TABLE 5 Open in new tab Changes in...

Managers	Allocation	Mixed model
Intention to create an environment in which workers with illness can seek help (1 item, 0–5)	4.1 ± 0.8	4.3 ± 1.1	0.3	−0.3–0.9	.372
Intention to create a workplace climate of understanding and helping each other (1 item, 0–5)	4.2 ± 0.7	4.3 ± 1.0	0.2	−0.3–0.6	.500
Belief that TWBS initiatives can prevent job turnover (1 item, 0–5)	3.8 ± 0.9	4.1 ± 1.1	0.4	−0.1–0.9	.156
Intention to use the OH center (1 item, 0–5)	3.3 ± 1.0	3.8 ± 1.3	0.6	0.0–1.2	.068^†
Workers	Control (n = 246)	Intervention (n = 295)	Estimated values	95% CI	P-values
Mean ± SD	Mean ± SD
Intention to seek help to the company if it becomes difficult for you to work due to illness (1 item, 0–5)	3.5 ± 1.2	3.7 ± 1.1^a	0.2	0.0–0.4	.086^†
Willingness to help others at work when colleagues are ill (1 item, 0–5)	3.7 ± 1.0	3.9 ± 0.9^a	0.2	0.0–0.4	.019*
Belief that TWBS initiative can prevent job turnover (1 item, 0–5)	3.2 ± 1.1	3.5 ± 1.0^a	0.3	0.1–0.5	.004**
Intention to use the OH center (1 item, 0–5)	2.9 ± 1.2	3.2 ± 1.0^a	0.2	0.0–0.5	.056^†

Managers

Allocation

Mixed model

Control (n = 32)

Intervention (n = 32)

Estimated values

95% CI

P-values

Mean ± SD

Intention to create an environment in which workers with illness can seek help (1 item, 0–5)

4.1 ± 0.8

4.3 ± 1.1

0.3

−0.3–0.9

.372

Intention to create a workplace climate of understanding and helping each other (1 item, 0–5)

4.2 ± 0.7

4.3 ± 1.0

0.2

−0.3–0.6

.500

Belief that TWBS initiatives can prevent job turnover (1 item, 0–5)

3.8 ± 0.9

4.1 ± 1.1

0.4

−0.1–0.9

.156

Intention to use the OH center (1 item, 0–5)

3.3 ± 1.0

3.8 ± 1.3

0.6

0.0–1.2

.068^†

Workers

Control (n = 246)

Intervention (n = 295)

Estimated values

95% CI

P-values

Mean ± SD

Intention to seek help to the company if it becomes difficult for you to work due to illness (1 item, 0–5)

3.5 ± 1.2

3.7 ± 1.1^a

0.2

0.0–0.4

.086^†

Willingness to help others at work when colleagues are ill (1 item, 0–5)

3.7 ± 1.0

3.9 ± 0.9^a

0.2

0.0–0.4

.019*

Belief that TWBS initiative can prevent job turnover (1 item, 0–5)

3.2 ± 1.1

3.5 ± 1.0^a

0.3

0.1–0.5

.004**

Intention to use the OH center (1 item, 0–5)

2.9 ± 1.2

3.2 ± 1.0^a

0.2

0.0–0.5

.056^†

Managers	Allocation	Mixed model
Intention to create an environment in which workers with illness can seek help (1 item, 0–5)	4.1 ± 0.8	4.3 ± 1.1	0.3	−0.3–0.9	.372
Intention to create a workplace climate of understanding and helping each other (1 item, 0–5)	4.2 ± 0.7	4.3 ± 1.0	0.2	−0.3–0.6	.500
Belief that TWBS initiatives can prevent job turnover (1 item, 0–5)	3.8 ± 0.9	4.1 ± 1.1	0.4	−0.1–0.9	.156
Intention to use the OH center (1 item, 0–5)	3.3 ± 1.0	3.8 ± 1.3	0.6	0.0–1.2	.068^†
Workers	Control (n = 246)	Intervention (n = 295)	Estimated values	95% CI	P-values
Mean ± SD	Mean ± SD
Intention to seek help to the company if it becomes difficult for you to work due to illness (1 item, 0–5)	3.5 ± 1.2	3.7 ± 1.1^a	0.2	0.0–0.4	.086^†
Willingness to help others at work when colleagues are ill (1 item, 0–5)	3.7 ± 1.0	3.9 ± 0.9^a	0.2	0.0–0.4	.019*
Belief that TWBS initiative can prevent job turnover (1 item, 0–5)	3.2 ± 1.1	3.5 ± 1.0^a	0.3	0.1–0.5	.004**
Intention to use the OH center (1 item, 0–5)	2.9 ± 1.2	3.2 ± 1.0^a	0.2	0.0–0.5	.056^†

TABLE 5

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Changes in managers’ and workers’ feelings toward treatment-work balance support.

Managers	Allocation		Mixed model
	Control (n = 32)	Intervention (n = 32)	Estimated values	95% CI	P-values
	Mean ± SD	Mean ± SD	Estimated values	95% CI	P-values
Intention to create an environment in which workers with illness can seek help (1 item, 0–5)	4.1 ± 0.8	4.3 ± 1.1	0.3	−0.3–0.9	.372
Intention to create a workplace climate of understanding and helping each other (1 item, 0–5)	4.2 ± 0.7	4.3 ± 1.0	0.2	−0.3–0.6	.500
Belief that TWBS initiatives can prevent job turnover (1 item, 0–5)	3.8 ± 0.9	4.1 ± 1.1	0.4	−0.1–0.9	.156
Intention to use the OH center (1 item, 0–5)	3.3 ± 1.0	3.8 ± 1.3	0.6	0.0–1.2	.068^†
Workers	Control (n = 246)	Intervention (n = 295)	Estimated values	95% CI	P-values
Workers	Mean ± SD	Mean ± SD	Estimated values	95% CI	P-values
Intention to seek help to the company if it becomes difficult for you to work due to illness (1 item, 0–5)	3.5 ± 1.2	3.7 ± 1.1^a	0.2	0.0–0.4	.086^†
Willingness to help others at work when colleagues are ill (1 item, 0–5)	3.7 ± 1.0	3.9 ± 0.9^a	0.2	0.0–0.4	.019*
Belief that TWBS initiative can prevent job turnover (1 item, 0–5)	3.2 ± 1.1	3.5 ± 1.0^a	0.3	0.1–0.5	.004**
Intention to use the OH center (1 item, 0–5)	2.9 ± 1.2	3.2 ± 1.0^a	0.2	0.0–0.5	.056^†

Managers	Allocation		Mixed model
	Control (n = 32)	Intervention (n = 32)	Estimated values	95% CI	P-values
	Mean ± SD	Mean ± SD	Estimated values	95% CI	P-values
Intention to create an environment in which workers with illness can seek help (1 item, 0–5)	4.1 ± 0.8	4.3 ± 1.1	0.3	−0.3–0.9	.372
Intention to create a workplace climate of understanding and helping each other (1 item, 0–5)	4.2 ± 0.7	4.3 ± 1.0	0.2	−0.3–0.6	.500
Belief that TWBS initiatives can prevent job turnover (1 item, 0–5)	3.8 ± 0.9	4.1 ± 1.1	0.4	−0.1–0.9	.156
Intention to use the OH center (1 item, 0–5)	3.3 ± 1.0	3.8 ± 1.3	0.6	0.0–1.2	.068^†
Workers	Control (n = 246)	Intervention (n = 295)	Estimated values	95% CI	P-values
Workers	Mean ± SD	Mean ± SD	Estimated values	95% CI	P-values
Intention to seek help to the company if it becomes difficult for you to work due to illness (1 item, 0–5)	3.5 ± 1.2	3.7 ± 1.1^a	0.2	0.0–0.4	.086^†
Willingness to help others at work when colleagues are ill (1 item, 0–5)	3.7 ± 1.0	3.9 ± 0.9^a	0.2	0.0–0.4	.019*
Belief that TWBS initiative can prevent job turnover (1 item, 0–5)	3.2 ± 1.1	3.5 ± 1.0^a	0.3	0.1–0.5	.004**
Intention to use the OH center (1 item, 0–5)	2.9 ± 1.2	3.2 ± 1.0^a	0.2	0.0–0.5	.056^†

Mixed model for managers: The model was constructed with or without intervention, employee size as fixed effects, and workplace as a random effect.Intervention effects were shown in the table. ^†P < .10.

Employee size: Not significant except for “intention to create a workplace climate of understanding and helping each other” (estimated values = 0.54, P = 0.031).

Mixed model for workers: The model was constructed with or without intervention, employee size, and seminar format as fixed effects, and workplace as a random effect.Intervention effects were shown in the table. **P < .01, *P < .05, ^†P < .10.

Employee size: Not significant except for “willingness to help others at work when colleagues are ill” (estimated values = 0.20, P = 0.024).

Seminar format: Not significant.

Significantly different from “Control” by t-test (P < .05).

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