The Role of Leadership Support for Health Promotion in Employee Wellness Program Participation, Perceived Job Stress, and Health Behaviors

Hoert, Jennifer Woloszyk; Herd, Ann M.; Hambrick, Marion E.

doi:10.1177/0890117116677798

Cited by 51 publications

(55 citation statements)

References 32 publications

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“…To address individual-level factors, managers in this study adopted various strategies such as flexible "wellness hour, " targeted information dissemination, site visitations, individual coaching and creating opportunities for employees to ask questions during staff meetings. These are laudable strategies as research has shown that employees' engagement in WHP improves when they perceive strong organizational support and involvement (35).…”

Section: Discussionmentioning

confidence: 99%

Managers' Perceptions of Factors Affecting Employees' Uptake of Workplace Health Promotion (WHP) Offers

Sigblad¹,

Savela

Okenwa-Emegwa

2020

Front. Public Health

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Managers are often charged with the responsibility of overseeing Workplace health promotion (WHP) for which significant amounts of resources are laid aside yearly. While there is increasing interest by employers to include WHP policies, studies show that WHP implementation and uptake by employees still need to be improved upon. Given that managers are part of organizational decision-making and implementation of new policies, they serve as the bridge between workers and management. The aim of this study is to investigate managers' perceptions of employees' WHP uptake as well as challenges encountered by managers in the execution of their WHP-related tasks. Method: This study is based on a qualitative method using semi-structured interviews. Participants in the study were managers at medium and large-scale private companies in Northcentral Sweden. To ensure that participating companies are comparable in terms of structure and policy, only companies within the private sector were eligible to participate. Furthermore, only one manager per company was interviewed. A total of nineteen managers participated and the data generated were analyzed using content analysis. Results: A total of three themes and nine subthemes emerged. The first theme deals with factors at the individual level, subthemes include awareness of WHP, work-life balance, and attitudes. The second theme comprises of factors related to the WHP offer, subthemes were design of the WHP, supportive collaborators and financing of WHP. The third theme deals with organizational factors, subthemes were the nature of the organization's operations, management as role models and resources and support for managers. Results show that most of the challenges encountered by managers in executing WHP were mostly at the organizational level. Conclusion: Addressing modifiable factors at the individual and organizational levels and those related to the WHP may improve WHP uptake among employees.

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Section: Discussionmentioning

confidence: 99%

Managers' Perceptions of Factors Affecting Employees' Uptake of Workplace Health Promotion (WHP) Offers

Sigblad¹,

Savela

Okenwa-Emegwa

2020

Front. Public Health

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“…are highly demanding while simultaneously allowing little control. Many areas of work correspond to this model, whereby individuals have high workloads but relatively little autonomy in completing their assigned tasks [21][22][23]. Therefore, high job demands and low job control play a role in perceived psychological distress and, as a consequence, the workers who experience a combination of these 2 domains are considered more exposed to occupational stress [24][25][26][27].…”

Section: Materials and Methods Participantsmentioning

confidence: 99%

Work-related stress in the Italian banking population and its association with recovery experience

Giorgi¹,

Arcangeli²,

Ariza-Montes³

et al. 2019

Int J Occup Med Environ Health

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Objectives: Over the past decade, there has been a markedly growing interest in issues involving work-related stress in Europe. In Italy, according to Eurofound, research has demonstrated high levels of stress in the banking sector. With this in mind, a study was conducted to evaluate the peculiarities of hindrance and challenge stressors, and their links with recovery in the Italian banking population. Material and Methods: The health and safety managers of a major Italian banking group were contacted and invited to participate in a stress assessment procedure, not only for research purposes but also to help them fulfill their obligations with regard to work-related stress. In total, 6588 bank workers took part in the study (57.5% males and 42.5% females) in 2012-2018. Work-related stress was measured with the Stress Questionnaire (SQ) that assesses several psychosocial working variables. Recovery was measured using a scale based on the SQ. The analysis and tabulation of the study results were performed using the Statistical Package for Social Sciences (SPSS). Results: The results have demonstrated that female respondents lack more job control and colleagues' support as compared to male respondents. Employees aged > 50 lack their supervisors' support while employees with the shortest job seniority experience the greatest role ambiguity, as well as the lack of job control and colleagues' support. The results of hierarchical regression analysis have demonstrated that the lack of colleagues and supervisors' support, as well as job demands and job control, contribute to explaining the recovery experience. The greatest contribution to the explained variance could be attributed to job demands and the lack of colleagues' support. Conclusions: This study has demonstrated an important contribution of the so-called traditional stressors to predicting recovery for the banking population in Italy. These findings suggest that banks should adopt corporate policies containing activities for the prevention of and protection against stress, with a more general objective of improving the mental health of their workers.

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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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The Role of Leadership Support for Health Promotion in Employee Wellness Program Participation, Perceived Job Stress, and Health Behaviors

Abstract: Results from the study suggest that employees' perceptions of organizational leadership support for health promotion are related to their participation in wellness activities, perceived job stress levels, and health behaviors.

Cited by 51 publications

References 32 publications

Managers' Perceptions of Factors Affecting Employees' Uptake of Workplace Health Promotion (WHP) Offers

Managers' Perceptions of Factors Affecting Employees' Uptake of Workplace Health Promotion (WHP) Offers

Work-related stress in the Italian banking population and its association with recovery experience

Validity and Reliability of the Updated CDC Worksite Health ScoreCard

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