Who uses apps in health promotion? A target group analysis of leaders

Bregenzer, Anita; Wagner-Hartl, Verena; Jiménez, Pablo Rodríguez

doi:10.1177/1460458217738121

Cited by 21 publications

(19 citation statements)

References 43 publications

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“…Health-promoting leaders often use health apps and are positively related to health-related resources. For example, Bregenzer et al (2017) showed that such leaders use healthpromoting apps more often than non-health-promoting leaders, which suggests that health-promoting leaders are more aware of their health condition and more likely to communicate with others on health-related issues. Bregenzer et al (2019) also found that health-promoting leadership is positively related to healthrelated resources, such as task resources.…”

Section: Other Outcome Variablesmentioning

confidence: 99%

Health-Promoting Leadership: Concept, Measurement, and Research Framework

Yao

Wildy

2021

Front. Psychol.

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Employee health is not only positively related to the employee well-being and family happiness, but also impacts organizations, and society as a whole. We searched the health-promoting leadership literature in the following databases: Web of Science, ProQuest, EBSCO, and a Chinese local database. Based on this research, we clarify the concept of health-promoting leadership, propose a definition of health-promoting leadership, and examine measurement scales for this type of leadership. We also suggest a research framework for health-promoting leadership, demonstrating its potential outcomes at both the individual level (e.g., health, well-being, job attitudes) and the organizational level (e.g., health management culture and practices); the mechanisms for its development based on conservation of resources theory, the job demands–resources model, social learning theory, and social exchange theory; and antecedents (e.g., health values, health awareness, organizational health culture, organizational health climate, and organizational health promotion behavior control). Finally, we identify six potential research areas: Research level, performance, the impacts of health-promoting leaders on themselves, moderators, research methods, and intervention effects on health-promoting leadership.

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Section: Other Outcome Variablesmentioning

confidence: 99%

Health-Promoting Leadership: Concept, Measurement, and Research Framework

Yao

Wildy

2021

Front. Psychol.

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“…By crafting a compelling health-related vision, health-promoting leaders clearly emphasize the importance of promoting health in the workplace and this leads to more awareness of health and thus contributes to an increase in employees' health resources (Bregenzer et al , 2019b). More precisely, we aim to investigate how leaders enhance employee health when they engage in health-promoting leadership and therefore motivate and encourage healthy employee behavior.…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

Effects of health-promoting leadership, employee health on employee engagement: employability as moderating variable

Liu

Zhang

Fang

2021

IJWHM

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PurposeEmployee health is a major challenge for enterprises. Fostering a healthy work environment and promoting employee engagement are key to addressing this challenge. Health-promoting leadership and employee health are the driving forces of corporate development; at the same time, employability is the core element of employee relations. Based on self-determination theory, this study aims to explore the effects of health-promoting leadership and employee health on employee engagement in light of employee employability.Design/methodology/approachThe data of this study encompass 723 valid questionnaires from employees of MSME in China. This study focuses on health-promoting leadership and employee health, engagement relationship and the above relationship moderating by employability.FindingsHealth-promoting leadership plays a key role in the workplace, results show that health-promoting leadership has a positive impact on employee health and employee engagement, while employee health did not have a positive effect on employee engagement. Employability negatively moderated the relationship between employee health and employee engagement.Research limitations/implicationsThis study is based on cross-sectional survey data collected at the COVID-19 pandemic. The pandemic rapidly and continuously changed the organizational responses to employee health. Future studies could utilize longitudinal methods or focus on measurement instruments of the culture of health, to create additional insights about health promoting.Originality/valueThis study adds important knowledge regarding health-promoting leadership and employee health in Chinese MSMEs, an area for which limited research exists. The findings provide insights and knowledge about health-promoting leadership how to affect employee health and to improve engagement outcomes. The findings also identify the moderating role of employability.

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“…Smartphones allow continuous, non-intrusive monitoring of participants, reach more people, guarantee their anonymity, and tailor interventions based on individual characteristics and needs [6,7]. Mobile apps that monitor mental health have potential in managing burnout, stress, depression, and anxiety [8][9][10][11]. However, despite some promising results, there is little evidence on smartphone-based interventions [7].…”

Section: Introductionmentioning

confidence: 99%

New Technologies in the Workplace: Can Personal and Organizational Variables Affect the Employees’ Intention to Use a Work-Stress Management App?

Paganin

Simbula

2021

IJERPH

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Organizations are interested in finding new and more effective ways to promote the well-being of their workers, to help their workers manage work-related stress. New technologies (e.g., smartphones) are cheaper, allow more workers to be reached, and guarantee their anonymity. However, not all employees agree on the use of new technological interventions for the promotion of well-being. Consequently, organizations need to investigate technological acceptance before introducing these tools. By considering the technology acceptance model (TAM) framework, we investigate both the influence of workers’ perceived usefulness and ease of use on their intentions to use apps that help them managing work stress. Moreover, we contribute to the extension of this model by considering both personal (i.e., self-efficacy, personal innovativeness) and organizational (i.e., organizational support for innovation) variables. Our research involved 251 participants who completed an online self-report questionnaire. The results confirm the central hypothesis of the TAM and the influence of other variables that could influence acceptance of new technologies, such as apps that help manage work stress, and the intentions to use them. These results could help organizations ensure technological acceptance and usage by their workers, increasing the effectiveness of new technologies and interventions to promote well-being.

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Who uses apps in health promotion? A target group analysis of leaders

Cited by 21 publications

References 43 publications

Health-Promoting Leadership: Concept, Measurement, and Research Framework

Health-Promoting Leadership: Concept, Measurement, and Research Framework

Effects of health-promoting leadership, employee health on employee engagement: employability as moderating variable

New Technologies in the Workplace: Can Personal and Organizational Variables Affect the Employees’ Intention to Use a Work-Stress Management App?

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