Workplace Health Promotion Measures Research Articles

Musculoskeletal complaints, postural patterns and psychosocial workplace predictors in police officers from an organizational unit of a German federal state police force - a study protocol

BackgroundPolice officers are exposed to a particularly high risk of musculoskeletal disorders (MSDs) and psychosocial stress due to their working conditions. Therefore, the aim of this project will be to assess the occupational physical and mental health of police officers from an organizational unit of the police force of a German federal state.MethodsThe aim is to analyze at least 200 active police officers of a state police force in Germany between the age of 18 and 65 years. In a mixed-methods design, a video raster stereography-based measurement of the upper body posture and a modified version of the Nordic Questionnaire (NQ) will be used for investigating their physical health, while the Copenhagen Psychosocial Questionnaire (COPSOQ) and the Operational Police Stress Questionnaire (PSQ-Op) will be used to analyze their mental health. In addition, job-specific psychosocial factors at the workplace will be assessed (using self-designed questions that were previously evaluated in an expert interview).DiscussionTo date, there is a lack of current questionnaire-based data on the prevalence of MSDs in police officers, or of MSDs associated with injuries or psychosocial workplace factors. Thus, in this study, these MSDs will be correlated with quantitative upper body posture data. If these results prove an increased physical and/or psychosocial stress, then the existing workplace health promotion measures should be analyzed and modified if necessary.

Health Promotion for Outpatient Careworkers in Germany.

Due to ongoing demographic changes, the need for care is increasing in Germany. The number of outpatient care services is also rising, and with it, the number of employees in outpatient care, who are also continuously becoming older. Workplace health promotion (WHP) becomes relevant in this context, as it can reduce negative strain reactions and promote employees’ health. The aim of this study was (1) to reveal implemented WHP interventions in German outpatient care services; (2) to examine the potential challenges regarding a successful implementation of WHP measures; and (3) to illuminate further requests and needs experienced by outpatient careworkers. In qualitative field research, 30 semi-structured individual interviews were conducted with German caregivers, using the problem-centered interview method. The collected data were deductively and inductively evaluated and interpreted, using qualitative content analysis according to Mayring. Outpatient caregivers reported various WHP measures known from their workplaces, such as the provision of fruit baskets, programmes to increase physical activity, or a subsidy for a personal gym. They further reported WHP, such as back training, known from other care services. However, the respondents spoke of the challenges regarding the implementation or the use of WHP interventions in general. The most frequently named barriers were a lack of time after work and interventions that were only offered in their leisure time. In the same course, the participants still needed offers to increase physical activity, joint activities, or relaxation techniques. However, respondents highlighted that they preferred the interventions to take place during working hours. This way, they would also be more likely to take advantage of the interventions. The results of this study provide an insight into various WHP measures that already exist, or that are desirable for implementation with regard to caregivers’ needs. Subjectively perceived challenges for a successful implementation of WHP measures represent the importance of adjustments in the work organization of caregivers. It becomes clear that WHP is not yet established in the ambulant care sector, although it appears to be imperative for keeping caregivers healthy. Considering the different needs of employees, the results can provide a basis for the development of needs-based health promotion measures for caregivers.

Rural-urban differences in workplace health promotion among employees of small and medium-sized enterprises in Germany

BackgroundRural and urban areas hold different health challenges and resources for resident small and medium-sized enterprises (SMEs) and their employees. Additionally, residents of urban and rural areas differ in individual characteristics. This study aims at investigating potential rural-urban differences (1) in the participation rate in workplace health promotion (WHP) and (2) in the relationship of WHP and health relevant outcomes in residents living in rural or urban German areas and working in SMEs.MethodsData of a large German Employee Survey in 2018 were used and analyzed by chi-square and t-tests and regression analyses regarding job satisfaction, sick days, and psychosomatic complaints. A total of 10,763 SME employees was included in analyses (23.9% living in rural, 76.1% living in urban areas).ResultsAnalyses revealed higher participation rates for SME employees living in rural areas. SME employees living in urban areas reported more often the existence of WHP. Results showed (a) significance of existence of WHP for psychosomatic complaints and (b) significance of participation in WHP for job satisfaction in SME employees living in urban but not for those living in rural areas.ConclusionThe revealed disparities of (1) higher participation rates in SME employees living in rural areas and in (2) the relationship of WHP aspects with health relevant outcomes are of special interest for practitioners (, e.g. human resource managers), politicians, and researchers by providing new indications for planning and evaluating WHP measures.

Capturing and analysing the working conditions of employees with disabilities in German social firms using focus groups

BackgroundSocial firms – a type of social enterprise – provide job opportunities to people with mental or intellectual, sensory, physical or multiple disabilities who are disadvantaged on the general labour market. Given the limited number of studies on working conditions of employees in inclusive workplaces, the aim of this study was to explore job demands and resources experienced by employees with disabilities in German social firms.MethodsThree focus groups were conducted between September and October 2020 with 14 employees with disabilities from social firms in the catering and cleaning sector in Germany. The Job Demands-Resources model was used as a theoretical basis for developing the semi-structured interview guide. Audiotaped data were transcribed verbatim, analysed deductively and inductively using the qualitative content analysis according to Mayring.ResultsThe results show that employees of social firms experience specific job demands and resources regarding work content, work organisation, social relations and work environment. Job demands were mainly reported with respect to work organisation, e.g. high workload, time pressure or challenges in collaboration, whereas social relationships with colleagues and supervisors were most frequently mentioned as important resources at the workplace.ConclusionFirst exploratory study results on the working conditions of employees in social firms in Germany were obtained. Given the pivotal importance of employment for people with disabilities, the identified job demands and resources of this study highlight the relevance of a healthy workplace, especially for employees in social firms. Future interventional research is needed regarding the development, implementation and evaluation of workplace health promotion measures in social firms.

Umsetzung des betrieblichen Eingliederungsmanagements. Ergebnisse der Erwerbstätigenbefragung 2018

Implementation of operational integration management – findings of a representative survey of employees 2018 Objectives: In Germany, employers are obliged to offer “operational integration management” (OIM) to employees who have been on sick leave for more than six weeks within the past 12 months. The aim of this analysis was to investigate the implementation of OIM. Methods: The analysis was based on a representative survey of employees (“BIBB/BAuA Employment Survey of the Working Population on Qualification and Working Conditions in Germany 2018”), which includes information on OIM for the first time. Sociodemographic and health-related characteristics, attributes of the company and job requirements, as well as aspects related to job satisfaction were analyzed in connection with the reported receipt of offers of OIM. It included subjects who reported having been on sick leave for 31 or more days within the last 12 months. The analysis was carried out by using multiple logistic regression models. Results: Among 1347 employees with 31 or more days of sick leave, 615 (45.7 %) reported having received an offer of OIM from their employer. Eleven characteristics were found to be significant in multiple models (p < 0.05). An increased chance of an OIM invitation was observed in subjects that reported a positive view on work and the working atmosphere (sense of community at the workplace, praise from superiors, job satisfaction) as well as in those who were employed in companies with a works or staff council (odds ratio (OR) = 1.7). If workplace health promotion measures had been implemented in their companies within the last two years, the odds of receiving an OIM offer were 2.4 times higher. Compared to public service, only the other services were associated with a lower chance of receiving an OIM offer (OR = 0.6). Conclusions: The findings suggest that the legal mandate for OIM is still not being adequately implemented. According to the survey, this applies in particular to companies classified as other services, to those that have neither a staff nor a works council and in which no health promotion measures have been implemented in the last two years. Keywords: BEM – occupational health management – incapacity for work – capacity for work

How Managers Perceive and (Do Not) Participate in Health Promotion Measures-Results from a Cross-Sectional Mixed-Methods Survey in a Large ICT Company.

Managers often face stress and high work demands. Yet they have received limited attention as targets of workplace health promotion measures (HPMs). This study’s primary objective (1) is to examine managers’ self-reported participation in HPMs and factors associated with HPM participation. The secondary objective (2) is to examine managers’ perceptions of their working conditions. A cross-sectional mixed-methods online survey was conducted with a nonrandom sample of 179 managers in a large German ICT company. Stepwise logistic regression and qualitative content analysis were used for data analysis. Quantitative findings revealed that 57.9% of managers had not participated in HPMs yet. “Workload relief through digital tools” resulted as a significant predictor of managers’ previous HPM participation (OR: 2.84, 95% CI: 1.42–5.66). In qualitative findings, workload, time, lack of knowledge, and lack of demand were reported as participation barriers (1). Managers reported that work facility traits, workload, social support, and corporate culture should be improved to make their working conditions more health-promoting (2). These findings suggest that providing adequate organizational working conditions may help improve managers’ HPM participation rates and their perception of health-promoting work.

Healthy Leadership and Workplace Health Promotion as a Pre-Requisite for Organizational Health.

(1) Background: Increasing stress levels at the workplace constitute a concerning organizational trend, challenging not only employees but also organizations alike, as it is in most instances associated with increasing workloads. In consequence, employees have started to demand that organizations begin to accept responsibility for their health and well-being. The present contribution seeks to investigate, to which extent individuals are able to deal with stress and whether their employers and respective supervisors (leaders) accept responsibility for their health, for instance, by leading by example. In addition, the existence and support generated by the organization in form of Workplace Health Promotion (WPHP) is inquired. (2) Methods: Semi-structured qualitative interviews with 40 (full and part-time) employees from two European countries were conducted. (3) Results: The study with employees from Austria and Germany (n = 40) confirmed that employees have started to recognize the potential of the workplace as an environment, where individual health can be enhanced. Yet, the results showed that only a few companies have already put some WPHP measures into practice. Likewise, the implementation of healthy leadership is rather limited to date. (4) Conclusions: At present, companies are still more likely to delegate responsibility for employee health and well-being to their staff, having not fully realized the potential of healthy leadership and organizational health promotion. There is great potential to increase WPHP measures on the employer side, through both healthy leadership and supporting WPHP measures.

The Health Behaviour of German Outpatient Caregivers in Relation to the COVID-19 Pandemic: A Mixed-Methods Study.

The COVID-19 pandemic has affected outpatient caregivers in a particular way. While the German population becomes increasingly older, the number of people in need of care has also increased. The health and, thus, the health behaviour of employees in the outpatient care become relevant to maintain working capacity and performance in the long term. The aims of the study were (1) to examine the health behaviour and (2) to explore pandemic-related perceived change of health behaviour among outpatient caregivers during the COVID-19 pandemic. In a mixed-methods study, 15 problem-centred interviews and a web-based cross-sectional survey (N = 171) were conducted with outpatient caregivers working in Northern Germany. Interviewees reported partially poorer eating behaviour, higher coffee consumption, lower physical activity, skipping breaks more often and less sleep duration and quality during the pandemic. Some quantitative findings indicate the same tendencies. A majority of participants were smokers and reported higher stress perception due to the pandemic. Preventive behaviour, such as wearing PPE or hand hygiene, was increased among interviewees compared to the pre-pandemic period. Our findings indicate that the COVID-19 pandemic could negatively affect outpatient caregivers’ health behaviour, e.g., eating/drinking behaviour and physical activity. Therefore, employers in outpatient care should develop workplace health promotion measures to support their employees in conducting more health-promoting behaviours during the COVID-19 pandemic.

Inanspruchnahme von Ma\xdfnahmen der betrieblichen Gesundheitsf\xf6rderung in Deutschland \u2013 Ergebnisse der Studie \u201eGesundheit in Deutschland aktuell\u201c (GEDA 2014/2015-EHIS)

ZusammenfassungHintergrund/ZielsetzungMaßnahmen der betrieblichen Gesundheitsförderung (BGF) sollen die Arbeitsorganisation und die Arbeitsbedingungen verbessern sowie die persönlichen Kompetenzen der Beschäftigten fördern. Sie können einen großen Teil der Bevölkerung erreichen. Ziel der Studie ist, die Inanspruchnahme von verhältnis- und verhaltensbezogenen BGF-Maßnahmen anhand zentraler individueller und betrieblicher Faktoren zu beschreiben.Material und MethodenIn der repräsentativen bevölkerungsbasierten Querschnittsstudie „Gesundheit in Deutschland aktuell“ (GEDA 2014/2015-EHIS) des Robert Koch-Instituts wurden 14.389 Erwerbstätige im Alter von 18 bis 64 Jahren zur Kenntnis und Inanspruchnahme von Angeboten zu Rückengesundheit, Stressbewältigung/Entspannung und einer Kantine mit gesunden Ernährungsangeboten in den letzten 12 Monaten in ihrem Unternehmen befragt. Dabei wurde nach soziodemografischen Faktoren, Gesundheitsbewusstsein und dem subjektiven Gesundheitszustand stratifiziert.ErgebnisseDas Angebot einer Kantine wird von 64,6 % der Frauen (F) und 66,2 % der Männer (M) genutzt. Angebote zur Rückengesundheit (F: 26,2 %; M: 18,7 %) und Stressbewältigung/Entspannung (F: 35,2 %; M: 25,6 %) werden deutlich weniger in Anspruch genommen. Beschäftigte mit ausgeprägtem Gesundheitsbewusstsein nutzen alle 3 Angebote häufiger als Beschäftigte mit weniger ausgeprägtem Gesundheitsbewusstsein. Männer mit schlechtem Gesundheitszustand nutzen die verhaltenspräventiven Angebote häufiger als Männer mit gutem Gesundheitszustand.SchlussfolgerungUm weitere Erwerbstätige mit BGF-Maßnahmen zu erreichen, sollten diese zielgruppenspezifisch konzipiert werden. Geschlechter- und Altersaspekte, der Umfang der Erwerbstätigkeit, das Gesundheitsbewusstsein sowie der Gesundheitszustand sollten berücksichtigt werden.

Work health promotion (WHP) and salutogenesis: application of soc-13 in a company

Abstract Background Workplace Health Promotion (WHP) is the combined efforts of employers, employees and society to improve the health and well-being of people at work. Sense of Coherence (SOC) is the ability to perceive and manage stressful events. The aims of this study are: to prove the SOC-13 scale sensitivity and, using this tool, to investigate employers' welfare in a company promoting ENWHP model. Methods We selected an Italian company, that, since 2017, is carrying out a WHP project. We sent to all the workers (n = 358) the SOC scale-13 items, which investigates three dimensions: comprehensibility (C), manageability (Ma) and meaningfulness (Me), at T0 (October 2018) and T1 (April 2019). Each item is scored on a 7-point Likert scale, ranging 13-91, with higher score corresponding to a more developed SOC. Total score for C, Ma and Me subscales were calculated. The scores were compared using paired “T” tests. Results The response rate was 29% (n = 104) and 25% (n = 89) at T0 and at T1, respectively. At T1 SOC score and its three dimensions were higher (mean SOC ± SD: T0 =57,23 ± 11,00 vs T1= 61,90 ± 12,03 p = 0,005; mean C ± SD: T0=21,97±4,46 vs T1=23,02±5,16 p = 0,124; mean Ma ± SD: T0=16,64± 4,27 vs T1=17,96±4,36 p = 0,033; mean Me ± SD: T0=18,62 ±5,01 vs T1=20,92±4,89 p = 0,002). Conclusions Our findings suggest that a WHP project can promote healthy workplace environments, enhance workers quality of life and improve the individual capacity to cope successfully with stress. We showed that SOC-13 scale is an easy and appropriate tool to evaluate the employers' wellbeing, thanks to its high sensitivity. Key messages SOC scale-13 can record the quality of workplace health promotion measures and continually improve them. WHP good practices enhance workers’ welfare.

Workshop on Health Risks of Sedentary Behavior at Workplace - Solutions Part II

Health risks of prolonged periods of sitting at work are a matter of concern. Solutions are needed based on interdisciplinary collaborations of research experts and practitioners in occupational safety and health areas. In February 2019, at a workshop in Berlin of experts from different fields, issues of scientific evidence on the health risks of sedentary behaviour at work were presented in 6 lectures and solutions for the workplace were discussed. The workshop is documented here in 2 parts. Gender relevant aspects are distinguished where possible. Part II describes solution approaches for practice in the workplace. The results of a recent evaluation of dynamic workplaces are presented. Two examples provide insight into ongoing workplace health promotion measures addressing sedentary behavior in Germany which currently mainly target measures to increase physical activity rather than measures to interrupt long sedentary bouts. The documentation of the plenary discussion summarizes how interventions addressing sedentary behaviour at the workplace can be successful. Decision makers increasingly realize that there is a trend in the 21st century towards low physical demands due to increasingly sedentary tasks in the workplace. Despite research gaps, there is a need for evidence-based decisions in policy and workplace practices. Germany can learn from the experiences of other countries.

The Perceived Impact of Workplace Health Promotion Measures on Employee Retention in the Nursing Sector: Results of a Survey of Human Resources and Management in Southern Germany

Health issues caused or exacerbated by a heavy workload are one reason for leaving the nursing profession early. Little is known about the effect and the application of health-related retention strategies in the nursing sector as well as the attitudes of the management and officers of human resources (HR) toward this topic. This survey is part of the project "ZAFH care4care". HR directors and management at all nursing institutions within one region of Southern Germany (Region Bodensee-Oberschwaben) were contacted and interviewed via questionnaire (PAPI) (N=207). The survey was the quantitative part of a sequential, mixed methods study within an exploratory design. Overall, 59 responses were received and analysed using descriptive and bivariate statistics. Among the nursing institutions surveyed, a shortage of qualified nurses and the resulting heavy workload on remaining staff proved to be common problems. In addition, every fifth nursing institution reported nurses leaving the occupation for reasons of health. The application of health promotion strategies was considered largely successful in retaining staff, but approaches related to structural prevention seemed to be given little consideration. The strong correlation between heavy workload and high rates of absenteeism, sick days, and occupational dropout among nurses highlights the need for health promotion initiatives within the field of nursing. Management and HR directors, in cooperation with other stakeholders, play a key role in fostering a healthy working environment.

Health promotion in medium-sized and large companies in Poland in 2017 - activities, implementation, effects and difficulties

The paper presents the state of workplace health promotion in Poland as of December 2017. Standardized computer-assisted personal interviews (CAPI) were conducted on a representative sample of 1000 companies employing over 50 people. Few companies (37%) actually know the health needs of their employees, whereas 25% admit that they care about health more than it is required by law, and declare their increased involvement in that area. At the same time, 55% of companies sponsor sports tickets, and 52% cover the costs of medical care. Every second company supports physical activity in other ways and improves the working environment. Every third offers medical prophylaxis, takes care of stress reduction and healthy eating habits, or solves the problems of alcohol consumption. The main reasons for such activities are the company's image (79%), good social atmosphere (72%) and employee's work performance (69%), while the prevention of health problems is rarely indicated (43%). The effects of workplace health promotion measures include improved productivity (50%), a better health condition (49%) and an increased identification with the company (47%). As for the obstacles, these is a shortage of financial resources (53%), the lack of favorable fiscal and legal solutions (48%), low interest among employees (45%), the lack of skilled people to manage health promotion (42%) and low awareness of its benefits (37%). Companies that are consciously involved in health promotion and monitor the actual health needs implement more activities, evaluate them more often, recognize their positive effects, and are able to better motivate their employees. There is a need to develop systemic solutions that foster health promotion in companies, to disseminate knowledge about the benefits associated with it, and to train the staff responsible for employee health management. Med Pr. 2019;70(3):275-94.

Workplace health promotion and labour market performance of employees

This paper investigates the average effects of firm-provided workplace health promotion measures on labour market outcomes of the firms’ employees. Exploiting linked employer–employee panel data that consist of rich survey-based and administrative information on firms, workers and regions, we apply a flexible propensity score matching approach that controls for selection on observables and time-constant unobserved factors. While the effects of analysing sickness absenteeism appear to be rather limited, our results suggest that health circles/courses increase tenure and job stability across various age groups. A key finding is that health circles/courses strengthen the labour force attachment of elderly employees (51–60), implying potential cost savings for public transfer schemes such as unemployment insurance or early retirement schemes.

Prevalence and development of workplace health promotion in Germany: results of the IAB Establishment Panel 2012.

Based on survey data from the IAB Establishment Panel, the investigation aims to examine the prevalence of workplace health promotion among German establishments and its determinants. The IAB Establishment Panel 2012 comprises interviews with 15,556 establishments of all sizes and industrial sectors in Germany. We first present some descriptive statistics and then analyse the determinants of the prevalence of workplace health promotion by means of a probit regression. In 2012, 27 % of the interviewed establishments reported providing workplace health promotion measures on a voluntary basis. 64 % of all employees do work in establishments with workplace health promotion. From 2002 to 2012, the share of establishments with workplace health promotion increased by 8 % points. The strongest increase was observed in establishments in Western Germany and establishments with work councils. Most popular among the measures of workplace health promotion are employee surveys and analysis of the sickness absence. The vast majority of establishments provide only single measures. The econometric analysis shows that industrial sector, size of establishment, expected problems with human resources and the existence of a work council are important factors for workplace health promotion. Only a minority of establishments are committed to workplace health promotion, while these establishments provide the majority of jobs in Germany. Our analysis displays considerable disparities in terms of prevalence as well as potential for further extensions. This could be taken more into account when discussing innovative approaches of workplace health promotion.

Workplace Health Promotion and Labour Market Performance of Employees

This paper investigates the average effects of (firm-provided) workplace health promotion measures in form of the analysis of sickness absenteeism and health circles/courses on labour market out-comes of the firms' employees. Exploiting linked employer-employee panel data that consist of rich survey-based and administrative information on firms, workers and regions, we apply a flexible propensity score matching approach that controls for selection on observables as well as on time-constant unobserved factors. While the effects of analysing sickness absenteeism appear to be rather limited, our results suggest that health circles/courses increase tenure and decrease the number of job changes across various age groups. A key finding is that health circles/courses strengthen the labour force attachment of elderly employees (51-60), implying potential cost savings for public transfer schemes such as unemployment or early retirement benefits.

Determinanten der betrieblichen Gesundheitsförderung in der Versicherungsbranche: Ergebnisse einer Vollerhebung bei deutschen Versicherungen im Jahr 2006

The present study is aimed to assess the current level of workplace health promotion (WHP) within the German insurance sector and to examine whether and to what extent internal and external factors play a role in implementing non-statutory health promotion measures. Firstly, a telephone survey was conducted of German insurance companies fulfilling the inclusion criteria for the survey (n=258). It was enquired whether these companies wish to participate in a written survey on workplace health promotion. A written questionnaire was then sent to those companies meeting the criteria (n=140). The questionnaire contained questions on the company, number and type of workplace health promotion measures as well as the internal and external framework for workplace health promotion measures. In total, 68 questionnaires were filled in and returned. Linear regression analysis was applied to investigate how external and internal variables influence workplace health promotion. The response rate was 48.57%. Workplace health promotion measures undertaken by those insurance companies taking part in the written survey were largely dominated by behavioural and relational prevention measures. Also on offer were measures from areas such as further education and prevention that seek to improve communication and team work. By contrast, diagnostic activities were only of minor importance. Incorporation into workplace health management (beta=0.469; p<0.001), company size (beta=0.340; p<0.001) as well as implementation of management measures with regard to personnel development, organisational development and quality control (beta=0.243; p<0.01) have a significant influence on the number of non-statutory WHP measures implemented (R (2)=62%). To increase the effectiveness of their non-statutory health promotion measures insurance companies should increasingly incorporate such measures into specific health management programmes as well as general management measures with regard to personnel development, organisational development and quality control. Moreover, workplace health promotion measures should always be evaluated in terms of health and economic indicators. It should also be noted that small and medium-sized companies have the largest potential for improvement.

Work Place Health Promotion

This article deals with the question of whether and how much workplace health promotion measures have infiltrated the working world and which factors determined the results of health promotion programs for the enterprises. To answer this question we conducted a longitudinal study (measuring times: 1997 and 2003) in 150 enterprises in Hessen and Thueringen of the service sector and metal branch. A standardized questionnaire was used to collect the data. One of the results was that the high level of occupational safety and health (OSH) obtained was greatly appreciated by the enterprises interviewed. Many of the enterprises (82.7%) were able to implement at least one workplace health promotion (WHP) measure, mostly assessments of occupational health risks and behavior-oriented offers. The portion of businesses with a very good to sufficient level of workplace health promotion increased clearly from 16.0% in 1997 to 27.4% in 2003. Half of the enterprises interviewed confirmed the need for information and consultation in questions about occupational safety and health issues and workplace health promotion. They expected support particularly from the institutions for statutory occupational accident insurance, health insurance companies, public institutions for labor protection and safety engineering, as well as from the advisory boards of the trade unions. These institutions definitely need to address the consultation requests from the enterprises, as the lack of information and contact persons was one of the reasons why workplace health promotion measures could not be implemented.