medical care, absenteeism, and presenteeism. Despite their promise, health promotion programs are not widely embraced by small businesses, especially those in rural communities. This article reviews the barriers encountered by small and rural businesses in implementing health promotion programs. We describe an approach developed in cooperation with the New York State Department of Health's Healthy Heart Program and the Cayuga Community Health Network to engage small businesses in health promotion. We review the development and implementation of an assessment tool created to evaluate current workplace health promotion programs, policies, and practices targeting cardiovascular disease among small, rural employers in upstate New York. Potential benefits of the assessment tool are discussed, and the instrument is made available for the public.
Collapse
Affiliation(s)
- Rivka C. Liss-Levinson
- Institute for Health and Productivity Studies, Emory University, At the time of this study, Ms Liss-Levinson was affiliated with Cornell University’s Institute for Policy Research, Washington, DC
| | - Ron Z. Goetzel
- Rollins School of Public Health, Emory University, Atlanta, Georgia and Thomson Reuters, Washington, DC. At the time of this study, Dr Goetzel was affiliated with Cornell University’s Institute for Policy Research, Washington, DC
| | - Nanette Goodman
- Washington, DC. At the time of this study, Ms Goodman was affiliated with Cornell University’s Institute for Policy Research, Washington, DC
| | - James X. Kennedy
- Community Health Foundation of Central & Western New York, Syracuse, New York. At the time of this study, Mr Kennedy was Executive Director of the Cayuga Community Health Network, Inc
| |
Collapse
|
33
|
Goetzel RZ, Baker KM, Short ME, Pei X, Ozminkowski RJ, Wang S, Bowen JD, Roemer EC, Craun BA, Tully KJ, Baase CM, DeJoy DM, Wilson MG. First-year results of an obesity prevention program at The Dow Chemical Company. J Occup Environ Med 2009; 51:125-38. [PMID: 19209033 PMCID: PMC2877035 DOI: 10.1097/jom.0b013e3181954b03] [Citation(s) in RCA: 42] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
OBJECTIVE To examine first-year results from a workplace environmental obesity prevention program at The Dow Chemical Company. METHODS A quasi-experimental cohort study was conducted among employees at nine treatment worksites (n = 8013) who received environmental weight management interventions and three control worksites (n = 2269). Changes in employees' weight, body mass index (BMI), and other health risks were examined using chi2 and t-tests. RESULTS After 1 year, a modest treatment effect was observed for weight and BMI largely because the control group subjects gained weight; however, no effect was observed for overweight and obesity prevalence. Other risk factors (tobacco use, high blood pressure, and systolic and diastolic blood pressure values) decreased significantly, although blood glucose (high risk prevalence and values) increased. CONCLUSIONS Environmental changes to the workplace can achieve modest improvements in employees' health risks, including weight and BMI measures, in 1 year.
Collapse
Affiliation(s)
- Ron Z Goetzel
- Institute for Health and Productivity Studies, Rollins School of Public Health, Emory University, Atlanta, GA, USA.
| | | | | | | | | | | | | | | | | | | | | | | | | |
Collapse
|
34
|
|
35
|
Incentives and Other Factors Associated With Employee Participation in Health Risk Assessments. J Occup Environ Med 2008; 50:863-72. [DOI: 10.1097/jom.0b013e3181845fe2] [Citation(s) in RCA: 62] [Impact Index Per Article: 3.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
|
36
|
Dejoy DM, Wilson MG, Goetzel RZ, Ozminkowski RJ, Wang S, Baker KM, Bowen HM, Tully KJ. Development of the Environmental Assessment Tool (EAT) to measure organizational physical and social support for worksite obesity prevention programs. J Occup Environ Med 2008; 50:126-37. [PMID: 18301169 PMCID: PMC2917629 DOI: 10.1097/jom.0b013e318161b42a] [Citation(s) in RCA: 47] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE To describe the development, reliability, and validity of the Environmental Assessment Tool (EAT) for assessing worksite physical and social environmental support for obesity prevention. METHODS The EAT was developed using a multistep process. Inter-rater reliability was estimated via Kappa and other measures. Concurrent and predictive validity were estimated using site-level correlations and person-level multiple regression analyses comparing EAT scores and employee absenteeism and health care expenditures. RESULTS Results show high inter-rater reliability and concurrent validity for many measures and predictive validity for absenteeism expenditures. CONCLUSIONS The primary use of the EAT is as a physical and social environment assessment tool for worksite obesity prevention efforts. It can be used as a reliable and valid means to estimate relationships between environmental interventions and absenteeism and medical expenditures, provided those expenditures are for the same year that the EAT is administered.
Collapse
Affiliation(s)
- David M Dejoy
- Department of Health Promotion and Behavior, College of Public Health, University of Georgia, Athens, GA 30602-6522, USA.
| | | | | | | | | | | | | | | |
Collapse
|