Employee Attitudes Toward Participation in a Work Site-Based Health and Wellness Clinic

Bright, David R.; Terrell, Sara Lynn; Rush, Michael J.; Kroustos, Kelly R.; Stockert, Amy; Swanson, Scott C.; DiPietro, Natalie A.

doi:10.1177/0897190012442719

Cited by 19 publications

(19 citation statements)

References 11 publications

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“…Evidence of employee demand for worksite supports exists (Bright et al, 2012; Kruger, Yore, Bauer, & Kohl, 2007). For example, Kruger et al (2007) found that 43% of participants in a nationally representative sample were interested in nutrition coaching and 89% were interested in exercise programming (Kruger et al, 2007).…”

Section: Introductionmentioning

confidence: 99%

Which Worksite Supports for Healthy Weight Do Employees Use?

Tabak

Hipp

Marx

et al. 2015

Environment and Behavior

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This paper explores factors associated with employee use of available supports for improving nutrition and activity behaviors. A cross-sectional telephone-survey assessed presence and use of available program, facility, and policy supports. Logistic regression was used to explore associations between job characteristics (e.g., supervising others) and use of available supports, adjusting for demographic characteristics. After adjustment, most supports were associated with at least one job-related factor. Participants supervising others were more likely to utilize eight supports including personal services for fitness, indoor exercise and shower facilities, and flextime for physical activity. The programs and facilities associated with the most factors were health fairs (e.g., increased likelihood with increased hours worked/week) and indoor exercise and shower facilities (e.g., increased likelihood with increased flexibility at work), respectively. Policies were associated with fewer factors. Since use of many programs and facilities differed based on job-related factors, employers might target supports based on job-related factors.

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Section: Introductionmentioning

confidence: 99%

Which Worksite Supports for Healthy Weight Do Employees Use?

Tabak

Hipp

Marx

et al. 2015

Environment and Behavior

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“…The majority of respondents in our study indicated interest in one-on-one sessions; however, a similar study assessing WHPP preferences showed a significant interest in group classes. 11 This difference could be due to our WHPP's focus on weight, which can be a source of embarrassment or previous discrimination in the workplace for overweight and obese patients. 12 Therefore, our study indicates WHPPs with this focus may want to emphasize private coaching sessions.…”

Section: Innovations In Pharmacymentioning

confidence: 99%

“…[11][12][13][14] Prior studies report that "lack of perceived need to participate" is a common barrier. However, we observed low ratings for the "I feel that I am already at a healthy weight" and "I do not feel lifestyle changes are a priority at this point" barriers.…”

Section: Innovations In Pharmacymentioning

confidence: 99%

Barriers to Enrollment in a Pharmacist-Led Fitness, Nutrition, and Weight Management Coaching Program

Lengel

Kuhn²,

Wehr

et al. 2017

Iip

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“…In recent years some attention has been directed towards understanding participation from the employee's perspective, with studies conducted on employee attitudes (Bright et al, 2012), barriers to participation (Person et al, 2010), and motives related to participation (Lakerveld et al, 2008;Robroek et al, 2009). Given the widespread use of WorkWell programs and their generally positive effects, it is useful to consider why employee participation is not higher than it is.…”

Section: If You Build It Will They Come? Factors In Employee Particimentioning

confidence: 99%

“…Despite the personal assistance offered by such programs, employee participation rates are typically quite low (Goetzel & Ozminkowski, 2008;L. Linman et al, 2008;McCarthy et al, 2011;McGillivray, 2002;Rongen et al, 2014) and several studies have sought to examine the common barriers to participation (Bright et al, 2012;Lakerveld et al, 2008;Linnan, Sorensen, Colditz, Klar, & Emmons, 2001;Person, Colby, Bulova, & Eubanks, 2010;Robroek, van Lenthe, van Empelen, & Burdorf, 2009). Indeed, the participation issue has become so significant in the United States that the use of incentives is now commonplace, with estimates suggesting that incentive increases of $100 can improve participation rates by 10% (Goetzel & Ozminkowski, 2008).…”

Section: Challenges Associated With "Workwell" Programsmentioning

confidence: 99%

Workplace wellbeing programs: If you build it they may NOT come…because it’s not what they really need!

Spence

2015

Intnl. J. Wellbeing

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Public and private sector interest in employee wellbeing has grown steadily in the past 20 years. Arguably the most visible manifestation of this interest is workplace health promotion and wellbeing (WorkWell) programs, which can be found in various guises within many contemporary organisations. Despite their recent proliferation, research in this area has focused mainly on how participation in these programs impacts upon a narrow range of factors related to finance (e.g. health care costs) and productivity (e.g. absenteeism). Whilst the focus of these programs is invariably positive (insofar as they aim to improve physical, psychological and social functioning), it cannot be assumed that employees will be positively disposed towards them. Indeed, empirical and anecdotal evidence suggests that employee participation is a widespread challenge when implementing WorkWell initiatives. This paper introduces the concept of employee receptivity and reviews an array of factors that may influence participation. After reviewing pilot data from an employee wellbeing research project, three primary conclusions are presented. First, that participation may be low because such programs may not provide employees with what they most need. Second, that employee receptivity may be an important factor in making decisions about the implementation of WorkWell programs. Finally, there may be times when organisations would be far better served by concentrating on basic human relations issues than making sizable investments in formal, structured employee wellbeing programs.

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Employee Attitudes Toward Participation in a Work Site-Based Health and Wellness Clinic

Cited by 19 publications

References 11 publications

Which Worksite Supports for Healthy Weight Do Employees Use?

Which Worksite Supports for Healthy Weight Do Employees Use?

Barriers to Enrollment in a Pharmacist-Led Fitness, Nutrition, and Weight Management Coaching Program

Workplace wellbeing programs: If you build it they may NOT come…because it’s not what they really need!

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