Division of Chronic Disease Research Across the Lifecourse, Department of Population Medicine, Harvard Medical School and Harvard Pilgrim Health Care Institute, Boston, Massachusetts (Mr Seward, Ms Linakis, Mr Werth, Dr Block); Department of Social and Behavioral Sciences, Harvard T.H. Chan School of Public Health, Boston, Massachusetts (Dr Goldman); Department of Family Medicine, Warren Alpert Medical School of Brown University, Providence, Rhode Island (Dr Goldman); Dartmouth-Hitchcock Medical Center, Department of Orthopaedic Surgery, Lebanon, New Hampshire (Mr Werth); Department of Psychology, Saint Louis University, St. Louis, Missouri (Mr Werth); and Department of Medical Ethics & Health Policy, Perelman School of Medicine, University of Pennsylvania, Philadelphia, Pennsylvania (Dr Roberto).
J Occup Environ Med. 2019 Oct;61(10):829-835. doi: 10.1097/JOM.0000000000001671.
Research on employee opinions of workplace wellness programs is limited.
At a large academic medical center in Boston, we conducted 12 focus groups on employee perceptions of wellness programs. We analyzed data using the immersion-crystallization approach. Participant mean age (N = 109) was 41 years; 89% were female; 54% were white.
Employees cited prominent barriers to program participation: limited availability; time and marketing; disparities in access; and workplace culture. Encouraging supportive, interpersonal relationships among employees and perceived institutional support for wellness may improve workplace culture and improve participation. Employees suggested changes to physical space, including onsite showers and recommended that a centralized wellness program could create and market initiatives such as competitions and incentives.
Employees sought measures to address serious constraints on time and space, sometimes toxic interpersonal relationships, and poor communication, aspects of workplaces not typically addressed by wellness efforts.
针对员工对工作场所健康计划意见的研究有限。
在波士顿的一家大型学术医疗中心，我们针对员工对健康计划的看法进行了 12 个焦点小组讨论。我们使用沉浸式结晶方法分析数据。参与者的平均年龄（N=109）为 41 岁；89%为女性；54%为白人。
员工列举了参与计划的明显障碍：可用性有限；时间和营销；获取方面的差距；以及工作场所文化。鼓励员工之间的支持性人际关系和对健康的机构支持，可以改善工作场所文化并提高参与度。员工建议对物理空间进行更改，包括现场淋浴，并建议集中的健康计划可以创建和推广竞赛和奖励等举措。
员工寻求解决时间和空间严重受限、有时是有毒人际关系以及沟通不畅等方面的措施，这些方面通常不是健康计划所关注的。
