scholarly journals The Productivity Dilemma in Workplace Health Promotion

2015 ◽  
Vol 2015 ◽  
pp. 1-8 ◽  
Author(s):  
Martin Cherniack
Keyword(s):  
Health Promotion ◽  
Cost Benefit Analysis ◽  
Workplace Health Promotion ◽  
Cost Benefit ◽  
Well Being ◽  
Workplace Health ◽  
Health Investment ◽  
Work Related ◽  
Care Costs ◽  
Productivity Dilemma

Background. Worksite-based programs to improve workforce health and well-being (Workplace Health Promotion (WHP)) have been advanced as conduits for improved worker productivity and decreased health care costs. There has been a countervailing health economics contention that return on investment (ROI) does not merit preventive health investment.Methods/Procedures. Pertinent studies were reviewed and results reconsidered. A simple economic model is presented based on conventional and alternate assumptions used in cost benefit analysis (CBA), such as discounting and negative value. The issues are presented in the format of 3 conceptual dilemmas.Principal Findings. In some occupations such as nursing, the utility of patient survival and staff health is undervalued. WHP may miss important components of work related health risk. Altering assumptions on discounting and eliminating the drag of negative value radically change the CBA value.Significance. Simple monetization of a work life and calculation of return on workforce health investment as a simple alternate opportunity involve highly selective interpretations of productivity and utility.

Organizational Health Promotion: Broadening the Horizon of Workplace Health Promotion

2003 ◽  
Vol 17 (5) ◽  
pp. 337-341 ◽  
Author(s):  
David M. DeJoy ◽  
Mark G. Wilson
Keyword(s):  
Health Promotion ◽  
Workplace Health Promotion ◽  
Work Organization ◽  
Well Being ◽  
Organizational Health ◽  
Workplace Health ◽  
The Status ◽  
Worksite Health ◽  
Healthy Work ◽  
Health And Well Being

This article argues that efforts to improve the health and well-being of the workforce should begin with the organization itself. The term organizational health promotion is introduced to expand the scope of worksite health promotion. Organizational health promotion delves into the basic structural and organizational fabric of the enterprise—to how work is organized. The core themes of healthy work organization are introduced, and the status of our ability to identify organizational risk factors is discussed. A conceptual model of healthy work organization is presented, along with a process for expanding the health promotive capacity of the organization. The final section addresses challenges related to adopting an organizational health promotion perspective.

scholarly journals Examining the Theme: A Healthy Work Place and its Role in Promoting Work Place Health

2021 ◽  
Vol 17 (32) ◽  
pp. 58
Author(s):  
Flourish Itulua Abumere
Keyword(s):  
Health Promotion ◽  
Cost Effectiveness ◽  
Health Behaviors ◽  
Workplace Health Promotion ◽  
Well Being ◽  
Work Place ◽  
Workplace Health ◽  
Illness Prevention ◽  
Healthy Work ◽  
Health And Well Being

Workplace health promotion initiatives that aim to improve employees' health and fitness have steadily increased throughout time. Previous studies have looked at the effectiveness, cost-effectiveness, and barriers to participating in workplace health promotion. The number of studies supporting the effectiveness of workplace health promotion in improving employees' health and well-being through changing their health behaviors is rising. This paper focuses on the importance of workplace health promotion in assuring employees' general well-being and the relevance of these perspectives in dealing with workplace illness prevention.

scholarly journals Implementation of workplace well-being programs in the Russian Federation: development of the on-line tools package and results of its piloting

2021 ◽  
Vol 28 (Supplement_1) ◽  
Author(s):  
AA Antsiferova ◽  
AV Kontsevaya
Keyword(s):  
Public Health ◽  
Health Promotion ◽  
Workplace Health Promotion ◽  
Well Being ◽  
Workplace Health ◽  
Unhealthy Lifestyle ◽  
Planning Stage ◽  
Men And Women ◽  
Health Promotion Programs ◽  
Workplace Health Promotion Programs

Abstract Funding Acknowledgements Type of funding sources: None. Introduction. Most of the working-age population spends a significant part of their life at workplace. On the one hand, working conditions can cause stress, and therefore an increase unhealthy lifestyle, on the other hand, the workplace is a convenient organizational model for health promotion. In 2019 a big federal project "Public health" started aimed to improve population health and one of its important components is increasing implementation of effective workplace health promotion programs. Model workplace well-being programs have been developed within the framework of the Federal Project «Public Health». Purpose is to develop and pilot a package of tools for planning and implementing workplace well-being programs. Methods. Planning stage of the program has to include situation analysis with three components: available infrastructure analysis, employee interviews and comprehensive program development. We developed two types of questionnaires: for employers and for employees. After testing it in paper on limited N of participants it was corrected and electronic version was developed. The link to the instrument was distributed through the regional centers for public health who are responsible for implementation workplace health promotion programs in the regions. Results. In spring 2020, 558 completed questionnaires were received (among them 35 from employers, and 553 from employees). Among employers, 53.1% were familiar with workplace well-being programs, such programs were approved at 43.8% of enterprises. Employers believe that the most appropriate implementation of the following components are measures to increase the level of physical activity (22.9%), measures to prevent smoking (18.1%) and psychological relief (18.1%). There was a predominance of female among surveyed employees (66,5%), the average age was 39.8 ± 10.7 years and 42.6 ± 11.1 years for men and women, respectively. The following factors worried the employees on the workplace: distance from their place of residence (12.1%), continuous tension and stress (11.3%), noise (7.8%) and other factors. The level of presenteeism (measured by Copenhagen Psychosocial Questionnaire) was also analyzed, the low level of presenteeism was 38.9% and 42.4%, and the average level was 59.9% and 55.9% for men and women, respectively. Conclusion. We developed the set of instruments which must be useful for implementation of the workplace well-being programs.  Surveys of employers contribute to obtaining a snapshot of the attitudes and priorities of employers in the region to plan targeted measures to stimulate the implementation of workplace well-being programs at the regional level. Questionnaires for employees can be used for an in-depth assessment of the priorities on the concrete workplace and development of a targeted program to the needs of a particular enterprise.

scholarly journals Effectiveness of a Multilevel Workplace Health Promotion Program on Vitality, Health, and Work-Related Outcomes

2016 ◽  
Vol 58 (6) ◽  
pp. 575-583 ◽  
Author(s):  
Ingrid J.M. Hendriksen ◽  
Mirjam Snoijer ◽  
Brenda P.H. de Kok ◽  
Jeroen van Vilsteren ◽  
Hedwig Hofstetter
Keyword(s):  
Health Promotion ◽  
Workplace Health Promotion ◽  
Health Promotion Program ◽  
Workplace Health ◽  
Promotion Program ◽  
Work Related

scholarly journals The Effect of Workplace Incentives with Regards to the Well-Being of the Employees

2020 ◽  
Vol 13 (2) ◽  
pp. 108-122
Author(s):  
Anikó MOLNÁR ◽  
◽  
Anetta MÜLLER ◽  
Keyword(s):  
Physical Activity ◽  
Healthy Lifestyle ◽  
Workplace Health Promotion ◽  
Well Being ◽  
Workplace Health ◽  
Primary Research ◽  
White Collar Workers ◽  
Sporting Activities ◽  
The Individual ◽  
Care Costs

Nowadays, health is not only valued for the individual, but many jobs have recognized that a healthy workforce contributes to a company’s productivity and reduces health care costs, meaning that the value of human resources is an important pillar of the competitiveness of businesses and organizations (Nyitrainé Garaj, 2015; Péter, 2018; Bácsné et al., 2017). The main focus of our research was to examine the effect of incentives used in workplace health promotion on the well-being of the employees and on promoting healthy lifestyle. The data for our primary research was collected via questionnaire. The survey has been designed to provide information about the lifestyle of the average Hungarian employees, the fringe benefits as the incentives of physical activity and their utilization. Beyond this we were interested in finding out if there should be an initiation on the employers’ side regarding physical activity would there be an inclination within the employees for its usage. The result of the survey (N=133) shows that since white collar workers spend the majority of their days with little to no physical activity while working, sough out more sporting activities outside work. The data also suggest a health conscious behaviour among the respondents with high scoring driving factors for physical activity such as the importance of health, stress relief etc. Furthermore, results showed that after receiving these incentives employees engaged more frequently in sporting activities and that there is a willingness for use among those not receiving it.

scholarly journals Healthy Leadership and Workplace Health Promotion as a Pre-Requisite for Organizational Health

2021 ◽  
Vol 18 (17) ◽  
pp. 9260
Author(s):  
Isabell Koinig ◽  
Sandra Diehl
Keyword(s):  
Health Promotion ◽  
Workplace Health Promotion ◽  
Qualitative Interviews ◽  
Well Being ◽  
Organizational Health ◽  
Workplace Health ◽  
Present Contribution ◽  
Individual Health ◽  
Part Time ◽  
Health And Well Being

(1) Background: Increasing stress levels at the workplace constitute a concerning organizational trend, challenging not only employees but also organizations alike, as it is in most instances associated with increasing workloads. In consequence, employees have started to demand that organizations begin to accept responsibility for their health and well-being. The present contribution seeks to investigate, to which extent individuals are able to deal with stress and whether their employers and respective supervisors (leaders) accept responsibility for their health, for instance, by leading by example. In addition, the existence and support generated by the organization in form of Workplace Health Promotion (WPHP) is inquired. (2) Methods: Semi-structured qualitative interviews with 40 (full and part-time) employees from two European countries were conducted. (3) Results: The study with employees from Austria and Germany (n = 40) confirmed that employees have started to recognize the potential of the workplace as an environment, where individual health can be enhanced. Yet, the results showed that only a few companies have already put some WPHP measures into practice. Likewise, the implementation of healthy leadership is rather limited to date. (4) Conclusions: At present, companies are still more likely to delegate responsibility for employee health and well-being to their staff, having not fully realized the potential of healthy leadership and organizational health promotion. There is great potential to increase WPHP measures on the employer side, through both healthy leadership and supporting WPHP measures.

The BELE program: The development of a holistic interdisciplinary health-promoting program enhancing work-life balance among female employees working in human service organizations in Sweden

Work ◽  
2021 ◽  
pp. 1-12
Author(s):  
Madelaine Törnquist Agosti ◽  
Åsa Bringsén ◽  
Ingemar Andersson ◽  
Lena-Karin Erlandsson
Keyword(s):  
Health Promotion ◽  
Workplace Health Promotion ◽  
Well Being ◽  
Work Life ◽  
Service Organizations ◽  
Work Life Balance ◽  
Workplace Health ◽  
Life Balance ◽  
Health Promoting ◽  
Female Employees

BACKGROUND: Despite an increase in work-life balance literature, the development of successful support to help employees manage their work -life balance is slow. Moreover, there are few interventions with a comprehensive approach to workplace health promotion focusing on work-life balance. OBJECTIVE: This paper aims to present the development and building blocks of a holistic interdisciplinary health-promoting program, the BELE program, to enhance female employees working in human service organizations health and well-being with a focus on work-life balance. METHODS: The planning and development of the program was done through an intervention mapping and research circles methodology. RESULTS: The planning- and development process of the program resulted in a theoretical framework, and a program structure with a program content. The intervention program was named “The Balance in Everyday Life Empowerment program” (BELE program). CONCLUSIONS: The BELE program adds to the existing body of work-life balance knowledge, so far often based on a conflict approach. Interventions focusing on a comprehensive approach to health and work-life balance with a salutogenic approach are rare. Furthermore, the integration with occupational therapy and health promotion in a workplace health promotion framework is innovative. In a previous study, the BELE program has shown that it enhances women’s well-being and balance in their everyday life.

scholarly journals Work health promotion (WHP) and salutogenesis: application of soc-13 in a company

2020 ◽  
Vol 30 (Supplement_5) ◽  
Author(s):  
C Serratore ◽  
M Caricato ◽  
E Abbafati ◽  
G Masanotti
Keyword(s):  
Health Promotion ◽  
Workplace Health Promotion ◽  
High Sensitivity ◽  
Well Being ◽  
Stressful Events ◽  
Three Dimensions ◽  
Workplace Health ◽  
The Individual ◽  
A Company

Abstract Background Workplace Health Promotion (WHP) is the combined efforts of employers, employees and society to improve the health and well-being of people at work. Sense of Coherence (SOC) is the ability to perceive and manage stressful events. The aims of this study are: to prove the SOC-13 scale sensitivity and, using this tool, to investigate employers' welfare in a company promoting ENWHP model. Methods We selected an Italian company, that, since 2017, is carrying out a WHP project. We sent to all the workers (n = 358) the SOC scale-13 items, which investigates three dimensions: comprehensibility (C), manageability (Ma) and meaningfulness (Me), at T0 (October 2018) and T1 (April 2019). Each item is scored on a 7-point Likert scale, ranging 13-91, with higher score corresponding to a more developed SOC. Total score for C, Ma and Me subscales were calculated. The scores were compared using paired “T” tests. Results The response rate was 29% (n = 104) and 25% (n = 89) at T0 and at T1, respectively. At T1 SOC score and its three dimensions were higher (mean SOC ± SD: T0 =57,23 ± 11,00 vs T1= 61,90 ± 12,03 p = 0,005; mean C ± SD: T0=21,97±4,46 vs T1=23,02±5,16 p = 0,124; mean Ma ± SD: T0=16,64± 4,27 vs T1=17,96±4,36 p = 0,033; mean Me ± SD: T0=18,62 ±5,01 vs T1=20,92±4,89 p = 0,002). Conclusions Our findings suggest that a WHP project can promote healthy workplace environments, enhance workers quality of life and improve the individual capacity to cope successfully with stress. We showed that SOC-13 scale is an easy and appropriate tool to evaluate the employers' wellbeing, thanks to its high sensitivity. Key messages SOC scale-13 can record the quality of workplace health promotion measures and continually improve them. WHP good practices enhance workers’ welfare.

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