Process Evaluation Results From the Healthy Directions–Small Business Study

Hunt, Mary Kay; Barbeau, Elizabeth M.; Lederman, Ruth I.; Stoddard, Anne M.; Chetkovich, Carol; Goldman, Roberta E.; Wallace, Lorraine; Sorensen, Glorian

doi:10.1177/1090198105277971

Cited by 34 publications

(37 citation statements)

References 40 publications

(47 reference statements)

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“…Eight studies using employee interviews, focus groups, discussion board posts or surveys reported that participants found it helpful when their employer was clearly supportive of either smoking restrictions or interventions [26,29,31,34]. Employers could also be supportive by simply making participatory interventions available, thus offering their employees an opportunity to access a programme [26,35,38,39].…”

Section: Resultsmentioning

confidence: 99%

A qualitative evidence synthesis of employees’ views of workplace smoking reduction or cessation interventions

et al. 2013

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BackgroundThe need to reduce smoking rates is a recognised public health policy issue in many countries. The workplace offers a potential context for offering smokers’ programmes and interventions to assist smoking cessation or reduction. A qualitative evidence synthesis of employees’ views about such programmes might explain why some interventions appear effective and others not, and can be used to develop evidence-based interventions for this population and setting.MethodsA qualitative evidence synthesis of primary research exploring employees’ views about workplace interventions to encourage smoking cessation, including both voluntary programmes and passive interventions, such as restrictions or bans. The method used was theory-based “best fit” framework synthesis.ResultsFive relevant theories on workplace smoking cessation were identified and used as the basis for an a priori framework. A comprehensive literature search, including interrogation of eight databases, retrieved 747 unique citations for the review. Fifteen primary research studies of qualitative evidence were found to satisfy the inclusion criteria. The synthesis produced an evidence-based conceptual model explaining employees’ experiences of, and preferences regarding, workplace smoking interventions.ConclusionThe synthesis suggests that workplace interventions should employ a range of different elements if they are to prove effective in reducing smoking among employees. This is because an employee who feels ready and able to change their behaviour has different needs and preferences from an employee who is not at that stage. Only a multi-faceted intervention can satisfy the requirements of all employees.

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Section: Resultsmentioning

confidence: 99%

A qualitative evidence synthesis of employees’ views of workplace smoking reduction or cessation interventions

et al. 2013

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“…Compared with the minimal-program group, employees who received the integrated program reported significantly higher levels of physical activity and multivitamin use. Additionally, employee participation was exceptionally high (36).…”

Section: Successful Programs That Integrate Health Promotion and Healmentioning

confidence: 99%

“…As in larger workplaces (68), evidence suggests the most consistent positive effects in tobacco cessation, though other health behaviors were impacted favorably. High participation rates in projects using integrated programs are encouraging; these programs may reach high-risk employees who might view their participation in traditional wellness programs as futile while they are exposed to significant occupational exposures (36,66).…”

Section: Successful Programs Administered Through Labor Unionsmentioning

confidence: 99%

“…We identified one randomized trial that tested an integrated program in smaller manufacturing businesses employing multiethnic workforces (36,64). The study promoted changes in diet, physical activity, and multivitamin intake within the context of a program that also protected against hazardous job exposures (64).…”

Section: Successful Programs That Integrate Health Promotion and Healmentioning

confidence: 99%

“…They have fewer hierarchical layers, which can make policy and program changes easier (48). Their more intimate work culture can help promote participation in workplace health promotion (36,53). Their senior leaders may be more visible and accessible and therefore be strong healthpromotion champions (26).…”

Section: Advantages and Challenges Smaller Workplaces Face In Workplamentioning

confidence: 99%

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Health Promotion in Smaller Workplaces in the United States

Harris

Hannon

Beresford

et al. 2014

Annu. Rev. Public Health

143

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Most American workplaces are smaller, with fewer than 1,000 employees. Many of these employees are low-wage earners and at increased risk for chronic diseases. Owing to the challenges smaller workplaces face to offering health-promotion programs, their employees often lack access to healthpromotion opportunities available at larger workplaces. Many smaller employers do not offer health insurance, which is currently the major funding vehicle for health-promotion services. They also have few health-promotion vendors to serve them and low internal capacity for, and commitment to, delivery of on-site programs. The programs they offer, whether aimed at health promotion alone or integrated with health protection, are rarely comprehensive and are understudied. Research priorities for health promotion in smaller workplaces include developing programs feasible for the smallest workplaces with fewer than 20 employees. Policy priorities include incentives for smaller workplaces to implement comprehensive programs and an ongoing system for monitoring and evaluation.

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