NIOSH 2014; 56 (6): doi: /sangyoeisei.B Social support, Stress response, Vigor 96.0

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1 2014; 56 (6): NIOSH J-STAGE yuji-horita@ hiroshima-u.ac.jp) 2014; 56(6): doi: /sangyoeisei.B14007 キーワード : Interpersonal helping behavior, Job stressor, Social support, Stress response, Vigor I ) National Institute for Occupational Safety and Health: NIOSH 2) NIOSH 2) 3)

2 ) 5) 6, 7) 5, 8 10) 11) 12) 12, 13) 14, 15) 16) 17) 18) 5 19, 20) 21) 22) 16) 23) 24) Job Demands - Resources model: JD-R 25) 4) 26) 27) 28) 29) 30) 12 13)

3 II SD = α (1) 19, 20) 8 α=0.82 (1) (2) (3) (4) (5) 5 (2) 31) 3 α=0.65 (1) (2) (3) (4) 4 (3) 31) 3 α=0.63 (1) (2) (3) (4) 4 (4) 31) α=0.90 α=0.88 α=0.79 α= (1) (2) (3) (4) 4 (5) 31) α=0.79 α=0.72 (1) (2) (3) (4) 4 (6) 31) α= (1) (2) (3) (4) 4 3.

4 Table 1. Characteristics of the study participants (N=200) III. 1. N (%) Sex Male 163 (81.5) Female 37 (18.5) Age, groups (21.0) (30.5) (23.0) (21.5) 60 8 (4.0) Working years <1 6 (3.0) 1 <5 43 (21.5) 5 <10 37 (18.5) 10 <15 31 (15.5) 15 <20 17 (8.5) 20 <25 26 (13.0) 25 <30 9 (4.5) 30 <35 13 (6.5) 35 <40 14 (7.0) 40< 4 (2.0) Work hours/day 7 <8 26 (13.0) 8 <9 117 (58.5) 9 <10 19 (9.5) 10 <11 20 (10.0) 11< 16 (8.0) Unknown 2 (1.0) Employment t type Full-time 187 (93.5) Part-time 11 (5.5) Others 2 (1.0) Work shift Day-shift 134 (67.0) Shift work including night-shift 65 (32.5) Shift work excluding night-shift 1 (0.5) Occupation Manager 40 (20.0) Researcher 12 (6.0) Clerk 40 (20.0) Technician 103 (51.5) Others 3 (1.5) Unknown 2 (1.0) Table 1 Table , 13) 4) 24) 16) 2) 14, 15) 2) Fig. 1 GFI=0.946 AGFI=0.897 CFI=0.949 RMSEA=0.079 β=0.46, p<0.001 β= 0.35, p<0.001 β=0.19, p<0.01 β=0.25, p<0.01 β=0.46, p<0.001 β =0.35, p<0.001

5 263 Table 2. Range, means, and standard deviations of each variables (N=200) Range M SD Interpersonal helping behavior Job stressors Quantitative workload Qualitative workload Psychological stress responses Irritation Fatigue Anxiety Depression Social support Supervisor support Coworker support Vigor Fig. 1. Structural equation modeling of interpersonal helping behavior, social support, psychological stress responses, quantitative workload, and vigor = )

6 = Fig. 1 IV , 13) 32) 33) 4) JD-R 25) JD-R 16) NIOSH 2) )

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9 267 The Relationships between Workers Interpersonal Helping Behavior, Social Supports, Job Stressors, Psychological Stress Responses, and Vigor in Manufacturing Industry Yuji Horita 1 and Yasumasa Otsuka 1 1 Department of Psychology, Graduate School of Education, Hiroshima University, Kagamiyama, Higashi-Hiroshima, Hiroshima , Japan Abstract: Objectives: In the NIOSH Generic Job Stress Model, social support is assumed to moderate the relationship between job stressors and stress responses. However, few studies have investigated how to enhance social support in the workplace. The purpose of this study was to explore the relationships between interpersonal helping behavior, social support, job stressors, psychological stress responses, and vigor among Japanese workers. Methods: A total of 240 workers in manufacturing companies returned a questionnaire regarding their interpersonal helping behavior, social support, job stressors, psychological stress responses, and vigor (response rate = 96.0%). After excluding 40 participants due to missing responses, data from a total of 200 participants (163 male and 37 female, mean age = 40.3 yr) were used in the final analyses. Interpersonal helping behavior was assessed by the Japanese version of the Organizational Citizenship Behavior Scale. The Brief Job Stress Questionnaire was used to measure job stressors, psychological stress responses, social support, and vigor. Structured equation modeling was performed to examine the relationships between interpersonal helping behavior, social support, job stressors, psychological stress responses, and vigor. Results: Interpersonal helping behavior had a statistically significant negative effect on psychological stress response through increasing social support. However, interpersonal helping behavior had a statistically significant positive effect on psychological stress response through increasing the quantitative workload. Of these two effects, the former was stronger than the latter. In addition, interpersonal helping behavior had a statistically significant positive effect on vigor through increasing social support. Conclusions: Although interpersonal helping behavior, which helps other workers may increase quantitative workload, leading to high levels of psychological stress responses, that same behavior strengthens trust and team spirit among workers and may enhance social support, leading to low levels of psychological stress responses and high levels of vigor. However, reverse causal relationships may also exist, because our study design was cross-sectional. (San Ei Shi 2014; 56: )