Improved Work Life Balance Research Articles

Empowering women in sports biomechanics: exploring the impact of mentor circles

ABSTRACT This study evaluated the International Society of Biomechanics in Sports (ISBS) women’s mentor circle programme. Forty-eight ISBS women members completed a survey that provided insight into how the circles operated, perceived benefits, and challenges to participation. Most circles met every 6–8 weeks with meetings lasting 1 to 1.5 h. However, some circles did not commence or stopped meeting before the end of the 2 years. For those who actively participated, the circles provided personal and professional benefits, which included developing a supportive network and confidence, and improved work–life balance habits. Furthermore, the programme was found to be a valuable use of their time and strengthened their sense of ISBS as a supportive community, increasing their likelihood of staying an ISBS member. Time zone conflicts, lack of a group leader, and changes in individual work or personal life commitments influenced the continuation of some circles over the 2 years. Some respondents did not participate in the circle, and the main reason was lack of knowledge of the programme. Overall, the programme was considered a worthy initiative, providing a supportive network to assist in advancing women biomechanists. Future programmes should ensure a clear alignment between member’s expectations and the outcomes of circle participation.

Perceptions of Self-Care and Work–Life Balance Among Secondary School Athletic Trainers

The athletic training research agenda identifies a need for exploration on strategies for improved work–life balance. One unexplored area is self-care practices used to maintain work–life balance. Fourteen (six males, eight females) athletic trainers employed in the secondary school setting participated in a qualitative research study. All interviews were recorded, transcribed, and analyzed using an inductive approach as prescribed by phenomenological approach. Data saturation guided recruitment and peer review and intercoder reliability was used for credibility. Secondary school athletic trainers are engaging in self-care practices regularly and connect those activities to their work–life balance. Self-care practices are designed to create “me time” and are geared toward physical and social self-care activities. In addition, our results address the interchangeable thoughts of self-care practices, stress relief, and work–life balance.

Work life balance mediate: Workplace flexibility on job satisfaction

This study aims to determine the role of Work Life Balance in mediating the effect of Workplace Flexibility on Job Satisfaction. The research was conducted on Education Personnel both civil servant status and contracts at the Head Office of Udayana University with a sample of 181 Education Personnel. Sample determination using proportionate random sampling. The data was analyzed using Structural Equation Modeling (SEM) with a Partial Least Square (PLS) approach. The results showed that workplace flexibility has a positive and significant effect on job satisfaction, work life balance has a positive and significant effect on job satisfaction, workplace flexibility Positively and significantly affect work-life balance, and work-life balance is able to mediate the effect of workplace flexibility on job satisfaction. These results illustrate that to increase employee job satisfaction at work, work unit leaders must provide good Workplace Flexibility that can improve Work Life Balance.

Motivations and Barriers for Women Orthopaedic Surgeons Considering Arthroplasty Fellowship

BackgroundArthroplasty is one of the least gender-diverse orthopaedic subspecialties. While previous studies have looked at factors influencing fellowship choices for women, few studies have attempted to understand the decision for or against arthroplasty specifically. Working to better understand fellowship choice is a critical step in the process of increasing women recruitment. MethodsAn anonymous survey was distributed using REDCap to women orthopaedic surgeons and trainees through listservs, social media groups, and residency programs. Surgeons who had decided on a specific subspecialty or already completed fellowship were included. Responses were obtained from 164 surgeons (72 arthroplasty surgeons, 92 other subspecialties). Chi-squared and Fisher’s Exact tests were then performed. ResultsThe most important factor for those who chose arthroplasty was enjoyment of the surgeries. The biggest concerns from those in the arthroplasty group about the field were work–life balance, ability to become pregnant and/or have a healthy pregnancy, and sex bias from referring physicians. Of those who ultimately chose another subspecialty, 30.4% considered arthroplasty “a little” and 8.7% considered it “strongly.” The most important dissuaders for the group that considered arthroplasty were concerns about “boy’s club” culture, concerns about the physicality of the surgeries, and a lack of mentors. ConclusionWhile the decision to choose a career path is multifactorial, our hope is that through the identification of modifiable factors we can increase women representation in arthroplasty. Increasing mentorship, implementing practical solutions to improve work–life balance, supporting healthy pregnancies, and mitigating the physical demands of surgery could help address current disparities.

MP66-12 SENIOR VS. JUNIOR UROLOGY TRAINEES: FACTORS ASSOCIATED WITH BURNOUT

You have accessJournal of UrologyCME1 Apr 2023MP66-12 SENIOR VS. JUNIOR UROLOGY TRAINEES: FACTORS ASSOCIATED WITH BURNOUT Katelyn Klimowich, Young Son, Shawon Akanda, Raeann Dalton, Dayna Devincentz, Kim Lince, Emma Troyer, and Thomas Mueller Katelyn KlimowichKatelyn Klimowich More articles by this author , Young SonYoung Son More articles by this author , Shawon AkandaShawon Akanda More articles by this author , Raeann DaltonRaeann Dalton More articles by this author , Dayna DevincentzDayna Devincentz More articles by this author , Kim LinceKim Lince More articles by this author , Emma TroyerEmma Troyer More articles by this author , and Thomas MuellerThomas Mueller More articles by this author View All Author Informationhttps://doi.org/10.1097/JU.0000000000003329.12AboutPDF ToolsAdd to favoritesDownload CitationsTrack CitationsPermissionsReprints ShareFacebookLinked InTwitterEmail Abstract INTRODUCTION AND OBJECTIVE: Burnout is one of the many challenges physicians may face in their careers. While there are studies focusing on burnout among surgical specialties, there are limited studies focusing on burn out at different levels of training. The aim of this study is to measure and compare rates of burnout between junior and senior trainees in urological surgery as well as to identify changes in training that could be made to improve work-life balance. METHODS: To assess professional burnout, respondents completed the 22-item Maslach Burnout Inventory Human Services Survey as part of the 2019 AUA census. Respondents were categorized into junior trainees (PGY1, PGY2, PGY3) and senior trainees (PGY4, PGY5, and fellow). RESULTS: A total of 512 respondents were included. Senior trainees represented 57% while junior trainees represented 43% of the total cohort. The prevalence of burnout (p=0.005) and high levels of depersonalization (p=0.018) were 50% in junior trainees and 38% in senior trainees. High levels of emotional exhaustion were 9% for junior and 5% for senior trainees (p=0.053) (Table 1). The top changes to improve work life balance for urology trainees were access to meal plans, on-call rooms, and time to attend health appointments (Figure 1). CONCLUSIONS: Juniors experience higher levels of burnout, depersonalization, and emotional exhaustion when compared to seniors. Providing meal plans, on-call quarters, and time to attend health appointments are the top changes to improve work-life balance among urology trainees. These changes may have a dramatic impact on the well-being of our trainees, especially in this post-COVID era. Source of Funding: N/A © 2023 by American Urological Association Education and Research, Inc.FiguresReferencesRelatedDetails Volume 209Issue Supplement 4April 2023Page: e937 Advertisement Copyright & Permissions© 2023 by American Urological Association Education and Research, Inc.MetricsAuthor Information Katelyn Klimowich More articles by this author Young Son More articles by this author Shawon Akanda More articles by this author Raeann Dalton More articles by this author Dayna Devincentz More articles by this author Kim Lince More articles by this author Emma Troyer More articles by this author Thomas Mueller More articles by this author Expand All Advertisement PDF downloadLoading ...

The relation between routines for shiftwork scheduling and sickness absence at a Norwegian hospital: A cross-sectional study

BackgroundShift work is associated with negative health outcomes. Routines for scheduling of shift work can help reduce negative health outcomes of shift work and improve work–life balance and social well-being for nurses working shift work. ObjectiveTo investigate the association between organizational units' routines for shift work scheduling and nurses' sickness absence at the unit level. DesignCross-sectional study design combining quantitative questionnaire data on shift work scheduling routines with data of mean percentage of sickness absence at the unit, mean level of exhaustion at the unit, mean age and percentage of women working at the unit. ParticipantsA total of 126 leaders at organizational units with nurses working shift work schedule at Oslo University Hospital answered a questionnaire about shift work scheduling. MeasuresThree aspects of health-promoting shift work scheduling (fatigue-reducing scheduling, organizational health measures, and individual adaptation) and the extent to which operational considerations were made during shift work scheduling were used as independent variables. Covariates were mean age of nurses at each unit, mean percent female nurses, and mean exhaustion at unit level. Percent sickness absence was used as a dependent variable. MethodsQuestionnaire data on shift work scheduling routines was merged with information on average age of employees in the unit, ratio female nurses, and units' average score on exhaustion. Multivariable linear regression analyses were used to assess the contribution of routines for shift work scheduling after controlling for mean level of exhaustion, average age, and proportion of women at each unit. ResultsThe factors “fatigue reducing scheduling”, “organizational health measures” and “operational considerations” had no observed total effect on mean sickness absence. Individual adjustment in shift work scheduling had a direct negative association with sickness absence after controlling for other shift work scheduling routines, exhaustion, age, and gender. ConclusionsThere is a relationship between the units' routines for shift work scheduling and mean sickness absence at the unit, and the possibility of individual adjustment was the only aspect of shift work scheduling that had an above-zero association with sickness absence. Tweetable abstractRoutines for scheduling of shift work that enable employees to make individual adjustments to improve quality of family/leisure activities are associated with lower rates of sickness/absence.

The Future Is Hybrid: How Organisations Are Designing and Supporting Sustainable Hybrid Work Models in Post-Pandemic Australia

Hybrid work models have rapidly become the most common work arrangement for many knowledge workers, affording them with improved work–life balance and greater levels of job satisfaction, but little research has been conducted to identify the different hybrid work models that are emerging, and the appropriate supports needed to drive sustainable improvement. This paper utilises primary data from a series of semi-structured interviews with senior Australian human resource (HR) managers, to identify a range of different approaches to hybrid work design, applying the Conservation of Resources (COR) theory. Analyses of these findings have resulted in five key contributions: one being the identification of the most popular current hybrid work arrangements; the second being the key supporting pillars that are required to support successful hybrid work; the third identifies the infrastructure required to support these pillars; the fourth being a theoretic contribution that extends the existing academic literature in this field; and with the final contribution being an interpretation of the findings via COR theory. These contributions have significant implications for both scholars and human resource professionals, as organisations and academics strive to learn from the recent period of turbulence and develop sustainable improvements in performance and working conditions (SDG8), with improved support for employee health and wellbeing (SDG3), and gender equality (SDG5).

Using Podcasts to Study Efficiently and Increase Exposure to Medical Specialties.

To the Editor: As medical students and avid podcast listeners, we read with great interest Kelly and colleagues’ study, which sought to improve understanding of podcast use in medical education. 1 To speak to the utility of podcasts as accessible and flexible learning tools, below we present empirical observations related to medical student podcast usage. We agree with Kelly and colleagues that a significant benefit of medical education podcasts is their portability and efficiency. 1 Students often have unproductive periods of time, such as commuting, where traditional study methods may be impractical. Using podcasts to study whenever possible can increase efficiency and free time, leading to an improved work–life balance and decreased stress levels. At our respective institutions, podcasts were incorporated into our first-year curriculum. Our experiences support Kelly and colleagues’ finding that medical education podcasts provide flexible, learner-specific, and entertaining content. 1 Listening to information-dense podcasts, rather than attending in-person lectures, allows us to maximize our time. Because podcasts split information into digestible portions, we find it easier to focus compared with traditional didactic lectures. We observe that many of our peers also value the ability to pause and customize the playback speed of podcasts, allowing for personalized learning. In addition to functioning as learning tools, podcasts offer exposure to specialties that are less encountered in medical education. For example, The Undifferentiated Medical Student (https://www.undifferentiatedmedicalstudent.com) has helped us learn about specialties that are not well represented at our institutions. Podcasts like this one are especially pertinent for medical students who may not experience a robust and diverse clinical curriculum. We thank Kelly and colleagues for sharing their insights and encourage future studies to similarly assess podcasts featuring medical specialty information. Learning about medical specialties is as important as learning about medical practice. For specialties that are facing shortages of physicians or little exposure from medical students, creating conversations about their scope and culture is necessary to attract potential applicants. We believe that podcasts can help bridge this gap.

Dynamic perspectives on education during the COVID-19 pandemic and implications for teacher well-being

Twenty teachers took part in bi-weekly interviews over the course of the 2020–2021 school year and again one year later during the COVID-19 pandemic. Comparative findings on teachers’ experiences indicated varied circumstances and a wide array of perspectives on coping during this protracted and stressful time. While some teachers demonstrated flourishing and resilience, the majority experienced a tipping point toward burnout. A small group languished, relating indicators of burnout and post-traumatic stress. Given the dynamic findings, a continuum of awareness is suggested that might assist teachers and administrators in critically assessing the range and dimensions of coping exhibited during the pandemic or subsequent stressful periods of time. With information of this nature available, we propose that school organizations could be better informed to provide supports and resources and improve worklife balance and well-being of teachers.

Impact of the COVID-19 pandemic upon self-reported physician burnout in Ontario, Canada: evidence from a repeated cross-sectional survey

ObjectivesTo estimate the impact of the SARS-CoV-2 (COVID-19) pandemic on levels of burnout among physicians in Ontario, Canada, and to understand physician perceptions of the contributors and solutions to burnout.DesignRepeated...

Factors Affecting Request & Receipt of I-deals: An Investigation in the Context of Older Workers

I-deals are a key method for organizations to retain and motivate employees, yet little research has investigated employee motivations for seeking i-deals and antecedents to request and receipt. We examine these largely invisible antecedents of i-deals in the context of older workers, a cohort of increasing importance in the workplace. Through thematic analysis of 82 in-depth interviews with Australian workers over the age of 50, we develop a model of i-deal emergence that delineates the motivation, request, and receipt stages of i-deals. We identified four motivational influences to seek i-deals: to improve work–life balance, to repair psychological contract breach, and to craft satisfactory retirement pathways; high levels of existing job-role autonomy acted as a demotivator to request i-deals. We also identified three factors associated with an i-deal request being granted: an older worker’s value to the organization, positive employee–manager relationships, and emphasis of mutual benefit for employee and employer. We identified a novel antecedent for i-deals: feasibility—an older worker’s perception of how likely they are to be successful when requesting a desired i-deal. Feasibility perceptions are informed by organizational practices and policies around i-deals, co-worker i-deal experiences, and job-role constraints. Feasibility can influence an employee’s decisions to request an i-deal and also directly affect attitudes toward the employer, regardless of whether an i-deal is present, desired, or otherwise. Theoretical and practical implications are discussed and future directions outlined.

A Multinational Study of The Impact of Covid-19 On Urologic Surgery Residency and Wellbeing

ObjectiveTo assess changes to the experiences and wellbeing of urology trainees in the United States (US) and European Union (EU) during the COVID-19 pandemic. MethodsA 72-item anonymous online survey was distributed September 2020 to urology residents of Italy, France, Portugal, and the US. The survey assessed burnout, professional fulfillment, loneliness, depression and anxiety as well as 38 COVID specific questions. ResultsTwo hundred twenty-three urology residents responded to the survey. Surgical exposure was the main educational concern for 81% of US and 48% of EU residents. E-learning was utilized by 100% of US and 57% of EU residents with two-thirds finding it equally or more useful than traditional didactics. No significant differences were seen comparing burnout, professional fulfillment, depression, anxiety, or loneliness among US or EU residents, 73% of US and 71% of EU residents reported good to excellent quality of life during the pandemic. In the US and EU, significantly less time was spent in the hospital, clinic, and operating room (P <.001) and residents spent more time using telehealth and working from home during the pandemic and on research projects, didactic lectures, non-medical hobbies and reading. The majority of residents reported benefit from more schedule flexibility, improved work life balance, and increased time for family, hobbies, education, and research. ConclusionThe COVID-19 pandemic has resulted in significant restructuring of residents’ educational experience around the globe. Preservation of beneficial changes such as reduction of work hours and online learning should be pursued within this pandemic and beyond it.

Job experiences, challenges, revelations and narratives of nurse academics. A qualitative study.

To explore the views and experiences of nurse academics about their professional work life. A qualitative exploratory interview study. Data were collected during 2018/2019 using a semi-structured interview method with 19 experienced academic nurses from a range of academic levels in Australia. All interviews were audio recorded, transcribed verbatim and thematically analysed using a narrative approach. Ethics approval was granted by the relevant University Human Research Ethics Committee. Participants provided detailed insights into the type of daily job stressors they faced. They shared narratives about their personal job experiences and how, at times, they chose to remain silent to maintain a cordial working relationship with some of their senior colleagues and leaders. The main themes were identified included a lack of work-life balance, incivility towards staff, increasing workloads and inequitable distribution, lack of recognition, negative workplace culture, lack of awareness of the importance of political astuteness and lack of leadership skills. To ensure a sustainable academic nursing workforce and provide a clearer understanding of job stress and what contributes to faculty decision to leave, areas of priority and strategies that needed attention were identified. These included effective mentoring of less-experienced staff and leadership styles that promote greater inclusiveness, being heard, valued and recognized, improved work-life balance and the need to have a sense of belonging. The study explored the job experiences of nurse academics and identified occupational stressors that directly influenced their daily work life. The findings have global implications for the recruitment and sustainability of nurse academics. This also impacts on their professional and work-life balance.

Working remotely with school‐aged children: Use of reflection to identify strategies to improve work–life balance

AbstractThis article describes the disintegration of boundaries of work and family life due to the COVID‐19 pandemic and makes visible the chaotic state in which academic and other professional mothers were forced to function. She discusses the struggle to separate personal from professional life, social isolation, lack of motivation and resource challenges, and those who have embraced this disequilibrium. The conclusion highlights research focused on reflection and experiential learning with the intent to promote the well‐being and personal and professional growth of working mothers.

How does diplomat partners’ employment situation affect their adjustment abroad? Evidence from the German Foreign Service

PurposePrevious research indicates that accompanying partners often struggle to find employment upon international relocations. This study aims to highlight diplomat’s partners’ employment situation and to examine how unrealized professional aspirations affect their socio-cultural and psychological adjustment in the foreign environment.Design/methodology/approachThis study applies OLS regression analysis to a sample of 220 partners of German Foreign Service diplomats who were surveyed regarding their locational adjustment, general stress and perceived quality of life using an online questionnaire. This study differentiates between working partners (19.5% of the total sample), non-working partners with a desire to obtain paid employment (65.5%) and partners who are unemployed by choice (15.0%).FindingsThe results demonstrate that partners’ employment situation and employment aspirations are important variables explaining differences in socio-cultural and psychological adjustment. Working partners reveal the highest levels of general stress, non-working partners with an employment desire report the lowest levels of locational adjustment and non-working partners without employment aspirations experience the highest quality of life.Research limitations/implicationsAs this study has a cross-sectional design, the authors are not able to deal with potential issues of reverse causality.Practical implicationsSending organizations should consider accompanying partners' unrealized employment aspirations by providing services with regard to job search and career development. Moreover, they should ensure the provision of services that support the work–life balance of working couples.Originality/valuePrevious research only sparsely examined the adjustment and well-being of partners accompanying foreign service employees, who are in contrast to business expatriates required to relocate every three to five years. Moreover, this study features the crucial role of partners' employment situation and discusses possibilities to promote spousal employment, as well as complementary measures to improve work–life balance for dual-earner couples.

Working from home, COVID-19 and multi-dimensional model of well-being theory

The well-being theory (WBT) identifies five well-being variables: positive emotion, engagement, relationships, meaning, and accomplishment (PERMA). These variables are significantly empirically verified predictors of flourishing or optimum well-being. However, empirical research for WBT's multidimensional model in the context of work from home, particularly during COVID-19, is limited. This study is important in order to analyse any potentials or challenges that could significantly determine the well-being of workers during WFH, for both public and private sector considerations. As such, this paper aims to contribute to the extant knowledge and practice of WFH from the perspective of the well being theory. Adopting a qualitative methodology, this study identifies the perceived benefits of WFH, including increased productivity, job satisfaction, reduced stress, improved work life balance, and better mental health. Challenges identified include increased work intensity, communication issues, and disruptions to work life balance. Further investigation into the gendered dimension of WFH and its relationship to the life stages of workers revealed a perceived equal relationship between genders, downplaying existing traditional gender stereotypes within participants' households. These findings shed some light on the importance of further research into well-being, particularly for workers and organisations opting for WFH in the post pandemic era.

Improving Work–Life Balance for Female Civil Servants in Law Enforcement: An Exploratory Analysis of the Federal Employee Paid Leave Act

In late 2019, Congress passed the Federal Employee Paid Leave Act (FEPLA) establishing parental leave for most federal civilian employees. The new law provides up to 12 weeks of paid leave within 12 months after the birth, adoption, or foster placement of a child occurring on or after October 1, 2020. Despite its recent enactment, this study draws on survey data from 224 civil servants across 39 federal law enforcement agencies to examine the implications of FEPLA for improving work–life balance in the federal sector. Findings suggest that FEPLA will likely improve work–life balance for female civil servants. However, women may also be afraid to use FEPLA due to perceived loss of future promotional opportunities or other workplace visibilities.

Reimagining the IR Workflow for a Better Work–Life Balance

Several workflow changes were implemented in a large academic interventional radiology practice, including separation of inpatient and outpatient services, early start times, and using an adaptive learning system to predict case length tailored to individual physicians. Metrics including procedural volume, on-time start, accuracy at predicting case length, and room shutdown time were assessed before and after the intervention. Considerable improvements were seen in accuracy of first case start times, predicting block times, and last case encounter ending times. It is proposed that with improved role clarity, interventional radiologists can regain control over their schedules, utilize work hours more efficiently, and improve work–life balance.

Workplace Transformation and Its Tax Compliance Implications

Due to technological advances and the COVID-19 pandemic, taxpayers are increasingly utilizing their homes as a focal point from which to conduct their business affairs. On the one hand, the nation should applaud this workplace transformation insofar as it may enhance job performance and efficiency, reduce product cost and overhead, and improve work–life balance. On the other hand, this transformation process may open the door to rampant tax abuse as taxpayers alone or in collusion with their employers seek to transform home usage into a tax shelter refuge.This analysis delves directly into the income tax compliance concerns that the workplace transformation engenders. It does so by exposing the nature of the problem, its prevalence, what it might cost the nation annually in terms of lost revenue, and why current safeguards are failing to achieve their sought-after objectives. The good news is that if Congress proactively takes immediate remedial measures to address this nascent problem, such actions could help foster taxpayer compliance, defend the income tax base, and halt the depletion of the nation’s revenue coffers. However, if Congress dallies and is derelict in fulfilling its oversight duties, this problem is poised to go from bad to worse.

Impact of 12-hr shifts in general hospitals: Study conducted in two intensive care units.

AimTo evaluate the impact of 12‐hr shifts on health status, working conditions and satisfaction among nurses and healthcare auxiliaries in medical and surgical intensive care units in a general hospital.DesignThis study was a descriptive and prospective questionnaire study of personnel involved in the organization of 12‐hr shifts.MethodsThe EVREST questionnaire was used, with the addition of two questions on respondents' health status and five questions on their job satisfaction. The study consisted of a first phase immediately before work was organized in 12‐hr shifts and a second within 7–9 months of application of this organization.ResultsPositive effects were found among day nurses including decreased periods of pressure during the working day and improved work–life balance. Conversely, night nurses, who are not in favour of 12‐hr shifts, reported dissatisfaction caused by a deterioration both in working conditions and in work–life balance.