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Euborellia (Anisolabididae: Anisolabidinae) is one of the most speciose genera of earwigs (Dermaptera), and its species-level classification is difficult. To settle the classification of brachypterous species with abbreviated tegmina recorded from East and Southeast Asia, we examined the morphology and reproductive isolation of three tentative Euborellia species, and analyzed the DNA barcoding region of the mitochondrial cytochrome oxidase subunit I (COI) gene. The observed complete reproductive isolation among the three Euborellia taxa and considerable differentiation in the COI sequences clearly show that each should be treated as a separate species. Based on morphology, distribution and the DNA sequence, we identify Euborellia sp. 1 of Malaysia as E. annulata (Fabricius), a circumtropical cosmopolitan with no records of a fully winged form. Samples from Ioto Island (= Iwo-jima Island: Ogasawara Islands, southern Japan) were also identified as this species. Euborellia sp. 3, from the main islands of Japan, was generally larger and lacked a Y-shaped pigmented area on the penis lobe, which is characteristic of Euborellia sp. 1. We propose reinstating E. pallipes (Shiraki) as the oldest name for this taxon. Euborellia sp. 2, even the brachypterous form, can be distinguished from these two species by its paler coloration (particularly the femora), ecarinate post-abdomen, and the shape of the male genitalia (parameres). We tentatively identify this species as E. philippinensis Srivastava based on the morphology of the brachypterous form, although the macropterous form cannot be distinguished from E. femoralis (Dohrn). [ABSTRACT FROM AUTHOR]

Re-work is a new treatment technique that follows the conventional Japanese approach, which includes rest and pharmacotherapy. The aim of re-work is to prevent repeated sick leave by helping individuals reflect on the reasons behind the sick leave and improve stress-related coping skills. Re-work participants prepare in an environment similar to their workplaces at a medical institution or a specialised public facility for several months before returning to work. As re-work is undertaken via group work, this has benefits beyond those which can be achieved by an individual alone. The reinstatement effects of re-work are now starting to be verified. Issues of interest for re-work include its unified concept-based programme, and the need to further verify its clinical efficacy and cost-effectiveness. [ABSTRACT FROM AUTHOR]

There is a shortage of dental hygienists for dental clinics in Japan. An ideal solution would be for dormant dental hygienists to re-enter the workforce. In this study, we identified the obstacles preventing these dental hygienists from re-entering the workforce. The Japan Dental Hygienists' Association surveyed all 16,113 members about their working conditions. Among the 101 items in the questionnaire, 11 items specifically targeted the reasons why dental hygienists leave their jobs. Among 8780 responses (54.5%), 1063 were from members who had resigned from jobs as dental hygienists. Three hundred and fifty-five (34.4%) answered "Yes" to the question "I would like to return to work if conditions are satisfactory." The most frequent cause for leaving a job was" Childbirth and child-rearing" (16.9%). "Working status/working hours" (15.7%) was the main obstacle to re-entry. Furthermore, dental hygienists with intentions to re-enter decided to leave their jobs most frequently because of "Childbirth and child-rearing" and "Working status/working hours." Improvement of the social support system for dental hygienists is required to ensure a sufficient supply of dental health services.

Objective: To analyze why women quit full-time employment as neurosurgeons and to discuss the conditions required for their reinstatement., Methods: We asked 94 core hospitals providing training programs in the board certification system adopted by the Japan Neurosurgical Society to indicate the total number and present status of women in their department and to send our anonymous questionnaire to women who had formerly worked as full-time neurosurgeons. The questionnaire consisted of closed and open questions on their reasons for quitting as full-time neurosurgeons., Results: Among 427 women evaluated, 72 (17%) had quit full-time employment as neurosurgeons. Twenty-one women who had quit 3-21 years after starting their neurosurgery careers responded to the questionnaire, including 17 board-certified neurosurgeons, 11 individuals with master's degrees, and 16 mothers. Their main reasons for quitting full-time work were difficulty in balancing their neurosurgical career and motherhood (52%) and the physical burden (38%). At the time of quitting, only 2 units (5%) had a career counseling system for women. Two thirds of participants might resume full-time work as neurosurgeons in the future. Their support system during pregnancy and the child-raising period, and understanding of male bosses and colleagues were identified as the key themes., Conclusions: The Japan Neurosurgical Society could facilitate supportive environments for women in neurosurgery by enhancing adequate childcare services, changing the work style of full-time neurosurgeons to incorporate diverse working styles, shorter working hours, understanding of their bosses and colleagues, and a career counseling system., (Copyright © 2019 Elsevier Inc. All rights reserved.)