Thematische Bibliographien / Employee health promotion

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Auswahl der wissenschaftlichen Literatur zum Thema „Employee health promotion“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 29. Juli 2024

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Zeitschriftenartikel zum Thema "Employee health promotion"

Harris, Jeffrey R., Christine M. Kava, Kwun C. Gary Chan, Marlana J. Kohn, Kristen Hammerback, Amanda T. Parrish, Christian D. Helfrich und Peggy A. Hannon. „Pathways to Employee Outcomes in a Workplace Health Promotion Program“. American Journal of Health Promotion 36, Nr. 4 (04.01.2022): 662–72. http://dx.doi.org/10.1177/08901171211066898.

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Purpose This study examined the relationship between employee outcomes and employer implementation of evidence-based interventions (EBIs) for chronic disease prevention. Design Cross-sectional samples collected at 3 time points in a cluster-randomized, controlled trial of a workplace health promotion program to promote 12 EBIs. Setting King County, WA. Sample Employees of 63 small, low-wage workplaces. Measures Employer EBI implementation; 3 types of employee outcomes: perceived implementation of EBIs; perceived employer support for health; and health-related behaviors, perceived stress, depression risk, and presenteeism. Analysis Intent-to-treat and correlation analyses using generalized estimating equations. We tested bivariate associations along potential paths from EBI implementation, through perceived EBI implementation and perceived support for health, to several employee health-related outcomes. Results The intent-to-treat analysis found similar employee health-related behaviors in intervention and control workplaces at 15 and 24 months. Workplaces implemented varying combinations of EBIs, however, and bivariate associations were significant for 4 of the 6 indicators of physical activity and healthy eating, as well as perceived stress, depression risk, and presenteeism. We did not find significant positive associations for cancer screening and tobacco cessation. Conclusion Our findings support broader dissemination of EBIs for physical activity and healthy eating, as well as more focus on improving employer support for employee health. They also suggest we need better interventions for cancer screening and tobacco cessation.

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von Thiele Schwarz, Ulrica, Hanna Augustsson, Henna Hasson und Terese Stenfors-Hayes. „Promoting Employee Health by Integrating Health Protection, Health Promotion, and Continuous Improvement“. Journal of Occupational and Environmental Medicine 57, Nr. 2 (Februar 2015): 217–25. http://dx.doi.org/10.1097/jom.0000000000000344.

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McCleary, Katherine, Ron Z. Goetzel, Enid Chung Roemer, Jeff Berko, Karen Kent und Hector De La Torre. „Employer and Employee Opinions About Workplace Health Promotion (Wellness) Programs“. Journal of Occupational and Environmental Medicine 59, Nr. 3 (März 2017): 256–63. http://dx.doi.org/10.1097/jom.0000000000000946.

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Lichtenthaler, Philipp Wolfgang, und Andrea Fischbach. „Leadership, job crafting, and employee health and performance“. Leadership & Organization Development Journal 39, Nr. 5 (02.07.2018): 620–32. http://dx.doi.org/10.1108/lodj-07-2017-0191.

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Purpose The purpose of this paper is to integrate the effects of top-down leadership and employees’ bottom-up job crafting behaviors on employee health and performance. The authors expected that employees’ promotion- and prevention-focused job crafting act as intervening mechanisms linking top-down employee-oriented leadership with employee health and performance. Design/methodology/approach Multi-source data were collected among n=117 independent employee-leader dyads. Findings Promotion-focused job crafting was positively and prevention-focused job crafting was negatively related to employees’ health and performance. Employee-oriented leadership was positively related to promotion-focused job crafting but unrelated to prevention-focused job crafting. Employee-oriented leadership was indirectly related to health and performance through promotion-focused job crafting. Moreover, promotion-focused job crafting had the strongest positive impact on adaptive performance, followed by proactive and then task performance, while prevention-focused job crafting had the strongest negative impact on task performance followed by proactive and then adaptive performance. Research limitations/implications Despite the cross-sectional study design, results reveal how employee-oriented leadership is related to employee health and performance through promotion-focused job crafting. Practical implications Organizations need employee-oriented leaders, who facilitate promotion-focused job crafting, which helps employees to perform well while staying well. Originality/value This study adds to the literatures on job crafting, leadership, and employee health and performance by explicating intervening processes in these relationships. It adds to research on the extended job demands-resources job crafting model by showing, that promotion- and prevention-focused job crafting has different relationships with antecedents (i.e. leadership) and outcomes (i.e. health and performance).

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Ljungblad, Cecilia, Fredrik Granström, Lotta Dellve und Ingemar Åkerlind. „Workplace health promotion and working conditions as determinants of employee health“. International Journal of Workplace Health Management 7, Nr. 2 (03.06.2014): 89–104. http://dx.doi.org/10.1108/ijwhm-02-2013-0003.

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Purpose – The purpose of this paper is to investigate general psychosocial work conditions and specific workplace health promotion (WHP) measures in relation to employee health and sickness absence in Swedish municipal social care organizations. Design/methodology/approach – In a random sample of 60 out of the 290 municipalities in Sweden, 15,871 municipal social care employees working with elderly and disabled clients were sent a questionnaire concerning psychosocial work environment, WHP, and self-rated health. The responses (response rate 58.4 per cent) were complemented by register data on sickness absence (>14 days). All data were aggregated to employer level. Findings – A structural equation modelling analysis using employer-level data demonstrated that employers with more favourable employee ratings of the psychosocial work conditions, as well as of specific health-promoting measures, had better self-rated health and lower sickness absence level among employees. Practical implications – The results from this representative nationwide sample of employers within one sector indicate that employers can promote employee health both by offering various health-specific programmes and activities, such as work environment education, fitness activities, and lifestyle guidance, as well as by forming a high-quality work environment in general including developmental and supportive leadership styles, prevention of role conflicts, and a supportive and comfortable social climate. Originality/value – This study with a representative nationwide sample demonstrates: results in line with earlier studies and explanations to the challenges in comparing effects from specific and general WHP interventions on health.

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Onufrak, Stephen J., Kathleen B. Watson, Joel Kimmons, Liping Pan, Laura Kettel Khan, Seung Hee Lee-Kwan und Sohyun Park. „Worksite Food and Physical Activity Environments and Wellness Supports Reported by Employed Adults in the United States, 2013“. American Journal of Health Promotion 32, Nr. 1 (04.09.2016): 96–105. http://dx.doi.org/10.1177/0890117116664709.

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Purpose: To examine the workplace food and physical activity (PA) environments and wellness culture reported by employed United States adults, overall and by employer size. Design: Cross-sectional study using web-based survey on wellness policies and environmental supports for healthy eating and PA. Setting: Worksites in the United States. Participants: A total of 2101 adults employed outside the home. Measures: Survey items were based on the Centers for Disease Control and Prevention Worksite Health ScoreCard and Checklist of Health Promotion Environments and included the availability and promotion of healthy food items, nutrition education, promotion of breast-feeding, availability of PA amenities and programs, facility discounts, time for PA, stairwell signage, health promotion programs, and health risk assessments. Analysis: Descriptive statistics were used to examine the prevalence of worksite environmental and facility supports by employer size (<100 or ≥100 employees). Chi-square tests were used to examine the differences by employer size. Results: Among employed respondents with workplace food or drink vending machines, approximately 35% indicated the availability of healthy items. Regarding PA, 30.9% of respondents reported that their employer provided opportunities to be physically active and 17.6% reported worksite exercise facilities. Wellness programs were reported by 53.2% working for large employers, compared to 18.1% for smaller employers. Conclusion: Employee reports suggested that workplace supports for healthy eating, PA, and wellness were limited and were less common among smaller employers.

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Buxbaum, Robert C. „Healthier Workers: Employee Promotion and Employee Assistance Programs“. Journal of Health Politics, Policy and Law 12, Nr. 2 (1987): 364–66. http://dx.doi.org/10.1215/03616878-12-2-364.

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Nöhammer, Elisabeth, Harald Stummer und Claudia Schusterschitz. „Improving employee well-being through worksite health promotion? The employees’ perspective“. Journal of Public Health 19, Nr. 2 (24.09.2010): 121–29. http://dx.doi.org/10.1007/s10389-010-0364-4.

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Young, Joyce M. „Maximizing Employee Health Promotion with Electronic Communications“. Journal of Occupational & Environmental Medicine 39, Nr. 4 (April 1997): 359. http://dx.doi.org/10.1097/00043764-199704000-00046.

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Nöhammer, Elisabeth, Claudia Schusterschitz und Harald Stummer. „Employee perceived effects of workplace health promotion“. International Journal of Workplace Health Management 6, Nr. 1 (22.03.2013): 38–53. http://dx.doi.org/10.1108/17538351311312312.

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Dissertationen zum Thema "Employee health promotion"

Neal, Heather A. „Barriers to employee participation in wellness/health promotion programming“. Virtual Press, 1999. http://liblink.bsu.edu/uhtbin/catkey/1164843.

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A major goal when conducting worksite health promotion activities is to reach a high percentage of employees. Participation rates vary, especially between blue and white-collar workers. This study investigated perceived barriers to participation in both participants and non-participants, as identified by Support, Professional and Auxiliary Service employees (which include blue and white-collar) at Ball Memorial Hospital in Muncie Indiana. A questionnaire was sent through interoffice mail to a random sample of employees. It included five barrier categories: perceived physical barriers, lack of perceived self-efficacy, perceived psychological barriers, convenience factors and presence of social support. The categories were subjected to an F test and results in 3 of the 5 supported the research hypothesis that there would be a significant difference in the perceived participation barrier scores. For four of the five barrier categories the mean value was highest for Professional Service employees.
Fisher Institute for Wellness and Gerontology

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Björklund, Erika. „Constituting the healthy employee? : Governing gendered subjects in workplace health promotion“. Doctoral thesis, Umeå universitet, Pedagogik, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1953.

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With a post-structural approach and an analytical focus on processes of governmentality and biopower, this study is concerned with how discourses of health are contextualized in educational practice and interaction between educators and participants in workplace health promotion (WHP) interventions. Of concern are issues of the discursive production, regulation and representation of power, knowledge and subjects as gendered beings in workplace health promotion interventions. The methods for generating data are participant observation, interviews and gathering of documentation pertaining to four different workplace health promotion nterventions. Based on these data, the thesis offers an analysis of the health discourses drawn on in the interventions and the technologies of power and of the self by which the participants are governed and invited to govern themselves in the name of health. It also asks what practices and positions that thus come to be made available or not to the participants. Two health discourses are identified: the biomedical discourse and the wellness discourse. Both discourses are drawn on in all four studied interventions, the biomedical discourse being the dominating discourse drawn on. The biomedical discourse is informed by scientific ‘facts’ and statistics and is underpinned by a notion of risk. The wellness discourse is informed by an understanding of health as a subjective embodied experience and is underpinned by a notion of pleasure. Drawing on these discourses, the responsibility for health is placed with the participants and the healthy participant/employee is constituted as a rationally motivated risk-avoider and disciplined pleasure seeker who is both willing and able to actively make ‘good’ choices regarding their lifestyle. Furthermore, and informed by essentialist and heteronormative ideas about gender, the ideal healthy person is modelled on a male norm, representing women as the deviant Other.

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Thompson, Paige D. „Differences between primary worksite health promotion program provider and program decision-maker in the measurement of success of worksite health promotion programs“. Virtual Press, 1998. http://liblink.bsu.edu/uhtbin/catkey/1115424.

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This study has presented findings on the correlations of the attitudes of the health promotion program provider and the program decision-maker in measuring the success of their worksite health promotion programs. The purpose of this study was to answer the following three questions: 1) Do company decision-makers and primary program providers agree upon which evaluation methods are currently being used in their worksite health promotion program? 2) Do the company decision-makers and primary program providers rank the top five evaluation criteria in the same order of importance? and 3) In rank order, what are the top five preferred evaluation criteria of the program provider? Results indicate a strong correlation of agreement for questions 1 and 2 (0.937 and 0.951 respectively). The data suggests that primary health promotion program providers and company decision-makers share strong agreement on which evaluation criteria should measure program success. Justification of worksite health promotion requires that the program provider be accountable for the criteria on which the decision-maker bases the programs' success.
Fisher Institute for Wellness

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Henry, Markanthony. „Factors Motivating Employee Participation in Employer-Sponsored Health Awareness Programs“. ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1517.

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Employers adopt worksite health promotions to reduce the incidence of preventable diseases, reduce healthcare costs, reduce absenteeism and presenteeism, and improve productivity. The purpose of this qualitative phenomenological study was to explore the motivational factors affecting employee participation in employer-sponsored health awareness programs. The theory of planned behavior grounded the study and formed the conceptual framework. Data collection occurred through semistructured interviews with 24 participants in the northeastern United States with lived experiences in worksite health promotion. Participants answered open-ended interview questions regarding the motivations for engaging in health promotions. Data were transcribed and coded for trends and themes. During data analyses, 4 themes emerged, which included program recruitment and notification, employer commitment, employee motivations, and incentives and rewards. The implications for positive social change include the potential for employers incorporating the results to instigate enhanced employee participation in employer-sponsored health awareness programs. Higher employee rates of participation may aid employers in achieving the established benefits of worksite health promotion and may contribute to improving the health of employees.

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Kenney, Lauren Elizabeth. „Workplace Health Promotion Programs and Perceptions of Employee Body Image“. Xavier University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1473715377719152.

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Williams, Melanie L. „Small business organizational support of health promotion programs“. Virtual Press, 1998. http://liblink.bsu.edu/uhtbin/catkey/1115737.

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The primary purpose for this study was to investigate small businesses organizational support and interest in health promotion. The research question for this study was, "Are small businesses actively involved with the organizational support of health promotion programs?"A survey was distributed via mail to small businesses in the Lynchburg, Virginia area, with a follow up three weeks later because an appropriate number of surveys had not been returned. The results of this study have provided insight into the current status of worksite wellness programs of businesses with fewer than 250 employees.Small businesses do actively support healthy food and smoking policies at the worksite. Some small businesses provided activities to measure employee health risks. The main issue small businesses deal with are safety/accident prevention. Other health topics are not prevalent in small businesses. Small businesses that had a health promotion program in place offered more programs and awareness materials than those who did not and are actively involved in the organizational support of health promotion programs.
Fisher Institute for Wellness

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Pratt, Jamie M. „The Effects of Worksite Health Promotion Programs on Employee Biometric Data“. BYU ScholarsArchive, 2014. https://scholarsarchive.byu.edu/etd/5752.

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INTRODUCTION: Worksite health promotion programs (WHPP) promote maintenance and changes of health-related behaviors of employees. Some companies opt to contract with a third party provider to implement a WHPP. PURPOSE: This study evaluated the participation rates, availability and use of health coaching, and changes in biometric data over a 2-year time period of employees in 13 companies for whom the WHPP was implemented by Wellness Corporate Solutions (WCS). METHODS: We had 2 years of biometric, health risk appraisal (HRA), or health coaching data on 4,473 employees. The statistical analysis included biometric screening data (percent body fat, body mass index (BMI), total cholesterol (TC), high- and low-density lipoproteins (HDL-C, LDL-C), TC/HDL ratio, triglycerides, glucose, systolic and diastolic blood pressures (SBP and DBP)) from all 13 companies and health coaching data from five companies. RESULTS: Employee participation rates of the 13 companies ranged from 35% to 75%. Five of the 13 companies provided voluntary telephonic health coaching to employees participating in their WHPPs. Of those employees for which we had 2-year data, 125 (12.9%) actually participated in health coaching. Only one of the 13 companies demonstrated improvement in all 10 biometric measurements and 1 company demonstrated improvement in only one biometric measurement. The biometric measurements that showed the greatest improvements over time were triglycerides, blood pressure, BMI, and TC. There was no association found between the number of variables that improved and employee participation rate (p = 0.8814) or the type of incentives offered to employees (p = 0.1389). Availability and use of health coaching did not appear to affect the number of variables that improved. Compared to employees who did not use health coaching, there were significantly greater changes in DBP, HDL-C, and BMI (p < 0.05) in employees who used health coaching. The magnitude of change in variables of interest was dependent, in part, on the baseline value. CONCLUSIONS: Voluntary participation in WHPPs results in positive changes in health-related biometric variables. Health coaching can positively affect the magnitude of change in some biometric variables and the magnitude of change is likely related to the baseline value and the frequency of coaching interactions. Further research should evaluate the benefits of various forms and frequencies of health coaching. Worksite health promotion programs and health coaching may also have a positive impact on other variables (e.g., employee attitudes and morale) not addressed in this study.

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Bayer, Daniela. „Predictors of Employee Interest and Participation in Worksite Health Promotion Programs“. ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1957.

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Many companies in the private sector have established workplace health promotion programs (WHPP) that enhance employee health, engagement, and performance. Employee participation is voluntary and usually low, which limits the health effectiveness of WHPP. Further, the influence of implicit factors such as attitudes, health self-perceptions, or job satisfaction is not well understood. The purpose of this study was to addresses the problem of low employee participation in WHPP and to contribute to an understanding of wellness in the workplace. The theoretical framework was the theory of attitude-behavior consistency and models of expectancy-value. The research was designed as a quantitative cross-sectional study that used the Wellness Evaluation of Lifestyle instrument. Research questions examined the influence of psychosocial and demographic variables on employee participation in WHPP. The survey was administered as an online self-assessment. The questionnaire was completed by 115 members of 3 professional networking groups. The respondents were based in Silicon Valley, California, and employed for at least 1 year by a company with WHPP. Statistical analysis with an independent-samples t test, partial correlation, and standard multiple regression indicated no significant association between gender and WHPP participation and no statistically significant relationship between psychosocial variables and WHPP participation in men and women, controlling for age. Data showed statistically significant positive correlational relationships among several variables. The study contributes to the literature on health behavior in the workplace by providing a theory-based approach to analyzing personal and attitudinal variables of WHPP participation.

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Rhodes, Eva Ann Bourgeois. „The Effects of Employee Health Promotion Practices of Texas Public School Districts on Costs for Absenteeism, Health Care Premiums, Health Care Claims, and Workers' Compensation Claims“. Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc279060/.

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Dido, Romano William. „Wellness strategies for unskilled and semi-skilled employees in the built environment“. Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/6929.

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More employees in organisations in the built environment are beginning to suffer from ill health related to work when compared with employees in other industries. There are many reasons for this, such as: unsuitable working conditions, physical demands linked to the occupation and the high proportion of transient unskilled and semi-skilled employees. A study concerning the wellness levels of unskilled and semi-skilled employees therefore contributes to the understanding and improvement of employee health within the industry. The main objective of this study was therefore to identify the wellness levels of employees in the built environment and their perceptions of the extent to which their company provides wellness interventions or strategies. The methodological approach used in this study was within a quantitative paradigm, and a questionnaire was used as a data collection instrument. The findings indicated that the employees engaged in healthy activities and that the organisation encouraged the employees to maintain healthy lifestyles. However, there were areas that required consideration. Specifically, more attention should be given to budgeting for wellness interventions, regular health screenings should take place and more attention to substance abuse is required.

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Bücher zum Thema "Employee health promotion"

L, Horton William, Storlie Jean und Association for Worksite Health Promotion., Hrsg. Guidelines for employee health promotion programs. Champaign, IL: Human Kinetics, 1994.

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Hanson, Anders. Workplace health promotion: A salutogenic approach. Bloomington, IN: AuthorHouse, 2007.

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(India), PricewaterhouseCoopers, World Economic Forum, Associated Chambers of Commerce & Industry of India., India. Ministry of Health and Family Welfare. und National Health Summit: Enhancing Corporate Health, the Global Perspective (2007 : New Delhi, India), Hrsg. National Health Summit: Enhancing Corporate Health, the Global Perspective. New Delhi: ASSOCHAM, 2007.

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Ludovici-Connolly, Anne Marie. Winning health promotion strategies. Champaign, IL: Human Kinetics, 2010.

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Helen, Suurvali, und Boutilier Marie, Hrsg. Healthier workers: Health promotion and employee assistance programs. Lexington, Mass: Lexington Books, 1986.

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P, Mayers Jeffrey, und David Jacklin K, Hrsg. Worksite health promotion: Needs, approaches, and effectiveness. Lansing, Mich: Michigan Dept. of Public Health, 1991.

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Sapoznik, Rachel A. A passion for wellness: Healthy employees, healthy bottom line. Charleston, SC: Advantage, 2015.

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Verhoeven, Christina Johanna Maria. Wellness effects of a worksite health promotion program. Leiden: Leiden University, 1997.

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European Foundation for the Improvement of Living and Working Conditions., Hrsg. Workplace health promotion in Europe: Programme summary. Luxembourg: Office for Official Publications of the European Communities, 1997.

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Pritchard, Scott. Washington wellness works: Legislative status report. [Olympia, Wash.]: Washington State Health Care Authority, 2006.

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Buchteile zum Thema "Employee health promotion"

Bruce, David J. Murray. „Specialised Health Facilities“. In Promoting Employee Health, 51–61. London: Palgrave Macmillan UK, 1990. http://dx.doi.org/10.1007/978-1-349-09062-4_6.

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Bruce, David J. Murray. „General Health Care“. In Promoting Employee Health, 84–99. London: Palgrave Macmillan UK, 1990. http://dx.doi.org/10.1007/978-1-349-09062-4_8.

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Bruce, David J. Murray. „Aspects of Physical Health“. In Promoting Employee Health, 233–79. London: Palgrave Macmillan UK, 1990. http://dx.doi.org/10.1007/978-1-349-09062-4_16.

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Bruce, David J. Murray. „Aspects of Women’s Health“. In Promoting Employee Health, 280–90. London: Palgrave Macmillan UK, 1990. http://dx.doi.org/10.1007/978-1-349-09062-4_17.

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Bruce, David J. Murray. „Aspects of Mental Health“. In Promoting Employee Health, 291–336. London: Palgrave Macmillan UK, 1990. http://dx.doi.org/10.1007/978-1-349-09062-4_18.

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Bruce, David J. Murray. „The Occupational Health Unit“. In Promoting Employee Health, 31–33. London: Palgrave Macmillan UK, 1990. http://dx.doi.org/10.1007/978-1-349-09062-4_4.

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Bruce, David J. Murray. „Health Checks and Screening“. In Promoting Employee Health, 62–83. London: Palgrave Macmillan UK, 1990. http://dx.doi.org/10.1007/978-1-349-09062-4_7.

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Bruce, David J. Murray. „Introduction“. In Promoting Employee Health, 1–12. London: Palgrave Macmillan UK, 1990. http://dx.doi.org/10.1007/978-1-349-09062-4_1.

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Bruce, David J. Murray. „Retirement and Redundancy“. In Promoting Employee Health, 127–36. London: Palgrave Macmillan UK, 1990. http://dx.doi.org/10.1007/978-1-349-09062-4_10.

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Bruce, David J. Murray. „Working Conditions“. In Promoting Employee Health, 139–59. London: Palgrave Macmillan UK, 1990. http://dx.doi.org/10.1007/978-1-349-09062-4_11.

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Konferenzberichte zum Thema "Employee health promotion"

Grigoreva, T. V., und N. S. Grigorev. „THE EFFICACY OF HEALTH PROMOTION PROGRAMMES“. In The 17th «OCCUPATION and HEALTH» Russian National Congress with International Participation (OHRNC-2023). FSBSI «IRIOH», 2023. http://dx.doi.org/10.31089/978-5-6042929-1-4-2023-1-152-155.

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Maintaining and strengthening the health of workers is the most important task for medicine in the modern world. The development of health promotion programmes based on information about their health status seems to be more effective than general health measures. The main purpose of the paper is to evaluate the efficacy of health promotion programmes for employees («Healthy Back») employed in unhealthy working conditions at the car factory in St. Petersburg. The research included an analysis of the results of preventive medical examinations, an analysis of the structure of morbidity of workers in the whole factory and in certain departments (bodywork, assembly, painting, technical service department) in 2019 and 2021. As the activities of the program are mainly aimed at the prevention of neurological pathology. It has been found that in 2021 there was a significant decrease in the frequency of occurrence of neurological pathology in the bodywork, assembly, painting departments. It’s suggested that the use of employee wellness programs has a positive effect on the employees’ health, reduces their morbidity.

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Emerson, Sophie, Ciara Heavin und Daniel J. Power. „Workplace Health Promotion: Effects of an mHealth Application on Employee Behaviour and Wellness“. In Hawaii International Conference on System Sciences. Hawaii International Conference on System Sciences, 2020. http://dx.doi.org/10.24251/hicss.2020.419.

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Majczyk, Julita, Zlatko Nedelko, Anna Nowacka und Julia Ostęp. „Health-Promoting Leadership Interventions“. In 8th FEB International Scientific Conference. University of Maribor Press, 2024. http://dx.doi.org/10.18690/um.epf.5.2024.64.

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The research aims to explore, identify, and describe employees’ perceptions of health-promoting leadership (HPL) interventions within Professional Service Firms (PSFs) in Poland. This ongoing exploratory study involves full-time employees from diverse PSFs. Employing reflexive thematic analysis, the study delves into participants' beliefs and perceptions, shedding light on the nuanced landscape of HPL in PSFs. Initial analysis, based on semi-structured interviews with experienced professionals, unveils key themes: 1) activity dimensions – comprising physical activities, mental-health, and healthcare; 2) strategy object – underlying genuine commitment to employee well-being or part of marketing strategies and corporate social responsibility initiatives; 3) directions of spread – top-down and bottom-up interventions; converging into the global theme (Practice comprehensiveness). Ongoing data collection ensures a comprehensive exploration of this under-researched domain. The research findings expand knowledge on the perception of the HPL concept. The study is a starting point for capitalizing on health-promoting leadership development in the business environment in Poland. It seeks to address gaps in understanding HPL, emphasizing its context-dependent nature. By examining HPL practice, the study aims to contribute valuable insights to the broader discourse on workplace health promotion and leadership effectiveness within the unique context of PSFs in Poland.

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Mizuno, Yuki, Motoki Mizuno, Yasuyuki Yamada, Yasuyuki Hochi, Takumi Iwaasa, Kentaro Inaba, Emiko Togashi und Yumi Arai. „Organizational Climate for Health to Enhance Psychological Safety in Nursing Organizations“. In AHFE 2023 Hawaii Edition. AHFE International, 2023. http://dx.doi.org/10.54941/ahfe1004392.

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The roles required of nurses are becoming more diverse and complex, and the number of nurses who feel mentally unwell due to stress is increasing. One of the countermeasures is psychological safety. A workplace with a high level of psychological safety is linked to the revitalization of the organization, such as improved employee engagement and performance. In addition, it is effective in terms of mental health, such as relieving stress for employees. In this study, we examined the relationship between psychological safety and organizational health promotion support for nurses, and examined the organizational climate of health that enhances psychological safety. A web questionnaire was conducted for nurses working in hospitals in Japan, using the items of attributes, health promotion support, and psychological safety. The survey was conducted in March 2022, and the data of 377 people were considered valid responses based on the time required to respond. Respondents were 17.2% male and 82.8% female, with an average age of 43.1±9.6 years and an average of 12.6±8.8 years of service. Psychological safety scores by attribute were highest for those in their 50s, followed by those in their 20s, and those in their 30s and 40s. There was a large gap between executives and staff (F(3.019) = 0.000). Many of the items related to organizational climate of health and health promotion efforts were significantly correlated with psychological safety scores (p<0.05). The items requiring priority improvement were "high interest for health and safety of hospital organizations" and "high interest in creating a healthy working environment for hospital organizations". From the above, it is important to consider how to make the health support system known and how to promote its use so that nurses can continue to work in a healthy and motivated manner. In addition, since the psychological safety of mid-career nurses and, staff nurses without titles such as chief nurse or director of nursing, it is important to consider support specialized for them.

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Faza, Imala Askania. „PROVOKING CREATIVITY IN BUSINESS: THE IMPACT OF PROMOTION AND PREVENTION PROBLEM-FRAMING ON CREATIVITY IN THE COVID-19 ERA“. In 2024 SoRes Dubai –International Conference on Interdisciplinary Research in Social Sciences, 19-20 February. Global Research & Development Services, 2024. http://dx.doi.org/10.20319/icssh.2024.152153.

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Amidst the pivotal role of creativity in business survival, particularly accentuated by the recent COVID-19 pandemic, this study puts importance on the managers' influence on guiding employee creativity. Grounded in regulatory focus theory, prior research traditionally favored promotion-focus over prevention-focus in shaping creativity. However, this study challenges this notion by investigating the impact of promotion and prevention problem-framing on creativity and hypothesizing whether previous findings remain robust even in the unprecedented changes brought about by the pandemic. Conducting an online survey with 218 British students, randomly assigned to promotion or prevention conditions, participants generated creative ideas linked to health improvement or maintenance. Unexpectedly, prevention problem-framing exhibited a slightly greater influence on creativity than promotion problem-framing, offering quite a novel perspective. While participants generally reported a relaxed attitude towards the pandemic, awareness of its inherent risks persisted. These findings highlighted the dynamic interplay between problem-framing and creativity, especially in unprecedented situations, emphasizing the need for managerial flexibility in leveraging these dynamics to enhance employee creativity.

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Bhat, Vidya Kiran. „1420 A study on prevalence of metabolic syndrome and impact of work-place employee wellness promotion programs in indian cement manufacturing units“. In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.474.

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Freund, Bożena. „MANAGEMENT AND LEADERSHIP FOR EMPLOYEES’ HEALTH PROMOTION“. In 12th International Technology, Education and Development Conference. IATED, 2018. http://dx.doi.org/10.21125/inted.2018.1442.

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Mattila, Susanna, Sari Tappura und Elli Karttunen. „Promoting Occupational Safety, Health, and Well-Being in SME Manufacturing Companies“. In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002645.

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Small and medium-sized enterprises (SMEs) play a significant role in the EU economy and account for a large number of employment opportunities. Improvements in the working conditions and well-being of employees in SMEs are crucial for the development of businesses, societies, and workers. This study investigated and developed the safety, health, and well-being (SHW) of employees in SME manufacturing companies. The proposed company-specific development process involved four companies and consisted of an e-survey, interviews, and a workshop. Both employers and employee representatives participated in the process. The process revealed a good working community and support received from others as resources in the studied companies. The factors needing development were found to be work posture and movement, workplace thermal environment, communication, haste, orderliness, and tidiness. This study provides knowledge about SHW risks, resources, and development measures in manufacturing SMEs.

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Joseph, Bobby, und Geethu Maria Joseph. „P327 Back to the basics – protecting and promoting health of tea estate employees“. In Occupational Health: Think Globally, Act Locally, EPICOH 2016, September 4–7, 2016, Barcelona, Spain. BMJ Publishing Group Ltd, 2016. http://dx.doi.org/10.1136/oemed-2016-103951.642.

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Smit, Denise, Karin Proper, Josephine Engels, Sandra van Oostrom und Jennifer Campmans. „O-61 Barriers and Facilitators for Participation in Workplace Health Promotion Programs: Peer-to-Peer Interviews Among Employees“. In 28th International Symposium on Epidemiology in Occupational Health (EPICOH 2021). BMJ Publishing Group Ltd, 2021. http://dx.doi.org/10.1136/oem-2021-epi.65.

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Berichte der Organisationen zum Thema "Employee health promotion"

The space between: Analysis of gender and ethnicity pay gaps in UK-based organisations active in global health. Global Health 50/50, November 2023. http://dx.doi.org/10.56649/zhpp4836.

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Inequalities in opportunities, power and privilege are evident in our working lives. Historical structures shape opportunities in the career pipelines of different groups of people, including access to education, recruitment and promotion, occupational segregation and the so-called ‘motherhood penalty’. Often these dynamics result in certain groups, particularly men and traditionally privileged ethnic groups, occupying higher status and better paid positions, than other groups – resulting in what are called ‘pay gaps’. Increasing transparency on pay gaps helps to ensure that employers are being fair in providing equitable (fair) opportunities and reducing inequalities across the workforce it also holds them accountable for closing the gap. In the UK, reporting the gender pay gap has been mandatory since 2017 for organisations with more than 250 employees. The law has driven an unprecedented level of transparency on the gender pay gap in the UK and provided valuable information to employers and employees on inequality inside their organisations. To date, however, reporting the ethnicity pay gap remains voluntary. Global Health 50/50 (GH5050) tracks and publicises the policies and practices of nearly 200 organisations active in global health for their commitments to gender equality. This Report takes a deep dive into the reporting of gender and ethnicity pay gap data of 43 organisations in the GH5050 sample which have a presence in the UK. This Report focuses specifically on UK-based organisations given the general lack of pay gap reporting worldwide. The Report finds that, between 2017 and 2022, some progress was made in closing the gap – from 12.7% to 10.9% for median pay gap, and from 14.3% to 10.8% for mean pay gap. A quarter of organisations, however, saw an increase in their gender pay gap by a median 3.6 percentage points. In the absence of mandatory reporting, we found that only 13 organisations voluntarily reported their ethnicity pay gaps in 2022, mostly reporting binary gaps between white and ethnic minority employees. While binary reporting in isolation is generally not recommended, it may be needed to protect salary information of ethnic minority employees when numbers of employees are small. Among this (limited) data, we found a median gap of 3.7% and a mean gap of 6.9% favouring white employees. This Report finds that there has been some positive change since mandatory gender pay gap reporting was introduced in 2017. Yet slow and uneven progress indicates a clear need for continued advocacy to ensure pay gap transparency and to close the gender pay gap. This advocacy should include the expansion of mandatory pay gap reporting to include ethnicity; and for very large organisations, an intersectional approach to the data (combining gender and ethnicity, for example) will provide even more nuance and understanding of where action is needed. Even in the absence of legislative requirements, employers in global health, which are often working to advance social justice and gender equality, should act as models for career equality including by publicly reporting pay gap data. This data can inform target-setting and the development of policies to reduce the gap, such as including multiple women in shortlists for recruitment and promotion, and transparency in pay negotiations. Closing the unjust space between women’s and men’s pay is an urgent priority and would ensure that women are equally and fairly paid for their contributions to organisations and to society. Increasing transparency of the pay gaps will rely on more countries passing legislation, as a critical component of comprehensive frameworks for diversity, inclusion and equality in the workplace.

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