著者
Fumiaki TAKA Kyoko NOMURA Saki HORIE Keisuke TAKEMOTO Masumi TAKEUCHI Shinichi TAKENOSHITA Aya MURAKAMI Haruko HIRAIKE Hiroko OKINAGA Derek R. SMITH
出版者
独立行政法人 労働安全衛生総合研究所
雑誌
Industrial Health (ISSN:00198366)
巻号頁・発行日
vol.54, no.6, pp.480-487, 2016-11-30 (Released:2016-12-07)
参考文献数
27
被引用文献数
4

We investigated relationships between the perception of organizational climate with gender equity and psychological health among 94 women and 211 men in a Japanese private university in 2015 using the Copenhagen Burnout Inventory (i.e., personal, work-related and student-related burnout). Perceptions of organizational climate with respect to gender equity were measured with two scales including organizational engagement with a gender equal society in the workplace (consisting of three domains of ‘Women utilization', ‘Organizational promotion of gender equal society' and ‘Consultation service'); and a gender inequality in academia scale that had been previously developed. Multivariable linear models demonstrated significant statistical interactions between gender and perceptions of organizational climate; ‘Women utilization' or lack of ‘Inequality in academia' alleviated burnout only in women. In consequence of this gender difference, when ‘Women utilization' was at a lower level, both personal (p=.038) and work-related (p=.010) burnout scores were higher in women, and the student-related burnout score was lower in women when they perceived less inequality in academia than in men (p=.030). As such, it is suggested organizational fairness for gender equity may be a useful tool to help mitigate psychological burnout among women in academia.
著者
Michihiro Satoh Takahisa Murakami Kei Asayama Takuo Hirose Masahiro Kikuya Ryusuke Inoue Megumi Tsubota-Utsugi Keiko Murakami Ayako Matsuda Azusa Hara Taku Obara Ryo Kawasaki Kyoko Nomura Hirohito Metoki Koichi Node Yutaka Imai Takayoshi Ohkubo
出版者
The Japanese Circulation Society
雑誌
Circulation Journal (ISSN:13469843)
巻号頁・発行日
pp.CJ-17-1227, (Released:2018-06-09)
参考文献数
30

Background:N-terminal pro-B-type natriuretic peptide (NT-proBNP) has been used for risk stratification in heart failure or acute coronary syndrome, but the beyond 5-year predictive value of NT-proBNP for stroke remains an unsettled issue in Asian patients. The aim of the present study was to clarify this point.Methods and Results:We followed 1,198 participants (33.4% men; mean age, 60.5±11.1 years old) in the Japanese general population for a median of 13.0 years. A first stroke occurred in 93 participants. Referencing previous reports, we stratified participants according to NT-proBNP 30.0, 55.0, and 125.0 pg/mL. Using the NT-proBNP <30.0 pg/mL group as a reference, adjusted HR for stroke (95% CI) in the NT-proBNP 30.0–54.9-pg/mL, 55.0–124.9-pg/mL, and ≥125.0-pg/mL groups were 1.92 (0.94–3.94), 1.77 (0.85–3.66), and 1.99 (0.86–4.61), respectively. With the maximum follow-up period set at 5 years, the hazard ratio of the NT-proBNP≥125.0-pg/mL group compared with the <30.0-pg/mL group increased significantly (HR, 4.51; 95% CI: 1.03–19.85). On extension of the maximum follow-up period, however, the association between NT-proBNP and stroke risk weakened.Conclusions:NT-proBNP was significantly associated with an elevated stroke risk. Given, however, that the predictive power decreased with the number of years after NT-proBNP measurement, NT-proBNP should be re-evaluated periodically in Asian patients.
著者
Kae Okoshi Kyoko Nomura Kayo Fukami Yasuko Tomizawa Katsutoshi Kobayashi Koichi Kinoshita Yoshiharu Sakai
出版者
東北ジャーナル刊行会
雑誌
The Tohoku Journal of Experimental Medicine (ISSN:00408727)
巻号頁・発行日
vol.234, no.3, pp.221-227, 2014 (Released:2014-10-28)
参考文献数
45
被引用文献数
4 9

During the past three decades, the participation of women in medicine has increased from 10.6% (1986) to 19.7% (2012) in Japan. However, women continue to be underrepresented in the top tiers of academic medicine. We highlight gender inequality and discuss the difficulties faced by female surgeons in Japanese academic surgery. Using anonymous and aggregate employment data of medical doctors at Kyoto University Hospital from 2009 and 2013, and a commercially-published faculty roster in 2012-2013, we compared gender balance stratified by a professional and an academic rank. The numbers of total and female doctors who worked at Kyoto University Hospital were 656 and 132 (20.1%) in 2009 and 655 and 132 (20.2%) in 2013, respectively. Approximately half the men (n = 281) were in temporary track and the rest (n = 242) were in tenure track, but only one fifth of women (n = 24) were in tenure track compared to 108 women in temporary track (p < 0.0001) in 2013. There were three female associate professors in basic medicine (8.1%), two female professors in clinical non-surgical medicine (3.9%) and one female lecturer in clinical surgical medicine (2.3%) in 2012. Fewer female doctors were at senior positions and at tenure positions than male doctors at Kyoto University Hospital. There were no female associate and full professors in surgery. The status of faculty members indicates the gender differences in leadership opportunities in Japanese academic surgery.
著者
Fumiaki Taka Kyoko Nomura Saki Horie Keisuke Takemoto Masumi Takeuchi Shinichi Takenoshita Aya Murakami Haruko Hiraike Hiroko Okinaga Derek R. Smith
出版者
独立行政法人 労働安全衛生総合研究所
雑誌
Industrial Health (ISSN:00198366)
巻号頁・発行日
pp.2016-0126, (Released:2016-10-01)
被引用文献数
4

We investigated relationships between the perception of organizational climate with gender equity and psychological health among 94 women and 211 men in a Japanese private university in 2015 using the Copenhagen Burnout Inventory (i.e., personal, work-related and student-related burnout). Perceptions of organizational climate with respect to gender equity were measured with two scales including organizational engagement with a gender equal society in the workplace (consisting of three domains of ‘Women utilization', ‘Organizational promotion of gender equal society' and ‘Consultation service'); and a gender inequality in academia scale that had been previously developed. Multivariable linear models demonstrated significant statistical interactions between gender and perceptions of organizational climate; ‘Women utilization' or lack of ‘Inequality in academia' alleviated burnout only in women. In consequence of this gender difference, when ‘Women utilization' was at a lower level, both personal (p=.038) and work-related (p =.010) burnout scores were higher in women, and the student-related burnout score was lower in women when they perceived less inequality in academia than in men (p=.030). As such, it is suggested organizational fairness for gender equity may be a useful tool to help mitigate psychological burnout among women in academia.