Objective: This study aimed to develop a competency scale for occupational health nurses and to verify the reliability and validity of it. Methods: An anonymous self-administered questionnaire was sent to 375 occupational health nurses, to collect 211 data ( response rate:56.3%). First, item analysis and factor analysis were conducted based on the 40 scale items that we clarified in the previous research, and the scale items were determined. Next, the face validity, construct validity, criterion-related validity and reliability were verified. Results·Discussion：① Thirty-six items were confirmed as the scale items. ② In all items, the passing rate exceeded 97%, and we thought that the face validity was verified. We considered that “occupational health nursing essential activities competency,” “creative competency” and “self-growth competency” extracted as results of factor analysis were consistent with the competency requirements, so the construct validity was guaranteed, and since there was a correlation between the total score and the years of occupational health nursing experience, criterion-related validity was suggested. ③Cronbach’s coefficient was 0.9 or more in all three factors, therefore we considered that reliability was verified. Conclusion: Reliability and validity of the competency scale for occupational health nurses which we have developed was verified.

【Objective】To identify the nurses’ cognition of pregnancy-related symptoms and support received from supervisors and colleagues during their pregnancy.【Method】An anonymous self-administered questionnaire was conducted with female nurses at 7 hospitals who’d experienced pregnancy while working. The number of subjects was 693.【Results】Among the subjects, 46.8 ~ 86.8% had pregnancy-related symptoms such as morning sickness, while 33.0~63.3% responded that they did not receive any consideration regarding maternal protection/maternal health management. Additionally, 37.5~47.6% responded that neither their supervisors nor colleagues raised any concerns. The support they did receive and felt pleased about were, "Delivery of a positive message", "Continuing advice and consultation", "Reduction of work burden" and "Consideration of pregnant workers’ safety".【Discussion】Despite there being some pleasant support from supervisors and colleagues, it was assumed that while the majority of pregnant nurses had symptoms during pregnancy, they were not receiving enough support in terms of matters related to maternity health management and safety issues.【Conclusion】It is necessary to promote understanding toward support for pregnant nurses by educating staff members on the subject of occupational safety and health while providing thoroughgoing maternity health management.

[Objective] The study, involving middle-aged and senior nurses aged 40 years and older, aimed to examine the relationships among their motivation to work, sense of having something to live for, and willingness to continue working even after retirement. [Methods] The subjects were nurses working in nine hospitals. An anonymous self-completed questionnaire survey, including scales to assess “motivation to work” and “sense of having something to live for”, was conducted. The nurses were classified into three groups, and their willingness to continue working even after retirement was analyzed. [Results] The numbers of nurses in their 40s and 50s or older were 398 and 238, respectively. The rates of nurses in their 40s and 50s or older wishing to continue working after retirement were 34.5 and 40.1%, respectively. Motivation among nurses in their 40s wishing to continue their present job was higher than that among nurses in the other two groups. Motivation among nurses in their 50s wishing to continue their present job was significantly higher compared with nurses wishing to change workplaces. The sense of having something to live for among nurses in their 40s wishing to retire was significantly stronger than that among nurses wishing continue their present job. [Conclusion] Promoting work continuation after retirement requires not only maintaining motivation to work but also the use of tools to reduce the physical burden and establishing a work environment to complement abilities as a team, in order to facilitate working with reduced strength.

【Purpose】The aim of this study was to devise a program based on group cognitive behavioral therapy for encouraging stress management behavior, and to conduct and evaluate the program in IT company new employees.【Method】We created an action plan to ameliorate personal stressful situations based on lectures and group discussions about stress. Then we created a program that included a self-monitoring process through diary entries. The program was conducted for 56 new employees of an IT companies, and participants were surveyed before and after intervention about occupational stress, responses to stress, and coping. 【Results】Twenty-two participants (39.3%, 18 males, 4 females) completed the program. [1] In the target population for analysis no significant changes in before and after the program were found. [2] When the total population of subjects was divided into two groups, a group that implemented the action plan and a group that did not, coping through emotional expression was significantly higher in the group that implemented the action plan.【Conclusion】Our findings suggest that behavior modification in expression of individual emotions can occur with a program that addresses personal stressful situations through a sequence of lectures, group discussion, and self-monitoring.