An Analysis of Comprehensive Health Promotion Programs' Consistency with the Systems Model of Health

1993 ◽  
Vol 7 (6) ◽  
pp. 443-451 ◽  
Author(s):  
Julie Meek
Keyword(s):  
Health Promotion ◽  
World View ◽  
Mechanistic Model ◽  
Individual Risk ◽  
Manufacturing Firm ◽  
Risk Factor Modification ◽  
Systems Model ◽  
Health Promotion Programs ◽  
Comprehensive Health ◽  
Comprehensive Programs

Purpose. The purpose of this article is to report a review and analysis of the concordance between current comprehensive corporate health promotion programs as described in the published literature and the systems model of health and to explore emerging trends in the field of health promotion. Search Methods. MEDLINE, BIOSIS, and PsycINFO searches were conducted from 1985 to 1991, and the bibliographies of articles thus obtained were back searched for additional descriptions of corporate health promotion programs. Inclusive criteria included “comprehensive” corporate programs, published in peer-reviewed journals or books, and descriptions adequate enough to permit coding in the majority of analysis matrix categories. Out of 63 identified programs, 16 met the inclusion criteria; 47 were excluded. A common reason for rejection was the limitation imposed by inadequate program descriptions in the published literature. Major Findings. On average, the comprehensive corporate programs reviewed were initiated between 1984 and 1987 and set in the context of a manufacturing firm with over 10,000 employees. A minority of programs (12.5%) consistently satisfied systems model criteria. The most common category of programs were those which were inconsistent (44%), meeting some of the criteria of a systems model of health promotion, but not all. The mechanistic medical and public health models predominated strongly (63%) with the preeminent goal being individual risk factor modification. Conclusions. The limitations of the published literature do not permit strong conclusions about the number or degree to which current corporate comprehensive programs are concordant with the systems model of health. Although mechanistic models of health predominated, there is evidence that a number of comprehensive programs were inconsistent with the mechanistic model, meeting some of the criteria, but also meeting some systems model criteria. To continue the advancement of health promotion with clarity and focus, further research is needed to clarify outcomes across different “world view” models of health promotion. Health promotion specialists need to carefully scrutinize programs emanating from different “world view” models as they design, develop, implement, and evaluate corporate programs.

A Review of Health-Related Outcomes of Multi-Component Worksite Health Promotion Programs

1997 ◽  
Vol 11 (4) ◽  
pp. 290-307 ◽  
Author(s):  
Catherine A. Heaney ◽  
Ron Z. Goetzel
Keyword(s):  
Health Promotion ◽  
Evaluation Studies ◽  
Worksite Health Promotion ◽  
Health Promotion Program ◽  
Physical Work ◽  
Individual Risk ◽  
Health Promotion Programs ◽  
Health Related ◽  
Worksite Health ◽  
Critical Components

Purpose. The purpose of this article is to critically review evaluation studies of the health-related effects (i.e., health risk modification and reduction in worker absenteeism) of multi-component worksite health promotion programs. Search method. A comprehensive literature search conducted under the auspices of the Centers for Disease Control and Prevention identified 36 articles that examined health-related outcomes of multi-component programs. The authors identified 11 additional articles through manual searches of recent journal issues and through personal contacts with worksite health promotion researchers. Forty-seven studies describing the results of 35 worksite health promotion programs were reviewed. Important findings. The worksite health promotion programs reviewed for this article varied tremendously in the comprehensiveness, intensity, and duration of the intervention activities. All of the programs provided health education to employees. In a majority of the programs, opportunities to learn and practice new skills were also offered. A smaller number of programs incorporated modifications in organizational policy or the physical work environment. Results from well-conducted randomized trials suggest that providing opportunities for individual risk reduction counseling for high risk employees within the context of comprehensive programming may be the critical component of an effective worksite health promotion program. Just offering low intensity, short duration programs aimed at increasing awareness of health issues for the entire employee population may not be sufficient to achieve desired outcomes. Major conclusions. The results of the studies reviewed provide both cautious optimism about the effectiveness of these worksite programs and some general guidance as to the critical components and characteristics of successful programs. Overall, the evidence suggests that a rating of indicative/acceptable may best characterize this literature.

Social Return on Investment: Health Promotion Programs

2014 ◽  
Author(s):  
Worawan Chandoevwit ◽  
Kannika Thampanishvong ◽  
Rattanakarun Rojjananukulpong
Keyword(s):  
Health Promotion ◽  
Return On Investment ◽  
Social Return On Investment ◽  
Health Promotion Programs

The Adoption of Health Promotion Programs by State Agencies

1987 ◽  
Vol 16 (3) ◽  
pp. 235-242 ◽  
Author(s):  
Nell H. Gottlieb ◽  
Linda E. Lloyd ◽  
Jean N. Bounds
Keyword(s):  
Health Promotion ◽  
Diffusion Theory ◽  
General Interest ◽  
State Agencies ◽  
Health Promotion Programs ◽  
Potential Benefits ◽  
Education Act ◽  
One Year ◽  
Time And Energy ◽  
Personnel Directors

Personnel directors of Texas state agencies were surveyed one month prior to and one year following the passage of the 1983 Texas State Employee Health Fitness and Education Act. This legislation allowed the agencies to use available funds and facilities for health promotion programs. Most of the personnel directors were aware of the Act and of the potential benefits of health promotion programs. There was general interest in learning more about health promotion, available community resources, and about the time and energy commitments in developing a program. Most believed they would implement programs in the future. In the year following the passage of the Act, 16 percent of the agencies, covering 30,852 employees, had received approval to begin programs. Size was positively related to plan development and approval. The results are discussed using diffusion theory.

Community-based health promotion programs for people with disabilities: Mapping the literature landscape

2009 ◽  
Vol 2 (1) ◽  
pp. e14-e15 ◽  
Author(s):  
Jana J. Peterson ◽  
Charles Drum ◽  
Gloria L. Krahn ◽  
Susan Wingenfeld ◽  
Tom W. Seekins
Keyword(s):  
Health Promotion ◽  
People With Disabilities ◽  
Community Based ◽  
Health Promotion Programs

Identifying Health and Safety Risks for Childcare Workers

AAOHN Journal ◽  
2007 ◽  
Vol 55 (8) ◽  
pp. 321-325 ◽  
Author(s):  
Belinda J. McGrath
Keyword(s):  
Health Promotion ◽  
Occupational Health ◽  
Workplace Health Promotion ◽  
Health And Safety ◽  
Workplace Health ◽  
Safety Issues ◽  
Safety Risks ◽  
Health Promotion Programs ◽  
Childcare Workers ◽  
Health And Safety Risks

Childcare workers are exposed to several health and safety risks in their work environment, the most common being infectious diseases, musculoskeletal injuries, accidents, and occupational stress. Pregnant childcare workers have an additional risk of potential harm to the fetus. Occupational health nurses can work collaboratively with childcare workers to reduce these risks and provide workplace health promotion programs. This article explores the occupational health and safety issues for childcare workers and suggests health promotion strategies that could be implemented by occupational health nurses working in this arena.

The Shape up Challenge: A Community-Based Worksite Exercise Competition

1996 ◽  
Vol 11 (1) ◽  
pp. 23-34 ◽  
Author(s):  
Susan M. Blake ◽  
Carl J. Caspersen ◽  
John Finnegan ◽  
Richard A. Crow ◽  
Maurice B. Mittlemark ◽  
...  
Keyword(s):  
Health Promotion ◽  
Health Program ◽  
Employee Participation ◽  
Behavioral Risk ◽  
Participation Rates ◽  
Community Based ◽  
Exercise Maintenance ◽  
Health Promotion Programs ◽  
Work Units ◽  
Heart Health Program

Purpose. To assess organizational and employee participation during three community-wide worksite exercise competitions in two communities. Design. A one-group, posttest-only design was used. Lack of controls, exercise baseline, and the short-term nature of the interventions were limitations. Setting. The Minnesota Heart Health Program conducted annual exercise campaigns between 1982 and 1989 within three intervention communities to reduce behavioral risk for cardiovascular disease. The Shape Up Challenge was a worksite exercise competition designed, in conjunction with other campaign activities, to increase levels of physical activity. Subjects. A total of 119 participating companies in two Minnesota communities, and 17,626 employees within these worksites, composed the subjects in this study. Intervention. Eligible worksites were invited to participate in a month-long competition during which employees recorded minutes spent daily in aerobic activities. Incentives were established to promote intragroup cooperation and intergroup competition. Companies competed for awards that were based on average minutes of exercise per employee versus per participant. Measures. Numbers of companies recruited and participating, campaign activities, minutes of exercise, and costs were recorded on implementation logs. Companies completed surveys describing business type, number and sex of employees, existing health promotion programs, and perceived benefits of participation. Results. Of the 365 companies invited to participate, 33 % participated (range 15 % to 50%). Participating companies were more likely than nonparticipating companies to offer other health promotion programs and perceived greater benefits from participation. Women and smaller companies had significantly greater participation rates than men and larger companies. Average employee participation rates ranged from as high as 84% in smaller organizations to as low as 16% as organization size increased. Conclusions. Community-based worksite exercise competitions appear to be a viable strategy for promoting employee exercise, particularly in smaller companies. Group-based contingencies applied in natural work units may facilitate employee participation. Further research is needed to assess the relative efficacy of this approach, compare alternative incentives, and identify strategies to enhance exercise maintenance after the intervention has ceased.

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