Objectives: This study evaluated sounds used in nurse call (NC) systems to reduce stress in the nursing work environment by developing low-stress NCs. Methods: Participants' noticeability and stress were evaluated based on their heart rate variability while listening to nine types of test sounds, including two existing NCs. Next, a new NC was extracted from the test sounds and was verified in the field as a replacement for the tremolo sound (tremolo), which has a negative impression. Results: Tremolo was the most noticeable. However, this sound generates the highest cardiac sympathetic index (CSI), which is an index of stress-related sympathetic nerve activity. Therefore, we extracted a C sound (C6 + G#6), which is the second most noticeable sound after tremolo. The new sound was introduced into a NC system, and the CSI of nurses on duty was analyzed. We noticed that the C sound was less stressful than tremolo. Conclusions: The findings suggest that an improvement in the NC sound quality may lead to reduced stress among nurses in the work field.

Objectives: This study investigated the associations between cognitive and personality traits and work productivity loss among desk workers with low back pain (LBP). Methods: A cross-sectional study was conducted among 2,223 corporate employees in Japan. Participants completed an online questionnaire assessing work productivity (quantity-quality method), pain intensity (numerical rating scale), disability (Roland-Morris Disability Questionnaire), beliefs about LBP (Back Beliefs Questionnaire), and personality traits (Ten Item Personality Inventory). Multiple linear regression analysis examined factors associated with productivity loss. To confirm robustness, a sensitivity analysis was performed limited to participants who identified LBP as the primary cause of their productivity loss. Results: Among the participants, 1,201 (54.0%) reported LBP. Regression analysis indicated that beliefs about LBP (β=-0.40, p=0.011), conscientiousness (β=-0.99, p=0.006), neuroticism (β=1.02, p=0.007), and age (β=-0.18, p=0.002) were significantly associated with work productivity loss. Pain intensity (p=0.139) and functional disability (p=0.574) were not significantly associated with productivity loss. These findings were consistent in the sensitivity analysis, where pain intensity remained unrelated to productivity loss. Conclusions: Psychological and cognitive factors, particularly beliefs about LBP and personality traits, may have a stronger impact on work productivity than physical symptoms among desk workers. Interventions focusing on cognitive restructuring and personality-tailored strategies are necessary to mitigate productivity losses.

Objectives: The Japanese National Stress Check Program recommends the Brief Job Stress Questionnaire (BJSQ) for annual psychosocial assessments in the workplace. We examined the performance of this instrument in screening depression. Methods: We conducted an online cross-sectional study involving 25,000 employees in October 2024. Participants completed the BJSQ and the nine-item Patient Health Questionnaire (PHQ-9). We conducted receiver operating characteristic curve analyses to estimate the screening performance of the BJSQ cutoff points recommended in the Stress Check Program manual. Results: The prevalence of workers with potential depression (PHQ-9 score ≥10) was 25.9%. The prevalence of "high-risk" employees defined using the BJSQ criteria recommended in the Program manual was 18.8%, with sensitivity of 50.9%, specificity of 92.4%, Youden index of 0.433, area under the curve of 0.716, positive predictive value of 70.0%, negative predictive value of 84.8%, and positive and negative likelihood ratios of 6.7 and 0.5, respectively. Conclusion: Identifying "high stress" employees as per the Stress Check Program manual recommendation is informative to screen employees with potential depression provided that appropriate follow-up is undertaken. When using this information, practitioners should consider its limitations as a screening tool.

Under Japanese law, employers are required to manage health information related to occupational health. This report describes improvements in health information management at an in-house clinic that provides both general medical care and occupational health services. Initially, the workplace lacked formal regulations for handling health information, and the scope of data and responsible personnel were unclear. Health records were categorized by type and fiscal year, making it difficult for occupational health physicians to assess individual workers' health status. Moreover, medical and occupational health information were mixed, raising concerns about unintended disclosure of personal medical data to the employer. To solve these issues, a health information management regulation was established. Records were reorganized to link data to individual employees, and medical information was clearly separated from occupational health data. These changes enabled more secure and appropriate occupational health services and supported the employer's legal duty to ensure worker safety. This case highlights the importance of structured health information management in workplaces where clinical and occupational health services coexist. Clarifying data handling responsibilities and separating sensitive information are essential for protecting employee privacy and improving the effectiveness of occupational health practices.

Background: While scolding is an often problematic form of workplace communication in Japan, little research exists regarding its impact on employees' mental health. Objectives: This study investigated the associations between being scolded at work and psychological distress. Methods: Data from the Employee Cohort Study during the COVID-19 pandemic in Japan (E-COCO-J) surveys obtained in September 2023 (14th wave) were used. Psychological distress was measured using the Kessler Psychological Distress Scale (K6), with a cutoff of 13 points. Multivariable logistic regression was conducted by adjusting demographic factors, psychiatric treatment history, and workplace factors. Results: A total of 758 participants were included in the analysis. Among the participants, 159 individuals (21%) reported having been scolded at least one time in the past month, and 116 individuals (15.3%) had a K6 score of 13 or higher. Compared to those who were not scolded, being scolded less than 1 day a week (adjusted odds ratio [AOR] 1.83; 95% confidence interval [CI], 1.07–3.11) and about more than 1 day a week (AOR 2.42; 95% CI, 1.23–4.76) showed significant associations with high psychological distress. Conclusion: This study suggested that being scolded has a negative impact on employees' mental health. Further study is needed to investigate effective methods of delivering constructive negative feedback rather than resorting to scolding.