Sangyo eiseigaku zasshi = Journal of occupational health最新文献

Objectives: Currently, under the JIS standards, the test guides commonly used in Japan to evaluate the fit of mask facepieces on a wearer's face are not approved for use in fit tests. This study aimed to determine whether a non-destructive test guide for assessing fit could be applied to fit testing using the Japanese Industrial Standards (JIS) Quantitative Fit Test Short Protocol with light-scattering-based measuring devices.

Methods: Values obtained using probe attachments approved under the JIS standards were used as reference values, and the fit factor (FF) values measured using test guides and disposable test guides were compared. The evaluation criteria were based on the judgment specified in Annex A2 of the ANSI Z88.10-2010 standards.

Results: The FF values obtained with both test guides and the disposable test guides met the mandatory and additional criteria when compared to those obtained with probe attachments. This indicates that both guides are equivalent to probe attachments for determining pass/fail outcomes and are thus applicable to fit tests. Additionally, the exclusion range, defined to account for device variability, was calculated as FF values ranging from 72 to 138, resulting in the exclusion of approximately 11% of the data from the evaluation. This exclusion range was deemed appropriate, as the effective data rate closely matched the pass/fail consistency rate between the two devices. Furthermore, the pass/fail consistency rate between the probe attachments and both guides was approximately 80%. FF values tend to be lower with test guides owing to larger movement during testing than those with probe attachments; however, our results suggest that such differences do not significantly affect pass/fail outcomes. Therefore, the 80% pass/fail consistency rate was not attributed to motion effects but rather reflected the stringent evaluation capabilities of the test guides themselves.

Conclusions: The validity of the fit test using light-scattering based measuring devices under the JIS short protocol was evaluated for disposable masks using test guides that are widely used in Japan to assess the fit between mask facepieces and faces. The results, based on the ANSI criteria, indicated that both the test guides and disposable test guides provided evaluations equivalent to those of the probe attachments. Consequently, this study demonstrated that the test guides and disposable test guides are applicable fit tests. Both test guides concluded that strict evaluations of insertion leakage helped reduce false positives, making them reliable for worker protection.

Objectives: This study reviewed and organized practical cases of group analysis and the contrivances involved on the basis of Stress Check results using the Brief Job Stress Questionnaire (BJSQ).

Methods: We conducted a systematic literature review, searching the Japan Medical Abstracts Society database on August 7, 2023 and PubMed on September 28, 2023. The eligibility criteria were as follows: (1) studies targeting workers, (2) studies using the BJSQ or the new BJSQ, (3) studies conducting group analysis, (4) studies reporting contrivances beyond the standard methods described in the Stress Check Program manual regarding group analysis or its application, and (5) studies written in Japanese or English. Two researchers selected and summarized the cases.

Results: We searched The Japan Medical Abstracts Society database and PubMed, identifying 204 and 94 articles, respectively. We included 30 cases involving contrivances. Although the Stress Check guidelines recommend using items related to quantitative job overload, job control, and worksite (supervisor and coworker) support for group analysis, some cases employed contrivances such as analyzing all items of the BJSQ or the new BJSQ to obtain a more detailed understanding of the work environment. In cases where measures other than the BJSQ or the new BJSQ were used in combination, the relationship between labor productivity and each item of the BJSQ or the new BJSQ items was examined to prioritize workplace environment improvements. Contrivances regarding feedback from the group analysis were identified. Support staff conducted interviews with managers to provide feedback on the group analysis, and helped them interpret the results in relation to actual workplace situations. Contrivances for devising action plans to improve workplace environments were also identified. In these cases, good practices were accumulated to facilitate efficient discussion of workplace environment improvements.

Conclusions: We identified the following four types of contrivances: contrivances for the items of the BJSQ and new BJSQ used for group analysis, contrivances for using other scales in addition to the BJSQ and new BJSQ, contrivances for combining interviews with feedback on the results, and contrivances for accumulating good practices in the workplace, in addition to existing action checklists. This study presents practical examples of group analysis and its application, providing helpful information for future group analysis and improving work environment activities. However, most of the examples included were limited to reports on the content of practices, with very few examples mentioning the effects of contrivances.

The coronavirus disease 2019 (COVID-19) pandemic that affected Japan remains vivid in our collective memory. Currently classified as a Category 5 virus (for which medical institutions and individuals primarily implement preventive measures independently, without significant administrative intervention such as isolation), COVID-19 infections continue to peak biannually, currently driven by the Nimbus variant, a derivative of the Omicron strain. This situation necessitates ongoing vigilance in infection prevention efforts. While it is well-established that environmental factors, such as proper ventilation, are crucial in mitigating the risk of COVID-19 transmission, it has become evident that variations in individual susceptibility exist; some individuals contract the virus while others do not, even in identical environments. Personal factors, including pre-existing medical conditions, influence this disparity. This narrative review examines personal factors related to general health assessments within the workplace, incorporating data from systematic reviews and meta-analyses, as well as insights from both international and domestic academic societies. Although the strength of evidence varies, factors such as male gender, smoking, alcohol consumption, obesity, inadequate sleep, insufficient physical activity, hypertension, hyperlipidemia, diabetes, and chronic obstructive pulmonary disease have been identified as contributors to the severity and onset of COVID-19, as well as its associated mortality.

Purpose: Promoting diversity in medical schools/university workplaces is a pressing issue. However, the needs of medical school/university workers, including nonmedical staff, remain unclear. This report aimed to identify the specific needs of medical school/university workers to promote diversity using open-ended descriptions.

Methods: This cross-sectional survey included 168 individuals who responded to open-ended questions in a questionnaire administered by the Diversity Promotion Office of Fukushima Medical University in July 2021. Data collection included basic demographics, such as sex, age, and affiliation, and an open-ended descriptions of workers' desired workplace diversity. Open-coding categorized responses into 13 categories. The association between affiliation and these categories was examined using the χ² or Fisher's exact test.

Results: Of the categories, "personnel deployment to optimize existing support" (requiring staffing to make the best use of existing support systems) was statistically prevalent among the workers in administrative offices (p < .001), and "work-life balance in the organization" (promoting diversity in the organization as a whole for a better work-life balance among employees) was statistically prevalent among those in the hospital (p = .002).

Discussion and conclusion: Considering that many of administrative office workers are women, "personnel deployment to optimize existing support" may reflect the psychological situation of female workers who want staffing to enable them to use support systems appropriately and with ease. Regarding "work-life balance in the organization," hospital medical staff may have developed a perspective on improving work-life balance and promoting diversity in the organization as a whole because of frequent exposure to information on work improvement measures in professional associations. Implementation of evidence-based diversity policies from the perspective of evidence-based management is essential for Japanese university medical schools.

Objectives: Same-level falls are the most frequent type of occupational accidents in Japan, and approximately 35% of these accidents occurred among healthcare and retail workers. The aim of this study was to analyze the status of same-level falls in the healthcare and retail industries, where many such incidents occur, with a focus on outdoor same-level falls and to elucidate their characteristics.

Methods: This study targeted occupational accidents due to same-level falls that resulted in four or more days of absence from work among healthcare and retail workers, based on data from the 2021 Occupational Injury Database. From 29,605 occupational injury cases, we identified 2,536 same-level falls and ultimately extracted 2,424 cases for analysis. A physical therapist and industrial physician collaborated to conduct a detailed textual examination of the selected cases in terms of accident onset status. Variables related to the cause of the accident, causative substances, and accident locations were prepared. For the analysis, simple tabulation and cross-aggregation were performed. A chi-square test was used to investigate the correlations between accident location, accident cause, and causative substances.

Results: The mean age of the injured workers was 57.0 years (standard deviation, 12.7). The accident location was outdoors in 35.9% of cases. In winter (December to February), the proportion of outdoor accidents increased between 44.2% and 49.5%. The most common cause of outdoor accidents was slipping (35.4%), and the most common causative substance was snow/ice (20.6%). Snow/ice was involved in 44.1% of the same-level falls that occurred outdoors during winter, with some occurring in parking lots while transporting other people.

Conclusions: The results revealed that, in addition to indoor same-level falls, outdoor same-level falls during winter were common among healthcare and retail workers. We found that slipping on snow or ice was the primary cause of these accidents. Therefore, it is important that, in addition to risk reduction measures targeting indoor same-level falls, preventive measures should be introduced for outdoor same-level falls among healthcare and retail workers.

Pandemics such as COVID-19 have wreaked havoc on society in general, and they are still having a lasting impact, with peak infections in summer and winter. Novel emerging infectious diseases and re-emerging ones that are attracting renewed attention will continue to affect workplaces in the future. Herein, we focus on the latest reports on COVID-19 and explain what preventive measures are necessary in the workplace, taking into account the route of virus infection. Although droplets and airborne exposure are the main infection routes, contact infection cannot be overlooked. Infection prevention measures include the uses of natural and mechanical ventilation, air conditioning equipment, and masks as well as the recommendation of vaccination, all of which have reported effectiveness However, since indoor environments vary, we do not recommend preventive control through any one measure alone. Instead, implementing infection control by using a combination of measures is important for adaptation to various situations.

Purpose: This study aimed to obtain useful suggestions and findings regarding IT engineers' stressors, their structures, and the process of recognizing stress, which are useful for workplace environmental improvement activities as a primary prevention of mental illness.

Methods: Data were collected through interviews conducted with 15 employees from Information Systems departments and System Integration Service Providers and analyzed qualitatively using the modified grounded theory approach.

Results: The qualitative analysis generated 27 concepts, 13 categories, and five category groups. From the categories generated, a result diagram was constructed to identify stress and stressor structures and cognitive processes, such as 1. irritation in the workplace, 2. loneliness at work, and 3. career anxiety.

Conclusions: IT engineers engage in various projects and workplaces to realize their careers and establish a view of their work as engineers. IT engineers perceive stress from the effects of stressors based on multiple factors, such as changes in the workplace and working style and the gap between the ideal and reality. The study findings can be used as a support tool for workplace environmental improvement activities with a participatory approach in the information and communications industry and may be deepened in workshops for stress assessment and discussions for improvement among workers.

Objectives: To determine the psychosocial factors that relate to employee bruxism.

Subjects and methods: Stress checks were conducted in 2020 on 13,429 employees of a business establishment, of whom 10,480 (78%) answered all survey questions, and the study population was composed of 8,651 males and 1,829 females (mean 42.4 years). First, participants were divided into two groups: "bruxism" (3,034) and "non-bruxism" (7,446). T-tests or chi-square tests were performed for age, sex, and questions on the occupational stress assessment form and the Athens Insomnia Scale. In addition, a logistic regression analysis was performed with the presence or absence of bruxism as the dependent variable (yes, 1; no, 0).

Results: The mean age of the bruxism group was 41.6 ± 9.76 years, and that in the non-bruxism group was 42.8 ± 9.83 years. There were 2,224 males and 810 females in the bruxism group and 6,427 males and 1,019 females in the non-bruxism group, with a statistically significant higher proportion of females in the bruxism group. The multivariate analysis showed that the scores for "irritability," "low vitality," "physical complaints," and "anxiety" were significantly higher and that the score for "sleep quality" was significantly lower in the bruxism group than in the non-bruxism group.

Conclusion: The results showed that employees with bruxism have more psychosocial problems, such as "irritability," "low vitality," "physical complaints," "anxiety," and "sleep problems," than those without bruxism.