The Relationship Between Perceived Social Capital and the Health Promotion Willingness of Companies

Jung, Julia; Nitzsche, Anika; Ernstmann, Nicole; Driller, Elke; Wasem, Jürgen; Stieler-Lorenz, Brigitte; Pfaff, Holger

doi:10.1097/jom.0b013e31820d103f

Cited by 9 publications

(3 citation statements)

References 42 publications

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“…Accordingly, this study provides only a rough approximation of WHP practice and its comprehensiveness. The same is true for predictors of WHP, as several organisational features which might be relevant in this regard – such as management approaches [ 36 , 37 ] or social capital [ 38 ] – were not within the scope of this study. To gain deeper insight into WHP activity, a more detailed empirical assessment of its structures and determinants, preferably through representative surveys clearly focussing on the particular subject of WHP, is strongly required in future research.…”

Section: Discussionmentioning

confidence: 99%

Patterns and predictors of workplace health promotion: cross-sectional findings from a company survey in Germany

et al. 2015

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BackgroundAlthough the popularity of workplace health promotion (WHP) has considerably increased over the years, there are still concerns about the way this concept is being implemented by the companies. There is, however, a seeming lack of empirical knowledge about variations in WHP practice. Therefore, the aim of this study was to determine the prevalence of different patterns (and related quality levels) of WHP activity and the effect of organisational predictors on the chances of these WHP activity levels being implemented.MethodsData from an establishment survey (N = 6,500) were used to calculate the prevalences of four configurations of WHP among German companies. Furthermore, multinominal logistic regressions were performed to determine odds ratios for these WHP activity levels according to several organisational characteristics.Results9% of companies exhibited the most comprehensive type of WHP including analysis, individual-directed prevention measures and participatory groups concerned with working conditions improvement (level A), 18% featured a combination of analysis and individual-directed prevention (level B), 29% had reported measures from only one of these categories (level C), and 44% showed no WHP activity at all (level D). In the multivariate analysis company size turned out to be the strongest predictor of WHP at all levels. WHP was also predicted by a good economic situation of the company, the availability of safety specialist assistance, the availability of specialist assistance in occupational health and the presence of an employee representative body. These effects usually became stronger when moving up in the hierarchy of WHP levels. For the two sector-level variables (private vs. public, production vs. services) no statistically significant associations with WHP were found.ConclusionsWHP still shows great potential for improvement both in quantitative and qualitative terms. Especially required are additional efforts in developing and implementing WHP practice models and dissemination strategies which are tailored to the particular conditions and needs of small companies. However, findings suggest that the chances for achieving progress in WHP also depend on developments in adjacent policy areas such as labour relations or occupational safety and health.

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Section: Discussionmentioning

confidence: 99%

Patterns and predictors of workplace health promotion: cross-sectional findings from a company survey in Germany

et al. 2015

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“…In this study, we found that small businesses with fewer than 500 employees were willing and able to adopt a worksite wellness program. Despite the many potential barriers to adoption of health promotion programs that have been reported in the literature for small businesses, 18 , 23 – 25 even the smallest companies and their employees—across many industrial sectors—demonstrated the ability and willingness to participate, when provided with guidance and access to resources. A key factor in the success of this program may be that the HRM is offered at no direct cost to employers.…”

Section: Discussionmentioning

confidence: 99%

Implementation of a Worksite Wellness Program Targeting Small Businesses

Newman¹,

Stinson²,

Metcalf³

et al. 2015

Journal of Occupational &Amp; Environmental Medicine

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Objective:To assess small business adoption and need for a worksite wellness program in a longitudinal study of health risks, productivity, workers' compensation rates, and claims costs.Methods:Health risk assessment data from 6507 employees in 260 companies were examined. Employer and employee data are reported as frequencies, with means and standard deviations reported when applicable.Results:Of the 260 companies enrolled in the health risk management program, 71% continued more than 1 year, with 97% reporting that worker wellness improves worker safety. Of 6507 participating employees, 34.3% were overweight and 25.6% obese. Approximately one in five participants reported depression. Potentially modifiable conditions affecting 15% or more of enrollees include chronic fatigue, sleeping problems, headaches, arthritis, hypercholesterolemia, and hypertension.Conclusions:Small businesses are a suitable target for the introduction of health promotion programs.

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“…Trust and mutual aid in the workplace have been measured in the United States [11]. A 6-item scale was developed in Germany to examine personal aspects of social capital, such as shared values, support, aggregation, and recognition of trust within an organization [12, 13]. In Finland, Kouvonen et al developed an 8-item scale to measure a multifaceted concept that included reciprocity, mutual aid, and cooperative interpersonal relationships beyond differences in workplace position [14].…”

Section: Introductionmentioning

confidence: 99%

Psychometric assessment of a scale to measure bonding workplace social capital

et al. 2017

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ObjectivesWorkplace social capital (WSC) has attracted increasing attention as an organizational and psychosocial factor related to worker health. This study aimed to assess the psychometric properties of a newly developed WSC scale for use in work environments, where bonding social capital is important.MethodsWe assessed the psychometric properties of a newly developed 6-item scale to measure bonding WSC using two data sources. Participants were 1,650 randomly selected workers who completed an online survey. Exploratory factor analyses were conducted. We examined the item–item and item–total correlations, internal consistency, and associations between scale scores and a previous 8-item measure of WSC. We evaluated test–retest reliability by repeating the survey with 900 of the respondents 2 weeks later. The overall scale reliability was quantified by an intraclass coefficient and the standard error of measurement. We evaluated convergent validity by examining the association with several relevant workplace psychosocial factors using a dataset from workers employed by an electrical components company (n = 2,975).ResultsThe scale was unidimensional. The item–item and item–total correlations ranged from 0.52 to 0.78 (p < 0.01) and from 0.79 to 0.89 (p < 0.01), respectively. Internal consistency was good (Cronbach’s α coefficient: 0.93). The correlation with the 8-item scale indicated high criterion validity (r = 0.81) and the scale showed high test–retest reliability (r = 0.74, p < 0.01). The intraclass coefficient and standard error of measurement were 0.74 (95% confidence intervals: 0.71–0.77) and 4.04 (95% confidence intervals: 1.86–6.20), respectively. Correlations with relevant workplace psychosocial factors showed convergent validity.ConclusionsThe results confirmed that the newly developed WSC scale has adequate psychometric properties.

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The Relationship Between Perceived Social Capital and the Health Promotion Willingness of Companies

Abstract: Our findings suggest that characteristics of high social capital, such as an established environment of trust as well as a feeling of common values and convictions could help promote HPW.

Cited by 9 publications

References 42 publications

Patterns and predictors of workplace health promotion: cross-sectional findings from a company survey in Germany

Patterns and predictors of workplace health promotion: cross-sectional findings from a company survey in Germany

Implementation of a Worksite Wellness Program Targeting Small Businesses

Psychometric assessment of a scale to measure bonding workplace social capital

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