Table 1_The relationship between 3S (Seiri, Seiton, and Seiso) behaviors, and psychological distress and work engagement.docx

ObjectivesThis study aimed to examine the relationship between 3S [Seiri (Sort), Seiton (Set), and Seiso (Shine)] behaviors in the workplace and workers’ psychological distress and work engagement.
MethodsA prospective cohort study was conducted using an online survey among workers in Japan (n = 9,451 at baseline; n = 6,156 at follow-up). At baseline, participants were asked whether they routinely practiced 3S behaviors in the workplace every day. Psychological distress was measured using the Japanese version of Kessler 6-Item Psychological Distress Scale (K6), and work engagement was assessed using the Japanese version of the Utrecht Work Engagement Scale (UWES-9) at baseline and follow-up. Covariates included industry type and K6/UWES-9 at baseline. Multiple regression analyses were conducted to evaluate the relationship between 3S behaviors at baseline and K6/UWES-9 at follow-up.
ResultsThere were 3,862 (62.7%) workers who practiced 3S behaviors. Workers who did not practice 3S behaviors had significantly higher psychological distress than those who did (standardized coefficient = 0.03, p = 0.006). There was no statistical difference in work engagement between workers who practiced 3S behaviors and those who did not (standardized coefficient = −0.01, p = 0.339).
ConclusionDaily practice of 3S behaviors was related to lower psychological distress among workers, suggesting that 3S may serve not only as a tool for quality management but also as a potential strategy for improving mental health in the workplace.

一、研究目的
本研究旨在探讨职场3S（即整理（Seiri）、整顿（Seiton）、清扫（Seiso））行为与员工心理困扰及工作投入之间的关联。
二、研究方法
本研究针对日本职场员工开展前瞻性队列研究，采用在线调查方式进行（基线样本量n=9,451，随访样本量n=6,156）。基线调查时，询问参与者是否每日常规践行职场3S行为。心理困扰采用日本版凯斯勒6项心理困扰量表（Kessler 6-Item Psychological Distress Scale，K6）评估，工作投入采用日本版乌得勒支工作投入量表（Utrecht Work Engagement Scale，UWES-9）分别在基线与随访阶段进行测评。协变量包括行业类型及基线时的K6、UWES-9得分。采用多元回归分析评估基线3S行为与随访阶段K6、UWES-9得分的关联。
三、研究结果
共有3,862名（62.7%）员工践行3S行为。未践行3S行为的员工心理困扰水平显著高于践行者（标准化回归系数=0.03，p=0.006）。践行与未践行3S行为的员工在工作投入方面无统计学差异（标准化回归系数=-0.01，p=0.339）。
四、研究结论
每日践行3S行为与员工更低的心理困扰水平相关，提示3S不仅可作为质量管理工具，还可作为改善职场心理健康的潜在策略。