Sangyo eiseigaku zasshi = Journal of occupational health最新文献

Objective: This study aimed to determine the influence of participatory workplace environmental improvement program on reducing job stress and workers' psychological distress at small enterprises (i.e., less than 10 employees). Furthermore, this study aimed to clarify important factors for success of this program as well.

Methods: The model program was tested in a small enterprise with eight employees between October 2014 and January 2017. Moreover, five employees participated in the annual work environment improvement workshops for two consecutive years. During both years, the New Brief Job Stress Questionnaire (80-item version) was used to measure work-related stress before (baseline) and after (post-three months and post-12 months) the workshops. To assess the extent of an intervention effect, the questionnaire data were analyzed using the Friedman test and the multiple comparison test annually. In addition, continuous data were analyzed during the two years. The statistical significance of the differences across time was determined at the p < .10 cutoff value because the number of participants was small. The effect size was also calculated. The participants were interviewed regularly.

Results: For both years, the employees implemented action plans within one month of completing the workshops. In the first year, the data for the Friedman test indicated a significant change in role conflict, job resources (workgroup-level), respect for individuals, fair personnel evaluations, work-self balance (positive), workplace social capital, and job satisfaction. In the multiple comparison test, significant changes manifested in role conflict and workplace social capital. In the second year, significant changes were found regarding role conflict and fair personnel evaluations for the Friedman test, demonstrating significant changes in role conflict in the multiple comparison test. As per the two-year survey results, the Friedman test indicated significant changes in role conflict, respect for individuals, and fair personnel evaluations, while the multiple comparison test demonstrated no significant changes. Over time, favorable changes were found regarding role conflict in the first year; however, undesirable changes were found regarding the other statistically significant items. The interviews revealed both positive and negative opinions.

Conclusions: This study found the effects of the participatory workplace environment improvement program to be limited. Thus, the program should be improved to reduce its adverse effects as well as the participants' negative opinions.

Objective: To examine Japanese workers' acceptance and perceptions of the work-treatment balance system proposed by the Japanese Government.

Methods: A questionnaire survey was conducted among 120,000 Japanese workers. Participants were asked about their acceptance of the work-treatment balance system and their attitudes toward disclosing health problems and seeking support in the workplace.

Results: Only 7% and 27% of participants accepted the work-treatment balance system and a consultation desk for employees having difficulties at the workplace, respectively. The proportion of those who preferred not to disclose a health problem in the workplace (31%) exceeded those who preferred to do so (15%). Multiple logistic regression analysis indicated that acceptance of the work-treatment balance system and a consultation desk at the workplace was significantly associated with attitudes toward disclosing health problems. Those who worked in smaller workplaces (less than 300 employees) and were employed in sales/customer service, manufacturing, and driving/delivery were significantly less likely to indicate a willingness to disclose a health problem in the workplace.

Conclusion: Most workers have little understanding of the work-treatment balance system. Further knowledge of the work-treatment balance system must be promoted by both the Government and companies.

Objectives: We investigated the support environments in companies in Ishikawa prefecture that aim to maintain a balance between work and treatment of their employees' diseases. The relationships between these strategies, company size, and type of industry were examined.

Methods: In 2016, as a part of a survey, questionnaires were sent to 1,491 companies with ≥ 50 employees. Of the 688 companies who responded (response rate, 46.1%), 624 companies who provided complete main survey data were included in the final analysis. The questionnaire acquired responses on systems for arranging working hours and sick leave, the role of occupational health physicians, and the outcomes of support that was offered over the last 3 years. The targeted diseases were mental health problems, such as depression, and physical diseases. Responses were compared according to the size of the company and type of industry.

Results: A total of 409 companies (65.5%) reported their experiences of helping employees maintain a balance between treatment and work over the last 3 years. Employees with depression received the most support. In 36.7% of the companies, some employees had retired due to their disease over the last 3 years, with the highest proportion in medical care and welfare businesses. Further, 66% of the companies had a support system to help employees with diseases, and the proportion of companies with flexible working hours and sick leave increased with the number of employees. The proportion of companies with shorter working hours and hourly paid leave was lower in the manufacturing industry and transportation/traffic business. The proportion of companies in which an occupational health physician interviewed employees who took sick leave and returned to work was 22%.

Conclusions: Almost 70% of the companies reported supporting workers during their disease treatment. There were some differences in arranging these support systems between companies of varying sizes and type of industry. The enablement of companies to support workers with diseases so that they keep working and receive treatment requires consideration of company characteristics.

Objectives: In recent years, efforts made by cancer patients to balance their work schedules and treatment regimens have gained increasing attention. Such workers tend to resign when diagnosed with cancer. A particularly prominent issue is that many of these employees resign immediately after diagnosis. This study aimed to clarify factors influencing continuation of employment from the period immediately after diagnosis up to the first treatment.

Methods: Study aims were explained to 68 employees, who were 20‒64 years and had received a definitive diagnosis of cancer in the last two years. After obtaining informed consent, structured interviews were conducted.

Result: Informed consent was obtained from 61 patients, of which 60 (98.4%) wished to continue working after diagnosis. Of these 60 patients, 15 (25.0%) had not been working (including those on leave) and 45 (75.0%) had continued employment. The latter comprised the continuation group. There were no significant differences in attributes, company type and size, nor in employment status between the two groups. Subjects in the continuation group sought significantly more consultation for the questionnaire item "Disease, treatment, and symptoms," whereas significantly less consultation was sought for the item "Concerning expenses such as medical bills and living costs." The number of those who had disclosed their illness to colleagues was significantly higher in the continuation group, while the number of those hoping for a "Probationary period for returning to work" and complaining of "Prejudice and misunderstanding of cancer patient's continuation of work" was significantly smaller in the continuation group. The number of those who had undergone surgery and who received a score of 0 to 1 (light work acceptable) on the Eastern Cooperative Oncology Group performance status was significantly higher in the continuation group. As for other factors that had influenced subjects' decision to continue working or not, subjects described two situational attitudes: first, "Gratitude for understanding, consideration, and encouragement of superiors and colleagues" and second, "Impossibility of thinking about work immediately after diagnosis."

Conclusion: Results revealed that continuation of work immediately after diagnosis was related to the stage of the patient's cancer, their general condition, and whether they had undergone surgery or not. Support from superiors and/or colleagues at the workplace was also beneficial. Medical staff should therefore provide patients with support in overcoming the crisis in which they feel the continuation of work immediately after diagnosis to be an impossibility, and to assist them in making an informed choice regarding their employment status.

Objectives: This study aimed to collect and assess information about occupational health in India, for Japanese enterprises.

Methods: We conducted a preliminary survey through literature reviews and internet search engines. We then conducted interview-based surveys at a central government agency, an international organization, the Japanese embassy, educational and research institutions, and Japanese enterprises in India. This information was categorized into: (1) organizations, legal and inspection systems in occupational health, (2) occupational health management and specialists in workplaces, (3) occupational health-related activities in workplaces resulting from legal obligations, and (4) healthcare and workers' compensation systems.

Results: The Indian Ministry of Labour and Employment is primarily responsible for occupational safety and health. There are four main acts of legislation covering occupational safety and health in the factories, ports, mines, and construction sites. The Factories Act, 1948, mandates the establishment of an occupational health center and a safety committee in the factories; the appointment of factory medical officers and safety officers. These medical officers must possess an Indian medical degree, and undertake a three months' course to obtain an Associate Fellow of Industrial Health certificate. The rules and regulations under this act differ in each Indian state. Low-wage workers are registered with a medical insurance scheme. Most workers are covered by workers' compensation schemes, although the number of reported occupational injuries are low.

Conclusions: Japanese enterprises should consider the local conditions of occupational health in India because of the different legalities and occupational health status in each state. Regardless of the Factories Act, 1948, stipulating a variety of occupational health-related activities, inadequate legal compliance is suspected to be common because of the ineffective labor inspection requirements and a shortage of specialists on human resources. The study also revealed a deficient social security system. Therefore, the internal educational support for specialists, external support from the company headquarters in Japan, and the local institutions in India; and the systemic support for effective occupational health-related activities are required for improving the status of occupational health in the factories in India.