Sangyo eiseigaku zasshi = Journal of occupational health最新文献

Objectives: The support from businesses to create a balance between work schedules and treatment regimens among employees suffering from illnesses, such as cancer and diabetes, seems to be insufficient. This study aimed to investigate efforts of businesses to support the balance of work schedules and treatment regimens among employees with illness, focusing on company size and to identify potential workplace improvements for such employees.

Methods: Overall, 789 businesses in Wakayama Prefecture, Japan were randomly selected from a workplace list of the Wakayama Occupational Health Support Center. Anonymous questionnaires were distributed by mail. The questionnaires consisted of question items on workplace, current employees who had suffered or were suffering from cancer (employees with cancer), employees with illnesses (diseases such as cancer and diabetes), and support for businesses and employees.

Results: Questionnaires with complete responses were collected from 187 businesses (response rate: 23.7%). The ratios of businesses where employees with cancer were engaged or had been engaged were 43.4% for small-sized (less than 50 employees), 70.9% for medium-sized (50-99 employees), and 83.1% for large-sized (100 and more employees) businesses. In all business sizes, the most common support in reinstatement or hiring employees with cancer was "absenteeism for treatment." The most common difficulty that occurred in the workplace due to the presence of employees with cancer was "the insufficient number of workers." The information from the attending physician, etc. necessary for deciding the reinstatement was mostly "the current health condition and physical strength." Additionally, in all business sizes, the most common support for employees with illness to balance work schedule and treatment regimens was "considering measures suitable to the situation such as hospital visits and physical condition." The most common challenge was "securing alternative personnel." The information from the attending physician, etc. necessary for deciding the reinstatement was "the current health condition and physical strength," similar to that for employees with cancer. More than 60% of the businesses of varying sizes reported being unaware of the work-treatment balance support coordinator.

Conclusions: Considering measures suitable to the situation, such as hospital visits and physical condition, securing alternative personnel, and actively disseminating information regarding work-treatment balance support coordinators are recommended as workplace improvements for employees with illnesses.

Objective: We investigated the antibody titer of spike-specific immunoglobulin G (IgG) antibodies after receiving coronavirus repair uridine ribonucleic acid (RNA) vaccine (BNT162b2, Pfizer) in health care workers.

Methods: At one hospital, health care workers received the vaccination between February and May 2021. A survey using questionnaires and spike-specific IgG antibody tests (Abbott) was conducted in 293 participants who had been vaccinated at least once and consented to this study at the time of medical checkups between April and May 2021. We calculated the antibody titer in each age group and days post-vaccination. We examined whether antibody titers of 4,000 AU/mL or higher (probability of high titer: approximately 95%, Abbott) were associated with adverse reactions after vaccination. In addition (1), the antibody titers at approximately 100 days after the second vaccination in 11 participants were remeasured. Furthermore (2), the antibody titers at approximately 260 days after the second vaccination in 13 participants were remeasured and compared with the initial measurements.

Results: Of the participants, 276 were post-2 doses (A), 14 were post-1 dose (B), and 3 discontinued the second vaccination (C) at the time of health checkup. The median antibody titer was 11,045.8 AU/mL (50.7-40,000) in group A, 122.7 AU/mL (2.6-1,127.0) in group B, 27,099.3 AU/mL in one of group C who had recovered from coronavirus disease 2019 (COVID-19), and 574.2 AU/mL (283.3 and 865.1) in the other two of group C. The median antibody titer was the highest in those in their 20s, and there was a significant difference between those under and above 40 years of age. The median titer was the highest in 2 weeks to 1 month after the second vaccination. After the second dose, fatigue (≥ moderate) was associated with antibody titers of 4,000 AU/mL or higher. The antibody titers of 11 and 13 participants at approximately 100 and 260 days after the second vaccination were significantly lower than those at the first measurement, with median values of 2,838.0 AU/mL (832.9-5,698.6) and 512.0 AU/mL (154.0-1,220.0), respectively.

Conclusions: Antibody titers were higher in participants under 40 years of age than those 40 years or older. In addition, the percentage of high antibody titer (≧ 4,000 AU/mL) was higher in those who had severe fatigue after the second vaccination. The peak of antibody titer after the second dose was approximately 1 month, and the titer may decline gradually.

Genetic and environmental factors and their interactions cause diseases and deteriorate health (Genetic and Environmental Interaction). Exposure to environmental factors plays a major role in the deterioration of health in the workplace.Occupational asthma (OA) is a common disorder in the workplace. Approaches to OA are well described and discussed in "Japanese Guideline for Diagnosis and Management of Occupational Allergic Diseases" by the Japanese Society of Occupational and Environmental Allergy. According to the guideline, OA and work-aggravated asthma comprise work-related asthma, and OA can be further divided into two disease entities: sensitizer-induced OA and irritant-induced OA. The guidelines also describe diagnostic and therapeutic strategies for OA. Since a definitive diagnosis of OA requires a comprehensive decision based on a detailed interview on clinical symptoms related to employment status and clinical tests, including inhalation tests of suspected substances as needed, the possibility of OA should be considered as the first step toward diagnosis of the patient. Otherwise, OA may not be diagnosed. Therapeutic strategies include exposure avoidance, environmental arrangements in the workplace, utilization of social resources for workers, and conventional pharmacotherapy for asthma.Artificially synthesized small compounds are used in various industries and can cause allergies. For example, isocyanates are small compounds in the -NCO group, which have been toxicologically studied. It was later shown that isocyanate could cause various nontoxic adverse health effects, including allergic reactions. Since small agents with low molecular weights bind to proteins, detecting their specific immunoglobulin E (IgE) antibodies targeting small compounds is generally difficult. In contrast, isocyanate-specific IgE antibodies are detectable in individuals with isocyanate allergies.Suspecting OA is essential in cases exposed to newly synthesized compounds, or to those that are already known but applied to new uses, which can be better understood and predicted by studying the health effects of isocyanates.Academic interest in various issues related to allergies, immunology, and toxicology in the workplace includes clinical medicine, epidemiology, and epigenetics related to environmental exposure. Further advanced research in these areas is necessary and promising.

Objectives: In recent years, the relationship between oral health status and various diseases has been increasingly reported worldwide, leading to a growing understanding of the importance of oral health. This study aimed to investigate the relationship between oral health status, determined after a dental health check-up, and chewing condition, determined via a questionnaire for specific health check-ups with the newly added chewing condition item-When you chew your food, which most accurately describes your chewing-.

Methods: From 20,834 Japanese workers who underwent dental health check-ups and specific health check-ups from April 2018 to March 2019, 4,011 male workers (51.2 ± 6.1 years, range 40-64 years) were extracted for this study. Participants were divided into two groups, the good chewing condition group (GCG) and poor chewing condition group (PCG), according to their responses to a questionnaire regarding chewing conditions. We collected and compared data on subjects' age, smoking status, number of teeth present, number of filled teeth, number of decayed teeth, number of missing teeth with prosthetic treatment, periodontal pockets, gingival bleeding, oral hygiene status, and Eichner's classification. Additionally, to clarify the risk associated with chewing condition, we performed stepwise multiple logistic regression analysis with good chewing condition/poor chewing condition as the dependent variable, and age, smoking status, number of teeth present, number of filled teeth, number of missing teeth with prosthetic treatment, periodontal pockets, oral hygiene status, and Eichner's classification as the independent variables.

Results: The result of stepwise multiple logistic regression analyses, the odds ratio (OR) and 95% confidence interval (95% CI) of the factors that remained in the final model were as follows; the number of decayed teeth (OR = 1.18 [95% CI: 1.12-1.24]); periodontal pockets of 3 mm or less vs. 6 mm or more (OR = 1.63 [95% CI: 1.12-2.37]); Eichner's classification A1 vs. A2 (OR = 1.40 [95% CI: 1.08-1.82]), A3 (OR = 1.66 [95% CI: 1.09-2.52]), B1 (OR = 3.38 [95% CI: 2.04-5.61]), B2 (OR = 5.26 [95% CI: 2.46-11.2]), B3 (OR = 4.28 [95% CI: 1.20-15.2]), B4 (OR = 7.59 [95% CI: 1.06-54.5]).

Conclusions: The results of this study suggest a significant association between the newly added "chewing condition" item in the questionnaire for specific health check-ups and oral status; the number of decayed teeth, periodontal pockets, Eichner's classification.

Objectives: COVID-19 has led to an increased use of online consultations in occupational health. We examined experience, satisfaction, and difficulties with online consultations during the first year after the COVID-19 pandemic by surveying a sample of workers.

Methods: An online survey was conducted in March 2021 among full-time employees of an online panel survey (E-COCO-J: The Employee Cohort Study on the COVID-19 Pandemic in Japan). Respondents were asked to report whether they had online or face-to-face consultations with occupational health professionals in the past year, their level of satisfaction, and their difficulties and problems related to the online consultations.

Results: Of the 1,153 respondents, 1,102 (excluding those who were unemployed or on leave) were included in the analysis. Fifty respondents had had online consultations in the past year and 57 had face-to-face consultations. The proportion of respondents who reported satisfaction with online consultations was high (more than 70%) for general health, follow-ups, and guidance consultations, among others. However, the proportion of satisfaction with online occupational consultations was low (less than 40%) for employees who worked long hours, or took leave or returned to work. Over 30% of the respondents indicated that the difficulties with online consultations were due to incongruence with their expectations ("I preferred a face-to-face consultation instead of an online one"), quality of communication ("I did not feel like I was able to consult sufficiently"), and concerns about confidentiality ("I was worried that someone could hear our conversation").

Conclusion: The experience of online consultations was similar to that of face-to-face consultations. Satisfaction with online occupational consultations for those who worked long hours and those who took leave or returned to work was low. In the online consultation for occupational health, the occupational health professional may be required to judge its suitability depending on type of the consultation and take necessary consideration and measures to maintain the quality of the online consultation.

Objectives: This study aimed to analyze and categorize the actual situation of employment consultation and support according to consultation times or employment status at the Consultation Support Center of the National Cancer Center Hospital of Japan.

Methods: We retrospectively analyzed the patient backgrounds, consultation contents, and the number of employment consultation cases conducted at the Consultation Support Center of the National Cancer Center Hospital during a 6-month period from May to December 2018.

Results: During the study period, 117 patients (male: female = 46:71) visited the Consultation Support Center. The median age of patients was 48 years old. The most common primary cancer site was the breast in 28 patients followed by the lung in 16 patients, and then gynecologic cancer in 10 patients. The most common cancer treatment was chemotherapy in 53 patients (45.3%), and 12 patients (10.2%) were recurrent patients. Fifty-two patients were in regular employment, 24 were unemployed, 17 were of unknown employment status, 16 were in non-regular employment, and 8 were classified/categorized as other. In terms of working status, 40 were on leave, 35 were working, 15 were seeking work, 8 were unemployed, and 19 were categorized as other. The median number of consultations was 1 (1,11). The content of consultations was the social security system in 44 cases (37.6%) job seeking in 24 cases (20.5%), how to inform the workplace in 14 cases (12%), and workplace environment adjustment in 13 cases (11.1%).

Conclusions: We conducted a survey on the actual status of employment consultation in a cancer center hospital. The majority of consultations were completed in one session. In terms of the content of consultations, there was a high need for consultations on the social security system and job seeking. Further study is needed on the characteristics of employment consultations according to employment status and other attributes.

Objectives: Although companies are required to implement countermeasures against workplace harassment, their effectiveness has not been verified. Therefore, in this study, we compared employees' awareness of the primary preventive measures or organizational climate and the prevalence of harassment in each company.

Methods: A total of 68 companies in Japan (with a total of approximately 20,000 employees) were targeted. Harassment countermeasures were measured using seven items. Power (11 items), sexual (7 items), maternity (2 items), paternity (2 items), care (1 item), and gender harassment (1 item) were measured. Organizational climate was measured using 10 items comprising subcategories, such as civility, psychological safety, and role clarity. The percentage of employee recognition of anti-harassment measures and organizational climate was divided into three groups (high, medium, and low), and the prevalence of each type of harassment and employees' recognition of changes in the workplace were compared using the Kruskal-Wallis test or ANOVA.

Results: In companies where more than 70% of the employees were aware that their company had implemented questionnaire surveys to ascertain the working environment, by displaying posters or providing training along with the establishment of a group-wide general and a compliance consultation service, the prevalence of power and sexual harassment was lower than in companies with lower awareness. However, no difference in the prevalence of power harassment by the employee recognition level could be confirmed with the dissemination of messages by top management, establishment of rules through employment regulations, and the establishment of a consultation service in the company. Regarding organizational climate, the incidence of power and sexual harassment was lower in companies where more than 80% of employees perceived high levels of civility, psychological safety, and role clarity. In addition, the higher the percentage of employees who were aware of the harassment prevention measures implemented by the company, the higher the percentage of employees who felt favorable changes in themselves, their surroundings, and their workplace.

Discussion and conclusion: The harassment rate tended to be lower in companies where more employees were aware of the implementation of anti-harassment measures. The fact that the rate of harassment was lower in companies where there was role clarity and many employees felt psychologically safe suggests that measures focusing on the organizational climate may also be effective in preventing harassment.

Objectives: This study examined the characteristics of occupational mental disorders among those involved in the transport and postal activities in the trucking industry.

Method: We examined 237 out of 3,517 cases of occupational mental disorders, compensated between the fiscal years 2010 and 2017. An assessment was made for sex, "life-or-death" status at compensation, age at the onset and suicide, the diagnosis according to the International Classification of Diseases, Tenth Revision, and other factors regarding occupational compensation. The participants were divided into two groups: truck drivers and non-truck drivers.

Results: Men accounted for approximately 90% of the cases. Depressive episode (F32) was the most common diagnosis in drivers and non-drivers, thus constituting 65 out of 149 and 48 out of 88 cases, respectively. The next most common type of mental disorder was adjustment disorders (F43.2), with 34 out of 149 drivers and 24 out of 88 non-drivers reporting them. Furthermore, the majority of drivers that had posttraumatic stress disorder (24 out of 27 cases) reported that they "suffered a serious illness or injury" and "experienced or witnessed a terrible accident or disaster." Occupational disasters due to long working hours were 52.4% for drivers and 73.9% for non-drivers. A total of 30.8% of the drivers reported working long hours since they joined the company.

Conclusion: Drivers' long working hours entail waiting at the origin and cargo destination site, handling cargo, and incidental tasks other than driving. Thus, the reduction in work hours regarding these tasks needs to be a fundamental goal, and measures that include mental health care for accidents and miserable experiences must be implemented. However, long working hours for non-drivers are likely linked to job expansion/increase and reassignment/relocation. These findings highlight that to prevent overwork-related mental disorders, appropriate actions should be taken considering different sources of exposure for drivers or non-drivers.