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Norito Kawakami - One of the best experts on this subject based on the ideXlab platform.
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psychosocial work environment explains the association of job dissatisfaction with long term sickness absence a one year prospect study of japanese employees
Journal of Epidemiology, 2020Co-Authors: Akiomi Inoue, Akizumi Tsutsumi, Yuko Kachi, Hisashi Eguchi, Akihito Shimazu, Norito KawakamiAbstract:BACKGROUND Using a 1-year prospective design, we examined the association of job dissatisfaction with long-term sickness absence lasting 1 month or more, before and after adjusting for psychosocial work environment (ie, quantitative job overload, job control, and workplace social support) in Japanese employees. METHODS We surveyed 14,687 employees (7,343 men and 7,344 women) aged 20-66 years, who had not taken long-term sickness absence in the past 3 years, from a Financial Service Company in Japan. The Brief Job Stress Questionnaire, including scales on job satisfaction and psychosocial work environment, was administered, and information on demographic and occupational characteristics (ie, age, gender, length of Service, job type, and employment position) was obtained from the personnel records of the surveyed Company at baseline (July-August 2015). Subsequently, information on the start dates of long-term sickness absences was obtained during the follow-up period (until July 2016) from the personnel records. Cox's proportional hazard regression analysis was conducted. RESULTS After adjusting for demographic and occupational characteristics, those who perceived job dissatisfaction had a significantly higher hazard ratio of long-term sickness absence than those who perceived job satisfaction (hazard ratio 2.91; 95% confidence interval, 1.74-4.87). After additionally adjusting for psychosocial work environment, this association was weakened and no longer significant (hazard ratio 1.55; 95% confidence interval, 0.86-2.80). CONCLUSIONS Our findings suggest that the association of job dissatisfaction with long-term sickness absence is spurious and explained mainly via psychosocial work environment.
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occupational stress and the risk of turnover a large prospective cohort study of employees in japan
BMC Public Health, 2020Co-Authors: Yuko Kachi, Akiomi Inoue, Hisashi Eguchi, Akihito Shimazu, Norito Kawakami, Akizumi TsutsumiAbstract: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. 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. 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 < 0.05). Occupational stress increases the risk of actual turnover. Measures to prevent occupational stress may be useful to prevent employee turnover.
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a japanese stress check program screening tool predicts employee long term sickness absence a prospective study
Journal of Occupational Health, 2017Co-Authors: Akizumi Tsutsumi, Akiomi Inoue, Hisashi Eguchi, Akihito Shimazu, Norito KawakamiAbstract: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.
Akizumi Tsutsumi - One of the best experts on this subject based on the ideXlab platform.
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psychosocial work environment explains the association of job dissatisfaction with long term sickness absence a one year prospect study of japanese employees
Journal of Epidemiology, 2020Co-Authors: Akiomi Inoue, Akizumi Tsutsumi, Yuko Kachi, Hisashi Eguchi, Akihito Shimazu, Norito KawakamiAbstract:BACKGROUND Using a 1-year prospective design, we examined the association of job dissatisfaction with long-term sickness absence lasting 1 month or more, before and after adjusting for psychosocial work environment (ie, quantitative job overload, job control, and workplace social support) in Japanese employees. METHODS We surveyed 14,687 employees (7,343 men and 7,344 women) aged 20-66 years, who had not taken long-term sickness absence in the past 3 years, from a Financial Service Company in Japan. The Brief Job Stress Questionnaire, including scales on job satisfaction and psychosocial work environment, was administered, and information on demographic and occupational characteristics (ie, age, gender, length of Service, job type, and employment position) was obtained from the personnel records of the surveyed Company at baseline (July-August 2015). Subsequently, information on the start dates of long-term sickness absences was obtained during the follow-up period (until July 2016) from the personnel records. Cox's proportional hazard regression analysis was conducted. RESULTS After adjusting for demographic and occupational characteristics, those who perceived job dissatisfaction had a significantly higher hazard ratio of long-term sickness absence than those who perceived job satisfaction (hazard ratio 2.91; 95% confidence interval, 1.74-4.87). After additionally adjusting for psychosocial work environment, this association was weakened and no longer significant (hazard ratio 1.55; 95% confidence interval, 0.86-2.80). CONCLUSIONS Our findings suggest that the association of job dissatisfaction with long-term sickness absence is spurious and explained mainly via psychosocial work environment.
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occupational stress and the risk of turnover a large prospective cohort study of employees in japan
BMC Public Health, 2020Co-Authors: Yuko Kachi, Akiomi Inoue, Hisashi Eguchi, Akihito Shimazu, Norito Kawakami, Akizumi TsutsumiAbstract: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. 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. 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 < 0.05). Occupational stress increases the risk of actual turnover. Measures to prevent occupational stress may be useful to prevent employee turnover.
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a japanese stress check program screening tool predicts employee long term sickness absence a prospective study
Journal of Occupational Health, 2017Co-Authors: Akizumi Tsutsumi, Akiomi Inoue, Hisashi Eguchi, Akihito Shimazu, Norito KawakamiAbstract: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.
Akiomi Inoue - One of the best experts on this subject based on the ideXlab platform.
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psychosocial work environment explains the association of job dissatisfaction with long term sickness absence a one year prospect study of japanese employees
Journal of Epidemiology, 2020Co-Authors: Akiomi Inoue, Akizumi Tsutsumi, Yuko Kachi, Hisashi Eguchi, Akihito Shimazu, Norito KawakamiAbstract:BACKGROUND Using a 1-year prospective design, we examined the association of job dissatisfaction with long-term sickness absence lasting 1 month or more, before and after adjusting for psychosocial work environment (ie, quantitative job overload, job control, and workplace social support) in Japanese employees. METHODS We surveyed 14,687 employees (7,343 men and 7,344 women) aged 20-66 years, who had not taken long-term sickness absence in the past 3 years, from a Financial Service Company in Japan. The Brief Job Stress Questionnaire, including scales on job satisfaction and psychosocial work environment, was administered, and information on demographic and occupational characteristics (ie, age, gender, length of Service, job type, and employment position) was obtained from the personnel records of the surveyed Company at baseline (July-August 2015). Subsequently, information on the start dates of long-term sickness absences was obtained during the follow-up period (until July 2016) from the personnel records. Cox's proportional hazard regression analysis was conducted. RESULTS After adjusting for demographic and occupational characteristics, those who perceived job dissatisfaction had a significantly higher hazard ratio of long-term sickness absence than those who perceived job satisfaction (hazard ratio 2.91; 95% confidence interval, 1.74-4.87). After additionally adjusting for psychosocial work environment, this association was weakened and no longer significant (hazard ratio 1.55; 95% confidence interval, 0.86-2.80). CONCLUSIONS Our findings suggest that the association of job dissatisfaction with long-term sickness absence is spurious and explained mainly via psychosocial work environment.
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occupational stress and the risk of turnover a large prospective cohort study of employees in japan
BMC Public Health, 2020Co-Authors: Yuko Kachi, Akiomi Inoue, Hisashi Eguchi, Akihito Shimazu, Norito Kawakami, Akizumi TsutsumiAbstract: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. 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. 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 < 0.05). Occupational stress increases the risk of actual turnover. Measures to prevent occupational stress may be useful to prevent employee turnover.
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a japanese stress check program screening tool predicts employee long term sickness absence a prospective study
Journal of Occupational Health, 2017Co-Authors: Akizumi Tsutsumi, Akiomi Inoue, Hisashi Eguchi, Akihito Shimazu, Norito KawakamiAbstract: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.
Hisashi Eguchi - One of the best experts on this subject based on the ideXlab platform.
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psychosocial work environment explains the association of job dissatisfaction with long term sickness absence a one year prospect study of japanese employees
Journal of Epidemiology, 2020Co-Authors: Akiomi Inoue, Akizumi Tsutsumi, Yuko Kachi, Hisashi Eguchi, Akihito Shimazu, Norito KawakamiAbstract:BACKGROUND Using a 1-year prospective design, we examined the association of job dissatisfaction with long-term sickness absence lasting 1 month or more, before and after adjusting for psychosocial work environment (ie, quantitative job overload, job control, and workplace social support) in Japanese employees. METHODS We surveyed 14,687 employees (7,343 men and 7,344 women) aged 20-66 years, who had not taken long-term sickness absence in the past 3 years, from a Financial Service Company in Japan. The Brief Job Stress Questionnaire, including scales on job satisfaction and psychosocial work environment, was administered, and information on demographic and occupational characteristics (ie, age, gender, length of Service, job type, and employment position) was obtained from the personnel records of the surveyed Company at baseline (July-August 2015). Subsequently, information on the start dates of long-term sickness absences was obtained during the follow-up period (until July 2016) from the personnel records. Cox's proportional hazard regression analysis was conducted. RESULTS After adjusting for demographic and occupational characteristics, those who perceived job dissatisfaction had a significantly higher hazard ratio of long-term sickness absence than those who perceived job satisfaction (hazard ratio 2.91; 95% confidence interval, 1.74-4.87). After additionally adjusting for psychosocial work environment, this association was weakened and no longer significant (hazard ratio 1.55; 95% confidence interval, 0.86-2.80). CONCLUSIONS Our findings suggest that the association of job dissatisfaction with long-term sickness absence is spurious and explained mainly via psychosocial work environment.
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occupational stress and the risk of turnover a large prospective cohort study of employees in japan
BMC Public Health, 2020Co-Authors: Yuko Kachi, Akiomi Inoue, Hisashi Eguchi, Akihito Shimazu, Norito Kawakami, Akizumi TsutsumiAbstract: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. 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. 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 < 0.05). Occupational stress increases the risk of actual turnover. Measures to prevent occupational stress may be useful to prevent employee turnover.
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a japanese stress check program screening tool predicts employee long term sickness absence a prospective study
Journal of Occupational Health, 2017Co-Authors: Akizumi Tsutsumi, Akiomi Inoue, Hisashi Eguchi, Akihito Shimazu, Norito KawakamiAbstract: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.
Akihito Shimazu - One of the best experts on this subject based on the ideXlab platform.
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psychosocial work environment explains the association of job dissatisfaction with long term sickness absence a one year prospect study of japanese employees
Journal of Epidemiology, 2020Co-Authors: Akiomi Inoue, Akizumi Tsutsumi, Yuko Kachi, Hisashi Eguchi, Akihito Shimazu, Norito KawakamiAbstract:BACKGROUND Using a 1-year prospective design, we examined the association of job dissatisfaction with long-term sickness absence lasting 1 month or more, before and after adjusting for psychosocial work environment (ie, quantitative job overload, job control, and workplace social support) in Japanese employees. METHODS We surveyed 14,687 employees (7,343 men and 7,344 women) aged 20-66 years, who had not taken long-term sickness absence in the past 3 years, from a Financial Service Company in Japan. The Brief Job Stress Questionnaire, including scales on job satisfaction and psychosocial work environment, was administered, and information on demographic and occupational characteristics (ie, age, gender, length of Service, job type, and employment position) was obtained from the personnel records of the surveyed Company at baseline (July-August 2015). Subsequently, information on the start dates of long-term sickness absences was obtained during the follow-up period (until July 2016) from the personnel records. Cox's proportional hazard regression analysis was conducted. RESULTS After adjusting for demographic and occupational characteristics, those who perceived job dissatisfaction had a significantly higher hazard ratio of long-term sickness absence than those who perceived job satisfaction (hazard ratio 2.91; 95% confidence interval, 1.74-4.87). After additionally adjusting for psychosocial work environment, this association was weakened and no longer significant (hazard ratio 1.55; 95% confidence interval, 0.86-2.80). CONCLUSIONS Our findings suggest that the association of job dissatisfaction with long-term sickness absence is spurious and explained mainly via psychosocial work environment.
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occupational stress and the risk of turnover a large prospective cohort study of employees in japan
BMC Public Health, 2020Co-Authors: Yuko Kachi, Akiomi Inoue, Hisashi Eguchi, Akihito Shimazu, Norito Kawakami, Akizumi TsutsumiAbstract: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. 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. 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 < 0.05). Occupational stress increases the risk of actual turnover. Measures to prevent occupational stress may be useful to prevent employee turnover.
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a japanese stress check program screening tool predicts employee long term sickness absence a prospective study
Journal of Occupational Health, 2017Co-Authors: Akizumi Tsutsumi, Akiomi Inoue, Hisashi Eguchi, Akihito Shimazu, Norito KawakamiAbstract: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.