Abstract—Usefulness of biometric information obtained from biosensor worn by employees for assessing organization environment in workplace was investigated. In 85 employees, heart rate variability (HRV) indices calculated from the time series of R-R intervals of electrocardiogram during work hours were compared with the responses to a questionnaire concerning job stress, communication, and physical and mental conditions and HRV indices were also compared between before and after intervention for improving workplace organization. The higher the arbitrariness in work, the smaller the SD of R-R interval and the very low frequency (VLF) and low frequency (LF) amplitude of HRV, the higher the mental frustration and fatigue, the worse the communication with the boss and colleagues, the greater the LF amplitude and SD of LF amplitude (LFsd). By factor analysis of the responses to questionnaire, three factors reflecting stress, depressiveness, and fatigue were extracted. Among the factors extracted, the LF amplitude and LFsd correlated with the degree of fatigue. The intervention activities decreased LF amplitude and LFsd among subjects who reported to have deeply participated in the activities, while these indices increased among those reported to have not participated much.
Index Terms—Organization environment, job stress, depression, fatigue, wearable biometric sensor, heart rate variability.
J. Hayano and E. Yuda are with the Nagoya City University Graduate School of Medical Sciences, Nagoya 467-8602, Japan (e-mail: firstname.lastname@example.org).
M. Mitsui, N. Ozaki, M. Wakui, and K. Kawano are with the Research and Technology Group, Communication Technology Laboratory, Fuji Xerox Co., Ltd., Yokohama 220-8668, Japan (e-mail: email@example.com).
Cite: Junichiro Hayano, Minoru Mitsui, Nao Ozaki, Mihoko Wakui, Katsunori Kawano, and Emi Yuda, "Assessment of Workplace Organization Environment by Wearable Biometric Sensor," International Journal of Environmental Science and Development vol. 10, no. 7, pp. 197-201, 2019.
Copyright © 2019 by the authors. This is an open access article distributed under the Creative Commons Attribution License which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited (CC BY 4.0).