Mental self-care device, mental self-care method, and mental self-care program

Abstract

Provided are a mental self-care device, a mental self-care method, and a mental self-care program capable of preventing a mental disorder by meeting individual circumstances of an employee and enabling continuous use, and capable of achieving further improvement in productivity in healthy employees. This mental self-care device comprises: a session presentation unit that is capable of communicating with one or more employee terminals and that presents, to each of the one or more employee terminals, a psychotherapy-based session that branches into scenarios in accordance with the needs of each employee; and an employee history storage unit that stores the content of the sessions of each employee.

Description

Self-mental care device, self-mental care method, and self-mental care program

[0001] The present invention relates to a self-mental care device, a self-mental care method, and a self-mental care program.

[0002] Economic losses caused by poor mental health among employees are becoming a problem (see, for example, Patent Documents 1 to 3). Patent Document 1 discloses a device that supports those under management in an organization and assists the organization's work. Patent Document 2 discloses a method for calculating a mental health score based on answers to multiple questions about lifestyle habits and sleep. Patent Document 3 discloses a healthcare system that includes estimation of stress factors using vital data.

[0003] JP 2023-49850 A, Patent No. 7337876, Patent No. 7274253

[0004] Traditional corporate mental health measures have primarily focused on responding to stress after it becomes apparent, such as conducting stress checks, consulting with industrial physicians, and counseling for employees whose stress levels have become apparent. As a result, the ratio of those who actually receive consultations with industrial physicians and other such measures to the number of highly stressed individuals who require mental health treatment is very small. By the time highly stressed individuals receive treatment, their mental health problems are often already severe. This creates the problem of companies incurring losses in personnel and recruitment costs when highly stressed individuals take time off work or resign. Furthermore, as those around them take over and absorb the work of highly stressed individuals who take time off work or resign, the stress levels of those around them also increase. Even without apparent symptoms, many employees suffer from worries and stress, resulting in losses due to reduced productivity.

[0005] In view of the above problems, the present invention aims to provide a self-mental care device, a self-mental care method, and a self-mental care program that are suited to the individual circumstances of employees and can be used continuously to prevent mental disorders, while also enabling healthy employees to further improve their productivity.

[0006] A first aspect of the present invention is a self-mental care device capable of communicating with one or more employee terminals, and including, on each of the one or more employee terminals, a session presentation unit that presents psychotherapy-based sessions that branch into scenarios according to the needs of each employee, and an employee history storage unit that stores the content of each employee's session.

[0007] In the first aspect of the present invention, the causes of stress for each employee may be classified in the session based on whether they can be resolved by the employee themselves and on their importance.

[0008] In a first aspect of the present invention, depending on the classification, the scenario of the session may branch and options for the next action to be taken may be suggested.

[0009] In the first aspect of the present invention, the session may suggest psychotherapy-based countermeasures depending on the employee's mental state.

[0010] In the first aspect of the present invention, the psychological therapy may be any of coaching, behavioral therapy, and cognitive behavioral therapy.

[0011] In the first aspect of the present invention, communication with an expert terminal is further possible, and an employee and an expert using the expert terminal may conduct a session while having an online interview.

[0012] In the first aspect of the present invention, the expert terminal may further be capable of communicating with the expert terminal and transmitting expert messages generated based on the content of the session and transmitted from the expert terminal to one or more employee terminals.

[0013] In the first aspect of the present invention, the system may further include an email distribution unit that distributes to one or more employee terminals an email containing a column of content based on at least one of the employee's stress tendencies determined in the session and items of high interest to the employee sent from one or more employee terminals.

[0014] The first aspect of the present invention may further comprise a high stress determination unit that determines whether the employee is in a high stress state based on the content of the session.

[0015] In a first aspect of the present invention, further communication with a corporate terminal is possible, and information that identifies an individual among the contents of the session stored in the employee history memory unit is not provided to the corporate terminal, and integrated data that integrates the contents of the session may be provided to the corporate terminal.

[0016] In the first aspect of the present invention, the system may further include a response generation unit, which generates a message based on the content of the session and transmits the message to one or more employee terminals.

[0017] In the first aspect of the present invention, the system further includes an AI response generation unit, which may use the generated AI to generate a message for each of one or more employees and send it to one or more employee terminals.

[0018] In the first aspect of the present invention, the session presentation unit may use a generation AI to generate and present the content of the session based on psychotherapy.

[0019] In a first aspect of the present invention, the system further includes a learning content providing unit, which may generate information describing specific approaches for performing actions based on at least one of the theories of cognitive behavioral therapy, behavioral therapy, and coaching, and transmit the information to one or more employee terminals.

[0020] In the first aspect of the present invention, the device further includes a resilience diagnosis unit, which scores the effect of providing the content of the session based on career resilience and stress coping scales, performs a diagnosis, generates information describing the diagnosis results, and transmits the information to one or more employee terminals.

[0021] In the first aspect of the present invention, an engagement / productivity measurement unit may be further provided, and the engagement / productivity measurement unit may measure engagement and productivity.

[0022] In the first aspect of the present invention, a calculation unit may be further provided, which may calculate and display the numerical values ​​and changes in stress coping ability, stress value, engagement, and productivity for each client company in real time based on employee responses to the survey.

[0023] In the first aspect of the present invention, a simulation providing unit may be further provided, and the simulation providing unit may provide a simulation using the generating AI to one or more employee terminals.

[0024] A second aspect of the present invention is a self-mental care method, which is characterized in that a self-mental care device capable of communicating with one or more employee terminals and having a session presentation unit and a session storage unit includes a step of presenting to each of the one or more employee terminals a psychotherapy-based session that branches into scenarios according to the needs of each employee, and a step of storing the content of each employee's session.

[0025] A third aspect of the present invention is a self-mental care program that is implemented in a computer capable of communicating with one or more employee terminals, and that has a session presentation function that presents psychotherapy-based sessions to each of the one or more employee terminals, with scenarios branching to suit the needs of each employee, and a session storage function that stores the content of each employee's session.

[0026] According to the present invention, it is possible to provide a self-mental care device, a self-mental care method, and a self-mental care program that are suited to the individual circumstances of employees and can be used continuously, thereby preventing mental disorders and enabling healthy employees to further improve their productivity.

[0027] 1 is a diagram showing an outline of a self-mental care system according to a first embodiment of the present invention. FIG. 1 is a block diagram showing an example of the configuration of a self-mental care device according to the first embodiment. FIG. 2 is a diagram showing an example of the top page of a session provided by the self-mental care device according to the first embodiment. FIG. 3 is a graph for explaining the possibility and importance of self-resolution. FIG. 4 is a graph for explaining the relationship between the possibility and importance of self-resolution and coping methods. FIG. 5 is a flowchart for explaining the operation of the self-mental care device according to the first embodiment. FIG. 6 is an example of a login screen after user registration of the self-mental care device according to the first embodiment. FIG. 7 is an example of a screen provided by the self-mental care device according to the first embodiment at the start of a session. FIG. 8 is an example of a screen displaying questions provided by the self-mental care device according to the first embodiment. FIG. 9 is an example of a screen displaying questions provided by the self-mental care device according to the first embodiment. FIG. 10 is an example of a screen displayed by the self-mental care device according to the first embodiment.

[0028] Next, an embodiment of the present invention will be described with reference to the drawings. In the description of the drawings relating to the embodiment, the same or similar parts are denoted by the same or similar reference numerals. However, the drawings are schematic.

[0029] Furthermore, the embodiments are merely examples of devices and methods for embodying the technical idea of ​​the present invention, and the technical idea of ​​the present invention does not limit the configuration, arrangement, layout, etc. of each component to those described below. The technical idea of ​​the present invention can be modified in various ways within the technical scope defined by the claims.

[0030] (First embodiment) The self-mental care device according to this embodiment is a device that enables employees to take care of their own mental health and prevent mental disorders, thereby reducing the rate of absence from work and employee turnover, and improving workplace productivity.

[0031] The self-mental care system according to this embodiment is shown in Figure 1. As shown in Figure 1, the self-mental care system 10 according to this embodiment includes one or more employee terminals 11 used by one or more employees, an expert terminal 12 used by an expert, and a server 13 that can communicate with each of the one or more employee terminals and the expert terminal via a communication line 14. Hereinafter, this server 13 will be referred to as the self-mental care device 13.

[0032] The self-mental care device 13, the expert terminal 12, and the one or more employee terminals 11 are various electronic computers (computing resources) such as personal computers (PCs), mainframes, workstations, cloud computing systems, and mobile terminals. The illustrated expert terminal 12 and the one or more employee terminals 11 are personal computers, but these are merely examples and are not limiting. The self-mental care device 13, the expert terminal 12, and the one or more employee terminals 11 are connected to displays for display, as well as keyboards, mice, and other devices for input. The communication line 14 may be any communication network, such as the Internet, an optical network, or a telephone line network.

[0033] In this embodiment, one or more employees who use one or more employee terminals 11 are all employees who belong to a single company and are engaged in their work, but this is not limiting. One or more employees may belong to different companies. Alternatively, one or more employees may not belong to a company.

[0034] When one or more employees use the self-mental care system, the expert using the expert terminal 12 provides support, such as conducting online interviews with each of the one or more employees and providing advice to each of the one or more employees as they learn and practice stress care methods. The expert is a person with sufficient knowledge and experience regarding the mental health of one or more employees, and may be, for example, a person with at least a predetermined number of years of corporate experience, a business manager, a licensed coach, a licensed career counselor, a certified psychologist, or a clinical psychologist. In this embodiment, as shown in FIG. 1 , the self-mental care system 10 includes an expert terminal 12, and the self-mental care device 13 is capable of communicating with the expert terminal via a communication line 14. However, the self-mental care device of the present invention does not necessarily include an expert terminal. There may be multiple experts using the expert terminal 12 and multiple expert terminals 12.

[0035] The self-mental care device 13 according to this embodiment may include an AI response generation unit, which may use the generation AI to generate a message for each of one or more employees and transmit the message to one or more employee terminals. Here, the generation AI used in the self-mental care device 13 according to this embodiment generates messages, etc., by natural language processing using, for example, Large Language Models (LLM).

[0036] The self-mental care device 13 according to this embodiment will be described with reference to Fig. 2. As shown in Fig. 2, the self-mental care device 13 according to this embodiment is composed of a CPU 21 for executing various calculations, a memory unit 22 for storing processing programs, data, etc., an I / O (input / output interface) 23, a display unit 24, and an input unit 25.

[0037] The I / O 23 is an interface, buffer, etc. for communication (transmission and reception).

[0038] The display unit 24 is a display device such as a display, and displays the results of calculations performed by the CPU 21, etc.

[0039] The input unit 25 is an input device such as a keyboard or a mouse, and is realized by a device that receives input from a user and transmits it to the CPU 21 .

[0040] The block diagram in Figure 2 shows the functional units within the CPU 21. When each functional unit of the CPU 21 is realized by software, the CPU 21 realizes it by executing instructions of a program, which is software that realizes each function. In detail, the CPU 21 includes a session providing unit 211, an answer determining unit 212, a registration accepting unit 213, etc. The storage unit 22 also includes an employee information storage unit 221, an employee history storage unit 222, and a scenario storage unit 223.

[0041] The registration acceptance unit 213 accepts registrations of employees who use the self-mental care system 10 according to this embodiment. When the registration acceptance unit 213 accepts employee information for registering employee a from a specific employee terminal A among one or more employee terminals 11, it issues an ID and password for using a session provided by the self-mental care device 13, transmits them to employee terminal A, and stores the employee information, ID, and password as employee registration information in the employee information storage unit 221. When registered employee a starts a session, the registration acceptance unit 213 also accepts an ID and password transmitted from a specific employee terminal B among one or more employee terminals 11, and checks the employee registration information stored in the employee information storage unit 221. If the received ID and password are registered in the employee registration information, it transmits information permitting the start of the session to the session providing unit 211. The registration reception unit 213 may store the employee registration information stored in the employee information storage unit 221, such as the company, role, name, furigana, nickname, gender (male, female, other), date of birth, department, employee number, job, date of joining, email address, and employee photo.

[0042] The CPU 21 may further include a company management unit. The memory unit 22 may further include a company information memory unit. The company management unit may store at least one of the company name, location, company URL, person in charge name, and person in charge contact information in the company information memory unit as company information. The company management unit may output to, for example, the display unit 24, a list of companies and company information stored in the company information memory unit, and employee registration information belonging to each company stored in the employee information memory unit 221. The company management unit may accept input from the administrator of the self-mental care device 13 and edit the company information stored in the company information memory unit. There may be multiple companies stored in the company information memory unit.

[0043] The company management unit may link the employee registration information stored in the employee information storage unit 221 to the company information stored in the company information storage unit.

[0044] The company administration unit may accept input from the administrator of the self-mental care device 13, select one of the companies listed on the display unit 24, and confirm employee information for employees belonging to the selected company. The company administration unit may accept input from the administrator of the self-mental care device 13 and edit the confirmed employee information. The company administration unit may accept input from the administrator of the self-mental care device 13 and newly register an expert and an expert terminal. The company administration unit may assign one or more experts and expert terminals to one or more employees and one or more employee terminals stored in the employee information storage unit. The company administration unit may assign one or more experts and expert terminals to one or more companies stored in the company information storage unit, respectively, and to all of one or more employees belonging to that company.

[0045] In response to the expert's input, the expert terminal 12 may display one or more companies stored in the company information storage unit and assigned by the company management department as the responsible party. In response to the expert's input, the expert terminal 12 may display one or more employees stored in the employee information storage unit 221 and assigned by the company management department as the responsible party. In response to the expert's input, the expert terminal 12 may display employee information of one or more employees stored in the employee information storage unit 221 and assigned by the company management department as the responsible party, and may further display the session attendance status and session performance details (such as the content of answers to questions) of the one or more employees. In response to the expert's input, the expert terminal 12 may set monthly goals for each of the one or more employees assigned by the company management department as the responsible party, and may further set monthly goals by coordinating with each of the one or more employees through the session. In response to the expert's input, the expert terminal 12 may send a message and advice based on the session content to each of the one or more employee terminals of the one or more employees assigned by the company management department as the responsible party.

[0046] The session providing unit 211 transmits information for providing a session to the employee terminal B. The session providing unit 211 receives information permitting the start of a session transmitted from the registration receiving unit 213 and begins providing the session. The session provided by the session providing unit 211 is developed in accordance with the scenario stored in the scenario storage unit 223. The session provided by the session providing unit 211 is configured to transmit information containing a question to the employee terminal B and branch the scenario in accordance with the content of the answer. Details of the session provided by the session providing unit 211 will be described later.

[0047] When the employee terminal 11 receives an ID and password from the registered employee and transmits them to the self-mental care device 13 to log in, the session's top page is displayed on the display of the employee terminal 11. An example of the session's top page is shown in Figure 3. The session's top page shown in Figure 3 is made up of menus such as starting the session, "Talk to Coach" (i.e., booking a coaching session), "This Week's Action Plan" (i.e., displaying actions to be taken in the near future), "Goals for this Month" (i.e., displaying goals for the month decided in the coaching session), and "READING CLUB" (i.e., displaying a site that publishes columns in a separate tab in the browser).

[0048] In the "Action Plan" menu list shown on the left side of Figure 3, you can view "Planned Actions," i.e., actions that are scheduled to be carried out in the near future; "Actions Completed," i.e., actions that were planned but were actually carried out; and "Actions that were effective for you," i.e., actions that were effective among the actions that were actually carried out.

[0049] In the menu list shown on the left side of Figure 3, under "How are you doing?", you can view "Condition Score," that is, the actual condition score on a 10-point scale as self-reported in the weekly self-session, and "Sleep," that is, the average sleep time for the previous week as self-reported in the weekly self-session.

[0050] The "Stress Coping Drawer" in the menu list shown on the left side of Figure 3 can display a "Stress Coping Map," i.e., a user's tendency toward stress, which is classified into eight types of actions for dealing with issues that an employee wants to deal with during a self-session, for example.

[0051] "Message History" in the menu list shown on the left side of Fig. 3 displays a list of messages sent by the coach. "Session History" in the menu list shown on the left side of Fig. 3 displays a history screen for reviewing the answers given in the self-session, for example, by implementation date. "Goal History" in the menu list shown on the left side of Fig. 3 displays a screen for checking the contents of the set goals, for example, by the set date.

[0052] The answer determination unit 212 analyzes and determines the content of the answer to the session transmitted from the employee terminal B. The session providing unit 211 transmits information describing a question to the employee terminal B in accordance with the scenario. The answer determination unit 212 accepts an answer to the question from the employee terminal B. The answer to the question may be, for example, an answer number selected from multiple options. In this case, the answer determination unit 212 transmits the answer number to the session providing unit 211 as an analysis result of the answer content. The answer to the question may be, for example, in a free-form format. In this case, the answer determination unit 212 performs natural language processing on the content of the answer and transmits the analysis result to the session providing unit 211 as an analysis result of the answer content. Based on the analysis result received from the answer determination unit 212, the session providing unit 211 transmits information describing a question, an action, etc. to the employee terminal B in accordance with the scenario stored in the scenario storage unit 223.

[0053] When the session providing unit 211 sends information describing questions, actions, etc. to employee terminal B in accordance with the scenario stored in the scenario memory unit 223 based on the analysis results received from the answer determination unit 212, it may use a generation AI to generate information describing questions, actions, etc. and send it to employee terminal B.

[0054] By carrying out a session provided by the session providing unit 211 on the display of the employee terminal B, the registered employee can organize and objectively view the causes of stress by self-analyzing whether the employee can solve the stress themselves and the importance of the stress. The scenario branches based on the stress classification results, the employee's own situation, the answers to questions, etc., and in the session, options for the next action the registered employee should take are proposed to the employee.

[0055] When the session providing unit 211 sends information to employee terminal B describing options for the next action that the employee should take in accordance with a scenario stored in the scenario memory unit 223 based on the employee's own situation, the content of the answers to questions, etc., the session providing unit 211 may also use the generation AI to generate information describing options for the next action that the employee should take and send it to employee terminal B.

[0056] The sessions provided by the session providing unit 211 have scenarios based on psychotherapy including cognitive behavioral therapy, behavioral therapy, previous research on stress coping, etc. Each employee has different needs, worries, stress, etc., and each psychotherapy is applied and an approach is made to the employee depending on the content of each need, worry, or stress.

[0057] Specifically, each employee has various needs and concerns, such as work pressure, work-life balance, work environment, and interpersonal relationships. To address these needs, the self-mental care device 13 according to this embodiment organizes and presents to the employee goals and specific actions to be taken now, based on a coaching approach, for example. Alternatively, the self-mental care device 13 according to this embodiment uses a behavioral therapy approach to suggest to the employee that they consciously plan and practice actions that will lead to their own recovery. Alternatively, the self-mental care device 13 uses a cognitive behavioral therapy approach to suggest to the employee that they look at problems they cannot control from a different perspective.

[0058] The session providing unit 211 may use a generation AI to generate and send to the employee the content of the presentation or suggestion that the employee consciously plan and practice actions that will lead to their own recovery based on the coaching approach described above, or that the employee consciously plan and practice actions that will lead to their own recovery based on the behavioral therapy approach, or that the employee consider problems that the employee cannot control from a different perspective based on the cognitive behavioral therapy approach.

[0059] The approach and session scenario that the self-mental care device 13 according to this embodiment takes with respect to the employee's needs are determined based on the results of a self-analysis performed by the employee during the session, which determines whether the employee can solve the needs, worries, and stress they are experiencing on their own and the importance of those issues. During the session, the self-mental care device 13 according to this embodiment requests the employee to provide the results of their self-analysis of whether the employee can solve the stress they are experiencing on their own and the importance of those issues. The employee self-analyzes whether the needs, worries, and stress they are experiencing can be solved on their own and how important they are.

[0060] Figure 4 shows a graph to explain the feasibility and importance of self-solving of employees' needs, worries, and causes of stress. The vertical axis of the graph shown in Figure 4 indicates the level of importance of the employee's needs, worries, and causes of stress to the employee himself, with the higher the point on the graph, the higher the importance and the lower the point on the graph, the lower the importance.

[0061] The horizontal axis of the graph in Figure 4 indicates the degree of self-solving possibility, with the further to the right on the graph, the greater the degree of self-solving possibility, and the further to the left on the graph, the less self-solving possibility there is. The degree of self-solving possibility refers to the extent to which an employee's needs, worries, and causes of stress can be resolved through their own actions. For example, if the degree of self-solving possibility were expressed numerically, with "self-solving possible" being 1 and "not self-solving impossible" being -1, then if an employee's own actions can resolve all of their needs, worries, and stress, it would be 1, if they cannot be resolved at all, it would be -1, and if they can be resolved partially, but not completely, or to some extent, it could be expressed as a value between 1 and -1 depending on the degree to which they can be resolved on their own.

[0062] During a session provided by the self-mental care device 13 according to this embodiment, the employee performs self-analysis to determine in which quadrant of the graph shown in Fig. 4 the employee's own needs, worries, and causes of stress are located. For example, if the employee recognizes that his or her needs are important and cannot be compromised, that they are highly significant, and that he or she can resolve on his or her own, the employee's needs will be located in the first quadrant of the graph shown in Fig. 4. On the other hand, if the employee recognizes that his or her needs are not important and that he or she cannot resolve on his or her own, the employee's needs will be located in the third quadrant of the graph shown in Fig. 4.

[0063] The self-mental care device 13 according to this embodiment proposes actions to be taken and / or ways to change the way of perceiving the causes of stress, based on the results of a self-analysis by the employee as to which quadrant and part of the graph shown in Fig. 4 their needs, worries, and stress are located in. Specifically, it proposes a total of eight ways to deal with stress, including the seven solutions shown in Fig. 5 and energy recharge for cases where the employee does not face the causes of stress.

[0064] As shown in Figure 5, the self-mental care device 13 receives the self-analysis results and suggests the following: if the employee recognizes that their needs, worries, and stresses are self-solvable, and the likelihood of self-solving is high, the suggestion is "organize solutions yourself," and if the likelihood of self-solving is next high, the suggestion is "consult someone about solutions." Also, if the employee recognizes that their needs, worries, and stresses are self-solvable but the importance of the issues is low, the suggestion is to "distract yourself" or "wait and see how things go."

[0065] Furthermore, if an employee recognizes that their needs, worries, or stress are something they cannot solve on their own, the suggestion is to "give up in a positive manner" if it is of high importance, followed by "ask someone to listen to your feelings" and "try changing the way you perceive things," in descending order of importance.If the stress is something they cannot solve on their own and is recognized as low importance, the suggestion is to "distract themselves" and "wait and see how it goes."

[0066] As mentioned above, "consulting others about solutions" includes, for example, talking to a coach, colleague, family / partner, friend, etc. "Distracting yourself" includes, for example, taking a break, clearing your head, having time alone, taking care of yourself, getting encouragement from others, etc. "Trying to change the way you perceive things" includes, for example, "imagining another generous version of yourself," "gaining something by losing," imagining a happy ending, etc. "Getting others to listen to your feelings" includes, for example, asking a colleague, family / partner, friend, etc.

[0067] Furthermore, when choosing not to confront the cause of stress, it is suggested to "recharge your energy" across the entire range of self-resolution possibilities and importance shown in Figure 4. Examples of "recharging your energy" include taking a rest, switching your mind, having time alone, taking care of yourself, and getting encouragement from others.

[0068] The self-mental care device 13 receives the self-analysis results and proposes the coping methods shown in Fig. 5. The self-mental care device 13 selects detailed contents from the detailed contents of the coping methods shown in Fig. 5 according to each employee's case and proposes them to the employee.

[0069] When the session providing unit 211 receives the self-analysis results and proposes a solution, it may use the generation AI to generate the content of the solution and send it to the employee terminal B.

[0070] The self-mental care device 13 encourages employees to participate in sessions at predetermined intervals and proposes coping methods to the employees in accordance with their current situations at each session. By participating in sessions at predetermined intervals and implementing coping methods, employees can improve their sense of self-efficacy and strengthen their behavior, resulting in a reduction in stress.

[0071] During the session, the expert conducts an online interview with the employee from the expert terminal 12, and digs deeper into the employee's story through message and email exchanges to extract information about the employee, which enables the self-mental care device 13 to suggest more appropriate ways of dealing with the situation and actions to be taken.

[0072] In the self-mental care device 13, when the session providing unit 211 receives the self-analysis results as described above and proposes a countermeasure, it may use the generation AI to generate the content of the countermeasure and send it to the employee terminal B.

[0073] It is important that the coping methods and actions proposed by the self-mental care device 13 are appropriate in content and difficulty for employees and are easy to implement, and that employees are required to implement the coping methods and actions repeatedly at predetermined intervals, in order to improve self-efficacy, strengthen behavior, and reduce stress. Easy-to-implement coping methods and actions are those that have a clear 5W1H, are granular enough that employees can immediately implement them and can visualize specific implementation images, and clarify actions toward the goal.

[0074] Specifically, for example, if an employee's concern is how to proceed with work and the solution suggested by the self-mental care device 13 is to "ask your supervisor if you can get time to discuss how to proceed with work," the suggested action would be specific and something the employee can take immediately, such as "when to check," "how to check," and "what to do if you cannot check using that method."

[0075] As another example of an easy-to-implement coping method or action, if an employee's concern is passing an exam and the coping method suggested by the self-mental care device 13 is "start studying to pass the exam," the suggested actions are "check the exam date" and "calculate backwards from the exam date to figure out what pace you should study at in order to be in time for the exam."

[0076] As yet another example, if an employee's concern is "having too many tasks piling up," and the solution suggested by the self-mental care device 13 is "completing as many of the tasks that have piled up as possible," the suggested actions are "deciding what to complete and at what pace" and "estimating the impact that completing those tasks will have on other work."

[0077] The self-mental care device 13 may be configured to determine whether an employee participating in a session is in a high-stress state based on the input content of the session and the content of remarks made during the interview. If the self-mental care device 13 determines that an employee is in a high-stress state, it may send an alert to the employee terminal of the employee determined to be in a high-stress state. Furthermore, if the self-mental care device 13 determines that an employee is in a high-stress state, in addition to providing care within the session, it may also encourage the employee to consult with the human resources department or an industrial physician of the employee's company as soon as possible to lead to early detection and treatment.

[0078] For example, the CPU 21 of the self-mental care device 13 may further include a high stress determination unit that determines whether an employee is in a high stress state based on the input content, comments, etc. made by the employee during a session. The high stress determination unit may determine whether an employee is in a high stress state, for example, based on a condition score in which the employee rates their current physical and mental condition on a scale of 1 to 10. The condition score is calculated as 10 points for the best physical and mental condition and 1 point for the worst, and if the condition score is smaller than a predetermined standard, the stress value is determined to be high. As the predetermined standard, for example, if the condition score is 3 or less for two or more consecutive weeks, the stress value is determined to be high.

[0079] For example, when the condition score determines that the stress level is high, the high stress assessment unit may be configured to prompt the employee whose stress level is determined to be high to understand their own situation using a burnout check scale. The burnout check scale refers to multiple check items to determine whether the employee corresponds to three symptoms: emotional exhaustion, depersonalization, and a decrease in personal accomplishment.

[0080] Next, the flow of a session provided by the self-mental care device 13 will be described with reference to the flowchart of FIG.

[0081] In step S501, the self-mental care device 13 accepts user registration before the employee starts using the session. The user registration is accepted by the registration acceptance unit 213. Fig. 7 shows an example of a login screen of the self-mental care device 13 after user registration.

[0082] In step S502, after user registration, when the session providing unit 211 receives information permitting the start of a session, the session providing unit 211 transmits information for providing a session to the employee terminal of the registered employee. Fig. 8 shows an example of a screen provided by the self-mental care device 13 at the start of a session. The session start screen shown in Fig. 8 displays the date of the day, resilience score, message, condition score, and stress coping map.

[0083] In step S503, the session providing unit 211 first transmits information for receiving the employee's current state. Specifically, the session providing unit 211 transmits to the employee terminal information containing questions about how the employee spent their time each day within a predetermined period, their sleep time, events that caused stress, events that energized them, and their mental and physical condition this week, and receives the answers to these questions. FIG. 9 shows an example of a screen displaying questions. In FIG. 9, a question is displayed that asks the employee about their average sleep time.

[0084] In step S504, the session providing unit 211 transmits information for the employee to address the cause of stress. Specifically, information is transmitted for the employee to select whether to address the cause of stress or to recharge their energy without addressing it. When the employee addresses the cause of stress, the process proceeds to step S505. When the employee recharges their energy, a method for recharging their energy is displayed. FIG. 10 shows an example of a screen displaying a question for the employee to select whether to address the cause of stress or to recharge their energy without addressing it.

[0085] In step S505, the session providing unit 211 transmits the details of the stress causes and questions for sorting them out. Fig. 11 shows an example of a screen displaying the details of the stress causes and questions for sorting them out. Fig. 11 displays a question asking whether there was an event that caused stress.

[0086] In step S506, information is sent that contains questions about the results of a self-analysis of the stress causes, including whether the stress causes can be resolved by the user and their importance, and responses to these questions are accepted. The questions about the results of the self-analysis of the stress causes and their importance are, for example, questions about the degree of whether the stress causes can be resolved by the user and their importance, and the responses to these questions may be numerical representations of the degree of whether the stress causes can be resolved by the user and their importance. These responses determine where the user is located on the graph shown in FIG. 4.

[0087] In step S507, the session providing unit 211 transmits information describing specific details of a method of dealing with the cause of stress and an action to be taken based on the answers to the questions about the degree of self-resolution and the importance of the problem. Specifically, the method of dealing with the cause of stress and an action to be taken are determined based on the graph shown in FIG.

[0088] In step S508, the session history is stored together with the employee information as employee history information in the employee history storage unit 222, and then the session is terminated.

[0089] After the session ends, the employee who participated in the session works on the methods of dealing with stress causes, actions, or methods of recharging energy proposed in the session, and then participates in another session after a predetermined period of time. For the second or subsequent sessions, in step S502, the session providing unit 211 reads out the employee history information stored in the employee history storage unit 222 and transmits information for providing the second or subsequent sessions to the employee terminal 11 of the registered employee based on the employee history information. After that, the employee reflects on how well they have worked on the methods of dealing with stress causes, actions, or methods of recharging energy that they worked on since the previous session, and then the session begins in step S503. Figure 12 shows an example of a screen for performing the reflection.

[0090] With each session, the content of the session history recorded in the employee history information stored in the employee history storage unit 222 accumulates, and effective choices and actions for the employee become clearer. In this way, the optimal stress coping method for each employee is personalized.

[0091] In the above-described session, the employee participates in the session only through interaction between the employee terminal 11 and the self-mental care device 13, and the expert does not participate in the employee's session. However, this is not limited to this, and the expert may also participate in the employee's session via the expert terminal 12 used by the expert.

[0092] When an expert participates in an employee's session via the expert terminal 12 used by the expert, the employee may conduct the session while meeting with the expert online. In this case, the employee can proceed with the session while receiving advice from the expert. Furthermore, the expert can dig deeper into what the employee is saying through conversation, extract information about the employee, and encourage the employee to decide on specific solutions and actions to be implemented.

[0093] The expert may also be configured to be able to check the employee's session history on the expert terminal. In this case, the expert can check the content of the session on the expert terminal not only while the employee is conducting the session but also before and after the session, and can send information containing advice and messages from the expert terminal to the self-mental care device 13 and / or the employee terminal. The sent information containing advice and messages is recorded in the employee history information stored in the employee history storage unit 222. After the expert sends the information containing advice and messages, the employee can check the expert's advice and messages on the employee terminal when they start a session. For example, after the employee has completed a session, the expert can send a message reflecting on the session content or a message regarding the action. The employee can use the content of these messages as a hint to conduct the session or take action.

[0094] In addition, the self-mental care device 13 according to this embodiment may be equipped with an expert response generation unit, and instead of an expert using the expert terminal 12, the expert response generation unit may use a generation AI to provide support such as conducting a session, checking the content of the session, generating and sending advice and messages, etc.

[0095] The generation AI may analyze the input content received from the employee terminal through the session by the self-mental care device 13 described above, and send the analysis results and trends to the employee terminal or the expert terminal.

[0096] The generation AI may analyze input content received from the employee terminal in a past session by the self-mental care device 13, generate trends and advice based on the analysis results, and transmit the content to the expert terminal. The expert may create a message based on the received content. The message created by the expert may also be transmitted from the expert terminal to one or more employee terminals.

[0097] Furthermore, the generation AI may be fine-tuned based on the history of messages sent by experts to employee terminals to improve the accuracy of generating advice and messages appropriate to the content of the session conducted by the employee.

[0098] An example of the flow of an employee's sessions over the course of a program is shown below. Figure 13 shows a schematic diagram showing when sessions were held over the course of the program. In Figure 13, the horizontal axis represents the elapsed time. As shown in Figure 13, sessions were held every week after the first session.

[0099] The initial session, the one-month session, and the two-month session are conducted through online interviews with experts. During the online interviews, experts support participants in learning and practicing stress care methods. From the third month onwards, regular online interviews are no longer held, but are held as needed, such as during times of high stress.

[0100] Employee-only sessions, which do not involve online interviews with experts, are held once a week. After an employee-only session, an expert will send a message after reviewing the content.

[0101] Furthermore, the self-mental care device 13 may analyze the items that interest the employee from the content of the session and send the employee a column or the like describing the items that interest the employee by message, email, etc. Examples of the content of the column include improving sleep, how to deal with a heavy workload, how to deal with anxiety about the future, how to accept evaluations from others, etc.

[0102] The self-mental care device 13 according to this embodiment may have functions for promoting healthy behaviors such as sleep, exercise, and diet, in addition to mental care. Specifically, for example, a session may include items such as questions about sleep, exercise, and diet, and advice, alerts, etc. may be displayed for each item. In this way, performance can be improved not only from a mental perspective but also from a health perspective.

[0103] The self-mental care device 13 according to this embodiment may be used as a tool for performance goal management. For example, it may set a goal for a predetermined period of time and propose a mental care approach for achieving the goal.

[0104] The self-mental care device 13 according to this embodiment was actually introduced to a company on a trial basis, and sessions were conducted with employees belonging to the company. The details and results are described below. The self-mental care device 13 was introduced on a trial basis to 10 employees in the sales department of a major financial institution. The 10 employees used the self-mental care device 13 for two months. During the program, the effects were measured using two indicators: a condition score and a stress coping scale.

[0105] As a result of the above trial implementation, 10 employees used the system at least 5 times out of a total of 8 times. Furthermore, even after the trial period ended, 8 of the 10 employees continued to use the Self-Mental Care System 10. The utilization rate for counseling in a typical EAP (Employee Assistance Program) is considered to be around 3-10%, but compared to this utilization rate, the utilization rate for the Self-Mental Care System 10 was 8 out of 10, or 80%, which can be said to be extremely high.

[0106] Figure 14 shows the progress of condition scores for employees who participated in the trial implementation. As mentioned above, condition scores are a subjective score ranging from 1 to 10 that reflects an employee's current physical and mental state. The data shown in Figure 14 is for eight of the ten employees who continued to use the program until the final week. In the graph shown in Figure 14, the data indicated by circles represent the data for employees in the trial implementation. In addition, the data indicated by triangles represents the average data for the ten employees. Compared to the first week, 90% of the eight employees who continued to use the program, as shown in Figure 14, showed an increase in condition score over the second month, indicating an improvement in their physical and mental state. Furthermore, an average 20% improvement in scores was observed.

[0107] Below we describe the changes in the stress coping scale of employees who participated in the above-mentioned trial implementation. The stress coping scale is a scale that measures the tendency to choose ways of dealing with the causes of stress. Here, the stress coping scale was measured using 21 items that measure individual differences in stress coping methods. Specifically, this measurement involves responding to 21 questions with a numerical value indicating the degree to which the questions apply to you. The measurement results of the employees who participated in the above-mentioned trial implementation and 10 employees who belong to the same department were compared.

[0108] The results of the measurements showed that employees' attitudes towards dealing with stress had changed, and they tended to proactively take measures rather than giving up easily on problems. In particular, changes were seen in their attitudes towards problems, such as "thinking about measures," "gathering information," and "not giving up."

[0109] Furthermore, in a post-test survey of employees who participated in the above-mentioned trial implementation, the following comments were received: "Even when I make a mistake, instead of blaming myself and getting depressed, I can analyze the cause and realize that I need to improve this," "I was able to accept it as something that I cannot solve on my own," and "I found that when I took time out of my busy schedule to participate, my anxiety was alleviated more than I expected, and I realized that taking action can change your attitude."

[0110] Traditional counseling services are often reactive because they primarily target people with high stress levels, and lack the mechanisms to contribute to improving business performance. The effectiveness of preventative measures is limited, and as a result, it is difficult to significantly reduce the flow time for people who are unwell. Because the target is limited to people who are unwell, it is difficult to contribute to improving company-wide KPIs or revitalizing the organization.

[0111] Furthermore, with conventional self-care applications, employees in good mental health have little motivation to use them, and they are mainly used by people with high stress levels or for tertiary prevention purposes. Because the number of users is often limited, the effect of freeing up time for superiors and those around them is also limited. The user demographic and continuation rate are often limited, making it difficult to lead to improved KPIs.

[0112] The self-mental care system 10 according to this embodiment is expected to provide stress care, support high performers, reduce costs for leave and resignation, and improve business performance. Supervisors in companies can entrust some of their subordinates' mental care, such as stress care and individual check-ins, to professionals, allowing them to focus on high-value-added work. It can also lead to improvements in company KPIs, and can be used as disclosure information for health management, human capital management, and other purposes.

[0113] Attributes of corporate employees who are likely to see greater benefits from using the self-mental care system 10 of this embodiment include high performers and managers as strategic personnel, employees in departments requiring caution in terms of survey figures and employees who have just returned to work after suffering from mental illness as high-risk individuals, and employees who have just been transferred, new employees, and new graduates during a company's transition period.

[0114] For high performers, the benefits include a boost to further improve performance, a better balance between work and rest, and improved self-management. For managers, the benefits include improved management of stress caused by complex interpersonal relationships between superiors and subordinates, and especially for newly appointed managers, the benefits include easing the pressure of new responsibilities.

[0115] For employees in departments requiring attention based on survey figures, it is effective to identify causes of stress, such as overwork or problematic organizational structures, and to implement specific interventions to prevent employees from taking time off or quitting. For employees who have just returned to work after suffering from mental illness, it is effective to detect signs of illness early and adjust the amount of follow-up work required for those around them.

[0116] For newly transferred employees and new recruits, it helps alleviate stress caused by adapting to a new environment, work content, and interpersonal relationships. For new graduates, it helps them adapt to a new environment, ease the pressure of learning new work, manage themselves as a member of society, and build resilience.

[0117] Second Embodiment A self-mental care system according to a second embodiment is capable of further communication with a company terminal compared to the self-mental care system according to the first embodiment. In the self-mental care system according to this embodiment, among the contents of sessions stored in the employee history storage unit, information that identifies an individual is not provided to the company terminal, and integrated data that integrates the contents of the sessions is provided to the company terminal.

[0118] For example, responses and content from sessions are not shared with company devices in a way that identifies individuals, but are provided only as integrated data. This protects employee privacy and psychological safety, allowing employees to use the service with peace of mind.

[0119] Third Embodiment A self-mental care system according to a third embodiment differs from the self-mental care system according to the first embodiment in that the CPU 21 shown in FIG. 2 further includes a response generation unit.

[0120] In the first embodiment of the self-mental care system, an expert can participate in an employee's session via the expert terminal 12. The expert can also check the employee's session history on the expert terminal. The response generation unit can generate advice, messages, etc., for the employee, which the expert creates on the expert terminal. Instead of the expert participating in the session through an online interview with the employee via the expert terminal 12, the response generation unit can send advice, etc., regarding the employee's session content and questions, when the employee participates in the session. For example, when the employee participates in the session, if the employee inputs a question, etc., in text or voice format on the employee terminal, the answer determination unit 212 may analyze the content of the question, etc., and based on the results, the response generation unit may generate a response to the question and output it in real time on the employee terminal. For example, instead of the expert sending a message reviewing the session content or a message regarding the employee's actions after the employee has completed the session, the response generation unit can generate a message.

[0121] In addition, the advice, messages, and responses to employees generated by the response generation unit may be generated using a generation AI.

[0122] (Fourth Embodiment) In the self-mental care system according to the first embodiment, the employee is allowed to select a method for dealing with stress, and actions based on theories such as cognitive behavioral therapy, behavioral therapy, and coaching are presented to the employee. Compared to the self-mental care system according to the first embodiment, the self-mental care system according to the present embodiment further includes a learning content providing unit. The learning content providing unit generates information describing specific approaches for implementing actions based on theories such as cognitive behavioral therapy, behavioral therapy, and coaching, and transmits the information to one or more employee terminals. For example, the learning content providing unit of the self-mental care system according to the present embodiment provides the employee with content showing specific methods for resolving questions such as "How can I change the way I perceive things using the concept of cognitive behavioral therapy?" or "How can I stop being attached to things using the concept of cognitive behavioral therapy?" according to the employee's needs.

[0123] The learning content provider of the self-mental care system of this embodiment provides the above-mentioned content to employees through interactive explanations of the theory, employees filling in their own examples, and feedback from the generating AI, so as to avoid one-sided e-learning.

[0124] The content provided by the learning content providing unit of the self-mental care system of this embodiment, which shows specific methods for resolving questions, may be provided to employees, for example, in a session provided by the session providing unit 211 of the self-mental care system of the first embodiment.

[0125] Fifth Embodiment The self-mental care system according to this embodiment may further include a resilience assessment unit, as compared to the self-mental care system according to the first embodiment. The resilience assessment unit scores and diagnoses the effect of a session provided to an employee by the self-mental care system according to the first embodiment based on the career resilience and stress coping scale, generates information describing the diagnosis results, and transmits the information to one or more employee terminals.

[0126] The career resilience assessment quantifies each answer to 22 career resilience questions, totaling the score, and quantifies five categories for stress coping tendencies: information gathering, positive interpretation, planning, distraction, catharsis, and positive resignation, while the life career resilience assessment quantifies five categories: long-term perspective, continuous coping, multifaceted life, optimistic thinking, and acceptance of reality. The 22 career resilience assessment questions include nine about stress coping strategies, five about life career resilience, one about work resources (support from colleagues and superiors), one about work stress, two about work engagement, one about presenteeism, and other basic questions.

[0127] Figure 15 shows an example of each item of stress coping tendency, and Figure 16 shows an example of each item of life career resilience. Figure 17 shows a specific example of the career resilience diagnosis results for employees. Figure 17 shows career resilience, stress coping ability, and the diagnosis results obtained from the career resilience diagnosis.

[0128] The self-mental care system according to this embodiment may further include an engagement / productivity measurement unit. The engagement / productivity measurement unit measures engagement and productivity. It is known that improving stress coping ability and resilience not only reduces stress but also improves engagement and productivity. The self-mental care system according to the first embodiment encourages employees to improve their stress coping ability by providing sessions to employees, but by measuring stress, engagement, and productivity using the self-mental care system according to this embodiment, the effect of providing sessions to employees using the self-mental care system according to the first embodiment can be more effectively linked to management indicators.

[0129] The self-mental care system according to this embodiment may further include a counting unit. The counting unit can count and display, in real time, the numerical values ​​and changes in stress coping ability, stress level, engagement, and productivity for each client company based on employee responses to the survey. By presenting the counted numerical values ​​and changes in stress coping ability, stress level, engagement, and productivity for each client company to a manager, the company can use the numerical values, using the self-mental care system according to the first embodiment, not only to measure the effectiveness of providing sessions to employees and understand the health of the organization, but also for health management initiatives, disclosure of information on human capital investment, and the like.

[0130] (Sixth embodiment) In a session for an employee using the self-mental care system according to the first embodiment, if the coping method or action suggested by the self-mental care system 13 or selected by the employee requires communication with a third party, such as "consulting with a supervisor" or "giving feedback to a subordinate," there is a problem of not knowing what to say specifically, and worries about how to communicate and the choice of words.

[0131] When an employee wants to communicate something to a superior or subordinate, the self-mental care system according to this embodiment further includes a simulation provider, as compared to the self-mental care system according to the first embodiment. The simulation provider provides a simulation using the generation AI to one or more employee terminals. For example, in a simulation using the generation AI provided by the self-mental care system according to this embodiment, a scenario is imagined in which an employee asks their superior, "I'm thinking of asking for advice by saying XXX. What do you think?" The simulation provider of the self-mental care system according to this embodiment accepts the employee's input, uses the generation AI to generate an expected response from the superior, and presents it to the employee. In this way, the self-mental care system according to this embodiment allows employees to practice communication and word choice.

[0132] Furthermore, in order to improve communication, the content of actual communication between the employee and their superiors or subordinates can be input into the self-mental care system according to this embodiment, and the simulation providing unit of the self-mental care system according to this embodiment can provide feedback using the generation AI. When a situation in which an employee communicates with their superiors or subordinates is imagined, the simulation providing unit of the self-mental care system according to this embodiment can generate a response that is closer to the actual situation in response to the employee's input, using the content of the employee's actual communication with their superiors or subordinates.

[0133] As mentioned above, the present invention naturally includes various embodiments not described herein. Therefore, the technical scope of the present invention is defined only by the invention-specifying matters according to the scope of the claims that are appropriate from the above description.

[0134] REFERENCE SIGNS LIST 10 Self-mental care system 11 Employee terminal 12 Expert terminal 13 Self-mental care device 14 Communication line 21 CPU 22 Storage unit 23 I / O (input / output interface) 24 Display unit 25 Input unit 211 Session providing unit 212 Answer determining unit 213 Registration accepting unit 221 Employee information storage unit 222 Employee history storage unit 223 Scenario storage unit

Claims

1. It is capable of communicating with one or more employee terminals. Each of the one or more employee terminals is provided with a session presentation unit that presents psychotherapy-based sessions with scenario branching tailored to the individual needs of each employee. An employee history storage unit that stores the contents of each of the aforementioned employee's sessions, Equipped with, In the aforementioned session, the stressors of each employee were classified based on whether they could be resolved independently and their importance. Depending on the classification, the session scenario branches, and options for the next action to be taken are proposed. The session presentation unit presents the session to the employee terminal at predetermined intervals, and in the second and subsequent sessions, after reviewing the actions proposed in the previous session stored in the employee history memory unit, the session is started, and the content of the session based on psychotherapy is generated and presented using a generation AI, thereby providing a self-mental care device.

2. The self-mental care device according to claim 1, wherein in the session, the stressors of each employee are classified based on whether they can be resolved by themselves and their importance.

3. The self-mental care device according to claim 2, wherein the session scenario branches according to the classification and options for the next action to be taken are proposed.

4. The self-mental care device according to claim 1, wherein the session proposes coping measures based on the psychotherapy according to the mental state of the employee.

5. The self-mental care device according to claim 1, wherein the psychotherapy is one of coaching, behavioral therapy, or cognitive behavioral therapy.

6. The self-mental care device according to claim 1, which is further capable of communicating with a specialist terminal, and enables the employee and the specialist using the specialist terminal to conduct a session while having an online interview.

7. It is also possible to communicate with expert terminals, The self-mental care device according to claim 1, which transmits a message from an expert, created based on the content of the session and sent from the expert's terminal, to one or more employee terminals.

8. The self-mental care device according to claim 1, further comprising an email distribution unit that distributes emails to the one or more employee terminals containing columns based on at least one of the employee's stress tendencies determined in the session and items of high interest to the employee transmitted from the one or more employee terminals.

9. The self-mental care device according to claim 1, further comprising a high-stress determination unit that determines whether the employee is in a high-stress state based on the content of the session.

10. The self-mental care device according to claim 1, wherein it is further capable of communicating with a corporate terminal, and of the contents of the session stored in the employee history storage unit, information that identifies an individual is not provided to the corporate terminal, and integrated data that combines the contents of the session is provided to the corporate terminal.

11. The self-mental care device according to claim 1, further comprising a response generation unit, the response generation unit creating a message based on the content of the session and transmitting it to one or more employee terminals.

12. The self-mental care device according to claim 1, further comprising an AI response generation unit, wherein the AI ​​response generation unit uses a generating AI to generate a message for each of the one or more employees and transmits it to the one or more employee terminals.

13. The self-mental care device according to claim 1, further comprising a learning content provision unit, the learning content provision unit generates information describing specific methods for approaches to carry out actions based on at least one of the theories of cognitive behavioral therapy, behavioral therapy, or coaching, and transmits it to one or more employee terminals.

14. The self-mental care device according to claim 1, further comprising a resilience diagnostic unit, the resilience diagnostic unit scores the effect of providing the content of the session based on career resilience and a stress coping scale, performs a diagnosis, generates information describing the diagnosis results, and transmits it to one or more employee terminals.

15. The self-mental care device according to claim 1, further comprising an engagement and productivity measurement unit, wherein the engagement and productivity measurement unit measures engagement and productivity.

16. The self-mental care device according to claim 1, further comprising an aggregation unit, the aggregation unit aggregates and displays in real time the numerical values ​​of stress coping ability, stress levels, engagement, and productivity for each client company, as well as their changes, based on the employee's responses to the survey.

17. The self-mental care device according to claim 1, further comprising a simulation provision unit, wherein the simulation provision unit provides simulations using generated AI to one or more employee terminals.

18. A self-mental care device capable of communicating with one or more employee terminals, comprising a session presentation unit and an employee history storage unit, wherein the computer, The steps include presenting each of the one or more employee terminals with a psychotherapy-based session that branches into scenarios tailored to the individual needs of each employee, The steps include remembering the content of each of the aforementioned employee's sessions and Execute, In the aforementioned session, the stressors of each employee were classified based on whether they could be resolved independently and their importance. Depending on the classification, the session scenario branches, and options for the next action to be taken are proposed. A self-mental care method comprising the step of presenting the session, wherein the computer presents the session to the employee terminal at predetermined intervals, and in the second and subsequent sessions, after reviewing the actions proposed in the previous session stored in the employee history storage unit, the computer starts the session and uses a generating AI to generate and present the content of the session based on psychotherapy.

19. A computer capable of communicating with one or more employee terminals, Each of the one or more employee terminals is provided with a session presentation function that presents psychotherapy-based sessions with scenario branching tailored to the individual needs of each employee. An employee history memory function that stores the contents of each of the aforementioned employee's sessions, To make it happen, In the aforementioned session, the stressors of each employee were classified based on whether they could be resolved independently and their importance. Depending on the classification, the session scenario branches, and options for the next action to be taken are proposed. The session presentation function presents the session to the employee terminal at predetermined intervals, and in the second and subsequent sessions, after reviewing the actions proposed in the previous session stored in the employee history memory unit, the session is started, and the content of the session based on psychotherapy is generated and presented using a generation AI, thereby forming a self-mental care program.