Mori Koji
Department of Occupational Health Practice and Management, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan.
J UOEH. 2013 Oct;35 Suppl:35-40. doi: 10.7888/juoeh.35.35.
Training systems for occupational physicians (OPs) have existed since the Industrial Safety and Health Act was enacted in 1972. However, it is necessary to enhance them because of changes in the business environment of Japanese corporations and working patterns have brought about new needs of occupational health (OH) activities. In this paper, OPs were classified into three categories; doctors who spend a part of working time on OH activities, i.e. "non-specialist OPs", doctors who engage in OH activities full-time, i.e. "specialists OPs", and doctors who manage corporate-wide occupational health programs or lead programs at OH service institutes, i.e. "lead OPs", and the status and the issues were reviewed. The major concern identified for each of the three categories in training were found to be quality management for non-specialist OPs, short supply for specialists OPs, and development of competencies such as leadership and management skills for lead OPs, respectively. Current efforts and ideas to improve the training systems were discussed.
自1972年《工业安全与健康法》颁布以来，就一直存在职业医师培训体系。然而，由于日本企业经营环境的变化以及工作模式带来了职业健康（OH）活动的新需求，有必要对这些培训体系进行强化。在本文中，职业医师被分为三类：将部分工作时间用于职业健康活动的医生，即“非专科职业医师”；全职从事职业健康活动的医生，即“专科职业医师”；以及负责全公司职业健康计划或在职业健康服务机构领导项目的医生，即“领导职业医师”，并对其现状和问题进行了综述。研究发现，这三类人员在培训方面各自主要关注的问题分别是非专科职业医师的质量管理、专科职业医师的短缺以及领导职业医师的领导力和管理技能等能力的培养。文中还讨论了当前改进培训体系的努力和想法。
