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  • 學位論文

影響員工參與職場健康促進計畫相關因素之研究

Psychosocial characteristics and related factors of participation in Health Promotion Programs.

指導教授 : 董貞吟
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摘要


本研究旨在了解影響員工參與職場健康促進計畫之相關因素,採 立意取樣方式以參與台北市「健康職場」評核活動之職場單位 11 家 為研究對象,並以自編之結構式問卷進行調查,計得有效問卷為 369 人,結果顯示研究對象之自覺健康狀態、對職場健康促進計畫的態 度、自覺參與效益及社會支持程度均為正向,且對於職場提供之健康 促進環境感受程度亦達中等程度以上。已婚者的參與經驗顯著較未婚 者高,擁有兩個子女及三個以上子女者的參與經驗亦顯著高於無子女 者,而年齡越大、工作年資越多、自覺健康狀態越佳及環境支持程度 越佳者,其參與經驗則越多。在認知知覺因素中,研究對象之態度越 正向、自覺效益越佳、及社會支持程度越高,其參與經驗則越多,而 自覺障礙越高者,則參與經驗越少。同時,自覺障礙則會因性別、婚 姻狀況、子女數、職場規模以及慢性病罹病情形的不同而有顯著差 異。而在個人背景因素與認知知覺因素對參與經驗的預測模式中,以 「職場健康促進之組織因素」與「自覺效益」為最具顯著預測力之變 項。 根據研究結果,建議未來的健康促進推動者在設計相關的計畫之 前,可先進行對於健康促進計畫主題的需求評估,以了解職場員工在 不同的行為改變階段中所需之介入,並思考如何提供多樣化的選擇, 提高健康促進計畫在職場中的宣傳與曝光,並有效收集健康改善指標 成果,將會對職場健康促進的推動工作以及相關資源募集達到事半功 倍的效果。

關鍵字

職場健康促進 參與

並列摘要


To investigate how psychosocial characteristics and related factors associated with participation in health promotion programs the purposefully designed self-questionnaires were used to measure employees’ perception of program attitude, perceived benefits, barriers and social support. The association of these factors was then prospectively determined. A total of 369 completed respondents were collected from 11 sampled companies. The results show that employees reported positive self-reported health status, program attitude, perceived benefits, barriers, social support and the support of health-related environment. Employees married and having two more children significantly participated in more worksite health promotion programs than those unmarried and having no children. Of the above factors, age, seniority, self-reported health status, support of health-related environment, program attitude, perceived benefits, barriers, and social support were significantly associated with experiences of participating in worksite health promotion programs. Besides, perceived barriers were significantly different between gender, marital status, child number, company size and employees having chronic disease or not. Overall, factors of health-related environment and perceived benefits were the most significant factors to predict experiences of participating in worksite health promotion programs. The study findings imply that it’s important to have need assessments toward employees before future promoters design a health promotion program, collect heath improved criteria and try to advertise the health promotion programs, which will help to increase participation rates and collect main resources.

參考文獻


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被引用紀錄


劉文格(2013)。職場健康計劃對工作績效之影響-以電信業為例〔碩士論文,淡江大學〕。華藝線上圖書館。https://doi.org/10.6846%2fTKU.2013.00312
黃百如(2009)。台北市國中教師健康促進生活型態與個人因素、認知因素之相關研究〔碩士論文,國立臺灣師範大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0021-1610201315171771
張家榕(2009)。職場推行健康促進計畫對員工健康行為影響之研究-以某科技公司為例〔碩士論文,國立臺灣師範大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0021-1610201315152701
游麗惠(2011)。臺北市健康職場內健康促進夥伴關係與健康促進品質之相關研究〔博士論文,國立臺灣師範大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0021-1610201315253345

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