Workplace Health Research Articles

Workplace wellness across the lifespan: A pilot program for health promotion in a low- and middle-income country.

Considering that a sizable segment of the population spends significant amount of time at work, workplaces have been identified as practical platforms for health educational programs. Although employee wellness programs in high-income countries have shown measurable benefits in productivity and physical and mental health, evidence-based programs in low- and middle-income countries, such as Lebanon, are unavailable. The aim is to develop and implement a pilot workplace wellness program focusing on health-related areas to improve health knowledge and behavior among working men and women of reproductive age. In collaboration with March of Dimes, the National Collaborative Perinatal Neonatal Network developed a culturally sensitive health education program focusing on lifestyle, infection, nutrition and family planning. Sessions were delivered by a multidisciplinary team of specialists at a local bank in Lebanon. To assess the impact of the program, participants completed Knowledge and Behavior Assessment Questionnaire (KBAQ) before and after implementation. KBAQ was conducted 6 months after implementation to measure retention and continuing impact. Forty-seven participants completed the program, of whom 44.7% are male, 98% have university degree and 56.5% are married. Total knowledge score improved significantly from 64.2 to 74.3 and remained significant at 6 months post-implementation with a score of 71.7 (p < 0.001). At 6-month follow-up, emotional score improved (p = 0.028), while smoking decreased (p = 0.008). Also, employees' health knowledge and behavior showed sustained and significant improvement. We plan to implement our program at other sites and among employees from different backgrounds to understand the impact of the wellness program on employees' knowledge and behaviors at a larger scale.

Physical inactivity and its associated factors among pre-retirement government healthcare workers in Kuala Lumpur, Malaysia

IntroductionThe rising worldwide concern of Non-Communicable Diseases (NCD) is alarming as it is associated with 80% of annual global mortality. NCD threat is rising due to, among others, the increasing ageing population, thus putting the efforts to promote health ageing at the forefront of many countries’ health agenda. Physical activity has been recognised as one of the significant factors in the pursuit of healthy ageing. Nevertheless, approximately one third of individuals in Malaysia are physically inactive. The aim of this study is to determine the prevalence of physical inactivity and its associated factors among pre-retirement government healthcare workers.MethodsThis cross-sectional study was conducted from May to June 2023 among pre-retirement government healthcare workers in Kuala Lumpur, Malaysia. The sample size required was 233 and proportionate random sampling was used to recruit potential respondents who answered self-administered online questionnaires. Global Physical Activity Questionnaire (GPAQ) was used to measure the level of physical activity and data analysis was performed using SPSS version 29.ResultsA total of 214 complete responses were received from the 233 questionnaires distributed, giving a response rate of 91.8%. The prevalence of physical inactivity among pre-retirement healthcare workers was 39.7% as compare only 29.9% in general population. Significant predictors for physical inactivity included higher education levels (SPM, STPM, or certificate holders) (AOR = 13.4, 95% CI: 2.47–72.65), non-Malay ethinicity (AOR = 4.7, 95% CI: 1.23–18.38), personal barriers (AOR = 1.6, 95% CI:1.35–1.79), social barriers (AOR = 1.21, 95% CI: 1.06–1.39), and physical environment barriers (AOR = 1.468, 95% CI: 1.221–1.765).ConclusionThis study shows a worrying prevalence of physical inactivity among pre-retirement healthcare workers that is even higher than the general population in Malaysia. The findings highlight the importance of focusing the preventive strategies among non-Malay workers and those with lower education levels. It is also vital to address all the physical, social, and environmental barriers towards physical inactivity. By prioritising these factors, employers and stakeholders will be able to establish better workplace health promotion and address the issue of physical inactivity more efficiently.

Beyond the Pandemic: Longitudinal Lessons on Social Support, Sleep Quality, and Burnout Among Healthcare Workers.

To assess occupational burnout (OB) changes among Brazilian healthcare workers (HCWs) from COVID-19 onset to six months later (T1) and identify risk and protective factors. Using the Copenhagen Burnout Inventory and hierarchical multivariate linear regression in a two-stage online survey (initial n = 1,054; T1 n = 316), this study examined the impact of various factors on OB. Significant increases in personal and work-related OB were observed by T1. Psychiatric diagnosis and workload emerged as risk factors (p < 0.01), while having a partner, good family relations, workplace well-being, and adequate sleep were protective (p < 0.001). OB levels among Brazilian HCWs increased during the COVID-19 pandemic. Interventions should target personal and organizational wellness to alleviate burnout, emphasizing the importance of strong relationships, workplace health, and good sleep practices.

Suicidal ideation among non-physician hospital system staff: Prevalence and workplace correlates

BackgroundResearch suggests that healthcare workers are at greater risk for suicide than other occupations, but most published studies focus on physicians. This study examines the prevalence of suicidal ideation (SI) and associated occupational factors among a broad group of non-physician healthcare staff. MethodsAn anonymous online survey was sent to a random sample of 30 % of non-physician healthcare staff at a large urban healthcare system between September and November 2022. Weighted multivariable binary logistic regressions were conducted to determine the workplace and mental health factors associated with SI. ResultsThe 1084 respondents included nurses, administrative staff, research staff, medical assistants, nurse practitioners, physician assistants, and other roles. Of the sample, 8.8 % endorsed having SI over the prior two weeks. Results of the regression indicated that, after adjusting for demographic factors, greater odds of SI were associated with physical violence experienced from a patient or visitor (odds ratio [OR] = 2.15, 95 % confidence interval [CI] = 1.06–4.37), lower perceived leadership support (OR = 0.95, 95 % CI = 0.92–0.98), and positive screening for depression (OR = 4.66, 95 % CI = 2.45–8.86). Exploratory analysis suggests that depression may be a mediating factor between workplace stressors and SI. LimitationsLimitations include the response rate, the use of a single item to assess SI, and the cross-sectional design. ConclusionFindings suggest that workplace violence and leadership support are important occupational factors associated with SI among healthcare workers. Reducing and mitigating workplace violence, enhancing leadership support, and improving access to mental health care should be considered targets for interventions to decrease suicide risk in this population.

How to Balance Privacy and (Health) Benefits: Privacy Calculus and the Intention to Use Health Tracking at the Workplace

To address increasing pressures experienced in the workplace, the use of wearables as part of workplace health promotion programs is on the rise. Even though the benefits are well-known, participation rates are often low due to privacy-related issues. Therefore, this study illuminates the area of privacy further by investigating the influence of the wearable’s additional private use and limited data access on employees’ intended use. Based on technology acceptance and Privacy Calculus Theory, this study applied a factorial survey experiment to test several literature-driven hypotheses. While restricting data access to the employee has a positive impact on employees’ privacy concerns, perceived benefits, and intended use, the possibility of private use is only of secondary relevance for individuals’ privacy perceptions and intention to use. The results provide empirical evidence on how the design of digital workplace health promotion programs can increase conscious participation.

A Message from BHAC Board President: Workplace Wellness Culture and Environment: Key to How People Emotionally Feel and Behave

No abstract available.

Innovative Employee Engagement Strategies and Actions: A Comparative Study of Pre-pandemic and Pandemic Periods

The complex relationship between worker productivity and engagement in organizational settings is examined in this study. The emotional, mental, and physical commitment that workers make to their jobs is known as employee engagement, and it has become clear that this is a crucial component of what makes a business successful. The purpose of this study is to ascertain the primary engagement drivers that have the greatest impact on productivity, examine the effects of differing employee engagement levels on both individual and team productivity, and assess the efficacy of various engagement tactics in raising productivity. This research investigates how employee engagement tactics changed between the pre-pandemic and pandemic periods. By using a comparative study, we are able to pinpoint significant changes in strategies and how well they work to promote worker motivation, contentment, and output. We used surveys, questionnaires to collect data from a variety of industries using a mixed-methods approach. The majority of pre-pandemic tactics were in-person endeavours, such as workplace health campaigns, in-person gatherings, and team-building exercises. However, a quick shift to virtual engagement techniques was required due to the pandemic. The results of our study underscore the growing need on digital technologies, adaptable work schedules, and psychological assistance amidst the pandemic. We also investigate the effects of these tactics on worker morale and productivity, exposing both difficulties and fruitful modifications. Through the use of mixed-methods research design, the study incorporates case studies, qualitative interviews, and productivity indicators with quantitative surveys. Measures of involvement will be assessed using surveys, and the results will be compared to targets for productivity, like hours worked, company revenue, and employee satisfaction. More detailed information about the subjective perceptions of engagement and its alleged effects on productivity will be obtained through interacting with managers and employees. In order to find best practices and effective tactics, case studies of businesses with high levels of engagement will also be evaluated. According to preliminary research, there is a positive correlation between improved employee engagement and increased productivity. Key factors that influence this relationship include leadership quality, work atmosphere, and recognition. Additionally, the study shows that companies with complete engagement strategies are substantially more productive than those without. The present study adds to the expanding corpus of literature on employee engagement and provides pragmatic suggestions for establishments seeking to augment efficiency via enhanced engagement methodologies. Business executives, HR specialists, and legislators looking to promote a more engaged and effective staff will find the findings useful.

The Potentials of Digital Workplace Health Promotion.

Workplace Health Promotion (WHP) can sustainably impact organizations by improving employee health and strengthening legitimization. Digital Workplace Health Promotion (DWHP) may have even more impact thanks to its scope. This study reports on a hospital in Austria wherein DWPH was introduced into the existing WHP structure in combination with a digitalization effort for the entire organization. The approach was mainly quantitative with a few open questions and included a survey before and an evaluation after the project with about 240 respondents each. The use, intentions, barriers and benefits of DWHP from the employees' perspectives were reported on to evaluate the potentials of DWHP for furthering sustainable developments within organizations. While DHWP is perceived as positive, current use is low. Nevertheless, intended future use is promising and perceived benefits are higher after implementation. However, perceived barriers are still high, requiring organizational efforts.

Occupational health staff's involvement contributes to supervisor's perceived organizational support in Japanese workforce: a prospective cohort study.

Enhancing employees' perceived organizational support (POS) is crucial for organizations, and one effective approach is enhancing supervisors' POS. However, there is limited research focusing specifically on enhancing supervisors' POS. We aimed to investigate the influence of occupational health staff's involvement for supervisors on their POS. A prospective cohort study was conducted using an online survey targeting supervisors in various industries across Japan. We assessed supervisors' POS using 8 effective items of the Japanese version of the Survey of Perceived Organizational Support. Data were collected on the involvement of occupational health staff in providing supervisors with training on workplace health management and guidance on addressing specific subordinates with health concerns. The association between this involvement and POS was assessed through multiple regression analyses. The study involved 541 supervisors with occupational health staff at their workplace in the final analysis. Training from occupational health staff was significantly associated with an increase in POS at follow-up after adjustment for potential confounders, including demographic variables and POS at baseline. Similarly, guidance from occupational health staff was also significantly associated with increased POS. This effect was particularly notable in small workplaces. Our study indicates that occupational health staff's involvement in supporting supervisors can contribute to enhancing supervisors' POS, especially in small workplaces. These findings suggest that by developing structured systems and establishing specific roles for occupational health staff, organizations may effectively enhance supervisors' POS.

Towards Health Workplace Environment: Managing the Antecedents and Consequences of Job Stress in Saudi Arabia

Towards Health Workplace Environment: Managing the Antecedents and Consequences of Job Stress in Saudi Arabia

Strategy actions to include students in a private hospital's nursing teams: A qualitative study.

Student nurse education focusses on preparing competent professionals integral to nursing teams. To develop strategic actions to include student nurses within the nursing team. A private healthcare group in South Africa. A qualitative approach in three phases was used. Thirty purposively sampled participants recorded reflective journals in phase one. Tesch's eight steps were utilised for analysis. Phase two involved non-probability volunteer sampling of 11 participants for the nominal group technique analysis. In phase three, total population sampling recruited nine panellists for an e-Delphi technique that provided data that were open coded. Phase one identified themes, including perceptions of responsibilities, support needs, recognition, conflict and communication issues. Phase two revealed five strategic actions: fair treatment, aligned work allocation, active participation, respect and acknowledgement of contributions. Phase three validated 19 strategic statements underpinning the strategic actions. Unit managers play a key role in fostering inclusivity, impacting student nurse retention. Enhancing team cohesion can improve workplace wellness and patient outcomes while aiding in retention and recruitment efforts.

O-105 HOW HEALTHY IS YOUR WORKPLACE? OCCUPATIONAL HEALTH PROGRAMS IN GERMAN COMPANIES – CREATION AND VALIDATION OF EFFECTIVE MEASURES*

Abstract Introduction Companies are struggling with the costs of absenteeism due to their employees’ physical and increasing psychological illnesses. At the same time, employers should recognize the value of healthy employees in terms of greater productivity and the development of positive organizational attitudes. Many organizations have implemented workplace health promotion (WHP) programs; however, we still have limited knowledge about the effectiveness of various measures. The present study examines 18 WHP activities and their effect on employees’ perceived health support and actual absence rates. Methods I organized 112 German companies into four groups based on their subjective (employee perception of health promotion) and objective (absence rate) performance. Applying multinomial regression analysis, I assessed a company’s likelihood of falling into one of the four clusters if a specific measure is not implemented in it. Results Five measures were identified that significantly differ between company clusters: healthy food offerings, sports offerings, having fitness rooms, systematically evaluating WHP programs, and smoking cessation courses. Discussion Sports courses and fitness rooms not only give employees the chance to improve their physical and mental health but also fulfill social needs by enabling contact with other colleagues. Companies should inform their employees about health topics and make them aware of their own health behavior. Moreover, health managers should carefully implement interventions and follow strategies not only to ensure high participation rates but also to evaluate the interventions systematically. Conclusion Investing in occupational health management can be a strategic asset for organizations. It shows that employers can enhance employee well-being by using simple WHP activities. *The full article will be published in the International Journal of Workplace Health Management, DOI 10.1108/IJWHM-08-2023-0118.

Bringing in the third pillar: protective legislation and the welfare state

ABSTRACT Welfare state research over the past five decades has largely focused on two broad social policy pillars: (1) arrays of income programmes, such as social assistance, unemployment insurance, family allowances and pensions, and (2) a range of social services, including childcare, healthcare, social housing and education. However, an important cluster of policy measures, constituting a third policy pillar, has been largely neglected in the cross-national welfare state research to date, protective legislation. It comprises the networks of protective and regulatory laws and constitutional rights emplaced to secure and promote our welfare. Central to all social policy areas, these measures, including rent control policies, workplace health and safety laws, legislation preventing discrimination against people with disabilities and child corporal punishment bans, are distinct from laws that determine access to income programmes and social services or set out the terms of their provision. Rather, they constitute a standalone third category of policy measures, are key components of all welfare states and, depending upon how they are actualised, can be just as central to our well-being and the promotion of our welfare. They can also have compounding or synergistic interactions with policies in the other two policy pillars.

Multiple forms of perceived job discrimination and hypertension risk among employed women: Findings from the Sister Study.

Hypertension has been linked to socially patterned stressors, including discrimination. Few studies have quantified the risk of hypertension associated with exposure to perceived job discrimination. We used prospective cohort data from the Sister Study (enrollment from 2003-2009) to estimate self-reported incident hypertension associated with perceived job discrimination based on race, gender, age, sexual orientation, or health status. Job discrimination in the prior 5 years was assessed in 2008-2012, and incident doctor-diagnosed hypertension was ascertained in previously hypertension-free participants. Among the 16,770 eligible participants aged 37-78 years at the start of follow-up, 10.5% reported job discrimination in the past 5 years, and 19.2% (n = 3226) reported incident hypertension during a median follow-up of 9.7 years (interquartile range 8.2-11.0 years). Self-reported poor health or inclusion in minoritized groups based on race/ethnicity or sexual orientation were more frequent among those reporting job discrimination. In a Cox proportional hazards model adjusting for covariates, report of at least one type of job discrimination (compared to none) was associated with a 14% (hazard ratio = 1.14 [95% confidence: 1.02-1.27]) higher hypertension risk. Results from sensitivity analyses reinforced the findings. Results suggest that interventions addressing job discrimination could have workplace equity and health benefits.

Effectiveness of meditation on wellness management among corporate employees in India: An interventional study.

Urban corporate sector relies heavily on workplace well-being, with meditation being a potent stress reduction method that significantly enhances the quality of life (QoL) and wellness. The study aims to assess the effectiveness of meditation on wellness management among corporate employees in India. The quasi-experimental controlled study design was employed from May to June 2021, which assessed stress, QoL, and wellness indices (satisfaction with life, well-being) with meditation practice as the intervention. The online questionnaire incorporates questions from the Depression, Anxiety, Stress Scale, World Health Organization (WHO) QoL Scale, Five-item Satisfaction with Life scaleand WHO-5 Well-being Index. A nonrandom sampling technique selected 146 and 74 subjects in the intervention and control groups, respectively, among the employees of Star health- and allied insurance company. The data was analyzed using SPSS V27 (©IBM SPSS Statistics). The Wilcoxon signed rank test for the dependent groups, and Mann-Whitney U test for the independent groups (between subjects) was performed. Among a total of 220 subjects who enrolled in the recruitment survey, 146 subjects underwent the intervention thus providing a response rate of 66.4%. For the intervention group, the difference (within group) in mean scores between baseline and endline assessment shows a reduction in stress (0.02) and significant improvement in QoL (0.21) and wellness indices (satisfaction with life: 0.21, well-being: 0.24). The difference (betweenthe experimental and control groups) in mean endline scores shows a decrease in stress (0.07), an increase in wellness indices (satisfaction with life: 0.12, well-being: 0.23), and a significant change in the QoL(0.17). Meditation intervention in corporate wellness programs enhances the QoL, wellness, and stress management, establishing the effectiveness of health profile-raising ingenuities at the workplace.

Managing menstruation while deployed operationally: experiences from the Australian emergency management sector

The circumstances faced during emergency incidents are characteristically physical, situational or time-critical, but little is known about how people manage their periods in these extreme settings. This study examined the attitudes, experiences and practices of managing menstruation by emergency services personnel in Australia while deployed operationally. Using a mixed-methods approach, a survey (n=287) collected data about operational roles, period characteristics, period management during operations and period stigmatisation. The findings show that navigating and solving the intersections between periods and the demanding circumstances of deployment is given substantial consideration by people who menstruate. Participants actively found solutions to the various routines, etiquettes and discomforts of menstruation to maintain service to their operational roles, despite problematic influences of period character and menstrual symptoms, menstrual products, hygiene, toileting, privacy and stigmatisation. Such self- determination suggests identity formation as competent first responders who also menstruate. However, externalities of menstruation that could be better accommodated in operational settings include toileting, bodily hygiene, field privacy, menstrual product supplies, used product disposal or cleaning, support, education and training. Attention to menstrual health in workplaces is increasing and should become a normalised aspect of emergency services.

Prevalence of Hypertension, Its Risk Factors and 10-year Cardiovascular Disease Risk among Bank Employees in Lagos State, Nigeria.

Hypertension is a significant global public health concern, with unique risk factors affecting those in the banking sector due to their work environment. This study aimed to determine the prevalence of hypertension among bank employees and identify specific contributing risk factors. A cross-sectional survey of 250 bank employees used pretested structured questionnaires. Various measurements, including body mass index (BMI), blood pressure, lipid profile parameters and cardiovascular events, were recorded. Data were analysed using SPSS software. Categorical variables are presented as frequencies and percentages. Binary logistic regression was employed to identify independent predictors of hypertension (P < 0.05). The study participants had a mean age of 37.56 ± 8.98, with 54.5% being female. The majority (98.8%) had tertiary education, and 94.7% resided in urban areas. The prevalence of hypertension was 33.3%. Higher BMI is significantly associated with increased odds of hypertension. For each unit increase in BMI, the odds of having hypertension are approximately 1.98 times higher. Hypertension was also significantly more prevalent in those participants with prior hypertension diagnosis, those with a family history of hypertension, smokers and those who added salt to their food on the table (P < 0.05). The alarmingly high prevalence of hypertension underscores the need for targeted intervention and health promotion initiatives. With recognised risk factors, emphasis must be placed on the importance of lifestyle modifications and workplace wellness programmes to mitigate the burden of hypertension.

Assessment of Occupational Hazards and Health Status (Respiratory and Non-respiratory) Among Sawmillers in Akure Metropolis, Nigeria

Background: Sawmilling exposed workers to diverse occupational mishaps and subsequent health complications. Investigating workplace risk and health status can help mitigate morbidness and death among this group. Objectives: This study aimed to evaluate the occupational hazards and health status of sawmill workers in Akure, Nigeria. Methods: This cross-sectional descriptive survey was conducted on 304 sawmill workers in Akure metropolis selected via multi-stage sampling methodology. Data were collected using a pre-tested, standardized questionnaire. In addition, the body mass index (BMI), blood pressure (mmHg), and respiratory function parameters (spirometry) were measured. Descriptive and inferential statistics (chi-square) were used to evaluate and summarize the data, with a significance level of P &lt; 0.05. Results: The respondents' average age was 42.0 ± 2.8 years. The common reported workplace hazards included noise 273 (89.8%), manual lifting of objects 221 (72.7%), heat 192 (63.2%), and wood dust 192 (63.2%), while common reported injuries were bruises 292 (96.1%), hearing impairment 281 (92.4%), electric shock 250 (82.2%), and fainting attack 232 (76.3%). The common prevalent ailments suffered by respondents in the last month were cough 158 (52.0%), phlegm production 149 (49.0%), chest pain 63 (20.7%), skin problems 100 (32.9%), and eyes irritation 111 (36.5%). The anthropometric measurement showed that most 272 (89.5%) sawmill workers are overweight and obese. Spirometry measurements revealed that one-third of the respondents had a forced expiratory ratio (FER) measurement below 70.00% and an abnormal respiratory rate. The bivariate analysis showed a significant correlation between the respondents' self-reported prior workplace injury, knowledge of workplace dangers, and sociodemographic characteristics (job category and educational level). Conclusions: The results showed that the respondents suffered from impaired respiratory function related to workplace hazard exposure and the non-usage of protective devices during operational activities. In addition, the majority are at risk of developing diverse cardiovascular and respiratory diseases due to workplace exposures.

Predicting COVID-19 Cases in Nursing Homes of California and Ohio: Does the Work Environment Matter?

The cross-sectional study evaluates if the pre-pandemic work environments in nursing homes predict COVID-19 cases among residents and staff, accounting for other factors. Leveraging data from a survey of California and Ohio nursing homes (n = 340), we examined if Workplace Integrated Safety and Health domains - Leadership, Participation, and Comprehensive and Collaborative strategies predicted cumulative COVID-19 cases among nursing home residents and staff. In Ohio, a 1-unit increase in Leadership score was associated with 2 fewer staff cases and 4 fewer resident cases. A 1-unit increase in Comprehensive and Collaborative Strategies score in California showed an average marginal effect of approximately 1 less staff case and 2 fewer resident cases. These findings suggest that leadership commitment and inter-department collaboration to prioritize worker safety, may have protected against COVID-19 cases in nursing homes.

Enhancing hotel employees' well-being and safe behaviors: The influences of physical workload, mental workload, and psychological resilience

Research background: Despite the dynamically growing cross-sectional academic studies conducted on various aspects related to physical and mental workloads in the context of workplace safety, there is still room for further in-depth analyses of how these workloads affect employees' behavior and well-being. This phenomenon is of particular interest in the case of hospitality, where hotels should recognize the workloads imposed on their employees, since they are considered the most critical and influential stressors in the workplace. Purpose of the article: Based on the conservation of resources (COR) theory, our study aims to examine how hotel employees' physical and mental workloads affect their well-being and safe behaviors. The study also investigates how employee well-being and psychological resilience play a role in these patterns. Methods: The study employs an experience-sampling methodology to assess the physical and mental workloads of a group of full-time employees working in luxury hotels in the USA. Findings &amp; value added: The findings derived from Partial Least Squares Structural Equation Modeling (PLS-SEM) reveal that both physical and mental workloads negatively impact overall well-being and safe behaviors. Additionally, physical workload influences mental workload. Also, employee well-being has been identified as a mediating factor in the relationship between workloads, psychological resilience, and safe behaviors. Notably, psychological resilience has not exhibited a moderating effect. This study expands on the COR theory by examining its impact on the hospitality industry. The study has developed and validated a model for assessing hotel employees' physical workload. Moreover, it emphasizes the significance of employees' well-being and psychological resilience in promoting safe behaviors in hotels. Therefore, this model is a significant step forward toward effectively measuring and maintaining the overall well-being and safe behaviors of employees in the hospitality industry. Furthermore, the value of the research is enhanced by surveying hotel employees directly rather than relying on subjective opinions from management about employee involvement in workplace health and safety. This approach avoids the bias often present in management assessments and provides a more accurate depiction of employee participation.