Contracted Hours Research Articles

Мотивы и институциональные условия переработок (на примере офисных служащих г. Москвы)

The paper examines the phenomenon of office workers’ overwork. Statistical data demonstrates that modern Russians tend to work more than 40 hours a week, thereby exceeding the legal time allowance that traces its roots back to a period when largescale manual labor was the norm. Increasing proportions of tertiary and quaternary sectors in the Russian economy suggests that the “normal” 40-hour work week is a redundant constraint and workers perceive the “norm” differently. According to the existing literature, overwork can reflect a worker’s personality traits, and institutional or economic changes. In the research article, an analysis of the motives of overwork is provided. Also, evidence of the differences in perceptions of what constitutes a “normal” work day and mental borders between work and overwork is presented. It appears that employees perceive overwork not only as overtime work (the number of hours that they work in addition to their contractual hours), it can also be understood as a work-life imbalance, undesirable dramatic change in lifestyle due to the demands of work, and a psychological and/or physical fatigue that can lead to the loss of a “zest for life.” The following motives were identified: economic (working additional hours for career advancement, salary growth, or at least job security in the future), social (adherence to corporate norms and values), and psychological (escaping from family problems). Special attention was paid to the analysis of institutional working conditions (organizational characteristics) which can lead to overwork.

Quality of Working Life of cancer survivors: associations with health- and work-related variables

PurposeThis study aimed to (1) describe the Quality of Working Life (QWL) of cancer survivors and (2) explore associations between the QWL of cancer survivors and health- and work-related variables.MethodsEmployed and self-employed cancer survivors were recruited through hospitals and patient organizations. They completed the Quality of Working Life Questionnaire for Cancer Survivors (QWLQ-CS) and health- and work-related variables in this cross-sectional study. The QWL scores of cancer survivors were described, and associations between QWL and health- and work-related variables were assessed.ResultsThe QWLQ-CS was completed by 302 cancer survivors (28% male) with a mean age of 52 ± 8 years. They were diagnosed between 0 and 10 years ago with various types of cancer, such as breast cancers, gastrointestinal cancers, urological cancers, and haematological cancers. The QWL mean score of cancer survivors was 75 ± 12 (0–100). Cancer survivors had statistically significant lower QWL scores when they had been treated with chemotherapy or when they reported co-morbidity (p ≤ 0.05). Cancer survivors without managerial positions, with low incomes or physically demanding work, and who worked a proportion of their contract hours had statistically significantly lower QWL scores (p ≤ 0.05).ConclusionsThis study described the QWL of cancer survivors and associations between QWL and health- and work-related variables. Based on these variables, it is possible to indicate groups of cancer survivors who need more attention and support regarding QWL and work continuation.

Training in Clinical Oncology and the Transition from Trainee to Consultant: Results of the Royal College of Radiologists' 2015 Post-Certificate of Completion of Training Survey

AimsTo seek feedback from clinical oncologists as to their experiences of specialty training and, where applicable, the transition to working as a consultant in the National Health Service. Materials and methodsAll clinical oncologists gaining a Certificate of Completion of Training between 1 July 2012 and 30 June 2014 were identified through records held by the Royal College of Radiologists and approached in May 2015 to take part in an online survey. ResultsThe survey was completed by 38 of 80 clinical oncologists invited to take part (48% response rate). Most respondents (>87%) agreed that specialty training equipped them well with clinical skills in radiotherapy planning, systemic therapy and tumour site diagnosis and treatment. This fell to 58% with advanced radiotherapy techniques. Of the non-clinical skills, respondents felt training had equipped them less to deal with leadership and management (53%) and research (48%) than clinical governance (61%). Despite wanting to do so, 42% of respondents did not undertake any out-of-programme (OOP) activity to gain new skills. Most of those respondents who did undertake OOP activity agreed that it helped to prepare them for their first consultant post. There is broad support for the FRCR Examination. The First FRCR Examination modules in physics, pharmacology, tumour biology and radiobiology were seen to be very relevant to clinical practice by 50% or more of respondents. The Final FRCR Examination was seen as essential in a technical specialty like clinical oncology by 92% of respondents. Working as a new consultant, the survey revealed a heavy workload for most respondents, with 69% always or almost always working beyond contracted hours. Other issues of concern identified were discrepancies in advertised consultant job plans and ineffectiveness of the job plan review process. The trainee–consultant transition is often a difficult time, yet only 19% of respondents were allocated a formal mentor. Most respondents had to rely on informal arrangements in seeking support and advice from medical colleagues. ConclusionsIn general, respondents were satisfied with their specialty training and the transition from training to working as a new consultant. Areas for possible improvement have been identified for employers as well as those involved in organising specialty training.

Does temporal and locational flexibility of work increase the supply of working hours? Evidence from the Netherlands

Abstract In recent years, many employees have gained more control over temporal and locational aspects of their work via a variety of flexible work arrangements, such as flexi-time and telehomework. This temporal and locational flexibility of work (TLF) is often seen as a means to facilitate the combination of work and private life. As such it has been recommended as a policy to increase the average number of working hours of part-time workers. To the best of our knowledge, the effectiveness of this policy instrument has not been tested empirically yet. We therefore analyse whether flexi-time and telehomework arrangements increase the number of actual, contracted, and preferred working hours. Based on Dutch household panel data, our results indicate that the link between TLF and working hours is quite weak. Telehomework is associated with moderate increases in actual hours, but not in contracted or preferred hours. Flexi-time generally does not seem to be associated with an increase in hours worked. Despite positive effects on job satisfaction and working time fit, we do not find any convincing evidence of a positive effect of TLF on labour supply. JEL classification: J22, J32, M52, M54

Mindful2Work: Effects of Combined Physical Exercise, Yoga, and Mindfulness Meditations for Stress Relieve in Employees. A Proof of Concept Study

Work-related stress and associated illness and burnout is rising in western society, with now as much as almost a quarter of European and half of USA’s employees estimated to be at the point of burnout. Mindfulness meditation, yoga, and physical exercise have all shown beneficial effects for work-related stress and illness. This proof of concept study assessed the feasibility, acceptability, and preliminary effects of the newly developed Mindful2Work training, a combination of physical exercise, restorative yoga, and mindfulness meditations, delivered in six weekly group sessions plus a follow-up session. Participants (n = 26, four males), referred by company doctors with (work-related) stress and burnout complaints, completed measurements pre and post the intervention, as well as at 6-week (FU1) and 6-month (FU2) follow-up. Results showed very high feasibility and acceptability of the Mindful2Work training. The training and trainers were rated with an 8.1 and 8.4 on a 1–10 scale, respectively, and training dropout rate was zero. Significant improvements with (very) large effect sizes were demonstrated for the primary outcome measures of physical and mental workability, and for anxiety, depression, stress, sleep quality, positive and negative affect, which remained (very) large and mostly increased further over time. Risk for long-term dropout from work (checklist individual strength [CIS]) was 92 % at pre-test, reduced to 67 % at post-test, to 44 % at FU1, and 35 % at FU2, whereas employees worked (RTWI) 65 % of their contract hours per week at pre-test, which increased to 73 % at post-test, 81 % at FU1 and 93 % at FU2. Intensity of home practice or number of attended sessions were not related to training effects. To conclude, the newly developed Mindful2Work training seems very feasible, and acceptable, and although no control group was included, the large effects of Mindful2Work are highly promising.

Towards a more person-centred home care service: A study of the preferences of older adults and home care workers

Abstract The purpose of this study was to investigate the views of older home care recipients on the care that they receive and the preferences of the home help staff to work more flexible times, in order to provide a more person-centred service for the older person. A mixed-methods design was used, incorporating both qualitative and quantitative research methods. The qualitative phase involved five focus groups (total participants: n=23), to gain information on the recipients’ views on the home help received and how the service may become more person-centred. The quantitative phase involved sending postal questionnaires to Health Service Executive (HSE) home help employees (n=202) and to home help employees from a voluntary home help agency in Dublin South West (n=147). The findings from the qualitative phase of the research highlighted that the recipients were mainly satisfied with the service received but would like more communication with home help managers, and to be consulted regarding their care to allow for a more person-centred service. Companionship was also identified as a need for the older person. Data from the quantitative analysis indicated that home help employees, particularly in the HSE, are willing to work outside current contracted hours; for example, 8 p.m. to midnight midweek, or on Sunday evenings. Therefore, the future possibility of recruiting HSE home help staff to work more flexible hours needs to be considered to allow for a more person-centred home help service.

The impact of delays on maternal and neonatal outcomes in Ugandan public health facilities: the role of absenteeism.

Maternal mortality in low- and middle-income countries continues to remain high. The Ugandan Ministry of Health’s Strategic Plan suggests that little, if any, progress has been made in Uganda in terms of improvements in Maternal Health [Millennium Development Goal (MDG) 5] and, more specifically, in reducing maternal mortality. Furthermore, the UNDP report on the MDGs describes Uganda’s progress as ‘stagnant’. The importance of understanding the impact of delays on maternal and neonatal outcomes in low resource settings has been established for some time. Indeed, the ‘3-delays’ model has exposed the need for holistic multi-disciplinary approaches focused on systems change as much as clinical input. The model exposes the contribution of social factors shaping individual agency and care-seeking behaviour. It also identifies complex access issues which, when combined with the lack of timely and adequate care at referral facilities, contributes to extensive and damaging delays. It would be hard to find a piece of research on this topic that does not reference human resource factors or ‘staff shortages’ as a key component of this ‘puzzle’. Having said that, it is rare indeed to see these human resource factors explored in any detail. In the absence of detailed critique (implicit) ‘common sense’ presumptions prevail: namely that the economic conditions at national level lead to inadequacies in the supply of suitably qualified health professionals exacerbated by losses to international emigration. Eight years’ experience of action-research interventions in Uganda combining a range of methods has lead us to a rather stark conclusion: the single most important factor contributing to delays and associated adverse outcomes for mothers and babies in Uganda is the failure of doctors to be present at work during contracted hours. Failure to acknowledge and respond to this sensitive problem will ultimately undermine all other interventions including professional voluntarism which relies on local ‘co-presence’ to be effective. Important steps forward could be achieved within the current resource framework, if the political will existed. International NGOs have exacerbated this problem encouraging forms of internal ‘brain drain’ particularly among doctors. Arguably the system as it is rewards doctors for non-compliance resulting in massive resource inefficiencies.

Employee scheduling in service industries with flexible employee availability and demand

We consider an employee scheduling problem arising in service industries with flexible employee availability and flexible demand. In the system to be planned, there is a given set of service requirements and a set of employees at any time. Each employee belongs to one of various skill levels, each service requirement specifies the requested employee skill level and the timing of the service delivery, and each requirement has a weight that indicates the importance of that requirement. Employees have individual flexible contracts with the organization, which are characterized by weekly/monthly contracted work hours, days the employee is available for work and availability of overtime. Furthermore, there are regulations on maximum work hours and minimum rest requirements of employees enforced by the government and the labor union. The problem that we investigate is to generate an assignment of employees to service requirements which (i) ensures that the maximum weighted number of service requirements is met, (ii) satisfies government and labor union regulations, (iii) honors individual employee contracts with minimum deviation from the contracted work hours, and (iv) ensures a fair balance between employee schedules in terms of work assignments on holidays. We model the problem as a mixed-integer programming problem and discuss a reformulation strategy, which allows us to solve practical problems in a reasonable amount of time. We also report our experience in a large health-care organization in Belgium.

Predicting medical specialists’ working (long) hours: testing a contemporary career model

With the feminization (in numbers) of several professions, changing gender role prescriptions regarding parenthood and an increased attention for work-life balance, career theorists recently addressed the need for a more contemporary career model taking a work–home perspective. In this study, we test such a model by investigating how parenthood, and support for work-life balance and career progress at work affect both Dutch men and women medical specialists’ career motivation and working (over)time. We are also interested in the mediating role of career motivation, and how these relationships differed between men and women. Contrary to what was expected, for women specialists parenthood had no total effect on their working (over)time, but support for work-life balance and high levels of career identity were importantly and positively related to working time, including overtime. For men specialists, however, only career identity showed relevance, and only regarding their contracted hours – not their overtime. Moreover, none of the family or work culture related issues seemed to affect men specialists’ career motivation. We conclude that a contemporary career model with a work–home perspective reveals that some of our role expectations, especially regarding women professionals, seem to be outdated. However, further investigation is needed to explain men specialists’ (long) working hours.

Predictors of impaired work functioning in employees with major depression in remission

ObjectivesThis study aims to (i) assess work functioning in employees returning to work with a major depression in remission, (ii) study the predictors of impaired work functioning. MethodsParticipants diagnosed with major depressive disorder (MDD), on long term sick leave (mean 27 weeks) and treated in a specialized mental healthcare setting, were selected from an intervention study sample. They were eligible for this study if they were remitted from their depression and had returned to work for at least 50% of their contract hours at 18 month follow-up. Work functioning was assessed with the Work Limitations Questionnaire (WLQ) and the Need For Recovery scale (NFR). Potential predictors of impaired work functioning were demographic characteristics (assessed at baseline), health characteristics (assessed at baseline, six and twelve month follow-up), and personality- and work characteristics (assessed at 18 month follow-up). ResultsAfter their return to work with MDD in remission, employees were on average still impaired in their work functioning. Personality characteristics were the strongest predictor of this impaired work functioning, followed by health and work characteristics. In the final prediction model, only a passive reaction coping style remained as predictor. LimitationsWe used self-report data with respect to work functioning and work characteristics and not an assessment by a supervisor. ConclusionsPersonality trait, coping style, and ability to manage the work environment should be addressed in mental health and return-to-work interventions. Subsequent improved work functioning may be beneficial for mental health and may reduce societal costs.

Exploring gender differences in the working lives of UK hospital consultants.

Internationally, increasing numbers of women are practising medicine. Gender differences in doctors' working hours, specialty choices and communication styles are well documented, but studies often neglect contextual factors such as the role of socialised gender expectations on behaviours in the workplace and the medical profession. These may be important as recent studies have reported gender differences in doctors' activity rates that cannot be explained by specialty or contracted hours, suggesting other sources of variation. This study sought to explore the working lives of hospital doctors and how their work is negotiated according to gender and context. Gender differences in the day-to-day work of hospital specialists (consultants) in the NHS were investigated using a qualitative approach, including observation and interview methods. Data were analysed inductively using qualitative observation and interview methods. Two NHS hospital trusts in England. Data were collected from 13 participants working in a variety of specialties and in a range of clinical and non-clinical settings. Various behaviours, attitudes and experiences were explored, such as doctor-patient communication, interactions with colleagues and workload. Influences at both individual and situational levels, appear to affect differentially the work of male and female doctors. Female consultants described awareness of the impact of behaviours on relationships with colleagues, and their interactions appeared to be more carefully performed. Nurses and other colleagues tend to demonstrate less cooperation with female consultants. Gender differences also exist in patient communication, feelings of work-family conflict and barriers to career progression. These variations in hospital consultants' work may have implications for both the quantity and quality of care provided by male and female consultants. This is timely and of importance to the medical workforce as the gender composition approaches parity.

Sleep patterns of offshore day-workers in relation to overtime work and age

In addition to long contractual hours during offshore weeks (14 × 12 h shifts), many personnel on North Sea oil/gas installations also work overtime, but little is known about the implications of overtime for sleep patterns offshore. In this study, the additive and interactive effects of overtime and age were analysed as predictors of sleep duration and sleep quality among offshore day-workers (N = 551), 54% of whom reported overtime. Sleep duration and quality were impaired among personnel who worked overtime, relative to those who worked only standard shifts; there was also an inverse dose–response relationship between overtime hours and sleep duration. Although the sleep measures were more favourable during shore leave than during offshore weeks, there was little evidence of compensatory sleep patterns. These findings are discussed with reference to known performance and health effects of short sleep hours; formal guidance on overtime work offshore is noted; and methodological issues are considered.

Report: Fast food campaign: hungry for justice

INTERNATIONAL union rights Page 19 Volume 22 Issue 1 2015 REPORT ❐ FAST FOOD WORKERS’ ORGANISING Fast food campaign: hungry for justice Zero hours contracts is a throw back in time: teasing and tormenting workers on the edge of poverty and feeding them crumbs given £10 per hour for workers in Britain. If we were to obtain £10 per hour this would take 5 million people out of poverty. The BFAWU have supported days of action with the US. They have campaigned for workers in the UK by demonstrating on the same days as the US along with extra days for the UK. The BFAWU have introduced a special zero hours membership for £1.09. We are part of a global group that has gained support in over 30 Countries and continues to grow. Global Day of Action We now are planning a Global Day of Action for 15 April 2015 at 6pm demonstrating outside as many McDonalds in as many Cities as possible in the UK under the slogan ‘join the union day’. We aim to leaflet before the event to explain why we demonstrating so they know the day of action. That it is about improving terms and conditions and their working lives. We also aim to return afterwards to talk with the workers and give them an opportunity to join our union and help take ownership of the Fast Food Campaign. This will be well publicised and we hope that all political and socialist groups along with workers come out and support us in every city. Workers who are supressed with low pay zero hours contracts are forced into such poverty low esteem and a life of misery and depression with no way out. Austerity does not work or help the majority it destroys live and communities, leaving people in misery while the rich fat cats of society hide in their home abroad avoiding paying their taxes criticising those on benefits because they will not pay them a living wage. When a worker is given a zero hour contract many of them cannot obtain simple things like a place to rent and live or a mobile phone contract, because they have no guaranteed income. The Labour party have said that if they win the general election in May they will see to it that zero hour contracts will be abolished. I know they look to raise the minimum wage to £8 by 2020 that’s not enough and to slow in coming. One of the greatest men in recent times said ‘to deny people their human rights is to challenge their very humanity’ and ‘it always seems impossible until its done’ - Nelson Mandela. Let us get £10 per hour, remove poverty, and give workers a living wage. T he UK employs around 168,000 workers in the take-away and fast food industry, with a revenue or £5 billion in a sector dominated by multinational corporates delivering vast profits to shareholders. Outlets like McDonalds, Burger King, KFC and Costa Coffee. Take McDonalds they employ around 90 percent of their staff on zero hour contracts, with an hourly rate barely above the minimum hourly rate. Zero hour contracts are a major problem and need to be abolished . These contracts deny the worker from being able to have a life with a living standard fit for a human being. Zero hours is a throw back in time teasing and tormenting workers many on the edge of poverty feeding them crumbs. Workers on zero hour contracts are often unable to obtain simple things like enough wholesome food, pay for heating or rent, obtain a rent contract or a mobile phone contract. They need to claim benefits to top up their income others have to frequently visit food banks. The BFAWU national officers Ian Hodson and Ronnie Draper who are part of a trade union parliamentary group, which is chaired by Labour MP John McDonnell agreed that something had to be done to help these workers in this sector. MPs like John McDonnell, Ian Mearns, Ian Lavery and Jeremy Corbyn are all fighting to see the abolition of the zero contract hours. There are 114,000 workers said to be on zero...

Prognosis and course of work-participation in patients with chronic non-specific low back pain: a 12-month follow-up cohort study.

To investigate the clinical course of, and prognostic factors for, work-participation in patients with chronic non-specific low back pain. A total of 1,608 patients with chronic non-specific low back pain received a multidisciplinary therapy and were evaluated at baseline and 2-, 5- and 12-month follow-ups. Recovery was defined as absolute recovery if the patient worked 90% of his contract hours at follow-up. Potential factors were identified using multivariable logistic regression analysis. Patients reported a mean increase in work-participation from 38% at baseline to 82% after 12 months. Prognostic factors for ≥ 90% work-participation at 5 months were being married (odds ratio (OR) 1.72 (95% confidence interval (95% CI) 1.12-2.65)), male (OR 1.99 (95% CI 1.24-3.20)), a higher score on disability (OR 1.00 (95% CI 0.997-1.02)) and physical component scale (Short-Form 36 (SF-36)) (OR 1.05 (95% CI 1.02-1.07)), previous rehabilitation (OR 1.85 (95% CI 1.14-2.98)), not receiving sickness benefits (OR 0.52 (95% CI 0.24-1.10)) and more work-participation (OR 4.86 (95% CI 2.35-10.04)). More work-participation (OR 5.22 (95% CI 3.47-7.85)) and male sex (OR 1.79 (95% CI 1.25-2.55)) were also prognostic factors at 12-month follow-up. At 12 months 52% of patients reported ≥ 90% work-participation. The strongest prognostic factor was more work-participation at baseline for the recovery of chronic non-specific low back pain.

Nurses' shift length and overtime working in 12 European countries: the association with perceived quality of care and patient safety.

Background:Despite concerns as to whether nurses can perform reliably and effectively when working longer shifts, a pattern of two 12- to 13-hour shifts per day is becoming common in many hospitals to reduce shift to shift handovers, staffing overlap, and hence costs.Objectives:To describe shift patterns of European nurses and investigate whether shift length and working beyond contracted hours (overtime) is associated with nurse-reported care quality, safety, and care left undone.Methods:Cross-sectional survey of 31,627 registered nurses in general medical/surgical units within 488 hospitals across 12 European countries.Results:A total of 50% of nurses worked shifts of ≤8 hours, but 15% worked ≥12 hours. Typical shift length varied between countries and within some countries. Nurses working for ≥12 hours were more likely to report poor or failing patient safety [odds ratio (OR)=1.41; 95% confidence interval (CI), 1.13–1.76], poor/fair quality of care (OR=1.30; 95% CI, 1.10–1.53), and more care activities left undone (RR=1.13; 95% CI, 1.09–1.16). Working overtime was also associated with reports of poor or failing patient safety (OR=1.67; 95% CI, 1.51–1.86), poor/fair quality of care (OR=1.32; 95% CI, 1.23–1.42), and more care left undone (RR=1.29; 95% CI, 1.27–1.31).Conclusions:European registered nurses working shifts of ≥12 hours and those working overtime report lower quality and safety and more care left undone. Policies to adopt a 12-hour nursing shift pattern should proceed with caution. Use of overtime working to mitigate staffing shortages or increase flexibility may also incur additional risk to quality.

Student Satisfaction with Work-based Learning: Evaluation of a Foundation Degree Health & Social Care Programme

This paper presents findings from an evaluation of student satisfaction with work-based learning as experienced by 57 Foundation degree (Fd) Health & Social Care students. The study participants were all employed by the National Health Service (NHS) in a range of clinical settings in the English Midlands. Three cohorts of students completed a questionnaire which sought to uncover the individual circumstances, behaviour, attitudes and beliefs of work-based learners. Students undertaking the acute care, long-term conditions, children and mental health study pathways were supported by a workplace mentor and assessor, while students studying the diagnostic radiography, radiotherapy and mammography pathways had their work-based learning supported by a clinical learning facilitator (CLF). Most of the participants were undertaking the Fd to make the transition from radiography helper or healthcare assistant (HCA) to assistant practitioner (AP). The findings distinguish the individual circumstances of students in the context of their study pathways and on the basis of their contracted hours and the role that they hoped to fill on completion of the programme. Student behaviour was characterised by the regularity with which students worked with their mentors, assessors or CLFs and their engagement in a range of work-based learning activities including practice-based assessments, knowledge and skills acquisition and, with particular regard to radiography students, the learning of new procedures. Although the level of student satisfaction with work-based learning was high, several participants perceived that their colleagues seemed reluctant to recognise them as students in their own right and lacked an awareness of the role of the AP. Participants believed that their confidence had increased and that they were playing a greater role in their clinical teams as a result of gaining knowledge and skills that had helped them to engage in new ways of working.

Predictors of recurrent sickness absence among workers having returned to work after sickness absence due to common mental disorders

The aim of this study was to investigate whether sociodemographic, disease-related, personal, and work-related factors - measured at baseline - are predictors of recurrent sickness absence (SA) at 6 and 12 months follow-up among workers who returned to work after SA due to common mental disorders (CMD). Based on a cluster-randomized controlled trial, this prospective study comprised 158 participants, aged 18-63 years, with partial or full return to work (RTW) and an occupational physician-diagnosed CMD. Data on predictors were collected with questionnaires and administrative data. Outcome was the incidence of recurrent SA (ie, decreased work for ≥30% of contract hours due to all-cause SA regardless of partial or full RTW) at 6 and 12 months follow-up. Longitudinal logistic regression analysis with backward elimination was used. We found that company size >100 [odds ratio (OR) 2.59, 95% confidence interval (95% CI) 1.40-4.80] and conflicts with the supervisor (OR 2.21, 95% CI 1.21-4.04) were predictive of recurrent SA. Having ≥1 chronic diseases decreased the risk of recurrent SA (OR 0.54, 95% CI 0.30-0.96). Two work- and one disease-related factor predicted the incidence of recurrent SA among workers with CMD. Healthcare providers can use these findings to detect and help workers who have returned to work and are at higher risk for recurrent SA. Furthermore, future interventions to prevent recurrent SA could focus on supervisor conflicts.

Investigating Unpaid Overtime Working among the Part‐time Workforce

This paper considers whether unpaid overtime working relates to contracted working hours (i.e. whether an employee works part‐time or full‐time) in Britain. It uses the authoritative 2004 British data set Workplace Employment Relations Survey to derive a sample of 4,530 workers, from 735 workplace establishments, who worked unpaid overtime. It tests hypotheses linking contracted working hours to unpaid overtime, and whether this link is moderated by gender, occupational group and the availability of flexible working arrangements. Part‐time workers were found to work significantly more unpaid overtime hours compared with their full‐time counterparts. Gender, occupation and flexible working practices moderated this relationship, where the extent to which part‐timers work more unpaid overtime than their full‐time counterparts was greater for men than for women, was greater for professional/managerial part‐time workers compared with other occupations, and was more evident in establishments less likely to offer flexible working arrangements. The findings raise concerns about the exploitation of part‐time workers.

Lost Productivity in Four European Countries among Patients with Rheumatic Disorders

When national pharmacoeconomic guidelines are compared, different recommendations are identified on how to identify, measure and value lost productivity, leading to difficulties when comparing lost productivity estimates across countries. From a transferability point of view, the question arises of whether differences between countries regarding lost productivity are the result of using different calculation methods (methodological differences) or of other between-country differences. When lost productivity data differ significantly across countries, the transferability of lost productivity data across countries is hindered. The objective of this study was to investigate whether country of residence has a significant influence on the quantity of lost productivity among patients with rheumatic disorders. Confounding factors that might differ between countries were corrected for, while the methodology used to identify and measure lost productivity was kept the same. This question was investigated by means of an online questionnaire filled out by 200 respondents with a rheumatic disorder per country in four European countries, namely the Netherlands, the UK, Germany and France. In addition to those regarding lost productivity, the questionnaire contained questions about patient characteristics, disability insurance, disease characteristics, quality of life and job characteristics as these variables are expected to influence lost productivity in terms of absenteeism and presenteeism. The data were analysed by regression analyses, in which different components - being absent in last 3 months, number of days absent and presenteeism - of lost productivity were the main outcome measures and other variables, such as gender, impact of disease, shift work, job control, partial disability and overall general health, were corrected for. The results showed that country sometimes has a significant influence on lost productivity and that other variables such as, for example, age, disease severity, number of contract hours, decision latitude, experienced health (as reported on the visual analogue scale) and partial disability, also influence lost productivity. A significant influence of country of residence was found on the variables 'being absent in the last three months', 'number of days absent' and 'quality of work on the last working day'. However, country did not influence 'quantity of work on the last working day' and 'overall presenteeism on the last working day'. It can be concluded that country has a significant influence on lost productivity among patients with rheumatic disorders, when corrected for other variables that have an influence on absenteeism and presenteeism. Transferring lost productivity data across countries without adaptation is hindered by the significant differences between countries in this patient group. As a result, transferring lost productivity data, being either monetary values or volumes of productivity losses, between countries can give wrong estimations of the cost effectiveness of treatments.

Predictors of Long-Term Return to Work and Symptom Remission in Sick-Listed Patients With Major Depression

Although major depressive disorder (MDD) has substantial negative effects on work outcomes, little is known regarding how to promote a return to work (RTW) after MDD-related sickness absence. The present study aimed to examine predictors across multiple domains for long-term RTW in patients who are sick-listed because of their MDD, and to compare these with predictors for long-term symptom remission. Participants (n = 117) were diagnosed with MDD according to DSM-IV criteria, absent from work for at least 25% of their contract hours, and referred by occupational physicians to outpatient treatment. Long-term full RTW (working the full number of contract hours for at least 4 weeks) and long-term symptom remission (Hamilton Depression Rating Scale score ≤ 7) were examined during the 18-month follow-up. Potential predictors (diagnostic, sociodemographic, personality, and work-related) were assessed at baseline. Data were collected from December 2007 to March 2011. Stepwise logistic regression analyses with backward elimination (P ≤ .05) resulted in a final prediction model including depression severity (odds ratio [OR] = 0.92; 95% CI, 0.87-0.97; P = .003), comorbid anxiety (OR = 0.21; 95% CI, 0.05-0.84; P = .028), work motivation (OR = 1.87; 95% CI, 1.18-2.96; P = .008), and conscientiousness (OR = 1.10; 95% CI, 1.02-1.18; P = .012) as predictors of long-term RTW. Long-term symptom remission was only predicted by depression severity (OR = 0.93; 95% CI, 0.89-0.98; P = .005). Whereas long-term symptom remission is only predicted by diagnostic factors, long-term RTW is also predicted by personal and work-related factors. These findings provide suggestions for the development of new interventions to improve both symptom remission and long-term RTW in sick-listed patients with MDD.