The Association between the Severity of Dysmenorrhea and Psychological Distress of Women Working in Central Tokyo—A Preliminary Study

Abstract

This study aims to clarify the association between the severity of dysmenorrhea and psychological distress among working women in central Tokyo and examine the effect modification of job stressors. The participants in this cross-sectional study were 312 women who had undergone health check-ups in the “Marunouchi Hokenshitsu” project. The severity of dysmenorrhea was defined as the degree of daily life disturbance with menstrual pain, and the outcome variable was the K6 scores. To assess the association of psychological distress with the severity of dysmenorrhea, multiple regression analyses were performed. The results revealed that 18.3% of the 289 working women were in the moderate/severe group of dysmenorrhea. In multiple regression analysis, moderate/severe dysmenorrhea was significantly associated with higher levels of psychological distress, but the significance disappeared after adjusting for gynecology such as premenstrual syndrome (PMS) and workplace-related factors. The degree of job control was significantly associated with lower levels of psychological distress and may modify psychological distress caused by dysmenorrhea. Moderate/severe dysmenorrhea may be associated with higher levels of psychological distress in working women, and psychological symptoms of PMS) and the degree of job control were possible effect factors, and there may be effect modification by the degree of job control.

The Association between Menstrual Symptoms and Presenteeism: A Cross-Sectional Study for Women Working in Central Tokyo

“…Covariates were selected based on previous studies [ 17 , 18 , 24 ]. The variables related to the participants’ attributes included age, academic background (university graduate, other), marital status (married or unmarried), and the presence of children, all of which were used as covariates in another study using the same datasets [ 32 ]. Work-related factors such as work-life balance and perceived work demands were reported to be associated with work performance [ 18 ].…”