労働科学のバックナンバー
2009/05/10発売号 (85巻2号)
85巻2号

出版社：労働科学研究所
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■労働科学の目次

佐々木司，松元俊，酒井一博
客観的な資料が揃った過労障害事例における睡眠時間の同定
労働科学，85（２），51～58，（2009）

脳・心臓疾患発症における「疲労の蓄積」は，時間外労働時間と睡眠時間によって判定される。そこでメール送信時刻やファイル作成および更新記録など客観的資料が揃ったホワイトカラー過労障害事例におけるそれらの同定プロセスを検討した。時間外労働時間は4種の基準，睡眠時間は3種の基準を用いて検討した。その結果，時間外労働時間は，準客観的基準において労災認定基準の時間外労働時間に達したが，睡眠時間は操作的基準を用いなければ，認定基準にとどかなかった。以上のことから客観的資料が揃った事例においても，睡眠時間は時間外労働時間の同定より難しいことが明らかになった。
（図４）（自抄・英文）
キーワード：過労障害事例；睡眠時間と時間外労働時間の同定；客観性；方法論

Tsukasa SASAKI, Shun MATSUMOTO , Kazuhiro SAKAI
The Identification of Sleeping Hours in a Karoh-Shogai Case with Matching Objective Data
THE JOURNAL OF SCIENCE OF LABOUR，85（２），51～58，（2009）

Based on objective data concerning a Karoh-shogai (over-fatigue disorder) case, we discussed the identification of overtime work hours and sleeping hours for assessing “the accumulated fatigue” leading to industrial accidents. The victim of Karoh-shogai, a 40-year-old male, was a researcher engaged in a private research institute. He worked from 9:00 to 15:00—six obligatory hours—to allow time for child care. The victim suffered left putamen hemorrhaging on July 13, 2006.
In order to calculate the overtime hours worked and sleeping hours, we used email records from the victim’s work laptop computer, tracking when emails were sent and when files were created and updated. We also used the parenting diary, nursery school attendance records, and cell-phone bills, in which the corresponding times were noted. The overtime hours were calculated in accordance with four standards in terms of the hours worked (WA，WB-8，WB-7 and WB-6), and sleeping hours were calculated by three standards in terms of sleeping duration (SA, SB and SC).
As a result, under the three standards of calculation WB-8, WB-7, and WB-6, the estimated the number of hours of overtime worked met the standards for the recognition of industrial accidents. The sleeping hours met the standards for the recognition only as to the SC standard. It has been established that not only the quantity of sleep, but also the quality of sleep was an essential element. Therefore, even a sleep lasting for five hours or longer may be insufficient in terms of its quality for some reasons, including cases of “sleep apprehension”. It would, however, be difficult to determine such decrease in quality using the objective data adopted in the present analysis.
In conclusion, it is suggested to first analyze the overtime hours worked before analyzing sleeping hours in assessing “the accumulated fatigue” leading to suicide or death from over-fatigue.
Key words: Case of “Karo-shogai” (over-fatigue disorder)； Identification in Sleeping hours and Hours of overtime worked； Objectiveness； Methodology

製造業におけるホワイトカラー従業員のストレスと経営諸施策・組織風土の関係に関する調査
木村亨
労働科学，85（２），59～72，（2009）

製造業70社の正規従業員約1800人について，ストレス反応と経営のあり方との関わりについて調べた。満足度･バーンアウト･企業業績についても併せて調査した。その結果，満足度の高い組織ではストレス反応が低く，業績も良いことが明らかとなった。これらはいずれも経営施策や組織風土に強く関係している。仕事の負担感の高い職場であっても，コミュニケーションが保たれ，協力関係が良好で，許容的･受容的な風土のなかでは，ストレス反応は低く抑えることができる。本調査の結果は，従業員のストレス対策と企業業績は両立が可能であること，そのためには従業員の人間性を尊重した人重視の経営が大切であることを示している。
（図２，表５）（自抄）
キーワード：職業性ストレス；バーンアウト；職務満足；経営施策；組織風土

Toru KIMURA
The Relationship between Job Stress and Organizational Climate of White-color Employees in the Manufacturing Industry
THE JOURNAL OF SCIENCE OF LABOUR，85（２），59～72，（2009）

This study was undertaken to clarify the relationship between stress reactions of employees and organizational climate in manufacturing corporations. Burnout, job satisfaction and business performance of the corporations were studied as well. The results of a survey of 1800 employees revealed that stress reactions, burnout, job satisfaction and the performance of the corporations were significantly correlated each with each other. Higher job satisfaction was associated with less stress reactions, less burnout and higher business performance. All these were found to depend on 1) acceptive and not disciplinary climate of the workplace, 2) cooperative and supportive relationships among co-workers, 3) communication particularly with regard to self-esteem and the need for approval, and 4) favorable relations with supportive bosses. The results of the study indicate that it is feasible to achieve the reduction of stress reactions of employees and the upgrading of business performance of the corporation simultaneously.
Key words : Job stress ; Burnout ; Job satisfaction ; Management practice ; Organizational climate

参加型アプローチに基づく人間工学ロードマップ策定ステップの検討
大橋智樹，榎原毅，申紅仙，水野基樹
堀野定雄，小木和孝，酒井一博，岸田孝弥
労働科学，85（２），73～88，（2009）

短・長期戦略を示す技術ロードマップ(RM)への関心は近年高まっている。本稿では参加型手法に力点を置いた人間工学RM の開発手順を検討した。人間工学実務者・研究者でタスクフォースを構成し，次の策定手順を検証した： 1)テーマ領域の明確化，2)近未来を見据えた目標設定，3)目標達成度基準と進め方の提示，4)社会・環境・技術側面における効果推定。その結果，人間工学7 領域が同定され，それら具体的目標の設定にはa) 共生志向の人間中心設計，b)多様化ニーズへの即応設計，c)自主的継続改善の3 視点による検証が有用であった。集団討議により7 領域毎に上記3 視点で作り上げる本手順は，人間工学RM 策定に必須と考えられた。（図３，表２）（自抄）
キーワード：人間工学ロードマップ；参加型アプローチ；策定ステップ；タスクフォース

Tomoki OHASHI， Takeshi EBARA， SHIN Hongson， Motoki MIZUNO，
Sadao HORINO， Kazutaka KOGI， Kazuhiro SAKAI ， Koya KISHIDA
Examination of the Processes of Developing Ergonomics Roadmaps by Means of Participatory Methods
THE JOURNAL OF SCIENCE OF LABOUR，85（２），73～88，（2009）

The interest in developing with technology and science roadmaps indicating short and long-term strategic perspectives has been growing for the last decade. The practical steps for developing the ergonomics roadmaps with an emphasis on the participatory approaches, were discussed in the present study.
A task force consisting of researchers and practitioners in ergonomics fields was
organized and then agreed to undertake the steps as follows: 1) identifying the technical
challenges faced by social needs and trends; 2) setting specific goals to be achieved by
2030; 3) indicating specific benchmarks and advances for each goal; and 4) estimating
the potential and multiplier impacts in social, environmental and technological aspects.
By examining these steps, seven major challenges were identified as those to be addressed in near-future ergonomics fields. These challenges comprised (1) developing people-centred production and work systems, (2) support for day-to-day community life meeting varying needs, (3) people-friendly design and use of products, (4) securing safe and barrier-free mobility of people, (5) ergonomically sound safety and health management, (6) strengthening sustainable coexistence with environment and (7) providing communication networks for achieving decent social life. It was also found helpful to set three future directions for identifying the specific goals in each technical challenge; a) human-centered design for promoting autonomous systems and harmonious coexistence of people, technology and environment; b) systems design for as immediate responses to current diversifying needs; and c) establishment of risk management systems supporting continual improvement through participatory procedures.
These discussions revealed that the four steps consisting of serial group discussions on
major seven challenges and three future directions are essential for developing the needs-based ergonomics roadmaps.
Key words：Ergonomics roadmaps；Participatory approaches；Decision steps；Task force