effects of overtime work hours and exercise habits on psychological distress. Methods We used data from a health examination of 1082 workers in FY 2013. We obtained information on working hours in the most recent month from the personnel records of the surveyed company. Overtime work hours per month were classified into three groups: short (<45 hours), medium (45-79 hours), and long (!80 hours). Exercise habits were classified into two groups using a self-administered questionnaire: yes or no. Odds ratios (ORs) of psychological distress, defined as scores!4 on the 12-item General Health Questionnaire, were calculated using multiple logistic regression analyses adjusting for age, gender, marital and residence status, occupation, drinking habits, smoking history and psychosocial work characteristics. Results Compared to the short overtime with exercise habits group, the ORs (95% confidence intervals) for psychological distress were significant for the medium overtime with exercise habits group (OR=1.81 [1.20-2.75]), medium overtime without exercise habits group (OR=2.11 [1.37-3.25]), and long overtime without exercise habits group (OR=3.03 [1. 64-5.58]). No significant ORs were observed for any other group combinations. Discussion In the medium overtime group, overtime work hours were significantly associated with psychological distress regardless of exercise habits. However, in the long overtime group, this significant association disappeared among those with exercise habits. Our findings suggest that exercise habits reduce psychological distress in relation to long (i.e., !80 hours) overtime work hours.

PurposeThis paper highlights inclusion issues Indigenous people experience maintaining their mental health in the workplace.Design/methodology/approachUsing a grounded theoretical approach, five sharing circles were conducted with the Nokiiwin Tribal Council's community members to better understand inclusivity issues related to workplace mental health.FindingsFive themes emerged from the data related to enhancing inclusivity and workplace mental health for Indigenous workers: (1) connecting with individuals who understand and respect Indigenous culture; (2) respecting Indigenous traditions; (3) hearing about positive experiences; (4) developing trusting relationships and (5) exclusion is beyond the workplace.Research limitations/implicationsThe next step is to finalize development of the Wiiji app and evaluate the effectiveness of the app in helping Indigenous workers feel included at work and to improve workplace mental health. If effective, the Indigenous-developed e-mental health app will be promoted and its benefits for helping Indigenous workers feel included at work and also for providing accessible mental health resources, will be known. In the future, other Indigenous groups may be potentially interested in adopting a similar application in their workplace(s).Originality/valueThere is very little known about inclusivity issues related to Indigenous workers' maintaining their mental health. This paper identifies major issues influencing the exclusion and inclusion of Indigenous workers.