Opportunities for Cancer Prevention Using Employee Wellness Programs: The Case of Kansas State Employees
Opportunities for Cancer Prevention Using Employee Wellness Programs: The Case of Kansas State Employees
复制标题
DOI：
10.1080/19325037.2012.10599239
复制
发表时间：
2012-01-01
影响因子：
1
通讯作者：
Ellerbeck, Edward F.
中科院分区：
文献类型：
--
作者：
Hui, Siu-kuen Azor;Engelman, Kimberly;Ellerbeck, Edward F.
背景：员工健康计划(EWP)在癌症预防和控制中的效用尚未得到很好的确立。目的：本项目旨在通过研究EWP参与者的特征及其癌症危险因素的患病率来确定EWPS在预防癌症中的潜在价值。方法：对2009年堪萨斯州EWP中健康风险评估(HRA)参与者的数据进行二次数据分析。结果：在60,006名符合条件的参与者中，9,202人(15.3%)完成了HRA。癌症危险因素家族史的患病率为59.7%，吸烟为7.7%，超重或肥胖为69.7%。结直肠癌筛查、乳腺癌筛查和宫颈癌筛查的不依从率分别为28%、12.2%和12.6%。讨论：总体而言，94.4%的HRA参与者至少有一个癌症风险因素。大多数HRA参与者都有患癌症的风险，这表明基于EWP的癌症预防计划的潜在高影响。然而，健康工作者较低的HRA参与率和相关的自我选择偏见严重削弱了EWPS在癌症预防中的效用。转化为健康教育实践：应该在员工社区实施更多的健康教育和干预计划，以促进更高的HRA参与率，以减少这种偏见，并充分发挥EWPS的潜在影响。
Background: The utility of employee wellness programs (EWPs) in cancer prevention and control is not well established. Purpose: This project is to determine the potential value of EWPs in preventing cancer by examining the characteristics of EWP participants and their prevalence of cancer risk factors. Methods: A secondary data analysis of health risk assessment (HRA) participants' data in the 2009 Kansas state EWP. Results: Among the 60,006 eligible participants, 9,202 (15.3%) completed an HRA. The prevalence of cancer risk factors were 59.7% for family cancer history, 7.7% for smoking, and 69.7% for overweight or obesity. Non-adherence rates in colorectal cancer screening, breast cancer screening, and cervical cancer screening were 28%, 12.2%, and 12.6%, respectively. Discussion: Overall, 94.4% of all HRA participants had at least one cancer risk factor. The majority of HRA participants were at risk for cancer, indicating the potential high impact of EWP-based cancer prevention programs. However, the low HRA participation rate and related self-selection bias of healthy workers severely undermines the utility of EWPs in cancer prevention. Translation to Health Education Practice: More health education and intervention programs should be implemented in employee communities to promote higher HRA participation rates to reduce this bias and realize the full potential impact of EWPs.