Background
Method
Participants, design and procedure
N (%)
| |
---|---|
Gender | |
Male | 8 (28%) |
Female | 21 (72%) |
Age | |
18–24 | 3 (10%) |
25–29 | 5 (17%) |
30–34 | 6 (21%) |
35–39 | 2 (7%) |
40–44 | 3 (10%) |
45–49 | 3 (10%) |
50–54 | 4 (14%) |
55–59 | 3 (10%) |
60+ | 0 |
Ethnicity | |
White | 21 (72%) |
Black / Black British / African / Caribbean | 3 (10%) |
Asian / Asian British | 3 (10%) |
Mixed ethnic background | 2 (7%) |
Monthly income | |
£1500-2400 | 8 (28%) |
£2400-3900 | 14 (48%) |
> £3900 | 6 (21%) |
Not reported | 1 (3%) |
Highest qualification | |
A Level, AS Level, CSE, or GCSE | 3 (10%) |
Other technical or professional | 2 (7%) |
Degree or higher | 22 (76%) |
Non-UK qualifications | 1 (3%) |
Other | 1 (3%) |
Intervention
Preliminary session
Intervention session
Sitting time feedback
Tailored behaviour change guidance
Behavioural determinant targeted
|
Behaviour change strategy
|
Description of advice
|
Frequency with which chosen
(Total N = 29)
|
---|---|---|---|
Capability |
Goal setting
| Guidance in setting specific and achievable behavioural goals for time spent sitting, standing and/or in light activity | 14 (48%) |
Action Planning
| Guidance in identifying specific contexts most conducive to sitting less, and developing ‘if-then’ plans for reducing sitting | 10 (35%) | |
Habit Formation
(only offered to those selecting Action Planning)
| Summary of psychological theory and evidence around how actions (e.g. sitting) become habitual via context-dependent repetition of the action | 10 (100% of those choosing Action Planning) | |
Problem Solving
| Guidance on shielding an intended action (e.g. standing) from derailment in specific contexts, e.g., by identifying barriers and developing strategies to overcome them | 1 (3%) | |
Habit Disruption
(only offered to those selecting Problem Solving)
| Summary of psychological theory and evidence around how to obstruct unwanted habitual responses, either by avoiding cues (e.g. putting barriers in place) or adopting strategies to enhance likelihood of wanted response to habit cues (e.g., point-of-decision reminders) | 1 (100% of those choosing Problem Solving) | |
Motivation |
Information on Health Consequences
| Detailed summary of evidence around health risks of sitting and benefits of standing and light activity | 1 (3%) |
Information on Others’ Experiences
| Testimonies from workers who had attempted to reduce sitting and increase standing in the workplace, derived from previous qualitative studies of sitting reduction, and descriptions of famous standing-workers (e.g. Dickens, Hemingway) | 3 (10%) | |
Common Misconceptions
| List of potentially detrimental misconceptions about reducing sitting in the workplace, paired with evidence-based rebuttals | 1 (3%) | |
Opportunity |
Tips for Standing
| Tips for incorporating more standing in to the workday: speaking to colleagues in person rather than emailing; standing in meetings; standing on the phone; walking during lunch; taking the stairs | 4 (14%) |
Various |
Tips for SSW use
| Tips for increasing likelihood of (ergonomically-sound) SSW use: leave the unit in standing position when leaving the office; move office chair away or cover with objects; increase SSW use gradually; ensure correct standing posture; shift weight from foot to foot; wear flat shoes or go barefoot while standing |
Compulsory (delivered to all participants)
|
Sit-stand workstation
Reminders of intervention content
Data collection and analysis
Quantitative data: intervention engagement
Qualitative data: experiences of attempts to reduce sitting
Results
Sample description
Quantitative analyses: intervention engagement
Selection of techniques
Behavioural responses
Baseline (−1–0 weeks)
N = 29
| Post-intervention 1 (0–1 weeks) N = 21 | Post-intervention 2 (5–6 weeks) N = 18 | Post-intervention 3 (11–12 weeks) N = 16 | |||||||
---|---|---|---|---|---|---|---|---|---|---|
Mean (SD)
|
Mean (SD)
|
Mean difference from baseline
a
(SD)
|
Cohen’s d
|
Mean (SD)
|
Mean difference from baseline
a
(SD)
|
Cohen’s d
|
Mean (SD)
|
Mean difference from baseline
a
(SD)
|
Cohen’s d
| |
Sitting time | 355 (14) | 305 (18) | −47 (82) | −0.50 | 237 (17) | −101 (103) | −1.13 | 245 (20) | −100 (100) | − 1.08 |
Standing time | 82 (13) | 131 (17) | 51 (75) | 0.56 | 198 (16) | 101 (94) | 1.17 | 194 (20) | 101 (99) | 1.11 |
Stepping time | 43 (3) | 4 (21) | −5 (21) | −0.22 | 45 (4) | 0 (18) | −0.01 | 40 (4) | 0 (14) | 0.03 |
Qualitative analyses: experiences of attempts to reduce sitting
Participant 11, Interview 1 (P11, I1): I do sit at my desk an awful lot and I … know that that’s not good for my health, so anything that … gives me a nudge to actually do something about it is bound to be good.
P5, I3: [On the train] even if there’s a seat available, I think, ‘Oh, I’ll just stand’, not only because the journey is not going to be that long, but also I should just stand, it’ll be healthier, I don’t need to sit down. […] That thought has occurred to me more since starting [the intervention].
P17, I2: I might put paperwork on the bottom bit of the desk and my keyboard on the higher bit if I’m not using it as much, [or] sometimes I … put paperwork on my chair. […] I haven't found that there’s anything where I can’t stand.
P15, I1: Everybody’s been really interested … they’re saying ‘oh, that’s cool’. The novelty helps in terms of the motivation.
Several people found standing conducive to collaboration when colleagues gathered around the SSW, due to greater monitor accessibility (“it’s really good if you are both standing instead of huddled over at a computer”; P14, I3). Enhanced visibility when standing could however compromise privacy. Several participants reported that colleagues were more likely to interrupt them (“you’re more approachable [when standing]”; P19, I3), and some were more distracted by others’ activities, when standing:P11, I1: There’s this tiny little bit more confidence [when] standing up with [voice] calls … I feel as though I’m towering over them.
“Now is a good time”: Counter-motives and cues to standing.P14, I2: When I’m standing up … if there’s something going on … I hear a bit better, and hear something else going on, whereas when I’m sitting I’m more likely just to hear it but then carry on with my work.
P21, I3: [My job] is high pressure the whole time, and so … I feel a bit sorry for myself and sitting down is like a treat.
P23, I2: I had my reminders on my watch which continually told me to stand, but I found myself turning that off … because I got caught up with other things.
P25, I3: I’ve checked my emails, done all that sort of thing. … Once I have got my brain into the tasks for today then I’ll do the standing [and] get down to the nitty-gritty of the work.
P19, I1: You have your lunch, feel a bit lethargic, and then it’s nice to stand. It’s almost working that lunch off. I enjoy that.
P14, I3: I was having some issues so then I stood up and it just woke me up a bit I suppose. So instead of the monotony of just sitting there trying to work a problem out, it was quite good to stand up and almost look at it differently from [a] standing [perspective].
P23, I2: A week’s holiday and then a period of just meetings after meetings pretty much every day, and at that point [my standing] kind of declined. I got to a stage … where I thought oh God, I actually haven’t stood … properly for a week. It felt like I had gone right back to the beginning again.