Results: Some preliminary ideas about the nature of the intervention came to fore. The RTW intervention should: 1) take into account the acute character of the injury; 2) be short of duration; 3) be non-invasive, as most patients do not consider themselves sick; 4) be aimed at RTW; 5) reduce costs and therefore group sessions are favored. Solution-Focused Therapy (SFT) met most of the aforementioned criteria. However, as SFT originates in family therapy, its principles and practices had to be translated to the problems of patients with acute hand injuries targeted on RTW. SFT therapists use a number of specific questioning techniques that invite clients to co-construct a vision of a preferred future and draw on their past successes, strengths, and resources to make that vision a reality. Examples of questioning techniques are the miracle question, scaling questions and coping questions. The SFT treatment ingredients were incorporated in a new intervention, consisting of one individual meeting, and four group meetings. In every group meeting one topic is discussed in a SF manner. Background: The association between organizational justice and workplace bullying has not yet been investigated, while the workplace atmosphere is supposed to responsible for it. The objective of the study was to explore the crosssectional association of organizational justice, as well as job strain (the ratio of job demands to job control) and effortreward imbalance, with workplace bullying in a sample of civil servants in Japan. Methods: The study sample consisted of 807 males and 735 females of the civil servants in the Kanto region in Japan (response rate, 46.7%). They were asked to fill in a selfadministered questionnaire including scales of workplace bullying, organizational justice (interactional justice and procedure justice), job demands and job control, effortreward imbalance (ERI), supervisor and coworker support, and other covariates (sex, age, marital status, occupational status, employment contract, work shift, overtime in the past month, unit size, and sex ratio of the unit). Workplace bullying was measured by the Negative Acts Questionnaire-Revised, and was defined as those experiencing at least one of 22 negative acts weekly or more frequently during the past six months. Each job stressor variable was categorized into the tertiles. Odds ratio of workplace bullying associated with each job stressor was estimated by using logistic regression analysis, using the lowest tertile as the reference, adjusting for the covariates. Results: After adjustment for the covariates, high interactional justice (odds ratio 0.23, 95%Cl 0.14-0.39) and high procedure justice (odds ratio 0.21, 95%Cl 0.13-0.34) were negatively associated with workplace bullying. High job strain, high effortreward imbalance, low supervisor support, and low coworker support were also significantly associated with workplace bullying in an expected direction (p<0.05). Conclusion: Low organizational justice may be a risk factor for workplace bullying among Japanese civil servants. The study also confirmed that job strain, ERI, and low worksite social support were associated with bullying. To investigate 1) whether socioeconomic state such as income, education attainment, and occupational class are associated with employees' depression, and 2) whether occupational stress would explain the associations in Japanese working populations, we developed a cohort of employees of 3 different manufacturing workplaces and sent a self-administered questionnaire as the baseline data. A total of 3767 employees responded to the survey (response rates 75-96%). Associations of income level (lower or higher than ¥5,000,000 of annual household income), educational attainment (lower or higher than the level of high school education) and occupational class (managerial or not) with depression were examined. Based on a recent validation test among Japanese workers using the Mini International Neuropsychiatric Interview, depression was defined as a dichotomize variable with a cut point of the CES-D scores 19 or above. Occupational stress was evaluated using Japanese versions of demand-control questionnaire and effort-reward questionnaire. Using the sex-specific median values, we produced a quadrant scheme with 4 exposure categories, with low job demand and high job control representing a relax job, high job demand and high job control representing an active job, low job demand and low job control representing a passive job, and high job demand and low job control representing a strain job. According to Siegrist, we defined a ratio of the scales 'effort' and 'rewards', weighted for number of items where a value>1 as the critical 'high cost / low gain' condition. Univariate analyses showed that depression was prevalent among the lower socioeconomic groups than the counterpart groups. Strain and passive jobs were prevalent among lower socioeconomic groups, whereas effort-reward imbalance tended to be prevalent among higher socioeconomic groups. Multivariate analyses revealed that socioeconomic indices were not associated with depression but the occupational stressors were significantly associated with depression. The association between occupational class and depression appeared to be explained by occupational stress, in particular, low job control.