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Teilzeitarbeit in Führungsetagen ist eine Ausnahme, obwohl das Thema Arbeitszeit-reduzierung durch veränderte Familienarrangements und zunehmende berufliche Belastung wichtiger geworden ist. Daran hat weder der seit mehr als 20 Jahren bestehende Rechtsanspruch auf einen Teilzeitarbeitsplatz noch das im Jahr 2019 eingeführte Rückkehrrecht auf einen Vollzeitarbeitsplatz nach zeitlich begrenzten Arbeitszeitreduktionen etwas geändert. Dieser Beitrag nutzt Daten der Europäischen Arbeitskräfteerhebung, um Teilzeitarbeit von Führungskräften in Deutschland sowohl im zeitlichen als auch im internationalen Vergleich einzuordnen und damit ein empirisches Fundament für die gesellschaftliche Diskussion um Teilzeitführungskräfte zu legen. Die Auswertungen zeigen: In Deutschland arbeiteten im Jahr 2019 laut eigener Aussage rund 14 Prozent der Führungskräfte in Teilzeit. Im europäischen Vergleich gehört Deutschland damit zu den Ländern mit dem höchsten Anteil an teilzeitarbeitenden Führungskräften. Die Auswertungen zeigen auch, dass in Deutschland der Anteil der weiblichen Führungskräfte in Teilzeit mit rund 32 Prozent deutlich über dem der männlichen Führungskräfte liegt (rund 3 Prozent) und es große Unterschiede nach Altersgruppen gibt. Als Motiv für eine Arbeitszeitreduktion geben Führungskräfte, insbesondere Frauen, zumeist Pflege- und Betreuungsverpflichtungen. Forthcoming (accepted for publication: July 2021)

En el presente artículo se analiza la incidencia del tiempo en la configuración del régimen fijo discontinuo a fin de determinar cómo la misma condiciona los derechos de este tipo de trabajadores y la identificación del tiempo computable a efectos de su reconocimiento o cuantificación; eso es, de la antigüedad. Todo ello al hilo de las Sentencias del Tribunal Supremo de 19 de noviembre de 2019 (Rec. 2309/2017) y de 30 de julio de 2020 (Rec. 324/2018), en las que se resuelve, respectivamente, sobre el tiempo computable a efectos del complemento de antigüedad regulado en el IV Convenio Colectivo de la Agencia Tributaria (AEAT) y a efectos de la indemnización por despido del art. 56.1 ET. This article analyses the incidence of time in the configuration of the permanent seasonal regime in order to determine how it conditions the rights of this type of employee and the identification of the time to be considered for the purposes of its recognition or quantification; that is, seniority. All of this is in line with the Supreme Court decisions of 19 November 2019 (App. 2309/2017) and 30 July 2020 (App. 324/2018), in which it ruled, respectively, on the time that should be taken into account for the purposes of the seniority supplement regulated in the IV Collective Agreement of the Tax Agency (AEAT) and for the purposes of the severance payment under article 56, § 1, of Worker’s Statute.

В данной статье рассматривается проблема влияния экономической независимости на успеваемость студентов, раскрывается вопрос о возможности совмещения работы и учёбы учащихся высших учебных заведений. На основании опроса был сделан вывод: экономическая независимость от родителей и их желание стать самостоятельными влияет на успеваемость студентов, что вызывает нехватку времени на подготовку учащихся к занятиям. Данная статья может быть полезна при изучении влияния экономической независимости студентов на их успеваемость в ВУЗе., This article examines the problem of the influence of economic independence on student academic performance, reveals the question of the possibility of combining work and study of students of higher educational establishments. Based on the survey, it was concluded that economic independence from parents affects students' academic performance and their desire to become independent, as they lack of time to prepare for classes. This article can be useful in studying the impact of economic independence of students on their academic performance.

В статье даны рекомендации по размещению семеноводческих посевов, обработки почвы, внесению удобрений, посеву, внесению гербицидов, защиты от болезней и вредителей, контроль за качеством выращивания семян кукурузы во время вегетации, уборки семенной кукурузы, организации технологического процесса приема и подготовки семян кукурузы, особенностям подработки и затаривания семян родительских форм, оформление документов на семена, выращенные на стерильной основе, проведение грунтового контроля и сертификация семян кукурузы, The article provides recommendations on the placement of seed crops, tillage, fertilization, sowing, herbicide application, protection from diseases and pests, control over the quality of growing corn seeds during the growing season, harvesting seed corn, organizing the technological process for receiving and preparing corn seeds, features part-time work and packing of seeds of parental forms, paperwork for seeds grown on a sterile basis, ground control and certification of corn seeds, Кукуруза и сорго, Выпуск 3 2021, Pages 3-27

It can be hard to get the work-life balance right in research and academia. There is no one-size-fits-all recommendation for 'the best work-life balance', as we all have different work-life priorities. But for scientists, at least, Nobel Laureates' thoughts on the matter may prove useful. As such, we describe and discuss, ten recommendations toward a good work-life balance voiced by ten 1996-2013 nobel laureates.

We conducted an experiment in which we hired workers under different types of contracts to evaluate how flexible working time affects on-the-job productivity in a routine job. Our approach breaks down the global impact on productivity into sorting and behavioral effects. We find that all forms of working-time flexibility reduce the length of workers’ breaks. For part-time work, these positive effects are globally counterbalanced. Yet arrangements that allow workers to decide when to start and stop working increase global productivity by as much as 50 percent, 40 percent of which is induced by sorting.

We conducted an experiment in which we hired workers under different types of contracts to evaluate how flexible working time affects on-the-job productivity in a routine job. Our approach breaks down the global impact on productivity into sorting and behavioral effects. We find that all forms of working-time flexibility reduce the length of workers’ breaks. For part-time work, these positive effects are globally counterbalanced. Yet arrangements that allow workers to decide when to start and stop working increase global productivity by as much as 50 percent, 40 percent of which is induced by sorting.

We conducted an experiment in which we hired workers under different types of contracts to evaluate how flexible working time affects on-the-job productivity in a routine job. Our approach breaks down the global impact on productivity into sorting and behavioral effects. We find that all forms of working-time flexibility reduce the length of workers’ breaks. For part-time work, these positive effects are globally counterbalanced. Yet arrangements that allow workers to decide when to start and stop working increase global productivity by as much as 50 percent, 40 percent of which is induced by sorting.

We conducted an experiment in which we hired workers under different types of contracts to evaluate how flexible working time affects on-the-job productivity in a routine job. Our approach breaks down the global impact on productivity into sorting and behavioral effects. We find that all forms of working-time flexibility reduce the length of workers’ breaks. For part-time work, these positive effects are globally counterbalanced. Yet arrangements that allow workers to decide when to start and stop working increase global productivity by as much as 50 percent, 40 percent of which is induced by sorting.

This study aimed to confirm the relationships between part-time work experience, mental health, and suicidal behavior in adolescents. The impact of part-time work in this population is a controversial topic, perhaps because of the sociocultural background-related inconsistencies in previous results. In this cross-sectional study, which involved a secondary analysis of data from the 11th&ndash, 13th Korea Youth Risk Behavior Web-Based Surveys, conducted among 800 middle and high schools by the Korean government, we used propensity score matching analysis to minimize the impact of individual backgrounds on the findings concerning the relationships in question. Overall, part-time experience was significantly related to mental health problems and suicidal behavior even after eliminating background differences. Adolescents with part-time work experience had higher overall stress levels (odds ratio = 1.148, 95% confidence interval = 1.094, 1.205) than those without such experience, and more suicidal thoughts (odds ratio = 1.355, 95% confidence interval = 1.266, 1.450), suicide planning (odds ratio = 1.717, 95% confidence interval = 1.527, 1.929), and suicide attempts (odds ratio = 1.852, 95% confidence interval = 1.595, 2.151). Thus, it is important to pay increased attention to mental health and suicide-related issues in South Korean adolescents with part-time jobs.

International audience; Sports coach involved in face-to-face instruction today account for the majority of salaried employees in the sports sector. Their ever-growing number could be taken for a sign of the dynamism of this sector of employment. However, the ubiquity of part-time work raises concerns over the quality of these jobs. How should we understand this phenomenon? What are its impacts on career paths and professional expectations? The results of this research, based on interview research of part-time employees (n=44) and employers (n=29), point out the prevalence of situations of underemployment along with cases of selected secondary employment logics. Between precariousness of integration and exclusion, fragility and satisfaction, professional trajectories reveal an ambivalent professional sector based on “in between” jobs.; Les éducateurs sportifs caractérisés par une activité centrée sur le face-à-face pédagogique représentent la majorité des salariés de la branche du sport. Si leur nombre ne cesse de croître laissant supposer un fort dynamisme de ce secteur d’emplois, la qualité de ces derniers interpelle du fait du poids considérable du temps partiel. Comment comprendre l’importance des faibles quotités ? Quels en sont les impacts dans les parcours et les perspectives professionnels ? À partir d’une enquête qualitative par entretiens auprès de salariés en situation d’emploi à temps partiel (n = 44) et d’employeurs (n = 29), il est possible de montrer que derrière des logiques d’emplois secondaires choisis, la plupart des situations relèvent du sous-emploi. Entre précarité d’intégration et d’exclusion, fragilité et satisfaction, les trajectoires professionnelles mettent en évidence un secteur sportif ambivalent fondé sur l’« entre-deux ».

The Aim of this Article is to explore the Upward Mobility inside the Part-Time Labor Market from the Perspective of the Transition from the secondary Part-Time to the primary Part-Time or from the primary Part-Time to the primary Part-Time. One represents unskilled Part-Time Jobs. The other refers to skilled Part-Time Jobs. The economic Studies on the Upward Mobility of Part-time Employees are first presented. Part-Time to Part-Time Upward Mobility is analysed and discussed. A Case Study is carried out with Employees and Employers. The empirical Results show that this Mobility is a Way to promote Workers who are not available for a Full-Time Position of Responsibility. Therefore, these Employees have the Opportunity to progress in a Firm or from one Firm to another. This Mobility increases the Firms Productivity through the Use of skilled Workers inside the Part-Time Labor Market., L'objet de cet article est d'explorer la mobilité ascendante sur le marché du travail à temps partiel sous l'angle du passage du segment secondaire à temps partiel au segment primaire à temps partiel ou du segment primaire au segment primaire à temps partiel. L'un représente les emplois non qualifiés à temps partiel. L'autre se réfère aux emplois hautement qualifiés à temps partiel. Les recherches économiques sur la mobilité ascendante du temps partiel au temps plein sont d'abord présentées. La mobilité ascendante du temps partiel au temps partiel est ensuite abordée empiriquement. Une étude de cas exploratoire est menée auprès de salariés à temps partiel et de leurs employeurs. Les résultats empiriques montrent que cette mobilité professionnelle est un moyen de promouvoir les travailleurs n'étant pas disponibles pour occuper un poste à responsabilité à temps plein. Ces salariés ont donc la possibilité d'évoluer dans une entreprise ou d'une entreprise à une autre tout en restant à temps partiel. Les employeurs s'en servent pour accroître leur productivité par l'usage de salariés hautement qualifiés circulant uniquement sur le marché du travail à temps partiel.

This paper studies how the statutory right to work part-time affects mothers' post-birth labor market outcomes and higher-order fertility. I use a differences-in-differences design to investigate the introduction of a German law in 2001 that grants the right to work part-time to employees working in firms with more than 15 employees. I find that the reform does not increase the probability to return to work after childbirth significantly. However, mothers who gain the right to work part-time are more likely to work part-time in the short-run after childbirth, indicating that the law is effective in granting access to part-time employment to those mothers who want it. While the probability to return to work after childbirth is unaffected, the law has a positive effect on maternal employment and labor income in the long-run. The results suggest that the increase in the employment rate is due to a lower probability to drop out of the labor market after the temporary return and a lower probability to give birth to an additional child.

In this paper we investigate the recent fall in unemployment, and the rise in part-time work and labour market participation amongst prime-aged Germans. We show that unemployment fell because the Hartz reforms induced a large fraction of the long-term unemployed to deregister as jobseekers. However, labour force participation actually increased because many female non-participants accepted low-paid, part-time jobs. Counterfactual simulations using estimated transition probabilities show that observed changes in the stocks of registered and unregistered unemployment as well as marginal, contributed part-time and full-time employment after 2002 essentially resulted from changes in registered and unregistered unemployment outflows. Yet to obtain the full decrease in registered male unemployment, we need to account for the effect of wage moderation. A calibrated Diamond-Mortensen-Pissarides model suggests that wage moderation is at most half as strong as the unemployment reforms in explaining changes in unemployment, non-participation and part-time employment.

Экономический кризис 2020 года на фоне коронавирусной инфекции и снижение цен на нефть вынудил компании различных отраслей задуматься о проведении мероприятий по оптимизации затрат, в том числе на оплату труда. В настоящей статье проведен комплексный анализ подходов к оптимизации затрат на оплату труда, а также законодательные и управленческие аспекты их применения. Рассмотрены введение режима неполного рабочего времени, оформление простоя для работников, не задействованных в производственном процессе, предоставление работникам отпусков (с сохранением заработной платы и без). Проанализированы возможности работодателей по снижению заработной платы (оклада, надбавок и доплат, премий). Исследованы подходы к высвобождению персонала, рассмотрены основания увольнения работников. Особое внимание уделено анализу правовых рисков работодателя. Результаты исследования могут быть использованы при реализации кадровых мероприятий во всех сферах экономической деятельности., The economic crisis in 2020 in the background of coronavirus infection and decrease of oil prices made companies in various industries take measures in costs optimization, including salary costs. This article provides a comprehensive analysis of approaches to labor costs optimization, as well as legislative and managerial aspects of their application. The introduction of part-time work, downtime for employees not involved in the production process and provision of vacation and unpaid leave are considered. The possibilities of employers to reduce salary (base salary, allowances and surcharges, bonuses) are analyzed. The approaches to staff dismissal are examined, including the grounds for employment termination. Particular attention is paid to analysis of employer’s legal risks. The results of the study can be used in the personnel cost optimization process in all areas of economic activity., Актуальные вопросы современной экономики, Выпуск 4 2020

[Objective:] This study examines whether paternal part-time employment is related to greater involvement by fathers in child care and housework, both while fathers are working part-time and after they return to full-time employment. [Background:] The study draws on four strands of theory—time availability, bargaining, gender ideology, and gender construction. It studies couples' division of labor in Germany, where policies increasingly support a dual-earner, dual-carer model. [Method:] The study uses data from the German Socio-Economic Panel from 1991 to 2015 on employed adult fathers living together with at least one child younger than age 17 and the mother. The analytic sample comprises 51,230 observations on 8,915 fathers. Fixed effects regression techniques are used to estimate the effect of (previous) part-time employment on fathers' child-care hours, housework hours, and share of child care and housework. [Results:] Fathers did more child care and housework while they worked part time. Yet, most fathers reverted to previous levels of involvement after returning to full-time work. The only exception was fathers with partners in full-time employment, who spent more time doing child care and took on a greater share of housework after part-time employment than before. [Conclusion:] The findings are largely consistent with the time availability perspective, although the results for fathers with full-time employed partners indicate that the relative resources and gender ideology perspectives have some explanatory power as well.

в статье предпринята попытка сформулировать новые подходы к определению сущности и правовой природы рабочего времени. На основе норм Конституции Республики Узбекистан, глава VII Трудового кодекса Республики Узбекистан и зарубежного опыта исследуются вопросы понятия, содержания и видов рабочего времени. Вносятся предложения по совершенствованию правового регулирования рабочего времени., The article attempts to formulate new approaches to determining the nature and legal nature of working time. Based on the norms of the Constitution of the Republic of Uzbekistan, Chapter VII of the Labor Code of the Republic of Uzbekistan and foreign experience, the concepts, contents and types of working time are investigated. Suggestions are being made to improve the legal regulation of working time.

This exploratory compilation thesis of four sub studies in Social Work aims to qualitatively examine how employees are affected by organisational changes and other work-related processes, and also to increase understanding of the causes of sick leave and being on sick leave through analysing the experiences of people from different professional backgrounds. Against the background of the labour market and social policy changes introduced at the beginning of the 1990s, these are urgent issues to address, particularly since there is a lack of qualitative studies linking work environment to mental health and sick leave, from the perspective of the employee. The focus of this doctoral thesis is on the relational and emotional processes involved. The empirical material consists of qualitative interviews with assistant nurses and care assistants in municipal home care services for the elderly, and with individuals of different professional backgrounds who were on long-term sick leave with stress-related diagnosis. To understand the central contribution of the thesis – working in an uphill struggle – as something beyond the individual experience, the structures framing the individual must be included in the analysis. The feeling of working in an uphill struggle arises in the process of having to work against personal conviction and harbouring conflicting emotions when institutional and structural conditions for gainful employment and health insurance have changed for the worse, thus obstructing the opportunity to fulfil personal performance standards of quality and credibility. Conflicting feelings can lead to emotional dissonance, which unresolved may lead to illness and sick leave. The uphill struggle is manifested in various ways, as presented in the four sub studies. Denna avhandling i socialt arbete studerar hur arbetstagare påverkas av organisationsförändringar och andra arbetsrelaterade processer som kan föranleda psykisk ohälsa och sjukskrivning, samt hur det är att vara sjukskriven med en psykiatrisk diagnos av stressrelaterad karaktär. Det är angelägna frågor att studera mot bakgrund av den samhällsomvandling som inleddes i början på 1990-talet med omfattande förändringar inom arbetslivet och socialpolitiken, speciellt då det råder brist på fördjupad kunskap utifrån arbetstagares och sjukskrivnas perspektiv. För att förstå avhandlingens övergripande bidrag, arbete i motvind, som något mera än en individuell upplevelse, måste den kontext som individen lever inom inkluderas i analysen. Känslan av att arbeta i motvind uppkommer genom att tvingas arbeta mot sin övertygelse och härbärgera motstridiga känslor när institutionella och strukturella villkor för lönearbetet och sjukförsäkringen förändrats och försämrats och blir till hinder för att förverkliga egna krav på kvalitet och trovärdighet. Dessa motstridiga känslor kan leda till emotionell dissonans som om den inte löses upp riskerar att leda till ohälsa och sjukskrivning. Arbete i motvind tar sig uttryck på olika sätt som redovisas i avhandlingens fyra delstudier.

Die COVID-19-Krise verändert die Arbeitswelt. Der Lockdown zur Eindämmung der Pandemie ging in den Betrieben mit der weitgehenden Umstellung auf die Arbeit im "Homeoffice" einher: die Nutzung der betrieblichen Räume wurde stark eingeschränkt, Besprechungen wurden größtenteils auf Onlineformate umgestellt. In dieser Studie untersuchen wir, wie sich die COVID-19-Krise auf die Arbeitssituation der Jobsharer*innen in Deutschland ausgewirkt hat. Basierend auf einer Onlinebefragung von Jobsharer*innen zeigen wir, dass sich das Jobsharing-Modell als sehr robust erweist. Die Jobsharer*innen können während der Krise die Flexibilität, aber auch die Unterstützung und die strategischen Vorteile der Abstimmung und Entscheidung im Tandem nutzen, was ihnen die Bewältigung der neuen Belastungen erleichtert. The COVID-19 crisis is changing the world of work. The lockdown to contain the pandemic was accompanied in the companies by the extensive shift to work at home: the presence of employees on the companies' premises was severely restricted, meetings were largely converted to online formats. In this study we investigate how the COVID-19 crisis has affected the work situation of jobsharers in Germany. Based on an online survey of jobsharers, we show that the jobsharing model has proven to be very robust. During the crisis, the jobsharers could take advantage of the flexibility, but also the support and strategic advantages of joint decision-making with their jobsharing partner, which made it easier for them to cope with the new challenges.

У статті звертається увага на загал українського студентства денної форми навчання, які хочуть поєднувати своє навчання у вищому навчальному закладі з тимчасовою нетривалою оплачуваною роботою. Тобто, розглядається ситуація, коли студент денної форми навчання, який має основним видом своєї діяльності процес навчання у вищому навчальному закладі, має бажання тимчасово або одноразово виконувати певні види роботи з метою отримання доходу. Для студента така робота є не основним видом діяльності, а таким видом діяльності, що може відбуватися виключно у його позанавчальний час. Іншими словами, наше дослідження розглядає поточні можливості праці для студентів денної (стаціонарної) форми навчання у вільний від їхнього навчання час – у позанавчальний час. Ця стаття про стан можливостей та напрямки організації тимчасового працевлаштування з отриманням плати за виконану роботу для студентів денної форми навчання. У статті досліджено, що близько 90-99 % студентів денної форми навчання не мають можливості покращити своє матеріальне становище шляхом оформлення на оплачувану роботу у навчальному закладі, де вони навчаються. Дослідження, що представлене у статті, показало, що в Україні нараховується від 500 до 600 тис. студентів денної форми навчання, які не мають підприємницько-організованої можливості швидкого та надійного тимчасового підробітку. Кожний студент шукає можливість тимчасового підробітку самотужки та індивідуально поза межами свого навчального закладу. Пропонується створення такої підприємницької структури, яка, з одного боку, відслідковує, збирає та акумулює в собі заявки від юридичних та фізичних осіб щодо певних тимчасових видів роботи, а з іншого боку, формує свою базу даних із числа студентів, що бажають попрацювати за оплату. Мова йде про підпорядковану навчальному закладу сервісну підприємницьку структуру. В Україні такі структури – рідке явище. Отже, на думку авторів, подальший розвиток досліджень у напрямку організації студентського підробітку включає розроблення підприємницьких заходів щодо створення зазначених вище сервісних структур під впорядкуванням безпосередньо навчального закладу, в якому навчається студент. The article draws attention to the Ukrainian full-time students (bachelor's and master's levels of education) who want to combine their studies at a higher education institution with temporary short-term paid work. It is a situation is considered when a full-time student, who has the main activity of the study process in a higher education institution, has a desire to temporarily or once perform certain types of work in order to obtain income. For a student this work is not the main activity, but it is an activity that can take place only in his extracurricular time. In other words, our study examines current employment opportunities for full-time students (bachelor's and master's levels of education) to their free time or in extracurricular activities. This article is about the state of opportunities and directions of organizing temporary employment with payment for work performed for full-time students. The article examines that about 90-99% of full-time students do not have the opportunity to improve their financial situation by applying for a paid job in the educational institution where they study. The study presented in the article showed that in Ukraine there are from 500 to 600 thousand full-time students (bachelor's and master's levels of education) who do not have an entrepreneurially organized opportunity for fast and reliable temporary part-time work. Each student is looking for a temporary part-time job individually and individually outside of their institution. It is proposed to create such an entrepreneurial structure, which, on the one hand, tracks, collects and accumulates applications from legal entities and individuals for certain temporary jobs, and on the other hand, forms its own database of students wishing to work for pay. We are talking about a service business structure subordinated to the educational institution. In Ukraine, such structures are a rare phenomenon. Thus, according to the authors, the further development of research in the direction of the organization of student part-time work includes the development of entrepreneurial measures to create the above service structures under the direct regulation of the educational institution where the student studies.

Objectives Precarious employment conditions have become more common in many countries over the last decades, and have been linked to various adverse health outcomes. The objective of this review was to collect and summarize existing scientific research of the relationship between dimensions of precarious employment and the rate of occupational injuries. METHODS: A protocol was developed in accordance with the PRISMA-P checklist for systematic literature reviews. We searched PubMed, Web of Science and Scopus for articles on observational studies from North America, Europe, Australia and New Zealand published in peer-reviewed journals 1990-2017. A minimum of two independent reviewers assessed each article with respect to quality and eligibility criteria. Articles of high/moderate quality meeting all specified inclusion criteria were included in the review. RESULTS: The literature search resulted in 471 original titles, of which 17 articles met all the inclusion criteria. The most common exposures were in descending order; temporary employment, multiple jobs, working for a subcontractor at the same worksite/temp agency, part-time, self-employment, hourly pay, union membership, insurance benefits, flexible versus fixed work schedule, wages, job insecurity, work-time control and precarious career trajectories. Ten studies reported a positive association between precarious employment and occupational injuries. Four studies reported a negative association, and three studies did not show any significant association. CONCLUSIONS: This review supports an association between some of the dimensions of precarious employment and occupational injuries; most notably for multiple jobholders and employees of temp agencies or subcontractors at the same worksite. However, results for temporary employment are inconclusive. There is a need for more prospective studies of high quality, designed to measure effect sizes as well as causality.

The aim of this study was to determine the relationship between work hours and sickness absence: is a higher number of work hours associated with better or with adverse health? A systematic literature review was performed by searching Medline, PsychInfo, and Web of Science. All abstracts were screened to identify papers that empirically investigated the relationship between work hours and sickness absence in a working population. A total of 1072 papers were identified, and 70 papers were included in this review. A simple measure of the strength of effects was applied, and the findings are summarised in narrative form. Evidence supporting a relationship between sickness absence and working part-time or work hours as a continuous variable was inconclusive. These inconclusive findings might be due to heterogeneity in the operationalisation of key variables or to publication bias. Support for a negative relationship between long work hours and sickness absence was moderately strong. Possible explanations for this include the healthy worker selection effect, differences in job characteristics, and differences in job motivation. Empirical testing of these explanations, however, has been limited. Our findings indicate that employers should monitor employee health in times of high work pressure, even if sickness absence is low.

The aim of this study was to determine the relationship between work hours and sickness absence: is a higher number of work hours associated with better or with adverse health? A systematic literature review was performed by searching Medline, PsychInfo, and Web of Science. All abstracts were screened to identify papers that empirically investigated the relationship between work hours and sickness absence in a working population. A total of 1072 papers were identified, and 70 papers were included in this review. A simple measure of the strength of effects was applied, and the findings are summarised in narrative form. Evidence supporting a relationship between sickness absence and working part-time or work hours as a continuous variable was inconclusive. These inconclusive findings might be due to heterogeneity in the operationalisation of key variables or to publication bias. Support for a negative relationship between long work hours and sickness absence was moderately strong. Possible explanations for this include the healthy worker selection effect, differences in job characteristics, and differences in job motivation. Empirical testing of these explanations, however, has been limited. Our findings indicate that employers should monitor employee health in times of high work pressure, even if sickness absence is low. Norges forskningsråd 237784