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1.
MMag. E. N?hammer C. Eitzinger M. Schaffenrath-Resi H. Stummer 《Pr?vention und Gesundheitsf?rderung》2009,4(1):77-82
Background
In research regarding workplace health promotion (WHP), the employees’ perspective has so far been a neglected issue. Thus, employees’ potential opposition towards WHP due to perceived program-related barriers regarding information as well as program design has also received little attention. The latter is the focus of this study.Methods
Preliminary hypotheses regarding WHP program-related barriers as well as proposals for their reduction were created on the basis of problem-centered interviews. These interviews were conducted with 19 employees in three organizations, four persons in charge of WHP within these organizations, and nine health experts.Results
From the employees’ perspective, individual criteria such as the perceived utility of the WHP program, social aspects such as the internal acceptance of WHP, and organizational prerequisites such as access conditions potentially create barriers to the implementation and use of WHP programs.Conclusion
On the individual level, barriers related to program design can be reduced by, for example, stressing certain topics. On the interpersonal level, offering activities with a strong group orientation is a possibility. On the organizational level, creating attractive organizational conditions represents a favorable intervention. 相似文献2.
Dr. F. Gröben 《Pr?vention und Gesundheitsf?rderung》2008,3(4):227-234
Background
Various studies have found the profitability of small and midsize enterprises (SME) to be related to their ability to innovate. Investing in human and social capital can help these companies increase their ability to innovate.Research question
This study looked at how the level and type of workplace health promotion (WHP) programmes differ among larger, leading SME when they are actively managed by the businesses’ owners and their competitors.Method
Structured interviews were conducted with six owner-managed enterprises, as well as with four competitors from the chemicals and metal industry.Results
All businesses offer WHP programmes. Two of the businesses participating in the study have enrolled an employee in an in-house WHP programme. The organizations taking part in the study spend around €83 per employee per year on WHP programmes. By comparison, owner-managed enterprises clearly spend less than their competitors. One weakness stands out: “Controlling” or “active management” of the WHP programmes was found in only two of the businesses taking part in the study. The differences between the owner-controlled businesses and the management-controlled businesses are, on the whole, minor. Innovative potential by the owner-managed businesses is indicated by the fact that they focus much more strongly on the needs of their employees, as well as possess a perceptiveness and responsiveness to certain groups of employees. In conclusion, it is highly recommended that all businesses enroll more staff and more actively manage their WHP programmes. 相似文献3.
Elisabeth Nöhammer Harald Stummer Claudia Schusterschitz 《Zeitschrift fur Gesundheitswissenschaften》2014,22(1):23-31
Aim
Many employers offer worksite health promotion (WHP), but a high percentage of the workforce does not participate. As the employees’ perspective regarding potential barriers to participation has received little attention in research so far, improvements in program design are delayed. The aims of the present paper therefore are to investigate perceived barriers to WHP participation from the employees’ point of view, and to construct a barrier typology.Subject and methods
A quantitative questionnaire was developed on the basis of existing studies and distributed in four Austrian organisations offering comprehensive WHP programs. 237 respondents rated the appreciability of 22 potential barriers to WHP participation. Barrier categories and typologies were defined using principal component analysis (PCA), multiple correspondence analysis (MCA), and regression analysis.Results
The PCA identified six barrier types: (1) integration into the daily routine; lack of (2) information; an (3) imbalance of benefits and costs; the requirement of too much (4) involvement; (5) interpersonal barriers; and (6) incredibility of the company’s honest commitment. According to the MCA, one group perceives barriers intensively, another hardly, and a third mainly program design related barriers. The regression analysis shows that especially being too busy at work and feeling physically not up to participating in WHP activities are major barriers.Conclusion
The results provide a comprehensive overview and categorization of barriers to WHP participation perceived by employees in companies offering holistic programs. Moreover, they can be used as guidelines for analysing existing and/or preventing barriers of occurring when designing and implementing WHP programs. 相似文献4.
Chiachi Bonnie Lee Michael S. Chen Cordia Ming-Yeuk Chu 《International journal of public health》2013,58(2):313-317
Objective
To examine the development in healthcare workplace health promotion (WHP) in Taiwan through the Health Promoting Hospital (HPH) initiative.Methods
A cross-sectional survey was conducted with a self-administered questionnaire, involving all 55 hospitals committed to the HPH approach (HP hospitals) as of the end of 2009; 52 completed the questionnaire.Results
Fifty of 52 hospitals perceived a change in organizational capacity which mainly occurred in the areas of re-aligning strategies (96 %) and more resources (71 %). Regarding re-aligning strategies, 85 % of the hospitals engaged in increased staff participation, 66 % in staff-oriented health services.Conclusions
The HPH initiative has led to new developments in capacity building of WHP among HP hospitals in Taiwan, and this study has mapped a pattern of such developments. 相似文献5.
Annukka Ikonen Kimmo Räsänen Pirjo Manninen Maria Rautio Päivi Husman Anneli Ojajärvi Pirkko Alha Kaj Husman 《International archives of occupational and environmental health》2013,86(4):451-462
Objectives
The aims of this study were to describe the use of occupational health services and other health care of Finnish employees and to examine associations between health problems and risks, and primary care visits to occupational health nurses and physicians and other health care.Methods
A nationally representative sample of 3,126 employees aged 30–64 participated in the Health 2000 study, which consisted of a health interview, questionnaires, a clinical health examination, and the Composite International Diagnostic Interview. The use of health services was measured by self-reported visits.Results
During the previous 12 months, 74 % of the employees visited occupational health services or municipal health centers, 52 % visited only occupational health services. From a third to a half of employees with lifestyle risks, depressive disorders or other health problems visited occupational health professionals. Obesity, burnout, insomnia, depressive mood, chronic impairing illnesses, and poor work ability were associated with visits to occupational health nurses. Among women, musculoskeletal diseases, chronic impairing illnesses, and poor work ability were associated with visits to occupational health physicians. Lower educational level, smoking, musculoskeletal diseases, chronic impairing illnesses, and poor work ability were associated with visits to health center physicians.Conclusions
This study showed the importance of occupational health services in the primary health care of Finnish employees. However, a considerable proportion of employees with lifestyle risks, depressive mood, and other health problems did not use health services. Occupational health professionals are in an advantageous position to detect health risks in primary care visits. 相似文献6.
Background
Little research has been done on the importance of organizational climate for psychosocial subjective health in ambulance service organizations. Organizational climate research focuses on the pattern of organizational environment perceived by members of organizations. Similarities and differences of organizational climate between departments allow the grouping of departments with similar organizational climate. Based on differences in specific organizational climate characteristics between the groups of departments, levels of intervention for implementing/improving healthy organizations can identified, if groups also differ in employees’ health status.Methods
A sample of 316 ambulance service personnel from 21 departments was surveyed. Departments could be devided into groups with similar organizational climate by clusteranalysis.Results
The groups of departments are differing concerning perception of control, experienced workload, fairness, leadership behaviour and the reliability of information.Conclusion
The perception of balanced job-demands and resources are associated with less exhaustion and more commitment. The further development of participation and feedback systems, a transparent and fair allocation, and a selective extension of areas of control are suggested as levels of intervention to promote healthy ambulance service organizations. 相似文献7.
Stefan Röttger Johanna Maier Larissa Krex-Brinkmann Jens Kowalski Heidi Danker-Hopfe Cornelia Sauter Michael Stein 《Zeitschrift fur Gesundheitswissenschaften》2017,25(6):685-691
Aim
In the present study, the benefits of a short-term sleep coaching intervention embedded in the workplace health promotion (WHP) program of the German Armed Forces was investigated.Participants and methods
Well-being, self-care awareness, self-care behavior and irritation of participants attending the sleep coaching (n = 24) and participants attending other courses offered in the WHP program (n = 24) were assessed before and after the intervention.Results
Participants attending the sleep coaching had a significant increase in well-being, self-care behavior and self-care awareness and a significant decrease in their irritation score after attending the sleep coaching. In the control group, no significant change in the dependent variables was observed; furthermore, participants’ evaluation of the sleep coaching was positive on both affective reactions and utility judgements.Conclusions
Results show that the sleep coaching intervention evaluated is practically feasible and able to improve important indicators of employees’ well-being and self-care in WHP programs.8.
Assoc.-Prof. Dr. H. Stummer E. Nöhammer M. Schaffenrath-Resi C. Eitzinger 《Pr?vention und Gesundheitsf?rderung》2008,3(4):235-240
Background
Nowadays, many firms are investing in workplace health promotion programs. Although economic analysis and evaluations of such programs are addressed in the literature, implementation-related barriers and employee opposition in general and with respect to internal communication regarding workplace health programs in particular present a neglected issue.Methods
Problem-centered interviews were conducted with 19 employees as well as with four persons responsible for workplace health promotion and with nine health experts within three different organizations. These interviews were thought to provide insight into barriers and resistence toward workplace health promotion programs.Results
The current results, which are based on an explorative research design, suggest that internal communication and information represent implementation-related barriers to workplace health promotion programs. Information flow and information design, as well as information reception by the addressees, are particularly critical factors.Conclusion
Even though findings are preliminary due to the explorative research design, employee opposition to workplace health promotion programs seems to be a critical success factor and should therefore be taken into account. 相似文献9.
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11.
Donna Allen Erica Wandtke Hines Vanessa Pazdernik Lynda Tierney Konecny Erin Breitenbach 《Human resources for health》2018,16(1):59
Background
Historically, in an effort to evaluate and manage the rising cost of healthcare employers assess the direct cost burden via medical health claims and measures that yield clear data. Health related indirect costs are harder to measure and are often left out of the comprehensive overview of health expenses to an employer. Presenteeism, which is commonly referred to as an employee at work who has impaired productivity due to health considerations, has been identified as an indirect but relevant factor influencing productivity and human capitol. The current study evaluated presenteeism among employees of a large United States health care system that operates in six locations over a four-year period and estimated loss productivity due to poor health and its potential economic burden.Methods
The Health-Related Productivity Loss Instrument (HPLI) was included as part of an online Health Risk Appraisal (HRA) administered to employees of a large United States health care system across six locations. A total of 58?299 HRAs from 22?893 employees were completed and analyzed; 7959 employees completed the HRA each year for 4 years. The prevalence of 22 specific health conditions and their effects on productivity areas (quantity of work, quality of work, work not done, and concentration) were measured. The estimated daily productivity loss per person, annual cost per person, and annual company costs were calculated for each condition by fitting marginal models using generalized estimating equations. Intra-participant agreement in reported productivity loss across time was evaluated using κ statistics for each condition.Results
The health conditions rated highest in prevalence were allergies and hypertension (high blood pressure). The conditions with the highest estimated daily productivity loss and annual cost per person were chronic back pain, mental illness, general anxiety, migraines or severe headaches, neck pain, and depression. Allergies and migraines or severe headaches had the highest estimated annual company cost. Most health conditions had at least fair intra-participant agreement (κ?≥?0.40) on reported daily productivity loss.Conclusions
Results from the current study suggested a variety of health conditions contributed to daily productivity loss and resulted in additional annual estimated costs for the health care system. To improve the productivity and well-being of their workforce, employers should consider presenteeism data when planning comprehensive wellness initiatives to curb productivity loss and increase employee health and well-being during working hours.12.
Background
Because driving takes place outside of company premises, access for professional drivers to workplace health promotion (WHP) is hindered. In the following cross-sectional study, we surveyed WHP experiences and needs from the viewpoint of entrepreneurs in order to gain insight into necessary preventative measures.Material and methods
Managers of transport companies were asked for their opinion, knowledge, experiences and plans regarding WHP. Additionally, we obtained information about their willingness to participate in a pilot project. The 10% random sample was taken from the list of a statutory accident insurance association. The results were correlated with the likely predictor variables company size, engagement in long- or short-distance traffic and WHP experience.Results
Of the responding entrepreneurs (n=598, =11% response rate), 22% had prior experience with preventative health measures for their workers; the rate depends on the company size. One third of the respondents signalled a general willingness to participate in a prevention project and detailed their preferences.Conclusions
The current practice of WHP in transport companies is deficient. However, at least a small percentage of transport entrepreneurs are receptive to information campaigns and need-based WHP offers. 相似文献13.
Dr. H. Stummer 《Pr?vention und Gesundheitsf?rderung》2007,2(4):235-239
Background
The present paper gives an overview on personnel health promotion activities undertaken by Austrian universities.Methods
Using data from a quantitative survey and an internet inquiry, the actual state is presented and briefly discussed.Results
Interestingly enough, systematic analysis of health data is not undertaken and health promotion seems not to be integrated in organizational processes and structures. However, flexible work arrangements, sabbaticals and childcare facilities are widely present.Conclusion
Nevertheless, all in all, the perception of employee health is nearly not existent in Austrian universities. 相似文献14.
15.
Jesper Löve Lena Andersson Crystal Dea Moore Gunnel Hensing 《Quality of life research》2014,23(1):293-297
Purpose
The purpose of this study is to validate the Swedish translation of the WHO (Ten) and WHO (Five) Well-Being Questionnaires among three samples of Swedes.Methods
Baseline data collected in 2008 from the Health Assets Project are the data source consisting of three cohorts of Swedes aged 19–64 years: (1) a randomized general population cohort (n = 4,027); (2) employees sick-listed reported by the employer (n = 3,310); and (3) self-certified sick-listed individuals (n = 498). The psychometric properties of the scales are assessed using factor analysis, Cronbach’s alpha, and examination of the relationship between scale scores and participants’ self-reported adverse health conditions.Results
Factor analysis revealed a unidimensional factor structure for both scales, and Cronbach’s alphas are very good to excellent. The scales correlate in the expected direction with almost all of the adverse health conditions considered.Conclusions
The Swedish translation of the WHO (Ten) and WHO (Five) Well-Being Questionnaires is psychometrically sound, but the first item of both scales has weaker psychometric qualities in comparison with other scale items. 相似文献16.
Julia Schmid Prof. Dr. Achim Conzelmann Prof. Dr. Gorden Sudeck 《Pr?vention und Gesundheitsf?rderung》2013,8(2):99-105
Background
Workplace Health Promotion (WHP) is becoming increasingly important. Individualized exercise counselling provides a person-oriented measure of WHP which sets out to increase the level of sport activity. The aim of the present study was to check the efficacy of individualized exercise counselling in workplace.Method
86 employees received counselling in 60–90-min sessions. Their level of sport activity was ascertained both during the intervention and 6 weeks later. At T2, the perceived impulse to change their personal behaviour was also determined. The data were analysed by calculating Spearman’s rank correlation and conducting t-tests.Results
Overall, the level of sport activity increased from 173 to 228 min/week (ES?=?0.34). Particularly those people who had been inactive (ES?=?0.76), <?90 min/week (ES?=?0.63) or 90–180 min/week active (ES?=?0.53) at T1, report a higher level of sport activities at T2.Discussion
The findings speak in favour of integrating individualized exercise counselling into WHP, whereby the person-oriented measure should be supplemented by environmental strategies. 相似文献17.
Background
Violence at work is one of the major concerns in health care activities. The aim of this study was to identify the prevalence of physical and non-physical violence in a general health care facility in Italy and to assess the relationship between violence and psychosocial factors, thereby providing a basis for appropriate intervention.Methods
All health care workers from a public health care facility were invited to complete a questionnaire containing questions on workplace violence. Three questionnaire-based cross-sectional surveys were conducted. The response rate was 75 % in 2005, 71 % in 2007, and 94 % in 2009. The 2009 questionnaire contained the VIF (Violent Incident Form) for reporting violent incidents, the DCS (demand/control/support) model for job strain, the Colquitt 20 item questionnaire for perceived organizational justice, and the GHQ-12 General Health Questionnaire for the assessment of mental health.Results
One out of ten workers reported physical assault, and one out of three exposure to non-physical violence in the workplace in the previous year. Nurses and physicians were the most exposed occupational categories, whereas the psychiatric and emergency departments were the services at greatest risk of violence. Workers exposed to non-physical violence were subject to high job strain, low support, low perceived organizational justice, and high psychological distress.Conclusion
Our study shows that health care workers in an Italian local health care facility are exposed to violence. Workplace violence was associated with high demand and psychological disorders, while job control, social support and organizational justice were protective factors. 相似文献18.
Prof. Dr. H. Stummer E. N?hammer G. Brauchle C. Schusterschitz 《Pr?vention und Gesundheitsf?rderung》2011,6(1):75-80
Background
The present paper describes and analyzes the current status of workplace health promotion programs in Austria.Methods
The current status was analyzed using a quantitative survey.Results
In Austria, most organizations have implemented behavioural and team-oriented interventions. However, participative programs and systematic evaluations are found less frequently than expected.Conclusion
It seems necessary to focus on two critical success factors for health projects in Austria: increase the participation of employees and use systematic project management with closed learning cycles. 相似文献19.
Background
An efficient and hard working employee is one of many requirements an employer depends on to remain competitive in today??s economy. Yet growing mechanisation facilitates the daily routine continuously. Increased sedentary work and media consumption pander to today??s inactivity and the many risk factors it is connected to. It is essential to respect the protection and promotion of each employee??s health and well-being. Hence, occupational health management, i.e. workplace health promotion, occupational rehabilitation and occupational safety, may come into play as it controls and integrates all processes at work.Method
Employees of a medium-sized company (n = 221) were examined to determine their individual physical and psychological condition. The relation between physical demands on the job, health-related quality of life and level of physical activity is the focus of this study. The quality of life questionnaire, a questionnaire regarding sports activity, a questionnaire concerning physical demands on the job and the IPN test were used for gathering the data.Results
Overall, physically active persons show significantly better data in the physical, social, psychological and contextual test range. Further, physically active employees are more satisfied with their state of health and contribute to the business success to a greater extent.Conclusion
It appears fundamental that companies should also be instrumental in raising employees?? awareness of physical activity as a balance to everyday life and its effects on health and well-being. A commitment to more physical activity and exercise offers an opportunity to influence the quality of life strongly. 相似文献20.