Organizational culture and the adoption of anti-smoking initiatives at small to very small workplaces: An organizational level analysis

Abstract

INTRODUCTION Many workplaces have adopted anti-smoking initiatives to reduce smoking behavior, but small workplaces are less likely to adopt these initiatives. One factor that could influence adoption is organizational culture, defined as the values and assumptions shared by members of an organization. The aim of this study was to examine the types of organizational culture associated with smoking policy strength and adoption of smoking cessation activities at small (20-99 employees) and very small (<20 employees) workplaces. Two study hypotheses were made: An increase in clan culture (characterized by participation in decision-making and human resources development) will be associated with an increase in smoking policy strength (H1) and higher odds of having cessation activities in the workplace (H2). METHODS Between June and October 2017, executives and employees coming from small and very small workplaces participated in separate surveys. Executives answered questions about their workplace's anti-smoking initiatives, while employees completed a 12-item questionnaire about organizational culture. We aggregated employee data to perform linear and logistic regression at the organizational level. RESULTS Organizational culture was not significantly associated with smoking policy strength, therefore H1 was not supported. Counter to H2, an increase in clan culture was associated with lower odds of offering smoking cessation activities (OR=0.06; 95% CI: 0.01-0.58). CONCLUSIONS We did not find support for the hypothesized relationships. External factors and additional cultural characteristics may explain study findings. Continued research on culture and ways to improve tobacco control within smaller workplaces is needed.

Examining ABA Happiness: A Literature Review

“…Furthermore, other ways that management could demonstrate caring for workers could be illustrated through added health initiatives, including smoking cessation, exercise, and weight loss, to name just a few; these notions are important to sustain and uphold worker health and well-being to maintain their productivity and overall satisfaction in tandem with improving social ties, which would align with the social cognition theory. Kava et al (2018) references the validity of introducing seminars and other related tools to aid employees in decreasing or stopping smoking altogether, while spirituality and associated beliefs can be shared with other workers and can function as a unifying force as well (Alas & Mousa, 2016).…”

“…Hence, providing support and resources for potential or actual victims of workplace harassment such as sexual harassment can be keys to emotional happiness on and off the job (Applegate, 2019). Likewise, programs such as smoking cessation can demonstrate a company's concern for its employees and their health while also saving money on healthcare premiums and reducing sick time for workers (Kava et al, 2018). By exemplifying that employees and their best interests remain at the heart of the business' core, businesses can help M. Burnett, B. Eggleston DOI: 10.4236/jss.2023.1110022 366 Open Journal of Social Sciences to further solidify their image as positive workplaces and avoid the pitfalls which could reduce morale and production.…”