Total Working Hours Research Articles

Demographic change, human capital, and economic growth in Korea

We construct a measure of human capital using micro datasets on labor composition of age, gender, education, and wage rate and analyze its role in economic growth for the Korean economy. Over the past three decades, human capital has grown steadily at about 1% per year, contrasting to a continuously declining trend of total work-hours. This growth has been driven by the rise of better-educated baby-boom cohorts. A growth accounting exercise shows that human capital contributes significantly to economic growth; it accounted for 0.5% points of annual GDP growth over the period. Human capital is projected to remain a major growth factor over the next two decades as the increase in educational attainment continues. Increased employment rate of elderly or female workers reduces the aggregate human capital growth while increasing the available labor. Polices to improve human capital of female or elderly workers help to increase aggregate human capital growth.

Nursing manpower allocation in Interventional Operating Room of a ClassIII Grade A hospital in Beijing

Objective To calculate the manpower of nurses in the clinical positions in Operating Room in a Class Ⅲ Grade A hospital, and to provide reference for appropriate allocation of human resources of nurses in Operating Room. Methods From January to December 2017, Hospital Nurse Management Regulations and Interventional Operating Room Nurse Job Description in Class Ⅲ Grade A hospital in Beijing were interpreted, and combined with on-site investigation and expert meeting, the list of nursing work items and the working hours record table for nurses in clinical positions in Operating Room were designed; the observation method and the hospital information system extraction method were used to measure the total working hours of the Operating Room nursing project, and the number of nurses required in the Operating Room was calculated. Results Totally 9 nurses for clinical positions were required for the Operating Room, including 8 angiographic nurses and 1 assistant nurse. Conclusions A total of 9 clinical nurses were needed in 4 operating units of the Operating Room. The ratio of operating units number to nurses number was close to 1: 2.5. Key words: Medical manpower; Interventional Operating Room; Human resource allocation; Hospital information system

Physician Well-being.

1. Paria M. Wilson, MD, MEd* 2. Maneesh Batra, MD, MPH† 3. Kathi J. Kemper, MD, MPH‡ 4. John D. Mahan, MD‡,§ 5. Betty B. Staples, MD¶ 6. Janet R. Serwint, MD** 1. *Division of Emergency Medicine, Children’s Hospital of Pittsburgh of University of Pittsburgh Medical Center, Pittsburgh, PA 2. †Department of Pediatrics, Division of Neonatology, Seattle Children’s Hospital and the University of Washington, Seattle, WA 3. ‡The Ohio State University, Columbus, OH 4. §Department of Pediatrics, Division of Nephrology, Nationwide Children’s Hospital and The Ohio State University, Columbus, OH 5. ¶Department of Pediatrics, Duke University Medical Center, Durham, NC 6. **Department of Pediatrics, Johns Hopkins University School of Medicine, Baltimore, MD * Abbreviations: EHR: : electronic health record OR: : odds ratio SMART: : Stress Management and Resiliency Training > Every once in a while in Pediatrics in Review , Editors-in-Chief Bob Haggerty and Larry Nazarian would advise readers to care for themselves. They offered commentaries on such subjects as how to transition to retirement or part-time practice, taking time to reflect on the joy of pediatrics, and stepping out of the office to partake in community events. In the spirit of Dr Haggerty’s and Dr Nazarian’s hope that readers take care of themselves, Pediatrics in Review offers the following review. > > —JZ Clinicians and trainee physicians should be aware of the components of wellness and how to foster them in their daily practice. Interventions have been aimed at the individual and organizational levels. After …

Psychometric assessment of the health-related productivity questionnaire (HRPQ) among women with endometriosis

ABSTRACT Objective: Endometriosis impacts health-related quality of life. The objective was to assess the validity and responsiveness of the Health-Related Productivity Questionnaire, version 2 (HRPQ). Methods: Outcome measures (Endometriosis Health Profile-30; pain scales; and global assessment) from Elaris Endometriosis I and II clinical trials (EM-I, EM-II) were used. Validity testing using Cohen’s conventions was assessed. Known-groups validity was evaluated using generalized linear models comparing clinical responders, assessment of change, and the endometriosis impact. The effect size (ES) and standard error of means were calculated to evaluate responsiveness. Results: 871 and 815 women participated in the EM-I and EM-II trials. The total hours of lost work among employed women were 16.5 (±11.4) hours per week for EM-I and 15.2 (±11.3) for EM-II. The total hours of lost work among the household group were 8.3 (±8.7) hours for EM-I and 8.4 (±9.0) hours for EM-II. HRPQ discriminated between all known group assessments tested. Correlations for the HRPQ compared to other measures were small to moderate. Moderate to large ES was observed and the ability of the HRPQ to detect change was strong using patient-reported impressions. Conclusion: The HRPQ is a valid and responsive tool for evaluating patient-reported productivity at work and at home among women with endometriosis.

Logistics analysis and simulation in the intelligent manufacturing workshop

This paper aims to study the internal logistics system of manufacturing enterprises, and use the logistics analysis and modeling methods to plan and simulate the layout of the workshop. Firstly, the SLP (Systematic Layout Planning) method is planned for a specific enterprise. Secondly, the Flexsim software and the ExSpect software are used to simulate the logistics of the planned workshop. The Flexsim software is used to know the facility utilization rate, and the cause of the blockage is analyzed. The improvement measure of adding one casting machine and static furnace is proposed to solve the problem of equipment blockage. The modeling and analysis of the workshop is carried out in combination with Petri net, and the total working hours of production and processing are obtained through ExSpect software simulation.

Sleep and Work in ICU Physicians During a Randomized Trial of Nighttime Intensivist Staffing.

To compare sleep, work hours, and behavioral alertness in faculty and fellows during a randomized trial of nighttime in-hospital intensivist staffing compared with a standard daytime intensivist model. Prospective observational study. Medical ICU of a tertiary care academic medical center during a randomized controlled trial of in-hospital nighttime intensivist staffing. Twenty faculty and 13 fellows assigned to rotations in the medical ICU during 2012. As part of the parent study, there was weekly randomization of staffing model, stratified by 2-week faculty rotation. During the standard staffing model, there were in-hospital residents, with a fellow and faculty member available at nighttime by phone. In the intervention, there were in-hospital residents with an in-hospital nighttime intensivist. Fellows and faculty completed diaries detailing their sleep, work, and well-being; wore actigraphs; and performed psychomotor vigilance testing daily. Daily sleep time (mean hours [SD]) was increased for fellows and faculty in the intervention versus control (6.7 [0.3] vs 6.0 [0.2]; p < 0.001 and 6.7 [0.1] vs 6.4 [0.2]; p < 0.001, respectively). In-hospital work duration did not differ between the models for fellows or faculty. Total hours of work done at home was different for both fellows and faculty (0.1 [< 0.1] intervention vs 1.0 [0.1] control; p < 0.001 and 0.2 [< 0.1] intervention vs 0.6 [0.1] control; p < 0.001, respectively). Psychomotor vigilance testing did not demonstrate any differences. Measures of well-being including physical exhaustion and alertness were improved in faculty and fellows in the intervention staffing model. Although no differences were measured in patient outcomes between the two staffing models, in-hospital nighttime intensivist staffing was associated with small increases in total sleep duration for faculty and fellows, reductions in total work hours for fellows only, and improvements in subjective well-being for both groups. Staffing models should consider how work duration, sleep, and well-being may impact burnout and sustainability.

Temporary Workers in the United States and Canada: Migrant Flows and Labor Outcomes

This article analyzes migratory flows and labor outcomes for temporary migrants from Mexico who participate in the H-2A visa program in the United States and the Seasonal Agricultural Worker Program in Canada. Using data from the Mexican Migration Project, we analyze the determinants of taking a first trip to each country with temporary work documents, the financial and labor circumstances that migrants experience while working abroad, and the factors that determine the likelihood and amount of money sent home to Mexico as remittances or held onto and brought home to Mexico as savings. We find that temporary agricultural workers migrating to both countries come from rural backgrounds, but those working in the United States earn higher wages and experience shorter workdays than those in Canada. Nevertheless, total annual work hours and earnings are quite similar for both groups of migrants. We observe few differences between the two groups in remittance amounts sent home, but find that temporary workers in the United States return home with more savings than do those working in Canada.

Workload in Norwegian general practice 2018 \u2013 an observational study

BackgroundRising workload in general practice has been a recent cause for concern in several countries; this is also the case in Norway. Long working hours and heavy workload seem to affect recruitment and retention of regular general practitioners (RGPs). We investigated Norwegian RGPs’ workload in terms of time used on patient-related office work, administrative work, municipality tasks and other professional activities in relation to RGPs, and gender, age, employment status and size of municipality.MethodsIn early 2018, an electronic survey was sent to all 4716 RGPs in Norway. In addition to demographic background, the RGP reported minutes per day used on various tasks in the RGP practice prospectively during 1 week. Working time also included additional tasks in the municipality, other professional work and on out-of-hours primary health care. Differences were analysed by chi square test, independent t-tests, and one-way ANOVA.ResultsAmong 1876 RGPs (39.8%), the mean total working hours per week was 55.6, while the mean for regular number of working hours was 49.0 h weekly. Men worked 1.5 h more than women (49.7 vs. 48.2 h, p = 0.010). Self-employed RGPs work more than salaried RGPs (49.3 vs. 42.5 h, p < 0.001), and RGPs age 55–64 years worked more than RGPs at age 30–39 (51.1 vs. 47.3 h, p < 0.001). 54.1% of the regular working hours was used on face-to-face patient work.ConclusionsNorwegian RGPs have long working hours compared to recommended regular working hours in Norway, with small gender differences. Only half of the working time is used on face-to-face consultations. There seems to be a trend of increasing workload among Norwegian GPs, at the cost of direct patient contact. Further research should address identifying factors that can reduce long working hours.

How the choice of reference group matters: economic integration of rural-to-urban migrants in China

ABSTRACT This paper investigates the economic integration of rural-to-urban migrants in China from a subject-centered perspective, placing migrants’ choice of reference group at the centre of the analysis. I empirically demonstrate that the choice of reference group significantly shapes migrants’ success frames and their aspirations to attain comparable economic status as urban residents (i.e. aspirations for economic integration). To study the causal effect of reference group choice on economic integration and to address the endogeneity of reference group choice, I implement instrumental variables estimation using exogenous variation in home ties. The results show that choosing urban residents as the reference group shapes both particular frames of success, which entails not only income but also possession of consumer durable goods, and aspirations for economic integration, which together, in turn, stimulate migrants to realise greater economic integration. After disentangling self-motivated work hours from total work hours by fixing the causal pathways of reference group choice, I find evidence that migrants attain a higher degree of economic integration by working longer hours. These findings suggest that migrants' success frames and aspirations for economic integration, embedded in their choice reference group, are essential for understanding what shapes their pathways to economic integration.

Lung function change in hyperbaric chamber inside attendants.

Hyperbaric oxygen therapy is one of new trends of additional treatment, especially for non-di- ving-related diseases in Thailand. Hyperbaric inside attendants have to work under hyperbaric environment to provide medical care for patients in the hyperbaric chamber. This study aims to investigate longitudinal change in lung function in hyperbaric inside attendants (HIAs) and the relationship with hyperbaric exposure. This is a retrospective longitudinal study exploring the adverse long-term effects to the lungs in HIAs. All inside attendants (HIAs) who worked in the public hospitals or medical centres with multiplace hyperbaric chamber in Thailand were included. To be considered for inclusion in the study, inside attendants were required to have at least two follow-up lung function tests and minimum 1-year interval at baseline from annually periodic examination. Lung function of HIAs were compared against reference values of the Thai population. There were 51 subjects with 9.26-year mean period of follow-up. The HIAs showed a significantly decrease in measured lung function in average forced expiratory volume in 1 second (FEV1), forced expi- ratory flow at 25-75% of functional vital capacity (FEF25-75%) and FEV1/FVC ratio over time. The annual reductions in FEV1, FEF25-75% and FEV1/FVC ratio were 22.52 mL per year, 44.92 mL/s per year and 0.48% per year, respectively. The study showed significant differences in annual changes in FVC, FEF25-75% and FEV1/FVC ratio between HIAs and the lung function predicted values for the Thais. However, the results revealed no differences of annual change in FEV1 from predicted values. The average working depths, average session duration and total working hours as HIAs were related with the changes of lung function. Working in a hyperbaric environment does affect the lung function of HIAs. In addition to fitness to work implementation, periodic lung function evaluation should be encouraged to monitor further possible harm to the attendants.

Work schedule characteristics and fatigue among rotating shift nurses in hospital setting: An integrative review.

To systematically evaluate the effect of work schedule characteristics on fatigue among shift nurses in hospital settings. The complexity and multidimensional nature of nursing work may lead to fatigue. This review mainly focused on work schedule characteristics that may mitigate the fatigue in nurses. Six databases were searched, and eight relevant research articles published between 2000 and 2018 were identified. The reviewed articles provided evidence supporting the association of work schedule characteristics such as total working hours, overtime, shift length and number of monthly night and evening shifts with fatigue. In addition, studies provided evidence for the positive association between insufficient rest period between shifts and fatigue among shift nurses in hospital settings. The reviewed studies provided mixed results regarding the associations between work schedule characteristics and nurse fatigue. However, quick returns and days called to work on days off were consistent factors contributing to nurse fatigue. More evidence is needed to arrive at a definitive conclusion about such relationships. Nursing managers and administrators need to carefully review current rotating shift system and examine its impact on nurse fatigue as well as ensure enough resting time when developing nurse schedules.

Drivers of working longer: Results from a large-scale and representative German employee survey

AbstractMost research on the factors driving employees to work longer than expected or preagreed has focused on behaviors of work extension and has widely neglected work intensification. Therefore, the aim of this study is to investigate whether job demands, as well as employees' job-related resources and personal resources (skill discretion, educational level), predict behavioral indicators of work extension (total working hours, overtime) and work intensification (skipping mandatory rest breaks). We use data from the sixth wave of a large cross-sectional and representative German employee survey (N = 10 148). The findings suggest that job demands and skill discretion are positively associated with the different behaviors of working longer. The relationship between work extension and skill discretion is stronger for higher-educated employees than for lower-educated employees. Our findings suggest that specific job demands and resources must be considered simultaneously to explain working longer and to differentiate between behaviors of working longer.

Cultural value orientations and work–family conflict: The mediating role of work and family demands

The current paper examined the associations between Schwartz's (2006) cultural value orientations and individuals' work-family conflict. Results of multilevel analyses across 19 European countries (N = 16,145) showed that the cultural value orientation of embeddedness vs. autonomy, hierarchy vs. egalitarianism, and mastery vs. harmony were related to individuals' higher levels of family-to-work conflict (FWC). Embeddedness vs. autonomy was positively related with work-to-family conflict (WFC). These results hold after controlling for both individual-level predictors of WFC and the GLOBE cultural values of in-group collectivism, gender egalitarianism, performance orientation, and power distance. Whereas gender egalitarianism was negatively related to WFC, in-group collectivism was not related to any form of work-family conflict. Also, performance orientation (PO) related to lower FWC and WFC. Further, our analysis yielded significant indirect effects of embeddedness vs. autonomy and hierarchy vs. egalitarianism on FWC via family demands (household size) and on WFC via working demands (total working hours). Implications for theory and practice are discussed.

Stress Factors Associated With Burnout Syndrome in a Hospital Emergency Service: An Observational Study.

To assess burnout prevalence in physicians at a University Hospital Emergency Service Unit. An observational, cross-sectional descriptive study was conducted at the Emergency Service Unit in a University Hospital. To assess levels of burnout, the Maslach Burnout Inventory (MBI) was used. The MBI assesses levels of emotional exhaustion, depersonalization and personal achievement. Thirty-six physicians from the Emergency Service Unit were included in the study. The gender distribution was 50% in each group. The median age was 36 years old with a range of 27 to 52 years old. Sixty-one percent worked more than 44 h per week. Sixty-one percent of the physicians showed a high burnout index and 14% of the physicians had a high score in all three of the scales in the MBI. Furthermore, in this study, 41% of the participants showed high emotional exhaustion, 50% exhibited high depersonalization and 22% low personal achievement. Regression analysis demonstrated that age (≥ 35) was a significant (p = 0.058) predictor of burnout syndrome and total working hours (≥ 44) was also associated with the syndrome at a p value of 0.042. A high burnout prevalence was observed in our population, similar to the one shown in the literature, especially due to depersonalization. Age could represent a stress factor when compared to other occupations where more on the job experience may be beneficial in reducing stress. In addition, a high workload increased stress and tended to lead to burnout.

Work-related asthma surveillance in Washington State: time trends, industry rates, and workers’ compensation costs, 2002–2016

Objective: Washington State’s work-related asthma (WRA) surveillance program utilizes workers’ compensation (WC) data as its primary data source and has spanned a 15-year time period. This study analyses trends for WRA claim incidence rates compared to all WC claim incidence rates. WRA claim incidence rates and WC costs are analyzed by industry. Methods: Potential WRA cases were identified through the WC system and through direct provider report and classified by industry, age, and year of illness onset. WRA claim rates by industry and year were calculated using total work hours reported by employers covered by the WC system. Claim costs for accepted claims were compared by industry and year. Results: WRA claim incidence rates decreased 8.9% (95% CI: –10.6, –7.2) annually for the time period 2002–2016. The decline in WRA claim incidence rate is slightly faster than the incidence rate for all WC claims which had its steepest decrease from 2007 to 2010 at an estimated annual 8.4% decrease (95% CI: –11.8, –5.0). WRA claim rates were highest for workers in Public Administration, Manufacturing, and the Agricultural, Forestry, Fishing and Hunting industries. Median claim costs for WRA did not change significantly by year (p = 0.2, range $595–$1442) and the distribution of WRA WC claim costs by industry were highest in Manufacturing (21.3%) and Construction (16.4%) industries. Conclusion: WRA claim incidence rates are declining in Washington State. The cause for the decline is unclear. Workers across all industries in Washington remain at risk for WRA.

Analysis of Measured Employees’ Absenteeism in the Forensic Science Laboratory

A detailed analysis of the measured absenteeism data for employees in a forensic science laboratory (FSL) is presented. About 134 employees out of 172 were used as a sample. The factors assumed to affect absenteeism included differences in gender, departments/units, period of the year, skill-levels and professions. The data were collected throughout a calendar year, using a biometric system infrastructure incorporating fingerprint capturing device, IP camera, database server and software (Bio Star Version 1.62). The calendar was used to establish the total working days and hours while employee absenteeism data in percentage were established by computation of days and hours absent for a given period, based on days or hours attended. Equations were derived to determine the absenteeism ratios expressed in percentage (Abd and Abh). The absenteeism ratio, Abh, was observed to be the most appropriate parameter. The business development department (BDD) shows the lowest Abh compared to other departments. Female employees show higher Abh and lower Abd than male employees, while accountants show lowest absenteeism compared to Employees in professional level who had highest absence rate compared to skilled, semi-skilled and unskilled employees. Most hours were lost during September-December compared to the rest of the year. The results reveal higher employee absenteeism in the FSL affecting its performance.

Demographic Change, Human Capital, and Economic Growth in Korea

In this study, we construct a measure of human capital using micro datasets on labor composition of age, gender, education, and wage rate and analyze its role in economic growth for the Korean economy. Over the past three decades, human capital has grown steadily at about 1% per year, contrasting to a continuously declining trend of total work-hours. This growth has been driven by the rise of better-educated baby boom cohorts. A growth accounting exercise shows that human capital contributes significantly to economic growth; it accounted for 0.5% points of annual GDP growth over the period. Human capital is projected to remain a major growth factor over the next two decades as the increase in educational attainment continues. Increased employment rate of elderly or female workers reduces the aggregate human capital growth while increasing the available labor. Polices to improve human capital of less-productivity workers will help to support aggregate human capital and economic growth.

Work hours of employed obstetricians in Taiwan

ObjectiveObstetricians have longer work hours and work hour restriction of employed physicians will be implemented thereafter. This study was to survey the impact of work hour restriction and determine the weekly work hours of obstetricians. Materials and methodsSince December 1, 2017, to January 31, 2018, a questionnaire about reasonable workload investigation, impact of work hour restriction and weekly work diary was mailed to 196 employed obstetricians who delivered more than 20 newborns per months. The work types and coefficient of correlation with work hours was evaluated using the Pearson correlation coefficient (r). Results72 returned the questionnaires, 21 (31.4%) believed that 40–49 h were reasonable, while 22 (32.8%), 13 (19.4%), 7 (10.4%), and 4 (6%) thought that 50–59, 60–69, 70–79, and >80 h were reasonable. 66 completed their weekly work diary. The average weekly work hours were 80.14 ± 6.85. If the time of awaiting delivery was calculated into total work hours, then the average work hours were 116.96 ± 12.41. The coefficient of correlation between on-duty and weekly work hours was 0.7. The average work hours of physicians with on-duty work were 92.08 ± 8.7, which were significantly higher than the work hours of those without on-duty works (63.95 ± 7.79). ConclusionThe weekly work hours of employed obstetricians is higher than their expected reasonable work hours. Implementation of work hour restriction will have a significant impact on medical care. It is important to determine a reasonable work hour restriction and modify the patient care model to reduce workload.

Optimal Saving and Work Hours in the Heterogeneous Agent Neoclassical Growth Model

This paper introduces work - leisure choice into a constrained optimal policy problem in a neoclassical growth model with idiosyncratic risk and incomplete markets. The constrained planner cannot complete markets, but must improve welfare subject to agents’ budget constraints. As such, rather than addressing the market failure of incomplete markets, the planner addresses the pecuniary externalities of each agents’ saving and work decision on interest and wage rates. In an economy calibrated to U.S. wealth and income inequality, the paper finds the constrained planner increases aggregate capital and reduces aggregate hours worked. The resulting increase in wages and fall in interest rates shifts the distribution of consumption towards the consumption poor, since they rely more on labor income than capital income. However, in a constrained efficient allocation, only highly productive individuals increase saving, while less productive individuals reduce saving. Moreover, only the asset poor and less productive agents reduce work hours; the wealthy and highly productive increase work hours due to wealth effects. While total work hours fall, the increase in work hours by the most productive is sufficient to increase effective labor supply.

Daily Patterns of Caffeine Intake and the Association of Intake with Multiple Sociodemographic and Lifestyle Factors in US Adults Based on the NHANES 2007–2012 Surveys

BackgroundCaffeine increases alertness when consumed in single servings of various products including coffee, tea, soft drinks, and energy drinks. Although not a nutrient, caffeine is consumed by 90% of the adult population in the United States. ObjectiveThis study examined the daily pattern of caffeine intake and its relationship to multiple demographic variables. MethodsData from the National Health and Nutrition Examination Survey (NHANES) 2007–2012 (adults aged 19+ years; n=16,173) were used to determine the time of day at which caffeine is consumed and demographic factors associated with intake. Regression analyses characterized factors associated with caffeine intake including sex, age, ethnicity, education, smoking status, physical activity, employment status, total work hours, alcohol, and energy intake. ResultsMean adult per capita caffeine intake was 169±4 mg/d (mean±standard error). Most caffeine (70%) was consumed before noon, often at breakfast, and intake decreased progressively over the day, with little consumed after 9:00 pm. Intake was associated with age, ethnicity, smoking status, total calorie intake, and work hours (P<0.01) but not physical activity, economic status, education level, or employment status. Variables with the largest associations with intake were, respectively, ethnicity and age. Non-Hispanic black individuals consumed the smallest amounts (80±2 mg/d), non-Hispanic white individuals consumed the greatest amounts (194±3 mg/d), and Asian individuals (126±7 mg/d) and Hispanic individuals consumed intermediate amounts (127±3 mg/d). Middle-aged individuals (aged 50 to 54 years) consumed more caffeine (211±6 mg/d) than younger (107±4 mg/d, aged 20 to 24 years) and older individuals (153±4 mg/d, aged 75 to 79 years). ConclusionMost caffeine is consumed in the morning, when alertness is lowest, and very little in the evening before sleep. Ethnicity and age were the variables most strongly associated with intake; work hours, occupation, energy and alcohol intake, and smoking were also associated with intake. Because caffeine increases alertness, it is not surprising that its pattern of consumption and factors associated with its intake vary from those of most other food constituents.