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With the significant increase of e-commerce, freight transportation demand has surged significantly over the past decade. Most of the demand has been served by trucks in the United States. One major problem commonly identified across the country is the worsening truck parking availability because the increase of truck parking facilities has lagged behind the growth of trucking activities. The lack of parking spaces and real-time parking availability information greatly exacerbate the uncertainty of trips, and often results in illegal and potentially dangerous parking or overtime driving. This paper elaborates on pilot research on improving truck parking facilities cooperated with the Washington State Department of Transportation (WSDOT), building and testing the advanced Truck Parking Information and Management System (TPIMS) with the real-time user visualization and prediction function empowered by artificial intelligence. Furthermore, by analyzing the activities of truck drivers, the researchers aggregated the regularity of truck parking patterns by a customized sequential similarity methodology. A Truck Parking Occupancy Prediction (TPOP) neural network for time-variant occupancy prediction by deep learning and attributes embedding is proposed and integrated into the TPIMS. The TPOP achieves 5.82%, 5.07%, 4.84%, and 4.19% mean average percentage error (MAPE) for 16, 8, 4, and 2 minutes ahead of occupancy prediction respectively, significantly outperforms other state-of-the-art methods. Clearly, the proposed solutions can benefit both the truck drivers and government agencies by a more efficient and smart TPIMS.

BACKGROUND Although previous research has focused on the association between long working hours and several mental health outcomes, little is known about the association in relation to mental health-related sickness absence, which is a measure of productive loss. We aimed to investigate the association between overtime work and the incidence of long-term sickness absence due to mental disorders. METHODS Data came from the Japan Epidemiology Collaboration on Occupational Health Study (J-ECOH). A total of 47,422 subjects were followed-up in the period between April 2012 and March 2017. Information on long-term sickness absence (LTSA) was obtained via a study-specific registry. Baseline information was obtained at an annual health checkup in 2011; overtime working hours were categorized into

The operating theater is one of the most expensive units in the hospital, representing up to 40% of the total expenses. Because of its importance, the operating room scheduling problem has been addressed from many different perspectives since the early 1960s. One of the main difficulties that has reduced the applicability of the current results is the high variability in surgery duration, making schedule recommendations hard to implement. In this work, we propose a time-indexed scheduling formulation to solve the operational problem. Our main contribution is that we propose the use of chance constraints related to the surgery duration’s probability distribution for each surgeon to improve the scheduling performance. We show how to implement these chance constraints as linear ones in our time-indexed formulation, enhancing the performance of the resulting schedules significantly. Through data analysis of real historical instances, we develop specific constraints that improve the schedule, reducing the need for overtime without affecting the utilization significantly. Furthermore, these constraints give the operating room manager the possibility of balancing overtime and utilization through a tuning parameter in our formulation. Finally, through simulations and the use of real instances, we report the performance for four different metrics, showing the importance of using historical data to get the right balance between the utilization and overtime.

Outpatient clinics typically face a critical issue in patient adherence to their clinic appointments and suffer a huge backlog of patients waiting to be seen. The goal of this study is to enhance care provider productivity and patient access through effective clinic appointment scheduling. To achieve this goal, we introduce discrete-time bulk-service queues to model the backlog dynamics accounting for the no-show behavior of patients and consider different overbooking strategies to reduce backlogs at a minimum risk of working overtime. Numerically stable solution procedures and approximation methods are introduced to significantly reduce the computational burden, making the queueing models a practical tool for outpatient appointment template design. The insights obtained from this work will support capacity planning decision-making and are critical to improving the operational efficiency of outpatient clinics.

Mitigating the adverse effects of uncertainty in appointment systems, arising from heterogeneous patient needs and preferences, is critical to the effective use of scarce medical resources and patient satisfaction. This study addresses an online scheduling problem with multiple servers and consideration of patient preference for physicians and their appointment times. The receptionist immediately determines whether a request should be accommodated and offers an appointment time slot for each accepted patient request. The patient may reject an undesirable appointment time slot with a certain probability, or may accept it, but the no-show probability will be higher. A stochastic overbooking model is formulated to maximize the expected profit, which is defined as the revenue generated from accepted requests minus the cost incurred by patients waiting and physicians’ overtime. A myopic scheduling policy is developed based on certain structural properties of the objective function. This study advances the study of appointment systems by generating a non-unimodal profit evolution. Moreover, both the decision of accommodating more requests for certain slots and scheduling of appointments depend on the patient choice rather than the patient type. Further, computational experiments and analysis offer valuable insights into performance improvement in outpatient clinics.

The application of mathematical and systematic models and approaches to health is on the rise. In this study, a mixed-integer linear programming problem with cost (staff payroll) objective function is proposed to determine homogeneous personnel shift scheduling so that the constraints of the number of personnel per shift are met. The purpose of this study is to optimize the scheduling of personnel with the same skills to minimize variable hospital costs. In a hospital, homogeneous personnel might be skilled nurses who can work in the same departments or service staff of the departments. First, a mathematical model is proposed for scheduling as a linear problem and solved using Lingo software. By analyzing the results for a personnel working time period in Pasargad Hospital in Tehran (Iran), it is found that while optimizing the utilization of the skilled staff within departments, the variable costs (payroll) related to the department for that specified period (month), which includes overtime, overnight and holidays, are reduced by around 10 percent.

The working alliance (WA) has been widely identified as the key concept for psychotherapy and allied health care services. The WA, measured at different phases of diverse kinds of therapies, has been shown to robustly predict posttreatment outcomes. But the way the clients' conceptualization of the alliance evolves overtime, and the relation between this kind of conceptual change and subsequent symptom improvements, has not been investigated. Dynamic Latent Class Structural Equation Models (DLC-SEM) were applied to data drawn from two randomized clinical trials of cognitive-behavioral therapy for generalized anxiety disorder (N = 57 and 80) to evaluate several potential models of the relation between the conceptual/structural changes in patients' self-reports of the quality of the alliance and subsequent treatment outcomes. Inspection of the DLC-SEM models suggests that, overtime, between 63% and 66% of the better session-level outcome clients switched from three factors (task, goal, bond) to an integrated single factor conceptualization of the therapeutic alliance. The study indicates that the majority of patients evolve their concept of the alliance overtime: The previously distinct alliance elements become integrated into a single factor construct. These findings suggest that if such overtime development is generalizable across diverse patient/treatment populations, future research ought to take these developments into account both methodologically (i.e., how alliance is measured) and in analyzing time-series data (e.g., using DLC-SEM). By modeling the patient's dynamic concept evolution, this initial study shows a potential to empirically explore prior theoretical propositions of the evolutions (or stability) of the alliance overtime. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Manufacturing firms operating in today’s competitive global markets must continuously find the appropriate manufacturing scheme and strategies to effectively meet customer needs for various types of quality of merchandise under the constraints of short order lead-time and limited in-house capacity. Inspired by the offering of a decision-making model to aid smooth manufacturers’ operations, this study builds an analytical model to expose the influence of the outsourcing of common parts, postponement policies, overtime options, and random scrapped items on the optimal replenishment decision and various crucial system performance indices of the multiproduct problem. A two-stage fabrication scheme is presented to handle the products’ commonality and the uptime-reduced strategies to satisfy the short amount of time before the due dates of customers’ orders. A screening process helps identify and remove faulty items to ensure the finished lot’s anticipated quality. Mathematical derivation assists us in finding the manufacturing relevant total cost function. The differential calculus helps optimize the cost function and determine the optimal stock-replenishing rotation cycle policy. Lastly, a simulated numerical illustration helps validate our research result’s applicability and demonstrate the model’s capability to disclose the crucial managerial insights and facilitate manufacturing-relevant decision making.

AimSelf-rated health (SRH) and health-related quality of life (HRQoL) have closely related outcomes in measuring general health status in community-based studies. The aim of this study is to determine changes in the self-perceived overall health of people and affected factors by comparing the findings of two studies conducted in the same research area.MethodsBoth studies were conducted using the same measurement tools in households determined by random sampling techniques in the same research areas. The first and second studies were conducted with 1,304 and 1,533 people residing in 501 and 801 households in 2004 and 2017, respectively. The demographic data form, the Nottingham Health Profile (NHP), and a single-item SRH questionnaire were used for data collection.ResultsThe rate of good SRH increased from 56% to 70% while the average NHP score decreased from 30.87 to 20.34. The predictors of negative health perceptions were the presence of chronic diseases (OR 3.4–2.7-times higher), being female (OR.1.4–1.5 times higher), and the completion of primary education only (OR. 2.7–2.8 times higher) both 2004 and 2017. Living 500–1,000 m from the nearest healthcare facility was the main protective variable against poor SRH.ConclusionsGood SRH and HRQoL have increased significantly over time. Chronic diseases, education, and gender are the strongest predictors of poor SRH.

Fazla çalışma, işçinin sağlığına, sosyal çevresi ile olan ilişkilerine, işyerindeki verimine ve devletin istihdam politikalarına etki eden yönleri ile hem İş Hukukunda hem de İş Sağlığı ve Güvenliği Hukukunda önemli bir yere sahiptir. Mevzuatlarda fazla çalışma yasaklarına ve sınırlarına yer verilmesine rağmen uygulamada yasal düzenlemelere aykırı çalışmaların yapıldığı sık rastlanan bir durumdur. Nitekim iş kazaları ve meslek hastalıklarına ilişkin istatistiki verilerde de iş kazalarının başlıca nedenleri arasında uzun saatlerle yapılmış çalışmalara bağlı yorgunluk ve dikkatsizlik gelmektedir. Son on yılda artan çalışmalar fazla mesai ve uzun çalışma programlarının hipertansiyon, kardiyovasküler hastalık, yorgunluk, stres, depresyon, kas-iskelet sistemi bozuklukları, kronik enfeksiyonlar gibi çalışan sağlığı üzerindeki zararlı etkilerini ortaya koymaktadır. Giderek artan kanıtlar, uzun çalışma saatlerinin çalışanların sağlık ve esenliğini olumsuz yönde etkilediğini ve çalışanların çeşitli sağlık sorunlarına maruz kalmaya karşı, savunmasız olduklarını göstermektedir. Overtime has an important place in both Labor Law and Occupational Health and Safety Law, with its aspects affecting the health of the worker, his relations with his social environment, his efficiency in the workplace and the employment policies of the state. Despite the prohibitions and limits of overtime work in the legislation, it is a common situation that works contrary to legal regulations are carried out in practice. As a matter of fact, in the statistical data on work accidents and occupational diseases, fatigue and carelessness due to long hours of work are among the main causes of work accidents. Increasing studies in the last decade reveal the harmful effects of overtime and long work programs on employee health such as hypertension, cardiovascular disease, fatigue, stress, depression, musculoskeletal system disorders, and chronic infections. Increasing evidence shows that long working hours negatively affect the health and well-being of workers and that workers are vulnerable to exposure to a variety of health problems.

This paper provides a first assessment of the causal impact of the 2018-2021 reform in Korea meant to combat its long working-hour culture. The reform consists of lowering the statutory limit on total weekly working hours from 68 to 52. We apply a difference-in-difference approach in which we take advantage of the stepwise implementation of the reform by firm size using individual-level data. We present three main findings. First, the introduction of the 52-hour limit reduced but far from eliminated the incidence of working more than 52 hours. Second, there is some evidence that the introduction led to a reallocation of working hours, with more employees shifting from working fulltime to working overtime within the new limit (41-52 hours). Third, and more tentatively, this reallocation more likely took place within firms to account for fewer overtime hours worked by their employees, rather than within households to compensate for any income effects. Overall, our results show that a lower statutory limit can help to lessen a long working-hour culture, but is an insufficient measure by itself to fully eradicate it.

Highlights • An RT process simulation model aided managers with resource planning decisions. • Several scenarios could easily be evaluated without affecting the clinical work. • Starting vacation periods for preparations prior to treatment was most beneficial., Purpose Radiotherapy (RT) resources need to be used wisely to balance workload and patient throughput. There are no known strategies on how to plan resource use around longer vacation periods to avoid patient waiting times. We created a simulation model over the RT workflow to evaluate different scenarios for this purpose. Materials and Methods The simulation model mimics a large modern RT department in Sweden. It was based on real data on patient referral patterns and resource use extracted from clinical systems (3666 treatment courses). Workshops with managers and staff were held to investigate nine different scenarios for the summer vacation period including one scenario to validate the model. Different capacity reductions, vacation period lengths and timing of the vacation periods between the preparatory part of the RT workflow and the treatment part were evaluated. Results For an eight-week period, resource utilization was predicted to be high both before and after the vacation period regardless of timing. However, more patients would be waiting with completed preparations with simultaneous vacation periods than when the preparatory part started one-two weeks prior to the treatment part. With shorter vacation periods, treatment would require overtime during the vacation period with higher levels of patients waiting compared to an eight-week scenario. Conclusions Our proposed strategy aided managers to identify a preferred scenario for the summer vacation period with the preparatory part starting one-two weeks prior to the treatment part for an eight-week vacation period. This can help other RT departments to plan for similar situations.

Purpose This paper aims to evaluate how strands of differing investments influence stability in the banking industry using data from 37 countries in Sub-Sahara Africa from 2000 to 2018. Design/methodology/approach Empirical analyses in the study were carried out using a two-step system Generalized Method of Moments estimation methodology. Findings Empirical results suggest that generally, growth in investments by governments, foreign investments and private domestic investments have a significant positive impact in stabilizing the banking industry. The empirical estimates further suggest that macroeconomic conditions such as macroeconomic uncertainty adversely affects the liquid reserve position of banks even during periods of appreciable growth in investments. Originality/value The authors present a different approach to the banking industry discourse. Instead of surmise the relationship with the direction of impact often emanating from the banking industry to other variables of interest or conditions, this study rather examines how investment dynamics among economies influence the stability of the banking industry overtime. In contrast to related studies, this study examines how strands of investment variables influence the stability of the banking industry. Specifically, this study is modeled to examine the extent to which variability in investment growth (using different investment variables) affect stability in the banking industry.

This study compared and contrasted perceived barriers to mental health and substance use treatment among pregnant and non-pregnant women from 2008-2010 to 2011-2014. A trend study was conducted using secondary data from the National Survey on Drug Use and Health 2008-2014 from a propensity score-matched sample of pregnant (n = 5,520) and nonpregnant women (n = 11,040) aged 18 to 44 years. The most frequently perceived barriers to mental health treatment among all women ranked similarly in 2008-2010 compared to 2011-2014: cost (45.2% vs. 50.6%), opposition to treatment (41.9% vs. 41.4%), and stigma (28.2% vs. 24.7%). The rank order of barriers to substance use treatment in 2008-2010 among all women was cost (38.7%), stigma (18.2%), and time/transportation limitations (17%), whereas in 2011-2014, stigma ranked first (35.5%), followed by cost (25.9%) and time/transportation limitations (22.2%). In 2011-2014, the women were significantly more likely than women in 2008-2010 to report not knowing where to go (8.2% vs. .9%, p = .003) and a lack of substance use treatment programs (17.7% vs. 3.0%, p = .014). Perceived barriers to mental health treatment did not change overtime; however, there was a decrease in reported availability of substance use treatment programs between 2008-2010 and 2011-2014.

This study examines the quality of non-financial disclosure in Strategic Reports, focusing on non-financial key performance indicators (NFKPIs). A vital issue for NFKPI disclosure quality deals with overtime comparability. As NFKPI disclosure is mainly based on managers’ discretional choices regarding which indicators to disclose and how, we argue that corporate governance could play a key role in affecting disclosure practices. The analysis of a sample of UK listed companies from different industries reveals that most companies consistently report NFKPIs and that disclosure practices are influenced by the quality of the board of directors. Additional analyses indicate that among board characteristics, experience in financial key roles is the most effective. Further, intangible intensity is found to be positively associated with NFKPI consistency. Finally, more leveraged and less profitable firms seem to pay more attention to disclosure consistency, supporting the argument that they are subject to more severe scrutiny. This study is the first to examine the relationship between governance quality and NFKPI consistency. It enlarges previous evidence on the relation between corporate governance and disclosure by supporting the role of the board of directors in monitoring non-financial reporting.

Human resources are individuals who work as the cogs of a company and can produce ideas that are useful for the company. A company must have a department which in carrying out its duties functions to regulate planning in Human Resources and in carrying out the department concerned will calculate the number of employees who will then be given authority or responsibility for their work. Productivity and work efficiency can be disrupted if there is an employee workload. Employee workload can occur when doing tasks that exceed the ability of employees. At PT Asuransi Central Asia there is an imbalance of work in some divisions and causes delays in completing work. In addition, the distribution of employees in each work unit, there are still those who do not refer to the workload and there are also employees who do not use their productive time as well as possible. The purpose of this study is to analyze the working time of employees by using the Work Sampling method and also to analyze the amount employee needs based on workload measurement with the Full Time Equivalent method. The results of this study indicate that the effective working day for a year is 226 days and the effective working time is 1,360 hours for five working days per week. Through the Work Sampling method, it is known that the total time for productive activities is 78%, unproductive activities are 11% and personal activities are 11% with a 30% allowance. Based on the results of measuring the workload with the Full Time Equivalent method, it can be seen that there are 16 employees with an under load workload, an in load workload of 13 employees and an employee with an overloaded workload of 8 employees. Therefore, the company can take several steps to optimize its employees, namely by transferring tasks from overloaded employees to under loaded employees in the same division, companies can also increase working time with overtime wages without having to add 5 employees to save company costs, companies can also conduct employee transfers, provide training and education to improve employee skills and knowledge, and pay attention to the employee's work system. Keywords: Employee Needs, Workload, Work Sampling, Full Time Equivalent.

PT. ABC is a company engaged in the manufacture of Dolomite Fertilizer. The number of requests is greater than the amount of production. Due to fluctuations in the number of requests that tend to increase, this occurs due to a lack of capacity at the workstation. Therefore, it is necessary to calculate the capacity requirements planning analysis for each work station to know the company's capacity needs. The research aims to identify the shortage/excess production capacity and provide proposals for the balance of production capacity at PT. A B C. Production capacity research was conducted using the Capacity Requirement Planning (CRP) method. Results and Discussion, comparison of available capacity and required capacity (load) are as follows, work station jaw crusher available capacity 36.74 hours/week while required capacity (load) 36 hours/week, work station bucket elevator available capacity 36, 74 hours/week while the required capacity (load) is 14.4 hours/week, work station ball mill available capacity is 36.74 hours/week while the required capacity (load) is 45.6 hours/week, and work station silo flour the available capacity is 36.74 hours/week while the required capacity (load) is 51.59 hours/week. In conclusion, two stations experience excess capacity, namely the jaw crusher work station with an excess capacity of 0.74 hours/week and the bucket elevator work station with an excess capacity of 22.34 hours/week. The other two work stations experienced a lack of capacity, namely the ball mill work station with a capacity shortage of 22.34 hours/week and the silo flour work station with a capacity shortage of 14.85 hours/week. Efforts to balance capacity by scheduling overtime and adding equipment (machinery) to work centers that lack capacity, so that the company's production targets are achieved.

This study aimed to investigate the relationship between working overtime and psychological stress reactions among school teachers. It also evaluated the interaction of overtime work types (on weekdays, on holidays, and bringing work home) and task content (educational, peripheral and both). This cross-sectional study was conducted on Japanese elementary and junior high school teachers. Primary outcome was psychological stress reactions measured with the Brief Job Stress Questionnaire. Participants were asked how long they work overtime on weekdays, holidays, and at home. Participants were also asked whether they engaged in educational tasks and/or peripheral tasks during that overtime work. Multiple linear regression analyses were applied and 6,135 participants were included in the analyses after imputing missing data. Working hours of all three types were significantly correlated with higher psychological stress reactions. Moreover, engaging in both educational and peripheral tasks showed higher psychological stress reactions than in only educational tasks when working overtime on weekdays and holidays. In conclusion, reducing overtime work regardless of work types is crucial for mitigating psychological stress reactions for teachers. It might also be possible to manage the psychological stress reactions by splitting the role of task contents, when working overtime on weekdays and holidays at school.

Die Mindestlohnbetriebe können es in der Corona-Pandemie aus verschiedenen Gründen besonders schwer haben. Wir stellen fest, dass Mindestlohnbetriebe zu Beginn 2021 häufiger von der Corona-Pandemie betroffen waren als die übrige Wirtschaft, was auf die Branchenzusammensetzung der Mindestlohnbetriebe und nicht auf den Mindestlohn selbst zurückzuführen ist. Die Ergebnisse zeigen auch, dass Mindestlohnbetriebe häufiger Kurzarbeit einsetzen als andere Betriebe. Auch das Arbeitsvolumen wird in Mindestlohnbetrieben häufiger als in anderen Betrieben durch den Abbau von Überstunden reduziert. Zudem werden Lohnerhöhungen und Sonderzahlungen häufiger gekürzt oder ausgesetzt. For a number of reasons, businesses affected by minimum wage may have a particularly hard time during the coronavirus pandemic. We have found that minimum wage establishments were more frequently affected by the Corona pandemic than the rest of the economy at the beginning of 2021 due to the industry composition of these establishments rather than to minimum wage itself. The findings also indicate that minimum-wage establishments use short-time work more often and that the volume of work is reduced more frequently than in other establishments by cutting back on overtime. Finally, salary increases and special payments are also reduced or suspended more frequently.

Aim To evaluate missed nursing care and patient safety during the first wave of the COVID‐19 pandemic at in‐patient cardiology wards. Design A cross‐sectional design with a comparative approach. Method Registered nurses and nurse assistants at a cardiology department were invited to answer the MISSCARE Survey‐Swedish version, and questions on patient safety and quality of care during the COVID‐19 pandemic. The data were compared with a reference sample. Results A total of 43 registered nurses and nurse assistants in the COVID‐19 sample and 59 in the reference sample participated. The COVID‐19 sample reported significantly more overtime hours and more absence from work due to illness in comparison with the reference sample. The patient safety and quality of care were perceived significantly worse, 76.7% (N = 33) versus 94.7% (N = 54), and 85.7% (N = 36) versus 98.3% (N = 58, respectively. The COVID‐19 sample reported more missed nursing care in wound care and in basic nursing.

Background Although various work-related adverse events affect workers’ mental health, the association between long working hours and mental disorders remains unclear. We investigated the characteristics of overtime work and work-related adverse events among all cases of compensated work-related suicide in Japan to empirically reveal the context of the serious consequences. Methods We analysed all 167 cases of mental disorders resulting in suicide that were compensated in fiscal year 2015–2016. Hierarchical clustering was applied to the overtime working history. Work-related adverse events were also evaluated as the qualitative aspects of their jobs. Results More than half of the cases committed suicide within a month of developing a mental disorder. The Administrative and professional or engineering workers had a higher suicide rate. The clustering analysis revealed chronic long working hours (19%), gradual increase (27%), or rapid increase (25%) in working hours before the onset of a mental disorder. A group of cases with less overwork experienced more interpersonal conflicts. Conclusion This is the first study to employ a clustering technique to objectively reveal the actual working patterns behind suicide. The patterns of working overtime before the onset of mental disorders varied considerably among the cases. Taking the transition of working overtime into account may provide clearer insight into the relationship between long working hours and workers’ mental health. These results highlight the need for countermeasures especially for causes of chronic overworking, drastic increases in working hours, and interpersonal conflicts to prevent work-related suicide.

Omnichannel retailing is of growing importance. Yet, retailers lack knowledge about how to set prices overtime in their different channels, that is, in-store and online, which gives rise to a dual-...

Ability to have access and use financial goods and services such as bank and mobile money accounts indicates the overall financial inclusion level of an economy and the higher the indices are in any economy, the better that economy is. Financial inclusion is important to realize inclusive growth in any country. It has direct impacts on the level of growth and development experienced by any economy. It can however, be skewed along gender lines as noticed overtime in the Nigerian economy and other developing economies. This study examined financial inclusion in Nigeria: a gender gap approach. It also determined the factors responsible for the gender gaps. The Global Findex (2014) dataset of Nigeria from World Bank database was used to analyse the aims of the study. In the study, 61% of the men were financially included, while only 43% of the female were financially included, with 18% gap. The gap in endowments accounted for the huge difference of the gap in outcomes as males seemed to be more naturally favoured by society than females. The level of education, wealth quintile, saved in past 12 months for farm/business purposes, sent domestic remittances in the past 12 months, paid utility bills in the past 12 months, and received wage payments in the past 12 months are the factors explaining the gender gaps in Nigeria. Thus the government and other relevant stakeholders should encourage females along these factors.

CV. Cupu Artama Jaya is a chicken slaughterhouse managed by a private sector, located in Jombang, East Java. So far, CV. Cupu Artama Jaya has never measured productivity, but only evaluated financial benefits. This study aims to analyze the productivity index, profitability index and price repair index at CV. Cupu Artama Jaya. The method used in this research is the American Productivity Center (APC). APC is a method that compares historical data with current data to determine the level of productivity and company profitability. The historical data used in this study are March 2019 - February 2020. The results show that the lowest productivity index value is energy input of 69.975 and the highest productivity index is also energy input of 170.221. The lowest profitability index was energy input of 69.976 and the highest profitability index was also energy input of 170.283. The lowest price improvement index occurred in July 2019 and September 2019 at 0.998, while the highest price improvement index value occurred in February 2020 with a value of 1.002. Suggestions to increase productivity and profitability at CV. Cupu Artama Jaya includes adding job descriptions to employees to monitor energy use, setting quality standards and price limits for chickens received from breeders, arranging agreements related to the number of chicken orders with breeders, holding training for new workers, implementing sanctions related to employee discipline and considering apply overtime hours to reach production targets.

Objective: We performed a systematic review to assess potential consequences of extended working hours on accidents, near-accidents, safety incidents and injuries (incidents) by considering the overall certainty of evidence. Methods: We searched five databases systematically (Medline, Embase, PsycINFO, Web of Science, and Proquest Health and safety Science Abstract) and identified 10072 studies published until December 2020. Twenty-two studies met the inclusion criteria. We followed a systematic approach to evaluate risk of bias and synthesize results in a meta-analysis. The certainty of evidence was determined by a modified version of The Grading of Recommendations Assessment, Development and Evaluation (GRADE). Results: Our analyses indicated an association between working >12 hours/day (RR: 1.24, 95%CI: 1.11, 1.40), or working >55 hours/week (RR: 1.24, 95%CI: 0.98, 1.57), and elevated risk of incidents. The certainty of evidence evaluated as low. Weak or no associations were observed for other exposure contrasts: working >8 hours/day (RR: 0.93, 95%CI: 0.72, 1.19), or working overtime (RR: 1.08, 95%CI: 0.75, 1.55), working 41-48 hours/week (RR: 1.02, 95%CI: 0.92, 1.13) or 49-54 hours/week (RR: 1.02, 95%CI: 0.97, 1.07). The certainty of evidence was evaluated as low (very low for 41-48 hours/week). Conclusions: Daily working hours >12 hours and weekly working hours exceeding 55 hours was associated and increased risk of incidents. The level of evidence was low. Hence, further high-quality research is warranted to elucidate these associations.

Background The literature identifies a strong relationship between mental health and income, but there is little research that clarifies the directional association between household income and self-perceived mental health (SPMH) overtime either at between-perso+n or within-person levels. This study investigates whether higher income predicts better SPMH overtime and poor SPMH predicts lower income overtime both at between-person or within-person levels. Methods Data analyzed was from the Montreal Southwest Social and Psychiatric Epidemiology Catchment Area study (ZEPSOM), a longitudinal community-based cohort. The baseline survey was conducted in 2007/8 with follow-up every two years. We traced a total of 3464 participants over a period of 8 years. To examine the associations between income and SPMH at both between-person or within-person levels, cross-lagged panel models (CLPMs) and random intercept cross-lagged panel models (RI-CLPMs) were used. Gender and age effects were examined using multiple group analyses. Complete case analyses evaluated the findings’ robustness. Results At between-person levels, higher household income predicted higher SPMH, but not vice versa. These associations were stronger among men and older adults. At within-person levels, higher income did not predict higher SPMH. No significant gender- or age- group differences were observed. Complete case analyses supported the findings. Limitations Loss to follow-up may affect the generalizability of the research findings. Conclusions This study suggests that higher household income predicts higher SPMH at between-person levels. Policy and programs aiming at promoting mental health should focus on low-income individuals, especially men and older adults.

Creativity is a key influential factor contributing to organizations’ development. The contribution of creativity provides many crucial benefits to organizations and employees: high satisfaction, new ideas, strong teams, increasing innovation. To explore creativity as a hidden development factor, a random sample of 212 individuals in the private and public sectors were used to collect primary data. Logit regressions were specified to reveal the role of creativity in organizational development and job satisfaction for employees. We show that creativity is the only such driving factor able to decrease stress and lead to success and development together with high satisfaction levels. Specifically, job initiatives, workload pressure, creative change and overtime are shown to particularly affect stress levels. Job-creativity and use of skills have a higher impact on satisfaction followed by distance from work, freedom of actions and wages and other benefits. Further, job training and changes in management proved to be statistically insignificant.

In the United States, the nation’s health is not an organic outcome. It is not a coincidence that certain groups of people living in the United States experience higher premature death rates or poorer health outcomes than others. For centuries, racial and ethnic as well as geographic differences in health outcomes have been part of the American landscape, so entrenched in society that many people fail to recognize that health inequities were intentionally derived. A national crisis tends to magnify inequities in our society, but even more alarming is the fact that as the country becomes more racially and ethnically diverse in the coming years, the health inequities are projected to worsen if we do not proactively and immediately address them. As we continue to grapple with the lasting impact of the pandemic, it is of vital importance that we utilize this time to acknowledge, understand, and seriously address the health inequities that have historically plagued the country for over 400 years. As the United States works overtime to stem the tide of the COVID-19 pandemic, it must also work equally hard to move in a more equitable, inclusive, and healthier direction, not only because of the more than 83 000 Americans dying prematurely each year but also because of the economic and national security toll it will have if not effectively addressed.

Background/objective Maintenance interventions inherently require BMI improvement to maintain. This overlooks individuals initially unresponsive to obesity interventions. Staged pediatric clinical treatment guidelines were adapted to the school setting to develop an escalated treatment option for individuals initially unresponsive. This staged randomized controlled trial examined differences between escalated treatment (Take CHARGE!) and a maintenance program (PE Planners). Take CHARGE was hypothesized to have greater improvements in BMI as a percentage of the 95th BMI Percentile (%BMIp95) than PE Planners. Subjects/methods From 2018 to 2020, 171 middle and high schoolers (BMI Percentile ≥ 85) were recruited from a Houston school district to participate in a staged obesity intervention in their physical education (PE) class. After receiving a semester-long intensive lifestyle intervention (ILI) with established efficacy, all participants were randomized to Take CHARGE (n = 85) or PE Planners (n = 86). Take CHARGE escalated the behavioral treatment of obesity received in ILI with more frequent individual sessions, additional opportunities for parental and school staff involvement, and increased mentorship from trained college students. PE Planners allowed participants to decide how they wanted to be active in PE class. Mixed linear modeling examined %BMIp95 overtime between groups. This trial was registered at ClinicalTrials.gov (#NCT04362280). Results Participants were 13.63 ± 1.32 years old; 59% were female, and 85% were Hispanic. Among those initially unresponsive to ILI, Take CHARGE had significantly greater decreases in %BMIp95 than PE Planners (β = −0.01, p

The complex problems that existed during the Field Implementation in the SMP Negeri 1 Surabaya project at that time caused some work that was not as planned both in terms of time, quality and cost which resulted in overbudget and overtime. When experiencing overbudget and overtime, it is necessary to have good cost, quality and time management. Good management should not only be owned by the project owner. The length of time to complete the project has a big effect on the increase in the overall project cost. Therefore, daily, weekly and monthly progress reports are needed to report work results and completion times for each project work item. Furthermore, this work is compared with the completion time of the plan so that the completion time can be controlled for each period. This is because the construction of the building has a delay in time so that it can cause disruption in some field operations. The analysis that I have done is viewed from all of them (owner and contractor). This study uses the AHP (Analytical Hierarchy Process) research method because AHP is used to derive the ratio scale of several paired comparisons that are discrete or continuous. Other problems such as inconsistencies in planners, supervisors, executors, and other authorities in the field, namely lack of communication and late making decisions such as changes in design and changes in calculations that are in implementation and planning so that the project results in time and cost delays, and other problems. such as material calculations and others, there are also delays caused by delays in making decisions in implementation. Because of that, the project for the Public Junior High School 1 in Surabaya experienced delays in several jobs, namely the foundation, column, ladder, and beam work, which should have been done in 1-2 months to 3-4 months. In terms of implementation, such as lack of communication between planners, supervisors and implementers as well as other authorized officials, a good communication is needed. So that it does not cause so many problems and can reduce delays in terms of implementation in the field.

The construction of construction projects in Kupang district is currently experiencing a very rapid development, many buildings and roads were built to accommodate the needs of the community. This research focuses on the factors that cause delays that occur in the construction project of the Pancasila Flobamora Monument. This research was completed using a questionnaire distributed to parties directly involved in the process of building the Flobamora monument of the Pancasila house. The results of the study found 5 factors that have the highest importance index value, namely: lack of work experience of masons (68.41%), the influence of rainy weather (66.90%), late delivery of equipment to the project location (52.36%), lack of work experience. field supervisors (43.63%), late payments by the owner (32.29%). Recommendations given are based on the delay that occurred in the construction project of the Pancasila flobamora monument, namely the lack of work experience of masons, Increasing supervision of the masons by increasing the workforce of the head of workers and foremen. The influence of rainy weather, it is better if overtime hours are applied when the weather conditions are not raining so that reduced production due to rain can be overcome, the lack of work experience of field supervisors, providing assistance and direction for less experienced field supervisors.

Kjpp Edi Rianto and Partners is a service enterprise engaged in appraisal business services as well as consultants in property appraisal. There was problem identified in term of workers’ excess workload which causes performance to be felt to be less than optimal. Along with the development of the company and requests for appraisal from the assignor, this results in the occurrence of Overtime in the ongoing work process. Workload Analysis is a method that is often used by companies or institutions in measuring and determining the optimal amount of workforce, after observing and determining the level of productivity with the Work Sampling calculation method, from the observations, the workload data received by Surveyor 1 is obtained. (132%), Surveyor 2 (141%), and Surveyor 3 (135%), the suggestion given is to add 3 workforces of surveyors, this can reduce the workload of workers, originally Surveyor 1, whose workload was originally 132%. to 66%, Surveyor 2 whose workload was originally 141% to 70.5%, and Surveyor 3 whose workload was originally 135% to 67.5%.

Background: The April 2019 amendment of the Labor Standards Act in Japan led to a current ongoing work style reform. The amendment set the monthly overtime cap at 100 hours, but physicians are exempt for the next five years. The work style reform for physicians aims to ensure both their health and well-being and to provide appropriate community medicine. From April 2024, the maximum overtime permitted for physicians will be 100 hours a month and 960 hours a year. Community medicine hospitals, however, will have a different time limit and their physicians will be allowed to work up to 100 hours a month and 1,860 hours a year overtime. Junior/senior residents can also apply for exemption by registering for accredited training programs. Exempt physicians are required to comply with additional measures to ensure their good health and well-being. Objectives: This paper proposes promotion strategies for work style reform for physicians in Japan. Method: The Japan Medical Association Physicians’ Work Style Reform Committee developed proposals using the Delphi methods. Results: To manage physicians’ work time, an objective understanding of real work conditions, a review of employment agreements, active use of occupational health teams, task shifting, support for female physicians, and KAIZEN (a Japanese business philosophy) activities are important. The roles fulfilled by occupational health physicians, hospital directors, supervisors, physicians, patients, and community medicine systems are summarized from the perspective of comprehensive management. Conclusions: The Japanese health care system defines the work style of Japanese physicians. However, physicians as highly specialized professionals can more or less choose any workplace. A physician being aware of their characteristics and independently choosing their own work style would give meaning to an appropriate work–life balance. True work style reform should aim for this.

The COVID-19 pandemic caused significant nurse stress and contributed to burnout for a number of reasons, including but not limited to personal protective equipment shortages, furloughs, overtime, reassignment to unfamiliar work environments, and alternate staffing patterns, all of which contribute to grief, loss, fear, and anger. While the nursing profession and employers offered support and psychological first-aid resources, there was a disconnect in effectively linking stressed nurses with these needed resources. An innovative statewide pilot project in Arizona, RNconnect 2 Wellbeing, was created to determine whether nurses might respond to and use supportive resources via opt-in text messages. Over a 12-week enrollment trial, 2997 nurse users opted to receive brief, twice weekly, well-being text messages about subjects, such as increasing awareness, self-care, and gratitude. By the end of the pilot, 2777 nurse users remained enrolled (7% opt out). Convenience evaluation surveys were conducted at midpoint (n = 294) and pilot completion (n = 404). Satisfaction with the messages ranged from 73% to 86%. Forty-eight percent indicated they had integrated the resources into their daily lives. RNconnect 2 Wellbeing, an innovative and cost-effective approach to communicating with nurses, has laid the groundwork for the use of technology via brief text messages to improve nurse well-being.

This study aims to identify the risk factors of suicidal ideation (SI) in a large sample of Chinese adults in the labour force. A total of 4136 eligible participants in the labour force were recruited from the routine health check-up cohort. Univariate and multivariate logistic regression were used to identify the factors associated with 12-month and lifetime SI. 175 (4.2%) subjects reported SI in the past twelve months, and 223 (5.4%) reported SI during their lifetime. The results showed that being divorced or widowed, religious belief, personal history of chronic disease and mental illness, family history of mental illness and suicide, and self-assessed childhood happiness were associated with both 12-month and lifetime SI. Additional associations were found between 12-month SI and the following factors: working overtime frequently, low monthly income, and having bachelor's degree. Moreover, being single is a risk factor of lifetime SI while not significant for 12-month SI. The present study identified several risk factors of 12-month and lifetime SI, which could potentially help develop targeted interventions for high-risk suicidal Chinese adults in the labour force.

The unrequited labour of women in the home does not only include daily routines such as cooking and cleaning; it also covers the production and maintenance of households. This labour, which includes all domestic activities, is identified with a so-called excessive moral value, which is financially 'unpaid' under the guidance of the patriarchy and is passed over under the guise of emotional satisfaction. The purpose of this research is to question the perception and the approaches of the labour practices of women who are actively involved in working life today and who also perform unrequited home labour. In this regard, the comments of working women including their experiences, opinions and criticisms about housework are analysed firstly in terms of content, and then by means of critical discourse analysis in terms of meanings and implications beyond the content in the study. In the research, it is accepted as an assumption that the women cannot escape from the understanding that “home labour is the duty of women”, which is formed as an imposition of the patriarchal system, even if they continue working overtime in the public sphere within the same hours.

La empresa familiar es una nueva perspectiva de desarrollo socioeconómico, basada en nuevos enfoques de cambio, valores, actitudes y conocimientos que contribuyen al impulso social. Esta investigación tiene por objetivo realizar un análisis descriptivo y predictivo de las empresas familiares a través del tiempo en sus variables de ventas y recaudación tributaria, con la finalidad de entender el aporte que tienen estas empresas para la recuperación económica frente la emergencia sanitaria que se vive actualmente. Se realiza un estudio con enfoque mixto y una revisión de información de tipo documental. Los resultados, demuestran una tendencia en el crecimiento de las empresas familiares presentando fortalezas, las cuales permiten su perduración a través del tiempo.

This research proposed optimization models for task scheduling and sequencing in work-intensive multiple projects under normal and unexpected events. The objectives of scheduling model were minimizing the total overtime/under-time costs and maximizing satisfaction values on tasks due dates and processing standard times. Further, the sequencing model aimed to minimize the sum of tasks' start times, maximize resource utilization, and maximize satisfaction on project completion times. Illustrations of the proposed scheduling and sequencing optimization models were provided where the results showed effective scheduling and sequencing of project tasks at minimal costs and achieved the desired satisfaction levels on tasks and projects and significantly enhanced resource efficiency at minimal overtime and under-time costs. Further, optimization models were modified to deal with unexpected events. In conclusion, the proposed models may support project managers in planning project tasks in a cost-effective manner under normal and unexpected events.

Aims COVID-19-related patient care delays have resulted in an unprecedented patient care backlog in the field of orthopaedics. The objective of this study is to examine orthopaedic provider preferences regarding the patient care backlog and financial recovery initiatives in response to the COVID-19 pandemic. Methods An orthopaedic research consortium at a multi-hospital tertiary care academic medical system developed a three-part survey examining provider perspectives on strategies to expand orthopaedic patient care and financial recovery. Section 1 asked for preferences regarding extending clinic hours, section 2 assessed surgeon opinions on expanding surgical opportunities, and section 3 questioned preferred strategies for departmental financial recovery. The survey was sent to the institution’s surgical and nonoperative orthopaedic providers. Results In all, 73 of 75 operative (n = 55) and nonoperative (n = 18) providers responded to the survey. A total of 92% of orthopaedic providers (n = 67) were willing to extend clinic hours. Most providers preferred extending clinic schedule until 6pm on weekdays. When asked about extending surgical block hours, 96% of the surgeons (n = 53) were willing to extend operating room (OR) block times. Most surgeons preferred block times to be extended until 7pm (63.6%, n = 35). A majority of surgeons (53%, n = 29) believe that over 50% of their surgical cases could be performed at an ambulatory surgery centre (ASC). Of the strategies to address departmental financial deficits, 85% of providers (n = 72) were willing to work extra hours without a pay cut. Conclusion Most orthopaedic providers are willing to help with patient care backlogs and revenue recovery by working extended hours instead of having their pay reduced. These findings provide insights that can be incorporated into COVID-19 recovery strategies. Level of Evidence: III Cite this article: Bone Jt Open 2021;2(7):562–568.

Background Health systems around the globe are struggling to recruit qualified health professionals. Work-related stress plays an important role in why health professionals leave their profession prematurely. However, little is known about midwives’ working conditions and intentions to leave their profession, although this knowledge is key to work force retention. Therefore, we aimed to investigate work-related stress among midwives working in Swiss maternity hospitals, as well as differences between midwives and other health professionals and the stressors associated with midwives’ intention to leave the profession. Methods We conducted a data analysis of two cross-sectional studies encompassing midwives working in labour, postpartum and/or gynaecology wards of 12 public Swiss maternity hospitals. Data was collected by self-report questionnaire assessing potential stressors and long-term consequences of stress at work. Data were analysed using descriptive statistics, Kruskal Wallis tests and logistic regression modelling. Results A total of 98 midwives took part in the study and one in three midwives reported doing overtime sometimes-always. Also, the score for work-private life conflicts was significantly higher among midwives than among other health professionals, with the exception of physicians (M = 37.0 versus 50.2, p p p p p p p Conclusions The comparison with other health professions and the higher intention to leave the profession of younger midwife generations are important findings for heads of institutions as well as policy makers, and should stimulate them to develop strategies for keeping midwives on their staff. More extensive studies should implement and test interventions for reducing work-related stress and increasing the job and occupational satisfaction of midwives.

Purpose – The aim of this study is to provide an optimal solution model for production with "high performance, minimum cost, and maintaining work peace" in industrial production enterprises. With this optimal solution model proposal, the most important part of the preconditions of maximizing the company value or maximizing the interests of the partners, which is the main financial goal of the enterprises, will be provided. Design/methodology/approach – This study is an applied research whose study universe is “manufacturing companies”. Moreover, multi-departmental manufacturing companies are taken as a sample. The model described in the study is especially suitable for industrial enterprises which have spare part manufacturing, installation, and engineering departments. In this study, first part of the method is discussed. The methodological approach of determining the workforce capacity of the production department is explained. The correlation between the variables and their reflection on labor costs will be the parts of other studies to be carried out in this context. Findings – The first findings of the model are the monthly and annual gross and net working hours determined by the working schedule for the employees of the production unit. The standard performance of the workers who work in the production unit is determined as the second finding. As a result of associating these two kinds of findings with the production budget targets, the calculations regarding the determination of the direct and indirect labor hours of the production unit, the total number of workers in the production unit, and their optimization are the other findings. Overtime is the solution to the monthly labor capacity gap between the total labor capacity and the total labor hours for the production unit. This is another main finding as well. Discussion – The model prevents the problems which are inhumane and threaten labor peace and their high costs caused by the cycle of dismissal and recruitment that will be created by the production budget monthly target differences in large manufacturing enterprises. This model reveals the methodology of how production activities can be achieved with minimum cost and high performance while preserving legal and ethical values. The model is also analytical as a cost accounting application and budgeting technique.

Background of the study: It has been observed that there is knowledge gap on how librarians’ affectivity and social adjustment predict user relation. Moreover, it has been shown overtime that human’s behavioural qualities may have a possible effect on interaction with people. All of these concerns necessitate this study. Purpose: The purpose of the study is to examine the relationship between affectivity, social adjustment and Nigerian librarians’ user relation. Method: The authors adopt correlational research design and web-based questionnaire was used to collect data for the study. Purposive sampling technique was adopted for the study. The total response rate was 178. Findings: It was found in the study that negative affectivity such as threat and hostility have poor effect on user relation. Contrastingly, it was revealed that positive affectivity such as subjective well-being and happiness ensure optimal library user relation. It was revealed that Nigerian librarians see opportunities in user relation, which can be used to improve the library image and effective service inside. Conclusion: It was established that affectivity has statistically significant relationship with user relation. Also, it was shown that social adjustment has statistical significant relationship with user relation.

This article proposes a data mining framework to predict the significant explanations of employee turn-over problems. Using Support vector machine, decision tree, deep learning, random forest, and other classification algorithms, the authors propose features prediction framework to determine the influencing factors of employee turn-over problem. The proposed framework categorizes a set of historical behavior such as years at company, over time, performance rating, years since last promotion, and total working years. The proposed framework also classifies demographics features such as Age, Monthly Income, and Distance from Home, Marital Status, Education, and Gender. It also uses attitudinal employee characteristics to determine the reasons for employee turnover in the information technology sector. It has been found that the monthly rate, overtime, and employee age are the most significant factors which cause employee turnover.

Gender scholars emphasize that care work can be rewarding and quite taxing. Research suggests that neoliberal cuts to health care result in short staffing, higher patient loads, and increased work hours for nurses. Yet few studies ask nurses themselves about their work environments, including their lived experiences of relational care labor. Three themes emerge from in-depth interviews of 26 mothers in nursing jobs: lack of control over work hours, insufficient time for relational care on the job, and work stress complicating caregiving at home. In this sample, fewer than one-third of RN/LPNs have full control over their work schedules. While all respondents highly value their relational care work with patients, all but three report chronic understaffing in their jobs, which constrains relational care labor with patients. Understaffing, combined with long shifts and required overtime, creates job stress that also impinges on nurses’ relational care labor with their children. Thus, most nurses in this sample—particularly single mothers—experience a double bind of relational care. The paper concludes with the implications of these findings for the gender, care work, and work-family conflict literatures.

Studies on the relationship between the informal economy and economic growth have been inconclusive as to whether the positive or negative relationship dominates. These results are partly due to the type of estimation technique such as fixed-parameter techniques. Fixed parameter techniques have been used to observe the relationship between economic growth and the informal economy. A caveat to the fixed-parameter estimation techniques used to observe the relationship between the informal economy and economic growth is the inability to account for annual disruptions. This paper seeks to examine the relationship between the informal economy and economic growth in Nigeria in the period from 1991 to 2015 using the Time-Varying Parameter (TVP) model. The TVP model is estimated in two stages. First, an Ordinary Least Squares (OLS) multiple regression is estimated and the outcome is subjected to the flexible least-squares approach. The results show the dominance of the negative effects of the informal economy on economic growth. The outcomes also reveal that overtime movements of time-varying parameters in the informal economy and economic growth are connected with economic and political events. This paper recommends the absorption of the informal economy into the official economy through government policy.

The $20.81 trillion U.S. economy relies on a vast infrastructure network to thrive; however, empirical studies that examined that impact of infrastructure on economic growth in the U.S. are limited. This study’s principal objective was to examine the effect of railway lines on economic growth using annual data from 1980 to 2016 and cointegration analysis. The results showed a positive and significant impact of railway lines on economic growth in the long-run and short-run. The impulse response analysis indicates that shocks to railway lines initially cause GDP growth rates to increase and decrease continuously. The variance decomposition analysis also suggests that overtime, railway lines contribute largely to the variations in economic growth followed by inflation and population. This study’s outcome has important implications not only for the U.S. economy but also for developing and emerging countries. The results suggest that railway lines investments matter for economic growth in the U.S.

The goal of this work is to discuss a production inventory model for deteriorating items with nonlinear price and linear stock dependent market demand along with an overtime production opportunity. The corresponding optimization problem is articulated mathematically and hence solved by using lingo software. To examine the proposed nonlinear optimization problem’s significance, one numerical example is deliberated. A sensitivity analysis is accomplished on the basis of the systematic changes of the system parameters. As a final point, based on the accomplished analysis an effectual conclusion is reflected.

The impact of the COVID-19 pandemic on education included school closures and the implementation of virtual teaching and teleworking without the knowledge or resources needed to do so. This situation accentuated the inequality in accessing quality education and generated high rates of stress, anxiety, and general discomfort in teachers. This study aimed to explore the mental health of teachers who were forced to telework because of COVID-19, and to analyze the association with sociodemographic, teacher-related, and working conditions. The sample was 278 classroom teachers in Chile who teleworked more than 50% during the 2020 academic year. The participants were mostly women (82%) who entered the teaching profession at age 30 or younger (87%) and worked two or more unpaid overtime hours per day (67%). The dependent variable was mental health measured through the General Health Questionnaire (GHQ-12). The independent variables were sociodemographic, teacher-related, and work conditions. The internal structure of the mental health construct was evaluated using the Rasch model. Crude odds ratios (cORs) and adjusted odds ratios (aORs) were estimated using logistic regression models. A high rate of poor mental health was identified in teachers (58%). The variables associated with poor mental health were working in a private–subsidized school (aOR = 2.89, 95% CI: 1.16–7.22), working two or more unpaid overtime hours (aOR = 2.25, 95% CI: 1.11–4.59), and being absent due to sickness (aOR = 3.82, 95% CI: 1.53–9.58). These results provide evidence suggesting the need for actions to improve the working conditions of teachers who telework in order to improve their mental health, and thus have a positive impact on the entire educational community.

Keno Melkamu Kitila,1 Dereje Alemayehu Wodajo,2 Tilahun Fufa Debela,3 Berhane Megerssa Ereso3 1College of Health Science, Mettu University, Mettu, Ethiopia; 2College of Health Science, School of Public Health, Mizan Tepi University, Mizan Aman, Ethiopia; 3Institute of Health, Faculty of Public Health, Department of Health Management and Policy, Jimma University, Jimma, EthiopiaCorrespondence: Keno Melkamu KitilaCollege of Health Science, Mettu University, Mettu, EthiopiaEmail qannoo63@gmail.comBackground: The efficiency and quality of a health service can be compromised by turnover intention. Employees who intend to leave their job may identify themselves in the form of withdrawal, being predisposed to lateness, absenteeism, and declining participation. This study aimed to determine the level of turnover intention and to identify factors associated with turnover intention among health extension workers in the Illubabora zone.Methods: A facility-based cross-sectional study with quantitative and qualitative methods of data collection was conducted on 125 randomly selected health posts. All health extension workers in the sampled health posts (n = 245) and 6 key informants were included from February 21 to April 20, 2020. Multiple linear regression models were used to indicate the association between dependent and independent variables. The data obtained from the in-depth interviews were coded, categorized then thematized manually, and supplemented with quantitative data.Results: The prevalence of turnover intention of health extension workers was 52%. The turnover intention was highest among service length > 10 years (34.4%), level IV educational status (30.5%), married health extension workers (61.7%), and age category 26– 30 years (40.6%). Statistically significant variables were motivation (β=− 2.801; 95% CI − 5.097, to − 0.505), high workload (β=− 3.35; 95% CI − 6.038, to − 0.661) and career structure (β=− 3.452; 95% CI − 6.267, to − 0.638).Conclusion: Overall, the magnitude of health extension workers’ turnover intention of their current job was high. Among variables, high workload, lack of motivation, and limited career structure were a significant predictor of turnover intention. Therefore, an amendment of the career structure and overtime payment should be made to retain health extension workers. They should be encouraged to perform only health sector tasks. Providing transportation is another important mechanism to reduce the workload.Keywords: health extension workers, turnover intention, turnover, Ethiopia

Industrial competition demands that each company be effective and efficient, hence companies need to make optimal use of resources. The purpose of this research is to determine the productivity of the workers in completing their work and to discover how much workload is caused by the activities carried out. In addition, recommendations for improvements were also given as an effort to reduce the high rate of overtime hours and determine the appropriate number of the workforce at spare parts and raw materials division. The results showed that some workforces have an uneven workload. Meanwhile, based on the results of workload analysis, it can be seen that the workload of the warehouse feeder is classified as a high workload, which is 102%.