Development and Process Evaluation of the Participatory and Action-Oriented Empowerment Model Facilitated by Occupational Health Nurses for Workplace Health Promotion in Small and Medium-Sized Enterprises

Nishikido, Noriko; Matsuda, Kazumi; Fukuda, Eiko; Motoki, Chiharu; Tsutaki, Miho; Kawakami, Yuko; Yuasa, Akiko; Iijima, Miyoko; Tanaka, Mika; Hirata, Mamoru; Hojoh, Minoru; Ikeda, Tomoko; Maeda, Kazutoshi; Miyoshi, Yukari; Arai, Sumiko; Mitsuhashi, Hiroyuki

doi:10.2486/indhealth.45.62

Cited by 8 publications

(6 citation statements)

References 9 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The two concepts of the hypothesis model such as “building relationship with workers” and “gaining better‐than‐expected results” were extracted each as an integrated factor. This was because the facilitators within the roles of promoting workers' involvement focused on encouraging a strategic approach with the continual action‐oriented process taken by workers and managers as well as the consensus building through each participatory workplace environment improvement program. It is assumed that these outcomes including the strategic aspect with the role of a facilitator who acted to involve workers may relate to the initiative based on good relationships with workers.…”

Section: Discussionmentioning

confidence: 99%

“…Workers selected to play the role of the key persons in the participatory approach program are called facilitators, and their main function is to sustain the initiative for planning and implementing the participatory work improvement programs and evaluating the outcomes. There are many studies that addressed the roles of the facilitators in the participatory workplace environment improvement programs . However, very few of them mention the changes which occurred to the facilitators as a result of taking part in the participatory approach.…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Outcomes for facilitators of workplace environment improvement applying a participatory approach

Yoshikawa

Kogi

2019

Journal of Occupational Health

View full text Add to dashboard Cite

Objectives The purpose of this study was to determine changes in awareness, behavior, and relationships among facilitators who were involved in facilitating the conduct of the participatory workplace improvement program and to examine the facilitators' outcomes as a result of their active involvement in the program. The outcome components were also examined in relationship to their associations with various factors. Methods An anonymous self‐administered questionnaire survey was conducted for 83 facilitators. Exploratory factor analysis was applied to determine the facilitators' outcomes. The relationship between those elements which influenced the outcomes was taken into account by means of hierarchal multiple regression analysis. Results The outcomes for facilitators consisted of four sub‐concepts: “knowing practical ways and strategies to ensure full participation,” “building confidence and self‐development,” “improving safety and health‐risk sensitivity,” and “gaining better‐than‐expected results based on developing relationships with workers.” According to the results of hierarchal multiple regression analysis, facilitators' outcomes were significantly associated with the realization of creativity, sense of solution for safety and health issues, and facilitators' involvement. Conclusions It is suggested that the role of a facilitator dynamically changes through a participatory workplace improvement program as a key person in the workplace. Supporting acting facilitators' initiatives in the process of workplace improvement programs, as well as promoting the active involvement of workers and managers were considered useful for effective implementation of workplace improvement programs.

show abstract

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Outcomes for facilitators of workplace environment improvement applying a participatory approach

Yoshikawa

Kogi

2019

Journal of Occupational Health

View full text Add to dashboard Cite

show abstract

“…Another review paper on health promotion in SMEs in the USA also revealed that the main barriers on WHP implementation were the inner setting of the enterprises, including few service providers, low commitment, and low internal capacity to implement the program [ 20 , 23 , 24 ]. However, most of these literatures were from the USA or Europe, and the evidence regarding barriers and facilitators that influence multi-level WHP implementation in Asian SMEs is quite limited [ 25 – 28 ]. Worksite contextual factors, including organizational culture, resources, and structures, and their relationships with WHP implementation may be different across regions and countries.…”

Section: Introductionmentioning

confidence: 99%

Barriers and facilitative factors in the implementation of workplace health promotion activities in small and medium-sized enterprises: a qualitative study

Saito¹,

Odawara²,

Nakajima³

et al. 2022

Implement Sci Commun

View full text Add to dashboard Cite

Background There is an immense difference between large companies and small and medium-sized enterprises (SMEs) in implementation of evidence-based interventions (EBIs). Previous literature reveals various barriers that SMEs face during implementation, such as a lack of time, accessibility, and resources. However, few studies have comprehensively examined those influential factors at multi-levels. This study aims to identify the factors influencing the implementation of non-communicable disease prevention activities (tobacco, alcohol, diet, physical activity, and health check-up) in SMEs using Consolidated Framework for Implementation Research (CFIR). Methods We conducted 15 semi-structured interviews with health managers and/or employers in 15 enterprises with less than 300 employees, and four focus groups among public health nurses/nutritionists of health insurers who support SMEs in four prefectures across Japan. A qualitative content analysis by a deductive directed approach was performed. After coding the interview transcript text into the CFIR framework constructs by two independent researchers, the coding results were compared and revised in each enterprise until an agreement was reached. Results Of the 39 CFIR constructs, 25 were facilitative and 7 were inhibitory for workplace health promotion implementation in SMEs, which were across individual, internal, and external levels. In particular, the leadership engagement of employers in implementing the workplace health promotion activities was identified as a fundamental factor which may influence other facilitators, including “access to knowledge and information,” “relative priority,” “learning climate,” at organizational level, and “self-efficacy” at the health manager level. The main barrier was the beliefs held by the employer/manager that “health management is one’s own responsibility.” Conclusions Multi-level factors influencing the implementation of non-communicable diseases prevention activities in SMEs were identified. In resource-poor settings, strong endorsement and support, and positive feedback from employers would be important for health managers and employees to be highly motivated and promote or participate in health promotion. Future studies are needed to develop context-specific strategies based on identified barriers and facilitative factors, and empirically evaluate them, which would contribute to narrowing the differences in worksite health promotion implementation by company size.

show abstract

“…A previous study suggested that organizational cultural factors were related to the effectiveness of organizations in North America, but not in Asian organizations including Japan 22 . However, the evidence regarding WHP implementation in Asian SMEs is quite limited [23][24][25] .…”

Section: Introductionmentioning

confidence: 99%

Barriers and Facilitative Factors in the Implementation of Workplace Health Promotion Activities in Small and Medium-Sized Enterprises: A Qualitative Study

Saito¹,

Odawara²,

Nakajima³

et al. 2021

Preprint

View full text Add to dashboard Cite

Background: It is reasonable to target small and medium-sized enterprises (SMEs) as a workplace to promote the implementation of evidence-based interventions (EBIs) for reducing health inequalities. Previous literature reveals various barriers that SMEs face during implementation, such as a lack of time, accessibility, and resources. However, few studies have comprehensively examined those influential factors at multi-levels. This study aims to identify the factors influencing the implementation of non-communicable disease prevention activities (tobacco, alcohol, diet, physical activity, and health check-up) in SMEs using Consolidated Framework for Implementation Research (CFIR). Methods: We conducted 15 semi-structured interviews with health managers and/or employers in 15 enterprise, and four focus groups among public health nurses/nutritionists of health insurers who support SMEs in four prefectures across Japan. A qualitative content analysis by a deductive directed approach was performed. After coding the interview transcript text into the CFIR framework constructs by two independent researchers, the coding results were compared and revised in each enterprise until an agreement was reached.Results: Of the 39 CFIR constructs, 25 were facilitative and 7 were inhibitory for workplace health promotion implementation in SMEs, which were across individual, internal, and external levels. In particular, the leadership engagement of employers in implementing the workplace health promotion activities was identified as a fundamental factor which may influence other facilitators, including “access to knowledge and information,” “relative priority,” “learning climate,” at organizational level, and “self-efficacy” at health manager level. The main barrier was the beliefs held by the employer/manager that “health management is one's own responsibility.” Conclusions: Multi-level factors influencing the implementation of non-communicable diseases prevention activities in SMEs were identified. In resource-poor settings, strong endorsement and support, and positive feedback from employers would be important for health managers and employees to be highly motivated and promote or participate in health promotion. Future studies are needed to develop context-specific strategies based on identified barriers and facilitative factors, and empirically evaluate them, which would contribute to narrowing the inequalities in worksite health promotion implementation by company size.

show abstract

Development and Process Evaluation of the Participatory and Action-Oriented Empowerment Model Facilitated by Occupational Health Nurses for Workplace Health Promotion in Small and Medium-Sized Enterprises

Cited by 8 publications

References 9 publications

Outcomes for facilitators of workplace environment improvement applying a participatory approach

Outcomes for facilitators of workplace environment improvement applying a participatory approach

Barriers and facilitative factors in the implementation of workplace health promotion activities in small and medium-sized enterprises: a qualitative study

Barriers and Facilitative Factors in the Implementation of Workplace Health Promotion Activities in Small and Medium-Sized Enterprises: A Qualitative Study

Contact Info

Product

Resources

About