In recent years, an increasing number of companies around the world are offering workplace health promotion (WHP) programmes. They describe various activities that promote healthier lifestyles. Companies using WHP operate under two assumptions. First, they recognise that it is less expensive to prevent illness than to cure it and, second, that good health can be achieved through improved personal lifestyles. Employer benefits for the company include reductions in absenteeism rates and increased staff productivity while employees learn to change unhealthy behaviour patterns and make efforts to prevent illness. / Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2006.

More employees in organisations in the built environment are beginning to suffer from ill health related to work when compared with employees in other industries. There are many reasons for this, such as: unsuitable working conditions, physical demands linked to the occupation and the high proportion of transient unskilled and semi-skilled employees. A study concerning the wellness levels of unskilled and semi-skilled employees therefore contributes to the understanding and improvement of employee health within the industry. The main objective of this study was therefore to identify the wellness levels of employees in the built environment and their perceptions of the extent to which their company provides wellness interventions or strategies. The methodological approach used in this study was within a quantitative paradigm, and a questionnaire was used as a data collection instrument. The findings indicated that the employees engaged in healthy activities and that the organisation encouraged the employees to maintain healthy lifestyles. However, there were areas that required consideration. Specifically, more attention should be given to budgeting for wellness interventions, regular health screenings should take place and more attention to substance abuse is required.

A research report submitted in partial fulfilment of the requirements for the degree of Master of Public Health (MPH) in the School of Public Health, Faculty of Health Sciences, University of the Witwatersrand, Johannesburg, 2019 / Background: In South Africa, a well-performing health workforce is critical to the successful implementation of the National Health Insurance system. Sickness absenteeism influences health worker performance, with potentially negative consequences for quality of patient care and staff morale. Within the South African public sector, temporary incapacity leave is additional sick leave which is granted at the discretion of the employer once the allocated sick leave has been exhausted. Incapacity leave may only be accessed once the allocated 36 days of sick leave have been exhausted and the year 2016 marked the beginning of a new sick leave cycle. Objectives: The aim of this study was to examine approved incapacity leave of health professionals in the Gauteng Department of Health (GDoH) with the objectives of describing the demographic and occupational characteristics of health professionals with approved incapacity leave, the medical reasons for this type of leave and to determine whether there was an association between demographic characteristics, occupational characteristics and medical reasons (independent variables) and approved incapacity leave (outcome). Methodology: This descriptive study used official government statistics obtained from the Personnel Salary Administration System. Electronic records of approved incapacity leave absences of health professionals employed in the GDoH were obtained for the period from 1 January 2016 until 31 December 2016. A structured record review form was used to extract information. STATA ® 15 was used for descriptive and multivariate statistical analysis. Results: In 2016, the GDoH approved the incapacity leave of 518 health professionals, who accounted for 1155 leave episodes. The mean age of health professionals with incapacity leave was 46 years (SD ± 10.2 years). Professional nurses accounted for 41.5% of incapacity leave. The main medical reasons for incapacity leave were mental disorders (12.8%) and musculoskeletal disorders (12.0%). The risk factors for incapacity leave among health professionals were: female, 35 years and older, from district hospitals and working in the Sedibeng health district (p<0.05). The odds of incapacity leave was three times higher for health professionals who were older than 45 years (45 to 54 years – adjusted odds ratio (AOR) 3.0 95% CI 2.3-4.0) (≥ 55 years - AOR 3.1 95% CI 2.3-4.3). The odds of incapacity leave among health professionals was highest for those working in the Sedibeng health district (AOR 2.2 95% CI 1.5-3.3). Conclusions: Sickness absenteeism is complex and influenced by individual, workplace and health system factors. The study findings suggest the need to improve the management of incapacity leave in the GDoH, through inter alia, improved information systems, monitoring of sickness absenteeism and the creation of positive practice environments. / TL (2020)

Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2007. / Includes bibliographical references.

Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2007. / Includes bibliographical references.

Thesis (M.S.)--Auburn University, 2008. / Abstract. Vita. Includes bibliographical references (p. [60]-67).

Unhealthy eating and physical activity behaviours are common among nurses. As nurses spend a substantial proportion of their waking hours at work, interest in delivering interventions in the workplace to improve this populations' eating and physical activity behaviours is growing. This programme of research aimed to systematically develop evidence-based and theory-informed recommendations for a workplace intervention to change nurses' eating and physical activity behaviours. Methods: A systematic literature review of published randomised controlled trials was undertaken. Factors that behavioural theories suggest may influence nurses' eating and physical activity behaviours were identified through theoretical domains framework-informed qualitative interviews and a survey of nurses. Intervention recommendations were specified in terms of (i) intervention functions and policy categories using a Behaviour Change Wheel and (ii) theory-informed behaviour change techniques using a behaviour change technique taxonomy. Evidence related to the parameters of effectiveness for each technique was also taken into account during this intervention specification process. The selected techniques were then combined into a conceptual overview of a potential workplace intervention. Results: Data from 13 randomised controlled trials indicate workplace-based behaviour change interventions targeted to this population are effective in decreasing body weight. The evidence base is, however, limited in quantity and quality. Nurses' beliefs about important determinants of eating and physical activity behaviour change were identifed across 16 qualitative interviews and 245 survey responses and key determinants included: environmental context and resources; behavioural regulation; emotion; beliefs about consequences; knowledge and optimism. Based on this behavioural diagnosis, 24 behaviour change techniques suitable for targeting the identified determinants were chosen and combined into a potential workplace intervention. Conclusions: This thesis illustrates the utility of the Theoretical Domains Framework, the Behaviour Change Wheel and the behaviour change technique taxonomy for developing workplace intervention recommendations. The proposed recommendations address a gap in the current evidence base. Such an intervention, if implemented, has the potential to improve nurses' eating and physical activity behaviours and in turn, the health of nurses and the quality of healthcare delivery.

M.Comm. / Businesses are increasingly moving toward wellness management a means of controlling rapidly increasing healthcare costs. In pursuing that objective, they are also starting to realise the benefits of worksite wellness promotion in other areas such as improved employee morale, productivity and reduced absenteeism. Various surveys in the USA reveal that the majority of employers have introduced some form of wellness promotion in various forms. In South Africa however, that is not the case with other business priorities still taking preference. It is also a prevalent fact that in both the USA and South Africa, it is the larger employers that have adopted such wellness programs; in both cases employers with more than 1000 employees. The actual market size for wellness practitioners at this stage is unknown in both the USA as well as South Africa, but it is estimated at $10 billion in the USA and about R 2 billion in South Africa. Although the current workplace wellness programs vary from company to company, the most popular programs include health assessment, physical activity, nutrition, weight management, tobacco control and smoking cessation, medical self-care, stress management and employee assistance. It was clear from the research that the following deductions could be made: more than 90% of chronic illness emanate from mental instability and stress from the workplace; more than 90% of stress conditions are caused through what is called Vocational misplacing (people in incorrect positions); more than 80% of South African employees are victims of vocational mismatching.

This research report submitted to the Faculty of Management, University of the Witwatersrand, in partial fulfillment of the requirements for the degree of Master of Management January, 1995 / There is mounting concern about the increasing cost of healthcare, marketing it unaffordable for more people. Until recently, healthcare has been reactive and curative, in the main" as opposed to proactive and preventive. In the USA and Australia, much research has been undertaken on tne effectiveness of wellness programmes - any programme which aims to educate individuals On unhealthy practices and lifestyles, and thereby pre-empt or avoid severe ill1ness. In this country, wellness programmes are a relatively new approach. [Abbreviated Abstract. Open document to view full version]

Thesis (Ph. D.)--Ohio State University, 2008. / Title from first page of PDF file. Includes bibliographical references (p. 231-243).