Crump C E, Earp J A, Kozma C M, Hertz-Picciotto I
Center for Health Promotion and Disease Prevention, University of North Carolina, Chapel Hill 27599, USA.
Health Educ Q. 1996 May;23(2):204-23. doi: 10.1177/109019819602300206.
Guided by a conceptual model, the authors used both qualitative data (e.g., individual interviews, focus groups) and quantitative data from an employee survey (N = 3,388) in 10 federal agencies to investigate whether organization context and implementation process affected participation in worksite health promotion and disease prevention (HPDP) activities among demographic subgroups. Overall, employees on average participated in fewer than two agency-supported health-related activities per year (17% in fitness, 40% in health risk assessment activities). Employees participated more where coworkers endorsed such programs. Minority employees and employees in lower level positions were more likely to participate in fitness activities when organizations had a more comprehensive program structure, engaged in more marketing strategies, gave time off to employees to participate, or had on-site facilities. Management support for the program was related to participation by employees who were male, white, and had upper level positions. The data supported the proposed model; also confirmed was two predicted relationships between model constructs, which provided a better understanding of differential participation by employee groups.
在一个概念模型的指导下，作者使用定性数据（如个人访谈、焦点小组）以及来自10个联邦机构的员工调查的定量数据（N = 3388），以调查组织背景和实施过程是否会影响不同人口亚组参与工作场所健康促进和疾病预防（HPDP）活动。总体而言，员工平均每年参与的机构支持的健康相关活动少于两项（17%参与健身活动，40%参与健康风险评估活动）。当同事认可此类项目时，员工参与度更高。当组织拥有更全面的项目结构、采用更多营销策略、给员工放假让其参与或设有现场设施时，少数族裔员工和低级别职位的员工更有可能参与健身活动。对该项目的管理支持与男性、白人且处于高级别职位的员工的参与度有关。数据支持了所提出的模型；同时也证实了模型构建之间的两个预测关系，这有助于更好地理解员工群体的不同参与情况。
