Overtime Hours Research Articles

The Effect of Motivation and Discipline Culture Optimalization on Worker’s Work Performance in Buana Tunas Sejahtera Company (Inc.) Kapuas Hulu Regency

Nowadays, many companies in Indonesia are running in the plantation field. Buana Tunas Sejahtera Company (Inc.) is a palm oil company in West Borneo Province that working under the Kencana Group. This company was organized by leaders, directors, managers, manager assistants, foremen, clerks, permanent workers, and freelance workers. The worker’s work performance in this company was slightly low due to their worker’s low motivation and discipline. This study aimed to know the method to improve the workers’ work performance in Buana Tunas Sejahtera Company (Inc.), Kapuas Hulu Regency. This was a descriptive quantitative study employing an Analytical Hierarchy Process (AHP) done by software namely Expert Choice 11. There were 100 workers chosen by the purposive sampling technique participated in this study. The result showed that the key point in dealing with the worker's work performance issue was meeting their social need, while improving their salary was a key point in dealing with the motivation issue. Building the worker's responsibility was playing an important role in improving the discipline culture. The company needs to improve the worker’s motivation by conducting training sessions, increasing worker’s salaries during the overtime hours, and giving more motivation to their workers. To improve the discipline culture, the company needs to use clear and firm rules to enforce the proper and accountable behavior among the worker.

OPTIMASI KAPASITAS PRODUKSI UKM DENGAN GOAL PROGRAMMING

UKM Jovelyn is a small medium enterprise (SME) that engaged in the field of bakery production. Until now, they produce cakes and cookies. They sell products throughout the Batam area which includes (Tiban market, aviari market, mitra market and puja bahari market), shops, school canteens and so on. The SME targets several things such as profit per month, number of hours worked, number of overtime hours, machine utilities, labor utilities and so forth. Until now, the SME has not been able to reach the targets because the UKM has not determined the production amount based on the appropriate calculation. The number of products made is determined only on an intuitive basis. Determination of the amount of production cannot be determined by the usual simplex method because the objective function in the usual simplex method contains a target. Problem solving is done by using goal programming. The results of the calculation analysis show that to achieve the optimal value, the SME must produce coconut root cookies, butter cookies, nastar cookies, snow princess cookies and peanut cookies respectively 11.89 kg, 22.43 kg, 24.96 kg , 1.97kg and 0 kg. Sensitivity analysis is carried out after there are changes in conditions that result in changes in the linear program matrix, so the number of products that must be made also changes which include coconut root cookies as much as 12.8 kg, as much as 16.91 kg of butter cookies, nastar cookies as much as 25.7 and the last is 3.39 kg of nut cookies which in the initial calculation, nut cookies were not produced. The sensitivity analysis is not done by recalculation but rather by modifying the matrix and completing iteration with primal dual.

ANALYSIS OF PRODUCTIVITY BASED ON KPI CASE STUDY AUTOMOTIVE PAINT INDUSTRY

The research was aimed to measure and analyze productivity in production department at Paint Industry for Automotive, the criteria used are Quantity of production, number of sales, stock of raw materials, bad stock, electricity usage, loss production, machine breakdown, overtime hours, product stock productivity and Productivity of washing solvent usage. Data was obtained based on questionnaires and company data, the analysis was carried out using Objective Matrix Method and Company Key Performance Indicator to determine the level of company productivity. The results showed that the productivity of the company was low and unstable. Production productivity was the highest productivity but this productivity was not in accordance with the productivity conditions of other companies such as sales, raw material usage, labor, electricity usage, machine breakdown, and bad stock. Another highly contradictory productivity is the amount of overtime production numbers are not following the increase in the quantity of production. When production productivity rose, the productivity of other supporters decreased. These contradictory conditions indicate that the productivity of the quantity of production can still continue to be improved with make stronger controls for other support activities in line production.

Perceptions of the cancer care left undone in primary and community services: A mixed methods evaluation.

Primary and community care in the United Kingdom are under increasing workforce and time pressures. How these pressures affect the delivery of cancer care has rarely been explored. This service evaluation aimed to elucidate some of the views of the workforce in this sector of what work in cancer care is left undone, and what they would like to be able to offer more of. An exploratory sequential design was taken including a questionnaire and interviews asking primary and community care staff in London about their workload in cancer care. Surveys were analysed using descriptive statistics. The evaluation revealed a perception from primary and community care that there is work in cancer care that is currently being left undone. 64% of the workforce across all professions reported that they worked 10 or more hours of unpaid overtime per week. Respondents identified psychological care for people with cancer (PWC), and bereavement care for families and carers of PWC as the most common areas that were left undone. They would like to do more proactive work, in place of the current reactive 'fire-fighting' they are doing. For example, signposting available services to PWC and access to nutritional support. There was a desire for acknowledgement of the time and workforce pressures in primary and community care, and how these are hindering the delivery of care for PWC.

Are the benefits of lean rapid process improvement workshops in healthcare worth the investment?

Background: Many organizations have adopted Lean tools to improve healthcare, but few studies adequately evaluate the effectiveness of Lean tools, such as Rapid Process Improvement Workshops (RPIWs).Objective: To evaluate the effectiveness of RPIWs conducted in surgical services at two hospital sites from economic and statistical perspectives.Methods: Retrospective data over three years from the two interventions sites were used for a cost-benefit analysis in the form of Return on Investment (ROI). The Interrupted Time Series (ITS) method was used to analyze the trends of selected process measures such as surgical volumes, overtime, and sick time hours during intervention and post-intervention periods at the two sites. Also, comparable data from two control sites were used to statistically compare the trends of some of the process measures between the intervention and control sites.Results: The cumulative effects of the six RPIWs performed at each site were examined. The results did not produce any evidence to indicate that the outcomes justify the investments. The ITS analysis revealed no indication of systematic and sustained change in the pattern of process measures at the intervention sites as a result of RPIWs. Nor did they provide significant or conclusive evidence when comparing the process measures between the intervention and control sites.Conclusions: This study identifies some of the difficulties of empirically calculating the ROI of RPIWs, and provides evidence that any realized benefits due to RPIWs implemented in two hospitals were not worth the investment. Such a result may lead us to challenge any unfounded claims of high monetary benefits from Lean tools or similar quality improvement initiatives.

Association of overtime work hours with various stress responses in 59,021 Japanese workers: Retrospective cross-sectional study.

This study aims to clarify the relationships between length of overtime work and various stress responses using large-scale cross-sectional data of Japanese workers. This study's participants are 59,021 Japanese workers in 117 companies. Data was collected by self-reporting questionnaire. The Brief Job Stress Questionnaire was used to measure stress responses on six scales (i.e. "lack of vigor", "irritability", "fatigue", "anxiety", "depression", and "somatic responses"). Length of overtime work hours were classified as 0-20, 21-30, 31-40, 41-50, 51-60, 61-70, 71-80, and >80 hours/month. Multiple linear regression analyses were used to examine the association of stress responses with overtime while adjusting all possible confounders. In result, workers with longer overtime showed significantly higher "irritability", "fatigue", "anxiety", "depression", and "somatic responses" for both genders (p-for-trend <0.001), however, length of overtime was negatively associated with "lack of vigor" among men (p-for-trend <0.001). Men with 61-80 hours of overtime showed high fatigue with high vigor at the same time. Length of overtime was linearly associated with various stress responses, except for "lack of vigor". Length of overtime shows linear associations with various psychosomatic stress responses. However, "lack of vigor" was not consistently associated with overtime. Male workers with 61-80 hours of monthly overtime were more likely to feel vigorous than workers with shorter overtime. However, potential longterm effects of such extreme overtime should not be underestimated and must be paid attention to.

Antecedents of overtime work: The case of junior academics

Despite the ongoing public debate about precarious working conditions in academia, there is only little evidence on working hours and overtime work for the group of (non-tenured) junior academics. We make use of unique longitudinal survey data on the occupational situation and careers of doctoral students and doctorate holders in science, technology, engineering and mathematics fields in Germany. We find that overtime hours are less pronounced among firm employees holding a doctorate and among postdocs than they are among doctoral students. This result is prevalent both between individuals in the cross-section and with regard to individual fixed effects panel estimations. In contrast to firm employees, overtime hours are in a considerable way positively associated with part-time contracts for doctoral students. Furthermore, our results reveal that individuals’ career orientation is positively associated with extra hours. In contrast, individuals with family responsibilities spend significantly fewer hours at work.

The influence of time-management on medical resident's perceived stress scale and overtime: A tertiary care hospital experience from Switzerland

Background and Aim: Many physicians express challenges in managing time demands during clinical practice. Effective time-management skills may counter the negative effects of high workload and time pressures, and subsequently improve productivity as well as professional and personal wellness. The objective is to determine the impact of time-management training on medical residents' overtime hours and self-reported stress scores. Materials and Methods: The present study employed a within-subjects, single group pretest-posttest design. Convenience sampling was used to recruit 27 medical residents from a tertiary care hospital in Saint Gall, Switzerland. Each resident participated in a single, 2-h interactive time-management workshop. Each resident completed the Perceived Stress Scale-10 (PSS-10) 1-week before and 8-week after the time-management intervention. Overtime of every resident was documented during the same time intervals using a hospital-based computer system. Finally, we recorded whether residents experienced any stressful life events during this 8-week study. Results: Residents worked significantly fewer overtime hours after the time-management intervention than before the intervention (P = 0.01). There was also a significant reduction in mean PSS scores following the intervention, but only for residents who reported experiencing stressful life events during the study (P = 0.028). The intervention had no effect on mean PSS scores for residents who did not report a stressful life event (P = 0.36). Conclusion: The present study reported an effect of time-management training on overtime and perceived stress in residents. We argue that time-management can help residents cope with external stressors, and that individuals who experience stressful life events may especially benefit from time-management training.

The effect of introducing an on-call system for attending physicians

Gastroenterologists working in hospitals that have adopted the chief physician system are often required to work overtime during the night and on holidays treating critically ill patients and ordering emergency tests. To help alleviate the attending physician's duties, our hospital initiated an on-call system in October 2019 to replace the existing system. Changes in overtime hours worked and business stress before and after the introduction of the on-call system were verified. After the introduction of the on-call system, both overtime hours and the number of holidays worked decreased and work stress was reduced. We report that the on-call system is a suitable alternative to the attending physician system because it increases the work efficiency and satisfaction of attending physicians.

(Fehlende) Selbstbestimmung über die Arbeitszeit und Abschalten von der Arbeit. Welche Rolle spielen Intensität und Extensivierung der Arbeit ?

Wie sind Selbstbestimmung über die Arbeitszeit (d. h. Gleitzeit und völlig selbstbestimmte Arbeitszeiten) bzw. fehlende Selbstbestimmung über die Arbeitszeit (d. h. feste Arbeitszeiten und arbeitgeberorientierte flexible Arbeitszeiten) mit dem Spillover von Erwerbsarbeit ins Privatleben – also dem Nicht-Abschalten von der Arbeit während der arbeitsfreien Zeiten –, bei Frauen und Männer verbunden? Und falls sie mit (fehlender) Selbstbestimmung über die Arbeitszeit schlecht von der Arbeit abschalten können, geschieht das aufgrund von hoher Intensität bzw. Extensivierung der Arbeit? Die Autorin diskutiert diese Fragen anhand von multivariaten Analysen auf der Grundlage von Daten des Sozio-oekonomischen Panels (SOEP) 2011 und 2012. Sie zeigt, dass Extensivierung ein Grund für den Spillover von Erwerbsarbeit ins Privatleben ist. Doch gilt dies in erster Linie bei völlig selbstbestimmten Arbeitszeiten und auch nur bei Männern. Unvorhersagbarkeit und Unzuverlässigkeit von Arbeitszeiten scheinen Gründe für den Spillover bei arbeitgeberorientierten flexiblen Arbeitszeiten zu sein, dies jedoch hauptsächlich bei Frauen.

Using Machine Learning to Predict Nosocomial Infections and Medical Accidents in a Nicu

Background: Adult studies have shown that nursing overtime and unit overcrowding is associated with increased adverse patient events but there exists little evidence for the Neonatal Intensive Care Unit (NICU). Objectives: To predict the onset on nosocomial infections and medical accidents in a NICU using machine learning models. Subjects: Retrospective study on the 7,438 neonates admitted in the CHU de Quebec NICU (capacity of 51 beds) from 10 April 2008 to 28 March 2013. Daily administrative data on nursing overtime hours, total regular hours, number of admissions, patient characteristics, as well as information on nosocomial infections and on the timing and type of medical errors were retrieved from various hospital-level datasets.

Impact of a reduction in overtime hours on sleep duration among Japanese employees

Impact of a reduction in overtime hours on sleep duration among Japanese employees

Flexibility for Who? Working Time, the Ontario Employment Standards Act and the Experiences of Workers in Low-Wage and Precarious Jobs

In Ontario, hours of work and overtime standards are regulated by theEmployment Standards Act(ESA). This legislation covers most employers and employees in the province. As part of an ESA reforms process designed to promote workplace flexibility and enhance competitiveness, the Ontario ESA (2000) allowed for the extension of weekly maximum hours from 48 to 60, and the calculation of overtime pay entitlements to be based on an averaging of hours of work over up to a four-week period.Situated in the context of shifts towards greater working time flexibility, this paper examines the dynamics of working time regulation in the Ontario ESA, with a specific focus on the regulation of excess and overtime hours. The paper considers these processes in relation to general trends towards forms of labour market regulation that support employer-oriented flexibility and that download the regulation of employment standards to privatized negotiations between individual employees and their employers, tendencies present in the ESA that were sustained through further reforms introduced in 2018 and 2019.The paper draws its analysis from interviews with both workers in precarious jobs and Employment Standards Officers from the Ontario Ministry of Labour (MOL), as well as administrative data from the MOL and archival records. In the general context of the rise of precarious employment, the paper argues that ESA hours of work and overtime provisions premised upon creating working time flexibility enhance employer control over time, exacerbate time pressures and uncertainty experienced by workers in precarious jobs, and thereby intensify conditions of precariousness. The article situates the working time provisions of Ontario’s ESA in the context of an ongoing fragmentation of the regulation of working time as legislated standards are eroded in ways that make workers in precarious jobs more vulnerable to employer exploitation.

Use of an automated hand hygiene compliance system by emergency room nurses and technicians is associated with decreased employee absenteeism

Few studies have examined the use of hand hygiene interventions among health care personnel and employee absenteeism. To improve the hand hygiene practices of emergency room nurses and technicians, we implemented mandatory use of an automated hand hygiene compliance system. After implementation, we found reductions in employee absenteeism and the number of overtime hours worked by substitute staff. These unanticipated results demonstrate a return on investment that benefits the health of employees.

HUBUNGAN KELEBIHAN JAM KERJA DENGAN KEJADIAN HIPERTENSI PADA PEKERJA PT. ASTORIA BANGUN PERKASA BATAM

Background: This study aims to determine the relationship of excess working hours with the incidence of hypertension in PT. Astoria Build Mighty Batam. Methods: This research method uses quantitative types with observational analytic research designs and Cross Sectional approaches. The population of this research is all PT. Astoria Bangun Perkasa which amounts to 60 workers. The instruments used in data retrieval are the Sphygmomanometer, the stethoscope and company data. Results: The results of the univariate analysis showed that most workers experienced overtime hours of 17 people (34%) while workers who did not experience excess hours worked as many as 33 people (66%). Workers who experienced hypertension were 7 people (14%) while workers who did not have hypertension were 43 people (86%). The results of the bivariate analysis with the chi-square test showed that there was a significant relationship between excess work hours and hypertension.

Examining a Comprehensive Model of Work and Family Demands, Work-Family Conflict, and Depressive Symptoms in a Sample of Correctional Supervisors.

This study examined how work and family demands affect depressive symptoms, and the mediating roles of work-to-family conflict and family-to-work conflict in a sample of correctional supervisors. Using a cross-sectional design, correctional supervisors working in a Northeastern state (n = 156) participated in an online survey. Structural equation modeling was used to examine direct and indirect effects between study variables. Amount of overtime hours worked significantly predicted work-to-family conflict (β = 0.18, P < 0.05), and work-to-family conflict significantly predicted greater depressive symptoms (β = 0.61, P < 0.01). Overtime work also had an indirect effect on depressive symptoms through work-to-family conflict (β = 0.11 [95% CI 0.001-0.42]). No other statistically significant effects of relevance were found. Working overtime had an indirect effect on correctional supervisors' depressive symptoms, mediated by work-to-family conflict.

Asymmetric information in external versus internal promotions

Employers have an incentive to fill managerial positions with the most able candidates, and they face a central choice of promoting from inside or outside the firm. With respect to the observability of the candidates’ quality, individual and job-specific characteristics might exert differential influences on these two channels of promotion. We conduct a close comparison of co-workers within occupation–workplace cells in multinomial logit regressions and thereby assess the drivers of external and internal promotions. The results demonstrate that overtime hours, which are observed only by the current employer, are more important for internal promotions, whereas formal educational degrees are more relevant for promotions across establishments. Moreover, the promotion gap for women and foreigners is large and particularly pronounced for promotions across workplaces. However, the disadvantage of women decreases when they work overtime hours.

An appointment scheduling policy for healthcare systems with parallel servers and pre-determined quality of service

The appointment scheduling problem is well-known in the literature. The use of appointment systems has been adopted widely in many different fields, including service industries and especially healthcare.This research focuses on healthcare systems where patients arrive according to pre-assigned appointments. We consider healthcare systems with several parallel servers, where a given sequence of patients, with randomly distributed service durations and a possibility of no-shows, is to be scheduled. The aim is to minimize the end of day and increase resource utilization while a minimal probability of each appointment starting on time (quality of service) is required.We formulated the problem using mathematical programing and developed a multi-server numerical-based (MSN) algorithm to solve it. We conducted some experimental runs and checked the impact of the problem parameters on the end of day, customers’ average waiting time and the percentage of customers that waited for service. We also show how server pooling improves the above system measures. Finally, once the appointments are set, we develop a methodology to determine the shift length so as to balance overtime costs (costs of overtime hours) against undertime costs (costs of regular, unused hours).

Solidarity, job satisfaction, and turnover intent in employees

Purpose While the role of solidarity in the workplace has been examined in previous research, it is still an important component of the workplace for Japanese employees. The purpose of this paper is to integrate findings on solidarity at the workplace, job satisfaction and intent to turnover. A moderated mediation model is hypothesized where solidarity predicts intent to turnover via job satisfaction, but the strength of this whole mediation process is moderated by employees’ length of working overtime or working long hours. Design/methodology/approach The data analyzed in this study were acquired from the Japanese General Social Survey 2010, which was administered to 527 men and 278 women. Findings The results generally supported the assumptions; the proposed mediation model proved to be statistically significant, even when background covariates were introduced into the model to control for pre-existing differences. Also, the proposed moderated mediation model was supported; solidarity strongly increased job satisfaction when working overtime was low. Research limitations/implications Because of measurement of solidarity, this study results may limit the generalizability. Researchers should explore the relationship between the dimension of solidarity and job satisfaction. Practical implications The paper includes the implications for human resource management, the developing of solidarity at the workplace and for managing the strain of working overtime. Originality/value This study was the first to examine the relationship between solidarity at the workplace and job satisfaction and the moderating effects of working overtime.

The working time load of specialists and senior physicians in German urology-a critical assessment

The working and continued training conditions of assistant physicians in urology in Germany have already been analyzed. But what about senior urologists in Germany? Under which conditions do they have to work? As far as we know no published data currently exist which illuminate the conditions of this special urological professional group, therefore, the results of this survey are presented. To survey and evaluate the current working conditions of certified and senior urologists in Germany as comprehensively as possible. The working group of employed physicians of the Professional Association of German Urologists (BvDU) carried out a survey within the framework of the urological senior physician forum 2016 and on-line via the e‑mail distributor of the German Society for Urology (DGU). The questions involved the workload, working conditions and satisfaction, overtime performed, working hours and opt out regulations. A total of 176 senior physicians participated in the survey of which 88% were male and 12% female. In Germany there are 1125 senior physicians. The average age of the responders was 44.9years. In more than 80% of the participants the average weekly working hours were over 50 h and 70% signed an opt out regulation. An association between an increasing job dissatisfaction above a working week over 55 h and an average attendance in on-call service over 4 h could be established. The number of on-call services had no influence on job satisfaction. A total of 43% (70 out of 162) of the participants stated that overtime hours were regularly forfeited and 12% (20 out of 162) that all overtime hours were forfeited. Approximately 30% of senior physicians in German urology were dissatisfied with the current working conditions in the present form. Based on the acquired data, adaptation and improvements in the working conditions of senior urologists are necessary in order to maintain the attractiveness of the occupational image and leading positions in German urology.