Employee perceived effects of workplace health promotion

Abstract

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.

Workplace Health Promotion and Mental Health: Three-Year Findings from Partnering Healthy@Work

“…While these contributions were important, they did not translate to a change in men’s mental health and only made a partial contribution to the observed reduction in women’s psychological distress over time. Nevertheless, scope remains for comprehensive WHP to prove its worth as a universal intervention for mental health because direct interventions have evidence of success [ 47 ], and because they provide a pathway that raises the profile of mental health, thereby reducing its stigma [ 48 ]. When conducting naturalistic studies on mental health in work environments, a more integrated approach to employee health surveillance may be needed, which encompasses worker health promotion, protection and job-specific interventions.…”

Employee Perceptions of Workplace Health Promotion Programs: Comparison of a Tailored, Semi-Tailored, and Standardized Approach

“…Workplace health promotion programs (WHPPs) have become an increasingly popular means of promoting positive health behaviors in employees that are mutually beneficial to employers and employees [ 1 , 2 , 3 ]. Such programs can improve the overall health of the individual [ 4 , 5 , 6 , 7 ], increase physical activity [ 8 , 9 ], lead to small improvements in healthy weight status [ 6 , 10 ], have positive effects on dietary behaviors [ 3 , 11 ] and improve employee productivity [ 12 , 13 , 14 ]. Whilst there is overall support for the effectiveness of WHPPs, the reported extent to which such programs achieve lasting changes in behavior varies [ 10 , 15 , 16 ].…”

“…Scientific reviews have shown that the design of successful WHPPs is a complex process and programs are most effective when they are: (1) based on scientifically valid constructs [ 17 , 18 , 19 , 20 , 21 , 22 ]; (2) tailored to the meet the needs of individuals [ 6 , 10 , 21 , 23 , 24 , 25 , 26 ]; and (3) perceived as both useful and enjoyable by participants [ 7 , 9 , 27 , 28 , 29 , 30 ]. Despite an abundance of practitioner research focused on validation of scientific constructs (e.g., the application of social cognitive theory [ 17 , 31 ] or behavioral strategies [ 21 , 32 ]), and objective outcomes of WHPP participation (e.g., changes in Body Mass Index (BMI) and nutritional consumption [ 8 , 10 , 11 , 33 ]); few studies have focused on employee perceptions of WHPPs associated with participation and engagement.…”

Does workplace health promotion contribute to job stress reduction? Three-year findings from Partnering Healthy@Work

“…First, investment in the ‘social capital’ of the organisation [ 19 – 21 ] may contribute to workers’ perceptions of support [ 19 ] from their organisation because the employer shows care for their health and well-being [ 22 , 23 ]. The presence of WHP may also serve to reduce the stigma associated with reporting health-related issues or to enhance general health awareness among employees [ 23 ]. These emotional and cognitive effects have been linked to improved job satisfaction [ 18 , 24 ] and mental health [ 25 ].…”