[Initiatives, outcomes, and facilitating factors to changing workplace environments in small- and medium-sized enterprises due to the COVID-19 pandemic: Interviews with employers and human resource managers].

OBJECTIVES: This study identified changes in the work environment due to the COVID-19 pandemic, subsequent initiatives and outcomes, and facilitating factors from the perspective of company officials in small- and medium-sized enterprises (SMEs). METHODS: In 2021, semi-structured interviews were conducted with employers or human resource managers of SMEs with less than 300 employees regarding changes in the work environment due to the pandemic, initiatives, outcomes, and facilitating factors. Thereafter, codes were extracted from verbatim transcripts or interview notes and categorized based on similarities in content. RESULTS: Based on interviews with 16 companies, the following four major categories of changes in the work environment were identified: "conflict and anxiety about infection when employees were forced to attend work despite the rapid transmission of the infection," "unfamiliarity and loneliness with the new working style that was suddenly imposed on them," "loss of emotional ties with workmates and opportunities for mood changes," and "future anxiety, feelings of alienation, and mental illness." The following seven initiatives were implemented to address these issues: "a hands-on approach to infection prevention and physical healthcare," "urgent introduction of telework for business continuity," "development and promotion of online information sharing," "establishment of a place and opportunity to maintain emotional connections within the company," "economic and management measures to protect employees and ensure company continuity," "support for employees for health maintenance," and "measures to respond to employees' needs and ideas, and support the continuation of activities." Four major categories of outcomes were: "increased efficiency of information sharing and enhanced performance," "maintenance and promotion of emotional ties and a sense of solidarity," "increased independence and sense of health among employees," and "adaptation of employees to novel situations." The initiatives were facilitated by factors classified into the following three major categories: "workplace culture wherein employees shared opinions and helped each other," "management's attitude and philosophy of valuing employees," and "proactive attitude toward information acquisition and resource utilization." CONCLUSIONS: The rapid introduction of teleworking as a new working style in response to the need to balance infection control and business continuity resulted in increased loneliness and other associated stressors. Many SMEs stated that they could maintain a sense of solidarity in the workplace and improve employee autonomy through their efforts to incorporate employees' opinions and maintain human connections.

PUB4, a CERK1-Interacting Ubiquitin Ligase, Positively Regulates MAMP-Triggered Immunity in Arabidopsis.

Lysin motif (LysM) receptor-like kinase CERK1 is a co-receptor essential for plant immune responses against carbohydrate microbe-associated molecular patterns (MAMPs). Concerning the immediate downstream signaling components of CERK1, receptor-like cytoplasmic kinases such as PBL27 and other RLCK VII members have been reported to regulate immune responses positively. In this study, we report that a novel CERK1-interacting E3 ubiquitin ligase, PUB4, is also involved in the regulation of MAMP-triggered immune responses. Knockout of PUB4 resulted in the alteration of chitin-induced defense responses, indicating that PUB4 positively regulates reactive oxygen species generation and callose deposition but negatively regulates MAPK activation and defense gene expression. On the other hand, detailed analyses of a double knockout mutant of pub4 and sid2, a mutant of salicylic acid (SA) synthesis pathway, showed that the contradictory phenotype of the pub4 mutant was actually caused by abnormal accumulation of SA in this mutant and that PUB4 is a positive regulator of immune responses. The present and recent findings on the role of PUB4 indicate that PUB4 is a unique E3 ubiquitin ligase involved in the regulation of both plant immunity and growth/development.

[Study on actual situation of community industrial physicians for small and medium-sized enterprises and their involvement in community occupational health services].

The subjects of this study were 405 Japan Medical Association authorized industrial physicians, Community Industrial Physicians (CIPs), who belonged to the Shinjuku, Nakano, and Suginami Words' regional medical associations in the jurisdiction of the Shinjuku Labor Standards Inspection Office. Between November and December, 2003, the CIPs were mailed a questionnaire requesting information about their affiliations and activities, and as indicators of their willingness to participate in Community Occupational Health Services, they were asked about the pros and cons of having their names published as Industrial Physicians, and/or practitioners for Regional Occupational Health Centers, or Regular Health Checks. 152 replies were received, effective response rate of 37.5%, and among these 94 replies were from CIPs who work as part-time industrial physician. Overall, CIPs attend Community Occupational Health Services (COHS) voluntarily, and wish to participate in them more in the future. CIPs who work as part-time industrial physician have knowledge of working safety and hygiene and are providing advice and guidance on working conditions and environments. Also, they are well informed about support services for small and medium-sized enterprises which is thought to be connected with their willingness to participate in COHS. Furthermore, it is important that part-time CIPs activities are appreciated by their respective place of work.

[Model for coordination of community health services and health and welfare services offered by health insurance societies].

The purpose of this paper is to provide information for the development of health and welfare services being offered by health insurance societies (HIS). We analyzed examples of coordinated activities by HISs, the organizations under them (affiliated groups), and regional community self-regulating groups (communities), looking for the shape and direction such coordinated activities should take in the future. We chose 6 cases from public information available from August, 2000 to January, 2001 and visited the parties involved to conduct follow up surveys on the nature of their coordinated activities. Based on a survey conducted by the National Federation of Health Insurance Societies in March, 1999 (Survey of the Current Status of Health and Welfare Services), 36 HISs that were thought likely to be acting in coordination with the community were mailed questionnaires. Of these HISs, 7 that were found to actually be carrying out such coordinated activities were contacted in a telephone survey. We categorized the form and direction of coordinated activities into the following 5 category types: individualized, shared use of facilities, human exchange, shared health management information, and general coordination. The personnel, facilities and institutional capabilities of the affiliated groups are important resources for HISs to carry out health and welfare services, both in general and for coordinated services in the community. In areas where affiliated groups are lacking in resources, communities and other agencies have to actively seek out and make use of external resources. The coordination of services by affiliated groups and the community allows both to make the best use of the capabilities each has and effectively enables them to mutually compensate for their weak points.