Participatory Intervention for Workplace Improvements on Mental Health and Job Performance Among Blue-Collar Workers: A Cluster Randomized Controlled Trial

Tsutsumi, Atsushi; Nagami, Makiko; Yoshikawa, Toru; Kogi, Kazutaka; Kawakami, Norito

doi:10.1097/jom.0b013e3181a24d28

Cited by 131 publications

(181 citation statements)

References 36 publications

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“…To be able to detect stabilisation, which indeed represents a positive development, there is a need to contrast this development with a comparison group to determine whether the absence of intervention would have resulted in higher levels of job insecurity. A similar buffering effect or increase in negative outcomes in the comparison group and a stabilisation in the reference group were also found by and Tsutsumi, Nagami, Yoshikawa, Kogi, and Kawakami (2009). Our results suggest that comparison groups are needed to explore whether an intervention has succeeded in stabilising negative trends in job insecurity, especially given that every event of restructuring is contextually unique and that interventions will act differently in different contexts (cf.…”

Section: Implications For Theory Practice and Researchsupporting

confidence: 53%

Can job insecurity be managed? Evaluating an organizational-level intervention addressing the negative effects of restructuring

2017

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Although downsizing and reorganisation are recognised as serious threats to the psychological well-being of employees, intervention strategies for addressing these events are limited. This study evaluated the effects of a participatory organisational-level intervention in which employees and managers chose to address the psychosocial consequences, specifically job insecurity, of restructuring. The intervention was conducted among postal service letter carriers in Denmark and was evaluated based on quantitative and qualitative data. Using interviews (N = 24) and observations, the programme theory of the intervention and to what extent the intervention had been implemented were assessed. Using survey data (N = 238), repeated measures ANOVAs were conducted to test for differences in the development of job insecurity between the intervention group and a comparison group. The results indicate that the intervention group had a significantly smaller increase in one dimension of job insecurity as compared to the comparison group. Therefore, we conclude that employees' experiencing of job insecurity, which typically follows in the wake of restructuring, can be addressed by planned efforts at the workplace level. ARTICLE HISTORY

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Section: Implications For Theory Practice and Researchsupporting

confidence: 53%

Can job insecurity be managed? Evaluating an organizational-level intervention addressing the negative effects of restructuring

2017

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“…, 일본 및 동남아시아를 비롯한 국외에서도 다양한 분야의 개선활동에 활용되고 있는 (Kobayashi, Kaneyoshi, Yokota, & Kawakami, 2008;Kogi, Kawakami, Itani & Batino, 2003;Kogi, 2006;Tsutsumi, Nagami, Yoshikawa, Kogi & Kawakami, 2009;Yoshikawa et al, 2007) …”

Section: 강영양조사(Koreaunclassified

The Effect of Metabolic syndrome Management Program Applying Participatory Action-Oriented Training Principle

윤성용¹,

우극현²,

김화성³

et al. 2014

Korean Journal of Health Education and Promotion

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Objectives: The purpose of this study was to apply participatory action-oriented training (PAOT) principle for the management of metabolic syndrome and to assess its effectiveness in the workplace. Methods: The metabolic syndrome management program applying participatory action-oriented training (PAOT) principle is constructed action checklist, Group discussion, self-creation of an action plan, after 3 months, 6 months, 1 year, the practice carried out check up and encourage practice activity. Results: The seventy-seven workers who participated in the metabolic syndrome management program made a total of 246 action plans, 3.8 action plans per person and 234 action plans were achieved after one year, so that 81.0% of action plans have been achieved. After 1 year, in the intervention group, systolic blood pressure (SBP) and diastolic blood pressure (DBP), body mass index (BMI), the risk factors score decreased statistically significant, and metabolic syndrome prevalence decreased 54.8%. whereas the control group also showed a significant decreased in the mean systolic and diastolic blood pressure, the risk factors score. but, low-density lipoprotein (LDL) was significantly increased. Conclusions: To improve the effectiveness of metabolic syndrome management program applying participatory action-oriented training (PAOT) principle, the need to continues implementing programs and analysis of the long-term effects are required. Participatory action-oriented training (PAOT) principle can applying without cost and time, the human burden for the prevention and management of chronic diseases such as metabolic syndrome.

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“…So, the starting point is to decrease overload and emotional demands in the workplace and at home. Although stress management programs which focus on the improvement of work environment 48) become popular, it is time that organizations try to provide training and support for nonwork-related demands (e.g., parental training, role reorientation for couples, possibilities for working at home, or child care facilities) 7) . Our findings also revealed an indirect relation of home demands to psychological distress through family-to-work conflict.…”

Section: Practical Implicationsmentioning

confidence: 99%

Work-family Conflict in Japan: How Job and Home Demands Affect Psychological Distress

et al. 2010

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The aim of the present study was to examine how job and home demands are related to psychological distress in a sample of Japanese working parents with preschool children (n=196). We expected that job and home demands are partially related to psychological distress through work-to-family conflict (WFC) and family-to-work conflict (FWC), respectively. Structural equation modeling showed that, as expected, home demands were partially related to psychological distress, both directly and indirectly through FWC. In contrast, job demands were only directly related to psychological distress. The differences between the roles of FWC and WFC are discussed using identity theory.

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Participatory Intervention for Workplace Improvements on Mental Health and Job Performance Among Blue-Collar Workers: A Cluster Randomized Controlled Trial

Abstract: It is suggested that the participatory intervention for workplace improvement is effective against deterioration in mental health and for improving job performance.

Cited by 131 publications

References 36 publications

Can job insecurity be managed? Evaluating an organizational-level intervention addressing the negative effects of restructuring

Can job insecurity be managed? Evaluating an organizational-level intervention addressing the negative effects of restructuring

The Effect of Metabolic syndrome Management Program Applying Participatory Action-Oriented Training Principle

Work-family Conflict in Japan: How Job and Home Demands Affect Psychological Distress

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