Workplace Health Promotion Research Articles

Stress perception, coping behaviors and work-privacy conflict of student midwives in times of COVID-19 pandemic: the “Healthy MidStudents” study in Germany

BackgroundStudent midwives deliver care for women under challenging job demands, which may affect their mental health– thus creating a high need for health promotion. Given the lack of research addressing this topic, the aim of this study is to examine the links between stress perception, coping behaviors, work-privacy conflict, and perception of COVID-19 pandemic impact on studies of student midwives in northern Germany.MethodsData were collected using a cross-sectional online-survey at nine midwifery study sites in northern Germany from October 2022 to January 2023. 342 student midwives (response rate: 61.3%) were surveyed on stress perception, coping behaviors, work-privacy conflict, and perceived impact of the COVID-19 pandemic on their studies. Descriptive, linear regression and moderation analyses were run to test explorative assumptions.ResultsResults revealed that higher levels of perceived stress were reported by 13.4% of student midwives. Social support (M = 13.76, SD = 2.19) and active stress coping (M = 10.72, SD = 2.01) were identified as most prevalent coping behaviors in the present sample. It was found that work-privacy conflict was positively associated with stress perception (ß = 0.53, p =.001) and maladaptive coping behaviors (alcohol and cigarette consumption: ß = 0.14, p =.015), and negatively associated with adaptive coping behaviors (positive thinking: ß = − 0.25, p =.001, social support: ß = − 0.23, p =.001). Students with children reported significantly lower levels of social support than students without children. 55.6% of student midwives perceived a negative impact of the COVID-19 pandemic on their studies (mostly on lectures, seminars, and contact with fellow students).ConclusionsKey findings highlighted moderate stress levels among student midwives during theoretical study stage. Based on current research, prevalence of high stress levels among student midwives remains unclear. Given the overall heterogeneous, limited research on student midwives’ stress perception, coping behaviors, work-privacy conflict and perceptions of COVID-19 pandemic impact on studies, implications for research are suggested, e.g. longitudinal studies at different time points and settings and interventional studies. Findings provide a starting point for implementation of workplace health promotion in theoretical and practical stages of midwifery science study programs, e.g. training courses on stress prevention and adaptive coping, and for improvement of working conditions.

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.

From Financial Risk Management to Promotive Health: A Paradigm Shift in Employer-sponsored Health Insurance?

Health insurance serves to contain financial loss arising from an insured individual’s healthcare costs. We investigate an evolving paradigm shift in employer-sponsored health insurance by which workplace health promotion has increasingly gained coverage. The question for analytical investigation is why and how the Affordable Care Act (ACA) succeeded in integrating health promotion into private health insurance in the United States. Survey data (2008–2020) from the Employer Health Benefits, Annual Survey was disaggregated by insurance attributes and employer characteristics relative to health promotion benefits. Pertinent regulatory policies were content-analysed. The ACA offers a viable policy vehicle for mandating strategic, ex ante coverage of preventive and wellness services, and chronic disease management, nudging insurers to offer related benefits. Such policy is underpinned by insurer and employer incentives, including state-based individual mandates, the medical loss ratio, state-driven workplace initiatives and employee participation rewards. While health promotion reduces long-run healthcare costs and risk of disease and improves worker health and productivity, absent carefully devised incentives and rewards, compelling insurers and employers to cover promotive health is unlikely to achieve the objectives and imperatives of healthcare reform. Such policy could even have adverse, albeit unintended, consequences that outweigh their intended outcomes, as insurers may devise ‘backdoor’ strategies once regulatory costs become burdensome.

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.

Organizational Executions and Policies on Workplace Health Promotion: A Cross-sectional Study in Thailand

Organizational Executions and Policies on Workplace Health Promotion: A Cross-sectional Study in Thailand

Evaluation of Networks in Workplace Health Promotion using the Example of "Gesunde Betriebe Kinzigtal" - An Empirical Analysis

For years, there has been a high level of activity in creating networks in workplace health promotion (WHP). So far, there have only been a few evaluations of these network formations. The aim of this study was to evaluate networks in WHP using the example of the regional network "Gesunde Betriebe Kinzigtal" (Healthy Companies Kinzigtal). The network supports companies in the Kinzigtal in the implementation and realisation of WHP. By means of an online survey, responsible employees of the participating companies evaluated the network and the measures for WHP. The focus was on the constructs of satisfaction and benefit as well as the perception of networks in WHP. Of the 21 companies participating in the network, 13 took part in the study, which corresponds to a response rate of 62%. The analysis showed a positive evaluation of the network activities. The companies were satisfied with the network "Gesunde Betriebe Kinzigtal" as well as the measures for WHP and derived a benefit from it. Furthermore, the companies perceived the network as helpful and participation in it as beneficial. Networks provide support for the introduction and long-term implementation of WHP.

Physical Activity and Brain Health: Integrating the Evidence Base into Workplace Health Promotion.

Physical Activity and Brain Health: Integrating the Evidence Base into Workplace Health Promotion.

A Settings and Systems Approach to Promoting the Health and Wellbeing of People with an Intellectual Disability.

Research has shown that people with an intellectual disability have higher rates of certain preventable health conditions and a higher rate of avoidable mortality relative to the general population. With respect to health behaviours, they also have lower levels of physical activity and poorer nutrition. Despite the increased health needs, this population cohort is less likely to have the opportunity to participate in health promotion programs. The interventions that have been delivered are programmatic and individual in focus and have lacked a broader ecological and settings focus, which makes them very difficult to scale. Health promotion programs designed for the general population, such as lifestyle campaigns, rarely reach people with an intellectual disability. This increases the importance of ensuring that the settings in which they live and engage with are as health promoting as possible. Interventions have been particularly absent in the workplace for people with an intellectual disability. This paper highlights gaps in a settings-and-systems-based approach to promoting the health and wellbeing of people with an intellectual disability, particularly with respect to workplace health promotion. The paper concludes with recommendations for a systems approach that integrates approaches across multiple settings to better promote the health of this population cohort.

Lessons from workplace health promotion efforts in Thailand

Lessons from workplace health promotion efforts in Thailand

Attitudes to and perceptions of workplace health promotion amongst employees from ethnic minorities in the UK: A scoping review.

Ethnic minorities make up approximately 14% of the UK workforce. Despite the disproportionate burden of ill-health amongst ethnic minorities, and the increased interest in Diversity, Equity & Inclusion (DE&I) in the workplace, workplace health and wellbeing interventions are still most often designed for the ethnic majority. The purpose of this scoping review was to explore the depth and breadth of evidence on the attitudes to and perceptions of health and wellbeing interventions in the workplace within ethnic minority groups in the UK, and to identify gaps in evidence that would provide direction for future research needs. A scoping review with quality appraisal was undertaken, supplemented by a review of grey literature and a narrative review exploring related evidence from the knowledge bases related to community and cultural adaptation. Only three peer-reviewed studies met inclusion criteria, preventing broad conclusions. 14 papers from the community and cultural adaptation literature provided additional information about how health promotion may be approached effectively in the workplace, including the importance of culturally sensitive, people-centred design, and the use of established adaptation frameworks. The literature suggests a need for improvements in four key areas: (1) reporting of ethnic minorities in data relating to workplace health and wellbeing research, (2) more thorough review of perceptions and attitudes of ethnic minority workers in the UK, (3) design of culturally appropriate interventions that are tested for impact, and (4) testing of the effectiveness of culturally adapted interventions.

Workplace health promotion management of non-communicable disease prevention and implementation among organizational leaders and human resource executives in Thailand: A qualitative study

In Thailand, the Cabinet has outlined a national reform plan (public health), which emphasizes the concept of health promotion in alignment with the United Nations' Sustainable Development Goals. The plan focuses on policies and measures within the workplace and setting goals to establish workplace health policies. Workplace health promotion yields positive effects on businesses by enhancing work productivity and reducing costs. However, national policies specifically aimed at promoting good health and well-being in the workplace are still limited in scope and are predominantly implemented by governmental agencies in Thailand. This study aimed to investigate the management and implementation of health promotion policies in the workplace by organizational leaders and human resource (HR) executives. We conducted exploratory research using the inductive approach of conventional content analysis. Data were collected through in-depth interviews with senior-level and HR executives affiliated with influential bodies of the Joint Standing Committee on Commerce, Industry, and Banking (JSCCIB), the Personnel Management Association of Thailand (PMAT), industrial estates, and prominent businesses representing all eight industry groups in Thailand between May and November 2022. In-depth interviews were conducted with all key informants, totalling 35 individuals, representing 27 businesses and organizations. The findings were categorized into three main themes: 1) Management including organizational policies, and leadership, 2) Operations including budget allocation, activities, and operational tips, and 3) Challenges including operational challenges and individual factors. This study has outlined strategies for more effective management and implementation to enhance workplace health promotion, and refined policies for improvement of health promotion initiatives in Thai workplaces.

Physical activity interventions in workplace health promotion: objectives, related outcomes, and consideration of the setting-a scoping review of reviews.

The workplace is a recognized setting for promoting health among adults, and physical activity (PA) interventions are an integral part of workplace health promotion (WHP). The present review of reviews aims to provide an overview of the main objectives and related outcomes addressed in WHP-related PA interventions, as well as the setting-specific aspects considered in the research field. A scoping review of reviews was conducted. Reviews were included if they were peer-reviewed, written in English, and focused on PA interventions conducted in the context of WHP. A literature search was conducted in PubMed, SPORTDiscus, and Web of Science. Reviews were included if they had been published after the year 2000. Information on the following dimensions was extracted: author, region, number of primary studies included, target group(s), PA interventions included, main objective(s), related outcomes, and setting-specific aspects. A total of 17 reviews were included. Six reviews aimed at solely identifying the effectiveness of promoting daily PA and reducing sedentary behavior. Eleven reviews showed a combined approach considering physical activity behavior and/or health and job-related outcomes. Outcomes in the primary studies were heterogeneous. None of the reviews had an explicit definition of WHP and setting-specific information was very general and sparse. The reported setting-specific information was referred to the general importance of the workplace setting, the specific importance as an access route to target groups, and implementation aspects. Regarding the additional characteristics of the reviews, the selection of primary studies was restricted to a specific region in 2 of the 17 reviews in advance. Three reviews restricted the target group (sedentary workers, women, desk-based workers), while eleven reviews included working adults in general and, three reviews gave no information about the target group. Eleven intervention approaches of the reviews were behaviorally oriented, two focused solely on environmental interventions, and four reviews can be attributed to a combined approach considering behavioral and environmental interventions. For sustainable future developments, the present results indicate a strong need for conceptual consolidation of WHP in the research field of PA interventions. Therefore, both WHP and health-related PA interventions need to take a comprehensive approach comprising behavioral and environmental interventions.

Resistance exercise snacks improve muscle mass in female university employees: a prospective, controlled, intervention pilot-study.

Although resistance training (RT) is essential to preserve musculoskeletal fitness and maintain a healthy, independent life into old age, few women perform RT. We investigated whether resistance exercise snacking (RES) could be an efficient training approach for the workplace health promotion (WHP) to minimize barriers for participation and facilitate RT in women in order to improve musculoskeletal fitness. This pilot-study followed a prospective, controlled intervention design. Female employees with sedentary occupations doing RT on less than 2 days/week before study participation were included. Participants self-selected for either intervention (IG) or control group (CG). While the IG [N = 15, mean age 42.1 (SD = 11.1) years] did 10 min of RES on working days for 12 weeks, the CG [N = 15, mean age 49.9 (SD = 9.7) years] was instructed to maintain their habitual physical activity. Primary endpoint was change in muscle mass. Secondary endpoint was change in maximum isometric strength. Balance, cardiovascular fitness, perceived health, and general life satisfaction was assessed for exploratory purpose. Measurements were taken before and after the intervention. 12 participants of IG and 14 of CG completed the study. Muscle mass improved significantly more in the IG [+0.42 (SD = 0.54) kg] compared to the CG [-0.16 (SD = 0.51) kg] (p = 0.01, ƞ2p = 0.24). Strength did not change significantly between groups. Nevertheless, there was a trend for greater improvements in the IG compared to the CG for trunk extension, trunk flexion, and upper body push but not upper body pull. Regarding exploratory endpoints, no significant between-group changes were found. Despite their poor fitness, both groups perceived their health as good and had high life satisfaction before and after the intervention. RES could be an effective approach for the WHP to promote RT in inactive women with sedentary occupations and improve their muscle mass.

The relationship between burnout, perceived organizational support and effort at work

The present study addresses the complex relationship between burnout, perceived organizational support, and effort at work, in the context of a multidimensional analysis. By applying the Spearman correlation test, the research reveals a negative correlation between the level of burnout and the perception of support provided by the organization, emphasizing the significant influence of the organizational environment on employees' well-being. In addition, the study identifies a weak positive correlation between burnout and employee effort, suggesting that high levels of burnout may coexist with increased effort, possibly as a compensatory mechanism. The analysis is completed by a perspective on the gender dynamics within the burnout phenomenon, with reference to the study of Purvanova and Muros (2010), which challenges traditional assumptions and emphasizes the differences in the manifestation of burnout between the sexes. In conclusion, the research provides an integrative perspective on the interplay between organizational, personal and gender factors, laying the groundwork for personalized and effective intervention strategies to combat burnout and promote workplace health.

Making Workplace Health Promotion Fun.

Making Workplace Health Promotion Fun.

Leaving no-one behind in the workplace health promotion: towards regulatory equity in the Ecuadorian micro-enterprises.

The purpose of workplace public health programmes and regulations is to promote safety and health for the entire working population nationwide. Some countries limit the scope of such programmes to medium or big-sized companies, leaving out small and micro-enterprises, thus discriminating against many workers exposed to risks. This Viewpoint aims to identify inequalities in occupational health generated by the new Regulation for Workplace Health Promotion (WHP) in Ecuador. We showed how the regulation excludes all micro-enterprises and displayed the essential role of micro-enterprises in the business fabric and the Ecuadorian labour market. More than 93% of the registered companies are micro-enterprises and these include more than 25% of the employees in the formal economy. Integrating occupational health into the public health system will require deep analysis to improve protection for the working population.

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.

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.

Visually assessing work performance using a smartwatch via day-to-day fluctuations in heart rate variability.

To optimize workplace health promotion, a simple method for quantifying allostatic load response is needed. This study examines the feasibility of optimizing objective anxiety and presenteeism monitoring using daily smartwatch-measured ultra-short heart rate variability (HRV). Office workers without diagnosed disease prospectively performed 30 s HRV self-measurement each morning for two months and responded to the State-Trait Anxiety Inventory (STAI) and Work Limitation Questionnaire (WLQ). Logistic regression analysis examined daily HRV parameters in the high-trait anxiety group (HTA, STAI ≥ 40) using mean and variance HRV, age, self-reported gender, and body mass index (BMI). The ideal cutoff value enabled comparison of WLQ using the Mann-Whitney U test. Heart rate variability data were collected for 279 participants (male ratio, 83.9%; age, 42 ± 10 years) who completed questionnaires and monitored HRV for 30+ days. Compared to the low-trait anxiety group, HTA exhibited higher variance of the log-transformed coefficient of component variance of high-frequency component (LnccvHF) and low-frequency per HF (Lnccv L/H), in addition to differences in the means of these HRV parameters. In addition to BMI (odds ratio [OR] = 0.92, p = 0.02) and mean LnccvL/H (OR = 10.75, p < 0.01), the variance of Lnccv L/H was an independent predictor of HTA (OR = 2.39E + 8, p = 0.011). The daily Lnccv L/H dispersion group had a lower WLQ productivity loss score (p = 0.02, r = 0.17). By focusing on HRV dispersion status, this simple and instantly applicable daily HRV monitoring system enables optimized quantitative monitoring of anxiety and productivity.