Workplace Wellness Programs Research Articles

Effects of Different Types of Music on Exercise Performance and Enjoyment among College Students in Germany

Purpose: The aim of the study was to effects of different types of music on exercise performance and enjoyment among college students in Germany
 Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries.
 Findings: This study examined the impact of different music genres on exercise performance and enjoyment among German college students. While exercise performance didn't significantly differ across conditions, enjoyment levels varied significantly. Classical music led to the highest enjoyment, followed by pop music, while rock music resulted in the lowest enjoyment. The study suggests that music choice during exercise can enhance enjoyment, with classical music having a positive influence, and rock music potentially having a negative impact on mood and motivation.
 Unique Contribution to Theory, Practice and Policy: Arousal Theory, attention restoration theory & expectancy theory may be used to anchor future studies on effects of different types of music on exercise performance and enjoyment among college students in Germany. Develop practical guidelines for creating customized workout playlists based on individual preferences and exercise goals. Collaborate with workplace wellness programs to incorporate music into physical fitness initiatives. Advocate for policies that support the use of music in corporate fitness centers and wellness activities to improve employee engagement and well-being.

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 & 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.

Integrating Prediabetes Management into Workplace Health Programs: Outcomes and Challenges

Integrating Prediabetes Management into Workplace Health Programs: Outcomes and Challenges

Challenges and barriers to healthy eating behaviors in the workplace: A pragmatic approach to promoting healthy aging.

The role of health-related behaviors, particularly eating behavior, in the health of middle-aged individuals in the workplace is crucial. This qualitative study aimed to gain a deeper understanding of the challenges and barriers to healthy eating behaviors in the industrial workplace from the perspectives of middle-aged workers and employers. Semi-structured interviews were conducted with 15 participants, including 5 workers aged 35 to 59 years, 3 nutrition experts, 2 health, safety and environment (HSE) experts, and 5 employers from industrial workplaces in Tehran, Iran. Purposeful sampling was used to select participants who could provide meaningful insights into the research question. The data were analyzed using Graneheim and Lundman approach with MAXQDA software. The study revealed three main themes that hindered healthy eating behaviors in the workplace: (i) the absence of organizational structures for well-being and health, including sub-themes such as the lack of health-oriented organizational policies, inaccessibility to healthy nutritional resources, and restrictive rules, (ii) the pressure of organizational social norms, including sub-themes such as the impact of friendship networks and colleagues, and the effect of workplace culture, and (iii) the lack of a supportive learning environment for healthy behavior, including sub-themes such as the impact of poor interactions and the absence of supportive training. The findings highlight the need for workplace health programs that address the identified challenges and promote healthy eating behaviors among middle-aged workers. Implementing health-focused policies and fostering a workplace environment that encourages nutritious food choices can enhance the overall health and well-being of workers and potentially lead to healthy aging in the future.

Analyzing the Relationship between Exercise Frequency and Stress Reduction in Working Professionals in Madrid

Purpose: The aim of this study was to analyze the relationship between exercise frequency and stress reduction in working professionals in Madrid.
 Materials and Methods: The study adopted a desktop research methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low-cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library.
 Findings: The findings revealed that there exists a contextual and methodological gap relating to the relationship between exercise frequency and stress reduction in working professionals in Madrid. Preliminary empirical review revealed that tracking exercise habits and perceived stress levels of working professionals increased. Relationship between exercise frequency and stress reduction were found in most of the studies reviewed.
 Implications on Theory, Practice and Policy: The General Adaptation Syndrome (GAS) Theory, Self-Determination Theory (SDT) and Health Belief Model (HBM) may be used to anchor future studies on the relationship between exercise frequency and stress reduction in working professionals. Organizations should consider fostering a culture that promotes physical activity during work hours, such as providing designated break times for exercise or supporting workplace wellness programs. Policy initiatives could also play a pivotal role in encouraging exercise as a stress reduction strategy for working professionals. Government agencies and public health bodies could collaborate with workplaces to develop guidelines and resources that emphasize the importance of exercise frequency for stress management

Weight-inclusive, intuitive eating-based workplace wellness program associated with improvements in intuitive eating, eating disorder symptoms, internalized weight stigma, and diet quality

IntroductionThe use of weight-inclusive programming within a workplace wellness context remains understudied. MethodsThe present study is a pilot/feasibility study of a 3-month, virtual, weight-inclusive, intuitive eating-based workplace wellness program. Program participants (n = 114), who were all employees at a large public university in the Midwest, received weekly emails with a link to an instructional video related to intuitive eating and were encouraged to meet virtually with their health coach. Participants provided self-report data on behavioral and psychological outcomes including intuitive eating, internalized weight stigma, eating disorder symptoms, and diet quality at baseline, post-intervention (3 months from baseline), and follow-up (6 months from baseline). Changes in behavioral and psychological outcomes from baseline to post-intervention and follow-up were examined using paired t-tests, with Cohen's d effect sizes reported. Generalized linear models were used to examine whether participant characteristics and program engagement were associated with program outcomes. ResultsIncreases in intuitive eating and decreases in internalized weight stigma and eating disorder symptoms were seen from baseline to post-intervention (Cohen's d = 1.02, −0.47, and −0.63, respectively) and follow-up (Cohen's d = 0.86, −0.31, and −0.60). No changes in dietary quality were seen at post-intervention, but a significant reduction in intake of added sugars, fast food, and sugar sweetened beverages were observed at follow-up (Cohen's d = −0.35, −0.23, −0.25). ConclusionsThis study provide preliminary support for the acceptability and potential impact of a weight-inclusive workplace wellness program that should be tested in a rigorous randomized trial.

Workplace Health Promotion Programs Targeting Smoking, Nutrition, Physical Activity, and Obesity in Men: A Systematic Review and Meta-Analysis of Randomized Controlled Trials.

The workplace has been highlighted as a potential setting to deliver health promotion programs to target modifiable health behaviors that contribute to chronic disease. This review evaluated the effectiveness of interventions implemented within the workplace that targeted either smoking, nutrition, alcohol, physical activity, and/or overweight and obesity in men. A review protocol was prospectively registered through PROSPERO (CRD42021293398). Five electronic bibliographic databases were searched for randomized controlled trials conducted in the workplace assessing chronic disease risk factors in men from January 2010 to August 2021. Eleven studies were included, reporting on overweight and obesity n = 8, physical activity n = 7, nutrition n = 4, alcohol n = 3, smoking n = 3, with eight studies assessing multiple outcomes. Results were mixed. Narrative synthesis highlighted studies reporting improvements to snacking frequency, sugar sweetened beverage consumption, and physical activity (METs and Vo2 max). Meta-analysis highlighted pooled mean decrease in body weight of -0.28 kg up to 3 months; -1.38 kg for >3 months, and pooled mean decrease in body mass index 0.06 kg/m2 up to 3 months; -0.27 kg/m2 for >3 months. Despite the encouraging direction of the relationship, results were not statistically significant (p > .05). Findings underscore the potential of workplace health promotion programs targeting certain chronic disease risk factors in men; however, future research should consider long-term study designs to assess the efficacy of workplace health programs as a solution to the growing burden of global disease.

The effect of a workplace wellness program on disability, function and pain in healthcare providers workers with low back pain-outcomes of 3040 academic health center employees.

(1) Identification of musculoskeletal risk factors for healthcare providers suffering low back pain (LBP) and the creation of risk profiles for those individuals and (2) analyze the impact of a workplace wellness program on healthcare providers who suffer from low back pain. A total of 3040 employees at an academic healthcare center underwent a computer-adaptive survey of health-related quality of life (HRQOL), biometric tests, and a disability and functional movement assessment as part of the workplace wellness program (WWP). Clinical interventions with a rehabilitation specialist were offered to employees identified as at risk for low back pain. Data collected were analyzed using descriptive methods and multivariable regressions to address the study objectives. Of the 3040 healthcare providers enrolled in this study, 77% identified with non-specific LBP with greater weakness, numbness, reduced flexibility, and physical activity. The major predictive risk factors for LBP were Patient-Reported Outcomes Measurement Information System (PROMIS) pain interference score, PROMIS fatigue, previous work injury, flexibility, numbness, PROMIS social function, level of education, and BMI. Healthcare providers with LBP who completed the WWP improved in most dimensions of HRQOL and disability and functional outcomes. A high proportion of healthcare providers suffer from LBP as a result of the nature of their work. Disability and functional outcomes measurements and PROMIS results quantitatively assess healthcare providers with LBP. Organizations can develop injury mitigation programs to target employees at high risk of LBP using the risk factors we identify. Completion of the WWP was associated with improvements in disability, HRQOL and functional measures.

Longitudinal associations between self-reported sleep duration and cardiometabolic disease risk in corporate executives

ObjectiveThis study aimed to determine the longitudinal associations between self-reported sleep duration and cardiometabolic disease (CMD) risk in corporate executives. MethodsSelf-reported sleep duration and lifestyle, occupational, psychological, and anthropometrical, blood pressure and blood marker variables were obtained from 1512 employees at annual health risk assessments in South Africa between 2016 and 2019. Gender-stratified linear mixed models, adjusting for age, lifestyle, occupational and psychological covariates were used to explore these longitudinal associations. ResultsAmong women, shorter sleep duration was associated with higher body mass index (BMI) covarying for age only (ß with 95% confidence intervals: −0.19 [−0.36, −0.03]), age and occupational factors (−0.20 [−0.36, −0.03]) and age and psychological factors (−0.20 [−0.37, −0.03]). Among men, shorter sleep was associated with both BMI and waist circumference (WC) covarying for age only (BMI: −0.15 [−0.22; −0.08]; WC: −0.62 [−0.88; −0.37]); age and lifestyle factors (BMI: −0.12 [−0.21; −0.04]); WC: −0.016 [−0.92; −0.29], age and occupational factors (BMI: −0.20 [−0.22; 0.08]; WC: −0.62 [−0.88; −0.36]), and age and psychological factors (BMI: −0.15 [−0.22; −0.07]; WC: −0.59 [−0.86; −0.33]). Among men, shorter sleep was also longitudinally associated with higher CMD risk scores in models adjusted for age and lifestyle factors (CMD: −0.12 [−0.20; −0.04]) and age and psychological factors (CMD: −0.08 [−0.15; −0.01]). ConclusionCorporate executives who report shorter sleep durations may present with poorer CMD risk profiles, independent of age, lifestyle, occupational and psychological factors. Addressing sleep health in workplace health programmes may help mitigate the development of CMD in such employees.

O.2.3-2 How to effectively develop and modify workplace health programs: case studies in UK contact centers

Abstract Purpose Workplace health programs are often implemented to improve employee health, and subsequently business outcomes (e.g., reducing absence). However, they rarely consider the full range of complexity and variability of organizational factors. This can lead to poor implementation, effectiveness and sustainability. As such, innovative methods which facilitate the development or modification of health programs while considering an organization’s unique organizational culture barriers are needed. Contact center-based organizations in particular have several organizational barriers, which create highly sedentary environments with limited opportunities for physical activity engagement. This study aims to improve the development, implementation and effectiveness of workplace health programs in contact centers by identifying and addressing these barriers. Methods This study is underpinned by the Six Steps in Quality Intervention Development framework (6SQuID). 6SQuID emphasizes co-production with stakeholders which is important in ensuring interventions are acceptable and sustainable. Four workshops were conducted in two contact center-based UK organizations over seven months. The workshops, with management, aimed to accomplish the following in each organization: 1) define the problem (with wellbeing programs) and its causal factors (organizational culture barriers), and 2) co-produce theories of change, theories of action and an action plan to address the causal factors and solve the problem. Results Organization 1 (private sector, nursing services) defined their problem as: low focus on engagement and participation in wellbeing activities. Organization 2 (public sector, emergency services) defined their problem as: wellbeing programs lack proactivity, engagement and sustainability. Each organization developed an action plan to address the causal factors of their problem and initiate their theory of change pathways (desired short, medium and long-term outcomes). Activity examples included: sanctioning time for well-being program/behaviour participation (e.g., break-taking to reduce sitting) and improving program promotion. Conclusions This study provides learnings on how to facilitate more effective development (or modification) and implementation of workplace health programs (especially those related to sedentary behaviour, physical activity and mental health) by including management in identifying and addressing organizational culture barriers. Results have the potential for application to other organizations with desk-based workers. This study is part of a University of Edinburgh-funded PhD studentship.

Health profile of workers from different industries in Singapore.

Workplace safety and health are interrelated - a worker who is not healthy may cause safety lapses at the workplace; conversely, safety lapses could affect the health of the workers. This study was part of a larger Total Workplace Safety and Health (WSH) programme run by the Workplace Safety and Health Council, Singapore. The objectives were to obtain a baseline health profile of workers across four major industries and identify important health risks for targeted workplace interventions. Five service providers (SPs) were appointed to run the Total WSH programme. As part of the programme, SPs conducted an anonymous basic health survey among workers of participating companies. The responses of 6,373 respondents from the cleaning, construction, manufacturing, and transport and storage industries were studied. The overall response rate was 62%. Key health issues identified were high rates of obesity (22%) and smoking (24%) and low prevalence of regular exercise and healthy dietary habits. Chronic disease rates were similar to population self-reported rates (hypertension 15%, high lipid 12% and diabetes mellitus 6%). The workers reported high work stress (13%). Health issues are prevalent in the workforce and may affect work and employee safety. It is increasingly important for employees' health to be considered in risk assessments and prioritised in workplace safety and health management systems and strategies. Health promotion interventions should be targeted, and multilevel and multicomponent initiatives should be integrated with pre-existing occupational safety programmes.

P86. The effect of workplace wellness program on disability, function and pain in health care workers with low back pain: analysis of 3,040 employees at an academic health center

P86. The effect of workplace wellness program on disability, function and pain in health care workers with low back pain: analysis of 3,040 employees at an academic health center

Genomic testing in voluntary workplace wellness programs in the US: Evidence and challenges.

Workplace genetic and/or genomic testing (wGT) is one of many options that employers can offer within the scope of voluntary workplace wellness programs, though we know little about how many employers are offering this benefit, or what kinds of testing are included. Our landscaping review sought to discover the prevalence and distribution of wGT within voluntary wellness programs among U.S. companies using three approaches: (1) analysis of publicly available information; (2) national surveys; and (3) interviews with company representatives. In total, 50/420 (11.9%) companies we investigated had publicly available data suggesting that they offer wGT to their employees. Survey data weighted to be representative of the type and distribution of U.S. companies suggest that ~1% of U.S. companies offer wGT to their employees. Our research found little evidence of broad uptake of wGT among U.S. companies, though information gathering was challenging.

A workplace wellness program protects against COVID-19 effects on mental wellbeing

The outbreak of the COVID-19 pandemic had deleterious effects on workers’ mental wellbeing. The current study investigated the impact of an online workplace wellness program on teacher mental wellbeing and mindfulness during the first four months of nation-wide quarantine in New Zealand. Longitudinal data at three time points were examined: baseline, end of program, and 3 months post-program in a sample of 32 teachers. Tests of paired data of baseline versus the later time points found statistically significant improvements in mental wellbeing (Warwick-Edinburg Mental Wellbeing Scale) and mindfulness (The Five Facets Mindfulness Questionnaire) with large effect sizes. Mindfulness scores were higher at 3 months follow up compared to end-of-program suggesting teachers’ mindfulness ratings continued to improve after program completion. Implications for research and workplace training are discussed.

Perceived Workplace Support for Employee Participation in Workplace Wellness Programs: A Brief Report

Perceived Workplace Support for Employee Participation in Workplace Wellness Programs: A Brief Report

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.