Brinkley Andrew, Freeman Josie, McDermott Hilary, Munir Fehmidah
School of Sport, Exercise and Health Sciences, National Centre for Sport and Exercise Medicine, Loughborough University, Loughborough, Leicestershire, United Kingdom, LE11 3TU.
Atos, Atos IT Services, Regents's Place, 4 Triton Square, London, United Kingdom, NW1 3HG.
AIMS Public Health. 2017 Feb 23;4(1):94-126. doi: 10.3934/publichealth.2017.1.94. eCollection 2017.
Working age adults are failing to meet physical activity recommendations. Inactive behaviours are increasing costs for diminished individual and organisational health. The workplace is a priority setting to promote physical activity, however there is a lack of evidence about why some employees choose to participate in novel workplace activities, such as team sport, whilst others do not. The aim of this study was to explore the complexity of facilitators and obstacles associated with participation in workplace team sport. Twenty-nine semi-structured face-to-face and telephone interviews were conducted with office workers (58% female) (36 ± 7.71) from manufacturing, public services, and educational services. Data was analysed through template analysis. Five sub-level (i.e., intrapersonal, interpersonal, organisational, community and societal influences) facilitate participation or create obstacles for participants. Participants were challenged by a lack of competence, self-efficacy, negative sporting ideals and amotivation. Unhealthy competition, an unstable work-life balance and unsupportive colleagues created obstacles to participation. An unsupportive organisation and workplace culture placed demands on workplace champions, funding, facilities and communication. Healthy competitions, high perceptions of competence and self-efficacy, and being motivated autonomously enabled participation. Further, relatedness and social support created a physical activity culture where flexible working was encouraged and team sport was promoted in accessible locations within the organisation. Researchers should consider accounting for complexity of these influences. A participatory approach may tailor interventions to individual organisations and the employees that work within them. Interventions whereby autonomy, competence and relatedness are supported are recommended. This may be achieved by adapting sports and training workplace champions.
工作年龄的成年人未能达到体育活动建议。缺乏运动的行为正在增加个人和组织健康受损的成本。工作场所是促进体育活动的优先场所，然而，关于为什么一些员工选择参加新颖的工作场所活动，如团队运动，而另一些员工则不参加，缺乏相关证据。本研究的目的是探讨与参与工作场所团队运动相关的促进因素和障碍的复杂性。对来自制造业、公共服务和教育服务行业的上班族（58%为女性）（36±7.71岁）进行了29次半结构化面对面和电话访谈。通过模板分析对数据进行了分析。五个子层面（即个人层面、人际层面、组织层面、社区层面和社会层面的影响）促进参与或为参与者制造障碍。参与者面临着能力不足、自我效能感低、负面体育观念和缺乏动机等挑战。不健康的竞争、不稳定的工作与生活平衡以及不支持的同事为参与制造了障碍。不支持的组织和工作场所文化对工作场所倡导者、资金、设施和沟通提出了要求。健康的竞争、对能力和自我效能感的高度认知以及自主激励促进了参与。此外，人际关系和社会支持营造了一种体育活动文化，鼓励灵活工作，并在组织内方便可达的地点推广团队运动。研究人员应考虑这些影响的复杂性。参与式方法可以根据各个组织及其内部员工的情况量身定制干预措施。建议采取支持自主性、能力和人际关系的干预措施。这可以通过调整运动项目和培训工作场所倡导者来实现。
