Passey Deborah G, Hammerback Kristen, Huff Aaron, Harris Jeffrey R, Hannon Peggy A
1 Department of Health Services, School of Public Health, University of Washington, Seattle, WA, USA.
2 Health Promotion Research Center, University of Washington, Seattle, WA, USA.
Am J Health Promot. 2018 Nov;32(8):1697-1705. doi: 10.1177/0890117118767785. Epub 2018 Apr 12.
The purpose of this study is to evaluate managers' barriers and facilitators to supporting employee participation in the Washington State Wellness program.
Exploratory sequential mixed methods.
Four Washington State agencies located in Olympia and Tumwater, Washington.
State employees in management positions (executive, middle, and line), whose job includes supervision of subordinates and responsibility for the performance and conduct of a subunit or group.
We interviewed 23 managers and then used the results to create a survey that was fielded to all managers at the 4 agencies. The survey response rate was 65% (n = 607/935).
We used qualitative coding techniques to analyze interview transcripts and descriptive statistics to summarize survey data. We used the Total Worker Health framework to organize our findings and conclusions.
Managers support the wellness program, but they also face challenges with accommodating employees' participation due to workload, scheduling inflexibility, and self-efficacy to discuss wellness with direct reports. About half the managers receive support from the manager above them, and most have not received training on the wellness program.
Our findings point to several strategies that can strengthen managers' role in supporting the wellness program: the provision of training, targeted messages, formal expectations, and encouragement (from the manager above) to support employees' participation.
本研究旨在评估管理者在支持员工参与华盛顿州健康计划方面的障碍和促进因素。
探索性序列混合方法。
位于华盛顿州奥林匹亚和图姆沃特的四个华盛顿州机构。
担任管理职位（高管、中层和基层）的州雇员，其工作包括监督下属并对一个子部门或团队的绩效和行为负责。
我们采访了23名管理者，然后利用结果创建了一项调查，并将其发放给这4个机构的所有管理者。调查回复率为65%（n = 607/935）。
我们使用定性编码技术分析访谈记录，并使用描述性统计来总结调查数据。我们使用“全职工人健康”框架来组织我们的研究结果和结论。
管理者支持健康计划，但由于工作量、日程安排缺乏灵活性以及与直属下属讨论健康问题的自我效能感，他们在适应员工参与方面也面临挑战。约一半的管理者得到上级管理者的支持，且大多数人未接受过关于健康计划的培训。
我们的研究结果指出了几种可以强化管理者在支持健康计划方面作用的策略：提供培训、针对性信息、正式期望以及（来自上级管理者的）鼓励以支持员工参与。
