Workplace Health Promotion Programs Research Articles

Increasing step count of employees through the Semmelweis Workplace Health Promotion Program

Abstract Background Lifestyle greatly contributes to the development of age-related diseases. The goal of the Semmelweis University’s ‘Semmelweis Workplace Health Promotion Program’ is to develop interventions that facilitate healthy ageing. The aim of its first intervention was to increase the step count of participants by incorporating motivational elements offered through the university’s Center of Preventive Services. Methods A randomized controlled trial was conducted in spring 2024 with three study groups: those undergoing motivational interviews (MI, n = 49), those receiving motivational emails (ME, n = 51), and a control group (n = 53). Intervention groups (MI+ME) received weekly emails for 8 weeks emphasizing the benefits of increased step count and providing feedback on achievements. The MI group also took part in 4 biweekly consultations. Mean step counts of last week and energy expended while walking (MET) calculated from the International Physical Activity Questionnaire were recorded five and three times, respectively. Mixed model regressions were conducted for two pre-planned comparisons: MI+ME vs. controls, and MI vs. ME. Results Intervention groups exhibited a significant increase in average step count (1001 steps; 95% Confidence Interval [95% CI]: 349-1651) as a result of the program, while the control group experienced a non-significant decrease. This was accompanied by a significant increase in energy expenditure for walking (45 MET; 95% CI: 4-87) in intervention groups and a non-significant decrease for the control group. The study found no significant differences in step count and energy expenditure between the two intervention groups (MI vs. ME). Conclusions Our results suggest that workplace health promotion programs may effectively increase physical activity, and thus may be key in tackling the challenges posed by aging demographics. Preliminary findings did not indicate a superiority between email-based and motivational interview-based motivation. Key messages • Workplace health promotion is an essential tool in promoting healthy aging among the working-age population. • Step-count programs based on motivational interviewing serve as an effective and simple tool in increasing physical activity.

The Workplace Health Promotion project in an Italian manufacturing

Abstract Introduction The Workplace Health Promotion (WHP) program aims to improve employee’s health and well-being in the workplace by intervening in lifestyles. The objective of our study was to assess the impact of the WHP promoted by the Local Health Authority Tuscany South-East at a manufacturing. Methods The program was set at the STOSA Company in Radicofani (Siena, Italy) between 31 May 2017 to 31 December 2021, with a one-year interruption due to the COVID-19 pandemic. Based on an assessment of the workers’ health status, we identified nutrition and fighting smoking as areas of intervention. The WHP project was integrated into the company policy and targeted all staff. Evaluation of interventions was conducted using an anonymous paper questionnaire (Regional Decree no. 1565, Annex 3) administered in three moments: at the beginning of the project (T0), one year later (T1), and at the end (T2). We conducted a descriptive and inferential analysis (chi-square test) with R. Results We collected 131 (T0), 136 (T1), and 123 (T2) responses. The cohort is composed entirely of males (T0 M:F 122:8, T1 130:6, T2 109:14). The median age is 40 years (SD 8.24 (T2)). There is a statistically significant difference in the perception of health status by education (p<.001), type of work (p<.001), smoking habit (p<.001), and the change in smoking habit (p<.001). The whole sample positively evaluated the interventions on nutrition and fighting to smoke. Moreover, the entire sample reported improvements in their diet since the beginning of the project. Conclusions The COVID-19 pandemic caused difficulties in carrying out the project and possible changes in workers’ lifestyles. However, positive outcomes were observed in the targeted areas. The company has evaluated positively the WHP’s project and decided to maintain the good practices acquired. Key messages • The workplace represents a privileged setting to promote healthy lifestyles and prevent non-communicable diseases. • Collaborations between health authorities and other sectors are strategic to reach the general population.

Exploring Job-Related Factors and Exercise Intentions in Relation to Overall Physical Activity and Its Subdivisions.

This study examined the relationships between job-related factors and overall physical activity (PA), including its subdivisions: leisure-time PA, transportation PA, and work-related PA. Additionally, this study investigated the associations between exercise intentions and different types of PA. A cross-sectional design was employed, utilizing a questionnaire to collect data on participants' demographics, job-related characteristics, exercise intentions, and levels of PA. A total of 400 full-time workers voluntarily participated in this study. The findings identified women, white-collar workers, those with longer working hours, and individuals with low exercise intentions as high-risk groups for insufficient overall PA in multiple linear regression analysis. After controlling for covariates, occupation was found to be associated with both overall PA (β = 0.146) and work-related PA (β = 0.236). Shift workers exhibited higher levels of work-related PA (β = 0.234). Furthermore, exercise intentions showed associations with overall PA (β = 0.243), leisure-time PA (β = 0.523), and transportation PA (β = 0.176) but did not demonstrate a significant relationship with work-related PA. This study highlights the importance of implementing comprehensive approaches in workplace health promotion programs aimed at enhancing various types of PA. Strategies should focus on improving exercise intentions to boost leisure-time and transportation PA, while work-related PA requires tailored interventions based on job-specific factors.

Workplace health promotion program: An integrated intervention to promote well-being among healthcare workers

Workplace health promotion program: An integrated intervention to promote well-being among healthcare workers

Effectiveness of Interventions on Habits Among University Staff in Southeastern Iran

Background: Health-promoting environments are a key focus of the Ottawa Strategic Charter, which aims to enhance health in the workplace and reduce unhealthy behaviors among employees. Objectives: This study aimed to evaluate the effectiveness of health-promoting interventions on the habits of university staff in Southeastern Iran. Methods: This semi-experimental study was conducted from 2020 to 2021 in Zahedan, Southeastern Iran. A total of 254 administrative staff from the University of Medical Sciences and Sistan & Balochistan University were selected using available randomized methods and divided into control and intervention groups. The study instrument was a researcher-designed questionnaire, which demonstrated a content validity ratio (CVR) of 0.8, a Content Validity Index (CVI) ranging from 0.83 to 0.97, and an internal consistency with a Cronbach's alpha of 0.85. The questionnaire was distributed online via the Porsline platform. For the intervention, training sessions were conducted online, and the session files and training booklet were made available to intervention group staff through the university's education system. A post-test was administered one month after the pretest. Data were analyzed using SPSS 21 software, with pretest results adjusted using chi-square and ANCOVA statistical tests. Results: The study found that the mean age of participants was 40.5 ± 7.4 years. Scores for employee knowledge, attitude, and behavior were 80.0 ± 16.4, 86.6 ± 22.8, and 80.8 ± 17.6, respectively. The most significant factors influencing attitudes were education (P < 0.001) and health status (P = 0.001). Type of employment (P = 0.025), work experience (P = 0.017), and health status (P = 0.037) were also significantly associated with behavior. After adjusting for pretest results, there were significant differences between the intervention and control groups in terms of scores for knowledge, attitude, and behavior (P < 0.001). Conclusions: The study concluded that employees with correct attitudes and healthy behaviors reported better health outcomes. Additionally, educational interventions effectively improved staff knowledge, attitudes, and behavior. To enhance health status, reduce employee disability, decrease absenteeism, and increase organizational productivity, it is recommended to plan and implement workplace health promotion programs focused on employees.

The effect of an integrated workplace health promotion program on health behaviors targeted after 12 months: Results of a cluster randomized controlled trial

IntroductionAn integrated workplace health promotion program (WHPP) targeting multiple health behaviors by implementing activities at the individual and organizational level is potentially effective. The aim of this study was to evaluate the effect of implemented activities on targeted health behaviors. MethodsData from four organizations in a cluster randomized controlled trial, including 173 employees, were used. Linear multilevel analyses or generalized estimating equations were conducted to assess within- and between-condition differences for physical activity (PA) and nutrition. ResultsNo between-condition differences were apparent for both health behaviors. Within the PA intervention condition, moderate PA increased and light PA decreased. Within the control condition the odds to consume more sugary drinks was lower. ConclusionImplemented activities did not affect the targeted health behaviors, although moderate PA increased within the PA intervention condition. Small sample sizes and implementation of minimal, irregular activities may underly the absence of effect. Future research should address this.

The optimal measurement period of actigraphy for circadian rhythm in relation to adiposity: A retrospective case-control study

BackgroundThis study focused on the relationship between adiposity and Rest-Activity Rhythms (RAR), utilizing both parametric cosine-based models and non-parametric algorithms. The emphasis was on the impact of varying measurement periods (7–28 days) on this relationship. MethodsWe retrieved actigraphy data from two datasets, encompassing a diverse cohort recruited from an obesity outpatient clinic and a workplace health promotion program. Participants were required to wear a research-grade wrist actigraphy device continuously for a minimum of four weeks. The final dataset included 115 individuals (mean age 40.7 ± 9.5 years, 51 % female). We employed both parametric and non-parametric methods to quantify RAR using six standard variables. Additionally, the study evaluated the correlations between three key adiposity indices — Body Mass Index (BMI), Visceral Adipose Tissue (VAT) area, and Body Fat Percentage (BF%) — and circadian rhythm indicators, controlling for factors like physical activity, age, and gender. ResultsThe obesity group displayed a significantly lower relative amplitude (RA) as per non-parametric algorithm findings, with a decreased amplitude noted in the parametric algorithm analysis, in comparison to the overweight and control groups. The relationship between circadian rhythm indicators and adiposity metrics over 7- to 28-day periods was examined. A notable negative correlation was observed between RA and both BMI and VAT, while correlation coefficients between adiposity indicators and non-parametric circadian parameters increased with extended durations of actigraphy data. Specifically, RA over a 28-day period was significantly correlated with BF%, a trend not seen in the 7-day measurement (p = 0.094) in multivariate linear regression. The strength of the correlation between BF% and 28-day RA was more pronounced than that in the 7-day period (p = 0.044). However, replacing RA with amplitude as per parametric cosinor fitting yielded no significant correlations for any of the measurement periods. ConclusionThe study concludes that a 28-day measurement period more effectively captures the link between disrupted circadian rhythms and adiposity. Non-parametric algorithms, in particular, were more effective in characterizing disrupted circadian rhythms, especially when extending the measurement period beyond the standard 7 days.

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.

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.

Comparing Human-Smartphone Interactions and Actigraphy Measurements for Circadian Rhythm Stability and Adiposity: Algorithm Development and Validation Study.

This study aimed to investigate the relationships between adiposity and circadian rhythm and compare the measurement of circadian rhythm using both actigraphy and a smartphone app that tracks human-smartphone interactions. We hypothesized that the app-based measurement may provide more comprehensive information, including light-sensitive melatonin secretion and social rhythm, and have stronger correlations with adiposity indicators. We enrolled a total of 78 participants (mean age 41.5, SD 9.9 years; 46/78, 59% women) from both an obesity outpatient clinic and a workplace health promotion program. All participants (n=29 with obesity, n=16 overweight, and n=33 controls) were required to wear a wrist actigraphy device and install the Rhythm app for a minimum of 4 weeks, contributing to a total of 2182 person-days of data collection. The Rhythm app estimates sleep and circadian rhythm indicators by tracking human-smartphone interactions, which correspond to actigraphy. We examined the correlations between adiposity indices and sleep and circadian rhythm indicators, including sleep time, chronotype, and regularity of circadian rhythm, while controlling for physical activity level, age, and gender. Sleep onset and wake time measurements did not differ significantly between the app and actigraphy; however, wake after sleep onset was longer (13.5, SD 19.5 minutes) with the app, resulting in a longer actigraphy-measured total sleep time (TST) of 20.2 (SD 66.7) minutes. The obesity group had a significantly longer TST with both methods. App-measured circadian rhythm indicators were significantly lower than their actigraphy-measured counterparts. The obesity group had significantly lower interdaily stability (IS) than the control group with both methods. The multivariable-adjusted model revealed a negative correlation between BMI and app-measured IS (P=.007). Body fat percentage (BF%) and visceral adipose tissue area (VAT) showed significant correlations with both app-measured IS and actigraphy-measured IS. The app-measured midpoint of sleep showed a positive correlation with both BF% and VAT. Actigraphy-measured TST exhibited a positive correlation with BMI, VAT, and BF%, while no significant correlation was found between app-measured TST and either BMI, VAT, or BF%. Our findings suggest that IS is strongly correlated with various adiposity indicators. Further exploration of the role of circadian rhythm, particularly measured through human-smartphone interactions, in obesity prevention could be warranted.

A Workplace Health Promotion Program for a Predominantly Military Population: Associations with General Health, Mental Well-Being and Sustainable Employability.

Due to the globally increasing life expectancies, many countries are raising their official retirement age to prevent labor shortages and sustain retirement systems. This trend emphasizes the need for sustainable employability. Unhealthy lifestyles pose a risk to sustainable employability as they contribute to chronic diseases and decreased productivity. Workplace Health Promotion (WHP) programs have gained attention as a strategy to enhance employee health and well-being. The Netherlands Armed Forces, a unique employer with demanding psychological and physical requirements, was used as a case study to investigate the associations of a WHP Program with workers health and sustainable employability. The program offered tailor-made guidance to participants (N = 341) through individual coaching trajectories. The program's impact was evaluated by measuring self-reported health, mental well-being, and sustainable employability over a 6-month period. Results indicated significant improvements across all these dimensions after participation in the program. This study provides valuable insights into the benefits of tailor-made WHP programs. While this was an observational study without a control group, this study supports the importance of incorporating individualized approaches in WHP initiatives to foster positive outcomes in health and sustainable employability.

Resistance Training: (Re)Thinking Workplace Health Promotion: A Pilot Study

Workplace health promotion (WHP) programs are being rolled out more frequently by administration to improve wellness, reduce turnover, decrease costs associated with health insurance premiums and absentee days, and reduce socioeconomic health inequalities in the workforce. There is a particular need for new approaches to improve the health and reduce sickness absence among employees from lower socioeconomic groups. In this paper, we report the results of our pilot study to determine adherence and explore the relationship between a resistance training program and health related markers, professional quality of life, and motivation to continue using a 12-week program led by Certified Personal Trainer.

How healthy is your workplace? Testing the effectiveness of occupational health programs: insights from Germany

PurposeCompanies are increasingly 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 is an examination of 18 WHP activities and their effect on employees’ perceived health support and actual absence rates.Design/methodology/approachI 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 was not implemented in it.FindingsI identified five measures that significantly differ between company clusters: healthy food offerings, sports offerings, having fitness rooms, systematically evaluating WHP programs and smoking cessation courses. Investing in occupational health management can be a strategic asset for organizations. The study results give companies recommendations on how to address WHP and how to implement these concrete measures.Originality/valueThe study’s originality lies in the incorporation of 18 concrete WHP measures and the comparison of their effects in objective and subjective terms. It shows that employers can enhance employee well-being by using simple WHP activities.

Differential effect by chronic disease risk: A secondary analysis of the ChooseWell 365 randomized controlled trial

ObjectiveWhether employees’ health status is associated with the effectiveness of workplace health promotion programs is unknown. The objective of this study was to determine if the effect of a workplace healthy eating intervention differed by baseline chronic disease status. MethodsThis was a secondary analysis of a randomized controlled trial conducted September 2016 to February 2018 among US hospital employees to test the effect of a 12-month behavioral intervention (personalized feedback, peer comparisons, and financial incentives) on diet and weight. Participants were classified as having chronic disease (yes/no) based on self-reported hypertension, hyperlipidemia, heart disease, stroke, pre-diabetes, diabetes, cancer or another serious illness. BMI was measured at study visits and calories purchased were measured from cafeteria sales data over 24 months. Mixed models with random effects assessed heterogeneity of treatment effects by chronic disease. ResultsParticipants (N = 548) were mostly female (79.7 %) and white (81.2 %); 224 (40.9 %) had chronic disease. Among those with chronic disease, intervention participants reduced caloric intake by 74.4 [22.3] kcal more than control, with a smaller difference between intervention and control (−1.9 [18.7] kcal) (three-way p-interaction = 0.02). The effect on BMI for those with chronic disease (0.47 [0.21] kg/m2) indicated weight stability among intervention participants and weight gain among controls while the effect (−0.56 [0.18] kg/m2) for those without chronic disease was the opposite (three-way p-interaction < 0.01). ConclusionsThose with chronic diseases had greater reductions in calories purchased and gained less weight. Employers with limited resources for health promotion might consider tailoring programs to employees at highest risk.

Prevalence of Work Ability and its Associated Factors among Secondary School Teachers in Selangor, Malaysia

Introduction: Work ability is the relationship between a person’s personality, health, lifestyle, and employment-related factors. There are, however, few studies evaluating the variables linked to school teachers’ work ability. The purpose of this study was to assess school teachers’ work ability and the factors that affect it. Methods: A cross-sectional study of secondary school teachers was carried out. Sociodemographic characteristics, physical activity, body mass index, low back pain (LBP), psychological factors, work-related factors, health-related quality of life (HRQoL), and work ability were all collected through the questionnaire. The association between potential factors and job ability was investigated using ordinal logistic regression. Results were presented using odds ratios (OR) and 95 % confidence intervals (CI). Results: Of 1280, there were 1037 (81.0%) teachers who returned the questionnaire. The majority (71.9%) of the participants had moderate work ability, while 22.6% had good, and 5.5% had poor work ability. None of them were particularly had excellent work ability. The factors associated with increased work ability in the multivariable analysis were better HRQoL, namely physical (OR 1.11, 95%CI: 1.07, 1.15) and mental (OR 1.12, 95%CI: 1.06, 1.16) health and wellbeing. Conclusion: Positive associations exist between a teacher’s work ability and their physical and emotional well-being. Henceforth suggesting that these factors should be incorporated in workplace health promotion programs to maintain teachers’ work ability.

Ab. No. 174 Physiotherapists-Led Workplace Health Promotion Program: A Cross-Sectional Need Analysis

Introduction: Workplace health promotion programs are an effective strategy for improving health status of large number of participants. They have several advantages and recently, INDIA-WORKS Trial demonstrated that standardized programs can be scaled to different worksites. Many chronic-health conditions benefit from physiotherapy interventions but physiotherapists roles in workplace health programs have not been established. Developing physiotherapists-led workplace programs have the potential to scale-up access to physiotherapy interventions. The aim is to determine the burden of chronic-health conditions and need for physiotherapy interventions among selected health professionals in a workplace setting. Methods: 39 nurses (Age: 48±4 years; 90% women) with leadership roles (Assistant Nursing Superintendents-3, Floor Supervisors–4, Patient Care Coordinators-5 &amp; Ward In-charges–27) participated in the study. In the previous year, physiotherapy screening was included as part of annual health check-up of employees in tertiary-care teaching hospital wherein 1135 employees were screened using standardized proforma. This identified several opportunities for developing workplace health promotion programs. The current study represents phase 1 of program development, wherein nurses in leadership roles were shortlisted for determining the burden of chronic health conditions amenable to physiotherapy interventions and their willingness to participate in workplace health promotion program using a standardized questionnaire. Result: Among the participants, 18(46%) had diabetes or hypertension or both, 19(49%) were stratified as low-moderated risk using STarT Back Screening Tool (NPRS=5.2±1.4) and 14(36%) had mild disability due to back pain. Musculoskeletal pain at other sites were also common. All participants expressed willingness to participate in workplace health promotion program. Conclusion: There is significant burden of chronic health conditions in select group of healthcare professionals and all identified problems are amenable to workplace health promotion programs. Implications: There is significant potential for developing physiotherapists-led workplace health promotion program.

The implementation of an integrated workplace health promotion program in Dutch organizations - A mixed methods process evaluation.

To gain insight into 1) the degree of implementation of an integrated workplace health promotion program (WHPP) 2) the perceptions of employers and employees regarding an integrated WHPP and 3) the contextual factors that hindered or enhanced implementation. Data were collected by means of questionnaires, interviews among 19 employees, supervisors and HR-professionals, monitoring charts and observations at 6-10 months after the start of the implementation of the integrated WHPP. To evaluate the implementation process, ten process indicators from the evaluation frameworks of Nielsen & Randall and Wierenga were assessed. Descriptive analyses were performed for the process indicators as measured by questionnaires, monitoring charts and observations. Interviews with employers and employees were recorded, transcribed and then coded by two researchers independently by means of thematic coding. The results cover the following topics: implemented activities, the working group, engagement of employees, the role of management and policy and organizational preconditions. Although the criteria of the WHPP were not completely met, various activities were implemented in all participating organizations. Working groups consisting of Human Resources professionals, supervisors and employees, who selected and implemented activities, were composed within each organization. 22% of the employees did not feel involved in the implementation process. The absence of organizational policies regarding WHP hampered implementation. Organizations had the intention to continue with the integrated WHPP, which requires sufficient time and budget. The implementation of the integrated WHPP appeared to be challenging and complex. Working groups indicated that they made the first important steps in integrating WHP in their organization and had the intention to continue with the implementation. However, to increase the impact, employers and employees should have the opportunity to implement and participate in WHP. Hence, organizational policies regarding WHP and active support of higher management are expected to be essential.

Effectiveness of a Nurse-Led Workplace Intervention in Reducing Cardiovascular Risks Among Thai Workers: A Randomized Controlled Trial.

The prevalence of cardiovascular diseases (CVD) is continuously increasing. A nurse-led workplace health promotion program (NWHPP) has demonstrated potential in reducing cardiovascular risks among employees. This study aimed to evaluate the effectiveness of the NWHPP in reducing CVD risks among at-risk workers. Sixty workers from 2 factories in Thailand, each with an estimated 10-year cardiovascular risk of 5% or higher (determined by the WHO/ISH cardiovascular risk prediction chart), were enrolled. Participants were randomly assigned to either the intervention or control group based on their factory. The intervention group received an 8-week program comprising 3 core components: redesigning healthcare services, strengthening self-management, and obtaining organizational support. Evaluations of the estimated 10-year CVD risk, systolic blood pressure (SBP), smoking status, and body mass index (BMI) were conducted at baseline and at 1- and 3-month follow-ups. The intervention group showed significant improvements compared to the control group in CVD risk score (F = 4.827, P = .017) and SBP (F = 12.136, P < .001). Moreover, non-smokers were significantly higher in the intervention group (75.0%) compared with the control group (46.2%) after the 3-month follow-up (OR = 3.50; 95%CI 1.11-11.07; P = .030). However, BMI differences between the groups were not statistically significant. The nurse-led workplace health promotion program effectively improved cardiovascular risk scores among at-risk workers. Developing workplace policies and environments that promote healthy behaviors is essential for reducing CVD risks among at-risk workers.

Promoting health and productivity management in small companies through outreach-based public-private partnership: the Yokohama Linkworker Project.

With health promotion initiatives in small companies lagging behind those in larger corporations, strengthening health and productivity management in small companies through innovative strategies is an urgent priority. We hypothesized that an outreach strategy involving a public-private partnership would be beneficial for this purpose. The present study examines the implementation of a public-private partnership strategy in Yokohama City, Japan, assessing its impact on health and productivity management in small enterprises, focusing on implementation outcomes. As part of the Yokohama Linkworker Project (Y-Link Project), this study describes and examines a public-private partnership program in Yokohama City, Japan, involving the city's government and a private life insurance company. Trained insurance sales representatives served as "Linkworkers" for the program, reaching out to small enterprises in the city. These Linkworkers provided tailored support to these companies, assisting them with obtaining the "Yokohama Health and Productivity Management Certification" issued by the City of Yokohama authorities and collaborating with external entities to offer health promotion programs for employees. Program interventions took place from August to September 2020. The RE-AIM framework was utilized to evaluate the Project. Data were extracted from Linkworkers' activity records, certification records, the Linkworker survey, and follow-up surveys with participating companies at 6- and 18- months post-interventions. Within 2 months, 71 Linkworkers visited 500 companies (50% were small firms, <50 employees). Among them, 224 (45%) enterprises received certifications, contributing to an increased regional certification rate. Linkworker-assisted companies tended to be significantly smaller in size. The odds ratios of implementing workplace health promotion programs in certified firms, compared to non-certified firms, were 4.09 (95% CI: 1.79-9.35) at 6 months and 2.31 (95% CI: 1.04-5.11) at 18 months. For small firms, the odds ratios were 6.87 (95% CI: 1.74-27.06) at 6 months and 3.42 (95% CI: 1.17-10.03) at 18 months. The certification retention rate at 24 months was 60%, irrespective of company size. Linkworkers perceived the outreach strategy as having a positive impact on their primary operations. The Y-Link Project's outreach strategy enhanced health and productivity management in small enterprises in Yokohama City, enabling long-term health promotion programs addressing program availability disparities related to company size.

University workplace health promotion programmes: Getting the balance right

University workplace health promotion programmes: Getting the balance right