1409 Influence of factors of work-life balance on work engagement among japanese workers

K Hayashi,T Nagata

doi:10.1136/oemed-2018-icohabstracts.1756

K Hayashi, T Nagata

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https://doi.org/10.1136/oemed-2018-icohabstracts.1756

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Introduction Studies on work engagement (WE) tend to be related to work factors. Few studies exist on non-work factors such as work-life balance(WLB), living condition in family, and leisure time. Currently, Japan has experienced changes in demographic factors due to the declining birthrate and ageing population and in psychological factors due to diversification of sense of values. Moreover, as the time outside of working hours increases due to national policies on working style and working time management reform, intervention for non-work factors, especially factors of WLB, will become important for improving WE in the future. Methods Data on 10 060 persons among Japanese workers, collected using an employee questionnaire administered at the Collaboration Health Study Group (11 companies; 29 194 persons), were analysed after excluding missing data. First, the Spearman’s correlation coefficient was calculated to examine the relationship between WE and seven items related to factors of WLB (number of acquired paid vacation days, number of acquired paid vacation days by purpose, leisure time [estimated from overtime hours], degree of satisfaction of time allocation, recovery experiences, buffer factors other than the workplace, and sleeping hours). Items with high correlation coefficients were subjected to a single regression analysis. Results Of the factors of WLB, a weak correlation was noted for degree of satisfaction with time allocation (r=0.366). Moreover, a single regression analysis revealed the items in the order of degree of satisfaction with time allocation (β=0.149). Conclusion Among the factors of WLB, higher satisfaction with time allocation and subjective sense of health corresponded to higher WE. In future, we plan to continue to examine how to use time and leisure content, and to use the findings to develop concrete measures for occupational health and human resources management.

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