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Objectives Working few hours a week, known as marginal part-time work, may increase both job and income insecurity, which have been linked to the risk of depression. This study examines the association between marginal part-time work and depression and the mediating role of job and income insecurity.Methods We included 30 523 respondents of the Danish Labor Force Survey (DLFS) between 2010 and 2017 and linked them to register-based information on weekly working hours, which was used to identify full-time workers and model group-based trajectories of marginal part-time. These data were linked with survey information on job and income insecurity, and register-based information on hospital-diagnosed depression or redeemed anti-depressant drugs in the following two years. We estimated hazard ratios (HR) by Cox proportional hazards models and conducted mediation analyses to estimate the natural direct and indirect effects using job and income insecurity as mediators.Results We identified three distinct trajectories of marginal part-time work: constant marginal part-time work, mobile towards marginal part-time work, and fluctuating in and out of marginal part-time work. Compared with full-time workers, the constant [HR 2.42, 95% confidence interval (CI) 1.83–3.20], mobile (HR 2.84, 95% CI 2.16–3.75), and fluctuating (HR 3.51, 95% CI 2.07–5.97) trajectories all had higher risks of depression. There was no evidence of mediation by either job (HR 1.02, 95% CI 0.92–1.12) or income (HR 0.98, 95% CI 0.89–1.08) insecurity.Conclusions We found a higher risk of depression following marginal part-time work. The higher risk was not mediated by job or income insecurity. OBJECTIVES: Working few hours a week, known as marginal part-time work, may increase both job and income insecurity, which have been linked to the risk of depression. This study examines the association between marginal part-time work and depression and the mediating role of job and income insecurity.METHODS: We included 30 523 respondents of the Danish Labor Force Survey (DLFS) between 2010 and 2017 and linked them to register-based information on weekly working hours, which was used to identify full-time workers and model group-based trajectories of marginal part-time. These data were linked with survey information on job and income insecurity, and register-based information on hospital-diagnosed depression or redeemed anti-depressant drugs in the following two years. We estimated hazard ratios (HR) by Cox proportional hazards models and conducted mediation analyses to estimate the natural direct and indirect effects using job and income insecurity as mediators.RESULTS: We identified three distinct trajectories of marginal part-time work: constant marginal part-time work, mobile towards marginal part-time work, and fluctuating in and out of marginal part-time work. Compared with full-time workers, the constant [HR 2.42, 95% confidence interval (CI) 1.83-3.20], mobile (HR 2.84, 95% CI 2.16-3.75), and fluctuating (HR 3.51, 95% CI 2.07-5.97) trajectories all had higher risks of depression. There was no evidence of mediation by either job (HR 1.02, 95% CI 0.92-1.12) or income (HR 0.98, 95% CI 0.89-1.08) insecurity.CONCLUSIONS: We found a higher risk of depression following marginal part-time work. The higher risk was not mediated by job or income insecurity.

In the context of the COVID-19 pandemic, this commentary describes and compares shifting employment and occupational health social protections of low-wage workers, including self-employed digital platform workers. Through a focus on eight advanced economy countries, this paper identifies how employment misclassification and definitions of employees were handled in law and policy. Debates about minimum wage and occupational health and safety standards as they relate to worker well-being are considered. Finally, we discuss promising changes introduced during the COVID-19 pandemic that protect the health of low-wage and self-employed workers. Overall, we describe an ongoing "haves" and a "have not" divide, with on the one extreme, traditional job arrangements with good work-and-health social protections and, on the other extreme, low-wage and self-employed digital platform workers who are mostly left out of schemes. However, during the pandemic small and often temporary gains occurred and are discussed. Funding Agencies|Canadian Institutes of Health Research [VR5-172687]

The aim of this study was to investigate which contextual aspects and mechanisms are decisive in the implementation of an integrated, tailored intervention to prevent violence and threats of violence from patients or inmates towards employees in psychiatric units and in prisons and detention centers. Based on a standardized implementation degree assessment of fidelity, reach and dose delivered, we selected two workplace cases from each sector, one with a high and one with a low implementation degree.Using a realist evaluation framework, we conducted a thematic analysis of the four selected workplace cases to identify prevalent contextual aspects and mechanisms underlying the implementation degree. We found that prioritization, synergy with parallel change processes, and intervention fit, were decisive mechanisms for the successful implementation of the intervention. We also found that lack of resources (staff instability, insufficient time, poor mental resources) and resource-demanding parallel change processes, were contextual aspects that “blocked” all mechanisms. That is, when resources were not available, none of the mechanisms for implementing the intervention was activated. Our findings point to the importance of investigating the roleof contextual aspects when assessing the effectiveness of organizational interventions.

Drawing on interviews with 12 young adults in the Danish digital labor market, this article investigates how young workers on digital labor platforms experience the tension between ‘algorithmic management’ and autonomy. Digital labor platforms promise autonomy to workers, but the study shows that the platforms in varying degrees exert control over the labor process in different stages of the work. The inherent non-transparency of the algorithmic management systems makes it difficult for the young workers to understand the underlying mechanisms of the platforms. While the young workers’ autonomy in some important ways is restricted by the algorithmic management systems, the young workers have all chosen the platform work because they feel that it allows them to control where and when they work. We propose the conceptualization ‘the double autonomy paradox of young workers’ to describe this phenomenon. Drawing on interviews with 12 young adults in the Danish digital labor market, this article investigates how young workers on digital labor platforms experience the tension between ‘algorithmic management’ and autonomy. Digital labor platforms promise autonomy to workers, but the study shows that the platforms in varying degrees exert control over the labor process in different stages of the work. The inherent non-transparency of the algorithmic management systems makes it difficult for the young workers to understand the underlying mechanisms of the platforms. While the young workers’ autonomy in some important ways is restricted by the algorithmic management systems, the young workers have all chosen the platform work because they feel that it allows them to control where and when they work. We propose the conceptualization ‘the double autonomy paradox of young workers’ to describe this phenomenon.

Despite efforts to reduce risk by providing young workers with safety knowledge and direct them to ways of working safe, injury rates are still relatively high in this group, which point to shortcomings in the understanding of the mechanisms that are important for safety learning. Therefore, in this article we will explore the mechanisms that are involved in safety learning of young newly employed workers. We draw on data from (participant) observation with 33 young workers during their first three months at work in the metal work sector, in elderly care, and in the retail sector. The analysis point to safety learning among young newly employed workers as more than a question about giving them information about safety issues. Through experiential learning, the formal safety information they are given is at times overturned, filtered through the everyday dilemmas of the work and through normalisations of risky practices at the workplace. The results point to safety learning as an integral part of the way that these workers are inducted to and engaged in the everyday dilemmas and handling of tasks at the workplace, such as helping colleagues or debating the correct ways of doing the job. Without being trained through debating and discussing the canons and practical application of correct practice, further reduction of risks and thereby injuries at work will potentially be difficult to achieve. Following this, reducing the risk of injury among young workers must largely be based on improvements targeted not only new young workers, but in the organisational safety practice as such. This will potentially improve the safety of new workers as well as senior employees in the workplace.

Med den omfattende digitalisering af samfundet bliver der kontinuerligt skabt nye måder at arbejde på via digitale platforme. Det er arbejdsformer, som især unge tager til sig . Disse nye arbejdsformer udfordrer det, vi traditionelt forstår som arbejde, og arbejdets traditionelle organiseringsformer. Et centralt begreb i denne udvikling er platformsøkonomien, som er en betegnelse for forskellige forretningsmodeller, hvor en kommerciel platform fungerer som mellemled mellem en arbejdstager og en kunde). På samme måde har sociale medieplatforme skabt grobund for nye typer af arbejde. Det overordnede formål med projektet har været at skabe viden om unges arbejde på nye digitale arbejdsmarkeder, disse unges arbejdsmiljø, samt at undersøge hvordan disse unge kan nås med arbejdsmiljøindsatser. Vi har været interesseret i at undersøge lønnet beskæftigelse blandt unge under 30 år, der er muliggjort eller skabt af digitale teknologier, og som udføres på- eller gennem digitale platforme eller markeder. Projektet er det første af sin slags i Danmark. Resultaterne bygger blandt andet på dybdegående interviews med 20 unge under 30 år, som arbejder via digitale arbejdsplatforme, samt internetpersonligheder som gamere, YouTubere og bloggere. Projektet er gennemført som et kollaborativt projekt med inspiration fra den canadiske ’Knowledge-Transfer-Exchange-model’ (KTE-modellen) og forsk-ningsmetoden ’forskningscirkler’. Således er alle projektets faser udviklet i tæt dialog med praksis gennem seks workshops, hvor forskerne samarbejdede med interessenter inden for de nye digitale arbejdsmarkeder. Projektet bidrager med indblik i, hvilke arbejdsmiljøproblemer som særligt knytter sig til det digitale aspekt i arbejdet og den nye organisering af arbejdet via de digitale platforme. Indsigterne kan opsummeres i følgende punkter:• Arbejdet på digitale arbejdsmarkeder udfordrer arbejdsmiljøfeltets traditionelle organisering, idet der ofte hverken er en traditionel arbejdsgiver eller en ansat. Arbejdstagerne betragtes og behandles som selvstændige. Arbejdet, der udføres, er kendetegnet ved at være yderst individualiseret og dereguleret.• Arbejdet via digitale platforme udfordrer således den traditionel tosidede beskæftigelses-relation mellem en arbejdsgiver og en ansat; beskæftigelsesrelationen udgøres her af tre til fem aktører, hvoraf minimum en af aktørerne er en digital platform. Beskæftigelsesrelationen er således tre- til fem-sidet. • På grund af uigennemskuelighed i disse beskæftigelsesrelationer mangler de unge ofte indsigt i det ansvar, som er uddelegeret til dem som selvstændige (generelt og i relation arbejdsmiljø).• Digitale arbejdsplatforme benytter algoritmer til at matche, rangere og sortere jobs og arbejdstagere. Således har arbejdsplatformene uddelegeret ledelsesopgaver fra mennesker til algoritmer. Disse algoritmiske kontrolmekanismer opleves ofte som uigennemskuelige af de unge. Desuden viser vores analyse, at platformenes kontrolmekanismer påvirker arbejdstagernes ’job kontrol’ og ’skema kontrol’ (Wheatley, 2017). Fra arbejdsmiljøforskningen er det velkendt, at manglende kontrol og autonomi i arbejdet kan have en negativ indvirkning på arbejdsmiljøet. • Unge med platformsarbejde får ingen eller meget begrænset oplæring og introduktion.• De arbejdsmiljøproblemer, som de unge fortæller om, er særligt psykosociale, såsom sammensmeltning af arbejde og privatliv, og savnet af kolleger.• Platformsarbejde kræver en høj grad af følelsesarbejde, der i nogle tilfælde kan opleves belastende. Herunder kræver det en særlig indsats for at opretholde en grænse mellem det professionelle og det private.• De unges forhold til arbejdet og arbejdsmiljøet på de digitale arbejdsmarkeder afhænger af deres position i transitionen ind på arbejdsmarkedet.

Changes in the labor marked globally and in the Nordic countries involve new forms of work and atypical employment among young workers. A significant proportion of young workers are in temporary positions, working irregular working hours, and part-time work. This also applies to the young workers portrayed in this report. They are working at online platforms as e-sport gamers, YouTuber or Influencers, an thus move into the borderland of the meanings we usually ascribe to the categories ‘work’ and ‘working environment’. This development also apply to traditional professions, such as carpentry work or service work, but the new aspect is that the work is mediated through online platforms, which seems to affect the working environment for those young workers. It is important to know more about new employment forms if we are to improve working environment among these young workers. Changes in the labor marked globally and in the Nordic countries involve new forms of work and atypical employment among young workers. A significant proportion of young workers are in temporary positions, working irregular working hours, and part-time work. This also applies to the young workers portrayed in this report. They are working at online platforms as e-sport gamers, YouTuber or Influencers, an thus move into the borderland of the meanings we usually ascribe to the categories ‘work’ and ‘working environment’. This development also apply to traditional professions, such as carpentry work or service work, but the new aspect is that the work is mediated through online platforms, which seems to affect the working environment for those young workers. It is important to know more about new employment forms if we are to improve working environment among these young workers.

I SveDan-projektet fann vi att skillnaden i frekvensen dödsolyckor i svensk och dansk byggindustri åren 1993-2012 var 45%. Syftet med SveDan-projektet var att i ett dansk-svenskt forskarsamarbete i en jämförande studie i bygg och anläggningsindustrin identifiera faktorer på makro-, meso- och mikronivå som kan förklara den stora skillnaden i förekomst av arbetsolyckor mellan Danmark och Sverige. Projektet har omfattat en rad delstudier baserat på olika såväl kvantitativa som kvalitativa metoder och med olika typer av datakällor. Projektet genomfördes i samarbete mellan Arbets- och miljömedicin, Sahlgrenska akademin, vid Göteborgs universitet; Arbejdsmedicin, Hospitalsenheden Vest, Herning; Institutionen för Sociologi och Socialt Arbejde vid Aalborg universitet; och Det Nationale forskningscenter for Arbejdsmiljø, Köpenhamn. Projektet visar att de mycket stora skillnaderna i rapporterad olycksfrekvens i byggindustrin i Danmark och Sverige i hög grad förefaller återspegla reella skillnader i säkerhet mellan länderna. De sammantagna resultaten av SveDan-projektets delstudier gör synligt ett mönster av faktorer som tillsammans kan förklara denna skillnad. Mönstret handlar om hur makt och inflytande hanteras och fördelas på olika nivåer i systemet bygg- och anläggningsindustri, och hur detta påverkar relationerna mellan funktioner, grupper och individer på ett sätt som får återverkan i hur säkerheten hanteras på arbetsplatsen.

Introduction: This protocol describes the study design of a research project on how working hours affect the risk of accidental injuries.Method: The research project will investigate how working hours during the past week affects the risk of all accidental injuries (during work, commuting and leisure time), with a main focus on timing of working hours. The population will consist of public sector employees in the Danish working hour database (DWHD) from 2008–2015, primarily employed in hospitals. Payroll data from the DWHD will be linked to accidental injuries recorded in the National Patient Register and The Danish Register of Causes of Death. The effect of timing of working hours will be studied in a multistate model with Poisson regression analyses.Discussion: A protocol helps in the planning of a research project and reduces the risk of data driven findings. This protocol describes the research questions, data, definitions and serves as a starting point for testing and applying the method in a subset of the data. The developed model will then be used to test the research questions in another subset of the cohort.

Begreberne ’prekært arbejde’, ’prekarisering’ og ’Prekariatet’ konceptualiserer, hvordan aktuelle neoliberale politikker og ændrede økonomiske forhold producerer nye former for marginalisering på arbejdsmarkedet. Gennem detaljerede analyser af tre etnografiske fortællinger om unge på kanten af arbejdslivet viser denne artikel blandt andet, hvordan det at blive betragtet som en let erstattelig arbejdskraft er med til at forme de unges subjektiveringsprocesser.

The understanding of the impact of shift work and long working hours on the risk of injuries remains incomplete. Many of the existing studies include small sample sizes, unique industries, only men etc. limiting the generalisability of the findings. The present study protocol therefore presents the aims, hypotheses, material and methods for studies of long working hours or night work on the risk of hospital treatment or death due to injuries when taking gender, age, industry, and socioeconomic status into account.

Denne rapport sammenfatter resultaterne af et tre- årige forskningsprojekt 'Sikkert Arbejde For Unge' (SAFU). Projektet har haft til formål at etablere viden om baggrunden for unges overhyppighed af arbejdsulykker i metalindustri, på social og sundhedsområdet (SoSu) samt i detailhandlen, hvor der samlet set er mange unge ansat.Med denne rapport håber vi, at projektets resultater kan understøtte myndigheder, organisationer og arbejdsmiljøprofessionelle i arbejdet med at forebygge unges arbejdsskader samt bidrage til realiseringen af 2020 handlingsplanen for arbejdsmiljøet, som har fokus på unge og nyansatte.Projektet er gennemført i samarbejde med Det Nationale Forskningscenter for Arbejdsmiljø og Arbejdsmedicinsk Klinik, Regionshospitalet i Herning.I rapporten peger vi på, at unge arbejdstagere er en meget differentieret gruppe, hvor alder ikke er præcis nok til at definere og undersøge risiko og ulykker. Unge praktiserer langt fra sikkerhed og arbejdsmiljø på samme måde. Deres måder at gøre risiko og arbejdsmiljø afhænger af de positioner de har i organisationen, samt de betingelser de er beskæftigede under. Et afgørende resultat i projektet er i den forbindelse konstruktionen af seks kategorier af unge: 'Faglærte', 'Elever/lærlinge', 'Sabbatår ungarbejdere', 'Studerende i arbejde', 'Uddannelsesdropouts' samt 'Vikarer. Formålet med de nye ungdomskategorier er at målrette forebyggelse af arbejdsulykker blandt unge mere direkte end det tidligere har været muligt."ENGLISH: Young workers aged 18-24 years have an increased risk of accidents/injuries at work compared to workers over 24 years of age. The research project ‘Safe work for young workers’ (SAFU – Danish acronym) examines factors that may have an impact on young workers’ excess risk of accidents/injuries at work, and the underlying mechanisms necessary to address the prevention of the accidents/injuries for young workers.The project focuses on three selected industries with three different working cultures,namely retail (supermarkets: a mix of women and men), nursing aides in nursing homes (primarily women) and the metal industry (primarily men). A mixed-methods design was used involving interviews with 66 young workers, as well as workplace observations and questionnaires with 274 young workers and 855 older employees in 18 companies.Young retail and metal industry workers were found to have an increased risk of injury compared to their older colleagues. Questionnaire results across all three sectors reveal that young workers take risks to a greater degree than older workers, and that they do this in order to do a job better or faster, and that they to a lesser extent than older workers consider their safety when they begin a task. There are no conclusive results across the three sectors in terms of safety culture and safety communication, although there is a tendency that young workers to a lesser degree than their older colleagues are encouragedto work safely, and that safety is something that is rarely talked about at their workplace.Compared to the other two sectors, a large proportion (57%) of young workers in retail work part-time, and 61% of the young workers primarily work after 3 pm on weekdays and on weekends. This is in light of the fact that 60-70% of the customers and sales in retail are after 3 pm on weekdays and on weekends. There is virtually no part-time work in the metal sector, and there are no differences between young and older workers working part-time as nurses’ aides in nursing homes. Part-time work is a young worker phenomenon, particularly in the retail industry. Part-time workers have a relatively weaker attachment to their workplace. Such detaching applies also to temporary workers working as nurses’ aides in nursing homes. This may also lead to a disconnection to a company's occupational health and safety (OSH) work, and it is supported by the project'sresults, which show that young part-time workers, who work 30 hours or less per week, have more than twice the risk of accidents compared to young full-time workers, who work more than 30 hours a week. Quantitative and qualitative data from all three sectors reveal that safety introduction, training and continuous follow-up are given in various ways: In the retail sector, young workers introduce each other to safety, whereas managers and more experienced employees do not seem to be key persons in the development of the young workers’safety behaviour. In comparison young nurses’ aides in nursing homes and young workers in the metal industry are involved in a more formal learning process, including an integrated introduction to safety. Yet a large portion of the introduction to safety is through an informal job training process, where students and apprentices learn about safety through work practice by following and being coached by an older and more experienced worker. However, the dominant norms and practices in the workplace are essential to how young workers practice safety. The results of the study are unclear regarding the implications of safety training, instruction and continuous follow-up on thesafety of young workers. The qualitative data show that young workers’ ways of ‘doing’ risk and OSH do not derive from a particular desire for risk oriented work. The concept of 'doing' risk and OSH in this context refers to a sustained and situated practice in which young workers actively strive to become part of a community (group) and their ways of practicing safety.Risk behaviour may be a way to adapt and demonstrate mastery of the dominantnormalised safety and risk practices in their workplaces. Young workers perceive that working fast and efficiently may be a way to be recognised as a good and competent young employee, even if it involves a certain degree of accident/injury risk at work. Young workers’ ways of doing risk and OSH in practice must therefore be seen as an organisational practice that gives them access to demonstrate mastery of and adaptation to the safety culture, routines and practices that already exist in their workplaces.Historically, young people are seen as a relatively homogeneous group. However, results from the SAFU project identify young workers as a very diverse group where chronological age is not precise enough to define and examine risk and accidents. Young workers do not practice OSH in the same ways, and their ways of doing risk and OSH depend on the positions they have in an organisation, and the conditions they are employed under. A main outcome of the SAFU project is the construction of six categories of young workers: ‘Skilled workers’, ‘Students/apprentices’, ‘Sabbatical workers’, ‘Students at work’, ‘Education drop-outs’ and ‘Temporary workers’. These arecompared in terms of their working hours, career perspectives, types of work, riskmanagement, self-perception in relation to risk and safety, and position in theorganisation. E.g. ‘Students at work’ may have a short-term career perspective in the present work, whereas others, such as apprentices, may have a long-term career perspective in their work, which may play a role in young workers’ approach to safety and subsequently the organisation of injury prevention measures. In conclusion, there is a need for a differentiation of the ‘youth’ category in the prevention of accidents and injuries among young worker. Accident prevention and campaigns targeted towards young workers need to take into account the different positions and conditions young workers have in their workplace. It is important in this context to examine how training, instruction and continuous follow-up can be adapted to the various categories of young people in order to reduce their risk of accidents/injury at work. Strategies must be based on both structural conditions and the more specificorganisational conditions that influence the safety of young workers. Failure to do so may perpetuate the risk of putting too much emphasis on the individual young worker’s attentiveness and cognitive abilities, rather than on efforts aimed at workplace structure, hierarchy and relationships.