A RE-AIM Evaluation of a Workplace Policy Intervention to Increase Employee Physical Activity: a Pretest-Posttest Quasi-Experimental Design

Saringer, Colleen; Ellis, Rebecca

doi:10.14485/hbpr.4.3.1

Cited by 4 publications

(2 citation statements)

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“…Wellness policies have been identified as effective methods for increasing physical activity and improving nutrition in worksites. 14,17 Thus, future promotion efforts may focus on the impact of policies on worksite wellness. Likewise, research may be needed to understand barriers to wellness policy implementation in worksites.…”

Section: Discussionmentioning

confidence: 99%

A Qualitative Exploration of a Worksite Wellness Mini-Grant Program

Warehime

Coyle

Abel

et al. 2019

Environ�Health�Insights

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Mini-grant programs are an increasingly popular method for outside organizations (eg, non-profits, state agencies) to support wellness initiatives. However, little is known about mini-grant programs in worksites. The present study explored the implementation and outcomes of a worksite wellness mini-grant program. Semi-structured interviews were conducted with 12 wellness champions representing 12 worksites that were involved in a mini-grant program over a 4-year span. Interviews focused on general use, barriers and facilitators, and outcomes of the mini-grant initiatives. Mini-grants were generally used to support a short-term activity, such as purchasing food, which was not allowed per grant funding, or supporting a one-time event—this type of use diverged from recommended use of funds. Participants reported that outcomes from the mini-grant initiates were largely positive, highlighting culture shifts and increased awareness/perception of employer support for wellness. Barriers included culture (eg, employee attitudes, motivation), environment (eg, infrastructure, weather), and worksite characteristics (eg, multiple locations, number of employees), while facilitators included employee interest and involvement, established wellness culture, awareness and accessibility (eg, providing options, education), and support (eg, employer support, support from outside organizations). There was overlap between certain barriers and facilitators, indicating key areas of focus for future research and mini-grant programs.

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Section: Discussionmentioning

confidence: 99%

A Qualitative Exploration of a Worksite Wellness Mini-Grant Program

Warehime

Coyle

Abel

et al. 2019

Environ�Health�Insights

View full text Add to dashboard Cite

show abstract

“…The RE-AIM model is a known and commonly used framework to assess HP interventions [ 39 ]. It has been used to assess WHP initiatives as well, primarily for interventions focusing on a single topic, such as obesity prevention [ 40 ], walking programs [ 41 ], or PA programs [ 42 ]. In this study, the RE-AIM framework was adapted to be used to evaluate multiple-component interventions focusing on a variety of topics as well as to identify variables that lead to success.…”

Section: Discussionmentioning

confidence: 99%

Health ambassadors in the workplace: a health promotion intervention mobilizing middle managers and RE-AIM evaluation of outcomes

et al. 2021

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Background The workplace provides an ideal setting for health promotion, as adults spend most of their day at work. Middle managers hold a strategic position to lead workplace health promotion. This study evaluates the outcomes of an intensive intervention training middle managers to promote health in the workplace. Methods A workshop was designed and conducted to train female middle management employees to construct, implement, and evaluate a health promotion program in their workplace. Semi-structured interviews were carried out post-intervention to assess workplace health promotion outcomes according to the RE-AIM framework, and identify variables contributing to success. Additionally, questionnaires were distributed pre and post-program assessing personal health and self-efficacy changes. Results Eighteen participants from 13 government offices, who serve 19,560 employees, completed the training course. Nine workplaces had workplace health promotion programs in progress 12 months after the course had ended, of which 8 made health promotion changes in organizational policy. Workplace RE-AIM scores showed that 8 workplaces were high or partial performers, and 5 were low or non-performers. Factors that increased the likelihood of successful interventions included management support, steering committee, comprehensive programming, conducting a needs assessment and flexibility in program implementation in the presence of challenges. Post course, participants reported increased health knowledge related to workplace health promotion (p < 0.001), and increased health promotion self-efficacy (p < 0.05). Conclusions Training and continued guidance of middle managers resulted in the design and successful implementation of workplace health promotion interventions. A RE-AIM based assessment was found to be an effective method for evaluating multi-content workplace health promotion programs. Registered at ClinicalTrials.gov, https://www.clinicaltrials.gov, registration number: NCT03295136, registration date: 24/09/2017.

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Betriebliche Gesundheitsförderung (BGF) im Laufe der Zeit

et al. 2023

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Zusammenfassung Hintergrund Zur Qualitätssicherung und Weiterentwicklung von BGF-Maßnahmen (betriebliche Gesundheitsförderung) ist es von Interesse, einen Überblick über wissenschaftlich untersuchte BGF-Maßnahmen in den letzten zwei Jahrzehnten zu erlangen. Zielsetzung Wissenschaftlich evaluierte BGF-Maßnahmen aus den Jahren 2000–2020 werden mithilfe der in der Praxis durch den GKV-Spitzenverband eingesetzten Themenfelder auf die thematischen Entwicklungen, den Nutzen, aber auch die Schwächen für die Übertragbarkeit in die Praxis hin analysiert. Methode Eine systematische Literaturrecherche für den Publikationszeitraum zwischen 2000 und 2020 wurde in zwei elektronischen Datenbanken durchgeführt. Ergebnisse Die Einschlusskriterien erfüllten 41 Artikel. Die meisten der in den Studien durchgeführten und evaluierten BGF-Maßnahmen waren keine Einzelmaßnahmen, sondern stellten Programme dar. In ihnen wurden mehrere Themenfelder gleichzeitig adressiert. Insgesamt zeigten sich die in den Studien untersuchten BGF-Maßnahmen sehr heterogen. Zum Ende des Untersuchungszeitraumes nahm die Anzahl an Publikationen zu. Schlussfolgerung Die im Leitfaden Prävention vorgegebenen BGF-Themenfelder sind bis auf ein Themenfeld ausgewogen vertreten. Die Studien zu den BGF-Maßnahmen sind bezogen auf die Verständlichkeit der angewendeten Didaktik und Methodik oft nur eingeschränkt nachvollziehbar und somit schwer in die organisationale Praxis übertragbar.

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A RE-AIM Evaluation of a Workplace Policy Intervention to Increase Employee Physical Activity: a Pretest-Posttest Quasi-Experimental Design

Cited by 4 publications

References 0 publications

A Qualitative Exploration of a Worksite Wellness Mini-Grant Program

A Qualitative Exploration of a Worksite Wellness Mini-Grant Program

Health ambassadors in the workplace: a health promotion intervention mobilizing middle managers and RE-AIM evaluation of outcomes

Betriebliche Gesundheitsförderung (BGF) im Laufe der Zeit

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