Workplace Wellness Programs in Canada: An Exploration of Key Issues

Morrison, Erin; MacKinnon, Neil J.

doi:10.1016/s0840-4704(10)60126-3

Cited by 19 publications

(8 citation statements)

References 7 publications

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“…As well, the majority of the provinces and territories currently have mental health strategies and/or action plans in place. In addition, employers are paying more attention to workplace wellbeing in order to respond to the rising cost of absenteeism due to mental health problems (Morrison & MacKinnon, 2008). Furthermore, the media and public figures also have played a role in reporting and raising awareness about mental disorders and suicides among young Canadians.…”

Section: Discussionmentioning

confidence: 99%

Comparison of the estimated prevalence of mood and/or anxiety disorders in Canada between self-report and administrative data

O’Donnell

Vanderloo

McRae

et al. 2015

Epidemiol Psychiatr Sci

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The overall narrowing of differences over time reflects a convergence of information regarding the prevalence of mood and/or anxiety disorders trends between self-report and administrative data sources. While the administrative data-based prevalences remained relatively stable, the self-reported prevalences increased over time. These observations may reflect positive societal changes in the perceptions of mental health (declining stigma) and/or increasing mental health literacy. Additional research using non-ecological data is required to further our understanding of the observed findings and trends, including a data linkage exercise permitting a comparison of prevalence estimates and population characteristics from these two data sources both separately and merged.

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Section: Discussionmentioning

confidence: 99%

Comparison of the estimated prevalence of mood and/or anxiety disorders in Canada between self-report and administrative data

O’Donnell

Vanderloo

McRae

et al. 2015

Epidemiol Psychiatr Sci

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“…Second, employers should consider adopting or expanding workplace wellness initiatives aimed at improving physical activity and eating behaviours in their workforce. At present, only a small percentage of Canadian employers incorporate comprehensive workplace wellness initiatives, perhaps because they do not see these initiatives as being good for the bottom line [26]. Although the medical services associated with workplace injury in Canada are covered by our public health care system and not the employer or its insurance provider, employers need to recognize that investments into workplace wellness initiatives could still have a favourable impact on the bottom line by reducing absenteeism and lost productivity.…”

Section: Discussionmentioning

confidence: 99%

Obesity and Its Relationship with Occupational Injury in the Canadian Workforce

2011

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Objectives. To examine associations between obesity and occupational injury. Methods. Participants consisted of a representative sample of 7,678 adult Canadian workers. Participants were placed into normal weight, overweight, and obese categories based on their body mass index. Different injury types, location, and external causes were measured. Logistic regression was used to estimate relationships. Results. By comparison to normal weight workers, obese workers were more likely to report any occupational injuries (odds ratio (OR) 1.40, 95% confidence interval (CI): 0.98–1.99) and serious occupational injuries (1.49, 0.99–2.26). These relationships were more pronounced for sprains and strains (1.80, 1.04–3.11), injuries to the lower limbs (2.14, 1.12–4.11) or torso (2.36, 1.13–4.93), and injuries due to falls (2.10, 0.86–5.10) or overexertion (2.08, 0.96–4.50). Female workers, workers ≥40 years, and workers employed in sedentary occupations were particularly vulnerable. Increased risks were not identified for overweight workers. Conclusions. Obese workers experienced 40–49% higher risks for occupational injury.

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“…The literature suggests WHP programs follow best practices requiring organization-wide efforts, considerable investment, address employee (e.g., lifestyle) and/or organizational (e.g., workload) changes (Goetzel et al , 2007; Hind and Rouse, 2014; Morrison and MacKinnon, 2008), and some require government certification (Letellier et al , 2018). While some WHP studies show positive economic effect (Baicker et al , 2010; Chapman, 2012; Grossmeier et al , 2012), others show no economic justification (Lerner et al , 2013; Martínez-Lemos, 2015).…”

Section: Introductionmentioning

confidence: 99%

Anatomy of an effective workplace health intervention: a comprehensive new model

Hennessey

Rehman

2020

IJWHM

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PurposeThis study proposes a new model, called the Integrated Human Health Model (IHHM), to improve the design and effectiveness of Workplace Health Promotion (WHP) interventions.Design/methodology/approachEighteen participants were purposefully selected from 44 participants in a 2.5-day WHP intervention targeting multiple health behaviours (MHB). The intervention has shown to improve quality of life and health-related behaviours in rigorous studies. Qualitative data collection methods were observations, repeat semi-structured interviews and weekly e-journals collected over three months. Template analysis was used to develop the IHHM describing participants' experiences.FindingsThe IHHM describes the health behaviour change process using eight themes: facilitation, assessment, desired life, barriers, knowledge and skills, insights, action planning, and monitor and support.Practical implicationsWith the paucity of evidence informing WHP intervention effectiveness, this study provides a preliminary model serving practitioners to design more effective interventions and scholars to improve evidence.Originality/valueThis study proposes a practical comprehensive model for practitioners and leaders to more effectively design and evaluate successful MHB WHP interventions compared to existing models.

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Workplace Wellness Programs in Canada: An Exploration of Key Issues

Cited by 19 publications

References 7 publications

Comparison of the estimated prevalence of mood and/or anxiety disorders in Canada between self-report and administrative data

Comparison of the estimated prevalence of mood and/or anxiety disorders in Canada between self-report and administrative data

Obesity and Its Relationship with Occupational Injury in the Canadian Workforce

Anatomy of an effective workplace health intervention: a comprehensive new model

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