Sangyo eiseigaku zasshi = Journal of occupational health最新文献

Purpose: Psychological violence and harassment have been reported to be associated with mental health problems and turnover intention among nurses. Cyberbullying, a hidden form of harassment using information and communication technology, is attracting attention as a factor that threatens the mental health of nurses. This study aimed to add coping characteristics, social support, and workplace social capital to psychological violence, harassment, and cyberbullying in female nurses and determine their association with depression and turnover intention.

Participants and methods: An anonymous, self-administered questionnaire survey was conducted, targeting 2,158 female nurses working in four domestic hospitals, excluding those in management positions. The analysis included 1,151 nurses who responded (valid response rate: 53.3%). Multiple regression analysis was performed with depression and turnover intention as dependent variables and psychological violence and harassment, cyberbullying, the brief scales for coping profile (BSCP) and social support scale scores, and social capital (SC) as independent variables.

Results: Depression was positively correlated with psychological violence and harassment, cyberbullying, and the BSCP subscale "avoidance and suppression" and negatively correlated with the BSCP subscale "changing the point of view" and social support subscales "support from supervisors" and "support from co-workers." Turnover intention was positively correlated with psychological violence and harassment and the BSCP subscale "avoidance and suppression" and negatively correlated with the BSCP subscale "changing the point of view," social support subscale "support from supervisors," and vertical SC.

Discussion and conclusion: The results suggest that work environments should prevent psychological violence and harassment in nurses to promote a sense of security and eliminate mental health problems. Cyberbullying was inferred as a factor that could lead to mental health problems among nurses. Therefore, each nurse should raise their awareness of information literacy, besides attending more to their words and attitudes.

Objectives: This study aimed to clarify the features and evaluations of the organizational support provided by occupational health nurses (OHNs) in private practice to promote sustainable health and productivity management (HPM) in medium-sized enterprises.

Methods: Corporate managers and employees of four enterprises with fewer than 300 employees received support from an experienced OHN in private practice through five support sessions per company, primarily targeting company managers. The OHNs documented their support steps and evaluations. After completing the support process, we conducted semi-structured interviews with company managers and OHNs to evaluate the support provided by the OHNs. The support processes were organized for each company according to an analytical framework based on the consolidated framework for implementation research; the support features of OHNs were extracted. The evaluations of the support provided by OHNs from the perspective of company personnel were categorized using content analysis.

Results: Six features of support by OHNs for the promotion of HPM were extracted, including clarifying corporate needs while focusing on relationships of trust with company representatives, providing appropriate health information, and introducing external resources to facilitate independent and continuous efforts in the company to promote sustainable HPM. The managers' evaluations of the support provided by the OHNs included the following six categories: 1) identified and recognized current internal health issues; 2) received specific assistance tailored to the company; 3) gained an opportunity to work on health promotion measures; 4) considered the development and continuation of future health promotion measures; 5) learned about the existence of OHNs as easy to consult with; and 6) identified aspects of support from OHNs that were different from what they expected.

Conclusions: This study clarified the features and evaluations of the support provided by OHNs in private practice in medium-sized enterprises for the promotion of HPM. Our findings suggest that the involvement of OHNs in private practice may increase the number of medium-sized enterprises that can autonomously commit themselves to HPM in a sustainable manner.

Objective: To review the historical aspects of compensation system for workers with pneumoconiosis who developed lung cancer.

Methods: Materials and papers published on the compensation system as discussed in administrative meetings were utilized.

Results: Legal claims for compensation for lung cancer among individuals with pneumoconiosis increased during the period of rapid economic growth in Japan. A possible causal relationship between pneumoconiosis and lung cancer in workers has been discussed by committees of specialists. The Expert Committee on Pneumoconiosis and Lung Cancer in 1978 did not find a causal relationship between them. However, a survey of physicians specializing in pneumoconiosis revealed medical disadvantages among individuals diagnosed with pneumoconiosis who developed lung cancer. The Ministry of Labour announced the risk of work-related lung cancer in patients with advanced pneumoconiosis (class IV or equivalent severity). Since then, numerous lung cancer patients with pneumoconiosis have been adjudicated. In 1997, the International Agency for Research on Cancer (IARC) re-evaluated the carcinogenicity of silica and declared it to be a Group I carcinogen in humans. The Expert Committee on Compensation of Lung Cancer Cases Developing from Pneumoconiosis discussed the IARC evaluation but did not accept this classification. However, the Committee of Occupational Exposure Limits in the Japan Society of Occupational Health upheld the IARC evaluation of silica as a Group I carcinogen. Because the Expert Committee of Medical Disadvantage of Lung Cancer Patients with Pneumoconiosis accepted the increased risk of lung cancer in patients with class III or equivalent severity pneumoconiosis, the Ministry of Labour announced worker compensation for such patients. The Expert Committee of Health Control of Pneumoconiosis Complicated with Lung Cancer reported in 2002 that a meta-analysis revealed no increased risk of lung cancer among workers exposed to crystalline silica; however, there was an increased risk of lung cancer in patients with pneumoconiosis. The Ministry of Labour has added lung cancer to the list of complications from pneumoconiosis and, if necessary, regular medical checkups for lung cancer. After Leaving dust work, the Health Care System provides for workers who are diagnosed With class II or higher pneumoconiosis. Therefore, if an individual with pneumoconiosis develops class II or higher lung cancer, that individual becomes eligible for workers' compensation.

Conclusions: The conclusion of the Expert Committee in 2002 and the decision of the Ministry of Labour to add lung cancer to its list of complications of pneumoconiosis are evaluated to be appropriate.

Objectives: This study aimed to evaluate occupational health-related activities and factors related to the violation of labor-related regulations in hospitals in Hokkaido and Tohoku districts.

Methods: The study questionnaires were distributed to 1,108 Hokkaido and Tohoku hospitals in April 2024, among whom 307 (answered by June 2) participated. The questionnaires included queries on hospital characteristics, occupational health-related activities, and labor-related laws. Relationships between the hospital location, number of hospital beds, number of employees, and provision of emergency services and the number of labor-related regulation violations (assignments of occupational physicians and health officers, agreement on overtime [per Article 36 of the Labour Standards Act], physician interviews for workers with prolonged overtime, and implementation of the Stress Check program) were analyzed using multivariable ordinal logistic regression.

Results: Among the hospitals, 4.2%, 11.9%, 11.1%, 8.5%, and 2.6% did not assign occupational physicians, assigned directors as occupational physicians, did not assign health officers, did not have an agreement on overtime, and did not implement the Stress Check program, respectively. The multivariable ordinal logistic regression analysis revealed that hospitals with few beds and employees and those that did not offer emergency services had significantly higher odds of violating labor-related regulations.

Conclusions: Smaller hospitals and hospitals that did not offer emergency services in Hokkaido and Tohoku districts had some difficulties complying with labor-related regulations. These hospitals may need external support for occupational health-related activities.

Objective: A new system for the regulation of chemical substances was introduced in Japan in April 2023. Unlike delineated rules, the new system does not specify any specific measures for individual substances, but is rather based on the management of health through the voluntary implementation of measures in order to reduce exposure to all dangerous/hazardous chemical substances. Regarding specific methods, exposures will be mainly elucidated through the measurement of a work environment. However, the necessity of biological monitoring should also be considered. This study aimed to identify the importance of biological monitoring by reviewing changes made over time in biological monitoring methods used for occupational poisoning.

Method: The study presents occupational poisoning by several compounds (methyl bromide, polycyclic aromatic hydrocarbons, and MOCA) and the corresponding biological monitoring methods utilized, as researched by the author. Changes in biological monitoring based on the history of the Study Group on Occupational Poisoning and Biological Monitoring of the Japan Society for Occupational Health are also introduced.

Results: The areas of occupational poisoning at different times and cases of occupational cancer caused by exposure to chemical substances were presented in lectures held by the Study Group on Occupational Poisoning and Biological Monitoring. These lectures showed that although biological monitoring was previously implemented primarily by measuring the urinary metabolites of the exposed substance, the monitoring methods used have changed as the nature of exposure has changed, leading to the development of new tools that detect trace, low concentration, and mixed exposures.

Conclusion: The health management of workers handling chemical substances at occupational sites will be shifted to autonomous management. However, it should be noted that only biological monitoring can detect and prove true exposure. Particularly, risk assessment by biological monitoring is necessary for substances that are suspected to be absorbed through the skin, and the measurement methods used should continue to be developed and refined. The significance of biological monitoring will continue to increase.

Objectives: Since the 1990s, overseas research on public service motivation (PSM), a motivation unique to public employees, has been ongoing. However, only recently has empirical studies on PSM in Japan begun, it has been suggested that the PSM scales developed overseas cannot be applied directly to Japan. This study aimed to examine the constructs of PSM in Japan, develop a scale to measure PSM, and verify its reliability and validity.

Methods: Semi-structured interviews were conducted with 21 civil servants holding administrative positions in Japan, and a draft of the PSM scale was developed. Subsequently, an online survey of 402 civil servants in their 20s to 60s (395 valid responses) was conducted, and the factor structure of the PSM scale was confirmed using exploratory factor analysis. In addition, the reliability was assessed by calculating the alpha coefficient, and the validity was verified through correlation analysis with related concepts.

Results: The outcomes of the exploratory factor analysis classified PSM into six factors: "social impact orientation," "social justice orientation," "community orientation," "future and evolution orientation," "authority orientation," and "helping the weak orientation," with sufficient alpha coefficients. Regarding validity, significant positive associations between PSM and work engagement, performance, work motivation, and job satisfaction were confirmed.

Conclusion: The Japanese version of the PSM scale developed in this study was confirmed to exhibit a satisfactory level of reliability and validity and may be used to measure PSM among Japanese public employees.

Objectives: Changing the mode of commuting from nonactive by car or motorcycle to active by walking, cycling, or public transport is expected to benefit health. However, the proportion of nonactive commuters who can change their commute mode to active forms remains unclear. The aim of this study was to determine the proportions of nonactive commuters and of those who can change their commute mode to an active form in various regions in Japan.

Methods: In this descriptive study, data were used from an online survey conducted from April to May 2021. Participants included 3,000 adults (20 to 79 years), who were registered with an online survey company. Workers were asked their means of transportation to work and commuting time. Workers using a car or motorcycle for more than 1 minute for commuting were defined as nonactive commuters, and the others were defined as active commuters. Then, nonactive commuters were asked about the possibility of changing their commute mode to active commuting (0%-100%, 11 options in 10% increments). The possibility of change was classified into four groups, i.e., impossible (0%), difficult (10%-40%), probably possible (50%-90%), and possible (100%). The proportions of nonactive commuters and nonactive commuters who can transition to active commuting were described by region.

Results: A total of 2,683 participants answered the survey, including 1,647 workers, of whom 1,551 were commuters. The nonactive commuters accounted for 41.4% of commuters overall. The proportion of nonactive commuters was higher in rural than in urban regions. The proportion of nonactive commuters who could change their commute mode was 32.9% of the nonactive commuters or 12.8% of all workers. Among the nonactive commuters, the proportion who could change their commute mode was higher in urban than in rural regions. Of the total workers, the proportion of nonactive commuters who could change their commute mode was higher in rural regions.

Conclusion: Nonactive commuters accounted for 41.4% of all commuters. The proportion of nonactive commuters who could change their commute mode among nonactive commuters was higher in urban regions. However, in rural regions, as the proportion of nonactive commuters was high, the proportion of nonactive commuters who could change their commute mode among total workers was also high. These results suggest that some of nonactive commuters can change their commute mode from nonactive to active commuting, in rural as well as in urban regions.