Impact of Workplace Sociocultural Attributes on Participation in Health Assessments

McLellan, Robert K.; MacKenzie, Todd A.; Tilton, Pamela A.; Dietrich, Allen J.; Comi, Richard J.; Feng, Yvonne Y.

doi:10.1097/jom.0b013e3181a4b9e8

Cited by 23 publications

(21 citation statements)

References 29 publications

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“…The average participation rate among employees for worksite wellness programs is less than 50% [25,26]. McLellan et al [26] had an overall participation rate of 23%, ranging widely (10-86%) among different workgroups [26].…”

Section: Introductionmentioning

confidence: 99%

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Barriers to participation in a worksite wellness program

et al. 2010

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The purpose of this research was to determine barriers that prevent participation in an employee wellness program, Wellness Wednesdays: "Eat & Meet" About Healthy Living, conducted at East Carolina University (ECU) in Greenville, North Carolina. All ECU ARAMARK employees (n = 481) over the age of 18 were eligible to participate in the wellness program. Weekly 30 minute classes, taught by a Registered Dietitian, on various nutrition- and health-related topics were conducted for 10-weeks. Five question knowledge quizzes were administered to participants at the end of each class to determine the comprehension of material presented. Qualitative interviews (n = 19) were conducted with employees (participants and non-participants) and the program organizer after the completion of the 10-week program to identify barriers to program participation. A total of 50 (10.4% of the total number of potential participants) ECU ARAMARK employees, managers, and leadership team directors attended Wellness Wednesdays at least once during the 10-week program. Employees, on average, scored 71-100% on the weekly knowledge quizzes administered at the end of each class. The most common barriers to participation reported included (most often to least often reported): insufficient incentives, inconvenient locations, time limitations, not interested in topics presented, undefined reasons, schedule, marketing, health beliefs, and not interested in the program. Results showed that employee wellness programs can be effective in increasing knowledge of employees on nutrition- and health-related topics. However, program planning that addresses identified barriers including insufficient incentives, inconvenient locations, and time limitations may facilitate higher participation in future worksite wellness opportunities.

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Section: Introductionmentioning

confidence: 99%

“…McLellan et al [26] had an overall participation rate of 23%, ranging widely (10-86%) among different workgroups [26]. Robroek et al [25] experienced similar rates with an overall median participation rate of 33%, ranging from 10-64% [25].…”

Section: Introductionmentioning

confidence: 99%

Barriers to participation in a worksite wellness program

et al. 2010

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“…7 Reinforcing healthy behaviors in employees has the potential to curb rising health care costs. The research team believes it is best practice to offer employees multiple minimal or no-cost choices to engage in wellness programs, because greater numbers of employees will participate in these options, as seen in this study.…”

Section: Discussionmentioning

confidence: 99%

Obese Employee Participation Patterns in a Wellness Program

Fink

Smith

Singh

et al. 2016

Population Health Management

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The purpose of this research was to retrospectively examine whether demographic differences exist between those who participated in an employee wellness program and those who did not, and to identify the selection of employees' choice in weight management activities. A nonequivalent, 2-group retrospective design was used. This study involved employees at a large, not-for-profit integrated health system. Of the total organization employee pool (29,194), 19,771 (68%) employees volunteered to be weighed (mean body mass index [BMI]=28.9) as part of an employee wellness program. Weight management activities available included: (1) Self-directed 5% total body weight loss; (2) Healthy Solutions at home; (3) Weight Watchers group meetings; (4) Weight Watchers online; and (5) Employee Assistance Program (EAP)-directed healthy weight coaching. Measures were participation rate and available weight management activity participation rate among obese employees across demographic variables, including sex, age, race, job type, and job location. The analysis included chi-square tests for all categorical variables; odds ratios were calculated to examine factors predictive of participation. Of the total 19,771 employees weighed, 6375 (32%) employees were obese (defined as BMI ≥30); of those, 3094 (49%) participated in available weight management activities. Participation was higher among females, whites, those ages >50 years, and non-nursing staff. In conclusion, participation rate varied significantly based on demographic variables. Self-directed 5% weight loss was the most popular weight management activity selected. (Population Health Management 2016;19:132-135).

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“…These organizational variables are also likely to be related to whether a business agrees to participate in a health promotion / work safety intervention, the thoroughness with which the business implements the intervention, and employee participation rates. 13,28 …”

Section: Discussionmentioning

confidence: 99%

Creating a Representative Sample of Small Manufacturing Businesses for an Integrated Workplace Safety and Smoking Cessation Intervention Study

Egelhoff

Katz

Brosseau

et al. 2015

Journal of Occupational &Amp; Environmental Medicine

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Objectives We aimed to recruit a representative sample of small manufacturing businesses (20-150 employees) for a group-randomized trial of an integrated workplace safety and smoking cessation program. Methods An initial sample was drawn from commercial databases, screened for duplicates or ineligibility and contacted. Participating and non-participating businesses were compared on size, location and type. Employee demographics of participating businesses were compared to a U.S. Census Bureau database of similar businesses. Results From an initial sample of 2716 businesses, 328 were eligible and 47 (9%) agreed to participate. Participating companies tended to be larger. Employees were similar to employees in the Census Bureau dataset. Conclusions Considerable resources were required to identify eligible businesses; commercial databases are the best resource but may not be comprehensive or current. The sample appeared to be representative of small manufacturing businesses in the study region.

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Impact of Workplace Sociocultural Attributes on Participation in Health Assessments

Abstract: Med. 2009;51:797-803)

Cited by 23 publications

References 29 publications

Barriers to participation in a worksite wellness program

Barriers to participation in a worksite wellness program

Obese Employee Participation Patterns in a Wellness Program

Creating a Representative Sample of Small Manufacturing Businesses for an Integrated Workplace Safety and Smoking Cessation Intervention Study

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