Hall Jennifer L, Kelly Kevin M, Burmeister Leon F, Merchant James A
1 Department of Health Sciences and Human Performance, Lynchburg College, Lynchburg, Virginia and was previously with the Healthier Workforce Center for Excellence, College of Public Health, University of Iowa, Iowa City, Iowa.
2 Healthier Workforce Center for Excellence, College of Public Health, University of Iowa, Iowa City, Iowa.
Am J Health Promot. 2017 Sep;31(5):391-400. doi: 10.4278/ajhp.140613-QUAN-283. Epub 2016 Jan 5.
To estimate workforce participation characteristics and employees' attitudes regarding participation in workplace wellness programs.
Data from a statewide stratified random sample were used to compare small (<50 employees) and larger (50+ employees) workplaces to estimate participation in screening programs and likelihood of participation in workplace wellness programs.
A telephone survey of employed Iowans registered to vote.
Surveyed were 1171 employed Iowans registered to vote, ages 18 to 65.
Among questionnaire survey modules were items from the Wellness Council of America Employee Needs and Interest Survey, the U.S. Census Bureau for employment documentation, and the World Health Organization Health and Work Performance Questionnaire for assessment of sickness absenteeism and presenteeism.
Prevalence of participation in screening and wellness programs was analyzed by employment size and levels of likeliness to participate, and multivariable analyses of employee baseline characteristics regarding participation in screening programs and likelihood of participation in wellness programs was presented as top and bottom quartiles.
Those employed in smaller workplaces participated less often in screening programs. Multivariable models identified male gender and those with an abnormal body mass index were associated with nonparticipation, while having a primary care physician was associated with participation. Very few items showed significant statistical difference in willingness to participate.
Workforce characteristics and access to health care may influence participation in screening and wellness programs. Employment size is not a determining factor for willingness to participate in wellness programs.
评估劳动力参与特征以及员工对参与职场健康计划的态度。
来自全州分层随机样本的数据用于比较小型（员工少于50人）和大型（员工50人及以上）工作场所，以估计筛查计划的参与情况以及参与职场健康计划的可能性。
对登记投票的爱荷华州在职人员进行电话调查。
调查了1171名年龄在18至65岁之间、登记投票的爱荷华州在职人员。
问卷调查模块包括来自美国健康委员会员工需求与兴趣调查、美国人口普查局就业文件以及世界卫生组织健康与工作绩效问卷的项目，用于评估病假缺勤和出勤主义情况。
按就业规模和参与可能性水平分析筛查和健康计划的参与率，并将员工参与筛查计划的基线特征和参与健康计划的可能性的多变量分析呈现为四分位数的上下限。
在较小工作场所工作的人员参与筛查计划的频率较低。多变量模型显示，男性和体重指数异常者与不参与相关，而有初级保健医生则与参与相关。在参与意愿方面，很少有项目显示出显著的统计学差异。
劳动力特征和获得医疗保健的机会可能会影响筛查和健康计划的参与情况。就业规模不是参与健康计划意愿的决定因素。
