Preliminary Efficacy and Acceptability of an Online Exercise and Nutrition Workplace Wellness Program: A Brief Report

Background Workplace wellness programs (WWP) offer physiological and psychological benefits to employees and financial and productivity benefits to employers. However, the COVID-19 pandemic has prevented in-person sessions and has required WWP’s to transition to online platforms. The purpose of this brief report was to assess the preliminary feasibility, acceptability, and efficacy of a mobile version of the Bruin Health Improvement Program (BHIP mobile) WWP. Methods Participants virtually attended (i.e., via Zoom) twice weekly physical activity sessions and a once weekly nutrition seminar for 10-weeks with the option of a 30-minute one-on-one consultation with a registered dietician. Demographics, anthropometric indices, stress, muscular endurance, and aerobic fitness were assessed at baseline and follow-up. All analyses were conducted in SPSS v. 27. Results Twenty-seven participants (96% female) enrolled and 13 (100% female) completed the 10-week program. There were significant reductions in bodyweight ( p < .01) and body mass index ( p < .02) but not stress ( p > .05), and significant increases in muscular endurance ( p < .01) but not aerobic fitness ( p > .05). Overall, BHIP mobile appears to be acceptable to participants but logistical concerns such as inconsistent internet connection was noted as potential downfalls. Conclusions/Applications to Practice Improvements in health outcome among completers of a mobile WWP were promising. Completer feedback highlighted program strengths as the flexibility and comfort of attending exercise sessions and nutrition classes from home. Future versions of the program will allocate resources to improve completion and expand appeal for men and women.

Thematic Analysis of Nurses’ Experiences With The Joint Commission’s Medication Management Titration Standards

Background For decades, medication titration has been within nurses’ scope and practice. In 2017 The Joint Commission (TJC) revised elements for orders for the titration of continuous intravenous medications. Objectives To explore the practice and perceptions of nurses regarding TJC standards for titration of continuous intravenous medications. Methods Nurses with experience titrating medications completed an investigator-designed, validated cross-sectional survey. Inductive thematic analysis was conducted in order to analyze the open-ended comments from that quantitative survey. Results From among 730 completed surveys, 159 comments were received. Analysis of the comments yielded 3 levels of abstraction. Two overarching themes were harm and professionalism. Additional abstraction for the harm theme revealed categories of erosion of workplace wellness, moral dilemma, and patient safety, which were coded as relating to workplace stress, workload, burnout/turnover, physical risk, inefficiency, demeaning/devalued, falsification of records, problematic orders, burden of documentation, suboptimal care, delay in care, individualized care, and provider availability. Within the professionalism theme, categories of autonomy and nurse proficiency were identified, with 7 associated codes: top of scope, critical thinking, overregulation, teamwork, education, registered nurse knowledge, and novice registered nurse guidance. Conclusions The standards from TJC impose harm by eroding workplace wellness and introducing moral dilemmas and patient safety concerns. Professionalism is threatened through limits on scope and autonomy. Further advocacy is necessary in order to resolve unanticipated consequences related to the titration standards.

“A Bowl of Vegetables With Someone You Love”: Faith, Health and Workplace Well-Being

Worksite health and well-being initiatives will ideally be integrated with employers’ efforts to address diversity, equity and inclusion issues. Social Determinants of Health (SDOH) include race, class, community health, income and other variables that companies can play a role in ameliorating. As much as spirituality is commonly espoused as a component of a holistic approach to health promotion, making space to discuss faith and health remains an uncommon strategy in the workplace wellness movement. Recognizing the value on investment (VOI) in wellness has eclipsed a return on investment as a driver of an employer’s well-being strategy. This editorial argues that making space for learning about faith and health will intersect in vital ways with anti-racism work, diversity programs and similar efforts to eliminate health inequities, address SDOH and bolster the VOI of worksite well-being initiatives. A fictional dialogue between executives is used to review these issues and related literature.