Examining competencies for labor and social security attorneys in the field of occupational mental health

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  • Morimoto Hideki
    Morimoto Occupational Health Physician Office Department of Occupational Health Practice and Management, Institute of Industrial Ecological Science University of Occupational and Environmental Health Department of Occupational and Environmental Medicine, Graduate School of Medicine, Chiba University
  • Shibata Yoshiyuki
    Occupational Health Training Center, University of Occupational and Environmental Health
  • Morita Kotaro
    Occupational Health Training Center, University of Occupational and Environmental Health
  • Kayashima Kotaro
    Bodhi Health Care Support Inc.
  • Mori Koji
    Department of Occupational Health Practice and Management, Institute of Industrial Ecological Science University of Occupational and Environmental Health

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Other Title
  • 社会保険労務士が事業場のメンタルヘルスに関わる際に期待されるコンピテンシーの検討
  • シャカイ ホケン ロウムシ ガ ジギョウジョウ ノ メンタル ヘルス ニ カカワル サイ ニ キタイ サレル コンピテンシー ノ ケントウ

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<p>Aim: Labor and social security attorneys (LSSAs) are involved in the field of occupational mental health. However, little attention has been paid to the involvement of LSSAs in this field. This study investigated the occupational mental health competencies that are expected of LSSAs. Subjects and methods: Our investigation utilized the Delphi method. In Step 1, we conducted semi-structured interviews with LSSAs and then created an initial list of competencies based on the interviews and a previous investigation. In Step 2, we recruited LSSAs with 10 or more cases related to occupational mental health. They completed a questionnaire assessing the importance of their work (how important they felt it was to conduct work related to mental health) and level of achievement (how much they felt they had achieved). The respondents were also asked to provide additional competencies (not listed on the questionnaire) if they regarded them as necessary for their work, and these were later added to the list of proposed competencies. In Step 3, we presented the results of Step 2 to the same respondents and asked them to rate their agreement with the proposed competencies. Items with agreement of 80% or higher were set as competencies. We also asked LSSAs about the level of importance of their work and their perceived level of achievement with regard to the additional items created in Step 2. Items for which the level of achievement fell below the median were extracted even if the level of importance of the work fell at or above the median. Results: We recruited 8 LSSAs in Step 1 and created a list of 68 preliminary competencies in 20 fields. We recruited 57 LSSAs in Step 2, and 45 LSSAs completed the survey (response rate: 78.9%). Seven competencies were added to the list as a result. We recruited 34 LSSAs in Step 3 (response rate: 75.6%) . Two items with an agreement rate of less than 80% were removed, resulting in 73 competencies in 20 fields. One of the items with an agreement rate of 100% was “The plan is based on the merits and disadvantages (risks) for both labor and management.” Conclusions: This study identified the competencies required of LSSAs in the field of occupational mental health. Our findings suggest that specifying these competencies will enable efficient training of LSSAs.</p>

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