Prevention Research Collaboration, The Charles Perkins Centre, Sydney School of Public Health, The University of Sydney, Sydney, NSW, 2006, Australia.
The Australian Prevention Partnership Centre, Ultimo, NSW, 2007, Australia.
BMC Public Health. 2019 Feb 13;19(1):183. doi: 10.1186/s12889-019-6493-y.
Workplace health programs (WHPs) may improve adult health but very little evidence exists on multi-level WHPs implemented at-scale and so the relationship between program implementation factors and outcomes of WHPs are poorly understood. This study evaluated Get Healthy at Work (GHaW), a state-wide government-funded WHP in Australia.
A mixed-method design included a longitudinal quasi-experimental survey of businesses registered with GHaW and a comparison group of businesses surveyed over a 12-month period. Semi-structured interviews and focus groups with key contacts and employees of selected intervention group businesses and the service providers of the program were conducted to assess program adoption and adaptation.
Positive business-level changes in workplace culture were observed over time among GHaW businesses compared with the control group. Multilevel regression modelling revealed perceptions that employees were generally healthy (p = 0.045 timeXgroup effect) and that the workplace promoted healthy behaviours (p = 0.004 timeXgroup effect) improved significantly while the control group reported no change in work culture perceptions. Changes in perceptions about work productivity were not observed; however only one third of businesses registered for the program had adopted GHaW during the evaluation period. Qualitative results revealed a number of factors contributing to program adoption: which depended on program delivery (e.g., logistics, technology and communication channels), design features of the program, and organisational factors (primarily business size and previous experience of WHPs).
Evaluation of program factors is important to improve program delivery and uptake and to ensure greater scalability. GHaW has the potential to improve workplace health culture, which may lead to better health promoting work environments. These results imply that government can play a central role in enabling prioritisation and incentivising health promotion in the workplace.
工作场所健康计划（WHPs）可能会改善成年人的健康状况，但几乎没有证据表明在大规模实施多层次 WHPs 的情况下，计划实施因素与 WHPs 的结果之间存在关系。本研究评估了澳大利亚全州政府资助的 WHP——“在工作中保持健康”（GHaW）。
混合方法设计包括对注册 GHaW 的企业进行纵向准实验调查，以及对在 12 个月期间接受调查的企业进行比较组调查。对选定干预组企业的主要联系人以及员工和该计划服务提供商进行半结构化访谈和焦点小组讨论，以评估计划的采用和调整。
与对照组相比，GHaW 企业的工作场所文化在一段时间内出现了积极的企业层面变化。多层次回归模型显示，员工普遍健康的看法（p=0.045 时间×组效应）和工作场所促进健康行为的看法（p=0.004 时间×组效应）显著改善，而对照组则没有报告工作文化认知的变化。工作生产力认知的变化没有观察到；然而，在评估期间，只有三分之一的企业注册了该计划。定性结果揭示了一些促成计划采用的因素：这些因素取决于计划的实施（例如，物流、技术和沟通渠道）、计划的设计特点和组织因素（主要是企业规模和之前的 WHP 经验）。
评估计划因素对于改善计划的实施和采用以及确保更大的可扩展性非常重要。GHaW 有可能改善工作场所健康文化，从而改善更有利于促进健康的工作环境。这些结果意味着政府可以在促进工作场所的健康促进方面发挥核心作用。
