"Could you sit down please?" A qualitative analysis of employees' experiences of standing in normally-seated workplace meetings.
"Could you sit down please?" A qualitative analysis of employees' experiences of standing in normally-seated workplace meetings.
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“你能坐下吗？”对员工在正常工作的工作场所会议上的定性分析。
DOI：
10.1371/journal.pone.0198483
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发表时间：
2018
期刊：
影响因子：
3.7
通讯作者：
Gardner B
中科院分区：
文献类型：
--
作者：
Mansfield L;Hall J;Smith L;Rasch M;Reeves E;Dewitt S;Gardner B
办公室职员一天的大部分时间都是坐着的，久坐会增加健康状况不佳的风险。人们提出在会议中站立作为减少工作场所久坐的策略，但人们对站立体验知之甚少。这项研究记录了员工在正常就座的会议中站立的经历。从三所英国大学招募的 25 名参与者（18 岁以上）自愿参加他们已安排参加的 3 场单独的就座会议。他们被要求在他们认为合适的时间和时间站立，并在每次会议后进行半结构化采访。使用框架分析对逐字记录进行分析。提取了对于站立会议体验至关重要的四个主题：站立时的身体挑战；站立对会议参与度的影响；违反规范；并作为权力的挪用而存在。参与者通常会因长时间站立而感到一些身体不适，显然是因为选择尽可能长时间地站立，并注意到站立时充分参与会议的实际困难。许多参与者由于担心被视为违反了强烈的坐姿规范而经历了明显的心理不适。虽然在主持会议时站立被认为赋予了一种权力和控制感，但在不主持会议时，参与者会因为被误解为挑战其他与会者的权威而感到不舒服。这些发现揭示了在正常就座的会议中站立的重要障碍，并提出了在会议期间适应站立的策略。身体不适可以通过慢慢增加站立时间并增加坐站转换来抵消。通过告知其他与会者站立的意图，可以减轻心理不适。可能需要组织机构支持站立促进策略，以消除人们对坐姿规范的看法，并推动更广泛的工作场所健康和福祉议程。
Office workers spend most of their working day sitting, and prolonged sitting has been associated with increased risk of poor health. Standing in meetings has been proposed as a strategy by which to reduce workplace sitting but little is known about the standing experience. This study documented workers’ experiences of standing in normally seated meetings. Twenty-five participants (18+ years), recruited from three UK universities, volunteered to stand in 3 separate, seated meetings that they were already scheduled to attend. They were instructed to stand when and for however long they deemed appropriate, and gave semi-structured interviews after each meeting. Verbatim transcripts were analysed using Framework Analysis. Four themes, central to the experience of standing in meetings, were extracted: physical challenges to standing; implications of standing for meeting engagement; standing as norm violation; and standing as appropriation of power. Participants typically experienced some physical discomfort from prolonged standing, apparently due to choosing to stand for as long as possible, and noted practical difficulties of fully engaging in meetings while standing. Many participants experienced marked psychological discomfort due to concern at being seen to be violating a strong perceived sitting norm. While standing when leading the meeting was felt to confer a sense of power and control, when not leading the meeting participants felt uncomfortable at being misperceived to be challenging the authority of other attendees. These findings reveal important barriers to standing in normally-seated meetings, and suggest strategies for acclimatising to standing during meetings. Physical discomfort might be offset by building standing time slowly and incorporating more sit-stand transitions. Psychological discomfort may be lessened by notifying other attendees about intentions to stand. Organisational buy-in to promotional strategies for standing may be required to dispel perceptions of sitting norms, and to progress a wider workplace health and wellbeing agenda.
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DOI：
10.1016/0749-5978(91)90020-t
发表时间：
1991-12-01
影响因子：
4.6
作者：
AJZEN, I
通讯作者：
AJZEN, I
影响因子：
9.8
作者：
Kwasnicka D;Dombrowski SU;White M;Sniehotta F
通讯作者：
Sniehotta F
影响因子：
16.2
作者：
Dunstan DW;Kingwell BA;Larsen R;Healy GN;Cerin E;Hamilton MT;Shaw JE;Bertovic DA;Zimmet PZ;Salmon J;Owen N
通讯作者：
Owen N
影响因子：
3.7
作者：
de Rezende LF;Rodrigues Lopes M;Rey-López JP;Matsudo VK;Luiz Odo C
通讯作者：
Luiz Odo C
影响因子：
9.8
作者：
Gardner B;Smith L;Lorencatto F;Hamer M;Biddle SJ
通讯作者：
Biddle SJ