Relevant bibliographies by topics / Workplace heatlh promotion

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Workplace heatlh promotion'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Workplace heatlh promotion"

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Fetherman, Debra L., Timothy G. McGrane, and Joan Cebrick-Grossman. "Health Promotion for Small Workplaces: A Community-Based Participatory Research Partnership." Workplace Health & Safety 69, no. 1 (August 19, 2020): 7–14. http://dx.doi.org/10.1177/2165079920938298.

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Background The majority of U.S. worksites are smaller worksites that often employ low-wage workers. Low-wage workers have limited access to, and participation in, workplace health promotion programs. Community-based participatory research (CBPR) has been identified as a key method to directly engage employers in identifying the health promotion needs of smaller workplaces. This article describes a four-phased process where CBPR was used to tailor a workplace health promotion program to meet the needs of a smaller workplace that employees low-wage workers. Outcomes of this program were measured and reported over time. Methods The CBPR approach was based on the Social Ecological Model along with two additional health promotion models. Publicly available evidence-based tools were also used for this four-phased process which included the following: (a) initial program assessment, (b) program planning, (c) program implementation, and (d) program evaluation. Key strategies for developing a comprehensive workplace health promotion program guided the process. Findings The workplace’s capacity for promoting health among its employees was improved. There were sustainable improvements in the health interventions and organizational supports in place. Conclusion/Application to Practice A CBPR approach may be a way to build the capacity of smaller workplaces with low-wage employees to address the health promotion needs of their workforces. The use of publicly available strategies and tools which incorporate the social ecological determinants of health is of equal importance.
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Sendall, Marguerite C., Phil Crane, Laura McCosker, Marylou Fleming, Herbert C. Biggs, and Bevan Rowland. "Truckies and health promotion: using the ANGELO framework to understand the workplace’s role." International Journal of Workplace Health Management 10, no. 6 (December 4, 2017): 406–17. http://dx.doi.org/10.1108/ijwhm-09-2017-0070.

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Purpose Workplaces are challenging environments which place workers at the risk of obesity. This is particularly true for Australian road transport industry workplaces. The Analysis Grid for Environments Linked to Obesity (ANGELO) framework is a public health tool which can be used to conceptualise obesogenic environments. It suggests that workplaces have a variety of roles (in the physical, economic, political and sociocultural domains) in responding to obesity in transport industry workplaces. The purpose of this paper is to present the findings which explore this idea. Design/methodology/approach The project used a mixed-methods approach located within a participatory action research framework, to engage workplace managers and truck drivers in the implementation and evaluation of workplace health promotion strategies. The project involved six transport industry workplaces in Queensland, Australia. Findings This study found that transport industry workplaces perceive themselves to have an important role in addressing the physical, economic, political and sociocultural aspects of obesity, as per the ANGELO framework. However, transport industry employees – specifically, truck drivers – do not perceive workplaces to have a major role in health; rather, they consider health to be an area of personal responsibility. Practical implications Balancing the competing perceptions of truck drivers and workplace managers about the workplace’s role in health promotion is an important consideration for future health promotion activities in this hard-to-reach, at-risk population. Originality/value The use of the ANGELO framework allows the conceptualisation of obesity in a novel workplace context.
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Pham, Cong Tuan, Chiachi Bonnie Lee, Thi Lien Huong Nguyen, Jin-Ding Lin, Shahmir Ali, and Cordia Chu. "Integrative settings approach to workplace health promotion to address contemporary challenges for worker health in the Asia-Pacific." Global Health Promotion 27, no. 2 (April 3, 2019): 82–90. http://dx.doi.org/10.1177/1757975918816691.

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Workplaces in the rapidly industrializing Asia-Pacific region face growing pressures from high-speed development driven by global competition, migration and the aging of the workforce. Apart from addressing work-related injuries, workplaces in the region also have to deal with increasing occupational stress, chronic diseases and their associated socio-economic burden. Meanwhile, interventions in workplace health are still dominated by a narrow behavioral change model. To this end, the integrative workplace health promotion model, initiated by the World Health Organization from successful post-1990 pilot projects, emerges as a timely, comprehensive and appropriate means to manage contemporary workplace health and safety issues in the region. In this paper, we highlight the key workplace health challenges in the Asia-Pacific region and the utility of the integrative workplace health promotion model in addressing them. We provide a brief overview of the pressing challenges confronting workplaces in the region, then explain the why, what and how of integrative workplace health promotion. We illustrate this model by reviewing successful examples of good practice and evidence of their achievements from workplace health promotion programs in Asia-Pacific from 2002 to date, with specific attention to government-led workplace health promotion programs in Shanghai, Singapore and Taiwan. Drawing from these successful examples, we recommend government policies and facilitating strategies needed to guide, support and sustain industries in implementing integrative workplace health promotion. We conclude that consistent supportive government policies, coupled with facilitation by international bodies towards capacity and professional network building, are crucial to developing and sustaining healthy workplaces in the region.
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Holman, C. D'Arcy J., Billie Corti, Robert J. Donovan, and Geoffrey Jalleh. "Association of the Health-Promoting Workplace with Trade Unionism and other Industrial Factors." American Journal of Health Promotion 12, no. 5 (May 1998): 325–34. http://dx.doi.org/10.4278/0890-1171-12.5.325.

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Purpose. The study examines associations of five healthy workplace attributes with trade unionism and nine other industrial and sociodemographic factors. The aims were to illustrate the measurement of workplace health promotion indicators in Western Australia and to identify associations leading to a better understanding of determinants of the healthy workplace. Design. Personal and telephone cross-sectional surveys were performed using population-based sampling frames. The overall response rate was 72%. Setting. Workplaces in Western Australia. Subjects. Random samples of household respondents aged 16 to 69 years in 1992 (n = 1310) and 1994 (n = 1113). Measures. Measures of association between healthy workplace attributes and trade unionism were adjusted for workplace location, size, sector, and industrial classification. Results. Trade unionism was strongly associated with healthy catering practices (adjusted OR 2.05; 95% CI 1.30 to 3.23), sun protection practices (2.66; 1.69 to 4.17), disability access (1.47; 1.10 to 1.95), and worksite health promotion programs (2.56; 2.07 to 3.17). A weak and nonsignificant association was observed with restrictive smoking policies (1.21; .95 to 1.55). Generally, healthy workplace attributes were reported less often by respondents working in rural locations, in the private sector, and at small worksites. There was no consistent relationship with sociodemographic factors, including an index of social disadvantage, but members of blue-collar occupations experienced a low prevalence of restrictive smoking policies. Conclusions. The study raises the hypothesis, but cannot confirm, that trade unions could provide a means for employees to pursue the creation of a health-promoting workplace. Small business represents an excellent target for health promotion activities.
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Spitzbart, S., and C. Heigl. "The Role of Healthy Workplace in Austria." Russian Journal of Occupational Health and Industrial Ecology, no. 4 (May 22, 2019): 229–32. http://dx.doi.org/10.31089/1026-9428-2019-59-4-229-232.

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The topic of healthy workplace is part of the Austrian health targets. The 10 Austrian health targets were developed with the aim to prolong the healthy life years of all people living in Austria within 20 years (until 2032), irrespective of their level of education, income or personal living condition. Th e 10 health targets were offi cially approved by the Bundesgesundheitskommission and the Council of Ministers in summer 2012. Th ey were mentioned in two government programs and are an important basis for the health reform process. Th e fi rst health target focuses on provide health-promoting living and working conditions for all population groups through cooperation of all societal and political areas. Healthy working conditions are a relevant determinant for health and at the focus of health politics in Austria.Developing a national strategy for healthy workplaces is thereby the most infl uential activity that is set by the Ministry of Labour, Social Aff airs, Health and Consumer Protection and Social Security Institutions. Th e main aim of this strategy is to develop an integrated system, in order to achieve the needs of the people and companies.In Austria exists the system of employee protection, which has two specifi c aspects which the other sectors do not have: 1. Employee protection (a legal duty for companies, which means that companies have to fulfi ll the legal requirements), health promotion and reintegration (voluntary for the enterprises). 2. The Fulfi lment of the le gal requirements is controlled by federal institutions — the Labour Inspection. The Duties of these two Institutions are defi ned by federal law and focus mainly on technical protection, working conditions and which is new since 2015 on mental workloads. Health promotion is regulated by diff erent kinds of legal sources at the federal level. Concerning workplace health promotion the two biggest and most important stakeholders are the Network of Workplace Health promotion which is mostly driven by health insurance and the Funds healthy Austria.In Austria exists the national Program “Fit2work”, which is responsible for reintegration at workplaces. Th is National Program is fi nanced by Accident Insurance, Health Insurance, Pension Insurance, Employment Service, unemployment insurance, Ministry of Social and Labour and off ers services for individuals and companies.Also, the key element of the network is the quality-assurance-system, which is well accepted and established in Austria. However modern companies need integrated services that would combine workplace health promotion with employee protection and occupational integration management. These three fields have different legal bases in Austria and are implemented by diff erent institutions now, which is why there is a need for additional collaborations and networks.
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Madden, Seonad K., Helen Skouteris, Cate Bailey, Andrew P. Hills, Kiran D. K. Ahuja, and Briony Hill. "Women in the Workplace: Promoting Healthy Lifestyles and Mitigating Weight Gain during the Preconception, Pregnancy, and Postpartum Periods." International Journal of Environmental Research and Public Health 17, no. 3 (January 28, 2020): 821. http://dx.doi.org/10.3390/ijerph17030821.

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Overweight and obesity before, during, and after pregnancy are associated with adverse outcomes for mothers and their offspring. Workplaces have been identified as important settings for improving health and wellbeing. However, the value of workplace interventions for women across the reproductive life stages has yet to be realized. This paper aims to explore the potential of workplaces to facilitate healthy lifestyle behaviors, prevent further weight gain, and devise tailored interventions for working women, specifically during the preconception, pregnancy, and postpartum periods. Workplaces can be used to engage women, including preconception women, who are detached from clinical settings. Potential benefits of workplace health promotion for women and employers include improved employee wellbeing, productivity, and corporate competitiveness. However, workplaces also need to overcome implementation barriers such as activity scheduling and availability. A systems approach may address these barriers. Consequently, designing and implementing workplace health promotion interventions to meet the specific needs of working women of reproductive age will necessitate collaboration with a range of key stakeholders across all stages of intervention design. Given that these women make up a considerable proportion of the workforce, workplaces can help optimize the health status of employees and prevent excess weight gain during the preconception, pregnancy, and postpartum periods.
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Macy, Gretchen, Jacqueline Basham, Cecilia Watkins, and Vijay Golla. "Workplace Health in Kentucky: A Statewide Comparison." International Journal of Environmental Research and Public Health 18, no. 10 (May 20, 2021): 5473. http://dx.doi.org/10.3390/ijerph18105473.

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The objectives of this study were to assess the state of Kentucky’s workplace health promotion and occupational safety and health programs, to ensure the ability to comprehend any possible trends over the past six years in the state’s progress in offering workplace health promotion and health protection programs, to compare the results of this survey with the 2013 Kentucky state-wide assessment, and to identify gaps in Kentucky’s workplace health promotion and occupational safety and health based on Total Worker Health® (TWH) concepts. Using Qualtrics research software, the Workplace Health in America assessment was sent to companies located in Kentucky and having 10 or more employees. Participants were identified using Dun and Bradstreet’s Hoover’s database. The results showed that, as with the 2013 survey, larger workplaces significantly were more likely to offer workplace health promotion programs than smaller companies (X2 = 24.30; p < 0.001). However, more companies (78%) reported offering programs compared to the 2013 assessment (49%). Given the results of the current study as compared to the statewide assessment conducted in 2013, Kentucky’s WHP is moving in a positive direction; yet, there is still much to be done. There remains a strong need to provide cost-effective and accessible resources for all elements of TWH to small workplaces.
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DeJoy, David M., and Mark G. Wilson. "Organizational Health Promotion: Broadening the Horizon of Workplace Health Promotion." American Journal of Health Promotion 17, no. 5 (May 2003): 337–41. http://dx.doi.org/10.4278/0890-1171-17.5.337.

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This article argues that efforts to improve the health and well-being of the workforce should begin with the organization itself. The term organizational health promotion is introduced to expand the scope of worksite health promotion. Organizational health promotion delves into the basic structural and organizational fabric of the enterprise—to how work is organized. The core themes of healthy work organization are introduced, and the status of our ability to identify organizational risk factors is discussed. A conceptual model of healthy work organization is presented, along with a process for expanding the health promotive capacity of the organization. The final section addresses challenges related to adopting an organizational health promotion perspective.
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Cox, Tom. "Workplace health promotion." Work & Stress 11, no. 1 (January 1997): 1–5. http://dx.doi.org/10.1080/02678379708256817.

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Rongen, Anne, Suzan J. W. Robroek, Frank J. van Lenthe, and Alex Burdorf. "Workplace Health Promotion." American Journal of Preventive Medicine 44, no. 4 (April 2013): 406–15. http://dx.doi.org/10.1016/j.amepre.2012.12.007.

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Dissertations / Theses on the topic "Workplace heatlh promotion"

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Nilsson, Marie. "Salutogenetic resources in the everyday lives of teachers : promoting workplace learning and well-being." Doctoral thesis, Högskolan Kristianstad, Avdelningen för Oral hälsa och folkhälsovetenskap, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-16712.

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The aim of this thesis was to explore salutogenic resources in the everyday lives of teachers, and toinvestigate how an intervention of collegial reflection influences their work-related learning and their being.The thesis includes two parts, a needs assessment and an intervention, performed between 2009 and2016. Both qualitative and quantitative approaches have been used in the process of the thesis. Methods used for data generation have been multistage focus groups interviews, individual interviews, questionnaire, open mail questions, and digital recordings of the reflection meetings. Four different methods have been used For the analyses: content analysis, hermeneutic analysis, multiple linear regression, and thematic analysis. The findings indicate that the caring relationships with pupils, but also colleagues, were important for the teachers’ finding meaning in their work. The caring relationships and the sense of meaningfulness were important resources for the teachers well-being. Collegial reflection was a health promoting resource in that it contributed with social support from colleagues, a sense of belonging, a consensus regarding shool issues, and recovery. This recovery occurred while the teachers were having their collegial reflection, indicating that they still felt recovered even though they were reflecting on work-related issues. The thesis also indicates that teachers’ experiences of time pressure at work was the variable with the strongest associaton to their experience of work-life balance. The integration of work and private lives is an important part of being a teacher. Certain aspects of work was considered as positive and salutogenic when integrated with their private lives, such as the creative aspect of teaching. However, other aspects, such as ruminating over abused pupils, were affecting their well-being in a detrimental way when integrated in their private lives. In a time when much focus is put on teachers’ increasing workload, documentation and psychosocial risks, it is important to pay more attention to the salutogenic and the enhancing aspects of  teacher's work. By doing that, teachers’ well-being may be enhanced, as well as supporting teacher retention.
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Dugdill, Lindsey. "Understanding workplace health promotion." Thesis, Liverpool John Moores University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.495067.

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Yarashuk, Elvira. "Health promotion at the workplace : Promoting health by embracing the concept of corporate social responsibility." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-28298.

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The main issues, which arise in that research project, are connected with health dimensions. There are emphasised points, which contribute to the employees’ health and well-being, solutions, which organisations implement to prevent workers from diseases and illnesses, to track their current condition of body and mind and generally to improve their overall health situation. From the very beginning the main stress was supposed to lie on physical activity promotion being an integral part of health promotion at the workplace but the obtained information from the conducted interviews verified that idea. The research also touches other variables contributing to the employees’ health and cons tituting the idea of health promotion at the workplace, namely health profiles and Corporate Social Responsibility. It is argued who may benefit from workplace physical activities and to which extent such programs may succeed. Interviews showed double points of views according to the necessity to encourage employees to train within the organization. Basis for the discussion of the topic were interviews gained from the interaction with the staff of the organization Xylem located in Sweden in Emmaboda, a world leader in water solutions. The chosen methodology based on the case study appeared to be the most relevant to explore health issues thanks to the clear empirical example. The company was distinguished because of the sport and rehabilitation centre, which it had in its possession and which seemed to make Xylem be different from the competitors and gave advantages for the employees in the form of additional benefits causing going in for sport at the company’s expense. The results of the research indicate that health promotion at the workplace may be viewed as a part of Corporate Social Responsibility. The evidences for IV that perspective are presented with a proper motivation mostly in the conclusion part. The research intended to show to the readers to what extent health promotion at the workplace incorporating physical activities, health profiles and CSR is important, how it is regarded and how much attention, time and efforts is and should be devoted to deal with that dimension in a proper way.
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Jackson, Christine A. "Health promotion in the workplace : a strategic approach to health promotion in the workplace; the process captured." Thesis, University of Southampton, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.239363.

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Björklund, Erika. "Constituting the healthy employee? : Governing gendered subjects in workplace health promotion." Doctoral thesis, Umeå universitet, Pedagogik, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1953.

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With a post-structural approach and an analytical focus on processes of governmentality and biopower, this study is concerned with how discourses of health are contextualized in educational practice and interaction between educators and participants in workplace health promotion (WHP) interventions. Of concern are issues of the discursive production, regulation and representation of power, knowledge and subjects as gendered beings in workplace health promotion interventions. The methods for generating data are participant observation, interviews and gathering of documentation pertaining to four different workplace health promotion nterventions. Based on these data, the thesis offers an analysis of the health discourses drawn on in the interventions and the technologies of power and of the self by which the participants are governed and invited to govern themselves in the name of health. It also asks what practices and positions that thus come to be made available or not to the participants. Two health discourses are identified: the biomedical discourse and the wellness discourse. Both discourses are drawn on in all four studied interventions, the biomedical discourse being the dominating discourse drawn on. The biomedical discourse is informed by scientific ‘facts’ and statistics and is underpinned by a notion of risk. The wellness discourse is informed by an understanding of health as a subjective embodied experience and is underpinned by a notion of pleasure. Drawing on these discourses, the responsibility for health is placed with the participants and the healthy participant/employee is constituted as a rationally motivated risk-avoider and disciplined pleasure seeker who is both willing and able to actively make ‘good’ choices regarding their lifestyle. Furthermore, and informed by essentialist and heteronormative ideas about gender, the ideal healthy person is modelled on a male norm, representing women as the deviant Other.
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McLaren, Judith M. "Promoting health in the workplace." Thesis, University of Aberdeen, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.362279.

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The workplace has been accepted by health professionals and planners as a 'setting' for health promotion. With a paucity of information about health promoting action in the Scottish workplace, this study sought to identify information which would assist health promoters to develop this area of work. Two inter-related investigations were directed to the Ultimate Decision Makers in a range of Scottish business: first, a postal survey to identify the nature and occurrence of health promotion; and second, a series of interviews to explore those factors which encourage and/or deter action in a selection of high and low health promoting businesses. The study showed that whilst there are health promoting actions occurring, they are predominantly mechanistic in nature - to conform to laws, solve a problem or avoid litigation. Beyond these influences, the nature and extent to which health is promoted is very dependent on the personal characteristics of the ultimate decision maker, and to a lesser degree, a variety of other key decision makers. The decision makers' concepts of health and its promotion rarely coincided with those of the health professionals in that action was more likely to be based on coping with the absence of health rather than its enhancement. The business in the study lacked staff with knowledge and skills concerning health promotion and the methods used by professionals to make contact with workplace personnel did not appear to coincide with the way businesses are organised. Moreover changes in the Business world are enabling employers to exploit the 'healthy worker' effect AND avoid long term responsibility for employees. Thus the motivation to promote the health of the workforce is reduced. As a consequence, the factors which made the workplace attractive to health professionals as a 'setting' for health promotion may be disappearing.
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Larsson, Robert. "Managing workplace health promotion in municipal organizations." Doctoral thesis, Mälardalens högskola, Hälsa och välfärd, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-27245.

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The workplace is a suitable setting for health promotion, not least due to the amount of time employees spend at work. Previous research indicates large variations in employers' handling of workplace health promotion (WHP) efforts. However, more empirical knowledge of how WHP is handled in public sector organizations is needed. The overall aim of the thesis was to explore how WHP is managed and implemented in municipal organizations. The thesis draws on health promotion as the point of departure, further accompanied with concepts related to organizational change and implementation research. The thesis is based on three studies using different empirical materials. Both quantitative and qualitative research designs were used. In the first study, questionnaires were sent to both top managers and employees in a nationwide random sample of 60 of the 290 municipal social care organizations in Sweden. Data were analysed at the organizational level, linking WHP measures provided by the employer to employee health. In the second study, interviews concerning the management of WHP were carried out with senior managers representing various departments in two municipalities. The third study analysed the implementation of a health-promoting leadership programme, and the interviews made, concerned the experiences of line and middle managers participating in the programme. The results show that the provision of individual- and organizational-directed WHP measures was associated to employee health at the organizational level. Furthermore, the senior managers described WHP management as components contributing to the organization's capacity for WHP. However, they mainly described WHP as providing healthy lifestyle activities, and mapping working conditions and employee health. In the study analysing the implementation of the leadership programme, line and middle managers described employee involvement as an enabling factor, whereas high workload and lack of senior management support were barriers described. Recurrent organizational changes and other politically-initiated projects and routines were also pointed out as competing events in the implementation process. From this thesis, it can be concluded that WHP management is dominated by measures directed towards the individual employee and needs to include more of psychosocial and organizational measures. Finally, the varied organizational conditions for municipal managers as well as the support from senior management and human resources staff needs to be considered and ensured as part of an active and continuous WHP practice.
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Midha, A. D. "Contradictions in health promotion and workplace health promotion with particular reference to Wales." Thesis, Swansea University, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.638190.

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This thesis examines contradictions in health promotion and workplace health promotion with a particular emphasis on the situation in Wales. The practice of health promotion has become bound up with the ideological bias towards the responsibility of the individual prevalent in current political thinking. This is at the expense of considering the social, cultural, and economic context within which individuals find themselves. This whole approach encourages health to be considered as a commodity which can be purchased by individuals who become consumers of health. Workplace health promotion is practised in a narrow fashion through education and regulation or restriction of lifestyles through workplace policies. A comprehensive approach to promoting employee health must also consider organisational factors which impact on employee health. The thesis contrasts the prevailing economic rationale for workplace health promotion, with a deeper sociological rationale in terms of health promotion acting as a management control strategy. In terms of this sociological rationale, it analyses whether employers focus on employee health in negative terms of exploiting the employee, or in positive terms of seeking to harness the potential of the employee. The widespread application of workplace health promotion in the United Kingdom - where the responsibility for health is placed with the employee - sees labour as being treated as a commodity to be exploited similar to the other factors of production, land and capital. It is argued that it is only when an organisation adopts an holistic approach to workplace health promotion that labour's innate qualities of having a potential which can be harnessed is acknowledged. The feminisation of the workforce is used as an example of how labour has come to be treated as a commodity as opposed to developing its innate potential. It concludes with original case studies which explore the above issues placing them within the context of two particular organisations.
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Törnhult, Therese. "Kommunanställdas uppfattning om och nyttjande av kommunens friskvårdsinsatser." Thesis, Högskolan i Gävle, Avdelningen för arbets- och folkhälsovetenskap, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-11530.

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The personnel policy program for the employees in studied municipality includes guidelines for the working environment, saying that health promoting activities is offered to all employees.                              Objective: To investigate how these activities were used and how the staff perceived the activities offered. The aim was also to find out how well the information about current health promotion efforts reached the staff.Method: A qualitative approach was used in the form of interviews. The sample consisted of municipal employees from seven different work sites.  A total of 12 women aged 32-52 years participated. The interviews were recorded and a hermeneutic theory was used to interpret the results.Results: The results showed that most informants used some form of fitness activity. In most cases health care-time was used for anything from walking to organized workouts. The great barrier was lack of information and lack of trained and dedicated health motivators. In several cases, informants had no knowledge about what a health motivator is supposed to do. The informants own suggestions for health promotion interventions included stress management and foot care.Conclusion: The survey showed that respondents were poorly informed about which wellness activities the municipality offered. The result could also be interpreted as a communication gap between the local authority, health motivators and the employees. A request for group activities was detected.
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Guilfoyle, Geraldine Awne. "A process model for planning workplace health promotion." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1995. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/mq23325.pdf.

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Books on the topic "Workplace heatlh promotion"

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MacDonald, Wendy. Health promotion in the workplace. [Toronto]: Ontario Legislative Library, 1989.

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McRae, Jean A. Promoting workplace mental health. Washington D.C: Institute for Urban Afairs and Research, Howard University, 1990.

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Hanson, Anders. Workplace health promotion: A salutogenic approach. Bloomington, IN: AuthorHouse, 2007.

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McCune, Patricia. Workplace health promotion: A case study. [s.l: The Author], 1998.

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Design of workplace health promotion programs. 3rd ed. Rochester Hill, MI: American Journal of Health Promotion, 1992.

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Wynne, Richard. Workplace health promotion - specification for training. Shankill: European Foundation for the Improvement of Living and Working Conditions, 1994.

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O'Donnell, Michael P. Design of workplace health promotion programs. 2nd ed. Birmingham, Mich: American Journal of Health Promotion, 1988.

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Global perspectives in workplace health promotion. Sudbury, MA: Jones & Bartlett Learning, 2012.

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Promoting health in the workplace. Chur, Switzerland: Harwood Academic Publishers, 1991.

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Worksite health promotion. 3rd ed. Champaign, IL: Human Kinetics, 2011.

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Book chapters on the topic "Workplace heatlh promotion"

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Hodgins, Margaret, Paul Fleming, and John Griffiths. "Workplace Health Promotion." In Promoting Health and Well-Being in the Workplace, 19–39. London: Macmillan Education UK, 2017. http://dx.doi.org/10.1057/978-1-137-37543-8_2.

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DeJoy, David M., Mari-Amanda Dyal, and Todd D. Smith. "Workplace health promotion." In Violence and Abuse In and Around Organisations, 353–74. 1 Edition. | New York: Routledge, 2018. | Series: Psychological and behavioural aspects of risk: Routledge, 2018. http://dx.doi.org/10.4324/9781315194868-17.

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Bamford, Margaret. "Health promotion in the workplace." In Health promotion, 300–317. London: Macmillan Education UK, 1995. http://dx.doi.org/10.1007/978-1-349-12971-3_17.

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Daykin, Norma. "Overview of Health Promotion in the Workplace." In Health Promotion, 201–10. London: Macmillan Education UK, 2001. http://dx.doi.org/10.1007/978-1-137-11320-7_18.

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Sanders, Diana, and Sally Crowe. "Overview of health promotion in the workplace." In Health Promotion, 199–211. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24580-2_19.

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Tones, Keith, Sylvia Tilford, and Yvonne Keeley Robinson. "Health Promotion in the Workplace." In Health Education, 212–34. Boston, MA: Springer US, 1990. http://dx.doi.org/10.1007/978-1-4899-3230-3_7.

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Law, Vincent. "Health-Promoting Workplaces." In Primary Care Revisited, 115–33. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-2521-6_8.

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Molloy, Jane. "Health promotion in the workplace." In Work and Health, 131–64. Boston, MA: Springer US, 1995. http://dx.doi.org/10.1007/978-1-4899-4423-8_6.

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Lee, Kang Sook. "Workplace Health Promotion in Korea." In Asian Perspectives and Evidence on Health Promotion and Education, 241–52. Tokyo: Springer Japan, 2011. http://dx.doi.org/10.1007/978-4-431-53889-9_23.

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Barry, Margaret M. "Promoting Mentally Healthy Workplaces." In Implementing Mental Health Promotion, 389–427. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-23455-3_12.

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Conference papers on the topic "Workplace heatlh promotion"

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Ilvesmaki, Antti. "Drivers and Challenges of Personal Health Systems in Workplace Health Promotion." In 2007 29th Annual International Conference of the IEEE Engineering in Medicine and Biology Society. IEEE, 2007. http://dx.doi.org/10.1109/iembs.2007.4353685.

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Fukuda, Hiroshi, Fumiko Kitajima, Yuka Sakamoto, Kayo Suwa, Akiko Fujiwara, and Rie Morita. "1444 Health literacy in japanese workplace (2nd report): impact of workplace health promotion, lessons learned from the practice." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.486.

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Edwards, Joanna, Darryl Forsyth, and Margot Edwards. "Understanding the variables associated with participation in workplace health promotion programs." In Annual International Conference on Human Resource Management and Professional Development in the Digital Age. Global Science & Technology Forum (GSTF), 2011. http://dx.doi.org/10.5176/2251-2349_hrmpd47.

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Hermosilla Colmenares, Ovidio Roberto, and Zamarí Anabella López Hurtado. "1094 Transfórmate: workplace health promotion and wellness program at grupo progreso." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.263.

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O'Hara, Lily, and Jane Taylo. "The Impact of the Red Lotus Critical Health Promotion Model on Graduates’ Health Promotion Practice." In Qatar University Annual Research Forum & Exhibition. Qatar University Press, 2020. http://dx.doi.org/10.29117/quarfe.2020.0110.

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Abstract:
The Red Lotus Critical Health Promotion Model (RLCHPM) is used in health promotion teaching, research and practice in multiple countries. The model is designed to support critical health promotion as a public health practice, and responds to calls to move practice away from biomedical-behavioural approaches to health promotion. The RLCHPM includes of a system of values and principles for critical practice including health equity, holistic health paradigm, strengths-based salutogenic approaches, socioecological science, non-maleficence, and empowering engagement processes. The objective of this study was to investigate the impact of the RLCHPM on the practice of graduates from health promotion programs from a university in Australia. Methods: We conducted a mixed methods study involving an online survey of graduates from 2008 to 2016, followed by semi-structured interviews with a subset of self-nominated respondents. We used descriptive analyses for survey data and thematic analysis for interview data. Results: There was a total of 95 respondents (49% response rate) and 10 of these were interviewed. Participants felt knowledgeable about the model, and confident about their ability to use it. The model was understandable, easy to use, and important, relevant and useful in practice. More than half felt that the model had an impact on their health promotion practice, however less than a quarter felt that the model had an impact on institutional policies in their workplace. Interview data revealed the need for a step-by-step guide for implementing the model in multiple sectors, access to ongoing support for model implementation, and clearer links to other relevant models. Conclusions: The RLCHPM is well understood and considered to be important, relevant and useful to the practice of graduates. The study has implications for the use of the model in health promotion degree programs, and in professional development programs for health promotion practitioners.
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Emerson, Sophie, Ciara Heavin, and Daniel J. Power. "Workplace Health Promotion: Effects of an mHealth Application on Employee Behaviour and Wellness." In Hawaii International Conference on System Sciences. Hawaii International Conference on System Sciences, 2020. http://dx.doi.org/10.24251/hicss.2020.419.

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Cisse, Cheikh AKA. "604 Annual check-up: a relevant tool for worker’s wellbeing and workplace health promotion." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1111.

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Luby, John, and Emad Al-Jahdaly. "An Integrated Approach to Healthcare and Health Promotion in Both the Workplace and the Community." In SPE Asia Pacific Health, Safety and Environment Conference and Exhibition. Society of Petroleum Engineers, 2005. http://dx.doi.org/10.2118/94694-ms.

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Leka, S., and A. Jain. "1676a Policy developments on the management of psychosocial risks and the promotion of mental health in the workplace in europe." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1685.

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Angelika, Bashkireva. "1140 Accelerated ageing prevention and work ability promotion by use of the innovative gerontotechnology «age-friendly workplaces»." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.118.

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Reports on the topic "Workplace heatlh promotion"

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Kumar, Satish, and William J. Fisk. The role of emerging energy-efficient technology in promoting workplace productivity and health: Final report. Office of Scientific and Technical Information (OSTI), February 2002. http://dx.doi.org/10.2172/795973.

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National Institute for Occupational Safety and Health: promoting productive workplaces through safety and health research. U.S. Department of Health and Human Services, Public Health Service, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, March 2017. http://dx.doi.org/10.26616/nioshpub2017132.

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Current intelligence bulletin 67: promoting health and preventing disease and injury through workplace tobacco policies. U.S. Department of Health and Human Services, Public Health Service, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, April 2015. http://dx.doi.org/10.26616/nioshpub2015113.

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