Adherence to Medication Regimen and Awareness of the Local Government Support Program Among Employees Diagnosed with Hypertension in a Selected Company
DOI:
https://doi.org/10.64397/nepj.v01i01.2025.a07Keywords:
medication adherence, hypertension, local government support program, workplace health, support systems, public health programsAbstract
Introduction: This study assessed the medication adherence and awareness of Local Government Unit (LGU) support programs among employees diagnosed with hypertension in a selected company. It examined the relationship between awareness and adherence and identified key factors influencing these behaviors to inform workplace and public health strategies.
Method: A descriptive-correlational design was used involving 103 purposively selected employees. Validated tools were utilized, including the Morisky Medication Adherence Scale (MMAS-5), a researcher-made LGU Awareness Scale, the Beliefs about Medicines Questionnaire (BMQ), and the Multidimensional Scale of Perceived Social Support (MSPSS). Data were gathered between April and May 2025 and analyzed using descriptive statistics, chi-square tests, Spearman’s Rho, and multiple regression.
Results: The medication adherence was moderately high (M = 3.01), especially in following scheduled doses, but declined when symptoms improved or side effects occurred. Awareness of government health programs was also moderately high (M = 2.68), yet formal communication and actual usage were low. Behavioral factors (β = 0.328, p = 0.002), workplace conditions (β = 0.305, p = 0.004), and financial accessibility (β = 0.320, p = 0.007) significantly influenced adherence. Demographic factors such as age, sex, tenure, and education were not significantly associated. Awareness was moderately correlated with adherence (ρ = 0.561, p < 0.001), but behavioral factors and support systems did not significantly moderate this relationship.
Conclusions: While most employees with hypertension follow their medication regimen, barriers such as behavioral hesitations, workplace stress, and financial limitations reduce full adherence. This supports theoretical perspectives such as the Health Belief Model, emphasizing perceived barriers and cues to action. Findings underscore the importance of improving LGU program communication, strengthening workplace support, and addressing behavior-related barriers to enhance long-term hypertension management among working adults. From a policy perspective, workplace-based health promotion programs integrated with LGU services, such as orientation days and digital kiosks for medicine access, can support adherence.
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