Martinsson Camilla, Lohela-Karlsson Malin, Kwak Lydia, Bergström Gunnar, Hellman Therese
Intervention and Implementation Research Unit, Institute of Environmental Medicine, Karolinska Institutet, Stockholm, Sweden.
BMC Public Health. 2016 Aug 23;16(1):854. doi: 10.1186/s12889-016-3534-7.
To achieve a sustainable working life it is important to know more about what could encourage employers to increase the use of preventive and health promotive interventions. The objective of the study is to explore and describe the employer perspective regarding what incentives influence their use of preventive and health promotive workplace interventions.
Semi-structured focus group interviews were carried out with 20 representatives from 19 employers across Sweden. The economic sectors represented were municipalities, government agencies, defence, educational, research, and development institutions, health care, manufacturing, agriculture and commercial services. The interviews were transcribed verbatim and the data were analysed using latent content analysis.
Various incentives were identified in the analysis, namely: "law and provisions", "consequences for the workplace", "knowledge of worker health and workplace health interventions", "characteristics of the intervention", "communication and collaboration with the provider". The incentives seemed to influence the decision-making in parallel with each other and were not only related to positive incentives for engaging in workplace health interventions, but also to disincentives.
This study suggests that the decision to engage in workplace health interventions was influenced by several incentives. There are those incentives that lead to a desire to engage in a workplace health intervention, others pertain to aspects more related to the intervention use, such as the characteristics of the employer, the provider and the intervention. It is important to take all incentives into consideration when trying to understand the decision-making process for workplace health interventions and to bridge the gap between what is produced through research and what is used in practice.
为实现可持续的工作生活，更深入了解哪些因素能够促使雇主增加预防性和健康促进性干预措施的使用至关重要。本研究的目的是探讨并描述雇主对于影响其在工作场所使用预防性和健康促进性干预措施的激励因素的看法。
对来自瑞典各地19家雇主的20名代表进行了半结构化焦点小组访谈。所代表的经济部门包括市政当局、政府机构、国防、教育、研究与开发机构、医疗保健、制造业、农业和商业服务。访谈内容逐字记录，并采用潜在内容分析法对数据进行分析。
分析中确定了各种激励因素，即：“法律和规定”、“对工作场所的影响”、“对员工健康和工作场所健康干预措施的了解”、“干预措施的特点”、“与供应商的沟通与合作”。这些激励因素似乎相互平行地影响决策，不仅与参与工作场所健康干预措施的积极激励因素有关，也与抑制因素有关。
本研究表明，参与工作场所健康干预措施的决策受到多种激励因素的影响。有些激励因素会促使人们产生参与工作场所健康干预措施的愿望，其他因素则更多地涉及与干预措施使用相关的方面，例如雇主、供应商和干预措施的特点。在试图理解工作场所健康干预措施的决策过程并弥合研究成果与实际应用之间的差距时，考虑所有激励因素非常重要。
