Job attitudes and mental health of nonpermanent employees

Matsuyama, Kazuki

doi:10.5651/jaas.23.107

Cited by 3 publications

(4 citation statements)

References 21 publications

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“…Compared to regular employment, M. Inoue (2012) argued that non-regular work may negatively affect an individual's mental health due to employment insecurity, severe work conditions, and limited opportunities for job training and career development. Although previous research conducted in the United States and European Union countries showed that non-regular workers' mental health is worse than those in regular employment (Virtanen et al, 2005), many earlier Japanese studies failed to confirm the difference in mental health between regular and non-regular workers (Imai, 2018;Matsuyama, 2010;Mori, Iwata, & Tanaka, 2014;Morita, 2018;Nakahara, 2007;Takahashi et al, 2014;Uehara et al, 2014). Only A.…”

Section: Non-regular Employment and Organizational Stress In Japanmentioning

confidence: 96%

Organizational Stress in Contemporary Japan

Ohira¹,

Fujimoto²,

Sekiguchi³

2021

Organizational Stress Around the World

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KaroshiKaroshi, or death from overwork, is perhaps the worst worker outcome of organizational stress in Japan. Japan's Act of Promoting Measures to Prevent Death and Injury from Overwork defines Karoshi as "death due to cerebrovascular or heart disease brought on by an overload of work, or death by suicide related to mental disorder from the intense psychological burden at work" (Ministry of Health, Labour, and Welfare, 2019d). Karo-jisatsu is suicide caused by a work-related mental disorder, and it is usually separated from Karoshi (Iwata, 2009;Komorida, 2016). According to the 2018 Status Report of Industrial Accident Compensation for Karoshi (Ministry of Health, Labour and Welfare, 2019e), the number of Karoshi incidents, legally admitted as compensable by insurance, amounted to 82 in 2018 as compared to 160 incidents in 2002, while the number of Karo-Jisatsu, including attempted suicide, rose from 43 in 2002 to 76 incidents in 2018. Similarities and Differences between Karoshi and Karo-JisatsuThere are similarities and differences between Karoshi and Karo-Jisatsu. According to the Ministry of Health, Labour, and Welfare (2019e), one of the similarities is that most workers who died from Karoshi or Karo-Jisatsu are men in regular employment. As for differences, a vast majority of Karoshi victims are in their 40s and 50s; whereas, Karo-Jisatsu tends to occur in all age groups. Employees who died from Karoshi are concentrated in the mailing and transportation industry; whereas, those who died from Karo-Jisatsu are distributed across a wide variety of industries -such as manufacturing, retail, lodging, and wholesale. In addition, many of the workers who died from Karoshi put in more than 60 hours of work per week, although Karo-Jisatsu occurred even among those who worked only a few hours of overtime in a day. Causes of Karoshi and Karo-JisatsuPrevious studies suggest that working long hours is a significant cause of Karoshi (Kanai, 2008). Long hours generally reduce sleep time, while

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Section: Non-regular Employment and Organizational Stress In Japanmentioning

confidence: 96%

Organizational Stress in Contemporary Japan

Ohira¹,

Fujimoto²,

Sekiguchi³

2021

Organizational Stress Around the World

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“…However, a study by Matsuyama [28] on workers who are engaged in welfare work found no effect of their employment status on their mental health. Matsuyama [28], who examined the relationship between employment status and organizational commitment, found that nonregular employees have stronger affective and internalized factors of organizational commitment than regular employees do. The former is a concept similar to Allen and Meyer's [29] affective commitment, which indicates an emotional attachment to the organization.…”

Section: Introductionmentioning

confidence: 97%

“…The former is a concept similar to Allen and Meyer's [29] affective commitment, which indicates an emotional attachment to the organization. The latter indicates that the organization's values match the employees' personal values and that they want to work for the organization [28]. Another study shows that regular employees have higher affective commitment than non-regular employees do [30].…”

Section: Introductionmentioning

confidence: 97%

“…The involuntary non-regular employees who "wanted to work as a regular employee, but no companies were willing to hire them" are the most stressed compared to regular employees or voluntary non-regular employees [27]. However, a study by Matsuyama [28] on workers who are engaged in welfare work found no effect of their employment status on their mental health. Matsuyama [28], who examined the relationship between employment status and organizational commitment, found that nonregular employees have stronger affective and internalized factors of organizational commitment than regular employees do.…”

Section: Introductionmentioning

confidence: 99%

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Career urgency and turnover intention among young adult workers: a comparison by gender and employment status

Ono

2023

BMC Psychol

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Background This study aimed to analyze, by grouping young adult workers by gender and employment status, the model that states that the tendency for impatience in situations such as “stagnation in career exploration,” “low evaluation from affiliation,” “upward comparison of careers between friends and acquaintances,” and “lack of work–life balance” leads to turnover intention through career urgency such as the “feeling of being pressurized,” having the “urge to develop one’s career,” and having “concern for one’s career.” Methods An online survey was conducted targeting 400 young adult workers. A simultaneous multi-population analysis was performed. Results For both male and female regular employees, the tendency for impatience when their career exploration stagnated led to their turnover intention by the “feeling of being pressurized.” However, for both male and female non-regular employees, although the tendency for impatience promotes the “feeling of being pressurized” upon stagnation in career exploration, it does not lead to turnover intention. Further, the results showed that in the case of female non-regular employees, the tendency for impatience when comparing their own career to those of friends and acquaintances, who are in a more desirable state than their own, leads to turnover intention through “concern for one’s career.” Conclusions Future research should consider marital status and the presence or absence of children in addition to gender and employment. Future studies should consider whether non-regular employees are of the involuntary type and whether they wish to change their status as regular employees.

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Organizational Stress Around the World

Sharma¹,

Cooper²,

M³

2021

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Job attitudes and mental health of nonpermanent employees

Cited by 3 publications

References 21 publications

Organizational Stress in Contemporary Japan

Organizational Stress in Contemporary Japan

Career urgency and turnover intention among young adult workers: a comparison by gender and employment status

Organizational Stress Around the World

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