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以跨理論模式探討職場代謝症候群員工實施規律運動介入之分析－以南部某醫院為例
IMPLEMENTATION OF REGULAR EXERCISE INTERVENTION BASED ON THE TRANSTHEORETICAL MODEL IN EMPLOYEES WITH METABOLIC SYNDROME IN THE WORKPLACE
摘要
目的：以跨理論模式為基礎，運用行為改變方式介入，導入醫院職場運動健康促進計畫，進行規律運動介入改善措施前後參與員工運動階段改變之情況差異比較，了解介入後對於規律運動之自我效能評估和可能遭遇的障礙，並針對性別、輪班與否及自覺體能好壞探討整體滿意度。方法：於2018年3月至6月針對代謝症候群員工進行運動介入措施，並完成介入措施前後之結構式問卷資料與滿意度調查分析。結果：共42位代謝症候群員工完整參與運動介入措施12週，介入後個案的運動行為階段明顯改變（2.90±0.96 vs. 3.79±1.02）。介入前後「規律運動者」分別為23.8%及66.7%，規律運動人口增加近40%。自我效能評估結果發現影響無法持續三個月以上規律運動習慣的因素，主要為「天氣不好」、「運動場地不便利」、「需要有人陪伴」和「過度忙碌或心情不好」。滿意度各題項之平均值介於3.80-4.17，其中活動整體滿意度分數最高（4.17）。進行滿意度獨立樣本t檢定可發現女性對於『運動評估與對應策略』略為滿意，輪班工作者對於『跨領域模式介入』明顯較為滿意，至於自覺體能好壞則對整體滿意度表現上無顯著差異。結論：此介入計劃對於員工運動階段的提昇具有相當程度成效。個案醫院應可將規律運動行為改變介入計劃擴大推廣至院內其他員工，並考慮較長時間的追蹤與介入，此將可使醫院職場運動介入計畫更加落實，也可做為其他醫療院所日後推展職場健康促進活動之參考。
並列摘要
Objective: This study applies behavioral change strategies based on the trans-theoretical model in a workplace health promotion program. Our aims are to see the work effectiveness of exercise intervention and better understand possible difficulties by assessing the affective factors of satisfaction, including gender, shifts and health status. Methods: Staff with metabolic syndrome took part in exercise training from March to June, 2018. A structured questionnaire was adopted to analyze their satisfaction. Results: There were 42 subjects in total who completely finished the 12-week exercise training program. After intervention, the effectiveness was shown by significant improvements in subjects' exercise stages (2.90±0.96 vs. 3.79±1.02). Those who exercised regularly improved by close to 40%, from 23.8% to 66.7%. From self-efficacy assessment we can see the factors for those not able to keep up the regular exercise habit are bad weather, inconvenient sport venue, lack of company, business and bad mood. The average of satisfaction survey was between 3.80 to 4.17 and the highest sum was 4.17. Through an independent-sample t test we found females had better satisfaction upon exercise assessment and a better response strategy, while shift workers on intervention based on interdisciplinary model. However, we did not find that physical fitness has obvious an effect on satisfaction. Conclusion: This intervention program works effectively on promoting staff exercise stages. The hospital can consider expanding this program to all staff and should carry longer follow up. The proposed workplace health promotion program can serve as a model for other hospitals.