Залишатися на японському робочому місці з великою кількістю понаднормових vs. піти заради кращого балансу роботи та особистого життя
Якщо ви дієте
Залишитися на роботі з великим обсягом понаднормових
27%
Якщо ви не дієте
Піти заради кращого балансу роботи і життя
26%
Відсоток тих, хто згодом шкодує про кожен вибір. Стовпчики та повний реєстр показані нижче.
Career
Остання перевірка 2026-05-13
Якість доказів 3.25/5
Восьмивимірна оцінка перевірки за
рубрикою якості
. Кожен вимір оцінений 1–5.
D1 Перевірка джерел
2/5
D2 Авторитет та незалежність джерела
3/5
D3 Точність частоти жалю
2/5
D4 Порівнянність джерел
2/5
D5 Шаблон Гіловича
5/5
D6 Якість прози
4/5
D7 Повнота застережень
4/5
D8 Якість вибірки
4/5
Середнє3.25/5
Замінні дані — для цього рішення не існує прямого дослідження жалю. Показники отримані з оцінок задоволеності та даних про бар'єри доступу, а не з питань, що безпосередньо стосувалися жалю. Дивіться застереження нижче.
Жаль за дію
Залишитися на роботі з великим обсягом понаднормових
27%
27% японських працівників повідомляють про симптоми вигорання (проксі: прямого опитування про жаль щодо залишання не існує)
японські працівники в середовищах з великими понаднормовими
поперечно, 2022–2023
Жаль за бездіяльність
Піти заради кращого балансу роботи і життя
26%
26% японців, що змінили роботу, кажуть, що їхній перехід був невдачею (жаль щодо зміни роботи)
японські працівники, які змінили роботу від роботодавців з великими понаднормовими
поперечно, 2023
% шкодує про цей вибір
Залишитися на роботі з великим обсягом понаднормовихПіти заради кращого балансу роботи і життя
27%26%
balanced — Приблизно збалансовано — обидва вибори несуть подібний жаль.
Пов’язані рішення
Семантично близькі рішення — та сама сфера, інші компроміси.
Japan’s overwork culture is among the most quantified in the world. The
Japan Ministry of Health, Labour and Welfare’s 2022 White Paper found that
10.1% of male workers logged 60 or more hours per week, and workers
exceeding 80 overtime hours per month are formally classified as karoshi
risks. McKinsey’s 2023 Global Health Survey of more than 30,000 workers across
30 countries placed Japan last among all surveyed nations for employee
well-being, with only 25% reporting good overall health against a 57%
global average, and 27% reporting outright burnout symptoms — among
the highest of the 30 countries surveyed. No survey directly asks Japanese
workers whether they regret staying in a high-overtime job, so the 27%
burnout-symptom rate stands in as a transparent dissatisfaction proxy
for the action side rather than a true regret figure.
The regret landscape for those who leave is measured more directly. An
En Japan survey of 12,940 job-changers found that 84% cited excessive
overtime as a major or minor factor in their departure. A separate
Tenshoku Kaigi survey of 1,034 recent job-changers asked whether the move
had been a success or a failure: 74% called it a success and 26% called it
a failure — one in four regret having changed jobs, mostly because of a
gap between the company they imagined and the one they joined. The
remaining three in four do not, which fits a structural feature of the
labour market: Japan’s nenko joretsu seniority system ties wages and
promotion to tenure, so workers who leave sacrifice long-run earnings accrual
even when their immediate well-being improves. The OECD Better Life Index
scores Japan at 3.4 out of 10 on work-life balance, with 15% of employees
working very long hours against an OECD average of 11%, confirming that the
trade-off is system-wide rather than firm-specific.
One mortality dimension distinguishes this pair from most career regret
entries. Government guidelines formally classify workers sustaining 80+
overtime hours per month as at risk of karoshi (death from overwork), a
mortality dimension that does not appear in standard satisfaction surveys.
On the survey measures
the two sides look almost level — 27% of stayers report burnout symptoms
against 26% of leavers who regret the move — but those numbers measure
different things and omit mortality entirely. The action side carries a
documented physical risk that the inaction side does not, so the headline
near-tie understates how much heavier the cost of staying can be.
Джерела: дія
Реєстр тверджень
Кожне число нижче — це те, що повідомило джерело, з дослівною цитатою, на яку ми спиралися, та тим, як ми дійшли до нашої цифри. Натисніть на посилання, щоб перевірити самостійно.
[1]McKinsey Health Institute — Reframing employee health: Moving beyond burnout to holistic health
Авторитетне довідкове видання
27% of Japanese employees report burnout symptoms; only 25% report good overall well-being vs. 57% global average
Витяг
“"Japan had the lowest proportion of employees reporting good overall well-being (25 percent), compared with a global average of 57 percent. Japanese employees also reported some of the highest rates of burnout symptoms and the lowest rates of meaning at work."
”
Дані джерела:
2023-10-01
Дата звернення
2026-05-13
Розрахунок
McKinsey surveyed 30,000+ workers across 30 countries. Just over a quarter (27%) of respondents from Japan report burnout symptoms, and only 25% report good holistic health (vs. a 57% global average) — both the lowest of the 30 countries. There is no direct "regret staying in a high-overtime job" survey, so the 27% burnout-symptom rate is used as a transparent dissatisfaction proxy for the action side (proxy_only: true). It is NOT a regret rate. The earlier headline of 46% was a manufactured composite not stated by any source and has been retired; the displayed 27% is the figure McKinsey actually reports for Japan.
[2]Japan Ministry of Health, Labour and Welfare — 2022 White Paper on Labour (Rodo Hakusho)
Урядовий звіт
10.1% of male workers worked 60+ hours/week; 1 in 10 workers at karoshi risk at 80+ overtime hours/month
Витяг
“"[Paraphrase from abstract — full text paywalled] The 2022 White Paper reports that 10.1% of male employees worked 60 hours or more per week. Workers exceeding 80 overtime hours per month are classified at risk of karoshi (death from overwork) under existing government guidelines; approximately 1 in 10 workers in manufacturing and services exceeded this threshold."
”
Дані джерела:
2022-07-01
Дата звернення
2026-05-13
Розрахунок
MHLW figures establish the baseline population of high-overtime workers in Japan and the karoshi threshold. The 10.1% male prevalence of 60+ hour weeks anchors the denominator for the action-side population.
[3]Nippon.com (citing En Japan / en-tenshoku survey, March 2023) — Overtime Affects Career Change Choices for 84% of Japanese Workers
Первинне дослідження
84% of job-changers said overtime 'greatly' or 'slightly' affected their decision to leave
Витяг
“"En Tenshoku, a career-change support website operated by En Japan, conducted a survey from late February through late March 2023 with 12,940 valid responses, asking users if overtime work and average overtime hours affected their choice of company when searching for a new job. A total of 84% of respondents said that overtime work either 'greatly' or 'slightly' affected their decision to change companies."
”
Дані джерела:
2023-03-01
Дата звернення
2026-05-14
Розрахунок
The 84% overtime-driven departure rate establishes that dissatisfaction with overwork is the dominant driver of job-change among those who stayed long enough to reach the decision point. It contextualises the action side but does not itself measure stay-regret; the action-side proxy rate comes from McKinsey's 27% burnout-symptom figure. This Nippon.com cite quotes the En Tenshoku survey (n=12,940, late Feb-Mar 2023) verbatim and confirms the 84% figure (the original corp.en-japan.com newsrelease URL returned HTTP 404).
Джерела: бездіяльність
Реєстр тверджень
Кожне число нижче — це те, що повідомило джерело, з дослівною цитатою, на яку ми спиралися, та тим, як ми дійшли до нашої цифри. Натисніть на посилання, щоб перевірити самостійно.
[1]Tenshoku Kaigi (転職会議), Livesense Inc. — 1 in 4 job-changers regret changing jobs (Tenshoku Kaigi survey)
Первинне дослідження
Tenshoku Kaigi (転職会議, operated by Livesense) surveyed 1,034 men and women in their 20s-40s who had been at their new employer for under two years (fieldwork 22-23 March 2016). 74% felt the move was a "success" and 26% felt it was a "failure" — "1 in 4 regret having changed jobs." This is a direct post-change regret survey, so the inaction-side rate is set to 0.26 (the share who regret leaving). It replaces the earlier En Japan newsrelease cite (corp.en-japan.com/ newsrelease/2023/31734.html), which returned HTTP 404 and never contained a "24% worse on at least one dimension" figure.
[2]OECD — OECD Better Life Index: Japan
Авторитетне довідкове видання
Japan scores 3.4/10 on work-life balance — among the lowest in the OECD
Витяг
“"Japan scores 3.4 out of 10 on the work-life balance dimension, well below the OECD average of 6.5. In Japan, 15% of employees work very long hours, compared with 11% of OECD workers on average."
”
Дані джерела:
2023-01-01
Дата звернення
2026-05-13
Розрахунок
The OECD score corroborates Japan's structural overwork problem and contextualises why most job-changers who secure better balance do not regret the move, consistent with the 26% inaction-regret rate from the Tenshoku Kaigi survey. The OECD index is a country-level work-life-balance composite, not itself a regret measure.
Застереження
The two sides measure different constructs and are not directly comparable. The action-side figure (27%) is McKinsey's share of Japanese employees reporting burnout SYMPTOMS — a dissatisfaction proxy, not a "regret staying" survey question, since no direct stay-regret survey exists (hence proxy_only: true). The inaction-side figure (26%) is a direct post-change regret rate from the Tenshoku Kaigi survey of recent job-changers, but those respondents had already chosen to leave (no randomised comparison group). The two rates being close (27% vs 26%) should not be read as a precise head-to-head. Karoshi (death from overwork) is a government-recognized risk classification for workers sustaining 80+ overtime hours per month, so the action side carries a documented mortality risk that satisfaction surveys do not capture. Japan's nenko joretsu seniority system means that leaving early in a career carries long-run compensation costs not captured in short-term regret surveys.
