Please use this identifier to cite or link to this item:
The Evaluation of a Tailored Weight Management Intervention Program in the Workplace-A Case Study of Overweight Employees in a Corporation
The concept of a "workplace health promotion" has evolved since the 1970s. In 1979, the WHO proposed the workplace as being a worthwhile setting for health promotion. Many studies have confirmed that workplace health promotion has both economic and non-economic benefits for enterprises. Obesity has been regarded as the most prevalent chronic disease worldwide. Studies have shown that people who are overweighed or obese are 45% more likely to have chronic diseases than others. In 2016, the Health Promotion Administration, Ministry of Health and Welfare, pointed out that the prevalence rate of overweight and obesity in Taiwan reached 43%, which was the highest amount in Asia. The health risks posed by overweight and obesity will affect personal health, work efficiency, and the overall corporate productivity. Therefore, reducing overweight and obesity is a priority in the workplace health promotion. At present, weight and obesity management programs in Taiwan and in other countries are mostly group-oriented have failed to achieve the expected outcomes for those who had poor adherence and those who had a low intention to overcome barriers. Research suggested that a tailored and individualized health promotion program may be effective for behavioral changes. This research employs a quasi-experimental design. Subjects in the experimental group participated in a weight management program with dynamic tailoring for a period of eight weeks. Based on the trans-theoretical model, strategies such as motivational interviews, self-management, goal setting, and social support, were adopted to help the participants establish a positive belief and adopt a healthful lifestyle, in order to achieve their goal of weight management, which may reduce their health risk and enhance their work productivity. Results of the study showed that the tailored weight management program had positive effects on the experimental group's weight control belief, dietary behavior, exercise self-efficacy, stages of behavioral changes on weight management behavior, body mass index, body fat percentage, and waistline. However, results showed that there was no statistically significant change in dietary and exercise self-efficacy, and wastline before and after the intervention between control and experiment groups after controlling for dietary and exercise self-efficacy, body fat percentage, and waistline measured before the intervention. However, the body fat percentage and waistline have showen improvement between before and follow-up periods. In terms of physical activity, results indicated no statistically significant difference between the two groups, suggesting that the tailored intervention program was not effective in improving physical activity. Overall, the tailored weight management program was effective in improving employees’ belief towards weight management, dietary behavior, exercise self-efficacy, stages of change, body mass index, body fat percentage, and waistline. We recommend that the design of workplace intervention programs need to consider implementation barriers in the specific environment of the enterprise (e.g., seasonal workload) in order to increase employee participation. Expansion of the intervention program examined in this study to other employees throughout the workplace would be beneficial in terms of employee health improvement, reduction of absenteeism, elevation of employee morale, work productivity, and increased awareness among employers of the effectiveness of workplace interventions.
|Appears in Collections:||學位論文|
Files in This Item:
There are no files associated with this item.
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.