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The purpose of this paper is to investigate the reasons for participating and not participating in an e-health workplace physical activity (PA) intervention.

Semi-structured interviews and two focus groups were conducted with a purposive sample of employees who enrolled and participated in the intervention and with those who did not complete enrolment, hence did not participate in it. Data were examined using thematic analysis according to the clusters of “reasons for participation” and for “non-participation”.

Reported reasons for participation included a need to be more active, to increase motivation to engage in PA, and to better manage weight. Employees were attracted by the perceived ease of use of the programme and by the promise of receiving reminders. Many felt encouraged to enrol by managers or peers. Reported reasons for non-participation included lack of time, loss of interest towards the programme, or a lack of reminders to complete enrolment.

Future e-health workplace behavioural interventions should consider focusing on employees’ needs and motivators to behaviour change, provide regular reminders for participants to complete enrolment and ensure that procedures are completed successfully. Barriers to participation could be identified through formative research with the target population and feasibility studies.

This study combines a qualitative analysis of the reasons why some employees decided to enrol in a workplace PA intervention and why some others did not. This study highlights factors to consider when designing, implementing and promoting similar interventions and that could inform strategies to enhance participation in workplace PA interventions.

Users of smallholder farmer microfinance are able to make enough returns to repay credits advanced to them. However, they are in dire need of financial capital such that they are inconsiderate of farmer- and credit-specific characteristics when participating in a microfinance programme. This study analyses perceptions of stakeholders regarding select farmer and credit characteristics within the microfinance industry. The study identifies and analyses the factors that influence participation in a microfinance programme by farmers using the logistic regression model. The purpose of this paper is to widen the knowledge base of rural agricultural finance, including factors that influence participation in microfinance intervention(s) thereof.

A total of 104 participants and 120 non-participant farmers in microfinance programmes were interviewed using a semi-structured questionnaire by applying the multistage sampling technique. The paper applied the logistic regression model in which farmer- and credit-specific characteristics were used to estimate the probabilities of participation.

The logistic regression results showed that distance, interest rate, experience, membership of farmer-based organisation, number of dependants, household, gender and age were statistically significant farmer- and credit-specific characteristics that influence participation in microfinance programmes. Interest rate and distance exact negative significance influence on participation, whereas membership of farmer-based organisations, experience, gender, household head and age influence participation positively. Reduction in the interest rate and expansion of microfinance to very remote areas rather than locations in urban areas are crucial in terms of improving participation.

The paper used data from only farmers so there is a limit to which the results can be generalised for all microfinance users. It may be relevant to undertake a study that considers non-farm enterprises.

This paper brings to light the need to develop well-structured microfinance facilities that meet the specific needs of the rural poor in transitioning economies while taking into consideration critical factors affecting participation before the establishment of such programmes.

This paper provides empirical evidence to show that farmer- and credit-specific characteristics are essential to ensure participation and success of microfinance programmes thereof.

The purpose of this paper is to examine the effect of workfare programme participation on self-efficacy, because many studies suggest that sufficient self-efficacy is essential for successful job search in modern labour markets.

The paper analyses an exemplary German workfare programme’ the so-called “One-Euro-Jobs” programme and examines whether participation in this programme improved the self-efficacy of participants. The analyses are based on survey data (Panel Study Labour Market and Social Security) that were combined with administrative records of the Statistics Department of the German Federal Employment Agency to obtain more reliable information on programme participation. To detect causal effects of participation, the authors apply propensity score matching.

The findings show that participants’ self-efficacy, on average, was not improved by programme participation. Also, no well-determined positive effects of programme participation were found when controlling for the individual baseline level of self-efficacy.

The findings suggest that workfare programme participation did not fulfil several of the psychological functions of work necessary to enhance participants’ self-efficacy. The authors suggest a two-step approach to enhancing individuals’ self-efficacy and their job-search abilities: in the first step, workfare participation aims to improve employability; in the second step, participants can learn the extent to which they have become ready to work in a regular subsidised job.

Various studies examine the effect of workfare programme participation on employment prospects, well-being, health or social participation. Within the discourse on active labour market policy, this paper is the first to study the effect of workfare programme participation on self-efficacy.

The purpose of this paper is to identify some of the critical organizational support factors and efforts that facilitate better employee participation in corporate volunteering (CV) programs. There is a growing interest to understand the role of organization in enhancing better employee participation in volunteering programs.

The authors conducted an empirical investigation with (n = 461) employee volunteers, who participated in company sponsored volunteering programs. The authors tested the hypothesized relationship using structural equation modelling (SEM).

The SEM results indicate that cultural fit, organizational CV communication and implementation of CV programmes facilitate better employee participation.

This study provides insights for organizations in terms of increased internal communication and alignment of organizational values with CV programmes to attract better employee participation in volunteering programmes.

This study contributes to the literature on the phenomenon of employee volunteering by examining various organizational efforts that facilitate better employee participation in volunteering programmes.

The aims of this paper are to measure the impacts of subsidy, work experience and training programmes on New Zealand male registered unemployed, and to examine the sensitivity of these estimates to the amount of time that participants are followed after an intervention.

The impact of an intervention on those who participate in an active labour market programme is the key question addressed in this paper. A New Zealand panel data set is used, which includes both intervention and individual characteristics of the unemployed. Both a potential outcomes and single nearest‐neighbour difference‐in‐differences matching approach are used to estimate the impact of participation.

The key findings are that work experience programmes are the most effective in the short‐term. Training programmes are the least effective. Programmes are more effective for the long‐term unemployed than for short‐term unemployed. The results are sensitive to the point of time examined in the post‐intervention period, with short‐term benefits disappearing completely three years after the intervention.

This paper examines the relative effect of active labour market programmes in New Zealand using a consistent evaluation framework. The sensitivity of the results to different time periods, and matching estimator specifications are examined.

The purpose of this paper is to examine factors predicting parental participation and retention in a Swedish version of the Strengthening Families Programme (SFP).

This study is based on data from a randomised controlled trial to evaluate the effects of the Swedish version of the SFP. The sample involves 441 parents of sixth graders, and the data are obtained from parents' questionnaires measuring demographics, parental warmth, rule setting, perception of norm‐breaking behaviours, knowledge of school performance, and parents' attitude towards adolescents and alcohol. Predictors of parental participation and retention are analysed with multiple logistic regressions.

There were two significant predictors for programme recruitment: having a low score on a scale measuring parents' emotional warmth and having a more restrictive attitude towards youth and alcohol. Retention was associated with being born in Sweden, and having a low score on the scale measuring warmth.

There are few predictors of participation and retention in the Swedish version of the SFP, indicating that the programme seem to attract all types of parents in the general population. The fact that a low level of warmth predicts participation indicates that parents with a stronger need for support are recruited. Retention was greater among those who were born in Sweden, which indicates that efforts might be needed to meet the needs of those coming from another country.

Recruiting and retaining parents into family programmes is challenging and it is important to identify the underlying factors for successful recruitment.

Physical activity (PA) has been widely studied for its individual and societal benefits, but research on how organisations can effectively promote workplace physical activity (WPA) programmes is lacking. This article aims to examine the organisational-level benefits and value drivers of corporate PA programmes whilst also exploring the factors that motivate employees to participate in these programmes.

The authors used the self-determination theory (SDT) and the Hungarian Sport Motivation Scale (H-SMS) – which was modified and validated from the original English SMS scale, which is one of the six most highly cited motivation questionnaires in sports – to assess employees' motivation towards sports. In conjunction, in-depth interviews with company representatives were conducted to create a mind map outlining the impacts and advantages of WPA programmes. The study involved interviews with 13 managers in Hungary and a survey completed by 728 employees.

The findings of the authors' study indicate that WPA programmes had positive effects on employee engagement, turnover reduction and absenteeism. However, the authors' results also revealed that employee motivation to participate in these programmes was primarily driven by external factors, such as identified and introjected regulators, indicating a low level of intrinsic motivation for sports in the workplace. It is important to classify employees based on their motivation and behaviour to design and promote effective PA programmes in the workplace and to increase participation rates.

The authors' findings indicate the importance of aligning WPA programme promotion with employee motivation. This can encourage organisations to initiate their programmes, address participation challenges and strive for higher engagement rates. Further research on employee motivation can support the development of more effective communication strategies for companies in this context.

In spite of the effectiveness of opioid antagonist treatment (OAT) in reducing injecting drug use and needle sharing, programmes in prison continue to be largely stigmatised. This affects programme participation and the quality of programmes delivered. This study aims to explore how Indonesian prison staff and prisoners perceived and experienced stigma relating to prison OAT programmes and identify potential strategies to alleviate this stigma.

Three prisons in Indonesia were selected as part of a qualitative case study. Two of the prisons provided OAT, in the form of methadone maintenance treatment (MMT). Purposive and snowball sampling were used to recruit study participants. In total, 57 semi-structured interviews were conducted with prison governors, health-care staff, prison officers and prisoners. Prisoners included both participants and non-participants in methadone programmes. The data were analysed thematically.

MMT programme participants were perceived by both prison staff and other prisoners to be engaged in illicit drug use, and as lazy, poor, dirty and unproductive people. They were also presumed to be HIV-positive. These multi-layered, intersectional sources of (inter-personal) stigma amplified the effects on prisoners affecting not only their quality of life and mental health but also their access to prison parole programmes, and therefore the possibility of early release. In addition, organisational factors – notably non-confidential programme delivery and lack of both family and institutional supports for methadone prisoners – exacerbated the stigmatisation of MMT programme participants.

Effective strategies to alleviate stigma surrounding OAT programmes such as MMT programmes are urgently needed to ensure participation in and the quality of programmes in prisons.

Many prisoners reported experiencing stigma relating to their participation in MMT programmes in both the methadone prisons studied. They often emphasised the ways that this stigmatisation was amplified by the ways that MMT programme participation was associated with drug use and HIV infection. However, these intersecting experiences and concerns were not recognised by health-care staff or other prison staff. Effective strategies to alleviate stigma surrounding OAT programmes such as MMT programmes are urgently needed to ensure participation in and the quality of programmes in prisons.

Maintaining the success of educational institutions largely depends on the teacher. It is the teacher whose main efforts and contribution help in achieving the goals in education. The purpose of this paper is to examine the current state of the programme delivery and how involving the active participation of the teacher will help enhance effective and efficient delivery of the school feeding programme at the school level.

A total of ten basic schools were purposefully selected for the study with the use of the case study method. Interviews and observations were made in all the selected schools using a semi-structured interview guide. It was also done for some selected stakeholders within the study area under the school feeding programme.

There is an indication that teachers as managers and administrators of the school system are not actively involved in the feeding programme leading to an ineffective and efficient delivery. The school children do not get the best from the programme. There is a need to put teachers in charge of operations at the school level. This will improve trust and cooperation between caterers, students and opinion leaders. The structure at the school level should be redesigned making caterers answerable to the teacher. Teachers as implementers in the case of the capitation grant will enhance efficiency leading to the achievement of the goal of the programme.

The study underlines the importance, efficiency and influence of the teacher within the school system, in the operations of the school feeding programme and in the Ghanaian society.

Participation is the active involvement of children and young people in decision-making regarding issues that affect their lives. It is crucial in the context of child protection and welfare systems and how they respond to the needs of children and young people. The purpose of this paper is to report on the evaluation of child and family participation in an early intervention and prevention programme implemented by the Irish Child and Family Agency. It provides an analysis of a comprehensive, “whole organization” approach to understand how participation is embedded in policy and practice.

This paper reports on a comparative qualitative case study of the perspectives of managers and practitioners about participation practice, identifying the facilitators and barriers, as well as their perspectives of the sustainability of participation within the agency and its partners. The authors draw on two complementary, theoretically informed studies evaluating participatory practice within the Agency using qualitative interviews with participants.

Overall, managers and practitioners had a positive attitude towards participation and identified examples of best practices. Facilitators included training, access to resources and the quality of relationships. Challenges for meaningful participation remain, such as the need to engage, hard to reach populations. Differences were identified regarding how embedded and sustainable participation was.

This paper provides a critical understanding of participation in practice and how to embed a culture of participation in child protection and welfare.