Background Work engagement is crucial for quality care at the primary healthcare level. This is especially true during the Covid-19 pandemic, as it has effects on the community from both a health and economic point of view. For example, inadequate work engagement can lead to fewer referrals to the secondary healthcare level. This study aims to examine the work engagement level in a public healthcare organisation at the primary healthcare level to further explore the role of work environment characteristics. The study addresses a research gap in the field of primary healthcare and emphasises the importance of managing the factors promoting work engagement. The future of healthcare will be strongly shaped by population ageing and Covid-19 disruption, which have created unpredictable and unfavourable working situations. Method A descriptive, cross-sectional, correlational design was used including the Utrecht Work Engagement Scale with a non-probabilistic availability sample of 630 employees of the Community Health Centre Ljubljana, Slovenia, in 2018. The role of the work environment was observed by applying the job resources concept adapted to the context of the observed organisation. Results Work engagement in the observed organisation is higher compared to previous research. The research confirmed that job resources play an important role in employees’ work engagement. The high level of work engagement of the home care nursing employees coupled with the significant proportions of unengaged in the management of the organization also caught our attention. This difference highlights the importance of the leadership style, career choices and employment process that exist in an institution. Conclusion The study has important implications for healthcare management at the primary level for unlocking the work engagement by ‘managing’ the factors stimulating work engagement. The hidden potential is especially large in so called ‘soft areas’, such as leadership style, communication and organisational climate, which are also less expensive to manage than other aspects of the work environment.

This paper draws attention to the importance of employee satisfaction in the transportation and logistics service industry. For research purposes, Spector's job satisfaction survey was used, which observes nine facets of job satisfaction, helping us to outline the viable measures that could improve employee satisfaction in the selected company. The research indicates that the employees were satisfied with their supervision, co-workers and the nature of work. Indifference was expressed with respect to payment, rewards, benefits, working conditions and communication. Dissatisfaction was only identified in the field of promotion opportunities. The identified facets that trigger different feelings of satisfaction also serve to explain the possible consequences fort the effectiveness of the selected transportation and logistics service company and the whole industry sector as such.

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Workplace health promotion programmes (WHPPs) are among the most important measures to improve the health and motivation of the ageing workforce. However, they are accompanied with certain challenges, such as low participation rates and higher participation levels of the more health-conscious workers, often failing to engage those who need such interventions the most. Following the PRISMA guidelines, this scoping review examined participation rates reported in articles on WHPPs to identify potential knowledge gaps. The results are worrying: participation rates are not only infrequently reported, but also low. Of the 58 articles, 37 report participation rates, with the majority (20) reporting an average participation rate of less than 50%. Reported participation rates refer either to different target groups, the type of intervention, or to single points in time, which makes it difficult to establish consistent criteria for comparison. We argue that despite the importance of WHPP efficacy, research focus should shift to the determinants of participation, as well as the issue of standardising the reporting of participation rates, alongside the potential problem of reporting bias.

Several pedagogical assets of the blended‐learning courses conducted within the ADRIART.net partnership originate from their novel site‐specific approach and intercultural value. Conducted outside school environments across Austria, Croatia, Italy and Slovenia in 2011–2014, over a dozen of these intensive Master's programme workshops mixed students and mentors from different cultural and professional backgrounds, intersecting the realms of film, new media, photography, performance, architecture and contemporary art. These short‐term academic mobility courses concluded with public exhibitions, screenings or performances, often at eminent cultural venues or in public spaces pertaining to the site‐specific character of each course. This article discusses key issues that proved beneficial for conceiving and implementing this fruitful academic collaboration format. Several curricular and organisational solutions are presented that increased the positive impact on students as well as other stakeholders in this project‐based pedagogical piloting of the Media Arts and Practices international Master's programme. Set against its curriculum‐development framework, the article examines new methodological solutions, joint mentoring models and group dynamics management, as well as some specific logistical issues. Next to developing relevant employment skills and attitudes, such production‐oriented, but process‐aware course designs offer timely academic provisions as a response to a ‘glocalised’ world. More importantly, these course designs can also foster students' engagement with the actual (social, economic, natural, political) environment and the development of life‐long learning habits.

Premature death, chronic disease, and productivity loss can be reduced with the help of programs that promote a healthy lifestyle. Workplace health promotion programs have been shown to be an efficient way of improving employee health. These can also benefit employers by improving retention, reducing worker turnover, and lowering healthcare costs. In Slovenia, a workplace health promotion program called “STAR-VITAL—Joint Measures for the Vitality of Older Workers” targeting small- and medium-sized enterprises has been ongoing since September 2017. We hypothesize that this workplace health promotion program will yield long-term health changes for the included employees and employers. Methods/Design: The manuscript presents a workplace health promotion program design that introduces some novel approaches and solutions to workplace health promotion program implementation. It also introduces a measurement of their effects that address the problem of low participation rates and the effectiveness of workplace health promotion programs, as follows: (1) the multifaceted and individualised approach to implementation, (2) customer relationship management (CRM) -based interaction management with program participants, and (3) impact evaluation based on employee health and labour market data observing both intermediate outcomes and the final outcomes based on national micro administrative data. Discussion: Although the novel approaches introduced with the STAR-VITAL program proved to be effective during the COVID-19 pandemic, they deserve the attention of scholars and practitioners. Further research is called for to further explore the potential of CRM in health promotion contexts, the effectiveness of multifaceted and individualised workplace health promotion program interventions, and micro administrative data-based impact evaluations. Conclusions: The STAR-VITAL program introduces several new approaches addressing the problem of low participation rates and the effectiveness of WHPPs. Further research is called for to discover and explore the potential of those novel approaches.

Issue Dissatisfaction of workers with working conditions often leads to a reluctance to extend the working period. In the STAR-VITAL project, we encourage stakeholders to address the challenges of an aging workforce, prolonging work activity, maintaining health and work ability, based on the concepts of salutogenesis, healthy organization and WHO Healthy Workplaces model. Description of the Problem E-platform is an innovative approach to promote and monitor healthy lifestyles of employees and companies' management in the areas of ergonomics, stress, communication, nutrition, sleep, age management and absenteeism. The E-platform addresses the challenge of low levels of employee participation in health promotion programs offered to employees by companies. The E-platform builds upon the Customer relationship management (CRM) and brings a push approach to actively engage employees with customized campaigns to encourage behaviour change. Results As the project runs in multiple waves, we present the findings of the first group of 31 (out of 110) companies that began with the management, ergonomics, stress and nutrition campaigns. The output indicators show high participation rate of 65% - 20 companies out of 31 are actively participating in the program and high levels of user satisfaction (with a rating 4.5 out of 5). The impact of the intervention will be evaluated with the propensity score matching. The average share of readings of the received contents of all campaigns is 50%. Lessons Regardless of the potential of modern work health promotion solutions, it is very important that project contractors maintain close personal contacts and intensive communication with companies. Where such interaction has been established, there is a noticeable shift in the intensity of health promotion activities and the proportion of employees who voluntarily participate in these activities. Key messages The salutogenic push approach promises a improved impact of workplace health interventions. The E-Platform, besides informing, enables support and empowerment of workers for personal intervention and its higher impact.