Workplace Health Promotion Projects Research Articles

"Back Health 24/7/365"-A Novel, Comprehensive "One Size Fits All" Workplace Health Promotion Intervention for Occupational Back Health among Hospital Employees.

Projects for workplace health promotion (WHP) for back pain traditionally focus exclusively on work-related but not on leisure-time stress on the spine. We developed a comprehensive WHP project on the back health of hospital workers regardless of the physical characteristics of their work and compared its effects on sedentary and physically active hospital workers. Study assessments were carried out before and six months after participation in the WHP intervention. The primary outcome parameter was back pain (Oswestry Disability Index, ODI). Anxiety (Generalized Anxiety Disorder-7), work ability (Work Ability Index), depression (Patient Health Questionnaire-9), stress (Perceived Stress Scale-10), and quality of life (Short Form-36) were assessed via questionnaires as secondary outcome parameters. Physical performance was measured via the 30 seconds Sit-to-Stand test (30secSTS). Sixty-eight healthcare workers with non-specific back pain were included in the evaluation study of the WHP project "Back Health 24/7/365". After six months, back pain, physical performance, and self-perceived physical functioning (SF-36 Physical Functioning subscale) improved significantly in both groups. Not a single parameter showed an interaction effect with the group allocation. A comprehensive WHP-intervention showed significant positive effects on hospital workers regardless of the physical characteristics of their work.

Research progress of workplace health promotion

Workplace is an ideal environment for health promotion activities. Many countries and regions have carried out many workplace health promotion projects, which have achieved good results in improving the physical and mental health of employees and improving the economic benefits of enterprises. Although the research evidence of long-term effects and economic benefits needs to be strengthened, the workplace health promotion in developed countries has formed a complete theoretical and practical system, which is worthy of reference. In contrast, the theoretical and practical research on workplace health promotion in China needs to be strengthened. This paper summarizes the theory and project implementation experience of foreign workplace health promotion, analyzes its current situation, influencing factors and intervention research, in order to promote the formation of a theoretical system suitable for workplace health promotion in China, and better protect the physical and mental health of occupational groups and ensure the economic benefits of enterprises.

Improving influenza vaccination coverage at the University Medical Centre Ljubljana with workplace health promotion project

Seasonal influenza vaccination is one of the keys to preventing the spread of this disease. The seasonal influenza vaccination rate is very low for the general Slovenian population (the average rate from the 2015/16 season to the 2019/20 season is 4.3%) and also for healthcare employees (between 2009 and 2019, the average vaccination rate among healthcare workers in Slovenia was 12.9%), and it does not ensure sufficient community protection from the disease. At the beginning of the 2016/17 season, the University Medical Centre Ljubljana (UMCL) launched its first-ever occupational health promotion project with the slogan “I don’t pass on the flu! I get vaccinated to protect myself and others.” The goal of the project was to reach as many employees as possible and increase the general vaccination rate because those working in healthcare have a significantly greater risk of catching influenza than the rest of the working population. By being vaccinated, they protect not only themselves and their families against the disease, but also their patients. The project encouraged all employees to receive the free vaccination, especially those groups that had had lower vaccination rates over the past years. The support of the institution’s executive staff and the heads of individual divisions was key to securing the required funds and suitable conditions for carrying out the project. Different communication tools were used in the project. The promotion strategy increased vaccination coverage at the UMCL from under 10.0% to 13.9% in 2016, 20.9% in 2017, 21.7% in 2018, and 30.1% in 2019. Workplace health promotion can make a difference. The examples of good practice have made a substantial difference and will be taken into account in planning and organizing vaccination activities during future influenza seasons. This practical model can be used in other hospital settings as well.

Implementing Organizational WHP Into Practice: Obstructing Paradoxes in the Alignment and Distribution of Empowerment.

Background: According to policy and theory, there is need for organizational workplace health promotion (WHP) to strengthen working conditions for all employees. However, earlier studies show it is hard to implement in practice. The aim was to critically analyze and identify interacting mechanisms and obstacles behind failures of organizational WHP projects from system perspectives.Methods: A holistic case study was performed, to critically analyze data from an organizational WHP project approach at a public health care organization. The qualitative data was collected over 5 years and included interviews with key actors (n = 80), focus groups (n = 59 managers), structured observations (n = 250 hours), continuous field observations and documents (n = 180). Questionnaires to employees (n = 2,974) and managers (n = 140) was complementing the qualitative-driven mixed method approach.Results: The analysis shows obstructing paradoxes of alignment and distribution of empowerment during the process of implementation into practice. The obstacles were interacting over system levels and were identified as: Governance by logics of distancing and detaching, No binding regulation of WHP, Separated responsibility of results, Narrow focus on delegated responsibilities, Store-fronting a strategic model, Keeping poor organizational preconditions and support for developments and Isolate WHP from other organizational developments.Conclusions: The following premises can be formulated regarding successful organizational WHP programs. Consider (1) the uncertainty a distributed empowerment to all system levels may create; (2) the distributed impact to define the target and allow broader areas to be included in WHP; and (3) the integration into other development processes and not reducing the organizational WHP to the form of a project.

Challenges and opportunities of digitalization for health and well-being at work

Abstract Background Developments in the working world (e.g. digitalization) are imposing new demands on employees. However, it remains unclear how digitalization affects health and well-being at work and how companies can respond to emerging challenges and opportunities. In order to stimulate the discussion of these issues, the Austrian Health Promotion Fund supported 20 projects focusing on ‘Workplace Health Promotion (WHP) in the Working world 4.0'. The central research questions were: What challenges and opportunities regarding “Work 4.0” were identified and what measures have the companies developed? Methods We used a combination of different qualitative and quantitative research methods and instruments. As a first step in this multi-stage process, we conducted workshops with the WHP project managers of each company. Subsequently, we carried out a document analysis of the developed catalogues of measures to identify the underlying opportunities and challenges. To quantify and validate these results, we invited the project leaders and team members to participate in an online survey. Results As the WHP projects in the companies progressed, the focus shifted from the challenges to the opportunities offered by digitalization. On average, opportunities were rated more important than challenges in the online survey. The most important challenges were sensitization of managers, permanent accessibility as a health risk and mental stress and strain. The most important opportunities were the optimization of knowledge transfer, communication and documentation. The measures implemented ranged from the use of innovative tools, to knowledge transfer on methods and health-related content, to changes in materials and organization. Conclusions The examination of digitalization in the context of health and well-being at work has highlighted the positive aspects of digitalization. The health promotion measures implemented can serve as examples of good practice for other companies. Key messages As companies began to consciously examine digitalization in the context of health and well-being at work, the focus shifted from the challenges of digitalization to the opportunities it offers. To meet the challenges of digitalization and to act on emerging opportunities, companies have implemented numerous different measures that can serve as examples of good practice for other companies.

Quality assurance for workplace health promotion. Validation of the quality criteria for WHP in the Austrian quality management system

Workplace health promotion (WHP) is being increasingly employed as a corporate strategy, being at its most effective when it is implemented in a high-quality and sustainable way. Based on normative principles, a quality management system for WHP was introduced in Austria in 2004. This article examines the measurement quality to validate this quality assurance system. From 2014 to 2017, WHP projects have been assessed rigorously by means of a standardized procedure using 15 quality criteria. The foundations for this are an application submitted by the company, and the decision as to whether a WHP quality certificate is awarded or not is based on the overall assessment. Data are available for the 1131 Austrian companies. Based on theoretical and methodological considerations, the measurement quality was investigated in relation to the overall quality of WHP projects with the help of structural equation models. The confirmatory one-factor analysis revealed satisfactory construct validity (λ ≥ 0.40) and high reliability for the overall scale (α = 0.87), although the fit was not acceptable. The bi-factor analysis with a general factor (GF) and three specific residual factors resulted in good model fit. The GF explained most of the common variance (ECV = 63.9%); the overall scale was also characterized by its high reliability (αGF = 0.90, ωHGF = 0.82). The results justify the creation of an overall scale for assessing the quality of WHP. The mean varied by the year of submission, and there was a significant difference between both small/large enterprises and initial/renewal awards. The measurement tool can be considered a good screening instrument for awarding the WHP quality certificate.

Participatory action research, mixed methods, and research teams: learning from philosophically juxtaposed methodologies for optimal research outcomes

BackgroundWorkplace health interventions incorporating qualitative and quantitative components (mixed methods) within a Participatory Action Research approach can increase understanding of contextual issues ensuring realistic interventions which influence health behaviour. Mixed methods research teams, however, face a variety of challenges at the methodological and expertise levels when designing actions and interventions. Addressing these challenges can improve the team’s functionality and lead to higher quality health outcomes. In this paper we reflect on the data collection, implementation and data analysis phases of a mixed methods workplace health promotion project and discuss the challenges which arose within our multidisciplinary team.MethodsThis project used mixed methods within a Participatory Action Research approach to address workers’ sun safety behaviours in 14 outdoor workplaces in Queensland, Australia, and elucidate why certain measures succeeded (or failed) at the worker and management level. The project integrated qualitative methods such as policy analysis and interviews, with a range of quantitative methods – including worker surveys, ultraviolet radiation (UVR) exposure measurement, and implementation cost analyses.ResultsThe research team found the integration of qualitative and quantitative analyses within the Participatory Action Research process to be challenging and a cause of tensions. This had a negative impact on the data analysis process and reporting of results, and the complexity of qualitative analysis was not truly understood by the quantitative team. Once all researchers recognised qualitative and quantitative data would be equally beneficial to the Participatory Action Research process, methodological bias was overcome to a degree to which the team could work cooperatively.ConclusionsMixed methods within a Participatory Action Research approach may allow a research team to discuss, reflect and learn from each other, resulting in broadened perspectives beyond the scope of any single research methodology. However, cohesive and supportive teams take constant work and adjustment under this approach, as knowledge and understanding is gained and shared. It is important researchers are cognisant of, and learn from, potential tensions within research teams due to juxtaposed philosophies, methodologies and experiences, if the team is to function efficiently and positive outcomes are to be achieved.

Integration of eHealth Tools in the Process of Workplace Health Promotion: Proposal for Design and Implementation.

BackgroundElectronic health (eHealth) and mobile health (mHealth) tools can support and improve the whole process of workplace health promotion (WHP) projects. However, several challenges and opportunities have to be considered while integrating these tools in WHP projects. Currently, a large number of eHealth tools are developed for changing health behavior, but these tools can support the whole WHP process, including group administration, information flow, assessment, intervention development process, or evaluation.ObjectiveTo support a successful implementation of eHealth tools in the whole WHP processes, we introduce a concept of WHP (life cycle model of WHP) with 7 steps and present critical and success factors for the implementation of eHealth tools in each step.MethodsWe developed a life cycle model of WHP based on the World Health Organization (WHO) model of healthy workplace continual improvement process. We suggest adaptations to the WHO model to demonstrate the large number of possibilities to implement eHealth tools in WHP as well as possible critical points in the implementation process.ResultseHealth tools can enhance the efficiency of WHP in each of the 7 steps of the presented life cycle model of WHP. Specifically, eHealth tools can support by offering easier administration, providing an information and communication platform, supporting assessments, presenting and discussing assessment results in a dashboard, and offering interventions to change individual health behavior. Important success factors include the possibility to give automatic feedback about health parameters, create incentive systems, or bring together a large number of health experts in one place. Critical factors such as data security, anonymity, or lack of management involvement have to be addressed carefully to prevent nonparticipation and dropouts.ConclusionsUsing eHealth tools can support WHP, but clear regulations for the usage and implementation of these tools at the workplace are needed to secure quality and reach sustainable results.

Workplace health promotion programs for older workers in Italy.

Italy is the European country with the highest number of citizens over the age of sixty. In recent years, the unsustainability of the social security system has forced the Italian government to raise the retirement age and reduce the chances of early exit, thus sharply increasing the age of the workforce. Consequently, a significant proportion of older workers are currently obliged to do jobs that were designed for young people. Systematic health promotion intervention for older workers is therefore essential. The European Pro Health 65+ project aims at selecting and validating best practices for successful/active aging. In this context we set out to review workplace health promotion projects carried out in Italy. To ascertain examples of workplace health promotion for older workers (WHPOW), we carried out a review of the scientific and grey literature together with a survey of companies. We detected 102 WHPOW research studies conducted in conjunction with supranational organizations, public institutions, companies, social partners, NGOs and educational institutions. The main objectives of the WHPOW were to improve the work environment, the qualifications of older workers and attitudes towards the elderly, and, in many cases, also to improve work organization. The best way to promote effective WHPOW interventions is by disseminating awareness of best practices and correct methods of analysis. Our study suggests ways of enhancing WHPOW at both a national and European level.

Following the trend for a comprehensive healthy workplace in Taiwan.

To promote workers' health and boost corporate productivity and national competitiveness, workplace health promotion is an international trend and a vital part of national policies. Prior to 2000, Taiwan's workplace issues focused on industrial hygiene and safety improvements. Since 2003, the Health Promotion Administration (HPA) at the Ministry of Health and Welfare has established coaching centers for workplace health promotion and dispatched trained experts for teaching health promotion skills; including promoting the tobacco control program, preventing important chronic diseases, driving comprehensive programs, advocating workplace health promotion with the Ministry of Labor, establishing certification mechanisms for workplace health promotion, recognizing outstanding health-promoting workplaces, and conducting a nationwide survey for monitoring the practices of healthy behaviors and health conditions of workers. Through 2014, 12,439 workplaces have been accredited.Since 2003, the efforts of the HPA in workplace health promotion projects has shifted society's focus on workplace health from occupational diseases and injury prevention to workplace health promotion, resulting in the revision of the Occupational Safety and Health Act in 2013 by the Ministry of Labor to detail employers' responsibilities in protecting and promoting employees' health and well-being.

Dashboard Indicators for Applications in Workplace Health Promotion

Dashboard Indicators for Applications in Workplace Health Promotion The integration of ICT-solutions has a big potential to raise effectiveness and popularity of projects in the area of workplace health promotion (WHP). A growing list of hardware and software solutions to promote individual health have been developed which are mostly targeting individual health promotion. However, these solutions are very seldom adapted to support the comprehensive approach used in WHP. ICT-solutions can support in various ways. One possible way would be to depict organizational and individual parameters (such as the employees’ physical exercise, job satisfaction or motivation) on a feedback page (“dashboard”). On this dashboard, important WHP indicators can be presented with simple graphical representations. The present study aimed to identify indicators (individual indicators as well as indicators of the working environment) which might influence the opinion of dashboard contents in WHP projects.

Good practice models for public workplace health promotion projects in Austria: promoting mental health

Promoting mental health is a central public health issue since the Jakarta statement in 1997. In Austria, the nationwide organisation for health promotion is the 'Fonds Gesundes Österreich' (FGÖ), which has been established in 1998. The FGÖ funds and supports workplace health promotion projects; therefore, it co-operates with the Austrian Network on Workplace Health Promotion. In 2011, among others, two Austrian companies were honoured as best practice models for promoting mental health in the project 'Work. In tune with life. Move Europe'. One of their central key success factors are the provision of equal opportunities, engagement, their focus on overall health as well as the implementation of behavioural and environmental preventive measures. Since mental health problems in the population are still rising, public health promotion projects which orientate on the best practice models have to be established in Austria.

Workplace Health Promotion Program on Using Dietary Antioxidants (Anthocyanins) in Chemical Exposed Workers

Workplace health promotion is a business management system that aims to promote and improve the health situations of all employees in a comprehensive and sustainable mode, and should be seen as an equal partner for occupational health and safety. Certain industrial hazards (in particular chemical agents) display oxidant capacity in the human body acting via oxidative stress, caused by a cellular excess of reactive oxygen and nitrogen species. Species like superoxide and hydrogen peroxide are involved in protein kinase regulation, while nitric oxide and peroxynitrite inactivate phosphatases as well as activating kinases, which are key agents for translating signals of cell needs into metabolic change through enzyme action, gene transcription, protein synthesis, and biochemical flux. These reactions are permanently balanced by the redox system, a nonequilibrium thermodynamic state as a basic part of aerobic life, determined by relative and constantly changing amounts of oxidative and antioxidative (reductive) agents. Review of a large number of studies shows that external sources of antioxidants, mainly fruits and vegetables, are a real benefit for human defense mechanisms, considering now that sufficient scientific evidence exists for public health policy to promote a plant-rich diet. In our investigation, we focused on anthocyanins, as highly potent phytochemical antioxidants expected to protect us from oxidative injury. Furthermore, these specific antioxidants were found to act against lipoperoxidation and oxidative stress induced by industrial chemicals like carbon tetrachloride, paraquat or heavy metals. Anthocyanin extracts of Vaccinium Myrtillus (bilberry) improve night vision and eye strain caused by excessive computer use. Because of the antioxidant skin protection against UVB radiation, these phytochemicals can be used (both local and oral administration) by workers from oil-bearing platforms, furnaces or agriculture. We think that such important findings may be used for workplace health promotion projects in chemical industry, in order to prevent occupational diseases or work-related diseases. The individual approach of workplace health promotion focuses on the health-related behaviors of employees, and is called risk factor reduction (educational approach). We focused our initiative on using dietary natural antioxidants by running health campaigns, and raising awareness of the harmful effects of chemical agents and xenobiotics, addressed both to employees and managers. We propose a one year project sustaining behavior change mainly through educational and informative sessions, based on assessment of workers’ needs and also on developing healthy lifestyles. We also want to encourage company managers to offer antioxidant supplements/fresh fruits/berries juices to those employees who are working in harmful conditions, considering a daily estimated intake of 200 mg anthocyanins. Health promotion on consuming anthocyanins-rich fruits and vegetables may contribute in reducing age-related neurodegenerative diseases such as Parkinson's disease and Alzheimer's disease, age-related metabolic diseases (especially cardiovascular diseases), and not at least, cancer. Designing potent antioxidant phytococktails and standardised mixtures of anthocyanins for human consumption will be a great challenge on essentially inter-disciplinary research topic involving interaction of nutritionists, physicians, chemists, pharmacists and others.

Non-Occupational Sitting and Mental Well-Being in Employed Adults

Emerging evidence suggests that sedentary behaviour may be adversely associated with physical health, but few studies have examined the association with mental well-being. This study examined the association of four non-occupational sedentary behaviours, individually and in total, with mental well-being in employed adults. Baseline data from the evaluation of Well@Work, a national workplace health promotion project conducted in the UK, were used. Participants self-reported sitting time whilst watching television, using a computer, socialising and travelling by motorised transport. Mental well-being was assessed by the 12-item version of the general health questionnaire. Analyses were conducted using multiple linear regression. In models adjusted for multiple confounders, TV viewing, computer use and total non-occupational sitting time were adversely associated with general health questionnaire-12 assessed mental well-being in women. Computer use only was found to be adversely associated with mental well-being in men. Sedentary behaviour may be adversely associated with mental well-being in employed adults. The association may be moderated by gender.

Workplace health promotion projects and activitiesin government organizations in Thailand:A qualitative research

Workplace health promotion projects and activitiesin government organizations in Thailand:A qualitative research

Leadership in workplace health promotion projects: 1- and 2-year effects on long-term work attendance

Despite the acknowledged role of leadership in the psychosocial work environment, few studies focus on how leadership qualities and strategies may act as key processes of importance to positive effects of workplace health promotion (WHP). The aim of this study was to increase knowledge about how leadership qualities and strategies in WHP projects influence employees' long-term work attendance. The 1- and 2-year effect of leadership on the prevalence of long-term work attendance among municipal human service workers (n = 3 275) was analysed using 3-year register-based data on sick leave, questionnaires and a qualitative categorization of each unit. Increased leadership qualities, especially where leaders used rewards, recognition and respect, were associated with higher prevalence of work attendance at follow-up [PR 1.42 (1.20-1.69)]. Leaders' strategies and views on work-related health had a significant impact on increased work attendance in projects that had goals clearly focusing on changeable factors [1.36 (1.11-1.67)], in multi-focused projects [1.60 (1.24-2.04)] and in projects aimed to increase employees' awareness of their health. Workplace health promotion strategies with a single focus on strengthening individual, professional or organizational resources were negatively associated with work attendance. A higher proportion of employee work attendance was also seen in units whose leaders viewed the organization or the society (rather than individual workers) as responsible for the high rate of sick leave. Leadership, WHP strategies and leaders' attitudes towards employee work-related health have importance for implementation processes, as well as affecting employee work attendance. In this study, multi-focused WHP interventions had the largest effect on work attendance.

Childhood Immunisation Recall in Swiss Employees

Childhood Immunisation Recall in Swiss Employees: Julian Schilling, et al. Institute of Social and Preventive Medicine, University of Zurich—During the workplace health promotion project “Check Bus”, we asked 10,321 employees (4,070 women, 6,251 men, mean age=39 yr) of two nationwide Swiss enterprises, a large bank and an industrial company, about their vaccination status by using a self‐administered questionnaire. Among all respondents, 43.8% reported having a valid (up to date) tetanus vaccination (<10 years old), 29.9% a pertussis vaccination, 74.2% a poliomyelitis vaccination, 53.8% a tuberculosis vaccination, 22.7% a rubella vaccination and 12.7% an MMR vaccination (measles, mumps, rubella). A large number of respondents had no knowledge of their personal immunisation status. We found significant socio‐demographic differences. For all vaccinations, age, gender (with the exception of MMR) and language independently predicted vaccination status. Hierarchic occupational rank was an independent and significant predictor for pertussis, poliomyelitis and tuberculosis vaccinations. Our study showed that especially elderly people, males and Italian speaking participants had a very limited knowledge of their personal vaccination status.