The share of workers who work part-time because full-time jobs are not available remains larger compared to the period prior to the 2008 crisis. For part-time workers, being available to work more ...hours than offered may have negative mental health implications.
Drawing on two nationally representative British surveys, we tested whether working less than 30 hours per week while preferring to work longer hours (underemployment) is associated with increased psychological distress. Distress was assessed using responses to the 12-item General Health Questionnaire in both samples.
In the National Child Development Study (N = 6,295), propensity score estimates indicated that the hours-underemployed workers experienced higher levels of psychological distress (β = 0.25, p <0.001) than full-time workers matched on observable characteristics, including prior distress levels. Fixed effects estimates using 18 years of the British Household Panel Survey (N = 8,665) showed that transitioning from full-time employment to underemployment predicted an increase in distress levels (β = 0.19, p <0.01). Conversely, transitioning from underemployment to full-time employment forecasted a reduction in distress (β = -0.18, p <0.001). On average, job earnings and perceptions of job security explained a small (≈ 10%) portion of the potential psychological impact of hours-underemployment.
These findings highlight the possibility that underemployment among part-time workers may have detrimental psychological consequences. Policy interventions geared towards improving career opportunities for part-time workers would potentially ameliorate losses in psychological well-being experienced by this group.
•Examined underemployment defined as part-time workers preferring to work more hours.•Underemployment predicts increases in distress in matched sample of workers.•Moving to underemployment predicts elevated distress in fixed-effect models.•Underemployment effect is comparable to distress increases after job loss.•Returning to full-time work may reverse the effect of underemployment.
Purpose
The aim of this study was to investigate the effects of long working hours (≥ 12 h shifts) on sick leave using objective records of shift work exposure and of sick leave.
Methods
A total of ...1538 nurses (mean age 42.5, SD 12.0; response rate 42%) participated. Payroll and archival sick leave data over a 4-year period were retrieved from employers’ records and aggregated over every third calendar month. A multilevel negative binomial model was used to investigate the effects of exposure to long working hours, on subsequent sick leave rates the following 3 months. Covariates included prior sick leave, number of shifts worked, night and evening shifts, personality, and demographic characteristics.
Results
Exposure to long working hours was associated with fewer sick leave days in the subsequent 3 months adjusted model, incidence rate ratio (IRR) = 0.946, 95% CI 0.919–0.973,
p
< 0.001. The interaction long working hours by a number of work days showed that sick leave days the subsequent 3 months was higher by long shifts when number of shifts was high compared to when number of shifts was low adjusted model, IRR 1.002, 95% CI 1.000–1.004,
p
< 0.05.
Discussion
Long working hours was associated with fewer sick leave days. The restorative effects of extra days off with long working hours are discussed as possible explanations to this relationship.
The article is devoted to the study of the impact of digitalization on the accounting of working time. The paper considers the traditional methods of accounting for working time, and modern methods, ...the use of which is associated with the development of digitalization: methods based on the use of software and hardware control and automated systems for recording working time. The advantages and disadvantages of modern methods of accounting of working time are revealed, their functionality is described. It has been established that the organization of the system for monitoring and recording working time based on the use of modern methods allows automating the elements of the analysis of the activities of each employee and the enterprise.
The article discusses the legal basis for the use of digital technologies in labor relations. Digital technologies can be used both in the performance of work, for example, the work of remote ...workers, and in the control of employees. When monitoring employees, including remote workers, the use of digital technologies and public information and telecommunications networks by the employer comes first. Moreover, the use of digital technologies by the employer when monitoring remote workers is the only means of control. The author examines the legal regulation of the implementation of such means of control over employees as video surveillance, an automated system for monitoring and recording working hours, monitoring sites that an employee visited from his office computer during working hours, checking correspondence in corporate e-mail, listening to telephone conversations, using billing programs, and provides examples from court practice. The author identifies the defects of legal regulation in these areas and suggests ways to improve the legislation.
In most cities, the taxi industry is highly regulated and has restricted entry. Ride sharing services, such as Uber and Lyft, which use mobile internet technology to connect passengers and drivers, ...have begun to compete with traditional taxis. This paper examines the efficiency of ride sharing services vis-a-vis taxis. In most cities with data available, UberX drivers spend a significantly higher fraction of their time, and drive a substantially higher share of miles, with a passenger in their car than do taxi drivers. Reasons for this efficiency advantage are explored.
Although commuting time is an extension of working hours, few studies have examined the relationship between commuting time and insomnia symptoms in relation to working time. Thus, this study ...investigated the relationship between commuting time and working time and their link to sleep disturbance.
This study included employees with ≥35 weekly working hours (n = 30,458) using data from the Sixth Korean Working Conditions Survey conducted in Korea between October 2020 and April 2021. The association between commuting time (≤60, 61-120, and >120 minutes) and insomnia symptoms based on working hours (35-40, 41-52, and >52 h/wk) or shift work was investigated using survey-weighted logistic regression analysis.
Long commuting time (>120 min/d) combined with >52 working hours/week (OR: 7.88, 95% CI: 2.51-24.71) or combined with 41-52 h/wk (OR: 3.64, 95% CI: 2.15-6.14) was associated with a higher risk of insomnia symptoms compared with the reference group (working hours: 35-40 h/wk; daily commuting time: ≤60 minutes), after controlling for sex, age, socioeconomic factors, and work-related factors. Among shift workers, those with daily commuting time ≤60 minutes (OR: 1.71, 95% CI: 1.39-2.09), 61-120 minutes (OR: 2.63, 95% CI: 1.21-5.74), and >120 minutes (OR: 5.16, 95% CI: 2.14-12.44) had higher odds of insomnia symptoms than nonshift workers with ≤60 minutes daily commuting time.
Long working hours and shift work are associated with greater risk of insomnia symptoms.
Special issue on working hours and fatigue Howard, John
American journal of industrial medicine,
November 2022, 2022-11-00, 20221101, Letnik:
65, Številka:
11
Journal Article
PDF
