Is there a role for workplaces in reducing employees' driving to work? Findings from a cross-sectional survey from inner-west Sydney, Australia

Li Ming Wen; Kite, James; Rissel, Chris
January 2010
BMC Public Health;2010, Vol. 10 Issue 1, p1
Academic Journal
Background: The role of workplaces in promoting active travel (walking, cycling or using public transport) is relatively unexplored. This study explores the potential for workplaces to reduce employees' driving to work in order to inform the development of workplace interventions for promoting active travel. Methods: An analysis of a cross-sectional survey was conducted using data from parents/guardians whose children participated in the Central Sydney Walk to School Program in inner-west Sydney, Australia. A total of 888 parents/ guardians who were employed and worked outside home were included in this analysis. The role of the workplace in regards to active travel was assessed by asking the respondents' level of agreement to eight statements including workplace encouragement of active travel, flexible working hours, public transport availability, convenient parking, shower and change rooms for employees and whether they lived or worked in a safe place. Self-reported main mode of journey to work and demographic data were collected through a self-administrated survey. Binary logistic regression modelling was used to ascertain independent predictors of driving to work. Results: Sixty nine per cent of respondents travelled to work by car, and 19% agreed with the statement, "My workplace encourages its employees to go to and from work by public transport, cycling and/or walking (active travel)." The survey respondents with a workplace encouraging active travel to work were significantly less likely to drive to work (49%) than those without this encouragement (73%) with an adjusted odds ratio (AOR) of 0.41 (95% CI 0.23-0.73, P = 0.002). Having convenient public transport close to the workplace or home was also an important factor that could discourage employees from driving to work with AOR 0.17 (95% CI 0.09-0.31, P < 0.0001) and AOR 0.50 (95% CI 0.28-0.90, P = 0.02) respectively. In contrast, convenient parking near the workplace significantly increased the likelihood of respondents driving to work (AOR 4.6, 95% CI 2.8-7.4, P < 0.0001). Conclusions: There is a significant inverse association between the perception of workplace encouragement for active travel and driving to work. Increases in the number of workplaces that encourage their employees to commute to work via active travel could potentially lead to fewer employees driving to work. In order to make active travel more appealing than driving to work, workplace interventions should consider developing supportive workplace policies and environments.


Related Articles

  • Remember to make your presence your gift to others every day. Yow, Jane // Business Journal Serving Fresno & the Central San Joaquin Valley;12/28/98, Issue 322400, p23 

    Encourages employees to change their attitudes toward work. Commitment to make people's presence their gift to co-employees in the workplace; Younger people's attitude to work to live rather than live to work; Cultivation of behavior that reflects the values of respect, integrity and...

  • We thought piling up stuff was being neat.  // Long Island Business News (7/1993 to 5/2009);12/25/98, Vol. 45 Issue 52, p5A 

    Cites a survey by the Steelcase Workplace Index on workplace trends in the United States. American workers' perception of themselves as `neat freaks'; Percentage of employees who considered themselves `pilers' and `filers.'

  • Pet peeves in today's officeplace.  // Secretary;Aug/Sep96, Vol. 56 Issue 7, p4 

    Lists the pet peeves of employees in office environments in the United States. Includes too hot or cold room temperature; Noise from construction, traffic or people; Uncomfortable or cramped workstations.

  • An emotion-centered model of voluntary work behavior: Some parallels between counterproductive work behavior and organizational citizenship behavior. Spector, Paul E.; Fox, Suzy // Human Resource Management Review;Summer2002, Vol. 12 Issue 2, p269 

    Presents an emotion-centered model of voluntary work behavior. Difference between counterproductive work behavior (CWB) and organizational citizenship behavior; Variety of job conditions which elicit emotional performance; Association of CWB with the personality characteristics of trait anger...

  • Office Incivility.  // Association Management;Oct98, Vol. 50 Issue 10, p23 

    No abstract available.

  • Survey Data.  // Association Management;Oct98, Vol. 50 Issue 10, p99 

    No abstract available.

  • Workplace is no place to flaunt ego--shine light on colleagues instead. Anderson, Lydia // Business Journal Serving Fresno & the Central San Joaquin Valley;6/11/2001, Issue 322784, p7 

    Reflects on the need to curb pride in workplace relationships. Significance of humility when working within a group; Development to tact; Practicing integrity.

  • Study Reveals Characteristics of Disengaged Workers.  // Toledo Business Journal;Oct2010, Vol. 26 Issue 10, p4 

    The article focuses on a study regarding disengaged workers.

  • Etiquette for the workplace. Spencer, Morgan // Hill;4/7/2011, Vol. 18 Issue 47, p29 

    The article discusses the basic etiquette in the workplace that should be followed to avoid offensive, inappropriate or misconstrued behavior particularly for new employees who wants to be accepted.


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics