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Occupational health professionals should address the mental health of new mothers returned to work and evaluate the total paid and unpaid workload along with the resources at home and work. Inciting the hierarchy to take into account the parental constraints and improving social support could promote working mothers' mental health. Objective: Analyzing in a cross-sectional study the factors associated with mental health in 1511 recently delivered women returning to work, the mediating role of work-family interface, and the moderating role of social supports. Methods: Data were collected at 3 months after returning to work to assess work characteristics (Copenhagen Psychosocial Questionnaire), work-family conflict (Survey Work-Home Interaction Nijmegen), anxiodepressive symptoms (Hospital Anxiety and Depression Scale), commuting, childcare, household demands, and social supports. Results: Anxiety and, to a lesser extent, depressive symptoms were associated with work factors, the opposite for the nonwork demands. The mediation by work-family conflict and the moderation of social supports were present especially for anxiety symptoms. Taking into account the parental constraints by the hierarchy, family/friends' support and paid personnel reduced anxiodepressive symptoms. Conclusions: Promoting mental health at returning to work of new mothers needs the assessment of total workload and resources. [ABSTRACT FROM AUTHOR]

Abstract This study delved into the complex effects of work schedules on the well-being of healthcare professionals, spotlighting Nigeria’s medical landscape. A diverse cohort of 387 participants, spanning doctors, nurses, pharmacists, and laboratory technicians or scientists, formed the research base, with the majority being women (67.7%), with a mean age of 34.67 years. Professionals self-reported their predominant schedules to gauge work patterns, classifying them as day or night shifts. The World Health Organization Quality of Life Brief Version (WHOQOL-BREF) tool assessed the quality of life across the physical, psychological, social relationship, and environmental domains. Psychological distress was measured using the Depression, Anxiety, and Stress Scales (DASS), and perceived social support was evaluated via the Multidimensional Scale of Perceived Social Support (MSPSS). A cross-sectional design was adopted, and the study employed moderated mediation analysis using SmartPLS 4.0. The results underscored the significant ramifications of night shifts on environmental and physical well-being. Psychological health and social relationships were better among day shift than night shift workers. There was a pronounced correlation between night shifts and heightened levels of anxiety, stress, and depression. The mediating role of psychological distress and the moderating influence of social support in these relationships were evident. This study offers invaluable insights into the role of work schedules in shaping the well-being of healthcare professionals, emphasising the protective role of social support and the unique challenges faced by migrant health workers.

Objective: The aim of the study is to investigate the role of chronotype for work engagement in middle age. Methods: We used data from the Northern Finland Birth Cohort 1966 study (N = 5341) to analyze associations of self-reported chronotype (morning, intermediate, and evening type) with work engagement and its dimensions (vigor, dedication, absorption). We conducted multivariate analyses of variance to examine whether work schedule or sleep problems moderate these associations. Results: Evening types showed lower scores in work engagement and its dimensions than intermediate and morning types, even when work schedule and sleep problems were controlled. Sleep problems emphasized the chronotype-work engagement and chronotype-dedication linkages. Conclusions: Chronotype may play a role in employees' work engagement. In addition, sleep problems seem relevant in terms of chronotype-work engagement linkage. [ABSTRACT FROM AUTHOR]

The Asian Rural Institute (ARI)—a Christian, sustainable, nonprofit farm in Tochigi, Japan—keeps a strict schedule to ensure equality in job distribution and duration. Staff, participants, and volunteers must relinquish some control over their time and be present to do this work, two conditions that illuminate the privilege that many scholars have in their daily lives. As qualitative researcher, I was aware of some privileges that I brought with me but had not considered control over my work schedule one of them, until I was volunteering and researching at ARI. Implied in scholars' work schedules are time ontologies, which are culturally and contextually specific. Time is both material and conceptual, meaning that although a day has a fixed length (a material condition), the way that we break up the day into hours and regions of the world into time zones, for example, is a product of thought and communication. With abstraction and standardization come issues of power and control. For researchers who work with communities in the field, it is worth considering time's complexities to help navigate issues, such as power, ethics, relationships, research sites, and trust. [ABSTRACT FROM AUTHOR]

Introduction and Purpose Shift work, essential for continuous operation in industries like healthcare, transportation, and security, disrupts circadian rhythms and adversely affects health. This review consolidates findings on the multifaceted impacts of night shift work, emphasizing interventions to mitigate these effects and improve worker health and well-being. Brief Description of the State of Knowledge Night shift work disrupts circadian rhythms, leading to cognitive decline, sleep disorders, mental health risks, cardiovascular issues, metabolic disturbances, and cancer susceptibility. Effective interventions include limiting shift lengths and frequency, incorporating rest breaks and napping, aligning meal times with circadian rhythms, using melatonin supplementation and light therapy to improve sleep quality, engaging in regular aerobic exercise, and employing stress management techniques. Summary Implementing proposed interventions can mitigate the adverse health effects of night shift work, enhancing worker well-being, efficiency, and job satisfaction. Tailoring strategies to different age groups optimizes effectiveness, with structured approaches beneficial for older workers and flexible options suitable for younger workers. Further research should explore long-term intervention effects and develop personalized strategies for diverse populations. This review provides comprehensive guidelines for managing the health impacts of night shift work, supporting improved patient safety, reduced accidents, and enhanced work performance across various industries.

Summary: Shift workers have an increased risk of obesity and metabolic conditions. This mixed‐methods systematic literature review on night shift workers aimed to: (1) identify barriers/enablers of weight management; (2) examine effectiveness of weight management interventions; and (3) determine whether interventions addressed enablers/barriers. Six databases were searched, articles screened by title/abstract, followed by full‐text review, and quality assessment. Eligible qualitative studies documented experiences of behaviors related to weight change. Eligible quantitative studies were behavior change interventions with weight/body mass index outcomes. A thematic synthesis was undertaken for qualitative studies using the social‐ecological model (SEM). Interventions were synthesized narratively including: weight/body composition change; components mapped by behavior change taxonomy; and SEM. A synthesis was undertaken to identify if interventions addressed perceived enablers/barriers. Eight qualitative (n = 169 participants) and 12 quantitative studies (n = 1142 participants) were included. Barriers predominated discussions: intrapersonal (time, fatigue, stress); interpersonal (work routines/cultural norms); organizational (fatigue, lack of: routine, healthy food options, breaks/predictable work); community (lack of healthy food options). The primary outcome for interventions was not weight loss and most did not address many identified enablers/barriers. One intervention reported a clinically significant weight loss result. Weight loss interventions that address barriers/enablers at multiple SEM levels are needed. [ABSTRACT FROM AUTHOR]

This study aimed to determine the associations between engineers’ perceptions of participative decision-making and autonomy, and their creative performance. The study utilised a paired match-up technique, with engineers and managers as respondents. Managers were responsible for assessing engineers’ creative performance. Due to the study match-up design, questionnaires measuring participative decision-making, autonomy, and creative performance were distributed to the electrical and electronic manufacturing firms. SmartPLS software was used to analyse the hypothesised relationships. The results indicated that engineers’ participative decision-making significantly predicted autonomy dimensions (work schedule, work criterion, and work method). Engineers’ autonomy regarding work schedule, work criterion, and work method had no positive relationship with creative performance. The results showed that engineers’ work schedule, work criterion, and work method negatively mediated the relationships between participative decision-making and creative performance. The findings indicated an insignificant direct effect and negative mediation of engineers’ work schedule, work criterion, and work method on creative performance, pointing to the structured nature of work. This situation leaves engineers with minimal opportunity to determine the work designs, time allocations, and multicriteria of job descriptions. The study recommends potential directions for studying the improvement of engineers’ creative performance in future studies.

Abstract Background The study aimed to investigate the relationship between different work schedules and self-reported working conditions and health risk behaviours among nurses and nurse assistants (NNA) in France. It hypothesized that work schedules, particularly long shifts, could impact work-life balance, workload, stress levels, burnout, and smoking habits. NNA had the option to work either with a 7-hour schedule, 5 days per week, or with long work schedules consisting of ten to twelve-hour shifts, three days per week. These schedules could potentially influence various aspects of their professional lives. Methods The survey followed the guidelines of the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) Statement and was administered to NNA working in public and private national healthcare facilities in France. The researchers used the Job Content Questionnaire to assess the work environment and the French version of the 22-item Maslach Burnout Inventory (MBI) scale to measure burnout. Results A total of 3,133 NNA participated in the study, including 2,369 nurses (75.6%) and 764 nurse assistants (24.4%). Among them, 1,811 individuals (57.8%) followed a 7-hour work schedule, while 1,322 individuals (42.2%) had a long work schedule. Multivariate analyses revealed that NNA working with long schedules reported higher psychological demands, more frequent burnout, a higher number of daily smoked cigarettes, and greater coffee consumption. These findings were independent of other factors such as sector of employment, type of healthcare facility, job status, work schedules, night shifts, department specialty, age, and family responsibilities. Conclusions While some NNA may choose long schedules to have more days off, those working with these schedules experience greater work-related burdens and engage in worse health risk behaviours as a coping mechanism. It emphasizes the importance of considering health-promoting work schedules to address the high psychological demands and burnout experienced by NNA with long schedules. Implementing changes in work schedules could potentially improve the overall well-being and job satisfaction of these healthcare professionals.

BACKGROUND: Atypical working hours have raised serious concerns about health effects, such as sleep disorders and psychological repercussions. These schedules are frequent among health professionals having the obligation to ensure the permanence of health services. OBJECTIVE: To assess the impact of atypical working hours on sleep, sleepiness, and mood among health personnel (HP). METHODS: Comparative descriptive cross-sectional study was carried out among HP of a regional hospital in Southern Tunisia from December 2019 to May 2020. Two groups were defined according to their work schedule: group A had a fixed-day work and group B had atypical working hours. The assessment of sleep, sleepiness, and mood was based respectively on the Spiegel questionnaire, the Epworth Sleepiness Scale, and the Hospital Anxiety and Disorder scale. RESULTS: A total of 101 HP in group A and 135 in group B were included. We found signs of pathological sleep in group B: greater delay in falling asleep (78.1% Vs 53.5%; p = 0.002), altered sleep quality (88.1% Vs 56.4%; p = 0.039), and more frequent occurrence of dreams (37% Vs 31.7%; p = 0.033). The quality of sleep was associated with the professional seniority (p = 0.01), the workplace (p = 0.02), and having dependent children (p = 0.04). The mean score of depression was higher in group B (p = 0.02). Depression was associated with the workplace (p = 0.04) and the quality of sleep (p = 0.01). CONCLUSION: The results of this study indicate that atypical working hours generate both sleep and mood disorders in HP. It is vital to encourage the occupational physicians to estimate sleep and mood disorders in HP. [ABSTRACT FROM AUTHOR]

BackgroundShift work is generally associated with working and sleeping out of phase with the endogenous, circadian sleep–wake cycle. This exerts detrimental effects on sleep health. The present study aimed at evaluating the presence of short and long sleep as well as sleep disorders within a broad range of shift work schedules and elucidating the role of sociodemographic factors therein.MethodsA large dataset containing information on sleep was collected through advertisement in a Belgium newspaper (De Standaard). Adult, working individuals were selected (n = 37,662) and categorized based on their work schedule (regular day, early morning, evening, night, and rotating shift). In this cross-sectional study, prevalence rates of short sleep (≤6 h), long sleep (≥9 h) and sleep disorders (screened with Holland Sleep Disorders Questionnaire), and associations between these sleep variables and sociodemographics (age, sex, education, living companion(s)) were analyzed using binominal logistic regression analyses.ResultsIn the total sample all sociodemographic factors affected prevalences of short, long and disordered sleep, consistent with previous studies. Compared to day workers, shift workers more frequently reported short sleep, most prominently night workers (26 vs. 50%) (p

Background: During the COVID‐19 pandemic, teachers quickly shifted to remote teaching with many teachers experiencing increased work demands with limited resources, affecting both mental health and work. Methods: Within a cross‐sectional study, we evaluated the relationship between one type of work demand, non‐standard work schedule characteristics, and depressive and burnout symptoms in kindergarten through 8th grade U.S. teachers working remotely in May 2020. We further assessed the impact of COVID‐19 and work resources. Work schedule characteristics were self‐assessed across six domains on a 5‐point frequency scale from always (1) to never (5). We used multilevel Poisson models to calculate prevalence ratios (PRs) and 95% confidence intervals (CIs). Results: In fully adjusted models, frequently working unexpectedly was associated with a higher prevalence of depressive symptoms (PR = 1.18, 95% CI = 1.07–1.31, p < 0.01), high emotional exhaustion (PR = 1.17, 95% CI = 1.05–1.30, p < 0.01), and high depersonalization (PR = 1.40, 95% CI = 1.02–1.92, p = 0.03). Remote work resources were significantly associated with a lower prevalence of depressive symptoms (PR = 0.88, 95% CI = 0.79–0.98, p = 0.02). There was a linear association between low coworker support and a low sense of personal accomplishment (PR = 0.68, 95% CI = 0.53–0.87, p < 0.01). Conclusions: Frequently having to work unexpectedly while remote teaching was associated with symptoms of depression and burnout during the COVID‐19 pandemic. Workplaces should support predictable working times to lessen the disruption caused by unexpected work to promote worker well‐being. [ABSTRACT FROM AUTHOR]

Copyright of Serbian Journal of Management is the property of Serbian Journal of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The article presents the discussion on evaluating effects of night and shift work patterns on type 2 diabetes (T2D) and hypertension in a longitudinal study. Topics include Hazard ratios (HR) and confidence intervals (CI) were estimated by discrete-time proportional hazard models, adjusting for sex, age, country of birth, and profession; and potential mechanisms linking night and shift work to diabetes and hypertension.

Background: The study aimed to investigate the relationship between different work schedules and self-reported working conditions and health risk behaviours among nurses and nurse assistants (NNA) in France. It hypothesized that work schedules, particularly long shifts, could impact work-life balance, workload, stress levels, burnout, and smoking habits. NNA had the option to work either with a 7-hour schedule, 5 days per week, or with long work schedules consisting of ten to twelve-hour shifts, three days per week. These schedules could potentially influence various aspects of their professional lives. Methods: The survey followed the guidelines of the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) Statement and was administered to NNA working in public and private national healthcare facilities in France. The researchers used the Job Content Questionnaire to assess the work environment and the French version of the 22-item Maslach Burnout Inventory (MBI) scale to measure burnout. Results: A total of 3,133 NNA participated in the study, including 2,369 nurses (75.6%) and 764 nurse assistants (24.4%). Among them, 1,811 individuals (57.8%) followed a 7-hour work schedule, while 1,322 individuals (42.2%) had a long work schedule. Multivariate analyses revealed that NNA working with long schedules reported higher psychological demands, more frequent burnout, a higher number of daily smoked cigarettes, and greater coffee consumption. These findings were independent of other factors such as sector of employment, type of healthcare facility, job status, work schedules, night shifts, department specialty, age, and family responsibilities. Conclusions: While some NNA may choose long schedules to have more days off, those working with these schedules experience greater work-related burdens and engage in worse health risk behaviours as a coping mechanism. It emphasizes the importance of considering health-promoting work schedules to address the high psychological demands and burnout experienced by NNA with long schedules. Implementing changes in work schedules could potentially improve the overall well-being and job satisfaction of these healthcare professionals. [ABSTRACT FROM AUTHOR]

OBJECTIVE: This study aimed to investigate the effect of vitamin D deficiency on metabolic syndrome among shift workers. METHODS: This study included 207 756 workers who underwent a comprehensive health examination at a large South Korean university hospital between 2012 and 2018. We performed multivariate-adjusted logistic regression analysis and analyzed mediation and exposure-mediator interaction. RESULTS: Overall, 5.5% of the participants had metabolic syndrome. Compared to day work, the odds ratios (OR) of metabolic syndrome and vitamin D deficiency (

This article discusses the general features of the time management organization, as well as in the context of non-standard staff motivation. It is emphasized that in the modern world, with the frantic pace of life and the development of society and technology, it is impossible to use your time effectively without first planning and organizing your schedule, in other words, without using time management. We have analyzed previous studies of the time-management effectiveness organization by leading world and domestic scientists. Their views on this process from both a theoretical and a practical point of view are briefly highlighted. The article gives its own definition of the term time management, based on the conducted analysis, synthesis and comparative characteristics. In our opinion, time management is a systematic approach to time management, which includes planning, prioritization and organization of actions in order to use time effectively and achieve set goals. It is analyzed how time management can help in effective management of labor's time, increasing productivity and achieving higher results. An example of time management for call center operators in the banking system is considered. Attention is paid to prioritization when creating a work schedule. The importance of focusing on labor resources is emphasized. The main advantages of clear time management at the enterprise are revealed: orientation to the final result; increase of the labor productivity; optimal use of working time; clarity and orderliness of work in the team; discipline of each individual employee. The results of a work schedule that is not focused on the employee are given: loss of energy and work capacity; internal burnout; decrease in work efficiency; loss of valuable labor resources by the enterprise. The article discusses the issue of time management in the context of non-standard staff motivation. Specific examples of how time management can be used to motivate staff and improve team work efficiency are considered. In particular, four areas of motivation through time management are highlighted: flexible work schedules; designation of priorities; reward and praise system; maintaining work-life balance. [ABSTRACT FROM AUTHOR]

OBJECTIVE: This study aimed to examine the effects of various aspects of night and shift work on the risk of incident ischemic heart disease (IHD) and atrial fibrillation (AF) using detailed and registry-based exposure data. METHODS: This prospective cohort study included >30 300 healthcare employees (eg, nurses, nursing assistants) employed for at least one year in Region Stockholm 2008–2016. Information on daily working hours was obtained from a computerized administrative employee register and outcomes from national and regional registers. Using discrete-time proportional hazard models, we analyzed the outcomes as functions of working hour characteristics the preceding year, adjusted for sex, age, country of birth, education, and profession. RESULTS: We observed 223 cases of IHD and 281 cases of AF during follow-up 2009–2016. The risk of IHD was increased among employees who the preceding year had permanent night shifts compared to those with permanent day work [hazard ratio (HR) 1.61, 95% confidence interval (CI) 1.06–2.43] and among employees working night shifts >120 times per year compared to those who never worked night (HR 1.53, 95% CI 1.05–2.21). When restricted to non-night workers, the risk of IHD was increased for employees having frequent quick returns from afternoon shifts. No increased risks were observed for AF. CONCLUSIONS: Night work, especially working permanent night shifts and frequent night shifts, is associated with an increased risk of incident IHD but not AF. Moreover, frequent quick returns from afternoon shifts (among non-night workers) increased IHD risk. Organizing work schedules to minimize these exposures may reduce IHD risk.

As work constitutes a central part of an individual’s life and people tend to define themselves by their career or job, our working lives hold a critical key to our happiness and health. Using the National Longitudinal Survey of Youth-1979 cohort (N = 7273) and building upon the cumulative advantages and disadvantages theory with a lifecourse perspective, this paper examines how work schedule patterns, together with social position, are associated with our health at age 50. Results indicate that engaging in work schedule patterns that were anything but mostly or only standard hours was associated with poorer health outcomes at age 50 measured by SF-12 physical and mental functions and clinical-risk depressive symptoms. These adverse health consequences might be particularly true for those with the most disadvantaged social positions: females, those with low educational attainment (e.g., high school or below), and those who experienced economic hardship in early life (exposure to poverty or welfare). In addition, the associations between work schedule patterns and health at age 50 might differ by the age period during which one works a particular schedule (i.e., between ages 22–29, 30–39, and 40–49). These results speak to how cumulative advantages and disadvantages via the intersectionality of work and social position throughout a lifetime may shape not only our opportunities and constraints brought about by our work but also our long-term well-being. [ABSTRACT FROM AUTHOR]

Copyright of Revista Româna de Dreptul Muncii is the property of Wolters Kluwer Romania and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Abstract Background Retention of human resources in the healthcare system, particularly doctors at district level is a great challenge faced by the decentralized health systems in poorly resourced countries. Medical Officers of Health (MOH), medical doctors who provide preventive health services, are a particularly important human resource in the preventive health sector in Sri Lanka. This study explores the relative importance of different factors affecting the retention of MOHs in the preventive health sector of Sri Lanka. Methods A descriptive cross-sectional study was carried out among Medical Officers of Health in the Colombo district with 18 MOH Offices with 74 medical officers. A pre-tested self-administered questionnaire was used as the study instrument. Data were analyzed using descriptive statistics, correlation and regression analyses. Results Of the 74 medical officers 64 responded with a response rate of response rate of 86.5%. Regression analysis showed that all four variables; recognition, work schedule, remuneration and responsibility are positively and significantly correlated with retention of Medical Officers of Health in the preventive health sector. The variable ‘work schedule’ showed the highest impact on the retention of Medical Officers of Health. Conclusions In order to retain trained Medical Officers of Health in the Sri Lankan preventive health sector, health authorities should address the factors identified in this study. If policymakers fail to address these factors, preventive health services will face negative implications due to the shortage of key service providers.

Abstract Background Although breastfeeding-friendly workplaces are provided to promote an employed mother’s breastfeeding intention, few studies have explored breastfeeding intentions and behavior after a mother returns to work on a shift work or non-shift work schedule. To explore the impact of breastfeeding-friendly support on the intention of working mothers with different work schedules to continue breastfeeding, we conducted a survey at a female labor-intensive electronics manufacturer in Taiwan from August 2011 to April 2012. Methods Female workers who met the inclusion criteria (maternity leave between January 2009 and January 2011) were invited to participate in the survey. A structured questionnaire survey was administered to 715 working mothers employed at an electronics manufacturing plant in Tainan Science Park in Southern Taiwan. The questionnaire content included female employee demographic characteristics, employment characteristics, continued breastfeeding behavior after returning to work, access to lactation rooms, and employee perception of the breastfeeding policy and support when raising their most recently born child. Results A total of 715 employed mothers’ data were collected. Of the shift workers, 90.1% breastfed during maternity leave, but the breastfeeding rates after returning to work decreased to 21.5% for one to six months and 17.9% for more than six months. Of the non-shift workers, 87.6% breastfed during maternity leave and the breastfeeding rates after returning to work were 24.1% for one to six months and 34.6% for more than six months. Using a lactation room and taking advantage of breast-pumping breaks were significant factors for continuing to breastfeed one to six months after returning to work and more than six months after returning to work among shift workers and non-shift workers. In addition, among non-shift workers, a higher education level of the mother (odds ratio (OR) = 9.57) and partner support (OR = 4.89) had positive effects toward a mother continuing breastfeeding for more than six months after returning to work. Conclusions Workplaces or employers should provide more support to encourage employed mothers to take advantage of the breastfeeding room and breast-pumping breaks, enhance the frequency of the usage of lactation rooms, and increase the rate of continued breastfeeding.

Relevance of the research topic. People are the most stable social elements of society and country, bearers of its traditions and experience. It is these cadres that retain their qualities even as the socio-political structure changes, the state structure changes. The dynamic process of the development of the world at the end of the last century at the beginning of this century led to a wave of modernization of management and measures to increase its efficiency. At the heart of this process is the reform of the personnel mechanism and the management of the process of mobility within the organization. An organization is a group of people whose activities are consciously coordinated to achieve one or more common goals. In the process of managing the flow of people in an organization, as a function of managing an administrative body, general ones are singled out and systematic administrative management is provided. Formulation of the problem. The concept of employee mobility in business is inherent, and not vice versa: employees take a job, work, adapt to working conditions or quit and look for another job. Therefore, the phenomenon of staff turnover is a process that enterprises must deal with. We will look at mobility issues and develop a recommendation system to solve existing problems. Analysis of recent studies and publications, which started solving this problem. Quite a lot of work is devoted to the problem of staff turnover, M. Armstrong, L. Balabanova, S. Katsalap, A. Fayol, E. Mayo, A. Sardak, V. Shapovalov, N. Savrukov, R. Bennett and others dealt with this problem. Task and research methodology. The peculiarities of the influence of the institutions of personnel management of an enterprise on solving the problem of personnel mobility caused by an increase in international labor migration are studied. The most typical causes of fluidity are identified. The role of the agency for personnel management in decision-making is determined. Conclusions in accordance with the article. This article notes that the problem of staff turnover in an enterprise is very relevant. A list of problems and proposals for their solution are presented. The practical application of these recommendations will reduce staff turnover, thereby improving the working conditions of workers, and hence the activities of enterprises.

Objective This study aimed to examine the effects of various aspects of night and shift work on the risk of incident ischemic heart disease (IHD) and atrial fibrillation (AF) using detailed and registry-based exposure data. Methods This prospective cohort study included >30 300 healthcare employees (eg, nurses, nursing assistants) employed for at least one year in Region Stockholm 2008–2016. Information on daily working hours was obtained from a computerized administrative employee register and outcomes from national and regional registers. Using discrete-time proportional hazard models, we analyzed the outcomes as functions of working hour characteristics the preceding year, adjusted for sex, age, country of birth, education, and profession. Results We observed 223 cases of IHD and 281 cases of AF during follow-up 2009–2016. The risk of IHD was increased among employees who the preceding year had permanent night shifts compared to those with permanent day work [hazard ratio (HR) 1.61, 95% confidence interval (CI) 1.06–2.43] and among employees working night shifts >120 times per year compared to those who never worked night (HR 1.53, 95% CI 1.05–2.21). When restricted to non-night workers, the risk of IHD was increased for employees having frequent quick returns from afternoon shifts. No increased risks were observed for AF. Conclusions Night work, especially working permanent night shifts and frequent night shifts, is associated with an increased risk of incident IHD but not AF. Moreover, frequent quick returns from afternoon shifts (among nonnight workers) increased IHD risk. Organizing work schedules to minimize these exposures may reduce IHD risk. [ABSTRACT FROM AUTHOR]

Objective: Acute sleep deprivation can induce antidepressant effects. We hypothesized that overnight calls can trigger symptoms of hypomania during the post-on-call period.Methods: Online anonymous cross-sectional survey among Spanish-speaking healthcare professionals, including the Hypomania Symptom Checklist-32 (HCL-32).Results: 2099 respondents. Most of them reported that they usually feel worse on their post-on-call period (91,3%), but the 51,6% acknowledged having felt better at least once and 33,4% reported it happened in at least at 50% of their calls. Up to 4,9% reached the cut-off at HCL-32. Males, younger professionals, those with less years of practice and residents were more likely to full fit hypomania criteria. Participants and their environment correctly identified the symptoms and their negative consequences.Conclusions: On-calls with sleep deprivation may trigger hypomanic symptoms with reported negative consequences among healthcare professionals, showing how working conditions' impact in professionals' wellbeing and raising concerns about decision-making performance after long-lasting working shifts. [ABSTRACT FROM AUTHOR]

Background: The public safety sector includes law enforcement officers (LEO), corrections officers (CO), firefighter service (FF), wildland firefighting (WFF), and emergency medical services (EMS), as defined in the National Occupational Research Agenda (NORA) of the National Institute for Occupational Safety and Health (NIOSH). Across these occupations, shiftwork, long‐duration shifts, and excessive overtime are common. Our objective was to identify research gaps related to working hours, sleep, and fatigue among these workers. Methods: We used a scoping review study design that included searches of MEDLINE, Embase, CAB Abstracts, Global Health, PsychInfo, CINAHL, Scopus, Academic Search Complete, Agricultural and Environmental Science Collection, ProQuest Central, Cochrane Library, Safety Lit, Homeland Security Digital Library, and Sociological Abstracts using a range of occupational search terms and terms related to working hours, sleep, and fatigue. Results: Out of 3415 articles returned from our database search, 202 met all inclusion criteria. Six common outcomes related to working hours, sleep, and fatigue emerged: sleep, fatigue, work performance, injury, psychosocial stress, and chronic disease. Nearly two‐thirds (59%, n = 120) of the studies were observational, of which 64% (n = 77) were cross sectional and 9% were (n = 11) longitudinal; 14% (n = 30) of the studies were reviews; and 19% (n = 39) were experimental or quasi‐experimental studies. Only 25 of the 202 articles described mitigation strategies or interventions. FFs, LEOs, EMS, and WFFs were the most studied, followed by COs. Conclusions: In general, more longitudinal and experimental studies are needed to enrich the knowledge base on the consequences of long working hours, poor sleep, and fatigue in the public safety sector. Few experimental studies have tested novel approaches to fatigue mitigation in diverse sectors of public safety. This gap in research limits the decisions that may be made by employers to address fatigue as a threat to public‐safety worker health and safety. [ABSTRACT FROM AUTHOR]

The increased digitalization of activities in recent years has induced to a significant evolution of situations in which work is performed remotely. Beyond the benefits, a number of risks can be identified, and among them are the aspects regarding the evidence and management of working time. Law no. 81/2018 on telework activity is definitely adequate in many aspects. But, also, it contains issues that can be improved regarding: the risk of setting up restrictive conditions in the internal regulations concerning the establishment of the work schedule or the verification of the activity of teleworkers by union representatives, concrete regulations on working time records, protection against excessive fragmentation of working time, the fair balance between the professional and private life of the teleworker (is not enough taken into account), the right to disconnect (is not settled) etc.

Abstract Background Non-standard work schedules (NSWSs), occurring outside of regular and predictable daytime hours, may negatively affect worker and family health. This qualitative study sought to understand worker perspectives on the health and well-being impacts of NSWSs among full-time, transportation maintainers, correctional, and manufacturing workers. Methods Forty-nine workers participated in 8 focus groups. Data were transcribed and analyzed with ATLAS.ti, using the constant comparative method to identify themes and sub-themes. Results Workers reported that long work hours and irregular and unpredictable schedules posed the biggest obstacles to their well-being. Workers reported that NSWSs were associated with behavior impacts (poor family and social connections, poor eating, poor sleep, lack of exercise recovery), physical health impacts (exhaustion, weight gain) and extended work exposures (increased stress, increased accidents). Conclusions This highlights the importance of developing and implementing effective workplace interventions to address these barriers to health and health behaviors.

The adverse effects of work schedule on driving performance are relatively common. Therefore, it is necessary to fully understand an organisation’s safety culture to improve driver performance in order to avoid road crashes. This study aims to investigate the moderating role of safety culture in the relationship between driver work schedules and driving performance. The study developed a conceptual framework based on the literature review of existing studies, which is supported by situation awareness theory that explains the model’s relationships and supports the study’s hypotheses. Three hundred four questionnaires were collected from oil and gas truck drivers then Structural equation modelling (SEM) was applied to test the study hypotheses. Derived from the findings, the outer loading for all items was above the threshold of 0.70 unless two items were deleted. The latent exogenous variables of safety culture and work schedule explained 59.1% of driving performance. Besides, work schedule and safety culture significantly impact driving performance. In addition, the results show that safety culture moderates the unfavourable work schedule impact on driving performance with an effect size of 23%. Therefore, this study showed strong evidence that safety culture acts as a critical moderator in reducing the negative impact of work schedule on driving performance in the energy transportation sector. Drivers with high safety culture can manage and reduce the effect of work schedule disorder on driving performance through their safety attitude and patterns compared to those drivers with low safety culture. Consequently, the improvement in driving performance will be noticed among drivers with a high awareness of safety culture.

Background: As the world has become a 24 h society, people's demands have generated various work schedules, leading to an increase in workers' health problems. The study aimed to investigate the association between nighttime work and HbA1c levels among South Korean adults over the age of 30. Methods: Participants were selected from the 2016–2019 Korea National Health and Nutrition Survey; those diagnosed with diabetes were excluded. The dependent variable was the HbA1c level reported in the KNHANES health examination report. The main independent variable was the participant's work schedule. Work schedules were classified into three categories based on the participant's report: (1) day; (2) night and overnight, and (3) other. Generalized multiple linear regression was used, and the significance level was defined as p < 0.05. Results: The participants comprised 4773 men and 4818 women. Those engaged in the "day" schedule served as the reference group. Among the male participants, the "night and overnight" group had significantly larger HbA1c (%) levels than the "day" group (β = 0.061, p = 0.0085). Among these nighttime male workers, HbA1c (%) levels were particularly higher in the people who were physically inactive (β = 0.094, p = 0.0031), slept less than 7 h (β = 0.108, p = 0.0009), and skipped meals (β = 0.064, p = 0.0401). Conclusion: Our results revealed an association of nighttime work with increased HbA1c levels in male participants. High-risk groups for HbA1c levels require careful observation of physical activity, sleeping time, and eating habits. [ABSTRACT FROM AUTHOR]

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Background: Retention of human resources in the healthcare system, particularly doctors at district level is a great challenge faced by the decentralized health systems in poorly resourced countries. Medical Officers of Health (MOH), medical doctors who provide preventive health services, are a particularly important human resource in the preventive health sector in Sri Lanka. This study explores the relative importance of different factors affecting the retention of MOHs in the preventive health sector of Sri Lanka.Methods: A descriptive cross-sectional study was carried out among Medical Officers of Health in the Colombo district with 18 MOH Offices with 74 medical officers. A pre-tested self-administered questionnaire was used as the study instrument. Data were analyzed using descriptive statistics, correlation and regression analyses.Results: Of the 74 medical officers 64 responded with a response rate of response rate of 86.5%. Regression analysis showed that all four variables; recognition, work schedule, remuneration and responsibility are positively and significantly correlated with retention of Medical Officers of Health in the preventive health sector. The variable 'work schedule' showed the highest impact on the retention of Medical Officers of Health.Conclusions: In order to retain trained Medical Officers of Health in the Sri Lankan preventive health sector, health authorities should address the factors identified in this study. If policymakers fail to address these factors, preventive health services will face negative implications due to the shortage of key service providers. [ABSTRACT FROM AUTHOR]

To the authors' knowledge, assessing subjective pain complaints in a real-life working situation among airline personnel has never been investigated. The present findings indicate that consecutive long working days may increase subjective pain complaints, but that this is depending on occupation. Optimally designed ergonomic work environment may have reduced complaints among healthcare workers. Objective: To determine whether four consecutive extended work shifts are associated with an increased risk of subjective pain complaints, sleep duration, and sleep disturbances. Methods: Forty-three healthcare workers, 41 cabin crewmembers, and 18 airline pilots working 4 consecutive extended workdays reported subjective pain complaints and sleep after the 1st and 4th workday. Results: The risk of headache (odds ratio [OR] 21.4, 95% confidence interval [CI] 1.85 to 246.5) and pain in the hands, arms, or wrists (OR 3.78, 95% CI 1.84 to 7.76) increased after workday 4 versus workday 1 in cabin crewmembers. Sleep duration was longer (0.6 to 1.1 hours), and sleep disturbances fewer, the night before the fourth extended workday, compared with before the first workday, in all occupations. Conclusions: We found no general support for an association between extended work shifts and subjective pain, whereas sleep duration was improved, and sleep disturbances reduced after 4 consecutive extended workdays. [ABSTRACT FROM AUTHOR]

The effect of flexible work on mental health is not well known. The aim of this systematic review was to assess the effects of employee-oriented flexible work on mental health problems and associated disability. Literature searches were conducted in the PubMed, Scopus, Web of Sciences, Cochrane Library, PsycINFO, ProQuest and EconPapers databases from their inception through October-November 2020. Sixteen studies on the associations of worktime control, working from home, or flexible working arrangements with mental health related outcomes were included in the review: one cluster randomized controlled trial, two non-randomized controlled trials, two cross-over studies, and 11 prospective cohort studies. Three reviewers independently assessed the met-hodological quality of the included studies and extracted the data. The included studies differed in design, intervention/exposure, and outcome, so meta-analysis was not carried out and qualitative results were reported. A few prospective cohort studies found that low employees' control over worktime increases the risk of depressive symptoms, psychological distress, burnout, and accumulated fatigue. One cross-over and a few cohort studies found small beneficial effects of working partly from home on depressive symptoms, stress, and emotional exhaustion. A small number of controlled trials, cross-over or cohort studies found that flexible working arrangements increase employees' control over working hours, but have only modest beneficial effects on psychological distress, burnout, and emotional exhaustion. This systematic review suggests that employee-oriented flexible work may have small beneficial effects on mental health. However, randomized controlled trials and quasi-experimental studies are needed to identify the health effects of flexible work. [ABSTRACT FROM AUTHOR]

Background: The female nurse exhibits a multitude of personal and environmental characteristics that renders this population especially prone to fatigue. The consequences of fatigue in nurses are widespread and impactful at the personal, organizational, and societal levels. These include high injury rates and burnout in the nurse and poor patient and organizational outcomes. Objective: This article discusses the implications of fatigue in female nurses, including the impacts of fatigue across multiple entities (e.g., worker, patient, organization). It also reviews the current state of the research, including recent work on nurse fatigue and work schedule characteristics, and key areas for future work that would help empirically establish approaches to counter the detrimental and widespread effects of fatigue. Method: A narrative literature review was conducted resulting from an analysis of the literature limited to peer-reviewed studies. Results: A confluence of factors combines to elevate the prevalence and risk of fatigue in the female nurse. Numerous measures have established that performance-based fatigue results from nursing work schedules in nurses. Data also demonstrate that fatigue accumulates across successive shifts. Recent evidence supports the use of objective fatigue measures, including psychomotor reaction time and muscle function-related variables. Current gaps in the literature are delineated in the text. Conclusions: Strategic and well-designed research studies, as well as recent technological advances in fatigue tracking tools have the potential to help workers, administrators, and organizations develop fatigue management programs that could reduce the heavy burdens of fatigue on a multitude of health, safety, and economical outcomes.

Abstract Background Working hour regulation in Korea is being revised to allow increasing variability in number of working hours. We sought to investigate the association between variability in the number of daily or weekly working hours with or without long working hours (> 52 h/w) and mental health among South Korean workers. Methods We used data from 28,345 full-time, non-shift employed workers working more than 30 h per week participating in the Korean Working Condition Survey in 2017. We defined six groups according to variability in daily or weekly working hours (same number vs different number) and weekly working hours (31–40, 41–52, > 52 h per week). Odds ratios (ORs) and confidence intervals (CIs) for self-reported depressive symptoms and anxiety were calculated using workers with same number of working hours/31–40 h per week as the reference. Results Variability in number of work hours every day or week combined with > 52 working hours per week showed the highest risk of depressive symptoms (OR = 5.13, 95% CI 3.25–8.11) and anxiety (OR = 3.75, 95% CI 2.39–5.88) compared to the reference group, controlling for age, sex, education, occupation, industry, salary, workers’ choice of working hours and overtime payment. Workers working ≤52 h/w were adversely impacted by variable working hours as well. Conclusions Variable daily or weekly working hours were associated with poorer self-reported depressive and anxiety symptoms in Korea, among full-time and non-shift workers. Reform of the Korean Labor Standards Act warrants consideration.

Background: Rotating shift work refers to a way of organizing daily working hours in which different persons or teams work in succession to cover more than the usual 8 h per day, up to and including the whole 24 h. Studies have been conducted for examining the effects of rotating shifts on an employee's performance and well-being. Hence, the aim of the present study was to evaluate the effect of rotating shift work, sleep, and accidents related to sleepiness in doctors. Methodology: A cross-sectional study was conducted on doctors of a Tertiary Care Hospital. A close-ended questionnaire containing 25 questions was distributed to doctors (residents and interns) who worked rotating shifts. Questions presented were regarding sleep disturbances, sleeping aids or countermeasures to get to sleep; and accidents or errors in the past year including automobile accidents and medical and procedural errors that the doctors had reported to have occurred because of sleepiness due to rotating shifts. The data collected were analyzed by SPSS version 21 (SPSS statistics IBM Corporation). Results: Doctors reporting to night shifts suffered from decreased and disturbed sleep, irritability, fatigue, and poor reflexes. According to our study, almost all the subjects suffered from poor work and sleep quality due to their changing work shifts. Conclusion: Rotating work shifts have a direct effect on workability and quality and amount of sleep in doctors.

Background: Although breastfeeding-friendly workplaces are provided to promote an employed mother's breastfeeding intention, few studies have explored breastfeeding intentions and behavior after a mother returns to work on a shift work or non-shift work schedule. To explore the impact of breastfeeding-friendly support on the intention of working mothers with different work schedules to continue breastfeeding, we conducted a survey at a female labor-intensive electronics manufacturer in Taiwan from August 2011 to April 2012. Methods: Female workers who met the inclusion criteria (maternity leave between January 2009 and January 2011) were invited to participate in the survey. A structured questionnaire survey was administered to 715 working mothers employed at an electronics manufacturing plant in Tainan Science Park in Southern Taiwan. The questionnaire content included female employee demographic characteristics, employment characteristics, continued breastfeeding behavior after returning to work, access to lactation rooms, and employee perception of the breastfeeding policy and support when raising their most recently born child. Results: A total of 715 employed mothers' data were collected. Of the shift workers, 90.1% breastfed during maternity leave, but the breastfeeding rates after returning to work decreased to 21.5% for one to six months and 17.9% for more than six months. Of the non-shift workers, 87.6% breastfed during maternity leave and the breastfeeding rates after returning to work were 24.1% for one to six months and 34.6% for more than six months. Using a lactation room and taking advantage of breast-pumping breaks were significant factors for continuing to breastfeed one to six months after returning to work and more than six months after returning to work among shift workers and non-shift workers. In addition, among non-shift workers, a higher education level of the mother (odds ratio (OR) = 9.57) and partner support (OR = 4.89) had positive effects toward a mother continuing breastfeeding for more than six months after returning to work. Conclusions: Workplaces or employers should provide more support to encourage employed mothers to take advantage of the breastfeeding room and breast-pumping breaks, enhance the frequency of the usage of lactation rooms, and increase the rate of continued breastfeeding. [ABSTRACT FROM AUTHOR]

This study investigated whether changes in work schedule are associated with health behavior changes. We used data from the Korea Labor and Income Panel Survey from 2005 to 2019. A generalized estimating equation model was used to assess the association between changes of work schedules (day–day, day–shift, shift–day, and shift–shift) and health behaviors. Odds ratios (ORs) with 95% confidence intervals (CIs) were calculated after adjusting for general and socioeconomic characteristics. Fixed daytime work was observed for 25,716 person-years, and fixed shift work was observed for 2370 person-years out of the total 4046 participants during a 14 year period. Workers who changed their work schedule from fixed daytime to shift work and from shift to fixed daytime work contributed to 670 and 739 person-years, respectively. Considering continuous fixed daytime workers as a reference group, continuous exposure to shift work (aOR 1.11, CI 1.01–1.26) and changes from fixed daytime to shift work (aOR 1.18, CI 1.05–1.44) were significantly associated with an increased risk of changing either smoking or drinking behavior to unhealthy patterns. The results of our study suggest that workers who work irregular shift times, in contrast to those with more standard, regular work schedules, are at a higher risk of changing smoking and/or drinking behavior to unhealthy patterns. [ABSTRACT FROM AUTHOR]

Background: Cognitive impairment is a public health burden. Our objective was to investigate associations between work hours and cognitive function. Methods: Multi-Ethnic Study of Atherosclerosis (MESA) participants (n = 2,497; 50.7% men; age range 44–84 years) reported hours per week worked in all jobs in Exams 1 (2000–2002), 2 (2002–2004), 3 (2004–2005), and 5 (2010–2011). Cognitive function was assessed (Exam 5) using the Cognitive Abilities Screening Instrument (version 2), a measure of global cognitive functioning; the Digit Symbol Coding, a measure of processing speed; and the Digit Span test, a measure of attention and working memory. We used a prospective approach and linear regression to assess associations for every 10 hours of work. Results: Among all participants, associations of hours worked with cognitive function of any type were not statistically significant. In occupation-stratified analyses (interaction p = 0.051), longer work hours were associated with poorer global cognitive function among Sales/Office and blue-collar workers, after adjustment for age, sex, physical activity, body mass index, race/ethnicity, educational level, annual income, history of heart attack, diabetes, apolipoprotein E-epsilon 4 allele (ApoE4) status, birth-place, number of years in the United States, language spoken at MESA Exam 1, and work hours at Exam 5 (β = –0.55, 95% CI = –0.99, –0.09) and (β = –0.80, –1.51, –0.09), respectively. In occupation-stratified analyses (interaction p = 0.040), we also observed an inverse association with processing speed among blue-collar workers (adjusted β = –0.80, –1.52, –0.07). Sex, race/ethnicity, and ApoE4 did not significantly modify associations between work hours and cognitive function. Conclusion: Weak inverse associations were observed between work hours and cognitive function among Sales/Office and blue-collar workers.

OBJECTIVES: Shift work is a risk factor for chronic diseases, and physical inactivity can have an influence on this association. We examined whether intra-individual changes in working time characteristics were associated with changes in physical inactivity and examined the risk factors for physical inactivity among shift workers in a 17-year longitudinal study cohort. METHODS: Study participants were 95 177 employees from the Finnish public sector. Work schedule information was based on questionnaire responses and additional register-based working time characteristics for 26 042 employees. The associations between working time characteristics and physical inactivity were examined using a fixed-effects logistic model. To investigate the risk factors for physical inactivity among shift workers, the odds ratios (OR) of worktime control and having small children were calculated. RESULTS: Compared with day work, shift work without night shifts was associated with physical inactivity among men [OR 1.38, 95% confidence interval (CI) 1.09–1.74], whereas shift work with night shifts was negatively associated with physical inactivity among women (OR 0.85, 95% CI 0.76–0.96). Register-based working time data confirmed that workers with a higher percentage of night shifts had a lower risk of physical inactivity. Having small children was associated with physical inactivity among shift workers (OR 1.47, 95% CI 1.32–1.65). CONCLUSIONS: Both survey and objective working hour data revealed that workers having work schedules with night shifts were more likely to be physically active. Having small children was a risk factor for physical inactivity among shift workers.

Background: Drug abuse is one of the world's most serious and rapidly rising problems, causing a wide variety of health issues with significant morbidity and mortality. This study aimed to explore the association between part-time work and substance abuse among vocational students. Design and methods: We conducted a cross-sectional analytical study that included all part-time working male students from five vocational male schools, and we used a standardized pretested questionnaire after obtaining written informed consent. A One-Step Multi-Drug Screen Test was used to assess the substances that were abused Results: A total of 316 out of the 400 invited students participated in our study. Of the total screened subjects, 26.6 % were abusing substances. Twenty-five (36.2%) day working adolescents, nine (14.0%) night working adolescents, and forty (36.0%) day and night working adolescents were abusers. Tobacco was the most widely abused drug (68%) in the form of smoking, followed by cannabis (24%), marijuana (16.4%), alcohol (10%), and opioid (6.3%). Night workers had significantly lower rates of smoking, cannabis, Marijuana, alcohol, or opioids abuse, and Logistic regression was performed to ascertain the effects of the work schedule on the likelihood that participants have substance abuse; Night workers were 7.14 times less likely to have substance abuse than day workers, while day and night work did not differ from day work. Conclusions: The prevalence of drug abuse in vocational students is considered high and a serious problem that damages the youth and the community. [ABSTRACT FROM AUTHOR]

Background: Non-standard work schedules (NSWSs), occurring outside of regular and predictable daytime hours, may negatively affect worker and family health. This qualitative study sought to understand worker perspectives on the health and well-being impacts of NSWSs among full-time, transportation maintainers, correctional, and manufacturing workers.Methods: Forty-nine workers participated in 8 focus groups. Data were transcribed and analyzed with ATLAS.ti, using the constant comparative method to identify themes and sub-themes.Results: Workers reported that long work hours and irregular and unpredictable schedules posed the biggest obstacles to their well-being. Workers reported that NSWSs were associated with behavior impacts (poor family and social connections, poor eating, poor sleep, lack of exercise recovery), physical health impacts (exhaustion, weight gain) and extended work exposures (increased stress, increased accidents).Conclusions: This highlights the importance of developing and implementing effective workplace interventions to address these barriers to health and health behaviors. [ABSTRACT FROM AUTHOR]

Summary: We examined whether working rotating shifts, with or without night work, is associated with the purchase of prescribed sleep medication, and whether the association is dependent on age. Data were obtained from a longitudinal cohort study of Finnish public sector employees who responded to questions on work schedule and background characteristics in 2000, 2004 and 2008. The data were linked to national register data on redeemed prescriptions of hypnotic and sedative medications, with up to 11 years of follow‐up. Age stratified Cox proportional hazard regression models were computed to examine incident use of medication comparing two groups of rotating shift workers (those working shifts that included night shifts and those whose schedules did not include night shifts) with day workers who worked in a similar range of occupations. Shift work with night shifts was associated with increased use of sleep medication in all age groups, after adjustments for sex, occupational status, marital status, alcohol consumption, smoking and physical activity levels (hazard ratio [HR], [95% confidence interval, CI] 1.14 [1.01–1.28] for age group ≤39 years; 1.33 [1.19–1.48] for age group 40–49 years; 1.28 [1.13–1.44] for age group ≥50 years). Shift work without nights was associated with medication use in the two older age groups (HR [95% CI] 1.14 [1.01–1.29] and 1.17 [1.05–1.31] for age groups 40–49 years and >50 years, respectively). These findings suggest that circadian disruption and older age puts rotating shift workers, and especially those who work nights, at increased risk of developing clinically significant levels of sleep problems. [ABSTRACT FROM AUTHOR]

Objective. This study aimed to recommend an appropriate sit–stand schedule among office workers. Methods. The participants were randomly allocated into Time Regime 1 (TR1), Time Regime 2 (TR2) and Control (C) groups. A sit–stand workstation was provided to the TR1 and TR2 groups. The following variables were assessed: energy and macronutrients, energy expenditure in the workshift, blood parameters, depression, musculoskeletal symptoms, fatigue, productivity, workstation comfort and acceptability of the sit–stand workstation. Results. The results showed a significant increase in energy expenditure in the TR1 and TR2 groups in comparison to the C group. After the intervention, the highest prevalence of musculoskeletal symptoms in the shoulders, wrists/hands, and ankles/feet was related to the TR1 group, which was significantly different from the TR2 and C groups. Additionally, the 'severity of depression' was reduced significantly in the TR1 and TR2 groups compared to the C group. The scores for 'total fatigue' and its subscales were also reduced in the TR2 group. Furthermore, TR2 improved 'total productivity' and some of its subscales. Moreover, TR2 had a higher acceptability compared to TR1. Conclusions. TR2 had a positive effect on the office workers' energy expenditure, blood parameters, depression, fatigue and productivity. [ABSTRACT FROM AUTHOR]

In this article, we investigate how the COVID-19 epidemic affects the U.S. information technology (IT) labor market and, accordingly, how organizations choose to hire IT employees in the current situation. Using the second half of 2020 (July–December) dataset of 57 847 IT job postings from a large online employment website, we perform descriptive analysis and logistic regression to examine the relationships between pandemic severity and work arrangements (remote versus on-site), work schedules (part-time versus full time), and organizational sectors (commercial versus government versus nonprofit). Our results reveal that the U.S. IT market in the latter half of 2020 is in turbulence, for both part-time and remote job postings. For governments and nonprofit organizations such as hospitals and schools, “frontline” IT support professionals were highly prized, whereas commercial employers, including tech giants, were more interested in growing a remote IT workforce. [ABSTRACT FROM AUTHOR]

• The revenue structure and work schedule difference for two kinds of drivers, freelancers and contractors, are defined. • The drivers' synchronous contractual mode and work schedule choice model is formulated and the solution algorithm is designed. • The numerical studies are conducted to clarify the heterogeneity in working patterns between two kinds of drivers and analyze the equilibrium solutions under different market states in a dual-sourcing market. • The optimal wage strategies are explored via sensitivity analysis under different market states. In the ride-hailing market, the platforms could recruit contractors subject to prescriptive schedules to reduce the labor supply uncertainty and balance the demand and supply, and the drivers are entitled to become a freelancer or a contractor and choose the schedule they would like to provide the service. This paper proposes an analytical framework to capture the drivers' decisions of becoming a freelancer and contractor as well as how to arrange their work schedules in a dual sourcing market. The utility structures for two kinds of drivers, freelancers and contractors, are defined and a time-expanded network is adopted to portray the drivers' work schedule choices. With this setting, the drivers' simultaneous contractual mode and work schedule selection model is formulated and the algorithm is designed. The numerical examples are conducted to investigate the characteristics of the equilibrium solutions. The results show that a dual-sourcing market is always advantageous to contractors and conditionally beneficial to the platform, freelancers and customers. When there is low potential demand, higher fixed salary is preferred for the platform to attract contractor and complement the labor supply. When the market is thriving, the effect of the profits' increment by dual-sourcing is not obvious. This work could provide new insights on how to manage a dual-sourcing market for the platform. [ABSTRACT FROM AUTHOR]

This study aimed to explore how changes in the work schedule would affect the prevalence of Shift Work Disorder (SWD) over time. Two-year follow-up data from 1076 nurses participating in the longitudinal SUrvey of Shift work, Sleep and Health among Norwegian nurses (SUSSH) were included in the study. The questionnaires included measures of work-related factors, i.e., work schedule and numbers of night shifts and quick returns (QRs) worked the last year, as well as questions related to SWD according to the ICSD-3 diagnostic criteria at both baseline and at 2-year follow-up. Data were analyzed with paired samples t-tests, chi-square tests, and logistic regression analyses adjusting for sex and age. Terminating night work was the strongest predictor for recovering from SWD from baseline to follow-up (OR 10.91, 95% CI 6.11–19.46). Additionally, changing the work schedule from day work to night work from baseline to follow-up was the strongest predictor for developing SWD in the same period (OR 4.75, 95% CI 2.39–9.47). Reductions in number of nights (more than 10) and QRs (more than 10) worked the last year were associated with recovering from SWD between baseline and follow-up. Nurses who recovered from SWD had significantly reduced the mean number of night shifts worked the last year from 32.3 at baseline to 20.4 at follow-up (p =.001). Furthermore, an increase of more than 10 nights or more than 10 QRs worked the last year between baseline and follow-up predicted developing SWD. Nurses developing SWD between baseline and follow-up had significantly increased the mean number of nights worked the last year from 25.8 at baseline to 31.0 at follow-up (p =-.043). Changes in night work exposure were the strongest predictors for both recovering from or developing SWD from baseline to follow-up. Reducing exposure to night work and QRs were associated with recovering from SWD and increasing exposure to night work and QRs were associated with developing SWD. The results imply that unfavorable work schedules play a role in the development of sleep problems among nurses. These results may be useful when designing healthy working schedules. [ABSTRACT FROM AUTHOR]