Does workplace health promotion contribute to job stress reduction? Three-year findings from Partnering Healthy@Work

Abstract

BackgroundWorkplace health promotion (WHP) has been proposed as a preventive intervention for job stress, possibly operating by promoting positive organizational culture or via programs promoting healthy lifestyles. The aim of this study was to investigate whether job stress changed over time in association with the availability of, and/or participation in a comprehensive WHP program (Healthy@Work).MethodThis observational study was conducted in a diverse public sector organization (~28,000 employees). Using a repeated cross-sectional design with models corroborated using a cohort of repeat responders, self-report survey data were collected via a 40 % employee population random sample in 2010 (N = 3406) and 2013 (N = 3228). Outcomes assessed were effort and reward (self-esteem) components of the effort-reward imbalance (ERI) measure of job stress. Exposures were availability of, and participation in, comprehensive WHP. Linear mixed models and Poisson regression were used, with analyses stratified by sex and weighted for non-response.ResultsHigher WHP availability was positively associated with higher perceived self-esteem among women. Women’s mean reward scores increased over time but were not statistically different (p > 0.05) after 3 years. For men, higher WHP participation was associated with lower perceived effort. Men’s mean ERI increased over time. Results were supported in the cohort group.ConclusionsFor women, comprehensive WHP availability contributed to a sense of organizational support, potentially impacting the esteem component of reward. Men with higher WHP participation also benefitted but gains were modest over time and may have been hindered by other work environment factors.Electronic supplementary materialThe online version of this article (doi:10.1186/s12889-015-2625-1) contains supplementary material, which is available to authorized users.

Active Commuting: Workplace Health Promotion for Improved Employee Well-Being and Organizational Behavior

“…Indeed, these results, which concur with previous research that compares active travel using a conventional bike with car travel (Hendriksen et al, 2010; Martin et al, 2014; Mytton et al, 2016; Petrunoff et al, 2016a,b), suggest that there are multiple co-benefits of an active commute beyond those associated with improved physical health and carbon reduction. Further, these findings concur with previous researchers who have explored the impact of workplace health programs (e.g., Jarman et al, 2015) but additionally, they suggest that encouraging active commuting is a viable way to get employees to be more physically active with associated benefits for employees and their employing organization.…”

“…Workplace health promotion is important in the prevention of non-communicable diseases among employees. For example, workplace health promotion programs have shown to offer benefits by improving employees’ blood pressure levels (Eng et al, 2016), lowering disease prevalence (Boshtam et al, 2010; Jung et al, 2012), reducing stress (Jarman et al, 2015), lowering sickness absence (Loeppke et al, 2008; Goetzel et al, 2009), and improving presenteeism (Cancelliere et al, 2011). They have also been shown to produce happier, healthier, more loyal and productive employees (Fitzgerald and Danner, 2012).…”

Men’s Mental Health Promotion Interventions: A Scoping Review

“…The primary outcome of interest in the current review was the promotion of men’s mental health. Among the 25 studies meeting the inclusion criteria, 22 (92%) reported significant positive changes in men’s mental wellness and three ( Abbott, Klein, Hamilton, & Rosenthal, 2009 ; Jarman, Martin, Venn, Otahal, & Sanderson, 2015 ; Kobayashi, Kaneyoshi, Yokota, & Kawakami, 2008 ) reported no changes. All three of the interventions deemed to be ineffective for men involved workplace-based programs.…”

“…Notable exceptions included a focused brief intervention for the treatment of depressed mood amongst a university student sample including men and women ( Geisner, Neighbors, & Larimer, 2006 ), and behavioral/ psycho-education sessions for men with chronic occupational stress ( Nickel et al, 2007 ). The most common theme across the 25 studies was the inclusion of stress management techniques in some form, with 14 studies focusing at least in part on stress reduction ( Bilderbeck et al, 2013 ; Bormann et al, 2006 ; Bughi, Sumcad, & Bughi, 2006 ; Daubenmier et al, 2007 ; Hirokawa, Taniguchi, Tsuchiya, & Kawakami, 2012 ; Jarman et al, 2015 ; Kim, Lee, Kim, Noh, & Lee, 2016 ; Kobayashi et al, 2008 ; Limm et al, 2011 ; Mattila, Elo, Kuosma, & Kylä-Setälä, 2006 ; Nickel et al, 2007 ; Primack, Addis, Syzdek, & Miller, 2010 ; Umanodan et al, 2009 ; Weltman, Lamon, Freedy, & Chartrand, 2014 ). A basis in cognitive or cognitive-behavioral therapy (CBT) techniques was another common theme, with eight studies using this approach to varying degrees to inform interventions ( Abbott et al, 2009 ; Kim et al, 2016 ; Limm et al, 2011 ; McArdle, McGale, & Gaffney, 2012 ; McGale, McArdle, & Gaffney, 2011 ; Primack et al, 2010 ; Robinson, Robertson, Steen, Raine, & Day, 2015 ; Umanodan et al, 2009 ); however, other researchers also used similar techniques [e.g., deep diagrammatic breathing and self-control relaxation ( Bughi et al, 2006 )] and brief intervention for depressed mood ( Geisner et al, 2006 ), without explicitly describing their intervention as having a CBT basis.…”

Evaluating Independently Licensed Counselors’ Articulation of Professional Identity Using Structural Coding

“…As a result, many individuals have resorted to maladaptive ways of coping with stress, highlighting the need for bringing stress management skills to the workplace (Galla et al, 2015). In addition, the World Health Organization has stated that health promotion in the workplace (promoting aspects of physical and emotional wellness) is beneficial in combating work-related stress (Jarman, Martin, Venn, Otahal, & Sanderson, 2015).…”