Ikegami Kazunori, Ando Hajime, Mafune Kosuke, Tsuji Mayumi, Tateishi Seiichiro, Odagami Kiminori, Muramatsu Keiji, Fujino Yoshihisa, Ogami Akira
Department of Work Systems and Health, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Kitakyusyu, Japan.
Department of Mental Health, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Kitakyusyu, Japan.
Health Psychol Behav Med. 2023 Jan 20;11(1):2163248. doi: 10.1080/21642850.2022.2163248. eCollection 2023.
The work style reforms and the coronavirus disease pandemic in Japan have prompted efforts toward teleworking, mainly work from home (WFH). This study aimed to prospectively evaluate the impact of WFH on job stress among Japanese workers.
This online survey-based prospective cohort study was conducted from December 2020 (baseline) to December 2021 (1-year follow-up) using self-administered questionnaires. At baseline, 27,036 participants completed the questionnaires, whereas 18,560 (68.7%) participated in the 1-year follow-up. After excluding the 11,604 participants who left or changed workplaces within 1 year or who were physical laborers and hospitality workers, data from 6,956 participants were analyzed. We asked participants about WFH frequency at baseline and conducted a follow-up using the Brief Job Stress Questionnaire (BJSQ). Participants were divided into four groups according to WFH frequency. The odds ratios of poor states of the association of the four subscales (job demand, job control, supervisor support, and coworker support) determined by the BJSQ with WFH frequency were estimated using a multilevel logistic model.
In both the gender-age adjusted and multivariate models, compared to the non-WFH group, the medium and low WFH groups were less likely to have poor job control, whereas the high WFH group were likely to have similar levels as the non-WFH group. In both models, compared to non-WFH participants, the high WFH group were more likely to have poor supervisor and coworker support.
High-frequency WFH requires further attention, because it may increase job stress by exacerbating deficits of social support in the workplace. Medium- and low-frequency WFH workers were more likely to have satisfactory job control; therefore, limiting WFH to three or fewer days per week may lead to better job stress management.
日本的工作方式改革和新冠疫情促使人们努力开展远程办公，主要是在家工作（WFH）。本研究旨在前瞻性评估在家工作对日本员工工作压力的影响。
本基于在线调查的前瞻性队列研究于2020年12月（基线）至2021年12月（1年随访）期间使用自填问卷进行。基线时，27,036名参与者完成了问卷，而18,560名（68.7%）参与了1年随访。在排除1年内离职或更换工作场所的11,604名参与者以及体力劳动者和服务业员工后，对6,956名参与者的数据进行了分析。我们在基线时询问了参与者的在家工作频率，并使用简短工作压力问卷（BJSQ）进行随访。参与者根据在家工作频率分为四组。使用多水平逻辑模型估计由BJSQ确定的四个子量表（工作需求、工作控制、上级支持和同事支持）与在家工作频率之间关联的不良状态的比值比。
在性别年龄调整模型和多变量模型中，与非在家工作组相比，中低在家工作组工作控制不良的可能性较小，而高在家工作组的水平与非在家工作组相似。在这两个模型中，与非在家工作的参与者相比，高在家工作组上级和同事支持不良的可能性更大。
高频在家工作需要进一步关注，因为它可能通过加剧工作场所社会支持的不足来增加工作压力。中低频在家工作的员工工作控制更可能令人满意；因此，将在家工作限制在每周三天或更少可能会更好地管理工作压力。
