In white-collar workplaces, individuals with autism spectrum disorder (ASD) traits may experience psychological strain and reduced productivity. This study examined structural relationships among ASD traits, social camouflaging, psychological distress, and work functioning impairment, with a focus on gender differences using a secondary analysis of data from an online survey of 543 Japanese white-collar workers (284 men, 259 women). Validated instruments were used to assess ASD traits, camouflaging, psychological distress, and work functioning impairment. Multi-group structural equation modeling by gender was applied using a NIOSH-inspired model. Men scored higher on the Imagination subscale of ASD traits, whereas women scored higher on Attention Switching and Assimilation. ASD traits were indirectly associated with work impairment through psychological distress, while the direct path between ASD traits and work impairment became negative when distress was controlled, indicating a statistical suppression pattern that was more pronounced among women. Assimilation was significantly associated with psychological distress in women but not in men, although the gender difference was at the trend level. The findings indicate a cross-sectional, context-dependent association between ASD traits and work functioning and highlight the importance of considering both gender and workplace context in non-clinical working populations.

Home-visiting nurses require supportive work environments. This study examined factors associated with home-visiting nurses’ intention to remain at their current home-visit nursing agency during the child-rearing stage. A cross-sectional online survey was conducted among Japanese home-visiting nurses with children younger than 13 years. Between July and August 2024, 4104 home-visit nursing agencies were faxed questionnaires. The survey assessed personal and family factors, workplace factors, the work–family interface, and intention to remain in the workplace. Responses were obtained from 347 participants, with 268 included in the analysis. In total, 184 participants (68.7%) intended to remain at their workplace. Univariate analysis compared groups based on intention to remain, followed by binary logistic regression analysis. Significant factors associated with intention to remain included part-time employment status (odds ratio [OR]: 0.370), duration of childcare leave of 1 year or more (OR: 0.218), managerial leadership (OR: 1.150), educational and career support for nursing quality (OR: 1.097), work–family negative spillover (OR: 0.906), and family–work negative spillover (OR: 0.805). The findings suggest the importance of supportive measures such as flexible work arrangements, support for nurses returning from extended parental leave, improved work–life balance, leadership development for managers, and enhanced educational and career support.