Abstract
The expansion of precarious employment in OECD countries has been widely associated with negative health and safety effects. Although many shiftworkers are precariously employed, shiftwork research has concentrated on full-time workers in continuing employment. This paper examines the impact of precarious employment on working hours, work-life conflict and health by comparing casual employees to full-time, "permanent" employees working in the same occupations and workplaces. Thirty-nine convergent interviews were conducted in two five-star hotels. The participants included 26 full-time and 13 casual (temporary) employees. They ranged in age from 19 to 61 years and included 17 females and 22 males. Working hours ranged from zero to 73 hours per week. Marked differences emerged between the reports of casual and full-time employees about working hours, work-life conflict and health. Casuals were more likely to work highly irregular hours over which they had little control. Their daily and weekly working hours ranged from very long to very short according to organisational requirements. Long working hours, combined with low predictability and control, produced greater disruption to family and social lives and poorer work-life balance for casuals. Uncoordinated hours across multiple jobs exacerbated these problems in some cases. Health-related issues reported to arise from work-life conflict included sleep disturbance, fatigue and disrupted exercise and dietary regimes. This study identified significant disadvantages of casual employment. In the same hotels, and doing largely the same jobs, casual employees had less desirable and predictable work schedules, greater work-life conflict and more associated health complaints than "permanent" workers.
Highlights
Over the past two decades, OECD countries have experienced substantial growth in various forms of precarious employment, such as casual and temporary work, labour leasing, self-employed subcontracting and home-based work.[5,6,12] Employers and the media often claim that the “flexibility” provided by precarious employment offers workers improved workfamily balance and other lifestyle benefits
Recent research indicates that precarious employment is widely associated with poorer occupational health and safety (OHS) outcomes, including inferior knowledge of OHS standards and entitlements and higher levels of injury, hazard exposure, disease and psychological distress.[1,16]
This paper examines the impact of precarious employment on working hours, work-life conflict and health
Summary
Over the past two decades, OECD countries have experienced substantial growth in various forms of precarious employment, such as casual and temporary work, labour leasing, self-employed subcontracting and home-based work.[5,6,12] Employers and the media often claim that the “flexibility” provided by precarious employment offers workers improved workfamily balance and other lifestyle benefits. Recent research indicates that precarious employment is widely associated with poorer occupational health and safety (OHS) outcomes, including inferior knowledge of OHS standards and entitlements and higher levels of injury, hazard exposure, disease and psychological distress.[1,16] More than 80 per cent of studies examined in two recent reviews[19,20] identified negative OHS effects across several categories of precarious employment. These negative findings were not systematically affected by the context in which the study was conducted (the country, industry or occupation), the research methods used or the OHS indices measured
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
