Compressed Work Schedules Research Articles

You get what you expect: assessing the effect of a compressed work schedule on time pressure, fatigue, perceived productivity, and work-life balance

ABSTRACT With a refreshed surge of interest in alternative work schedules, such as the compressed workweek, as a tool to increase employer attractiveness, the question of the effects of such work arrangements recurs. In light of inconsistent research findings, we examined the effects of the implementation of a four-day compressed workweek on time pressure, fatigue, perceived productivity, and work-life balance within a construction company. Moreover, we investigated the effect of employee expectations. Drawing on longitudinal data (N = 247) and using Latent Change Score Modelling (LCSM), we found that work-life balance increased while fatigue and time pressure decreased. Three months after implementing a compressed work schedule, perceived productivity remained stable. These effects were contingent on individuals’ expectations regarding the effect of the compressed schedule. The results highlight the importance of employee expectations in shaping the outcomes of the adoption of alternative work schedules.

Employee Work Life Balance and Organizational Performance of the County Governments in Kenya

There is growing need to investigate the effects of work-life on organization performance. The study intended to examine the effect of Work Life Balance (WLB) organizational performance (OP) in the County Government of Busia. The unit of study was the County Government of Busia which is one of the 47 Counties in Kenya. The study was guided by Exchange and Spill over Theories. The researcher used census survey research design. The study population targeted 91 respondents of the County Government of Busia. Questionnaires were the main data collection instruments. Results of the study were: There was a positive, linear and significant association between flexible work schedule, telecommuting, compressed work weeks and organizational culture on OP. It was recommended that organizations must strive to fully operationalize flexi time, compressed work schedule, shift schedule and job sharing in their organizations. Organizations should make provisions of more platforms that would encourage employees to away from their places so that organization reduces the cost of hiring offices, space and increasing profitability. It encourages managers to ensure results expected and to push further for WLB culture in the organization, setting a pace of effective and accountable management practice.

The effects of using participatory working time scheduling software on working hour characteristics and wellbeing: A quasi-experimental study of irregular shift work

BackgroundStudies in the health care sector indicate that good work time control is associated with better perceived wellbeing but also with non-ergonomic work schedules, such as compressed work schedules. Participatory working time scheduling is a collaborative approach to scheduling shift work. Currently, there is a lack of information on whether working hour characteristics and employees’ wellbeing in irregular shift work change after implementing participatory working time scheduling. ObjectiveTo investigate the effects of using digital participatory working time scheduling software on working hour characteristics and well-being among Finnish hospital employees. Participants and methodsWe compared changes in objective working hour characteristics and wellbeing between 2015 and 2017 among employees (n = 677, mainly nurses and practical nurses) when using participatory working time scheduling software (participatory scheduling, n = 283) and traditional shift scheduling (traditional scheduling, n = 394). The statistical analyses were conducted using the repeated measures general linear model and the generalized logit model for binomial and multinomial variables adjusted for age, sex, education, shift work experience, control over scheduling of shifts at baseline (where applicable) and hospital district. ResultsThe proportion of long work shifts (≥ 12 h) increased to a greater extent (F = 4.642, p = 0.032) with the participatory scheduling than with the traditional scheduling. In comparison to traditional scheduling, the perceived control over scheduling of shifts increased (OR 3.24, 95% CI 1.73-6.06) and excessive sleepiness in connection with evening shifts decreased (OR 0.40, 95% CI 0.16-0.99) significantly with participatory scheduling. None of the other wellbeing variables showed statistically significant changes in the adjusted models. ConclusionsThe proportion of long work shifts and perceived control over scheduling of shifts increased more among employees using participatory working time scheduling than among those using traditional scheduling. Otherwise, using participatory working time scheduling software had little effect on both objectively measured working hour characteristics and perceived wellbeing in comparison to traditional scheduling. The results merit confirmation in a larger sample with a longer follow-up.Tweetable abstractParticipatory working time scheduling combines individual flexibility and staffing requirements in shift work.

On the commute travel pattern with compressed work schedule

Abstract Compressed work schedule (CW) is one of the widely known flexible work hours arrangements (FWAs). In the literature, it has been clearly demonstrated that CW can significantly reduce commuting trips per pay period and thereby relieve peak hour congestion. Without policy intervention, how many firms will choose CW? Is it socially beneficial to encourage all commuters to switch to CW? This paper mainly addresses these questions. A bi-level economic model encapsulating employers’ and employees’ choices on their work schedule is then developed. Firstly, the short-run daily and periodic commute patterns of employees are investigated in a modified activity-based bottleneck model. On top of that, the effects of CW on firms’ productivity are incorporated into our long-run analysis. At long-run equilibrium, no employers and employees can benefit by unilaterally switching their schedule type or changing their schedule design. Multiple equilibria are found with the different number of CW users, depending on the agglomeration rate of productivity and the initial status. The social optimums to maximize total net utility are also determined. At a low rate of agglomeration, it is socially beneficial to introduce CW and the system can achieve the social optimum naturally at long-run equilibrium with positive CW users, under mild assumptions. However, when the agglomeration rate is high, the social optimum is no longer achieved, and workers would stick to the normal schedule at equilibrium if the initial case without CW is considered. This can partially explain why CW is not commonly adopted in practice.

Does work-induced fatigue accumulate across three compressed 12 hour shifts in hospital nurses and aides?

Fatigue-related impairments in the nursing workforce contribute to a multitude of health, safety, and economic consequences at the individual, organizational and societal levels. Long and compressed work schedules are commonly worked in the healthcare industry, but more research is needed to understand the cumulative effects of multiple work shifts on physiology-based performance outcomes in nurses. The purpose of this study was to compare the effects of a single nursing work shift versus three compressed (one every 24 hours) 12 hour shifts on performance-based fatigue in nurses and aides. Twenty-six fulltime hospital working nurses and aides (age = 36.1 ± 13.3 years) reported to the lab for testing before, immediately after working a single 12 hour shift, and after working three 12 hour shifts in a 72 hour period. Outcome measures included vigilance-based reaction time, lapses of attention, and muscle function assessments (lower and upper body muscle strength, explosive strength and vertical jump performance). All variables except hand grip strength showed a significant decline following the three work shifts. The psychomotor vigilance reaction time and lapses of attention variables also generally showed a significant decline from the end of shift one to the end of shift three, indicting an accumulation of fatigue in these metrics with increasing number of shifts worked. Muscle function variables responded early in the duty cycle, showing a significant decline after a single work shift, but did no further decline by the end of the third shift. These findings use objective measures to substantiate that fatigue impairments occur from working a single 12 hour shift, and in several instances, increase further with more successive work shifts. Caution should be employed by personnel and administrators with work schedules involving multiple compressed 12 hour shifts. Fatigue management strategies may be used to improve risks and consequences from fatigue-related mishaps, and this study reports several variables that appear sensitive to identifying and tracking fatigue in this population.

Compressed lives: how “flexible” are employer-imposed compressed work schedules?

PurposeThe purpose of this paper is to examine employee satisfaction with an employer-imposed compressed workweek (CWW) schedule within a US municipality (City).Design/methodology/approachThe study utilizes an employee survey (n=779) to test factors related to employee satisfaction with the CWW, a four-day, ten-hours/day workweek (4/10 schedule).FindingsEmployee satisfaction with the schedule is influenced by previous 4/10 pilot experience, work schedule preference, and happiness with the 4/10 schedule’s implementation. Additionally, sick leave figures and survey results regarding informal substitute work schedules suggest that worker fatigue may limit the overall organizational value of the 4/10 schedule.Research limitations/implicationsThe study is opportunistic in nature and therefore constrained by the City’s HR Department concerns for survey length and respondent anonymity. This meant an inability to collect demographic data or to utilize validated scales.Practical implicationsAnalysis suggests that the potential work-life benefits of flexible work schedules may not apply equally to employer-imposed vs employee-chosen compressed work schedules. Further, CWWs engender greater fatigue despite employee satisfaction, an issue managers should consider when weighing schedule costs and benefits.Originality/valueThe study highlights the importance of employee choice in conceptualizing flexibility and for capturing CWW benefits, namely: an initiative’s voluntary or involuntary nature should be considered when determining whether it is likely to be beneficial for employees.

Effects of Accumulating Work Shifts on Performance-Based Fatigue Using Multiple Strength Measurements in Day and Night Shift Nurses and Aides.

Objective This study aimed to examine the effects of accumulating nursing work on maximal and rapid strength characteristics in female nurses and compare these effects in day versus night shift workers. Background Nurses exhibit among the highest nonfatal injury rates of all occupations, which may be a consequence of long, cumulative work shift schedules. Fatigue may accumulate across multiple shifts and lead to performance impairments, which in turn may be linked to injury risks. Method Thirty-seven nurses and aides performed isometric strength-based performance testing of three muscle groups, including the knee extensors, knee flexors, and wrist flexors (hand grip), as well as countermovement jumps, at baseline and following exposure to three 12-hour work shifts in a four-day period. Variables included peak torque (PT) and rate of torque development (RTD) from isometric strength testing and jump height and power output. Results The rigorous work period resulted in significant decreases (-7.2% to -19.2%) in a large majority (8/9) of the isometric strength-based measurements. No differences were noted for the day versus night shift workers except for the RTD at 200 millisecond variable, for which the night shift had greater work-induced decreases than the day shift workers. No changes were observed for jump height or power output. Conclusions A compressed nursing work schedule resulted in decreases in strength-based performance abilities, being indicative of performance fatigue. Application Compressed work schedules involving long shifts lead to functional declines in nurse performance capacities that may pose risks for both the nurse and patient quality of care. Fatigue management plans are needed to monitor and regulate increased levels of fatigue.

Relationship between Flexible Work-Arrangement and Commitment of Nurses in Public Hospitals in Kenya

The study was set to determine the relationship between flexible work arrangement and commitment of nurses in public hospitals in Kenya. The study adopted cross sectional survey design and the target population consisted of 1217 nurses in 27 level 4 and 5 public hospitals. The researcher utilized simple random sampling to select counties that formed the sample of study. Five (5) counties out of forty seven (47) counties in Kenya were selected for the study. Proportionate random sampling was used to select 8 hospitals from the five counties selected. From the 7 hospitals sampled 364 nurses were selected through proportionate simple random sampling. Primary data were collected through the use of questionnaires which had both structured and unstructured questions. For data analysis linear regression analysis was used to regress relationship between flexible work arrangement and commitment of nurses in public hospitals in Kenya .It was found out that there is a significant positive relationship between flexible work arrangements and nurses’ commitment in public hospitals in Kenya (? = 0.725, p< 0.01). The study concludes that flexible work arrangement (flexitime, compressed work schedule, shift schedule and job sharing) has a positive significant linear relationship with nurses’ commitment. It recommends that matrons and administrators in public hospitals to develop flexible work arrangements practices that suit individual needs of the nurses and implement them in order to greatly enhance their commitment.

Work-Family Balance and Alternative Work Schedules: Exploring the Impact of Four-day Workweeks

In 2008 the State of Utah implemented a four-day workweek for their employees by closing state offices on Fridays. Two goals of this program were to improve employee quality of life and to enhance the ability to recruit new talent. This article examines this issue by analyzing a post-implementation survey of employees. Overall, employees on the four-day schedule report higher levels of work-family balance than employees on other schedules. For employees on the four-day schedule, there were no significant differences by gender in the attitudes toward the schedule or their reported levels of work-family balance. Employees with children at home reported lower levels of work-family balance, although the presence of children appeared to make no difference in attitudes toward the compressed workweek schedule. Similarly, levels of work-family balance were different among age groups, but no difference in attitudes toward the compressed work schedule was found by age.

An Unusual Pattern of CPAP Usage

An Unusual Pattern of CPAP Usage

An experimental study of compressed work schedules in policing: advantages and disadvantages of various shift lengths

Objectives The objectives of this research were to test the impacts of three shift lengths (8-, 10-, and 12-hour) on performance, health, safety, quality of life, sleep, fatigue, alertness, off-duty employment, and overtime among police.

Police officers attitude to different shift systems: Association with age, present shift schedule, health and sleep/wake complaints

It is often claimed that shift workers give priority to long series of days off and therefore prefer compressed work schedules at the expense of what is optimal for long-term health. The aim of the present study was to evaluate the attitude to six new shift systems among a randomly selected sample of police officers. The results showed that the most popular shift system was a rapidly, forward, rotating schedule with at least 16 h of rest between shifts, despite that it had fewer days off compared with some of the compressed shift systems. However, the individual differences were large and many individuals (32%) disliked the rapidly rotating shift system. Young age was associated with a positive attitude to the rapidly rotating shift system. The attitude to the shift system was also influenced by the present schedule, and shift systems that were similar to the present work hours received more positive evaluation. Sleep and health complaints showed no association with the attitude to the shift systems. In conclusion, the shift workers attitude to the new schedules was partly in agreement with the ergonomic recommendations of the design of three-shift systems that will facilitate sufficient sleep and minimize negative health consequences.

The impact of a change in rotating shift schedules: A comparison of the effects of 8, 10 and 14 h work shifts

A current United States trend in alternative work schedules is to increase the length of the workday while decreasing the number of days in the work week. Referred to as compressed work schedules (CWS), they are popular amongst shiftworkers although the longer work shifts may be associated with increased fatigue and may create additional risk of accidents and health problems in the workplace. The specific aim of the current study is to evaluate a CWS to better understand its influence on the sleep and fatigue of shiftworkers. A 10 h day/14 h night rotating CWS was introduced to a fire department to replace an 8 h, three shift rotating schedule. This study is comprised of an assessment of a 10 h day/14 h night rotating CWS and an evaluation of the impact of a change in work schedules, comparing 8 h shifts to the extended work periods. The results of the current study revealed no significant differences between the compressed and non-compressed work schedules. Subjective measures of sleepiness and mood were shown to increase over the course of the extended work shifts. Despite the increase, the CWS is deemed acceptable because it did not negatively impact on the workers who participated to a greater extent than when they worked on the non-compressed schedule. Relevance to industry Approximately twenty present of all United States workers are employed on some form of shiftwork. Previous research has demonstrated that negative outcomes may be associated with shiftwork, especially nightwork. The current study aims to evaluate a compressed work schedule, one that may minimize the deleterious impact of night and shiftwork.

Some effects of 8- vs. 10-hour work schedules on the test performance/alertness of air traffic control specialists

A 10 h 4 d rotating shift schedule worked by some Air Traffic Control Specialists (ATCSs) was compared to the more traditional 8 h 2-2-1 rapidly rotating schedule. Measures of performance and alertness were obtained from a group of 52 ATCS at an en route ATC center on tasks in the NIOSH fatigue test battery. Additional information on sleep patterns, mood, and somatic complaints was also gathered. Results confirm that tests comprising the NIOSH battery are sensitive to fatigue and diurnal variations associated with a rotating shift schedule. Test performance of ATCSs on the 10 h shift did not differ from those on the 8 h schedule for any of the parameters, when comparing the initial 4 d of the work week. Test performance was notably poorer on the night shift that occurred on the final (fifth) day of the 2-2-1 8 h schedule. For both schedules, there was evidence of changes in alertness on some of the NIOSH performance measures within work days and across days of the week. Changes in test performance and mood ratings corresponded to the decline in self-reported sleep time across the work week. Relevance to industry The increased emphasis on compressed work weeks within industry and other settings has raised a number of issues concerning how longer work days impact sleep, fatigue, mood, and performance. There have been relatively few attempts to systematically utilize field studies to gather relevant data so that managers have a scientific basis for decision-making. This study is one example of an approach to developing a more effective data base for decision-making regarding both a rapidly rotating shift schedule and a compressed work schedule.

Greenhouse gas emissions and australian commuters’ attitudes and behavior concerning abatement policies and personal involvement

Public interest in the environment is building as we gain information about the deterioration in air quality and the potential threat of global warming. This research addresses the dichotomy between an individual’s behavior and his or her attitudinal support for policies which are promoted as benefiting the environment. We study how responses to attitudinal survey questions are interrelated, and how such responses are related to actual travel behavior using data from a survey undertaken in six capital cities in Australia in 1994. A measurement model is used to establish a set of latent attitudinal factors, and these factors are related in a structural equations model to a set of behavioral variables representing commuters’ mode choice and choice of compressed work schedules, conditioned by a set of exogenous variables. Individuals with a strong environmental commitment are more likely to be female, from smaller households with fewer cars, be either under 30 years old or over 50 years old, have high household income and be highly educated. However, women are likely to view the car as a status symbol, and this attitude is conducive to choice of solo driving. Commuters who use public transport are more likely to support policies aimed at reducing greenhouse gas emissions. Switching commuters away from solo driving can have effects that transcend the benefit obtained from reduced vehicle use for the journey to work alone.

Long Term Evaluation of a Compressed, Rapidly Rotating Work Schedule

A current trend in alternative work schedules is to increase the length of the workday while decreasing the number of days in the work week. These “compressed” work schedules are popular amongst shiftworkers, in part because of longer periods of non-work days. The current research is an attempt to add to the short list of long-term evaluations of compressed work schedules. A change in work schedules from an 8 hour rotating shift schedule to a rotating 10 hour day/14 hour night operating schedule in a fire department was studied. Multiple measures were used to address a variety of outcomes associated with the new schedule. From the significant increase in satisfaction with their work schedule, it is clear that the new shift schedule is well liked by the fire fighters. Reasons for the satisfaction include significant changes in usual sleep length, a decrease in being tired or sleepy at work and an increase in free time benefits. Other results are discussed in the paper. In conclusion, the use of a compressed work schedule is beneficial when workers are allowed to sleep on the job, however, generalizations to other workplaces must be limited. Use of these popular work schedules should be limited to applications which incorporate a systematic evaluation of the new work schedule.

The 12-Hour Work Day: Differing Employee Reactions.

This study examined the reactions of non-exempt employees to utilizing a compressed work schedule (i.e., 12-hour shifts) for staffing a continuous process plant. Employee reactions differed great...

A study of the effects of task goal and schedule choice on work performance

Extent of worker choice of task goal level and work schedule, which together determine work pace, was manipulated on a scale of free choice, assignment to a preferred work pace, and assignment to a nonpreferred work pace in a 3 × 2 × 2 factorial design to determine their effect on work performance. Free choice, high task goal, and compressed work schedule were expected to result in higher performance as measured by rate of output and error rate on a standard clerical task performed by Temporary Employees engaged for this task. Results on the rate of work output measure were as hypothesized for task goal and work schedule variations, and significant but exactly reversed for the choice manipulation. The error rate measure was found to be unrelated to experimental manipulations. Implications of the findings for worker participation, work goal setting, feedback of performance results, and employee selection for positions involving responsibility are discussed.

Flexitime: Its Implementation in the Public Sector

Flexible work schedules (flexitime) which allow an employee some degree of freedom to select starting and quitting times are beginning to gain popularity in the public sector. Recent legislation is an indication of this growing interest. With the Federal Employees Flexible and Compressed Work Schedules Act of 1978, federal agencies are now permitted to experiment with alternate work schedules such as flexitime. ' This article discusses the benefits, problems, and main issues that are involved in the use of flexitime by government agencies and its implications for labor relations. As flexitime has only recently been introduced into the public sector, much of the information is taken from private sector experience.