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Contemporary North American work culture is characterized by experts as one of overwork. Throughout much of the previous century, many parents devoted themselves either to their careers, or to their families. These "competing devotions" served as a cultural model for making sense of the world and alleviated the tension between overwork and family life. Data from interviews with 84 IT workers are used to examine whether devotion to work and family is still experienced as oppositional for working parents. I find that interviewees report feeling devoted both to their families and their careers, which I refer to as dual devotion. Such espousals of dual devotion are facilitated by the use of flexible work policies—remote work and flextime—which enable those with dual devotions to accomplish work–life integration. However, whereas men perceive remote work as allowing them to dedicate more time to childcare, women perceive it as allowing them to dedicate more time to work. These findings advance our understanding of the relationship between gender inequality and the experiential dimensions of work and family time: the practices that enable dual devotions, in particular remote work, help parents maintain an orientation to time that makes overwork more palatable. In either case, workplaces win since women are working long hours and men are not sacrificing paid work hours to take on more childcare or housework. [ABSTRACT FROM AUTHOR]

This study views the dispute over '996' work schedule (i.e. working from 9 am to 9 pm, six days a week) as a critical discursive moment in the modernization and marketization of China. It argues that behind the dispute lies the hegemonic struggles between business tycoons and the government amidst China's changing business mode. Drawing on the theories of critical discourse analysis, recontextualization, hegemony and interdiscursivity, this study examines the (de)legitimation of '996' by business tycoons and official news media through the appropriation of different discourses to illuminate the hegemonic struggles behind recontextualizing '996'. It concludes that when the business tycoons are blatant enough to whitewash overwork as a 'blessing', the age-old curse in China starts to befall them. [ABSTRACT FROM AUTHOR]

Background: There has been growing concern about the negative mental health impact of long working hours and overwork. Our study examined how work-life imbalance (WLI) could be a mediator between working hours and poor mental well-being. Methods: We included 34,968 individuals from a nationwide cross-sectional survey in Korea. Self-reported working hours per week were collected, and mental health was assessed using the World Health Organization (WHO)-5 Well-Being Index. Counterfactual-based mediation models were employed to disentangle the total effects into a direct effect (work hour – poor mental health) and an indirect effect (work hour – WLI – poor mental health). Results: Out of 34,968 participants, 52.6% worked 35–40 hours/week, 20.0% worked 41–48 hours/week, 11.7% worked 49–54 hours/week, and 15.6% worked ≥55 hours/week. The odds ratios (ORs) of the total impact of working hours on poor mental health were 1.08 (95% confidence interval [CI], 1.01–1.16) for 41–48 hours/week, 1.28 (95% CI, 1.17–1.39) for 49–54 hours/week, and 1.60 (95% CI, 1.48–1.74) for ≥55 hours/week in comparison to 35–40 hours/week. The ORs of the indirect effects were 1.04 (95% CI, 1.03–1.05) for 41–48 hours/week, 1.08 (95% CI, 1.07–1.09) for 49–54 hours/week, and 1.14 (95% CI, 1.12–1.16) for ≥55 hours/week, accounting for 51%, 31%, and 28% of the total effects, respectively. Conclusion: Our findings suggest that WLI can partially mediate the association of long working hours with mental health deterioration. Policy efforts are required to mitigate the adverse mental health effects of overwork.

This paper examines how employees make sense of their long work hours. We use a case study of an administrative unit at a public university in the United States, where expectations of working long hours are relatively low and employees have organizational resources to achieve work-life balance. Even so, we find that many employees still work more than expected and feel the need to work over the weekends. These employees overwhelmingly attribute their long hours to their personalities. Because many employees view their work as central to their existence, they invest their emotional energy and drive themselves to work longer hours than is expected from their supervisors and the institution. This individualized understanding that uses personality as a cultural frame persists and operates as a justification for long work hours even when other causes, such as staff shortage, were present. These findings imply that removing organizational expectations and rewards for long work hours alone is not enough for employees to achieve work-life balance because personal work ethics can still drive working long hours in the cultural context that puts high moral values on long work hours. In the conclusion, we discuss policies and cultural shifts needed to address these problems. [ABSTRACT FROM AUTHOR]

Health inequities for ethnically minoritised patients are well‐documented. In this ethnographic study, we follow thirteen patients categorised as 'ethnic minorities' in Danish health care during hospitalisation in three orthopaedic wards across two hospitals. The categorisation of 'ethnic minority patient' has been problematised for its Eurocentric origin and practices within Westernised health care. We use ethnicised to emphasise the process of becoming minoritised based on markers of physical appearance, religious symbols, language or names. Access to health care also rely on perceived legitimacy as health‐care recipients which requires work by patients. We demonstrate the workings patients categorised as 'ethnic minorities' engage in by (re)producing othering ideas about non‐Danishness, including distancing from other patients perceived as problematic. These were then (counter)produced by positioning oneself as the opposite, as deserving health‐care receivers by displaying welfare reciprocity, supporting egalitarian ideas by discounting discriminatory experiences, showing gratitude and identifying staff with good vibes. We propose these doings as creating overwork. This theoretical approach enables a sensitivity towards subtle and covert workings for patients placed in the margins of health care. In this study, overwork is closely related to notions of Danishness and takes on specific forms within a modernised and universalised Danish health‐care system. [ABSTRACT FROM AUTHOR]

Effectively addressing overwork culture in business remains a challenge, despite growing concerns about its negative impacts on employee wellbeing and productivity. This paper investigates corporate social responsibility (CSR) initiatives and stakeholder management promoted by large Japanese companies to address overwork culture. Based on interviews with managers and stakeholders from 31 companies, the study reveals that despite being part of CSR, overwork reduction initiatives often come into conflict with entrenched institutional pressures. These pressures are embedded in a cultural‐cognitive and institutional context that prioritises quality and cooperation over individual productivity. We argue that improving stakeholder relationships is vital for developing a healthy and productive workstyle and for reactivating institutional dynamics that are fundamental to employee wellbeing, productivity and broader social sustainability. By clarifying the role and processes of stakeholder management, this paper contributes to the discourse on overwork and CSR, offering new insights into how to effectively address overwork culture. [ABSTRACT FROM AUTHOR]

When organizations take radically new forms, employees' minds and bodies can also take radically new forms, but prior organizational research has lacked the concepts and data to understand such qualitative changes in persons. For 17 years, I studied a profound societal change, the market turn, inside organizations at their center, investment banks on Wall Street. The banks took a new, market-like form that facilitated the emergence of a cultural–historical new form of personhood, the body entrepreneur. Unlike traditional organizations, which predictably reward employee effort, the banks gradually decoupled rewards from effort, paying bankers for winning first internal and then external competitions and increasingly exposing them to market risk. Bankers internalized this entrepreneurial positioning by transforming their minds and bodies into resources for competitive success regardless of health consequences. As rewards became more elusive, bankers invested more resources, first the mind and then the body, and controlled them in progressively more powerful ways, first through cognitive techniques, then through self-experimentation with drugs. Bankers thus intervened more radically in their minds and bodies than organizations legitimately can, resulting in two qualitative person changes. One, bankers constructed personhood in cultural–historical new ways, changing from the traditional psychological self, which locates processes such as emotions and motivation in the mind, toward a somatic self, the body entrepreneur, which locates them in the body as brain states that bankers could self-design. Two, the body functioned in new ways: not inside–out as a biological imperative but outside–in, fluidly adjusting to changing situations. Whereas prior organizational theories have assumed what the body is, I problematize it, empirically studying the self-technologies through which people construct the culturally situated biologies that compel them to unproblematically reproduce new, market-like organizations. [ABSTRACT FROM AUTHOR]

Background: Correctional officers face widespread workplace violence and the resulting overwork that can profoundly damage their physical and mental health. Purpose: This study aims to investigate the mediating role of overwork in the relationship between workplace violence and the manifestation of physical and mental health issues among correctional officers. Methods: This study enlisted 472 eligible participants. Cross-sectional data were obtained using the Chinese version of the Workplace Violence Scale (WVS), while the physical and mental health of correctional officers was evaluated through relevant scales. Analysis involved descriptive statistics, correlation analyses, and tests for mediation models. Results: The study found significant correlations between workplace violence, overwork, and various mental health variables (depression, anxiety, stress, suicidal ideation, and insomnia), with correlations ranging from 0.135 to 0.822 (p < 0.01). Mediation analysis revealed that workplace violence directly impacts correctional officers' physical and mental health (p < 0.001) and also has an indirect effect through overwork (p < 0.023). These findings underscore the substantial impact of workplace violence on the health of correctional officers, both directly and indirectly. Conclusion: Workplace violence and overwork significantly contribute to the physical and mental health challenges faced by correctional officers. Overwork acts as a mediator in the relationship between workplace violence and these health issues. The study suggests addressing workplace violence and mental health issues among correctional officers by increasing their numbers, improving the work environment, and implementing enhanced welfare policies. [ABSTRACT FROM AUTHOR]

Objective To investigate the effect of overwork on the hemopoietic function of spleen in mice. Methods A total of 18 C57BL/6J mice were randomly divided into 3 groups, i.e., control group (C), 15-day-overworked group (W1) and 30-day-overworked group (W2). The mice from Groups W1 and W2 were forced to keep standing in water for 8 h and restrained for 3 h for consecutive 15 and 30 d, respectively, while those of Group C had no special treatment. The general condition, food intake and body weight of the mice were observed and measured. After modelling, the mice were euthanatized, and the spleen and heart were isolated to calculate spleen index and observe spleen pathological changes after HE staining, and then blood routine test was performed. The mRNA expression levels of CXCL12 and SCF in the spleen and that of connexin 45 (Cx45) in the heart were detected by RT-qPCR, and the protein levels of CXCL12 and SCF in spleen were detected by ELISA. The cardiac protein level of Cx45 was quantified with immunohistochemical assay. Results ① General condition showed that Groups W1 and W2 showed coarse hairs, increased at first and then decreased in activities, poor mental state, and larger food intake when compared with Group C. The body weight of Group C was increased with the feeding time, but that of Groups W1 and W2 had no such change. The spleen index was decreased significantly in Group W2 (P < 0.05). ② The results of blood routine test showed that WBC and RBC counts and HGB level were significantly increased in Group W2(P < 0.05), and PLT count in Groups W1 and W2 was significantly increased compared with Group C (P < 0.05). ③ Spleen HE staining displayed that the boundary between red pulp and white pulp was not clear, and the region of red pulp was enlarged in Group W2 when compared with Group C. ④ RT-qPCR showed that the mRNA level of Cx45 was significantly higher in heart tissue of Group W2 than that of Group C (P < 0.05), and that of SCF in spleen tissue of Group W2 was also higher than that in Groups C and W1 (P < 0.05). ⑤ Immunohistochemical assay indicated that the protein expression of Cx45 in myocardium of Groups W1 and W2 was significantly higher than that in Group C (P < 0.05). ⑥ ELISA revealed that the content of SCF in the spleen of Group W2 was notably higher than that of Groups C and W1 (P < 0.05), but there was no statistical difference between Groups W1 and C. Conclusion Overwork destroys the tight connection between cardiac myocytes, enhances the hemopoietic function of spleen, increases WBC count, and then forms a hypercoagulable state, which may be one of the precipitating factors for cardiovascular diseases related to overwork.

This article presents results from an experimental study of workers tasked with evaluating professionals with identical workplace performances who differed with respect to hours worked and gender, isolating two mechanisms through which overwork leads to workplace inequality. Evaluators allocated greater organizational rewards to overworkers and perceived overworkers more favorably compared to full-time workers who performed similarly in less time, a practice that disproportionately rewards men over equivalently performing, more efficient women. Additionally, the magnitude of the overwork premium is greater for men than for women. We then use path analyses to explore the processes by which evaluators make assumptions about worker characteristics. We find overwork leads to greater organizational rewards primarily because employees who overwork are perceived as more committed—and, to a lesser extent, more competent—than full-time workers, although women's overwork does not signal commitment or competence to the same extent as men's overwork. [ABSTRACT FROM AUTHOR]

IntroductionMigrant workers in China are migrants from the rural to the urban areas who usually work in the cities and return to the countryside after a certain period. Due to China’s strict household registration system, they differ significantly from urban residents’ access to public services. However, at the same time, China’s workers are facing a severe phenomenon of overwork, and the group of migrant workers is even more hard-hit by overwork, which will cause various adverse effects on workers and society and should attract the attention of all sectors of society.MethodsThis paper focuses on the impact of digital financial inclusion on the overwork of migrant workers. This study considered cross-sectional data containing 98,047 samples based on the 2017 China Migrants Dynamic Survey 2017 (CMDS) and China Municipal Statistical Yearbook after robustness tests and heterogeneity analysis using probit models.Results(1) digital financial inclusion can effectively alleviate overwork among migrant workers; (2) the impact of digital finance on overwork is more significant for the new generation, digitized industries, and self-employed migrant workers; it is also more significant for the South, East, and small and medium-sized cities than for the North, the Midwest, and large cities; (3) job quality and income are crucial factors in how digital financial inclusion affects overwork among migrant workers. Digital financial inclusion can improve the quality of employment for migrant workers and alleviate overwork. However, the income substitution effect partially reduces the inhibitory impact of digital financial inclusion on overwork.ConclusionContinuously promote the development of digital inclusive finance, improve laws and regulations, and protect the labor rights and interests of migrant workers. At the same time, vocational training and skills upgrading for rural migrant workers should be strengthened to improve the quality of their employment so that they can leave the secondary labor market and enter the primary labor market.

Background. New times, with its instability, uncertainty and ambiguity, determine the need for constant professional growth as a fundamental condition for ensuring the personal psychological vitality of teachers. In this regard, the study of psychological regulation of their professional growth is of particular relevance. Objective. The study had its purpose to find and reveal the nature of the relationship between subjective well-being of teachers and their attitude to professional activity, orientation to overcoming professional deficits. Methods. Ranking of the subjective complexity of professional development programs for teachers, the author's self-assessment questionnaire for professional deficits and the author's questionnaire for assessing subjective well-being (SWB). Sample. 655 teachers (145 men, 510 women) of three age groups: young, middle and older age. Results. The study considered subjective well-being at work as a regulator of activities to reduce professional deficits. An analysis was carried out by gender and age subgroups. It has been shown that the highest level of SWB is characteristic of male and older teachers. A high level of SWB is associated with a low importance of professional success, lower susceptibility to stress and restraint in the desire for professional growth. The choice of advanced training courses is mainly determined by professional deficiencies associated with teaching and educational methods. The desire for professional growth is most pronounced among the young teachers with a relatively low level of SWB. They put a great value to their professional success, the key to which is their professional competence and support of the teaching staff. Focus on professional success makes the factors like overtime, fatigue and health lose their significance. Exposure to stress is mitigated by team support. Such teachers choose challenging courses in information technology and tutoring. Conclusions. Subjective well-being at work serves as a regulator of teachers’ professional growth depending on the age and gender. The average level of SWB at work is optimal in terms of incenting for professional growth.

Background: This study explored the association between working hours and preventive oral health behaviors. Methods: In total, 48,599 workers (22,992 females) were included from the Korea National Health and Nutrition Examination Survey (2007–2021). Weekly working hours were self-reported. The following three preventive oral health behaviors were set as outcomes: participation in annual dental check-ups; adherence to the recommended toothbrushing frequency (≥twice a day); and use of interdental cleaning devices. We estimated odds ratios (ORs) and 95% confidence intervals (CIs) using logistic regression. Results: In male workers, the adjusted OR (95% CI) of the association between working ≥55 h/week and each outcome was 0.84 (0.77–0.92) for dental check-ups, 0.82 (0.72–0.94) for toothbrushing ≥twice a day, and 0.83 (0.76–0.92) for utilization of interdental cleaning device when compared to 35–40 h/week. In female workers, the adjusted OR (95% CI) of the association between working ≥55 h/week and each outcome was 0.79 (0.70–0.89) for dental check-ups, 0.88 (0.70–1.11) for toothbrushing ≥twice a day, and 0.80 (0.71–0.90) for utilization of interdental cleaning device when compared to 35–40 h/week. Additionally, low socio-economic status, such as low educational attainment, low income level, and blue-collar occupations, were major risk factors associated with non-adherence to preventive oral health behaviors in both male and female workers. Conclusions: Our study suggests that individuals who work long hours are more likely to exhibit undesirable oral health behaviors.

High failure rate is a primary characteristic of current farmer entrepreneurial activities in China. We examined the impact of entrepreneurial failure on the health of Chinese farmers based on the data from the China Labor-force Dynamics Survey (CLDS). We found that entrepreneurial failure significantly depresses the health of Chinese farmers. Specifically, the farmers with entrepreneurial failure experience are more likely to have low self-reported levels of psychological and physical health, and the probability of experiencing severe injury and illness is elevated by 4.6 %. Mechanism analysis shows that entrepreneurial failure depresses the health of Chinese farmers through weakening informal social support and increasing the probability of overwork. Furthermore, these effects are more significant in the older generation of farmers who were born before 1980 and the farmers striving to make a living.

Objective This article explores the pathogenesis and treatment principles of primary osteoporosis caused by overwork injury from the perspective of "illness begins with overuse" Methods By querying databases such as CNKI and Wanfang on the theory of "illness arises from overuse" and clinical research on primary osteoporosis in traditional Chinese medicine, the problems were sorted and analyzed. Results The theory of "illness arises from overuse" originates from the "Su Wen. Jing Mai Bie Lun", which proposes the unique concept of disease in traditional Chinese medicine. "Overuse" exceeds the body's own regulatory ability, and diseases arise accordingly. Conclusion The treatment of osteoporosis should follow the concept of "treating diseases before they occur" in traditional Chinese medicine, pay attention to tonifying the kidneys and strengthening the spleen, and strive to avoid excessive work, cautious maintenance, and scientific prevention and treatment in daily life. [ABSTRACT FROM AUTHOR]

Long working hours can negatively impact mental health. We examined the association between long working hours and problematic alcohol use among young Korean workers. We included a nationally representative sample of workers below the age of 40 from the Youth Panel between 2016 and 2020 (N = 7846; observations: 27,646). The exposure variable was working hours per week. Problematic alcohol use was assessed using the CAGE questionnaire, and generalized estimating equations were used to account for repeated measurements. Observations of the participants revealed that 5 % worked < 35 h/week, 51 % worked 35–40 h/week, 24 % worked 41–48 h/week, 11 % worked 49–54 h/week, and 9 % worked ≥55 h/week. The prevalence of problematic alcohol use among the workers was 2 % for <35 h/week, 2 % for 35–40 h/week, 3 % for 41–48 h/week, 4 % for 49–54 h/week, and 4 % for ≥55 h/week. The adjusted odds ratios (95 % confidence intervals) for the association between working hours per week and the onset of problematic alcohol use in the following year were 0.86 (0.45–1.66) for <35 h, 1.56 (1.22–1.99) for 41–48 h, 2.03 (1.49–2.75) for 49–54 h, and 1.68 (1.17–2.42) for ≥55 h, compared to 35–40 h. The observational design of the study prevented the establishment of a causal relationship between working hours and the onset of problematic alcohol use. Long working hours were associated with the development of problematic alcohol use. Policy interventions should promote healthier drinking habits among workers with long work hours. • We explored the association between work hours and the onset of problematic alcohol use in young Korean workers. • Working hours per week were categorized as "<35," "35–40," "41–48," "49–54," and "≥55". • The prevalence of problematic alcohol use was higher among individuals with long working hours. • Working >40 h per week was positively associated with the onset of problematic alcohol use in the following year. • Long working hours may be a contributing factor to the onset of problematic alcohol use among young workers. [ABSTRACT FROM AUTHOR]

Copyright of Yıldırım Beyazıt Law Review (YBLR) is the property of Ankara Yildirim Beyazit University Law School 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.)

Australian journalists suffer time poverty in under-resourced workplaces, with most indicating that they skip reporting practices to save time. This article argues that convergence of factors including the industry's biggest workforce cut in history, global technological changes, economic losses during the 2012–20 period and unforeseen COVID-19 workforce stressors have caused chronic journalist time stresses, which in turn often undermine ethical practice. Study of 288 surveys and interviews of Australian journalists contributes a small body of valuable research on the commonality of time poverty experienced by professional journalists, and the tactics used by sufferers when there is not enough time to do all ideal work-time tasks. Analysis of collected qualitative data informs critical discussion of how time poverty can undermine journalism method. In conclusion, this article finds an overworked, underpaid and insufficiently resourced labour force remains an under-recognized legacy of journalism's mass job-cuts era. [ABSTRACT FROM AUTHOR]

The article theorises three different organisational processes that uniquely organise and normalise overwork in China's Internet industry: coercive formalised overtime schedule, normative informal overtime culture, and disguised work-related time expenditure, work-for-labour. It reveals the 'double flexibility' in management strategy, namely, flexible, combined use of coercive and normative control techniques inside the company in addition to its pursuit of flexibility in employment relationships. It then theorises the pendulum movement of worker subjectivity between the 'self-as-business' metaphor, which justifies market competition as meritocracy and encourages individuals to polish 'employability' in overwork efficiently, and 'self-as-property' metaphor, which reflects a conventional, Marxist understanding of employment relationships. The pendulum movement is manifested in the spectrum of workplace behaviours, ranging from the individualised psychological distancing to the collective noncompliance and online activism. The article provides a dynamic understanding of labour relations through the management-labour dialogue in the Chinese Internet industry. [ABSTRACT FROM AUTHOR]

Abstract To reduce physician burden, task shifting of clerical work from physicians to medical assistants is being promoted; however, it depends on hospitals. A questionnaire survey was conducted among 40 general physicians at Okayama University Hospital in December 2022 to investigate physicians' preferences toward task shifting. Compared to other tasks, most physicians thought that ordering examinations (14, 47%), replying to referral letters (19, 63%), and prescriptions (21, 70%) and medical record entries (22, 73%) should not be task shifted. Physicians' controversial opinions on task shifting maybe the reason behind the slow progress in task shifting.

Smile and chat even when you don't feel like it. This requirement, which typically applies to service workers, summarizes emotional labour. While this situation is the norm for these workers, we defend the idea that certain work organizations can produce emotional overwork. Based on a case study of a hairdressing salon operating on a no-appointment basis, we show that the work organization leads to a permanent flow of customers which, when combined with understaffing and the absence of a rest area, results in a particularly intense work load. In turn, this intensity engenders emotional overwork, which is particularly costly for health.

South Korea is celebrated for its rapid economic growth and development, but gender equity is far out of reach in the South Korean economy: women's labor force participation remains among the lowest, and the gender gap in pay is among the largest among the advanced industrialized countries. What explains this pervasive and persistent gender disparity? In this introductory essay, the authors argue that the social organization of time—specifically, how time is used and valuated—is an important proximate mechanism that creates and reinforces gender inequality in South Korea. Following the logic of gender, which dictates what women and men should do at work and in the family and how hours spent on these domains are compensated economically and culturally, the time divide takes a deeply gendered form and creates unequal economic outcomes between women and men. The authors also argue that the time divide is more consequential in South Korea, relative to other countries, because two cultural forces—work culture emphasizing long work hours and parenting culture emphasizing gender essentialism—both operate at the highest level. At the end of this essay, the authors put forth ideas about how organizational and institutional policies might help to reform this deeply gendered system. [ABSTRACT FROM AUTHOR]

During the COVID-19 pandemic in South Korea, the plight of delivery workers suddenly became a locus of public debate. On the surface, this seems puzzling. Although the severely exploitative working conditions of delivery workers have been endemic for decades, these conditions had never before caused a society-wide controversy. Drawing insights from Jeffrey Alexander's theory of societalisation, this article examines how the global health crisis not only worsened working conditions but also provided opportunities for workers and labour unions to problematise previously neglected aspects of labour exploitation. The analysis identifies three different states of the issue: (i) the disregard for ill-treatment of delivery workers, (ii) the emergence of shocking narratives, and (iii) attempts to regulate the practices of contract-based labour. [ABSTRACT FROM AUTHOR]

The Public Mental Health Framework argues that law and policy are important in preventing mental ill-health and promoting wellbeing. Therefore, the 2022 decision of the Australian High Court in Kozarov v Victoria (Kozarov), in which a lawyer from the Office of Public Prosecutions (OPP) who worked in the Specialist Sex Offences Unit successfully claimed damages for vicarious trauma, has significant implications for the legal profession and those who are employed in emotionally demanding work. This article provides commentary on the Kozarov decision, within the context of other Australian case law including subsequent cases. It explores the significance of Kozarov and post-Kozarov authority for the development of (1) the law in "work stress" cases; (2) employers in the wake of the decision, including the OPP; and (3) the Public Mental Health Framework in relation to work stress and sexual violence as social determinants of health and mental health. [ABSTRACT FROM AUTHOR]

Copyright of Arab Journal of Administrative Sciences is the property of Kuwait University, Academic Publication Council 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.)

Overwork is prevalent in labour-intensive industries, such as the hospitality sector, especially in Asia. This paper explores the dual-squeeze effect of professional life on personal life, which constitutes critical antecedents of overwork. Additionally, it investigates the organizational and individual consequences of overwork. A multi-wave, multi-source field study was conducted to verify a two-stage structural equation model. Results show that all three types of job demands (time demand, work intensity, and emotional labour demand) are positively associated with task performance. Not only do job demands directly affect overwork, but they also promote work–family conflict, which indirectly cause overwork. Further, overwork inhibits helping behaviour and aggravates interpersonal conflicts, which are covert organizational outcomes. The impacts of overwork on family satisfaction vary with marital status and gender. Our findings contribute to the literature of overwork by taking a ternary approach to work–family–leisure and elucidate the concealed consequences for organizations and individuals' well-being. [ABSTRACT FROM AUTHOR]

This paper delves into the discourse and practice of "lying flat" (tang ping) among Chinese youths. It offers a comprehensive analysis of their collective resistance against the overwork and the competitive pressures in their career. From the perspectives of cultural, economic, and social capital, the "lying flat" among contemporary Chinese youths could be divided into three modes. The first mode, referred to as the FIRE mode (Financial Independence, Retire Early movement), predominantly represents the elite youths, who have ample cultural, economic, and social capital, and actively express ideas of "lying flat" online. Meanwhile, they strategize a plan for FIRE. However, their dreams are blocked by competition in the workplace. The second mode is the lifestyle of NEET youth, which is primarily a semi-autonomous choice made by urban youths with family resources. NEET youths find themselves unable to meet the requirements of the fast-paced, high-demand post-industrial career. Thus, they choose to stay at home, which known as "gnaw the old" (ken lao). Although they may not orally express ''lying flat", they actually practice it. The third mode, known as the "Sanhe Gods" (san he da shen) type, corresponds to the daily laborers. These young individuals who are migrating from rural areas to urban, lack resources and hope for the future. Systemically marginalized by the urban areas, they are typically the grassroots class in society and take "lying flat" as a way of resistance. In summary, the discourse and practice of "lying flat" hold multifaceted significance. On one hand, it serves as a counterpoint to the work ethics supported by neoliberalism. Diverse forms of "lying flat" are social-stratified responses to oppose the intense competition in modern work environments. On the other hand, the stratification of "lying flat" practices mirrors the younger generation's struggle against the imbalances of the social structure. It reflects their actions against inequality through refusal and non-cooperation toward current work ethics, fostering the emergence of new work ethics and a new paradigm of social integration. [ABSTRACT FROM AUTHOR]

While much has been written to guide early career researchers (ECRs) and those charged with socializing them into academic ontologies, much less is known about ECRs' own experiences of becoming academic. This article presents a narrative, new-materialist account—drawing on Facebook updates and personal diaries—of one ECR's experience. Interdisciplinary theorizing is proposed, using work-types and zones-of-development models. Individualism is problematized within three contexts: autoethnography as method, the materiality of affect within ECR assemblages, and the limited capacity of any individual ECR to effect systemic change. As ECRs are driven to produce ever more, and thus to "succeed," they are their own nexus of accountability, making overwork and burnout endemic. So, although ECRs may progress from adaptive to technical work and from proximal to actual zones of development, their workload has no ceiling. Issues of "balance" are therefore retheorized within the assemblage, with extant models critiqued as problematically dependent on neoliberal framings of individual responsibility. [ABSTRACT FROM AUTHOR]

Firms have increasingly used flexibility policies to facilitate work–life balance, yet existing research shows that employees are stigmatized for using these seemingly beneficial policies. In this article, the authors identify perceived control, that is, the sense of control employees feel they have over managing their work–life conflicts, as a key factor in their avoidance of flexibility policies. Through 50 in-depth interviews with management consultants from five firms, the authors find that employees frame managing their work–life conflicts as a test of their professional skills, emphasize their "natural" suitability for the consulting industry, use choice rhetoric to reframe oppressive work demands as personal choices, and accentuate their ability to exit the consulting industry if they are unable to manage their work–life balance independently. Empirically, this study provides a fuller explanation for the pervasive avoidance of flexibility policies and expands on prior explanations that focus on flexibility stigma. [ABSTRACT FROM AUTHOR]

This paper develops temporal uncoupling as a new way of seeing the puzzling persistence of extreme work hours, as well as the temporal relations of organizations and their environments. Drawing on a historical case study, we trace and analyze the genesis, reinforcement, and maintenance of extreme work hours in an elite consulting firm over a period of 40 years. We find that a small shift in temporal structuring mobilized two positive feedback processes. These processes consolidated a temporal order that increasingly uncoupled from the traditional workweek. Grounded in these findings, we make two contributions. First, we challenge the orthodox view of entrainment as an ideal synchronous relation between organizations and their environments. Instead, we offer temporal uncoupling as an alternative lens. It enables us to see how both synchrony and asynchrony are potentially viable options, which coexist and sometimes coconstitute each other. Second, we shed new light on temporality as a constitutive force that underpins extreme work hours and offer a novel explanation of their persistence as a case of systemic temporal lock-in. We develop positive feedback as a mechanism that explains how small temporal shifts can become consolidated into hardly reversible temporal lock-ins. [ABSTRACT FROM AUTHOR]

OBJECTIVES This study examined the association between lack of compensation for COVID-19-related overtime work (LCCOW) and burnout among emergency medical service (EMS) providers in Seoul, Korea. METHODS We conducted a cross-sectional survey of 693 EMS providers in Seoul, Korea. Participants were classified into 3 groups according to their experience of coronavirus disease 2019 (COVID-19)-related overtime work and LCCOW: (1) “did not experience,” (2) “experienced and was compensated,” and (3) “experienced and was not compensated.” Burnout was measured using the Korean version of the Copenhagen Burnout Inventory, which has 3 subdomains: personal burnout (PB), work-related burnout (WRB), and citizen-related burnout (CRB). Multiple linear regression was applied to examine whether LCCOW was associated with burnout after adjusting for potential confounders. RESULTS In total, 74.2% of participants experienced COVID-19-related overtime work, and 14.6% of those who worked overtime experienced LCCOW. COVID-19-related overtime work showed a statistically non-significant association with burnout. However, the association differed by LCCOW. Compared to the “did not experience” group, the “experienced and was not compensated” group was associated with PB (β=10.519; 95% confidence interval [CI], 3.455 to 17.584), WRB (β=10.339; 95% CI, 3.398 to 17.280), and CRB (β=12.290; 95% CI, 6.900 to 17.680), whereas no association was observed for the “experienced and was compensated” group. Furthermore, an analysis restricted to EMS providers who worked overtime due to COVID-19 showed that LCCOW was associated with PB (β=7.970; 95% CI, 1.064 to 14.876), WRB (β=7.276; 95% CI, 0.270 to 14.283), and CRB (β=10.000; 95% CI, 3.435 to 16.565). CONCLUSIONS This study suggests that LCCOW could be critical in worsening burnout among EMS providers who worked overtime due to COVID-19.

This article builds on a rich literature on the gender gap in software engineering. It further contextualizes the gendering of development work in the Chinese high-tech industry, especially the prevalent overwork norm. The perpetuation of male ascendency is achieved through the gendered hierarchization of subspecialties in software engineering and the embodiment of the geek culture. Nevertheless, women show their resilience and strength in navigating their careers in this male-dominated occupation. This article reveals female programmers' strategies: flexible assimilation, flexible embodiment, and flexible career development. By this strategic flexibility, the article highlights women's agency in tactically negotiating gender rules and transgressing gender boundaries in a male-dominated occupation. [ABSTRACT FROM AUTHOR]

To reduce physician burden, task shifting of clerical work from physicians to medical assistants is being promoted; however, it depends on hospitals. A questionnaire survey was conducted among 40 general physicians at Okayama University Hospital in December 2022 to investigate physicians' preferences toward task shifting. Compared to other tasks, most physicians thought that ordering examinations (14, 47%), replying to referral letters (19, 63%), and prescriptions (21, 70%) and medical record entries (22, 73%) should not be task shifted. Physicians' controversial opinions on task shifting maybe the reason behind the slow progress in task shifting. [ABSTRACT FROM AUTHOR]

This study examines whether working long hours alters the motherhood earnings penalty in the context of the United States. The author uses data from the National Longitudinal Survey of Youth (1979–2014) to model the annual earnings penalty mothers incur per child in the United States. The results support that working long hours (50+ hours per week) reduces the negative effect of motherhood on earnings for white women. Once we control for human capital and labour supply, however, there is no difference in the effect of children on earnings between full-time workers and overworkers. For Black full-time workers and overworkers, having an additional child has little effect on earnings. The findings suggest that although overwork appears to attenuate the earnings penalty for white mothers, white mothers who work long hours exhibit a smaller penalty because they already have high levels of human capital and supply a great amount of labour. [ABSTRACT FROM AUTHOR]

Objectives: Long work hours and weekend work can negatively impact worker sleep; however, gender differences in these relationships have not been sufficiently studied. We explored the association between long work hours, weekend work, and insomnia symptoms, as well as the moderating effect of gender on this association., Methods: A nationwide sample of 42,476 Korean workers (52.8% women) was analyzed. The main exposure variables were weekly work hours and monthly weekend days worked. Insomnia symptoms were measured using the Minimal Insomnia Symptom Scale. Logistic regression was used to estimate odds ratios (ORs) and confidence intervals (CIs)., Results: Among the study sample, 10.5% worked ≥55hours weekly and 9.6% worked ≥5 weekend days monthly. The OR (95% CI) of an association between long work hours and insomnia symptoms was 1.72 (1.48-2.00) for 49-54hours, and 2.01 (1.71-2.37) for ≥55hours among men and 1.26 (1.03-1.55) for 49-54hours, and 1.03 (0.83-1.27) for ≥55hours among women. The OR (95% CI) of an association between monthly weekend days worked and insomnia symptoms was 1.68 (1.50-1.90) for 1-4days and 1.92 (1.62-2.29) for ≥5days among men and 1.20 (1.05-1.36) for 1-4days and 1.54 (1.28-1.86) for ≥5days among women., Conclusion: Long work hours and weekend work are associated with insomnia symptoms, and this association is more pronounced among men than women. Policy interventions are warranted to reduce the burden of long work hours and weekend work., Competing Interests: Declaration of conflicts of interest None to declare., (Copyright © 2024 National Sleep Foundation. Published by Elsevier Inc. All rights reserved.)

Objectives: Parents are often torn between their parenting roles in the family and working roles at the workplace. This study focused on the associations of parental employment with children’s screen time (ST) on weekdays, weekends, and during the entire week.Methods: Unbalanced panel data including 2,977 children (aged 0–17 years) from five waves of the China Health and Nutrition Survey data from 2004 to 2015 were utilized. Two-way fixed effects models were fitted to examine the associations of parental employment status, working hours, and overwork with children’s ST.Results: Compared to unemployment status, maternal formal employment positively predicted children’s ST on both weekdays and weekends, while maternal informal employment was associated with increased children’s ST on weekends. The more hours they worked, the more time their children spent using screens. Neither employment status nor the overwork of fathers was significant.Conclusion: Parental employment, especially maternal employment, was linked with the ST of children. More childcare-friendly labor policies are needed to promote healthy lifestyles among the next generation.

Long working hours were positively associated with an increased risk of poor glycemic control in patients with diabetes, aged over 40 years and undergoing treatment. Working hours for the workers with uncontrolled diabetes can be an important factor in glycemic control. Therefore, workers who work long hours may need more supervision and effort to glycemic control. Objective: This study aimed to evaluate the relationship between working hours and glycemic control. Methods: Study was performed among Korean participants who underwent at least two health screening examinations between 2012 and 2018. The study included 2169 participants who were older than 40 years and undergoing treatment for diabetes at baseline. A hemoglobin A1c level >9% at the follow-up visit was defined as poor glycemic control. The weekly working hours were divided into three groups for analysis. Results: Compared with participants with 45–54 weekly working hours, multivariate-adjusted hazard ratios (95% confidence intervals) for incident poor glycemic control among participants with ≥55 and 35–44 working hours were 1.40 (1.01–1.96) and 1.51 (1.09–2.09), respectively. Conclusions: Standard working hours and long working hours were independent risk factors for poor diabetes control in patients with diabetes. [ABSTRACT FROM AUTHOR]

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Background Nursing involves numerous stressful situations, such as overwork, night shifts, responsibility for the patients’ health, rapid pace of work, emotional demands, contact with suffering individuals, and patients’ aggressive behaviors. The SARS-CoV-2 pandemic is an additional demand on the already demanding profession. Thus, the aim of the current study was to assess the character of the relationship between overwork and subjectively experienced stress, taking into account the moderating role of contact with patients and work in facilities dedicated for COVID-19 patients, and the strategies of coping with stress, including resilience, in countries affected by the pandemic to various degrees. Material and Methods The study was carried out on 151 Iranian and 158 Polish nurses at the beginning of June 2020. The following research tools were used: the Overwork Climate Scale , the Brief COPE , the Resilience Scale , and the Perception of Stress Questionnaire . The participants were also asked about their contacts with patients infected with COVID-19, and work in facilities dedicated for such patients. Results Polish and Iranian nurses reported similar levels of overwork, but they differed with respect to the level of subjectively experienced stress and they used different coping strategies to various degrees. Contact with patients infected with COVID-19 and work in facilities dedicated for such patients also moderated the relationship between overwork climate and resilience. Conclusions Stress levels among Iranian and Polish nurses during the pandemic are different and are related to the intensity of contact with patients infected with COVID-19. Culture and context have an important impact on coping strategies which requires further studies with a multinational approach. Med Pr. 2021;72(5):457–65

OBJECTIVES Long working hours have been reported to cause various health problems, but are currently practiced in many countries. Building upon a previous cross-sectional study, the authors aimed to elucidate the causal relationship between long working hours and hypothyroidism through a longitudinal study. METHODS Data were collected at baseline from 45,259 participants without thyroid disease and with consistent weekly working hours (36–40, 41–52, 53–60, and >60 hours) during the follow-up period. Hypothyroidism was defined using the reference limits of serum thyroid-stimulating hormone and free thyroxine levels. By estimating hazard ratios (HRs) and 95% confidence intervals (CIs) using Cox proportional hazards regression analysis, the risk of incident hypothyroidism was evaluated with 36–40 hours of work per week as the reference. RESULTS During 138,261.7 person-years of follow-up, 2,914 participants developed hypothyroidism (incidence density, 2.11/102 person-years). The multivariable-adjusted HRs of incident hypothyroidism for 41–52 hours, 53–60 hours, and >60 hours of work per week were 1.13 (95% CI, 1.03 to 1.24), 2.53 (95% CI, 2.17 to 2.95), and 2.57 (95% CI, 2.09 to 3.15), respectively. In dose-response analyses, long working hours had an approximately linear relationship with hypothyroidism incidence. The risk of incident hypothyroidism in those who worked 53–60 hours and >60 hours per week compared with the reference group was significantly higher among the older age group (≥36 years, stratified by median age), men, and daytime workers. CONCLUSIONS This large-scale cohort study demonstrated the association between long working hours and an increased risk of incident hypothyroidism with a dose-response relationship.