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45
behaviors must be accepting of such change, which would allow for employee cultural practices
surrounding physical activity within the workday to likewise change. One’s role within an
organization and the responsibilities and relationships that accompany that role can directly
shape individual attitudes and behaviors (Beer et al., 1990). Involving employees in the
organizational meaning-making and planning surrounding physical activity program planning
and implementation at PCU will encourage a sense of employee engagement and will assign
employees a status as actively involved, relevant community members working toward an
intended organizational change (Berbary & Malinchak, 2011). Research supports the importance
of workplace participation in designing physical activity interventions for organizational
implementation, as participants experienced improved fitness levels compared to those in
interventions that were designed by someone from outside the organization (Conn et al., 2009).
Employee participation in the development, implementation, and evaluation of physical activity
programming is highlighted as a recommended action and best practice to promote physical
activity in the workplace (Pronk & Kottke, 2009).
Additionally, because PCU is a university setting, highly qualified experts in physical
education are already members of the organization. Universities are cited as a source for
knowledgeable collaborators with whom organizations should seek to partner if their own
employees do not have adequate expertise to propose and develop a viable health and wellness
program at a worksite (Cahalin et al., 2015). Pacific Crest University employs a variety of
faculty and staff members devoted to physical activity and overall wellness (university website,
n.d.). These experts can be recruited to participate in communities of practice that enrich the
engagement of other employees with whom they are collaborating toward this specific
organizational physical activity goal (Berbary & Malinchak, 2011). One such subset of experts
Object Description
| Title | Physical activity interventions to reduce rates of sedentary behavior among university employees: a promising practice study |
| Author | DeFrank, Ginny Mary |
| Author email | ginnydefrank@gmail.com;defrank@usc.edu |
| Degree | Doctor of Education |
| Document type | Dissertation |
| Degree program | Organizational Change and Leadership (On Line) |
| School | Rossier School of Education |
| Date defended/completed | 2020-06-19 |
| Date submitted | 2020-08-11 |
| Date approved | 2020-08-11 |
| Restricted until | 2020-08-11 |
| Date published | 2020-08-11 |
| Advisor (committee chair) | Malloy, Courtney |
| Advisor (committee member) |
Canny, Eric Stowe, Kathy |
| Abstract | The purpose of this study was to understand factors influencing employee participation in a university-offered physical activity program to inform recommendations for other institutions of higher education seeking to address high rates of university employee sedentary behavior with physical activity programming. The instructor-led program was held four times per week beginning at noon each day and lasted one hour in duration on a university campus in the western United States. The program, which was offered at no cost to employees, typically served 20-30 participants each week. The Clark and Estes Gap Analytic Framework (2008) was employed to assess relevant knowledge, motivation, and organizational influences affecting university employee engagement with the physical activity program. The study utilized a convergent parallel mixed methods design, engaging 24 university employees by means of a fifty-four-item quantitative survey. Six survey respondents also participated in interviews. Research findings revealed the importance of the interplay of employee factual and metacognitive knowledge, as well as motivation influences including self-efficacy and expectancy value within the organization’s cultural models and settings. Recommendations for other institutions seeking to engage employees in physical activity were informed by the findings and supported by a review of literature. Recommendations include the use of training, communication strategies, information guides, modeling, and opportunities for reflection to meet employee knowledge and motivational needs. Evaluating and changing organizational policies, cultural values, and existing physical activity programming was recommended to ensure employees understand an organization’s support for participation in physical activity. Additionally, implications for practice involved a focus on the role of instructors and the development of communities of continuity to support and improve rates of university employee engagement in physical activity during the workday. |
| Keyword | sedentary behavior; physical activity; workplace physical activity; physical activity intervention; university physical activity; exercise |
| Language | English |
| Part of collection | University of Southern California dissertations and theses |
| Publisher (of the original version) | University of Southern California |
| Place of publication (of the original version) | Los Angeles, California |
| Publisher (of the digital version) | University of Southern California. Libraries |
| Provenance | Electronically uploaded by the author |
| Type | texts |
| Legacy record ID | usctheses-m |
| Contributing entity | University of Southern California |
| Rights | DeFrank, Ginny Mary |
| Physical access | The author retains rights to his/her dissertation, thesis or other graduate work according to U.S. copyright law. Electronic access is being provided by the USC Libraries in agreement with the author, as the original true and official version of the work, but does not grant the reader permission to use the work if the desired use is covered by copyright. It is the author, as rights holder, who must provide use permission if such use is covered by copyright. The original signature page accompanying the original submission of the work to the USC Libraries is retained by the USC Libraries and a copy of it may be obtained by authorized requesters contacting the repository e-mail address given. |
| Repository name | University of Southern California Digital Library |
| Repository address | USC Digital Library, University of Southern California, University Park Campus MC 7002, 106 University Village, Los Angeles, California 90089-7002, USA |
| Repository email | cisadmin@lib.usc.edu |
| Filename | etd-DeFrankGin-8921.pdf |
| Archival file | Volume13/etd-DeFrankGin-8921.pdf |
Description
| Title | Page 54 |
| Full text | 45 behaviors must be accepting of such change, which would allow for employee cultural practices surrounding physical activity within the workday to likewise change. One’s role within an organization and the responsibilities and relationships that accompany that role can directly shape individual attitudes and behaviors (Beer et al., 1990). Involving employees in the organizational meaning-making and planning surrounding physical activity program planning and implementation at PCU will encourage a sense of employee engagement and will assign employees a status as actively involved, relevant community members working toward an intended organizational change (Berbary & Malinchak, 2011). Research supports the importance of workplace participation in designing physical activity interventions for organizational implementation, as participants experienced improved fitness levels compared to those in interventions that were designed by someone from outside the organization (Conn et al., 2009). Employee participation in the development, implementation, and evaluation of physical activity programming is highlighted as a recommended action and best practice to promote physical activity in the workplace (Pronk & Kottke, 2009). Additionally, because PCU is a university setting, highly qualified experts in physical education are already members of the organization. Universities are cited as a source for knowledgeable collaborators with whom organizations should seek to partner if their own employees do not have adequate expertise to propose and develop a viable health and wellness program at a worksite (Cahalin et al., 2015). Pacific Crest University employs a variety of faculty and staff members devoted to physical activity and overall wellness (university website, n.d.). These experts can be recruited to participate in communities of practice that enrich the engagement of other employees with whom they are collaborating toward this specific organizational physical activity goal (Berbary & Malinchak, 2011). One such subset of experts |
