Nekula Patrick, Koob Clemens
Department of Health and Nursing, Catholic University of Applied Sciences Munich, Munich, Bavaria, Germany.
PLoS One. 2021 Jan 19;16(1):e0245276. doi: 10.1371/journal.pone.0245276. eCollection 2021.
The aging of staff and skill shortage are major challenges for social enterprises. Nurturing a workplace culture of health and fostering employee engagement could be starting points to combat these challenges. The associations between these two factors have received comparatively little attention from the scientific community, in particular with regard to social enterprises. Hence, this study aims to examine those associations, drawing on the job demands-resources theory and the social-ecological workplace culture of health model. It is hypothesized that employees' self-rated health acts as a mediator in the relationship between culture of health and employee engagement and that health as personal value works as a moderator.
The study used the Workplace Culture of Health scale to measure culture of health in social enterprises and UWES-9 to assess employee engagement. Data was collected administering a quantitative online survey among employees of social enterprises in Germany. The dataset for analyses comprised N = 172 employees in total. Data analyses included Pearson's correlations, regression analysis, as well as mediation, moderation and moderated mediation analyses.
Culture of health is a predictor of employee engagement in social enterprises. The analyses demonstrate a moderate association between culture of health and employee engagement. Indications were found that employees' self-rated health acts as a mediator and that health as personal value acts as a moderator between culture of health and employee engagement in social enterprises.
This study suggests that fostering a culture of health in social enterprises does not only have a positive effect on employee health, but also on employee engagement. This applies in particular when employees attribute great value to their health, which is to be expected even more in future. Hence, nurturing a culture of health becomes a pivotal management task in social enterprises. Moreover, a comprehensive assessment of the benefits of health promotion programs in social enterprises should not only consider their health-related outcomes, but also factor in their impact on employee engagement.
员工老龄化和技能短缺是社会企业面临的重大挑战。培育健康的工作场所文化并促进员工参与可能是应对这些挑战的起点。这两个因素之间的关联在科学界受到的关注相对较少，尤其是在社会企业方面。因此，本研究旨在借鉴工作需求 - 资源理论和健康社会生态工作场所文化模型来检验这些关联。研究假设员工的自评健康在健康文化与员工参与之间的关系中起中介作用，且健康作为个人价值观起调节作用。
本研究使用工作场所健康文化量表来衡量社会企业中的健康文化，并使用UWES - 9来评估员工参与度。通过对德国社会企业员工进行定量在线调查来收集数据。用于分析的数据集总共包括N = 172名员工。数据分析包括皮尔逊相关性分析、回归分析以及中介、调节和调节中介分析。
健康文化是社会企业员工参与度的一个预测因素。分析表明健康文化与员工参与度之间存在适度关联。研究发现，员工的自评健康在社会企业的健康文化与员工参与度之间起中介作用，且健康作为个人价值观起调节作用。
本研究表明，在社会企业中培育健康文化不仅对员工健康有积极影响，而且对员工参与度也有积极影响。特别是当员工高度重视自身健康时更是如此，而这在未来预计会更加明显。因此，培育健康文化成为社会企业一项关键的管理任务。此外，对社会企业健康促进项目效益的全面评估不仅应考虑其与健康相关的结果，还应考虑其对员工参与度的影响。
