scholarly journals Development of a Wellness Committee Implementation Index for Workplace Health Promotion Programs in Small Businesses

2020 ◽  
Vol 34 (6) ◽  
pp. 614-621
Author(s):  
Meagan C. Brown ◽  
Jeffrey R. Harris ◽  
Kristen Hammerback ◽  
Marlana J. Kohn ◽  
Amanda T. Parrish ◽  
...  
Keyword(s):  
Health Promotion ◽  
Small Businesses ◽  
Workplace Health Promotion ◽  
Controlled Trial ◽  
Health Promotion Program ◽  
Evidence Based ◽  
Supporting Evidence ◽  
Intervention Implementation ◽  
Workplace Health ◽  
Over Time

Purpose: To construct a wellness committee (WC) implementation index and determine whether this index was associated with evidence-based intervention implementation in a workplace health promotion program. Design: Secondary data analysis of the HealthLinks randomized controlled trial. Setting: Small businesses assigned to the HealthLinks plus WC study arm. Sample: Small businesses (20-200 employees, n = 23) from 6 low-wage industries in King County, Washington. Measures: Wellness committee implementation index (0%-100%) and evidence-based intervention implementation (0%-100%). Analysis: We used descriptive and bivariate statistics to describe worksites’ organizational characteristics. For the primary analyses, we used generalized estimating equations with robust standard errors to assess the association between WC implementation index and evidence-based intervention implementation over time. Results: Average WC implementation index scores were 60% at 15 months and 38% at 24 months. Evidence-based intervention scores among worksites with WCs were 27% points higher at 15 months (64% vs 37%, P < .001) and 36% points higher at 24 months (55% vs 18%, P < .001). Higher WC implementation index scores were positively associated with evidence-based intervention implementation scores over time ( P < .001). Conclusion: Wellness committees may play an essential role in supporting evidence-based intervention implementation among small businesses. Furthermore, the degree to which these WCs are engaged and have leadership support, a set plan or goals, and multilevel participation may influence evidence-based intervention implementation and maintenance over time.

scholarly journals Comparing Strategies for Recruiting Small, Low-Wage Worksites for Community-Based Health Promotion Research

2018 ◽  
Vol 45 (5) ◽  
pp. 690-696 ◽  
Author(s):  
Kristen Hammerback ◽  
Peggy A. Hannon ◽  
Amanda T. Parrish ◽  
Claire Allen ◽  
Marlana J. Kohn ◽  
...  
Keyword(s):  
Health Promotion ◽  
Workplace Health Promotion ◽  
Controlled Trial ◽  
Health Promotion Program ◽  
Local Health ◽  
Workplace Health ◽  
Community Based ◽  
Cancer Society ◽  
Community Partners ◽  
Phone Calls

Background. HealthLinks is a workplace health promotion program developed in partnership with the American Cancer Society. It delivers a package of evidence-based interventions and implementation support to small worksites in low-wage industries. As part of a randomized, controlled trial of HealthLinks, we studied approaches to recruiting these worksites. Aims. This study aims to guide future recruitment for community-based worksite health promotion interventions by comparing three approaches, including leveraging relationships with community partners. Method. We recruited 78 small, low-wage worksites in King County, Washington, to participate in the trial via three approaches: phone calls to companies on a purchased list (“cold”), phone calls to a list of eligible companies provided by a health insurer (“lukewarm”), and personal referrals from local health insurers and brokers (“warm”). Eligible and interested worksites received an in-person visit from researchers and completed additional steps to enroll. Results. Of the worksites screened and deemed eligible, 32% of the “cold” worksites enrolled in HealthLinks, as did 48% and 60%, respectively, of the “lukewarm” and “warm” worksites. Compared with “warm” worksites, “cold” worksites were twice as likely to be ineligible. Discussion. Two distinct factors help explain why “warmer” worksites were more likely to enroll in HealthLinks. First, eligibility was significantly higher among warmer referrals. Second, most of the warm-referred worksites eligible for the study agreed to meet in person with the project team to hear more about the project. Conclusions. “Warmer” recruitment approaches yielded higher recruitment. Leveraging relationships with community partners can help researchers identify and successfully recruit small, low-wage worksites.

Investigating Employee-Reported Benefits of Participation in a Comprehensive Australian Workplace Health Promotion Program

2016 ◽  
Vol 58 (5) ◽  
pp. 505-513 ◽  
Author(s):  
Michelle Kilpatrick ◽  
Leigh Blizzard ◽  
Kristy Sanderson ◽  
Brook Teale ◽  
Mark Nelson ◽  
...  
Keyword(s):  
Health Promotion ◽  
Workplace Health Promotion ◽  
Health Promotion Program ◽  
Workplace Health ◽  
Promotion Program

scholarly journals Tracking Changes in US Organizations’ Workplace Health Promotion Initiatives: A Longitudinal Analysis of Performance Against Quality Benchmarks

2019 ◽  
Vol 34 (2) ◽  
pp. 142-149
Author(s):  
GracieLee M. Weaver ◽  
Daniel L. Bibeau ◽  
Kelly Rulison ◽  
Jeremy Bray ◽  
William N. Dudley ◽  
...  
Keyword(s):  
Health Promotion ◽  
Multilevel Modeling ◽  
Workplace Health Promotion ◽  
Organizational Characteristics ◽  
Workplace Health ◽  
Self Assessment ◽  
Convenience Sample ◽  
Organizational Assessment ◽  
Analysis Of Performance ◽  
Over Time

Purpose: To examine changes in organizations’ workplace health promotion (WHP) initiatives over time associated with repeated self-assessment using the Well Workplace Checklist (WWC). Design: Well Workplace Checklist data include a convenience sample of US organizations that selected to assess their performance against quality WHP benchmarks. Setting: Workplaces. Subjects: In total, 577 US organizations completed the WWC in 2 or more years from 2008 to 2015. Measures: The WWC is a 100-item organizational assessment that measures performance against the original set of quality benchmarks that were established by the Wellness Council of America (WELCOA). Analysis: This study examined changes in overall WWC scores as well as 7 separate benchmark scores. Multilevel modeling was used to examine changes in scores associated with repeated assessments, controlling for the year of assessment and organizational characteristics. Results: There were significant increases in overall WWC scores (β = 2.93, P < .001) associated with the repeated WWC assessments, after controlling for organizational characteristics. All 7 benchmark scores had significant increases associated with reassessment. Compared to other benchmarks, operating plan (β = 6.18, P < .001) and evaluation (β = 4.91, P < .001) scores increased more with each reassessment. Conclusion: Continued reassessment may represent more commitment to and investment in WHP initiatives which could lead to improved quality. Other factors that may positively influence changes in performance against benchmarks include company size, access to outside resources for WHP, and a history with implementing WHP.

scholarly journals Eight-year Health Risks Trend Analysis of a Comprehensive Workplace Health Promotion Program

2020 ◽  
Author(s):  
Antti Äikäs ◽  
Pilvikki Absetz ◽  
Mirja Hirvensalo ◽  
Nicolaas Pronk
Keyword(s):  
Health Promotion ◽  
High Risk ◽  
Health Risk ◽  
Health Risks ◽  
Workplace Health Promotion ◽  
Health Promotion Program ◽  
Risk Level ◽  
Workplace Health ◽  
Age Related ◽  
Prospective Longitudinal

Abstract BackgroundThis prospective longitudinal quasi-experimental study investigated trends in health risks of a multiyear comprehensive workplace health promotion (WHP) program. MethodsA comprehensive, eight-year WHP program was implemented emphasizing lifestyle behaviors as key targets in 2010-2013 and environmental supports focused on stress management and mental health resources in 2014-2017. Health risk data was collected from health risk assessments, applying both a questionnaire and biometric screenings. Health risk trends were analyzed for the three time points 2010-2011, 2013-2014 and 2016-2017. Single health risk changes were investigated for three different cohorts using descriptive analyses, t-test, Wilcoxon Signed Rank and McNemar´s test where appropriate. Overall health risk transitions were assessed according to low, moderate and high risk categories. ResultsTrend analyses observed 50-60% prevalence for low, 30-35% for moderate and 9-11% high risk levels across the eight years. In the overall health risk transitions of the three cohorts, 66-73% of participants stayed at the same risk level, 13-15% of participants improved, and 12-21% deteriorated their risk level across the three intervention periods. ConclusionOur findings appear to indicate that the multiyear WHP program was effective in slowing the accumulation of measured health risks but fell short of reducing the number of health risks at the population level. In context of expected age-related health risk changes over time, this comprehensive multi-year WHP program was able to generate modest but important shifts in population health risk profiles.

scholarly journals EVALUATING WORKPLACE HEALTH PROMOTION PROGRAM

2017 ◽  
Vol 5 ◽  
pp. 371-376
Author(s):  
Melita Peršolja
Keyword(s):  
Health Promotion ◽  
Health Status ◽  
Primary Schools ◽  
Workplace Health Promotion ◽  
Test Group ◽  
Working Hours ◽  
Health Promotion Program ◽  
Controlled Study ◽  
Workplace Health ◽  
Promotion Program

Due to the complexity of health promotion interventions, uneconomical evaluation indicators are recommended. The purpose of this study was to determine the effects of multi-component workplace health promotion intervention. The goals were to study the association of health promotion with health status. In a controlled study trial, 278 workers of primary schools and municipal administration had the chance to participate in six-month workplace health promotion program. Employees have fulfilled a questionnaire at baseline and then again after completion of the program. The results showed that in the test group, the incidence of problems with health significantly declined, but the rating of health status decreased and the average absence days increased over time. The higher working hours per week correlated to obesity and high blood pressure. It can be concluded that workplace health promotion activity could support a change in health status and therefore contribute to higher quality of life.

Sign in / Sign up

Export Citation Format

Share Document