Lin Yea-Wen, Lin Yueh-Ysen
Am J Health Promot. 2014 Sep-Oct;29(1):e53-63. doi: 10.4278/ajhp.121116-QUAN-562. Epub 2013 Nov 7.
Organizational health culture is a health-oriented core characteristic of the organization that is shared by all members. It is effective in regulating health-related behavior for employees and could therefore influence the effectiveness of health promotion efforts among organizations and employees. This study applied a multilevel analysis to verify the effects of organizational health culture on the organizational and individual effectiveness of health promotion.
At the organizational level, we investigated the effect of organizational health culture on the organizational effectiveness of health promotion. At the individual level, we adopted a cross-level analysis to determine if organizational health culture affects employee effectiveness through the mediating effect of employee health behavior.
The study setting consisted of the workplaces of various enterprises.
We selected 54 enterprises in Taiwan and surveyed 20 full-time employees from each organization, for a total sample of 1011 employees.
We developed the Organizational Health Culture Scale to measure employee perceptions and aggregated the individual data to formulate organization-level data. Organizational effectiveness of health promotion included four dimensions: planning effectiveness, production, outcome, and quality, which were measured by scale or objective indicators. The Health Promotion Lifestyle Scale was adopted for the measurement of health behavior. Employee effectiveness was measured subjectively in three dimensions: self-evaluated performance, altruism, and happiness.
Following the calculation of descriptive statistics, hierarchical linear modeling (HLM) was used to test the multilevel hypotheses.
Organizational health culture had a significant effect on the planning effectiveness (β = .356, p < .05) and production (β = .359, p < .05) of health promotion. In addition, results of cross-level moderating effect analysis by HLM demonstrated that the effects of organizational health culture on three dimensions of employee effectiveness were completely mediated by health behavior.
The construct connections established in this multilevel model will help in the construction of health promotion theories. The findings remind business executives that organizational health culture and employee health behavior help improve employee effectiveness.
组织健康文化是组织以健康为导向的核心特征，为所有成员所共享。它在规范员工与健康相关的行为方面具有成效，因此可能会影响组织和员工健康促进工作的效果。本研究采用多层次分析来验证组织健康文化对健康促进的组织和个体效果的影响。
在组织层面，我们调查了组织健康文化对健康促进的组织效果的影响。在个体层面，我们采用交叉层面分析来确定组织健康文化是否通过员工健康行为的中介作用影响员工效果。
研究背景包括各类企业的工作场所。
我们在台湾选取了54家企业，并对每个组织的20名全职员工进行了调查，共获得1011名员工的样本。
我们编制了组织健康文化量表来测量员工的认知，并汇总个体数据以形成组织层面的数据。健康促进的组织效果包括四个维度：规划效果、产出、成果和质量，通过量表或客观指标进行测量。采用健康促进生活方式量表来测量健康行为。员工效果通过自我评估绩效、利他主义和幸福感这三个维度进行主观测量。
在计算描述性统计数据之后，使用分层线性模型（HLM）来检验多层次假设。
组织健康文化对健康促进的规划效果（β = .356，p < .05）和产出（β = .359，p < .05）有显著影响。此外，HLM的交叉层面调节效应分析结果表明，组织健康文化对员工效果三个维度的影响完全由健康行为介导。
该多层次模型中建立的构念联系将有助于健康促进理论的构建。研究结果提醒企业高管，组织健康文化和员工健康行为有助于提高员工效果。
