Alberta Cancer Prevention Legacy Fund; Alberta Health Services, Calgary, AB T2S 3C3, Canada.
Faculty of Medicine and Dentistry, University of Alberta, Edmonton, AB T6G 2R3, Canada.
Int J Environ Res Public Health. 2020 Feb 15;17(4):1251. doi: 10.3390/ijerph17041251.
Workplace health programs (WHPs) have been shown to improve employee health behaviours and outcomes, increase productivity, and decrease work-related costs over time. Nonetheless, organizational characteristics, including size, prevent certain workplaces from implementing these programs. Past research has examined the differences between small and large organizations. However, these studies have typically used a cut-off better suited to large countries such as the USA. Generalizing such studies to countries that differ based on population size, scale of economies, and health systems is problematic. We investigated differences in WHP knowledge, attitudes, and practices between organizations with under 20 employees, 20-99 employees, and more than 100 employees. In 2017-2018, a random sample of employers from 528 workplaces in Alberta, Canada, were contacted for participation in a cross-sectional survey. Latent Class Analysis (LCA) was used to identify underlying response pattern and to group clusters of similar responses to categorical variables focused on WHP knowledge, attitudes, practices and likelihood of action. Compared to large organizations, organizations with fewer than 20 employees were more likely to be members of the Medium-Low Knowledge of WHP latent class ( = 0.01), the Low Practices for WHP latent class ( < 0.001), and more likely to be members of Low Likelihood of Action in place latent class ( = 0.033). While the majority of workplaces, regardless of size, recognized the importance and benefits of workplace health, capacity challenges limited small employers' ability to plan and implement WHP programs. The differences in capacity to implement WHP in small organizations are masked in the absence of a meaningful cut-off that reflects the legal and demographic reality of the region of study.
工作场所健康计划 (WHPs) 已被证明可以改善员工的健康行为和结果，提高生产力，并随着时间的推移降低与工作相关的成本。尽管如此，组织特征，包括规模，使某些工作场所无法实施这些计划。过去的研究已经检查了小组织和大组织之间的差异。然而，这些研究通常使用更适合美国等大国的截止值。将这些研究推广到基于人口规模、经济规模和卫生系统不同的国家是有问题的。我们调查了员工人数少于 20 人、20-99 人和超过 100 人的组织之间在 WHP 知识、态度和实践方面的差异。在 2017-2018 年，随机抽取了加拿大艾伯塔省 528 个工作场所的雇主作为样本，邀请他们参与横断面调查。潜在类别分析 (LCA) 用于识别潜在的反应模式，并将对 WHP 知识、态度、实践和行动可能性的分类变量的相似反应分组。与大组织相比，员工人数少于 20 人的组织更有可能属于 WHP 知识中等偏低的潜在类别（=0.01），WHP 实践较低的潜在类别（<0.001），并且更有可能属于行动可能性较低的潜在类别（=0.033）。虽然大多数工作场所，无论规模大小，都认识到工作场所健康的重要性和益处，但能力挑战限制了小雇主规划和实施 WHP 计划的能力。在缺乏反映研究区域法律和人口现实的有意义的截止值的情况下，小组织实施 WHP 的能力差异被掩盖了。
