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Physical Activity Promotion in Business and Industry: Evidence, Context, and Recommendations for a National Plan
Abstract
The contemporary workplace setting is in need of interventions that effectively promote higher levels of occupational and habitual physical activity. It is the purpose of this paper to outline an evidence-based approach to promote physical activity in the business and industry sector in support of a National Physical Activity Plan.
Comprehensive literature searches identified systematic reviews, comprehensive reviews, and consensus documents on the impact of physical activity interventions in the business and industry sector. A framework for action and priority recommendations for practice and research were generated.
Comprehensive, multicomponent work-site programs that include physical activity components generate significant improvements in health, reduce absenteeism and sick leave, and can generate a positive financial return. Specific evidence-based physical activity interventions are presented. Recommendations for practice include implementing comprehensive, multicomponent programs that make physical activity interventions possible, simple, rewarding and relevant in the context of a social-ecological model. The business and industry sector has significant opportunities to improve physical activity among employees, their dependents, and the community at-large and to reap important benefits related to worker health and business performance.
... 26 While systematic reviews indicate what is effective and how much the effect size is-a critical factor in deciding whether programmes to be scaled up might be a good investment-they do not take into account the context of workplaces suggested by the socialecological model. 27,28 Therefore, systematic reviews might not identify the essential PA programme elements that are needed for a broad-scale application of effective PA programmes to specific occupational contexts. ...
... However, identifying reallife workplace practices in PA could contribute to understanding what PA programmes might be most grounded in the 'real world'. Although identifying best practices for occupational PA interventions should be based on the application of principles of programme design, evaluation and multicomponent system approaches, 27 this might be a cost-effective step prior to embarking on more extensive stakeholder engagement for developing practical guidelines to promote PA in SMEs. Importantly, identifying real-life practice allows a better understanding of the contexts where workplace PA programmes take place, which might be a key issue before disseminating future best practices of PA interventions across SMEs. ...
... Then, effective PA practices for SMEs should be identified according to specific principles of programming and recommendations for practice based on an evidence approach. 27 This scoping review study provided an extensive snapshot of the efforts made to promote PA in workplaces. A large number of initiatives were recognized which clearly demonstrates the significant input of promoting employee PA in workplaces through a wide range of initiatives. ...
Background
There is a need to scale-up effective physical activity (PA) programmes for small- and medium-sized enterprises (SMEs), where the uptake of PA interventions is low. Identifying real-life workplace practices in PA could contribute to a better understanding of what PA programmes might be most grounded in the ‘real world’. However, there is a scarcity of evidence showing what gets done. This study aimed to identify, describe and comprehensively summarize the real-life implementations of workplace PA initiatives, particularly in Europe, as a prior step to disseminating future feasible PA practices for SMEs.
Methods
A scoping review of grey literature included a systematic search in the Google advanced search platform that permuted a combination of key concepts (PA, workplace, interventions/programmes), internet domains, and search operators in six different languages (Catalan, Finnish, French, Dutch, English and Spanish) between 2015 and November 2020. The analysis process was iterative, and multiple methods were used to sort, group and categorize the initiatives.
Results
There were a total of 713 real-life workplace PA initiatives from different-sized organizations identified. These were categorized into five themes: active work and living, exercise and fitness programs, management and leadership, communication and dissemination, and facilities. Finally, feature trees showing a menu for real-life workplace PA practices were implemented.
Conclusions
Identifying real-life practice providing a state-of-the-art snapshot of current PA practices in workplaces, which is a starting point to better understand feasible practices in the context of small- and medium-sized workplaces.
... The sedentary nature of office work has increased sitting time to the degree that prolonged sitting time has emerged as a significant health concern for office workers. 28,29 The workplace represents an important setting for the promotion of PA and reduction of SB. 10,29,30 It is the purpose of this article to highlight approaches to increase movement, PA, CRF, and reduce SB in the context of the workplace setting. ...
... The goal to reduce prolonged sitting time may be accomplished through, for example, the use of sitstand desks, by integrating activity breaks throughout the day, or a combination of the two-forcing everyone into the same choice may not work well and is unlikely to yield high participation. 29,30 In 2009, a set of criteria were proposed to promote PA as a strategic corporate priority. 30,31 These criteria were directly linked to a set of essential elements for comprehensive worksite health promotion programs and health policy initiatives and presented in the context of a socioecological model. ...
... 29,30 In 2009, a set of criteria were proposed to promote PA as a strategic corporate priority. 30,31 These criteria were directly linked to a set of essential elements for comprehensive worksite health promotion programs and health policy initiatives and presented in the context of a socioecological model. The criteria include 31 : 1) Organizing PA interventions within a framework that leverages the inter-relationships of individuals and their work environment; 2)Prioritizing the use of evidence-based and evidence-informed interventions; and 3) Aligning selected PA interventions with best practices for comprehensive, multi-component worksite health programs. ...
This chapter describes the way the PRECEDE-PROCEED model has been applied to the workplace setting.
... Another aspect to be taken in consideration is the fact that at present the work context itself is also conducive to the increase in workers' sedentary lifestyle due to technological advances that try to improve work efficiency, minimise redundancy of tasks, and avoid waste of resources (Pronk, 2009). As a consequence, there is an increase in prolonged periods without any PA, leading these workers to have Musculoskeletal Disorders (MSDs) and even cardiovascular problems (Mackenzie et al., 2015;Mulchandani et al., 2019). ...
... In contrast, unhealthy workers have been described as having negative mental attributes such as being stressed, having a negative attitude, lack of self-respect, and being visibly sad, leading to their being recognised for their low productivity. The effectiveness of health intervention programs that address these variables may mean that employers are increasingly adopting a policy of promoting PA at work as it is seen as an important component of an organisation's business plan to improve not only the health of the worker but also their productivity (Pronk, 2009;Shi et al., 2013;Goetzel et al., 2007). Employers are starting to have some economic interest in helping to maintain better health among their workers (Goetzel et al., 2007;Pescud et al., 2015;Hannon et al., 2012). ...
... Given the above, there is evidence that PA can improve people's perceptions of themselves by increasing their self-esteem and reducing stress (Biddle et al., 2003), aspects that according to the present study have a strong correlation with the levels of performance in the work context. These facts may lead the employers to the adoption of a policy of PA promotion at work, with double benefit for these two stakeholders (Goetzel et al., 2007;Pronk, 2009;Shi et al., 2013). ...
... Another aspect to be taken in consideration is the fact that at present the work context itself is also conducive to the increase in workers' sedentary lifestyle due to technological advances that try to improve work efficiency, minimise redundancy of tasks, and avoid waste of resources (Pronk, 2009). As a consequence, there is an increase in prolonged periods without any PA, leading these workers to have Musculoskeletal Disorders (MSDs) and even cardiovascular problems (Mackenzie et al., 2015;Mulchandani et al., 2019). ...
... In contrast, unhealthy workers have been described as having negative mental attributes such as being stressed, having a negative attitude, lack of self-respect, and being visibly sad, leading to their being recognised for their low productivity. The effectiveness of health intervention programs that address these variables may mean that employers are increasingly adopting a policy of promoting PA at work as it is seen as an important component of an organisation's business plan to improve not only the health of the worker but also their productivity (Pronk, 2009;Shi et al., 2013;Goetzel et al., 2007). Employers are starting to have some economic interest in helping to maintain better health among their workers (Goetzel et al., 2007;Pescud et al., 2015;Hannon et al., 2012). ...
... Given the above, there is evidence that PA can improve people's perceptions of themselves by increasing their self-esteem and reducing stress (Biddle et al., 2003), aspects that according to the present study have a strong correlation with the levels of performance in the work context. These facts may lead the employers to the adoption of a policy of PA promotion at work, with double benefit for these two stakeholders (Goetzel et al., 2007;Pronk, 2009;Shi et al., 2013). ...
... To promote a physically active lifestyle, the workplace seems to be a promising setting [2,[10][11][12]. Previous research has indicated that measures promoting physical activity in the workplace can generate significant improvements in health, reduce absenteeism, psychological well-being and sick leave [13][14][15][16][17]. Furthermore, there are some indications of an increase in the level of physical activity due to workers' participating in such measures [12]. ...
... Previous research has indicated that measures promoting physical activity in the workplace can generate significant improvements in health, reduce absenteeism, psychological well-being and sick leave [13][14][15][16][17]. Furthermore, there are some indications of an increase in the level of physical activity due to workers' participating in such measures [12]. Multicomponent interventions comprising different approaches and strategies to promote physical activity seem to be especially effective [2,13,18]. Within the context of behavioural-related interventions, the utilization of physical activity-related measures in the German population is clearly higher than the utilization of measures for nutrition and relaxation, whereby participation is less for men than for women [19]. Therefore, the literature refers to the importance of gender-sensitive physical activity promotion [20] and also a target group-specific orientation in workplace health promotion (WHP) [21]. ...
... The requests of the participants towards physical activity measures in the workplace showed many parallels with previous research. Because of its effectiveness [2,13,18], in this study value was placed on multicomponent intervention design right from the beginning. Therefore the tripartite, incorporating measures of "exercise programmes", "redesigning work processes" and "creating physical activity-friendly infrastructure at work", analogous to the National Recommendations for Physical Activity and Physical Activity Promotion [2], was assumed. ...
The untapped potential of workplace health promotion (WHP) in smaller companies and the promising approach to promote physical activity in the workplace requires application-oriented approaches. This study describes the participatory, theory-based development of a cross-company network with a multicomponent intervention for promoting physical activity in smaller companies. The BIG-Manual (from the "Movement as an Investment for Health" project, German-BIG) was the theoretical framework for developing the cross-company network. Qualitative and quantitative data sources were used to identify the requests and requirements of stakeholders (employees on site, local exercise providers, company representatives and network partners) regarding measures promoting physical activity and the cross-company network. The methods applied included two workshops (n = 13; n = 15), individual semi-structured interviews (n = 8) and a survey (n = 285). The analysis revealed that a large number of stakeholders must be taken into consideration for physical activity promotion in cross-company networks. Many similarities between the requests of employees and further stakeholders concerning a multicomponent intervention for promoting physical activity could be identified. Present gender-specific and physical activity-related differences show the importance of target group-specific intervention planning in the context of WHP. This study makes an important contribution for the development of future cross-company networks promoting physical activity and yields valuable information for the design of a multicomponent intervention promoting physical activity.
... The sedentary nature of office work has increased sitting time to the degree that prolonged sitting time has emerged as a significant health concern for office workers. 28,29 The workplace represents an important setting for the promotion of PA and reduction of SB. 10,29,30 It is the purpose of this article to highlight approaches to increase movement, PA, CRF, and reduce SB in the context of the workplace setting. ...
... The goal to reduce prolonged sitting time may be accomplished through, for example, the use of sitstand desks, by integrating activity breaks throughout the day, or a combination of the two-forcing everyone into the same choice may not work well and is unlikely to yield high participation. 29,30 In 2009, a set of criteria were proposed to promote PA as a strategic corporate priority. 30,31 These criteria were directly linked to a set of essential elements for comprehensive worksite health promotion programs and health policy initiatives and presented in the context of a socioecological model. ...
... 29,30 In 2009, a set of criteria were proposed to promote PA as a strategic corporate priority. 30,31 These criteria were directly linked to a set of essential elements for comprehensive worksite health promotion programs and health policy initiatives and presented in the context of a socioecological model. The criteria include 31 : 1) Organizing PA interventions within a framework that leverages the inter-relationships of individuals and their work environment; 2)Prioritizing the use of evidence-based and evidence-informed interventions; and 3) Aligning selected PA interventions with best practices for comprehensive, multi-component worksite health programs. ...
The purpose of this article is to highlight approaches to increase movement, physical activity (PA), and cardiorespiratory fitness, and reduce sedentary behavior (SB) in the context of the workplace. A deliberate strategy that will enable the successful promotion of movement at the workplace includes a business plan and rationale, an organizing framework, prioritization of interventions that are known to generate outcomes, and alignment of programmatic solutions with strong program design principles. Recommended principles of design include leadership, relevance, partnership, comprehensiveness, implementation, engagement, communications, being data-driven, and compliance. Specific evidence-based intervention examples are presented in the context of a socio-ecological framework including the individual, group, communications environment, physical environment, and policy domains. Increased movement at the workplace, as a result of promoting PA and reducing SB, generates important health outcomes across physical, mental, social, and economic domains and these benefits extend across the individual and organizational levels.
... Furthermore, when physical activity is a routine part of a person's daily set of activities, the benefits extend into improved management and prevention of major chronic conditions, such as diabetes, cardiovascular disease, and certain cancers, as well as improvements in mood states and mental health. These benefits have a direct influence on how people function, and function manifests itself in the workplace into factors such as productivity, interactions among team members, and relationships with customers (7,8). In addition, less illness reduces medical care costs (9). ...
... In addition, less illness reduces medical care costs (9). Thus, increasing physical activity to levels associated with health benefits can create a healthier workforce, reduce incidence of new disease, enhance management of existing disease, reduce debilitating chronic conditions, reduce sick leave and injuries at work due to disease and ill-health, enhance worker and family earnings, enhance the social relationships among coworkers, and increase productivity (4)(5)(6)(7)(8)(9)(10)(11)(12). ...
... For example, the impact of employer subsidies for public transportation on overall physical activity or a tax-benefited reimbursement for bicycling to work as a result of the Bicycle Commuter Act may be considered and studied (44). More specifically, action principles that may support the implementation of employer-sponsored physical activity programs include (a) the organization of physical activity interventions within a framework that leverages the interrelationships between individuals and their work environment (8,44,45); (b) prioritizing the use of evidence-based and evidence-informed interventions (5,8,40,41,44); and (c) the alignment of selected physical activity programs with best practices for comprehensive worksite health promotion programs (5,8,(46)(47)(48). ...
... The potential of workplaces to be sites for investment in setting-based health promotion is recognised particularly in countries such as the United States where there are financial incentives through health insurance schemes for employers to take an active role in their employees' health and wellbeing. Even where such incentives are absent there is still evidence for the benefits to workplaces in promoting workers' health and wellbeing including improved morale, reduced absenteeism and increased levels of productivity [1][2][3][4][5][6][7]. Carmichael and colleagues reviewed the evidence for such programs and their impact on individuals and workplaces across a range of industries [4]. ...
... Work has become more sedentary contributing to the increased incidence of obesity, and musculoskeletal and other health issues [5,7,[19][20][21][22][23][24][25]. These potentially impact on workplace productivity and are key reasons for employers to initiate workplace health promotion programs. ...
... Workplaces can provide opportunities for group activities and incentives to participate in health promotion that may not be available elsewhere. There is now a body of evidence that workplace health and wellbeing programs benefit both the individuals participating as well as the businesses for which they work [1][2][3][4][5][6][7]. Challenges remain, however, with involving individual businesses in workplace health and wellbeing programs. ...
Background:
Investments in settings-based health interventions can include workplaces, however, engaging with businesses and convincing them to take a role can be difficult. Our research investigated the potential for trade or industry associations (IAs) to have a role in promoting workplace health initiatives to their members.
Methods:
Seventeen semi-structured interviews were undertaken with senior executives from IAs representing industries in the mining, transport, agriculture, manufacturing, farming, hospitality, and construction sectors. Analysis of interviews identified themes around attitudes to workplace health promotion programs and the perceived, actual and potential role/s of IAs in promoting workplace wellness.
Results:
IA representatives believed workplaces had potential to be promoting the health and wellbeing of workers through their member organisations; however for some the extent of their role was unclear and for others there was confusion between government-mandated safety initiatives and non-mandated health and wellbeing initiatives. All reported that their IA could have a role in promoting worker health and wellbeing initiatives to member organisations. IAs with larger companies as members were more likely to recognise the importance of workplaces promoting workers' health; however, the degree of involvement considered appropriate varied. Most IAs had not discussed the topic with their member organisations although they identified resources and support that could assist them in encouraging members to undertake workplace health programs. Resources included industry-relevant business cases outlining the benefits of workplace health, and industry-appropriate worker health information.
Conclusions:
Our research suggests that across many industry sectors, larger IAs in particular are ready to take a more active role in workplace health initiatives and are well placed to promote these to member organisations.
... To promote worksite health more productively, documents outlining best practices [21,22], scientific reviews [23], expert opinions [24][25][26] and individual studies [27] all advocate the use of socio-ecological models [28,29]. These models suggest that people's health behavior is influenced not only by their intrapersonal characteristics but also by a wide variety of factors in their social, environmental and policy contexts. ...
... However, so far the application of multilevel approach to health promotion and PA interventions has been limited [23,[44][45][46]. It seems that the empirical evidence on the effectiveness of multilevel interventions in relation to single-level interventions is yet unclear [44], which may be one reason for the limited use. ...
... The primary strength of the study was that it was conducted in a real-world setting. This may allow more direct translation of the results to practice and policy [23]. Also, the actions were mostly planned and implemented by the workplaces themselves, which made the intervention highly participative. ...
Background
Regular physical activity (PA) promotes and excessive sedentary behavior (SB) deteriorates health. Yet the Finnish working-aged population spends most of the day sitting. A 1-year Moving To Business (MTB) -intervention supported small and medium-size workplaces to combat sedentariness. This paper reports the changes in employees’ PA and SB from before MTB (baseline) to 1 year after baseline (follow-up). Methods
Twelve workplaces with a total of 396 employees participated. Each workplace nominated a team to promote PA and reduce SB at organizational, working unit and employee level. The teams were mentored regionally through meetings, workshop and tools. Changes in PA and SB were assessed with a questionnaire and an accelerometer. Wald Confidence Interval (Cl) for a difference of proportions with matched pairs was used in the questionnaire data (%-points with 95% CI) and linear mixed model in the accelerometer data (minutes and % of wear-time with 95% CI). ResultsThe mean age of the respondents to the questionnaire (N = 296; 75%) was 42.6 (SD 10.9), 64% were women, 95% had some education after high school, 74% worked in the day shift, 71% did sedentary work and 51% were overweight. The mean number of actions implemented in the workplaces was 6.8 and the multilevel approach was fully applied in 6 workplaces. Based on the questionnaire the time spent in SB decreased from baseline to follow-up 16% (95% CI −29 to −3) in total and 22% (−41 to −3) at work. The accelerometer showed daily increases of 33.7 min (15.3 to 52.1) and 6.8% (3.1 to 10.4) in total PA, 30.9 min (15.3 to 46.5) and 6.1% (2.9 to 9.2) in light PA and 673 (209 to 1139) more steps at work. Daily SB at work decreased 44.9 min (−68.0 to −21.8) and 7.6% (−11.9 to −3.2). Daily leisure PA declined 11.0 min (−24.9 to 2.9) and 3.2% (−6.2 to −0.2). Number of levels or actions had no effect on changes. Conclusions
Employees’ PA increased and SB reduced at work during the intervention. At the same time leisure PA decreased slightly. Workplaces can achieve meaningful changes in employees’ PA and SB if assisted systematically. Controlled studies are needed to confirm the present findings. Trial registrationNCT01999205, registration date 11/01/2013.
... Attempts to deal with the increasingly sedentary nature of work in the contemporary workplace may be considered a strategic priority for business and industry (Pronk and Kottke 2009;Pronk 2009a). The challenges associated with sedentary behavior at the workplace are not limited to health alone. ...
... As a complex social environment, the workplace allows many strategies to be deployed for the purpose of reducing sedentary time. Employees may be reached for extended periods of time with a high frequency of health-related interventions; multiple tools, resources, and vehicles may be mobilized to increase awareness, change behaviors, modify environments, and influence organizational policy; and companies may collaborate with each other to influence broader social policy at a local, statewide, provincial, or national level (Pronk 2009a;). Yet workplace health programs designed to change behavior are not limited to those focused on physical activity or sedentary behavior. ...
... Yet workplace health programs designed to change behavior are not limited to those focused on physical activity or sedentary behavior. In fact, systematic reviews have repeatedly shown that the most effective programs tend to be multicomponent comprehensive programs that engage as many employees as possible over extended periods of time (Pronk 2009a;Goetzel and Pronk 2010;Pronk and Goetzel 2010;Soler, Leeks, Razi, et al. 2010;Soler, Leeks, Buchanan, et al. 2010). Several benchmark studies and summary documents have derived a list of key characteristics of health programs that are associated with effective workplace programs and policies (O'Donnell 2002;Chapman 2004;Goetzel et al. 2007;Pronk 2009b;NIOSH 2008;Sparling 2010;Berry, Mirabito, and Baun 2011). ...
From office jobs and long commutes to passive entertainment like television and video games, humans are sitting more than ever. Though lack of exercise has major health consequences, researchers are now examining the additional and widespread health risk of the simple act of sitting for extended periods. With research from leading scientists, Sedentary Behavior and Health: Concepts, Assessments, and Interventions presents evidence on sedentary behavior, its apparent health risks, and suggestions on measuring and altering this behavior.
... Financial resources are a crucial factor, although they differ as certain other services demand capital outlay. An entrepreneur should start off with minimal planning for expansion and be realistic about their financial resources [12]. ...
... Working one-on-one with clients in fitness programs where exercises tailored to each client's needs are carried out is among the possible entrepreneurial talents in PHE. According to Pronk [12], programming for exercises and health promotion provide a wide range of business options. More people are willing to pay for services that will help them get fitter and healthier. ...
This study asses the entrepreneurship awareness in physical and health education among physical and health education lecturers in tertiary institutions of Bauchi state. The population of this study comprised fifty (50) physical and health education lecturers in tertiary institutions in Bauchi state. Purposive sampling technique was to select only tertiary institutions with physical snd health education departments (Aminu Saleh college of education Azare, Adamu Tafawa Balewa college of education Kangere and the college of health technology Nengi). The availability of sampling technique was use to select fifty (50) respondents from purposively selected tertiary institutions with physical and health education departments as the sample size of the study. The descriptive design of the survey type was adopted for this study. The self-developed questionnaire named” assessment of the awareness of entrepreneurship in physical and health education Questionnaire (AAPHQ) was used to collect data for the study. The instruments were validated by three experts in physical and health education field. A reliability of 0.70 was obtained using the split half method from ten (10) physical and health education lecturers in Saadatu Rimi college of education, Kano sate, and the data collected was subjected to a statistical test using spearman brown’s prophecy formula Frequency count and percentage were used to describe the demographic characteristics of the respondents. Chi-square was used to test the hypothesis at a 0.05 alpha level. The result of the study indicated that lecturers in tertiary institutions in Bauchi state do not have entrepreneurship awareness in health education. It was recommended that entrepreneurship should be incorporated into the department of physical and health education curriculum to prepare the students with entrepreneurship skills in physical and health education.
... . . Influence of work-related factors on employee physical activity A physically active lifestyle during and after working hours is associated with improved health behaviors, productivity, work ethic, reduced sickness absence among employees, and positive financial return for employers (7,(17)(18)(19)(20). However, workplace policies and norms, full-time workloads, performance concerns, and managers' attitudes may be barriers for the employees to engage in healthy behaviors during working hours (21)(22)(23). ...
... It is well-established that a physically active lifestyle during and after working hours is beneficial for the individual and the company (7,17,19,20). However, employee branding was mentioned as critical for providing workplace health promotion. ...
Office workers spend most of their working time being sedentary, contributing to a sedentary lifestyle that increases the risk of developing disease and disability. A gradual decline in cardiorespiratory fitness among adults, along with increased rate of non-communicable diseases across developed countries, makes the workplace an important opportunity for promoting healthy behaviors. This study aimed to investigate: how office companies in Sweden organize and provide workplace health promotion services related to physical activity; the companies' vision for providing workplace health promotion; and potential facilitators and barriers. Nine informants from eight companies participated in the study, and both qualitative and quantitative data were collected by semi-structured interviews. Informants were selected through purposive sampling in collaboration with eight companies in the office market, including companies that own and develop office buildings, shared workspaces, interior design, sustainable solutions, or consult on issues related to the office sector. The framework method was used to analyze the data in a flexible and systematic way. The results showed that workplace health promotion is implemented to maintain employee health, productivity, and employee branding. Also, a significant number of financial resources, organizational support and office space are devoted to workplace health promotion. Convenience and easy access to storage and fitness facilities are key facilitators. In conclusion, this study highlights the importance of employees' engagement in developing and improving workplace health promotion and addressing work-life balance constraints that hinder a healthy lifestyle. Removing barriers on an organizational level may improve the usage of workplace health promotion related to physical activity among office employees.
... Moreover, there are also studies concerning the importance of exercise among organizational employees (Praman et al., 2015) and suitable places for exercise (Kaewpan & Kalampakorn, 2012;Khumduang et al., 2009). This study showed that exercise promotion in business and industrial organizations could reduce the sickness absence rates among the employees (Pronk, 2009). Nonetheless, these studies have not explored the issue in different types of organizations such as public schools, private schools, industrial factories, and local government organizations. ...
... The results of the improvement of physical capability in the private organizations were satisfactory as there were positive effects on both the employees and the employers such as fewer absences and sick leaves, leading to more profits for the business. Therefore, business organizations and industrial organizations should promote PA in order to equip the employees with better health and lower sickness rates (Pronk, 2009). According to the study, it can be clearly seen that private industrial business organizations require the top management to support the PA promotion due to its effects on the production chain. ...
This article aims to explore the problems of sedentary behavior (SB) and compare the patterns of physical activities (PA) which affect the physical performance of organizationalemployees. The study also proposes the developed prototype of PA promotion to reduce SB within an organization. The mixed methods approach was employed to conduct experimental research together with qualitative research. Fifty participations with the total of 200 participants selected from 4 recognized organizations attended the focus group. The results of this study show that personal training with individual participant is more effectively than group training. In addition, this study also reveals that pattern of training that includes Combination of Zumba, Yoga, and Aerobics Cardio leads to stronger physical body. However, in the groupthat lack of exercise instrument, to explore only Zumba could also support the healthy of participants.
... 18 Indeed, employers, health plans, and communities have started incorporating such devices and mobile apps into population-based wellness initiatives. 19 Some wearable manufacturers have dashboards that allow organizations to view population-level PA metrics such as the number of active minutes. 20 It is very important that these devices integrate the evidence-based PA Guidelines metrics 3 (ie, minutes of moderate-tovigorous intensity PA as opposed to, or in addition to, steps/day) into their algorithms. ...
... Physical activity programs tend to be most successful when they are embedded into multicomponent, comprehensive, and multidisciplinary programs that are designed according to best practice program design principles. 18,19,21 With all of these methods, the strength of the data and its utility as a population-level PA assessment method is dependent on the percentage of the employee population that participates in the data collection mechanism. ...
Conference: International Society of Behavioral Nutrition and Physical Activity, June 2019, Prague, Czech Republic
... 18 Indeed, employers, health plans, and communities have started incorporating such devices and mobile apps into population-based wellness initiatives. 19 Some wearable manufacturers have dashboards that allow organizations to view population-level PA metrics such as the number of active minutes. 20 It is very important that these devices integrate the evidence-based PA Guidelines metrics 3 (ie, minutes of moderate-tovigorous intensity PA as opposed to, or in addition to, steps/day) into their algorithms. ...
... Physical activity programs tend to be most successful when they are embedded into multicomponent, comprehensive, and multidisciplinary programs that are designed according to best practice program design principles. 18,19,21 With all of these methods, the strength of the data and its utility as a population-level PA assessment method is dependent on the percentage of the employee population that participates in the data collection mechanism. ...
... 18 Indeed, employers, health plans, and communities have started incorporating such devices and mobile apps into population-based wellness initiatives. 19 Some wearable manufacturers have dashboards that allow organizations to view population-level PA metrics such as the number of active minutes. 20 It is very important that these devices integrate the evidence-based PA Guidelines metrics 3 (ie, minutes of moderate-tovigorous intensity PA as opposed to, or in addition to, steps/day) into their algorithms. ...
... Physical activity programs tend to be most successful when they are embedded into multicomponent, comprehensive, and multidisciplinary programs that are designed according to best practice program design principles. 18,19,21 With all of these methods, the strength of the data and its utility as a population-level PA assessment method is dependent on the percentage of the employee population that participates in the data collection mechanism. ...
A convincing body of scientific literature supports the use of physical activity policies in the worksite to provide health and productivity benefits to employees and employers. Worksite policies that promote and allow opportunities for physical activity among employees may lower health-care costs, improve performance, and reduce sedentary time.
... 18 Indeed, employers, health plans, and communities have started incorporating such devices and mobile apps into population-based wellness initiatives. 19 Some wearable manufacturers have dashboards that allow organizations to view population-level PA metrics such as the number of active minutes. 20 It is very important that these devices integrate the evidence-based PA Guidelines metrics 3 (ie, minutes of moderate-tovigorous intensity PA as opposed to, or in addition to, steps/day) into their algorithms. ...
... Physical activity programs tend to be most successful when they are embedded into multicomponent, comprehensive, and multidisciplinary programs that are designed according to best practice program design principles. 18,19,21 With all of these methods, the strength of the data and its utility as a population-level PA assessment method is dependent on the percentage of the employee population that participates in the data collection mechanism. ...
... The present work environment comprises plenty of tasks involving a high degree of sedentary behaviour, which develops and increases employees' health problems (Pronk, 2009). The leaders and managers of organisations are increasingly aware and concerned about the costs imposed by certain health conditions and subsequent reflection on performance (Diestel, Wegge andSchmidt, 2014 andGoetzel andOzminkowski, 2008). ...
... In the contemporary work environment, many tasks involve a high level of sedentary behaviour, which consequently exposes employees to musculoskeletal problems, pain, and other health problems (Pronk, 2009). Given such a context, physical exercise gains importance, because it may lighten illnesses and enhance the therapeutics of a large number of diseases associated with sedentary behaviour, such as depression, cancer, cardiovascular diseases, metabolic, pulmonary and musculoskeletal diseases (Sjøgaard et al., 2016), as well as provide benefits related to weight loss (Anderson et al., 2009). ...
Maintaining high levels of employee’s performance at work is
a major concern among managers. Employees’
characteristics and individual performance contribute to the
competitiveness of organisations. The current work
environment is highly sedentary, which influences employees’
performance. This quantitative study investigates the
moderating effect of physical exercise on the relationships
between job satisfaction, motivation, and organisational
performance. Data was collected using an online
questionnaire and it was analysed using structural equation
modelling and moderation analysis. The results show the
existing relationships between job satisfaction, intrinsic
motivation and performance regarding both dimensions of
organisational performance: creativity and dealing with
emergencies. Such relationships are moderated by the level
of exercise performed by the employees.
... The present work environment comprises plenty of tasks involving a high degree of sedentary behaviour, which develops and increases employees' health problems (Pronk, 2009). The leaders and managers of organisations are increasingly aware and concerned about the costs imposed by certain health conditions and subsequent reflection on performance (Diestel, Wegge andSchmidt, 2014 andGoetzel andOzminkowski, 2008). ...
... In the contemporary work environment, many tasks involve a high level of sedentary behaviour, which consequently exposes employees to musculoskeletal problems, pain, and other health problems (Pronk, 2009). Given such a context, physical exercise gains importance, because it may lighten illnesses and enhance the therapeutics of a large number of diseases associated with sedentary behaviour, such as depression, cancer, cardiovascular diseases, metabolic, pulmonary and musculoskeletal diseases (Sjøgaard et al., 2016), as well as provide benefits related to weight loss (Anderson et al., 2009). ...
Uma das grandes preocupações dos gestores é manter bons níveis de desempenho no trabalho. As características individuais dos trabalhadores são variáveis importantes que contribuem para a competitividade das organizações. O ambiente de trabalho atual possui um elevado grau de sedentarismo, o que influi nas características dos funcionários e no seu desempenho. Este estudo investiga o efeito moderador do exercício físico na relação entre a satisfação no trabalho, a motivação e o desempenho organizacional. Este trabalho quantitativo utiliza dados recolhidos através de um questionário online. Os dados foram analisados com o uso de Modelos de Equações Estruturais e análise de moderação para determinar o efeito do exercício físico. Os resultados mostram que há relações entre a satisfação, a desmotivação, a motivação intrínseca e o desempenho para criatividade, bem como entre a satisfação, a motivação intrínseca e o desempenho para emergências. As relações são moderadas pelo nível de exercício realizado pelo colaborador.
... In order to assess current state of health and fitness precisely, it is essential for men and women with a chronic disease to obtain medical advice or undergo a medical check before beginning a physical exercise program and before increasing their physical activity [13,20,42,44,45,60,91,114,144]. The physician should clarify, among other things, the nature and severity of the health issue and consider tests of physical functions/structures, limitations of activities and participation as well as individual context factors. ...
... Based on their analysis, multi-component approaches are most effective that involve for example providing on-site fitness facilities, reorganizing company processes to promote physical activity, encouraging "active transport" (e.g. with bicycle parking, showers) and pedometer-based interventions (i.e. that go beyond merely informative physical activity counseling) [43]. Another review of reviews comes to a similar conclusion, presenting multi-component approaches in companies as effective and recommendable [44]. ...
Always and at any age, regular physical activity can act as a powerful elixir with a beneficial effect on health and well-being. The wide variety of health effects that physical activity can have, for example on our cardiovascular system, back and joints, is scientifically well proven. At the same time, we spend most of our time sitting – at school, at the office or in the car. Our bodies, however, want to be on the move! This fundamental instinct is deeply rooted in human nature and this basic urge to move does not really suit our modern sedentary lifestyle.That is why it is important to know what kind of, and how much, physical activity is most effective in improving the health of which sectors of the population. However, we also need to know the specific ways in which we can most effectively motivate people to become physically active. For the very first time, this publication sets out National Recommendations for Physical Activity and Physical Activity Promotion for the Federal Republic of Germany. The recommendations apply to children and adolescents, adults and older persons as well as to adults with chronic diseases. In their present form, they are geared particularly to experts in different areas and institutions. The recommendations are characterized by their solid scientific grounding. Highly respected scientists from the fields of sports science, sports medicine and public health were involved in drawing them up. As with their creation, the recommendations’ further development and implementation will be accompanied closely by the working group on physical activity promotion in everyday life (“Bewegungsförderung im Alltag”) at the Federal Ministry of Health. This platform provides a forum for numerous organizations involved in health promotion, physical activity and sport in Germany and is part of the National Action Plan “IN FORM – German national initiative to promote healthy diets and physical activity”.
... A considerable extent of WHP projects for sedentary workplaces primarily focusses on reducing sitting time and promoting physical activity to increase health and work ability [30][31][32][33]. To our knowledge, WHP intervention trials that provided exercises that were particularly designed to counteract a sedentary workplace are scarce [34][35][36]. ...
Background: Projects for workplace health promotion (WHP) for back pain traditionally focus exclusively on work-related but not on leisure-time stress on the spine. We developed a comprehensive WHP project on the back health of hospital workers regardless of the physical characteristics of their work and compared its effects on sedentary and physically active hospital workers. Methods: Study assessments were carried out before and six months after participation in the WHP intervention. The primary outcome parameter was back pain (Oswestry Disability Index, ODI). Anxiety (Generalized Anxiety Disorder-7), work ability (Work Ability Index), depression (Patient Health Questionnaire-9), stress (Perceived Stress Scale-10), and quality of life (Short Form-36) were assessed via questionnaires as secondary outcome parameters. Physical performance was measured via the 30 seconds Sit-to-Stand test (30secSTS). Results: Sixty-eight healthcare workers with non-specific back pain were included in the evaluation study of the WHP project “Back Health 24/7/365”. After six months, back pain, physical performance, and self-perceived physical functioning (SF-36 Physical Functioning subscale) improved significantly in both groups. Not a single parameter showed an interaction effect with the group allocation. Conclusions: A comprehensive WHP-intervention showed significant positive effects on hospital workers regardless of the physical characteristics of their work.
... 10,13,14 Previous research has indicated that health-promoting interventions in the workplace should not only target the individual but also include organizational and environmental interventions for successful results. 15 Organizational level strategies include change in workplace practice and policies; for example, the implementation of walking meetings. 13,14 Australian research has previously acknowledged the significant number of international publications that have documented the outcomes of WHP interventions, and as a result, evidence and subsequent recommendations are often based on research that may not be applicable to the Australian context. ...
Objective:
The aim of this study is to systematically chart and summarize the literature pertaining to workplace health promotion (WHP) interventions targeting the five main modifiable lifestyle risk factors for chronic disease, including smoking, nutrition, alcohol, physical activity, overweight/obesity (SNAPO) in Australian workers.
Methods:
A scoping review was performed using the framework of Arksey and O'Malley. MEDLINE, EMBASE, CINAHL, and SCOPUS were searched to identify peer-reviewed publications that evaluated primary or secondary WHP interventions which targeted one or more modifiable risk factor (SNAPO).
Results:
A total of fifty-six articles were included in the review. The findings revealed a heterogeneous nature of WHP intervention design and evaluation. The majority of the interventions focussed on physical activity, with fewer targeting the other four main modifiable risk factors. Health care and white-collar workers were most frequently targeted, with less attention paid to other worker groups. The review also found that many interventions had a duration of three months or less.
Conclusions:
Significant gaps have been identified in relation to the occupational role, risk factors targeted, and intervention length. This review also highlights the need for further research to be conducted to determine the efficacy of interventions to facilitate the development of a framework for WHP interventions to reduce the risk and prevalence of chronic disease.
... People spend 60% of their waking hours in a working site at least until the age of retirement and it is absolutely normal that they are influenced, almost shaped by it. In recent years, many scientific studies, demonstrated that increasing physical activity in employees could foster a healthier workforce, improve employee's productivity, reduce healthcare costs, sick leaves and absenteeism at work [43][44][45][46][47][48]. A healthy workplace makes a good business sense: it is a much-quoted line that unfortunately often falls on deaf ears. ...
In this particular historical moment, the increase in mortality for cardiovascular disease in adults, the increase of metabolic diseases linked to overweight and obesity, it is necessary to focus the attention of medical doctors, researchers and policy makers on the promotion of correct lifestyles and prevention. The "prevention" and "cure or treatment" have long been considered distinct strategies, the almost exclusive prerogative of the public health authorities for the preventive aspects and of the clinician for the treatments. This approach has led, and still leads, to very high healthcare costs, without having a significant impact on obesity incidence. The promotion of correct lifestyles in the population and in subjects at risk in the fight against obesity/overweight, to contrast the reduction of physical activity and sedentary lifestyle, to promote the consumption of fruit and vegetables, to the reduction of the excessive consumption of salt as "Strategic lines of intervention" need to be pursued in all western countries. Actually, the preventive actions undertaken were not very effective, especially for the individuals in pediatric age. In this narrative review, based on published data, the critical points for obesity prevention will be discussed focusing on action needed during life from pre-conception to childhood, adulthood and in geriatric age to contrast obesity.
... In this regard, the community dwellers' workplaces are the appropriate settings for implementation of these programs [23,24], since they spend a significant proportion of their time at work [22]. Moreover, due to its favorable effects on productivity, reducing absenteeism, and healthcare costs, the return of investment on employees' PA is high [25]. Designing equitable interventions requires analyzing the current situation of PA distribution among different socioeconomic groups of employees and understanding its contributing factors. ...
Background
Increasing level of physical activity (PA) among working population is of particular importance, because of the high return of investment on employees’ PA. This study was aimed to investigate socioeconomic inequalities in Health-Enhancing Physical Activity (HEPA) among employees of a Medical Sciences University in Iran.
Methods
Data were extracted from the SHAHWAR Cohort study in Iran. Concentration index (C) and Wagstaff decomposition techniques were applied to determine socioeconomic inequality in the study outcomes and its contributors, respectively.
Results
Nearly half of the university employees (44.6%) had poor HEPA, and employees with high socioeconomic status (SES) suffered more from it (C = 0.109; 95% CI: 0.075, 0.143). Also, we found while poor work-related PA (C = 0.175; 95% CI: 0.142, 0.209) and poor transport-related PA (C = 0.081, 95% CI: 0.047, 0.115) were more concentrated among high-SES employees, low-SES employees more affected by the poor PA at leisure time (C = -0.180; 95% CI: -0.213, -0.146). Shift working, and having higher SES and subjective social status were the main factors that positively contributed to the measured inequality in employees’ poor HEPA by 33%, 31.7%, and 29%, respectively, whereas, having a married life had a negative contribution of -39.1%. The measured inequality in poor leisure-time PA was mainly attributable to SES, having a married life, urban residency, and female gender by 58.1%, 32.5%, 28.5%, and -32.6%, respectively. SES, urban residency, shift working, and female gender, with the contributions of 42%, 33.5%, 21.6%, and -17.3%, respectively, were the main contributors of poor work-related PA inequality. Urban residency, having a married life, SES, and subjective social status mainly contributed to the inequality of poor transport-related PA by 82.9%, -58.7%, 36.3%, and 33.5%, respectively, followed by using a personal car (12.3%) and female gender (11.3%).
Conclusions
To reduce the measured inequalities in employees’ PA, workplace health promotion programs should aim to educate and support male, urban resident, high-SES, high-social-class, and non-shift work employees to increase their PA at workplace, and female, married, rural resident, and low-SES employees to increase their leisure-time PA. Active transportation can be promoted among female, married, urban resident, high-SES, and high-social-class employees and those use a personal car.
... Understanding the behaviors related to physical activity could benefit to improve clinical guidelines and develop programs and recommendations aimed at retaining high quality employees (31). A review of several studies that examined physical activity in the workplace found that comprehensive, multi-component workplace health promotion programs with physical activity components resulted in progressive effects, including significant improvements in health outcomes, reduced absence from work, decreases in sick leave, and positive returns on investments (32). ...
Background: Workplace physical activity plays an important role in employees’ health. As university employees are a population at risk for a sedentary working pattern, this study aimed to investigate the physical activity status of employees of Iran University of Medical Sciences (IUMS) and its subsequent effects on their well-being.
Methods: This cross-sectional study included 472 employees from different units of IUMS in Tehran. The participants were selected by a multistage sampling method. Interviews were conducted by using an international physical activity questionnaire, a questionnaire for stages of behavioral change, the World Health Organization Well-being Questionnaire, and a demographic checklist from July to October 2019. Analysis of variance, t test, and logistic regression analysis were used. Data were analyzed using IBM SPSS (Version 21.0).
Results: Total physical activity in the study population was 6216.58 ± 5886.09 MET-minutes/week. The mean score of the well-being index was 54.72 ± 22.4; there was an association between sex and location of work with physical activity in domains (p<0.05). The highest prevalence rates for change of stage of physical activity were found in the maintenance stage for men and the contemplation stage for women. There was a significant difference between men and women's well-being index—men reported being more active and energetic than women (p<0.001). Results also revealed that having vigorous physical activity compared with a moderate level could increase the well-being index.
Conclusion: Physical activity behavior at the workplace was associated with well-being level. It could, therefore, be postulated that enhancing physical activity may be beneficial to improving well-being in an academic environment.
... Meanwhile, since national programs intended to promote physical activity, such as National Community Movement for Healthy Life (Gerakan Masyarakat Hidup Sehat -GERMAS) already exist [59], measures can be taken to optimise the program. Other evidence-based approaches could be adapted into GERMAS, such as offering a tax reduction for companies that comply with health promotion programs and implementing health risk appraisal for employees, including physical activity assessment and feedback [60]. Lastly, programs such as the integrated development post for NCD (Pos Binaan Terpadu/Posbindu), which is implemented at the community level to improve detection and prevention for NCDs risk factors, is promising to tackle the rising NCD burden in Indonesia. ...
Background
Indonesia is in the middle of a rapid epidemiological transition with an ageing population and increasing exposure to risk factors for chronic conditions. This study examines the relative impacts of obesity, tobacco consumption, and physical inactivity, on non-communicable diseases multimorbidity, health service use, catastrophic health expenditure (CHE), and loss in employment productivity in Indonesia.
Methods
Secondary analyses were conducted of cross-sectional data from adults aged ≥ 40 years ( n = 12,081) in the Indonesian Family Life Survey 2014/2015. We used propensity score matching to assess the associations between behavioural risk factors and health service use, CHE, employment productivity, and multimorbidity.
Results
Being obese, overweight and a former tobacco user was associated with a higher number of chronic conditions and multimorbidity ( p < 0.05). Being a former tobacco user contributed to a higher number of outpatient and inpatient visits as well as CHE incidences and work absenteeism. Physical inactivity relatively increased the number of outpatient visits (30% increase, p < 0.05) and work absenteeism (21% increase, P < 0.06). Although being underweight was associated with an increased outpatient care utilisation (23% increase, p < 0.05), being overweight was negatively associated with CHE incidences (50% decrease, p < 0.05).
Conclusion
Combined together, obesity, overweight, physical inactivity and tobacco use contributed to an increased number of NCDs as well as medical costs and productivity loss in Indonesia. Interventions addressing physical and behavioural risk factors are likely to have substantial benefits for individuals and the wider society in Indonesia.
... It was ISBN 978-602-6258-30-4 IF -24 therefore discovered that 10% of workers take some time off work for depression, and lose 36 days of workdays to deal with the illness [8]. Subsequently, despite the invention of IoT, modern workplace has been established to have an increased number of employees that seat for more than 50% of their working days [9], and this can have adverse effect on their mental health in the long run as stressful places of work can breed mental health illnesses but their manifestations are overlooked easily and a result their symptoms are usually attached to issues or stressors outside the workplaces [10]. Advantageously, the technology triggers employee happiness via intelligent lighting systems [11], mobile phones and tablets [12], virtual reality and augmented reality [13], ambient temperature control [14], ergonomics and wellness, and live mapping [15], room booking, availability and management [16], flexible work environment [17], increased energy efficiencies [18], and access control systems [19], which are productivity boosters for effective employee performances [20]. ...
The Internet of things technology is widely becoming an accepted cutting-edge innovation for buildings of various purposes. Because of the numerous benefits of the Internet of Things Technology for building owners, occupants and managers, the concept of integrating this data-driven innovation in residential and commercial spaces is a phenomenon that can be harnessed for the wellbeing of people. Reports have shown that there is a growing rate of mental illness in office spaces in Nigeria and across the globe. As such, this study assesses the impact of the Internet of Things technology on the wellbeing of office-space users. The methodology adopted by this study is qualitative in nature whereby parameters and variables gotten from literature on mental health illnesses were analyzed categorized according to the IoT solutions in order gain insights on addressing mental health challenges in office spaces. The sampling technique used to collect qualitative data was non-random. It was discovered that the IoT technology offers an opportunity to understand and optimize space management for user comfort of office dwellers. Hence, it is recommended to incorporate the use of the Internet of Things technology in order to adequately adjust people-management structures to suit the various wellness needs of office-space users.
... In this respect, workplace-related PA interventions conducted directly at the workplace and, where appropriate, also during working hours, have shown positive effects on, e.g., activity behavior, physical fitness and cardio-metabolic health, musculoskeletal disorders, and the prevention of work-related pain (9)(10)(11)(12)(13). They improve overall well-being and work ability, reduce sickness absenteeism and sick leave, and can generate a positive financial return (14)(15)(16). ...
Background
The workplace is an important setting for adult health promotion including exercise training such as resistance training (RT). Since the reporting of exercise training interventions is generally inconsistent, the objective of this systematic review was to investigate the attention to principles of RT progression and variables of RT exercise prescription in workplace-related RT interventions.
Methods
A systematic literature search was conducted in the databases LIVIVO, PubMed, SPORTDiscus, and Web of Science (2000–2020). Controlled trials with apparently healthy “employees” and a main focus on RT were included. RT principles and variables were extracted and rated by two reviewers (reported, not reported, or unclear). Sum scores for each RT intervention and percentages regarding each principle and variable were calculated.
Results
Overall, 21 articles were included (18 primary studies, 3 protocols). Summarized narratively, the interventions showed different positive effects on strength- or performance-related and/or health- or complaint-related outcomes. The reporting of the RT principles and variables was varied [progressive overload: 94% of the studies, specificity: 78%, variation (periodization): 39%, muscle action: 94%, loading: 94%, volume; 67%, exercise selection: 89%, exercise order: 47%, rest periods between sets: 33%, rest periods between exercises: 27%, repetition velocity: 44%, and frequency: 100%].
Conclusion
Several key RT principles and variables were reported inconsistently, reducing reproducibility and pointing to the need for standardized RT intervention reporting in workplace-related interventions. Exercise science and workplace promotion should be further linked, since accurate reporting is a prerequisite for transferring robust findings into practice.
... In food service establishments, providing quality of service is as important as in other service sectors, a quality dimension that cannot be underestimated. Although staff canteen is considered crucial in offering healthy and well-balanced meals in modern guidelines (Pronk, 2009), workplace dinning is associated with poor quality and bad food choices [13]. In addition, the safety of consumed meals is not fully guaranteed [14]. ...
... Many of the offers are aimed at encouraging increased physical activity among workers. Physical activity is associated with general improvements in health behaviors and lifestyles, improved productivity, improved morale among employees, reduced absenteeism and economic gains for employers (17)(18)(19)(20)(21). A common practice among Swedish companies is the provision of monetary allowances to their employees (22). ...
Managers are often charged with the responsibility of overseeing Workplace health promotion (WHP) for which significant amounts of resources are laid aside yearly. While there is increasing interest by employers to include WHP policies, studies show that WHP implementation and uptake by employees still need to be improved upon. Given that managers are part of organizational decision-making and implementation of new policies, they serve as the bridge between workers and management. The aim of this study is to investigate managers' perceptions of employees' WHP uptake as well as challenges encountered by managers in the execution of their WHP-related tasks.
Method: This study is based on a qualitative method using semi-structured interviews. Participants in the study were managers at medium and large-scale private companies in Northcentral Sweden. To ensure that participating companies are comparable in terms of structure and policy, only companies within the private sector were eligible to participate. Furthermore, only one manager per company was interviewed. A total of nineteen managers participated and the data generated were analyzed using content analysis.
Results: A total of three themes and nine subthemes emerged. The first theme deals with factors at the individual level, subthemes include awareness of WHP, work-life balance, and attitudes. The second theme comprises of factors related to the WHP offer, subthemes were design of the WHP, supportive collaborators and financing of WHP. The third theme deals with organizational factors, subthemes were the nature of the organization's operations, management as role models and resources and support for managers. Results show that most of the challenges encountered by managers in executing WHP were mostly at the organizational level.
Conclusion: Addressing modifiable factors at the individual and organizational levels and those related to the WHP may improve WHP uptake among employees.
... Obesity and absenteeism have a complex connection to NCDs and productivity loss. Several studies have found that employing large numbers of workers with overweight, obesity, and related NCDs can reduce productivity by up to 60%, largely due to reduced work capacity and absenteeism (Pronk, 2009;Van Vilsteren et al., 2015). For example, employees who are overweight or obese may have to temporarily or https://doi.org/10.1016/j.obmed.2020.100198 ...
Rapid economic growth, improved living standards, and immense urbanization in the Kingdom of Saudi Arabia (KSA) have affected nutritional habits and physical activity. Recent increases in physical inactivity, sedentary behaviours, consumption of caloric-dense diets, and sugar-sweetened beverages have led to overweight and obesity and non-communicable diseases (NCDs). This study's objectives are to 1) determine current prevalence of and risk factors for obesity, and 2) predict the probability of obesity among full-time employees of Sadara, the largest chemical company in KSA. In 2019, a written survey in both Arabic and English was administered to 505 Sadara employees randomly selected from five Sadara locations. A number of factors possibly associated with BMI were examined using Chi-Square test: age, physical activity, screen watching, childhood region, nationality, fat intake, sugar intake, family size, household income, and consumption of meal-replacement bars. Logistic regression was performed to compare the trends and predict conditional probabilities of obesity. The sample was 92% male, 61% Saudi, from the Eastern Province of KSA, with a mean age of 34 years. Employees aged 30–39 years were found to have 1.8 times greater odds for obesity than the youngest employees (below 30 years). More specifically, those aged 30–39, who grew up in the Eastern Province, who had low physical activity and long periods of watching electronic screens had the highest probability of obesity (more than 66%). Workplace wellness programs that focus on lifestyle habits could help reduce the high prevalence of overweight and obesity and associated NCDs in KSA.
... These can be suitable settings for advocating an active lifestyle, improving employee productivity and reducing healthcare costs [14,15]. Contemporary workplaces are thus ideal for interventions that promote higher levels of physical activity amongst employees, to improve health and optimize performance [16]. ...
Background:
Adults in urban areas spend almost 77% of their waking time being inactive at workplaces, which leaves little time for physical activity. The aim of this systematic review and meta-analysis was to synthesize evidence for the effect of workplace physical activity interventions on the cardio-metabolic health markers (body weight, waist circumference, body mass index (BMI), blood pressure, lipids and blood glucose) among working adults.
Methods:
All experimental studies up to March 2018, reporting cardio-metabolic worksite intervention outcomes among adult employees were identified from PUBMED, EMBASE, COCHRANE CENTRAL, CINAHL and PsycINFO. The Cochrane Risk of Bias tool was used to assess bias in studies. All studies were assessed qualitatively and meta-analysis was done where possible. Forest plots were generated for pooled estimates of each study outcome.
Results:
A total of 33 studies met the eligibility criteria and 24 were included in the meta-analysis. Multi-component workplace interventions significantly reduced body weight (16 studies; mean diff: - 2.61 kg, 95% CI: - 3.89 to - 1.33) BMI (19 studies, mean diff: - 0.42 kg/m2, 95% CI: - 0.69 to - 0.15) and waist circumference (13 studies; mean diff: - 1.92 cm, 95% CI: - 3.25 to - 0.60). Reduction in blood pressure, lipids and blood glucose was not statistically significant.
Conclusions:
Workplace interventions significantly reduced body weight, BMI and waist circumference. Non-significant results for biochemical markers could be due to them being secondary outcomes in most studies. Intervention acceptability and adherence, follow-up duration and exploring non-RCT designs are factors that need attention in future research. Prospero registration number: CRD42018094436.
... These are also known to be productivity and confidence boosters and also reduce absenteeism. [97][98][99][100] Workplaces surrounded by a variety of attractive and pedestrianfriendly neighbourhoods encourage walking, bicycling, and use of public transport. 101 Small changes like introducing a sit-stand device for the employees could significantly reduce sitting time by 66 minutes per day and achieve health benefits like improvement in neck and back pain. ...
The Lancet Commission on Obesity (LCO), also known as the “syndemic commission,” states that radical changes are required to harness the common drivers of “obesity, undernutrition, and climate change.” Urban design, land use, and the built environment are few such drivers. Holding individuals responsible for obesity detracts from the obesogenic built environments. Pedestrian priority and dignity, wide pavements with tree canopies, water fountains with potable water, benches for the elderly at regular intervals, access to open‐green spaces within 0.5‐km radius and playgrounds in schools are required. Facilities for physical activity at worksite, prioritization of staircases and ramps in building construction, redistribution of land use, and access to quality, adequate capacity, comfortable, and well‐networked public transport, which are elderly and differently abled sensitive with universal design are some of the interventions that require urgent implementation and monitoring. An urban barometer consisting of valid relevant indicators aligned to the sustainable development goals (SDGs), UN‐Habitat‐3 and healthy cities, should be considered a basic human right and ought to be mounted for purposes of surveillance and monitoring. A “Framework Convention on Built Environment and Physical Activity” needs to be taken up by WHO and the UN for uptake and implementation by member countries.
... The health benefits to individuals also extends to employers, including reduced cost of health care and improved worker performance [1]. Overall, a majority of worksite physical activity interventions result in positive impacts for employees, such as providing organizational and environmental supports for AT [36]. Therefore, the goal of the present investigation was to examine the correlates of AT to work in a large organization within a cross-sectional analysis from a single year of data (2010) and report on changes in the rates of AT by conducting a repeated cross-sectional analysis over time (2010,(2012)(2013)(2014)(2015)(2016). ...
Background
Despite evolving evidence of the health and economic benefits of active transportation (AT) to work, few studies have examined the determinants of AT in large organizations with multiple worksites nor how trends in commuting change over time.
Methods
The data were obtained from the U.S. Department of the Interior Employee Commuting Census of 2010 (n = 23,230), and 2012–2016 (n = 21,725-25,974). The respondents were grouped into four commuting categories: non-active mode, walking, biking, and mixed-mode. Multinomial logistic regression analysis was utilized to examine the correlates of choosing AT to work for the 2010 data. Next, a repeated cross-sectional analysis was completed for all six years of data.
Results
In 2010, AT modes were only chosen by approximately 10% of respondents. Employees who lived farther from work and did not have a public transit station within 0.5 miles from home were generally less likely to choose AT. Respondents working in non-metro workplaces were less likely to bike or take mixed-modes to work, but more likely to walk. Men were more likely to choose AT modes, particularly biking. Respondents aged ≤30 yrs. were less likely to bike than those 31 to 40 yrs., but more likely than those ≥61 yrs. In 2010, the number of respondents that walked was higher, and biked and took mixed-modes was lower when compared to 2016, while the choice to take mixed-modes was higher in 2012 and 2013 when compared to 2016. Daily commuting distances in 2016 tended to be lower than 2010 and 2012, and higher than 2013. However, overall AT choice and commute distance remained reasonably stable over time.
Conclusions
Respondents who lived close to their workplace and a public transportation station, worked in a metro location, were male and younger were more likely to choose AT modes to work. The results provide insight for the U.S. Department of the Interior and other large organizations to develop intervention strategies that support AT to work. Further research is warranted to understand the concurrent individual, social, and environmental barriers and facilitators for choosing AT to work.
... Despite the plentiful evidence of the positive effects of physical activity on both physical health [1,2] and general well-being [3][4][5], a significant share of the world's population is not active enough [6]. In an attempt to reach a high share of the population, public health authorities encourage employers to promote physical activity at the workplace, where most adults spend a significant amount of time [7][8][9][10]. ...
Abstract Background Attracted by the expected benefits such as reduced absenteeism and increased productivity, more and more firms decide to implement workplace health promotion programs (WHPPs). However, those programs can only be effective if employees actually participate. This study aims to (1) gain insight into the degree of enrolment rates in such programs across companies and (2) identify organizational level factors that are associated with employee participation. Building on existing theory on organizational drivers of participation in corporate wellness programs, the study’s main goal is to investigate which organizational factors determine whether employees enroll in a corporate fitness program or not. Methods A business-to-business fitness platform company provided organizational level data on 61 client firms that have recently implemented a corporate wellness program. The data contained information on the enrolment rate per company and different organizational level variables. The following potential determinants of participation were analyzed: firm size, organizational program support and employee co-payment. A random effects model was used to examine associations between potential determinants and the program enrolment rate. Results The average participation is limited (15.37%) but varies highly across companies (range 0.07–100.00%, monthly basis). Looking at the determinants of program enrolment, we find that organizational program support – the degree to which firm leadership encourages participation – positively influences the enrolment rate (β = 0.051 p
... Many of the offers are aimed at encouraging increased physical activity among workers. Physical activity is associated with general improvements in health behaviors and lifestyles, improved productivity, improved morale among employees, reduced absenteeism and economic gains for employers (17)(18)(19)(20)(21). A common practice among Swedish companies is the provision of monetary allowances to their employees (22). ...
The workplace has an important influence on the health trajectories of individuals due to the amount of time spent in this sphere daily and over the life course. Work related factors such as injury, poor ergonomics, exposure to hazards etc. all have health implications during the course of life. The workplace is thus an important arena for population level health promotion. Recent times have seen much emphasis on ensuring healthy working lives. Examples inlude creation of many international and national policies, employers’ growing interest in work place health promotion (WPH) and large resources invested in WPH. Research however shows that utilisation of some WPH packages is relatively low. One such package is the provision of wellness subventions for employees in many Swedish workplaces. Managers are often charged with the responsibilities of WPH and have direct contact with employees. The aim of this study therefore is to investigate managers’ perspectives on barriers and facilitators of WHP package uptake among employees.
Method: A qualitative method based on semistructured interview questions was used. Participants include managers at medium to large scale private companies in central Sweden. State owned companies were excluded in order to ensure homogeneity in terms of structure and policy. Not more than one manager per company was interviewed, giving rise to a total of nineteen respondents. Data was analyzed using content analysis. Results: A total of three themes and nine sub themes emerged. The first theme deals with factors at the individual level, sub themes include work-life balance, individual resources and individual attitude. In the second theme which relates to the Structure of WHP packages, sub themes including design and delivery of WHP, information flow and type of external collaborators/partners involved were identified. Company culture and leadership is the third theme, sub themes are leadership style and health perspective of management; existence of enabling environmet and support for management.
Conclusion: Modifiable factors at organisational level can lead to improved design and delivery of WPH packages. These modifications may be crucial in addressing barriers at individual level with lots of potential to improve utilisation.
... The formulation of recommendations for physical activity promotion among adults was based on 45 reviews. Of those 45, 5 were reviews of reviews Heath et al. 2012;Jepson et al. 2010;Kahn et al. 2002;WHO 2009); 25 reviews analysed PA counselling and exercise programmes (Adams and White 2003;Anokye et al. 2012;Barr-Anderson et al. 2011;Bully et al. 2015;CADTH 2014;Campbell et al. 2012;Chau et al. 2010;Conn et al. 2009;Dishman et al. 1998;Engbers et al. 2005;Fry and Neff 2009;Lin et al. 2010;Malik et al. 2014;Marshall 2004;Morgan 2005;Morton et al. 2014;Orrow et al. 2012;Passon et al. 2011;Pronk 2009;Proper et al. 2003;Schroer et al. 2014;Senore et al. 2012;Shrestha et al. 2015;Stensel 2009;Wong et al. 2012), 7 reviews pertained to technology-based interventions (Broekhuizen et al. 2012;Cavill et al. 2012;Eakin et al. 2007;Maher et al. 2014;Neville et al. 2009;van den Berg et al. 2007;Vandelanotte et al. 2007), 3 reviews were pedometer-based interventions (Bravata et al. 2007;Freak-Poli et al. 2013;Kang et al. 2009), and 2 reviews addressed the topic of health equity (Cleland et al. 2013;WHO Europe 2013). The three remaining reviews dealt with different settings or specific intervention types (Matson-Koffman et al. 2005;Mitchell et al. 2013;Webel et al. 2010). ...
Aim
This article describes the German recommendations for physical activity promotion. Such recommendations serve as an important stepping stone to increase physical activity prevalences on the population level.
Subjects and methods
The German recommendations for physical activity promotion are based on three separate reviews: (1) a systematic review of reviews to formulate recommendations on the efficacy and effectiveness of interventions for physical activity promotion, which included 213 reviews; (2) a systematic review of reviews to investigate the cost-effectiveness of interventions for the promotion of physical activity, comprising of 18 reviews; (3) a review to identify literature on quality criteria for the conceptualisation, implementation and evaluation of interventions for physical activity promotion, which encompassed 24 studies and documents. Through an expert consensus panel, findings from each review were utilised to formulate specific recommendations for Germany.
Results
Recommendations for physical activity promotion are provided for the following target groups: children and adolescents, adults, older adults, adults with a chronic disease and the general population. For each target group, other than the general population, the recommendations are structured by setting. Alongside recommendations on the efficacy and effectiveness of interventions, recommendations were also formulated for health equity, cost-effectiveness and quality criteria.
Conclusion
From a political perspective, the development of recommendations for physical activity promotion highlights an important milestone for Germany. Not only do the national recommendations describe the amount of physical activity people should engage in, but they also provide organisations with information on how to support people in becoming more active.
... Workplace support is a key contextual factor that may influence both strategy uptake and behavioural outcomes. Support received from the organisation, managers, and/or colleagues has been identified as important for workplace increases in physical activity (22)(23)(24). However, evidence for the benefit of organisational, managerial, and/or collegial support for reducing sitting time is only emerging. ...
Objective:
To explore workers' sitting-reduction and activity-promoting strategy use following an intervention targeting these changes, and whether strategy use and perceived workplace support impacted on three-month sitting and activity outcomes.
Methods:
This secondary analysis in desk-based workers (n = 83) utilised data collected on questionnaire-derived strategy use and workplace support, and activPAL3-derived sitting (total; prolonged, ≥30mins) and activity (standing; stepping) at work.
Results:
Fourteen strategies were commonly used during the intervention. Increased usage of some strategies were significantly (p < 0.05) associated with beneficial changes in prolonged sitting or stepping only. Workplace support was significantly beneficially associated with changes in sitting, prolonged sitting, and stepping; these associations were largely independent of strategy use changes.
Conclusions:
Strategies were highly used, with increased use associated with some behavioural improvements. Workplace support appears essential for improving sitting and activity in the workplace.
... Sedentary behavior interventions in the workplace have shown promising effects [13]. Multi-level approaches targeting individual, social, and environmental factors have been most effective [14,15]. The most robust environmental support has been the use of sit-stand workstations, providing opportunities for workers to reduce sitting while maintaining productivity [13]. ...
Background:
American workers spend 70-80% of their time at work being sedentary. Traditional approaches to increase moderate-vigorous physical activity (MVPA) may be perceived to be harmful to productivity. Approaches that target reductions in sedentary behavior and/or increases in standing or light-intensity physical activity [LPA] may not interfere with productivity and may be more feasible to achieve through small changes accumulated throughout the workday METHODS/DESIGN: This group randomized trial (i.e., cluster randomized trial) will test the relative efficacy of two sedentary behavior focused interventions in 24 worksites across two states (N=720 workers). The MOVE+ intervention is a multilevel individual, social, environmental, and organizational intervention targeting increases in light-intensity physical activity in the workplace. The STAND+ intervention is the MOVE+ intervention with the addition of the installation and use of sit-stand workstations to reduce sedentary behavior and enhance light-intensity physical activity opportunities. Our primary outcome will be objectively-measured changes in sedentary behavior and light-intensity physical activity over 12months, with additional process measures at 3months and longer-term sustainability outcomes at 24months. Our secondary outcomes will be a clustered cardiometabolic risk score (comprised of fasting glucose, insulin, triglycerides, HDL-cholesterol, and blood pressure), workplace productivity, and job satisfaction DISCUSSION: This study will determine the efficacy of a multi-level workplace intervention (including the use of a sit-stand workstation) to reduce sedentary behavior and increase LPA and concomitant impact on cardiometabolic health, workplace productivity, and satisfaction.
Trial registration:
ClinicalTrials.gov Identifier: NCT02566317 (date of registration: 10/1/2015).
BACKGROUND: Workplace barriers to physical activity (PA) and sedentary work contribute to obesity. Workplace lifestyle interventions are needed to reduce sedentary behavior. OBJECTIVE: The study evaluates the effects of a self-monitoring PA protocol plus diet on general health of workers with obesity. METHODS: Thirty-nine workers affected by obesity were enrolled in this pilot intervention study. Monthly and daily PA diary, six-minute walking test (6MWT), Short Form-36 health survey (SF-36), and Global Physical Activity Questionnaire (GPAQ) results were evaluated prior (T0) and at the end of the study (T1). A personalized low-calorie diet based on the Mediterranean diet model was also implemented. Participants followed the protocol from one to three months depending on the date of recruitment. RESULTS: Significant improvements in SF36 and GPAQ scores were recorded, along with reductions in sedentary activity, weight, and BMI (p < 0.001). 6MWT significantly increased from 462.5 [412.5–500] m at T0 to 500 [462.5–550] m at T1 (p < 0.001). A multiple linear regression analysis to investigate the impact of selected covariates (PA, body weight reduction, and sedentary time) on the 6MWT was significant in men. CONCLUSIONS: PA self-monitoring protocols and diets are effective and sustainable for workplace interventions. PA should be part of daily medical practice and occupational physicians should encourage behavioral changes in workers.
In the world of construction, reinforced concrete beams use longitudinal reinforcement in order to withstand the tensile stress that occurs in the cross section of the concrete beam and the longitudinal reinforcement used is steel reinforcement (rebar reinforcemen). Tensile stresses reaching 420 MPa are the main reason for reinforcing steel used in reinforced concrete beams, however, due to technological developments, there are
materials that have tensile stresses that exceed reinforcing steel, namely mild steel. mild steel is light cold rolled steel with high quality which is light and thin, but has a tensile stress that exceeds ordinary reinforcing steel, which is 550 MPa, so in this study we will use mild steel reinforcement for C channel and U channel as reinforcement. concrete block structure. The purpose of this study was to determine the difference between the flexural strength of concrete beams using mild steel and concrete beams using steel
reinforcement and to calculate the stiffness value. This research was carried out through several stages, namely: procurement of materials and equipment, inspection of materials and equipment, planning of concrete mixes, concrete manufacture, concrete treatment (curing), concrete testing and analysis of research results. from samples with 2 comparisons that have been tested, the average flexural strength value in 3
samples of reinforced concrete beams with mild steel reinforcement is 391.96 kg/cm² U channel and the average flexural strength value from 3 samples of C channel is 385, 44 kg/cm² and for the average value of the shear strength test results from 4 U channel specimens is 66.28 kg/cm².
Aims
To estimate temporal and updated trends of OPA among Spanish adult population during the period between 1987 and 2017.
Methods
We used all available rounds of the Spanish National Health Survey (160,509 adults, mean age 44.6 years [SD 16.6], 50.3% women) and multivariate regressions to determine temporal trends of high OPA from 1987 to 2017 in the general working population of Spain.
Results
The highest OPA prevalence was observed for participants aged 31−49 years in the 2003 survey. The prevalence of high OPA was generally low, but increased slightly over time in the 18-30, 50-64, and 65-75 years old (p<0.001 for trend). In contrast, a general reduction in OPA was observed in the 16-17 years old (p<0.001 for trend). Men consistently showed higher OPA prevalence than women.
Conclusions
This study reports an increase in OPA prevalence in Spain from 1987 to 2017, which is low and significant in most socio-demographic groups, but small in absolute terms. The youngest group had a marked decreased in OPA prevalence over the course of the study. Men consistently showed higher OPA prevalence than women, but differences have become smaller in recent years. Our results may assist in the establishment of interventional strategies and future policies among specific subgroups.
Objective:
Do computer prompt software programs at the workplace reduce sitting time and/or increase physical activity at work?
Background:
Many products are promoted and being used in the workplace; however, their effectiveness and use are unknown or the evidence base that they work to change behavior is lacking.
Method:
We searched for relevant papers published between 2005 and 2020. The inclusion criteria were computer prompt software programs installed as behavioral change interventions; interventions implemented during work hours and delivered through a work personal computer or laptop; and measures of sedentary behavior and/or physical activity. To minimize risk of bias, three recommended best-evidence synthesis criteria were used: random assignment, sample size, and external validity. Based on these criteria, articles were selected and evaluated.
Results:
Six publications met the quality threshold for review. Seven articles did not meet the quality threshold. Four of the six included publications found that computer prompt software programs decreased sedentary behavior and/or increased physical activity. Two publications reported inconsistent results.
Conclusions:
The promising results from this systematic review indicate that there is potential for computer prompt software programs to improve the health of desk-based workers. For conclusive findings, more high-quality, scientific studies are needed.
Application:
The best-evidence publications in this review can serve as a guide in selecting and implementing computer prompt software programs at the workplace to decrease sedentary behavior and increase physical activity.
Einleitung:
Erwerbstätige verbringen einen Großteil ihrer Zeit am Arbeitsplatz, jeder Zweite überwiegend am Computer. Daraus kann andauernder Bewegungsmangel resultieren. Bewegungsorientierte betriebliche Gesundheitsförderung (BGF) bietet eine Möglichkeit, die körperliche Aktivität am Arbeitsplatz zu steigern. Zu deren Umsetzung in der Praxis gibt es bisher allerdings wenig Informationen. Ziel dieser Arbeit ist daher die Exploration der bewegungsorientierten betrieblichen Gesundheitsförderung in den DAX-Unternehmen.
Methoden:
Für die empirische Untersuchung wurden zwei Methoden verwendet. Im Zuge einer systematischen Analyse wurden von den Corporate Websites aller 30 DAX-Unternehmen Daten extrahiert. Für eine tiefergehende Analyse wurden qualitative Experteninterviews mit fünf im betrieblichen Gesundheitsmanagement (BGM) verschiedener DAX-Konzerne sowie einem im BGM eines MDAX-Konzerns beschäftigten Mitarbeitern geführt.
Ergebnisse:
29 der 30 DAX-Konzerne erwähnen Sport- und Bewegungsangebote auf ihren Corporate Websites, ausführliche Informationen finden sich jedoch kaum. Die Experteninterviews zeigen, dass die befragten Unternehmen über ein vielfältiges Sport- und Bewegungsangebot verfügen. Hinsichtlich der Umsetzung der bewegungsorientierten BGF lassen sich viele Gemeinsamkeiten, aber auch erhebliche Unterschiede, vor allem in Hinblick auf Evaluation, Kommunikation und zielgruppenspezifische Angebote erkennen. Fünf der sechs befragten Unternehmen haben bereits Erfahrungen mit digitalen Angeboten in der bewegungsorientierten BGF gemacht.
Diskussion:
Hinsichtlich der Erwähnung von Sport- und Bewegungsangeboten zeigt sich im Vergleich zu den Ergebnissen von Prenzler (2011) ein Zuwachs um 38,1%, was auf eine gestiegene Relevanz dieser Angebote hinweist. Die im Rahmen der Experteninterviews befragten Unternehmen agieren auf allen vier Ebenen des sozio-ökonomischen Modells und handeln nach dem Mehrkomponentenansatz. Zielgruppenspezifische Angebote richten sich vor allem auf Produktions- bzw. Schichtarbeiter, in Unternehmen ohne Produktion gibt es bedeutend weniger solcher Angebote. Die größte Herausforderung sehen die Experten in der Erreichbarkeit bestimmter Zielgruppen wie Schicht- oder Außendienstmitarbeitern. Auch deshalb wird die Digitalisierung nach Aussagen der Experten eine wichtige Rolle in der Zukunft der bewegungsbezogenen BGF spielen.
Health assessment of workers of four meat processing plants in the Republic of Moldova in the 2011-2015 was carried out. The analysis of temporary disability showed the incidence the respiratory diseases (13.9±1.3 cases for 134.0±17.1 days per 100 workers) to prevail in the structure of disability), followed by the diseases of circulatory system (5.90±0.52 cases and 85.0±9.0 days per 100 workers) as well as the diseases of bone and muscular system (3.54±0.67 cases and 55.2±12.9 days per 100 workers), and diseases of digestive system (3.11±0.44 cases and 45.9±6.2 days of 100 workers) and injuries, poisonings and some other consequences of the influence of the external factors (3.02±0.40 cases and 48.8±10.3 days per 100 workers). Indices of the frequency and severity showed a tendency to fall. The index of diseases prevalence showed on average annually decreasing by 6.7 cases per 100 workers (R2 = 0.95), and an index of the duration of diseases for 77.0 days per 100 workers (R2 = 0,95). The meat processing plants suffered from economic losses because of the temporary disability of workers in the amount of 1892434.25 lei/107009.6 dollars. The obtained data indicate the need for the development and implementation of preventive measures.
Background
The purpose of this study was to examine the level of physical activity (PA) and maximal aerobic capacity (VO 2max ) among office workers of the Pars Special Economic Energy Zone in Iran with different body mass indexes (BMIs).
Materials and methods
This research was descriptive, and a correlation of variables was applied as its execution method. Administrative staff of two centers were randomly selected from 20 to 30 administrative centers of the Pars Special Economic Energy Zone, Assaluyeh, Iran, and included 294 male employees who were willing to participate in this research and who met the inclusion criteria (being in the age range of 20–60 years, lacking specific diseases, and who had enough physical fitness to do PA) who were purposefully selected.
Results
The age-adjusted means for the PA score (7.93 ± 1.12) and VO 2max (48.66 ± 6.95) mL/min/kg were calculated. After adjusting for other variables, significant difference was found between BMI and age (β = 0.20; p = 0.005), BMI and VO 2max (β = 0.302; p = 0.001), as well as BMI and the total PA score (β = −0.304; p = 0.045).
Conclusions
The results of this study showed low levels of PA (work, exercise and leisure) and respiratory capacity in the administrative staff of the oil and gas industry, which is associated with overweight and obesity.
Physical activity at the workplace
In spite of the well-documented benefits of regular physical activity, participation rates have either remained stagnant at alarmingly low levels, or have declined. Most recent estimates suggest that relatively few adults engage in regular leisure-time activity at sufficient levels to reach public health guidelines. Additionally, there is a consistent decline in activity levels with age. In this chapter, we begin with a brief overview of the physical and psychological health benefits that have been reliably associated with regular physical activity. We then provide an overview of the main findings derived from several different approaches to influencing physical activity and include detail on some exemplar studies. Where meta-analytic data are available, we report overall effect sizes determined across studies. We then provide a brief summary of what is known in terms of the theoretical mediators of physical activity, intervention approaches reviewed, and conclude by highlighting important targets for future research.
The aim of this thesis was to study a worksite exercise intervention for sedentary workers in China. This involved a 10-minute Qigong exercise session twice a day. Four inter-related studies examined the development, implementation, and evaluation of this intervention. First, a feasibility study demonstrated that short exercise breaks could be integrated into the workday routine for employees with sedentary job roles. Second, a pilot study was conducted to test the intervention under research processes. Third, a waitlist controlled trial study showed increases in employees’ physical activity between baseline and post-intervention for intervention (n=193) and waitlist control (n=83) participants, but no changes in work performance or sickness absence. And finally, a process evaluation using RE-AIM framework, i.e. Reach, Effectiveness, Adoption, Implementation, and Maintenance, was conducted using data from focus groups, document analysis, and exercise log reviews. In terms of reach, the exercise intervention was successfully marketed to all employees. In terms of adoption, it was considered that organisational support to implement the intervention was good. The intervention had been implemented broadly as planned. There was high exercise acceptance, but a gradual decrease in exercise adherence through the intervention period. With regard to maintenance, there was no clear management plan to sustain the programme beyond the period of study. To the author’s knowledge, this research is the first to test the effectiveness of worksite exercise in China. It is recommended in future that such interventions focus further on the study of implementation and include outcomes more proximal to the intervention such as job satisfaction and work engagement.
The workplace is a powerful setting to reach large numbers of at-risk adults with effective chronic disease prevention programs. Missed preventive care is a particular problem for workers with low income and no health insurance. The costs of chronic diseases among workers - including health care costs, productivity losses, and employee turnover - have prompted employers to seek health promotion interventions that are both effective and cost-effective. The workplace offers 4 avenues for delivering preventive interventions: health insurance, workplace policies, health promotion programs, and communications. For each of the avenues, the evidence base describes a number of preventive interventions that are applicable to the workplace. On the basis of the evidence and of our work in Washington State, we present a public health approach to preventing chronic diseases via the workplace. In addition to relying on the evidence, this approach makes a compelling business case for preventive interventions to employers.
The spectacular clinical results reported by Meyskens, Gerner and colleagues in a lead article ([1][1]) of this very first issue of this new AACR journal on cancer prevention represent a landmark advance in efforts to stop the current worldwide epidemic of cancer deaths. This study also sets a new,
The workplace is a powerful setting to reach large numbers of at-risk adults with effective chronic disease prevention programs. Missed preventive care is a particular problem for workers with low income and no health insurance. The costs of chronic diseases among workers--including health care costs, productivity losses, and employee turnover--have prompted employers to seek health promotion interventions that are both effective and cost-effective. The workplace offers 4 avenues for delivering preventive interventions: health insurance, workplace policies, health promotion programs, and communications. For each of the avenues, the evidence base describes a number of preventive interventions that are applicable to the workplace. On the basis of the evidence and of our work in Washington State, we present a public health approach to preventing chronic diseases via the workplace. In addition to relying on the evidence, this approach makes a compelling business case for preventive interventions to employers.
Physical inactivity is associated with the increased risk of many chronic diseases. Such risks decrease with increases in physical activity. This study assessed the cost-effectiveness of population-wide strategies to promote physical activity in adults and followed disease incidence over a lifetime.
A lifetime cost-effectiveness analysis from a societal perspective was conducted to estimate the costs, health gains, and cost-effectiveness (dollars per quality-adjusted life year [QALY] gained, relative to no intervention) of seven public health interventions to promote physical activity in a simulated cohort of healthy U.S. adults stratified by age, gender, and physical activity level. Interventions exemplifying each of four strategies strongly recommended by the Task Force on Community Preventive Services were evaluated: community-wide campaigns, individually adapted health behavior change, community social-support interventions, and the creation of or enhanced access to physical activity information and opportunities. Each intervention was compared to a no-intervention alternative. A systematic review of disease burden by physical activity status was used to assess the relative risk of five diseases (coronary heart disease, ischemic stroke, type 2 diabetes, breast cancer, and colorectal cancer) across a spectrum of physical activity levels. Other data were obtained from clinical trials, population-based surveys, and other published literature.
Cost-effectiveness ratios ranged between 69,000 per QALY gained, relative to no intervention. Results were sensitive to intervention-related costs and effect size.
All of the evaluated physical activity interventions appeared to reduce disease incidence, to be cost-effective, and--compared with other well-accepted preventive strategies--to offer good value for money. The results support using any of the seven evaluated interventions as part of public health efforts to promote physical activity.
We developed a new evaluation method to identify promising practices for promoting healthy weight among employees at small and medium-sized worksites.
We used a structured rating and selection process to select 9 worksites with approximately 100 to 3,000 employees from a pool of worksites with health promotion programs reputed to be exemplary. A site visit over 2 sequential half-days at each site included interviews with senior management, program staff, vendors, and wellness committees; observation guided by a written environmental assessment; and structured review of program data on health outcomes of wellness program participants. The team corroborated findings from interviews, observations, and reviews of aggregate data on health outcomes of participants. Using the site visit reports, the project team and a separate panel of experts identified worksite health promotion practices that were promising, innovative, feasible to implement in a variety of settings, sustainable, and relevant for public health.
Innovative practices included peer coaching, wellness screening coupled with motivational interviewing and follow-up, free access to fitness facilities, and incentives such as days of paid leave for participation in wellness programs. Introduction of incentives was associated with higher participation rates. To build the business case for their programs, staff at several worksites used aggregate data on decreases in high blood pressure, serum cholesterol concentrations, and body weight in longitudinal samples of program participants.
The evaluation method identified promising practices implemented at small and medium-sized worksites to promote healthy weight and related favorable health outcomes.
During the past 20 years there has been a dramatic increase in societal interest in preventing disability and death in the United States by changing individual behaviors linked to the risk of contracting chronic diseases. This renewed interest in health pro motion and disease prevention has not been without its critics. Some critics have accused proponents of life-style interventions of promoting a victim-blaming ideology by neglecting the importance of social influences on health and disease.
This article proposes an ecological model for health promotion which focuses atten tion on both individual and social environmental factors as targets for health promo tion interventions. It addresses the importance of interventions directed at changing interpersonal, organizational, community, and public policy, factors which support and maintain unhealthy behaviors. The model assumes that appropriate changes in the social environment will produce changes in individuals, and that the support of individ uals in the population is essential for implementing environmental changes.
PURPOSE: To assess organizational and employee participation during three community-wide worksite exercise competitions in two communities. DESIGN: A one-group, posttest-only design was used. Lack of controls, exercise baseline, and the short-term nature of the interventions were limitations.
SETTING: The Minnesota Heart Health Program conducted annual exercise campaigns between 1982 and 1989 within three intervention communities to reduce behavioral risk for cardiovascular disease. The Shape Up Challenge was a worksite exercise competition designed, in conjunction with other campaign activities, to increase levels of physical activity. SUBJECTS: A total of 119 participating companies in two Minnesota communities, and 17,626 employees within these worksites, composed the subjects in this study. INTERVENTION: Eligible worksites were invited to participate in a month-long competition during which employees recorded minutes spent daily in aerobic activities. Incentives were established to promote intragroup cooperation and intergroup competition. Companies competed for awards that were based on average minutes of exercise per employee versus per participant.
MEASURES: Numbers of companies recruited and participating, campaign activities, minutes of exercise, and costs were recorded on implementation logs. Companies completed surveys describing business type, number and sex of employees, existing health promotion programs, and perceived benefits of participation.
RESULTS: Of the 365 companies invited to participate, 33% participated (range 15% to 50%). Participating companies were more likely than nonparticipating companies to offer other health promotion programs and perceived greater benefits from participation. Women and smaller companies had significantly greater participation rates than men and larger companies. Average employee participation rates ranged from as high as 84% in smaller organizations to as low as 16% as organization size increased.
CONCLUSIONS: Community-based worksite exercise competitions appear to be a viable strategy for promoting employee exercise, particularly in smaller companies. Group-based contingencies applied in natural work units may facilitate employee participation. Further research is needed to assess the relative efficacy of this approach, compare alternative incentives, and identify strategies to enhance exercise maintenance after the intervention has ceased.
The fourth in a series of critical reviews, this study examines the clinical and cost outcome evaluations of 10 worksite health promotion programs that were comprehensive, multifactorial, and directed at risk management. The studies, conducted between 1994 and 1998, indicate favorable clinical and cost outcomes and suggest characteristics of worksite interventions that may be critical for effectiveness.
Purpose. To assess the relationship between modifiable health risks and total health care expenditures for a large employee group. Design. Risk data were collected through voluntary participation in health risk assessment (HRA) and worksite biometric screenings and were linked at the individual level to health care plan enrollment and expenditure data from employers' fee-for-service plans over the 6-year study period. Setting. The setting was worksite health promotion programs sponsored by six large private-sector and public-sector employers. Subjects. Of the 50% of employees who completed the HRA, 46,026 (74.7%) met all inclusion criteria for the analysis. Measures. Eleven risk factors (exercise, alcohol use, eating current and former tobacco use, depression, stress, blood pressure, cholesterol, weight, and blood glucose) were dichotomized into high-risk and lower-risk levels. The association between risks and expenditures was estimated using a two-part regression model, controlling for demographics and other confounders. Risk prevalence data were used to estimate group-level impact of risks on expenditures. Results. Risk factors were associated with 25% of total expenditures. Stress was the most costly factor, with tobacco use, overweight, and lack of exercise also being linked to substantial expenditures. Conclusions. Modifiable risk factors contribute substantially to overall health care expenditures. Health promotion programs that reduce these risks may be beneficial for employers in controlling health care costs.
Purpose
To assess the relationship between modifiable health risks and total health care expenditures for a large employee group.
Design
Risk data were collected through voluntary participation in health risk assessment (HRA) and worksite biometric screenings and were linked at the individual level to health care plan enrollment and expenditure data from employers' fee-for-service plans over the 6-year study period.
Setting
The setting was worksite health promotion programs sponsored by six large private-sector and public-sector employers.
Subjects
Of the 50% of employees who completed the HRA, 46,026 (74.7%) met all inclusion criteria for the analysis.
Measures
Eleven risk factors (exercise, alcohol use, eating, current and former tobacco use, depression, stress, blood pressure, cholesterol, weight, and blood glucose) were dichotomized into high-risk and lower-risk levels. The association between risks and expenditures was estimated using a two-part regression model, controlling for demographics and other confounders. Risk prevalence data were used to estimate group-level impact of risks on expenditures.
Results
Risk factors were associated with 25% of total expenditures. Stress was the most costly factor, with tobacco use, overweight, and lack of exercise also being linked to substantial expenditures.
Conclusions
Modifiable risk factors contribute substantially to overall health care expenditures. Health promotion programs that reduce these risks may be beneficial for employers in controlling health care costs.
Background:Because most adults in industrialized countries do not meet physical activity guidelines, population-wide interventions are needed. Environmental and policy interventions are based on ecological models of behavior and have the potential to influence entire populations. Ecological models are particularly applicable to physical activity because the behavior must be done in specific physical settings. Cross-sectional data indicate that environmental and policy variables are associated with physical activity behaviors of young people and adults.Method: Seven published evaluations of environmental and policy interventions to increase physical activity were reviewed.Results: Two studies showed that placing signs encouraging stair use can be effective. Quasi-experimental evaluations provided limited evidence that broad environmental changes can be effective. Large-scale policy interventions are currently being conducted in several countries.Proposed Model: A model describing the development of policy and environmental interventions is proposed, in the hope of stimulating more research in this area. Advocacy or planning groups identify and work with agencies that control policies and environments that can be altered to increase physical activity. Educational and policy/environmental interventions are seen as complementary.Conclusion: Lack of conceptual models and the inherent difficulties of evaluation have hampered research on environmental and policy interventions. Further research is needed, and practitioners and researchers should work together to evaluate programs.
This paper systematically reviews the literature on the effectiveness of physical activity programs at worksites with respect to work-related outcomes. A computerized literature search, a reference search, and a manual search of personal databases were performed using the following inclusion criteria: randomized controlled or controlled trial, working population, worksite intervention program to promote physical activity or physical fitness, and work-related outcomes. The study quality was evaluated using nine methodological criteria. Conclusions were based on a 5-level rating system of evidence. Eight studies (4 randomized controlled trials and 4 controlled trials) were identified, but their methodological quality was generally poor. The outcomes were absenteeism, job satisfaction, job stress, productivity, and employee turnover. The evidence of an effect was limited for absenteeism, inconclusive for job satisfaction, job stress and employee turnover, and nil for productivity. The scientific evidence on the effectiveness of physical activity programs at worksites is still limited. Because of the few high-quality randomized controlled trials, it is strongly suggested that this type of study be carried out. Future randomized controlled trials should pay special attention to the description of randomization, inclusion criteria, compliance, and analyses according to intention to treat.
The increasingly sedentary nature of work and its impact on health and productivity indicators demands the promotion of physical activity at the worksite.
This paper aims to present considerations for broad-scale application of corporate strategies designed to promote physical activity among employees and their families through employer-sponsored initiatives.
The benefits of physical activity are multifold, including health and wellbeing and productivity related outcomes. The workplace setting may be leveraged to promote physical activity levels through frequent and sustained exposures to effective interventions that reach employees and, indirectly, their families. Furthermore, employers represent a powerful stakeholder group that should leverage its influence on health policy initiatives designed to create supportive environments inside the workplace as well as the broader community. Specific principles, recommendations for action, and considerations for the prioritization of initiatives are provided based on essential elements for comprehensive programs and health policy initiatives and in the context of a social-ecological model and supportive research.
Physical activity promotion at the worksite should be an integrated initiative that measurably improves worker health and enhances business performance.
Workplaces are important settings for interventions to increase physical activity, but effects have been modest.
To evaluate the efficacy of Move to Improve, a social-ecologic intervention delivered at the workplace to increase leisure-time physical activity.
A group-randomized 12-week intervention consisting of organizational action and personal and team goal-setting was implemented in Fall 2005, with a multi-racial/ethnic sample of 1442 employees at 16 worksites of The Home Depot, Inc. Change in physical activity was analyzed in Fall 2007 using latent growth modeling and latent transition analysis.
Participants in the intervention had greater increases in moderate and vigorous physical activity and walking compared to participants in a health education control condition. The proportion of participants that met the Healthy People 2010 recommendation for regular participation in either moderate or vigorous physical activity remained near 25% at control sites during the study but increased to 51% at intervention sites. During the last 6 weeks of the study, intervention participants exceeded 300 weekly minutes of self-reported moderate-to-vigorous physical activity and 9000 daily pedometer steps.
The results support the feasibility and efficacy of the Move to Improve intervention and the role of goal-setting for attaining increased physical activity levels.
The aim of this systematic literature analysis was to study the association between work health promotion and job well-being, work ability, absenteeism, and early retirement. This systematic review is a part of a large research project studying multiple workplace factors and interventions that may affect workers' health and well-being.
Original articles published in 1970 to 2005 were searched in Medline and PsycINFO databases, the main search terms being health promotion, well-being, work ability, sick leave, and disability pension. Out of 1312 references and 35 potentially eligible publications, 10 studies were included in the analysis. Other sources producing 36 eligible studies, 46 studies in total were included in the analysis.
There is moderate evidence that work health promotion decreases sickness absences (risk ratio [RR], 0.78; range, 0.10 to 1.57) and work ability (RR, 1.38; range, 1.15 to 1.66). It also seems to increase mental well-being (RR, 1.39; range, 0.98 to 1.91), but not physical well-being. There is no evidence on disability pension. Exercise seems to increase overall well-being (RR, 1.25; range, 1.05 to 1.47) and work ability (RR, 1.38; range, 1.15 to 1.66), but education and psychological methods do not seem to affect well-being or sickness absences. Sickness absences seem to be reduced by activities promoting healthy lifestyle (RR, 0.80; range, 0.74 to 0.93) and ergonomics (RR, 0.72; range, 0.13 to 1.57).
Work health promotion is valuable on employees' well-being and work ability and productive in terms of less sickness absences. Activities involving exercise, lifestyle, and ergonomics are potentially effective. On the other hand, education and psychological means applied alone do not seem effective. Work health promotion should target both physical and psychosocial environments at work.
Physically inactive people are expected to use more healthcare services than active people. This inactivity imposes costs on the collectively funded health insurance programs. In this paper, excess utilization of healthcare services due to physical inactivity is examined using count data models and the Canadian Community Health Survey. The aim of the paper is to estimate utilization of healthcare services associated with inactivity and to estimate its impact on the Canadian healthcare system. The results suggest that physical inactivity increases hospital stays, and use of physician and nurse services. On average, an inactive person spends 38% more days in hospital than an active person. S/he also uses 5.5% more family physician visits, 13% more specialist services, and 12% more nurse visits than an active individual. The subsequent social cost of inactivity for the healthcare system is substantial.
Many early work-site exercise programs had a unique fitness focus. More recently, modular programs have addressed many facets of lifestyle. Their stated objective has often been to boost corporate morale or employee health rather than to have direct economic benefits, and evaluation has frequently been in terms of process rather than a cost-benefit or a cost-effectiveness analysis. Nevertheless, a growing number of authors have claimed fiscal dividends from such programs. A full economic evaluation must consider such issues as the transfer of benefits between various sectors of the economy, opportunity costs to participants, marginal costs and benefits, inflation, discounting, and the choice between cost-benefit and cost-effectiveness analyses. Suggested benefits include an improvement of corporate image, a decrease of employee turnover, gains of productivity, reduced absenteeism and medical costs, an improved employee lifestyle, and a decrease of industrial injuries. In practice, the corporate impact of a program is greatly attenuated, depending on prevalence of need, participation rate, program response of recruits, and continued employment of such individuals within a company. Costs to the corporation include promotion, facilities, equipment, and professional leadership. However, such items are often small relative to the opportunity costs incurred by the participant. For this reason, activities that can be built into the normal day of the employee (for example, walking or cycling to and from work) may prove more acceptable and more cost-effective than formal work-site classes.
This chapter examines the role of exercise in increasing human and organizational effectiveness. First, the integration of health promotion and physical fitness interventions into human resource strategies is reviewed. This is followed by a review of the significance of exercise within general health promotion, of the impact of exercise on individual health parameters, of the carryover of individual health benefits to the organization, and, finally, by a commentary on current trends.
Ideally this article should begin with a mathematical model--an equation. On the left we should put together contributions and expenditures in terms of hours, money and effort. On the right we should enter the profits in terms of years of life, money and quality of life. Unfortunately it is not that easy. The literature is comprehensive but also not complete. At the request of the British Department of Social Welfare, Fentem & Bassey went through the literature on exercise and health--1 334 references (4), and were unable to draw up any conclusion in the form of a mathematical equation. They could only make a declaration which they called "The case for exercise" (10). Lack of scientific proof should not stop us from drawing probable conclusions. In the article below we set out our reasons for the conclusions we have arrived at. In brief, the conclusion should be: "exercise is healthy and health is profitable".
Physical activity has considerable health-enhancing potential. It will be realized, however, only if large number of people participate in adequate activity. This summary report describes the main results of four studies aimed to find out whether physically active commuting to work (PACW) meets the requirements of health and fitness enhancing activity. Three successive mail inquiries (N = 2014) indicated that PACW provided habitual exercise to one-third of employed urban population, and that more than one-fifth expressed willingness and being able to increase PACW. A randomized controlled trial on 68 inactive middle-aged men and women revealed that PACW (1 h daily for 10 wk) increased VO2max by 4.5% (P = 0.02), maximal treadmill time by 10.3% (P = 0.0007), and HDL cholesterol by 5% (P = 0.06). A demonstration project in a large industrial plant showed that PACW can be successfully promoted by low cost measures. In conclusion, these studies suggest that PACW may offer substantial potential as health and fitness enhancing measure provided that it can be practiced safely.
Academic scrutiny has been directed at North American worksite fitness programmes, within broader health promotion programmes, for approximately a quarter of a century. Studies proclaiming the positive benefits of worksite fitness programmes for both the employer and employee have constantly been reported in the literature and presented at conferences.
Many believe that health and fitness promotion at the worksite is firmly accepted by all concerned. Others believe that only healthcare cost containment interests allow these programmes to survive. Of concern is the low participation rate in programmes when the entire employee population is considered. As well, government commitment, while positively demonstrated in many ways, has been hampered by political priority setting and infrastructure duplication. In addition, neither a collective voice for the health movement has emerged nor has the movement actively sought to learn from those holding contradictory opinions. Corporate commitment to health promotion has not been overwhelmingly positive across varied socioeconomic employee populations. Several societal priorities may cause health promotion programmes to lose whatever attractiveness they presently hold as alternative benefit options develop.
It is time for health promotion proponents to challenge themselves to examine the movement’s issues and concerns and plan appropriate strategies for the future.
This investigation estimates the impact of ten modifiable health risk behaviors and measures and their impact on health care expenditures, controlling for other measured risk and demographic factors. Retrospective two-stage multivariate analyses, including logistic and linear regression models, were used to follow up 46,026 employees from six large health care purchasers for up to 3 years after they completed an initial health risk appraisal. These participants contributed 113,963 person-years of experience. Results show that employees at high risk for poor health outcomes had significantly higher expenditures than did subjects at lower risk in seven of ten risk categories: those who reported themselves as depressed (70% higher expenditures), at high stress (46%), with high blood glucose levels (35%), at extremely high or low body weight (21%), former (20%) and current (14%) tobacco users, with high blood pressure (12%), and with sedentary lifestyle (10%). These same risk factors were found to be associated with a higher likelihood of having extremely high (outlier) expenditures. Employees with multiple risk profiles for specific disease outcomes had higher expenditures than did those without these profiles for the following diseases: heart disease (228% higher expenditures), psychosocial problems (147%), and stroke (85%). Compared with prior studies, the results provide more precise estimates of the incremental medical expenditures associated with common modifiable risk factors after we controlled for multiple risk conditions and demographic confounders. The authors conclude that common modifiable health risks are associated with short-term increases in the likelihood of incurring health expenditures and in the magnitude of those expenditures.
Because most adults in industrialized countries do not meet physical activity guidelines, population-wide interventions are needed. Environmental and policy interventions are based on ecological models of behavior and have the potential to influence entire populations. Ecological models are particularly applicable to physical activity because the behavior must be done in specific physical settings. Cross-sectional data indicate that environmental and policy variables are associated with physical activity behaviors of young people and adults.
Seven published evaluations of environmental and policy interventions to increase physical activity were reviewed.
Two studies showed that placing signs encouraging stair use can be effective. Quasi-experimental evaluations provided limited evidence that broad environmental changes can be effective. Large-scale policy interventions are currently being conducted in several countries. PROPOSED MODEL: A model describing the development of policy and environmental interventions is proposed, in the hope of stimulating more research in this area. Advocacy or planning groups identify and work with agencies that control policies and environments that can be altered to increase physical activity. Educational and policy/environmental interventions are seen as complementary.
Lack of conceptual models and the inherent difficulties of evaluation have hampered research on environmental and policy interventions. Further research is needed, and practitioners and researchers should work together to evaluate programs.
National objectives for public health have targeted worksite as important settings for interventions to increase physical activity. However, expert reviews reveal no scientific consensus about the effectiveness of worksite interventions for increasing physical activity or fitness.
We judged the quantity and quality of existing evidence against scientific standards for the internal and external validity of the research design and the validity of measurements. Meta-analytic methods were used to quantify the size of effects expressed as Pearson correlation coefficients (r). Variation in effect was examined in relation to several features of the studies deemed important for implementing successful worksite interventions. Pre-experimental cohort studies were excluded because they are sensitive to secular trends in physical activity.
Twenty-six studies involving nearly 9,000 subjects yielded 45 effects. The mean effect was heterogeneous and small, r = 0.11 (95% CI, -0.20 to 0.40), approximating 1/4 S.D., or an increase in binomial success rate from 50% to 56%. Although effects varied slightly according to some of the study features we examined, effects were heterogeneous within levels of these features. Hence, the moderating variables examined did not explain variation in the effects (P > 0.05). The exception was that effects were smaller in randomized studies compared with studies using quasi-experimental designs (P < 0.05).
Our results indicate that the typical worksite intervention has yet to demonstrate a statistically significant increase in physical activity or fitness. The few studies that have used an exemplary sample, research design, and outcome measure have also yielded small or no effects. The generally poor scientific quality of the literature on this topic precludes the judgment that interventions at worksites cannot increase physical activity or fitness, but such an increase remains to be demonstrated by studies using valid research designs and measures.