Lang Gert, Hofer-Fischanger Kathrin
Austrian Health Promotion Fund, Austrian National Public Health Institute, Aspernbrückengasse 2, 1020 Vienna, Austria.
FH JOANNEUM - University of Applied Sciences, Kaiser-Franz-Josef-Straße 24, 8344 Bad Gleichenberg, Austria.
Z Gesundh Wiss. 2022;30(10):2373-2387. doi: 10.1007/s10389-022-01717-z. Epub 2022 May 4.
Owing to the COVID-19 pandemic, many companies shifted to telework, with few insights into its implementation, organisational conditions or the role of workplace health promotion and management. This study focused on a multifactorial investigation of conditions in companies which implemented and evaluated telework during the first lockdown in 2020 as well as on their future intentions to facilitate teleworking under health-promoting working conditions.
The research hypotheses relate to an extended technology acceptance model. In a mixed-methods design, expert interviews were fed into the development of an online questionnaire. Out of 1858 contacted companies representing a broad range of Austrian businesses, 192 responses (general management, workplace health managers, etc.) were analysed using descriptive and multivariate statistics.
The degree of implementation and claim to teleworking increased significantly during the first lockdown and did not return to pre-pandemic levels afterwards. Changes depended on preparation and experience: evaluation of teleworking and willingness to continue offering teleworking were conditional on preparation and the degree of implementation. Prerequisites for future intentions to implement health-promoting teleworking included readiness, general willingness and existing workplace health promotion/management structures.
This paper demonstrates the potential of health-promoting organisational cultures for development processes - particularly in times of crisis. Anchoring health-focused structures in companies helps to create health-promoting frameworks. Health-promoting teleworking can be developed from workplace health promotion/management using established approaches. It is essential to build on in-house capacities and competencies to develop awareness for a holistic culture for health-promoting (tele)work and to encourage deliberations about potential measures.
由于新冠疫情，许多公司转向远程办公，但对其实施情况、组织条件或工作场所健康促进与管理的作用了解甚少。本研究重点对2020年首次封锁期间实施并评估远程办公的公司的情况进行多因素调查，以及它们在促进健康的工作条件下推动远程办公的未来意向。
研究假设与扩展的技术接受模型相关。在混合方法设计中，专家访谈为在线问卷的开发提供了依据。在1858家联系的代表奥地利各类企业的公司中，对192份回复（总经理、工作场所健康经理等）进行了描述性和多变量统计分析。
在首次封锁期间，远程办公的实施程度和需求显著增加，之后未恢复到疫情前水平。变化取决于准备情况和经验：对远程办公的评估以及继续提供远程办公的意愿取决于准备情况和实施程度。未来实施促进健康的远程办公意向的先决条件包括准备就绪、总体意愿以及现有的工作场所健康促进/管理结构。
本文展示了促进健康的组织文化在发展过程中的潜力——尤其是在危机时期。在公司中确立以健康为重点的结构有助于创建促进健康的框架。促进健康的远程办公可以从工作场所健康促进/管理出发，采用既定方法来发展。依靠内部能力和竞争力来培养对促进健康（远程）工作的整体文化的认识，并鼓励对潜在措施进行审议至关重要。
