Since the COVID-19 emerged, a work-from-home (WFH) arrangement was implemented as an infection containment measure among employees. This lifestyle change is bound to affect health-promoting behaviors. The study aims to determine the health-promoting lifestyle behaviors of university employees in a WFH arrangement during the COVID-19 pandemic. This study utilized a quantitative descriptive research design. After consecutive sampling of employees of a state university in Manila, the response rate was 33.1% (395 out of 1, 195 eligible respondents), but only 31.8% or 380 respondents completed the validated online questionnaire through Google Forms™ from August to October 2021. The instrument was based on the Health Promoting Lifestyle Profile (HPLP) survey by Walker and Hill-Polerecky (1996). Descriptive data analysis was done via IBM® SPSS® Statistics v22. Majority were females (70.3%) and single (51.8%). Approximately 70% were staying at home with their family. The mean scores for the subscales of inner development, interpersonal relations, and stress management were 3.08 (SD±.24), 3.00 (SD±.30), and 2.70 (SD±.30), respectively. These were observed to be higher than other HPLP subsets. Subscales garnering the lowest mean scores were physical activity at 2.32 (SD±.21), nutrition at 2.68 (SD±.31), and health responsibility at 2.56 (SD±.12). The mean HPLP score of faculty members was the highest at 2.74 (SD±.36) as compared to administrative staff and research extension and professional staff (REPS) with mean scores of 2.73 (SD±.36) and 2.71 (SD±.39), respectively. Overall HPLPscores suggested that the majority (60.8%) practice “good” health-promoting lifestyle behaviors. These findings indicate that the WFH arrangement allows employees to develop social and coping skills while staying in their residences. Whereas limitations to opportunities for a more active lifestyle, availability of nutritious food, and access to health care also contribute to the low HPLP scores. Health promotion and protection strategies such as nurse-led health programs must be instituted to improve and develop the knowledge, skills, and attitude among employees working from home in the aspects of nutrition, physical activity, and health responsibility. Nurses must also use this opportunity to promote occupational health among employees through lifestyle programs in coordination with universities and colleges or other workplaces of similar nature. Health programs must capitalize on the increase in the utilization of social media and the Internet during the pandemic. There is a need for further research to examine associations between the variables in various institutions and settings.
Health Promotion ; COVID-19

BACKGROUND AND OBJECTIVE

Staffing shortages and health inequities are persistent barriers in the Philippines toward achieving universal health care. To ensure an adequate and responsive health workforce, there is a need to evaluate the Human Resources for Health (HRH) status across health facilities, particularly those in underserved communities. Hence, this study aims to determine the staffing requirements and workload pressure among primary care facilities in selected geographically isolated and disadvantaged areas (GIDAs) in the Philippines.

The study utilized the workload indicators of staffing need (WISN) methodology from the World Health Organization to determine the staffing and workload situation among three health worker cadres (physicians, nurses, and midwives) in the study sites. Particularly, six primary care facilities (four rural health units and two community hospitals) located in Surigao del Norte were involved in the study. WISN-related data (health service statistics, available working time, and health professionals’ workload components) were collected through records review, focus group discussions, and key informant interviews. The WISN software was used to analyze the staffing levels and workload pressure in the selected facilities.

A total of 40 health workers, including physicians (n = 5, 13%), nurses (n = 21, 52%), and midwives (n = 14, 35%) participated in the study. The findings noted varying levels of staffing and workload pressures among the three cadres in selected primary care facilities, which were influenced by several factors. Particularly, health facilities with additional human resources obtained from deployment programs indicated adequate staffing and low to normal workload pressures. However, further analysis revealed potential HRH maldistribution and reliance on the temporary nature of the staff augmentation program in delivering primary care services, which need to be addressed to optimize health workforce planning. Service workload may also have been impacted by the temporary closure of health facilities due to disasters. Among the few cadres tha reported staffing shortage and high workload pressure, these were due to higher service demands, increased task delegation, and inadequate service coordination. Hence, context-specific challenges and situational factors in GIDAs need to be considered when determining the staffing and workload requirements.

There is a need to improve the capacities of health facilities and local government units (LGUs) to engage in evidence-based HRH planning through the WISN methodology. Doing so could improve staffing and workload distribution among health care facilities in the country. Moreover, interorganizational collaboration (DOH, LGUs, and health facilities) should be strengthened to improve delineation and prevent duplication/omission of health services, rationalize HRH distribution and augmentation, and streamline the priority health services based on the local contextual factors.