DOCSLIB.ORG

Introducing the Workplace Well-Being Program Implementation Model

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Introducing the Workplace Well-Being Program Implementation Model University of Pennsylvania ScholarlyCommons Master of Applied Positive Psychology (MAPP) Master of Applied Positive Psychology (MAPP) Capstone Projects Capstones 9-2019 Introducing the Workplace Well-Being Program Implementation Model: A Model to Inform the Establishment of Organizational Well-Being Programs Emily Santos [email protected] Follow this and additional works at: https://repository.upenn.edu/mapp_capstone Part of the Business Administration, Management, and Operations Commons, Industrial and Organizational Psychology Commons, Organizational Behavior and Theory Commons, Other Social and Behavioral Sciences Commons, Training and Development Commons, and the Work, Economy and Organizations Commons Santos, Emily, "Introducing the Workplace Well-Being Program Implementation Model: A Model to Inform the Establishment of Organizational Well-Being Programs" (2019). Master of Applied Positive Psychology (MAPP) Capstone Projects. 163. https://repository.upenn.edu/mapp_capstone/163 This paper is posted at ScholarlyCommons. https://repository.upenn.edu/mapp_capstone/163 For more information, please contact [email protected]. Introducing the Workplace Well-Being Program Implementation Model: A Model to Inform the Establishment of Organizational Well-Being Programs Abstract Employee stress and disengagement are of increasing concern in workplaces due to the adverse consequences of such employee states on business performance and employee quality of life. Conventional wellness strategies in organizations may help alleviate some work-related distress, but do little ot enhance employee well-being towards flourishing. Workplaces have a unique opportunity to improve the well-being of their employees and can, as a result, reap benefits beyond health care cost avoidance. Positive psychology and affiliated disciplines (e.g. positive organizational behavior and positive organizational scholarship) can offer research-backed strategies to enhance well-being by ‘growing the good’ and capitalizing on strengths versus mitigating risk or deficit alone. This paper examines these fields and the general program implementation literature to synthesize a model of workplace well-being program design and implementation. This model can be leveraged by organizations and practitioners looking to establish workplace well-being programs rooted in science to enhance employee well-being and ultimately to drive positive business outcomes for the organization as a whole. Keywords workplace well-being programs, organizational well-being programs, workplace well-being, employee well- being, program sustainability, wellness, wellness programs, positive psychology, corporate culture, Workplace Well-Being Program Implementation Model Disciplines Business | Business Administration, Management, and Operations | Human Resources Management | Industrial and Organizational Psychology | Organizational Behavior and Theory | Other Social and Behavioral Sciences | Psychology | Training and Development | Work, Economy and Organizations This working paper is available at ScholarlyCommons: https://repository.upenn.edu/mapp_capstone/163 Running Head: Workplace Well-being Program 1 Introducing the Workplace Well-Being Program Implementation Model: A Model to Inform the Establishment of Organizational Well-Being Programs Emily Santos University of Pennsylvania A Capstone Project Submitted In Partial Fulfillment of the Requirements for the Degree of Master of Applied Positive Psychology Advisor: Faisal N. Khan August 1, 2019 WORKPLACE WELL-BEING PROGRAMS 2 Introducing the Workplace Well-Being Program Implementation Model: A Model to Inform the Establishment of Organizational Well-Being Programs Emily Santos [email protected] Capstone Project Master of Applied Positive Psychology University of Pennsylvania Advisor: Faisal N. Khan August 1, 2019 Abstract Employee stress and disengagement are of increasing concern in workplaces due to the adverse consequences of such employee states on business performance and employee quality of life. Conventional wellness strategies in organizations may help alleviate some work-related distress, but do little to enhance employee well-being towards flourishing. Workplaces have a unique opportunity to improve the well-being of their employees and can, as a result, reap benefits beyond health care cost avoidance. Positive psychology and affiliated disciplines (e.g. positive organizational behavior and positive organizational scholarship) can offer research-backed strategies to enhance well-being by ‘growing the good’ and capitalizing on strengths versus mitigating risk or deficit alone. This paper examines these fields and the general program implementation literature to synthesize a model of workplace well-being program design and implementation. This model can be leveraged by organizations and practitioners looking to establish workplace well-being programs rooted in science to enhance employee well-being and ultimately to drive positive business outcomes for the organization as a whole. Keywords: workplace well-being programs, organizational well-being programs, workplace well-being, employee well-being, program sustainability, wellness, wellness programs, positive psychology, corporate culture, Workplace Well-Being Program Implementation Model Disciplines: Business | Business Administration, Management, and Operations | Human Resources Management | Industrial and Organizational Psychology | Organizational Behavior and Theory | Organization Development | Organizational Behavior and Theory | Psychology | Training and Development | Work, Economy and Organizations WORKPLACE WELL-BEING PROGRAMS 3 Table of Contents Acknowledgments ................................................................................................................................... 5 Introduction ............................................................................................................................................ 8 A Call for Change.................................................................................................................................. 10 Workplace Wellness Meet Positive Psychology ....................................................................................... 13 The Why of Well-being at Work........................................................................................................... 15 PERMA: A Positive Psychology Construct of Well-being...................................................................... 20 Positive Organizational Scholarship ................................................................................................... 25 Positive Organizational Behavior ....................................................................................................... 31 How to Transform Your Workplace ........................................................................................................ 32 A Model of a Successful Workplace Well-being Program ........................................................................ 35 I. Cultivating the Soil: Optimal Conditions for Program Success............................................................ 37 Perceived Organizational Support & Sincerity..................................................................................... 37 Trust, Respect, & High Quality Connections ........................................................................................ 42 II. Needs Assessment ........................................................................................................................... 45 Well-Being Audits .............................................................................................................................. 46 AI Phases: Define and Discover.......................................................................................................... 47 Identify Individual Differences ............................................................................................................ 50 III. Organizational Goal-Setting ............................................................................................................. 52 AI Phase: Dream ............................................................................................................................... 53 Organizational Everest goal ............................................................................................................... 54 Program Purpose Statement ............................................................................................................... 56 IV. Development Process....................................................................................................................... 59 AI Phase: Design ............................................................................................................................... 59 Stakeholder Involvement..................................................................................................................... 60 Points of Entry................................................................................................................................... 62 Determine Program Interventions ....................................................................................................... 63 Strengths-Based Interventions............................................................................................................. 72 V. Sustainability Plan Development .....................................................................................................
Load more

Recommended publications
  • Cross Disciplinary Issues in Workplace Bullying
    Answering workplace bullying’s key questions 1 Answering Five Key Questions about Workplace Bullying: How Communication Scholarship Provides Thought Leadership for Transforming Abuse at Work Pamela Lutgen-Sandvik (Ph.D., Arizona State University) is an Associate Professor in the Department of Communication & Journalism at the University of New Mexico, USA. She researches destructive communication in organizations and the communicative processes associated with positive organizing. Email: [email protected] Telephone: 505-331-4724 Fax: 505-277-2068 Mailing: Department of Communication & Journalism University of New Mexico MSC03 2240; 1 University of New Mexico Albuquerque, NM 87131-0001 Sarah H. Tracy (Ph.D., University of Colorado, Boulder) is an Associate Professor and Director of The Project for Wellness and Work-Life in the Hugh Downs School of Human Communication at Arizona State University, USA. She studies emotion and work-life wellness. Email: [email protected] Telephone: 480-965-7709 FAX: 480-965-4291 Mailing: Hugh Downs School of Human Communication Arizona State University PO Box 871205 Tempe, AZ 87287-1205 Management Communication Quarterly Answering workplace bullying’s key questions 2 Abstract: Organizational communication research is vital for understanding and addressing workplace bullying, a problem that affects nearly half of working adults and has devastating results on employee well-being and organizational productivity. A communication approach illustrates the toxic complexity of workplace bullying, as it is condoned through societal discourses, sustained by receptive workplace cultures, and perpetuated through local interactions. Examining these (macro, meso, and micro) communicative elements addresses the most pressing questions about workplace bullying including: 1) how abuse manifests, 2) how employees respond, 3) why it is so harmful, 4) why resolution is so difficult, and 5) how it might be resolved.
    [Show full text]
  • Nightmares, Demons and Slaves
    Management Communication Quarterly Volume 20 Number 2 November 2006 1-38 Nightmares, Demons © 2006 Sage Publications 10.1177/0893318906291980 http://mcq.sagepub.com and Slaves hosted at Exploring the Painful Metaphors http://online.sagepub.com of Workplace Bullying Sarah J. Tracy Arizona State University, Tempe Pamela Lutgen-Sandvik University of New Mexico, Albuquerque Jess K. Alberts Arizona State University, Tempe Although considerable research has linked workplace bullying with psy- chosocial and physical costs, the stories and conceptualizations of mistreat- ment by those targeted are largely untold. This study uses metaphor analysis to articulate and explore the emotional pain of workplace bullying and, in doing so, helps to translate its devastation and encourage change. Based on qualitative data gathered from focus groups, narrative interviews and target drawings, the analysis describes how bullying can feel like a battle, water tor- ture, nightmare, or noxious substance. Abused workers frame bullies as nar- cissistic dictators, two-faced actors, and devil figures. Employees targeted with workplace bullying liken themselves to vulnerable children, slaves, pris- oners, animals, and heartbroken lovers. These metaphors highlight and delimit possibilities for agency and action. Furthermore, they may serve as diagnostic cues, providing shorthand necessary for early intervention. Keywords: workplace bullying; emotion; metaphor analysis; work feelings; harassment So many people have told me, “Oh, just let it go. Just let it go.” What’s inter- esting is people really don’t understand or comprehend the depths of the bully’s evilness until it’s done to them. Then they’re shocked. I had people Authors’ Note: We thank the College of Public Programs and the Office of the Vice President for Research and Economic Affairs at Arizona State University for a grant that helped fund this research.
    [Show full text]
  • Reducing Injuries with a Workplace Wellness Program
    2011-07TS Published June 2011 Reducing Injuries with a Workplace RESEARCH Wellness Program What Was the Need? SERVICES For Mn/DOT workers who perform laborious tasks, the Experts claim that OFFICE OF POLICY ANALYSIS, most common on-the-job injuries are strains, sprains and implementing a health RESEARCH & INNOVATION other musculoskeletal disorders caused by overexertion or awkward postures. While Mn/DOT is committed to and wellness program reducing such injuries, work conditions differ significantly can produce 300 percent among field workers, making it difficult to establish stan- dard procedures that minimize overexertion. to 600 percent return on investment by reducing TECHNICAL However, it is possible to reduce the frequency of such in- juries by improving the overall fitness of field workers. To worker injuries and workers’ SUMMARY do so, agencies typically use workplace health promotion compensation payments. and wellness programs, which educate employees about Technical Liaison: beneficial lifestyle changes. While some Mn/DOT districts Todd Haglin, Mn/DOT have informal workplace wellness programs focused on stretching and nutritional edu- [email protected] cation, Mn/DOT does not currently have a formal, departmentwide program in place. Administrative Liaison: To assess the possibility of implementing a formal workplace wellness program, Bruce Holdhusen, Mn/DOT Mn/DOT conducted research in 2010 to gauge employee receptiveness. To continue [email protected] this assessment, further research was needed to review wellness programs currently in Principal Investigators: place at other state departments of transportation. Robert Feyen, University of Minnesota Duluth What Was Our Goal? The goal of this project was to establish best practices for developing an Mn/DOT health Todd Loushine, University and wellness program based on successful programs at other state DOTs.
    [Show full text]
  • Journal of Occupational Health Psychology Managing Employee Stress and Wellness in the New Millennium Katherine M
    Journal of Occupational Health Psychology Managing Employee Stress and Wellness in the New Millennium Katherine M. Richardson Online First Publication, February 2, 2017. http://dx.doi.org/10.1037/ocp0000066 CITATION Richardson, K. M. (2017, February 2). Managing Employee Stress and Wellness in the New Millennium. Journal of Occupational Health Psychology. Advance online publication. http://dx.doi.org/10.1037/ocp0000066 Journal of Occupational Health Psychology © 2017 American Psychological Association 2017, Vol. 22, No. 1, 000 1076-8998/17/$12.00 http://dx.doi.org/10.1037/ocp0000066 JOURNAL OF OCCUPATIONAL HEALTH PSYCHOLOGY AT 20 Managing Employee Stress and Wellness in the New Millennium Katherine M. Richardson Pace University It has been almost a decade since Journal of Occupational Health Psychology published back-to-back meta-analyses on occupational stress management interventions (Richardson & Rothstein, 2008) and organizational wellness programs (Parks & Steelman, 2008). These studies cited the need for systematic reviews given the growing body of literature in the field and the proliferation of stress management interventions and mental health wellness programs, which have traditionally been viewed as two distinct initiatives. More recent research has shown a trend toward incorporating stress management as a component of workplace wellness programs. As part of the special series Journal of Occupational Health Psychology at 20, the purpose of this paper is to reflect back on the findings of the 2008 meta-analyses to review what was learned, see what new studies have added to the literature, and assess recent social and political changes that present new challenges—and opportunities—for the field. Keywords: stress management intervention, employee wellness, meta-analysis, job stress, technostress It has been almost a decade since Journal of Occupational according to a 2014 Gallup poll, which adds almost an extra Health Psychology published back-to-back meta-analyses on stress workday to each workweek (Milligan, 2016).
    [Show full text]
  • Incentives for Workplace Wellness Programs They Increase Employee Participation, but Building a Better Program Is Almost As Effective
    RESEARCH BRIEF C O R P O R A T I O N Incentives for Workplace Wellness Programs They Increase Employee Participation, but Building a Better Program Is Almost as Effective majority of U.S. employers offer workplace health and wellness programs, driven by the expectation that Key findings: they will improve employee health and productivity A • Incentives are associated with higher participation rates and reduce employer health plans’ costs. Despite broad access to wellness programs, employee participation is limited, lead- in wellness programs, by about 20 percentage points. ing employers to experiment with incentives to encourage • Larger incentives don’t work better, and penalties are participation. more powerful than rewards. Those incentives have recently become a controversial policy issue. The Equal Employment Opportunity Commis- • Comprehensive programs have the highest participation sion has sued three employers over their use of substantial rates. incentives for participation in screening programs, arguing that the amounts make participation de facto involuntary and thus violate the Americans with Disabilities Act. The commission has issued a Notice of Proposed Rule Making effectiveness, while larger employers were likely to cite lack of to clarify its position. Simultaneously, legislation is circulating employee interest. The dearth of resources among smaller firms in Congress that would increase the level of permissible incen- has important policy implications, given that about 36 percent tives to 50 percent of the cost of health coverage and align of Americans work for employers with fewer than 100 workers. the patchwork of state and federal statutes that apply to such incentives. This sometimes-heated debate is being carried out Five Flavors of Wellness Programs with little evidence of how effective incentives really are.
    [Show full text]
  • Health Law Perspectives, June 2015
    HEALTH LAW PERSPECTIVES Newsletter | Volume 17 | No. 5 June 2015 Antidiscriminaton Considerations for Employer-based Wellness Programs - Existing Law and New Proposed Regulations and Guidance By Sandi Krul, Co-Chair of the Hooper, Lundy & As is the case with health care programs and Bookman Diversity Initiative facilities generally, these employer-sponsored wellness programs and health clinics are subject to a complex In response to a growing lifestyle disease epidemic regulatory framework. A significant portion of that over the last several decades, and the resulting adverse regulatory framework focuses on health care related impact on employee health and well-being, there is in- regulatory issues such as the corporate practice of med- creased interest in employer-based wellness programs, icine and fraud and abuse laws. However, employ- as well as employer-based health clinics. According to er-based health programs must also comport with the RAND Health’s Workplace Wellness Programs Study myriad of state and federal non-discrimination rules, Final Report (2013), recognizing that these chronic including those promulgated pursuant to the Health conditions lead to lowered productivity due to Insurance Portability and Accountability Act of 1996 absence from illness (absenteeism) and reduced perfor- (HIPAA), as amended by the Patient Protection and mance even while at work (presenteeism), as well as the Affordable Care Act (the ACA) and the June 2013 final associated increase in health care coverage costs and re- regulations respecting Incentives for Non-discriminato- duced competitiveness in the marketplace, about half ry Wellness Programs in Group Health Plans at 78 FR of all U.S. employers with 50 or more employees offer 33158 (the 2013 Final Regulations), as well as Title I of workplace wellness programs.
    [Show full text]
  • Workplace Wellness Toolkit
    Workplace Wellness Toolkit Adapted and used with the permission of the Worksite Wellness Committee of the Fredrick Chamber of Commerce Major Employer Group. The Keys to a Healthy Fredrick Worksite Wellness Toolkit is available by request at: www.frederickchamber.org/business-health WELCOME LETTER November 2016 Dear Washington County Employers: HEAL of Washington County is a non-profit dedicated to inspiring healthy eating and active lifestyles to make an impact on the health of our community. We are excited to launch a free workplace wellness initiative as part of the overall Healthy Washington County community movement. This initiative was developed by the Healthy Business Committee, which includes partners from Meritus Health, Washington County Health Department, University of Maryland Cooperative Extension, Herald-Mail Media, Chamber of Commerce, Ruff Fitness and Hub Labels. The workplace is a perfect platform for fostering positive behaviors that can improve individual health, as well as collective results for the community. It is a way to support employers to develop wellness plans, implement activities, empower employees to make informed decisions, and create a conducive environment for healthy changes. Co-workers can also provide a great support network and inspire one another through camaraderie. There are many motivations for an employer to focus on workplace wellness: reduce health care costs; increase productivity and employee morale; and decrease absenteeism. For many business owners, investing in their employee’s health is more than just a return on investment. They truly care about affecting the rates of chronic diseases experienced by their employees every day. This comprehensive Workplace Wellness Toolkit is being provided to help jump-start your planning process or enhance a wellness program you’re already doing.
    [Show full text]
  • Workplace Wellness
    WORKPLACE WELLNESS DO You Love or Hate Your Job? Feeling the Sunday Scaries is the worse. Did you know, 70% of those currently employed are searching for other jobs. ✓ Less than one-third of Americans are happy with their work ✓ Half of the workforce is “checked-out” ✓ Eighteen percent are unhappy with their current position with some even sabotaging the success of their workplace Stress is a natural part of life. You can feel physical stress when you have too much to do, or when you have had too little sleep, are not eating properly or have been ill. When stress is not addressed, it can affect many parts of your life, including your productivity and performance on the job. In fact, workplace stress causes about 1 million U.S. employees to miss work each day The Importance of Workplace Wellness Onsite yoga classes. Wellness challenges. Healthy snack offerings. In recent years, many employers have implemented “workplace wellness” initiatives in an attempt to attract and retain employees, increase engagement, and reduce health care costs. However, while perks can contribute to wellness, they are only part of a larger set of factors that lead to loyal and engaged employees. Employers who value and prioritize mental health can see the positive impact it has on employee retention, engagement, and healthcare costs. In addition to workplace wellness initiatives, an employer can improve workplace culture, offer generous health insurance and other benefits, and commit to mental health from the top-down to cultivate a worker-friendly, highly productive, and psychologically safe workplace. But how do employers know what really works? What really does make a mentally healthy workplace? MHA can help.
    [Show full text]
  • Employee Wellness Best Practice Resources
    EMPLOYEE WELLNESS BEST PRACTICE RESOURCES Part of the Coalition for Model Opioid Practices in Health Systems Published July 2018. EMPLOYEE WELLNESS BEST PRACTICE RESOURCES TABLE OF CONTENTS EXECUTIVE SUMMARY ..................3 WELLNESS PROGRAM DEVELOPMENT ..................3 INTRODUCTION ..................4 EMPLOYEE VOLUNTEER PROGRAMS AND WELLNESS ..................6 WELLNESS PROGRAM DEVELOPMENT ..................7 Step 1: Assessment ..................7 Step 2: Plan ..................9 Step 3: Implementation ..................10 Step 4: Evaluation ..................12 BEST PRACTICE RESOURCE LIST ..................14 REFERENCES ..................15 u 2 EMPLOYEE WELLNESS BEST PRACTICE RESOURCES EMPLOYEE WELLNESS PROGRAM BEST PRACTICE RESOURCES EXECUTIVE SUMMARY An employee wellness program is a program implemented by an employer to encourage healthy lifestyles and reduce the risk of health-related concerns for their employees. This toolkit provides resources and information related to developing, and sustaining, a valuable wellness program. Employee wellness programs have proven to: ü Improve the health of employees ü Decrease absenteeism ü Increase productivity ü Decrease healthcare costs While it is clear that poor diet and exercise lead to acute and chronic disease states, job-related stress and employee burnout are also associated with various physical health problems such as insomnia, depression, and heart disease. This stress may be caused by a lack of appropriate resources and coping mechanisms provided by an employer. Unfortunately, one strategy of stress-relief people turn to is drug and alcohol abuse. Due to healthcare workers’ access to controlled substances in the workplace, drug diversion may result. Therefore, it is equally important to include physical and mental health programs to employees. WELLNESS PROGRAM DEVELOPMENT Wellness program development involves creating policies, programs, and resources that promote health and wellness among staff.
    [Show full text]
  • Wellness Workplace
    WORKPLACE WELLNESS To o l k i t ACKNOWLEDGEMENTS We gratefully acknowledge the important contributions made by the U.S. Centers for Disease Control and Prevention (CDC) and Wellness Council of America (WELCOA). This toolkit publication was produced by the South Dakota Department of Health, Office of Chronic Disease Prevention and Health Promotion and the following agencies: SOUTH DAKOTA DEPARTMENT OF HEALTH PROGRAMS All Women Count! Chronic Disease Epidemiologist Diabetes Prevention & Control Program GetScreenedSD Program Heart Disease & Stroke Prevention Program Nutrition and Physical Activity Program Oral Health Program Tobacco Control Program WorkWell Program TRI-STATE FLOORING: TOGETHER STAYING FIT, SIOUX FALLS, SOUTH DAKOTA FALCON PLASTICS, BROOKINGS, SOUTH DAKOTA FOR MORE INFORMATION OR ADDITIONAL COPIES, PLEASE CONTACT: Black Hills Special Services Enid Weiss Workplace Wellness Coordinator for the Department of Health 221 South Central Avenue, Suite #33 Pierre, SD 57532 605-224-6287 Ext. 217 [email protected] http://www.healthysd.gov/Workplace/ FOREWORD i LIVING HEALTHY WORKS! Healthy individuals mean healthy organizations! Choose to become engaged in the health and well-being of your employees and reap the benefits. • Enhance return on investment (ROI) • Improve employee morale • Reduce absenteeism • Decrease health care costs • Retain key staff • Increase productivity START WITH SMALL STEPS… • Promote physical activity during breaks • Provide healthy choices during meetings • Communicate key messages to encourage health and wellness The South Dakota Department of Health and its partners are pleased to provide the Workplace Wellness toolkit as a resource to help employers promote healthy lifestyles to prevent, reduce and manage chronic disease. The purpose of the toolkit is to provide resources for South Dakota employers to implement policy and environmental changes that will ultimately improve employee health and affect the company’s bottom line.
    [Show full text]
  • Intouch8-1.Htm
    InTouch8-1.htm http://forum.unc.edu/InTouch/InTouch8-1.htm InTouch: UNC Employee Forum News Volume 8, Number 1 January 2007 Address to Board of Trustees, November 15, 2006 UNC Eyes Using Time Clocks for Staff Employees "Fear of Frying?" Survey Results Commmittee to Study Workplace Wellness Needs, Opportunities Call for Nominations: 2007 University Awards for the Advancement of Women Delegate Rosters From the Chair, Ernie Patterson ... Address to Board of Trustees, November 15, 2006 Thank you for the opportunity to speak with the Board of Trustees. The Employee Forum appreciates the opportunity this provides staff to inform the Board of Trustees about issues and concerns. Recent events have highlighted the need to re-build the covenant of co-governance that has served our University well since the formation of the Forum under Chancellor Hardin. The upcoming decisions that have to be made in light of Erskine Bowles’ PACE (President's Advisory Committee on Efficiency and Effectiveness) study provide the administration with a chance to re-affirm the covenant. We must work together to assure that changes positively impact and support our core mission of education, service and research. We have a choice about how to initiate and implement change within the University. We can make changes that maintain the system at its current level of performance by solving specific problems or just reacting to special circumstances. Or…. We can make changes designed to improve the system beyond historical levels. These changes would require us to consider strategies that call for the design or redesign of systems, fundamentally altering how each system works and what people do.
    [Show full text]
  • Development and Implementation of a Total Worker Health® Mentoring Program in a Correctional Workforce
    International Journal of Environmental Research and Public Health Article Development and Implementation of a Total Worker Health® Mentoring Program in a Correctional Workforce Sara Namazi 1,*, Rajashree Kotejoshyer 2 , Dana Farr 2, Robert A. Henning 3, Diana C. Tubbs 3, Alicia G. Dugan 2, Mazen El Ghaziri 4 and Martin Cherniack 2 1 Department of Health Sciences, Springfield College, Springfield, MA 01109, USA 2 Department of Occupational and Environmental Medicine, University of Connecticut Health Center, Farmington, CT 06030, USA; [email protected] (R.K.); [email protected] (D.F.); [email protected] (A.G.D.); [email protected] (M.C.) 3 Department of Psychological Sciences, University of Connecticut, Storrs, CT 06269, USA; [email protected] (R.A.H.); [email protected] (D.C.T.) 4 Susan and Alan Solomont School of Nursing, University of Massachusetts Lowell, Lowell, MA 01854, USA; [email protected] * Correspondence: snamazi@springfieldcollege.edu Abstract: Correctional officers (COs) are exposed to a number of occupational stressors, and their health declines early in their job tenure. Interventions designed to prevent early decline in CO health are limited. This article describes the development, implementation, and evaluation of a ® one-year peer health mentoring program (HMP) guided by Total Worker Health principles and using a participatory action research to collectively address worker safety, health, and well-being Citation: Namazi, S.; Kotejoshyer, R.; of newly hired COs. The HMP aimed to provide new COs with emotional and tangible forms of Farr, D.; Henning, R.A.; Tubbs, D.C.; support during their first year of employment, including peer coaching to prevent early decline Dugan, A.G.; El Ghaziri, M.; in physical fitness and health.
    [Show full text]