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.

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

Thesis (MAppSc) -- Auckland University of Technology, 2004. / Also held in print (217 leaves, ill., 30 cm.) in Wellesley Theses Collection (T 613.70993 CUM)

Thesis (Ph. D.)--Lehigh University, 1997. / Includes vita. Bibliography: leaves 179-195.

Thesis (M.Ed.)--Memorial University of Newfoundland, 1999. / Includes bibliographical references.

Thesis (Ph.D.)--University of Nebraska-Lincoln, 2009. / Title from title screen (site viewed February 25, 2010). PDF text: vii, 174 p. ; 2 Mb. UMI publication number: AAT 3386757. Includes bibliographical references. Also available in microfilm and microfiche formats.

Research applications in the field of positive organisational behaviour are developing as part of the paradigm of fortology. Both psychofortology and positive psychology support the development of the strengths (fortology) of human behaviour. Health and wellness research in working contexts build theory in the field of Industrial Psychology. The objective of the present research is to develop and test a holistic work-wellness model for employees of a life insurance organisation in South Africa. Holistic work-wellness research requires that wellness, organisational factors and individual dispositions be treated as part of an integrated and dynamic system. The relationship between these constructs provides some understanding of total work wellness. A cross-sectional survey designed was used with a sample of 673 participants. The 5 Factor Wellness Survey, the Maslach Burnout Inventory – General Survey, Utrecht Work Engagement Scale and the Job Diagnostics Survey were administered. The empirical research results have shown that a positive relationship exists between motivational job characteristics, sense of coherence, engagement and wellness. A somewhat negative relationship exists between burnout and wellness in the holistic work-wellness model. The structural equation modelling statistics provided reasonable goodness of fit indices with some room for modification. According tot the Root Mean Square Error of Approximation criterion, the results support the acceptance of the holistic work-wellness model. A path diagram, in which cause and effect arrows flow from the exclusive latent variable back to the primary factors, was developed. The development of this holistic work-wellness model addresses the research problem and builds theory with which to holistically understand work wellness. It can be concluded that the development of this particular model can be used in the insurance organisation to implement employee health and wellness care. The Indivisible Self: An Evidence-Based Model of Wellness that consists out of 17 wellness and 4 contextual factors were successfully applied as a clinical wellness model in an organisational context (Myers and Sweeney, 2005). A principle factor analysis confirmed the factor structure of previous wellness research for the first time in a South African study. Structural equation modelling statistics on the wellness model confirmed the 19-factor model with adequate goodness of fit indices. The empirical research data confirms The Indivisible Self: An Evidence-Based Model of Wellness for the insurance organisation. This wellness model can therefore be used as an independent wellness model to explain wellness from the theory and from the present empirical study. From the literature it is clear that research on wellness in relation to motivational job characteristics are developing as a research topic. The empirical research in the present study confirmed that a positive relationship exist between these two phenomena. Goodness of fit indices confirm that the six-factor motivational job characteristics model cannot be used as an independent model in the insurance organisation. Subsequently this did not validate the practically significant positive relationships in the independent job model. However these findings were still useful in an explorative study that focused on the development of a holistic work-wellness model. A strong sense of coherence can therefore be hypothesised to help employees to face stressful situations and to handle complex tasks because demands from the environment are understood and believed to be under their personal or significant others’ control. They are likely to regard the tasks as challenging enough to spend energy on. It can be described as the characteristic inherent to individuals, which assists them in their interaction with their work-environment and situations that might arise as a consequence thereof. Empirical statistical results indicated that the three factors meaning, comprehension and manageability are confirmed for the sense of coherence construct. A principle factor analysis confirmed reliable Cronbach alphas for meaning and comprehension in the present research. Structural equation modelling proves that the sense of coherence model cannot be used independently due to poor goodness of fit statistics. However, sense of coherence is still useful in the development of a holistic work-wellness model. The research results also showed that engagement could be considered a positive indicator of employee wellness. Findings validated and confirmed the factorial validity of vigour and dedication. Goodness of fit statistics produced goodness of fit indices of intermediate quality. Empirical statistics verified and validated burnout as a four-factor model. Researched statistics showed internally consistent results for the four-burnout subscales (exhaustion, cynicism, professional efficacy and cognitive weariness). It can be concluded that these factors are reliable and valid factors. Results from the structural equation modelling proposed good fit (RMSEA) for the four-factor burnout model, with some modification required to improve the other indicators. Conclusions and recommendations in terms of the implementation of managed health and wellness care for employees in the insurance organisation are based on the development of the holistic work-wellness model. Health and wellness programmes should be researched to develop the empirical application of the holistic work-wellness model. / Prof. R.P. De la Rey