Corporate Fitness Research Articles

Comparison of Different Modes of Exercise on Cognitive Function and Mood among Older Adults in Mexico

Purpose: The aim of the study was to investigate comparison of different modes of exercise on cognitive function and mood among older adults in Mexico
 Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries.
 Findings: The study on older adults in Mexico found that regular physical exercise, regardless of the mode, improved cognitive function, particularly memory and executive functions. Aerobic exercises like walking and swimming were effective in enhancing mood by reducing depression and anxiety symptoms. Resistance training benefited attention and concentration. Group exercise sessions and personalized programs boosted adherence and motivation, contributing to improved cognitive outcomes and mood among older adults in Mexico.
 Unique Contribution to Theory, Practice and Policy: The cognitive reserve theory, the neurotrophic theory & the socioemotional selectivity theory may be used to anchor future studies comparison of different modes of exercise on cognitive function and mood among older adults in Mexico Develop practical guidelines for creating customized workout playlists based on individual preferences and exercise goals. Collaborate with workplace wellness programs to incorporate music into physical fitness initiatives. Advocate for policies that support the use of music in corporate fitness centers and wellness activities to improve employee engagement and well-being.

Effects of Different Types of Music on Exercise Performance and Enjoyment among College Students in Germany

Purpose: The aim of the study was to effects of different types of music on exercise performance and enjoyment among college students in Germany
 Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries.
 Findings: This study examined the impact of different music genres on exercise performance and enjoyment among German college students. While exercise performance didn't significantly differ across conditions, enjoyment levels varied significantly. Classical music led to the highest enjoyment, followed by pop music, while rock music resulted in the lowest enjoyment. The study suggests that music choice during exercise can enhance enjoyment, with classical music having a positive influence, and rock music potentially having a negative impact on mood and motivation.
 Unique Contribution to Theory, Practice and Policy: Arousal Theory, attention restoration theory & expectancy theory may be used to anchor future studies on effects of different types of music on exercise performance and enjoyment among college students in Germany. Develop practical guidelines for creating customized workout playlists based on individual preferences and exercise goals. Collaborate with workplace wellness programs to incorporate music into physical fitness initiatives. Advocate for policies that support the use of music in corporate fitness centers and wellness activities to improve employee engagement and well-being.

Reasons for Engaging with Exercise and Fitness Clubs: A Study of Gym Use in Malta and Changing Motives over Time

This article aims to contribute to knowledge in the field of exercise and fitness facility and service provision, specifically pertaining to public engagement with health club gyms. More academic research is needed if existing private fitness facilities are to become more effectively integrated into broader public health initiatives. Understanding prevailing reasons for undertaking gym-based exercise among gym users may provide valuable insights for increasing participation, retention, and prospects for closer cooperation between private and public entities interested in promoting physical activity. A cross-sectional survey was carried out among a total of 128 gym users in Malta to ascertain their reasons for participating currently, as well as initially upon starting their gym-based exercise routines. A statistical analysis was carried out to investigate how such reasons varied over time both within and between participants. The results show that Maltese gym users initially tend to value improvements to their strength, general health, and body image, with an increasing appreciation for psychological and social factors over time, particularly stress relief and relaxation. Reasons for exercising in a gym appear to remain mostly stable for approximately two years, and are more changeable among males rather than females. The article discusses further variations in the contexts of private and corporate fitness, as well as public health and wellness.

Progressing from Corporate Fitness to Workplace Wellness in Health Care and Higher Education

Progressing from Corporate Fitness to Workplace Wellness in Health Care and Higher Education

Factors Associated with Participation in a Corporate Wellness Program: The Case of International Hospitality Company

ABSTRACT Corporate wellness programs (CWPs)are usually offered by employers to encourage their employees to live a healthy lifestyle by implementing significant changes in their daily routines to reduce their health costs and increase productivity. The study identifies factors associated with employees' participation in CWPs. This study used a quantitative approach by designing a questionnaire based on the relevant literature to collect data from the target respondents. The population of this study consists of 900 employees working at an international hospitality company called XYZ Company operating in Bahrain. The researchers retrieved 307 completed questionnaires out of the 900 distributed, representing a 34% response rate. The respondents represent first-line employees, supervisors, and managerial levels. About 45% of them would like to engage in physical activity, especially at the corporate fitness center, and preferred a wellness program that would allow them to get personalized exercise or diet counseling in one-to-one sessions. Furthermore, the results showed that culture was the only engagement factor associated with participation in the CWPs. Individual factors, social environment factors, physical environment factors, and organizational policy factors were not associated with participation in the CWP. Companies should use comprehensive CWPs that include physical activities, nutrition, recovery, and psychological aspects. Keywords: Corporate wellness programs; Productivity; Employees' participation; Engagement factors; Cultural factors.

Workplace Health And Fitness In Health Care And Higher Education Settings. Progressing From Corporate Fitness To Workplace Wellness

PURPOSE: Historically, the term corporate fitness has characterized health and fitness programming in the workplace, with 70% of medium to large corporations providing programs. More recently the types of workplaces providing health and fitness programs have expanded and now include hospitals and higher education settings. The purpose of this research is to examine the health outcomes of a new workplace wellness program at a regional hospital (Be Fit) and participation outcomes of a new university based wellness program (SHU Fit) within the context of shared program characteristics- newly offered outside of a corporate setting. Participation changes pre and post COVID restrictions were also observed. METHODS: Changes in BMI, mass, body fat %, fasting blood glucose, and Hba1c were assessed via inferential statistical assessment among 46 Be Fit participants post participation in 19 (2018-19) months of bi-weekly supervised exercise training and promotion of the Modern Mediterranean Diet. Participation and utilization outcomes were assessed via descriptive statistical assessment for 31 months between January 2018 and December 2020 for SHU Fit. RESULTS: Participation in Be Fit was associated with a reduction (percent change) of average BMI (6.25, p = .001) , mass (6.25, p = .00001), total cholesterol (7.76, p = 0.025), fasting blood sugar (5.5, p = .0081), and Hba1c (4.8, p = .0082). An absolute reduction of 4.95% was also observed for body fat %. SHU Fit visits increased 57% between opening day and 12 months with 3 years of consistent growth (249 average new visits per year). COVID restrictions (transition from in person to online training) reduced participation by 60%. Relative reduced COVID restrictions were associated with a 28% increase in participation. CONCLUSIONS: A simultaneous examination of participation and health outcomes for 2 new workplace wellness settings demonstrates the potential for interventions to succeed relative to growth in participation as well as producing positive health outcomes associated with reduced chronic disease risk. An additional opportunity to examine participation during COVID restrictions shows a significant impact and reduction in participation among employees when access to the program facility is limited, but also potential for recovery amid remaining restrictions.

Organizational-level determinants of participation in workplace health promotion programs: a cross-company study

BackgroundAttracted by the expected benefits such as reduced absenteeism and increased productivity, more and more firms decide to implement workplace health promotion programs (WHPPs). However, those programs can only be effective if employees actually participate. This study aims to (1) gain insight into the degree of enrolment rates in such programs across companies and (2) identify organizational level factors that are associated with employee participation. Building on existing theory on organizational drivers of participation in corporate wellness programs, the study’s main goal is to investigate which organizational factors determine whether employees enroll in a corporate fitness program or not.MethodsA business-to-business fitness platform company provided organizational level data on 61 client firms that have recently implemented a corporate wellness program. The data contained information on the enrolment rate per company and different organizational level variables. The following potential determinants of participation were analyzed: firm size, organizational program support and employee co-payment. A random effects model was used to examine associations between potential determinants and the program enrolment rate.ResultsThe average participation is limited (15.37%) but varies highly across companies (range 0.07–100.00%, monthly basis). Looking at the determinants of program enrolment, we find that organizational program support – the degree to which firm leadership encourages participation – positively influences the enrolment rate (β = 0.051 p < 0.001) while employee co-payment – the financial contribution employees have to make to participate – has a negative impact (β = − 0.002, p < 0.001). Furthermore, firm size has a negative relationship with firm enrolment.ConclusionsEnrolment rates in WHPPs are limited, as many companies have difficulties to promote participation in WHPPs among employees. Strong organizational program support and low employee co-payment were identified as drivers of employee participation in corporate health programs. Hence, intensifying both social and financial support of employee participation may help to drive enrolment rates. Firm size was found to negatively affect the enrolment rate in WHPPs, implying that larger firms have to account for their size and corresponding complexity when implementing such a program.

Corporate Fitness as Ergonomics

Corporate Fitness as Ergonomics

Maskers of the Universe: Generating Transparency Around Antisocial Personality Traits of Executive Leaders in Corporate America

One out of every five chief executives is a psychopath who is consumed with playing a game of corporate accomplishment, as he takes inhumane pleasure in violating moral code to ensure his dominance and personal gain over others in the workplace. In fact, there are a growing number of “triadic persons” in the American workforce, who combine three types of antisocial personalities: narcissism, sociopathy, and psychopathy. These individuals are drawn to positions of power and prestige, making corporate America the ideal breeding ground for producing the number one most psychopathic profession: The Corporate CEO. These actors are intrinsic experts at performing a routine of tantalizing charm and believable devotion. Meanwhile, with the absence of an effective mechanism designed to highlight the antisocial tendencies of C-Level leaders in current hiring and promotion processes of publicly-traded companies, these corporations, their employees, and shareholders remain unable to expose the bad actors who are stealthily permeating the fabric of U.S. commercial markets. In order to generate the transparency necessary to afford employers, stockholders, boards of directors, and regulators the opportunity to make informed decisions about America’s corporate leaders, this Note proposes the SEC’s promulgation of an optional Corporate Character and Fitness (“CCF”) Disclosure tool, designed to unmask the antisocial personality traits of executive leaders employed by publicly-traded companies, in order to better gauge their risk propensity.

Ethics: Employer-Sponsored Wellness Programs for Nurses: The Ethics of Carrots and Sticks

Research has demonstrated that job stress and shiftwork, both of which nurses often experience, are risk factors for obesity. Zhao and Turner (2008) carried out a systematic review of studies focused on shift workers' lifestyle. Findings from the 17 studies reviewed by the authors suggested that shift workers, as compared to non-shiftworkers, were more likely to be overweight, have adverse lifestyle behaviors, and eat less healthfully. In another study, a sample of 194 nurses from six hospitals participated in anthropometric measurements and self-administered surveys (Malik. Blake. & Batt. 2011), Results of the study showed that a majority of nurses were overweight and that their self-reported health, diet, and physical activity ratings were low. As researchers continue to find relationships between obesity and chronic illnesses and also the negative impact of unhealthy eating habits and lack of exercise on health, employers are considering new ways to help ensure a healthy work environment.In 2011, the Surgeon General recommended a focus on Creating Healthy Worksites to make it easier for employees to participate in exercise programs and make nutritious food choices (Corporate Fitness Works. 2011 ). There are increasing numbers of employer-sponsored wellness programs that are designed to contain rising healthcare costs by encouraging healthy behaviors (Lessack. 20131. Behaviors that are targeted most frequently by wellness programs are exercise, smoking, and weight loss (Muitaba &Cavico, 2013). The Patient Protection and Affordable Care Act (ACA) has allowed companies to provide financial incentives to employees for healthy behaviors (Berman. 2013: Madison. VoIpp. & Haloern. 2011). ACA regulations distinguish between participatory and health-contingent wellness programs. Participatory wellness programs do not require employees to satisfy any particular standard, such as joining a gym or participating in a smoking-cessation program, in order to receive a reward. Health-contingent wellness programs require employees to perform specific activities related to a health factor or to achieve a specific health outcome in order to receive a reward (Lessack. 2013J.In theory, the primary ethical justification for employer-sponsored wellness programs is beneficence - the moral obligation to act for the benefit of others (Rothstein & Harrell, 2009). These programs appear to be a win-win situation: employees have opportunities to be healthier and save on healthcare costs, and employers can benefit from a more productive and healthier workforce (Voigt & Schmidt. 2013)In spite of these advantages, however, implementation of these programs has raised some ethical concerns. The model of beneficence that is integrated by employee-sponsored wellness programs tends to be paternalistic, with health plans designed for economic leverage to encourage employees to adopt the type of healthy lifestyle activities selected by the specific health plan (Rothstein & Harrell. 2009). Privacy for employees is another concern, as coaches and others carrying out the programs collect sensitive health information about employee participants. There are risks of this information being stolen, as well as concerns with employee autonomy (Berman. 2013). In addition, there are concerns about potential discrimination of unhealthy employees that may occur if the incentive programs result in discouraging unhealthy job applicants, encouraging unhealthy employees to resign, or discouraging them from taking advantage of health benefit packages offered by the institution (Madison. VoIpp. & Halpern. 2011). As increasing numbers and types of employer-sponsored healthy lifestyle programs increase, the question arises: At what point are incentives to participate or penalties for nonparticipation so great as to render participation in the program involuntary (Lessack. 2013)? Both the carrot (rewards) and stick (penalties) approaches to employee-sponsored healthy lifestyle program may raise some ethical concerns. …

Reputational dynamic capability – What’s board got to do with it

The power of intangible corporate assets, on disposal to board and management provide immense possibilities to enhance corporate performance. Dynamic capabilities and corporate reputation are the most salient of a kind, beside knowledge. While the relevant literature about both phenomena is ample, their synergic impact on the corporate performance is lacking. The main challenge of the paper is to seal this important gap by proposing an integrated framework of dynamic capabilities and corporate reputation. In particular, by examining the mediating role of corporate reputation in corporate interactions, the reputational capability is shaped to enhance the corporate sensibility to changes in its operating ecosystem, prior to its competition, therefore assuring corporate fitness. This new breed of dynamic capability is designed as a driver of the firm’s market and non-market based competitiveness. In order to empirically verify this new mechanism, the research results conducted in Croatia are presented. The model is designed as generic in nature, hence is suitable for applying to other intangible corporate assets and dynamic capabilities interaction analysis

Point/Counterpoint

Point/Counterpoint

The Constant Evolution of Corporate Fitness

The Constant Evolution of Corporate Fitness

Physical activity at the workplace in the USA

Most large corporations in the USA realise the benefits of implementing corporate wellness programmes, including a great focus on physical activity. These programmes are often offered by ‘forward-thinking’ corporations to...

Barriers to physical activity in an on-site corporate fitness center.

Many corporations provide employees the option of participating in on-site fitness centers, but utilization rates are low. Perceived barriers to physical activity have been established as important correlates of physical activity, and recent research indicates that barriers may vary across settings. Work-site fitness centers may present unique barriers to participation, but there are currently no standardized measures that assess such barriers. Eighty-eight employees of a midwestern corporation completed a survey designed to identify and evaluate the extent to which barriers influence participation in an on-site corporate fitness center. Regression analyses revealed that external environmental barriers (e.g., inadequate exercise facilities) significantly accounted for not joining the fitness center, and for decreased duration of visits to the facility among members. Internal barriers (e.g., feeling embarrassed to exercise around coworkers) significantly accounted for frequency of fitness center visits among members. This corporate specific measure may lead to more effective interventions aimed to increase use of on-site corporate fitness centers.

The Relationship Between Enjoyment and Affective Responses to Exercise

Exercise-related affective changes are well documented across a variety of settings and populations. In addition to the stimulus properties of exercise itself, social environmental factors are thought to influence affective responses. One factor that may be associated with psychological responses to exercise is enjoyment. Individuals who enjoy exercise may exhibit more positive affective responses compared to those who enjoy exercise less. The purpose of this study was to examine whether exercise enjoyment was related to affective changes associated with an acute bout of exercise in a naturalistic setting. Study 1 used a categorical approach to assess affect and sampled college-aged female group fitness participants. Study 2 was based on a dimensional affect conceptualization and sampled corporate fitness participants. Across both studies, results revealed a significant decrease in negative affect and increase in positive affect following exercise. Enjoyment was positively related to increases in positive affect but unrelated to changes in negative affect.

The Effects of Stability Ball Training on Spinal Stability in Sedentary Individuals

Stability ball training (SBT) is believed to improve spinal stability (SS) and could reduce the risk of back pain in sedentary individuals. The purpose of this study was to examine the effects of SBT on SS. Twenty sedentary individuals were randomly assigned to either an experimental group that performed SBT twice per week for 10 weeks or to a control group. Differences between groups were assessed by analysis of variance (ANOVA) with repeated measures. The experimental group improved significantly (p < 0.05) on the static back-endurance test from pretest (149.3 +/- 72.3 seconds) to posttest (194.6 +/- 56.7 seconds) and the side bridge test from pretest (45.4 +/- 39.4 seconds) to posttest (71.3 +/- 59.7 seconds). Back endurance for the control group did not change from pretest (123.4 +/- 64.9 seconds) to posttest (87.5 +/- 40.2 seconds), nor did the results of the side bridge test change for this group from pretest (41.8 +/- 26.4 seconds) to posttest (51.6 +/- 35.9 seconds). These findings illustrate that SBT may provide improvements in SS within this population. Practitioners might use SBT exercises where the position of the spine is maintained during the early phases of back-pain prevention programs. This type of programming might be beneficial to individuals who spend a good deal of time sitting (i.e., in corporate fitness programs) or for individuals who are prone to back pain and have been cleared to exercise. Also, the side bridge and static back endurance assessments may be good choices for measuring SS in field settings.

Corporate strategy revisited: a view from complexity theory

Abstract Despite its long tradition and well‐known contributions, corporate strategy research is yet far from being mature. This paper proposes an innovative framework that approaches the field from the theoretical perspective provided by complexity theory. We propose to see the corporate level of the organization as the driver, pacer and framer of the overall firm's evolution process. Drive is provided by the cognitive representation of the corporate fitness landscape that is implicit in the firm's corporate plan. Pacing is a consequence of the kind of strategic initiatives (‘search strategy’) developed by the company. Framing is achieved through the architectural design that the corporate level implements for the firm.

Strength Training In Prisons

STRENGTH TRAINING TODAY has become accepted by mainstream America more then ever before. In the past, health and fitness professionals believed that cardiovascular conditioning should be the focus of the exercise session and that strength training would cause hypertension, orthopedic injuries, and a decrease in flexibility. Today, society at large is more educated about the myths and misperceptions surrounding strength training. Most men, women, and special populations are more accepting of the positive effects resistance training can provide. Some experts believe that there is a market for the certified strength and conditioning specialist (CSCS) and NSCA-certified personal trainers (CPT) in the corporate fitness area (5), likewise there may be a market for these professionals in the correctional setting. This article will discuss the controversy over strength training in prisons, the research regarding strength training in prisons, and the role of the strength and conditioning professional in the correctional setting. ■ The Controversy

Exploring attitudes to corporate fitness in Jersey: employer and employee perspectives

Corporate fitness or fitness promotion in the workplace, while well established in the United States and other industrialized countries, has been slow to develop in the United Kingdom. Health and business promotion organizations recognize the benefits of fitness initiatives in the workplace and throughout the 1990s have advocated the opportunities available to employers. This paper reports the results of an exploratory investigation using sample companies in Jersey to assess attitudes towards corporate fitness schemes. Empirical work focusing on both the company perspective and the employee view has been carried out and a positive reaction to corporate fitness was the predominant finding.