It's Time to Start Changing the Game: A 12-Week Workplace Team Sport Intervention Study

Brinkley, Andrew J.; McDermott, Hilary; Grenfell-Essam, Rachel; Munir, Fehmidah

doi:10.1186/s40798-017-0099-7

Cited by 11 publications

(34 citation statements)

References 34 publications

(65 reference statements)

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“…The intervention, named ‘Changing the Game’ (CTG), was a 12-week team sport programme available to employees of a UK based FTSE 100 services organisation. A detailed overview of its design and findings over T 0 -T 1 (12-weeks) are available in Brinkley et al [8] . The intervention study tested the effectiveness of participation in workplace team sport on markers of individual health (e.g., VO 2 Max, wellbeing), PA behaviour, work team outcomes (e.g., cohesion, communication) and workplace outcomes (e.g., productivity, sickness, occupational fatigue).…”

Section: Methodsmentioning

confidence: 99%

“…Relatedness was supported through peer led sessions, the support of colleagues and membership and belonging to a workplace social group. The primary outcome of the intervention was VO 2 Max, and additional measures of individual, social-group and organisational health were taken at T 0 (baseline) and at T 1 (12-weeks) [8] . A brief overview of the programmes outcome measures is presented within the findings under the heading ‘efficacy’, whilst a detailed overview is available in Brinkley et al [8] .…”

Section: Methodsmentioning

confidence: 99%

“…Efficacy is the impact of the study on key outcomes (e.g., health, psychological wellbeing) [7] . In the case of the current study, the efficacy has been previously examined in Brinkley et al [8] . This non-randomised design tested the effectiveness of providing a programme of multiple team sports within a workplace setting.…”

Section: Introductionmentioning

confidence: 99%

“…Therefore, a RE-AIM process evaluation was conducted alongside the intervention study. The purpose of the intervention study reported in Brinkley et al [8] , was to explore the efficacy of workplace team sport over time. In contrast, the purpose of this process-evaluation was to explore the acceptability and feasibility of participation, and the perceived efficacy of the programme.…”

Section: Introductionmentioning

confidence: 99%

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Team Sport in the Workplace? A RE-AIM Process Evaluation of ‘Changing the Game’

2017

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BackgroundThe workplace is a priority setting to promote health. Team sports can be an effective way to promote both physical and social health. This study evaluated the potential enablers and barriers for outcomes of a workplace team sports intervention programme ‘Changing the Game’ (CTG). This study was conducted in a FTSE 100 services organisation. This process evaluation was conducted using the RE-AIM framework.MethodsA mixed methods approach was used. Data were collected from the participants in the intervention group prior to, during and at the end of the intervention using interviews (n = 12), a focus group (n = 5), and questionnaires (n = 17). Organisational documentation was collected, and a research diary was recorded by the lead author. The evidence collected was triangulated to examine the reach, efficacy, adoption, implementation and maintenance of the programme. Data was assessed through template analysis, and questionnaire data were analysed using multiple regression and a series of univariate ANOVAs.ResultsCTG improved VO2 Max, interpersonal communication, and physical activity behaviour (efficacy) over 12-weeks. This may be attributed to the supportive approach adopted within the design and delivery of the programme (implementation). Individual and organisational factors challenged the adoption and maintenance of the intervention. The recruitment and communication strategy limited the number of employees the programme could reach.ConclusionThe process evaluation suggests addressing the culture within workplaces may better support the reach, adoption and maintenance of workplace team sport programmes. Future research should consider investigating and applying these findings across a range of industries and sectors.

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Section: Methodsmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Team Sport in the Workplace? A RE-AIM Process Evaluation of ‘Changing the Game’

2017

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“…Psychosocial outcomes and psychosocial distress Additional quality of life outcomes are assessed via the Satisfaction With Life Scale, which has established reliable and valid test scores [36] and has been used in prior sport research [37]. Given our parent sample, we also measure relationship satisfaction with the Relationship Assessment Scale, which has shown adequate validity and reliability [38,39], and parental stress with the previously validated Parental Stress Scale, which has shown a high level of internal consistency [40].…”

Section: Secondary Outcome Measuresmentioning

confidence: 99%

Promoting sport participation during early parenthood: a randomized controlled trial protocol

Grant

Beauchamp

Blanchard

et al. 2020

Trials

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Background: Adult participation in sport is associated with important positive psychosocial outcomes. Despite the multitude of benefits that have been linked to sport participation, adult participation rates in Canada remain low. Parents with young children represent a demographic that may benefit considerably from sport participation, given the prevalence of inactivity coupled with increased levels of psychosocial distress among this group. This study aims to evaluate the efficacy of two types of sport participation (individual sport and team sport) on key psychosocial outcomes compared with a "personal time" control condition among parents with young children. Methods/design: The three-arm, parallel design, single-blind, randomized controlled trial will compare a team sport condition, an individual sport condition, and a "personal time" control condition over 3 months. Parents are eligible if they have a child under 13 years of age, are not participating in a sport at baseline, and are not meeting Canadian Physical Activity Guidelines. Psychosocial variables (quality of life, relationship satisfaction, social functioning, parental stress, and enjoyment) will be assessed at baseline, 6 weeks, and 3 months. A total of 161 parents have been recruited thus far from the Greater Victoria region in British Columbia, Canada. The study is ongoing with a target goal of 240 participants and an anticipated completion date of December 2021. Discussion: This protocol describes the implementation of a randomized controlled trial that evaluates the effectiveness of sport participation for increasing positive psychosocial outcomes. This information could prove useful for future adult sport participation and potentially inform public health initiatives involving parents and families. Trial registration: ClinicalTrials.gov, NCT02898285. Registered 13 September 2016.

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Which factors can be used to persuade managers to start workplace physical activity programmes and what motivates employees to participate? A Hungarian study on goals, effects and motivations

Szabó,

Kajos

2023

SBM

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PurposePhysical activity (PA) has been widely studied for its individual and societal benefits, but research on how organisations can effectively promote workplace physical activity (WPA) programmes is lacking. This article aims to examine the organisational-level benefits and value drivers of corporate PA programmes whilst also exploring the factors that motivate employees to participate in these programmes.Design/methodology/approachThe authors used the self-determination theory (SDT) and the Hungarian Sport Motivation Scale (H-SMS) – which was modified and validated from the original English SMS scale, which is one of the six most highly cited motivation questionnaires in sports – to assess employees' motivation towards sports. In conjunction, in-depth interviews with company representatives were conducted to create a mind map outlining the impacts and advantages of WPA programmes. The study involved interviews with 13 managers in Hungary and a survey completed by 728 employees.FindingsThe findings of the authors' study indicate that WPA programmes had positive effects on employee engagement, turnover reduction and absenteeism. However, the authors' results also revealed that employee motivation to participate in these programmes was primarily driven by external factors, such as identified and introjected regulators, indicating a low level of intrinsic motivation for sports in the workplace. It is important to classify employees based on their motivation and behaviour to design and promote effective PA programmes in the workplace and to increase participation rates.Originality/valueThe authors' findings indicate the importance of aligning WPA programme promotion with employee motivation. This can encourage organisations to initiate their programmes, address participation challenges and strive for higher engagement rates. Further research on employee motivation can support the development of more effective communication strategies for companies in this context.

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It's Time to Start Changing the Game: A 12-Week Workplace Team Sport Intervention Study

Cited by 11 publications

References 34 publications

Team Sport in the Workplace? A RE-AIM Process Evaluation of ‘Changing the Game’

Team Sport in the Workplace? A RE-AIM Process Evaluation of ‘Changing the Game’

Promoting sport participation during early parenthood: a randomized controlled trial protocol

Which factors can be used to persuade managers to start workplace physical activity programmes and what motivates employees to participate? A Hungarian study on goals, effects and motivations

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