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As posited by the ecological model of health, improvements in the nutrition and physical activity environments of worksites may facilitate healthier dietary intakes and physical activity patterns of employees. This cross-sectional study describes current policies and practices targeting these environments in five large Texas-based hospitals employing approximately 40,000 adults. The paper aims to discuss these issues.

The environmental assessment tool survey, an observation tool, was used to assess these policies and practices in August and September 2012.

Results demonstrated major policy and practice deficiencies, including a lack of policies supporting on and offsite employee physical fitness, no healthy catering or healthy meeting policies, minimal subsidizing of healthy food and beverage options, few health-promoting vending services, and no performance objectives related to worksite health improvement. Hospitals having an active employee wellness staff consistently performed better on implementation of policies and practices supporting healthy eating and physical activity.

This study supports practice recommendations including engaging executive leadership to prioritize worksite wellness and using policies to create an infrastructure that promotes healthy eating and encourages physical activity among employees.

This study is the first to compare and contrast the nutrition and the physical activity environments of large hospitals, allowing for the identification of common environmental barriers and supports across multiple hospital and foodservice systems.

There has been considerable interest in worksite health programmes to improve employee health and productivity with programme effectiveness possibly influenced by employment category and gender. The purpose of this paper is to examine the current quality of life (QOL), physical activity (PA) levels, sitting times, and barriers/motivators to undertaking PA between academic and professional, and male and female staff within a university workplace.

Participants (105 males, 192 females, n=297) employed as full-time staff of a regional university completed an online survey with differences between staff categories (academic vs professional) and genders identified via ANCOVA using sitting time and working hours as covariates. Relationships between variables were assessed using Spearman's Rank correlations.

Academic and male staff reported greater working hours (∼7-25 per cent, p<0.05) but similar QOL, seven-day total PA (∼3,600 MET-minutes per week) and sitting times (∼6-7 hours per day) compared to professional and female staff. The most common barriers for PA were lack of time or energy, with motivators including to feel good or improve health. Male staff reported these less frequently compared to females (∼13-25 per cent, p<0.05). Significant correlations between working hours and QOL (=−0.157 to −0.220, p<0.05), sitting time and QOL (=−0.195 to 0.171, p<0.05), and PA levels and QOL (=0.141-0.192, p<0.05) were identified for all staff.

The current study has demonstrated significant employment and gender differences in working hours with staff exhibiting similar QOL, PA and sitting levels. Gender differences in working hours, and PA barriers/motivators may provide important foci for the development of worksite health programmes to improve staff health and well-being.

This study aims to pilot test a new multi-component worksite intervention for weight loss in a primary healthcare setting.

This randomized trial involved 88 participants (43, 45; intervention, control group). The intervention group enrolled in a 12-week lifestyle program that involved modification of dietary intake by community Registered Dietitian (RDs) and increasing high-intensity interval training (HITT) with motivational interviewing (MI) to support changes. The control group received traditional counselling and weekly aerobic exercise from Medical Officer and physiotherapist. The primary outcome measure was the changes in body weight. Secondary measures were changes in blood pressure, fasting blood glucose, fasting blood lipid and dietary changes. Assessments were repeated at a three-month interval.

There was a significant reduction in body weight and waist circumference within groups. Intervention group demonstrated a significant improvement in all cardiometabolic risk factors. This study showed that primary healthcare setting can be successful locations in promoting short-term health benefits. RDs were more successful and HITT appeared to be a favorable workout with MI in achieving drastic weight loss.

The short-term worksite intervention and not recording of body composition were the major drawbacks in this study.

The efficacy of multi-component worksite intervention (Diet–HITT–MI) in primary healthcare setting has not been clearly defined.

Many adults fail to achieve sufficient moderate-to-vigorous physical activity (MVPA). The purpose of this paper is to understand how workplaces most effectively promote physical activity for the benefit of public health.

Data were collected via two online surveys. First, 3,360 adults employed at 308 workplaces across England self-reported their MVPA, activity status at work and frequency of journeys made through active commuting. From this sample, 588 participants reported on the policies and practices used in their workplace to promote physical activity. Factor and cluster analysis identified common practice. Regression models examined the association between the workplace factors and engagement in physical activity behaviours.

Five factors emerged: targeting active travel, availability of information about physical activity outside the workplace, facilities and onsite opportunities, sedentary behaviour, and information about physical activity within the workplace. Further, five clusters were identified to illustrate how the factors are typically being utilised by workplaces across England. Commonly used practices related to promoting active travel, reducing sedentary behaviour and the provision of information but these practices were not associated with meeting MVPA guidelines. The provision of facilities and onsite exercise classes was associated with the most positive physical activity behaviour outcomes; however, these structures were rarely evident in workplaces.

Previous research has identified a number of efficacious actions for promoting physical activity in the workplace, however, research investigating which of these are likely to be acceptable to worksites is limited. The present study is the first to combine these two important aspects. Five common profiles of promoting physical activity in worksites across England were identified and related to physical activity outcomes. Guidance is given to workplace managers to enable them to maximise the resources they have for the greatest gains in employee health. Where feasible, facilities, and classes should be provided to achieve the most positive outcomes.

Recent public health initiatives have promoted accumulating 10,000 steps per day. Little previous research has evaluated the using pedometer in sustaining the physical activity level during worksite intervention. Hence, this study aims to the step changes of pedometer in a multicomponent worksite intervention.

This trial enrolled 43 participants recruited from brochures at outpatient clinic. Throughout the 12-week multidisciplinary lifestyle program, participant required to wear a pedometer and reported daily step count at baseline, 1st, 3rd, 5th, 7th, 9th and 12th week. The primary outcome measure was the step goal over the 12th week of intervention.

All subjects regardless men and women prior enter into the intervention recorded less than 5,000 of average steps count per day which is sedentary. At the 12th week of intervention, there were only 9.3 per cent subjects are sedentary. Majority of subjects (55.8 per cent) had achieved at least somewhat active, followed by low active (23.3 per cent). There were only 11.6 per cent subjects are classified as highly active at the end of the intervention. The result indicated the changes of average steps per day from baseline to 2nd (p < 0.01), 4th (p < 0.01), 6th (p < 0.01), 8th (p < 0.01), 10th (p < 0.01) and 12th (p < 0.01) week were significant. Likewise, the changes of average steps per day from previous time were significant at 4th (p < 0.01) week and 10th (p < 0.001) week.

This study did not associate the improvement health parameter and step counter as the core stone of this study intervention were extensive individual dietary regime and reinforcement of ZUMBA participation among participants through motivational interviewing counseling. Third, there was no control group in this study, where no pedometer and goal setting were provided to the control group in the previous reported effectiveness study (Jian Pei et al., 2017).

The step goal during a multicomponent worksite intervention in primary health-care setting has not been clearly defined. Besides, there are no clear data of generally daily step among primary health-care employees.

This research examines how labor union involvement shapes the civic participation of low-wage Latino immigrant workers.

Drawing on survey and semi-structured interview data gathered from a Los Angeles janitors’ labor union, I examine whether or not and how Latino immigrants apply their union experience to involvement in their children’s schools.

Results indicate that the union’s targeted member mobilization efforts produce unequal participation in union activities among immigrant workers, fostering civic and leadership skills among some and not others. At the same time, immigrant workers who do become involved in their union are then able to draw on their labor organizing and advocacy experience to address issues and concerns at their children’s schools. For some, worksite activism functions as a catalyst for newfound civic engagement; for other immigrant workers with prior civic experience in their country origin or in the United States, union involvement enhances their leadership capacity.

This empirical investigation shows how the experience of mobilizing for protests and participating in worksite campaigns allows Latino immigrant union members to overcome what are typically considered barriers to civic participation – that is, limited formal education, low occupational status, and limited English language skills. This study therefore suggests that labor union participation can have long-term effects on immigrants well beyond the benefits of a union contract.

The use of lifestyle coaches in a worksite setting to improve weight, nutrition, physical activity, and smoking behavior among at risk individuals is a relatively new area of research in the field of health promotion. The purpose of this paper is to assess the effectiveness of an accountability-based worksite telephonic health coaching program that incorporates financial incentives, a personal wellness profile (PWP) assessment tool, and biometric testing.

A retrospective cohort study was conducted based on data from four midsize companies in Utah (USA), 2007-2010. Individuals with high-risk biometric scores were required to work with a health coach.

Participants had fewer healthcare claims and lower costs than nonparticipants, which became more pronounced over the study period. Health risks and PWP results significantly improved, more so in those in poorer health at baseline that worked with a health coach. Mean difference between health age and potential achievable age significantly decreased, more so for men than women and among those with the greatest need for improvement.

Health coaching effectively improved biometric scores among high-risk individuals and narrowed the difference between current health age and achievable age, more so among those with the greatest health risks at baseline who worked with a health coach.

A framework for understanding the different types of stress management interventions and their possible outcomes is provided. The various empirical investigations into worksite stress management interventions are then reviewed within the context of this paradigm. Questions are raised about the efficacy of these interventions in terms of individual and/or organisational outcomes, and where future programmes and research should be undertaken.

Closing the treatment gap in depression is vital to prevent people from losing their jobs. Delivering group-based interventions at work could reach more employees than delivering 1:1 interventions in a clinical setting. This study aims to redesign a Treatment Programme to make it more acceptable and accessible for employees with depression.

A mixed-methods exploratory sequential design with a high level of stakeholder consultation was used to redesign an interdisciplinary Work-focussed Relational Group CBT Treatment Programme for moderate-severe depression. Qualitative data from focus groups and quantitative data from a small feasibility study were integrated to develop the new Training (and Staff Support) Programme (TSSP), which was fully specified and manualised in line with the Template for Intervention Description and Replication (TIDieR) for future delivery.

Focus groups identified a need for improved acceptability and accessibility of the tertiary preventative Work-focussed Relational Group CBT Treatment Programme. This programme was, therefore, simplified for delivery by peer facilitators at the worksite as an intervention for all employees rather than an indicated/targeted intervention for only those with symptoms/risk of depression. The TSSP comprised a compulsory trauma-informed educational/experiential workshop over four days plus optional open-ended, peer-led base groups set up and run by volunteer peer facilitators.

The focus groups comprised a convenience sample who knew the researchers as a colleague or therapist, so there is a risk of selection or relationship bias. They were not involved in the data analysis which undermines the element of co-production and increases the risk of analytic or confirmation bias.

Delivering the new intervention in a group format will require peer facilitators to acquire skills in co-facilitation using a structured-directive leadership style and an awareness of the potential side effects of group-based interventions.

The worksite TSSP provides a democratic learning space and empowers employees to stay at work by self-managing their symptoms and by challenging the interpersonal dynamics and organisational structures that might precipitate and perpetuate depression.

This intervention is fully specified and manualised with an explicit programme theory, unlike most universal worksite-based CBT programmes.

The paper's aim is, in a framework of intellectual capital (IC), to study the interactions of a worksite fitness program (WFP) policy with a multidisciplinary approach in an IT‐company of 220 employees.

In a five years follow‐up setting, the associations of physical activity and the company's worksite fitness policy (WFP) effects on different elements of IC were studied. Qualitative methods were applied in constructing indicators and a scorecard type IC measure.

In a cross‐sectional and follow‐up setting, several findings with respect to IC were observed regarding physical activity in general and activity in WFP in particular. The findings were relatively strong regarding health‐ and wellness‐related indicators as part of human capital, where also relational capital indicators such as project feedback, revealed positive associations. Overall, WFP was seen to be an integrated part of structural capital.

This case study was carried out in Finland, where the traditions of WFP are relatively long. This will, to some extent, restrict the implications of the results in countries or business cultures where WFP is not general.

The results emphasize first the need for company specific IC measures, and second the importance of humane, soft management procedures (like WFP) in developing a company's IC.

The paper is the first to examine the relations of IC and WFP and will thus provide new insights in developing a company specific IC.