Workplace Health and Wellness Promotion: Investigating the Effects of a Team-based Intervention on Individual Motivation and Enhanced Physical Activity, Health and Work-functioning
试验速览
- 阶段
- 不适用
- 状态
- 已完成
- 发起方
- 入组人数
- 202
- 试验地点
- 2
- 主要终点
- Changes from baseline cardiovascular endurance/aerobic fitness (Astrand-Rhyming Cycle Ergometer Test)
研究概览
简要总结
The aim of this research study is to assess the effectiveness of an intervention on exercise and health, and to contribute to the understanding of how team-based worksite health promotion programs should be designed in order to increase and maintain exercise among employees. The study design is a randomized controlled trial.
There are a number of different theories on the subject of how to affect motivation for health behavior change. This study is based on the tenets of Self-Determination Theory (SDT) in combination with elements from Motivational Interviewing and in accordance with the Health Promotion Guidelines developed by the National Institute of Health and Clinical Excellence, NICE.
It is assumed that if such a program is designed and offered in a manner that satisfies the participants' sense of autonomy, competence and relatedness, this will affect the quality of the participants' self-regulated motivation and perceived competence for exercise and lifestyle changes. As a consequence, a large proportion of the participants will adhere to the program and increase their exercise both in the short (5 months) and long term (8 months).
The following research questions will be:
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Would a team-based health and exercise promotion intervention designed to be needs supportive, relative to a control group:
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Influence increases in exercise levels, improved aerobic fitness, reduced blood pressure, and decreases in waist circumference, and Body mass index (BMI), in addition to changes in body composition in terms of reduced percentage of fat and increased percentage of muscles?
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Influence increases in psychological well-being?
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Influence increases in perceived investment in employees' health competence, which would positively predict affective organizational commitment and job performance, and negatively predict turnover intentions?
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Influence decreases in sickness absenteeism?
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If so, would changes in psychological needs support, autonomous motivation for exercise, perceived competence and self-efficacy in exercise mediate these effects?
详细描述
The principal contribution of this study is the understanding of whether and how a SDT-based intervention affects the participants' degree of autonomous motivation and perceived competence for exercise, and as a consequence behavioral change in the form of increased and regular exercise. That is, the psycho-social processes which are unfolding during the intervention, and caused by the intervention.
The intervention is implemented in a worksite setting and connected to a team-based health promotion program.
This is a cluster-randomized two-group trial that compares a group-based intervention with a control group. Cluster-randomization will be carried out at the level of physical location consisting of two work teams each.
Pre- and post-test assessments will be carried out during an individual health screening consisting of physiological tests and cross-sectional data collection in the form of quantitative and standardized questionnaires. The results are compiled in a health profile report. Participants are offered a 15-20 minutes individual consultation with the professional health advisor in order to explain the findings, answer quesdtions and giving healht recommendations.
A small collection of the questionnaires and some qualitative interviews will be applied in order to collect data on relevant variables during the intervention period as well as to assess fidelity and participants' perceptions of the intervention.
研究设计
- 研究类型
- Interventional
- 分配方式
- Randomized
- 干预模型
- Parallel
- 主要目的
- Prevention
- 盲法
- None
入排标准
- 年龄范围
- 18 Years 至 67 Years（Adult, Older Adult）
- 性别
- All
- 接受健康志愿者
- 是
入选标准
- •Employment at the Norwegian Post
- •Position of 40% or more
排除标准
- •Temporary employment that lasts for less than 12 months
结局指标
主要结局
Changes from baseline cardiovascular endurance/aerobic fitness (Astrand-Rhyming Cycle Ergometer Test)
时间窗: T1: baseline, T2: Post-test 5 months
Assessed by Astrand-Rhyming Cycle Ergometer Test. This ia submaximal cycle ergometer aerobic fitness test (Astrand, 1960).
Changes from baseline levels of regular exercise (International Physical Activity Index (IPAI)
时间窗: T1: baseline, T2: post-test 5 months, T3: post-test 8 months
Assessed by a self reported questionnaire: International Physical Activity Index (IPAI). (Kurtze et al., 2008)
次要结局
- Changes from baseline sickness absence and presenteeism(T1: baseline, T2: post-test 5 months, T3: post-test 8 months)
- Changes from baseline perceived support form work peers related to exercise (The Health Care Climate Questionnaire (HCCQ) adjusted to work peers)(T1: baseline, T2: post-test 5 months)
- Changes from baseline Systolic Blood Pressure (measured manually by means of an auscultatory technique with a mercury column or mechanical aneroid sphygmomanometer)(T1: baseline, T2: Post-test 5 months)
- Changes from baseline self-regulated motivation for exercise (Behavioral Regulation in Exercise Questionnaire (BREQ-2)(T1: Prbaseline, T2: post-test 5 months, T3: post-test 8 months)
- Changes from baseline perceived self-efficacy in exercise (Self-efficacy in Exercise Scale)(T1: baseline, T2: post-test 5 months, T3: post-test 8 months)
- Changes from baseline perceived competence for exercise (Perceived Competence for Exercise Scale)(T1: baseline, T2: post-test 5 months, T3: post-test 8 months)
- Changes from baseline perceived work effort and work performance (Effort and Quality of Work)(T1: baseline, T2: post-test 5 months, T3: post-test 8 months)
- Changes from baseline turnover intentions (Current Turnover Intentions)(T1: baseline, T2: post-test 5 months, T3: post-test 8 months)
- Changes from baseline somatic symptoms burden (Somatic Symptom Scale (SSS-8)(T1: baseline, T2: post-test 5 months, T3: post-test 8 months)
- Changes from baseline body weight and composition (Tanita Scale)(T1: baseline, T2: post-test 5 months)
- Changes from baseline perceived support from work peers related to exercise (The Health Care Climate Questionnaire (HCCQ)(T1: baseline, T2: post-test 5 months, T3: post-test 8 months)
- Changes from baseline sickness absence(T1: baseline, T2: post-test 5 months)
- Changes from baseline basic psychological needs satisfaction in exercise (Basic Psychological Needs in Exercise Scale (BPNES)(T1: baseline, T2: post-test 5 months, T3: post-test 8 months)
- Changes from baseline attitutes towards work and employer, affective commitment (Organizational Commitment, Affective Commitment Sub-scale)(T1: baseline, T2: post-test 5 months, T3: post-test 8 months)
- Changes from baseline perceived investment in health competence by employer (Perceived investment in employee development (PIED) adjusted to health competence)(T1: baseline, T2: post-test 5 months, T3: post-test 8 months)
- Changes from baseline satisfaction with life and well-being in general (Satisfaction in Life Scale, and Subjective Vitality)(T1: baseline, T2: post-test 5 months, T3: post-test 8 months)
- Changes from baseline positive and negative affect (Positive and Negative Affect Scale (PANAS)(T1: baseline, T2: post-test 5 months, T3: post-test 8 months)
研究者
Hallgeir Halvari
Professor II
Norwegian School of Sport Sciences