Employee health codes of conduct: what would they look like and who wants to accept them?

2015 ◽  
Vol 8 (3) ◽  
pp. 214-229 ◽  
Author(s):  
Rebecca Robbins ◽  
Brian Wansink
Keyword(s):  
Survey Methodology ◽  
Workplace Health Promotion ◽  
Codes Of Conduct ◽  
Code Of Conduct ◽  
Employee Health ◽  
Monetary Incentives ◽  
Workplace Health ◽  
Content Type ◽  
Employee Recognition ◽  
Demographic Groups

Purpose – Most workplace health promotion efforts have failed to consistently and sustainably encourage employees to take responsibility for their health. The purpose of this paper is to explore a potentially high-impact solution – Health Codes of Conduct – for engaging and motivating employees to assume responsibility for their health. Design/methodology/approach – This mixed methods study draws on interview and survey methodology with a sample of 149 working adults to examine the feasibility of Health Codes of Conduct. Descriptive and inferential statistics are calculated to understand reactions, characteristics of the companies likely to support the idea, and components of a Health Code of Conduct. Findings – Nearly all employees offered moderate to high support for Health Codes of Conduct; this included overweight but not obese employees. Additionally, all demographic groups either moderately or strongly supported the policy when they included either monetary incentives (such as prescription discounts) or often overlooked non-monetary incentives (such as employee recognition). Some of the more popular features of Health Codes of Conduct included annual physical exams, exercise routines, and simply being encouraged to stay home when ill. Research limitations/implications – Health Codes of Conduct offer a surprisingly well-supported potential solution. Favorable reactions were observed across all examined segments of workers, even overweight (but not obese) employees. Using the specific features of Health Codes identified here, visionary companies can tailor their company’s Health Code of Conduct with the appropriate monetary and non-monetary incentives and disincentives. Social implications – What if the workplace could be a positive source of health and empowerment for valued employees? The authors show employee Health Codes of Conduct could be this empowering, engaging solution that has been missing. Originality/value – This paper is the first to propose the concept Health Codes of Conduct and solicit feedback from employees on this novel idea. Furthermore, the authors identify both the monetary and non-monetary incentives and disincentives that employees believe would be most compelling.

Good health! But whose job is it?

2017 ◽  
Vol 25 (1) ◽  
pp. 28-30
Keyword(s):  
Survey Methodology ◽  
Workplace Health Promotion ◽  
Codes Of Conduct ◽  
Code Of Conduct ◽  
Good Health ◽  
Monetary Incentives ◽  
Workplace Health ◽  
Content Type ◽  
Employee Recognition ◽  
Demographic Groups

Purpose Most workplace health promotion efforts have failed to consistently and sustainably encourage employees to take responsibility for their health. The purpose of this paper is to explore a potentially high-impact solution – Health Codes of Conduct – for engaging and motivating employees to assume responsibility for their health. Design/methodology/approach This mixed methods study draws on interview and survey methodology with a sample of 149 working adults to examine the feasibility of Health Codes of Conduct. Descriptive and inferential statistics are calculated to understand reactions, characteristics of the companies likely to support the idea, and components of a Health Code of Conduct. Findings Nearly all employees offered moderate to high support for Health Codes of Conduct; this included overweight but not obese employees. Additionally, all demographic groups either moderately or strongly supported the policy when they included either monetary incentives (such as prescription discounts) or often overlooked non-monetary incentives (such as employee recognition). Some of the more popular features of Health Codes of Conduct included annual physical exams, exercise routines, and simply being encouraged to stay home when ill. Originality/value This paper is the first to propose the concept of Health Codes of Conduct and solicit feedback from employees on this novel idea. Furthermore, the authors identify both the monetary and non-monetary incentives and disincentives that employees believe would be most compelling.

What really improves employee health and wellbeing

2014 ◽  
Vol 7 (3) ◽  
pp. 138-155 ◽  
Author(s):  
Virginia Dickson-Swift ◽  
Christopher Fox ◽  
Karen Marshall ◽  
Nicky Welch ◽  
Jon Willis
Keyword(s):  
Health Promotion ◽  
Emotional Health ◽  
Workplace Health Promotion ◽  
Real Life ◽  
Employee Health ◽  
Working Environment ◽  
Workplace Health ◽  
Content Type ◽  
Health And Wellbeing ◽  
Health Promoting

Purpose – Factors for successful workplace health promotion (WHP) are well described in the literature, but often sourced from evaluations of wellness programmes. Less well understood are the features of an organisation that contribute to employee health which are not part of a health promotion programme. The purpose of this paper is to inform policy on best practice principles and provide real life examples of health promotion in regional Victorian workplaces. Design/methodology/approach – Individual case studies were conducted on three organisations, each with a health and wellbeing programme in place. In total, 42 employers and employees participated in a face to face interview. Interviews were transcribed verbatim and the qualitative data were thematically coded. Findings – Employers and senior management had a greater focus on occupational health and safety than employees, who felt that mental/emotional health and happiness were the areas most benefited by a health promoting workplace. An organisational culture which supported the psychosocial needs of the employees emerged as a significant factor in employee's overall wellbeing. Respectful personal relationships, flexible work, supportive management and good communication were some of the key factors identified as creating a health promoting working environment. Practical implications – Currently in Australia, the main focus of WHP programmes is physical health. Government workplace health policy and funding must expand to include psychosocial factors. Employers will require assistance to understand the benefits to their business of creating environments which support employee's mental and emotional health. Originality/value – This study took a qualitative approach to an area dominated by quantitative biomedical programme evaluations. It revealed new information about what employees really feel is impacting their health at work.

Workplace health promotion and working conditions as determinants of employee health

2014 ◽  
Vol 7 (2) ◽  
pp. 89-104 ◽  
Author(s):  
Cecilia Ljungblad ◽  
Fredrik Granström ◽  
Lotta Dellve ◽  
Ingemar Åkerlind
Keyword(s):  
Work Environment ◽  
Sickness Absence ◽  
Social Care ◽  
Workplace Health Promotion ◽  
Work Conditions ◽  
Employee Health ◽  
Workplace Health ◽  
Psychosocial Work ◽  
Content Type ◽  
Self Rated Health

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.

scholarly journals Office cake culture

2020 ◽  
Vol 13 (1) ◽  
pp. 95-115
Author(s):  
Louise Walker ◽  
Orla Flannery
Keyword(s):  
Workplace Health Promotion ◽  
Eating Behaviour ◽  
Portion Size ◽  
Office Workers ◽  
Workplace Health ◽  
Online Questionnaire ◽  
Health Promotion Programme ◽  
Cross Sectional ◽  
Content Type ◽  
Employee Recognition

Purpose The purpose of this paper is to explore the characteristics of office cake (OC) consumption and the associated attitudes and behaviours among UK office workers to gain insight into the implications for workplace health. Design/methodology/approach A cross-sectional online questionnaire was completed by 940 respondents. Data were analysed using descriptive statistics and cross-tabulation with χ2 tests for between-group difference. Findings Respondents reported both positive social and negative health-related consequences of OC. OC influenced eating behaviour through increased salience and availability, and the effects of social influencing. Almost all (94.8 per cent) reported ideal OC frequency to be once/week or less. Gender and age significantly affected attitudes and behaviour. Research limitations/implications The questionnaire was not validated so data accuracy could have been diminished or biased. Portion size was not examined and consumption data were self-reported which could have resulted in under-reporting. Only office workers were investigated therefore results may not be applicable to other workplaces. Practical implications OC appears to influence both the workplace eating environment and employee eating behaviour. It could therefore affect employee health and workplace health promotion programme efficacy. However the findings suggest that nudge-based initiatives could reduce OC consumption to make workplaces healthier while retaining social benefits. Originality/value The present study provides the first data on OC culture and insights on how to address it sensitively. It also highlights that sweet treats used for celebration and employee recognition should be considered a relevant part of workplace food provision alongside canteens and vending.

scholarly journals Truckies and health promotion: using the ANGELO framework to understand the workplace’s role

2017 ◽  
Vol 10 (6) ◽  
pp. 406-417 ◽  
Author(s):  
Marguerite C. Sendall ◽  
Phil Crane ◽  
Laura McCosker ◽  
Marylou Fleming ◽  
Herbert C. Biggs ◽  
...  
Keyword(s):  
Health Promotion ◽  
Workplace Health Promotion ◽  
Personal Responsibility ◽  
Road Transport ◽  
Truck Drivers ◽  
Workplace Health ◽  
Participatory Action ◽  
Future Health ◽  
Content Type ◽  
Transport Industry

Purpose Workplaces are challenging environments which place workers at the risk of obesity. This is particularly true for Australian road transport industry workplaces. The Analysis Grid for Environments Linked to Obesity (ANGELO) framework is a public health tool which can be used to conceptualise obesogenic environments. It suggests that workplaces have a variety of roles (in the physical, economic, political and sociocultural domains) in responding to obesity in transport industry workplaces. The purpose of this paper is to present the findings which explore this idea. Design/methodology/approach The project used a mixed-methods approach located within a participatory action research framework, to engage workplace managers and truck drivers in the implementation and evaluation of workplace health promotion strategies. The project involved six transport industry workplaces in Queensland, Australia. Findings This study found that transport industry workplaces perceive themselves to have an important role in addressing the physical, economic, political and sociocultural aspects of obesity, as per the ANGELO framework. However, transport industry employees – specifically, truck drivers – do not perceive workplaces to have a major role in health; rather, they consider health to be an area of personal responsibility. Practical implications Balancing the competing perceptions of truck drivers and workplace managers about the workplace’s role in health promotion is an important consideration for future health promotion activities in this hard-to-reach, at-risk population. Originality/value The use of the ANGELO framework allows the conceptualisation of obesity in a novel workplace context.

Workplace health promotion and employee health in Swedish municipal social care organizations

2014 ◽  
Vol 22 (3) ◽  
pp. 235-244 ◽  
Author(s):  
Robert Larsson ◽  
Cecilia Ljungblad ◽  
Hélène Sandmark ◽  
Ingemar Åkerlind
Keyword(s):  
Health Promotion ◽  
Social Care ◽  
Workplace Health Promotion ◽  
Employee Health ◽  
Workplace Health

Anatomy of an effective workplace health intervention: a comprehensive new model

2020 ◽  
Vol 13 (5) ◽  
pp. 461-475
Author(s):  
Sean Peter Hennessey ◽  
Laurene Rehman
Keyword(s):  
Workplace Health Promotion ◽  
Action Planning ◽  
Health Behaviours ◽  
Workplace Health ◽  
Structured Interviews ◽  
Content Type ◽  
New Model ◽  
Effective Interventions ◽  
Health Related ◽  
Health Model

PurposeThis study proposes a new model, called the Integrated Human Health Model (IHHM), to improve the design and effectiveness of Workplace Health Promotion (WHP) interventions.Design/methodology/approachEighteen participants were purposefully selected from 44 participants in a 2.5-day WHP intervention targeting multiple health behaviours (MHB). The intervention has shown to improve quality of life and health-related behaviours in rigorous studies. Qualitative data collection methods were observations, repeat semi-structured interviews and weekly e-journals collected over three months. Template analysis was used to develop the IHHM describing participants' experiences.FindingsThe IHHM describes the health behaviour change process using eight themes: facilitation, assessment, desired life, barriers, knowledge and skills, insights, action planning, and monitor and support.Practical implicationsWith the paucity of evidence informing WHP intervention effectiveness, this study provides a preliminary model serving practitioners to design more effective interventions and scholars to improve evidence.Originality/valueThis study proposes a practical comprehensive model for practitioners and leaders to more effectively design and evaluate successful MHB WHP interventions compared to existing models.

Factors influencing the implementation of workplace health promotion in companies in rural areas

2021 ◽  
Vol 14 (2) ◽  
pp. 242-259
Author(s):  
Luisa Hente ◽  
Torsten Schlesinger
Keyword(s):  
Health Promotion ◽  
Demographic Change ◽  
Rural Areas ◽  
Workplace Health Promotion ◽  
Workplace Health ◽  
Skilled Workers ◽  
Content Type ◽  
The Status ◽  
Health Related ◽  
Related Attitude

PurposeWorkplace health promotion (WHP) is becoming increasingly important due to the ageing workforce and a shortage of skilled workers. Nevertheless, too few companies have reacted to the demographic change and introduced health-promoting measures. This paper aims to identify which factors influence the implementation of WHP, especially in small and medium-sized enterprises (SMEs) in rural areas.Design/methodology/approach253 companies in a rural area in the federal state of Saxony (Germany) were surveyed using a standardised questionnaire via a computer-assisted telephone interview. Bivariate analyses and logistic regression models were carried out. The focus was on the relationship between the status of WHP and the size of the company, pressure of demographic change, health-related attitude and organisational capacity factors.FindingsIt was shown that, in addition to the control variables company size and pressure of the shortage of skilled workers, a company's attitude regarding health promotion, financial capacity and planning and development capacity has a relevant influence on the status of WHP.Practical implicationsBased on the results, targeted measures can be developed and converted to implement WHP, particularly in SMEs in rural regions. The focus should be on sensitisation, knowledge transfer and capacity development.Originality/valueThe present paper reveals the relationship between company size, pressure of demographic change, health-related attitude and organisational capacities regarding the status of health-promoting measures in SMEs in a rural region.

Employees prefer information more than free food

2017 ◽  
Vol 10 (4) ◽  
pp. 332-342 ◽  
Author(s):  
Tamara D. Street ◽  
Sarah J. Lacey ◽  
Jade A. Grambower
Keyword(s):  
Workplace Health Promotion ◽  
Free Food ◽  
Self Report ◽  
Workplace Health ◽  
Content Type ◽  
Older Employees ◽  
Increased Risk ◽  
Intention To Participate ◽  
Research Findings ◽  
Group Information

Purpose Nutrition behaviours have been linked to an increased risk of poor health and reduced productivity at work. Therefore, the workplace is a logical setting to implement nutrition-related programmes. Many existing workplace health promotion programmes (WHPPs) employ a standardised approach that typically attracts those who are already healthy or highly motivated to change. Understanding the factors that influence an individual’s desire to improve health and participate in nutrition WHPP will facilitate the development of highly engaging programmes that appeal to the greatest number of workers. The paper aims to discuss these issues. Design/methodology/approach In all, 881 employees of an Australian mining company participated in a self-report health survey aimed at investigating employee predictors of desire to improve personal nutrition, desire for assistance with improving personal nutrition, and intention to participate in nutrition WHPPs. Findings Overall, females and older employees were most likely to intend to participate, with group information sessions garnering the widest appeal to employees. Practical implications The findings suggest that practitioners ought to include a group-based educational component designed to increase awareness particularly to employees who are nutritionally deficient and unlikely to voluntarily participate in strategies. Originality/value The innovative psychosocial research findings and recommendations outlined herein may be applied immediately to increase employee participation in workplace nutrition strategies.

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