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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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Moore, Ann Bernadette. "Managers' understanding of workplace health promotion and experiences of workplace health promotion activity within small and medium sized enterprises in Northern Ireland." Thesis, University of Ulster, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.443562.
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Nilsson, Petra. "Enhance your workplace! : a dialogue tool for workplace health promotion with salutogenic approach." Doctoral thesis, Högskolan Kristianstad, Forskningsmiljön Människa - Hälsa - Samhälle (MHS), 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-7484.
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The aim of this thesis was to develop and make a quality assessment of a tool, which includes a questionnaire and a dialogue process that could be useful for workplace health promotion from a salutogenic point of view. The studies have been performed within two health care organizations between 2005 and 2009, together with hospital staff. Two questionnaire studies were conducted (n=446 n=505, respectively). A focus group interview study was performed (n=78), and meetings were held in an action research process for applying a questionnaire process at two wards (n=69). The result shows a development process for a multi-dimensional questionnaire, the Work Experience Measurement Scale (WEMS), which can be used to measure work experiences from a salutogenic perspective. WEMS was shown to be a functional workplace health promotion questionnaire with the ability to discriminate between groups. Its psychometric properties support its applicability in health care settings and offer a possibility to measure trends over time regarding employees´ work experiences. A dialogue structure for progress in the questionnaire process is presented. It describes what to precede and how to proceed through a workplace questionnaire process to foster applicability, meaningfulness, and sustainability. Through WEMS, the outcome of work-related Specific Enhancing Resources (SER) may be highlighted and strengthened in workplace activities. When used as a dialogue tool in a continuous questionnaire process, WEMS has the potential of being a useful assessment tool in workplace health promotion. Such a dialogue tool is useful in discussions and tangible for the work of enhancing positive human capabilities and resources (SER) that improve work performance.
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Fleming, Paul. "The health promoting workplace : a reflective perspective." Thesis, Ulster University, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.487434.
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Work is a key determinant of health. The health promoting workplace is therefore a setting which seeks to produce optimal health status for the workforce through provision of an environment and culture supportive of individual and collective health and of the making of healthful life choices. To enable health promotion planners to engage in critical reflection and thus improve planning practice in the health promoting workplace, a theoretical construct - The Conceptual Typology for Reflective Practice in Health Promotion Planning - has been developed.
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Ward, Pamela Rose. "The development of health promotion program guides for the workplace." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0034/MQ47488.pdf.
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Marara, Praise. "Workplace health promotion at Rhodes University: harmful use of alcohol." Thesis, Rhodes University, 2019. http://hdl.handle.net/10962/67444.
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Background: Non-communicable diseases (NCDs) are responsible for 38 million deaths annually, which translates to 68% of global deaths every year. Incidence and prevalence of NCDs are increasing rapidly and the poor bear a disproportionate burden. The increase in NCDs has been primarily due to a proliferation of modifiable risk factors, such as unhealthy diet, physical inactivity, tobacco use, and excessive alcohol consumption. Substance abuse, mainly of alcohol, is a common cause of health problems in almost all countries across the globe. Alcohol abuse is a major contributor to the global burden of diseases and accounts for 3.3 million deaths, approximately 5.9% of all global deaths, annually. Alcohol misuse is the fifth leading risk factor for premature death and disability and is the top risk factor among people between 15 and 49 years of age. The rise of harmful use of alcohol in South Africa contributes to the disease burden faced by the country, with alcohol-related disorders making up 44.6% of all alcohol-attributable disabilities. Strategies to reduce harmful use of alcohol include national policies and educational interventions including health promotion. Health promotion is a common practice in the prevention of NCDs, but workplace health promotion has not yet been well established in many workplaces. Identification of past workplace initiatives and exploring their facilitating and limiting factors is thus important to consider when planning future initiatives. Raising awareness on harmful use of alcohol through workplace health promotion projects can help to prevent and reduce alcohol-related problems. For these health promotion activities to succeed, they need to be developed with consideration of factors such as the environment, culture, and socio-economic standing of the intended target population. Method: This study, conducted at Rhodes University, followed a mixed methods research approach and consisted of two phases. The first phase of the current study was a needs assessment and involved working with the key stakeholders. Using the Community Based Participatory Research approach and the Centres for Disease Control and prevention workplace health model to guide the research, five semi-structured interviews were conducted with key stakeholders to identify factors affecting workplace health promotion, and their opinions on how to improve these initiatives were sought. The participants were asked to identify areas on which the intended intervention should focus, as well as to identify their preferred means of communicating health messages. During this phase, a group of peer educators who volunteered their involvement in the health promotion project focusing on harmful use of alcohol was also identified. The second phase of this project aimed to address concerns raised in the first phase through a health promotion initiative for support staff that focuses on the prevention of NCDs diseases through reducing alcohol related harm. During the educational health promotion phase of the study, three health information leaflets based on harmful use of alcohol were designed. These leaflets went through a series of evaluations by the researchers’ peers, support staff during a pilot study, peer educators and other health professionals to assess content validity, context specificity, and cultural appropriateness for the target group. The health information leaflets were then used as written materials in the educational intervention of the project and were also used to design a poster. Through participatory involvement, a facilitator’s manual on harmful use of alcohol was developed, which was used during the workshops in the implementation phase of the research. The facilitator’s manual was modified based on provided feedback on improving the content of the facilitator’s manual. The readability of the manual was also performed to make it suitable for the end users. The peer educators were also trained through workshops to enable them to promote and raise awareness on harmful use of alcohol to others in the workplace. Workshops were participatory in nature and were also equipped with the completed health information leaflets to distribute to their peers and to use as reference sources of information when needed. Results: Participants in the semi-structured interviews reported that some health promotion initiatives have previously been attempted and advertised to support staff, but there was poor participant participation. Peer educators reported that these initiatives were not communicated to them and venues and work commitments sometimes were barriers to participation in these projects. The peer educators suggested incentivising initiatives for better participation. Another key suggestion was to inform and to include their managers and supervisors in these initiatives so they are permitted to take time off work. Health education material like posters or leaflets were also proposed as modes of delivering health information. During the design of the material to be used for this project’s intended intervention, the health information leaflets were deemed readable, suitable, actionable, context-specific, and culturally appropriate. Workshops conducted during Phase 2 of the study proved to be valuable in training peer educators. Peer educators also deemed the workshops useful, and reported their readiness to be agents of change in the workplace. Conclusions: Based on the input of key stakeholders and peer educators, there is currently no health promotion policy at Rhodes University, especially with respect to NCDs health promotion policies and protocols for NCDs. Health promotion initiatives, especially for support staff, that address NCDs have previously been attempted at the university but were not successful. Factors affecting workplace health promotion were identified. Knowledge of these factors was useful when implementing the health promotion project on harmful use of alcohol. The health leaflets were deemed suitable for use by the target population. Peer educators who went through the workshops and were provided with the facilitators’ manuals concluded that the sessions were useful in their continued participation in the health promotion project. Continued involvement of the Wellness Office and peer educators can assist in ensuring the sustainability of this workplace health initiative.
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Kenney, Lauren Elizabeth. "Workplace Health Promotion Programs and Perceptions of Employee Body Image." Xavier University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1473715377719152.
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Fromhold, Chris. "The Effect of Workplace Health Promotion Programs on Organizational Attraction." Xavier University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1473889104265704.
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Chigumete, Tinatsei Gabriella. "Workplace health promotion: a case of Rhodes University support staff." Thesis, Rhodes University, 2017. http://hdl.handle.net/10962/44509.
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Background: Non-communicable diseases are rapidly advancing as leading causes of morbidity and mortality across social classes, exerting pressure on existing financial, organizational, and human resources. Health promotion is a common practice in the prevention of noncommunicable diseases, but workplace health promotion has not yet been well established in many workplaces. Identification of past workplace initiatives and exploring their facilitating and limiting factors is thus important to take into consideration when planning future initiatives. Well-informed and guided workplace health promotion initiatives are essential to improve the general health of staff, and these also need to take the broader cultural, socioeconomic, and environmental factors influencing non-communicable diseases in the target population into account. This two-phase study was conducted at Rhodes University. A needs assessment was conducted to identify current policies and practices of workplace health promotion and to identify any shortcomings of the initiatives that have previously been attempted to raise awareness of non-communicable diseases at Rhodes University. The second phase of this project aimed to address concerns raised in the first phase through a health promotion initiative for support staff that focuses on the prevention of noncommunicable diseases through heart healthy diets and physical activity. Method: The first phase of the current study involved working with the support staff and key stakeholders. Using the participatory action research approach and the PRECEDE-PROCEED model to guide the research, 11 semi-structured interviews with key stakeholders and 10 focus group discussions were conducted with support staff members to identify factors affecting workplace health promotion. Participant opinions on how to improve these initiatives were sought. The participants were asked to identify areas on which the intended intervention should focus, as well as to identify their preferred means of communicating health messages. During this phase, a group of support staff members who volunteered their involvement in the design and delivery of the educational intervention was also identified. They chose to go by the name, the Health Awareness Group.In an interim phase of the study, three health information leaflets informed by the results from the above activities were designed. These leaflets underwent a series of qualitative evaluations by other health professionals, a culture and African languages expert, and the Health Awareness Group, to assess content validity, context specificity, and cultural appropriateness for the target group. A series of quantitative tests for readability, suitability, and actionability was also conducted. The health information leaflets were then used as written materials in the educational intervention of the project. Members of the Health Awareness Group were also trained as peer educators through a series of workshops. This enabled them to promote and raise awareness of heart healthy diets and physical activity to others in the workplace. Workshops were participatory in nature and were guided by the Social Cognitive Theory. They were also equipped with the completed health information leaflets to distribute to their peers and to use as reference sources of information when needed. Results: Participants in the semi-structured interviews reported that some health promotion initiatives have previously been attempted and advertised to support staff, but the turnout was poor and most staff did not seem to understand the health benefits of these initiatives. The support staff, in turn, stated that most health talks were conducted in English, contained medical jargon, and that they would have preferred these initiatives either to be simplified or presented in their home language, and to display cultural sensitivity. Support staff have also reported that advertisements were too cliche to elicit their interest. They also suggested incentivising initiatives for better participation. Another key suggestion was to facilitate these initiatives in the university departments they work or other convenient venues, rather than at central venues. It was also suggested that these initiatives be part of the work calendar, as they are often 'impromptu' and, as a result, staff members did not have enough notice to take time off work. Several staff members requested 're-runs of these initiatives because one-time show cases are often inadequate'. Colourful visual representations on posters or leaflets, short plays or films were also proposed as modes of delivering health information. During the design of the material to be used for this project's intended intervention, the health information leaflets were deemed readable, suitable, actionable, context-specific, and culturally appropriate. Workshops conducted during Phase 2 of the study proved to be valuable in training peer educators. Members of the Health Awareness Group also deemed the workshops useful, and reported their readiness to be agents of change in the workplace. Conclusions: Based on the input of key stakeholders and support staff, health promotion policies and protocols for non-communicable diseases have not yet been developed. Health promotion initiatives, especially for support staff, that address non-communicable diseases have previously been attempted at the university but were not well-received. Factors affecting workplace health promotion were identified. Knowledge of these factors was useful in designing and tailoring the written educational materials and the educational intervention to the needs of the support staff and to redress the deficiencies of previous initiatives. The health leaflets were deemed appropriate for use by the target population. They addressed pertinent information needs. The health information leaflets and workshops were useful in equipping the Health Awareness Group with knowledge on heart healthy diets and promotion of physical activity. Continued the involvement of representatives from the Human Resources and Wellness offices will assist in ensuring the sustainability of this workplace health initiative.
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Zuck, Nancy Christine. "Decision latitude, self-determination, and participation in workplace health promotion programs." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape4/PQDD_0013/MQ59914.pdf.
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Nichol, Amelia Prudence. "Examining employees perceptions of workplace health & well-being promotion initiatives." Thesis, University of Canterbury. Psychology, 2015. http://hdl.handle.net/10092/10592.
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The objective of the present study was to examine the perceptions of employees who have participated in workplace health promotion (WHP) initiatives, more specifically, whether the employees perceived the WHP initiatives to have an impact on their well-being, general health or work. Furthermore, the effect of WHP initiatives on the relationship between job demands-resources and positive work outcomes, namely employee resilience, engagement, well-being and affective organisational commitment, was investigated. This study collected perceptions from 107 employees, all of whom were employed in organisations which had engaged in WHP initiatives. MultipleThe objective of the present study was to examine the perceptions of employees who have participated in workplace health promotion (WHP) initiatives, more specifically, whether the employees perceived the WHP initiatives to have an impact on their well-being, general health or work. Furthermore, the effect of WHP initiatives on the relationship between job demands-resources and positive work outcomes, namely employee resilience, engagement, well-being and affective organisational commitment, was investigated. This study collected perceptions from 107 employees, all of whom were employed in organisations which had engaged in WHP initiatives. Multiple hierarchical regression analyses were performed. Two significant interactions were found – the perception the WHP initiative had an impact on well-being and work had a moderating effect on the relationship between work overload and employee resilience. These findings have implications for organisations developing WHP initiatives targeted at improving the health and well-being. Further investigation of a wider span of perceived impacts and a more targeted examination, such as the type of WHP initiative completed, or the time that the employee spent doing the initiative is warranted. hierarchical regression analyses were performed. Two significant interactions were found – the perception the WHP initiative had an impact on well-being and work had a moderating effect on the relationship between work overload and employee resilience. These findings have implications for organisations developing WHP initiatives targeted at improving the health and well-being. Further investigation of a wider span of perceived impacts and a more targeted examination, such as the type of WHP initiative completed, or the time that the employee spent doing the initiative is warranted.
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Murphy, Carmel. "Health promotion programs and activities in small South Australian workplaces /." Title page, table of contents and abstract only, 1997. http://web4.library.adelaide.edu.au/theses/09MPM/09mpmm978.pdf.
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Duxbury, Theodore Orlando. "Collaborative health literacy development: a World Health Organization workplace health promotion approach to address tobacco use." Thesis, Rhodes University, 2019.
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Background: Non-Communicable Diseases (NCDs) are a major global public health threat and tobacco use in particular is the leading cause of preventable illness and mortality globally. Furthermore, vulnerable and socially disadvantaged people get sicker and die sooner, especially because they are at higher risk of being exposed to harmful products such as tobacco and have limited access to health services. Tobacco use also has a major impact on the workplace, adversely affecting work productivity and increasing absenteeism. Both the living and work environments, therefore, play an important role in contributing towards the NCD epidemic. Demographics, culture, behaviour change reluctance and health literacy are all factors which exacerbate tobacco prevalence in South Africa. Workplace health promotion, however, is not well established in many workplaces. This study aimed to develop, implement and evaluate the effectiveness of a culturallysensitive and contextually-appropriate collaborative workplace health promotion literacy programme on tobacco use, utilizing tailored health information leaflets and the Rhodes University peer educators support staff, guided by the World Health Organization Workplace Health Promotion Framework. Method: The research was conducted using a participatory action research approach, which involved four phases: Firstly, the Exploratory phase assessed tobacco-related health promotion policies and practices at Rhodes University; and established facilitating and constraining factors related to tobacco use. Secondly, the Educational health promotion phase involved designing and testing a health promotion educational intervention to address tobacco use related challenges, which took the form of culturally sensitive and appropriate health information leaflets to be used as an educational intervention Thirdly, in the Implementation phase health promotion training workshops were conducted with volunteering Rhodes University Peer Educators. Finally, an Evaluation phase involved evaluating the tobacco health promotion programme presented to the Rhodes University Peer Educators through a focus group discussion; and evaluating Peer Educator recall on the tobacco related health information discussed during the training workshops through a post-post intervention questionnaire. Eight semi-structured interviews (SSIs) and seven focus group discussions (FGDs) were conducted with support staff, peer educators and key stakeholders to establish the need for a comprehensive workplace health promotion initiative, and to identify the facilitating and constraining factors to conducting such an initiative on tobacco use at the University. Three health information leaflets (HILs) were developed collaboratively with the Peer Educators following a series of scientific, end-user testing approaches. The HILs were tested for readability, comprehension, actionability and suitability. A four-day health promotion training programme was conducted to improve user friendliness, memory retention and recall of the HILs by the peer educators and to improve tobacco related health literacy aspects. The participants’ memory recall was evaluated using a pre- and post-, and post-post-intervention questionnaire to evaluate knowledge transfer. The study participants were also equipped with the completed HILs to distribute to their peers and to use as reference sources of information when needed in future. Results: The peer educators and institutional management supported the need for a tobacco workplace health promotion intervention. The intervention and evaluation phase of this study proved that health information material developed was readable, actionable, suitable, userfriendly, culturally sensitive and contextually appropriate. The workshops resulted in a significant increase in the participants’ tobacco related health knowledge. Through the adoption of a collaborative approach to the research, the participants felt empowered and ready to be agents of change amongst their peers in the workplace. Recommendations: The collective use of external expert reviewers, end-user testing techniques and validated computer programmes are recommended to improve the validity of health promotion research outcomes. A longitudinal study that focus on behaviour change, specifically, with health evaluation and monitoring aspects could be conducted as the next step to this study.
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Ernsting, Anna [Verfasser]. "Workplace health promotion : motivational and volitional processes of seasonal influenza vaccination behavior in the workplace / Anna Ernsting." Berlin : Freie Universität Berlin, 2012. http://d-nb.info/1026884039/34.
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Hirbod, Sam, and Cecilia Lindqvist. "Improving health promotional workplace programs : A study of HIV/AIDS workplace programs in Kenya." Thesis, Linköpings universitet, Institutionen för ekonomisk och industriell utveckling, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-72875.
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Background: HIV/AIDS is believed to be one of the largest threats to the general business climates in Sub-Saharan Africa. The private sector has, in response, taken initiatives to reduce the impact of the epidemic by developing so called HIV/AIDS workplace programmes. The programs aim to create awareness regarding HIV/AIDS through the education and treatment of the disease. We want to examine the programs and discover the factors that may inhibit their implementation and progress, this, in order to improve the stability of the HIV/AIDS workplace programs. Aim: The overall aim of this thesis is to examine and investigate HIV/AIDS workplace programs, with the purpose of disclosing the primary factors that may affect their progress. Completion and results: This thesis demonstrates that the implementation and progress of HIV/AIDS workplace programs are highly affected by leadership, management, motivation and stigma. Managers, acting as role models, increase the employees’ motivation to participate in the workplace programs. In addition, their involvement helps to ensure the stability and progress of the workplace programs. The systematization of activities and allocation of resources, such as money and time, also play a significant part, regarding employee motivation. This in turn results in a higher level of employee participation. Due to tough market conditions and lack of clarity, concerning the relation between HIV/AIDS and productivity, managers often fail to invest the necessary resources needed, to ensure the stability of the HIV/AIDS workplace program. The involvement of managers and spread of information has a significant effect on stigma, decreasing the many false beliefs prevalent due to religion and culture. Based on the findings, theoretical as well as empirical, the lack of leadership and management, decrease in motivation and HIV/AIDS-related stigma are referred to as the three main obstacles which hinder the progress of HIV/AIDS workplace programs. HIV/AIDS is one of the world’s largest health problems, around 16 million children died, in 2009, due to the illness (The World Factbook 2011). 32 million individuals are infected, of which the majority live in Sub-Saharan Africa (The World Factbook 2011). Kenya is one of the most affected countries in the world. The lack of coordination of resources has resulted in a staggering limitation, only 5 percent of the Kenyan population receives sufficient aid (United States Agency International Development 2010). With the help of the workplace programs, instituted by the companies themselves, a new channel of reaching out to those in need has been opened. In this thesis, focus is laid upon HIV/AIDS workplace programs, which aim to spread information and treat HIV/AIDS. Attention has especially been given to the factors which affect the implementation and progress of the HIV/AIDS workplace programs. The found factors, especially those which affect the workplace programs negatively, are used in order to form proposals regarding how to overcome the obstacles. The proposals are based on empirical findings and theoretical framework. These are later developed further, by the authors, in order to reach congruence with the main purpose of the thesis; to examine and investigate HIV/AIDS workplace programs, with the purpose of disclosing the primary factors that may affect their progress.
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Tran, Thi Phuong Nonglak Pancharuniti. "Health promotion practice in workplace among staff at two health educational institutes, Mahidol University at Salaya, Thailand /." Abstract, 2005. http://mulinet3.li.mahidol.ac.th/thesis/2548/cd375/4737966.pdf.
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Arneson, Hanna. "Empowerment and health promotion in working life /." Linköping : Department of Health and Society, Linköping University, 2006. http://www.bibl.liu.se/liupubl/disp/disp2006/med934s.pdf.
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Brinkley, Andrew J. "Promoting individual, organisational and group health through workplace team sport participation." Thesis, Loughborough University, 2017. https://dspace.lboro.ac.uk/2134/32138.
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Working age adults are at a high risk of inactivity, a modifiable behaviour associated with non-communicable illnesses, premature mortality, and diminished organisational health. Limited evidence has investigated the promotion of workplace team sport. This research utilised mixed methods to investigate the efficacy and feasibility of providing workplace team sport. Study one synthesised the evidence examining the efficacy of workplace team sport. Study two used interviews to understand the facilitators and obstacles influencing participation. In study three, a 12-week team sport intervention programme for the workplace, was implemented, using a quasi-experimental design, and evaluated for its impact on individual (e.g., fitness), social-group (e.g., relationships) and organisational (e.g., productivity) outcomes. The intervention was underpinned by self-determination theory. A RE-AIM process-evaluation (Study four) was conducted to assess delivery and impact. Workplace team sport participation is influenced by intrapersonal, interpersonal, organisational, environmental and societal factors. A participatory approach and needs-supportive environment may alleviate these challenges. Findings indicate participation in workplace team sport has benefits for individual, social group and organisational health. VO2 Max (+4.5 5.80 ml/kg/min), PA duration (+154.74 minutes) and communication (+3%) significantly improved over 12-weeks in the intervention group. Qualitative evidence indicates workplace team sport has benefits for employees and the organisation (e.g., behaviour change, wellbeing, relationships and productivity). Efficacy and implementation of the programme were highly successful. The adoption and maintenance of the programme were moderately successful. The reach of the programme was less successful. In conclusion, team sport is a mode of workplace PA, with a high degree of efficacy, and should be considered by employers and external stakeholders promoting health within the workplace. Future research should continue to examine the promotion of workplace team sport over the long-term.
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Contreras, Carina [Verfasser], and Dirk [Akademischer Betreuer] Hellhammer. "Neuropattern in Personalized Workplace Health Promotion - A Pilot Study / Carina Contreras ; Betreuer: Dirk Hellhammer." Trier : Universität Trier, 2018. http://d-nb.info/1197807802/34.
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Thurber, Gina C. "Supporting wellness leaders with workplace wellness initiatives in a community setting." Virtual Press, 2006. http://liblink.bsu.edu/uhtbin/catkey/1349769.
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Eighty one percent of employers offer programs that focus on wellness (Hewitt, 2005 & Collins, 2004), but most do not have the resources to hire a health professional, and less than 40% of those that implement wellness programs have training. Qualitative and quantitative data were used to identify ways health professionals can support practitioners who are implementing wellness programs.Results showed that survey respondents are involved with wellness of their personal interest (94%, N=52). Since few have had training, workshops in a community setting are a good way for implementers to discuss challenges, successes, and ideas.Recommendations from this study include facilitating more canned programs that allow for tailoring, creating networking opportunities for wellness program implementers, allowing for more time during workshops for discussion of program materials, focusing on ways to overcome barriers.Fisher Institute for Wellness and Gerontology
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Larsson, Agneta. "Identifying, describing and promoting health and work ability in a workplace context." Doctoral thesis, Luleå tekniska universitet, Hälsa och rehabilitering, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-17564.
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Det övergripande syftet med denna avhandling är att identifiera, beskriva och främja hälsa och arbetsförmåga ur ett arbetsplatsperspektiv. Tre av delarbetena är kvantitativa och en är kvalitativ. Studie I och II är baserade på samma population av anställda inom kommunal hemtjänst, vilka besvarade ett frågeformulär. Studie III omfattar anställda vid olika enheter inom kommunal service, vilka besvarade ett frågeformulär vid tre tillfällen under en 9-månaders period. Studie IV baseras på kvalitativa intervjuer med arbetsgivare inom olika branscher. Den första studien syftade till att identifiera faktorer som främjar för upplevd självtillit (eng. self-efficacy), muskuloskeletalt välbefinnande (hälsa) och arbetsförmåga hos sjukvårdbiträden respektive undersköterskor inom kommunal hemtjänst. Resultatet från multipla regressionsanalyser visade att den fysiska arbetsbelastningen och säkerhetsklimatet främjade självtilliten i båda grupperna, och för undersköterskorna hade även kön och ålder betydelse för självtilliten. Muskuloskeletalt välbefinnande hos sjukvårdsbiträden var relaterat till kön och upplevd grad av säkerhet. Främjande faktorer för arbetsförmåga hos sjukvårdsbiträden var ålder, anställningstid och säkerhetsklimat. Hos undersköterskor var kön, grad av säkerhet, självtillit och muskuloskeletalt välbefinnande främjande faktorer. Dessa skillnader bör beaktas vid planering av framtida interventioner. Hos båda professionerna kan fysisk arbetsbelastning minskas, och arbetsplatsens säkerhetsklimat och den anställdes egen självtillit stärkas. Syftet med den andra studien var att beskriva hemtjänstpersonalens upplevelse av säkerhetsklimat och arbetsförhållanden, aktiviteter för ökad säkerhet i arbetet, självtillit, hälsa och arbetsförmåga. Generellt rapporterade personalen höga fysiska belastningsnivåer och en hög frekvens av muskuloskeletala symtom. Signifikanta skillnader mellan hemtjänstgrupperna noterades avseende säkerhetsklimat, socialt stöd, inflytande över beslut, grad av säkerhet i arbetet, och grad av deltagande i arbetsplatsens säkerhetsarbete. Personalen angav ett antal faktorer som begränsade möjligheterna att utföra arbetet på ett säkert sätt. Detta betyder att hemtjänstgrupper med ’goda praktiska lösningar’ kan utgöra roll modeller för andra grupper när det gäller att utveckla fungerande lösningar i det dagliga arbetet. Arbetsgivarstöd, tydliga rutiner, intern- och extern samverkan och påverkansmöjligheter för de anställda, kan ge bättre förutsättningar att utföra arbetet med högre kvalitet och säkerhet. I den tredje studien beskrivs effekterna av två interventioner för kvinnor med muskuloskeletala symtom, anställda inom kommunal service: en ’self-efficacy utbildning’ respektive en ’ergonomisk utbildning’. Båda syftade till att stärka deltagarnas egna resurser i förhållande till sitt arbete. Båda interventionerna visade goda effekter, men på olika sätt i de båda grupperna. Den upplevda arbetsförmågan ökade i ’self-efficacy gruppen’. I den ’den ergonomiska gruppen’ ökade användningen av smärt coping strategier. Arbetsgivarnas upplevelser av hur arbetsrehabilitering kan planeras för att bli av bättre kvalitet och mer kostnadseffektiv, beskrevs i den fjärde studien. Arbetsgivarna ansåg att processen kunde förbättras genom att de arbetade utifrån ett holistiskt perspektiv, gav de sjukskrivna stöd, utvärderade deras måluppfyllelse och gav rehabiliteringsprocessen tillräckligt med tid. Proaktiva arbetsplatsinsatser och god kommunikation inom arbetsplatsen var för enligt dem förutsättningar för en lyckosam arbetsåtergång.Betygsnämnd: Docent Marianne Törner, Göteborgs universitet Docent Helené Sandmark, Mälardalens universitet Professor Håkan Alm, Luleå tekniska universitet
Godkänd; 2011; 20110826 (agnlar)
Hälsa och säkerhet i vård- och socialt servicearbete, i ett samhällsperspektiv
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Hayman, Sarah Lorraine. "The Relationship Between Health Risk and Workplace Productivity in Saudi Arabia." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3034.
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Rising worldwide rates of noncommunicable diseases (NCDs) in the Middle East, principally Saudi Arabia, have put an increasing load on the health system and employers. Middle Eastern organizations have been slow to develop targeted health programs, which include an emphasis on employee productivity. The purpose of this study was to determine the relationship, if any, between employee lifestyle and workplace productivity. Productivity is the amount of work produced based on the time and cost required to do so. The underlying theoretical foundations of this research were the socioecological health model and the human capital model. The quantitative, ex post facto design relied on secondary data from Saudi Aramco. Lifestyle data were collected from a health risk assessment including the Stanford Presenteeism Scale. Data analysis consisted of both a correlational and multiple regression analysis. Correlational results indicated that exercise, tobacco use, body mass index (BMI), and nutrition were significantly related to workplace productivity. Exercise and nutrition had a significant positive correlation with workplace productivity, while tobacco use and increasing BMI were negatively correlated with workplace productivity. Multiple regression analysis results explained 21% of the variance in the dependent variable, a sizable percentage with such a large sample. Overall, these results suggest a strong influence of health choices on productivity. Since this research was the first to explore the unique cultural context and draw attention to the increasing NCD burden, the results are notable. Implications of this research should resonate with organizational leaders in the Middle East, and provide a clear opportunity to improve organization and human performance.
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Bayer, Daniela. "Predictors of Employee Interest and Participation in Worksite Health Promotion Programs." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1957.
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Many companies in the private sector have established workplace health promotion programs (WHPP) that enhance employee health, engagement, and performance. Employee participation is voluntary and usually low, which limits the health effectiveness of WHPP. Further, the influence of implicit factors such as attitudes, health self-perceptions, or job satisfaction is not well understood. The purpose of this study was to addresses the problem of low employee participation in WHPP and to contribute to an understanding of wellness in the workplace. The theoretical framework was the theory of attitude-behavior consistency and models of expectancy-value. The research was designed as a quantitative cross-sectional study that used the Wellness Evaluation of Lifestyle instrument. Research questions examined the influence of psychosocial and demographic variables on employee participation in WHPP. The survey was administered as an online self-assessment. The questionnaire was completed by 115 members of 3 professional networking groups. The respondents were based in Silicon Valley, California, and employed for at least 1 year by a company with WHPP. Statistical analysis with an independent-samples t test, partial correlation, and standard multiple regression indicated no significant association between gender and WHPP participation and no statistically significant relationship between psychosocial variables and WHPP participation in men and women, controlling for age. Data showed statistically significant positive correlational relationships among several variables. The study contributes to the literature on health behavior in the workplace by providing a theory-based approach to analyzing personal and attitudinal variables of WHPP participation.
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Leger, Beverly Oliver. "Workplace wellness and its measurement : a systematic review of randomized controlled studies /." St. Lucia, Qld, 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17923.pdf.
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Kazi, A. "Promoting physical activity in the workplace : a stage of change approach." Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/13404.
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Regular physical activity is associated with improved physiological and psychological wellbeing, by reducing the risk of chronic illnesses such as cardiovascular disease, cancer, obesity, diabetes, osteoporosis and depression. There is a common perception that physical activity levels in the population are declining, and one of the biggest changes affecting this is occupational based activity. Since adults spend on average over 50% of their waking hours at work, work sites have the potential to be an important setting for health promotion initiatives. Cognitions and behaviours are key causal factors behind many of today s most widespread health problems and illnesses. The stage of change model has been highlighted as having intuitive appeal because it considers the dynamic nature of attitudes and behaviour change. This thesis is concerned with the application of the stage of change model to an occupational health intervention promoting physical activity. Several research studies were undertaken to explore the experiences of employees with workplace health initiatives and investigate the strategies and practices used by occupational health to promote healthy behaviours. These research studies highlighted the barriers and facilitators to successful health interventions and contributed towards the design, development and implementation of an activity promotion intervention. Additional research was also conducted to develop information materials based on the stage of change model. The stage approach was simplified and intervention materials were classified based on whether employees were thinking about making a change or not thinking about making a change to their activity levels. In order to test the materials, a twelve month intervention was implemented in ten work sites across the UK that were allocated to one of three groups. Two groups received information materials and one group received no information during the intervention period (control group). The difference between the two groups who received information was that one group received standard activity promotion information (standard group) and the second group received tailored information based on their stage of change construct (staged group). Participants in the staged intervention group demonstrated significant decreases in body mass index, fat percentage, waist circumference, blood pressure and resting heart rate following the twelve month intervention. In contrast, reductions were identified for the standard intervention group for waist circumference and diastolic blood pressure. Finally, there were no long-term significant improvements identified for the control group. However, group comparisons revealed there were no significant differences between the intervention conditions. The intervention also recorded self-reported psychological outcomes, which demonstrated variations throughout the intervention period for all groups. The potential reasons for these inconsistent outcomes are discussed. A process evaluation following the intervention demonstrated employees valued the health screenings and identified issues relating to knowledge, behaviour change and health implications that were important outputs of the intervention. Based on these findings, the research concludes there is scope to make physical activity interventions in the workplace more effective by applying the stage of change approach. Using the process of simplifying the stages and focusing on whether employees want to change their behaviours or not allows occupational health to deliver information that could be more meaningful and have a significant impact on behaviour change. By understanding employees readiness to change their activity behaviours and targeting information based on their beliefs, attitudes and intentions to change may produce significant improvements in health outcome measures compared to standard information. The results also suggest there is potential for this type of tailored intervention to be extended to other occupational health issues.
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Power, Brian. "Developing evidence-based and theory-informed recommendations for a workplace-based behaviour change intervention targeted to nurses." Thesis, University of Aberdeen, 2016. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=230608.
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Unhealthy eating and physical activity behaviours are common among nurses. As nurses spend a substantial proportion of their waking hours at work, interest in delivering interventions in the workplace to improve this populations' eating and physical activity behaviours is growing. This programme of research aimed to systematically develop evidence-based and theory-informed recommendations for a workplace intervention to change nurses' eating and physical activity behaviours. Methods: A systematic literature review of published randomised controlled trials was undertaken. Factors that behavioural theories suggest may influence nurses' eating and physical activity behaviours were identified through theoretical domains framework-informed qualitative interviews and a survey of nurses. Intervention recommendations were specified in terms of (i) intervention functions and policy categories using a Behaviour Change Wheel and (ii) theory-informed behaviour change techniques using a behaviour change technique taxonomy. Evidence related to the parameters of effectiveness for each technique was also taken into account during this intervention specification process. The selected techniques were then combined into a conceptual overview of a potential workplace intervention. Results: Data from 13 randomised controlled trials indicate workplace-based behaviour change interventions targeted to this population are effective in decreasing body weight. The evidence base is, however, limited in quantity and quality. Nurses' beliefs about important determinants of eating and physical activity behaviour change were identifed across 16 qualitative interviews and 245 survey responses and key determinants included: environmental context and resources; behavioural regulation; emotion; beliefs about consequences; knowledge and optimism. Based on this behavioural diagnosis, 24 behaviour change techniques suitable for targeting the identified determinants were chosen and combined into a potential workplace intervention. Conclusions: This thesis illustrates the utility of the Theoretical Domains Framework, the Behaviour Change Wheel and the behaviour change technique taxonomy for developing workplace intervention recommendations. The proposed recommendations address a gap in the current evidence base. Such an intervention, if implemented, has the potential to improve nurses' eating and physical activity behaviours and in turn, the health of nurses and the quality of healthcare delivery.
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Nilsson, Marlene, and Monica Olofsson. ""Alltså det funkar inte att stå stilla... ju snabbare forsen strömmar desto snabbare måste man simma" : En kvalitativ studie om organisationers hälsosatsningar." Thesis, Umeå universitet, Pedagogiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-149873.
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Studiens syfte var att granska organisationers hälsosatsningar och skapa en fördjupad förståelse för vilka motiv som ligger bakom implementeringen av specifika hälsosatsningar samt att beskriva hälsoprojektansvariges upplevelse av hälsosatsningens verkan. Studien har en kvalitativ ansats och har baserats på empiri från sex semistrukturerade telefonintervjuer. Studiens resultat visar att motiven till de olika hälsosatsningarna i stor utsträckning överensstämmer med varandra. De motiv som framkommit är att organisationerna har infört hälsosatsningar i syfte att minska sjuktalen, främja fysisk och psykisk hälsa, skapa balans mellan fritid och arbetstid, förändra beteenden och skapa trivsel på arbetsplatsen samt att bli en attraktivare arbetsgivare och minska personalomsättningen. Hälsosatsningarna har även visat sig i större utsträckning mer handla om individinriktade insatser än organisationsinriktade satsningar trots att forskning rekommenderar en kombination av dessa. Resultatet av studien har även visat att samtliga informanter delar upplevelsen av att hälsosatsningen väckt positiva känslor hos dem anställda samt att hälsosatsningarna i stor utsträckning har motsvarat deras förväntningar. Samtliga informanter uttrycker dock svårigheter med att mäta insatsernas verkan. Studien har genererat kunskap om vilka motiv som har legat bakom hälsosatsningarna, hur organisationerna arbetat med hälsosatsningarna samt hur de upplevt hälsosatsningens verkan. Denna kunskap hoppas vi kan bidra med en djupare förståelse för ämnet.
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Tesařová, Markéta. "KPMG - Podnik podporující zdraví." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-193636.
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Man sacrifices his health in order to make money. Then he sacrifices money to recuperate his health. (Dalajláma) The wealth of business depends on the health of workers. (Dr Maria Neira, Director, Department of Public Health and Environment, World Health Organization) The aim of the thesis on the topic "KPMG -- a healthy workplace" is to analyze the current state of KPMG as the Company supporting health. The thesis suggest changes to be improved in the future - and a long-term strategic plan. Using the method of analysis of the state were discussed several factors that affect the health of employees in the workplace. The author of the thesis advanced in the analysis through the "Quality Criteria for Healthy Workplace," which were created by the National Health Institute for the title of Health Promoting Enterprise. In conclusion of the thesis the author proposes a health promotion plan (Health Plan) and submits the possible path KPMG might take if it seeks to establish a clear Health Plan which could become a fixed part of the enterprise's business goals and values.
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Morrow, Heather E. M. "Corporate social performance, psychologically healthy workplaces and applicant attraction /." Halifax, N.S. : Saint Mary's University, 2009.
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Thesis (M.Sc.)--Saint Mary's University, 2009.Running head: Factors affecting applicant attraction Includes abstract. Supervisor: Victor Catano. Includes bibliographical references (leaves 41-46).
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Annett, Vikström. "Att använda sig av hälsopromotion i grupputveckling. : Strävan mot ett team." Thesis, Umeå universitet, Pedagogiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-100074.
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Detta är en fallstudie som handlar om de varierande uppfattningar som en arbetsgrupp vid en vårdavdelning har haft av ett påbörjat arbete med grupputveckling. Denna grupp gavs möjlighet för forskaren att studera under hösten 2013 och en studie av denna arbetsmetod är idag aktuell. Arbetet med grupputveckling har skett genom en modell innehållande hälsopromotion. För att ta reda på gruppens uppfattningar av denna metod genomfördes kvalitativa enskilda intervjuer med dem. Materialet har till en början inspirerats av en fenomenografisk analysmetod. Därefter förändrades valet av analysmetod till en blandad metod istället. Detta för att kunna visa en så rättvis bild som möjligt av informanternas uppfattningar. Fenomenografin är fördelaktig gällande analysen av det syfte som är formulerat, vilket är att förstå på vilka olika sätt som deltagarna har uppfattat den aktuella grupputvecklingsmetoden. Resultatet som visade sig i studien var att arbetsmetoden för grupputveckling till viss del har gett ett positivt resultat. Dock visade det sig att alla uppgifter som skulle genomföras inte ännu hade hunnit fullföljas. Detta på grund av svårigheter med att finna vikarier till en slimmad vårdavdelning. Tidsaspekten för denna studie har varit 10 veckor.
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Bringsén, Åsa, Sören Augustinsson, Ingemar H. Andersson, and Göran Ejlertsson. "Success factors for visual artists functioning as health promoters at a workplace : results from a Swedish case study." Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-5587.
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Introduction The interest in relations between arts and workplace related health has increased. The focus has mostly been on the work of arts and health from a disease perspective and to the best of our knowledge the research focusing on relation between the artists and workplace related health from a salutogenic perspective is rare. In 2007 a project called the Contemporary Artists in Contemporary Society (CACS) Scania project was implemented and evaluated. The project consisted of twelve visual artists being positioned at eight workplaces on half time for a period of six months. The idea of the project was that unprejudiced meetings between the artists and the staff could result in workplace related health promoting processes. This study will try to unravel some of the mystery of how artists’ presence can result in workplace related promotion of health. Aim The aim was to identify success factors for visual artists functioning as health promoters at a workplace. Procedure The search for success criterion started with going through the project descriptions and the evaluation reports from the CACS Scania project. This exposition led to the selection of one project that was considered a particularly successful case. Two artists had been placed at the office for management of regional development in Scania. The employees consisted mainly of civil servants and administrators. The evaluation material belonging to this particular project was studied, searching for possible explanations to the success of the project. The material consisted of digital recordings from a focus group interview with five of the participating staff, an interview with the manager, an interview with the two artists as well as stories written by the two artists throughout the project and finally the project description as well as the folder that the two artists produced as a summary of the project. The analysis of the material was influenced by qualitative content analysis and three categories of success factors were found. Results The experience of the participating staff The result showed that the staff mainly had had positive project related experiences. The staffs’ experiences could be linked to the salutogenic factors comprehensibility, manageability and meaningfulness. The various project related activities were found to be meaningful and the different activities were considered a pleasant reflective break from an everyday routine based and hectic practice. Some of the staff reported having problems managing the openness and indistinctiveness of the project, but the frequent communication with the artists, as well as support from the manager made the indistinctiveness manageable. The presence of the artists and the different project related activities were often found to be amusing, with adherent facilitation of wellbeing among the staff. At other occasions the presence of the artists could be considered disturbing. The artists brought new perspectives into the workplace that sometimes challenged the staffs’ customary way of thinking and acting, opening up possibilities for creativity and reflective processes of work related learning. It seemed as if the positive health related experiences of the staff relied on communication and mutual construction of intellectual fellowship and project related meaning (intersubjectivity). A framework for the work of the artists Four criteria were considered a useful framework for a description of the artists successful work at the workplace. 1. Presence - The artists were often present at the workplace. 2. Inspiration – The artists were inspired by the workplace. 3. Activity - The artists were constantly presenting things and activated the staff through out the project 4. Communication – The artists communicated with the staff during the development, implementation and completion process of the project. Organisational climate It seemed as if the organisational climate was suitable for using artists as health promoters. The staff and the manager were for instance describing them as willing to try new and innovative strategies for the development of their work in general and their work related health in particular. Conclusion To conclude there is a health promoting potential when involving artists as health promoters at a workplace. For this potential to be realised we found three categories of success factors. The experience of the participating staff were considered important since positive experiences, with adherent positive feelings, form the base for psychological and biological processes that generally have a positive impact on health. These experiences are on the other hand dependent on other facilitating factors, that here can be linked to for instance the artists as well as the organisational climate.
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Gadde, Divya. "Assessment of Ergonomics in Indian Dental Practice: A Workplace Analysis." TopSCHOLAR®, 2018. https://digitalcommons.wku.edu/theses/2332.
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Dental practice requires unique working conditions such as prolonged working hours, strained body postures and laborious, high finesse dental techniques. However, it can be more efficiently performed by the application of ergonomics, rather than physically forcing the worker's body to fit the job. Posture is highly influenced by factors such as inadequate working level, incorrect patient positioning, and poor visual comfort. In order to eliminate musculoskeletal disorders it is necessary to control these and other factors, and design the human work environment to be more ergonomic. The aim of this study was to assess ergonomics within Indian dental practice and elucidate factors that prevented application of ergonomics.
An observational study was conducted among 58 Indian dentists, both from a private dental hospital and clinics. A questionnaire that consisted of 37 open-ended and closed-ended questions was used as a research tool for the study. Information on background characteristics, work environment, equipment, work administration, and ergonomic awareness was collected using the questionnaire. Sampling consisted of observing 37 male and 21 female dentists. A total of 58 individuals, 62 % ( 36), worked for a private dental hospital, and 38% (22) for dental clinics. A majority, 84.5% (49), of the dentists reported that they did not receive ergonomic training from their work administration. Most dentists, 96% (56), reported that there was no system of recordkeeping for workplace accidents. Lack of proper ergonomic training and no system of recordkeeping for workplace accidents were found to be the primary factors for not applying ergonomics by Indian dentists. Ergonomic training programs are needed in India to help educate dentists on workplace safety and health, and thus aid in reducing musculoskeletal pain. Finally, a system is needed in Indian dental practice to promote workplace safety and health by identifying workplace hazards that result in injuries.
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Edström, Katrin. "Att delta i en hälsofrämjande intervention på arbetsplatsen : En intervjuundersökning." Thesis, Högskolan i Gävle, Folkhälsovetenskap, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-22696.
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Introduction The Swedish Work Environment Authority has developed a new guideline that gives employees a great responsibility to promote a good working environment and prevent ill health among their employees. The reason that these guidelines have been developed is that illness among employees at work in Sweden has increased. Background At a workplace in a medium sized city in Sweden a group of employees was offered to participate in a health promotion intervention. The goal of the intervention was to give the employees the best conditions for prosperous health and a chance to improve their lifestyle, if they had a need for it. With the help from a coach, the employees worked in groups and individually in areas such as stress, nutrition, physical activity, ergonomics and mental health, and it was the individual´s needs and interests that guided the entire process. The aim of the study was to examine what the participants experienced when participating in a workplace intervention with focus on health promotion. The method used in the study was a semi-structured interview with four participants, both men and women aged twenty five to sixty three, which were subsequently analyzed through a qualitative content analysis. The result showed that the workplace as an arena was of great importance for the individuals. It was perceived as positive that the intervention took place during work hours, otherwise it would have been doubtful that the participants would have participated. It was important for the individuals to discuss the process they went through with their colleagues. However, all participants experienced a sense of shame and did not want to share their inner thoughts with their colleagues. It turned out to be difficult to formulate their individual goals, their focus was instead on what others expected from them. The conclusion was that fear of failure among the participants was the reason why they did not want to share their individual goals with their colleagues. In order to continue to feel motivated for a change in life style, the support from the coach and colleagues was necessary.Inledning Arbetsmiljöverket i Sverige har tagit fram nya riktlinjer där arbetsgivaren har fått ett större ansvar att främja en god arbetsmiljö och förebygga ohälsa hos sina anställda. Anledningen till att dessa riktlinjer utformats är att ohälsa bland anställda på arbetsplatser i Sverige har ökat. Bakgrund På en arbetsplats i en mellanstor stad i Sverige erbjöds en grupp anställda att delta i en hälsofrämjande intervention. Målet med interventionen var att ge personalen de bästa förutsättningar till välmående och en möjlighet att förbättra sin livsstil, om de upplevde ett behov av det. Med hjälp av en coach fick de anställda arbeta i grupp och individuellt inom områden såsom stress, näringslära, fysisk aktivitet, ergonomi och mental hälsa och det var individens behov och intresse som styrde processen. Syftet med studien var att undersöka hur deltagarna upplevde att det var att delta i en arbetsplatsintervention beträffande hälsofrämjande insatser. Metoden för studien var semistrukturerade intervjuer med fyra deltagare, både män och kvinnor i åldrarna tjugofem till sextiotre år gamla, som sedan analyserades med hjälp av en kvalitativ innehållsanalys. Resultatet visade att arbetsplatsen som arena var av stor betydelse för individen. Det upplevdes positivt att interventionen pågick under arbetstid annars hade det varit tveksamt om deltagarna skulle ha deltagit. Det var viktigt för deltagarna att diskutera processen som man genomgick tillsammans med sina arbetskamrater. Däremot upplevde samtliga intervjuade en känsla av skam som man inte gärna ville dela med sig av till sina arbetskamrater. Att formulera sina individuella behov var till en början svårt för alla då de fokuserade mer på vad andra förväntade sig att de skulle åstadkomma. Slutsatsen är att rädslan för att misslyckas gjorde att de inte villa dela med sig av sina individuella målformuleringar till sina arbetskamrater. För att deltagarna skulle känna motivation för en livsstilsändring så var stödet från arbetskamrater och coach positivt.
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Brown, Olive Joan. "The physical activity behaviours of men and women in a specific workplace environment in Northern Ireland : implications for health promotion." Thesis, University of Ulster, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.272197.
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Ross, Sheila. "Positive mental training : efficacy, experience and underlying mechanisms of a health promotion intervention for resilience and wellbeing in the workplace." Thesis, University of Edinburgh, 2015. http://hdl.handle.net/1842/11737.
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There is a growing interest in brief, low-cost workplace health promotion interventions for wellbeing, which target increasing resilience, mindfulness and positive appraisal. One such health promotion intervention is Positive Mental Training. Three linked studies set out to investigate the efficacy of Positive Mental Training in the workplace. Study 1 used a double blind, randomised control trial design, with healthy volunteer employees randomised to intervention or control conditions. Validated questionnaires measured wellbeing, resilience, mindfulness, burnout and emotional distress at 4 time intervals, over a 6 month period. Multi-level linear modelling showed significant effects of the intervention on wellbeing and depression. ANCOVA analysis revealed these benefits were not sustained at follow up (26 weeks). Study 2 expanded on study 1, with qualitative interviews of purposefully selected participants of study 1. A grounded theory approach was used to explore individual motivations, benefits and limitations of the programme. Study 3 adopted a component research design to investigate one possible underlying aspect of this multi-component health promotion intervention (positive appraisal suggestion) in a student population and examined whether relaxation increased this effect. Positive appraisal suggestions given with or without relaxation were both able to significantly increase levels of positive affect and self-esteem compared to a control. Positive cognitive bias was found to increase in both the active conditions and the control suggesting differential cognitive and emotional processes, in that an increase in positive CB was not associated with an increase in mood. Overall these studies indicated evidence for the efficacy of Positive Mental Training in workplace health promotion, explored experience of participants undertaking the study and investigated the underlying mechanisms of an active component of Positive Mental Training. Theoretical and clinical implications are discussed.
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Lemerle, Kate Anne. "Evaluating the Impact of the School Environment on Teachers' Health and Job Commitment: Is the Health Promoting School a Healthier Workplace?" Queensland University of Technology, 2005. http://eprints.qut.edu.au/16160/.
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Despite having been endorsed by the World Health Organisation (WHO) almost a decade ago, and its widespread adoption as a model of "best practice" for school health promotion throughout the world, the Health Promoting Schools framework has not been subjected to widespread evaluation in a way that fully recognises its core tenets. Most evaluations have focused on individual targeted interventions addressing students' health behaviours, or implementation issues such as school health policies or access to services. No evaluations of this approach could be found which investigated the impact of the HPS model on teachers, as a critical factor influencing the school climate, or on organisational processes associated with employee wellbeing within the school setting. There is a vast literature pertaining to conditions of the work environment that affect employee health, including work-related stress. Teaching is considered a highly stressful occupation, and as social pressure continues to place teachers and schools in the role of "in loco parentis" for the socialisation of children, it seems timely to identify those characteristics of the school environment that promote positive health and wellbeing for all. In theory, the HPS model provides a set of principles and procedures that aim to promote health and wellbeing for all members of the school community, yet the impact on school staff has yet to be demonstrated. This thesis reports on research investigating the extent to which adoption of the HPS approach creates a positive work environment for teachers, through enhanced organisational and social capital, and whether selected work environment variables impact on teachers' physical and mental wellbeing, health risk behaviours, job stress, and job commitment. After conducting a statewide audit of health promotion activities in Queensland primary schools, two samples of schools that differed significantly in the extent to which they were implementing organisational strategies consistent with the HPS approach were selected, one sample of 20 schools actively implementing HPS strategies, and a comparison sample of 19 schools not implementing the approach. Schools were matched on geographic location (rural/urban), school size (number of student enrolments), and socio-economic rank (IRSED). A cross-sectional design using a mail-out survey to 1,280 teachers was conducted, and statistical comparisons of the two groups were conducted. Apart from providing the samples of schools for the main research, the statewide audit provided a profile of health promotion activity in Queensland primary schools. Urban, rather than rural schools, and those with higher student enrolments, were most frequently implementing HPS strategies. Socio-economic ranking did not have any statistical bearing on adoption of these strategies. Implementation of school health policies was the most common strategy, although the social and physical environments were also addressed to some extent. The instrument designed for the study, the HPS Audit Checklist, proved effective in distinguishing a continuum of HPS "total scores" and demonstrated good psychometric properties. With respect to differences in measures of the school environment, mean scores for all 11 dimensions of school organisational health, and all 4 dimensions of school social capital, were statistically higher in High HPS, although differences between the two groups were not outstanding. Trends in the results did, however, confirm that schools actively adopting a HPS approach provide a more positive work environment than non-health promoting schools. Effect size was most significant for School Morale, Decision Authority, and Co-worker Support. Both organisational and occupational commitment was higher for teachers in High HPS, and Turnover Intention (plans to leave the workforce/workplace) was lower for teachers in High HPS. Teachers in High HPS reported less job strain and higher skill discretion, despite slightly greater job demands (work pressure) in these schools. They also reported significantly less general psychological distress on 5 measures, and significantly better self-rated mental and physical health. Job strain was most strongly associated with co-worker support, appreciation, and school morale in High HPS, but in Low HPS strain was most strongly associated with leadership style, school morale, and role clarity, suggesting more subtle differences between the two sets of schools. No statistically significant differences were found between teachers in High and Low HPS on self-reported weight, daily dietary habits, dental check-ups, preventive health screenings, alcohol consumption, smoking, cholesterol, BP and exercise. Although this research was limited by its dependence on self-report measures, the high response rate suggests that the results provide a valid profile of the health and psychological wellbeing of teachers in Health Promoting Schools in Queensland. These results also suggest that the HPS approach creates a more positive school environment through building social and organisational capital, and this is reflected in better mental health and stronger job commitment of the teaching workforce. Implications of these results for human resource management within the education sector are discussed. In addition, the implications of a healthier "learning environment", including less stressed and more connected teaching staff, for children's psychosocial and educational outcomes are considered in light of potential future directions for this research.
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De, Koker Rudi Tyrone. "Employee perceptions of downstream outcomes of health promotion: a case study of the clothing and textiles industry in South Africa." Thesis, Cape Peninsula University of Technology, 2020. http://hdl.handle.net/20.500.11838/3121.
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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2020Employee perceptions of Workplace Health Promotion (WHP) are pivotal for researchers to ascertain the degree of employee satisfaction and as a quality indicator of such an initiative within an organisation. However, there are considerable challenges faced regarding participation in WHP as employees do not trust the confidentiality of the programme. The problem is further exacerbated in that employees experience the wellness programme as a demand by the employer rather than a beneficial resource to the employee. Thus, this research study aimed to determine the effect of workplace health promotion on downstream outcomes within an organisation. To realise the primary research objective, this study looked into the effect of WHP on clothing and textile employee’s (CTE) physical, mental, cognitive and affective outcomes, and social wellbeing. It also explored the effect of the facilitation of preventive interventions. This study evaluated the perceptions of employees on workplace health promotion in the clothing and textile industry in Cape Town. A combination of both qualitative and quantitative research approaches was followed. Quantitative data were collected from 121 CTEs through a survey questionnaire. The qualitative data were collected via interviews amongst managers, clinical staff and WHP program promotors. SPSS was utilised for analysing the quantitative data, and content analysis was conducted for qualitative data. The results of the study mostly pointed to the fact that employees in the clothing and textile industry perceived WHP in a very positive light. Most respondents recognised the benefits of WHP to the organisation which includes reduced healthcare costs in the long term and employee satisfaction, among others. The findings further revealed that the majority of CTEs were either unsure or noticed no effect of WHP on their physical health. However, this statement is contradicted in that 84.3% of respondents stated that they feel physically better due to participation in the WHP service offering. A previous study reported disagreement or indecisiveness to this statement amongst WCWs. This study revealed that there had been a positive impact on absenteeism and psychosocial issues. Most of the CTEs perceived that participation in WHP made the prevention of illnesses financially affordable.
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Rossouw, Willem Wouter. "Efficacy of a HIV intervention in the workplace, as measured by KAP (knowledge, attitudes, and practices) questionnaires a before and after study /." Connect to this title online, 2003. http://upetd.up.ac.za/thesis/available/etd-05092005-102002/.
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Jusayo, Nomonde. "Factors affecting the utilisation of a workplace voluntary counselling and testing programme in the Eastern Cape." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1010273.
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The world has entered the third decade of the HIV and AIDS epidemic under different times in which the epidemic is treatable. The International Labour Organisation (ILO) (2005) declares HIV and AIDS a developmental crisis destroying developmental gains over generations. Since HIV and AIDS affect the most productive segment of the labour force, it is therefore not only a threat to development but also to the world of work without which development will be sacrificed (ILO, 2001). Collaborative response efforts that seek to mitigate the HIV pandemic by government, business and higher education institutions have been fraught with challenges. The main challenge that beset these efforts is that, in the absence of an HIV vaccine, voluntary counselling and testing remains the gateway to access treatment and care. Regrettably, participation in VCT has been confronted by challenges of low utilisation. This precedes the objectives of this study, which were to explore and describe factors that serve as barriers and facilitators of workplace VCT programmes with the objective to improve participation in these programmes. The current study was a product of a qualitative and exploratory-descriptive research design. A nonprobability convenience sampling method was used to sample participants for this study. The targeted population in this study were the non-academic employees of an academic institution in the Eastern Cape. Data was collected by means of focus group discussions and by using semi-structured interviews. The focus group samples comprised of an equal number of men and women with an overall participation of fifty-six participants. Data obtained was transcribed, thematically analysed and coded using Henning, Van Rensburg, and Smit's (2004) qualitative analysis and interpretation method. Findings of this research revealed that factors that facilitate and inhibit voluntary counselling and testing are psychosocial and cultural by nature. At psychosocial level, participants reported factors that facilitate voluntary counselling and testing to include psychological readiness to go for HIV testing, reassurances of confidentiality of HIV test results and normalising HIV testing (making the process more like that for screening and diagnostic testing). Cultural factors included cultural practices and beliefs such as "intonjane" and traditional circumcision - positive cultural nurturers that could facilitate VCT participation. Results of this study showed a lack of basic knowledge about VCT and fear of knowing one's status, fear of breach of confidentiality, fear of being stigmatised and a lack of trust towards health professional as the major psychosocial factors that serve as barriers to VCT participation. The cultural barriers to VCT pointed to hegemonic masculinity as a socially constructed gender identity that encourages gender inequalities and undermines efforts to improve HIV testing. The study suggested that strategies to increase VCT participation should consider leadership support of VCT programmes, incentivisation of VCT programmes, institutionalisation of HIV and AIDS education and the establishment of integrated wellness services for employees.
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Olafsdottir, Steingerdur. "The role of organizational culture in employees´ work-life balance as an aspect of health." Thesis, Nordic School of Public Health NHV, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:norden:org:diva-3179.
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Organizational culture defines how employees should behave in a given set of circumstances. The purpose of this study involved analyzing the organizational culture of an Icelandic software consultancy company in relation to employees´ work-life balance as an aspect of health, and explaining the process for creating and sustaining a supportive work-life culture. Achieving this purpose required answers to several research questions, What are the components of the existing organizational culture? What is the managers´ role in creating and sustaining this organizational culture? What are the challenges in sustaining this organizational culture? This case study used both quantitative and qualitative methods, and four data sources for triangulation purposes. The methodological approaches included a questionnaire-based survey, completed by 72 employees (90%); semi-structured interviews with eight employees; observations conducted during two separate weeks; and document analysis of various documents dating back a maximum of two years. The results suggest that the case organization´s culture was work-life supportive, i.e., the organization supported and valued employees´ integration of work and private life. The components of the existing organizational culture were defined as: fun, ambition, flexibility, international character, openness, cooperation, informality, flat organizational structure, responsibility, trust, understanding, support, and pride. The managers´ role in creating and sustaining this culture involved availability, supportiveness, understanding, trusting, and giving feedback. Among the main challenges in sustaining the culture was the growth of the organization, which could affect considerably the informal culture. Description of the components of the case organization’s existing culture includes description of the culture’s enablers, according to the purpose of explaining how a supportive work-life culture can be created and sustained.ISBN 978-91-85721-57-3
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Svensson, Mats. "Hur ska en arbetsplats vara för att främja hälsan? - Intervjuer med 12 anställda på IKEA hemma." Thesis, Halmstad University, School of Social and Health Sciences (HOS), 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-1278.
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The aim of this study was to investigate how a workplace should be formed to promote health according to the employees. The study was made in IKEA handla hemma in Älmhult, Sweden. The aim of the study was to find out why people experience health at their workplace environment, from a salutogenetic point of view. The study is based on 12 strategically selected interviews and where analysed according to Grounded Theory. This resulted in a model where the core category was “The prevailing spirit of the organisation” and the five main categories was “That the organisation creates favourable conditions to promote health”, “That there is a god atmosphere amongst the colleagues and the bosses”, “The personal point of view about health”, “The relationship to goals and responsibility” and “The personal point of view about their surroundings”. The result shows that it’s important to look upon health in its entirety. Health isn’t stronger than its weakest point. The findings should work as a guide in the on going work with the employees at IKEA handla hemma. For the future it would be interesting to do a study in a workplace with worse health and then compare them with each other.