Betriebliche Gesundheitsförderung: Die Betriebsärztliche Lotsenrolle und der Gesundheits-Check-up

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Measures in workplace health promotion (WHP) aim to sensitize as many people as possible to a healthy and active lifestyle. The inclusion of occupational medical ex-pertise for the design of health promotion measures is demanded by various instituti-ons and experts. The implementation of this demand is currently still very hetero-geneous and the benefit of such an approach has hardly been proven so far. One possibility is the use of so-called health guides, who, in the context of company health examinations, transfer employees to precisely fitting internal (and external) measures and check their effects. In the context of the present analysis, these pro-cedures were evaluated with regard to underlying qualifications, standards, proces-ses and potential for improvement.
In a German, internationally active company, 43 respectevely 42 of 48 company physicians were interviewed via guided interviews and subsequent focus group dis-cussions regarding the structures (health check-up incl. design, health seminars, further internal and external BGF measures) and processes as well as their role as health guides. Based on the results, recommendations for action were developed for the company.
During the interviews, most company physicians stated that they felt sufficiently qua-lified and informed to perform the health guide function (n=40) and showed a high level of familiarity with the newly introduced health check-up (n=38). They apprecia-ted the additional time they had with patients (n=17) and the opportunity to build contact with otherwise hard-to-reach staff (n=16) as particularly beneficial. Recom-mending interventions to target groups (n=28), providing medical advice (n=26), and recording health status (n=11) were cited as the most important functions as health guides. With regard to the health check-up, more than half were satisfied with all medical instruments used (n=26). Nevertheless, at least one suggestion for optimiza-tion was expressed by 41 BA. Among other things, the Kaluza questionnaire used to diagnose stress was criticized for being impractical (n=8) and should be replaced (n=8). The score used to calculate cardiovascular risk was also not optimal (n=21).
In the focus groups (n=42), BA suggested "digital coaching" and additional qualifica-tion opportunities (e.g., motivational interviewing) to optimize care. In addition, ac-cess to health screening should be better communicated - especially for vulnerable groups of the company's employees.
Overall, there was a high level of familiarity with the new health examination. There was a medium to good level of acceptance for the diagnostic tools used. The health guide function was characterized in particular by a high proportion of (motivating) advice and an individual recommendation of measures.
The recommendations for action formulated from the results primarily serve to in-crease the internal quality of the health examination and the health guide function. The effects at the employee level and the (long-term) effects of possible measures are currently unclear.
Original languageGerman
Place of PublicationKöln
PublisherDeutsche Sporthochschule Köln
Number of pages155
Publication statusPublished - 2022