Workplace Wellness Programs Research Articles

Leading wellness in healthcare: A qualitative study of leadership practices for wellness in hospital settings.

Ways of dealing with workplace stress and enhancing healthcare workers wellness are sought globally. The aim of this study was to explore healthcare leaders' practice in relation to the implementation of a workplace wellness program called SEED in the context of multiple crises (bushfires and COVID-19) affecting a local health district in New South Wales, Australia. Practice theory informed interviews (n = 23), focus groups (n = 2) and co-analysis reflexive discussions (n = 2) that were conducted with thirteen leaders and twenty healthcare workers. A pragmatic approach to program implementation for healthcare workers' wellness explored the process and actions that resulted from leadership practice in an inductive thematic analysis. Preliminary themes were presented in the co-analysis sessions to ensure the lived experiences of the SEED program were reflected and co-interpretation of the data was included in the analysis. Three key themes were identified. 1) Leading change-implementing a wellness program required leaders to try something new and be determined to make change happen. 2) Permission for wellness-implicit and explicit permission from leaders to engage in wellness activities during worktime was required. 3) Role-modelling wellness-leaders viewed SEED as a way to demonstrate leadership in supporting and caring for healthcare workers. SEED provided a platform for leaders who participated to demonstrate their leadership practices in supporting wellness activities. Leadership practices are critical to the implementation of healthcare wellness programs. The implementation of SEED at a time of unprecedented crisis gave leaders and healthcare workers opportunities to experience something new including leadership that was courageous, responsive and authentic. The study highlighted the need for workplace wellness programs to intentionally include leaders rather than only expect them to implement them. The practices documented in this study provide guidance to others developing, implementing and researching workplace wellness programs.

“Does anyone know? Can you get any help?” Experiences from an ambassador-facilitated health programme: insights from a qualitative study

PurposeHealth ambassadors are co-workers assigned to facilitate healthy choices amongst the ambassadors'' colleagues and are increasingly used in workplace health promotion. In a municipality in the southern region of Denmark, occupational health and safety (OHS) representatives were appointed as health ambassadors to facilitate the development of healthy lifestyle initiatives at the ambassadors' workplace and the uptake of various health offers from the municipality's workplace health programme amongst the ambassadors' colleagues. The aim of this study was to understand how employees and managers from the municipality experienced the health ambassador-facilitated implementation of the health programme.Design/methodology/approachThe study was designed as an interview study with (n = 13) semi-structured interviews. Using purposeful sampling, the authors invited participants who held different positions (e.g. managers and regular employees) on two different work teams in the municipality. The work teams (a construction team and a healthcare team) differed in gender profile and work tasks but were both categorised as physically heavy work. Malterud's systematic text condensation was used to devise the strategy for the analysis.FindingsThe authors' findings show that the employees considered health a private matter that the workplace should not interfere with, and this challenged the implementation of the health programme. Secondly, the health ambassadors were not properly trained to facilitate health initiatives amongst the ambassadors' colleagues; instead, the managers were the driving force in the implementation of health initiatives.Originality/valueThe study provides useful insights into the processes of implementing health in the workplace and emphasises the importance of involving employees in design and planning of initiatives for workplace health promotion.

Self-Care Strategies of Athletic Trainers

Purpose: Strategies for reducing burnout and improving work-life balance have been recommended for both organizations and individual athletic trainers. Little is known about what types of self-care (SC) strategies are already being used by athletic trainers. The purpose of this study was to explore and describe the number and type of SC strategies used by athletic trainers on a weekly basis. Methods: We used a cross-sectional design with web-based survey to explore the SC strategies used by athletic trainers. The survey instrument consisted of a SC checklist which asked the participants to select all the SC strategies they engage in weekly with 17 potential options, including an opportunity to describe intensity of exercise and also an “other” option with the ability to describe additional strategies. Results: Participants were mostly female, in their mid-career (age = 33 ± 9 y; experience = 10 ± 8 y), predominantly White, working in the college/university setting, holding a professional master’s degree. Participants engage in 6.9±2.8 SC strategies per week (range=1-15; mode=6). They most often engage in positive social relationships (n=522, 72.5%), humor (n=477, 66.3%), laughter (n=476, 66.1%), hydration (n=472, 65.6%), and moderate exercise (n=418, 58.1%). Participants most often selected physical (2.6±1.1; range=1- 4; mode=3, n=681, 94.6%), interpersonal (2.6±1.0; range=1-3; mode=3, n=665, 92.4%) or contemplative and meditative (2.1±1.3; range=1-5; mode=1, n=641, 89.0%) SC strategies to use on a weekly basis. Creative strategies were used the least frequently (1.0±0.2; mode=1, n=341, 47.4%). Only 25 (3.5%) participants indicated they engaged in no SC strategies weekly. There were no statistically or clinically significant differences between groups of gender identities or early and late career athletic trainers when compared to weekly use of contemplative and meditative, physical, interpersonal or creative SC strategies. Conclusions: Physical and interpersonal SC strategies are most popular among athletic trainers. Athletic trainers should continue to engage in SC strategies, as wellbeing positively impacts connections to the workplace. Organizations should implement workplace wellness and employee assistance programs that embrace common SC strategies.

Building the Worksite Wellness Foundation Infrastructure: A Critical Component of the WorkWell KS Strategic Framework.

Workplace health programs can be ineffective, and changes are likely to be temporary without first establishing a wellness infrastructure. This study sought to determine whether attending a WorkWell KS Building the Worksite Wellness Foundation (Foundation) workshop enabled worksites to develop this infrastructure. Survey data were collected from worksites before attending a workshop and approximately 1 year later. Survey items were designed to assess whether the worksite was implementing best practices. In total, 212 worksites participated in a workshop and completed both a baseline and follow-up assessments. At follow-up, more worksites reported having a wellness committee (89.6% vs 59.7%, P < 0.001) and having wellness committee duties included in position descriptions (26.2% vs 6.4%, P < 0.001). This study suggests that Foundation workshops can support worksites' implementation of best practices to establish worksite wellness infrastructure.

Employee Perceptions of an Established Health and Wellness Coaching Program to Improve Behavior.

There is limited evidence, particularly qualitative analysis, of health and wellness interventions within the South African workplace. The purpose of this study is to explore whether health and wellness coaching when offered as part of an employee wellness program has potential for developing lifestyle change in a South African workplace. There were four, 45-minute focus group discussions, where employees discussed their experiences of the workplace health and wellness intervention program. Main categories identified from the coding of the transcripts were purpose of the health and wellness coaching program, as well as employees' program experience and improvement to the program. Common barriers to engagement, positive and negative experiences, and suggested improvements were defined by the employees. The study highlighted the need of understanding employee perceptions in the development and implementation of a workplace health and wellness program.

Mindfulness and Life Satisfaction in Workplace Among Employees

Abstract: This research paper examines the relationship between mindfulness and satisfaction with life among employees. The objective of this study was to explore the influence of mindfulness on satisfaction with life, and to determine whether there is a significant correlation between these two constructs. The study employed a survey research design and collected data from a sample of employees working in various industries in India. Mindfulness was measured with the following test Mindful Attention Awareness Scale (MAAS) and satisfaction with life with the following test Satisfaction with Life Scale (SWLS). The results of the study indicate a significantly positive correlation between mindfulness and satisfaction with life among employees. The findings also suggest that mindfulness has a positive influence on satisfaction with life, indicating that employees who practice mindfulness tend to have higher levels of satisfaction with their lives. The study has important implications for organizations and employers who seek to improve the well-being of their employees. By promoting mindfulness practices, employers may be able to enhance the overall satisfaction with life of their employees. This, in turn, may lead to improved job performance, reduced absenteeism, and higher levels of engagement. Overall, the study highlights the importance of mindfulness as a tool for improving employee well-being and underscores the need for organizations to prioritize mindfulness practices in their workplace wellness programs. Further research is needed to explore the specific mechanisms by which mindfulness influences satisfaction with life among employees, as well as the long-term impact of mindfulness interventions on employee well-being

Correlation between chronic conditions and job absenteeism among healthcare administration employees at King Abdullah Medical City in Makkah, Saudi Arabia.

Globally, chronic conditions are becoming more prevalent, both in general and within the workforce. Moreover, the appropriate workplace recognition and interventions are lacking for employees with chronic conditions, which may affect productivity and quality of work as a result of increased rates of absenteeism among such employees. The main objective was to examine the correlation between healthcare administrators' chronic conditions and job absenteeism at King Abdullah Medical City (KAMC) in Makkah, Saudi Arabia. A cross-sectional study was conducted at KAMC in Makkah, Saudi Arabia. Data obtained from the responses of 225 administrative employees with a chronic condition working at KAMC. Data were analyzed using SPSS Statistics version 20. The results of this study indicated that a significantly relationship exists between chronic heartburn, as well as other chronic conditions, such as irritable bowel syndrome, severe anemia, chronic fatigue, and high blood pressure or hypertension with employees' job absenteeism. According to the obtained results, employees' chronic conditions have a significant impact on absenteeism. Therefore, we recommend that employers intervene to determine how employees' chronic conditions affect their health and prevent them from attending work. Providing workplace health and wellness programs within an organization can improve employee health, thereby reducing the rate of absenteeism and increase the rate of productivity in the working environment.

Safety Lessons Learned from Strength and Conditioning Negligence Lawsuits

JoAnn M. Eickhoff-Shemek, Ph.D., FACSM, FAWHP,professor emeritus, Exercise Science at the University of South Florida and president of the Fitness Law Academy, LLC, is an internationally known author and speaker. For more than 35 years, her teaching and research have focused on fitness safety, legal liability, and risk management issues. Dr. Eickhoff-Shemek is the lead author of a comprehensive legal/risk management text, Law for Fitness Managers and Exercise Professionals, and is the coauthor of another textbook, Rule the Rules of Workplace Wellness Programs, published in 2020 and 2021, respectively. Disclosure:The author declares no conflict of interest and does not have any financial disclosures.

The Use of Robots in the Workplace: Conclusions from a Health Promoting Intervention Using Social Robots

Workplace wellness programs constitute a preventive measure to help avoid healthcare costs for companies, with additional benefits for employee productivity and other organizational outcomes. Interventions using social robots may have some advantages over other conventional telemedicine applications, since they can deliver personalized feedback and counseling. This investigation focused on a health-promoting intervention within work environments, and compared the efficacy of the intervention on two distinct groups, one guided by a human agent and the other by a robot agent. Participants (n = 56) were recruited from two Portuguese organizations and led through eight sessions by the social agent, the goal being to encourage health behavior change and adoption of a healthier lifestyle. The results indicate that the group led by the robot agent revealed better post-intervention scores than the group led by the human agent, specifically with regard to productivity despite presenteeism and regard of their level of mental well-being. No effects were found concerning the work engagement level of participants in either group. By demonstrating the potential of using social robots to establish therapeutic and worth relationships with employees in their workplaces, this study provides interesting new findings that contribute to the literature on health behavior change and human–robot interaction.

A comprehensive wellness profile in sedentary office employees: Health, musculoskeletal pains, functional capacity, and physical fitness indices.

One of the most important steps for the successful designing, execution, and sustainability of a workplace wellness program is the evaluation stage. The purpose of this research was to create a comprehensive wellness profile through selected and reliable testing protocols used for the evaluation of health, functional capacity, and physical fitness in office employees. One hundred office employees (32-55year-old) were evaluated to create a comprehensive wellness profile. Health indices (body composition, blood pressure, respiratory function, lipidemic profile), musculoskeletal pains, functional capacity, physical fitness (cervical, handgrip, back, leg strength, cardiorespiratory fitness), and lifestyle behaviors (physical activity levels, viewing habits, smoking, alcohol consumption) were measured. Thirty of the participants performed two assessment sessions to examine the reliability of functional capacity and physical fitness indices. A significant proportion of employees were overweight (40.7%) and obese (18.5%). The largest percentage of employees (78%) presented musculoskeletal problems in various areas of the body (higher rates in lower back, neck, and/or hip). A large percentage of the employees (40-65%) showed low-moderate levels in selected indices of health, physical activity (<6000 steps/day), functional capacity and physical fitness, and high levels of unhealthy lifestyle behaviors. The test-retest reliability for the assessment of functional capacity and physical fitness profile was high for all testing variables (ICC = 0.92-0.99; SEM% = 2.5-4.5). The testing protocols are reliable and can be used in conjunction with the reference values created to evaluate selected health and wellness indicators in office-employees.

Integrated approach for occupational health and safety (OHS) risk Assessment: An Empirical (Case) study in Small enterprises

Like large and medium industries, Occupational Health and Safety (OHS) management has become a highly demanding issue for Small Enterprises (SEs) under the backdrop of numerous and varied diseases and accidents. However, any systematic OHS risk assessment model is still lacking in SEs. This study is initiated to develop a comprehensive model by integrating Fuzzy Analytic Hierarchy Process (FAHP) and Fuzzy Inference System (FIS). A total of 16 sub-criteria under 3 criteria were chosen using focus group discussions with several experts. The weights of the sub-criteria were determined using FAHP method, which were further used to score the present conditions of the SEs. Three input variables and one output variable were selected for generating FIS model. The FIS model for OHS risk assessment was established after constructing fuzzy membership functions and fuzzy inference rules.This model was implemented in five SEs of Bangladesh for validation. The risk scores were calculated and among the five enterprises, one was found highly risky, and three were moderately risky. Expectedly, this model will assist the safety professionals and managers to design effective workplace health and safety management strategy and programs.

Health and Sedentary Behaviors within Polish Nurses: A Cross-Sectional Study.

Health behaviors play a pivotal role in improving and strengthening health. Nurses, who constitute the vast majority of employees in the health sector, play a crucial role not only in treating disease but also in promoting and maintaining optimal health for themselves and society. The purpose of the study was to assess the level of health and sedentary behavior and the factors influencing them among nurses. A survey, cross-sectional study was conducted among 587 nurses. Standardized questionnaires evaluating health and sedentary behavior were used. The study utilized both single-factor and multifactor analyses, employing the linear regression method and Spearman correlation coefficient. The results showed that the health behaviors of the survey nurses were at an average level. Sedentary time (in hours) was an average of 5.62 h (SD = 1.77) and correlates significantly (p < 0.05) and negatively (r < 0) with health behaviors in terms of the positive mental attitude subscale; the longer the sitting time, the lower the intensity of this type of health behaviors. The efficient functioning of the healthcare system is greatly dependent on nursing staff. To improve health behaviors among nurses, systemic solutions such as workplace wellness programs, incentives for healthy behaviors, and education on the benefits of a healthy lifestyle are needed.

An assessment of workplace wellness policies and programs of universities in the Asia-Pacific.

Universities could positively impact the health and well-being of employees through workplace wellness programs (WWP). To assess the prevalence of WWP among Asia-Pacific universities, identify gaps and challenges, and solutions to challenges. An online survey was sent to members of the Association of Pacific Rim Universities to assess programs on physical fitness, nutrition/weight, mental health/stress, family support, chronic disease prevention, and safety. Employees at 28 universities in 13 economies completed the survey on behalf of their university. Most common WWP were paid maternity/paternity leave (89.3% /85.7%), disaster preparedness training (85.7%), fitness challenges (78.6%), written policies regarding discrimination/hate speech (75.0%), and quiet rest areas (71.4%). However, few addressed childcare, breastfeeding support, workplace sexual harassment, tobacco use, or mental health. Programs rarely aligned with the reported goal of increasing employee morale, but instead resulted from government mandates. Many universities offered sporadic, one-off programs but lacked comprehensive, coordinated programming and adequate evaluation procedures. Key challenges were low employee participation, limited budget, and lack of leadership support. This study highlights the need for improved program administration, information dissemination, data collection to evaluate impact, and leadership support. WWP could benefit universities and employees but should be implemented and evaluated as part of a comprehensive campus wellness culture.

Setting Goals to Reduce Cardiovascular Risk: A Retrospective Chart Review of a Pharmacist-Led Initiative in the Workplace

Background: Cardiovascular diseases (CVD) are the second leading cause of death in Canada with many modifiable risk factors. Pharmacists at a Canadian university delivered a novel CVD risk management program, which included goal-setting and medication management. Aim: This study aimed to describe what CVD prevention goals are composed of in a workplace CVD risk reduction program, and how might these goals change over time. Methods: A longitudinal, descriptive qualitative study using a retrospective chart review of clinical care plans for 15 patients enrolled in a CVD prevention program. Data across 6 visits were extracted from charts (n = 5413 words) recorded from May 2019-November 2020 and analyzed using quantitative content analysis and descriptive statistics. Results: Behavioural goals were most popular among patients and were more likely to change over the 12-month follow-up period, compared to health measure goals. Behavioural goals included goals around diet, physical activity (PA), smoking, medication, sleep and alcohol; health measure goals centered on weight measures, blood pressure (BP) and blood lipid levels. The most common behavioural goals set by patients were for diet (n = 11) and PA (n = 9). Over time, goals around PA, medication, alcohol and weight were adapted while others were added (e.g. diet) and some only continued. Patients experienced a number of barriers to their goal(s) which informed how they adapted their goal(s). These included environmental limitations (including COVID-19) and work-related time constraints. Conclusions: This study found CVD goal-setting in the pharmacist-led workplace wellness program was complex and evolved over time, with goals added and/or adapted. More detailed qualitative research could provide further insights into the patient-provider goal-setting experience in workplace CVD prevention.

The Effect of a Workplace Wellness Program for Primary School Teachers in Controlling Blood Pressure: A Before and After Study

The Effect of a Workplace Wellness Program for Primary School Teachers in Controlling Blood Pressure: A Before and After Study

Redefining Health through Multidisciplinary Obesity Prevention and Treatment in the United Arab Emirates

Obesity poses a multifaceted challenge in the United Arab Emirates (UAE), demanding a comprehensive review of its epidemiology, causes, prevention strategies, and challenges. This article explores the intricate web of factors contributing to obesity, emphasizing a multidisciplinary approach that engages nutritionists, exercise physiologists, behavioral therapists, and surgeons. The epidemiology reveals a concerning rise in obesity rates, necessitating targeted interventions. Demographic influences, cultural dynamics, dietary patterns, sedentary lifestyles, and genetic factors are dissected to provide a nuanced understanding. Health implications extend beyond body weight, impacting public health systems and imposing an economic burden. Prevention strategies encompass childhood obesity initiatives, community-based interventions, workplace wellness programs, and government policies. Challenges in implementing these strategies include cultural perceptions of body image, access to healthcare services, socioeconomic disparities, and resistance to change. Cultural sensitivity emerges as a key theme, guiding interventions tailored to align with diverse cultural norms. Multidisciplinary care, leveraging technology, community engagement, and educational programs are explored as integral components of a holistic approach. This review emphasizes the need for societal commitment, empowering communities and individuals, policy advocacy, and the pivotal role of healthcare professionals in the fight against obesity. Future perspectives call for sustained commitment, research investment, and the integration of technology to pave the way for a healthier UAE. This review also provides a roadmap for forging a healthier future, acknowledging the complexity of obesity, and offering insights into tailored, culturally sensitive interventions.

Identifying opportunities and barriers for introducing a workplace nutrition and health program for employees: Findings from formative research.

The work style of employees engaged in the Information Technology (IT) and Business Process Outsourcing (BPO) sectors in India is dominantly sedentary exposing them to detrimental obesogenic environments with unhealthy diets, increasing the risk of non-communicable diseases (NCDs). Workplace health interventions have been reported to have the potential of reducing NCDs and related risk factors among the employees and thus reduce cost of absenteeism and improve productivity. This formative research study aims to explore the opportunities and barriers of the development and implementation of a Workplace Health Programme (WHP). In this study, a mixed method including qualitative and quantitative approaches were used. Focus group discussions (FGDs) were conducted with employees and senior managers in employers of IT/BPO companies of different sizes in Hyderabad, India. The food and physical activity environment in the workplaces were explored using a checklist and ground truthing approach. A knowledge, attitudes and practices (KAP) questionnaire was developed to assess health, nutrition and physical activity of the employees. Through this formative research, the required areas for nutrition, physical activity and health education were identified. The scope of utilising existing facilities for physical activity and modifying the food environment was explored. We noted optimistic bias among the junior employees who did not consider themselves at risk of developing NCDs. The identified opportunities and barriers will help in developing strategic WHPs suitable to individual workplaces. The qualitative methods, ground truthing approach, checklist and KAP tools used here can assess the company environment and employee health and nutrition status.

Factors of Overweight and Obesity Among Employees of Petrochemical Manufacturing Companies.

The high prevalence of overweight and obesity is a major contributor to the global burden of disease, and create an economic burden for nations, including both direct and indirect costs. Although the Kingdom of Saudi Arabia is rapidly industrializing and the economy is now less dependent on oil, oil industry is still the main contributor to the Saudi labor force (41%). However, the productivity growth lags behind many developing countries. No studies have been conducted to explore the factors that can be associated with the lower productivity in this population of Saudi Arabia. This study aimed to estimate the prevalence of overweight/obesity and examine the association between overweight/obesity and lifestyle habits among employees of petrochemical manufacturing companies in the Kingdom of Saudi Arabia. A total of 1000 employees were surveyed. Chi-square test and logistic regression were used to predict odds ratios for obesity. About 47% of the sample was normal weight, while 28.5% was overweight and 21.2% was obese. Four factors werefound to be predictive of obesity: feelings about weight, age, marital status, and childhood region. More than 52% of employees reported being happy with their weight. Those unhappy with their weight had more than six times greater odds of obesity as compared to those happy with their weight. Married employees were about twice as likely as unmarried to be obese. The findings of high prevalence of overweight and obesity among employees of petrochemical manufacturing suggest that more efforts are needed to promote healthy behaviors among employees. Workplace wellness programs and educational campaigns are recommended to encourage healthy lifestyle habits at both the workplace and in the community.

Effect of a Wellness Programme on Aerobic Physical Exercise Adherence and Blood Lipid Profile Changes among Office Workers

Introduction. Lack of physical activity is a risk factor for dyslipidemia. Office work is a job associated with low physical activity. Wellness programmes in the workplace might increase physical activity and cardiorespiratory fitness.Objective. This study aimed to determine the effect of a wellness programme on aerobic physical exercise adherence and blood lipid profile changes among government employees.Methods. This study used a randomized controlled trial design, with the intervention (wellness programme)conducted for six weeks. Thirty participants who were office workers in a government institution were allocated into two groups. The intervention group (n = 15) received health education, aerobic physical exercise (30 minutes on a treadmill, three times/week for six weeks), reminders, and a logbook. The control group (n = 15) received education only. The outcomes were adherence to the exercise programme and lipid profile levels.Result. The intervention group showed more adherence to aerobic exercise than the control group (OR 42.2, 95% CI 5.1, 346.9). The mean (SD) total cholesterol level in the intervention group was decreased by 9.9 (21.1) mg/dl, while in the control group, it was increased by −16.0 (14.5) mg/dl at the end of the study (p = 0.010). The mean (SD) of low-density lipoprotein (LDL) cholesterol in the intervention group was also decreased by 0.9 (17.2) mg/dl while in the control group, it was increased by -14.8 (11.6) mg/dl (p = 0.007). No significant mean differences were observed for high-density lipoprotein (HDL) cholesterol and triglyceride.Conclusion. A workplace wellness programmes can enhance employees’ adherence to physical exercise and decrease their total blood cholesterol and LDL level.

Corporate health culture and employee behaviour-changing wellness practices

Introduction. Public health experts recognize that an environment that supports a culture of health best serves health goals. Therefore, some companies are creating a culture that supports health and builds healthy lifestyles for employees.&#x0D; Objective. A description of the key elements for creating a workplace health culture and the international experience of employers in applying corporate health practices to change employee behavior.&#x0D; Materials and methods. A content analysis of corporate health publications from the Scopus and PubMed bibliographic databases and public Internet sources.&#x0D; Discussion. Behavioral change programs aim to encourage workers to quit unhealthy habits, change-eating habits, increase physical activity, and manage stress and depression. Usually these programs implemented using a comprehensive approach. These interventions can be personal or mass-based. The former include individual counseling, food stamps or discounted fitness club memberships, systems of contracts that encourage behavioral changes in employees, rewards for quitting tobacco, free provision of anti-nicotine products, closure of company parking lots for those who live near the workplace, etc. The latter involve the introduction of a ban on smoking on the territory of the organization, reducing the cost of a healthy meal in the corporate canteen, etc.&#x0D; Conclusion. There is an ongoing discussion in the scientific community about the effectiveness of workplace wellness programs. Many experts agree that a comprehensive strategic approach that includes measures to create a culture of health and a supportive work environment, along with regularly updated programs to promote health and change employee behavior is beneficial to both workers and businesses.