“It goes with the job”: Gender, stress, and fly-in fly-out/drive-in drive-out work

Dorow, Sara; Hilario, Carla; O'Leary, Valerie

doi:10.1016/j.exis.2023.101338

Cited by 2 publications

(1 citation statement)

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“…In this study, Dorrow and colleagues highlighted significant mental health challenges, including a work culture of mistrust regarding employer commitment and support for mental health and wellbeing. The study further recommended a flexible rotational schedule, improvements in worksite conditions, and availability of mental health training and resources [ 30 ]. Thus, our study findings align with these studies, which explore labour mobility and its impact on the mental health and wellbeing of this supercommuting workforce.…”

Section: Discussionmentioning

confidence: 99%

Exploring the Impact of Labour Mobility on the Mental Health and Wellbeing of Skilled Trades Workers in Ontario, Canada

Chattu

Bani‐Fatemi

Howe

et al. 2023

EJIHPE

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Labour mobility and subsequent workers migration is an increasing trend worldwide and can be a force that counteracts Canada’s shortage of skilled labour. Supercommuting allows workers facing economic challenges to pursue more financially advantageous work opportunities in other regions. This study aimed to evaluate the “supercommuting” labour mobility model and its impact on long-distance mobile workers’ mental health and wellbeing. We utilized a non-experimental research design using convenience sampling from workers who participated in Blue Branch Inc.’s (Hamilton, Canada) supercommuting labour mobility model. An online questionnaire collected demographic data, work-related data, occupational stress measures related to burnout, and job-related stress data. Data collection was started on 1 April 2021, and of the total 58 participants, the majority (44, 76%) were male, born outside Canada, and had an average age of 32.8 years. Workplace Safety (95%), full-time employment opportunity (95%), career advancement possibility (95%), and income and benefits (94.9%) were found to be the most crucial factors to keep study participants working in their current position. Of the 47 participants who experienced burnout, only one showed severe burnout in each domain (personal, work-related, and colleague-related). There is a great need for preventative burnout programs and supportive employer resources for those who engage in long-distance labour commuting. The study emphasizes the need to encourage policymakers to develop solutions for training future Ontario workers to support mobile employment and long-distance labour commuting.

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Section: Discussionmentioning

confidence: 99%