Higher risks when working unusual times? A cross-validation of the effects on safety, health, and work–life balance

Greubel, Jana; Arlinghaus, Anna; Nachreiner, Friedhelm; Lombardi, David A.

doi:10.1007/s00420-016-1157-z

Cited by 41 publications

(34 citation statements)

References 29 publications

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“…Previous research has found an association between work-life conflict and evening shifts (Greubel et al, 2016) and rotating three shift work (Camerino et al, 2010;Fujimoto et al, 2008), but no association with frequency of night work (Dahlgren et al, 2016).…”

Section: Discussionmentioning

confidence: 83%

“…In a nurse sample, non-night and rotating shift workers were at a significantly increased risk of poor family function compared to day workers (Tai et al, 2014). Consistent results show that a high number of weekends or Sundays at work increases work-family conflict (Camerino et al, 2010;Greubel et al, 2016;Wirtz et al, 2011;Wirtz and Nachreiner, 2010). Furthermore, long working hours have been shown to increase workfamily interference (Eurofound, 2016), especially in the absence of control over working times (Hughes and Parkes, 2007).…”

Section: Introductionmentioning

confidence: 93%

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Objective working hour characteristics and work–life conflict among hospital employees in the Finnish public sector study

Karhula

Puttonen

Ropponen

et al. 2017

Chronobiology International

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This epidemiological cohort study, based on Finnish public sector data, investigated the associations between objective working hour characteristics and work-life conflict in day and shift work. The comprehensive data of hospital workers (n = 8 931, 92% women, average age 45 years), consisted of survey responses from 2012, linked with the payroll data of working hour characteristics from 91 days preceding the survey. Logistic regression analysis was used to investigate the associations between working hour characteristics and experiencing work-life conflict often/very often. The analyses were adjusted for age (< 39, 40-49 and >50 years), sex, level of education, marital status, number of small (0-6 years) and school-aged (7-18 years) children, and the overall stressfulness of the life situation. We also conducted stratified analyses of age and sex on the basis of significant interactions. Difficulties in combining work and life were more often associated with shift work without night shifts and shift work with night shifts than with day work (41% and 34 versus 27%; OR for shift work with night shifts 1.78, 95% CI 1.59-2.00, OR for shift work without night shifts 1.42, 95% CI 1.26-1.60). A high proportion (> 25%) of long (> 40h, (OR 1.26, 95% 1.14-1.39) and very long (> 48h, OR 1.31, 95% CI 1.15-1.49) weekly working hours were associated with work-life conflict, and in the stratified analysis, the latter was also true among women (OR 1.54, 95% CI 1.25-1.89). Of the unsocial working hour characteristics, a relatively large amount (> 10% of all shifts) of evening (OR 1.56, 95% CI 1.41-1.72) and night shifts (OR 1.46, 95%CI 1.32-1.61), a high proportion (> 25% of all shifts) of quick returns (< 11h) (OR 1.46, 95% CI 1.31-1.63), and weekend work (OR 1.44, 95% CI 1.31-1.58) were associated with work-life conflict. A large amount of single days off (> 25% of all days off) was associated with work-life conflict among men (OR 1.90, 95% CI 1.11-3.25), but not in the whole sample. When the two types of shift work were analyzed separately, shift work without night shifts and very long work weeks had higher odds (OR 1.47, 95% CI 1.20-1.80) of work-life conflict than shift work with night shifts. Conversely, weekend work and evening shifts had higher odds of work-life conflict among shift workers with night shifts (OR 1.74, 95% 1.55-1.96; (OR 1.57, 95% CI 1.40-1.77) than among those without night shifts. To conclude, this study shows that shift workers with and without night shifts more often have difficulties combining work and life than day workers. Several unsocial working hour characteristics, including long work weeks, evening and night shifts, weekend work, and quick returns, are associated with work-life conflict.

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Section: Discussionmentioning

confidence: 83%

Section: Introductionmentioning

confidence: 93%

Objective working hour characteristics and work–life conflict among hospital employees in the Finnish public sector study

Karhula

Puttonen

Ropponen

et al. 2017

Chronobiology International

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“…The PNWs and DWs also reported less often work-life conflict than SWs. To the best of our knowledge, there are no previous studies comparing the same working time regimes than this study, but there is previous research showing that work including evening work is disruptive for worklife balance (Greubel et al, 2016.…”

Section: Discussionmentioning

confidence: 91%

Permanent night workers´ sleep and psychosocial factors in hospital work. A comparison to day and shift work

Karhula

Hakola

Koskinen

et al. 2018

Chronobiology International

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We aimed to study whether permanent night workers sleep and psychosocial factors differ from day workers and shift workers. The participants (n = 9 312, 92% females, average age 45 years, most commonly nurses and departmental secretaries) were day workers (DW, n = 2 672), shift workers (SW, n = 6 486) and permanent night workers (PNW, n = 154). The Finnish Public Sector survey responses from six hospital districts from 2012 were combined to payroll data from 91 days preceding the survey. The data were analyzed using Pearson χ-test, one-way ANOVA and multinomial logistic regression analysis. The PNWs reported slightly longer average sleep length than the SWs or the DWs (7:27 vs. 7:13 and 7:10 h, p < 0.001). The PNWs reported least often difficulties in maintaining sleep (p < 0.001) compared to the SWs and the DWs. The PNWs reported most often difficulties to fall asleep and fatigue during free-time (p-values <0.001). The DWs and PNWs experienced less often work-life conflict than the SWs (25 and 26 vs. 38%, p < 0.001). The PNWs were more often satisfied with autonomy at work and appreciation and fair treatment by colleagues than the DWs or the SWs (p < 0.001). The SWs and PNWs reported remarkably higher occurrence of verbal (p < 0.001, OR 3.71, 95% CI 3.23-4.27 and OR 7.67, 95% CI 5.35-10.99, respectively) and physical workplace violence (p < 0.001, OR 9.24, 95% CI 7.17-11.90 and OR 28.34, 95% CI 16.64-43.06, respectively) compared to DWs. Conclusively, PNWs reported contradictory differences in sleep quality compared to DWs and SWs. PNWs are more often satisfied with their colleagues and autonomy at work than DWs or SWs but face workplace violence remarkably more often.

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“…Shift work, especially rotating shifts, can disrupt workers' circadian rhythms, resulting in sleep disturbances and private life interference 38) . Previous studies have shown that increased proportion of evening shifts 28,33) , weekend work 29) , and quick returns 39) were associated with an increased risk of WLC. Therefore, nurses may be at greater risk of WLC than other healthcare workers.…”

Section: Fig 1 Worklife Balance and Worklife Conflict Among Employementioning

confidence: 95%

Work-life conflict, gender-based discrimination, and their associations among professionals in a medical university and affiliated hospitals in Japan: A cross-sectional study

Ono

Goto

Maejima

et al. 2020

FJMS

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Objectives : To clarify (1) the prevalence and associating factors of worklife conflict (WLC) ; (2) the details of genderbased discrimination ; and (3) the association between WLC and genderbased discrimination among various professionals in a medical university organization. Methods : This crosssectional study, conducted in 2017, included all employees working at a public medical university and two affiliated hospitals that lie in provincial cities in Japan. The outcome of interest was timebased WLC in the worktofamily or familytowork direction, measured with a shortened version of an existing scale. Genderbased discrimination was measured according to a threepoint scale. Results : Among the 3,347 employees, complete data sets were available for 2,285 (complete response rate, 68.3%). Of these, approximately 30% of respondents had perceived WLC. Multivariable logistic regression analysis showed that faculty members, nurses, and employees between 30 and 39 years old had a greater risk of WLC regardless of gender. Men were more likely to perceive genderbased discrimination in the contents of their work and the number of incidental tasks, while women were more likely to perceive discrimination with promotions and evaluation of academic achievements. Both men and women respondents who perceived genderbased discrimination had an increased risk of WLC. Conclusions : When promoting organizational wellbeing in a medical university, increased attention should be paid to faculty members, nurses and employees between 30 and 39 years old, as they have a greater risk of WLC. Our results also suggest that promoting gender equality is important to help achieve appropriate worklife balance.

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Higher risks when working unusual times? A cross-validation of the effects on safety, health, and work–life balance

Abstract: Work at unusual times constitutes a considerable risk to social participation and health and showed structurally consistent effects over time and across samples.

Cited by 41 publications

References 29 publications

Objective working hour characteristics and work–life conflict among hospital employees in the Finnish public sector study

Objective working hour characteristics and work–life conflict among hospital employees in the Finnish public sector study

Permanent night workers´ sleep and psychosocial factors in hospital work. A comparison to day and shift work

Work-life conflict, gender-based discrimination, and their associations among professionals in a medical university and affiliated hospitals in Japan: A cross-sectional study

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