Artykuły w czasopismach: „Non-standard work hours”

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Dawkins, Peter. "Non-Standard Hours of Work and Penalty Rates in Australia". Journal of Industrial Relations 27, nr 3 (wrzesień 1985): 329–49. http://dx.doi.org/10.1177/002218568502700304.

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Voloshyna, V. V. "WORK UNDER THE DURATION RATE INSTALLED WORKING HOURS AND NON-STANDARD WORKING HOURS: THE BACKGROUND PROBLEM". Law Bulletin, nr 16 (2020): 89–97. http://dx.doi.org/10.32850/lb2414-4207.2020.16.11.

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Glorieux, Ignace, Inge Mestdag, Joeri Minnen i Jessie Vandeweyer. "The Myth of the 24-hour Society: Non-standard Work Hours in Belgium, 1966 and 1999". Social Indicators Research 93, nr 1 (17.12.2008): 177–83. http://dx.doi.org/10.1007/s11205-008-9381-x.

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Minnen, Joeri, Ignace Glorieux i Theun Pieter van Tienoven. "Who works when? Towards a typology of weekly work patterns in Belgium". Time & Society 25, nr 3 (1.08.2016): 652–75. http://dx.doi.org/10.1177/0961463x15590918.

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The question when people work is almost always reduced to the question how much people work on (non-)standard working hours. In this contribution, we applied optimal matching techniques using Belgian data from a weekly work grid ( n = 6330) to identify individuals’ work timing patterns, offering a richer analytical approach than most previous studies on (non-)standard work time. Results show that such analysis captures much more and much more relevant variation in the timing of work than simple questions. Three general and 10 more detailed weekly work patterns are identified based on two dimensions of paid work: the number of hours worked and the percentage of hours worked on non-standard periods of time. Additional analyses show that men’s work patterns depend only on job characteristics. For women, work patterns are also explained by socio-economic factors including education, presence of working partner and presence of children.

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Moilanen, Sanna, Vanessa May, Eija Räikkönen, Eija Sevón i Marja-Leena Laakso. "Mothers’ non-standard working and childcare-related challenges". International Journal of Sociology and Social Policy 36, nr 1/2 (14.03.2016): 36–52. http://dx.doi.org/10.1108/ijssp-11-2014-0094.

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Purpose – The purpose of this paper is to particularly focus on lone-mother families, comparing the childcare-related challenges experienced by working lone mothers and coupled mothers in three European countries in the context of a 24/7 economy and non-standard working hours (e.g. evening, night and weekend work). Design/methodology/approach – This study utilises survey data from Finnish, Dutch and British working mothers (n=1,106) collected as part of the “Families 24/7” research project. Multivariate regression analysis is used to analyse the associations between childcare-related challenges, maternal non-standard working, lone motherhood and country of residence. Findings – The results indicated similar results across the three countries by showing that working lone mothers experience childcare-related challenges more often compared with coupled mothers. Furthermore, an increase in maternal non-standard working associated positively with increased childcare-related challenges in both lone mother and coupled families but lone motherhood did not moderate this association. The findings suggest that, regardless of family form, families in all three countries struggle with childcare arrangements when the mother works during non-standard hours. This possibly relates to the inadequate provision of state-subsidised and flexible formal childcare during non-standard hours and to the country-specific maternal work hours cultures. Originality/value – This study responds to the need for comparative research on the reconciliation of maternal non-standard working and childcare with self-collected data from three European welfare states. The importance of the study is further highlighted by the risks posed to the maintenance of maternal employment and family well-being when reconciliation of work and childcare is unsuccessful, especially in lone-mother families.

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Dawkins, Peter, Campbell Rungie i Judith Sloan. "Penalty Rates and Labour Supply: Employee Attitudes to Non-Standard Hours of Work". Journal of Industrial Relations 28, nr 4 (grudzień 1986): 564–87. http://dx.doi.org/10.1177/002218568602800406.

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This paper considers the supply of labour to non-standard hours of work. If penalty rates for such hours of work were reduced, any potential employment creation due to increased labour demand would depend in part on the labour supply response. We consider the rationale for penalty rates, changes in the labour force and in the length of working hours, and evidence on employee attitudes (including in-depth discussion groups that we have organized). It is concluded that changes since the introduction of penalty rates and the heterogeneity of employee preferences make the rigid structure of penalty rates inappropriate. Appropriate patterns of working time and associated compensation vary substantially among industries and occupations.

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Hosking, Amanda, i Mark Western. "The effects of non-standard employment on work—family conflict". Journal of Sociology 44, nr 1 (marzec 2008): 5–27. http://dx.doi.org/10.1177/1440783307085803.

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Over the last five decades the Australian labour market has changed profoundly, one prominent aspect being an increase in non-standard forms of employment. Using data from the first wave of the Household, Income and Labour Dynamics in Australia project, this article explores whether non-standard employment is associated with greater or reduced work—family conflict among employed parents and whether experiences vary by gender. We focus on three types of non-standard employment: part-time hours, casual and fixed-term contracts and non-standard scheduling practices. Regression analyses show that mothers who work full-time rather than part-time experience significantly greater work—family conflict. Casual employment is not linked to a reduction in work—family conflict for either mothers or fathers once we control for working hours. Even though mothers are the primary carer in most families, mothers do not report greater work—family conflict than fathers. We attribute this finding to gender differences in the time spent in employment.

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Moilanen, Sanna, Vanessa May, Eija Sevón, Minna Murtorinne-Lahtinen i Marja-Leena Laakso. "Displaying morally responsible motherhood: lone mothers accounting for work during non-standard hours". Families, Relationships and Societies 9, nr 3 (1.11.2020): 451–68. http://dx.doi.org/10.1332/204674319x15664893823072.

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This study examined how lone mothers rationalise their work during non-standard hours (e.g., evenings and weekends), which they perceive as problematic in terms of child wellbeing, and thereby as violating the culturally shared moral order of ‘good’ motherhood. The data comprise interviews with 16 Finnish lone mothers, analysed as accounts, with a special focus on their linguistic features. The mothers displayed morally responsible motherhood through: (1) excusing work during non-standard hours as an external demand; (2) appealing to an inability to act according to good mothering ideals; (3) using adaptive strategies to protect child wellbeing; and (4) challenging the idea of risk. Our findings indicate that the moral terrain lone mothers must navigate is shaped by the ways in which their family situation contravenes powerful ideologies around good mothering, while their efforts to resist the ensuing stigma are constrained by the need to engage in work during non-standard hours.

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Roeters, A., T. van der Lippe, E. Kluwer i W. Raub. "Parental work characteristics and time with children: The moderating effects of parent’s gender and children’s age". International Sociology 27, nr 6 (13.04.2012): 846–63. http://dx.doi.org/10.1177/0268580911423049.

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This article investigates the association between work characteristics and parent–child interaction time. In addition to studying the commonly considered working hours, the authors investigated the effects of job demands and resources such as job insecurity, autonomy and non-standard hours. Moreover, they analysed whether these associations were different for fathers than for mothers and for parents with young vs adolescent children. The authors analysed self-collected data on 2593 Dutch parents and found that parents participated more in parent–child activities when they worked shorter hours, experienced more autonomy, could be reached by their children at work and worked during non-standard hours. Nevertheless, the work characteristics had little explanatory value additional to the working hours. The association between working hours and parent–child time was weaker for mothers and for parents with young children. Moreover, the beneficial effect of non-standard hours was stronger for mothers and autonomy more relevant for parents with adolescent children.

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Piasna, Agnieszka. "Scheduled to work hard: The relationship between non-standard working hours and work intensity among European workers (2005-2015)". Human Resource Management Journal 28, nr 1 (6.10.2017): 167–81. http://dx.doi.org/10.1111/1748-8583.12171.

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Svichkarova, Yaroslava. "Attempt № 2 on “improvement of labor legislation on the concepts of non-standard forms of employment” (zero-hours contract)". Law and innovations, nr 1 (33) (5.04.2021): 46–54. http://dx.doi.org/10.37772/2518-1718-2021-1(33)-7.

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Problem setting. Nowadays one of the little-studied forms of atypical employment in the science of labor law is on-call work. At the end of 2020, the Ministry of Economic Development, Trade and Agriculture of Ukraine prepared a draft Law of Ukraine “On Amendments to the Labor Code of Ukraine to regulate some non-standard forms of employment”, which proposed the construction of a zero-hours contract. This was the second “attempt” to introduce the construction of such an employment contract. If we analyze the definition and content of the zero-hours contract contained in the project, we can see that it does not apply to the contract with zero working hours, nor to the contract “minimum-maximum”. This raises a number of questions about its legal regulation and its applicability in practice. Analysis of resent researches and publications. The legal regulation of atypical employment has been analysed by S. Golovin, I. Kiselev, A. Lushnikov, M. Lushnikova, D. Morozov, O. Motsna, N. Nikitina, O. Protsevskyy, O. Rymkevych, V. Soifer, O. Yaroshenko. At the same time, the scientific literature has not yet developed uniform approaches to defining on-call work, the agreements that apply to it, and possible ways of its legal regulation. Аrticle’s main body. “On-call work” is a generalizing concept in relation to both “zero hours” and “minimummaximum” contracts. Based on the etymological meaning of the word “challenge” – a request or demand to appear somewhere, “work on call implies that the employee performs labor functions only when he is invited (called) by the employer. What the minimum-maximum and zero-hour contracts have in common is that the employer has no obligation to hire the employee. The zero-hours contract, which was presented in the draft, does not fully apply to contracts with zero working hours, nor to contracts “minimum-maximum”, and in our opinion, its legal structure needs careful refinement. Conclusions and prospects for the development. In modern conditions, a contract on call can be attractive only to people who are unstable to work (for example, students, retirees, housewives) or those who are looking for an additional source of income. Therefore, we believe that the developers of regulations that will regulate the relations arising from non-standard forms of employment, it would be more appropriate to pay attention to the contract “minimum-maximum”, which is a more optimal form for regulating work on call. The introduction of a domestic employment contract on call will contribute to the legalization of this type of labor relations, while, in our opinion, the protective function of labor law should remain a priority in relation to the economic function.

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Monusova, G. A. "Working at home and outside: Working conditions and non-working hours". Voprosy Ekonomiki, nr 12 (8.12.2021): 118–38. http://dx.doi.org/10.32609/0042-8736-2021-12-118-138.

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In the presence of anti-epidemic restrictions, telework has become widespread around the world. This trend has provoked numerous debates on how efficient and convenient work from home is compared to that performed on special premises. However, work from home is not the only non-standard form of work activity. This study explores different types of workplace — locations and premises where workers perform their duties. Empirical analysis exploits microdata from “The time use survey” conducted by the Russian Statistical Agency in 2019. The survey identifies six types of work: on standard premises (offices or shop-floors), telework, homebased work, work performed in special facility (like kiosks, pavilions, gas filling stations, garages, etc.), in open air facilities (like construction sites or agricultural fields), or transportation/delivery services. These types of workplace differ in terms of employment and working conditions, work safety and commuting time, potentially contributing to social stratification. Thus, heterogeneity in “workplaces” contributes to social stratification, affects distribution of economic benefits and health risks and can be an additional measure of labor market inequality.

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Monusova, G. A. "Working at home and outside: Working conditions and non-working hours". Voprosy Ekonomiki, nr 12 (8.12.2021): 118–38. http://dx.doi.org/10.32609/10.32609/0042-8736-2021-12-118-138.

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In the presence of anti-epidemic restrictions, telework has become widespread around the world. This trend has provoked numerous debates on how efficient and convenient work from home is compared to that performed on special premises. However, work from home is not the only non-standard form of work activity. This study explores different types of workplace — locations and premises where workers perform their duties. Empirical analysis exploits microdata from “The time use survey” conducted by the Russian Statistical Agency in 2019. The survey identifies six types of work: on standard premises (offices or shop-floors), telework, homebased work, work performed in special facility (like kiosks, pavilions, gas filling stations, garages, etc.), in open air facilities (like construction sites or agricultural fields), or transportation/delivery services. These types of workplace differ in terms of employment and working conditions, work safety and commuting time, potentially contributing to social stratification. Thus, heterogeneity in “workplaces” contributes to social stratification, affects distribution of economic benefits and health risks and can be an additional measure of labor market inequality.

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Piasna, Agnieszka. "Standards of Good Work in the Organisation of Working Time: Fragmentation and the Intensification of Work Across Sectors and OccupationsDate submitted: September 9, 2018Revised version accepted after double-blind review: August 13, 2019." management revue 31, nr 2 (2020): 259–84. http://dx.doi.org/10.5771/0935-9915-2020-2-259.

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This article addresses the issue of good work in terms of working time organisation by exploring the link between diverse working time practices and work intensity. Existing studies have demonstrated that non-standard working hours expose workers to the pressures of work intensification, which can be defined as the compression of work activities into a unit of time. This article expands existing knowledge by investigating how the outcomes of non-standard working hours differ by sector and occupation, as well as by incorporating detailed and comprehensive measures of working time organisation in the empirical analysis. Based on EWCS data from 2010 and 2015 for 28 EU countries, the empirical analysis uses multilevel regression models with workers nested within countries. The results show that non-standard working hours and employer-driven scheduling are, on average, linked to more intense work than regular daytime hours scheduled from Monday to Friday or under worker-led flexibility arrangements. Consistent with expectations, the study points to significant differences in this relationship between sectors and occupations. Among others, in low-skilled and routine occupations, and service sectors such as transport, commerce, hospitality and health, short hours of work and employer-led flexibility are associated with relatively more intense work. Even where workers have some control over their schedules, jobs in these areas are not linked to lower levels of work intensity. The findings also support the expectation of overwork in high-skilled jobs, where long hours of work and high levels of worker-led flexibility are linked to relatively more intense work.

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Wu, Jennifer Chun-Li. "Parental work characteristics and diet quality among pre-school children in dual-parent households: results from a population-based cohort in Taiwan". Public Health Nutrition 21, nr 6 (13.12.2017): 1147–55. http://dx.doi.org/10.1017/s1368980017003548.

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AbstractObjectiveTo examine the relationship between parental work characteristics and diet quality among pre-school children in dual-parent households.DesignCross-sectional study. Parental work characteristics were measured by the types of combined parental work schedules and work hours. The main outcome variables included meal eating habits as well as ‘health-conscious food’ and ‘unhealthy non-core food’ dietary patterns derived by using principal component analysis. Sociodemographic covariates were considered to reduce confounding and selection biases.SettingThe Taiwan Birth Cohort Study, Taiwan.SubjectsA population-based sample of 18 046 children.ResultsMultiple regression analyses indicated that compared with having both parents working standard schedules, having at least one parent who worked non-standard schedules was significantly associated with a lower likelihood of a child eating breakfast every day and a higher consumption of unhealthy non-core foods. If only one parent was employed and worked standard schedules, the children demonstrated greater odds of having home-prepared dinner most of the time. The mother’s working long hours was associated with lower odds of eating breakfast every day, more frequent consumption of unhealthy non-core foods and a lower frequency of healthy food consumption.ConclusionsThe findings raise concern that parents’ non-standard work schedules and mother’s long working hours have negative effects on diet quality of pre-school children. Policy implications include the need for a multifaceted approach to supporting working parents so as to create healthier food environments.

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Svichkarova, Yaroslava. "Employment contract with non-fixing working hour: peculiarities of working time". Law and innovations, nr 3 (35) (21.09.2021): 35–40. http://dx.doi.org/10.37772/2518-1718-2021-3(35)-5.

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Problem setting. On-call work is today a poorly-investigated by science of labor law form of non-standard employment. Since 2019, there are several draft laws developed in Ukraine that deal with on-call work. These drafts describe it such as employment contract with non-fixing working hour. The latest draft No. 5161 of 25.02.2021 "On Amendments to Certain Legislative Acts of Ukraine on the regulation of some non-standard forms of employment" has been submitted to Parliament. This bill was developed according to the Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union. However, we believe some provisions of this bill on the establishment of working time need further adaptation. Analysis of resent researches and publications. The issue of legal regulation of non-standard employment has been analysed by V.Venedidikov, N. Vyshnevska, I. Gorgoriev, I. Kiselev, A. Lushnikov, D. Morozov, O. Mozna, N. Nikitina, O. Process, O. Rimkevich, V. Soyfer, M. Sorokishin, O. Yaroshenko. On-call work was the subject of doctor’s and candidate’s thesis of V. Gnidenko, O. Korkin, O.Pilipko, M. Shabanova. At the same time a number of legal problems were arised after the project No. 5161 had been adopted. For instance, peculiarities of the establishment of working time, the legal regulation of new legal categories in an employment contract with non-fixed working time need further adaptation. Аrticle’s main body. In the employment contract with non-fixing working hour the maximum working hours of the employee is determined, fixed in the contract, however the minimum working time is not defined due to the fact that the employer does not have a duty to provide employee work. The minimum duration of working time defined in the draft law depends only on the amount of the wage or compensation for staying in a state of waiting. In order to strengthen the coherence of terminology and better reconcile the typology and character of this non-standard employment form with the provisions of Directive (EU) 2019/1152, the draft law should enter and (or) determine the terms, such as a schedule of work, basic hours and days, mode of operation. Conclusions and prospects for the development. In the contract with non-fixed working hours, the installation and distribution of working time has specific features: maximum duration of the employee's working time is determined, fixed in the contract, and the minimum working time is not determined at all, since the employer does not have a duty in the employer to provide employee work. The minimum duration of working time defined in the draft law depends only on the amount of the wage or compensation for staying in a state of waiting. In such an employment contract basic days and hours should be establishes, that is, a time interval when an employee must perform its labor duties in case of a demand. The employee's calling on work, in turn, must be carried out by the employer in compliance with the conditions established in the contract itself (for example, the method and minimum term of the employee's notice of the start of work). The mode of operation is predictive to the employee, the one can predict "theoretically" that he can be called on in certain days and hours. The schedule of work with each call on work is really unpredictable. This schedule should be agreed between the employee and the employer before the work is started, although we believe such agree does not matter because the schedule is made within the basic days and hours that are already known to the employee.

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Svichkarova, Yaroslava. "Employment contract with non-fixing working hour: peculiarities of working time". Law and innovations, nr 3 (35) (21.09.2021): 35–40. http://dx.doi.org/10.37772/2518-1718-2021-3(35)-5.

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Problem setting. On-call work is today a poorly-investigated by science of labor law form of non-standard employment. Since 2019, there are several draft laws developed in Ukraine that deal with on-call work. These drafts describe it such as employment contract with non-fixing working hour. The latest draft No. 5161 of 25.02.2021 "On Amendments to Certain Legislative Acts of Ukraine on the regulation of some non-standard forms of employment" has been submitted to Parliament. This bill was developed according to the Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union. However, we believe some provisions of this bill on the establishment of working time need further adaptation. Analysis of resent researches and publications. The issue of legal regulation of non-standard employment has been analysed by V.Venedidikov, N. Vyshnevska, I. Gorgoriev, I. Kiselev, A. Lushnikov, D. Morozov, O. Mozna, N. Nikitina, O. Process, O. Rimkevich, V. Soyfer, M. Sorokishin, O. Yaroshenko. On-call work was the subject of doctor’s and candidate’s thesis of V. Gnidenko, O. Korkin, O.Pilipko, M. Shabanova. At the same time a number of legal problems were arised after the project No. 5161 had been adopted. For instance, peculiarities of the establishment of working time, the legal regulation of new legal categories in an employment contract with non-fixed working time need further adaptation. Аrticle’s main body. In the employment contract with non-fixing working hour the maximum working hours of the employee is determined, fixed in the contract, however the minimum working time is not defined due to the fact that the employer does not have a duty to provide employee work. The minimum duration of working time defined in the draft law depends only on the amount of the wage or compensation for staying in a state of waiting. In order to strengthen the coherence of terminology and better reconcile the typology and character of this non-standard employment form with the provisions of Directive (EU) 2019/1152, the draft law should enter and (or) determine the terms, such as a schedule of work, basic hours and days, mode of operation. Conclusions and prospects for the development. In the contract with non-fixed working hours, the installation and distribution of working time has specific features: maximum duration of the employee's working time is determined, fixed in the contract, and the minimum working time is not determined at all, since the employer does not have a duty in the employer to provide employee work. The minimum duration of working time defined in the draft law depends only on the amount of the wage or compensation for staying in a state of waiting. In such an employment contract basic days and hours should be establishes, that is, a time interval when an employee must perform its labor duties in case of a demand. The employee's calling on work, in turn, must be carried out by the employer in compliance with the conditions established in the contract itself (for example, the method and minimum term of the employee's notice of the start of work). The mode of operation is predictive to the employee, the one can predict "theoretically" that he can be called on in certain days and hours. The schedule of work with each call on work is really unpredictable. This schedule should be agreed between the employee and the employer before the work is started, although we believe such agree does not matter because the schedule is made within the basic days and hours that are already known to the employee.

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Karavay, А. V. "NON-STANDARD EMPLOYMENT IN MODERN RUSSIA: TYPES, SCALES, DYNAMICS". Social & labor researches 48, nr 3 (2022): 81–93. http://dx.doi.org/10.34022/2658-3712-2022-48-3-81-93.

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The aim of the article is to assess the scale and dynamics of all types and varieties of non-standard employment, reflecting the specifics of labor relations between employees and employers in the Russian labor market. Research methods include a comprehensive, statistical, mathematical and comparative analysis of empirical and statistical data, their systematization and structuring. The results of the study showed that within the framework of non-standard employment (which has dominated in recent years among Russian employees), there are more people willing to work, despite the rather frequent violation of their basic labor rights, manifested in the absence of written labor contact and the systematic excess of working hours per week without proportional overtime pay, etc. The author comes to the conclusion that the results of the study can be used both to develop an employment policy and to amend the current legislation and management in the field of labor.

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Lee, Wanhyung, Jiyoun Jung, Joonho Ahn i Hyoung-Ryoul Kim. "Rate of inappropriate energy and micronutrient intake among the Korean working population". Public Health Nutrition 23, nr 18 (18.03.2020): 3356–67. http://dx.doi.org/10.1017/s1368980019004075.

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AbstractObjective:Adequate energy and nutrient intakes are important for workers who spend at least one-third of their day working. We investigated differences in these intakes among Korean workers because few studies have reported on energy or nutrient intakes, related to working conditions (long working hours, shift work and non-standard work).Design:Dietary intake was assessed using 1-d 24-h recall. Energy and nutrient intakes were evaluated using age- and sex-specific dietary reference intakes for Korean citizens. Occupational characteristics were obtained from self-reported Korean National Health and Nutritional Examination Survey (KNHANES) data (occupational classification, working hours, shift work and non-standard workers). An age, education and household income-adjusted logistic regression model was applied to investigate differences in inappropriate energy and nutrient intakes, by sex and occupation.Setting:Cross-sectional study.Participants:From KNHANES (2007–2016), 11 145 participants (5401 males; 5744 females) were included, finally.Results:Males with long working hours had higher inappropriate carbohydrate, protein, water, vitamin B2 and phosphate intakes than those who worked ≤60 h/week. Long working hours among females were significantly associated with total energy and nutrient ‘under-intake’. Male shift and non-standard workers had higher inappropriate protein, water, mineral and vitamin intakes. Multivariate logistic regression revealed that white- and male pink-collar workers had significantly increased risks of water and vitamins A, C, B1 and niacin ‘under-intake’.Conclusions:We found different rates of inappropriate energy and micronutrient intakes according to working conditions. Younger workers with long hours and shift work schedules were vulnerable to inappropriate energy and nutrient intakes.

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Taiji, Riley, i Melinda C. Mills. "Non-standard Schedules, Work–Family Conflict, and the Moderating Role of National Labour Context: Evidence from 32 European Countries". European Sociological Review 36, nr 2 (9.10.2019): 179–97. http://dx.doi.org/10.1093/esr/jcz048.

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Abstract A wide body of research over the past 30 years links non-standard work schedules to increased work–family conflict (WFC), but often only within single country contexts. A relatively under-explored question is the extent to which the effects of non-standard schedules on family life might vary by country or be buffered by institutional context. Building on past research, this study uses multilevel modelling techniques on 2004 and 2010 European Social Survey data to explore whether the effects of non-standard schedules on WFC vary across 32 countries in Europe, and if so, whether this contextual variation can be explained by labour regulations and industrial relations characteristics measured at the country level. Findings show that while non-standard work hours and days are associated with increased WFC across the majority of sampled countries, the strength of this association varies significantly between countries. The strongest factor shaping the social consequences of non-standard schedules is the degree to which workers are covered under collective bargaining agreements in a country, which explains as much as 17% of the observed between-country variation in the effects of non-standard schedules on WFC. These findings highlight collective agreements as one of the central mechanisms through which family-friendly regulations on working times and conditions are generated for non-standard schedule workers across Europe. More broadly, findings suggest that when studying the social consequences of non-standard schedules, these arrangements must be contextualized in the broader institutional frameworks within which they are organized and regulated.

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Murtorinne-Lahtinen, Minna, Sanna Moilanen, Mia Tammelin, Anna Rönkä i Marja-Leena Laakso. "Mothers’ non-standard working schedules and family time". International Journal of Sociology and Social Policy 36, nr 1/2 (14.03.2016): 119–35. http://dx.doi.org/10.1108/ijssp-02-2015-0022.

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Purpose – The purpose of this paper is to investigate Finnish working mothers’ experiences of the effects of non-standard working schedules (NSWS) on family time in two family forms, coupled and lone-parent families. Furthermore the aim is to find out what meanings mothers with NSWS attached to family time paying particular attention to the circumstances in which mothers experienced NSWS positively. Design/methodology/approach – Thematic analysis of 20 semi-structured interviews was used to investigate mothers’ experiences of the effects of NSWS on family time. Findings – The key factor generating positive experiences was the ability to maintain regularity and togetherness, which was enhanced by specific features of work, such as autonomy and regularity, and successful child care arrangements. Also important were the values mothers associated with family time. The results highlighted the more problematic situation of lone-parent families. Research limitations/implications – The main limitation of this study was the small sample size. Practical implications – The findings show how the parents of small children benefit from the regularity and flexibility in their working hours. Owing to irregular and varying working times, flexible around-the-clock childcare is needed. In Finland, an important question is how to organize the care of small school-aged children. Lone mothers, especially, may need services to help with domestic chores and childcare. Social implications – A non-resident parent can also be an important source of childcare. Therefore policymakers should take into account family type, including consideration of the rights to childcare of non-resident parents. Originality/value – This study adds to the literature by explaining more in depth, through the richness of qualitative data, the circumstances in which mothers experience NSWS positively.

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Moortel, Deborah De, Nico Dragano i Morten Wahrendorf. "Involuntary Full- and Part-Time Work: Employees’ Mental Health and the Role of Family- and Work-Related Resources". Societies 10, nr 4 (24.10.2020): 81. http://dx.doi.org/10.3390/soc10040081.

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Resources related to a good work-life balance may play an important role for the mental health of workers with involuntary working hours. This study investigates whether involuntary part-time (i.e., working part-time, but preferring full-time work) and involuntary full-time work (i.e., working full-time, but preferring part-time work) are associated with a deterioration of mental health and whether family- and work-related resources buffer this association. Data were obtained from the German Socio-Economic Panel (GSOEP) with baseline information on involuntary working hours and resources. This information was linked to changes in mental health two years later. We found impaired mental health for involuntary full-time male workers and increased mental health for regular part-time female workers. The mental health of involuntary full-time male workers is more vulnerable, compared to regular full-time workers, when having high non-standard work hours and when being a partner (with or without children). Involuntary part-time work is detrimental to men’s mental health when doing a high amount of household work. This study is one of the first to emphasize the mental health consequences of involuntary full-time work. Avoiding role and time conflicts between family and work roles are important for the mental health of men too.

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ARLINGHAUS, Anna, Philip BOHLE, Irena ISKRA-GOLEC, Nicole JANSEN, Sarah JAY i Lucia ROTENBERG. "Working Time Society consensus statements: Evidence-based effects of shift work and non-standard working hours on workers, family and community". Industrial Health 57, nr 2 (2019): 184–200. http://dx.doi.org/10.2486/indhealth.sw-4.

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Han, Wen-Jui, i Julia Shu-Huah Wang. "Changing Employment and Work Schedule Patterns over the 30 Working Years—A Sequential Cluster Analysis". International Journal of Environmental Research and Public Health 19, nr 20 (21.10.2022): 13677. http://dx.doi.org/10.3390/ijerph192013677.

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Objective. As labor markets have become increasingly volatile and precarious since 1980s, more workers are susceptible to working conditions such as unpredictable and unstable hours, threatening their economic security. However, our understanding of employment patterns regarding the changes in work schedules over our working lives has yet been established. This study builds our knowledge in this area by paying attention to how social positions may shape the specific work schedule patterns over our working lives. Methods. We used the National Longitudinal Survey of Youth-1979 (NLSY79) to examine our research questions. NLSY79 follows a nationally representative sample of United States men and women between the ages of 14 and 22 when first interviewed in 1979. The participants were then interviewed annually until 1994 and then biennially thereafter. We first conducted a sequence analysis to examine work schedule patterns between ages 22 and 53 (n = 7987). We then used a multinomial logit regression to examine the factors contributing to specific work schedule patterns, with attention to social position. Results. Our sequence analysis results suggest five work schedule patterns during 31 years of adult life: working only standard hours (25%), mainly standard hours with some portions of nonstandard hours (38%), standard hours during early working years but transitioning to either largely variable or mainly evening or night hours (14% and 13%), and mostly not working (10%). Our multinomial logit analysis indicates that being non-Hispanic Black, having a high school degree or below, or having ever experienced poverty or welfare by age 23 were more likely to have a nonstandard work schedule pattern than their counterparts. Conclusions. Our analysis underscores the dynamic employment patterns over our working lives, with some groups more likely than others to be engaged in nonstandard or volatile work schedules. Importantly, the groups likely to be subject to nonstandard work schedules also tend to have relatively disadvantaged social positions, thus worsening their vulnerability in securing work characterized by stability and economic security.

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Plekhov, D. O. "International legal regulation of remote work as one of the forms of non-standard employment". Uzhhorod National University Herald. Series: Law, nr 65 (25.10.2021): 180–84. http://dx.doi.org/10.24144/2307-3322.2021.65.33.

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The article is devoted to the study of telework as one of the forms of non-standard employment. In particular, given the prevalence of remote work as a method of physical distancing to prevent coronavirus infection in the workplace, remote work was considered in the light of international and European standards. It is concluded that the development of national legislation on telework should take into account the provisions of the ILO Conventions “On Home Work” from 1996 № 177, “On Decent Work of Domestic Workers” from 2011 № 189, ILO Recom-mendations “On Home Work” from 1996 4. 184. At the same time, it is important not only to ratify the relevant international legal instruments, but also to adequately reflect in labor law their most important provisions, taking into account the relevant recommendations. It is primarily a matter of ensuring equal labor rights for remote workers compared to traditional workers, as well as protecting them from discrimination. They must be given the opportu-nity to unite in order to protect their interests in trade unions and other organizations, and the right to participate in collective bargaining must be guaranteed. It is proposed to develop an adequate mechanism for monitoring compli-ance with labor legislation during the use of telework.A proposal has been made at the legislative level to implement the provisions of the European Framework Agree-ment on Teleworking, taking into account the peculiarities of the national legal system. In particular, implement the main provisions of the Agreement, which would provide: (1) decent working conditions for remote workers at the expense of the employer (separate room for work, telephone, payment of additional costs); (2) social and legal guarantees of work (leave, clear definition of working hours, advanced training, etc.); (3) compliance with occupa-tional safety requirements (legal liability of the employer for any accident or damage); (4) legislative regulation of the rules, obligations and conditions of concluding a contract with employees of the remote form of employment.

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Sprajcer, Madeline, Sarah L. Appleton, Robert J. Adams, Tiffany K. Gill, Sally A. Ferguson, Grace E. Vincent, Jessica L. Paterson i Amy C. Reynolds. "Who is ‘on-call’ in Australia? A new classification approach for on-call employment in future population-level studies". PLOS ONE 16, nr 11 (4.11.2021): e0259035. http://dx.doi.org/10.1371/journal.pone.0259035.

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Background On-call research and guidance materials typically focus on ‘traditional’ on-call work (e.g., emergency services, healthcare). However, given the increasing prevalence of non-standard employment arrangements (e.g., gig work and casualisation), it is likely that a proportion of individuals who describe themselves as being on-call are not included in current on-call literature. This study therefore aimed to describe the current sociodemographic and work characteristics of Australian on-call workers. Methods A survey of 2044 adults assessed sociodemographic and work arrangements. Of this population, 1057 individuals were workforce participants, who were asked to provide information regarding any on-call work they performed over the last three months, occupation type, weekly work hours, and the presence or absence of non-standard work conditions. Results Of respondents who were working, 45.5% reported working at least one day on-call in the previous month. There was a high prevalence of on-call work in younger respondents (63.1% of participants aged 18–24 years), and those who worked multiple jobs and more weekly work hours. Additionally, high prevalence rates of on-call work were reported by machinery operators, drivers, community and personal service workers, sales workers, and high-level managers. Conclusions These data suggest that on-call work is more prevalent than previously recorded and is likely to refer to a broad set of employment arrangements. Current classification systems may therefore be inadequate for population-level research. A taxonomy for the classification of on-call work is proposed, incorporating traditional on-call work, gig economy work, relief, or unscheduled work, and out of hours work.

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Ferguson, Sally A., Sarah L. Appleton, Amy C. Reynolds, Tiffany K. Gill, Anne W. Taylor, R. Douglas McEvoy i Robert J. Adams. "Making errors at work due to sleepiness or sleep problems is not confined to non-standard work hours: results of the 2016 Sleep Health Foundation national survey". Chronobiology International 36, nr 6 (24.04.2019): 758–69. http://dx.doi.org/10.1080/07420528.2019.1578969.

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Lapina, Tatiana A. "Non-standard employment of scientific and pedagogical workers of Russian universities". Herald of Omsk University. Series: Economics 18, nr 4 (28.12.2020): 75–81. http://dx.doi.org/10.24147/1812-3988.2020.18(4).75-81.

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The article discusses the reasons for non-standard employment of scientific and pedagogical workers (SPW) of Russian universities, the inclusion of SPW in non-standard employment and its consequences both for individual SPW and for society as a whole. Various options for non-standard employment have already become firmly established in the realities of the labor market, and are analyzed in a number of studies. At the same time, for certain professional qualification groups of employees or for certain industries, such an analysis is absent both at the level of theory and at the level of empirical material. This statement applies, among other things, to the employment of SPW. Based on the analysis of the literature, the author offers a classification of types of non-standard employment of SPW of Russian universities based on the number of hours of their work and the presence of additional employment - there are identified 11 groups of non-standard employees. The article also describes three groups of factors: external factors relative to universities, intra-university factors and individual characteristics of the SPW, which affect the involvement of the SPW in non-standard employment. These factors currently chaotically affect the nature and content of the work of the SPW. At the same time, having an assessment of the impact of these factors, it is possible to formulate a clear employment management policy. Based on the results of the study, it was concluded that there is a need for empirical research in the field of non-standard employment of SPW. This need is due to the current lack of full-fledged empirical studies on this problem, the prevalence of non-standard employment practices among SPW in universities, as well as the presence of negative consequences of non-standard employment of SPW in Russian universities. It is noted that non-standard employment contributes to the formation of labor precarization.

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Wang, Senhu, Daiga Kamerāde, Brendan Burchell, Adam Coutts i Sarah Ursula Balderson. "What matters more for employees’ mental health: job quality or job quantity?" Cambridge Journal of Economics 46, nr 2 (10.12.2021): 251–74. http://dx.doi.org/10.1093/cje/beab054.

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Abstract Recent debates about whether the standard full-time working week (35–40 h) can be replaced by a shorter working week have received extensive attention. Using 2015 European Working Conditions Survey data, this study contributes to these debates by exploring the relationships between job quantity, job quality and employees’ mental health. Overall, we find that a job’s quality matters more than its quantity as measured in hours per week. The results show that actual working hours are hardly related to employees’ mental health but job quality, especially intrinsically meaningful work, less intensified work and having a favourable social environment, has positive effects on employee mental health, even in jobs with short working hours. Moreover, although working less than one prefers (under-employment) has negative effects, these negative effects become much smaller in size and non-significant in good quality jobs, especially in jobs with skill discretion and good job prospects. These findings develop the debates about a shorter standard working week by emphasising the continued and crucial importance of job quality in debates on the future of work. These results also suggest that policymakers should pay particular attention to job quality when addressing the dramatic reduction in total hours of employment in Europe following the COVID-19 crisis.

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Wöltje, Michael, Arthur Kölbel, Dilbar Aibibu i Chokri Cherif. "A Fast and Reliable Process to Fabricate Regenerated Silk Fibroin Solution from Degummed Silk in 4 Hours". International Journal of Molecular Sciences 22, nr 19 (29.09.2021): 10565. http://dx.doi.org/10.3390/ijms221910565.

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Silk fibroin has a high potential for use in several approaches for technological and biomedical applications. However, industrial production has been difficult to date due to the lengthy manufacturing process. Thus, this work investigates a novel procedure for the isolation of non-degraded regenerated silk fibroin that significantly reduces the processing time from 52 h for the standard methods to only 4 h. The replacement of the standard degumming protocol by repeated short-term microwave treatments enabled the generation of non-degraded degummed silk fibroin. Subsequently, a ZnCl2 solution was used to completely solubilize the degummed fibroin at only 45 °C with an incubation time of only 1 h. Desalting was performed by gel filtration. Based on these modifications, it was possible to generate a cytocompatible aqueous silk fibroin solution from degummed silk within only 4 h, thus shortening the total process time by 48 h without degrading the quality of the isolated silk fibroin solution.

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Brown, B., M. Crowther, S. Appleton, Y. Melaku, R. Adams i A. Reynolds. "P014 Shift work disorder and the prevalence of help seeking behaviours for sleep concerns in Australia". SLEEP Advances 2, Supplement_1 (1.10.2021): A26. http://dx.doi.org/10.1093/sleepadvances/zpab014.062.

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Abstract Introduction Shift work disorder is a circadian rhythm sleep-wake disorder, defined by symptoms of insomnia and excessive levels of sleepiness resulting from work that occurs during non-standard hours. Sleep problems are common in shift workers, yet our understanding of help-seeking behaviours for sleep in shift workers is limited. Methods As a part of a national sleep health survey, data were collected on the help-seeking behaviours for sleep problems in an online sample of Australian individuals on non-standard work schedules (n=448). Of the sample of non-standard workers, 10.5% (n=41) met the criteria for probable shift work disorder (pSWD). Results Non-standard workers with pSWD did not seek help for sleep problems at higher rates than workers without SWD (p = .979). General practitioners were the most reported healthcare professional sought out for sleep problems of individuals with pSWD. Self-management was common in workers with pSWD, with a high self-reported prevalence of alcohol use (31.7%) as a sleep management strategy, and caffeine consumption (76.9%) as a sleepiness management strategy. The majority of individuals with pSWD reported the mentality of ‘accept it and keep going’ as a sleepiness management strategy, highlighting a potential barrier to help-seeking behaviour in workers with pSWD. Discussion These findings provide novel insight into the help-seeking behaviours of individuals with pSWD. There is a need for further research to understand why individuals at risk for shift work disorder are not actively seeking help, and to develop health promotion and intervention strategies to improve engagement with healthcare professionals.

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Harris, R., C. Beatty, J. Cori, G. Spitz, S. Soleimanloo, S. Peterson, A. Naqvi i in. "O066 The Impact of Work Break Characteristics on Sleep Duration in Heavy Vehicle Drivers". SLEEP Advances 3, Supplement_1 (1.10.2022): A27—A28. http://dx.doi.org/10.1093/sleepadvances/zpac029.065.

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Abstract Introduction Heavy vehicle drivers (HVDs) frequently experience reduced sleep due to travelling long distances under non-standard work hours. Short sleep in HVDs can increase risk of motor vehicle crashes and falling asleep while driving. This study sought to examine the influence of break duration between shifts, break onset time, and prior shift duration on HVDs’ total sleep time (TST) between consecutive work shifts, and the interaction between break duration and break onset time. Methods Twenty-seven HVDs’ sleep and shift work were monitored for up to nine weeks through actigraphy, sleep diaries, and work diaries. Differences in TST between consecutive shifts and days off were assessed. Linear mixed models and pairwise comparisons evaluated the impact of break duration, break onset time, and prior shift duration on TST between shifts. Results TST was significantly lower between consecutive shifts (M=6.38-hours) compared to days off (M=7.63-hours), p<.001. Longer break durations were associated with more TST, p<.001. Break durations up to 7-, 9-, and 11-hours resulted in, on average, 4.76-, 5.66-, and 6.41-hours of sleep, respectively. Breaks starting between 00:01-08:00h led to shorter TST compared to breaks starting between 16:01-20:00h, p<.05. Prior shift duration and the interaction between break duration and break onset time were not associated with TST. Discussion HVDs’ TST between workdays are independently impacted by break duration and break onset time. Break durations between 7-11-hours, reflecting Australian and European break guidelines, result in insufficient sleep. Work regulations must evaluate appropriate break durations and break onset times to allow adequate sleep in HVDs.

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Woodman, Dan, i Julia Cook. "The new gendered labour of synchronisation: Temporal labour in the new world of work". Journal of Sociology 55, nr 4 (19.10.2019): 762–77. http://dx.doi.org/10.1177/1440783319879244.

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Research considering how time is organised has shown that women tend to carry a disproportionate burden of coordinating the schedules of their households. However, little research has considered how these gendered inequalities may manifest in the context of the shift away from ‘standard’ work patterns and towards variable and non-standard hours. We address this question by using interview and digital data to consider how a selection of ‘ordinary’ Australian young adults in heterosexual partnerships manage and coordinate their time. We contend that even for middle-class young adults with relatively high employment security, increasingly complex working arrangements are shifting existing inequalities in gendered divisions of temporal labour in ways that heighten feelings of temporal insecurity. We conceptualise our findings as part of an intensification of the existing need to schedule and manage lives that is widely felt in the so-called ‘gig economy era’, even by those removed from gig work proper.

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Kapur, S. "CS06-02 - How fast antipsychotics work – implications for theory and practise". European Psychiatry 26, S2 (marzec 2011): 1787. http://dx.doi.org/10.1016/s0924-9338(11)73491-5.

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It has been traditionally accepted that antipsychotics have a 'delayed onset' of action with various authors claiming 2–3 weeks of delay. Data from the previous few years has contradicted this notion.The talk will review this data, identify its theoretical implications and implications for practise. In an initial meta-analysis of over 8,000 patient data it was shown that antipsychotic action is not delayed at all but evident in teh first week, this change is not non-specific sedation but a specific anti-'psychotic' effect, and is seen with all evaluated antipsychotics. In more recent studies we have been able to show that this effect is even discernable in the first 24 hours, is related to dopmaine D2 occupancy achieved early on, and early non-response is a very strong predictor of subsequent non-response.This early onset is not only an isolated improvement in psychosis-but, can also be seen on quality of life and social functionign indicators. These data raise interesting questions regarding the mechanism of improvement: they question the standard 'depolarisation block' hypothesis of antispychotic action-and suggest a simpler dopamine occupancy hypothesis instead; since change occurs early it is possible to map different trajectories and our most recent findigns show that drug-treated patients show a distinct trajectory from those observed in placebo-treated patients. Finally, these findings have implications for the design of clinical trials and clinical practise. In clinical trials it is possible to use early-response to devise adpative or enriched designs that are more clinically relevant - example of a recent such application will be discussed and at a clinical level it may be possible to reconsider the standard notion that an antipsychotic must be tried for 6 weeks before considering an alterative option.

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Tunlid, Sara. "Educational differences in women’s work–family conflict". Acta Sociologica 63, nr 1 (25.09.2018): 23–39. http://dx.doi.org/10.1177/0001699318798677.

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In recent years, increasing attention has been paid to the importance of addressing the impact of both policy context and individual factors, as well as the interaction between the two, to explain inequalities between social groups. This paper uses data from the European Social Survey 2010 to examine how partnered mothers’ work–family conflict varies with educational level and child care for children 0–2 years old. The study uses multilevel methods and adjusts for several work-related factors, such as occupation, non-standard working hours and flexible schedule, as well as the partner’s time spent on paid and unpaid work. The results show that more educated mothers experience higher work–family conflict than less educated mothers do. The difference can be explained in full by work-related characteristics. Stratified analyses show that child care lowers the conflict, but only for the less educated mothers. In fact, child care seems to increase the conflict for more educated mothers of very young children. Furthermore, a positive interaction effect indicates larger educational differences in work–family conflict in countries with extensive child care. The present study underscores the importance of recognizing the intersection of education and family policy, as they both play an important role for work–family conflict.

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McGarvey, Caoimhe, i Paul O'Brien. "57 The Workload Distribution and Response Times of FAST Scans in a Level 3 Hospital in Ireland". Age and Ageing 48, Supplement_3 (wrzesień 2019): iii17—iii65. http://dx.doi.org/10.1093/ageing/afz103.33.

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Abstract Background With the advent of time sensitive treatments like thrombolysis and thrombectomy for acute ischaemic stroke, it would be expected that stroke CT would place an increased demand on CT services out of hours. Our aim is to demonstrate the change in the workload distribution in the investigation and management of acute stroke over the last year. Methods Data was collected from the radiology systems used in our hospital (NIMIS/PACS). Firstly, CT multiphase angiograms done between 17/10/2017 and 17/10/2018 were examined, followed by all FAST-positive CT brains in the same period. Arrival times for FAST positive patients were collected from the ED Symphony system. These details were used to calculate time to CT and time to report in hours and minutes. Scans were categorised into 5-time windows, in and out of hours. The process was repeated for CT brain and all other CT scans for comparison. Results 58.14% of all FAST-positive CT scans were performed out of hours. FAST positive scans accounted for 9.49% of all out of hour CT scans, this rose to 20% when examining the out of hour scans from Monday to Friday. The most common indication for non-FAST positive CT was trauma. There was a higher likelihood of receiving a CTA during hours as opposed to out of hours, (73.33% vs 66.94%). Median time to CT in FAST positive patients: window 1 – 30mins, window 2 – 49mins, window 3 – 49mins, window 4 – 34mins, window 5 – 39mins. Conclusion Stroke CT will continue to increase the out of hours work load for CT departments across the country especially with our ageing population. It is vital that services, particularly in level 3 stroke centres, are adequately equipped in terms of staffing to meet the highest standard of care in the management of acute stroke.

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Conen, Wieteke, i Paul de Beer. "When two (or more) do not equal one: an analysis of the changing nature of multiple and single jobholding in Europe". Transfer: European Review of Labour and Research 27, nr 2 (30.04.2021): 165–80. http://dx.doi.org/10.1177/10242589211002630.

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The scope and structure of multiple jobholding and its consequences for multiple jobholders are changing in many Western economies. Only limited quantitative empirical knowledge is currently available on the changing features of multiple jobholding and whether the economic vulnerability of multiple jobholders has been changing over time. In this article we focus on the position and trends of multiple jobholders compared with single jobholders in Europe. We study this in terms of working hours, workers’ desire to work more hours, and in-work poverty. To that end, we analyse data since the early 2000s from the EU Labour Force Survey and from the EU Statistics on Income and Living Conditions. Our findings show that multiple jobholding is a significant and increasing labour market phenomenon in many advanced economies, with changing characteristics, for example in terms of gender distribution and combinations of contracts. In-work poverty is relatively high among non-standard workers, but the findings do not indicate a deteriorating trend effect. In-work poverty seems to be on the rise among people who are single, for both single jobholders and multiple jobholders.

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Dahlquist, D. T., E. D. Chinoy, R. R. Markwald i S. A. Chabal. "0284 The Effects of a Circadian-Aligned Watchbill Shift Work Schedule on Sleep Quality and Quantity in U.S. Navy Submarine Personnel". Sleep 43, Supplement_1 (kwiecień 2020): A108. http://dx.doi.org/10.1093/sleep/zsaa056.282.

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Abstract Introduction Prior to 2014, the U.S. Navy Submarine Force operated on a non-circadian-aligned watchbill shift work schedule (18-hour day-length) that resulted in insufficient sleep. For instance, prior research reported that submariners received insufficient sleep on this schedule, and modest sleep restrictions can adversely affect performance, alertness, and, ultimately, negatively impact mission outcomes. Thus, the present study characterized sleep patterns of submariners operating on a newer, circadian-aligned 24-hour day-length watchbill. Methods Submariners (n=58; 27.8±5.9 years) of various ranks volunteered from a U.S. Navy submarine. Submariners wore a research-grade actigraphy watch over a 30-day underway mission, for objective sleep measurement of time in bed (TIB), total sleep time (TST), and sleep efficiency (SE). Subjective sleep was measured from questionnaires (Pittsburgh Sleep Quality Index [PSQI], Insomnia Severity Index [ISI], Profile of Mood States [POMS-fatigue subscale]) that were taken pre- and post-underway. Results Compared with pre-underway, at post-underway submariners reported significantly higher scores on the ISI, PSQI global sleep quality, and POMS-fatigue (all p<0.05, indicating worse sleep and fatigue ratings). According to actigraphy, submariners acquired on average 6.7±1.0 hours TST, 7.5±1.1 hours TIB, and 88.9±3.9 % SE per day throughout the underway mission. Actigraphy-determined TIB and TST were variable compared with PSQI self-reported TIB and TST. Conclusion Study results indicate that submariners experience modest sleep restriction on a newly implemented 24-hour watchbill, which is an improvement in sleep relative to prior assessments of the former standard 18-hour watchbill. However, submariners endorsed lower sleep quality and higher fatigue levels from a month-long underway mission. This study is one of the first examinations of sleep under the 24-hour watchbill mandate that was instated in 2014. Future studies should further evaluate sleep and test fatigue mitigation strategies in different shift configurations of the 24-hour watchbill. Support Joint Program Committee-5 Fatigue Mechanisms and Countermeasures Working Group

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Sprajcer, M., S. Appleton, R. Adams, T. Gill, S. Ferguson, G. Vincent, J. Paterson i A. Reynolds. "P114 How should we classify on-call workers? A proposed taxonomy for modern working arrangements". SLEEP Advances 3, Supplement_1 (1.10.2022): A66—A67. http://dx.doi.org/10.1093/sleepadvances/zpac029.183.

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Abstract Introduction Research and guidance materials addressing on-call work typically focus on a narrow set of industries (e.g., emergency services, healthcare). However, modern working arrangements are changing. The casualisation of many industries, combined with the rise in online and app-based working arrangements, means that many workers who can be called to work are not included in current on-call literature. We therefore present a proposed taxonomy for classifying a broader range of on-call workers, based on the work and sociodemographic characteristics of on-call workers in Australia. Methods Work arrangements and sociodemographic factors of 1057 Australian adults were assessed in a survey. Questions addressed on-call work undertaken in the previous three months, occupation, work hours, and any non-standard working conditions. Results At least one workday characterised as ‘on-call’ was reported by 45.5% of respondents, with a higher prevalence in younger individuals (63.1% of respondents aged 18–24 years reported working on-call). On-call work was reported in a range of industries, including management, community and personal service workers, sales workers, machinery operators, and drivers. Discussion Findings suggest that previous reports of on-call work prevalence (typically based on traditional on-call industries such as emergency services) likely underestimate the proportion of individuals who consider themselves on-call workers. As a result, on-call work requires a novel classification system that is able to capture non-traditional on-call work and can differentiate between types of on-call working arrangements. A taxonomy including traditional on-call work, gig economy work, relief, or unscheduled work, and out of hours work is presented.

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Hawkins, Sara F., i Janice M. Morse. "Untenable Expectations: Nurses’ Work in the Context of Medication Administration, Error, and the Organization". Global Qualitative Nursing Research 9 (styczeń 2022): 233339362211317. http://dx.doi.org/10.1177/23333936221131779.

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We explored nurses’ work in the context of medication administration, errors, and the organization. Secondary analysis of ethnographic data included 92 hours of non-participant observation, and 37 unstructured interviews with nurses, administrators, and pharmacists. Think-aloud observations and analysis of institutional documents supplemented these data. Findings revealed the nature of nurses’ work was characterized by chasing a standard of care, prioritizing practice, and renegotiating routines. The rich description identified characteristics of nurses’ work as cyclical, chaotic and complex shattering studies that explained nurses’ work as linear. A new theoretical model was developed, illustrating the inseparability of nurses’ work from contextual contingencies and enhancing our understanding of the cascading components of work that result in days that spin out of the nurses’ control. These results deepen our understanding why present efforts targeting the reduction of medication errors may be ineffective and places administration accountable for the context in which medication errors occur.

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Izzard, V. G., C. H. Bradsell, H. Hadavinia, V. J. Morris, P. J. S. Foot i N. Witten. "Investigation of the Compression Recovery Properties of Polyamide-6 Cellular Solid over the Temperature Range of -5°C to 90°C". Key Engineering Materials 417-418 (październik 2009): 933–36. http://dx.doi.org/10.4028/www.scientific.net/kem.417-418.933.

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It is a fundamental response of any polymeric foam material to undergo non-recoverable deformation following the application of a defined compressive strain, exacerbated by temperature and humidity. This process is commonly referred to as compression set. The ability to predict recovery after the application of a compressive strain is crucial to both the manufacturers and end users of foam materials. Specific compression set test procedures have been established to quantify the extent of non-recoverable deformation in specific foam types but to date no general predictive approach exists. In this work, compression set (fixed strain) tests were undertaken on a cellular polyamide-6 material at various temperatures (-5°C to 90°C) and the foam recovery monitored over time periods in excess of those dictated by standard methods (ISO 1856 [1]). An empirical formula has been proposed to allow the prediction of recovery after compressive strain, covering recovery periods from 10 minutes to 24 hours (up to 168 hours at 23°C).

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Cunningham, Steve, Aryelly Rodriguez, Kathleen A. Boyd, Emma McIntosh i Steff C. Lewis. "Bronchiolitis of Infancy Discharge Study (BIDS): a multicentre, parallel-group, double-blind, randomised controlled, equivalence trial with economic evaluation". Health Technology Assessment 19, nr 71 (wrzesień 2015): 1–172. http://dx.doi.org/10.3310/hta19710.

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BackgroundThere are no randomised trials of peripheral capillary oxygen saturation (SpO2) targets in acute respiratory infection. Two national guidelines recommended different targets for the management of acute viral bronchiolitis.ObjectivesTo compare the American Academy of Pediatrics guideline target ofSpO2≥ 90% with the Scottish Intercollegiate Guidelines Network target ofSpO2≥ 94%.DesignA multicentre, parallel-group, double-blind, randomised controlled, equivalence trial with economic evaluation.SettingEight paediatric hospital departments in the UK.ParticipantsInfants > 6 weeks and ≤ 12 months of age (corrected for prematurity) with physician-diagnosed bronchiolitis admitted to hospital from a paediatric emergency assessment area. Follow-up for 6 months by standardised telephone contacts.InterventionInfants were randomised to a target oxygen saturation of ≥ 94% (standard care) or ≥ 90% (modified care) displayed by a pulse saturation oximeter (Masimo Corporation Limited, CA, USA).Routine careAll infants received routine care in addition to the study intervention. Infants were eligible for discharge when they exhibited aSpO2of ≥ 94% in room air for 4 hours including a period of sleep and were also feeding adequately (≥ 75% usual volume).Primary outcomeA total of 615 infants were recruited, of whom 308 were allocated to the standard care group and 307 to the modified care group. The primary outcome was time to cough resolution. There was equivalence at the prespecified variance of ± 2 days [time to cough resolution: standard care group, 15 days; modified care group, 15 days; median difference 1 day (benefit modified), 95% confidence interval (CI) –1 to 2 days].Secondary resultsReturn to adequate feeding occurred sooner in infants in the modified care group than in those in the standard care group (19.5 vs. 24.1 hours). This difference was non-equivalent [median difference 2.7 hours (95% CI –0.3 to 7.0 hours) versus prespecified ± 4 hours; post-hoc hazard ratio 1.22 (95% CI 1.04 to 1.44 (p-value = 0.015)]. Parent perspective of the time taken to return to normal was not equivalent, being 12 days in the standard care group compared with 11 days in the modified care group [median difference 1.0 day (95% CI 0.0 to 3.0 days) versus prespecified ± 2 days; post-hoc hazard ratio 1.19 (95% CI 1.00 to 1.41);p-value = 0.043]. At 28 days,SpO2was equivalent [mean difference 0.11% (95% CI –0.35% to 0.57%), within the 1% prespecified]. The modified care group (55.6%) required oxygen less than the standard care group (73.1%), and for a shorter period (5.7 hours vs. 27.6 hours). Infants in the modified care group were fit for discharge (30.2 hours vs. 44.2 hours, hazard ratio 1.46, 95% CI 1.23 to 1.73;p-value < 0.001) and were discharged (40.9 hours vs. 50.9 hours; hazard ratio 1.28, 95% CI 1.06 to 1.50;p-value < 0.003) sooner than those in the standard care group. There were 35 serious adverse events in the standard care group, compared with 25 in the modified care group. Eight infants in the standard care group and 12 in the modified care group were admitted to a high-dependency unit. By 28 days, 23 infants had been readmitted to hospital in the standard care group and 12 infants in the modified care group. Parents of infants in the modified care group did not experience higher levels of anxiety and, by 14 days, had lost 28% fewer hours to usual activities. NHS costs were £290 lower in the modified care group than in the standard care group, with additional societal costs also being lower in the modified care group.ConclusionsManagement of infants to aSpO2target of ≥ 90% is as clinically effective as ≥ 94%, gives rise to no additional safety concerns, and appears to be cost-effective. Future work could focus on the safety and effectiveness of using intermittent oxygen saturation monitoring in secondary care, and to consider what are safe and effective oxygen saturation targets for children with bronchiolitis managed in primary care.Trial registrationThis trial is registered as ISRCTN28405428.FundingThis project was funded by the NIHR Health Technology Assessment programme. Masimo Corporation Limited, CA, USA, kindly provided oxygen saturation monitors with standard and altered algorithms.

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Sakharuk, I. "TRENDS IN LEGAL REGULATION FOR PSYCHOSOCIAL RISKS AT WORK". Bulletin of Taras Shevchenko National University of Kyiv. Legal Studies, nr 114 (2020): 43–48. http://dx.doi.org/10.17721/1728-2195/2020/3.114-10.

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The article examines the psychosocial risks as an element of the occupational safety and health system. The author outlines that competition, higher expectations for productivity and working hours and other psychosocial hazards have resulted in increasingly stressful work environment. The legal grounds for psychological working conditions regulation are analysed. The author determines the recommendations for improving the legislation on occupational safety and health. The analysis of the main psychosocial risks is carried out. The paper substantiates the main directions for the improvement of occupational safety and health management systems. They include the integration of psychosocial risks in risk assessment for developing strategies for prevention and management of hazards; the ways to develop a safe psychological climate at the workplace; determining the impact of psychosocial risks at work on the physical health of employees; determining the correlation of overtime and sedentary work on the health of employees. The basic technological transformations and changes in the organization of work which influence the psychological safety of employees are investigated. The main risks to the employee's psychological health have been identified. They are 1) reduction of work-life balance; 2) isolation and lack of social interaction; 3) technostress and information overload; 4) expanding access to confidential information about the employee; 5) overtime; 6) non-standard forms of employment, 7) work on digital platforms. Particular attention is paid to counteracting mobbing and harassment at work.

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Markey, Raymond, i Joseph McIvor. "Regulating casual employment in Australia". Journal of Industrial Relations 60, nr 5 (5.06.2018): 593–618. http://dx.doi.org/10.1177/0022185618778084.

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The rise of precarious and non-standard working arrangements has received substantial attention in recent times. In Australia precarious work has been particularly associated with the phenomenon of casual work, defined as employment without the leave benefits provided by the National Employment Standards. Casual employment status is at the employers' discretion. It may be long term and involve short shifts of less than 4 hours. In the recent Modern Awards Review by the Australian Fair Work Commission, the Australian Council of Trade Unions submitted proposals to limit employers' ability to unilaterally determine the employment relationship and to reduce the degree of precariousness associated with casual employment. The Australian Council of Trade Unions sought the right for long-term casuals to convert to permanent employment and to extend minimum hours for shifts. This article surveys the evidence, primary and secondary, regarding the extent and nature of Australian casual employment, including its impact on flexibility, earnings security and productivity. In this context, we explore the implications of the Australian Council of Trade Unions claims and Fair Work Commission decision, and present data from a survey of casual employees regarding employment preferences. Whilst some employees prefer casual status, we find that many would benefit from protective regulations, and that most casuals support such regulation.

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Stanojevic, Cedomirka, Svetlana Simic i Dragana Milutinovic. "Health effects of sleep deprivation on nurses working shifts". Medical review 69, nr 5-6 (2016): 183–88. http://dx.doi.org/10.2298/mpns1606183s.

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Introduction. Atypical work schedules cause reduced sleep, leading to drowsiness, fatigue, decline of cognitive performance and health problems among the members of the nursing staff. The study was aimed at reviewing current knowledge and attitudes concerning the impact of sleep disorders on health and cognitive functions among the members of the nursing staff. Sleep and Interpersonal Relations in Modern Society. The modern 24-hour society involves more and more employees (health services, police departments, public transport) in non-standard forms of work. In European Union countries, over 50% of the nursing staff work night shifts, while in the United States of America 55% of nursing staff work more than 40 hours a week, and 30-70% of nurses sleep less than six hours before their shift. Cognitive Effects of Sleep Deprivation. Sleep deprivation impairs the performance of tasks that require intensive and prolonged attention which increases the number of errors in patients care, and nurses are subject to increased risk of traffic accidents. Sleep Deprivation and Health Disorders. Sleep deprived members of the nursing staff are at risk of obesity, diabetes, gastrointestinal disorders and cardio?vascular disease. The risk factors for breast cancer are increased by 1.79 times, and there is a significantly higher risk for colorectal carcinoma. Conclusion. Too long or repeated shifts reduce the opportunity for sleep, shorten recovery time in nurses, thus endangering their safety and health as well as the quality of care and patients? safety. Bearing in mind the significance of the problem it is necessary to conduct the surveys of sleep quality and health of nurses in the Republic of Serbia as well in order to tackle this issue which is insufficiently recognized.

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Sivaprakash, V., i R. Narayanan. "Surface Modification TiO₂ Nanotubes on Titanium for Biomedical Application". Materials Science Forum 1019 (styczeń 2021): 157–63. http://dx.doi.org/10.4028/www.scientific.net/msf.1019.157.

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Electrochemical anodization is a unique surface modification technique for modifying the titanium surface. Electrochemical alteration of titanium surface increases the material efficiency in biomedical applications. The present research work analyses the fabrication of TiO2nanotubes by increasing the water content and the various results and characterization enhance the cell viability. The influence of water content in electrolytes improves cell viability and at the same time, it is non-toxic. The surface morphologies were studied with HR-SEM, phase transformation was characterized using X-ray diffraction and cell viability was investigated with MTT assay by NIH-3T3 fibroblast cells incubation time for 48 hours (standard time incubation).

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Gorokhova, Anna Evgenievna, Elman Said-Mokhmadovich Akhyadov i Andrey Nikolaevich Shishkin. "The Effect of Remote Work on the Successful Development of Engineering Companies". Revista Gestão Inovação e Tecnologias 11, nr 4 (13.08.2021): 4345–56. http://dx.doi.org/10.47059/revistageintec.v11i4.2464.

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The purpose of the present study is to identify the main advantages and problems of remote work for both employers and employees, and possible ways to solve them. The article shows a significant number of studies dealt with non-standard forms of labor organization, clarifies the essence of remote work, and examines the main aspects for its effective organization. The main advantages and problems of remote work for employers and employees, as well as possible ways to solve them, are identified based on an expert survey involving 36 experts. According to the conducted study, it can be concluded that the acceleration of scientific and technological progress and adverse epidemiological conditions contribute to the spread of remote work worldwide. This phenomenon has two aspects. On the one hand, remote work, firstly, reduces the unemployment rate and improves the image of the company; secondly, offers flexible working hours; thirdly, protects/retains customers and saves time/transport costs. On the other hand, remote work is associated with the difficulty in maintaining efficiency and teamwork at a high level; secondly, it restricts communication, makes it impossible to perform certain tasks at home; and thirdly, remote work leads to insufficient physical activity, causes difficulties with integration into the corporate culture, etc.

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Gorokhova, Anna Evgenievna, Luiza Tagirovna Eskerkhanova i Andrey Nikolaevich Shishkin. "The effect of remote work on the successful development of engineering company". Nexo Revista Científica 34, nr 06 (31.12.2021): 1720–29. http://dx.doi.org/10.5377/nexo.v34i06.13135.

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The purpose of the present study is to identify the main advantages and problems of remote work for both employers and employees, and possible ways to solve them. The article shows a significant number of studies dealt with non-standard forms of labor organization, clarifies the essence of remote work, and examines the main aspects for its effective organization. The main advantages and problems of remote work for employers and employees, as well as possible ways to solve them, are identified based on an expert survey involving 36 experts. According to the conducted study, it can be concluded that the acceleration of scientific and technological progress and adverse epidemiological conditions contribute to the spread of remote work worldwide. This phenomenon has two aspects. On the one hand, remote work, firstly, reduces the unemployment rate and improves the image of the company; secondly, offers flexible working hours; thirdly, protects/retains customers and saves time/transport costs. On the other hand, remote work is associated with the difficulty in maintaining efficiency and teamwork at a high level; secondly, it restricts communication, makes it impossible to perform certain tasks at home; and thirdly, remote work leads to insufficient physical activity, causes difficulties with integration into the corporate culture, etc.

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Gosden, Toby, Jacky Williams, Roland Petchey, Brenda Leese i Bonnie Sibbald. "Salaried contracts in UK general practice: a study of job satisfaction and stress". Journal of Health Services Research & Policy 7, nr 1 (1.01.2002): 26–33. http://dx.doi.org/10.1258/1355819021927647.

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Objectives: To compare job satisfaction and stress levels of general practitioners (GPs) employed on salaried contracts with GPs on a 'standard' performance-related contract paid by fee-for-service and capitation. Methods: Job satisfaction and stress levels were assessed using data from two postal surveys of GPs: a national survey of 'standard' contract GPs carried out in 1998; and a survey of salaried GPs and their non-salaried GP employers in 1999. Differences in satisfaction and stress scores were assessed by t-tests; regression analysis was used to control for confounding factors and possible selection bias. Results: We achieved a response rate of 77% in the 1999 survey of salaried and non-salaried GPs; 48% of 'standard' contract GPs responded in the 1998 survey. We found that salaried GPs were as satisfied overall as both non-salaried GP employers and GPs on the 'standard' contract, even after controlling for confounding factors and selection bias. Salaried GPs were more satisfied with their remuneration, working hours and the recognition they got for their work. They experienced more stress with two factors but less stress with 19 factors compared with the 'standard' contract GPs. Conclusions: Overall job satisfaction levels among salaried doctors were similar to those of doctors on contracts paid by mixed fee-for-service and capitation. Future studies of job satisfaction levels under different doctor payment systems need to take account of the extent to which doctors have preferences for different types of contract if they are to derive unbiased results.

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Shresth, Sanjeet Krishna, Sanjeev Shrestha, Lucky Sharma, Trilok Shrivastava, Rinki Mahaseth i Arpana Neopane. "Assessing quality of sleep, its functional outcome and excessive day time sleepiness in shift workers and non-shift workers". Journal of Advances in Internal Medicine 8, nr 1 (29.06.2019): 9–14. http://dx.doi.org/10.3126/jaim.v8i1.27999.

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Background and Aims: Shift work has been growing more prevalence and involves irregular working hours when compared to daytime work schedule. This study aims to assess sleep quality, its functional outcome, excessive daytime sleepiness and incidence of obstructive sleep apnea between shift and non-shift workers. Methods: The study candidates were randomly drawn Nepalese, from age 18 years and older, and were enrolled between January 2018 to January 2019. The subjects were divided into either: Shift work or Non-Shift work. The assessment measures were done with Pittsburgh Sleep Quality Index (PSQI), Epworth Sleepiness Scale (ESS), STOP-BANG and FOSQ-10 (Functional Outcome of Sleep Quality – 10), using a standard form. Results: A total of 358 participants were included in the main study (176 Non-shift workers, and 182 Shift-workers). The mean BMI among the two group were not significantly different (p =0.43). There was significant difference with 25% Non-Shift workers and 41.21% of Shift workers were found to have Abnormal Sleepiness in the Epworth Sleepiness Scale score (p=0.004). Shift workers showed comparatively higher values for Epworth Sleepiness scale compared to Non-Shift workers in Mann-Whitney analysis, with mean rank 194.11 versus 164.39, respectively, p=0.006. Similarly, 26.29% Non-Shift workers and 36.72% Shift workers were found to have abnormal FOSQ-10 scores, χ2 (1) =4.44, p=0.035. 7.95% of Non-Shift workers and 6.59% of Shift-workers were found to have high risk of OSA in STOP BANG questionnaire, with no significant association, p=0.725. Conclusions: Shift work caused excessive daytime sleepiness and had worse functional outcome but did not increase probability of obstructive sleep apnea.

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