Journal articles: 'Workplace heatlh promotion'

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

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Background The majority of U.S. worksites are smaller worksites that often employ low-wage workers. Low-wage workers have limited access to, and participation in, workplace health promotion programs. Community-based participatory research (CBPR) has been identified as a key method to directly engage employers in identifying the health promotion needs of smaller workplaces. This article describes a four-phased process where CBPR was used to tailor a workplace health promotion program to meet the needs of a smaller workplace that employees low-wage workers. Outcomes of this program were measured and reported over time. Methods The CBPR approach was based on the Social Ecological Model along with two additional health promotion models. Publicly available evidence-based tools were also used for this four-phased process which included the following: (a) initial program assessment, (b) program planning, (c) program implementation, and (d) program evaluation. Key strategies for developing a comprehensive workplace health promotion program guided the process. Findings The workplace’s capacity for promoting health among its employees was improved. There were sustainable improvements in the health interventions and organizational supports in place. Conclusion/Application to Practice A CBPR approach may be a way to build the capacity of smaller workplaces with low-wage employees to address the health promotion needs of their workforces. The use of publicly available strategies and tools which incorporate the social ecological determinants of health is of equal importance.

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Sendall, Marguerite C., Phil Crane, Laura McCosker, Marylou Fleming, Herbert C. Biggs, and Bevan Rowland. "Truckies and health promotion: using the ANGELO framework to understand the workplace’s role." International Journal of Workplace Health Management 10, no. 6 (December 4, 2017): 406–17. http://dx.doi.org/10.1108/ijwhm-09-2017-0070.

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Purpose Workplaces are challenging environments which place workers at the risk of obesity. This is particularly true for Australian road transport industry workplaces. The Analysis Grid for Environments Linked to Obesity (ANGELO) framework is a public health tool which can be used to conceptualise obesogenic environments. It suggests that workplaces have a variety of roles (in the physical, economic, political and sociocultural domains) in responding to obesity in transport industry workplaces. The purpose of this paper is to present the findings which explore this idea. Design/methodology/approach The project used a mixed-methods approach located within a participatory action research framework, to engage workplace managers and truck drivers in the implementation and evaluation of workplace health promotion strategies. The project involved six transport industry workplaces in Queensland, Australia. Findings This study found that transport industry workplaces perceive themselves to have an important role in addressing the physical, economic, political and sociocultural aspects of obesity, as per the ANGELO framework. However, transport industry employees – specifically, truck drivers – do not perceive workplaces to have a major role in health; rather, they consider health to be an area of personal responsibility. Practical implications Balancing the competing perceptions of truck drivers and workplace managers about the workplace’s role in health promotion is an important consideration for future health promotion activities in this hard-to-reach, at-risk population. Originality/value The use of the ANGELO framework allows the conceptualisation of obesity in a novel workplace context.

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Pham, Cong Tuan, Chiachi Bonnie Lee, Thi Lien Huong Nguyen, Jin-Ding Lin, Shahmir Ali, and Cordia Chu. "Integrative settings approach to workplace health promotion to address contemporary challenges for worker health in the Asia-Pacific." Global Health Promotion 27, no. 2 (April 3, 2019): 82–90. http://dx.doi.org/10.1177/1757975918816691.

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Workplaces in the rapidly industrializing Asia-Pacific region face growing pressures from high-speed development driven by global competition, migration and the aging of the workforce. Apart from addressing work-related injuries, workplaces in the region also have to deal with increasing occupational stress, chronic diseases and their associated socio-economic burden. Meanwhile, interventions in workplace health are still dominated by a narrow behavioral change model. To this end, the integrative workplace health promotion model, initiated by the World Health Organization from successful post-1990 pilot projects, emerges as a timely, comprehensive and appropriate means to manage contemporary workplace health and safety issues in the region. In this paper, we highlight the key workplace health challenges in the Asia-Pacific region and the utility of the integrative workplace health promotion model in addressing them. We provide a brief overview of the pressing challenges confronting workplaces in the region, then explain the why, what and how of integrative workplace health promotion. We illustrate this model by reviewing successful examples of good practice and evidence of their achievements from workplace health promotion programs in Asia-Pacific from 2002 to date, with specific attention to government-led workplace health promotion programs in Shanghai, Singapore and Taiwan. Drawing from these successful examples, we recommend government policies and facilitating strategies needed to guide, support and sustain industries in implementing integrative workplace health promotion. We conclude that consistent supportive government policies, coupled with facilitation by international bodies towards capacity and professional network building, are crucial to developing and sustaining healthy workplaces in the region.

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Holman, C. D'Arcy J., Billie Corti, Robert J. Donovan, and Geoffrey Jalleh. "Association of the Health-Promoting Workplace with Trade Unionism and other Industrial Factors." American Journal of Health Promotion 12, no. 5 (May 1998): 325–34. http://dx.doi.org/10.4278/0890-1171-12.5.325.

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

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Spitzbart, S., and C. Heigl. "The Role of Healthy Workplace in Austria." Russian Journal of Occupational Health and Industrial Ecology, no. 4 (May 22, 2019): 229–32. http://dx.doi.org/10.31089/1026-9428-2019-59-4-229-232.

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The topic of healthy workplace is part of the Austrian health targets. The 10 Austrian health targets were developed with the aim to prolong the healthy life years of all people living in Austria within 20 years (until 2032), irrespective of their level of education, income or personal living condition. Th e 10 health targets were offi cially approved by the Bundesgesundheitskommission and the Council of Ministers in summer 2012. Th ey were mentioned in two government programs and are an important basis for the health reform process. Th e fi rst health target focuses on provide health-promoting living and working conditions for all population groups through cooperation of all societal and political areas. Healthy working conditions are a relevant determinant for health and at the focus of health politics in Austria.Developing a national strategy for healthy workplaces is thereby the most infl uential activity that is set by the Ministry of Labour, Social Aff airs, Health and Consumer Protection and Social Security Institutions. Th e main aim of this strategy is to develop an integrated system, in order to achieve the needs of the people and companies.In Austria exists the system of employee protection, which has two specifi c aspects which the other sectors do not have: 1. Employee protection (a legal duty for companies, which means that companies have to fulfi ll the legal requirements), health promotion and reintegration (voluntary for the enterprises). 2. The Fulfi lment of the le gal requirements is controlled by federal institutions — the Labour Inspection. The Duties of these two Institutions are defi ned by federal law and focus mainly on technical protection, working conditions and which is new since 2015 on mental workloads. Health promotion is regulated by diff erent kinds of legal sources at the federal level. Concerning workplace health promotion the two biggest and most important stakeholders are the Network of Workplace Health promotion which is mostly driven by health insurance and the Funds healthy Austria.In Austria exists the national Program “Fit2work”, which is responsible for reintegration at workplaces. Th is National Program is fi nanced by Accident Insurance, Health Insurance, Pension Insurance, Employment Service, unemployment insurance, Ministry of Social and Labour and off ers services for individuals and companies.Also, the key element of the network is the quality-assurance-system, which is well accepted and established in Austria. However modern companies need integrated services that would combine workplace health promotion with employee protection and occupational integration management. These three fields have different legal bases in Austria and are implemented by diff erent institutions now, which is why there is a need for additional collaborations and networks.

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Madden, Seonad K., Helen Skouteris, Cate Bailey, Andrew P. Hills, Kiran D. K. Ahuja, and Briony Hill. "Women in the Workplace: Promoting Healthy Lifestyles and Mitigating Weight Gain during the Preconception, Pregnancy, and Postpartum Periods." International Journal of Environmental Research and Public Health 17, no. 3 (January 28, 2020): 821. http://dx.doi.org/10.3390/ijerph17030821.

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Overweight and obesity before, during, and after pregnancy are associated with adverse outcomes for mothers and their offspring. Workplaces have been identified as important settings for improving health and wellbeing. However, the value of workplace interventions for women across the reproductive life stages has yet to be realized. This paper aims to explore the potential of workplaces to facilitate healthy lifestyle behaviors, prevent further weight gain, and devise tailored interventions for working women, specifically during the preconception, pregnancy, and postpartum periods. Workplaces can be used to engage women, including preconception women, who are detached from clinical settings. Potential benefits of workplace health promotion for women and employers include improved employee wellbeing, productivity, and corporate competitiveness. However, workplaces also need to overcome implementation barriers such as activity scheduling and availability. A systems approach may address these barriers. Consequently, designing and implementing workplace health promotion interventions to meet the specific needs of working women of reproductive age will necessitate collaboration with a range of key stakeholders across all stages of intervention design. Given that these women make up a considerable proportion of the workforce, workplaces can help optimize the health status of employees and prevent excess weight gain during the preconception, pregnancy, and postpartum periods.

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Macy, Gretchen, Jacqueline Basham, Cecilia Watkins, and Vijay Golla. "Workplace Health in Kentucky: A Statewide Comparison." International Journal of Environmental Research and Public Health 18, no. 10 (May 20, 2021): 5473. http://dx.doi.org/10.3390/ijerph18105473.

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The objectives of this study were to assess the state of Kentucky’s workplace health promotion and occupational safety and health programs, to ensure the ability to comprehend any possible trends over the past six years in the state’s progress in offering workplace health promotion and health protection programs, to compare the results of this survey with the 2013 Kentucky state-wide assessment, and to identify gaps in Kentucky’s workplace health promotion and occupational safety and health based on Total Worker Health® (TWH) concepts. Using Qualtrics research software, the Workplace Health in America assessment was sent to companies located in Kentucky and having 10 or more employees. Participants were identified using Dun and Bradstreet’s Hoover’s database. The results showed that, as with the 2013 survey, larger workplaces significantly were more likely to offer workplace health promotion programs than smaller companies (X2 = 24.30; p < 0.001). However, more companies (78%) reported offering programs compared to the 2013 assessment (49%). Given the results of the current study as compared to the statewide assessment conducted in 2013, Kentucky’s WHP is moving in a positive direction; yet, there is still much to be done. There remains a strong need to provide cost-effective and accessible resources for all elements of TWH to small workplaces.

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DeJoy, David M., and Mark G. Wilson. "Organizational Health Promotion: Broadening the Horizon of Workplace Health Promotion." American Journal of Health Promotion 17, no. 5 (May 2003): 337–41. http://dx.doi.org/10.4278/0890-1171-17.5.337.

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This article argues that efforts to improve the health and well-being of the workforce should begin with the organization itself. The term organizational health promotion is introduced to expand the scope of worksite health promotion. Organizational health promotion delves into the basic structural and organizational fabric of the enterprise—to how work is organized. The core themes of healthy work organization are introduced, and the status of our ability to identify organizational risk factors is discussed. A conceptual model of healthy work organization is presented, along with a process for expanding the health promotive capacity of the organization. The final section addresses challenges related to adopting an organizational health promotion perspective.

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Cox, Tom. "Workplace health promotion." Work & Stress 11, no. 1 (January 1997): 1–5. http://dx.doi.org/10.1080/02678379708256817.

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

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Kilpatrick, Michelle, Kristy Sanderson, Leigh Blizzard, Mark Nelson, Sue Frendin, Brook Teale, and Alison Venn. "Workplace Health Promotion." Journal of Occupational and Environmental Medicine 56, no. 6 (June 2014): 645–51. http://dx.doi.org/10.1097/jom.0000000000000161.

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MUTO, Takashi, and Toshiaki HIGASHI. "Workplace Health Promotion." Industrial Health 48, no. 3 (2010): 249. http://dx.doi.org/10.2486/indhealth.48.249.

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Dickson-Swift, Virginia, Christopher Fox, Karen Marshall, Nicky Welch, and Jon Willis. "What really improves employee health and wellbeing." International Journal of Workplace Health Management 7, no. 3 (September 2, 2014): 138–55. http://dx.doi.org/10.1108/ijwhm-10-2012-0026.

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Purpose – Factors for successful workplace health promotion (WHP) are well described in the literature, but often sourced from evaluations of wellness programmes. Less well understood are the features of an organisation that contribute to employee health which are not part of a health promotion programme. The purpose of this paper is to inform policy on best practice principles and provide real life examples of health promotion in regional Victorian workplaces. Design/methodology/approach – Individual case studies were conducted on three organisations, each with a health and wellbeing programme in place. In total, 42 employers and employees participated in a face to face interview. Interviews were transcribed verbatim and the qualitative data were thematically coded. Findings – Employers and senior management had a greater focus on occupational health and safety than employees, who felt that mental/emotional health and happiness were the areas most benefited by a health promoting workplace. An organisational culture which supported the psychosocial needs of the employees emerged as a significant factor in employee's overall wellbeing. Respectful personal relationships, flexible work, supportive management and good communication were some of the key factors identified as creating a health promoting working environment. Practical implications – Currently in Australia, the main focus of WHP programmes is physical health. Government workplace health policy and funding must expand to include psychosocial factors. Employers will require assistance to understand the benefits to their business of creating environments which support employee's mental and emotional health. Originality/value – This study took a qualitative approach to an area dominated by quantitative biomedical programme evaluations. It revealed new information about what employees really feel is impacting their health at work.

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Seaton, Cherisse L., Joan L. Bottorff, Cristina M. Caperchione, Steven T. Johnson, and John L. Oliffe. "The Association Between Men’s Heath Behaviors and Interest in Workplace Health Promotion." Workplace Health & Safety 68, no. 5 (November 13, 2019): 226–35. http://dx.doi.org/10.1177/2165079919885957.

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Background: Predictors of men’s health behaviors and interest in workplace health promotion are not well known. The aim of this study was to describe men’s interest in workplace health promotion and associated health behaviors. Method: Male employees ( N = 781) at six workplaces in British Columbia, Canada, were invited to complete a survey of their health behaviors, demographics, and interest in health promotion prior to implementation of a workplace health program. Findings: A total of 227 male employees ( Mage = 43.6 years; SD = 12.1) completed the survey (response rate = 29%). Regarding health behaviors, 62.1% reported 150 weekly minutes of moderate-to-vigorous physical activity (MVPA), 29.3% consumed 5+ servings of fruit/vegetables per day, 56.8% reported 7+ hours sleep/night, 14.4% smoked, and 81.3% consumed alcohol. Men spent 50% of their workday sitting, and higher body mass index (BMI), higher income, and greater hours worked were related to greater hours sitting. Age was inversely related to MVPA. Alcohol consumption was lower among men who were older, had higher income, and worked fewer hours. Most men were interested in being physically active (85%), managing stress (85%), eating healthy (89%), and cancer screening (91%). Higher stage of change for physical activity (β = .20, p = .003) and fruit/vegetable consumption (β = .18, p = .027) were related to interest in these activities. Conclusions/Application to Practice: Occupational health providers should consider worker demographics and could support interventions that target individuals with varying levels of health behaviors given the importance of meeting the needs of often sedentary workers.

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Sendall, Marguerite C., Alison Brodie, Laura K. McCosker, Phil Crane, Marylou Fleming, Herbert C. Biggs, and Bevan Rowland. "Truckies and the Australian transport industry: Managers’ perspectives about enablers and inhibitors to workplace health promotion." Work 68, no. 1 (January 29, 2021): 161–69. http://dx.doi.org/10.3233/wor-203365.

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BACKGROUND: There is little published research about managers’ views about implementing and embedding workplace health promotion interventions. OBJECTIVE: To shed light on research-to-practice challenges in implementing workplace health promotion interventions in the Australian road transport industry. METHODS: In this Participatory Action Research project, managers from small-to-midsized companies in the Australian road transport industry were asked their views about enablers and barriers to implementing nutrition and physical activity interventions in their workplace. RESULTS: Managers identified practical assistance with resources, ideas, and staffing as being key enablers to implementation. Barriers included time restraints, worker age and lack of interest, and workplace issues relating to costs and resources. CONCLUSION: Manager perspectives add new insights about successful implementation of workplace health promotion. A Participatory Action Research approach allows managers to develop their own ideas for adapting interventions to suit their workplace. These findings add to a small body of knowledge about managers’ views regarding implementing workplace health promotion in small-to-midsized road transport companies – a relatively unexplored group. Managers highlight the importance of time constraints and worker availability when designing interventions for the road transport industry. Managers require a good understanding of the workplaces’ socio-cultural context for successful health promotion and health behaviour change.

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Jensen, Jørgen Dejgaard, Morten Raun Mørkbak, and Jonas Nordström. "Economic Costs and Benefits of Promoting Healthy Takeaway Meals at Workplace Canteens." Journal of Benefit-Cost Analysis 3, no. 4 (December 17, 2012): 1–27. http://dx.doi.org/10.1515/2152-2812.1116.

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Canteen Takeaway is a novel concept, which entails workplace canteens to utilise existing production capacity to supply packaged meals for employees to bring home. The concept has a potential to raise the average nutritional quality of employees’ diets. The purpose of the study is to assess the economic net gains for users, and for society as a whole, of promoting healthy canteen takeaway meals, using Danish workplaces as an example. The analytical framework for the study combines direct cost analyses, users’ willingness to pay estimated through a choice experiment and cost-of-illness methods to assess the net society costs and benefits associated with an extended use of canteen takeaway meals as a health promotion strategy. The results show that employees have a positive willingness to pay for health attributes in canteen takeaway meals, but with a minority having a highly negative willingness to pay for the canteen takeaway concept. The potential health effects of a healthy canteen takeaway programme are estimated to be positive, but modest in magnitude. The estimated costs of providing healthy canteen takeaway meals exceed the sum of average direct and indirect benefits. In conclusion, healthy CTA programmes seems to be an economically sustainable intervention at some workplaces, though the analysis does not fully support a full-scale implementation of healthy CTA programmes at Danish workplaces from a welfare economic perspective.

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McDaniel, Susan A. "Challenges to Mental Health Promotion Among Working Women in Canada." Canadian Journal of Community Mental Health 12, no. 1 (April 1, 1993): 201–10. http://dx.doi.org/10.7870/cjcmh-1993-0011.

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Health promotion efforts have concentrated on promoting physical well-being with psychological benefits perhaps most often among men. With greater proportions of women now working, the workplace provides excellent opportunities for health promotion and education for women. Given increasing recognition that stress, multiple roles, and inadequate job rewards result in loss of productivity, absenteeism, illness, addiction, and premature death, it seems time to explore workplace programs of mental health promotion aimed specifically toward women workers. In this paper, current knowledge about the mental health problems experienced by working women is outlined. Some principles on which mental health promotion programs for women in the workplace might build are specified.

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Knox, Emily Caitlin Lily, Hayley Musson, and Emma J. Adams. "Workplace policies and practices promoting physical activity across England." International Journal of Workplace Health Management 10, no. 5 (October 2, 2017): 391–403. http://dx.doi.org/10.1108/ijwhm-01-2017-0004.

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Purpose Many adults fail to achieve sufficient moderate-to-vigorous physical activity (MVPA). The purpose of this paper is to understand how workplaces most effectively promote physical activity for the benefit of public health. Design/methodology/approach Data were collected via two online surveys. First, 3,360 adults employed at 308 workplaces across England self-reported their MVPA, activity status at work and frequency of journeys made through active commuting. From this sample, 588 participants reported on the policies and practices used in their workplace to promote physical activity. Factor and cluster analysis identified common practice. Regression models examined the association between the workplace factors and engagement in physical activity behaviours. Findings Five factors emerged: targeting active travel, availability of information about physical activity outside the workplace, facilities and onsite opportunities, sedentary behaviour, and information about physical activity within the workplace. Further, five clusters were identified to illustrate how the factors are typically being utilised by workplaces across England. Commonly used practices related to promoting active travel, reducing sedentary behaviour and the provision of information but these practices were not associated with meeting MVPA guidelines. The provision of facilities and onsite exercise classes was associated with the most positive physical activity behaviour outcomes; however, these structures were rarely evident in workplaces. Originality/value Previous research has identified a number of efficacious actions for promoting physical activity in the workplace, however, research investigating which of these are likely to be acceptable to worksites is limited. The present study is the first to combine these two important aspects. Five common profiles of promoting physical activity in worksites across England were identified and related to physical activity outcomes. Guidance is given to workplace managers to enable them to maximise the resources they have for the greatest gains in employee health. Where feasible, facilities, and classes should be provided to achieve the most positive outcomes.

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Roskams, Michael, and Barry Haynes. "Salutogenic workplace design." Journal of Corporate Real Estate 22, no. 2 (July 29, 2019): 139–53. http://dx.doi.org/10.1108/jcre-01-2019-0001.

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Purpose The purpose of this paper is to identify and discuss opportunities for health promotion through the workplace environment, adopting a “salutogenic” perspective of health which more explicitly focuses on factors that support human health and well-being, as opposed to factors which cause disease. Design/methodology/approach In the introduction, the salutogenic model of health and the Environmental Demands-Resources model are discussed, providing a conceptual framework to represent the workplace environment as a composite of pathogenic “demands” and salutogenic “resources”. Subsequently, a narrative review is performed to discuss the existing literature from the perspective of this novel framework, identifying environmental resources which might strengthen the three components of an employee’s “sense of coherence” (comprehensibility, manageability and meaningfulness), an individual orientation associated with more positive health outcomes. Findings Comprehensibility can be supported by effectively implementing a clear set of rules governing the use of the workplace. Manageability can be supported through biophilic design solutions, and through design which supports social cohesion and physical activity. Meaningfulness can be supported by recognising the importance of personal identity expression and through design which reinforces the employees’ sense of purpose. Originality/value The salutogenic perspective is a potentially valuable but relatively under-considered paradigm in workplace practice. The key contribution of this paper is to encourage researchers and practitioners to recognise the crucial role that an individual’s sense of coherence plays in supporting higher levels of physical and mental health, so that they increase their ability to provide truly “healthy” workplaces, capable of promoting health as well as minimising the risk of disease.

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Yamato, Shigeru, and Yoshio Nakamura. "Happy Workplace Program: Workplace Health Promotion Program Driven by Thai Health Promotion Foundation." SANGYO EISEIGAKU ZASSHI 56, no. 3 (2014): 87–89. http://dx.doi.org/10.1539/sangyoeisei.d13002.

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Lydell, Marie, Cathrine Hildingh, Arne Söderbom, and Kristina Ziegert. "How to Promote Workplace Health in order to Work into Old Age: Experiences from Employees in an Industrial Setting." Scientifica 2019 (April 1, 2019): 1–8. http://dx.doi.org/10.1155/2019/3942569.

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Background. Health is important in workplaces. A good organisational climate in a workplace plays a major role in the employees’ well-being at work and is also associated with increased productivity. Today, employees are expected to work into older age and it is a challenge for companies to promote health and well-being for this growing group. Purpose. The purpose of this study was to explore how to promote workplace health at present time and for the end of working life in the perspective of employees. Design/Methodology/Approach. The study had an explorative design, and a thematic analysis was chosen. The inclusion criteria were persons 50 years and older, working in the company and planning to continue working into old age. A total of 21 coworkers (14 men) participated in the study. Three focus group interviews were conducted. Findings. The results from the focus group interviews are presented in four themes: handle change in a changeable workplace, take responsibility for health concerns, get confirmation for feeling needed, and support and tolerance adapted for each employee. Practical Implications. Promoting health should be an urgent mission for employees themselves as well as for managers in order to support employees in working into old age. The health promotion must be suitable for each employee and should be designed in such a way as to avoid inequality in workplace health. Originality/Value. There is a need for more health-promoting behaviours, support, and activities for employees in order to work into old age.

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K. Dimoff, Jennifer, E. Kevin Kelloway, and Aleka M. MacLellan. "Health and performance: science or advocacy?" Journal of Organizational Effectiveness: People and Performance 1, no. 3 (September 2, 2014): 316–34. http://dx.doi.org/10.1108/joepp-07-2014-0031.

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Purpose – The purpose of this paper is to examine the literature assessing the return-on-investment (ROI) of healthy workplace programs. Design/methodology/approach – Used a narrative review to summarize and evaluate findings. Findings – Although substantial ROI data now exist, methodological and logical weaknesses limit the conclusions that can be drawn. Practical implications – A strategy for monetizing the benefits of healthy workplaces that draws on both human resource accounting and strategic human resource management is described. Social implications – The promotion of healthy workplaces is an important goal in its own right. To the extent that ROI estimates are important in advancing this goal, these estimates should be based on clear logic and strong methodology. Originality/value – The paper suggests the need for stronger research designs but also note the difficulties in monetizing outcomes of the healthy workplace.

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Oliffe, John L., Joan L. Bottorff, Paul Sharp, Cristina M. Caperchione, Steven T. Johnson, Theresa Healy, Sonia Lamont, Margaret Jones-Bricker, Kerensa Medhurst, and Sally Errey. "Healthy Eating and Active Living: Rural-Based Working Men’s Perspectives." American Journal of Men's Health 11, no. 6 (December 14, 2015): 1664–72. http://dx.doi.org/10.1177/1557988315619372.

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There is a pressing need for health promotion programs focused on increasing healthy eating and active living among “unreached” rural-based men. The purpose of the current study was to describe rural-based working men’s views about health to distil acceptable workplace approaches to promoting men’s healthy lifestyles. Two focus group interviews included 21 men who worked and lived in northern British Columbia, Canada. Interviews were approximately 2 hours in duration; data were analyzed using thematic analysis. Themes inductively derived included (a) food as quick filling fuels, (b) work strength and recreational exercise, and (c) (re)working masculine health norms. Participants positioned foods as quick filling fuels both at work and home as reflecting time constraints and the need to bolster energy levels. In the theme work strength and recreational exercise, men highlighted the physical labor demands pointing to the need to be resilient in overcoming the subarctic climate and/or work fatigue in order to fit in exercise. In the context of workplace health promotion programs for men, participants advised how clear messaging and linkages between health and work performance and productivity and cultivating friendly competition among male employees were central to reworking, as well as working, with established masculine health norms. Overall, the study findings indicate that the workplace can be an important means to reaching men in rural communities and promoting healthy eating and active living. That said, the development of workplace programs should be guided by strength-based masculine virtues and values that proactively embrace work and family life.

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Ikhioya, Grace Olohiomeru. "THE WORKPLACE: AN IDEAL PRIORITY SETTING FOR HEALTH PROMOTION AND DISEASE PREVENTION." International Journal for Innovation Education and Research 6, no. 11 (November 30, 2018): 108–15. http://dx.doi.org/10.31686/ijier.vol6.iss11.1243.

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The workplace has been established as one of the priority settings for health promotion and disease prevention in the 21st century. The workplace directly influences the physical, mental, economic and social wellbeing of workers and in turn the health of their families, communities and the society. This paper therefore is of the opinion that the workplace is an ideal priority setting for health promotion because of the approaches, benefits, and the fact that a healthy qualified and motivated workforce future success in a globalizing market place can be achieved with a healthy, qualified and motivated workplace. This paper explains the concepts of the workplace, health promotion and disease prevention approaches and benefits. Conclusion and recommendation were made to enhance the use of health promotion in the workplace because better health produces better people and better performance.

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Tjulin, Åsa, Bodil Landstad, Stig Vinberg, Andrea Eriksson, and Emma Hagqvist. "Managers’ learning process during a health-promoting leadership intervention." Health Education 119, no. 5/6 (July 5, 2019): 350–65. http://dx.doi.org/10.1108/he-02-2019-0004.

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Purpose The increasingly demanding psychosocial working conditions in Swedish public sector workplaces call for implementation of workplace health promotion (WHP) interventions. There is a need to increase first-line public sector managers’ capacities for health-promoting leadership. The purpose of this paper is to investigate first-line managers’ experiences of participating in an intervention aimed at strengthening health-promoting leadership. More precisely, the aim is to study what obstacles and prerequisites the intervention have for their learning processes to become health-promoting managers. Design/methodology/approach A qualitative study in Northern Sweden at workplaces in the county council and municipalities was conducted. The data were gathered through individual interviews with 18 participating first-line managers. Inductive-content analysis was used to analyse the data. Findings The results identify time for reflection and collegial discussions about leadership as prerequisites for learning about health-promoting leadership. Managers experienced the intervention as a confirmation of the leadership behaviours already gained. However, the health-promoting leadership intervention was seen as a contradiction, since organisational prerequisites to implement WHP measures were perceived to be lacking. The managers were not involved in the planning of the intervention and questioned why the organisation did not involve them more when the educational activities were created. Originality/value When the organisation understands how and when its managers learn, what they need and want to learn about WHP, and what they already know, tailored participatory interventions can be facilitated that consider the unique prerequisites for the particular organisation.

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Al-Otaibi, SultanT. "Health promotion in the workplace." Journal of Health Specialties 4, no. 4 (2016): 256. http://dx.doi.org/10.4103/2468-6360.191906.

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Levenstein, Charles, and Marta Moret. "Health Promotion in the Workplace." Journal of Public Health Policy 6, no. 2 (June 1985): 149. http://dx.doi.org/10.2307/3342306.

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Selleck, Cynthia S., Ann T. Sirles, and Karen D. Newman. "Health Promotion at the Workplace." AAOHN Journal 37, no. 10 (October 1989): 412–22. http://dx.doi.org/10.1177/216507998903701003.

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Hymel, Pamela A., Ronald R. Loeppke, Catherine M. Baase, Wayne N. Burton, Natalie P. Hartenbaum, T. Warner Hudson, Robert K. McLellan, et al. "Workplace Health Protection and Promotion." Journal of Occupational and Environmental Medicine 53, no. 6 (June 2011): 695–702. http://dx.doi.org/10.1097/jom.0b013e31822005d0.

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Andersen, Lars L., Karin I. Proper, Laura Punnett, Richard Wynne, Roger Persson, and Noortje Wiezer. "Workplace Health Promotion and Wellbeing." Scientific World Journal 2015 (2015): 1–2. http://dx.doi.org/10.1155/2015/606875.

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PerĹˇolja, Melita. "EVALUATING WORKPLACE HEALTH PROMOTION PROGRAM." CBU International Conference Proceedings 5 (September 23, 2017): 371–76. http://dx.doi.org/10.12955/cbup.v5.952.

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Due to the complexity of health promotion interventions, uneconomical evaluation indicators are recommended. The purpose of this study was to determine the effects of multi-component workplace health promotion intervention. The goals were to study the association of health promotion with health status. In a controlled study trial, 278 workers of primary schools and municipal administration had the chance to participate in six-month workplace health promotion program. Employees have fulfilled a questionnaire at baseline and then again after completion of the program. The results showed that in the test group, the incidence of problems with health significantly declined, but the rating of health status decreased and the average absence days increased over time. The higher working hours per week correlated to obesity and high blood pressure. It can be concluded that workplace health promotion activity could support a change in health status and therefore contribute to higher quality of life.

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Powroznik, Karen M. "Healthism and Weight-Based Discrimination." Work and Occupations 44, no. 2 (December 8, 2016): 139–70. http://dx.doi.org/10.1177/0730888416682576.

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Health promotion programs have become increasingly common in U.S. workplaces, yet little research has examined the unintended and potentially negative consequences of these initiatives. Overweight and obese employees face widespread prejudice and pervasive discrimination in employment settings, and this study investigates whether workplace health promotion may lead to more negative outcomes for these workers. Using an experimental design, the author finds that overweight and obese employees are rated more negatively and receive lower hiring recommendations when evaluated for companies with health promotion programs. These findings suggest that health promotion increases the salience and perceived legitimacy of negative fat stereotypes that facilitate weight-based discrimination.

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El Samra, Gamal. "HEATH PROMOTION AT THE WORKPLACE." Egyptian Journal of Occupational Medicine 35, no. 1 (January 1, 2011): 49–66. http://dx.doi.org/10.21608/ejom.2011.730.

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Oyewole, O. E., and T. Atinmo. "Nutrition transition and chronic diseases in Nigeria." Proceedings of the Nutrition Society 74, no. 4 (August 5, 2015): 460–65. http://dx.doi.org/10.1017/s0029665115002402.

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Nutrition transition goes with industrialisation that fosters human development which is usually desirable, especially in developing nations. However, the health consequences of this development include high rates of preventable non-communicable diseases which are usually undermined in the quest for industrialisation. The goal of the present paper is to provide evidence-based information that will promote healthy lifestyle including healthy consumption pattern among urban dwellers. Relevant local and international literature was accessed and reviewed to harvest evidence-based information through the use of validated review guide in addition to observation from the field experience. Industrialisation promotes creation of more job opportunities and this facilitates proliferation of fast-food eateries in the cities. However, it was also observed that many of the available workplaces in urban areas are not health-promoting because employees have poor access to preventive health information and sensitisation to healthy lifestyle has been poorly considered. Ironically, weight gain among urban workers which may be linked with increased intake of high-energy foods and low participation in physical activities as a result of accessibility to many energy saving devices have been highlighted as some of the pull-pull factors that attract many people to the cities. Using the concept of health promoting workplace, the workforce in urban areas can be trained as agent of change in health-promoting lifestyle. Consumption of healthy indigenous foods through aggressive promotion of its health potentials should be seriously advocated through the use of existing structure of urban fast-food vendors who constitute a strong stakeholder in nutrition transition.

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Schröer, Alfons, and Gregor Breucker. "Healthy employees in healthy organisations: workplace health promotion in Europe." Promotion & Education 6, no. 3 (September 1999): 2. http://dx.doi.org/10.1177/102538239900600301.

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Biswas, Aviroop, Colette N. Severin, Peter M. Smith, Ivan A. Steenstra, Lynda S. Robson, and Benjamin C. Amick III. "Larger Workplaces, People-Oriented Culture, and Specific Industry Sectors Are Associated with Co-Occurring Health Protection and Wellness Activities." International Journal of Environmental Research and Public Health 15, no. 12 (December 4, 2018): 2739. http://dx.doi.org/10.3390/ijerph15122739.

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Employers are increasingly interested in offering workplace wellness programs in addition to occupational health and safety (OHS) activities to promote worker health, wellbeing, and productivity. Yet, there is a dearth of research on workplace factors that enable the implementation of OHS and wellness to inform the future integration of these activities in Canadian workplaces. This study explored workplace demographic factors associated with the co-implementation of OHS and wellness activities in a heterogenous sample of Canadian workplaces. Using a cross-sectional survey of 1285 workplaces from 2011 to 2014, latent profiles of co-occurrent OHS and wellness activities were identified, and multinomial logistic regression was used to assess associations between workplace demographic factors and the profiles. Most workplaces (84%) demonstrated little co-occurrence of OHS and wellness activities. Highest co-occurrence was associated with large workplaces (odds ratio (OR) = 3.22, 95% confidence interval (CI) = 1.15–5.89), in the electrical and utilities sector (OR = 5.57, 95% CI = 2.24–8.35), and a high people-oriented culture (OR = 4.70, 95% CI = 1.59–5.26). Promoting integrated OHS and wellness approaches in medium to large workplaces, in select industries, and emphasizing a people-oriented culture were found to be important factors for implementing OHS and wellness in Canadian organizations. Informed by these findings, future studies should understand the mechanisms to facilitate the integration of OHS and wellness in workplaces.

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Burkert, Nathalie T., Johanna Muckenhuber, Franziska Großschädl, Martin Sprenger, Gerlinde Rohrauer-Näf, Klaus Ropin, Evelyn Martinel, and Thomas Dorner. "Good practice models for public workplace health promotion projects in Austria: promoting mental health." Wiener Medizinische Wochenschrift 164, no. 7-8 (December 11, 2013): 141–45. http://dx.doi.org/10.1007/s10354-013-0253-x.

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Maswita, Etti Sudaryati, and Juanita. "The Role of Health Promotion on Smoke Free Area Implementation at Regional Work Unit Langsa City." Britain International of Exact Sciences (BIoEx) Journal 2, no. 1 (January 31, 2020): 298–303. http://dx.doi.org/10.33258/bioex.v2i1.150.

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Smoke free area implementation is one of the effective efforts to protect people from cigarette smoke. Health promotion can improve community behavior until they want and able to do healthy behavior and free from health problems. This study aims to explore the role of health promotion that has been implemented by the Langsa City Health Office in relation of smoke free area implementation, especially in regional work unit (SKPK). This is a qualitative study with narrative research design. Data are collected by indepth interview. The results show the role of the health promotion has been done in the implementation of the smoke free area are controlling social or environmental changes in the workplace through advocacy, socialization, development of promotional media, and monitoring and evaluation of smoke freea area implementation. The conclusion of this study that health promotion plays an important role in implementing the smoke free area including advocacy with regional government, disseminate information about the hazard of cigarettes to the public, set a regional regulation and socializing Qanun regarding smoke free area, and carried out smoke free area evaluation meeting to the head of regional work unit for commitment and support the smoke free area implementation at workplace.

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Kogi, Kazutaka. "Practical Ways to Facilitate Ergonomics Improvements in Occupational Health Practice." Human Factors: The Journal of the Human Factors and Ergonomics Society 54, no. 6 (August 17, 2012): 890–900. http://dx.doi.org/10.1177/0018720812456204.

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Objective: Recent advances in participatory pro-grams for improving workplace conditions are discussed to examine practical ways to facilitate ergonomics improvements. Background: Participatory training programs are gaining importance, particularly in promoting occupational health and safety in small-scale workplaces. These pro-grams have led to many improvements that can reduce work-related risks in varied situations. Materials: Recent experiences in participatory action–oriented training programs in small workplaces and agriculture are reviewed. The emphasis of the review is on training steps, types of improvements achieved, and the use of action tools by trainers and training participants. Results: Immediate improvements in multiple technical areas are targeted, including materials handling, workstation design, physical environment, welfare facilities, and work organization. In facilitating ergonomics improvements in each local situation, it is important to focus on (a) building on local good practices; (b) applying practical, simple improvements that apply the basic principles of ergonomics; and (c) developing action-oriented toolkits for direct use by workers and managers. This facilitation process is effective when locally designed action toolkits are used by trainers, including local good examples, action checklists, and illustrated how-to guides. Intervention studies demonstrate the effectiveness of participatory steps that use these toolkits in promoting good practices and reducing work-related risks. Conclusion: In facilitating ergonomics improvements in small-scale workplaces, it is important to focus on practical, low-cost improvements that build on local good practices. The use of action-oriented toolkits reflecting basic ergonomics principles is helpful. The promotion of the intercountry networking of positive experiences in participatory training is suggested.

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Sovičová, Miroslava. "THE EFFECTS OF A WORKPLACE HEALTH PROMOTION PROGRAM TO DECREASE CADMIUM EXPOSURE LEVELS IN NICKEL-CADMIUM BATTERY WORKERS." Acta Medica Academica 48, no. 3 (December 31, 2019): 278–85. http://dx.doi.org/10.5644/ama2006-124.268.

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Seaton, Cherisse L., Joan L. Bottorff, John L. Oliffe, Kerensa Medhurst, and Damen DeLeenheer. "Mental health promotion in male-dominated workplaces: Perspectives of male employees and workplace representatives." Psychology of Men & Masculinities 20, no. 4 (October 2019): 541–52. http://dx.doi.org/10.1037/men0000182.

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Yassi, A. "Health Promotion in the Workplace – The Merging of the Paradigms." Methods of Information in Medicine 44, no. 02 (2005): 278–84. http://dx.doi.org/10.1055/s-0038-1633963.

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Summary Purpose: To synthesize the lessons from both occupational health and health promotion, to improve workplace health. Approach: This article briefly outlines the evolution in defining and understanding health promotion as well as current thinking in occupational health and safety.It also discusses an approach taken in the healthcare sector in British Columbia, Canada, where evidence-based practices and collaboration became the cornerstones to bringing about change and achieve impressive cost-beneficial results in healthcare workforce health. Conclusion: Traditionally, workplace health promotion and occupational health and safety have been two solitudes. Workplace health promotion is rooted in ‘wellness’ and healthy lifestyle choices, while occupational health is heavily dictated by workplace health and safety requirements and legislation. Recently however, there has been increasing recognition of the need for a more holistic approach that focusses on workplace culture, addressing both primary and secondary prevention [1], as well as interventions aimed both at the individual as well as the organisation [2].

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Persson, Sophie Schön, Kerstin Blomqvist, and Petra Nilsson Lindström. "Meetings are an Important Prerequisite for Flourishing Workplace Relationships." International Journal of Environmental Research and Public Health 18, no. 15 (July 30, 2021): 8092. http://dx.doi.org/10.3390/ijerph18158092.

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Relationships among colleagues, managers, and care recipients are mutually important, and need to be highlighted in workplace health promotion. The aim was to explore prerequisites for flourishing workplace relationships in a municipal healthcare setting for old people. As part of this process, we explored the staff’s suggestions on how work relationships could be improved. The study had a salutogenic and participatory approach, examining staff perceptions of what was required for flourishing relationships to be created, and their suggestions for the relationships to be more promotive. Four multi-stage focus groups, which met three times each, were conducted with staff (n = 26) in old age healthcare settings. A deductive analysis was performed, based on components of the flourishing concept: challenge, connectivity, autonomy, and competence. Informal and formal meetings at work were shown to build positively perceived relationships. The study describes meetings and relationships connected to the four components of flourishing. Suggestions for improving work relationships are also presented. This study contributes to workplace health promotion, and has a salutogenic and participatory focus on how to explore workplace relationships as a resource. The flourishing concept shows how workplace relationships can be explored as prerequisites for workplace health promotion.

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Denner, Bernard. "MAN Model: Health Promotion." Australian Journal of Primary Health 6, no. 4 (2000): 230. http://dx.doi.org/10.1071/py00057.

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Despite the efforts of the health care industry to raise men's awareness and participation in attending to their own health needs, men continue to be very poor consumers of health care services (Gibson & Denner, 2000). The MAN model is a model of disease prevention and health promotion that seeks to improve and create pathways for men and adolescents to better access the Health Care System (Gibson & Denner, 2000). If men at present do not come to the health services, then men's health programs may need to journey to where men are gathered. The MAN Model was developed to address specifically this problem of reaching men and getting them to discuss their health concerns in a culturally relevant way. Apart from social and sporting venues, the workplace also represents another significant culturally relevant site for men's health discussions. Men's health in the workplace is subject to the same social, economic, cultural and environmental factors as health in the community (Noblet & Murphy, 1995). The MAN Model has developed a pathway for the education and empowerment of males to deal with their health needs preventively rather than reactively both in the community and the workplace.

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Gray, Patricia, Sipho Senabe, Nisha Naicker, Spo Kgalamono, Annalee Yassi, and Jerry M. Spiegel. "Workplace-Based Organizational Interventions Promoting Mental Health and Happiness among Healthcare Workers: A Realist Review." International Journal of Environmental Research and Public Health 16, no. 22 (November 11, 2019): 4396. http://dx.doi.org/10.3390/ijerph16224396.

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Mental illness, deemed globally to account for 32% of years lived with a disability, generates significant impacts on workplaces. In particular, healthcare workers experience high rates of mental ill health such as burnout, stress, and depression due to workplace conditions including excessive workloads, workplace violence and bullying, which also produces negative effects on patients as well as on the happiness and wellbeing of those who remain at work. This review was undertaken to synthesize the evidence on workplace-based interventions at the organizational level promoting mental health and wellbeing among healthcare workers, to identify what has been receiving attention in this area and why, especially considering how such positive effects are produced. A search of three premier health-related databases identified 1290 articles that discussed healthcare workers, workplace interventions, and mental health. Following further examination, 46 articles were ultimately selected as meeting the criteria specifying interventions at the organizational level and combined with similar studies included in a relevant Cochrane review. The 60 chosen articles were then analyzed following a realist framework analyzing context, mechanism, and outcome. Most of the studies included in the realist review were conducted in high-income countries, and the types of organizational-level interventions studied included skills and knowledge development, leadership development, communication and team building, stress management as well as workload and time management. Common themes from the realist review highlight the importance of employee engagement in the intervention development and implementation process. The literature review also supports the recognized need for more research on mental health and happiness in low- and middle-income countries, and for studies evaluating the longer-term effects of workplace mental health promotion.

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Garbarino, Sergio, Giovanni Tripepi, and Nicola Magnavita. "Sleep Health Promotion in the Workplace." International Journal of Environmental Research and Public Health 17, no. 21 (October 29, 2020): 7952. http://dx.doi.org/10.3390/ijerph17217952.

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Poor sleep and sleepiness in the workplace are associated with accidents. A workplace sleep health promotion program was implemented in an Italian police unit. Of the 242 police officers in the unit, 218 (90%) agreed to take part in the program. A crossover trial was made in which the police officers were divided into two groups that performed sleep health promotion activities in the first and second year, respectively. The first group of officers showed significant sleep improvements at the end of the first year, while the second group had similar or worse parameters than at baseline. At follow-up, a significant improvement in the quantity and quality of sleep was reported in both groups. Sleep improvements at follow-up were associated with a marked reduction in the frequency of accidents at work and near-misses. Before the intervention, sleepiness was the best predictor of injuries (aOR 1.220; CI95% 1.044–1.426) and near-misses (aOR 1.382; CI95% 1.182–1.615). At follow-up, when sleep conditions had improved, insomnia symptoms were the most significant predictors of work accidents (aOR 13.358; CI95% 2.353–75.818). Sleep health promotion can be useful in police officers.

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Briziarelli, Lamberto, and Sergio Perticaroli. "Workplace Health Promotion in large enterprises." Promotion & Education 6, no. 3 (September 1999): 23–25. http://dx.doi.org/10.1177/102538239900600308.

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Stouffer, Kristine, and Jill W. Varnes. "Workplace Violence: Implications for Health Promotion." Journal of Health Education 29, no. 3 (June 1998): 140–43. http://dx.doi.org/10.1080/10556699.1998.10603324.

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Kuhn, Eva, Sebastian Müller, Ludger Heidbrink, and Alena Buyx. "The Ethics of Workplace Health Promotion." Public Health Ethics 13, no. 3 (February 29, 2020): 234–46. http://dx.doi.org/10.1093/phe/phaa007.

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Abstract Companies increasingly offer their employees the opportunity to participate in voluntary Workplace Health Promotion programmes. Although such programmes have come into focus through national and regional regulation throughout much of the Western world, their ethical implications remain largely unexamined. This article maps the territory of the ethical issues that have arisen in relation to voluntary health promotion in the workplace against the background of asymmetric relationships between employers and employees. It addresses questions of autonomy and voluntariness, discrimination and distributive justice, as well as privacy and responsibility. Following this analysis, we highlight the inadequacy of currently established ethical frameworks to sufficiently cover all aspects of workplace health promotion. Thus, we recommend the consideration of principles from all such frameworks in combination, in a joint reflection of an Ethics of Workplace Health Promotion.

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Kupchak, Barbara. "Mental Health Promotion in the Workplace." AAOHN Journal 34, no. 9 (September 1986): 435–39. http://dx.doi.org/10.1177/216507998603400906.

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Journal articles on the topic 'Workplace heatlh promotion'

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