Using organisational cultural theory to understand workplace interventions to reduce sedentary time

Such, Elizabeth; Mutrie, Nanette

doi:10.1080/14635240.2016.1196382

Cited by 27 publications

(45 citation statements)

References 30 publications

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“…Seeing agents use a height-adjustable workstation in the standing position was a prominent trigger for agents to work in a standing position. Equally, low participant numbers meant that agents were often situated in teams of mainly desk-based agents, and similar to findings in traditional office workers [73,74] and call agents [75], social pressure to conform to seated work appeared to negatively influence agent's motivation to use the height-adjustable workstation in the standing position. Refining the recruitment strategy to increase agent participation and locate participants more proximally to one another appears important for increasing interpersonal support to use height-adjustable workstations in the standing position [33].…”

Section: Discussionmentioning

confidence: 62%

A multi-component intervention to sit less and move more in a contact centre setting: a feasibility study

et al. 2019

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Background: Call agents spend~90% of their working day seated, which may negatively impact health, productivity, and wellbeing. This study aimed to explore the acceptability and feasibility of a multi-component workplace intervention targeting increased activity and decreased prolonged sitting in the contact centre setting prior to a full-scale effectiveness trial. Methods: An 8-week non-randomised pre-post feasibility study was conducted. Using a mixed methods approach, focus groups and interviews were thematically analysed to explore the acceptability and feasibility of key study phases, and provide context to agents' process evaluation and survey responses. The multicomponent intervention, conducted in a single call centre, included height-adjustable workstations, emails, education and training sessions, and support from team leaders and a workplace champion. Results: Six (of 20) team leaders were recruited, with 17 of 84 call agents (78% female, 39.3 ± 11.9 years) completing baseline assessments and 13 completing follow-up. High workload influenced recruitment. Call agents perceived assessments as acceptable, though strategies are needed to enhance fidelity. Education sessions, height-adjustable workstations and emails were perceived as the most effective components; however, height-adjustable hot-desks were not perceived as feasible in this setting. Conclusions: This study has identified unique, pragmatic considerations for conducting a multi-level, multi-component PA and SB intervention and associated evaluation in highly sedentary call agents in the challenging contact centre setting. The intervention was largely perceived positively, with call agents and team leaders describing numerous perceived positive effects on behavioural, health and work-related outcomes. Findings will be of value to researchers attempting to intervene in contact centres and will be used by the current authors to design a subsequent trial.

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Section: Discussionmentioning

confidence: 62%

A multi-component intervention to sit less and move more in a contact centre setting: a feasibility study

et al. 2019

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“…The results of Studies 1 and 2 (Chapter's 3 & 4) show that workplace SB could be explained by the reflective-impulsive model (Strack & Deutsch, 2004). As reported in Study 1 participants sit for the majority of their working day, this is likely due to the habits that have been formed within the workplace.…”

Section: Study 1;mentioning

confidence: 64%

“…If participants received the prompts simultaneously, in the same office, this may have also encouraged them to take a break or perform an activity. Social factors have been reported to influence behaviour within the workplace, and employees have reported feeling more comfortable to stand or take a break if their colleagues did the same (Hadgraft et al, 2016;Such & Mutrie, 2017). The use of further maintenance strategies, such as self-monitoring, could also encourage reductions in SB, but these have yet to be tested.…”

Section: Individual Interventionsmentioning

confidence: 99%

“…The reflective-impulsive model is a dual-process model used to explain social behaviours and acknowledges the role of both conscious and unconscious processes in decision making. Unlike other dual-process models (Smith & DeCoster, 2000) the reflective-impulsive model sees social behaviour as a twosystem model in which the reflective and impulsive systems are concurrently active and working in parallel (Strack & Deutsch, 2004). The reflective system is slow and requires cognitive capacity to process stimulus in the environment and develop a response.…”

Section: The Reflective-impulsive Model In Explaining Workplace Sedenmentioning

confidence: 99%

“…The impulsive system is constantly engaged and would typically respond if we do not have the cognitive capacity and time to process the stimuli around us. The model also proposes that behaviour does not follow on from a decision and that there are a number of determinants operating in accord or conflict with each other (Strack & Deutsch, 2004).…”

Section: The Reflective-impulsive Model In Explaining Workplace Sedenmentioning

confidence: 99%

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An exploration of the determinants of sedentary behaviour in desk-based employees

Lamb¹

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Sedentary behaviour (SB) is highly prevalent within desk-based employees (Clemes, O'Connell, & Edwardson, 2014) and is associated with a number of negative health consequences, including cardiovascular disease and diabetes (Wilmot et al, 2012). Interventions to reduce SB in the workplace, including active workstations (AWSs), can reduce SB (Neuhaus et al, 2014a), yet initial reductions are not to be sustained beyond 12-months (Koepp et al, 2013). Moreover, equipment-based interventions (e.g. AWS's) are perhaps unaffordable for many areas of commerce and industry. Understanding the determinants of SB in the workplace could help in the design of pragmatic, scalable interventions to maintain reductions in SB. A thorough exploration of the determinants of SB in desk-based workers was undertaken using an online questionnaire (Study 1, n=1,101), and semistructured interviews (Study 2, n=14). Organisational norms, control to sit, intentions to sit, social influences, and awareness of SB were identified as determinants of SB, underlining the complexity of SB in the workplace. Sitting was also reported to be a habitual behaviour and interestingly participants with AWSs only sat for 36 minutes less/working day than those with fixed sittingheight desks. This observation is low compared to data from previous research (78 minutes; Neuhaus et al, 2014a).

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The Effectiveness of Sedentary Behaviour Reduction Workplace Interventions on Cardiometabolic Risk Markers: A Systematic Review

et al. 2019

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Using organisational cultural theory to understand workplace interventions to reduce sedentary time

Abstract: Sedentary behaviour has been shown to have a negative impact on health. As such, prolonged sitting in the workplace is being increasingly seen as a public

Cited by 27 publications

References 30 publications

A multi-component intervention to sit less and move more in a contact centre setting: a feasibility study

A multi-component intervention to sit less and move more in a contact centre setting: a feasibility study

An exploration of the determinants of sedentary behaviour in desk-based employees

The Effectiveness of Sedentary Behaviour Reduction Workplace Interventions on Cardiometabolic Risk Markers: A Systematic Review

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