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Introduction Suicidal ideation and attempts are considered to be graduated risks for suicide, yet they remain under studied. Suicide is among the leading causes of death in the U.S. for all individuals between the ages of 10 and 64 years. Suicide is a critical problem in the U.S. Military. The U.S. Army suicide rates surpassed civilian rates in 2008 and continue to climb steadily; with U.S. Army soldiers at more than twice the risk than U.S. civilians, and enlisted personnel at more than twice the risk of officers. Suicidal ideation and attempts are routinely reported within U.S. Army brigades using suicide-related serious incident reports (SR-SIRs). These reports could form a useful source of information for prevention planning, but to date there have been no efforts to summary these reports. This paper analyzes SR-SIRs among enlisted personnel for a 4-year period for 1 Army brigade, to test the usefulness of this information and to explore whether risk factors for attempts compared to ideation can be identified. Materials and Methods This report analyzes 130 de-identified reports of suicidal ideation (n  = 102) and suicide attempts (n  = 28) reported as SR-SIRs from August 2018 to June 2022 among enlisted personnel in an airborne infantry brigade combat team (BCT) outside the continental U.S. Analysis of de-identified data was not considered research by brigade and university human subject/IRB authorities. Fourteen soldier characteristics and context factors were examined to determine if they differentiate the two types of incidents, suicidal ideations and suicide attempts. Results Unit location and alcohol use at the time of the incident were strongly associated with suicide attempts compared to ideation. Attempts occurred disproportionately during off duty hours, and attempters were more likely to have had prior contact with behavioral health services than ideators; however, these differences did not attain conventional statistical significance. Conclusions The study can help inform unit-specific suicide prevention and intervention strategies. Off duty hours and alcohol use are risk factors for attempts, particularly among soldiers who have sought behavioral health care. Plans to engage and support soldiers who have sought behavioral health care during off duty hours, and information regarding the risks of alcohol use, could meaningfully reduce their risk. This is the first known attempt to examine active duty U.S. Army brigade combat team SR-SIRs, and they are a potentially valuable source of health and mental health-related information. [ABSTRACT FROM AUTHOR]

Et økende antall eldre med behov for tjenester vil sette et stadig større press på effektiv utnyttelse av ressurser i helse- og omsorgssektoren. Nye måter å organisere turnus på har blitt løftet frem som et tiltak som kan bidra til dette. Denne artikkelen presenterer data fra en landsomfattende kartlegging som ble gjennomført i 2022, av ulike turnusordninger i norske kommuner i tidsperioden 2018–2022. Følgende type tjenester er undersøkt: sykehjem, hjemmetjenester og ulike former for bofellesskap. I alt 1427 virksomhetsledere svarte på undersøkelsen, som tilsvarte en svarandel på 34 prosent. Vi har undersøkt utvikling i omfang av følgende turnusordninger: langvakter, fleksibel turnus og årsturnus. Kartleggingen viser en kraftig vekst i alle de tre undersøkte turnusordningene. Særlig ser vi en sterk vekst i antallet virksomheter hvor ansatte jobber langvakter, enten kun i helgene eller hele uka. Det har også vært en sterk økning i bruk av årsturnus, spesielt i kombinasjon med fleksibel turnusordning. Vi konkluderer med at det er behov for å innhente mer kunnskap om hvilke effekter ulike turnusordninger har for ulike forhold, slik som sykefravær, utskiftninger på arbeidsplassen og heltid/deltid.

The article addresses the challenges encountered in executing unpaid community service work, highlighting the importance of the role of probation counsellors and community institutions in this process. The problems identified in the research primarily involve a lack of understanding of specific duties by representatives of community institutions and a lack of interest in adhering to these duties. The study also emphasized that establishing a concrete work schedule is essential to ensure consistency in fulfilling the obligation and proper verification by probation counsellors. The research was conducted through the analysis of files from the Ilfov Probation Service and interviews with representatives of community institutions and probation counselors from this service. Data collected through interviews mainly focused on the perception of the knowledge and adherence to procedures for implementing unpaid community service obligations and the difficulties encountered. The study revealed that none of the analyzed institutions fully adhere to the procedures. The main causes include a lack of studying the legislation and misunderstanding the purpose of unpaid work. Recommendations include greater involvement of probation counselors in verifying adherence to procedures and developing informational materials for community institutions [ABSTRACT FROM AUTHOR]

Aim: This study aimed to investigate and synthesize the impacts of nurse staffing and work schedules on nurse turnover in acute hospitals. Background: The retention of nurses during the COVID‐19 pandemic was critical due to the increased demand for nurses. Among the multifaceted factors contributing to nurse turnover, it is worth examining nurse staffing and work schedules while considering policy intervention. Methods: The findings of this systematic literature review were reported in accordance with the Preferred Reporting Items for Systematic Reviews and Meta‐Analysis guidelines. Using eight databases, including CINAHL and PubMed, research articles published from January 2000 until June 2021 were reviewed. The inclusion criteria were original peer‐reviewed research, nonexperimental studies published in English or Korean languages, and studies examining the impacts of nurse staffing and work schedules on nurses' actual turnover. Results: Fourteen articles were reviewed. Among them, 12 studies investigated the relationship between nurse staffing and turnover, and four examined the impact of work schedules on nurse turnover. Nurse staffing levels are strongly related to nurse turnover in the expected direction. However, few studies have found that work schedules are significantly related to nurse turnover. Conclusion: Inadequate and unsafe nurse staffing leads to increased nurse turnover rates. More studies are needed to investigate the impacts of work schedules on nurse turnover. Implications for nursing, health, and social policy: Several states in the United States have adopted the nurse staffing policy during the COVID‐19 pandemic. More hospitals and the government should adopt and implement policies to regulate nurse staffing, reduce nurse turnover, and increase retention. Policy intervention in nurse work schedules should also be considered to prevent nurse turnover. [ABSTRACT FROM AUTHOR]

Gig work platforms often promise workers flexibility and freedom from formal constraints on their work schedules. Some scholars have questioned whether this "formal flexibility" actually helps people arrange gig work around non-work commitments, but few studies have examined this empirically. This paper examines how hours spent in microtask work – a form of gig work with high formal flexibility – influence work-to-life conflict (WLC) relative to conventional work hours, and how these relationships differ by workers' gender and financial situation. Fixed-effects regressions using panel data from workers on Amazon's Mechanical Turk platform (MTurk) suggest that microtask work hours are just as closely associated with WLC as conventional work hours. Moreover, microtask work disadvantages the same groups as conventional work (i.e. women and financially struggling workers). Only financially comfortable men seem immune from microtask hours' association with WLC. This suggests that the benefits of gig work's formal flexibility are often elusive. We argue that platforms like MTurk promote a flexibility mystique: the illusory promise that gig work empowers workers to set their own schedules and earn decent income without disrupting their personal/family lives. The gig economy's expansion may thus do little to bring work-life balance to the masses or alleviate inequalities at the work-life nexus. [ABSTRACT FROM AUTHOR]

Prior research shows that mothers' nonstandard work schedules are associated with worse child developmental outcomes. A key hypothesized mechanism of this relationship is children's time with parents. Yet, it is unclear how mothers' work schedules matter for the quantity of time or types of activities in which children engage with their parents. Using unique children's time-diary data on 808 children with employed mothers from a national survey of households, OLS regression models were used to estimate associations between mothers' nonstandard schedules and children's time with their mother—and in two-parent families, total time with either parent—considering both the total amount of time and time engaged in developmentally-supportive activities. We found that mothers' nonstandard schedules were associated with children spending more time with their mother on weekdays and suggestive evidence that this led to children spending more total time with their mother during the week. However, these positive associations were driven by mothers working irregular schedules with evidence of negative associations for evening and night schedules. The associations between mothers' work schedules and children's time with parents also varied by child age and family structure, suggesting that children in two-parent families, and those with more social and economic resources overall, may fare better than their counterparts when their mother works a nonstandard schedule. Findings highlight the importance of examining subgroup differences when estimating the associations between mothers' work schedules and child and family outcomes. [ABSTRACT FROM AUTHOR]

Introduction: The possibility of balancing career and family is meanwhile a central concern for most physicians when choosing a job. The aim of this study was to identify current barriers and opportunities for physician education and career planning. Methods: This cross-sectional study was conducted as an online survey between 11/2021 and 02/2022 and targeted physicians at all career levels in Germany who were members of a clinical professional association. Alternative and consent questions were used to assess experiences/attitudes toward various aspects of life and career planning, as well as alternative work and parental leave models, depending on gender, specialty, and hierarchical level. Results: The majority of the 2060 participants were female (69%) and had children (66%). Many childless residents reported that they felt they had to choose between children and a career. The majority of female residents, specialists and attending physicians (Ø 55.5%) stated that they had experienced career losses as a result of taking parental leave, while most men did not share this experience (Ø 53.7%). 92% of all participants agreed with the statement that men and women have different career opportunities. Job-sharing models were considered feasible at all levels of the hierarchy by an average of 55.6% of all medical executives. Conclusion: Parenthood and the use of parental leave and part-time work appear to have a significant impact on the career paths of those surveyed. Although the majority of directors of medical training programs are open to job-sharing models, further measures are needed in order to equalize career opportunities for men and women. [ABSTRACT FROM AUTHOR]

Background Studies have suggested that sitting time at work may lead to underperformance but they may underestimate the benefits to desk workers' performance of reducing occupational sitting time without considering the relative effects of the specific activities replaced. Aims To estimate differences in work performance (presenteeism, absenteeism and engagement) when occupational sitting time is reallocated to standing/stepping in desk workers. Methods Data for middle-aged desk workers were from a Japan-wide online survey (n  = 2228). Self-report proportion of occupational sitting and standing/stepping, work hours and work performance indicators, including absolute (ratings relating only to self) and relative (ratings of self, compared to others) presenteeism and absenteeism, and dimensions of work engagement, were collected. Partition and isotemporal substitution models were used to investigate the associations of occupational sitting and standing/stepping time with work performance, including their reallocation effects. Results In partition models, longer occupational sitting time was associated with a lower absolute presenteeism score (i.e. less productivity), lower absolute absenteeism (i.e. longer-than-expected work hours), and lower engagement. Longer occupational standing/stepping time was associated with lower absolute absenteeism and more engagement. Isotemporal substitution models showed that each hour of occupational sitting reallocated to standing/stepping was favourably associated with overall work engagement (B  = 0.087; 95% confidence interval 0.051, 0.122) and its dimensions (B ranged from 0.078 to 0.092), but was not associated with presenteeism or absenteeism. Conclusions These findings suggest that management support and practical initiatives to encourage desk workers to replace portions of their sitting time with standing/stepping may contribute to enhanced work engagement. [ABSTRACT FROM AUTHOR]

Employment legislation intended to establish scheduling standards in hourly jobs is spreading across US cities. Yet the well-documented role that cost-focused business models play in shaping manager practices forecasts uneven compliance. Joining perspectives from labor and public policy studies, the authors examine variation in the organizational arena—local workplaces—where implementation of scheduling regulation is set to play out. Analyses draw on surveys and interviews with 52 retail and food service managers on the eve of enactment of Seattle's Secure Scheduling Ordinance. By capturing the full range of variation in managers' scheduling practices prior to enactment, and their distance from legal compliance, the authors contribute unique insight into the prospects of establishing universal work hour standards in service industries and the varying pathways employers will likely pursue toward regulatory compliance. Findings suggest targets for enforcement and manager training and offer insight into the implementation challenges posed by municipal-level regulation. [ABSTRACT FROM AUTHOR]

Against the backdrop of dramatic changes in work and family life, this article draws on survey data from 2,971 mothers working in the service sector to examine how unpredictable schedules are associated with three dimensions of parenting: difficulty arranging childcare, work-life conflict, and parenting stress. Results demonstrate that on-call shifts, shift timing changes, work hour volatility, and short advance notice of work schedules are positively associated with difficulty arranging childcare and work-life conflict. Mothers working these schedules are more likely to miss work. We consider how family structure and race moderate the relationship between schedule instability and these dimensions of parenting. Unstable work schedules, we argue, have important consequences for mothers working in the service industry.

The hotel sector is synonymous with working hours that are long, unpredictable and result in poor outcomes for employees. Arguably, they constitute one of the most significant features of the employment relationship, yet little research exists to explore the factors influencing the scheduling of hours and the degree of control employees can exert on their pattern of work. This article aims to help fill this gap by exploring what shapes employee working hours and the extent to which each side of the employment relationship exercises control. Qualitative research was conducted with purposive sampling used to identify and interview employees in the UK hotel sector, combined with managers responsible for budgetary control over labour and for setting work schedules. The findings suggest that a combination of customer demand patterns and the choice by employers to minimise labour costs effectively reduce employees’ ability to control or challenge work schedules. The lack of employee voice is structured into the employment relationship, depriving workers of a healthy work-life balance, their ability to take breaks and legally entitled pay.

We estimate the causal effects of responsible scheduling practices on store financial performance at the U.S. retailer Gap, Inc. The randomized field experiment evaluated a multicomponent intervention designed to improve dimensions of work schedules—consistency, predictability, adequacy, and employee control—shown to foster employee well-being. The experiment was conducted in 28 stores in the San Francisco and Chicago metropolitan areas for nine months between November 2015 and August 2016. Intent-to-treat (ITT) analyses indicate that implementing responsible scheduling practices increased store productivity by 5.1%, a result of increasing sales (by 3.3%) and decreasing labor (by 1.8%). Drawing on qualitative interviews with managers and quantitative analyses of employee shift-level data, we offer evidence that the intervention improved financial performance through improved store execution. Our experiment provides evidence that responsible scheduling practices that take worker well-being into account can enhance store productivity by motivating additional employee effort and reducing barriers to employees adhering to the scheduled labor plan. This paper was accepted by David Simchi-Levi, operations management. Funding: This research was supported by generous grants from the W.K. Kellogg Foundation, the Washington Center for Equitable Growth, the Robert Wood Johnson Foundation, the Institute of International Education in collaboration with the Ford Foundation, the Center for Popular Democracy, the Suzanne M. Nora Johnson and David G. Johnson Foundation, and Gap, Inc. Supplemental Material: The data files and online appendix are available at https://doi.org/10.1287/mnsc.2021.4291. [ABSTRACT FROM AUTHOR]

Against the backdrop of dramatic changes in work and family life, this article draws on survey data from 2,971 mothers working in the service sector to examine how unpredictable schedules are associated with three dimensions of parenting: difficulty arranging childcare, work-life conflict, and parenting stress. Results demonstrate that on-call shifts, shift timing changes, work hour volatility, and short advance notice of work schedules are positively associated with difficulty arranging childcare and work-life conflict. Mothers working these schedules are more likely to miss work. We consider how family structure and race moderate the relationship between schedule instability and these dimensions of parenting. Unstable work schedules, we argue, have important consequences for mothers working in the service industry. [ABSTRACT FROM AUTHOR]

The hotel sector is synonymous with working hours that are long, unpredictable and result in poor outcomes for employees. Arguably, they constitute one of the most significant features of the employment relationship, yet little research exists to explore the factors influencing the scheduling of hours and the degree of control employees can exert on their pattern of work. This article aims to help fill this gap by exploring what shapes employee working hours and the extent to which each side of the employment relationship exercises control. Qualitative research was conducted with purposive sampling used to identify and interview employees in the UK hotel sector, combined with managers responsible for budgetary control over labour and for setting work schedules. The findings suggest that a combination of customer demand patterns and the choice by employers to minimise labour costs effectively reduce employees' ability to control or challenge work schedules. The lack of employee voice is structured into the employment relationship, depriving workers of a healthy work-life balance, their ability to take breaks and legally entitled pay. [ABSTRACT FROM AUTHOR]

Introduction: Shift work and demanding work schedules contribute to occupational fatigue, negatively affecting patient safety and nurses' well-being, consequently placing nurses and patients at risk for injury and adverse health outcomes. For preventing fatigue and minimizing its negative consequences, information about its characteristics and associated factors is required. Objectives: This study aimed to assess occupational fatigue "acute fatigue, chronic fatigue, and inter-shift recovery" among Saudi nurses working 8-h shifts. Further, we explored factors associated with fatigue from nurses' perspectives. Methods: We conducted a mixed-method study with a convenience sample of Saudi nurses (N = 282) working in four public hospitals in Saudi Arabia. Data were collected using the nurses' profile form; the occupational fatigue exhaustion recovery (OFER) scale, for relevant quantitative data; and open-ended questions for qualitative data. We used descriptive and inferential statistics for analysing the quantitative data and content analysis of the qualitative data. Results: The results showed that Saudi nurses rated themselves moderately fatigued with working 8-h shifts. The inter-shift recovery subscale showed a negative correlation with chronic fatigue and acute fatigue (r = −0.518, r = −0.356, P < 0.001). Sleeping problems, meals per day, and frequency of exercise showed significant relations with chronic fatigue among nurses (p < 0.05). In addition, three categories were derived from the qualitative content analysis. Saudi nurses reported work-related, psychosocial, and individual factors as major contributors to fatigue and recovery. Conclusion: Occupational fatigue is a multidimensional issue, and nurses and nurse managers are challenged with reducing its prevalence and negative impact on nurses and patients. Our quantitative and qualitative findings suggest the need for a comprehensive approach to fatigue management and mitigation, including organizational support, creative workforce planning, flexible work schedules, and psychosocial support. Fatigue reduction and prevention policies and educational programs are vital strategies to improve nurses' well-being and inter-shift recovery. [ABSTRACT FROM AUTHOR]

Working parents must arrange some type of care for their young children when they are away at work. For parents with unstable and unpredictable work schedules, the logistics of arranging care can be complex. In this paper, we use survey data from the Shift Project, collected in 2017 and 2018 from a sample of 3,653 parents who balance work in the retail and food service sector with parenting young children from infants to nine years of age. Our results demonstrate that unstable and unpredictable work schedules have consequences for children's care arrangements. We find that parents' exposure to on-call work and last-minute shift changes are associated with more numerous care arrangements, with a reliance on informal care arrangements, with the use of siblings to provide care, and with young children being left alone without adult supervision. Given the well-established relationship between quality of care in the early years and child development, just-in-time scheduling practices are likely to have consequences for children's development and safety and to contribute to the intergenerational transmission of disadvantage. [ABSTRACT FROM AUTHOR]

This study addresses the retention challenges of Nordic eldercare by investigating how care workers' work-time arrangements are associated with consideration to quit the job. Particular attention is paid to the mediating role of economic distress and work-life conflict. Based on a Nordic cross-sectional survey (Nordcare II), we investigate how different modes of shift work scheduling and involuntary part-time employment are directly and indirectly associated with consideration to quit the job. Parallel analyses from Denmark, Finland, Norway and Sweden reveal that work-time arrangements are indirectly associated with consideration to quit the job in all countries. Perceived work-life conflict increases with the number of different shifts included in a shift schedule. Danish care workers, who more often work fixed shifts, report the lowest level of work-life conflict. Involuntary part-time employment, which is most widespread in Norway, is directly associated with financial distress in all countries, but with work-life conflict in Norway only. [ABSTRACT FROM AUTHOR]

Using the National Longitudinal Survey of Youth-1979, we used sequence analysis to chart couples' work schedules and family configuration clusters between ages 22 and 53 (n = 5263) to examine the association between family demands from marriage and childrearing and work arrangements between partners via a life course perspective by focusing on nonstandard work schedules, a vital indicator of precarious employment. We also explored whether such an association differs by race–ethnicity. Our sequence analyses uncovered six joint work schedule arrangements and six family configurations between ages 22 and 53, demonstrating the heterogeneity of family and work trajectories over working lives. We found married couples with two children later in life had relatively stable work patterns, whereas married couples with three or more children had the most diversified work patterns between ages 22 and 53. Furthermore, non-Hispanic Blacks were more likely to have relatively vulnerable work patterns than their non-Hispanic White counterparts. [ABSTRACT FROM AUTHOR]

Work schedules may fuel precariousness among U.S. workers by undermining perceptions of security, both economic and societal. Volatile hours, limited schedule input, and short advance notice are all dimensions of precarious work schedules. Our analyses suggest that scheduling practices that introduce instability and unpredictability into workers’ lives undermine perceptions of security in unique ways for hourly and salaried workers. Although the data suggest that precarious scheduling practices are widespread in the labor market, workers who are black, young, and without a college degree appear to be at highest risk. The findings highlight the importance of examining constellations of scheduling practices and considering the direction of work-hour fluctuations when investigating the ramifications of today’s scheduling practices for quality of employment and quality of life.

Research has thus far privileged the impact of shift work on workers’ health from the workers’ perspective. Inversely, this study evaluates the impacts of such a work schedule on the family and social life of workers according to their partners’ perspective. It also compared the impacts of two different work schedules (shift work vs. normal work) on family and social life. Five hundred and fifteen partners of Portuguese police officers participated in the study, and it was found that shift work has a moderate to high impact on all evaluated areas of family and social life. Partners of shift workers report greater impacts on family reorganization and joint social life. Regarding the two work schedules, statistically significant differences were found in all evaluated areas, and the partners of shift workers reported greater impacts of their partner's work schedule than did the partners of day workers.

Objective: To estimate the prevalence and association of work organization associated with poor sleep quality among airline pilots. Methods: 1234 airline pilots filled out an online questionnaire. Independent variables included demographic data, work organization aspects, health, and sleep information. A question derived from the Karolinska Sleep Questionnaire was used to obtain subjective sleep quality. Poisson regression with robust variance was performed. Results: The prevalence of poor sleep quality was 48.2%. Poor sleep quality was associated with high frequency of technical delays, ≥ 5 consecutive night shifts, moderate and great need for recovery after work, difficulty commuting to work, being insufficiently physically active and sleeping 6-8 hours and < 6 hours on days off. Conclusion: Pilots’ daily work schedules, consisting of frequent delays, long working hours and perceived high work demands preventing adequate recovery were associated with poor sleep quality.

Over the last 40 years, changing employer practices have introduced instability and insecurity into working-class jobs, limiting the voice that employees have in their own employment and deteriorating overall job quality. In the decade after the Great Recession, slow but sustained economic growth benefitted workers in terms of generally higher employment and wages and reductions in involuntary part-time work. But we show that in that same period, other aspects of working-class jobs changed in ways that were less advantageous to workers. We examine recent, troubling trends in nonstandard employment, precarious scheduling practices, and employer labor violations, arguing that without the introduction of policies that rebalance terms of employment toward worker interests, an economic recovery alone is unlikely to reverse the overall trend toward reductions in job quality. We argue for federal-level policies that expand public insurance programs, establish minimum standards of job quality, and include avenues for collective employee voice in employment and public policy debates. Such strategies have potential to improve job quality. [ABSTRACT FROM AUTHOR]

BACKGROUND: Distinctly, shift work is burdensome for nurses and may lead to health problems. OBJECTIVE: The purpose of the study was to examine the nursing shift system genres and to analyze the potentially debilitating effects upon sleep quality and the subjective state of physical and mental health when considering varying shift schedules. METHODS: The first cross-sectional study (n = 639) was performed at the Clinical Center at the University of Pécs, and throughout various hospitals in the South-Danubian Region. The Hungarian version of the Bergen Shift Work Sleep Questionnaire, the Berlin Questionnaire and the 13-item Sense of Coherence Scale were implemented. In the longitudinal survey (n = 52), the quality of sleep was determined by the ActiGraph GT1M type of activity meter supplemented with a sleep diary. RESULTS: Interestingly, most respondents weight gained among the irregular schedule group (p = 0.004). The nurses working a flexible schedule reportedly slept better (p = 0.003), had a higher sense of coherence (p = 0.013) and exhibited better subjective health status (p = 0.017) than when compared with nurses working irregular shifts. The frequency of psychosomatic complaints aligned with the length of rest periods proved influential (p = 0.013). CONCLUSION: Admittedly, the irregularity of work schedules is stressful for nurses. Due to the health status of nurses, it is a worthy consideration to establish the least exhausting work schedules. [ABSTRACT FROM AUTHOR]

This study examined the associations of work schedules and spousal satisfaction among Finnish (n = 347), Dutch (n = 304) and British (n = 337) parents. In addition to comparing parents with nonstandard schedule with parents in regular day work, the study examined separately the roles played in spousal satisfaction of morning, evening, night and weekend work and other working time-related variables (working hours, changes in and influence over one’s work schedules and spouse’s work schedule). The three-country data were analyzed using structural equation modeling with a multigroup procedure in Mplus. Little evidence for negative associations of work schedules and related factors with spousal satisfaction was found among the present European employees. No between-country differences were found in the examined associations. The quantitative analyses were supplemented with content analysis of parents’ descriptions of the experienced effects of their working times on their spousal relationship. Parents described their working times mostly as having a negative influence on their possibilities of being together, organization of daily life, psychological and physiological reactions and spousal communication. Some, however, also mentioned benefits and finding solutions to problems related to their working times.

Copyright of Journal of Engineering (17264073) is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) 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.)

Working time arrangements that match employees' preferences have been proposed as determinants of employees' well-being, an assumption rooted in person-environment fit theory. The aim of this study was to investigate the role of fit and misfit between actual and preferred working time arrangements (length of working hours, control over the beginning and end of workdays, and workplace segmentation) for employees' satisfaction with work-life balance. We analyzed data from 8,580 employees from the BAuA-working time survey – a representative study among the working population in Germany – by means of polynomial regression and response surface analyses. Analyses did not point toward congruence effects but revealed significant main effects: Satisfaction with work-life balance was higher in case of shorter actual and longer preferred weekly working hours, and it was decreased if employees worked longer than they preferred. Moreover, more supplies and lower preferences in terms of control over the beginning and end of workdays, more workplace segmentation supplies, and lower workplace segmentation preferences were related to higher satisfaction with work-life balance. Overall, this study sheds light on the roles of fit and misfit between actual and preferred working time arrangements for employees' work-home interface. Findings suggest that while employees' preferences should find entrance into the design of work schedules, congruence is not a precondition for achieving a good work-life balance. Most importantly, for a good work-life balance, working hours should not be longer than preferred, and employees should have some control over their scheduling and possibilities to segment work and private life. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Family Research (JFR) is the property of University of Bamberg Press 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.)

Objectives: Study examines the curvilinear associations of working time dimensions (working hours, time pressure, work schedules, and control of work time and pace) on psychological and somatic symptoms. Methods: Representative Finnish Quality-of-Work-Life Surveys conducted in 2003, 2008, and 2013 were restricted to those (N= 11,165) regularly working over lOh/wk with more than 1-year tenure in their job. Generalized additive models were utilized in analysis. Results: Working hours had U-shaped relationships with psychosomatic symptoms, while time pressure had a threshold effect. Work pace control had linear effect. The effects of work time control and work schedules were insignificant. There were interaction effects between working time dimensions. Conclusions: Organizations should acknowledge the dynamics of working time dimensions. Notably, time pressure has a hazardous relation to psychosomatic symptoms, but working pace control can buffer the negative effect. [ABSTRACT FROM AUTHOR]

Introduction: Having a mentor is associated with higher job satisfaction among U.S. physicians. The objective of this study was to assess satisfaction among military medical officers and to assess if mentorship and job satisfaction are associated with intention to continue military service.Materials and Methods: This is a cross-sectional study using voluntary, anonymous data from 2018 Uniformed Services Academy of Family Physicians Annual Meeting registered attendees who completed an online Omnibus Survey. Outcome measures: satisfaction with work hours and workload; voice in organizational decision-making; amount of teaching, research, and other administrative tasks; being and having a mentor; and likelihood of remaining in the military beyond current service obligation. Statistical analysis: descriptive statistics, chi-square, and logistic regression.Results: There was a 66% response rate (310/568) among registered attendees. Respondents reported being satisfied with work hours-workload (53.3%), voice in organizational decision-making (47.4%), and amount of teaching-research-other administrative tasks (55.7%). About 64.6% of respondents reported being a mentor, and 80.7% reported having a mentor. About 53.4% reported being likely/very likely to continue military service beyond their current service obligation. Adjustment for demographic and occupational factors, with significance defined as P ≤ 0.05, revealed that higher percent time in clinical care was negatively associated with satisfaction with voice in organizational decision-making; being a mentor and working in an academic practice setting were positively associated with satisfaction in amount of time with teaching, research, and administrative tasks; and having a mentor was the only factor associated with being likely/very likely to continue military service beyond current service obligation (odd ratio 3.9, 95% confidence interval 1.2-12.1).Conclusions: Having a mentor was the only factor associated with intention to remain in the military among 2018 Uniformed Services Academy of Family Physicians Omnibus Survey respondents. These results support enhancing mentorship among military medical officers. [ABSTRACT FROM AUTHOR]

According to transport economics theory, the effect of flexible hours should be that workers spread out their starting times with the result that rush-hour travel conditions improve. But is this really what happens regardless of territorial contexts and transport systems? Paris and San Francisco region are facing serious congestion and are also the French and American cities with their countries' largest share of workers with flexible hours. In those contexts, do employees with the possibility of flexible working hours in fact avoid peak-time travel? Drawing on an international literature review and data from the national household travel surveys for the Paris region and the Metropolitan Area of San Francisco, we reveal new findings that may even appear paradoxical. Far from leading to staggered workplace arrival times, in Paris, flexible hours are associated with a significantly higher probability of arrival at work during the morning peak period. In San Francisco, flexibility has no significant impact on peak period. In an era of flexible schedules, our research tempers the idea of any systematic impact of flexibilisation oriented toward desynchronisation. It reveals that the impact of flexible hours depends on territorial dynamics, where the "social distribution of flexibility" plays an important role. [ABSTRACT FROM AUTHOR]

Introduction: Work-shifting is one of the inevitable achievements of technology and has become a part of the 24-hour community around the world. However, it has been considered as a health hazard, which can have adverse effects on various aspects of human life. Working in mines is a job that many people work in shifts in it and according to the specific conditions of the mine, they cannot adapt to it. So, the present study was conducted to investigate the health problems associated with work shifts in Bafq Central Iron Ore. Methods: This cross-sectional descriptive analytical study was carried out in central iron ore using stratified random sampling. The sample size consisted of 310 workers using the Morgan table. Data were collected using a researcher-made questionnaire and analyzed by SPSS 21 software Results: The results showed a significant relationship between work shift and health problems of the employed workers. There was also a significant relationship between shifting and psychosocial problems. There was no significant relationship between work-shift and cardiovascular, skeletal, and gastrointestinal problems. Conclusion: The results of this study showed that shift-working is related with health problems and mental and psychological problems. Therefore, by developing appropriate shift schedules and holding counseling sessions and appropriate training for employees in different fields, the above problems can be reduced.

Shift work, especially if it involves night work and/or weekend work, may represent disadvantages for workers and their families at the level of family, social life, and health. The present study evaluates the impacts of three work shifts (morning, afternoon and night) on sleep, family and social life as well as satisfaction with work schedules. In total, 373 Portuguese textile workers participated in this study; all were men. The results indicated that night shift workers had greater sleep disturbances and less satisfaction with their work schedules. On the other hand, morning shift workers were most satisfied with family and social life in association with their work schedules. Based on the results, implications of the practice have been reflected.

To reduce congestion at morning rush hour, suggestions typically put forward rest on considerations of a tactical nature: it is companies’ schedules which dictate that workers all commute at the same time. Thus, one proposed solution by traffic engineers and policy makers is to promote flexible work schedules. In this circumstances, the article questions the cliché that would automatically relates work schedules flexibility with spreading of passenger flows around morning peak times. Based on an international literature review and the exploiting of the last national household travel survey in the Parisian region (ENTD 08), it reveals new findings that are apparently paradoxical. The flexibility of working hours, far from leading to a spread of arrival times at workplaces, would rather be associated with an increased concentration of rush-hour trips.

This paper investigates the relationship between schedule instability and underemployment among hourly employees. The value to employers of specific hours of work often varies over short intervals, motivating variable scheduling and incomplete contracts that do not specify hours or availability. When employers offer variable weekly total hours, competition for scarce hours motivates employees to be available for work over a broader range of times. Workers may consequently be rewarded with more hours, but they garner fewer hours than their counterparts with stable hours. Cross-sectional analysis of the Canadian Workplace and Employee Survey demonstrates that underemployment is significantly more likely among hourly workers on unstable schedules. Longitudinal analysis indicates that even among the initially underemployed, who are strongly motivated to increase their availability, switching into an unstable schedule results in significantly fewer hours, providing evidence of employer-driven constraints on hours. There is no evidence of compensating differentials for unstable schedules. [ABSTRACT FROM AUTHOR]

Objectives: Cerebrovascular and cardiovascular diseases (CCVDs) and mental disorders, including suicide, are prevalent among overworked individuals in Japan. The 2014 legislation regarding the prevention of overwork‐related deaths and disorders has accelerated the research in this field and ultimately the implementation of preventive actions. Methods: To understand the current problematic situations, the Research Center for Overwork‐Related Disorders of the National Institute of Occupational Safety and Health, Japan, conducted analyses of compensated claims for overwork‐related CCVDs and mental disorders that were recognized from January 2010 to March 2015. Results: The majority of CCVD cases were the men in their 50s. Transport and postal activities was the highest risk industry. Cerebrovascular cases were higher than cardiovascular ones. Long working hours was the principal factor for CCVDs. The mental disorder cases comprised approximately 70% men and affected younger age groups (peak in the third decade) with various industries at risk. In men, there was an almost equal number of F3 (Mood [affective] disorders) and F4 (Neurotic, stress‐related, and somatoform disorders) diagnoses according to the 10th revision of the International Classification of Diseases and Related Health Problems. A larger number of women were diagnosed to have F4. The mental disorder cases were associated not only with long working hours, but also with injuries and disasters as well as interpersonal conflict at work. Conclusions: Multiple, simultaneous actions need to be made by employees, employers, researchers, and the authorities to achieve the goal of reducing the number of workers suffering from the overwork‐related CCVDs and mental disorders. [ABSTRACT FROM AUTHOR]

The rapid evolution into a 24 h society challenges individuals' ability to conciliate work schedules and biological needs. Epidemiological research suggests that social and biological time are increasingly drifting apart ("social jetlag"). This study uses a spatial regression discontinuity design to estimate the economic cost of the misalignment between social and biological rhythms arising at the border of a time-zone in the presence of relatively rigid social schedules (e.g., work and school schedules). Exploiting the discontinuity in the timing of natural light at a time-zone boundary, we find that an extra hour of natural light in the evening reduces sleep duration by an average of 19 minutes and increases the likelihood of reporting insufficient sleep. Using data drawn from the Centers for Disease Control and Prevention and the US Census, we find that the discontinuity in the timing of natural light has significant effects on health outcomes typically associated with circadian rhythms disruptions (e.g., obesity, diabetes, cardiovascular diseases, and breast cancer) and economic performance (per capita income). We provide a lower bound estimate of the health care costs and productivity losses associated with these effects. [ABSTRACT FROM AUTHOR]

Details of two‐way flows of primary products, implements, labour, information and finance drawn from runs of farm diaries, stock and station agents' records, and newspaper articles were used to analyse work schedules on three comparable properties between 1874 and 1930, and to track the development of mixed cropping and livestock farming in southern New Zealand when draught horses were giving way to either steam or internal combustion engines as the prime source of motive power. The earliest records are for two farms in the late 19th century, and the most recent are for a third property in the 1920s. [ABSTRACT FROM AUTHOR]

Research has thus far privileged the impact of shift work on workers' health from the workers' perspective. Inversely, this study evaluates the impacts of such a work schedule on the family and social life of workers according to their partners' perspective. It also compared the impacts of two different work schedules (shift work vs. normal work) on family and social life. Five hundred and fifteen partners of Portuguese police officers participated in the study, and it was found that shift work has a moderate to high impact on all evaluated areas of family and social life. Partners of shift workers report greater impacts on family reorganization and joint social life. Regarding the two work schedules, statistically significant differences were found in all evaluated areas, and the partners of shift workers reported greater impacts of their partner's work schedule than did the partners of day workers. [ABSTRACT FROM AUTHOR]

Background: Shift work and/or sleep quality may affect health. We investigated whether shift work and sleep quality, separately and jointly, were associated with abnormal levels of triglycerides, total cholesterol (TC), and low-and high-density lipoprotein cholesterol in 360 police officers (27.5% women). Methods: Triglycerides, TC, and high-density lipoprotein were analyzed on the Abbott Architect; low-density lipoprotein was calculated. Shift work was assessed using City of Buffalo payroll work history records. Sleep quality (good, ≤ 5; intermediate, 6–8; poor, ≥ 9) was assessed using the Pittsburgh Sleep Quality Index questionnaire. A shift work + sleep quality variable was created: day plus good sleep; day plus poor sleep; afternoon/night plus good; and poor sleep quality. Mean values of lipid biomarkers were compared across categories of the exposures using analysis of variance/analysis of covariance. Results: Shift work was not significantly associated with lipids. However, as sleep quality worsened, mean levels of triglycerides and TC gradually increased but only among female officers (age- and race-adjusted p = 0.013 and 0.030, respectively). Age significantly modified the association between sleep quality and TC. Among officers ≥ 40 years old, those reporting poor sleep quality had a significantly higher mean level of TC (202.9 ± 3.7 mg/dL) compared with those reporting good sleep quality (190.6 ± 4.0 mg/dL) (gender- and race-adjusted p = 0.010). Female officers who worked the day shift and also reported good sleep quality had the lowest mean level of TC compared with women in the other three categories (p = 0.014). Conclusion: Sleep quality and its combined influence with shift work may play a role in the alteration of some lipid measures.

Objectives: We tested the relationships among work schedule, race, and psychological distress in impoverished working mothers. Methods: Baseline data from a longitudinal cohort study of impoverished mothers (N = 285) were analyzed. The Brief Symptom Inventory (BSI) was utilized to measure levels of psychological distress. Multivariate models including interactions between work schedule and race were used. Results: Results indicate that mothers working nonstandard schedules reported more psychological distress symptoms and overall psychological distress compared to mothers working standard schedules. Although race did not moderate the relationship between work schedule and psychological distress, we did find that black/African-American mothers reported less psychological distress compared to white participants. Conclusions: Policy implications include collaboration between employers and local agencies to address disparate mental health outcomes based on shift work. Further research is needed to determine specific individual and community supports needed for impoverished working mothers. [ABSTRACT FROM AUTHOR]

Background Little is known on the association between weekly hours of informal caregiving and risk of cardiovascular disease (CVD). The objective was to investigate the individual and joint effects of weekly hours of informal caregiving and paid work on the risk of CVD. Methods Pooled analysis with 1396 informal caregivers in gainful employment, from the Swedish Longitudinal Occupational Survey of Health and the Whitehall II study. Informal caregiving was defined as care for an aged or disabled relative. The outcome was CVD during 10 years follow-up. Analyzes were adjusted for age, sex, children, marital status and occupational grade. Results There were 59 cases of CVD. Providing care >20 h weekly were associated with a higher risk of CVD compared to those providing care 1–8 h weekly (hazard ratio = 2.63, 95%CI: 1.20; 5.76), irrespectively of weekly work hours. In sensitivity analyzes, we found this risk to be markedly higher among long-term caregivers (6.17, 95%CI: 1.73; 22.1) compared to short-term caregivers (0.89, 95%CI: 0.10; 8.08). Caregivers working ≥55 h weekly were at higher risk of CVD (2.23, 95%CI: 1.14; 4.35) compared to those working 35–40 h weekly. Those providing care >8 h and working ≤40 h weekly had a higher risk of CVD compared to those providing care 1–8 h and working ≤40 h (3.23, 95%CI: 1.25; 8.37). Conclusion A high number of weekly hours of informal caregiving as opposed to few weekly hours is associated with a higher risk of CVD, irrespectively of weekly work hours. The excess risk seemed to be driven by those providing care over long periods of time. [ABSTRACT FROM AUTHOR]