an article by Sarah N. Keller (Montana State University, Billings, USA) and Timothy Wilkinson (Whitworth University, Spokane, Washington, USA) published in Journal of Social Marketing Volume 7 Issue 4 (October 2017)
Abstract
Purpose
This study aims to examine whether a community-based suicide prevention project could increase willingness to seek professional help for suicidal ideation among young people.
Design/methodology/approach
Online surveys were administered at baseline (n = 224) and six months post-test (n = 217), consisting of the Risk Behavior Diagnosis scale; self-report questions on suicidality; willingness to engage with suicide prevention resources; and willingness to communicate with peers, family members, teachers or counselors about suicide.
Findings
A comparison of means within groups from pre- to post-test showed increases in self-efficacy for communicating about suicidal concerns with a teacher, school counselor or social worker; increases in self-efficacy for helping others; and increases in response-efficacy of interpersonal communication about suicide with a teacher, school counselor or social worker.
Practical implications
Young adults need to be willing and able to intervene in life-threatening situations affecting their peers. In step with narrative empowerment education, personal experiences can be used to communicatively reduce peer resistance to behavior change.
Originality/value
Health communicators tend to rely on overly didactic education and awareness-raising when addressing suicide prevention. This research shows the importance of direct and personal forms of influence advocated by social marketing professionals.
Showing posts with label health_promotion. Show all posts
Showing posts with label health_promotion. Show all posts
Wednesday, 29 November 2017
Thursday, 11 July 2013
Enablers and challenges in implementing a comprehensive workplace health and well-being approach
an article by Nadine Mellor and Jennifer Webster (Health and Safety Laboratory, Buxton, UK) published in International Journal of Workplace Health Management Volume 6 Issue 2 (2013)
Abstract
Purpose
The purpose of this paper is to identify key enablers and challenges in the implementation of a comprehensive approach to the management of employee well-being.
Design/methodology/approach
A large organisation which had implemented such an approach was chosen as a case study. Company documents and data regarding the corporate well-being strategy were analysed, informing the content of the approach. Interviews with implementers and managers were conducted to identify how it was done.
Findings
The focal organisation had several health management systems capable of addressing the requirements for employee well-being management. These included occupational safety and health, health promotion, management of ill-health and human resource management. Key enablers identified were strong senior leadership support, dedicated resources, involvement of stakeholders and intensive communication. Challenges revolved around the integration of these systems into a coherent whole, striking a balance between a focus on occupational risks and lifestyle risks; readiness of managers to bring attention to the concept of employees’ well-being and their ability to monitor employees’ health-related needs. Together with a target-driven work culture, these challenges worked against promoting well-being.
Research limitations/implications
This case study is exploratory. Further research needs to gather direct views of both managers and employees on how the well-being approach had been received. Explanatory research models that integrate health promotion and work management systems to better inform implementation strategy and the roles of managers are needed.
Originality/value
The paper shows that line managers need to make greater use of regular management processes such as work planning, formal and informal interactions, and resourcing, to monitor employees’ well-being needs. They also need to continually self-assess how their own leadership style may affect employee well-being.
Abstract
Purpose
The purpose of this paper is to identify key enablers and challenges in the implementation of a comprehensive approach to the management of employee well-being.
Design/methodology/approach
A large organisation which had implemented such an approach was chosen as a case study. Company documents and data regarding the corporate well-being strategy were analysed, informing the content of the approach. Interviews with implementers and managers were conducted to identify how it was done.
Findings
The focal organisation had several health management systems capable of addressing the requirements for employee well-being management. These included occupational safety and health, health promotion, management of ill-health and human resource management. Key enablers identified were strong senior leadership support, dedicated resources, involvement of stakeholders and intensive communication. Challenges revolved around the integration of these systems into a coherent whole, striking a balance between a focus on occupational risks and lifestyle risks; readiness of managers to bring attention to the concept of employees’ well-being and their ability to monitor employees’ health-related needs. Together with a target-driven work culture, these challenges worked against promoting well-being.
Research limitations/implications
This case study is exploratory. Further research needs to gather direct views of both managers and employees on how the well-being approach had been received. Explanatory research models that integrate health promotion and work management systems to better inform implementation strategy and the roles of managers are needed.
Originality/value
The paper shows that line managers need to make greater use of regular management processes such as work planning, formal and informal interactions, and resourcing, to monitor employees’ well-being needs. They also need to continually self-assess how their own leadership style may affect employee well-being.
Tuesday, 4 September 2012
How trade unions increase welfare
an article by Alejandro Donado and Klaus Wa¨lde (University of Würzburg University of Mainz, Université Catholique de Louvain and CESifo) published in The Economic Journal Volume 122 Issue 563 (September 2012)
Abstract
Historically, worker movements have played a crucial role in making workplaces safer. Firms traditionally oppose better health standards.
According to our interpretation, workplace safety is costly for firms but increases the average health of workers and thereby the aggregate labour supply.
A laissez faire approach in which firms set safety standards is suboptimal as workers are not fully informed of health risks associated with jobs. Safety standards set by better informed trade unions are output and welfare increasing.
Abstract
Historically, worker movements have played a crucial role in making workplaces safer. Firms traditionally oppose better health standards.
According to our interpretation, workplace safety is costly for firms but increases the average health of workers and thereby the aggregate labour supply.
A laissez faire approach in which firms set safety standards is suboptimal as workers are not fully informed of health risks associated with jobs. Safety standards set by better informed trade unions are output and welfare increasing.
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