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Health & Medical Psychology > HC 3 > Flashcards

HC 3 Flashcards

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1
Q

Why health promotion at the worksite?

A

Lifestyles are connected with mortality & morbidity, and:

  • absenteeism
  • healthcare costs
  • productivity
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2
Q

Absenteeism

A

regularly staying away from work/school with no reason

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3
Q

Risk of smokers on the worksite

A
  • a higher absence frequency + larger costs due to absenteeism/disability
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4
Q

Risks overweight employees

A
  • higher risk of work disability

- higher rate of absenteeism (obesitas)

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5
Q

employees who exercise are … often absent, and their absence spells are …

A
  1. less

2. shorter

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6
Q

Return on investment: if you invest in HP programs, what do you get back?

A

Reasons to introduce HP:

  • keep employees healthy
  • part of the business culture
  • reduces indirect costs of health failure
  • moral responsibility
  • project a favorable corporate image
  • Improve employee morale and job satisfaction
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7
Q

3 response types:

A
  1. proactive: more in control (in advance to influence)
  2. pro-potentially reactive
  3. reactive: waiting for something to happen before responding
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8
Q

Live for life (Johnson & Johnson)

A

Mission: provide direction & resources to employees and families, that will result in healthier lifestyles

Goal: cost containment (kosten beperken ziekte/gezondheid werknemers, te duur!)

Screening, consultation & feedback
They induced fear, were confrontational about their message BUT offered people immediate help (courses & (self-help) materials)

They supported the health/lifestyle changes of their employees by taking environmental measures (smoking policy, food in canteen)

60% of employees participated & good results after 1-2 years

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9
Q

Stay Well program (Control Data Corporation)

A

Used socio-cultural processes: they integrated the informal leaders/volunteers from te company in the program –> they spread the word + are key figures, other follow quicker (action teams)

^ So, they tried to match the program to the working social environment

They changed the working environment into a healthy lifestyle supportive environment

They created support groups (for fallbacks, relapses & difficult moments)

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10
Q

Organizational perspective on health promotion & Public health perspective on health promotion:

A

In order to reduce some chronic diseases in society (prevalence of diseases) you can use the workplace as the contact to intervene and to promote healthy lifestyle changes

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11
Q

Working Well trial

A

Decrease cancer (prevention).

Change diet & smoking cessation.

Participatory strategy: involve employees themselves in the implementation, how can we best implement this is YOUR organization

Target individuals AND the worksite environment

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12
Q

Public health perspective

A

reduce prevalence of diseases amongst people

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13
Q

Organizational perspective on health promotion

A

increase healthy lifestyles & reduce risk factors in the employee population

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14
Q

Advantages health promotion on the worksite

A
  • large population
  • convenience target population
  • stability of population
  • social context
  • availability organizational structure
  • possibility to intervene at different levels (individual-organization-environmental)
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15
Q

Effectiveness WHP programs, 2 crucial elements

A
  1. reach/participation rate

2. effectiveness in creating behavioral change

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16
Q

Generations WHP programs (5)

A
  1. Safety and quality products
  2. Top management
  3. Medical risk factors
  4. Health behavior –> more individual (stress management)
  5. “health-wellness” programs –> individual & organization focused stress management interventions
17
Q

5th generation WHP programs:

A

focusses on employee wellness (next to physical health & absence of disease) & targeting work conditions –> look at individual factors & job factors

18
Q

Stress management interventions that are focused on individuals are not always the best option:

A
  • low participation
  • not attracting the target population
  • focus on employees not coping adequately (blaming the victim)
  • Avoids employers having to modify any work-related causes of stress

–> Much focus on individuals instead of changing the underlying causes of stress!

–> one of the elements in 4th generation WHP programs

19
Q

Based on the job demands-resources model (Tetrick & Winslow)

A

Job demands and personal resources influence the employee personal well-being. The resources make it possible for people to deal with the demands:

  • lots of job demands leads to strain + burnout
  • Lots of personal resources leads to more work engagement
20
Q

Job demands-resources model (Bakker & Demerouti)

A

Gain spiral:
People with resources can handle higher demands, you adapt to new settings, self-esteem is better

Loss spiral:
people with high demands and limited resources ended up in the loss spiral, losing health, positive experiences etc.

21
Q

Healthier work at Brabantia

A

goals:
* more health, wellness & safety
* less absenteeism, turnover, accidents & more productivity

first program in NL that combined the focus on health behavior with enhancing the job: changing the working conditions.

focusing on the total population AND having specific programs for certain populations (high risk employees)

Succes factors:

  • multifactorial, adress multiple risk factors at the same time
  • transferability, timeline: transfer + enable Brabantia to continue with the program
22
Q

Production employee (assembler) at Brabantia + how it changed

A

Short-cycled work = health risk (wellness risk)
Doing this full-time + reach the minimum production
- limited tasks
- draining

Does not meet the Dutch Labour act = high strain job

  • time pase
  • no autonomy etc.

Solution: wellness at work committee –> autonomous task groups

  • involve
  • discuss
  • design & implement
23
Q

Positive changes in Brabantia: job redesign

A

New situation:

  • task groups
  • rotation over sections and tasks
  • task extension
  • social contact
  • training/ development of new skills

Health & Medical Psychology (9 decks)

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