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Health Promotion: History and Emerging Trends
Published in James M. Rippe, Lifestyle Medicine, 2019
As health-promotion and disease-prevention programs evolved, more emphasis was placed on understand ing and aligning environment, culture, policy, programs and incentives to be more integrated and to emphasize comprehensive health, well-being, personal performance and productivity. The federal government had already created the clinical- and patient-oriented U.S. Preventive Services Task Force18 and the population-focused U.S. Community Preventive Services Task Force,19 respectively, to review and rank evidence and make recommendations regarding interventions that improved health on either an individual or group level. The National Institute of Occupational Safety and Health (NIOSH), building on the Integrated Employee Health NASA IOM Report,11 similarly recognized the need for an integrated model of intervention that aligned health promotion with more traditional “health protection” (occupational safety and health), thus creating the Total Worker Health™ initiative.20
Toward total student health: A qualitative pilot study
Published in Journal of American College Health, 2019
Brenna Quinn, Mazen El Ghaziri, Kelsey M. Mangano, Herpreet Kaur Thind
Colleges possess a unique advantage to cultivate healthy behaviors among young adults, as over 20 million students access colleges as both living and working environments. Colleges may help foster Total Student Health, a concept modeled after Total Worker Health10; defined as policies, programs, and practices to promote overall health and well-being of college students. Despite the ability of college environments to positively influence student health, college students increasingly engage in behaviors such as binge drinking, drug use, poor dietary habits, and sedentary lifestyles.11 Further, students are experiencing increases in mental health conditions.12 Successful implementation of health promotion initiatives on campuses could be improved with input from students regarding how their wellness can most effectively be supported.13
Determinants of workplace health program participation among non, low, and incentive-achieving participants
Published in Journal of Workplace Behavioral Health, 2019
Kim Nichols Dauner, Christopher R. McIntosh, Lin Xiu
Others have critiqued incentives for being inefficient given low levels of WHP participation overall (Robroek et al., 2009). Our findings, however, suggest that once individuals achieved the incentive, they were more likely to remain a participant. Interestingly, “other barriers” were cited by about 23% of our sample. Clearly more research, and perhaps qualitative research, is needed to better understand such barriers, their strength, and how they might interact with other individual characteristics and determinants of participation. Additionally, there is the need to continue to evaluate new worksite wellness innovations (e.g., Total Worker Health) that don’t necessarily require programmatic participation but rather direct employee engagement in creating a culture of health within a worksite through policy and other structural interventions.
Interactive effects of work psychosocial factors on participation in workplace wellness programs
Published in Journal of Workplace Behavioral Health, 2018
Mahboobeh Ghesmaty Sangachin, Lora A. Cavuoto
Nonetheless, to the best of our knowledge, this study is the first to assess concurrent association of multiple psychosocial stressors on WWP participation and engagement. Results will inform future research and provide insights on ways to leverage observed associations in order to increase employee participation and engagement in WWPs by considering the effects of the psychosocial factors at work. It will also provide evidence for the need to adopt a holistic approach to employee well-being as suggested by the National Institute of Occupational Safety and Health (NIOSH) Total Worker Health (TWH) initiative. TWH suggests an integrated framework to align health protection and health promotion activities at work (Sorensen et al., 2013). In this context, ensuring a positive psychosocial work environment is in the realm of health protection, while offering and promoting participation in a WWP is the health promotion piece. Our results suggest that the former may affect participation in the latter. Hence, an integrative framework is required to ensure effectiveness of organizational policies to enhance employee well-being.