Changes in Behaviors and Outcomes Among School-Based Employees in a Wellness Program

LeCheminant, James D.; Merrill, Ray M.; Masterson, Travis D.

doi:10.1177/1524839917716931

Cited by 20 publications

(28 citation statements)

References 30 publications

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“…1 This presents employers with a unique opportunity to reach a large segment of the population that otherwise may not be exposed to, or engaged in, organized health improvement efforts. Over 30 years of research suggests that comprehensive, well-designed, well-executed, and properly evaluated workplace health promotion (WHP) programs can lead to reductions in healthcare utilization and costs 2,3 ; enhance work performance 4 ; improve employee health and well-being factors 5 such as job stress, 6 sleep, 7 physical activity and nutrition 8 ; impact value-on-investment metrics such as job satisfaction and quality of work 9 ; and, in some cases, may offer positive business results such as bolstering stock market performance 10–12 and a positive return-on-investment (ROI). 13–16…”

mentioning

confidence: 99%

Validity and Reliability of the Updated CDC Worksite Health ScoreCard

Roemer

Kent

Mummert

et al. 2019

Journal of Occupational &Amp; Environmental Medicine

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The aim of this study was to evaluate the reliability and validity of the updated 2019 CDC Worksite Health ScoreCard (CDC ScoreCard), which includes four new modules. Methods: We pilot tested the updated instrument at 93 worksites, examining question response concurrence between two representatives from each worksite. We conducted cognitive interviews and site visits to evaluate face validity, and refined the instrument for public distribution. Results: The mean question concurrence rate was73.4%. Respondents reported the tool to be useful for assessing current workplace programs and planning future initiatives. On average, 43% of possible interventions included in the CDC ScoreCard were in place at the pilot sites. Conclusion: The updated CDC ScoreCard is a valid and reliable tool for assessing worksite health promotion policies, educational and lifestyle counseling programs, environmental supports, and health benefits.

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mentioning

confidence: 99%

Validity and Reliability of the Updated CDC Worksite Health ScoreCard

Roemer

Kent

Mummert

et al. 2019

Journal of Occupational &Amp; Environmental Medicine

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“…A valuable benefit of the health campaigns presented in this paper is that they provide opportunities for employees to improve their health, which can improve worker productivity and combat more serious and costly health problems in the future. Previous studies have shown that the selected campaigns presented in this study improve health and lower healthcare expenditures ( Merrill and LeCheminant, 2016 ; LeCheminant et al, 2017 ; LeCheminant et al, 2015 ; Merrill and Sloan, 2014 ). Completion of one or more health campaign was associated with a lower mean number of pharmacy claims.…”

Section: Discussionmentioning

confidence: 90%

“…The results of the study showed that cost of medical claims was lower, but frequency of claims was higher among participants. Other research has shown that the program has improved health behaviors and health risks ( LeCheminant et al, 2017 ; LeCheminant et al, 2015 ; Merrill and Sloan, 2014 ).…”

Section: Introductionmentioning

confidence: 99%

Pharmaceutical use according to participation in worksite wellness screening and health campaigns

Merrill

Telford

2018

Preventive Medicine Reports

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This study evaluated whether participation in worksite wellness screening and health campaigns influences the number and cost (USD) of pharmacy medication claims. Analyses are based on 2531 workers employed all four academic years in a large school district in the western United States, 2010–11 through 2013–14. Mean and ratio comparisons were adjusted by age, sex, year, and baseline health. Approximately 84.2% of employees participated in wellness screening and 60.1% completed one or more health campaigns. Those completing wellness screening were 1.09 (95% CI 1.06–1.13) times more likely to file a claim. Mean total cost remained near $934 (SD = $3695) over the academic years, positively associated with years of wellness screening, suggesting increased awareness of the need for medication through screening. Women were 1.02 (95% CI 1.00–1.05) times more likely than men to participate in wellness screening and had greater total pharmacy cost ($990.6 [SD = $4023.7] vs. $777.9 [SD = $2580.5], p = 0.0104). Women were 1.38 (95% CI 1.32–1.44) times more likely to complete a health campaign. Mean number of pharmacy claims was lower (9.8 vs. 10.6, p = 0.0069) in those completing at least one health campaign, suggesting greater health orientation in women. Those completing at least one health campaign were 0.96 (95% CI 0.92–0.99) times as likely to have a total cost of medication above the median, 0.94 (95% CI 0.88–1.01) as likely to have a total cost of medication above the 75th percentile, and 0.84 (0.75–0.96) times as likely to have a total cost above the 90th percentile.

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“…This finding differs from some existing literature. Although some WW interventions aim to increase awareness of health and wellness to initiate behavior change (LeCheminant et al, 2017), few studies measure or report on change in awareness levels. A 5-year WW intervention outside of ECE settings that aimed to improve the health and well-being of employees found no significant improvement in knowledge/awareness around physical activity and diet (Blake, Zhou, & Batt, 2013).…”

Section: Discussionmentioning

confidence: 99%

“…In elementary school settings, the implementation of workplace wellness (WW) programs has been associated with positive outcomes. For example, a comprehensive 2-year WW program in a large public school district significantly improved several health outcomes in staff, including increased days and minutes of physical activity, fruit and vegetable consumption, and restful sleep (LeCheminant, Merrill, & Masterson, 2017). This study suggests that WW programs can be successful in school-based settings, which are likely to translate to preschool centers.…”

Section: Introductionmentioning

confidence: 99%

The Impact of a Workplace Wellness Program on Provider Health in Early Childhood Education Settings

Powers

Farewell

Maiurro

et al. 2019

Workplace Health Saf

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Background: Early childhood education (ECE) working environments often contribute to poor health outcomes. The purpose of this study was to describe healthy eating–related and physical activity–related awareness and adoption of behavior change of ECE providers after participating in a workplace wellness (WW) program and to explore facilitators and barriers to ECE provider participation in WW program. Methods: The WW program offered healthy eating and physical activity challenges to promote ECE provider health and well-being. Approximately 1,000 ECE providers in Colorado from 35 ECE settings were invited to participate. After the intervention, ECE providers completed two surveys: (a) a provider postsurvey and (b) a WW challenge survey. Multivariable logistic regression modeling was used to examine factors associated with percent agreement that participation in the WW program increased awareness and adoption of health behaviors. Findings: A total of 250 (25%) ECE providers participated in WW program from 2015 to 2017. After participation, approximately 84% of respondents agreed they were more aware of the importance of eating fruits and vegetables and of being physically active, while 81% reported eating more fruits and vegetables, and 80% reported being more physically active in the workplace. Logistic regression models found that the length of time teaching in ECE settings was positively and significantly associated (odds ratio [OR] = 1.10, 95% confidence interval [CI] = [1.00, 1.21]) with the odds of providers agreeing that participation in the WW program increased their awareness of health behaviors. Conclusion/Application to Practice: The design and implementation of WW programs that emphasize facilitators, such as intrinsic and extrinsic motivation, as well as reduce barriers, such as time constraints and unachievable goal setting, may increase the awareness and adoptions of healthy eating–related and physical activity–related behaviors among ECE work settings.

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Changes in Behaviors and Outcomes Among School-Based Employees in a Wellness Program

Abstract: School employees may benefit from a comprehensive worksite wellness program, particularly to improve health behaviors. However, mental health and job-related outcome results were mixed over 2 years.

Cited by 20 publications

References 30 publications

Validity and Reliability of the Updated CDC Worksite Health ScoreCard

Validity and Reliability of the Updated CDC Worksite Health ScoreCard

Pharmaceutical use according to participation in worksite wellness screening and health campaigns

The Impact of a Workplace Wellness Program on Provider Health in Early Childhood Education Settings

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