Health and Productivity Management in Hospital Organizations and Work Engagement of Nurses.

Objective: In Japan, there is an urgent need to strengthen efforts to retain nurses and prevent high turnover. The Japan Nurses Association has set the goal of creating a supportive work environment for nurses to work with peace of mind and improve outcomes throughout their lives. Against this background, we examined the relationship between nurses' health and productivity management and their work engagement (WE) in Japanese hospital organizations. Design: A cross-sectional design was used. Methods: A web-based survey was administered to full-time employed nurses working in Japanese hospitals with 100 or more beds. Results: Total WE scores were analyzed as the objective variable; WE crude odds ratios (ORs) were significantly higher in the high group than in the low group for all indicator items related to a healthy workplace culture. For adjusted ORs, propensity scores were calculated from gender, age, years of service, years of experience, job title, marital status, work shift, frequency of exercise per week, and hours worked per week and used as moderator variables. The results showed that the adjusted ORs for the high group were significantly higher than the adjusted ORs for the low group for all items except "participation of the person in charge from the planning stage of the initiative" and "reflection of the person in charge's opinion in the planning of the initiative." Conclusions: This study suggests that health and productivity management initiatives in hospital organizations may positively impact nurses' WE. Furthermore, it suggests that these initiatives may contribute to improving nurse retention and preventing turnover.

The Impact of Exercise and Health Management on Workplace Creativity.

Objectives: This study aimed to investigate Japan's service sector employees to determine whether employee creativity is associated with the provision of a fitness program (that encourages employees to perform physical exercise) or a health and productivity management (H&PM) program at the workplace. Design: This was a cross-sectional study. Methods: A nationwide online survey was conducted using stratified sampling. Data were obtained for respondents' demographic characteristics, subjective health, exercise frequency, and organizational wellness support. Workplace creativity, psychological safety, and leadership were evaluated using standardized scales. A binary logistic regression was performed to examine the relationship between organizational wellness support programs and workplace creativity. Results: Respondents were 1,955 full-time employees in private-sector organizations (979 men and 976 women; mean age 40.30 ± 10.85). Workplace creativity was significantly more likely respondents whose employers provided a fitness program (adjusted OR = 1.86, 95% CI = 1.39-2.48, p<.001) or an H&PM program (adjusted OR = 2.07, 95% CI = 1.53-2.80, p<.001). Furthermore, workplace creativity was significantly more likely in employees who perceived themselves as rather healthy or healthy. Employees who exercised frequently over the past year were more likely to display creativity than those never exercised. Conclusions: Workplace creativity was associated with good subjective health, high exercise frequency, and organizational wellness support programs offered by employers. Human resource management for employees' fitness and health is crucial for cultivating the productivity and innovation necessary for business success.

Stiffness Changes in Shoulder Muscles between Pitchers and Position Players after Throwing Overhead Using Shear Wave Elastography and Throwing Motion Analysis.

Objectives: The objective is to compare stiffness changes around the shoulder muscles between pitchers and position players after throwing overhead using shear wave elastography (SWE) in relation to throwing motion analysis and muscle strength. Methods: A total of 32 male college baseball players (12 pitchers and 20 position players) were observed throwing 20 times, and SWE was performed to evaluate 13 shoulder muscle items-tendons (supraspinatus, infraspinatus, subscapularis, and teres minor), muscles (supraspinatus, infraspinatus [transverse and oblique part], teres minor, lower trapezius, latissimus dorsi, and pectoralis minor), and capsules (posterior and posteroinferior). Motion analysis was used to assess elbow torque, forearm angle, forearm rotation speed, and maximum external rotation angle of the shoulder. Muscle strength was measured using a dynamometer for abduction, internal/external rotation of the shoulder at an abduction of 0°, internal/external rotation of the shoulder at an abduction of 90°, and internal/external rotation of shoulder at a flexion of 90°. Results: In the pitcher group, SWE values for the teres minor muscle and latissimus dorsi muscle increased significantly after throwing. In the position player group, SWE values for the teres minor muscle significantly increased, and SWE values of the pectoralis minor muscle decreased after throwing. In the pitcher group, positive correlations were found between the teres minor muscle and forearm rotation speed and between the latissimus dorsi muscle and forearm angle. No significant difference was found in muscle strength after throwing in any of the groups. Conclusions: Stiffness changes occurred after throwing and were related to the motion analysis, but the regions in which stiffness occurred varied between pitchers and position players.

Utterances as Signals for Sharing Tacit Images in Collective Interaction.

In ball games, individuals collaborate to enhance their team's performance by sharing images and ideas that have not been verbalized. One of a coach's roles is to ascertain whether players share a common understanding of their team's images so as to devise tactics. Accordingly, this study aimed to verify the hypothesis that sharing images such as tacit knowledge that has not been verbalized occurs in collective interaction when utterances increase substantially during problem-solving. The participants were 13 male university handball players whose teams were championship contenders in Japan. A mixed methods research design was employed. Scenes in which two groups engaged in problem-solving were recorded and data of each participant's utterances were obtained. The utterances were analyzed quantitatively by employing Smirnoff-Grubbs and the time periods including those with a substantial number of utterances were identified. What happened during the identified time periods verified as outliers including the high frequency utterances were analyzed qualitatively by employing consensual qualitative analysis. Finally, the results of the consensual qualitative analysis were used to examine statistically to determine whether specific events occurred during times of extreme high frequency utterances. The exact binomial test was used to determine the 95% confidence interval of the population ratio and the effect size (g) of the mother ratio (0.05) to determine whether non-verbalized images such as tacit knowledge were being shared among members. Of the 26 time periods, 22 were supported the hypothesis. Of the time periods with extremely high utterances, the population ratio of the time periods supporting the hypothesis was 0.846 (CI = 0.681-1.00, g = 0.80). The results revealed that tacit image sharing occurred when there were a substantial number of utterances. This study demonstrated the possibility that sharing images that have not been verbalized occurs in collective interaction when there is a hotspot of utterances.

Consequences of organizational commitment in abolished company sports team - a case study in Japan.

The purpose of this study was to show that how the abolishment of company sports team influenced the organizational commitment in employees. In this study, Three-Component Model of Organizational Commitment (Meyer and Allen, 1997) was tested with 16 employees (10 males, 6 females) of T Company in NAGANO prefecture. The average age of the participants was 44, 50 years (SD=±0.85). And from 16 employees, 3 male employees were measured on organizational commitment with interview test. According to the analysis, the relation between organizational commitment in employees and the abolishment of company sports team was not positive significant correlation. Furthermore, results of interview test did not show the relation between organizational commitment in employees and the abolishment of company sports team. However, results of interview test showed the relation with organizational commitment of players in T Company sports team. Consequently, the goal to possess a sports team in T Company was not to boost organizational commitment in employees. In addition, it is necessary to reconsider the correlation among employees engaged in T Company in the future.

A study on the relationship between commitment of club activity and vocational readiness among university students.

The purpose of this study was to clarify the relationship between commitment of club activities and the vocational readiness among juniors at university. In this study, organizational commitment questionnaire (Mowday, 1979) and vocational readiness scale (Wakabayashi, Goto, and Shinkai, 1983) were tested with 178 (120 men, 58 women) juniors at one physical education university in the metropolitan area. According to correlation analysis, the relation between commitment of club activities and the vocational readiness was positive significant correlation (r = .303, p < .01). Moreover, we executed t-test. As the combined results, this study provided the following three conclusions; 1) Vocational readiness score of students who belonged to the club were higher than that of other students. 2) Vocational readiness score of students who were committed to club activities were higher than that of students with low commitment to club activities. 3) Students who were committed to club activities tended to increase the score of vocational readiness. It was not able to be declared that there were positive influences of the club activities in university education from the viewpoint of vocational readiness acquisition. Therefore, it is necessary to consider what the club activities should be from the viewpoint of university student's career education.

A longitudinal study on the effects of team building for university baseball team in Japan: from the view point of team-vitalization.

The purpose of this study was to examine the effect in the experience of TB among university baseball team from the view point of team-vitalization. We carry out one university baseball team (102 males, 6 female). The average age of the participants was 19.99 years (SD = 1.41). Then, using Check List of Team- Vitalization that was developed by consulting firm in Japan, we examined the degrees of team-vitalization. The answers of this investigation were collected from the participants at fifth times (before intervention of TB, immediately after TB, after three months of TB, before intervention of follow-up training of TB, and immediately after follow-up training of TB). This study for eight months provided the following three conclusions; 1) University baseball team was vitalized through the experience of TB. 2) Team-vitalization was higher than before TB experience, but this effect of the TB did not seem to be permanent. 3) To keep intervention of TB was very important.

Construction of the integrated model for practical career support to the professional athletes.

Recently, along with the enhancement of the argument for career of athletes, many researchers who major in sports psychology focus mainly on athletic retirement, a coordination of transitions in sport or and outside sport, social support and professional assistance in career transition, in the context of the second career concerning to professional athletes in Japan. However, when it comes to career transition of professional athletes, it is necessary to consider "career" from the whole perspectives of human life. Therefore, the purpose of this study is to clarify the career transition of professional athletes by the way of questionnaire and interview survey, which is approached from the view point of industrial/organizational psychology. For this purpose, we implemented the interview survey to professional athletes in 2008. In addition, we carried out the investigation to professional football players (interview survey: 5 players, questionnaire survey: 102 players) in 2009. Consequently, three following findings were led in conclusion. (1)Career intervention to professional athletes should be performed before the turning point of the career (career transition). (2)It is important to assess the career intervention to professional athletes. (3)It is an important stance to watch the processes when professional athletes open up one's career by oneself.

Mind reading through the eyes: an fMRI study.

Mind reading is the ability to understand another person's thoughts, intentions, and feelings (Whiten, 1991). The purpose of this study was to clarify which part of the brain is evoked while mind reading in functional Magnetic Resonance Imaging (fMRI) experiments, using a mind reading task, the Reading Mind in the Eyes Test (RME: Baron-Cohen et al., 2001) with four choices (mental state words). The participants were right-handed and sex-matched healthy Japanese university students (10 males and 10 females, age range 19-25). We used periodic ABA...block design in the fMRI sessions. Task A (an experimental task) was the mind reading task and Task B (a control task) was the age-gender task. In order to clarify the activated region of the brain while mind reading, we calculated the difference between the degrees of BOLD (Blood-oxygen-level dependent) activation during the Task A and Task B. The results showed that there was a significant difference in activation of the right superior occipital gyrus, and the left parietal lobe. These findings indicated that these regions were used while mind reading. The role of these regions was discussed in terms of the findings from previous studies.

Merits and demerits of engaging in athletic, academic and part-time job roles among university student-athletes in Japan.

Although role conflict management is necessary for the prevention of dropout from participation in sports, little has been known about it, especially regarding Japanese university student-athletes. Hence, this study examined the aspects of merit and demerit involved in their performances of academic, athletic, part-time job, family and human relationship roles. The merits and demerits were evaluated using the theoretical concepts of negative spillover (NSP), positive spillover (PSP), compensation and segmentation. In the research, a total of 108 participants (63 males, 45 females) described information about their multiple roles in the Multiple Roles Map (MRM) form. NSP with high frequency rates (3rd quartile) showed demerit that negative condition in athletic and part-time job roles tended to disturb performance of other roles (male ≥ 17.5%, female ≥ 15.6%). The results of PSP showed merit that positive condition in the athletic, part-time job and academic roles contributes to accomplishment of good performance in other roles (male ≥ 19.0%, female ≥ 17.8%). Compensation indicated that negative conditions in the roles were compensated by satisfaction in the human relationships and family roles and private time (male ≥ 9.5%, female ≥ 11.1%). The family role was segmented from other roles (male ≥ 71.4%, female ≥ 68.9%). Sharing these findings will be effective in helping to solve role conflict problems of university student-athletes in Japan.

Reliability and validity of a Japanese version of the Cambridge depersonalization scale as a screening instrument for depersonalization disorder.

AIMS: The Cambridge Depersonalization Scale (CDS) is an instrument that has obtained reliability and validity in some countries for use in detecting depersonalization disorder under clinical conditions, but not yet in Japan under non-psychiatric conditions. The purposes of this study were to develop a Japanese version of the CDS (J-CDS) and to examine its reliability and validity as an instrument for screening depersonalization disorder under non-clinical conditions. METHODS: The CDS was translated from English into Japanese and then back-translated into English by a native English-speaking American. After making the J-CDS, we examined its reliability and validity. Questionnaires that were composed of J-CDS, the Dissociative Experience Scale (DES), the Zung self-rating scale and the Maudsley Obsessional-Compulsive Inventory were administrated to 59 participants (12 patients with depersonalization disorder, 11 individuals who had recovered from depersonalization and 36 healthy controls). RESULTS: Cronbach's alpha and split-half reliability were 0.94 and 0.93, respectively. The J-CDS score in the depersonalization group was significantly higher than in the healthy control group. The J-CDS score was significantly correlated with scores of total DES, and DES-depersonalization. The best compromise between the true positive and false negative rate was at a cut-off point of 60, yielding a sensitivity of 1.00 and a specificity of 0.96. CONCLUSIONS: In this study, J-CDS showed good reliability and validity. The best cut-off point, when we use this for distinguishing individuals with depersonalization disorder from individuals without psychiatric disorders, is 60 points.

Bus drivers' mental conditions and their relation to bus passengers' accidents with a focus on the psychological stress concept.

The purpose of this study was to clarify the psychological factors of bus drivers' instability that were related to bus passengers' accidents according to the hypothesis model based on the stress concept of Lazarus and Folkman (1984). This research was carried out in 2006. Participants of the study were 39 Japanese male bus drivers. Their average age was 40.2 (SD: 11.1). The average duration of employment was 4.5 (SD:6.1) years. A questionnaire was used that was composed of items concerning the frequency of bus passengers' accidents, performance of safe driving, job stressors, stress reaction and recognition from others. Based on the results, a model assuming that stress reaction caused by job stressors disturbed the bus driver's safe driving and was associated with passengers' accidents in the bus was verified to some degree. Especially, melancholy and tired feeling toward passengers showed a strong relation to the passengers' accidents in the bus. This suggested much room for intervention. Moreover, the recognition from others of their job was confirmed to act as a control factor of the stress reaction.