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The Effect of Worktime Control on Overtime Employees' Mental Health and Work-Family Conflict: The Mediating Role of Voluntary Overtime. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19073767. [PMID: 35409451 PMCID: PMC8997466 DOI: 10.3390/ijerph19073767] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 02/10/2022] [Revised: 03/18/2022] [Accepted: 03/20/2022] [Indexed: 11/17/2022]
Abstract
Overtime has become a widespread phenomenon in the current information age that creates a high speed working pace and fierce competition in the high technology global economy. Based on the time-regulation mechanism and effort-recovery model, we examined the effect of worktime control (WTC) on mental health and work-family conflict (WFC) among overtime employees, and whether voluntary overtime mediated the relationships. We also examined two separate dimensions of WTC (control over time-off and control over daily hours). The results showed that control over time-off was related to decreased depression, anxiety, stress and WFC, while control over daily hours was related to decreased stress and WFC. Generally, control over time-off was beneficial to females and employees with dependents. Furthermore, mediation results showed that voluntary overtime was a complete mediator of relationships between WTC and depression and anxiety as well as a partial mediator of the relationship between WTC and stress. However, this study did not find a mediating effect of voluntary overtime on the WTC-WFC relationship. Limitations and practical implications are discussed.
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Lovejoy M, Kelly EL, Kubzansky LD, Berkman LF. Work Redesign for the 21st Century: Promising Strategies for Enhancing Worker Well-Being. Am J Public Health 2021; 111:1787-1795. [PMID: 34499532 PMCID: PMC8561169 DOI: 10.2105/ajph.2021.306283] [Citation(s) in RCA: 24] [Impact Index Per Article: 8.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 03/12/2021] [Indexed: 11/04/2022]
Abstract
Work is a key social determinant of population health and well-being. Yet, efforts to improve worker well-being in the United States are often focused on changing individual health behaviors via employer wellness programs. The COVID-19 health crisis has brought into sharp relief some of the limitations of current approaches, revealing structural conditions that heighten the vulnerability of workers and their families to physical and psychosocial stressors. To address these gaps, we build on existing frameworks and work redesign research to propose a model of work redesign updated for the 21st century that identifies strategies to reshape work conditions that are a root cause of stress-related health problems. These strategies include increasing worker schedule control and voice, moderating job demands, and providing training and employer support aimed at enhancing social relations at work. We conclude that work redesign offers new and viable directions for improving worker well-being and that guidance from federal and state governments could encourage the adoption and effective implementation of such initiatives. (Am J Public Health. 2021;111(10):1787-1795. https://doi.org/10.2105/AJPH.2021.306283).
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Affiliation(s)
- Meg Lovejoy
- Meg Lovejoy is with the Workplace and Well-Being Initiative, Harvard Center for Population and Development Studies, Harvard T. H. Chan School of Public Health, Cambridge, MA. Erin L. Kelly is with the MIT Institute for Work and Employment Research and the Massachusetts Institute of Technology Sloan School of Management, Cambridge. Laura D. Kubzansky is with the Lee Kum Sheung Center for Health and Happiness and the Department of Social and Behavioral Sciences, Harvard T. H. Chan School of Public Health, Boston, MA. Lisa F. Berkman is with the Harvard Center for Population and Development Studies and the Department of Social and Behavioral Sciences, Harvard T. H. Chan School of Public Health
| | - Erin L Kelly
- Meg Lovejoy is with the Workplace and Well-Being Initiative, Harvard Center for Population and Development Studies, Harvard T. H. Chan School of Public Health, Cambridge, MA. Erin L. Kelly is with the MIT Institute for Work and Employment Research and the Massachusetts Institute of Technology Sloan School of Management, Cambridge. Laura D. Kubzansky is with the Lee Kum Sheung Center for Health and Happiness and the Department of Social and Behavioral Sciences, Harvard T. H. Chan School of Public Health, Boston, MA. Lisa F. Berkman is with the Harvard Center for Population and Development Studies and the Department of Social and Behavioral Sciences, Harvard T. H. Chan School of Public Health
| | - Laura D Kubzansky
- Meg Lovejoy is with the Workplace and Well-Being Initiative, Harvard Center for Population and Development Studies, Harvard T. H. Chan School of Public Health, Cambridge, MA. Erin L. Kelly is with the MIT Institute for Work and Employment Research and the Massachusetts Institute of Technology Sloan School of Management, Cambridge. Laura D. Kubzansky is with the Lee Kum Sheung Center for Health and Happiness and the Department of Social and Behavioral Sciences, Harvard T. H. Chan School of Public Health, Boston, MA. Lisa F. Berkman is with the Harvard Center for Population and Development Studies and the Department of Social and Behavioral Sciences, Harvard T. H. Chan School of Public Health
| | - Lisa F Berkman
- Meg Lovejoy is with the Workplace and Well-Being Initiative, Harvard Center for Population and Development Studies, Harvard T. H. Chan School of Public Health, Cambridge, MA. Erin L. Kelly is with the MIT Institute for Work and Employment Research and the Massachusetts Institute of Technology Sloan School of Management, Cambridge. Laura D. Kubzansky is with the Lee Kum Sheung Center for Health and Happiness and the Department of Social and Behavioral Sciences, Harvard T. H. Chan School of Public Health, Boston, MA. Lisa F. Berkman is with the Harvard Center for Population and Development Studies and the Department of Social and Behavioral Sciences, Harvard T. H. Chan School of Public Health
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Beyond workaholism: differences between heavy work investment (HWI) subtypes in well-being and health-related outcomes. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2021. [DOI: 10.1108/ijwhm-09-2020-0166] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this paper is to explore well-being and health-related outcomes among all the four basic subtypes of heavy work investment (HWI), as well as a fifth distinct category of full-time workers (i.e. those who work from 35 to 43 weekly hours).Design/methodology/approachThe 510 respondents chosen to be included in the Internet survey were mostly heavy work investors. Based on two dimensions of causal attributions (causal locus and controllability), an elimination mode was used to classify heavy work investors into four main subtypes. Those who reported high financial needs were classified as needy. From the remaining heavy work investors, those who reported high organizational demands were classified as organization-directed. Afterward, those who reported high drive to work were classified as workaholics. Finally, those who reported high passion for work were classified as work-devoted.FindingsAmong the five categories of classified respondents, the work-devoted and the needy emerged as the most distinct categories. The work-devoted had the best outcomes (stronger positive feelings, better current health condition, better body mass index (BMI) and adequate hours of sleep a night), whereas the needy had the worst outcomes (a higher level of stress, bodily pain, aches that interfere with regular activities and weariness throughout the day).Originality/valueThis study addressed both long hours and high effort invested in work, and both dispositional and situational heavy work investors. A possible implication of this study is that when job applicants have similar human capital profiles, organizations should consider recruitment of work-devoted individuals for demanding jobs.
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Liu B, Chen H, Hou C, Wang Y. The structure and measurement of overtime work: A scale development study among Chinese employees. CURRENT PSYCHOLOGY 2021. [DOI: 10.1007/s12144-020-01259-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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5
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Watanabe M, Yamauchi K. Subtypes of overtime work and nurses' fatigue, mental status, and work engagement: A latent class analysis of Japanese hospital nurses. J Adv Nurs 2019; 75:2122-2132. [PMID: 30835840 DOI: 10.1111/jan.13991] [Citation(s) in RCA: 19] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Key Words] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/24/2018] [Revised: 12/19/2018] [Accepted: 01/09/2019] [Indexed: 12/01/2022]
Abstract
AIMS To clarify the subgroups of overtime work motivations and to determine how fatigue, mental status, and work engagement differ among the subgroups. DESIGN Cross-sectional. METHODS Questionnaires were distributed to 1,075 full-time nurses working in four hospitals in Japan from October 2015 - February 2016. Nurses were categorized into subgroups of overtime work motivation by latent class analysis. An analysis of covariance was conducted to examine how fatigue, mental status, and work engagement differ among subgroups. RESULTS/FINDINGS We identified five types of overtime workers differing greatly in fatigue, mental status, and work engagement. CONCLUSIONS Even when nurses worked approximately the same work hours, the difference in motivation corresponded to different degrees of fatigue, mental status, and work engagement. When introducing policies to reduce overtime work, managers should consider the different groups of overtime workers, as effective measures may differ.
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Affiliation(s)
- Mayumi Watanabe
- College of Nursing, Kanto Gakuin University, Yokohama, Japan.,Graduate School of Health Management, Keio University, Fujisawa, Kanagawa, Japan
| | - Keita Yamauchi
- Graduate School of Health Management, Keio University, Fujisawa, Kanagawa, Japan
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Long Working Hours and Job Quality in Europe: Gender and Welfare State Differences. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2018; 15:ijerph15112592. [PMID: 30463351 PMCID: PMC6265898 DOI: 10.3390/ijerph15112592] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 10/20/2018] [Revised: 11/15/2018] [Accepted: 11/15/2018] [Indexed: 11/17/2022]
Abstract
Chronic extreme long working hours (LWH) have been found consistently associated with poor health status. However, the evidence for moderately LWH (41–60 h a week) is contradictory. Although poor job quality has been proposed as one of the mechanisms of this relationship, there are almost no studies about LWH and job quality. The objectives of this study were to analyze the association between moderately LWH and job quality in the EU27, as well as to examine differences by welfare regimes and gender. This is a cross-sectional study based on data from the 2010 European Working Conditions Survey. A subsample of employees from the EU27 aged 16–64 years who worked 30–60 h a week was selected (12,574 men and 8787 women). Overall, moderately LWH were not consistently associated with poor job quality except among women from Eastern European countries. Therefore, in the EU27 poor job quality does not seem to explain the relationship between moderately LWH and poor health status. The findings among women from Eastern European countries may be related to their weakened position in the labor market and to their work-family conflict resulting from a process of re-familisation that constrains their choices for a good job.
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Watanabe M, Yamauchi K. The effect of quality of overtime work on nurses’ mental health and work engagement. J Nurs Manag 2018; 26:679-688. [DOI: 10.1111/jonm.12595] [Citation(s) in RCA: 18] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 11/13/2017] [Indexed: 11/28/2022]
Affiliation(s)
- Mayumi Watanabe
- Graduate School of Health Management; Keio University; Tokyo Japan
| | - Keita Yamauchi
- Graduate School of Health Management; Keio University; Tokyo Japan
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8
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Artazcoz L, Cortès I, Benavides FG, Escribà-Agüir V, Bartoll X, Vargas H, Borrell C. Long working hours and health in Europe: Gender and welfare state differences in a context of economic crisis. Health Place 2016; 40:161-8. [DOI: 10.1016/j.healthplace.2016.06.004] [Citation(s) in RCA: 26] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/15/2015] [Revised: 05/07/2016] [Accepted: 06/13/2016] [Indexed: 10/21/2022]
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Zhang L, Seo J. Held captive in the office: an investigation into long working hours among Korean employees. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2016. [DOI: 10.1080/09585192.2016.1192053] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
- Lu Zhang
- School of Business Administration, Ulsan National Institute of Science and Technology (UNIST), Ulsan, South Korea
| | - Jeeyoung Seo
- Carlson School of Management, University of Minnesota, Minneapolis, MN, USA
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Psychosocial Factors of Overtime Work in Relation to Work-Nonwork Balance: a Multilevel Structural Equation Modeling Analysis of Nurses Working in Hospitals. Int J Behav Med 2016; 23:492-500. [DOI: 10.1007/s12529-016-9563-x] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
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Bae SH, Trinkoff A, Jing H, Brewer C. Factors associated with hospital staff nurses working on-call hours: a pilot study. Workplace Health Saf 2013; 61:203-11. [PMID: 23650895 DOI: 10.1177/216507991306100504] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/12/2012] [Accepted: 02/18/2013] [Indexed: 11/17/2022]
Abstract
When nurses work on-call hours, they have limited ability to control the hours they work. Nurses may be required to work extra hours and, if they are unable to detach from work during break time, can experience fatigue and sleep disturbances. Previous studies have not examined factors associated with on-call work. In this pilot study, the authors examined state regulatory, organizational, and personal factors related to nurse on-call hours. Data were collected from registered nurses working in hospitals in two states; the final analytic sample consisted of 219 nurses. The authors found that four variables (teaching hospital employment, patient-to-nurse ratio, race/ethnicity of the nurse, and living with children) were significantly related to working on-call hours. Additional research is needed to understand nurse on-call hours and develop agency policies to promote nurses' health and well-being.
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Affiliation(s)
- Sung-Heui Bae
- School of Nursing, The State University of New York, Buffalo, NY, USA.
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Bae SH, Trinkoff A, Jing H, Brewer C. Factors Associated With Hospital Staff Nurses Working On-call Hours: A Pilot Study. Workplace Health Saf 2013. [DOI: 10.3928/21650799-20130418-73] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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13
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Bae SH, Brewer CS, Kovner CT. State mandatory overtime regulations and newly licensed nurses’ mandatory and voluntary overtime and total work hours. Nurs Outlook 2012; 60:60-71. [DOI: 10.1016/j.outlook.2011.06.006] [Citation(s) in RCA: 22] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/08/2011] [Revised: 06/10/2011] [Accepted: 06/28/2011] [Indexed: 11/16/2022]
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de Castro AB, Fujishiro K, Rue T, Tagalog EA, Samaco-Paquiz LPG, Gee GC. Associations between work schedule characteristics and occupational injury and illness. Int Nurs Rev 2010; 57:188-94. [PMID: 20579153 DOI: 10.1111/j.1466-7657.2009.00793.x] [Citation(s) in RCA: 54] [Impact Index Per Article: 3.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Abstract
BACKGROUND Nurses often endure working irregular day, night and evening shifts as well as mandatory overtime (i.e. employer-imposed work time in excess of one's assigned schedule). While these work characteristics are examined as potential risks for nurses' safety and health, it is not clear whether negative health impacts occur simply because of working long hours or in combination with other mechanisms. AIM This study investigates how these work characteristics are associated with nurses' work-related injury and illness over and above long work hours. METHODS In this cross-sectional study, questionnaire data were collected from a sample of 655 registered nurses in the Philippines. Multiple logistic regression was used to assess associations of shift work and mandatory overtime with four work-related health outcomes. RESULTS After weekly work hours, shift length and demographic variables were accounted for, non-day shifts were associated with work-related injury [odds ratio (OR) = 1.54; 95% confidence interval (CI): 1.07, 2.24] and work-related illness (OR = 1.48; 95% CI: 1.02, 2.16). Also, frequency of working mandatory overtime was associated with work-related injury (OR = 1.22; 95% CI: 1.06, 1.41), work-related illness (OR = 1.19; 95% CI: 1.04, 1.37) and missing more than 2 days of work because of a work-related injury or illness (OR = 1.25; 95% CI: 1.08, 1.44). CONCLUSIONS These findings suggest that non-day shifts and mandatory overtime may negatively impact nurses' health independent of working long hours. Mechanisms through which these work characteristics affect health, such as circadian rhythm disturbance, nurse-to-patient ratios and work-family conflict, should be examined in future studies.
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Affiliation(s)
- A B de Castro
- Department of Psychosocial and Community Health, University of Washington School of Nursing, Seattle, WA 98195-7263, USA.
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15
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Abstract
A descriptive study used data from the 2004 National Sample Survey of Registered Nurses to examine the nature and occurrence of RN mandatory, voluntary overtime, paid on-call, and total work hours and their association with mandatory overtime regulations in United States. About half of the nurses worked more than 40 hrs per week. Nurses working in states regulating mandatory overtime reported lower levels of mandatory overtime hours than states without regulations or states restricting total work hours. The percent of RNs working 61 hrs and over per week in states without regulations was lower than that in states with regulations. Nurses working in nursing homes reported higher levels of the percentage of mandatory overtime hours worked than those working in hospitals. This suggested that governments need to continuously supervise healthcare institutions, including both hospitals and nursing homes, to ensure adherence to mandatory overtime regulations.
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Affiliation(s)
- Sung-Heui Bae
- University at Buffalo, State University of New York, Buffalo, NY 14214-3079, USA.
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Peltier JW, Pointer L, Schibrowsky JA. Internal marketing and the antecedents of nurse satisfaction and loyalty. Health Mark Q 2010; 23:75-108. [PMID: 19042513 DOI: 10.1080/07359680802131582] [Citation(s) in RCA: 20] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Abstract
Employee satisfaction and retention are critical issues that influence the success of any organization. Yet, one of the most critical problems facing the worldwide health care industry is the shortage of qualified nurses. Recent calls have been made within the traditional nursing literature for research that utilizes marketing and business models to better understand nurse satisfaction and retention. The purpose of this study is to develop scales that can be used to empirically test a model of the proposed antecedents of nurse job satisfaction and loyalty which have been used widely in the internal marketing and the relationship-marketing literature. Specifically, the study will investigate the degree to which structural bonding, social bonding, financial bonding activities, and quality of care impact how well nurses are satisfied with their job and their commitment to the organization. The results show that quality of care most impacted nurse satisfaction and loyalty, followed by structural, social, and financial bonds.
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Cifuentes M, Boyer J, Gore R, d'Errico A, Scollin P, Tessler J, Lerner D, Kriebel D, Punnett L, Slatin C. Job strain predicts survey response in healthcare industry workers. Am J Ind Med 2008; 51:281-9. [PMID: 18247321 DOI: 10.1002/ajim.20561] [Citation(s) in RCA: 30] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
OBJECTIVES To examine the effect of job strain on survey response. METHODS 1,613 health care workers received a self-administered questionnaire. Thirty percent of them completed the survey on personal time without any personal monetary compensation. Working conditions were extracted by job title from the national database O*NET 6.0. Job strain was defined as the ratio of job demands to job control. Two complementary models (multi-level logistic and binomial pseudo Poisson regressions) were used to model individual survey response as a function of individual level demographic variables (age and gender), job-level socioeconomic status (SES) and job strain, and facility type (third level). RESULTS Survey response was associated with higher SES and with less job strain. The association of SES and survey response was mediated by job strain. CONCLUSION Employees' exposure to job strain may be an important influence on survey response, at least for workers who are not compensated for their time in completing a survey.
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Affiliation(s)
- Manuel Cifuentes
- Work Environment, University of Massachusetts Lowell, Lowell, Massachusetts 01854, USA.
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Ammons SK, Kelly EL. Social class and the experience of work-family conflict during the transition to adulthood. New Dir Child Adolesc Dev 2008:71-84. [PMID: 18330915 DOI: 10.1002/cd.210] [Citation(s) in RCA: 15] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
The challenges of juggling work and family responsibilities are well known, but there has been little attention to the distinctive work and family experiences of young adults. This chapter explores how class affects young adults' exposure to work-family conflicts and the strategies they use to manage their work and family responsibilities. Using data from a recent cohort of young adults, we find class and gender variations in work and family roles and work-family conflict. Early family formation, coupled with poor working conditions, lead those with lower educational attainments to experience more years of family-to-work interference. In contrast, young adults with more education have more work-to-family interference, and this is especially true for college-educated women.
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Dembe AE, Delbos R, Erickson JB, Banks SM. Associations between employees' work schedules and the vocational consequences of workplace injuries. JOURNAL OF OCCUPATIONAL REHABILITATION 2007; 17:641-651. [PMID: 17932731 DOI: 10.1007/s10926-007-9098-8] [Citation(s) in RCA: 12] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/09/2007] [Accepted: 07/26/2007] [Indexed: 05/25/2023]
Abstract
INTRODUCTION This study examines the effect of long-hour work schedules and nonstandard shift work (e.g., night and evening shifts) on the ability of injured workers to maintain productive employment following a workplace injury. METHODS Analyses were based on 13 years of data from the National Longitudinal Survey of Youth. Multivariate logistic regression analyses were performed with one of ten nonstandard schedules as the independent variable and a particular vocational consequences as the dependent variable. Vocational consequences included being unable to perform normal job duties, temporary job reassignment, working less than full time, filing a workers' compensation claim, and quitting or being fired because of the injury. Covariates in the regression model included age, gender, occupation, industry, and region. RESULTS The most prominent effects of working a nonstandard schedule were a increased risk of being fired (OR = 1.81; 1.15-2.90 CI 95%), quitting (OR = 1.68; 1.20-2.36 CI 95%), or being unable to work full time (OR = 1.33; 1.08-1.64 CI 95%) following an injury, compared to injured workers in conventional schedules. Schedules involving overtime and long working hours generally had a greater impact on vocational consequences following a workplace injury than did schedules involving night, evening, and other nonstandard shift work. CONCLUSIONS Occupational rehabilitation professionals need to consider the specific type of work schedule when developing effective return-to-work plans for injured workers. Special precautions need to be taken for workers returning to schedules that involve more than 12 h per day, 60 h per week, and long commutes.
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Affiliation(s)
- Allard E Dembe
- Division of Health Services, Management and Policy, College of Public Health, The Ohio State University, Columbus, OH 43210, USA.
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Trinkoff AM, Le R, Geiger-Brown J, Lipscomb J, Lang G. Longitudinal relationship of work hours, mandatory overtime, and on-call to musculoskeletal problems in nurses. Am J Ind Med 2006; 49:964-71. [PMID: 16691609 DOI: 10.1002/ajim.20330] [Citation(s) in RCA: 184] [Impact Index Per Article: 10.2] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Abstract
BACKGROUND Nurses are at very high risk for work-related musculoskeletal injury/disorders (MSD) with low back pain/injury being the most frequently occurring MSD. Nurses are also likely to work extended schedules (long hours, on-call, mandatory overtime, working on days off). The purpose of this study was to examine the relationship of extended work schedules in nurses to MSD. METHODS Using a longitudinal, three wave survey of 2,617 registered nurses, Wave 1 work schedule data were related to neck, shoulder, and back (MSD) cases occurring in Waves 2 or 3. RESULTS Schedule characteristics increasing MSD risk included 13+ hour/days, off-shifts, weekend work, work during time off (while sick, on days off, without breaks), and overtime/on-call. These increases in risk were not explained by psychological demands, but were largely explained by physical demands. CONCLUSIONS Adverse schedules are significantly related to nurse MSD. Healthier schedules, less overtime, and reducing work on days off would minimize risk and recovery time.
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Affiliation(s)
- Alison M Trinkoff
- Work and Health Research Center, Department of Family and Community Health, University of Maryland School of Nursing, Baltimore, Maryland 21201, USA.
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Caruso CC, Bushnell T, Eggerth D, Heitmann A, Kojola B, Newman K, Rosa RR, Sauter SL, Vila B. Long working hours, safety, and health: toward a National Research Agenda. Am J Ind Med 2006; 49:930-42. [PMID: 16948157 DOI: 10.1002/ajim.20373] [Citation(s) in RCA: 115] [Impact Index Per Article: 6.4] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/28/2022]
Abstract
BACKGROUND A significant and growing number of people work long hours. Research examining impacts is limited, but raises concerns about risks to the worker, the family, the employer, and the community. The purpose of this report, which is authored by the National Occupational Research Agenda (NORA) Long Work Hours Team, is to motivate and guide future research by proposing a framework for studying long work hours and discussing research gaps. METHODS The NORA Long Work Hours Team examined research reports and literature reviews, and gathered input from a conference on long work hours organized by the Team and faculty from University of Maryland. RESULTS AND CONCLUSION A framework is proposed for long work hours, including determinants, outcomes, and moderating factors of long work hours, suggesting that studies need to include more clear and complete descriptions of work schedules, worker characteristics, and the work environment, and need to consider a wider range of possible health, safety, social and economic outcomes for workers, families, employers, and the community. Additional studies are needed on vulnerable employee groups and those critical to public safety. More studies are also needed to develop interventions and test their effectiveness.
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Affiliation(s)
- Claire C Caruso
- Division of Applied Research and Technology, National Institute for Occupational Safety and Health (NIOSH), Cincinnati, Ohio 45226-1998, USA.
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Grosch JW, Caruso CC, Rosa RR, Sauter SL. Long hours of work in the U.S.: associations with demographic and organizational characteristics, psychosocial working conditions, and health. Am J Ind Med 2006; 49:943-52. [PMID: 17036350 DOI: 10.1002/ajim.20388] [Citation(s) in RCA: 89] [Impact Index Per Article: 4.9] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/11/2023]
Abstract
BACKGROUND There are relatively few studies of large national databases that contain information on working hours and health. The current study involved an analysis of data from a quality of work life (QWL) module developed for the 2002 General Social Survey. This module collected work and health data from a representative sample of the U.S. population (N=1,744). METHODS Descriptive analyses were conducted for five groups based on total hours worked per week: part-time (1-34 hr/week), full-time (35-40 hr/week), lower overtime (41-48 hr/week), medium overtime (49-69 hr/week), and higher overtime (70+ hr/week). Multiple logistic regression examined the association between these five categories and several measures of health and well-being. RESULTS Compared to full-time workers, the three groups of overtime workers were more likely to be male, white, and middle-aged, with higher levels of education and income. They were also more likely to be self-employed, salaried, work as independent contractors, have more than one job, and work split/irregular/on-call shifts. Although overtime work was characterized by higher levels of job stress and perceptions of overwork, it was also associated with increased levels of participation in decision making and opportunities to develop special abilities. Several significant associations emerged between hours of work and measures of health and well-being, particularly for respondents in the higher overtime group (70+ hr/week). CONCLUSION Overtime workers differ from their part-time and full-time counterparts in several important areas. Some of these differences tended to increase with the number of overtime hours worked, suggesting a linear relationship. However, caution is warranted before generalizing the results of this study to specific occupations or workplaces.
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Affiliation(s)
- James W Grosch
- Division of Applied Research and Technology, NIOSH, Cincinnati, Ohio 45226-1998, USA.
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