[Introducing a participatory workplace environmental improvement program by a part-time occupational health physician: Barriers, facilitators, and implementation strategies].

Sawako Kamo, Toru Yoshikawa, Yuka Ito, Kotaro Imamura, Koji Kandabashi, Hisashi Eguchi, Norito Kawakami, Daisuke Nishi, Natsu Sasaki
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引用次数: 0

Abstract

Objective: Participatory workplace environmental improvement programs have proven to be effective in addressing mental health issues in the workplace. However, their implementation remains challenging. This study aimed to identify the facilitators and barriers faced by part-time occupational health physicians in proposing and implementing such programs and to develop effective implementation strategies.

Methods: A web-based questionnaire survey was conducted among part-time occupational health physicians between September and October 2023. This survey examined their experiences in proposing workplace environment improvements, their knowledge of participatory workplace environmental improvement programs, and their experience in proposing and introducing such programs. It also assessed the facilitators and barriers to the introduction and implementation of such programs. Respondents who had proposed such a program to their client companies were asked to connect the research team with the individual responsible for workplace environmental improvement at those companies. After obtaining consent, we interviewed these individuals in November and December 2023 to explore the facilitators and barriers to introducing participatory workplace environmental improvement programs. The questionnaire and interview data were analyzed using the occupational health version of the Consolidated Framework for Implementation Research (CFIR), and implementation strategies were developed with reference to expert recommendations for implementing change (ERIC).

Result: We received 57 responses overall. Of the 49 respondents who were familiar with participatory workplace environmental improvement programs, 33 (67.8%) had proposed them. Of those with the proposed experience, 11 (33.3%) reported successful implementation. Interviews were conducted with representatives from two workplaces that implemented the program after receiving a proposal from their occupational health physicians and one that had yet to implement it. The analysis identified "Relative Advantage, Tension for Change," and "Implementation Climate" as high-priority facilitators and barriers during the Pre-Proposal Internal Setting phase. During the proposal, additional factors such as "trialability," "formally appointed internal implementation leaders," "self-efficacy," and "relative priority" were extracted. Based on the ERIC framework, "Create a Learning Collaborative," "Make Training Dynamic," "Shadow Other Experts," and "Identify and Prepare Champions" were selected as feasible implementation strategies.

Conclusion: This study identified facilitators and barriers to introducing participatory workplace environmental improvement programs. Findings suggest that part-time occupational health physicians should provide educational materials and opportunities to build confidence among internal implementation leaders in client companies. Further research should incorporate more on-site practitioner feedback to refine implementation strategies and evaluate their effectiveness.

[由兼职职业健康医生介绍参与式工作场所环境改善方案:障碍、促进因素和实施策略]。
目的:参与式工作场所环境改善计划已被证明在解决工作场所的心理健康问题方面是有效的。然而,它们的实施仍然具有挑战性。本研究旨在找出兼职职业健康医生在提出和实施此类计划时所面临的促进因素和障碍,并制定有效的实施策略。方法:于2023年9 - 10月对兼职职业卫生医师进行网络问卷调查。这项调查考察了他们提出改善工作场所环境的经验,他们对参与式工作场所环境改善计划的了解,以及他们提出和引入这些计划的经验。报告还评估了引进和实施此类方案的促进因素和障碍。向客户公司提出这样一个计划的受访者被要求将研究团队与负责这些公司工作场所环境改善的个人联系起来。在获得同意后,我们于2023年11月和12月对这些人进行了采访,以探讨引入参与式工作场所环境改善计划的促进因素和障碍。采用职业健康版实施研究综合框架(CFIR)对问卷和访谈数据进行分析,并参照实施变革的专家建议(ERIC)制定实施策略。结果:我们总共收到了57份回复。在49名熟悉参与式工作场所环境改善计划的受访者中,有33名(67.8%)提出了这一计划。在具有拟议经验的国家中,11个(33.3%)报告成功实施。对两个工作场所的代表进行了访谈,其中一个工作场所在收到职业健康医生的建议后实施了该方案,另一个工作场所尚未实施该方案。分析确定了“相对优势、变革压力”和“实施氛围”是提案前内部设置阶段的高优先级促进因素和障碍。在建议过程中,提取了诸如“可试验性”、“正式任命的内部执行负责人”、“自我效能”和“相对优先级”等附加因素。基于ERIC框架,选择了“创建学习协作”、“使培训动态”、“影子其他专家”和“识别和准备冠军”作为可行的实施策略。结论:本研究确定了引入参与式工作场所环境改善计划的促进因素和障碍。研究结果表明,兼职职业卫生医师应提供教育材料和机会,以建立客户公司内部实施领导者的信心。进一步的研究应纳入更多的现场从业者反馈,以完善实施策略并评估其有效性。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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