{
  "name": "バーンアウト 主張レジスター",
  "version": "0.1",
  "license": "CC BY 4.0",
  "claims": [
    {
      "id": "definition",
      "claim": "バーンアウトは、うまく管理されなかった慢性的な職場ストレスに関係する職業上の現象である",
      "label": "A",
      "relationship": "definition",
      "scope": [
        "individual",
        "work"
      ],
      "sources": [
        "who-2019",
        "maslach-leiter-2016"
      ],
      "limits": [
        "WHOでは医療上の疾患に分類されない",
        "仕事以外の生活領域へ無条件に拡張しない"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "three-dimensions",
      "claim": "代表的定義では消耗、仕事からの心理的距離・冷笑、職業的効力感の低下という複数次元を扱う",
      "label": "A",
      "relationship": "construct",
      "scope": [
        "individual"
      ],
      "sources": [
        "maslach-jackson-1981",
        "maslach-leiter-2016"
      ],
      "limits": [
        "尺度によって次元構成が異なる",
        "単一総合点が常に適切とは限らない"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "not-diagnosis",
      "claim": "バーンアウト尺度だけで精神疾患を診断できる",
      "label": "不支持",
      "relationship": "clinical-boundary",
      "scope": [
        "individual"
      ],
      "sources": [
        "who-2019",
        "koutsimani-2019"
      ],
      "limits": [
        "抑うつ・不安・睡眠等との併存や鑑別には医療専門家の評価が必要"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "demands",
      "claim": "高い仕事要求はバーンアウト、特に消耗と将来的に関連する",
      "label": "A/B",
      "relationship": "risk-association",
      "scope": [
        "individual",
        "organization"
      ],
      "sources": [
        "demerouti-2001",
        "alarcon-2011",
        "aronsson-2017"
      ],
      "limits": [
        "要求の種類と職務文脈が異なる",
        "自己報告研究を含む"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "resources",
      "claim": "裁量、支援、公正、報酬などの仕事資源の不足はバーンアウトと関連する",
      "label": "A/B",
      "relationship": "risk-association",
      "scope": [
        "individual",
        "organization"
      ],
      "sources": [
        "lee-ashforth-1996",
        "alarcon-2011",
        "aronsson-2017"
      ],
      "limits": [
        "資源同士は相関する",
        "介入で何を変えるべきかは文脈依存"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "health-outcomes",
      "claim": "バーンアウトは後の心理・身体・職業上の不利益を予測した前向き研究がある",
      "label": "B",
      "relationship": "prospective-association",
      "scope": [
        "individual"
      ],
      "sources": [
        "salvagioni-2017"
      ],
      "limits": [
        "結果が一致しないアウトカムもある",
        "疾患の直接原因と断定しない",
        "尺度の異質性"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "depression-overlap",
      "claim": "バーンアウトと抑うつ・不安は強く関連するが、完全に同一とは確定していない",
      "label": "B",
      "relationship": "construct-boundary",
      "scope": [
        "individual"
      ],
      "sources": [
        "koutsimani-2019",
        "chen-meier-2021"
      ],
      "limits": [
        "項目内容が重なる",
        "横断研究が多い",
        "臨床鑑別は尺度相関だけでできない"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "engagement-opposite",
      "claim": "ワーク・エンゲージメントはバーンアウトの単純な反対語である",
      "label": "不支持/要区別",
      "relationship": "construct-boundary",
      "scope": [
        "individual"
      ],
      "sources": [
        "bakker-2014",
        "maslach-leiter-2008"
      ],
      "limits": [
        "関連は強いが独立に測るモデルがある",
        "低エンゲージメントだけでバーンアウトとは言えない"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "prevalence-single-number",
      "claim": "職種のバーンアウト率は、どの調査でも同じ基準で比較できる",
      "label": "不支持",
      "relationship": "measurement-boundary",
      "scope": [
        "population"
      ],
      "sources": [
        "rotenstein-2018"
      ],
      "limits": [
        "尺度、次元、カットオフ、集計法が異なる",
        "医師レビューだが測定上の教訓は広い"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "individual-interventions",
      "claim": "個人向け介入でバーンアウトが小さく改善する場合がある",
      "label": "B/C",
      "relationship": "intervention",
      "scope": [
        "individual"
      ],
      "sources": [
        "awa-2010",
        "west-2016",
        "lee-cha-2023",
        "haslam-2024"
      ],
      "limits": [
        "医療職研究が多い",
        "効果は小さく短期のことが多い",
        "組織要因を残したままでは限界"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "organizational-interventions",
      "claim": "勤務・業務・資源等を変える組織介入はバーンアウト対策に含めるべきである",
      "label": "B",
      "relationship": "intervention-guidance",
      "scope": [
        "organization"
      ],
      "sources": [
        "west-2016",
        "de-simone-2019",
        "who-2022"
      ],
      "limits": [
        "介入の具体像と実装品質が多様",
        "医療職研究の比重が大きい"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "training-only",
      "claim": "レジリエンス研修やマインドフルネスだけで、どの職場のバーンアウトも解決できる",
      "label": "不支持",
      "relationship": "practice-guardrail",
      "scope": [
        "individual",
        "organization"
      ],
      "sources": [
        "awa-2010",
        "who-2022",
        "haslam-2024"
      ],
      "limits": [
        "過重負荷・低裁量・不公正等を同時に扱う必要がある"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "japanese-measures",
      "claim": "日本の労働者向けに検証されたバーンアウト尺度が複数ある",
      "label": "B",
      "relationship": "measurement",
      "scope": [
        "individual"
      ],
      "sources": [
        "kitaoka-2004",
        "kubo-2014",
        "sakakibara-2020"
      ],
      "limits": [
        "尺度間で構成概念と得点が異なる",
        "全国共通の診断閾値ではない",
        "利用条件を確認"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "screening-ranking",
      "claim": "バーンアウト得点を個人査定、配置転換、退職勧奨の根拠へ直接使ってよい",
      "label": "不支持",
      "relationship": "ethical-guardrail",
      "scope": [
        "individual",
        "organization"
      ],
      "sources": [
        "who-2022",
        "debeer-2024"
      ],
      "limits": [
        "回答抑制・不利益・再特定を生む",
        "健康情報として厳格な保護が必要"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "personal-weakness",
      "claim": "バーンアウトは本人の性格や弱さだけで生じる",
      "label": "不支持",
      "relationship": "causal-guardrail",
      "scope": [
        "individual",
        "organization"
      ],
      "sources": [
        "demerouti-2001",
        "aronsson-2017",
        "maslach-leiter-2016"
      ],
      "limits": [
        "個人差はあり得るが仕事設計・関係・制度を除外できない"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "recovery-time",
      "claim": "休暇を取れば、仕事の条件を変えなくてもバーンアウトは必ず再発しない",
      "label": "不支持",
      "relationship": "practice-guardrail",
      "scope": [
        "individual",
        "organization"
      ],
      "sources": [
        "perski-2017",
        "maslach-leiter-2016"
      ],
      "limits": [
        "回復と復職は別の結果",
        "元の要求・資源の不均衡が残れば再発し得る"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "manager-duty",
      "claim": "管理職の役割は、疲弊した本人にセルフケアを勧めることだけである",
      "label": "不支持",
      "relationship": "organizational-duty",
      "scope": [
        "manager",
        "organization"
      ],
      "sources": [
        "who-2022",
        "de-simone-2019"
      ],
      "limits": [
        "業務量、裁量、役割、支援、公正、休息、医療アクセスを点検する必要"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    },
    {
      "id": "monitoring-ai",
      "claim": "メール・チャット・表情等から本人に知らせずバーンアウトを推定してよい",
      "label": "不支持",
      "relationship": "ethical-guardrail",
      "scope": [
        "individual",
        "organization"
      ],
      "sources": [
        "who-2022",
        "rotenstein-2018"
      ],
      "limits": [
        "妥当性・同意・目的外利用・誤分類・差別の問題",
        "研究尺度ですら定義が統一されない"
      ],
      "last_searched": "2026-07-11",
      "last_human_verified": "2026-07-11",
      "license": "CC BY 4.0"
    }
  ]
}