研究者詳細 - 島津　明人

論文 - 島津　明人

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How job demands affect an intimate partner: A test of the spillover-crossover model in Japan

Shimazu A., Bakker A., Demerouti E.

Journal of Occupational Health （Journal of Occupational Health） 51 （ 3 ） 239 - 248 2009年05月

研究論文（学術雑誌）, 査読有り, ISSN 13419145

Objectives: The present study examined how job demands affect an intimate partner's well-being. We hypothesized that job demands have a negative influence on partner well-being through the experience of work-family conflict (WFC) and an impaired quality of the relationship (reduced social support and increased social undermining towards the partner). Methods: The participants of this study were 99 couples of dual-earner parents in Japan. Results: Consistent with hypotheses, men's job demands (i.e. overload and emotional demands) were positively related to their own reports of WFC, and indirectly to women's ratings of men's WFC. Consequently, women's ratings of men's WFC were negatively related to the quality of the relationship (i.e. decreased social support from and increased social undermining by men), which, in turn, led to women's ill-health (i.e. depressive symptoms and physical complaints). We found similar findings for the model starting with women's job demands; gender did not affect the strength of the relationships in the model. Conclusions: These findings suggest that high job demands initiate a process of work-family conflict and poor relationship quality, which may eventually affect the intimate partner's well-being in an unfavorable way.

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Three job stress models/concepts and oxidative DNA damage in a sample of workers in Japan.

Inoue A, Kawakami N, Ishizaki M, Tabata M, Tsuchiya M, Akiyama M, Kitazume A, Kuroda M, Shimazu A.

Journal of psychosomatic research （Journal of Psychosomatic Research） 66 （ 4 ） 329 - 334 2009年05月

研究論文（学術雑誌）, 共著, 査読有り, ISSN 00223999

Objective: Three job stress models/concepts (the job demands-control [DC] model, the effort-reward imbalance [ERI] model, and organizational justice) have been linked to coronary heart disease (CHD) at work. In recent years, oxidative DNA damage has been identified as a new risk factor for CHD. However, evidence for the association between these job stressors and oxidative DNA damage is limited. The present cross-sectional study investigated the association between these job stress models/concepts and oxidative DNA damage as a possible mediator of the adverse health effects of job stress. Methods: A total of 166 male and 51 female workers of a manufacturing factory in Japan were surveyed using a mailed questionnaire regarding job stressors and demographic, occupational, and lifestyle variables. Urinary concentrations of 8-hydroxy-2′-deoxyguanosine (8-OHdG), a biomarker of oxidative DNA damage, were also measured. Results: In male subjects, the urinary concentrations of 8-OHdG were significantly higher among the group with lower interactional justice, one of the two components of organizational justice; however, no association was observed with the DC model or the ERI model. In female subjects, high job demands/control ratio was significantly and positively associated with the urinary concentrations of 8-OHdG. Conclusion: Interactional justice among male workers and the DC model-based strain among female workers may be associated with increased urinary concentrations of 8-OHdG which possibly reflects oxidative DNA damage. © 2009 Elsevier Inc. All rights reserved.

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今村幸太郎, 島津明人

産業医学ジャーナル（産業医学振興財団） 32 （ 2 ） 84 - 86 2009年03月

研究論文（学術雑誌）, 査読有り, ISSN 0388337X

Reciprocal relations between effort-reward imbalance at work and adverse health: a three-wave panel survey.

Shimazu A, de Jonge J.

Social Science & Medicine （Social Science and Medicine） 68 （ 1 ） 60 - 68 2009年01月

研究論文（学術雑誌）, 共著, 査読有り, ISSN 02779536

Siegrist's [1996. Adverse health effects of high-effort/low-reward conditions. Journal of Occupational Health Psychology, 1, 27-41.] Effort-Reward Imbalance (ERI) Model assumes that ERI at one point in time influences health at a later point in time. Empirical cross-sectional and longitudinal findings have supported the influence of ERI on adverse health. However, the ERI model does not explicitly take into account that the relation between ERI and adverse health may be also explained by reversed causal relations, or even reciprocal (bi-directional) relations in which ERI and health mutually influence each other. The present 3-wave panel study among 211 Japanese male blue-collar workers in one construction machinery company examined reciprocal relations between ERI and adverse health (i.e., psychological distress and physical complaints) with a 1-year time-lag per wave. Hypotheses were tested using structural equation modeling (Amos 7.0J). Results showed cross-lagged and causally dominant effects of ERI on both psychological distress and physical complaints after 1 year for both Time 1-Time 2 and Time 2-Time 3. In addition, cross-lagged effects of psychological distress on ERI were found after 1 year for both Time 1-Time 2 and Time 2-Time 3. These findings suggest that (perceived) ERI and employee health influence each other reciprocally rather than uni-directionally, and underline the importance of studying reversed causal effects in the relation between ERI and employee health. © 2008 Elsevier Ltd. All rights reserved.

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Reliability and validity of the Japanese version of the organizational justice questionnaire

Inoue A., Kawakami N., Tsutsumi A., Shimazu A., Tsuchiya M., Ishizaki M., Tabata M., Akiyama M., Kitazume A., Kuroda M., Kivimäki M.

Journal of Occupational Health （Journal of Occupational Health） 51 （ 1 ） 74 - 83 2009年01月

研究論文（学術雑誌）, 査読有り, ISSN 13419145

Objectives: Previous European studies reporting low procedural justice and low interactional justice were associated with increased health problems have used a modified version of the Moorman's Organizational Justice Questionnaire (OJQ, Elovainio et al., 2002) to assess organizational justice. We translated the modified OJQ into the Japanese language and examined the internal consistency reliability, and factor-based and construct validity of this measure. A back-translation procedure confirmed that the translation was appropriate, pending a minor revision. Methods: A total of 185 men and 58 women at a manufacturing factory in Japan were surveyed using a mailed questionnaire including the OJQ and other job stressors. Results: Cronbach alpha coefficients of the two OJQ subscales were high (0.85- 0.94) for both sexes. The hypothesized two factors (i.e., procedural justice and interactional justice) were extracted by the factor analysis for men; for women, procedural justice was further split into two separate dimensions supporting a three- rather than two-factor structure. Convergent validity was supported by expected correlations of the OJQ with job control, supervisor support, effort-reward imbalance, and job future ambiguity in particular among the men. Conclusion: The present study shows that the Japanese version of the OJQ has acceptable levels of reliability and validity at least for male employees.

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集団認知行動療法の比較化対照試験による効果検討

中島美鈴, 稗田道成, 島田俊夫, 島津明人

精神科治療学 24 851 - 858 2009年

研究論文（学術雑誌）, 共著, 査読有り

集団認知行動療法「自分を愛する6日間プログラム」作成の試み　比較化対照試験による検討

中島美鈴, 稗田道成, 島田俊夫, 島津明人

メンタルヘルス岡本記念財団研究助成報告集（(公財)メンタルヘルス岡本記念財団）（ 19 ） 85 - 89 2008年12月

研究論文（学術雑誌）, 査読有り, ISSN 0916-9156

医療臨床現場における集団認知行動療法の効果についてコントロール群をおいた比較化対照試験を行い実証的に検討した。精神科病院外来通院および入院加療中の患者のうちグループ参加を希望した58例を対象とした。プログラム参加を希望した患者を先行群または、待機群に割り付けた。ベースライン調査における各変数の特徴を2群間(先行群・待機群)で比較したところ、先行群に比べて待機群の年齢が高い傾向を認めた。非完了群は全回参加群に比べて、STAIおよびBDI得点が低く、自己効力感得点が高かったが、有意差はなかった。共分散分析の結果、STAI得点とBDI得点において、先行群が待機群に比べ有意に得点が低かった。年齢を調整した共分散分析を行った結果、STAIで認められた有意な群間差が消失した。しかし、BDIおよび自己効力感に関する結果は、年齢調整前の結果と同じ傾向であった。

職場のメンタルヘルス : 第一次予防の到達点と課題(シンポジウムIV,第17回産業医・産業看護全国協議会,地方会・研究会記録)

川上憲人, 深澤健二, 島津明人, 小林由佳, 彌冨美奈子, 堤明純, 渡辺直登

産業衛生学雑誌（公益社団法人日本産業衛生学会） 50 （ 2 ） 2008年03月

研究論文（学術雑誌）, 査読有り, ISSN 13410725

Lagged effects of active coping within the demand-control model: A three-wave panel study among Japanese employees

Shimazu Akihito, de Jonge Jan, Irimajiri Hirohiko

INTERNATIONAL JOURNAL OF BEHAVIORAL MEDICINE （International Journal of Behavioral Medicine） 15 （ 1 ） 44 - 53 2008年01月

研究論文（学術雑誌）, 共著, 査読有り, ISSN 1070-5503

Background: There have been few empirical studies to explain the individual differences in and the underlying mechanism behind the Job Demand-Control (DC) Model. Purpose: This study examined the lagged effects of active coping on stress responses (i.e., psychological distress and physical complaints) in the context of the DC Model using three-wave panel survey data with intervals of one month. Method: Participants were 193 employees working in a construction machinery company in Japan. Hierarchical multiple regression analyses were conducted to examine whether or not the effectiveness of active coping would be facilitated by job control as a coping resource. Results: The advantage of job control in combination with active coping became obvious after one month, which implies that job control has a delayed effect on coping effectiveness. However, the advantage disappeared after two months. These results suggest that the advantage of job control for active coping is limited in time. Conclusion: Conceptualization of job control as a coping resource seems to be useful in explaining how the DC Model influences employees' health, where time plays an important role. Copyright © Taylor & Francis Group, LLC.

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Work engagement in Japan: Validation of the Japanese version of Utrecht Work Engagement Scale.

Shimazu, A., Schaufeli, W. B., Kosugi, S., Suzuki, A., Nashiwa, H., Kato, A., Sakamoto, M., Irimajiri, H., Amano, S., Hirohata, K., Goto, R., & Kitaoka-Higashiguchi, K.

Applied Psychology: An International Review （Applied Psychology） 57 （ 3 ） 510 - 523 2008年

研究論文（学術雑誌）, 共著, 査読有り, ISSN 0269994X

The purpose of this study was to validate the Japanese version of the Utrecht Work Engagement Scale (UWES-J). Employees from three independent samples completed the questionnaire (total N = 2,334). Confirmatory factor analyses using the multiple-group method revealed that, instead of the original three-factor model, a one-factor model that assumes that all engagement items load on one single factor fitted the data. Moreover, the one-factor structure was invariant across all three samples. Internal consistency of the scale was sufficiently high (α =.92) and the test-retest reliability with an interval of two months was.66. A series of second-order confirmatory factor analyses to examine construct validity confirmed the hypothesised model, indicating that work engagement was positively related to job satisfaction whereas it was negatively related to strain and burnout. However, as in previous studies, professional efficacy, a component of burnout, loaded on the engagement factor. These results, in general, suggest the reliability (internal consistency and stability), factorial invariance, and construct validity of the UWES-J in three independent samples. © 2008 International Association of Applied Psychology.

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不安による自己関連処理が記憶再生の低下に及ぼす影響(資料)

尾形明子, 宮谷真人, 中尾敬, 島津明人, 鈴木伸一

行動療法研究（一般社団法人日本認知・行動療法学会） 34 （ 1 ） 33 - 42 2008年

研究論文（学術雑誌）, 査読有り, ISSN 0910-6529

本研究は、不安と自己関連処理との関連について検討することを目的とした。60人の実験参加者は不安条件、ノイズ条件、負荷なし条件に割り当てられ、呈示された中性語に対して、自己関連づけ課題、他者関連づけ課題、意味課題の3つの方向づけ課題を行い、その後自由再生課題を行った。実験中、不安条件では不安を喚起させ、ノイズ条件では80dBのホワイトノイズを呈示した。その結果、不安条件では他の条件に比べて自己関連づけ課題の再生率が低くなっており、不安は自己関連づけ課題の再生成績にのみ影響を及ぼしている可能性が示された。

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不安による自己関連処理が記憶再生の低下に及ぼす影響

尾形明子, 宮谷真人,中尾敬,島津明人,鈴木伸一

行動療法研究（(一社)日本認知・行動療法学会） 34 （ 1 ） 33 - 42 2008年

研究論文（学術雑誌）, 共著, 査読有り, ISSN 0910-6529

不安状態での認知的パフォーマンスの低下の理由を説明する認知過程として自己関連処理に着目し、不安状態と、不安と類似した認知的パフォーマンスへの影響を有するノイズ呈示下での課題成績の比較、検討を行った。視力および聴力の正常な大学生、大学院生60例を対象とした。ノイズ呈示はランダムに行った。第1の要因は「ストレス負荷」、第2の要因は「方向づけ課題の種類」とし、自己関連づけ課題、他者関連づけ課題、意味課題の3水準を設けた。第1の要因は被験者間変数、第2の要因は被験者内変数であった。不安条件では不安を喚起させ、ノイズ条件では80dBのホワイトノイズを量示した。不安条件では他の条件に比べて自己関連づけ課題の再生率が低く、不安は自己関連づけ課題の再生成績にのみ影響を及ぼしている可能性が示唆された。

職場のストレスとメンタルヘルス:－個人向けストレス対策の提供手段に注目して－

島津明人, 原谷隆史, 小杉正太郎, 馬ノ段梨乃, 佐藤澄子

日本心理学会大会発表論文集（公益社団法人日本心理学会） 72 （ 0 ） WS037 - WS037 2008年

研究論文（学術雑誌）, 査読有り

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ストレス教育の実際から

島津明人

産業ストレス研究 = Job stress research 15 （ 1 ） 66 - 67 2007年11月

研究論文（学術雑誌）, 査読有り, ISSN 13407724

Does distraction facilitate problem-focused coping with job stress? A 1 year longitudinal study.

Shimazu A, Schaufeli WB.

Journal of Behavioral Medicine （Journal of Behavioral Medicine） 30 （ 5 ） 423 - 434 2007年10月

研究論文（学術雑誌）, 共著, 査読有り, ISSN 0160-7715

This study examined the sole and combined effects of problem-focused coping and distraction on employee well-being (i.e., stress responses and job performance) using two-wave panel survey data with a 1-year time lag. Participants were 488 male employees, who worked for a construction machinery company in western Japan. Hierarchical multiple regression analyses were conducted to examine whether distraction moderates the relationship of problem-focused coping with well-being. More use of problem-focused coping was negatively related to subsequent stress responses among those high in distraction. The combination of high problem-focused coping and high distraction was positively related to subsequent job performance, although it was limited only to the high job stress situation. Results suggest that the combination of high problem-focused coping and high distraction may lead to lower stress responses and better performance (but only in high job stress situations for performance) than the combination of high problem-focused coping and low distraction, at least for male blue-collar workers. © 2007 Springer Science+Business Media, LLC.

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Effect of web-based assertion training for stress management of Japanese nurses.

Yamagishi M, Kobayashi T, Kobayashi T, Nagami M, Shimazu A, Kageyama T.

Journal of Nursing Management （Journal of Nursing Management） 15 （ 6 ） 603 - 607 2007年09月

研究論文（学術雑誌）, 共著, 査読有り, ISSN 09660429

Aim and Background The purpose of this study was to examine the effects of web-based assertion training programmes for Japanese hospital nurses based on their assertion knowledge, attitude and behaviour, job stress and depression. Job stress has been reported to be high among Japanese hospital nurses, and it is thought that assertion, one type of communication skill, could help nurses to better manage their job stress. Method Twenty-five nurses from an urban tertiary hospital in western Japan completed the 70-minute assertion programme during 3 weeks. The changes between pretraining and post-training and between pretraining and 1 month after the training were tested. Result Results showed that assertion knowledge and voluntary behaviour in assertive behaviour had increased at post-training and remained higher a month later. With regard to job stress, mental workload decreased. Conclusion The results show the effects of web-based assertion training on assertion skills and stress management for Japanese hospital nurses. © 2007 The Authors. Journal compilation 2007 Blackwell Publishing Ltd.

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大学生を対象としたストレスマネジメントプログラムの効果

堀匡, 島津明人

心理学研究（Shinrigaku Kenkyu） 78 （ 3 ） 284 - 289 2007年08月

研究論文（学術雑誌）, 共著, 査読有り, ISSN 0021-5236|1884-1082

This study examined the effects of a stress management program for university students related to their stressors, problem-solving abilities (problem-solving confidence, approach-avoidance style, and personal control), knowledge of stress, and stress responses. Participants (n=27) were randomly assigned to either an intervention or a waiting list control group. The program, including small group discussions, completion of a workbook, and follow-up interviews, was conducted for the intervention group for three weeks. Participants (n = 8 and n = 12 for the intervention and waiting list control groups, respectively) responded to three waves of questionnaires (pre, post, and follow-up). The results showed significant favorable intervention effects for knowledge of stress, problem-solving confidence, and stress responses on the post-tests, while no intervention effects were found at the follow-up.

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Development of a mental health action checklist for improving workplace environment as means of job stress prevention.

Yoshikawa T, Kawakami N, Kogi K, Tsutsumi A, Shimazu M, Nagami M, Shimazu A

Sangyo eiseigaku zasshi = Journal of occupational health 49 （ 4 ） 127 - 42 2007年07月

研究論文（学術雑誌）, 査読有り, ISSN 1341-0725

Development of a mental health action checklist for improving workplace environment as means of job stress prevention.

Yoshikawa T., Kawakami N., Kogi K., Tsutsumi A., Shimazu M., Nagami M., Shimazu A.

Sangyō eiseigaku zasshi = Journal of occupational health （Sangyō eiseigaku zasshi = Journal of occupational health） 49 （ 4 ） 127 - 142 2007年07月

研究論文（学術雑誌）, 査読有り, ISSN 13410725

An action checklist for improving the workplace environment by means of enhancing mental health of workers (Mental Health Action Check List: MHACL) was developed. The use of the checklist for primary prevention was examined. MHACL was developed through three steps: (1) Review of related references and collection of improvement examples for designing a draft MHACL; (2) pilot application of the draft at industrial workplaces and trials at workshops of occupational health staff; and (3) proposing a new MHACL for general use in industry. Workplace improvement actions related to mental health were listed in eight technical areas. From 84 workplaces in Japan, 201 such actions were collected. Typical improvement action phrases were extracted based on these examples, and a draft MHACL containing 40 generally applicable actions were prepared. This draft was applied to selected workplaces for its use as a tool for group discussion. Then, the utility of the checklist was discussed by 105 occupational health staff working in public service offices. The workshop suggested modifications of the draft MHACL including improved check items and usage procedures and the need to use easy-to-understand actions. The final version of the MHACL comprised 30 items in six technical areas: A) sharing work planning, B) work time and organization, C) ergonomic work methods, D) workplace environment, E) mutual support in the workplace, and F) preparedness and care. A new action checklist was proposed for use as a means of changing existing workplace environments and proposing practical actions for improving it. The checklist was confirmed to be useful for organizing workplace-level discussion for identifying immediate improvements at the workplace. The checklist is expected to be widely applied for promoting primary prevention measures in terms of better mental health.

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職場環境改善のためのメンタルヘルスアクションチェックリストの開発

吉川徹, 川上憲人, 小木和孝, 堤明純, 島津美由紀, 長見まき子, 島津明人

産業衛生学雑誌（(公社)日本産業衛生学会） 49 （ 4 ） 127 - 142 2007年07月

研究論文（学術雑誌）, 査読有り, ISSN 1341-0725

職場のメンタルヘルス向上を目的とした職場環境等の改善のためのアクションチェックリスト(Mental Health Action Check List、以下MHACL)を開発した。ストレス対策一次予防における職場環境改善等の進め方と意義について検討した。3つのステップによりMHACLを開発した。(1)文献レビューと改善事例の収集と分類、改善フレーズの作成とMHACLのひな型作成、(2)産業現場への適用と産業保健スタッフ等を含むワークショップによる試用、(3)改善フレーズの見直しと改善領域の再構成を行って、広く職場で使える改善アクション選定チェックリストとして提案した。文献レビューにより職場環境等の改善を支援する8つの改善技術領域が整理された。全国の84事業場から延べ201件の事例の職場のストレス対策に役立った改善事例が収集できたので、これら事例から代表的な改善フレーズを抽出し、40項目からなるMHACL原案が作成された。現業職場の職員105名を対象としたMHACL利用の参加型研修会により、MHACLを用いて多様な改善提案を引き出せることが確認された。産業保健スタッフを対象としたMHACL利用のワークショップでは、MHACLの使用者とその受け手の明確化、使用手順と職域でのリスクアセスメント方法のマニュアル化、使用言語の平易化、などが必要と指摘された。これらの経験から、最終的に30項目で構成されるMHACLが作成された。それらの項目は、技術領域としてA)作業計画への参加と情報の共有、B)勤務時間と作業編成、C)円滑な作業手順、D)作業場環境、E)職場内の相互支援、F)安心できる職場の仕組みの6つの領域にまとめられた。現場ですぐ取り組めるメンタルヘルス改善アクション項目からなる職場環境改善用のチェックリストを作成した。今後チェック項目を利用した職場介入経験者との意見交換を行って、使いやすいチェックリストと利用方法を検討していく予定である。MHACLの利用によるストレス対策一次予防の推進による成果が期待される。(著者抄録)

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