zdmeЗдоровье мегаполисаCity Healthcare2713-2617ГБУ «НИИОЗММ ДЗМ»10.47619/2713-2617.zm.2022.v.3i3;58-66zdme-42Research ArticleОБЗОРЫREVIEWSКорпоративная культура здоровья и оздоровительные практики, направленные на изменение поведения работниковCorporate health culture and employee behaviour-changing wellness practiceshttps://orcid.org/0000-0003-2257-4470ГречушкинаН. А.GrechushkinaN. A.

Гречушкина Наталья Александровна – к. б. н., аналитик

115184, Москва, ул. Шарикоподшипниковская, д. 9

Natalia А. Grechushkina – PhD, research analyst

9, Sharikopodshipnikovskaya st., 115088, Moscow

GrechushkinaNA@zdrav.mos.ruГБУ «Научно-исследовательский институт организации здравоохранения и медицинского менеджмента Департамента здравоохранения города Москвы»РоссияState Budgetary Institution “Research Institute for Healthcare Organization and Medical Management of Moscow Healthcare Department”Russian Federation202223102022335866Copyright © Гречушкина Н.А., 20222022Гречушкина Н.А.Grechushkina N.A.This work is licensed under a Creative Commons Attribution 4.0 License.https://www.city-healthcare.com/jour/article/view/42

Введение. Специалисты признают, что лучше всего достижению целей по сохранению и укреплению здоровья способствует среда, поддерживающая культуру здоровья. По данному пути – создания культуры, которая поддерживает здоровье и формирует здоровый стиль жизни у работников – пошли многие компании разного уровня.Цель. Рассмотреть и описать ключевые элементы системы формирования культуры здоровья на рабочем месте и международного опыта работодателей в применении корпоративных практик здоровья, направленных на изменение поведения работников.Материалы и методы. В работе использовался контент-анализ публикаций, посвященных теме корпоративного здоровья, из библиографических баз данных Scopus, PubMed и открытых интернетисточников.Обсуждение. Программы, меняющие поведение работников, направлены на отказ от вредных привычек, изменение пищевого поведения, увеличение физической активности, борьбу со стрессом и профессиональным выгоранием. Реализация таких программ обычно осуществляется посредством комплексного подхода. При этом воздействия могут иметь как персональный, так и массовый характер. К первым относятся индивидуальное консультирование, предоставление талонов на питание или льготных абонементов в фитнес-клуб, использование системы контрактов, стимулирующих изменение поведения работников, вознаграждение за отказ от табака, бесплатное предоставление антиникотиновых средств, закрытие мест на автопарковках компании для проживающих вблизи места работы и др. Вторые подразумевают введение запрета курения на территории организации, снижение стоимости здоровых блюд в корпоративной столовой и т. п.Заключение. В научном сообществе продолжается дискуссия об эффективности различных программ оздоровления на рабочем месте. Многие эксперты сходятся во мнении, что комплексный стратегический подход, включающий меры по созданию культуры здоровья и благоприятной рабочей среды вместе с регулярно обновляющимися программами, направленными на укрепление здоровья и изменение поведение работников, является полезным как для работников, так и для компании.

Introduction. Public health experts recognize that an environment that supports a culture of health best serves health goals. Therefore, some companies are creating a culture that supports health and builds healthy lifestyles for employees.Objective. A description of the key elements for creating a workplace health culture and the international experience of employers in applying corporate health practices to change employee behavior.Materials and methods. A content analysis of corporate health publications from the Scopus and PubMed bibliographic databases and public Internet sources.Discussion. Behavioral change programs aim to encourage workers to quit unhealthy habits, change-eating habits, increase physical activity, and manage stress and depression. Usually these programs implemented using a comprehensive approach. These interventions can be personal or mass-based. The former include individual counseling, food stamps or discounted fitness club memberships, systems of contracts that encourage behavioral changes in employees, rewards for quitting tobacco, free provision of anti-nicotine products, closure of company parking lots for those who live near the workplace, etc. The latter involve the introduction of a ban on smoking on the territory of the organization, reducing the cost of a healthy meal in the corporate canteen, etc.Conclusion. There is an ongoing discussion in the scientific community about the effectiveness of workplace wellness programs. Many experts agree that a comprehensive strategic approach that includes measures to create a culture of health and a supportive work environment, along with regularly updated programs to promote health and change employee behavior is beneficial to both workers and businesses.

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The authors declare that there are no conflicts of interest present.