The objective of the present study was to examine the perceptions of employees who have participated in workplace health promotion (WHP) initiatives, more specifically, whether the employees perceived the WHP initiatives to have an impact on their well-being, general health or work. Furthermore, the effect of WHP initiatives on the relationship between job demands-resources and positive work outcomes, namely employee resilience, engagement, well-being and affective organisational commitment, was investigated. This study collected perceptions from 107 employees, all of whom were employed in organisations which had engaged in WHP initiatives. MultipleThe objective of the present study was to examine the perceptions of employees who have participated in workplace health promotion (WHP) initiatives, more specifically, whether the employees perceived the WHP initiatives to have an impact on their well-being, general health or work. Furthermore, the effect of WHP initiatives on the relationship between job demands-resources and positive work outcomes, namely employee resilience, engagement, well-being and affective organisational commitment, was investigated. This study collected perceptions from 107 employees, all of whom were employed in organisations which had engaged in WHP initiatives. Multiple hierarchical regression analyses were performed. Two significant interactions were found – the perception the WHP initiative had an impact on well-being and work had a moderating effect on the relationship between work overload and employee resilience. These findings have implications for organisations developing WHP initiatives targeted at improving the health and well-being. Further investigation of a wider span of perceived impacts and a more targeted examination, such as the type of WHP initiative completed, or the time that the employee spent doing the initiative is warranted. hierarchical regression analyses were performed. Two significant interactions were found – the perception the WHP initiative had an impact on well-being and work had a moderating effect on the relationship between work overload and employee resilience. These findings have implications for organisations developing WHP initiatives targeted at improving the health and well-being. Further investigation of a wider span of perceived impacts and a more targeted examination, such as the type of WHP initiative completed, or the time that the employee spent doing the initiative is warranted.

Detta är en fallstudie som handlar om de varierande uppfattningar som en arbetsgrupp vid en vårdavdelning har haft av ett påbörjat arbete med grupputveckling. Denna grupp gavs möjlighet för forskaren att studera under hösten 2013 och en studie av denna arbetsmetod är idag aktuell. Arbetet med grupputveckling har skett genom en modell innehållande hälsopromotion. För att ta reda på gruppens uppfattningar av denna metod genomfördes kvalitativa enskilda intervjuer med dem. Materialet har till en början inspirerats av en fenomenografisk analysmetod. Därefter förändrades valet av analysmetod till en blandad metod istället. Detta för att kunna visa en så rättvis bild som möjligt av informanternas uppfattningar. Fenomenografin är fördelaktig gällande analysen av det syfte som är formulerat, vilket är att förstå på vilka olika sätt som deltagarna har uppfattat den aktuella grupputvecklingsmetoden. Resultatet som visade sig i studien var att arbetsmetoden för grupputveckling till viss del har gett ett positivt resultat. Dock visade det sig att alla uppgifter som skulle genomföras inte ännu hade hunnit fullföljas. Detta på grund av svårigheter med att finna vikarier till en slimmad vårdavdelning. Tidsaspekten för denna studie har varit 10 veckor.

Sedentary time and physical inactivity have negative impacts on health and health costs as well as an impact on workplace wellbeing. There is evidence that people are more sedentary and engage in less physical activity on work days. Additionally, sedentary behavior has been found to increase distress and negative mood. Activity trackers such as Fitbits are a useful way to collect and intervene on sedentary behavior and potentially impact other factors of workplace wellbeing in real time and promote self-monitoring. The reminder to move prompts that are now part of Fitbit models provide an innovative and simple way to intervene on workplace sedentary behavior with hourly movement prompts. This study examined the impact of an intervention on sedentary time at work with Fitbit reminders to move and what impact the intervention had on other factors of workplace wellbeing including depression, positive and negative affect, job stress, and productivity. Participants were university employees who wore a Fitbit device for three weeks and completed pre-and post-study measures. For the first week, the Fitbit displayed only the watch screen with no access to other data. This was done to establish baseline data. For the second week, the Fitbit device and Fitbit app allowed for self-monitoring by displaying the activity being tracked, including steps, distance, calories expenditure, and stairs walked. For the third week, the sedentary time reduction was implemented by activating the Fitbit application reminder to move. This caused the Fitbit to vibrate at the 50-minute mark of the hour if the participant had not moved 250 steps in that time. Results show that having the reminders to move prompt activated decreased sedentary time at work and increased steps throughout the day on work days. These changes in sedentary time significantly contributed to decreases in depression. From the start of the study to after the intervention, on average participants reported significantly less depression, negative affect, and stress and more positive affect, affect balance, social functioning, physical functioning, and productivity at work. The benefits of in the moment self-monitoring and an intervention around sedentary time with Fitbits on factors of workplace wellbeing are discussed as well as limitations, and future directions.

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M. Tech. (Human Resource Management, Faculty of Management Sciences), Vaal University of Technology. / Workplace health and safety is a global concern. South African companies are bound by the stipulations of the Occupational Health and Safety Act (OHSA) (85 of 1993), which regulates employer and employee duties to identify and eliminate hazards, thereby controlling and minimising the risk to health and safety within the working environment. Employees are regarded as the strength of ArcelorMittal. The on-board programme of this employer is designed specifically to support the integration of new employees into ArcelorMittal’s environment and enable them to maximise their contribution to the performance of their team, implementation of a business plan and strategy and realisation of the group’s objectives. This study investigates the perceptions that ArcelorMittal (Vanderbijlpark) employees uphold regarding the effectiveness of the health and safety induction they received. The iron division was identified purposefully for selection of the target population because of its high rate of health and safety incidents. Simple random sampling was used within a quantitative research design to select 317 respondents out of 634 employees. Accordingly, questionnaires were distributed within the demarcated division and a total of 160 questionnaires were completed and returned. The collected data were statistically analysed and presented. The results indicated that the majority of employees perceive the health and safety induction they received to be effective. Respondents also indicated that ArcelorMittal was effective in providing them with the support they need towards their health and safety. Hence, it is recommended that the zero tolerance approach towards safety hazards be reinforced on a continuous basis within the work context of this leading steel manufacturer.

There is a growing interest in brief, low-cost workplace health promotion interventions for wellbeing, which target increasing resilience, mindfulness and positive appraisal. One such health promotion intervention is Positive Mental Training. Three linked studies set out to investigate the efficacy of Positive Mental Training in the workplace. Study 1 used a double blind, randomised control trial design, with healthy volunteer employees randomised to intervention or control conditions. Validated questionnaires measured wellbeing, resilience, mindfulness, burnout and emotional distress at 4 time intervals, over a 6 month period. Multi-level linear modelling showed significant effects of the intervention on wellbeing and depression. ANCOVA analysis revealed these benefits were not sustained at follow up (26 weeks). Study 2 expanded on study 1, with qualitative interviews of purposefully selected participants of study 1. A grounded theory approach was used to explore individual motivations, benefits and limitations of the programme. Study 3 adopted a component research design to investigate one possible underlying aspect of this multi-component health promotion intervention (positive appraisal suggestion) in a student population and examined whether relaxation increased this effect. Positive appraisal suggestions given with or without relaxation were both able to significantly increase levels of positive affect and self-esteem compared to a control. Positive cognitive bias was found to increase in both the active conditions and the control suggesting differential cognitive and emotional processes, in that an increase in positive CB was not associated with an increase in mood. Overall these studies indicated evidence for the efficacy of Positive Mental Training in workplace health promotion, explored experience of participants undertaking the study and investigated the underlying mechanisms of an active component of Positive Mental Training. Theoretical and clinical implications are discussed.

This study is a qualitative interview study consisting of twelve semi-structured interviews, conducted in ten different organizations. The purpose of this thesis is to study and shed light on how systematic workplace health promotion is carried out, with the employee survey as a starting point. During 2016, new regulations came into force, clarifying employers’ increased responsibilities for staff’s workplace health situation. The collected data were thematized and subsequently analyzed with a deductive approach. The results suggest that the systematic work generally starts with a situation analysis, often in the form of an employee survey, but that the studied organizations then proceed in very different ways. Common to those engaged in an active workplace health promotion is that the work is structured in an outer and an inner cycle. In the outer cycle, inventory, planning, monitoring and evaluation occur. In the inner cycle practical work is performed, such as employee surveys, feedback of results, focus areas with desired position and workshops, as well as a work plan which is incorporated in the business plan. These two cycles are connected, but are worked at independently of each other.

With a post-structural approach and an analytical focus on processes of governmentality and biopower, this study is concerned with how discourses of health are contextualized in educational practice and interaction between educators and participants in workplace health promotion (WHP) interventions. Of concern are issues of the discursive production, regulation and representation of power, knowledge and subjects as gendered beings in workplace health promotion interventions. The methods for generating data are participant observation, interviews and gathering of documentation pertaining to four different workplace health promotion nterventions. Based on these data, the thesis offers an analysis of the health discourses drawn on in the interventions and the technologies of power and of the self by which the participants are governed and invited to govern themselves in the name of health. It also asks what practices and positions that thus come to be made available or not to the participants. Two health discourses are identified: the biomedical discourse and the wellness discourse. Both discourses are drawn on in all four studied interventions, the biomedical discourse being the dominating discourse drawn on. The biomedical discourse is informed by scientific ‘facts’ and statistics and is underpinned by a notion of risk. The wellness discourse is informed by an understanding of health as a subjective embodied experience and is underpinned by a notion of pleasure. Drawing on these discourses, the responsibility for health is placed with the participants and the healthy participant/employee is constituted as a rationally motivated risk-avoider and disciplined pleasure seeker who is both willing and able to actively make ‘good’ choices regarding their lifestyle. Furthermore, and informed by essentialist and heteronormative ideas about gender, the ideal healthy person is modelled on a male norm, representing women as the deviant Other.

Up to now the issue of the safety and healthy is important in this sociality. More and more young people first select the high economical scale, high popularity, high potential and good system company when entering the work place. The primary reason is that those large enterprises provider good salary, good welfare and upgrade overall value by myself. The most important that the large enterprises obtain the TOSHMS certified and have the perfect occupational safety and healthy management system. In 2010 the Council of Labor Affairs has a mission to enhance the quality of its manpower, to create a friendly working environment, to promote harmonious labor relations, to achieve the dignity of labor and labor to constract equality, human, safety, dignity of working life. In recently years the workplace health promotion activity, employee health concepts into the workplace, it is the best choice for creating a friendly workplace. Moreover, if it can improve employee health through the means of achieving the purpose of workplace safety, not only to benefit both employers and employees, the public is in line with national expectations. Therefore, the research led by the research variables of safety leadership, safety climate, workplace health promotion measures, the Occupational Safety and Health performance, through TOSHMS certified institutions for the research to explore adding workplace health promotion measures on occupational safety and health performance is there a better show. So, the research used an A volumn with multiple B volumns way of sending survey questionnaires 140 volumns of A (the occupational safety and healthy performance of the enterprises), 841 volumns of B (the view of employees for safety leadership, safety climate and workplace health promotion measures). After recycled the valid questionnaires were 50 volumns of A, 266 volumns of B and analysis was conducted via Confirmatory Factor Analysis, CFA, Descriptive Statistics, Independent t-test, One-way ANOVA, Structural Equation Modeling (SEM), Multiple Linear Regression Analysis and so on. Research results reveal that safety leadership and saety climate in the occupational safety and health performance has significant positive impact and safety climate has mediation affection between safety leadership and the occupational safety and healthy performance. Other, workplace health promotion measures and safety climate in the interaction of occupational health and workplace health promotion measures has moderating affection between safety climate and the occupational safety and healthy performance. The contributions of this research include providing Taiwan enterprises with a reference for development strategy on workplace health promotion measures, and to apply the knowledge to labor-related fields and enterprise practices.

Obesity is a widespread topic across the country as healthcare costs continue to rise. The field of health communication encompasses many efforts made by scholars and those working in health education and promotion to help individuals live healthier lives. As technology continues to evolve, e-health and mobile health programs are being explored as creative avenues for this endeavor. This study takes a mixed methods approach consisting of an experiment and a series of in-depth interviews. Based on the Theory of Planned Behavior, the experiment examines the effects of a popular mobile phone application, “my fitness pal,” on the users’ attitude, subjective norms and perceived behavioral control of health behaviors. The interviews investigate how and why the mobile application has health benefits. There were 35 University of Kentucky employees who participated, and then a few follow-up interviews were conducted. Although, several hypotheses were not supported by the data, the results show there was an increase in the overall health statuses of participants encouraged to interact with co-workers about the mobile application through social media as well as face-to-face communication. Several applications can be taken from this study in order to improve future mobile health applications and workplace health and wellness programs.