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We investigated whether workplace infection control measures during the COVID-19 pandemic could increase perceived organizational support (POS).This prospective cohort study was conducted in Japan from December 2020 to December 2021 using a questionnaire survey. There were 18,560 respondents at follow-up; we investigated 4971 who rated low POS at baseline. The participants were asked a single question about POS and nine about workplace infection control measures. We determined the odds ratios (ORs) of high POS at follow-up using multilevel logistic regression analysis.The groups of 5 to 6 (OR = 1.29, 95% confidence interval = 1.05-1.57, P = 0.014) and 7 to 9 workplace infection control measures (OR = 1.54, 95% confidence interval, 1.28-1.85, P0.001) had significantly higher ORs than the group with 0 to 2 measures.Health support for employees through workplace infection control measures can increase POS.

ObjectiveThis study examined the relationship between job accommodations for workers with poor health and work functioning impairment during the COVID-19 pandemic.MethodsAn internet survey was conducted in December 2020. We included 24,429 subjects for analysis. One question was used to determine whether subjects needed job accommodations from their company to continue working in their current health condition. The odds ratios (ORs) of the necessity of job accommodations for sick workers associated with work functioning impairment were estimated using multilevel logistic regression analysis.ResultsThe OR of work functioning impairment among sick workers not receiving job accommodations was 5.75 (95% confidence interval (CI) 5.34-6.20, pConclusionsThis study suggests that providing job accommodations to workers with poor health may improve their work functioning impairment.

ObjectiveThis study investigated the association between attending work while experiencing fever or cold symptoms and workers’ socioeconomic background and company characteristics during the COVID-19 pandemic.MethodsA cross-sectional online survey was performed. Of a total of 33,302 participants, 3,676 workers who experienced fever or cold symptoms after April 2020 were included. The odds ratios (ORs) of attending work while sick associated with workers’ socioeconomic background and company characteristics were evaluated using a multilevel logistic model.ResultsThe OR of attending work while sick associated with a lack of policy prohibiting workers from working when ill was 2.75 (95%CI: 2.28–3.20, PConclusionThis study suggests that clear company policies on work and illness can be effective for preventing employees from attending work while sick.

ObjectiveTo examine how the mismatch between telecommuting preference and telecommuting frequency was associated with psychological distress during the COVID-19 pandemic.MethodsData from 33,302 workers throughout Japan were obtained using an Internet survey. Among 33,302 participants, 20,395 who telecommuted were included in the analysis. Participants’ telecommuting preference and frequency during the COVID-19 pandemic were determined using a questionnaire. Psychological distress was assessed using Kessler 6 (K6).ResultsAmong participants who did and did not prefer to telecommute, those who telecommuted four or more days per week had an OR of psychological distress of 0.67 (pConclusionsThe association between telecommuting and psychological distress differs depending on telecommuting preference.

ObjectiveThe present study examined the relationship between the intensity of home-based telework and work engagement.MethodsThis cross-sectional study using a self-administrated questionnaire survey was conducted from December 22 to 25, 2020, in Japan. The subjects were asked single-item questions about the intensity of telework and three-item questions about work engagement using the Utrecht Work Engagement Scale. Coefficients were estimated using a multilevel regression model nested by prefecture of residence and adjusted for covariates.ResultsHigh-intensity (four or more days per week) telework was not associated with high work engagement for men or women. In contrast, low and moderate intensity (three days per week to once per month) were associated with high work engagement. The results were consistent when stratified by sex.ConclusionsReasonable-intensity telework may have beneficial effects on work engagement.Clinical SignificanceThis study revealed that a reasonable intensity of telework may have beneficial effects on work engagement. A reasonable intensity is defined as low (once per week to once per month) or moderate intensity (two to three days per week) for both men and women.