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The primary purpose of this study was to clarify the path by which high job demands on home-visit nursing staff affect their mental health through work-family negative spillover (WFNS, FWNS). The secondary purpose was to clarify the path by which high job control and high social support in the workplace positively affect the mental health of nursing home-visit staff through work-family positive spillover (WFPS, FWPS). A cross-sectional survey using a self-administered questionnaire was conducted on 1,022 visiting nursing staff working at 108 visiting nursing stations in Fukuoka Prefecture in February, 2019. The measurement tools comprised sociodemographic factors, the Japanese version of the Survey Work-Home Interaction - NijmeGen (SWING-J), Job Content Questionnaire (JCQ-22), the Work-Family Culture Scale, and the K6 scale. Six models were determined in an analysis of the model: (1) working time load → WFNS → FWNS → psychological distress, (2) job demands → WFNS → FWNS → psychological distress, (3) job demands → psychological distress, (4) workplace support → job control → WFPS → psychological distress, (5) workplace support → WFPS → psychological distress, and (6) workplace support → psychological distress. This study clarified that job demands and working time load may adversely affect the mental health of home-visit nursing staff through the mediation of WFNS. It was also clarified that high job control and workplace support may have a positive effect on mental health through the mediation of WFPS.

ObjectivesIt has been widely reported that the COVID-19 pandemic may have a psychological influence on people. Thus, it could be important to note how workplace infection prevention and control (IPC) measures for COVID-19 contribute to positive mental health among workers. We hypothesized that if workplace IPC measures are adequately implemented, they would have a positive effect on employees’ work engagement.MethodsWe conducted an internet-based prospective cohort study from December 2020 (baseline) to December 2021 (follow-up after one year) using self-administered questionnaires. At baseline, 27,036 workers completed the questionnaires, while 18,560 (68.7%) participated in the one-year follow-up. After excluding the 6,578 participants who changed jobs or retired during the survey period, or telecommuted more than four days per week, 11,982 participants were analyzed. We asked participants about the implementation of workplace IPC measures at baseline and conducted a nine-item version of the Utrecht Work Engagement Scale (UWES-9) at follow-up.ResultsFour groups were created according to the number of workplace IPC measures implemented. The mean (SD) UWES-9 score of the “0–2” group was the lowest at 18.3 (13.2), while that of the “8” group was the highest at 22.6 (12.6). The scores of the “3– 5,” “6–7,” and “8” groups were significantly higher than that of the “0–2” group (all, pConclusionsPromoting workplace IPC measures improves workers’ work engagement, and a dose-response relationship exists between workplace IPC measures and work engagement.

This study aimed to obtain suggestions for new organizational-level item pools that companies could utilize to accomplish management philosophy and mission statements in the context of survey and work environment improvements for the national Stress Check Program.A qualitative study was conducted using unsupervised learning. A large amount of text data related to management philosophy and mission statements were collected, that is, management messages described on the websites of all companies listed on the Tokyo Stock Exchange. For the main analysis, topic modeling was performed on the nouns from the management messages using Latent Dirichlet Allocation (LDA) to build a model consisting of 10 latent topics, each represented by a group of the 10 most frequently reoccurring nouns. Each group of nouns was qualitatively summarized based on the topic model.In total, 22 524 nouns were extracted from the management messages of 3575 companies. A topic model consisting of 10 latent topics was constructed using the LDA. The suggestion for new item pools included new technologies, business plans/strategies, company shareholders, health/happiness/wealth, profits/sales, development of society, a sustainable society, safety and security, customer/consumer satisfaction, corporate social responsibility, fairness, transparency, and human rights.The suggestions for potential item pools were derived from management philosophy and mission statement that are not covered in the existing survey. The suggestions could be useful for motivating employers to implement work environment improvement. Future studies need to make definite items and investigate whether they correlate to job stressors and mental health among workers.

Limited information is available regarding the association between workplace psychosocial factors and general mental health status among workers during the coronavirus disease 2019 pandemic. This study examined how working from home affected the association between job demands and psychological distress (PD). A cross-sectional online survey was conducted in December 2020 (N = 27,036). The dependent variable (PD) was assessed using the Kessler Psychological Distress Scale. Job demands were assessed using the Job Content Questionnaire. Working from home was determined by participants’ responses to the question, “Do you currently work from home?” We used a two-level regression analysis adjusted for prefecture. Each individual-level variable at Level 1 was nested into each prefecture at Level 2, stratified by working from home or not. Overall, 21.3% of participants worked from home. The interaction between working from home and job demands was significant. Job demands were positively associated with PD. The stratified analysis indicated that the associations were weaker among employees who worked from home compared with those among employees who did not. The association between job demands and PD may be weakened by working from home.

PurposeLimited information is available about the association between workplace psychosocial factors and general mental health status among workers during the COVID-19 pandemic. This study examined how working from home affected the association between job demands and psychological distress (PD).MethodA cross-sectional online survey was conducted in December 2020 (N=27,036). The dependent variable (PD) was assessed using the Kessler Psychological Distress Scale. Job demands were assessed using the Job Content Questionnaire. Working from home was determined by participants’ responses to the question: “Do you currently work from home?” We used a two-level regression analysis adjusted for prefecture; each individual-level variable at level 1 was nested into each prefecture at level 2, stratified by working from home or not.ResultsOverall, 21.3% of participants worked from home. The interaction between working from home and job demands was significant. Job demands were positively associated with PD. The stratified analysis showed the associations were weaker among employees who worked from home compared with those who did not.ConclusionThe association between job demands and PD may be weakened by working from home.

OBJECTIVE We carried out a prospective study to investigate the association between work engagement and work performance in a group of Japanese workers. METHODS Our cohort included 1632 men and 192 women aged 65 years or younger who worked at a manufacturing company in Japan. Multiple regression analysis was conducted. RESULTS Higher work engagement at baseline was significantly associated with better work performance at follow-up (β = 0.159, P

Background Although several studies have examined the association between occupational stress and turnover, these studies relied on cross-sectional designs, subjects’ self-report, healthcare workforce, or small sample sizes. This study aimed to confirm whether occupational stress increases the risk of turnover in a large-scale prospective cohort study using actual turnover data from company records. Methods The participants were 3892 male and 5765 female employees aged 20–49 years in a financial service company. We followed them from October 2012 until April 1, 2016 and used company records to identify employees who resigned. We identified employees with high and low stress using the Brief Job Stress Questionnaire. Hazard ratios for turnover in high-stress employees were estimated using Cox proportional hazards models, and population attributable risks were calculated separately for men and women. Results During 11,475,862 person-days, 122 men and 760 women resigned. After adjustment for age, length of service, job type, and position, the hazard ratios (95% confidence intervals) for turnover in high-stress employees were 2.86 (1.74–4.68) for men and 1.52 (1.29–1.78) for women. The corresponding population attributable risks for high stress were 8.2% for men and 8.3% for women. The component scores, i.e., job stressors, psychological/physical stress response, workplace social support, and job strain (the combination of high job demands and low job control) were also significantly associated with turnover (p Conclusions Occupational stress increases the risk of actual turnover. Measures to prevent occupational stress may be useful to prevent employee turnover.

Our objective was to assess the effect of appropriate workplace IPC measures on employees' work engagement. It could be important to note how workplace infection prevention control (IPC) measures for COVID-19 contribute to positive mental health among workers. We hypothesized that if workplace IPC measures are adequately implemented, they would have a positive effect on employees' work engagement.We conducted an internet-based prospective cohort study from December 2020 (baseline) to December 2021 (follow-up after 1 year) using self-administered questionnaires. At baseline, 27036 workers completed the questionnaires, while 18 560 (68.7%) participated in the one-year follow-up. After excluding the 6578 participants who changed jobs or retired during the survey period, or telecommuted more than 4 days per week, 11 982 participants were analyzed. We asked participants about the implementation of workplace IPC measures at baseline and conducted a follow-up using a nine-item version of the Utrecht Work Engagement Scale (UWES-9).Four groups were created according to the number of workplace IPC measures implemented. The mean (SD) UWES-9 score of the "0-2" group was the lowest at 18.3 (13.2), while that of the "8" group was the highest at 22.6 (12.6). The scores of the "3-5," "6-7," and "8" groups were significantly higher than that of the "0-2" group (all, p .001). The p trend of the four groups was also significant (p .001).Promoting workplace IPC measures improves workers' work engagement, and a dose-response relationship exists between workplace IPC measures and work engagement.

The purpose of this study is to examine the factors related to oncologists' use of the disease treatment and employment support guidance fee in Japan. A cross-sectional online survey was conducted in January 2021 among all the diplomates of the subspecialty board of medical oncology in the Japanese Society of Medical Oncology (n = 1,452), using the official mailing list. Logistic regression analysis was used to investigate the association between demographic and other factors and use of the disease treatment and employment support guidance fee. In total, 146 individuals participated in the study (response rate 10.0%). Experience of using the fee was associated with medical specialty and knowledge of the Guideline for Workplace Patient Coordination and Disease Treatment. It may be possible to increase the use of the disease treatment and employment support guidance fee among oncologists by raising awareness of the Guideline for Workplace Patient Coordination and Disease Treatment.

ObjectiveMany companies in Japan have been increasingly interested in “health and productivity management (H&PM).” In terms of H&PM, we supposed that companies can enhance their employees’ perceived workplace health support (PWHS) by providing support for workers’ lively working and healthy living. This could then improve health-related QOL (HRQOL) by increasing PWHS. This study explored the relationship between PWHS and health-related quality of life (HRQOL).MethodsDuring the COVID-19 pandemic in December 2020, we conducted an Internet-based nationwide health survey of Japanese workers (CORoNaWork study). A database of 27,036 participants was created. The question regarding the intensity of PWHS was measured using a four-point Likert scale. We used a linear mixed model (LMM) to analyze the relationship between the intensity of PWHS and the four domains of CDC HRQOL-4 (self-rated health, number of poor physical health days, number of poor mental-health days, and activity limitation days during the past 30 days).ResultsIn the sex- and age-adjusted and multivariate models, the intensity of PWHS had a main effect on self-rated health and the three domains of unhealthy days (physical, mental, activity limitation). There was also a trend toward worse HRQOL scores as the PWHS decreased.ConclusionsThis study aimed to document the relationship between PWHS and HRQOL. We found that the higher the PWHS of Japanese workers, the higher their self-rated health and the lower their unhealthy days. Companies need to assess workers’ PWHS and HRQOL and promote H&PM. H&PM is also necessary to maintain and promote the health of workers during the COVID-19 pandemic.

The 12-item psychosocial safety climate scale (PSC-12) has been used extensively in previous research, but its reliability and validity in a Japanese context are still unknown. We examined the psychometrics of the Japanese version of the PSC-12 (PSC-12J). The PSC-12J and scales on the relevant variables were administered to 2200 employees registered with an online survey company. A follow-up survey with 1400 of the respondents was conducted two weeks later. Internal consistency and test–retest reliability were examined via Cronbach’s alpha and Cohen’s weighted kappa coefficients, respectively. Structural, convergent, and known-group validities were examined using confirmatory factor analysis (CFA) and item response theory (IRT) analysis, correlation analysis, and Kruskal–Wallis test, respectively. Cronbach’s alpha and Cohen’s weighted kappa coefficients were 0.97 and 0.53, respectively. CFA based on the four-factor structure established in the previous literature showed an acceptable model fit. IRT analysis showed that each item was an adequate measure of the respondent’s latent trait. Correlations of the PSC-12J with the relevant variables and distribution of scores by demographic characteristics were also observed in the theoretically expected directions, supporting the construct validity of the PSC-12J. Our findings establish the PSC-12J as a reliable and valid measure of the psychosocial safety climate construct in the Japanese context.

There is a drive to support workers undergoing medical treatment who wish to continue working in Japan, known as the work–treatment balance. It is hoped that this support for the work–treatment balance could boost their mental health. This study examines the relationship among the work–treatment balance, job stress, and work engagement. This study was conducted in December 2020 in Japan, with 27,036 participants. We divided the participants into three groups by the receipt state of support for the work–treatment balance: control group (no need the support), unsupported group, and supported group. The scores of the parameters of the job content questionnaire and the Utrecht Work Engagement Scale (UWES-3) were compared among groups using a multilevel regression with age-sex or multivariate-adjusted models. In the two models, the job control score of the unsupported group was significantly lower than that of the control group. The two social support scores of the supported group were significantly higher than those of the control group. The scores of the UWES-3 of the unsupported group were significantly lower than those of the control group. The support of work–treatment balance for workers could have a positive impact on their mental health.

Purpose: There is limited information about the association between workplace psychosocial factors and general worker mental health status during the COVID-19 pandemic. In the present study, we examined how anxiety about being infected by COVID-19 in the workplace affected the association between job demands and psychological distress (PD).Method: A cross-sectional online survey was conducted in December 2020. The final analyzed sample was 27,036. The dependent variable of PD was assessed using the Kessler Psychological Distress Scale (K6). Job demands were assessed using the Job Content Questionnaire. Feelings of anxiety were assessed by participants' responses to the following question: “Do you feel anxiety about being infected by COVID-19 in the workplace?” We used a two-level regression adjusting for prefectural level: each individual-level variable at level 1 was nested into each prefecture at level 2, stratified by presence of anxiety.Results: A total of 50.5% of participants felt anxious about being infected by COVID-19 in the workplace. The interaction between anxiety and job demands was significant. Job demands were positively associated with PD. In the stratified analysis, the associations were stronger among employees who experienced anxiety about COVID-19 infection in the workplace than among those who did not.Conclusion: The association between job demands and PD may be strengthened by anxiety about COVID-19 infection in the workplace.

Objective To investigate the association between individual adaptation of management philosophy and mission statement, and work engagement among employees in a single Japanese company. Methods We carried out a 1-year prospective cohort study on all workers aged 18 to 65 years in a Japanese electrical components manufacturer. Our cohort included 2044 men and 721 women. We used multiple regression analysis to examine associations between variables. Results Higher individual adaptation of management philosophy and mission statement at baseline was significantly associated with better work engagement at follow-up after adjusting for potential confounders and work engagement at baseline (β = 0.085, 95% confidence interval 0.054 to 0.117). Conclusions There is a positive association between higher individual adaptation of management philosophy and mission statement with work engagement.

BackgroundExercise and physical activity positively affect physical and mental health, and healthy workers contribute to increased work productivity. This study aimed to investigate time spent on exercise during leisure time and physical activity, including time at work, in relation to health-related quality of life (HRQOL) among Japanese workers.MethodsAn Internet-based national health survey –Collaborative Online Research on Novel-coronavirus and Work study (CoRoNaWork study) – was conducted among 33,087 Japanese workers in December 2020. After excluding invalid responses, 27,036 participants were categorized into four and five groups according to exercise time and physical activity time, respectively. Each group’s scores were compared on each of the four questions on the Japanese version of the Centers for Disease Control and Prevention Health-Related Quality of Life (CDC HRQOL-4) between each group using a linear mixed model. Age-sex adjusted and multivariate models were used to compare each index of the CDC HRQOL-4.ResultsThe more time spent exercising, the better the self-rated health. Self-rated health was better and unhealthy days were fewer in the group that exercised more than a certain amount of time than in the group that spent almost no time on exercising. As for physical activity, the group that spent more than 120 minutes/day or that almost never engaged in physical activity had lower self-rated health. The group with more than 120 minutes/day of physical activity also had more unhealthy days.ConclusionsThe results of the present study suggest that exercise habits improve workers’ HRQOL. Interventions to encourage daily exercise even for a short period of time may be an effective strategy to improve workers’ health and productivity.

Objectives The employee participatory approach is an effective method for improving work environments. However, there are some challenges in executing this method in each workplace because of such factors as a lack of employee interest or motivation to commit to the activity. Research was conducted to clarify readiness factors to improve the workplace environment using an employee participatory approach. Additionally, we developed a checklist to efficiently measure the readiness factors. Methods A pool of readiness items for the employee participatory approach was created from expert consensus and interviews with practitioners. A total of 300 Japanese workers (150 men; 150 women) responded to a survey after being recruited by an internet research company. After exploratory factor analysis (EFA), path analysis with categorical variables was conducted by the robust maximum likelihood method with defined readiness as an endogenous variable and resource for readiness as an external variable, then threshold (θ) and path coefficients (γ) were estimated. We set the level of the item according to the threshold per item, and the highest pass coefficients for each level with 0.60 or more items were adopted in the checklist. Finally, the relationship between each level and the readiness and related items (psychosocial factors, work engagement, and psychological stress responses in the workplace) was confirmed in the ANOVA. Results As a result of the EFA, a three-factor structure with 71 items was developed. The path analysis extracted the first factor (workplace acceptability) with three items and the second factor (supervisor's leadership) with two items. The third factor, preferences for the workplace, was judged insufficient because the relevant item was not adequately related to the readiness state. Finally, the checklist was created to determine four levels judged by the five items. Significant differences were observed in each level and readiness state by ANOVA. Conclusions To facilitate the participatory approach method, it was suggested that the status of workplace acceptance, supervisor's leadership, and preferences for the workplace might be important. In addition, using the checklist developed in this study, it is possible to assess the readiness state for improving the work environment using an employee participative approach, as well as to set promotion targets in each workplace.

Objective We examined the association of organizational justice (i.e., procedural justice and interactional justice) with cognitive failures, and the mediation effect of psychological distress on this association in Japanese employees. Methods A total of 189 men and 35 women from two sites of a manufacturing company in Japan were surveyed using a self-administered web-based questionnaire. A multiple mediation analysis was conducted. Results A significant negative total effect of procedural justice on cognitive failures was observed (c = -0.180 [95% confidence interval: -0.315 to -0.044]). Furthermore, the mediation effect of psychological distress was significant (c-c' = - 0.213 [95% confidence interval: -0.323 to -0.115]). Similar patterns were observed for interactional justice. Conclusions Employees may be more likely to experience cognitive failures in daily activities in work settings where organizational justice is lower, which seems to be explained by psychological distress.

BackgroundTo prevent the spread of coronavirus disease (COVID-19), it is important to avoid 3Cs (closed spaces, crowded places, and close-contact settings). However, the risk of contact with an unspecified number of people is inevitable while commuting to and from work. In this study, we investigated the relationship between commuting, and the risk of COVID-19 and COVID-19-induced anxiety.MethodsAn internet-based questionnaire survey was conducted to obtain a dataset from 27036 respondents. One-way commuting time was evaluated using a five-case method. The commuting distance was estimated using zip codes of the home and workplace. Logistic regression analysis was performed with the following outcomes: COVID-19 risk, close contact, infection anxiety, and infection anxiety due to commuting. Commuting distance and commuting time were analyzed separately in the model. We excluded participants with incalculable commuting distance, commuting distance exceeding 300 km, commuting distance of 0 km, or who telecommuted at least once a week.ResultsThe total number of participants included in the analysis was 14038. The adjusted odds ratios (aORs) of using public transportation for severe acute respiratory syndrome coronavirus 2 infection were 4.17 (95% confidence interval [CI]: 2.51-6.93) (commuting time) and 5.18 (95% CI: 3.06-8.78) (commuting distance). The aOR of COVID-19 diagnosis decreased significantly with increasing commuting distance. The aORs of using public transportation to infection anxiety were 1.44 (95% CI: 1.31-1.59) (commuting time) and 1.45 (95% CI: 1.32-1.60) (commuting distance). The longer the commuting time, the more the aOR increased..ConclusionsCOVID-19 risk, close contact, and infection anxiety were all associated with the use of public transportation during commuting. Both commuting distance and time were associated with infection anxiety due to commuting, and the strength of the association increased with increase in commuting time distance. Since transportation by commuting is associated with COVID-19 risk and anxiety, we recommend the use of telecommuting and other means of work.

ObjectivesThis study examined the relationship between the status of infection control efforts against COVID-19 in the workplace and workers’ mental health using a large-scale Internet-based study.MethodsThis cross-sectional study was based on an Internet monitoring survey conducted during the third wave of the COVID-19 epidemic in Japan. Of the 33,302 people who participated in the survey, 27,036 were included in the analyses. Participants answered whether or not each of 10 different infection control measures were in place at their workplace (e.g. wearing masks at all times during working hours). A Kessler 6 (K6) score of ≥13 was defined as mild psychological distress. The odds ratios (ORs) of psychological distress associated with infection control measures at the workplace were estimated using a multilevel logistic model nested in the prefectures of residence.ResultsThe OR of subjects working at facilities with 4 or 5 infection control measures for psychological distress was 1.19 (95% confidence interval [CI]: 1.05-1.34, p=0.010), that in facilities with 2 or 3 infection control measures was 1.43 (95% CI: 1.25-1.64, pConclusionOur findings suggest that proactive COVID-19 infection control measures can influence the mental health of workers.

In depression, the health condition of family members (particularly spouses) may influence the reinstatement process of employees on temporary leave. The length of leave from work may reflect the quality of the process leading to the stage of reinstatement, and a short period to reinstatement may increase the possibility of a smooth reinstatement. In this study we investigated the relationship between spouse factors and length of leave period. The subjects were 63 permanent employees on temporary leave for depression and their spouses. We investigated demographic characteristics, spouse factors, individual factors, household factors, and workplace factors, and extracted the factors related to the length of leave period through hierarchical multiple regression analysis. Results revealed that the Frenchay Activities Index (FAI), a spouse factor, was consistently and significantly related to the length of leave (β = -0.37, P < 0.01). The higher the spouse FAI, the shorter the leave period of employees on temporary leave. In particular, the spouses' leisure activities were related to the leave period, whereas the effects of housework and work were unclear. The results suggest that the assessment and intervention of the spouses' activities of daily living are important in reinstatement support.

Objective This study examined the relationship between worry about COVID-19 infection in general, in the workplace and while commuting to work and psychological distress in the midst of a rapid outbreak of COVID-19 in Japan. Methods This cross-sectional, internet monitor study was conducted on December 22– 26, 2020. Subjects were collected from throughout Japan. Out of a total of 33,302 participants, 26,841 people were included in the study after removing those providing fraudulent responses. The subjects were asked single-item questions about whether they were worried about COVID-19 infection in general, at work and while commuting to work. Kessler 6 (K6) was used to assess psychological distress. The odds ratios (ORs) of psychological distress associated with worry about infection were estimated using a multilevel logistic model nested in the prefecture of residence, with adjustment for sex, age, education, equivalent household income, occupation, number of business establishments, smoking status, alcohol consumption, frequency of telecommuting, use of public transportation, perceived assessment of workplace infection control efforts, presence of infection among acquaintances, and experience of being a close contact. Psychological distress was defined as a K6 score of 5 or higher and 13 or higher. Results Multivariate analysis showed that the OR of severe psychological distress associated with general worry about COVID-19 infection was 1.10 (95% CI 1.00–1.22). The OR was significantly higher in association with worry about infection in the workplace at 1.71 (95%CI 1.53–1.92) and worry about infection while commuting at 1.49 (95%CI 1.32–1.67). Conclusions The present study suggests the need for psychological intervention to reduce worry about infection in response to public mental health challenges associated with the COVID-19 pandemic.

Introduction: Menstrual abnormalities, such as menstrual cycle disorders or related symptoms (e.g., pelvic pain, premenstrual syndrome [PMS], menopausal symptoms), affect female workers’ quality of life and work capacity. The fertility of female workers is also a worldwide concern. However, the association between psychosocial factors at work and menstrual abnormalities or fertility is not well understood. To address this relationship, we will conduct a systematic review and a meta-analysis of the literature that has utilized a longitudinal or prospective cohort design.Methods and analysis: The inclusion criteria for this systematic review and meta-analysis are defined as follows: (P) Adult female workers (over 18 years old), (E) Presence of adverse psychosocial factors at work, (C) Absence of adverse psychosocial factors at work, and (O) Any menstrual cycle disorders, menstrual-related symptoms, or fertility. MEDLINE, EMBASE, PsycINFO, PsycARTICLES, and Japan Medical Abstracts Society electronic databases will be used to search for published studies. The statistical synthesis of the studies included in the meta-analysis will be conducted to estimate pooled coefficients and 95% CIs. We will use the Risk of Bias in Non-randomized Studies-of Interventions (ROBINS-I) to determine the quality of selected studies. To assess meta-bias, Egger’s test, along with a funnel plot, will be used to check for publication bias. Lastly, we will examine heterogeneity using the χ² test with Cochran’s Q statistic and I2.Ethics and dissemination: The results and findings will be submitted and published in a scientific peer-reviewed journal and will be disseminated broadly to researchers and policymakers interested in the translatability of scientific evidence into good practices.Trial registration: The study protocol was registered at the UMIN registry (registration number: UMIN000039488). The registration date is 14th Feb 2020.URL: https://upload.umin.ac.jp/cgi-bin/ctr/ctr_view_reg.cgi?recptno=R000044704

The ever-changing social implications of the COVID-19 pandemic have resulted in an urgent need to understand the working environments and health status of workers. We conducted a nationwide Internet-based health survey in Japanese workers in December 2020, in the midst the country’s “third wave” of COVID-19 infection. Of 33,087 surveys collected, 6,051 were determined to have invalid responses. The 27,036 surveys included in the study were balanced in terms of geographical area, participant sex, and type of work, according to the sampling plan. Men were more likely than women to have telecommuted, while women were more likely to have resigned since April 2020. Moreover, 40% and 9.1% of respondents had a K6 score of 5 or higher and 13 or higher, respectively, they did not exhibit extremely poor health. The present study describes the protocol used to conduct an Internet-based health survey in workers and a summary of its results during a period when COVID-19 was spreading rapidly in Japan. In the future, we plan to use this survey to examine the impact of COVID-19 on workers’ work styles and health.

Introduction Workplace environment, especially psychosocial factors at work such as job strain, workplace social support, and shift work, may affect the menstrual abnormalities and fertility of female workers. However, the association between psychosocial factors at work and menstrual abnormalities or fertility is not well understood. To address this relationship, we will conduct a systematic review and a meta-analysis of the literature that has utilized a longitudinal or prospective cohort design. Methods and analysis The inclusion criteria for this systematic review and meta-analysis are defined as follows: (P) adult female workers (over 18 years old), (E) the presence of adverse psychosocial factors at work, (C) the absence of adverse psychosocial factors at work, and (O) any menstrual cycle disorders, menstrual-related symptoms, or fertility. The MEDLINE, Embase, PsycINFO, PsycArticles, and Japan Medical Abstracts Society electronic databases will be used to search for published studies. The statistical synthesis of the studies included in the meta-analysis will be conducted to estimate pooled coefficients and 95% CIs. For the main analysis, we will synthesize measures of association between psychosocial factors at work and menstrual-related disorders/symptoms. At least three eligible studies will have to be gathered to conduct a meta-analysis; otherwise (i.e., if only one or two studies will be eligible and included), the results will be presented in a narrative table. We will use the Risk of Bias in Non-randomized Studies of Interventions (ROBINS-I) to determine the quality of selected studies. To assess meta-bias, Egger’s test, along with a funnel plot, will be used to check for publication bias. Lastly, we will examine heterogeneity using the χ2 test with Cochran’s Q statistic and I2. Ethics and dissemination The results and findings will be submitted and published in a scientific peer-reviewed journal and will be disseminated broadly to researchers and policymakers interested in the translatability of scientific evidence into good practices. Systematic review registration The study protocol was registered at the UMIN registry (registration number: UMIN000039488). The registration date is on 14 Feb 2020. URL: https://upload.umin.ac.jp/cgi-bin/ctr/ctr_view_reg.cgi?recptno=R000044704

Objectives Maternity harassment, known in English as pregnancy discrimination, remains prevalent in developed countries. However, research examining the mental health effects of maternity harassment is lacking. We aimed to examine the association between maternity harassment and depression during pregnancy in Japan. Methods A cross‐sectional Internet survey was conducted on 359 pregnant employees (including women who were working at the time their pregnancy was confirmed) from May 22 to May 31, 2020, during which time a COVID‐19 state of emergency was declared. Maternity harassment was defined as being subjected to any of the 16 adverse treatments prohibited by national guidelines. Depression was defined as a score of ≥9 on the Edinburgh Postnatal Depression Scale (Japanese version). Logistic regression analysis was performed. Results Overall, 24.8% of the pregnant employees had experienced maternity harassment by supervisors and/or colleagues. After adjusting for demographics, pregnancy status, work status, and fear of COVID‐19, pregnant employees who experienced maternity harassment were more likely to have depression than those who did not (odds ratio 2.48, 95% confidential interval 1.34‐4.60). This association was not influenced by whether they were teleworking or not as a COVID‐19 measure. Conclusions One quarter of pregnant employees experienced maternity harassment and had a higher prevalence of depression than those who did not. Being physically away from the office through teleworking may not reduce the effect of maternal harassment on depression. To protect the mental health and employment of pregnant women, employers should comply with the laws and take measures to prevent maternity harassment.

BackgroundThe COVID-19 pandemic has caused interruptions to chronic disease and non-emergency treatment. The purpose of this study is to examine which socioeconomic status groups are most at risk of treatment interruption.MethodsThis cross-sectional internet monitor study was conducted on December 22–26, 2020, when Japan experienced its third wave of COVID-19 infection. Out of a total of 33,302 participants in the survey, 9510 (5392 males and 4118 females) who responded that they required regular treatment or hospital visits were included in the analysis. A multilevel logistic model nested in the prefecture of residence was used to estimate the odds ratio (OR) for treatment disruption. We examined separate multivariate models for socioeconomic factors, health factors, and lifestyle factors.ResultsDuring a period of rapid COVID-19 infection, about 11% of Japanese workers who required regular treatment experienced interruptions to their treatment. The OR of treatment interruption associated with not being married compared to being married was 1.44; manual labor work compared to desk work was 1.30; loss of employment when the COVID-19 pandemic started and continued unemployment compared to being employed over the entire pandemic period was 1.62 and 2.57, respectively; and feeling financially unstable was 2.92.ConclusionTreatment interruption is a new health inequality brought about by COVID-19 with possible medium- and long-term effects, including excess mortality, morbidity, and productivity loss due to increased presenteeism. Efforts are needed to reduce treatment interruptions among workers who require regular treatment.

Background Many wage earners in developed countries have irregular shift patterns and work evenings, nights, and weekends. Some studies have demonstrated that the nonstandard work schedules of parents have adverse effects on their children’s weight, specifically leading to or worsening obesity. However, no such study has been conducted in adolescents of high school age. This study examined the association between mothers’ nonstandard work schedules and adolescent obesity. Methods A cross-sectional study of adolescents aged 16–17 years (n = 1743) used paired matches of self-administered questionnaires for adolescents and their mothers from Tokyo, Japan. Obesity was defined by International Obesity Task Force cut-offs. Nonstandard work schedules were defined as working early mornings, nights, overnights, or weekends. Chi-square tests were conducted to examine the association between the mothers’ work schedules and their adolescent children’s poor lifestyles, overall and stratified by income levels. Then, logistic regression analyses were conducted to examine the association between mothers’ work schedules and obesity of their adolescent children, overall and stratified by income levels. Results Overall, 6.5% of adolescents had obesity. The prevalence of obesity was higher among adolescents from low-middle income groups (8.2%) than that among those from high-income groups (5.9%). No clear patterns were found between mothers’ work schedules and adolescents’ poor lifestyles when stratified by income levels. Mothers’ nonstandard work schedules were significantly associated with adolescent obesity (odds ratio [OR]: 1.56, 95% confidence interval [CI]: 1.02–2.40). However, this association was not significant after adjustment for confounders. After stratification by income levels, mothers’ nonstandard work schedules significantly associated with their children’s obesity (OR: 2.93, 95% CI: 1.45–5.92) only in high-income groups. This association remained after adjustment of the adolescents’ lifestyles and their mothers’ working hours. Conclusions Our results suggest that mothers’ nonstandard work schedules have adverse effects on adolescent obesity only in high-income families. Low-middle income families experienced higher levels of adolescent obesity, regardless of the mothers’ work schedules. Policy makers should consider mothers’ work schedules as a factor in preventing adolescent obesity.

Objectives: This study aimed to conduct a systematic review and meta-analysis of randomized controlled trials (RCTs) to improve subjective well-being (SWB), including evaluative, hedonic, and eudemonic well-being, and the mental component of quality of life (QOL) of working population. Methods: A literature search was conducted, using PubMed, Embase, PsycINFO, and PsycARTICLES. Eligible studies included those that were RCTs of any intervention, conducted among healthy workers, measured SWB as a primary outcome, and original articles in English. Study characteristics, intervention, outcomes, and results on SWB outcomes were extracted by the investigators independently. After a brief narrative summarizing and classifying the contents of the interventions, the included outcomes were categorized into each aspect of SWB (evaluative, hedonic, and eudemonic well-being, and the mental component of QOL). Finally, the characteristics of the effective interventions for increasing each aspect were summarized, and the pooled effect of interventions on SWB was investigated by a meta-analysis. Publication bias was investigated by drawing a funnel plot and conducting Egger's test. Results: From the 5,450 articles found, 39 met the inclusion criteria for the systematic review. The interventions included in this review were classified into six categories (physical activity, ergonomics, psychological, environmental, multicomponent intervention, and others). The meta-analysis from 31 studies showed that the pooled effect of included interventions on SWB was significantly positive (standardized mean difference (SMD) = 0.51; standard error (SE) = 0.10). A funnel plot showed there were extremely large or small SMDs, and Egger's test was significant. Thus, we conducted sensitivity analysis, excluding these extreme SMDs, and confirmed that the estimated pooled effect was also significantly positive. Subgroup analyses for separate types of interventions showed the effects of psychological interventions (e.g., mindfulness, cognitive behavioral based approach, and other psychological interventions) were also significantly positive. Conclusion: The current study revealed the effectiveness of interventions for increasing SWB. Specifically, psychological interventions (e.g., mindfulness, cognitive behavioral based approach, and other psychological interventions) may be useful for improving SWB.

ObjectivesWe examined the association of workplace social capital (WSC), including structural and cognitive dimensions, with refraining from seeking medical care (RSMC) among Japanese employees.DesignOne-year prospective cohort study.Setting and participantsWe surveyed 8770 employees (6881 men and 1889 women) aged 18–70 years from 12 firms in Japan using a self-administered questionnaire comprising the WSC scale and the items on potential confounders (ie, age, educational attainment and equivalent annual household income) at baseline (from April 2011 to March 2013).Outcome measuresAt a 1-year follow-up, we measured RSMC using a single-item question ‘In the past year, have you ever refrained from visiting a hospital, clinic, acupuncturist or dentist despite your sickness (including a slight cold or cavity) or injury?’ResultsThe results of Cox regression with robust variance showed that, after adjusting for potential confounders, the low WSC group (ie, the lowest tertile group) had a significantly higher relative risk (RR) of RSMC compared with the high WSC group (ie, the highest tertile group) among both men and women (overall WSC: RR 1.09 (95% CI 1.01 to 1.17) and 1.20 (95% CI 1.06 to 1.37); structural dimension: RR 1.13 (95% CI 1.04 to 1.22) and 1.25 (95% CI 1.07 to 1.45); and cognitive dimension: RR 1.11 (95% CI 1.03 to 1.20) and 1.21 (95% CI 1.06 to 1.38), respectively). Trend analysis using a continuous score of the WSC scale also showed a significant association of low WSC with a higher risk of RSMC among both men and women.ConclusionsOur findings suggest that the lack of social capital in the workplace is associated with RSMC among Japanese employees.

Objectives: We prospectively examined the combined effect of high stress (i.e., being under great work-related stress), as defined in the Japanese Stress Check Program manual using the Brief Job Stress Questionnaire (BJSQ), and job dissatisfaction on long-term sickness absence lasting 1 month or more. Methods: Participants were 7,343 male and 7,344 female financial service company employees who completed the BJSQ. We obtained personnel records covering a 1-year period to identify employees with long-term sickness absence, which was treated as a dichotomous variable. Participants were classified into four groups (high-stress+dissatisfied, high-stress+satisfied, not high-stress+dissatisfied, and not high-stress+satisfied groups) to calculate the hazard ratios (HRs) of long-term sickness absence for these groups using Cox’s proportional hazard regression analysis. Furthermore, to examine whether the combined effect of high stress and job dissatisfaction is synergistic or additive, we calculated relative excess risk due to interaction (RERI), attributable proportion due to interaction (AP), synergy index (SI), and their 95% confidence intervals (CIs). Results: After adjustment for covariates, the HR of long-term sickness absence was highest among the high-stress+dissatisfied group (HR 6.49; 95% CI, 3.42–12.3) followed by the high-stress+satisfied group (HR 5.01; 95% CI, 1.91–13.1). The combined effect of high stress and job dissatisfaction was additive (95% CIs of RERI and AP included 0 and that of SI included 1). Conclusions: Our findings suggest incorporating high stress with job dissatisfaction improves the predictability of long-term sickness absence. However, employees reporting high stress but satisfaction with their jobs may still at increased risk of developing long-term sickness absence.

AIM This study aimed to develop a Japanese version of the Caregiving Interface Work Scale (J-CIWS) for use with employed Japanese family caregivers. METHODS Permission was obtained from the developer of the original CIWS. The CIWS contains 20 items: 10 measuring care interface work (CIW) and 10 measuring work interface care (WIC). Responses are measured on a five-point Likert scale. The J-CIWS was developed through forward- and back-translation and cognitive interviews of employed family caregivers. An internet survey was conducted with 116 employed family caregivers, and 78 participants answered a retest. Questionnaire items included the J-CIWS and demographic factors. Factor analysis was conducted to determine the J-CIWS factor structure. Validity was assessed based on known-groups, convergent and discriminant validity. Internal consistency was examined by calculating Cronbach's α. Test-retest reliability was examined by calculating the Pearson's correlation coefficient. RESULTS The mean participant age was 50.3 years; 74 (63.8%) were male. The average weekly working and caregiving hours were 41.6 and 12.1 h, respectively. Confirmatory factor analysis supported the original two-factor model. High internal consistency (Cronbach's alpha >0.90) and sufficient test-retest reliability (weighted κ score >0.45) were demonstrated for both subscales. Convergent and discriminant validity were acceptable for the two subscales (CIW and WIC). CONCLUSIONS This study confirmed the usefulness of the CIWS within a Japanese context. The J-CIWS may be useful for evaluating the extent of the conflict between work and care among employed family caregivers. Geriatr Gerontol Int 2021; 21: 254-261.

Purpose: The purpose of this study is to develop and validate a Japanese version of the Servant Leadership Scale and to clarify the relationship between servant leadership (SL) and well-being among Japanese workers. Methods: After the Japanese version of the SLS (SLS-J) and of its short form (SLS-J-short) were developed in conformity with the guidelines (Wild et al., 2005), a web-based survey was administered to 516 Japanese employees (20 or older and have a supervisor). Confirmatory factor analysis (CFA) was conducted to evaluate a construct validation of the SLS-J and the SLS-J-short. Convergent validity was estimated with theoretically related constructs (e.g., transformational leadership, supervisory support, and interpersonal justice) and potential consequences of SL (e.g., affective commitment, work engagement, job satisfaction, organizational citizenship behavior (OCB), psychological distress, and work performance). Intraclass correlation coefficient (ICC) using the test-retest method was conducted with 104 of the initial respondents to assess internal consistency reliability. Additionally, the effects of SL on employees’ work engagement and the mediating role of employees’ affective commitment were estimated. Results: CFA confirmed that an eight-factor model (SLS-J) and a five-factor model (SLS-J-short) had the most satisfactory fits for the two scales with Japanese workers. Tests of convergent validity and reliability showed sufficiency for each of the dimensions of SLS-J and SLS-J-short. Additionally, it was revealed that SL has an impact on employees’ work engagement through a mediation of affective commitment at a cross-sectional level, and the indirect association between SL and work engagement via affective commitment remained afterward. Conclusion: SLS-J and SLS-J-short were confirmed to have good reliability and validity for Japanese workers. Also, this study found that SL has an important role in enhancing the engagement of workers.

Objectives Overwork has been recognized as a risk factor for cerebrovascular and cardiovascular disease (CCVD). To our best knowledge, Japan is the first country in the world to implement an independent act (the 2014 Act) for the prevention of overwork‐related disease, which was promoted through application of preventive measures, such as reductions in working hours. We assessed changes in working hours and overwork‐related CCVD before and after introduction of the 2014 Act. Methods We calculated the overwork‐related CCVD incidence rate and average monthly working hours for 10 industry groups in Japan with data from 2012 to 2018. We applied a causal mediation analysis to estimate the total effect of implementing the 2014 Act on the overwork‐related CCVD and the effect mediated by working hours. Results An average of 271 for every 48 million employees developed overwork‐related CCVD per year. After introducing the 2014 Act, the incidence rate ratio of overwork‐related CCVD was 0.881‐fold lower (95% CI 0.780‐0.995) compared with before the policy change. The 2014 Act contributed to a decrease of 26% (78 cases per year; 95% CI 29‐173) of the overwork‐related CCVD incidence per year. Approximately 41% (32 cases per year) of this effect could be explained by reduced working hours. Conclusions Our study highlights the impact of the 2014 Act in Japan on the reduction in working hours, which further contributes to the reduction in overwork‐related CCVD. Policymakers should consider adopting our innovative approach to assess the mediation effect underlying the implementation of new policies.

Background Using a 1-year prospective design, we examined the association of organizational justice (i.e., procedural justice and interactional justice) with refraining from seeking medical care (RSMC) among Japanese employees. Methods We surveyed 2695 employees (1994 men and 701 women) from two factories of a manufacturing company in Japan. A self-administered questionnaire comprising scales for measuring organizational justice (Organizational Justice Questionnaire) and potential confounders (i.e., demographic and socioeconomic characteristics as well as health-related behaviors) was administered at baseline (from April to June 2011). At 1-year follow-up (from April to June 2012), a single-item question was used to measure RSMC during the follow-up period. Multiple logistic regression analysis was conducted by gender. Results After adjusting for potential confounders, low procedural justice and low interactional justice at baseline were found to be significantly associated with higher odds of RSMC during the 1-year follow-up for male employees (odds ratio = 1.33 [95% confidence interval = 1.16–1.52], p

This study aimed to examine effects of persistence or change in job insecurity on psychological distress (PD) among Japanese community dwellers. The sample comprised 889 men and 762 women aged 25–50 years who were employed and completed both wave 1 (2010) and wave 2 (2012) surveys of the Japanese Study on Stratification, Health, Income, and Neighborhood (J-SHINE). Job insecurity, a perception of threat of job loss, was self-reported in both waves to define persistence and change of the status. Logistic regression analysis was performed to compare PD (K6 score ≥ 5) at wave 2 for employees whose job security changed or who remained insecure with that of those who remained secure. Persistent job insecurity was associated with PD (for men, OR 1.64, 95% CI 1.03–2.63; for women OR 1.65, 95% CI 1.02–2.65), after adjustment for confounders. Additionally, change from secure to insecure perception was also associated with PD in men, while change from insecure to secure was associated with PD in women. Regardless of gender, these effects were observable among workers with children but not among those without children. Persistent job insecurity and change in job insecurity has adverse effects on PD, especially for workers with children. Gender differences in the effects of change in job security on PD might be explained by the social norms of gender roles and labor market gender segregation. Policy makers should consider dependent family and gender inequalities when developing policies to reduce job insecurity and its negative health effects.

Purpose We examined the interaction effect of job insecurity (JI) and role ambiguity (RA) on psychological distress in Japanese employees. Methods Overall, 2184 male and 805 female employees from two factories of a manufacturing company in Japan completed a self-administered questionnaire comprising the scales measuring JI (Job Content Questionnaire), RA (National Institute for Occupational Safety and Health Generic Job Stress Questionnaire), psychological distress (K6 scale), and potential confounders (i.e., age, education, family size, occupational class, and work shift). Taking psychological distress as a dependent variable, hierarchical multiple regression analyses were conducted by gender and employment status (i.e., permanent and non-permanent employees). An interaction term of JI × RA was included in the model. Results After adjusting for potential confounders, the main effects of JI and RA on psychological distress were significant regardless of gender or employment status. Furthermore, the significant interaction effect of JI × RA on psychological distress was observed among permanent male employees (β = 0.053, p = 0.010). Post hoc simple slope analyses showed that the simple slope of JI was greater at higher levels of RA (i.e., one standard deviation [SD] above the mean) (β = 0.300, p

Objectives On December 1, 2015, the Japanese government launched the Stress Check Program, a new occupational health policy to screen employees for high psychosocial stress in the workplace. As only weak evidence exists for the effectiveness of the program, we sought to estimate the risk of stress-associated long-term sickness absence as defined in the program manual. Methods Participants were 7356 male and 7362 female employees in a financial service company who completed the Brief Job Stress Questionnaire (BJSQ). We followed them for 1 year and used company records to identify employees with sickness absence of 1 month or longer. We defined high-risk employees using the BJSQ and criteria recommended by the program manual. We used the Cox proportional regression model to evaluate the prospective association between stress and long-term sickness absence. Results During the follow-up period, we identified 34 male and 35 female employees who took long-term sickness absence. After adjustment for age, length of service, job type, position, and post-examination interview, hazard ratios (95% confidence intervals) for incident long-term sickness absence in high-stress employees were 6.59 (3.04-14.25) for men and 2.77 (1.32-5.83) for women. The corresponding population attributable risks for high stress were 23.8% (10.3-42.6) for men and 21.0% (4.6-42.1) for women. Conclusions During the 1-year follow-up, employees identified as high stress (as defined by the Stress Check Program manual) had significantly elevated risks for long-term sickness absence.

Objectives We aimed to assess diagnostic test accuracy of antigenaemia assay for PCR-proven cytomegalovirus (CMV) infection. Methods We systematically searched studies that provide data both on sensitivity and specificity of the CMV antigenaemia assay using the PCR as the reference standard. Adults, children, infants, individuals who were immunocompromised for any reason, symptomatic patients and asymptomatic individuals were all included. A hierarchical summary receiver operating characteristics model was used for diagnostic meta-analysis. Study quality was assessed by Revised Tool for the Quality Assessment of Diagnostic Accuracy Studies. Protocol registration identification is CRD42016035892. Results We identified 75 eligible articles including 9058 CMV PCR-positive individuals and 22 232 PCR-negative individuals. The diagnostic odds ratio for positive antigenaemia was 30 (95% CI 24–38, I2 = 28%) and the area under the hierarchical summary receiver operating characteristic curve was 0.86 (95% CI 0.83–0.88). The summary estimates of sensitivity and specificity were 0.65 (95% CI 0.59–0.70) and 0.94 (95% CI 0.93–0.95), respectively. The positive likelihood ratio of 10.9 (95% CI 8.5–14.0) suggested that a positive result from the antigenaemia assay greatly increased the probability of PCR-proven CMV infection, but a negative likelihood ratio of 0.38 (95% CI 0.32–0.44) indicated that a negative result led to a small decrease in the probability of PCR-proven CMV infection. Sensitivity and subgroup analyses replicated these results. Conclusions The antigenaemia assay overlooked 35% of PCR-proven CMV infections; hence, a negative result of an antigenaemia assay could not rule out a CMV infection.

Objectives The manual for the Japanese Stress Check Program recommends use of the Brief Job Stress Questionnaire (BJSQ) from among the program's instruments and proposes criteria for defining "high-stress" workers. This study aimed to examine how accurately the BJSQ identifies workers with or without potential psychological distress. Methods We used an online survey to administer the BJSQ with a psychological distress scale (K6) to randomly selected workers (n=1,650). We conducted receiver operating characteristics curve analyses to estimate the screening performance of the cutoff points that the Stress Check Program manual recommends for the BJSQ. Results Prevalence of workers with potential psychological distress defined as K6 score ≥13 was 13%. Prevalence of "high-risk" workers defined using criteria recommended by the program manual was 16.7% for the original version of the BJSQ. The estimated values were as follows: sensitivity, 60.5%; specificity, 88.9%; Youden index, 0.504; positive predictive value, 47.3%; negative predictive value, 93.8%; positive likelihood ratio, 6.0; and negative likelihood ratio, 0.4. Analyses based on the simplified BJSQ indicated lower sensitivity compared with the original version, although we expected roughly the same screening performance for the best scenario using the original version. Conclusions Our analyses in which psychological distress measured by K6 was set as the target condition indicate less than half of the identified "high-stress" workers warrant consideration for secondary screening for psychological distress.

IntroductionThe world’s population is rapidly ageing, and health among older people is thus an important issue. Several previous studies have reported an association between adverse psychosocial factors at work before retirement and postretirement health. The objective of this systematic review and meta-analysis is to examine the association between psychosocial factors at work and health outcomes after retirement, based on a synthesis of well-designed prospective studies.Methods and analysisThe participants, exposures, comparisons and outcomes of the studies in this systematic review and meta-analysis are defined as follows: (P) people who have retired from their job, (E) presence of adverse psychosocial factors at work before retirement, (C) absence of adverse psychosocial factors at work before retirement and (O) any physical and mental health outcomes after retirement. Published studies were searched using the following electronic databases: MEDLINE, EMBASE, PsycINFO, PsycARTICLES and Japan Medical Abstracts Society. The included studies will be statistically synthesised in a meta-analysis to estimate pooled coefficients and 95% CIs. The quality of each included study will be assessed using the Risk Of Bias In Non-randomised Studies-of Interventions. For the assessment of meta-bias, publication bias will be assessed by using Egger’s test, as well as visually on a funnel plot. Heterogeneity will be assessed using the χ² test with Cochran’s Q statistic and I2.Ethics and disseminationResults and findings will be submitted and published in a scientific peer-reviewed journal and will be disseminated broadly to researchers and policy-makers interested in the translatability of scientific evidence into good practices.PROSPERO registration numberCRD42018099043.

The number of children in Japan with disabilities who require medical care is increasing and is estimated to have reached about 17,000 in 2015. Their home care is a great burden on mothers, therefore it is presumed to be hard for the mothers to find outside employment. The aims of this survey are to clarify the working conditions of mothers of children with disabilities that require medical care, and to investigate effective social support for improving their working and economic status. We carried out an original questionnaire survey on parents of children with disabilities who were visiting the University Hospital of Occupational and Environmental Health, Japan or daycare facilities in Kitakyushu City. Seventy-five parents, including 73 mothers, responded. The median age of the enrolled children with disabilities was 9 years old. Thirty-two of the mothers who responded (42.7%, median age 40) were employed, but two-thirds of them were non-regular employees. Twenty-two of the mothers had experienced a loss of work because of their children's disabilities. There were no significant relationships among the working conditions, children's age, size of family and household income. Almost 89% of the mothers desired to get employment for their sense of worth and economic status, but almost 11% did not. This survey clarified that the employment rate of mothers of disabled children with special care needs was low, and that most of those who were employed had non-regular employment. It is important to support the mothers in finding employment for their mental and economic status, and special attention must be paid to the diversity of their needs.

Purpose This study examined the association between perceived organizational justice (i.e., procedural justice and interactional justice) and reporting of illness to one's company (illness reporting) among Japanese employees with chronic diseases. Methods This online cross-sectional survey included 1,134 employees (aged 18-65 years) who required workplace support to combine work with disease treatment. Participants were classified into tertiles of perceived organizational justice (low, moderate, and high). Multiple logistic regression analyses were conducted to examine sex differences in the associations between perceived justice and illness reporting. Results Males reporting perceived high levels of procedural and interactional justice had significantly higher odds of illness reporting than those with perceived low levels of procedural (odds ratio [OR] 2.62, 95% confidence interval [CI]: 1.47-4.66) and interactional justice (OR 4.34, 95% CI: 2.28-8.27). Females with perceived high levels of interactional justice had significantly higher odds of illness reporting than those with perceived low levels of interactional justice (OR 1.74, 95% CI: 1.08-2.80). There was no significant association between procedural justice and illness reporting among females. Conclusion The findings indicate that high perceived organizational justice is positively associated with illness reporting among Japanese employees who require workplace support to combine work and disease treatment.

Objectives The present study aimed to examine the buffering effect of workplace social capital (WSC) on the association of job insecurity with psychological distress in Japanese employees. Methods 2,971 employees from two factories of a manufacturing company in Japan completed a self-administered questionnaire including the scales on job insecurity, WSC, psychological distress, demographic and occupational characteristics, and quantitative workload. Using psychological distress (defined as a total score of the K6 scale ≥5) as a dependent variable, multiple logistic regression analyses were conducted. In a series of analyses, interaction term of job insecurity×WSC was included in the model. Results After adjusting for demographic and occupational characteristics as well as for quantitative workload and interaction effect of quantitative workload×WSC, high job insecurity and low WSC were significantly associated with psychological distress. Furthermore, a significant interaction effect of job insecurity×WSC was observed. Specifically, the association of job insecurity with psychological distress was greater among those who perceived lower levels of WSC (prevalence odds ratio=3.79 [95% confidence interval=2.70-5.32] for high vs. low job insecurity subgroup) than among those who perceived higher levels of WSC (prevalence odds ratio=2.96 [95% confidence interval=2.19-4.01] for high vs. low job insecurity subgroup). These findings were replicated among permanent male employees in the gender-stratified analyses. Conclusions The present study suggests that WSC has a buffering effect on the association of job insecurity with psychological distress at least among Japanese permanent male employees.

Background This study investigated the prospective association between source-specific workplace social support and high-sensitivity C-reactive protein (hs-CRP) levels in workers in Japan. Methods We conducted a 1-year prospective cohort study with 1,487 men and 533 women aged 18–65 years. Participants worked at two manufacturing worksites in Japan and were free of major illness. We used multivariable linear regression analyses to evaluate the prospective association between supervisor and coworker support at baseline, and hs-CRP levels at follow-up. We conducted the analyses separately for men and women. Results For women, high supervisor support at baseline was significantly associated with lower hs-CRP levels at follow-up (β = −0.109, P

Purpose This study examined workplace factors and perceptions of Return-to-Work (RTW) opportunities for colleagues with cancer-related symptoms and/or treatment side effects in Japan. Methods We conducted an online, cross-sectional survey of 3710 employed Japanese individuals of working age. Colleagues' perceptions of RTW opportunities for cancer survivors were examined (using a Japanese questionnaire), along with workplace factors such as job demand, job control and workplace social support (using the Brief Job Stress Questionnaire). Associations between workplace factors and RTW opportunities were evaluated using multiple logistic regression analysis, with participants stratified in tertiles (low, middle and high) according to their levels of workplace social support and job control. Results Colleagues' perceptions of inadequate RTW opportunities were associated with low workplace social support (middle tertile: Odds Ratio [OR] 1.22, 95% Confidence Interval [CI]: 1.08–1.36; low tertile: OR 1.43, 95%CI: 1.30–1.57; p for trend

We examined the modifying effect of cigarette smoking (i.e., smokers vs. non-smokers) on the association of organizational justice (i.e., procedural justice and interactional justice) with serious psychological distress (SPD) in Japanese employees. Overall, 2838 participants from two factories of a manufacturing company in Japan completed a self-administered questionnaire comprising the scales on organizational justice (Organizational Justice Questionnaire), smoking status, psychological distress (K6 scale), demographic and occupational characteristics (i.e., gender, age, education, family size, history of depression, chronic physical conditions, occupation, and work form), and other health-related behaviors (i.e., drinking habit and physical activity). Multiple logistic regression analyses were conducted. In a series of analyses, interaction term of procedural justice or interactional justice with smoking status was included in the model. After adjusting for demographic and occupational characteristics as well as other health-related behaviors, low procedural justice and low interactional justice were significantly associated with SPD (defined as K6 ≥ 13). Furthermore, marginally significant interaction effect of procedural justice with smoking status was observed. Specifically, the association of low procedural justice with SPD was greater among smokers [prevalence odds ratio 7.13 (95 % confidence interval 3.25–15.7) for low vs. high procedural justice subgroup] than among non-smokers [prevalence odds ratio 2.34 (95 % confidence interval 1.52–3.60) for low vs. high procedural justice subgroup]. On the other hand, interaction effect of interactional justice with smoking status was not significant. Cigarette smoking seems to have a harmful effect on the association of the lack of procedural justice with SPD in Japanese employees.

Objectives The aim of this study was to validate the Japanese version of the job crafting scale (JCS-J). JCS measures four independent job crafting dimensions, namely increasing structural job resources, decreasing hindering job demands, increasing social job resources, and increasing challenging job demands. Methods The translated and back-translated JCS-J questionnaires were administered online to 972 employees of a Japanese manufacturing company. The data were then divided into independent explorative and confirmative samples. Exploratory and confirmatory factor analyses were performed to evaluate the factorial validity of JCS-J. The relationship with potential consequences of job crafting (e.g., job demands, job resources, and psychological well-being) was investigated to evaluate construct validity. Internal consistency was examined to evaluate the reliability of the four JCSs. Results An exploratory factor analysis extracted a five-factor solution. Decreasing hindering job demands was further split into two separate dimensions supporting a five- rather than four-factor structure. A series of confirmatory factor analyses revealed that the modified five-factor model that allows covariance between items fits the data best. Construct validity was generally supported by the expected correlations of each job crafting dimension with each corresponding job resource (+), job demand (+), and psychological well-being (+). Cronbach's α coefficient was sufficient for each of the four dimensions of job crafting (α ranged between 0.76 and 0.90). Conclusions This study confirmed that JCS-J is an adequate measure of job crafting that can be used in the Japanese context.

Background Although suicide rates among Japanese men of working-age have steadily increased over the past two decades, the distribution by occupation and industry is not uniform. Little is known regarding occupation and industry differences in relation to suicide risk. This study examined differences in suicide risk among Japanese men of working age (25–59 years) during 2010. Methods We analysed the Japanese government's 2010 national survey data regarding occupation and industry-specific death rates. Poisson regression models were formulated for each occupation and industry to estimate the relative risk of death by suicide. Potential interactions between age and occupation/industry were also examined. Results Suicide incidence was highest among workers in the fields of agriculture and mining. When compared with referent groups (sales for occupation and wholesale and retail for industry), the age-adjusted relative risk of suicide was highest for administrative and managerial workers (Incident Relative Risk [IRR]: 3.91, 95% Confidence Interval [95%CI]: 3.16–4.85), service industries (IRR: 3.63, 95%CI: 2.93–4.51) and agriculture (IRR: 3.53, 95%CI: 2.84–4.38) occupations, and for mining (IRR: 23.9, 95%CI: 19.4–29.4), fisheries (IRR: 6.26, 95%CI: 5.03–7.80), electricity and gas (IRR: 5.86, 95%CI: 4.71–7.30) and agricultural industries (IRR: 4.73, 95%CI: 3.78–5.91). Limitations Bias resulting from misclassification of deceased individuals' occupation or industry was a potential limitation of this study. Furthermore, detailed information regarding occupation-related factors, such as employment status, had not been recorded in the initial survey. Conclusions These findings help elucidate Japanese occupations and industries with a higher suicide risk, most likely due to economic changes or workplace factors relating to stress and depression.