Health and work-life balance across types of work schedules: A latent class analysis

Brauner, Corinna; Wöhrmann, Anne Marit; Frank, Kilian; Michel, Alexandra

doi:10.1016/j.apergo.2019.102906

Cited by 44 publications

(30 citation statements)

References 72 publications

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“…Deutscher Bundestag 2019) and other policy advising activities, for instance regarding flexible work hours, overtime, and telework. Examples of scholarly research based on the BAuA-Working Time Survey data are a latent class analysis on health and work-life balance across different work schedules (Brauner et al 2019) and a comparative analysis on working time and well-being amongst health care professionals in Germany and Finland (Karhula et al 2020).…”

Section: Earlier Current and Future Data Usementioning

confidence: 99%

BAuA-Working Time Survey (BAuA-WTS; BAuA-Arbeitszeitbefragung)

Wöhrmann

Brauner

Michel

2020

Jahrbücher Für Nationalökonomie Und Statistik

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BAuA-Working Time Survey (BAuA-WTS) is a micro data panel study covering aspects of working time, other working conditions, health, and well-being. It is representative of people working least 10 h per week in Germany. Data were collected via computer-assisted telephone interviews. So far, three panel waves have been conducted (2015, 2017, and 2019). Further biennial waves are planned. Scientific use files of the first two waves can be accessed at www.baua.de/forschungsdaten and be used free of charge by the scientific community after registration.

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Section: Earlier Current and Future Data Usementioning

confidence: 99%

BAuA-Working Time Survey (BAuA-WTS; BAuA-Arbeitszeitbefragung)

Wöhrmann

Brauner

Michel

2020

Jahrbücher Für Nationalökonomie Und Statistik

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“…Control over the beginning and end of workdays may also help employees with time-sensitive private or family responsibilities, such as picking up children from day care. In line with this, previous research has related working time control with a better work-life balance (Brauner et al 2019;Nijp et al 2012). In light of this evidence, we will also examine whether there is a main effect of supplies in terms of control over the beginning and end of workdays on satisfaction with work-life balance:…”

Section: H2a: Satisfaction With Work-life Balance Is Highest Among Emmentioning

confidence: 61%

“…The finding that control over the beginning and end of workdays was not related with satisfaction with work-life balance among rotating shift workers suggests, however, that the role of working time arrangements for the reconciliation between work and private life might differ across different work settings. Since control over the beginning and end of workdays is rather uncommon among shift workers (Brauner et al 2019), for these employees it might be more promising to focus on other facets of work time control, such as roster control, which has been linked to a better work-life balance (Pryce et al 2006).…”

Section: Discussionmentioning

confidence: 99%

“…Many studies have showed that long working hours are associated with conflicts between work and family or private life (for an overview, see Ng and Feldman 2008). Moreover, Brauner et al (2019) found that satisfaction with work-life balance is lowest in the absence of working time demands, such as overlong working hours. Thus, we will also test whether there is a linear main effect of the actual length of working hours on satisfaction with work-life balance.…”

Section: Weekly Working Hoursmentioning

confidence: 99%

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Congruence is not everything: a response surface analysis on the role of fit between actual and preferred working time arrangements for work-life balance

Brauner

Wöhrmann

Michel

2020

Chronobiology International

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

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“…It may be that the chronotype score influenced the personal lighting conditions of fulltime office workers more because of their working schedules. 36 The lower the chronotype score (towards a more morning person profile), the higher the " E day was that was received by full time office workers.…”

Section: Tablementioning

confidence: 99%

The identification of variables influencing personal lighting conditions of office workers

Duijnhoven

Aarts

Heuvel

et al. 2020

Lighting Research & Technology

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The main reason lighting control is being applied is to reduce energy consumption. However, there are many more reasons for lighting control to be optimised in buildings. Lighting systems can be controlled to enhance or optimise effects beyond vision. Automatic control of electric lighting systems or daylight systems is one way of adjusting someone’s personal lighting conditions. In addition, it is relevant for office workers to know how they can adjust their personal lighting conditions themselves in order to optimise their effects beyond vision (e.g. alertness). Therefore, this article describes a process of identifying predictors that influence personal lighting conditions. The dataset used in this article is gathered during a field study in the Netherlands in spring 2017. This article describes linear mixed models for daily mean illuminances and correlated colour temperatures both throughout the entire day and only at work. These models demonstrated that weather conditions, fixed and flexible personal conditions, office worker’s daily schedule and workspace characteristics influence personal lighting conditions. Weather conditions and fixed and flexible personal conditions though are difficult or impossible to control by the office workers themselves. However, adjustments in personal lighting conditions can be accomplished by the office workers themselves by changing their daily schedules and the workspace characteristics. The findings show that these two predictor categories may explain 4% to 20% of the variance in personal lighting conditions.

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Health and work-life balance across types of work schedules: A latent class analysis

Cited by 44 publications

References 72 publications

BAuA-Working Time Survey (BAuA-WTS; BAuA-Arbeitszeitbefragung)

BAuA-Working Time Survey (BAuA-WTS; BAuA-Arbeitszeitbefragung)

Congruence is not everything: a response surface analysis on the role of fit between actual and preferred working time arrangements for work-life balance

The identification of variables influencing personal lighting conditions of office workers

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