PurposeThe purpose of the present paper is to gain a first insight into the determinants of employee acceptance of, and participation in, workplace health promotion (WHP) in the German speaking part of Europe with a focus on Austria.Design/methodology/approachBeing a neglected field of research so far, a qualitative approach using problem‐centred interviews was chosen. These were conducted with 19 employees in three different organizations, the four people there responsible for WHP as well as with nine health experts. These interviews form the basis for preliminary propositions.FindingsDeterminants of employee acceptance of, and participation in, WHP are shown to concern information plus offer design. As for information, crucial factors are its flow, how it is presented and how it is received by the individual. Criteria regarding offer design are found on the individual and interpersonal level as well as referring to general environmental and organizational conditions.Research limitations/implicationsFurther research on a broad quantitative level is required to test the propositions developed on the basis of the present qualitative study.Practical implicationsWith their implications regarding information and offer design, the findings of the study can serve as a guideline for employee‐centred WHP and are of interest to practitioners as well as academics in the field.Originality/valueGiving first insights into the employees' perspective regarding determinants of acceptance of, and participation in, WHP, this paper offers valuable suggestions for a target‐group oriented design of WHP.

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ArticleSecurely attached, strongly committed? On the influence of attachment orientations on organizational commitment

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Zusammenfassung: bei der wissenschaftlichen betrachtung von betrieblicher gesundheitsförderung (bgF) wird die perspektive der Mitarbeiterinnen meist wenig beleuchtet. aus diesem Grund beruhen Annahmen zu Nutzenpotenzialen von BGF häufig ausschließlich auf expertinnenmeinungen, aber nicht aussagen der Zielgruppe Mitarbeiterinnen. Die vorliegende explorative arbeit untersucht deshalb deren Nutzenerleben bezüglich bgF. Die ergebnisse von problemzentrierten, teilstrukturierten interviews mit 19 Mitarbeiterinnen und 4 Verantwortlichen für bgF in drei Organisationen zeigen, dass für Mitarbeiterinnen fünf potenzielle Nutzenebenen bestehen: (1) präventionserleichterung, (2) allgemeine kognitive und affektive auswirkungen, (3) günstige effekte auf der physischer ebene, (4) auswirkungen im psychischen bereich und (5) soziale effekte. um diese potenziale von bgF besser ausschöpfen zu können, sollten die Ziele und Erwartungen der MitarbeiterInnen bezüglich BGF daher verstärkt Beachtung finden. Schlüsselwörter: betriebliche gesundheitsförderung · Mitarbeiter · effekte · NutzenAbstract: research regarding workplace health promotion (WHp) frequently neglects the employees' perspective. Due to that, assumptions regarding the effects of WHp for employees are typically based on experts' opinions but not statements from the workforce. the present paper therefore exploratively investigates the effects of WHp as perceived by the staff. the results of problem-centred interviews with 19 employees in three organizations, and the four people there responsible for WHp show that potential effects of WHp from the employees' perspective can be grouped in five areas: (1) prevention is facilitated, (2) cognitive and affective changes are possible, (3) physical effects are observed, (4) emotional effects can arise, and (5) WHp can lead gruppendyn Organisationsberat (2009) 40:425-439

PurposeThe employees’ perspective is often disregarded in research regarding workplace health promotion (WHP). Experts’ opinions are prominent, stating employees’ benefits of WHP on the physical, mental, and social level. The purpose of this paper is to investigate which benefits and effects employees expect from WHP.Design/methodology/approachAs a current qualitative study indicates that employees also highlight cognitive aspects and prevention issues, a quantitative verification of this extended model was conducted. A questionnaire consisting of items derived from a qualitative study was developed and distributed in Austria in two government agencies, one bank, and one NGO. The sample consists of 237 employees rating the appreciability of potential WHP effects.FindingsBased on a principal component analysis, employee‐perceived effects of WHP were grouped into four components. Within the first, cognitive one, the most frequently perceived effect (40.1 per cent) was giving WHP a try. Regarding the second, emotional component, feeling appreciated (57.4 per cent) was emphasized. Improved affordability of prevention (57.0 per cent) belongs to the third, convenience/pleasure component. Effects in the fourth, social realm, such as better contact with colleagues, were perceived by only 17.4 per cent.Research limitations/implicationsThe results enlarge the theoretical grouping of WHP effects but require further testing regarding blue‐collar employees, and physical benefits.Practical implicationsStrengthening factors referring to perceived benefits in practical WHP design plus related communication seems advisable to increase participation rates and benefits derived.Originality/valueProviding an enlargement to current models of employee perceived benefits regarding WHP, this paper gives suggestions for a benefit oriented WHP program and communication design and opens up new paths for research.

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