Objective: The present study aimed to examine the association between a cooperative work climate and a positive attitude toward seeking help from others and the change in help-seeking intentions for balancing medical treatment and job (BTJ) before and after providing information about the support system to employees of small- and medium-sized companies. Methods: In October 2021, we conducted an online survey among 3,200 full-time employees aged 20–64 years who worked in small- and medium-sized companies, had no experience of work restriction due to illness, and did not know the contents of the support system for BTJ in Japan. First, as a condition of “before information provision,” respondents were asked to imagine a situation in which they suffered from cancer or stroke and their doctor indicated that it would be difficult for them to work regularly and, subsequently, were asked about their help-seeking intentions for BTJ under such circumstances. Next, as a condition of “after information provision,” they were shown a leaflet on the support system for BTJ in Japan and asked about their help-seeking intentions for BTJ again. A binomial logistic regression analysis was conducted with help-seeking intentions for BTJ as the dependent variable. Results: In total, 2,531 respondents (79.7%) indicated that they would seek help for BTJ both before and after receiving information. In logistic regression analyses, help-seeking intentions for BTJ were more frequently reported when there was a strong cooperative climate and a precedent for support in the workplace. Among participants who indicated that they would not seek help for BTJ before receiving information, those who worked in a company with 50–299 employees and experienced a cooperative climate and/or a precedent of support in the workplace demonstrated significantly more changes in their responses that they would seek help for BTJ after receiving information. Conclusions: Approximately 80% of employees in small- and medium-sized companies indicated that they would seek help for BTJ both before and after receiving information. In employees who had a cooperative climate and had a precedent of support regarding BTJ in their workplace, there was a significant change in the response that they would seek help for BTJ after receiving information. These findings suggest that workplace environmental factors such as a cooperative work climate and supported cases regarding BTJ may increase the usefulness of information provision on BTJ and help-seeking intentions for BTJ among employees working for small businesses.

Objectives: We aimed to clarify the current status and challenges of supervisory organizations’ support for the health and safety of technical intern trainees in Japan. We also assessed the effectiveness of collaboration with occupational health professionals at a training site to investigate the potential for such collaboration to help solve related problems. Methods: In October 2021, we distributed a questionnaire survey by postal mail to 3,262 supervisory organizations. We requested responses from those directly engaged in training technical intern trainees and those connected with training companies. We inquired regarding the frequency and difficulty of providing support for the health and safety of technical intern trainees (based on 22 survey items). Subsequently, we conducted a multiple logistic regression analysis to assess the association between collaboration with occupational health professionals and the difficulty of obtaining support. Results: The analysis included 932 cases (response rate: 28.6%). Vietnam (76.6%) was the most frequent country of origin for trainees, and 10–49 (30.3%) was the most frequent range for the number of trainees. Over the preceding year, 17.0% of the organizations had collaborated with occupational health professionals at the training site. The most frequently indicated items on the survey were “explaining and interpretating for medical checkups,” “providing traffic safety education and interpretation,” and “accompanying and interpreting for health care facilities.” Over 80% of the respondents answered that these actions were easy to implement. In contrast, only 30–40% of respondents answered that “counseling on mental health problems,” “counseling on marriage, pregnancy, and childbirth,” and “counseling on sexual harassment and power harassment” were easy to implement. The supervisory organizations that had collaborated with occupational health professionals tended to report that “providing traffic safety education and interpretation” (p = .049) and “providing health and safety education and interpretation” (p = .072) were easier than they were for organizations that had no support from occupational health professionals. Conclusions: The supervisory organizations surveyed faced challenges in dealing with mental health problems, marriage, pregnancy, childbirth, and harassment of technical intern trainees. Those organizations that collaborated with occupational health professionals found it easier to provide education on traffic safety and occupational safety and health education. Thus, the presence of a person in charge of health and safety in the planning of training programs and opportunities for education was considered important for promoting collaboration between supervisory organizations and occupational health professionals.

Objective: Individuals in nursing occupations are often exposed to various materials such as rubber products and drugs, and they comprise a population at high risk of developing occupational allergies. We therefore created a “Health management guideline on occupational allergy in nursing occupations and its primary prevention” (hereinafter referred to as “HMG”) and conducted a questionnaire survey to elucidate its potential use and the challenges of implementing it in clinical practice. Subjects and Methods: The HMG includes the following content: A. Basic knowledge of occupational allergies; B. Common occupational allergies in nursing occupations; C. Occupational allergies triggered by specific antigens in nursing occupations; D. Eczema and skincare for hands; and E. Health management for occupational allergies. A questionnaire survey was conducted on one nursing manager each from 80 hospitals, with at least 400 beds. The survey included questions to gauge the level of understanding the content described in the HMG and opinions on incorporating the management method. The ethics committee of the researcher’s institution approved the study. Results: Responses were obtained from 30 nursing managers. Over 70% responded that they understood the instructions for [occupational allergies], [common occupational allergies in nursing occupations], and [eczema and skincare for hands] presented in the HMG, and 100% said they either understood or mostly understood them. For [work management], 57% said they understood the content and 90% wanted to incorporate it. Furthermore, 10% responded that they wanted to incorporate the guidelines but did not believe it was feasible, given that “achieving general awareness and efforts involving other occupations are difficult.” For [work environment management], 53% said they understood the content and 83% wanted to incorporate it. Additionally, 17% responded that they wanted to incorporate it but did not believe it was feasible, amid concerns that “allergen monitoring is difficult in reality” and “installation of local ventilation systems seems difficult.” Discussion and Conclusions: The HMG was postulated to be useful in providing knowledge on occupational allergy and health management methods, and for employing in clinical practice. The study recommended that in order to specifically incorporate the management methods, it is imperative that the entire hospital, including staff from other occupations, understand the guidelines and make adjustments accordingly.