Job stress and loneliness among desk workers during the COVID-19 pandemic in Japan: focus on remote working

COVID-19 workplace countermeasures that occupational physicians could not change in Japan: a qualitative study

BACKGROUND

During the COVID-19 pandemic, information and circumstances changed from moment to moment, including the accumulation of scientific knowledge, the emergence of variants, social tolerance, and government policy. Therefore, it was important to adapt workplace countermeasures punctually and flexibly based on scientific evidence and according to circumstances. However, there has been no assessment of changes in workplace countermeasures. With a view toward preparedness for future pandemics, we surveyed COVID-19 workplace countermeasures that occupational physicians considered as needing to be changed but went unchanged.

METHODS

We invited 685 professional occupational physicians certified by Japan Society for Occupational Health to complete an online questionnaire by sending postcards with QR codes. The main questions concerned countermeasures that the participants wanted to change but could not. The survey period was from February 21 to April 28, 2022. The responses were analyzed using the KJ method.

RESULTS

Of the 168 invitees (24.5%) who responded to the survey, 125 reported countermeasures that needed to be changed (total count: 254). The responses were categorized into basic systems, occupational health services, workplace countermeasures, vaccines, and incidents, with a code count of 7, 8,147, 10, and 82, respectively. The type of countermeasure was 115 for countermeasures to be strengthened (CBS), 110 for measures to be mitigated (CBM), and 29 for neither.

CONCLUSIONS

Often-mentioned CBS were increased teleworking, strengthened ventilation, smoking cessation, and promotion of vaccines. Often-mentioned CBM were relaxation of protective equipment rules, discontinued environmental disinfection, and shorted isolation and reinstatement. In the early pandemic phases, CBSs were frequently mentioned, whereas CBMs were featured more prominently in the latter phases. The survey revealed countermeasures that occupational physicians thought needed to be changed but were not changed in practice. For future responses to emerging and reemerging infectious diseases, it will be necessary to establish rules compatible with flexible modification of workplace countermeasures in response to changing circumstances.

Remote working and experiential wellbeing: A latent lifestyle perspective using UK time use survey before and during COVID-19

Mental health in the UK had deteriorated compared with pre-pandemic trends. Existing studies on heterogenous wellbeing changes associated COVID-19 tend to segment population based on isolated socio-economic and demographic indicators, notably gender, income and ethnicity, while a more holistic and contextual understanding of such heterogeneity among the workforce seems lacking. This study addresses this gap by 1) combining UK time use surveys collected before and during COVID-19, 2) identifying latent lifestyles within three working mode groups (commuter, homeworker and hybrid worker) using latent class model, and 3) quantifying nuanced experiential wellbeing (ExWB) changes across workers of distinct lifestyles. The direction and magnitude of ExWB changes were not uniform across activity types, time of day, and lifestyles. The direction of ExWB change during the daytime activities window varied in accordance with lifestyle classifications. Specifically, ExWB decreased for all homeworkers but increased significantly for certain hybrid workers. Magnitude of ExWB change correlated strongly with lifestyle. To understand the significant heterogeneity in ExWB outcomes, a spatial-temporal conceptualisation of working flexibility is developed to explicate the strong yet complex correlations between wellbeing and lifestyles. The implications to post-pandemic "back-to-work" policies are 1) continued expansion of hybrid working optionality, 2) provide wider support for lifestyle adaptation and transitions.

Changes in mental distress among employees during the three years of the COVID-19 pandemic in Germany

OBJECTIVES

The COVID-19 pandemic changed the future of work sustainably and led to a general increase in mental stress. A study conducted during the second and third pandemic wave with a retrospective survey of the first wave among 1,545 non-healthcare workers confirmed an increase in anxiety and depression symptoms and showed a correlation with the occupational SARS-CoV-2 infection risk. This online follow-up survey aims to examine changes in mental distress as the pandemic progressed in Germany and to identify factors influencing potential changes.

METHODS

Longitudinal data from 260 subjects were available for this analysis. Mental distress related to anxiety and depression symptoms, assessed by the Patient Health Questionnaire-4 (PHQ-4), and occupational risk factors were solicited at the end of 2022 and retrospectively at the fifth wave. Categorized PHQ-4 scores were modelled with mixed ordinal regression models and presented with odds ratios (OR) and 95% confidence intervals (95% CI).

RESULTS

A previous diagnosis of a depressive or anxiety disorder was a strong risk factor for severe symptoms (OR 3.49, 95% CI 1.71-7.11). The impact of occupational SARS-CoV-2 infection risk on mental distress was increased, albeit failing to reach the formal level of statistical significance (high risk OR 1.83, 95% CI 0.59-5.63; probable risk OR 1.72, 95% CI 0.93-3.15). Mental distress was more pronounced in those with a previous diagnosis of anxiety and depression. Confirmed occupational risk factors were protective measures against occupational SARS-CoV-2 infection perceived as inadequate, chronic work-related stress, overcommitment, reduced interactions with fellow-workers, and work-privacy conflicts.

CONCLUSIONS

The pandemic had a negative impact on anxiety and depression symptoms among the studied non-healthcare workers, particularly early in the pandemic, although this effect does not appear to be permanent. There are modifiable risk factors that can protect workers' mental health, including strengthening social interactions among employees and reducing work-privacy conflicts.

Incidence of coronary heart disease among remote workers: a nationwide web-based cohort study

Coronary heart disease (CHD) risk is influenced by socioeconomic status-related parameters, particularly occupation. We investigated occupational gaps in CHD risk and how the introduction of remote work moderated the observed occupational differences in CHD risk during the coronavirus disease 2019 pandemic in Japan. Data from a web-based, nationwide cohort study, comprising 17,640 workers (aged 20-65 years) with baseline data from December 2020, were analyzed. Participants were grouped by occupation as upper-level nonmanual workers (managers/professionals) and others (reference group). The primary outcome was CHD (angina pectoris/myocardial infarction) onset retrospectively confirmed at the 1-year follow-up survey. Upper-level nonmanual workers exhibited a higher CHD incidence than others (2.3% vs. 1.7%). This association was pronounced in the younger (20-49 years) population, with a significant CHD risk (adjusted risk ratio = 1.88). Upper-level nonmanual workers exhibited nearly 15% higher remote work prevalence, with a significant remote work-related CHD risk (adjusted risk ratio = 1.92). The mediating effects of remote work explained an overall disparity of 32% among the younger population. Occupational gaps in CHD incidence in Japan differ from those in Western countries, where upper-level nonmanual workers have lower cardiovascular risk. In Japan, remote work can mediate CHD risk in the younger population of upper-level nonmanual workers.

Organizational and occupational health issues with working remotely during the pandemic: a scoping review of remote work and health

BACKGROUND

Stay-at-home orders during the COVID-19 global pandemic created unprecedented challenges for workers whose work was transferred to the home setting. Little is presently known about the benefits and the challenges associated with global remote work on well-being and mental health, work-life balance, job satisfaction, productivity, home office adaptability, and gender equality.

METHODS

A scoping review of PubMed/Medline was undertaken in October 2021 to better understand these broad dimensions associated with remote worker health, well-being, and the home office workspace. The review focused on white-collar workers who undertook remote work during each of the lockdown waves from March 2020 to 2021.

RESULTS

A total of 62 studies were included in the review, which spanned Asia, North America, South America, and Europe. Overall, workers seemed to enjoy remote work, but productivity varied. The main setbacks associated with remote work included feelings of isolation and loneliness, which negatively influenced well-being. Social support from management and contact with colleagues mitigated this. Leadership style also influenced remote worker well-being. Overall, women suffered from lower levels of remote work well-being and productivity, especially if they had children. The home office and its adaptability were integral for successful remote work. Work-life balance was affected in some workers who struggled with heavier workloads or family duties.

CONCLUSIONS

To promote well-being and successful remote work, isolation and loneliness should be reduced through greater contact with colleagues and managers. Managers should promote family friendly policies that may support work-life balance and reduce gender inequities in remote work.