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Nearly 1,000 technical and further education (TAFE) teachers in Australia responded to a national survey to determine the impact of funding cuts, constant changes, and restructuring on their work and family life. More than 2,000 questionnaires were sent to a random sample of education union members, approximately 1,700 women and 300 men. In addition, 600 questionnaires were distributed to 400 female and 200 male casual and sessional teachers. The survey found that the average age of TAFE teachers is 47, that about 50 percent have children under age 18 at home, that 20 percent have care responsibilities for aged family members, and that women are more likely to be on fixed term contracts or temporary or part-time rates. The survey also found that teachers work an average of 7 to 8 hours of unpaid overtime per week, primarily because of extra time needed for preparation, administration, correction and assessment, and coordination and meetings. The teachers cited funding cuts and constant restructuring as two of the changes that have had the most impact on their workload. Other changes that have most affected their work included reporting and accountability requirements, cuts to teaching staff, and changes in delivery modes and curriculum. A majority of the teachers said that these changes have had a significant negative impact on how they see their work and their professional interactions, as well as on their family responsibilities and family relationships. Part-time and casual teachers reported the greatest difficulties, because they usually had other jobs and had a hard time with the decreased flexibility of TAFE teaching assignments. (KC)

The focus of this publication is to maximize the ability of business, education, and community partners to access information relating to legal issues and minor labor laws that have implications for school-based and work-based learning experiences. Each section is intended to provide the most applicable legal and labor law information. Since paraphrasing federal and state laws runs the risk of changing the intent of those laws, much of this document consists of excerpts taken directly from the laws, rather than an interpretation of the law. Many of the legal questions and concerns that sometimes swirl around the notion of business and education partnerships are addressed. The excerpts, compilations, and general application of legal and labor issues are provided only as guidelines and are not meant to be complete reflections on the regulations. Materials include an introduction and sections on employment relationships; child labor laws; minimum wages and overtime; unemployment compensation; liability and risk management; related employment laws; and federal and state technical assistance directories. Organized around questions compiled from five focus groups around Ohio, the document highlights the major concerns that individuals in the field who place students in work-based learning environments face on a continuing basis. (Contains 38 references.) (YLB)

Overtime lawsuits have been filed against school districts in a growing number of states. Guidelines offered to prevent or at least minimize damaging claims include becoming informed and establishing an accurate record-keeping system. A sidebar describes one Alabama district facing 100 overtime claims. (MLF)

The Fair Labor Standards Act (FLSA) of 1938 covers six major topics: minimum wage, overtime, child labor, equal pay, retaliation, and record keeping. Most cases filed against school districts involve overtime and record-keeping requirements. Outlines steps to ensure district FLSA policies are legal, communicated, and enforced. (MLF)

This pamphlet provides guidelines to higher education institutions for responding to U.S. Department of Labor (DOL) investigations and complying in general with the wage and hour provisions of the 1938 Fair Labor Standards Act (FLSA). It provides a hypothetical case study to illustrate some of the basic principles of the FLSA in regard to colleges and universities, focusing on DOL inspection rights, overtime pay issues, employee classification, and compensatory (comp) time off. The pamphlet goes on to discuss federal regulations affecting exempt (salaried) employees, noting that one of the most common mistakes made by employers is improper deductions from the predetermined salaries of exempt employees. It discusses the differences between executive, administrative, and professional employees and independent contractors. The pamphlet then discusses federal regulations affecting nonexempt (hourly) employees, focusing on the determination of the regular rate of compensation, hours worked, joint employment, alternatives to overtime compensation, and voluntary work by employees. It also reviews recordkeeping requirements and penalties applicable under the FLSA. (Contains 12 footnotes.) (MDM)

A survey was undertaken to obtain information on a number of working conditions including straight-time hourly earnings, weekly hours of work, and initial overtime provisions for nonsupervisory employees in selected Ontario industries. The purpose of the survey was to obtain data that would permit an assessment of the direct impact of proposed changes in Ontario's minimum labor standards. For the industries surveyed, data on some or all of these working conditions are provided by sex, office, and non-office employment, full-time and part-time status, and geographic region. The 47 industries surveyed were selected from the mining, manufacturing, wholesale trade, and service sectors. The data refer to the last normal pay period preceeding April 28, 1974. The tables presented in the report are based on the distributions obtained from the sample survey. (Author/NJ)

From 1978-79 incidence of long hours among full-time wage and salary workers dropped for the first time since the 1974-75 recession. Of those who worked long hours, about 43% received premium pay (time and one-half the regular wage for hours worked in excess of forty per week). Employers used overtime hours to cope with disequilibrium phenomena and to meet increased demand. One-third of the workers regularly working long hours received premium pay, compared with two-thirds of those working long hours occasionally. Incidence of long hours remained about the same in goods-producing but fell in service-producing industries. Although white- and blue-collar employees were equally apt to work long hours, incidence of premium pay was much lower for white-collar workers. The proportion of union workers on long hours was two-thirds that for nonunion workers, while the proportion receiving premium pay was twice as large. Frequency of long hours among women was only half of that among men. Black workers were much less likely than white to put in long workweeks. Individuals aged 25-54 had the highest incidence of long hours. (The report also contains descriptions of basic labor force concepts, sample design, estimating methods, and reliability of data and supplementary tables.) (YLB)

In October 1979, a study was conducted to collect information about faculty and administrative salaries in Illinois community colleges for use by State agencies in justifying budget requests and by colleges in determining salaries for the coming years. The survey focused on the number of full- and part-time faculty, faculty salaries based on actual contracts, faculty salaries from salary schedules, part-time faculty salary rates, overload salary rates, total fiscal year (W-2 type) faculty salaries, average faculty load information, faculty organizations, employment benefits, and salaries of key administrators. The survey revealed that the state average of the mean academic year contractual salaries actually paid to full-time faculty was $18,849 during 1979-80; the average 12-month salary was $20,289. According to salary schedules, instructors with a Master's Degree earned from $12,227 to $24,402, depending upon their years of experience. Part-time faculty salary rates ranged from $185 to $315 per course semester hour, averaging $240 during the fall 1979 term. The average overload rate for full-time faculty was $332 per course semester hour. The number of part-time teaching faculty increased by 0.4% to 10,266, while the number of full-time faculty decreased 0.6% to 4,935. Statewide and college data and the questionnaire are included in the study report. (AYC)

This student training module on worker benefits is one of the general work information modules developed for Pre-Apprenticeship Phase 1 Training. Rather than relating to a specific trade, this module is designed to impart to the student general knowledge of worker benefits needed by all workers and can be used in all the trade module series. This module contains a cover sheet listing module title, goal, and performance indicators; introduction; information sheets covering common work-place benefits; self-assessment; self-assessment answers; post assessment; and post-assessment answers for the instructor. Topics covered in the module include unemployment insurance, wage and hour laws, workers' compensation, and how to file for benefits. (KC)

The Illinois public community college Faculty and Administrative Salary Survey presents information on full-time faculty mean salaries from fall 1973 through fall 1977, teaching and non-teaching personnel actual 1977-78 contractual salaries by school district, and mean salaries per yearly course semester hour, weekly class contact hour, academic month, and percent increase for continuing personnel. Survey items also include part-time rates, overload rates, and total fiscal year (twelve-month) salaries. The full-time faculty academic year (nine months) contractual salary mean average was $16,822, a 4% rise over the previous year. Overall, colleges paid 6% increases to continuing faculty; these increases were well below standard cost-of-living rises. State salary schedule averages ranged from $11,193 to $22,043 for masters degree holders and $13,805 to $23,168 for doctorate holders, with minimum to maximum experience respectively. Part-time and overload rates averaged $283 and $362 per semester hour respectively. Administrator salaries averaged from $23,033 for chief community education officers to $38,305 for district chief executives. Twenty-eight data tables also cover: institutional salary policies, teaching and non-teaching faculty members, sick leave and retirement policies, faculty organizations, and disability coverage. A copy of the survey instrument is appended. (TR)

This guide provides general information about the application of the Fair Labor Standards Act (FLSA), as amended. Topics covered are basic wage standards, employees covered, tipped employees, employer-furnished facilities, subminimum wage provisions, equal pay provisions, exemptions, child labor provisions, recordkeeping, terms used in the FLSA, computing overtime pay, enforcement, recovery of back wages, and the wage and hour division. (EM)

This student booklet is fifth in an illustrated series of eleven learning activity packets for use in teaching job hunting and application procedures and the management of wages to secondary students. Two units are included in this packet: the first describing the various ways of being paid: salary (including overtime and compensatory time), hourly wage, commission, piecework, bonus, tips, casual labor, and under the counter; the second explaining gross and net pay, sample pay stubs, and payroll deductions. At the beginning of each unit there is a short introduction, then the student objectives are listed, followed by the text section. Suggested learning activities and a Check Your Knowledge quiz conclude the unit. Answers to these quizzes and exercises, as well as final examination ditto masters and answers, are appended as teacher's supplements. As needed, references are made in the text to material in the other booklets. (ELG)

Faculty salary and workload data for 1978-1979 are presented as determined by a survey of the 70 California community college districts. Tables in Section I of the report provide district and statewide information on: (1) the number and percent of full-time and part-time faculty; (2) the salaries paid for full-time instructors in 1978-1979, the percent increase this represents over 1977-1978 salaries, and expenditures for full-time faculty bonuses; (3) the weekly faculty contact hours (WFCH's) carried by full-time faculty with no overload, by full-time faculty with an overload for extra pay, and by part-time faculty; (4) the number of part-time faculty and the range of their WFCH's; (5) the overload assignments carried by faculty for extra pay and the compensation per overload WFCH; and (6) the range of paid compensation and the mean compensation for full-time overload assignments and part-time faculty workload. Section II presents, for all but two of the districts, faculty salary schedules, noting for each level the number of employees, the mean and median district salaries, and the percentage of increase over 1977-1978. Differences in interpretation and data collection methodology are explained for the various college districts. (JP)

This instructional unit on paychecks is one of six Adult Competency Education Learning Modules designed for use in a program of competency-based instruction for students with reading levels of 4.0-7.5. It is self-contained and designed for immediate classroom use. Each module is a complete instructional package, including Adult Performance Level objectives, curriculum outline, pre/posttest with answer key, lesson plans, teacher and student activities, skill documentation, informational materials, and worksheets. A developmental math curriculum is incorporated into the module. To facilitate use of the modules in a math program, all math worksheets are presented at four varying levels of ability. A key to the math worksheet levels is provided. The three lessons in this module cover these topics: Regular Pay, Deductions, and Overtime. (YLB)

Supporting performance objective 30 of the V-TECS (Vocational-Technical Education Consortium of States) Secretarial Catalog, both a set of student materials and an instructor's manual on computing gross pay from punched time cards are included in this packet, which is part of a series. The student materials include a group of time cards, information concerning pay rate and company policy for computing hours, and instructions for computing the gross pay of ten employees. The instructor's manual includes teaching instructions and answer keys. (BM)

Supporting performance objective 28 of the V-TECS (Vocational-Technical Education Consortium of States) Secretarial Catalog, both a set of student materials and an instructor's manual on preparing a payroll register, employee earnings' records, and paychecks are included in this packet, which is one in a series. The student materials include a payroll register, ten individual employee earnings' records, ten payroll checks, and directions for preparing the payroll register for one week. The instructor's manual includes teaching instructions and answer keys. (BM)

Organized into three sections, these resource materials provide basic information for child caregivers about occupational hazards associated with child care work; personnel policies, staff burnout and environmental stressors; and employee rights. Contents of the first section include a general discussion of health and safety hazards in child care environments; a health and safety checklist; a fact sheet for women who clean child care centers; a discussion about art materials that should be avoided and alternatives to hazardous cleaning materials; guidelines for avoiding back injuries and preventing infectious diseases in child care centers; and discussions focusing on the eradication of infestations of head lice in children, control of cockroaches without the use of pesticides, asbestos in schools, and free and low cost health and safety resources. The second section provides discussions of staff burnout in child care settings, improvement of substitute policies, staff break time policy, health coverage, and personal safety for child care staff. Also provided is a discussion of possible environmental causes of stress on child caregivers. Materials in the third section deal with workers' compensation benefits, employment rights and wage and hour laws in California, and employment rights under the Fair Labor Standards Act. (RH)

Although there is an existing body of literature discussing stress and burnout among music educators, there has yet to be a significant study regarding the relationship between working hours and the burnout of secondary music ensemble directors. This study covers the perspectives of secondary school instrumental and choral music ensemble directors in Alabama. This quantitative research study identifies influences of overtime that require additional exploration regarding the burnout of Alabama secondary school music ensemble directors. This study surveyed secondary music ensemble directors in Alabama to illustrate the correlation between overtime and burnout. This study is vital to music ensemble directors by identifying what sources contribute to or mitigates stress and burnout. This project adds new perspectives to the body of research concerning educator stress and burnout. Moreover, this study could encourage further research into stress, burnout, working hours, overtime, and digital overtime.

Previous studies show that hybrid work is now a big and important part of the society, both for employees and organizations. Hybrid work can be described as one of the consequences of the Covid-19 pandemic, which forced a lot of companies to implement extensive changes to reduce the spread of the virus. A big part of previous studies in this area has focused on hybrid work from an employees’ perspective. This purpose of this study is to examine how middle managers view the hybrid work model and how it affects different parts of the organization. The most central concept in the study is hybrid work, which allows employees to combine traditional office work with remote work. To answer the purpose of the study, a qualitative interview method has been used with four different companies participating. The analysis is conducted based on the presented empirical data in relation to the theoretical framework. Based on the results of the study, the conclusionis that hybrid work has become an important part at many companies after the pandemic. Hybrid work creates competitiveness and flexibility, but requires clear communication and individualized solutions to succeed. Challenges that exist are security, technology, lack of interaction, and the balance between work and private life., Tidigare studier visar på att hybridarbete är en stor och viktig del av dagens samhälle, både för medarbetare och organisationer. Hybridarbete kan beskrivas som en av konsekvenserna av Covid-19-pandemin, vilket tvingade många företag att genomföra omfattande omställningar för att minska smittspridningen. En stor del av tidigare forskning inom detta område har berört hybridarbete ur ett medarbetarperspektiv. Den här studien syftar till att undersöka hur mellanchefer ser på den hybrida arbetsmodellen och hur den påverkar olika delar av organisationen. Det mest centrala begreppet i studien är hybridarbete, som innebär att medarbetare har möjlighet att kombinera kontorsarbete med arbete på distans. För att svara på studiens syfte har en kvalitativ intervjumetod använts där fyra olika företag har deltagit. Analysen är genomförd utifrån presenterad empiri i relation till den teoretiska referensramen. Utifrån studiens resultat är slutsatsen att hybridarbete blivit en central del på många arbetsplatser efter pandemin. Hybridarbetet skapar konkurrenskraft och flexibilitet, men behöver tydlig kommunikation och individanpassade lösningar för att lyckas. Utmaningar som finns är säkerhet, teknik, bristen på interaktion och balansen mellan arbetsliv och privatliv.

This research explores the intricate dynamics of overtime and its implications on productivity in the workplace, with a focus on the perspectives of senior managers in reputable organizations. The study employs a mixed-methods approach, commencing with an exploratory phase and transitioning into a descriptive research methodology to unravel the complexities surrounding overtime. The investigation reveals a dualistic relationship between overtime and productivity, as senior managers acknowledge both its positive contributions and negative consequences. While the majority perceives overtime as a catalyst for enhanced efficiency, concerns emerge about its potential drawbacks, such as social loafing and adverse effects on employee health. One prominent finding underscores that employees often engage in overtime not solely to augment productivity but primarily for personal financial gain, driven by enticing overtime incentives. However, this practice unveils a counterproductive side, as social loafing during regular hours becomes a compensatory mechanism for some employees. The study sheds light on the adverse impact of extended working hours on employee health and well-being, emphasizing the need for a balanced approach that considers both productivity and employee welfare. Contrary to the assumption that long working hours lead to increased productivity, the research indicates a negative correlation, attributing heightened stress and tension to extended hours. Additionally, the research gauges the suitability of flexi timings in the Pakistani context, revealing managerial skepticism. Managers express reservations about the efficacy of flexible work arrangements, citing concerns about the motivation and diligence of the labor force in the absence of strict supervision. In conclusion, the findings accentuate the nuanced nature of the relationship between overtime and productivity, urging organizations to navigate these complexities judiciously. As businesses evolve their

Syftet med rapporten är att kartlägga en platschefs arbetsdag samt att se vilka faktorer som påverkar detta. Undersökningens mål är att se hur mycket tid som en platschef spenderar på uppgifter som inte ingår i dennes arbetsbeskrivning. För att undersöka detta användes två olika metoder. Den första var observationer i form av skuggning, där forskarna går jämte en platschef under en arbetsdag och antecknar vilka uppgifter som utförs och hur lång tid dessa tar. Den andra metoden är i form av en intervju som hölls med den observerade platschefen i slutet av dagen. I resultatet redogörs empirin som har samlats in i undersökningen och presenteras i form av olika faktorer som är tagna från den sammansatta arbetsbeskrivningen och intervjufrågor som gav relevanta svar. I slutsatsen redogörs det att en betydande del av platschefens arbetsdag ägnas åt uppgifter som inte ingår i dennes formella arbetsbeskrivning. Därutöver presenteras de faktorer som har en påtaglig inverkan på hur mycket tid som faktiskt läggs på dessa uppgifter., The purpose of this report is to map out a site manager's workday and to identify factors that influence it. The aim of the investigation is to determine how much time a site manager spends on tasks that are not included in their job description. To examine this, observations in the form of shadowing are used, where the researchers accompany a site manager during a workday and takes notes of the preformed tasks along with the needed time. The second method is in the form of an interview which is held with the observed site manager at the end of the day. The report presents the empirical evidence collected during the investigation and identifies various factors from the compiled job description and the interview questions that yielded relevant answers. To conclude the report, it is noted that a significant portion of the site manager's workday is devoted to tasks that are not formally included in their job description. Additionally, the factors that have a significant impact on how much time is spent on these tasks are presented.

Background Missed nursing care (MNC) has gained increasing emphasis in nursing literature because of its association with nurse and patient outcomes in healthcare settings. While missed care has been widely studied, little evidence is available on the types and frequency of missed care, reasons for its occurrence, and predictors of missed care in Western Australia. Aims To determine nurses’ perceptions of the types of MNC, reasons for missed care and to identify factors predicting missed care occurrence in Western Australian acute care settings. Methods A cross-sectional study in medical and surgical wards was performed. The nurse MISSCARE survey tool was used to capture self-reported types and reasons for missed care and level of nurse job satisfaction from a sample of 204 nurses working in 16 acute care wards. Data analyses were carried out in International Business Machines Corperation located in Armonk, New York United States (IBM SPSS Statistics) (v 29). Findings The most common perceived missed activities included ambulation (87%), patient teaching (79%), interdisciplinary conference attendance (78%), mouth care (78%), intake and output (77%), and patient turning (75%). Labour resources ranked highest for reasons for missed care followed by material resources and communication. Significant relationships were observed between missed care and job satisfaction, role satisfaction, and teamwork. Discussion Working overtime, job dissatisfaction, inadequate staffing, and heavy admissions and discharges were related to increased likelihood for missed care occurrence. Conclusion Although further studies examining the link between MNC and staffing methodologies are needed, this study provides evidence on nurse-reported missed care and the impact of missed care in Western Australia.

Surgical scheduling is a complex task that requires consideration of various factors, including the probability of overtime. In this study, we address the research problem of surgery scheduling while accounting for the likelihood of exceeding scheduled operating room (OR) time. To tackle this problem, we employ integer linear programming (ILP) models to determine the optimal number of surgeries per group, with the objective of maximizing OR utilization while incorporating the probability of overtime as a constraint. To capture the probabilistic nature of surgery durations, we investigate suitable probability distributions. Existing literature suggests that surgery durations follow a lognormal distribution. However, since the sum of lognormally distributed random variables lacks a closed form solution, we initially assume a normal distribution for analytical convenience. Subsequently, we approximate the lognormal distribution using the Fenton-Wilkinson method to account for its realistic behavior. To incorporate the lognormalistic behavior and solve the ILP models efficiently, we employ a column based approach. This approach enables us to handle the complexities introduced by the lognormal distribution. Our study utilizes data provided by a hospital in the Netherlands, including information on surgeries, specialties, groups, and the master surgery schedule (MSS). Given the consideration of both normal and lognormal distributions for surgery durations, we assess the goodness of fit using appropriate statistical tests. Our results reveal that using averages or expected values yields the highest OR utilizations. However, there is a discussion regarding the validity of this method, as it does not explicitly incorporate the probabilistic overtime constraints. Nevertheless, we observe that all methods include cases which surpass the predetermined overtime threshold, suggesting that utilizing averages or expected values can be a valid alternati, Electrical Engineering

In this project I investigate three sets of policy changes related to overtime penalties, school bond measures, and police training. I study the effects that these policy changes have had on labor market and other outcomes. In the first chapter, I examine how the demand for labor and the categorization of labor change in response to a change in penalties for overtime violations. I propose a model for determining labor demand for fully compensated overtime hours, undercompensated overtime hours, and total hours when employers rationally undercompensate overtime labor. I find evidence that, following a decrease in the expected penalty for state overtime violations in Massachusetts, the average number of undercompensated and fully compensated overtime hours worked increased, while the average number of non-overtime hours worked decreased. There is little evidence that employers responded to the change in penalties by reclassifying workers as exempt or nonexempt from the overtime law.In the second chapter I use multiple methods to examine how school bond measures, and the accountability measures associated with the bond measures, affect home prices and teacher labor market outcomes. I find evidence that school bonds passed with a 55% passage threshold are correlated with increases in home prices and average teacher salaries. The findings are reversed for bonds passed with a two-thirds passage threshold, which are correlated with reductions in home prices and teacher salaries. The findings suggest that the accountability measures for school bond measures do influence the way the bonds are used, and have downstream effects on home prices and teacher labor market outcomes.In the final chapter, I evaluate how different types of police training may affect the conduct of police officers. I find that increased Peace Officer Standards and Training (POST) funding leads to a small temporary decrease in civilian complaints sustained. Increased POST funding is also correlated with

De ledande revisionsbyråerna på den svenska marknaden präglas av en hög säsongsbaserad arbetsbelastning samt en hög personalomsättning. Mängden revisorer har minskat markant under de tre senaste decennierna samtidigt som den yngre generationens värderingar har förändrats. Studien syftar till att undersöka den rådande psykosociala arbetsmiljön inom branschen och hur den uppfattas av aktiva revisorsassistenter. Vidare undersöks om miljön haft en inverkan på de individer som valt att lämna branschen. Den tidigare forskningen kring revisionsbranschen är relativt omfattande. Det saknas dock studier på hur de som befinner sig längst ned inom den hierarkiska stegen uppfattar och upplever den arbetsmiljö som de omfattas av. Den empiriska datainsamlingen utfördes genom tio intervjuer. Hälften av studiens deltagare arbetar aktivt som revisorsassistent, och den andra hälften har tidigare arbetat som revisorsassistent men lämnat yrket helt. För att bygga en användbar modell att analysera det empiriska resultatet har studien utgått från de teoretiska begrepp Eklöf (2017) använder sig av för att definiera den psykosociala arbetsmiljön. Det framkom att de ledande byråerna visar tydliga brister i arbetets psykiska krav samt att det finns en problematik gällande arbetsrelaterade normer och en bristande organisatorisk rättvisa. Det synliggjordes samtidigt att assistenter upplever resurser i form av stimulans och egenkontroll, ett socialt stöd, ett bra teamarbete, en anställningstrygghet och att arbetsplatsen inte präglas av konflikter eller mobbning. Beroende på hur egenskaperna värderas kan en individs incitament till att lämna yrket påverkas positivt eller negativt. Slutsatsen blev därför att de ledande revisionsbyråerna präglas av en bristande psykosocial arbetsmiljö, vilket enligt studien haft en påverkan på incitamenten att lämna yrket. Studien påvisar dessutom att den upplevda psykosociala arbetsmiljön bygger på subjektiva värderingar och att upplevelsen på så sätt varierar mel, The leading auditing firms in Sweden are characterized by a high seasonal workload and high staff turnover. The number of auditors has decreased over the past three decades, while the values of the younger generation have changed. The study is written in Swedish and aims to examine the prevailing psychosocial work environment in the industry and how it is perceived by currently active audit assistants. Moreover, the impact on the individuals who have chosen to leave the industry will be examined. Previous research on the auditing industry is relatively extensive. However, there is a lack of studies regarding how the individuals situated at the bottom of the hierarchy perceive and experience the work environment they are covered by. The empirical data collection was performed through ten interviews. Half of the study participants work actively as audit assistants, and the other half have previously worked as audit accountants but left the profession completely. To build a useful model to analyze the empirical result, the study has been based on the theoretical concepts that Eklöf (2017) uses to define the psychosocial work environment. It emerged that the leading agencies show clear shortcomings in the work's psychological demands and that there are problems with work-related norms and a lack of organizational justice. At the same time, it was made clear that assistants experience resources in the form of stimulation and self-control, social support, good teamwork, job security and that the workplace is not characterized by conflicts or bullying. Depending on how the qualities are valued, an individual's incentive to leave the profession can be affected positively or negatively. The conclusion was therefore that the leading auditing firms are characterized by a lack of psychosocial work environment, which according to the study had an impact on the incentives to leave the profession. In addition, the study also shows that the perceived psychosocial work environment i

Background: Overtime work is a common phenomenon worldwide, the consequences of overtime work cannot be overlooked. Severe overtime work has led to some physical and psychological problems among workers. The seriousness of overtime work in China'sconstruction industry is not negligible. Therefore, this study takes young designers in China'sconstruction industry as the research object. Young designers may encounter more challenges and inequalities in their work process. The recent graduates who face even more severe overtime conditions. This study focuses on the association between overtime and job satisfaction. And to identify the working overtime reason of who has well-trained skill with intrinsic and extrinsic working motivations. Purpose: This study is a survey of young designers in the Chinese architecture industry through interviews to establish the reasons for overtime and the factors affecting job satisfaction for well-trained, intrinsically and extrinsically motivated new employees, analyze the link between overtime and job satisfaction. Methods: We research through a qualitative research method. Data are collected from using semi-structured interviews. The data are categorized and analyzed to gain insight into the causes and effects of overtime work. Conclusion: After research and analyze, we found that there are four main categories of reasons for young designers to work overtime. The reasons are internal to the construction industry, company management, company work atmosphere, and personal motivation to work overtime. For young designers, the intrinsic motivation is sufficient. They are not concerned about overtime, and a short period of active overtime does not reduce their job satisfaction. But when external reasons force them to work overtime for a long time. Their job satisfaction decreases. In this regard, there is no better way to improve the impact on job satisfaction than to reduce working hours.

This study provides a new perspective regarding the potential benefits of combining three different labor flex ibility strategies to solve an annual staffing problem. These labor flexibility strategies are as follows: (i) annu alized hours, which allows an irregular distribution (e.g., weekly, monthly) of an annual number of working hours per employee hired; (ii) multiskilling with 2-chaining, which involves employees being trained to work on up to two task types, so that the training structures form closed chains; and (iii) overtime. A mixed integer linear programming model is proposed to determine how many employees will be hired, how many of them will be multiskilled and in what task types, and how will be the weekly allocation of ordinary and overtime hours for each employee type (single-skilled or multiskilled) according to the agreed annualized hours contract. For a case study in the Chilean retail industry, the results showed that the proposed triple labor flexibility strategy reported greater savings in total cost compared to the single or double flexibility strategies. The results also indicated that multiskilling and overtime are complementary sources of flexibility under an annualized hours contract. In fact, for different store sizes, patterns of seasonality in demand and levels of variability in demand, the proposed strategy achieves close to 100% coverage in demand and over/understaffing levels of approximately 0%., Peer Reviewed, Postprint (author's final draft)

Trots att flera åtgärder genom jämställdhetsplaner på global nivå och lagstiftning harupprättats, samt regler och föreskrifter för organisationer att förhålla sig till finns, kvarstårdet faktum att det är ojämnt fördelat bland män och kvinnor på chefspositioner i dagensorganisationer. Samtidigt visar forskning och statistik, en ojämn fördelning vad gäller ansvaret för hem och barn, där det kan ses att kvinnan tar det största ansvaret. Eftersom det på senare tid redovisats om en övertidsnorm på dagens chefspositioner valdes syftet att belysa och skapa förståelse för problematiken kring den rådande övertidsnormen utifrån ett kvinnligt perspektiv, samt övertidsnormens inverkan på organisationers jämställdhetsarbete inom den privata sektorn i Sverige. För att uppfylla studiens syfte valdes kvalitativa djupintervjuer där respondenternas egna erfarenheter och syn på ämnet efterfrågades. Åtta respondenter deltog i studien och tolkning av empiri i förhållande till vetenskapliga studier visade att övertidsnormen är försvårande för kvinnor som vill inneha chefspositioner. Resultatet visar att respondenterna inte hade haft någon möjlighet att besitta en chefsposition om de inte hade haft en partner som kunde ta ett större ansvar för barnen och hemmet. Resultatet är dock inte generaliserbart eftersom endast åtta respondenter deltagit. Däremot finns en indikation på att övertidsnormen är ett problem som många kvinnor får tampas med. Det fanns även indikationer på att kvinnor drar sig från att söka chefspositioner på grund av oförenligheten med barn som övertidsnormen skapat. Baserat på resultatet drogs slutsatsen att dagens organisationer måste tänka om vad gäller kraven och förväntningarna kring övertid, samt se över arbetsbelastningen på chefspositionerna för att kunna genomföra ett mer hållbart jämställdhetsarbete i framtiden., Despite that several measures like global gender equal plans and leglisation have been established, and the organizations have rules and regulations to follow, the fact that the managerial positions in organizations is unevenly distributed by men and women remains. At the same time, research and statistics show an uneven distrubution of responsibility for home and children, where women take more responsibility. Lately a norm of overtime has been reported at the managerial positions. Due to that the purpose was chosen to illuminate and create understanding for the problem of the norm of overtime from a womens perspective, and how the norm of overtime effect organizations gender equality work within the private sector in Sweden. Qualitative in-depth interviews with the intention to get the respondents to share their own experiences and thoughts about the subject was chosen to fulfill the purpose of this study. Eight respondents participated in this study and the results showed that women with children have difficulties to have a managerial position because of the norm of overtime. The results also show that women with children need to have a partner that take a greater responsibility for home and children if they should be able to have a managerial position. As this study only contained eight participans the result may not be generalized. Even so the results indicate that the norm om overtime is a problem for many women. The results also indicate that women may avoid a managerial position because of the difficulties to combine the job with children that the norm of overtime has created. Based on the results the conclusion became that if organizations want to have a sustainable gender equality work, they have to rethink. They must change the demands and expectations about overtime and create a reasonable workload for the managers within the organization.

Job performance in the banking sector is mostly determined on the level of motivation and job satisfaction that the employees enjoy in the industry. Available evidence in the literature suggests that employees in the Bank of Industry like their counterparts in Money deposit banks are dissatisfied largely because of the inadequate motivation by the management of the organization. This no doubt has negatively impacted on the level of their performance. Arising from the above assertion, the study investigates the relationship between fringe benefits and Employees’ performance in Bank of Industry Nigeria Limited (BOI) in Lagos state. Data were collected through a questionnaire instrument found to be reliable. The sample for the study consists of 120 respondents which were Employees of the organization. The data collected from the field were grouped according to responses and presented in tables using frequencies and percentages. The four hypotheses formulated were tested using Pearson’s Correlation analysis with the aids of the Statistical Package for Social Science (SPSS). The results of the analysis show that there is a positive and significant relationship between fringe benefits such as the provision of health care services, over time payments, bonuses, loan and Employees’ performance in BOI. Based on the results of the study, the researcher concludes that fringe benefits positively influence Employees to perform better in the BOI. Based on the findings and the conclusions of the study, the researcher recommends that the management of BOI should constantly motivate its employees by providing them with adequate fringe benefits to ensure their loyalty and effectiveness to the organization.

This study aims to clarify the relationships between length of overtime work and various stress responses using large-scale cross-sectional data of Japanese workers. This study's participants are 59,021 Japanese workers in 117 companies. Data was collected by self-reporting questionnaire. The Brief Job Stress Questionnaire was used to measure stress responses on six scales (i.e. lack of vigor, irritability, fatigue, anxiety, depression, and somatic responses). Length of overtime work hours were classified as 0-20, 21-30, 31-40, 41-50, 51-60, 61-70, 71-80, and >80 hours/month. Multiple linear regression analyses were used to examine the association of stress responses with overtime while adjusting all possible confounders. In result, workers with longer overtime showed significantly higher irritability, fatigue, anxiety, depression, and somatic responses for both genders (p-for-trend <0.001), however, length of overtime was negatively associated with lack of vigor among men (p-for-trend <0.001). Men with 61-80 hours of overtime showed high fatigue with high vigor at the same time. Length of overtime was linearly associated with various stress responses, except for lack of vigor. Length of overtime shows linear associations with various psychosomatic stress responses. However, lack of vigor was not consistently associated with overtime. Male workers with 61-80 hours of monthly overtime were more likely to feel vigorous than workers with shorter overtime. However, potential longterm effects of such extreme overtime should not be underestimated and must be paid attention to.

We identified three temporal patterns shown in commit activities among Chinese and American companies and found that Chinese businesses are more likely to follow long work hours than American ones. We also conducted a survey on the trends of, reasons for, and results of overtime work. Our study could provide references for developers to choose workplaces and for companies to make regulations.

Manufacturing companies often use overtime or outsourcing of labor to handle unexpected increases in short-term demand. High demand levels can cause customer orders to ship late as not all orders can be processed in time. Not using overtime or outsourcing might lead to contractual penalties when shipments get delayed beyond their advertised shipping date. It is challenging to find a good balance between the costs of overtime and the costs of late shipments. This thesis provides a model that allows planning the usage of overtime for a job shop production process with various Reinforcement Learning algorithms. In contrast to established methods from the literature, this model allows to adapt the decision-making dynamically to the system state. With Reinforcement Learning the model learns by itself and can therefore improve its performance over time and learn to adapt to new situations. The model can have any Reinforcement Learning algorithm be applied to it and thus allows the comparison of various algorithms. This study compares Reinforcement Learning algorithms from literature and some naive heuristics on the model. The results show that one Proximal Policy Optimization algorithm performed very well on the job shop model and achieved total production costs more than 10% lower than other algorithms and heuristics. Key findings are that Reinforcement Learning can be a viable alternative to established heuristics for many decision problems, however more work is needed to evaluate Reinforcement Learning algorithms on other domains of operations research and manufacturing., by Sebastian Windmüller, University of Innsbruck, Masterarbeit, 2021, (VLID)5568448

We identified three temporal patterns shown in commit activities among Chinese and American companies and found that Chinese businesses are more likely to follow long work hours than American ones. We also conducted a survey on the trends of, reasons for, and results of overtime work. Our study could provide references for developers to choose workplaces and for companies to make regulations., Civil Engineering and Geosciences, Information and Communication Technology

In this study we considered a single machine scheduling problem with sequence dependent setup times from a real-world application. Our goal is to determine the weekly production schedule that minimizes the overtime with respect to deadlines. Here the available overtime periods are defined at the end of each day and related costs are calculated based on overtime use. Therefore the amount of overtime used at each day is determined through detailed schedules. We developed a mixed integer programming model for the problem. However our experimental studies showed that this optimization problem is intractable for real-world instances. A decomposition algorithm is proposed in order to decrease solution time. We developed a logic-based Benders decomposition algorithm which decomposes the original problem to a daily assignment problem and scheduling problems based on these assignments for each day. In this approach the master assignment problem is solved with mixed integer programming while sub scheduling problems are solved with constraint programming. The algorithm proceeds as the feasibility and optimality cuts, defined by the solutions obtained from subproblems, are added to the master problem. In the scope of this study related cuts are added either iteratively or with branch-and-check approach. For the instances that the decomposition algorithm could not find the optimal solution in a reasonable time, simulated annealing algorithm is used to obtain feasible solutions. In this context initial solution is determined through the constructive heuristic developed while cooling schedule is defined through parameter analyses. The performances of these solution approaches are tested through experimental studies., Bu çalışma kapsamında sıra bağımlı ayar zamanı ile tek makine çizelgeleme problemi ele alınmaktadır. Bir gerçek hayat uygulamasını temel alan problemin amacı, en küçük toplam fazla mesai değeri ile müşteri taleplerinin teslim tarihinden önce hazır olmasını sağlayan haftalık üretim çizelgesini belirlemektir. Fazla mesai ücretleri fazla mesai yapılan süreye bağlı olarak hesaplanmaktadır. Bu problem için günlük detayda çizelgeler oluşturulmaktadır. Problem için öncelikle karma tam sayılı matematiksel programlama modeli geliştirilmiştir. Bu optimizasyon problemi için yapılan testlerde gerçek hayat örnekleri için makul sürelerde çözüm bulunamadığı görüldüğünden çözüm zamanını azaltmak amacıyla bir ayrıştırma algoritması geliştirilmiştir. Mantıksal Benders ayrıştırma algoritması olarak adlandırılan bu yaklaşımla karmaşık esas problem, karma tam sayılı ana problem ve çeşitli sayıda kısıt programlama alt problemleri olarak, görece kolay çözülebilir problemlere ayrıştırılmaktadır. Ana problemde işlerin günlere atanmasına karar verilirken, alt problemlerde bu atamalara göre günlük çizelgeler belirlenmektedir. Algoritma alt problemlerin çözümüne göre tanımlanan olurluluk veya optimallik kesilerinin ana probleme eklenmesi ile devam etmektedir. Çalışma kapsamında algoritma, kesilerin eklenme şekline göre iteratif ve dallandırma ve kontrol olmak üzere iki farklı yaklaşımla uygulanmıştır. Ayrıştırma algoritması ile, makul süre içerisinde optimal çözümü belirlemenin zorlaştığı örnekler için, ayrıca bir tavlama benzetimi algoritması geliştirilmiştir. Tavlama benzetimi için başlangıç çözümü, geliştirilen çözüm kuran algoritmayla, soğuma şeması ise gerçekleştirilen parametre analizleriyle belirlenmiştir. Geliştirilen bütün çözüm yöntemlerinin performansı yapılan deneysel çalışmalarla analiz edilmiştir.

Titel: “Jag hinner aldrig igenom min ‘to do’-lista” Undertitel: En dagboksstudie om hur heltidsanställda med flexibelt arbete använder sin tid Författare: Cecilia Bergqvist och Larglinda Sopaj Handledare: Jean-Charles Languilaire Nivå: Kandidatuppsats inom företagsekonomi, vårterminen 2019 (15 hp) Nyckelord: flextid, flexibelt arbete, övertid, work-life conflict, gränslöst arbete, time, time management Forskningsfråga: Hur använder heltidsanställda med flexibelt arbete sin tid? Syfte: Att beskriva hur heltidsanställda med flexibelt arbete använder sin tid. Metod: Studien bygger på ett praktiskt problem med begränsad tidigare forskning om ämnet. Därför tillämpades ett induktivt tillvägagångssätt för att svara på studiens syfte. Forskarnas vetenskapliga förhållningssätt är hermeneutiskt. Empiriska data samlades in genom kvalitativa och kvantitativa frågor och analyserades därefter på ett kvalitativt sätt som en tematisk analys. Empirisk insamling: Empiriska data samlades in genom en dagbok på 5-arbetsdagar, rapporterad av 15 deltagare. För att delta i dagbokstudien krävdes att individen uppfyllde två kriterier, att: 1) vara heltidsanställda och 2) ha flexibla arbetstider. Dagboken innehöll både kvalitativa och kvantitativa frågor. Resultat och slutsats: Eftersom resultatet visar på att 73,3% av deltagarna arbetade övertid, är det då rimligt att dra slutsatsen att flexibelt arbete kan leda till att individer arbetar övertid. På grund av att deltagarna arbetade övertid påverkades deltagarnas fritid ofta negativt. Många av deltagarna hade konflikter mellan arbetsrollen och privatrollen, vilket resulterade i att dessa roller var inkompatibla. Konflikterna visades ofta genom att deltagarna avbokade eller bortprioriterade fysiska aktiviteter på grund av övertid. Resultatet visade på att anställda hade god time management och använde sin tid effektivt, men obalans mellan inflöde och utflöde av arbetsuppgifter resulterade i att anställda ofta kände att de inte hann klart med, Title: “I never have enough time to finish my to-do list” Subtitle: A diary study showing how full-time employees with flexible working hours use their time. Authors: Cecilia Bergqvist and Larglinda Sopaj Advisor: Jean-Charles Languilaire Level: Bachelor thesis in Business Administration, Spring 2019 (15 credits) Keywords: flextime, flexible work, overtime, work-life conflict, boundaryless work, time, time management Question: How do full-time employees with flexible working hours use their time? Purpose: Describe how full-time employees with flexible working hours use their time. Method: The study is based on a practical problem with limited previous studies on the matter. Therefore, an inductive approach was implemented to answer the purpose of the study and the researchers’ scientific approach to data is hermeneutic. Empirical data was collected through qualitative and quantitative questions, and thereafter analyzed in a qualitative manner as a thematic analysis. Empirical framework: Empirical data was collected by a 5-workday diary reported by 15 participants. To participate in the diary study, an individual had to meet two criteria: (1) they must be full-time employee and (2) must have flexible working hours. The diary included both qualitative and quantitative-based questions. Results and conclusion: Since the results show that 73.3% of participants were working overtime, it is reasonable to conclude that flexible working hours can lead to individuals working overtime. Furthermore, due to the overtime, participants’ spare time was often affected negatively. Indeed, many participants had work-life conflicts, where the work-life and the private life were incompatible. This phenomenon is evident through reported cancelled or rebooked physical training due to extended working hours. Additionally, participants who had minor children usually had a more coherent and predictable working schedule. On the other hand, individuals who were not parents of minor children ha

Überstunden und Arbeitszeitkonten sind wichtige betriebliche Instrumente der Arbeitszeitflexibilität, um die Arbeitszeiten der Beschäftigten vorübergehend zu verkürzen oder auszuweiten. In der jüngeren Vergangenheit wurden sie insbesondere im Kontext der Bewältigung der Wirtschafts- und Finanzkrise 2008/2009 diskutiert und untersucht. Trotz vorhandener empirischer Befunde gibt es Aspekte, die bislang nicht ausreichend beleuchtet sind. Diese greift Ines Zapf auf und untersucht auf Basis von Personen- und Betriebsdaten sowohl die Arbeitsangebots- als auch die Arbeitsnachfrageseite: So konzentrieren sich Studien zu Überstunden meist auf Männer und/oder Vollzeitbeschäftigte. Wie sieht es bei den Frauen, bei Teilzeit- und geringfügig Beschäftigten aus? Bisherige Studien untersuchen Arbeitszeitkonten vor allem auf der Betriebsebene. Aber welche Faktoren bestimmen den Zugang der Beschäftigten zu einem Arbeitszeitkonto?, Overtime work and working-time accounts are important instruments of working-time flexibility in establishments to reduce or increase the working hours of employees temporarily. In the recent past, these instruments were intensively discussed and analysed against the background of the global financial and economic crisis in 2008/2009. Although empirical studies about overtime work and working-time accounts exist, there are still aspects which are not sufficiently addressed. Based on individual and establishment data, Ines Zapf addresses these aspects and analyses the labour supply and labour demand side: Existing studies of overtime work mostly only consider men and/or full-time employees. What about women, part-time employees and employees in marginal employment? So far, existing studies analyse working-time accounts on the establishment side. But what determines the employees' access to working-time accounts?

Objectives This systematic review and meta-analysis combined published study-level data and unpublished individual-participant data with the aim of quantifying the relation between long working hours and the onset of depressive symptoms. Methods We searched PubMed and Embase for published prospective cohort studies and included available cohorts with unpublished individual-participant data. We used a random-effects meta-analysis to calculate summary estimates across studies. Results We identified ten published cohort studies and included unpublished individual-participant data from 18 studies. In the majority of cohorts, long working hours was defined as working >= 55 hours per week. In multivariable-adjusted meta-analyses of 189 729 participants from 35 countries [96 275 men, 93 454 women, follow-up ranging from 1-5 years, 21 747 new-onset cases), there was an overall association of 1.14 (95% confidence interval (CI) 1.03-1.25] between long working hours and the onset of depressive symptoms, with significant evidence of heterogeneity (I-2 = 45.1%, P=0.004). A strong association between working hours and depressive symptoms was found in Asian countries (1.50, 95% CI 1.13-2.01), a weaker association in Europe (1.11, 95% CI 1.00-1.22), and no association in North America (0.97, 95% CI 0.70-1.34) or Australia (0.95, 95% CI 0.70-1.29). Differences by other characteristics were small. Conclusions This observational evidence suggests a moderate association between long working hours and onset of depressive symptoms in Asia and a small association in Europe.

Despite the improvements in safety since the advent of Process Safety Management regulations in 1992, human factors still play a large role in catastrophic accidents. Worker fatigue is a significant risk in the petroleum industry, where rotating shiftwork is relied upon to staff round the clock production. Using reports of work organization factors that contributed to fatigue from the listening sessions hosted by the California Interagency Taskforce on Refinery Safety in 2013, we developed a survey for rotating shiftworkers in the refining industry. We administered the survey among hourly shift workers in the oil sector represented by the United Steelworkers union. Collecting self-reported data on sleep, mental health, job stress, quality of life, and certain health outcomes associated with shift work, we explored associations between these outcomes and participants’ work history, current work schedules and staffing allocations. Our findings revealed that the 12-hour shift, initially intended as a compressed work week, currently provides limited recovery when rest breaks are interrupted with one or more overtime shifts per week. Sleep durations were also shortest on the 12-hour shift, and averaged more than an hour shorter than previous research on 8-hour rotating shift workers. Recent work schedules reported tended to comply with the American Petroleum Institute’s (API) recommended hours of service guidelines, but despite this, more than one half of our study participants reported having trouble staying awake during engaged activities (24% monthly and 27% weekly or more), and sleep disorder prevalence approached 80% in the study population. Those who exceeded the API hours of service guidelines reported greater job demands, shorter sleep durations, and more frequent drowsiness, indicating that they were at greatest risk for fatigue. Mandatory overtime was a stressor, associated with higher job stress, lower staffing coverage, and anxiety (but not additional hours w

Die empirische Evidenz zur Verteilung der Arbeitszeit unselbstständig Beschäftigter in Österreich zeigt eine hohe Heterogenität, insbesondere zwischen Frauen und Männern (Gender-Time-Gap). Während Frauen durchschnittlich mehr Zeit pro Woche für unbezahlte Tätigkeiten aufwenden als Männer, sind Männer im Durchschnitt einen Vollzeit-Tag pro Woche (8,2 Stunden) länger in bezahlter Beschäftigung als Frauen. Der beträchtliche Unterschied in der durchschnittlichen Wochenerwerbsarbeitszeit (Männer 39,8 und Frauen 31,6 Stunden) geht primär darauf zurück, dass fast die Hälfte der Frauen (49,4%) teilzeitbeschäftigt ist und viele Männer Überstunden leisten. Grund dafür sind traditionelle Rollenbilder sowie die ungleiche Verteilung der Hausarbeit und der Betreuung von Kindern und Pflegebedürftigen. So dominiert in Paarhaushalten mit Kindern unter 15 Jahren das Zuverdienst-Modell: Der Mann ist in Vollzeit erwerbstätig, die Frau in Teilzeit. Gleichzeitig entspricht bei rund einem Viertel der unselbstständig Beschäftigten die tatsächlich geleistete Wochenerwerbsarbeitszeit nicht dem gewünschten Ausmaß: Frauen würden durchschnittlich gerne mehr Stunden pro Woche berufstätig sein, Männer weniger. Mit zunehmendem Alter wird der Abstand zwischen gewünschter und realisierter Arbeitszeit größer. Die Studie zeigt arbeitszeitbezogene Ansatzpunkte zur Förderung einer ausgeglichenen Verteilung der Erwerbsarbeitszeit von Frauen und Männern über ihr Erwerbsleben ebenso wie Maßnahmen für spezifische Lebensphasen, die eine Anpassung der individuellen Erwerbsarbeitszeit zur Vereinbarkeit von Beruf und außerberuflichen Verpflichtungen bzw. Interessen ermöglichen., The empirical evidence for the distribution of the working hours of dependent workers in Austria shows a high heterogeneity, especially between women and men (gender time gap). While women spend an average more time per week on unpaid activities than men, men are on average a full-time day per week (8.2 hours) longer in paid employment than women. The significant difference in average weekly working hours (men 39.8 and women 31.6 hours) is primarily due to the fact that almost half of women (49.4%) work part-time and many men work overtime. The reason for this is traditional gender roles, as well as the uneven distribution of domestic work and the care of children and dependent persons. For example, in couples with children under the age of 15, the modified breadwinner model dominates: the man is full-time working, the woman part-time. At the same time, about a quarter of the employed is unsatisfied with their actual weekly working hours: on average women prefer working more hours a week, men less. With increasing age, the distance between preferred and realized weekly working hours increases. The study shows working-time approaches to promote a balanced distribution of the working time of women and men over their working lives, as well as measures for specific life stages, which allow an adaptation of the individual working time to reconcile work and non-work commitments or interests.

[SPA] Esta investigación analiza en el entorno de una competición deportiva el impulso en la motivación que para los equipos tiene el obtener una segunda oportunidad de alcanzar el objetivo deseado. Para ello, utilizamos la liga profesional de baloncesto estadounidense (NBA), donde dos equipos compiten por la victoria en cada partido. A través del análisis de 390 contiendas que acabaron en empate en su tiempo reglamentario, y por ende dirimieron el resultado final en la prórroga, mostramos que el equipo que consigue empatar el partido en la última jugada del mismo tiene mayor probabilidad de ganar en la prórroga si actúa como visitante pero no si actúa como local. Anotar primero en la prórroga, asimismo, es un factor que incrementa la probabilidad de victoria tanto para el equipo local como para el visitante. [ENG] This research analyzes the boost in motivation that teams experience when getting a second chance to achieve the desired objective within competition settings. To achieve this aim we analyzed the NBA framework, where two teams compete for victory in each game. Through the analysis of 390 matches that ended in a draw, and therefore the final result was reached in the overtime, we show how teams tying a game on the final play of the match are more likely to win in the overtime when playing away, but not at home. Being the first team to score in the overtime increases the probability of winning the game for both home and away situations.

"In dieser Analyse wird auf Basis der Mikrozensen aus den Jahren 1991, 1993 und 1995 die zunehmende Verbreitung der Arbeitszeitflexibilisierung in der Bundesrepublik nachgezeichnet und untersucht, inwieweit diese auf die Veränderung der Wirtschaftsstruktur zurückzuführen ist. Dabei beschränken wir uns auf die Entwicklung der Teilzeitarbeit, der geringfügigen Beschäftigung, der Überstunden und der Wochenendarbeit, da diese zu den wichtigsten Formen der Arbeitszeitflexibilisierung gehören. Es zeigt sich, daß die Bedeutung dieser Arbeitszeitformen tendenziell zugenommen hat. Allerdings bestehen große Unterschiede zwischen den alten und neuen Bundesländern, den Geschlechtern sowie den verschiedenen Qualifikationsniveaus. Den Ergebnissen der Shiftshare Analyse zufolge, hat der Strukturwandel nur einen geringfügigen Einfluß auf die Zunahme der Arbeitszeitflexibilisierung. Der überwiegende Teil der Ausweitung der Teilzeitarbeit und der Wochenendarbeit resultiert aus dem Wandel der Produktionsprozesse, der Deregulierung der Arbeitszeiten und den Präferenzänderungen der Individuen. Hinsichtlich der Ausweitung der Überstunden führt die Veränderung der Wirtschaftsstruktur in den neuen Bundesländern sogar zu einer Reduktion der Mehrarbeit." (Autorenreferat), "In this paper we analyze the structure of the working time in Germany and we investigate whether the increasing working time flexibilisation is due to changes between the industry sectors. The study is based an the German microcensus of the years 1991, 1993, and 1995. Since there exist numerous kinds of flexible working time models, we concentrate on the most widespread models, which are part-time work, overtime, and weekend work. We can see that these working time schedules became more significant during the years 1991 to 1995. However, we observe strong differences between East- and West-Germany, the sex and the qualification levels. Based on a shift-share analysis we conclude that the structural change has little impact an the working time flexibilisation. Most of the changes in the working time is due to changes of the production process, the preferences or the deregulation of working time." (author's abstract)

Long working hours and burnout as well as other stress-related symptoms are common concerns amongst knowledge workers. An obvious solution might be to reduce working hours, for example, to a 30-hour workweek. Hence, this explorative study is interested in exploring the effects of the 30-hour workweek on knowledge workers. Object of study is a digital marketing agency; eleven semi-structured interviews were conducted. With a qualitative abductive approach, we aim to understand how the concept of the 30-hour workweek affects knowledge workers as well as key aspects of knowledge work such as autonomy, communication, creativity, motivation and commitment, and subjective quality assessment. Our findings suggest that the 30-hour workweek is a promising concept for knowledge workers and that it helps to counteract some modern challenges related to knowledge work such as work intensification, empty labour and psychological contract building. In addition, an attempt is made to draw the business case for the 30-hour workweek. Having used an interpretive approach, this study further places this concept in a wider economic and societal context in order to paint a rich picture of the 30-hour workweek.

Utah Highway Patrol's DUI and shift statistics for St. Patrick's Day 2017.

This research analyzes the boost in motivation that teams experience when getting a second chance to achieve the desired objective within competition settings. To achieve this aim we analyzed the NBA framework, where two teams compete for victory in each game. Through the analysis of 390 matches that ended in a draw, and therefore the final result was reached in the overtime, we show how teams tying a game on the final play of the match are more likely to win in the overtime when playing away, but not at home. Being the first team to score in the overtime increases the probability of winning the game for both home and away situations., Esta investigación analiza en el entorno de una competición deportiva el impulso en la motivación que para los equipos tiene el obtener una segunda oportunidad de alcanzar el objetivo deseado. Para ello, utilizamos la liga profesional de baloncesto estadounidense (NBA), donde dos equipos compiten por la victoria en cada partido. A través del análisis de 390 contiendas que acabaron en empate en su tiempo reglamentario, y por ende dirimieron el resultado final en la prórroga, mostramos que el equipo que consigue empatar el partido en la última jugada del mismo tiene mayor probabilidad de ganar en la prórroga si actúa como visitante pero no si actúa como local. Anotar primero en la prórroga, asimismo, es un factor que incrementa la probabilidad de victoria tanto para el equipo local como para el visitante.

Las condiciones laborales de los trabajadores de la construcción en la ciudad de Armenia, fue un estudio de tipo cualitativo, que permitió la descripción de situaciones del grupo humano, que labora en el sector construcción, dada la importancia que tiene en la actividad económica del país -- Se identificaron las condiciones del espacio físico en el que trabajan los obreros encontrando que en general las condiciones del medio ambiente (termorregulación, iluminación y ruido), son buenas, y que las más grandes empresas generan condiciones óptimas, las medianas cumplen con lo mínimo y las pequeñas no las cumplen -- Hay una alta afiliación de trabajadores a los sistemas de salud, pensiones y a la ARL, sin embargo un 3% no posee ninguna protección por estar vinculado temporalmente a una obra pequeña -- El estudio logró identificar que las empresas en general cumplen con lo ordenado por la ley en cuanto a seguridad industrial, con las medidas de dotación básicas (epp), tales como guantes, overoles, gafas, arnés, línea de vida, cascos de seguridad, los cuales son utilizados por los obreros de las obras medianas en labores específicas; sin embargo en las pequeñas obras no se cumple este requerimiento -- En las obras grandes y medianas se encontraron servicios sanitarios y zonas de descanso, para los obreros, y existen zonas destinadas a cambiadores de ropa -- En las obras pequeñas no hay ninguno de estos servicios lo que deteriora las condiciones laborales de los obreros de la construcción -- En dos de las empresas hay servicio de apoyo psicológico, e identifican la situación socio familiar de sus trabajadores, hacen seguimiento para saber si tienen algún problema de adicción a alucinógenos que es motivo para el despido y además buscan generar respuestas a las necesidades de sus obreros realizando préstamos en dinero para ello -- Los factores salariales que tienen los trabajadores en el municipio de Armenia, parten del salario mínimo legal para los ayudantes, entre uno y dos

"Dieser Beitrag setzt sich kritisch mit der Verwendung des - 'Flexibilisierungs'-Begriffs auseinander und erläutert am Beispiel von Teilzeitarbeit, Mehrarbeit und Kurzarbeit, daß das Steuerungsmedium Recht keineswegs nur prohibitiv Verhaltensspielräume der Arbeitsmarktakteure einengt, sondern durch seine verhaltenskoordinierende Funktion vielfach Flexibilität erst ermöglicht. Auch unter ökonomischen Gesichtspunkten ist eine durch gezielten Einsatz von Recht koordinierte Flexibilität am Arbeitsmarkt einer 'Deregulierungs'-Strategie vorzuziehen, die lediglich individuelle Machtdurchsetzungschancen am Arbeitsmarkt erweitert. Das im internationalen Vergleich geringe Niveau der Teilzeitarbeit in der Bundesrepublik signalisiert, daß rechtliche Barrieren oder mangelnde rechtliche Koordinierungsleistungen die Ausbreitung einer für alle Seiten akzeptablen Teilzeitarbeit hindern. Steuer- und sozialrechtliche Regelungen stellen jedoch nur geringe Barrieren für ein größeres Angebot von Teilzeitarbeitsplätzen dar. Eine weitere Lockerung dieser Bedingungen, etwa eine Ermäßigung der Sozialversicherungspflicht, ist unter Gesichtspunkten von Arbeitsplatzqualität und langfristigen sozialrechtlichen Folgen nicht zu empfehlen. Mangelnde verfahrensrechtliche Regelungen sind vermutlich ein gewichtiges Hindernis, daß von der Arbeitsangebotsseite ein größerer Druck auf die Schaffung qualifizierter Teilzeitarbeitsplätze ausgeübt wird. Schließlich fehlt es an materiellen oder immateriellen Regelungsangeboten, beispielsweise an Rechtsansprüchen auf Teilzeitbeschäftigung in besonderen Lebenslagen (Eltern mit Kleinkindern oder pflegebedürftigen Personen, Personen mit besonderen physischen und psychischen Arbeitsbelastungen, ältere Erwerbspersonen) bei partieller Kompensation des Einkommensverlustes. Die im internationalen Vergleich große Zahl der gesetzlich erlaubten Überstunden im Jahr, die Mitbestimmungsregeln (Verfahrensregeln) oder auch der Mehrarbeitszuschlag von 25 Prozent stellen keine F

"Der Beitrag setzt sich kritisch mit der Verwendung des 'Flexibilisierungs'-Begriffs auseinander und erläutert am Beispiel von Teilzeitarbeit, Mehrarbeit und Kurzarbeit, daß das Steuerungsmedium Recht keineswegs nur prohibitiv Verhaltensspielräume der Arbeitsmarktakteure einengt, sondern durch seine verhaltenskoordinierende Funktion vielfach Flexibilität erst ermöglicht. Auch unter ökonomischen Gesichtspunkten ist eine durch gezielten Einsatz von Recht koordinierte Flexibilität am Arbeitsmarkt einer 'Deregulierungs' -Strategie vorzuziehen, die lediglich individelle Machtdurchsetzungschancen am Arbeitsmarkt erweitert." (Autorenreferat)