RESUMEN
Companies, seen as social communities, are major health promotion contexts. However, health promotion in the work setting is often less successful than intended. An optimal adjustment to the organisational context is required. Knowledge of which organisation-specific factors are relevant to health promotion is scarce. A Delphi procedure is used to identify these factors. The aim is to contribute to more effective workplace health promotion. The identified factors are described and embedded into a practical methodology (Intervention Mapping). A systematic use of these factors (called 'Organisational Mapping') is likely to contribute to more effective health promotion in the work setting.
Asunto(s)
Técnica Delphi , Empleo , Promoción de la Salud/métodos , Cultura Organizacional , Adulto , Promoción de la Salud/normas , HumanosRESUMEN
BACKGROUND: Vitality at work is an important factor for optimal functioning and sustainable employability. To date, knowledge on how to promote vitality at work is fragmented. OBJECTIVE: Contribute to knowledge on how to promote vitality at work. METHODS: Determinants of vitality at work are identified from three scientific fields, and used in a comprehensive model. Regression analyses on cross-sectional data from a Dutch dairy company (N= 629) are performed to examine the associations between these factors, vitality at work, and employees' perceived effective personal functioning and sustainable employability. RESULTS: Vitality at work is most strongly associated with basic psychological needs of self-determination, but also with healthy lifestyle behavior, having a balanced workstyle, and social capital. Vitality at work is also associated with effective personal functioning and with sustainable employability. CONCLUSIONS: The study confirms the multifactorial nature of vitality at work. Since organizational culture may support self-determination, and cultural aspects themselves are positively associated with vitality, organizational culture seems particular important in promoting vitality at work. Additionally, a healthy lifestyle appears important. The associations between vitality at work and effective personal functioning and sustainable employability endorse the combined health-based, business-related and societal importance of vitality at work.
Asunto(s)
Industria de Procesamiento de Alimentos , Estilo de Vida , Cultura Organizacional , Autonomía Personal , Adolescente , Adulto , Estudios Transversales , Productos Lácteos , Empleo/psicología , Femenino , Conductas Relacionadas con la Salud , Humanos , Masculino , Persona de Mediana Edad , Modelos Teóricos , Motivación , Rendimiento Laboral , Lugar de Trabajo/psicología , Adulto JovenRESUMEN
OBJECTIVE: To examine the effectiveness of an organizational large-scale intervention applied to induce a health-promoting organizational change process. DESIGN AND METHODS: A quasi-experimental, "as-treated" design was used. Regression analyses on data of employees of a Dutch dairy company (n = 324) were used to examine the effects on bonding social capital, openness, and autonomous motivation toward health and on employees' lifestyle, health, vitality, and sustainable employability. Also, the sensitivity of the intervention components was examined. RESULTS: Intervention effects were found for bonding social capital, openness toward health, smoking, healthy eating, and sustainable employability. The effects were primarily attributable to the intervention's dialogue component. CONCLUSIONS: The change process initiated by the large-scale intervention contributed to a social climate in the workplace that promoted health and ownership toward health. The study confirms the relevance of collective change processes for health promotion.
Asunto(s)
Actitud Frente a la Salud , Industria de Alimentos , Conductas Relacionadas con la Salud , Promoción de la Salud/métodos , Salud Laboral , Adulto , Dieta , Femenino , Estado de Salud , Humanos , Estilo de Vida , Masculino , Persona de Mediana Edad , Motivación , Países Bajos , Fumar , Lugar de TrabajoRESUMEN
OBJECTIVE: Investigate employees' underlying motivational regulatory styles toward healthy living and their associations with lifestyle, work style, health, vitality, and productivity. METHODS: Regression analyses on cross-sectional data from Dutch employees (n = 629), obtained as baseline measurement before a workplace health promotion project. RESULTS: Controlled regulation was not associated with smoking and alcohol use, and negatively associated with physical activity, healthy dietary habits, relaxation, and a balanced work style. Autonomous regulation was positively associated with physical activity, healthy dietary habits, and relaxation, and negatively associated with smoking and alcohol use. Healthy lifestyle and work style were associated with perceived health and vitality, which in turn were associated with employees' productivity (absenteeism and presenteeism). CONCLUSIONS: Internalization of the value of health is important to promote a healthy lifestyle and work style among employees, and has meaningful business implications.
Asunto(s)
Motivación , Salud Laboral , Aptitud Física , Conducta de Reducción del Riesgo , Adulto , Estudios Transversales , Eficiencia , Femenino , Promoción de la Salud , Humanos , Masculino , Persona de Mediana Edad , Análisis de Regresión , Encuestas y CuestionariosRESUMEN
OBJECTIVE: To examine the associations between organizational (bonding, bridging, and linking) social capital, employees' health, and employees' performance. METHODS: Linear regression on cross-sectional data among 718 employees in two Dutch companies. RESULTS: Organizational social capital was significantly associated with perceived health (ß = 0.20; P < 0.001) and with emotional exhaustion (ß = -0.34; P < 0.001). Both the health indicators, in turn, were associated with absenteeism, presenteeism, and effective personal functioning in the presumed direction, that is, better health was associated with better functioning. Especially, bonding social capital was significantly associated with health (ß = 0.14; P < 0.01) and with emotional exhaustion (ß = -0.26; P < 0.001). Linking social capital was associated with emotional exhaustion as well (ß = -0.09; P < 0.05). CONCLUSIONS: Organizational social capital was found to be a resource for employees' health, with meaningful business implications.