Development and evaluation of an educational training package to promote health and wellbeing

Gartshore, Emily; Briggs, Lydia; Blake, Holly

doi:10.12968/bjon.2017.26.21.1182

Cited by 4 publications

(3 citation statements)

References 20 publications

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“…Rigorous development processes and engagement of stakeholders is essential for development of a high-quality intervention. In a collaborative-participatory design [ 44 ], we used an Agile Methodology approach as used in other published evaluations of workplace digital interventions [ 45 , 46 , 47 ], to develop a digital intervention to support people at work with chronic or persistent pain. The study took place at a higher education institution in England.…”

Section: Methodsmentioning

confidence: 99%

The Pain at Work Toolkit for Employees with Chronic or Persistent Pain: A Collaborative-Participatory Study

2021

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Self-management tools for people with chronic or persistent pain tend to focus on symptom reporting, treatment programmes or exercise and do not address barriers to work, facilitators of work ability, or workplace pain self-management strategies. We developed the Pain at Work (PAW) toolkit, an evidence-based digital toolkit to provide advice on how employees can self-manage their pain at work. In a collaborative-participatory design, 4-step Agile methodology (N = 452) was used to co-create the toolkit with healthcare professionals, employers and people with chronic or persistent pain. Step 1: stakeholder consultation event (n = 27) established content and format; Step 2: online survey with employees who have persistent pain (n = 274) showed employees fear disclosing their condition, and commonly report discrimination and lack of line manager support. Step 3: online employer survey (n = 107) showed employers rarely provide self-management materials or education around managing pain at work, occupational health recommendations for reasonable adjustments are not always actioned, and pain-related stigma is common. Step 4: Toolkit development integrated findings and recommendations from Steps 1–3, and iterative expert peer review was conducted (n = 40). The PAW toolkit provides (a) evidence-based guidelines and signposting around work-capacity advice and support; (b) self-management strategies around working with chronic or persistent pain, (c) promotion of healthy lifestyles, and quality of life at work; (d) advice on adjustments to working environments and workplace solutions to facilitate work participation.

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Section: Methodsmentioning

confidence: 99%

The Pain at Work Toolkit for Employees with Chronic or Persistent Pain: A Collaborative-Participatory Study

2021

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“…Nevertheless, there is a clear economic argument for promoting health in healthcare employees [106]. Prior studies have successfully implemented workplace wellness programmes that are accessible to nurses, midwives and other healthcare workers [107,108], including general health checks [109], physical activity interventions [110,111] and digital educational interventions to promote nurses' and midwives' health and wellbeing [112,113]. Again, this highlights the scope for development of peer-to-peer interventions to facilitate healthy lifestyle choices in healthcare professionals; nurses and midwives are both targets and facilitators of health promotion and have previously been advocated as ideal workplace health champions in healthcare organisations [77].…”

Section: Attitudes Towards Health Promotion (Athpp)mentioning

confidence: 99%

“…Again, this highlights the scope for development of peer-to-peer interventions to facilitate healthy lifestyle choices in healthcare professionals; nurses and midwives are both targets and facilitators of health promotion and have previously been advocated as ideal workplace health champions in healthcare organisations [77]. It has been purported that training in workplace health should be mandatory for all frontline staff [112]; this should include reflection on personal lifestyle choices since formal educational programmes tend to be limited to health promotion practice with patients but do not always include a translation of this knowledge to one's own behaviour and lifestyle choices. Health and wellbeing for nurses and midwives should be an integral part of pre-registration education programmes, as well as continuing professional development.…”

Section: Attitudes Towards Health Promotion (Athpp)mentioning

confidence: 99%

Obesity and Diet Predict Attitudes towards Health Promotion in Pre-Registered Nurses and Midwives

Blake

Watkins

Middleton

et al. 2021

IJERPH

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Nurses and midwives are integral to public health promotion; in the UK, they are advised to act as role models by their governing body, but overweight or obesity rates are high. We explored whether obesity and dietary habits are related to attitudes towards healthy role modelling and health promotion practice. A total of 346 pre-registered UK nurses and midwives (92.6% female; 18–53 years) completed an online survey. Items included body composition, dietary habits assessed by the Lifestyle Behaviour Questionnaire (LBQ), attitudes towards being role models for health (RA: role attitudes) and attitudes toward health promotion practice (ATHPP): 33.8% of the sample self-reported as overweight or obese; 67.6% did not consume 5-a-day portions of fruit/veg; 31.5% reported a healthy diet; and 89.6% believed their diet could be healthier. Positive RA was significantly linked to health promotion engagement (HP) (ß = 0.33, p < 0.001). Positive ATHPP was significantly predicted by lower BMI (ß = −0.08, p = 0.078), positive RA (ß = 0.67, p < 0.001), lower HP (ß = −0.25, p < 0.001) and male gender (ß = 0.09, p = 0.02). Greater confidence in patients valuing healthcare professional’s advice was predicted by healthier diet (ß = 0.11, p = 0.03), lower BMI (ß = −0. 16, p < 0.01), more positive RA (ß = 0.14, p < 0.01) as well as HP engagement during training (ß = 0.20, p < 0.01). One’s own motivation to promote health, similarly to ATHPP, was predicted by RA (ß = 0.17, p = 0.001) and previous HP engagement (ß = 0.39, p < 0.001). Findings show that overweight and obesity are prevalent in pre-registered nurses and midwives; the majority did not consume a healthy diet. Individual’s body composition, diet and attitudes towards role modelling are positively associated with their attitudes towards, and confidence in, health promotion practice. Experiences of health promotion practice during training can have either a positive or a negative influence on attitudes. Mentors and educators could actively promote healthy lifestyles for pre-registered nurses and midwives and facilitate more opportunities for health promotion practice during placements, which includes time for reflection.

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The preferences of physiotherapy clinical educators on a learning package for teaching musculoskeletal clinical prediction rules – A qualitative study

Knox

Snodgrass

Southgate

et al. 2019

Musculoskeletal Science and Practice

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Development and evaluation of an educational training package to promote health and wellbeing

Abstract: Background: Supporting the health and wellbeing of healthcare employees is a UK national

Cited by 4 publications

References 20 publications

The Pain at Work Toolkit for Employees with Chronic or Persistent Pain: A Collaborative-Participatory Study

The Pain at Work Toolkit for Employees with Chronic or Persistent Pain: A Collaborative-Participatory Study

Obesity and Diet Predict Attitudes towards Health Promotion in Pre-Registered Nurses and Midwives

The preferences of physiotherapy clinical educators on a learning package for teaching musculoskeletal clinical prediction rules – A qualitative study

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