OBJECTIVES: Companies had to find quick solutions for continuing work - from home - due to COVID-19 pandemic in spring 2020. However, working conditions at home (telework) do not always comply with general basic principles and quality criteria of holistic workplace health promotion (WHP) (ENWHP, 1997). Therefore, the following questions need to be addressed: What does the intention depend on (a) to introduce or (further) develop health-promoting telework in the company and (b) to use supporting materials for health-promoting telework? Which factors favour or hinder these behavioural intentions? *** MATERIAL/METHODS: Based on the Theory of Planned Behavior (Ajzen, 1991), corresponding research hypotheses were derived and operationalised with relevant individual, social and organisational background variables. After the first lockdown in spring 2020, an existing guideline for health-promoting telework was sent to a selection of N=1858 Austrian companies and asked to participate in a standardised online survey. A sample of n=192 company representatives (leaders, WHP responsible, HR etc.) with a broad mix of company sizes, industries, sectors and regions in Austria is available. *** RESULTS:
Multivariate path models (ML estimation) confirmed the high significance (p<0.05) of social norms (standardised effect: γ=0.42) and behavioural control beliefs (γ=0.45) of company representatives for the intention to install or further develop (health-promoting) telework in the company (R2=0.60). The intention to use supporting materials (R2=0.38), i.e. guide for health-promoting telework, is mainly influenced by the intention to implement telework (β=0.37) but also by the perceived behavioural control (β=0.23). The individual attitude towards health-promoting telework does not play a role regarding telework intention or the use of the guide. All effects are controlled for relevant background factors. *** CONCLUSIONS: Telework has not been considered enough in the sense of holistic health promotion and has not been implemented accordingly. The implementation in this comprehensive sense strongly depends on health-promoting company structures, the WHP norms/culture, and the scope for action (control convictions and possibilities) of internal decision-makers. In order to build up competence and knowledge, it is necessary to offer customised training and materials to promote the health of employees in a complete sense.