No description available.

Cardiovascular disease (CVD) is responsible for approximately 600,000 deaths in the United States each year, with African Americans (AAs) disproportionately affected. Individual-level approaches to reducing CVD remain ineffective, mobilizing a movement that advocates for population-based solutions. Workplace wellness programs (WWPs) have gained considerable traction as a viable strategy for ameliorating CVD burden among workers in general. However, no studies have looked at the efficacy of WWPs in ameliorating CVD specifically among AA employees--a knowledge gap that this investigation aimed to close. Based on the health belief model and the social cognitive theory, this retrospective cohort study used de-identified secondary data to evaluate the racial differences in the mean change in CVD biomarkers between 163 AAs and 228 Caucasians civilian workers participating in a U.S. Marine Corp self-directed WWP. The 4 CVD biomarkers evaluated were systolic blood pressure (SBP), diastolic blood pressure (DBP), and waist-to-hip ratio. Repeated measures MANCOVA analysis was used to establish the contribution of the independent variable (race) to SBP, DBP, LDL cholesterol, and waist-to-hip ratio. Results showed an overall significant main effect of time for changes in SBP and DBP even after controlling for race, sex, age, and days from baseline. However, there was no overall main effect of time for changes in LDL cholesterol or waist-to-hip ratio. Further research using randomization, a comprehensive health risk appraisal, and a larger sample size may yield additional benefits to AAs. Implications for positive social change include reduction of the extraordinarily high CVD disease burden and disparity among AAs.

INTRODUCTION: Worksite health promotion programs (WHPP) promote maintenance and changes of health-related behaviors of employees. Some companies opt to contract with a third party provider to implement a WHPP. PURPOSE: This study evaluated the participation rates, availability and use of health coaching, and changes in biometric data over a 2-year time period of employees in 13 companies for whom the WHPP was implemented by Wellness Corporate Solutions (WCS). METHODS: We had 2 years of biometric, health risk appraisal (HRA), or health coaching data on 4,473 employees. The statistical analysis included biometric screening data (percent body fat, body mass index (BMI), total cholesterol (TC), high- and low-density lipoproteins (HDL-C, LDL-C), TC/HDL ratio, triglycerides, glucose, systolic and diastolic blood pressures (SBP and DBP)) from all 13 companies and health coaching data from five companies. RESULTS: Employee participation rates of the 13 companies ranged from 35% to 75%. Five of the 13 companies provided voluntary telephonic health coaching to employees participating in their WHPPs. Of those employees for which we had 2-year data, 125 (12.9%) actually participated in health coaching. Only one of the 13 companies demonstrated improvement in all 10 biometric measurements and 1 company demonstrated improvement in only one biometric measurement. The biometric measurements that showed the greatest improvements over time were triglycerides, blood pressure, BMI, and TC. There was no association found between the number of variables that improved and employee participation rate (p = 0.8814) or the type of incentives offered to employees (p = 0.1389). Availability and use of health coaching did not appear to affect the number of variables that improved. Compared to employees who did not use health coaching, there were significantly greater changes in DBP, HDL-C, and BMI (p < 0.05) in employees who used health coaching. The magnitude of change in variables of interest was dependent, in part, on the baseline value. CONCLUSIONS: Voluntary participation in WHPPs results in positive changes in health-related biometric variables. Health coaching can positively affect the magnitude of change in some biometric variables and the magnitude of change is likely related to the baseline value and the frequency of coaching interactions. Further research should evaluate the benefits of various forms and frequencies of health coaching. Worksite health promotion programs and health coaching may also have a positive impact on other variables (e.g., employee attitudes and morale) not addressed in this study.

Master of Arts / Department of Economics / Dong Li / Comprehensive worksite wellness programs were first introduced in the United States in the late 1970s and early 1980s, with the goals of improving health, reducing health care expenditures, and demonstrating senior management’s commitment to the health and well-being of workers (Ozminkowski et al, 2002). As the annual cost of employer-sponsored family health coverage increased four percent between 2012 and 2013 (Kaiser Family Foundation, 2013), many companies are turning to worksite wellness programs. Wellness programs have shown not only to reduce health care costs, but also decrease absenteeism and increase employee satisfaction. The studies on the benefits of wellness programs are not conclusive; there seems to be a general lack of good data collection and analysis. This report discusses what determines an employer’s likelihood of offering a wellness program, what determines an employee’s participation in a wellness program, and a benefits analysis of wellness programs.

Objective: To investigate and determine periodontal treatment needs by the use of the Community Periodontal Index of Treatment Needs (CPITN) of a Medicaid expansion population in the state of Iowa (DWP) in comparison with patients insured by the traditional Medicaid State Plan, patients with private dental insurance, and self-pay patients, while evaluating for systemic health conditions and socio-behavioral factors. Methods: A secondary data analysis of electronic health records (EHR) from the University of Iowa College of Dentistry was completed and analyzed. Univariate and bivariate analyses were conducted. Logistic regression models were used to analyze relationships between predictors and periodontal treatment need. Results: Out of the study population, 54% were indicated for scaling and root planing (SRP). Predictors of indicating the need for SRP treatment were found to be: Age (p< .0001), gender (p< .0001), medical diagnosis of diabetes (p=.031), smoking status (p< .0001), and not receiving regular dental check-ups (p< .0001). Discussion: Our findings are consistent with common periodontal disease predictors found in the literature. Interestingly, insurance status was not a significantly associated predictor of periodontal treatment needs. However, approximately 50% patients with all insurance types were indicated for SRP. Implications: DWP patients must earn benefits by maintaining dental appointments. This earned benefits approach delays periodontal treatment as patients must earn this procedure, potentially leading to deteriorating periodontal health. Further assessment of periodontal burden in the DWP population should be conducted and potential program structure evaluated.

No description available.

Evidence supporting the benefits of worksite health promotion (WHP) programs is extensive. Research shows these programs can improve the health of participants, lower health care costs, and improve the bottom line of employers. Although the evidence of these benefits is vast, reported participation in WHP is not optimal. Little published data exists on employees' perceived incentives and barriers for participation in WHP. The purpose of this study was to determine perceived barriers and incentives for participation in an existing WHP program at a large land-grant university. Opinions of eligible WHP participants were collected using a web-based questionnaire (n = 321). The questionnaire was adapted from questions used in the 2004 HealthStyles survey. Overall percentages and odds ratios of responses were calculated and stratified by demographics. Respondents were 68.5% female, 76.6% were college graduates, 47% were active, and 32.7% had a BMI ≥ 30. The most common reported barrier to using employee wellness services was no time during work day (60.2%). Women were more likely than men to report lack of energy (OR, 4.5; 95% CI, 1.7-11.9) and no time during work day (OR, 2.6; 95% CI, 1.4-4.8) as barriers to participation. Respondents who were underweight and overweight were less likely to report lack of energy than respondents who were obese (OR, 0.2; 95% CI, 0.1-0.6; OR, 0.4; 95% CI, 0.2-0.9). The most common reported incentive was having programs at a convenient time (66.6%). Younger respondents were much more likely to report paid time off work to attend as incentive to participate than respondents 60 or more years (18-29 years OR, 10.8; 95% CI, 2.9-40.1; 30-34 years OR, 4.2; 95% CI, 1.5-11.7; 35-44 years OR, 3.1; 95% CI, 1.3-7.4). Most preferred wellness service or policies were available fitness center (75.9%), health screening tests (75.6%), and paid time to exercise at work (69.6%). The results of this study, combined with an employer's own employee needs assessment, may help universities, and other employers with similar characteristics, design more attractive employee wellness programs. Making employee wellness programs attractive to their potential participants may improve program participation.

Thesis (Ph.D. (Human Movement Science))--North-West University, Potchefstroom Campus, 2008.

This study consists of two phases for the purpose of investigating (a) the construct of wellness and its relationships with self-esteem, physical symptoms, art self-concept, and gender, and (b) the effect of Art-Enriched Wellness Program (AWP) on improving wellness levelof Middle East Technical University (METU) students. In the first phase of the study, four questionnaires, namely Wellness Inventory, Rosenberg Self-Esteem Scale, Physical Symptom Checklist, and Art Self-Concept Scale were administered to 629 METU students (297 male, 300 female, 32 indicated no gender). The results of explanatory and confirmatory factor analysis yielded a 30 items scale with 4 factors / cognitive-emotional wellness (CEW), relational wellness (RW), life-goal (LG), and physical wellness (PW). The results of five separate multiple linear regression analyses revealed that all the suggested independent variables, i. e., self-esteem, gender, physical symptoms and art self-concept were the predictors of the total wellness scores. As for the subscores, significant predictors appeared as / self-esteem and physical symptom for the CEW scores / gender, self-esteem and art-self-concept for the RW scores / self-esteem and art-self concept for the LG scores / and physical symptom, gender, and self-esteem for the PW scores. In the second phase of the study, for the purpose of testing the effectiveness of Art-enriched Wellness Program (AWP) developed by the researcher, an experimental design with one treatment and one non-treatment control group and four measurements (pre, post, and two follow-ups with two-week and four-month intervals) was used with a sample of 16 participants ( N = 6 for the treatment group, 3 females and 3 males / N = 10 for the non-treatment control group, 8 females and 2 males). The experimental group participated in 20 hours- 8 week AWP (each session was 2.5 hours), while the non-treatment control group received no treatment during that time. Results of a series of Mann Whitney U tests revealed that AWP was effective in increasing total wellness scores of the experimental group subjects both in post-test and in follow-up 1 measures. It was also effective in increasing CEW scores of experimental group subjects in the post-test and follow-up 1, and in increasing LG scores of them in follow-up 1.

1. The problem and objective of study Workers in physically demanding jobs have, over the last decade, shown a high incidence of work-related injuries as well as other related physical disorders (Dempsey & Hashemi, 1999:183; Mital & Ramakrishnan, 1999:74; WHO, 1999:1; Weir & Nielson, 2001:128; Cox et al, 2003:6). This has been shown to lead to absenteeism, lost work time and poor work quality which in turn give rise to increased costs of yearly worker compensation claims, medical treatment and general loss of production (Ciriello & Snook, 1999:149; Mital, 1999:246-247; Cox et al., 2003:6). For example, the World Health Organization indicates that work related injuries and illness kill an estimated 1.1 million people worldwide every year. This is roughly equal to the number of worldwide deaths due to malaria each year (WHO, 1999:1). Research indicates that these types of injuries and/or work disability usually occur when the physical demands of the work tasks exceed the physical work capacity of the worker (Chaffin, 1974:251-254; Fraser, 1992:24; Shrey, 1997a:8). Two types of workers are usually pointed out by management in this regard, namely the older workers and females that are exposed to tasks with a high physical demand (Ayoub & Mital, 1989:9; Smith & Mustard, 2004:755; Sluiter, 2006:438). The above-mentioned problem seems to be a global concern (Mital, 1999:246; WHO, 1999:1) and forces companies to better manage the physical incapacity of workers in physical demanding jobs. The management of the electricity supply company in South Africa (hereafter the company) who realised that this problem was also prevalent in their workforce, developed minimum physical ability task requirements, that represent the physical work demands, for all the physically demanding jobs (Lubbe, 2003b:4). These minimum requirements enable the company to determine which workers do not have the physical work capacity to perform their physical work demands and to implement the necessary management process, such as a worksite wellness program, to address the problem. Hence the objective of the study were to determine the: a) role of gender on the physical work capacity profile of workers in the company based on the minimum physical ability task requirements of their job; b) role of age on the physical work capacity profile of workers in the company based on the minimum physical ability task requirements of their job; c) effect of a worksite wellness program on the physical work capacity profile of workers in the company based on the minimum physical ability task requirements of their job. 2. Summary of results a) The physical work capacity of male workers in this population are practically significant greater than that of female workers with the same job-related minimum physical ability task requirements. b) Practically significant more female workers do not have the minimum physical work capacity required by their job, than male workers. c) The physical work capacity of workers in physically demanding jobs within this company declines with aging. d) The age-related decline in physical work capacity for male workers is to such an extent that from the age of 60, the physical work demands of their job exceed their physical work capacity. e) The age-related decline in physical work capacity for female workers is to such an extent that, in general, the indication is that they will never have the required physical work capacity based on the minimum physical ability task requirements of their job, for it is predicted that from the age of 18, the physical work demands of their job exceed their physical work capacity. f) A worksite wellness program assists workers whose physical work capacity profile does not meet the minimum physical ability task requirements of their job, to regain the required physical work capacity. g) A worksite wellness program provide an alternative option to managing the physical work capacity of their workers, other than ill-health retirement, retrenchments or prolonged sick-leave. / Thesis (Ph.D. (Human Movement Science))--North-West University, Potchefstroom Campus, 2008.