Chinese workers suffer more from overtime than in many countries. Excessive working hours can crowd out personal time and cause work-family imbalance, affecting workers' subjective well-being. ...Meanwhile, self-determination theory suggests that higher job autonomy may improve the subjective well-being of employees.
Data came from the 2018 China Labor-force Dynamics Survey (CLDS 2018). The analysis sample consisted of 4,007 respondents. Their mean age was 40.71 (SD = 11.68), and 52.8% were males. This study adopted four measures of subjective well-being: happiness, life satisfaction, health status, and depression. Confirmation factor analysis was employed to extract the job autonomy factor. Multiple linear regression methods were applied to examine the relationship between overtime, job autonomy, and subjective well-being.
Overtime hours showed weak association with lower happiness (
= -0.002,
< 0.01), life satisfaction (
= -0.002,
< 0.01), and health status (
= -0.002,
< 0.001). Job autonomy was positively related to happiness (
= 0.093,
< 0.01), life satisfaction (
= 0.083,
< 0.01). There was a significant negative correlation between involuntary overtime and subjective well-being. Involuntary overtime might decrease the level of happiness (
= -0.187,
< 0.001), life satisfaction (
= -0.221,
< 0.001), and health status (
= -0.129,
< 0.05) and increase the depressive symptoms (
= 1.157,
< 0.05).
While overtime had a minimal negative effect on individual subjective well-being, involuntary overtime significantly enlarged it. Improving individual's job autonomy is beneficial for individual subjective well-being.
This study aimed to examine the association between overtime work and the frequency of preventive dental visits among workers in Japan.
A self-administered questionnaire was completed by 14,847 ...daytime-workers. We used a logistic regression model stratified by sex and age and adjusted for marital status, occupation, education, and oral status to investigate the association between overtime work hours and the frequency of preventive dental visits.
In total 1037 men (9.3%) and 511 women (13.9%) attended quarterly preventive dental visits, and 2672 men (23.9%) and 1165 women (31.8%) attended annual preventive dental visits. Overtime work was statistically significantly associated with quarterly preventive dental visits among men aged 50-59 years, with adjusted odds ratios (aOR) and 95% confidence intervals (CI) of 0.73 (0.56-0.95), 0.75 (0.54-1.04), and 0.55 (0.34-0.90) for < 20, 20-39, and ≥40 h overtime/month, respectively. No such trends were observed for men aged < 50 years and women of all ages. Overtime work of < 20, 20-40, and ≥40 h overtime/month was statistically significantly associated with annual preventive dental visits among men aged 40-49 years (aOR 95%CI: 0.76 0.61-0.95, 0.84 0.65-1.09, and 0.72 0.51-1.00, respectively) and 50-59 years (aOR 95%CI: 0.75 0.61-0.91, 0.76 0.59-0.97, and 0.63 0.45-0.88, respectively). No such trends were observed in men < 40 years and women of all ages.
Our study revealed associations between overtime and preventive dental visits among male workers aged in their 40s and 50s.
The relationships between work organisational, biomechanical and psychosocial factors were studied using cross-sectional data from a pooled dataset of 1834 participants. The work organisational ...factors included: job rotation, overtime work, having second jobs and work pace. Task and job level biomechanical variables were obtained through sub-task data collected in the field or analysed in the laboratory. Psychosocial variables were collected based on responses to 10 questions. The results showed that job rotations had significant effects on all biomechanical and most psychosocial measures. Those with job rotations generally had higher job biomechanical stressors, and lower job satisfaction. Overtime work was associated with higher job biomechanical stressors, and possibly self-reported physical exhaustion. Those having second jobs reported getting along with co-workers well. Work pace had significant influences on all biomechanical stressors, but its impact on job biomechanical stressors and psychosocial effects are complicated.
Practitioner Summary: The findings are based on a large number of subjects collected by three research teams in diverse US workplaces. Job rotation practices used in many workplaces may not be effective in reducing job biomechanical stressors for work-related musculoskeletal disorders. Overtime work is also associated with higher biomechanical stressors.
The paper examines selected decisions of the European Court of Justice concerning the dismissal from service of members of the security forces. The article focuses on members' health capacity loss. ...The paper also highlights related issues such as ordering and reimbursing overtime work and duty readiness. The paper points out how the European Court of Justice case law influences the decision-making activity of service officials in general. The Czech armed corps practice and case law exemplify research issues. The authors place the solution to individual questions in the broader context of legal regulation to enable a more comprehensive understanding. The authors underline the critical attributes on which the service relationship of members of the security forces is conceptually built and controlled. Considering the most significant judgments of the European Court of Justice, the authors pond over the implementation of service relationship principles into European member states' legal and managerial practice. The authors examine the mentioned challenges through desk research and analyses of European and national legal legislation and case law. In conclusion, the authors evaluate the practical service needs of the security forces concerning the medical fitness of their members. Future legislation should consider the demands for physical fitness and psychological resilience, as well as the need for digital literacy of a public servant.
Work-related mental health and psychological injuries are important issues related to people's livelihood and wellbeing. Currently, digitalization and intelligent technology have an extremely large ...impact on the workforce. China is actively promoting the deep integration of artificial intelligence (AI) and manufacturing, which may have important implications for the mental health of manufacturing workers. However, existing researches have paid little attention to the influence of AI on the mental wellbeing of workers in China. There is a lack of relevant empirical research, and the findings in existing studies are inconsistent.
Using data from the 2018 China Labor Force Dynamics Survey, this paper studies the impact of AI on the depressive symptoms of manufacturing workers and uses stepwise and bootstrapping methods to test whether overtime work and the work environment exhibit mediating effects. Robustness tests were performed by using alternative measures for the dependent and mediating variables. Finally, the heterogeneity in the impact of AI by skill level and generation was examined.
AI can reduce the psychological depression scores of manufacturing workers by 1.643 points, which indicates that AI promotes workers' mental health. Working overtime is not a mediator between AI and mental health. However, the work environment is a mediator between AI and the mental health of manufacturing workers: it explains 11.509% of workers' mental health. The impact of AI on the mental health of manufacturing workers varies by skill level and generation. AI improves the mental health of low-skilled manufacturing workers by 2.342 points and that of manufacturing workers born before the 1980's by 2.070 points.
The application of AI is conducive to improvements in the mental health of manufacturing workers. Improving the work environment is a powerful way to increase the positive effects of AI on workers' mental health. The impact of AI on the mental health of manufacturing workers varies by skill level and generation. The mental health of low-skilled workers and workers born after 1980 is affected more positively by the adoption of AI.
PurposeThe purpose of this study is to explore the role of “overtime norms” as a mediator between performance-driven work climates and employee burnout. This study also examines in-role performance ...and work engagement as moderators between high-performance climates and burnout.Design/methodology/approachA snowball sample of 214 full-time working adults from the United States participated via an online survey. Data were analyzed using SmartPLS and conditional process analysis.FindingsResults from conditional process analyses suggest (1) performance-driven climates are positively related to burnout, (2) overtime norms mediate the relationship between performance-driven climates and burnout, and (3) in-role performance and work engagement moderate that relationship such that highly competent and engaged employees are less prone to stress and burnout.Practical implicationsThese results highlight the dangers of performance-driven work climates on employee well-being. Trends toward extended work hours which can be exacerbated by technological advancements inevitably come at a cost. Managers and organizations should be careful not to prioritize work life over non-work life.Originality/valueThis study contributes to the literature by identifying overtime norms as a mediator in the performance-driven work climate–burnout relationship. This study also identifies in-role performance and work engagement as resources that can reduce burnout.
Objectives The present study examined hemodynamic responses of normotensive and untreated hypertensive participants under simulated long working hours (LWH) - 13 hours - in an experimental laboratory ...study. Methods Thirty-five men participated in this study. Twenty-two of these participants were categorized into the normotensive group (systolic blood pressure (SBP) ≤140 mmHg and diastolic blood pressure (DBP) ≤90 mmHg); one participant was excluded due to missing data, leaving twenty-one participants with a mean age of 49.2 years. Another thirteen participants were categorized into the high blood pressure group (SBP=140-160 mmHg or DBP=90-100 mmHg) with a mean age of 51.9 years. The hemodynamic responses at the resting state from 09:00-09:10 hours (baseline) and during LWH from 09:10-22:00 hours (12 sessions) were measured. In each session, participants performed mental tasks. Changes in the hemodynamic response (Δ) were calculated by subtracting the individual values at each session from the baseline values. Results The values for the ΔSBP, ΔDBP, and Δmean arterial pressure increased with work time. Additionally, we found a significant interaction between the group and sessions for the ΔSBP (P<0.05, partial η
=0.086). Although ΔSBP values did not differ between the groups at first (09:10-14:30 hours), the values in later sessions (14:40-21:50 hours) were significantly higher in the high blood pressure compared to the normotensive group. Conclusions Our study found that LWH increases BP, with a larger increase in SBP in the later working hours among individuals with untreated hypertension, whereas other hemodynamic responses did not differ between groups as a function of the LWH.
The aim of the study was to evaluate the job satisfaction of official veterinarians working in the field of animal welfare control and identify both positive features and challenges of their work. An ...electronic questionnaire was designed to evaluate job satisfaction. The questionnaire was responded to by 73 of the 98 Finnish official veterinarians working in the field of animal welfare control. The Spearman's rank correlation coefficient was used to evaluate the relation between stress and different work-related factors. More than half of the respondents reported work-related stress or fatigue. Threatening situations, disturbed work-private life balance and a high amount of overtime work were found to be frequent underlying causes of stress. Fieldwork, especially when working alone, was perceived as the most challenging part of the work. Of the respondents, three out of four performed animal welfare inspections mainly alone. Although the respondents reported getting additional help to perform an inspection most of the times they needed it, a wish to work in a pair was highlighted. The results of the present study indicate that official veterinarians often experience work-related stress and fatigue. By testing interventions shown to be beneficial, such as providing adequate support within the work community, decreasing the workload and enabling inspections to be done in pairs, job satisfaction could be improved.
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