![Unique Barriers to Workplace Health Promotion Programs by Wage Category](./getimage.php?url_image=http%3A%2F%2Fimages-eu.amazon.com%2Fimages%2FP%2F%21%21isbn%21%21.08.MZZZZZZZ.jpg¬icecode=&entity_id=1041493&vigurl=https%3A%2F%2Fjournals.sagepub.com%2Fna101%2Fhome%2Fliteratum%2Fpublisher%2Fsage%2Fjournals%2Fcontent%2Fahpa%2F2022%2Fahpa_36_5%2Fahpa_36_5%2F20220507%2Fahpa_36_5.cover.png)
Titre : | Unique Barriers to Workplace Health Promotion Programs by Wage Category : A Qualitative Assessment of Secondary Data (2022) |
Auteurs : | Emily Stiehl, Membre de l'équipe de recherche ; Susan L. Bales, Membre de l'équipe de recherche ; Kristi Rahrig Jenkins, Membre de l'équipe de recherche ; Bruce W. Sherman, Membre de l'équipe de recherche |
Type de document : | Article : texte imprimé |
Dans : | American Journal of Health Promotion (Vol. 36, n°5, June 2022) |
Article en page(s) : | pp. 843-852 |
Langues: | Anglais |
Catégories : | |
Résumé : |
"Purpose
To understand barriers around accessing or using workplace health promotion (WHP) programs among workers in different wage categories. Approach We conducted qualitative analysis of responses to three open-ended questions about WHP program participation, collected as part of an existing WHP program evaluation. Setting: A large mid-western university. Participants Of the 20,000 employees emailed an online survey, 3,212 responded (16.1%). The sample was mostly female (75%), white (79%), and comprised of staff members (84%). The average age was 44 years and 67% had annual incomes <$75,001. Method We used NVivo-12 Plus and two coders to apply Grounded Theory on the open-ended questions and identify emergent themes. Results Although most respondents were happy with the program, differences across wage categories emerged around time, financial incentives, commute, workload, and organizational policies/support. Employees at all wage levels were enthusiastic about creating a culture of health but needed different cultural supports to do so. For instance, higher-wage workers needed to overcome self-made time constraints, while lower-wage workers needed supervisor support to overcome coverage constraints that prevented participation. Conclusion The unique participation challenges experienced by employees in different wage categories provide justification for WHP programs that can better accommodate the participation barriers of all employees. While some programs may simply require more flexible offerings, supervisors may need to be trained to support and foster healthy environments." |
Catalogueur : | RESOdoc |
En ligne : | https://journals.sagepub.com/doi/full/10.1177/08901171211069546 |
Exemplaires (1)
Cote | Code-barres | Support | Localisation | Disponibilité |
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RESO A.19 | RE65682376 | Bulletin | RESOdoc | Consultation sur place Disponible |