| I. |
“Emotional
disorders” in companies: Working conditions are deteriorating |
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|
| 1. |
Approximately
60% of companies replied that instances of “emotional
disorders” in their companies are showing an “increasing
trend” in the past three years. |
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|
| 2. |
There
were workers who took more than a months’ leave of absence
from work due to an “emotional disorder” in 66.8%
of companies. |
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|
| 3. |
85.8%
of companies replied that “depression” is the most
frequent disorder. |
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|
| 4. |
About
half of all companies replied that “emotional disorders”
are most often experienced by “workers in their thirties.” |
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|
| II. |
Addressing
mental health: The role and function of supervisory managers
are essential |
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|
| 1. |
“Education
for managers” accounts for the largest share of specific
mental health measures at 62.3%. |
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|
| 2. |
Among
the “four cares” (indicator presented by the former
Ministry of Labor), companies place priority on “line
care” provided by supervisory managers. |
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|
| 3. |
Close
to 30% of companies have positive expectations of creating
“an atmosphere that encourages workers to consult with
their supervisory manager.” |
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|
| 4. |
The
majority of companies are working to address mental health
through a “health and safety committee.” |
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|
| III. |
Relationship
between mental health measures and “emotional disorders”:
Making efforts not to increase ill workers is most effective |
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|
| The
following are a few characteristics of companies in which
the rate of increase of “emotional disorders” is
“leveled out” or otherwise low. |
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|
| 1. |
In
regard to the “standpoint and objective of addressing
mental health,” “prevention of industrial accidents”
and “sickness prevention and health maintenance and improvement”
are more effective than “early recognition and treatment
of ill people.” |
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|
| 2. |
Mental
health measures show positive effects in companies emphasizing
“line care” among the “four cares.” |
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|
| 3. |
In
terms of the “role most expected of supervisory managers,”
companies expecting “management of business affairs (quality
of work)” and “training and guidance for capacity
building” say they have effectively controlled the increase
of ill workers. |
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|
| IV. |
The
working environment of workers in their thirties: Results
of an age-based analysis of the JMI survey |
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|
| 1. |
Positive
responses to “absence of feeling burdened by work,”
“future expectations,” and “satisfaction with
one’s evaluation” have decreased particularly among
workers in their thirties. Compared to ten years ago, their
burden has increased and their satisfaction with how they
are being evaluated has drastically decreased. |
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|
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|
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|
| 2. |
The
response rates of workers in their thirties also indicate
their psychological burden, uncertainty about their post-retirement
life, and dissatisfaction with their working conditions. |
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