1 Division of Surveillance, Hazard Evaluation and Field Studies, National Institute for Occupational Safety and Health, Centers for Disease Control and Prevention, OH, USA.
2 Division of Applied Research and Technology, National Institute for Occupational Safety and Health, Centers for Disease Control and Prevention, Cincinnati, OH, USA.
Am J Health Promot. 2019 Sep;33(7):1028-1038. doi: 10.1177/0890117119844478. Epub 2019 Apr 23.
To examine how the availability of and participation in workplace health promotion programs (WHPPs) vary as a function of sociodemographic, occupation, and work organization characteristics.
Cross-sectional study.
2015 National Health Interview Survey and Occupational Health Supplement.
The study sample included 17 469 employed adults who completed the WHPP questions.
The 2 dependent outcome measures were availability of WHPPs and participation in these programs when available. Independent variables included occupation and 8 work organization and employment characteristics: company size, hours worked, supervisory responsibility, hourly pay, paid sick leave, health insurance offered by employer, work schedule, and work arrangement.
Poisson regression analyses were conducted with SUDAAN 11.0.1.
Overall, 57.8% of 46.6% employees who have WHPPs available reported participating in these programs. This study found that adults who worked ≤20 h/wk, worked regular night shifts, were paid by the hour, or worked for temporary agencies were less likely to participate in WHPPs. Workers who supervised others were 13% more likely to participate than nonsupervisors. Borderline associations were seen for having access to employer-sponsored health insurance and working at a site with <10 employees.
Despite the potential for improving physical and mental health, only 58% of US workers participated in WHPPs. Since barriers to WHPP participation (eg, time constraints, lack of awareness, and no perceived need) may vary across occupations and work organization characteristics, employers should tailor WHPPs based on their specific work organization characteristics to maximize participation.
研究工作场所健康促进计划（WHPP）的提供情况和参与情况如何随社会人口统计学、职业和工作组织特征的变化而变化。
横断面研究。
2015 年全国健康访谈调查和职业健康补充调查。
研究样本包括完成 WHPP 问题的 17469 名在职成年人。
两个依赖的结果测量指标是 WHPP 的可用性和在 WHPP 可用时参与这些计划的情况。自变量包括职业和 8 个工作组织和就业特征：公司规模、工作时间、监督责任、时薪、带薪病假、雇主提供的健康保险、工作时间表和工作安排。
使用 SUDAAN 11.0.1 进行泊松回归分析。
总体而言，57.8%的 46.6%有 WHPP 可用的员工报告参与了这些计划。本研究发现，每周工作≤20 小时、上固定夜班、按小时计酬或为临时机构工作的成年人参与 WHPP 的可能性较低。监督他人的员工比非监督者更有可能参与。与雇主赞助的健康保险和在员工人数<10 的工作场所工作有关联。
尽管工作场所健康促进计划有可能改善身心健康，但只有 58%的美国工人参与了 WHPP。由于 WHPP 参与的障碍（例如时间限制、缺乏意识和没有感知到的需求）可能因职业和工作组织特征而异，雇主应根据其特定的工作组织特征调整 WHPP，以最大限度地提高参与度。
