The purpose of this study was to examine validity of the analytical model constructed frequencies per month of exercise, self-efficacy and positive and negative social supports among the elderly. In the analytical model, personal attributes and positive and negative social supports were used as independent variables, exercise self-efficacy as mediated variable, and frequencies per month of exercise as dependent variable. In 2016, a questionnaire survey was conducted for 900 male and female subjects who were sampled at equal intervals in age from 65 to 80 years old residing in a certain city, Osaka prefecture. Results of questionnaire responses, valid recovery rate（％）were 331（36.7％）. As a result of path analysis, it was revealed that self-efficacy and positive and negative social supports had significant effects to the dependent variable. And paths were different by gender. In conclusion, validity of the analytical model was confirmed. As the next challenge, it has emerged the need for analysis to clarify the context effect of society.

This study investigated efforts at the workplace that increased job satisfaction and intentions to continue working among nursing-care-workers in elderly-care-facilities. The study also examined whether the effective efforts at the workplace differed by workers’ experience, qualifications, and employment status. We analyzed the data of 2,948 nursing-care-workers in elderly-care-facilities. The participants were those that had responded to the worker questionnaire of the “Nursing Care Labor Situation Survey 2017” conducted by the Center for Nursing Care Labor Stability. The results indicated that job resources at the task, the interpersonal, and organizational levels increased the job satisfaction and the intention to continue working of care-workers. For some of job resources, the effects of them on the job satisfaction and the intention to continue working differed by workers’ experience and care-workers’ qualifications. Because “opportunities to receive guidance and advice from superiors and seniors,” “a system to evaluate skills appropriately,” and “wage increases based on skills and qualifications” were more strongly related to the intention to continue in employees that had worked at the facility for less than three years than more than three years, these efforts might be important factors to prevent high turnover problems among nursing-care-workers.

Purpose: To examine the factors that predict the change over a year in the feeling of care burden of the main caregiver caring for home-visit rehabilitation users. Method: Participants were 37 pairs of care receivers and their main caregivers using home-visit rehabilitation from two home care offices in Kanagawa prefecture and Tokyo at 2014（at the time of follow-up survey）, out of the 54 pairs we carried out the first survey in 2013（dropout rate 31.5%）. We performed logistic regression analysis by the stepwise method, with the one-year change in the feeling of care burden（maintained / improved group: 0, exacerbated group: 1）as the dependent variable, subjective feeling of health of the care receiver at the time of the initial survey as the independent variable, and the age, gender, care period of the primary caregiver as the adjustment variables. Results: The factor that predicts the primary caregivers’ burden of care one year later, is the subjective feeling of health of the care receivers（odds ratio=6.209, 95% confidence interval=1.099 to 35.074, p=0.039）, and the coefficient of determination was 0.338. Conclusion: It was suggested that if the subjective feeling of health of the care receivers using home-visit rehabilitation is low, the care burden of the primary caregivers may worsen one year later.

The purpose of this study was to verify the relationship between the establishment of individual unit-care and the stress of staff in nursing homes for the elderly, and to confirm whether the stress of care staff can be reduced by unit-care training. Therefore, in the “Unit-care Leader Training”, the stress status of each care staff was analyzed by comparing the burnout scores of the facilities certified as unit-care training facilities and the facilities that carry out normal unit-care. The survey was conducted from 2017 to 2018, targeting 217 employees working in 7 special nursing homes for the elderly in Hokkaido. The survey items were the implementation status of unit-care, the degree of burnout, and the stress status in long-term caregiving services. The results showed that the depersonalization score（within the burnout score）was significantly higher in the “normal unit-care implementation group” than in the “unit-care training designated group”. However, both groups had shown very low scores in personal sense of accomplishment. We conclude that although training may not help to enhance the personal sense of accomplishment yet training that focuses on enhancing unit caregiving skills can reduce burnout among the caregiving staffs.

The purpose of this study was to create three kinds of scales to evaluate the subjective learning needs of the elderly（2 types of necessity and interest）and the learning experience. Three kinds of scales were composed of three common items in the preparation of the indexes. The analysis objects were 166 persons aged 60 years old and over. The steps to create the scales were as follows. First, based on previous research and the evaluation of content validity by experts, three scales composed of the three dimensions: "liberal education and gerontology knowledge", "the problem of daily life in the elderly", and "the reflection of life” were created. Each of the scale was consisted of a total of 29 items. As a result of construct validity by confirmatory factor analysis, we could not obtain the results that support construct validity. Therefore, the constructive concepts of each scale were reexamined by exploratory factor analysis, and four constructive concepts, "liberal education", "information technology", "the problem of daily life in the elderly”, and "reflection of life" were extracted, and finally 19 items were left. The 19-item version of the scale was verified for construct validity by confirmatory factor analysis, and the results of reliability evaluation by the reinspection method were also good.

Objects: The purposes of this qualitative study were to clarify reasons of hiring older workers in various sections by hotel managers in Japan.

Methods: Seven managers in six hotels chosen as hiring older adults in various sections were semi-structurally interviewed. These hotels, which hired people over 65 in at least four sections of total five sections, were selected from ones which responded to our survey for all hotels registered by Government. The transcript of interviews was analyzed using Steps for Coding and Theorization.

Results: Continuing employees were expected not to be welfare-type employees. Furthermore, they were expected to lead younger employees and to be as capable as active employees. New employees were expected to play a role in supporting the labor shortage. They are expected to be reasonable human resources who are willing to work irregular hours.

Conclusion: The expected roles of HR managers differed between rehired and newly hired employees.