Work Patterns Research Articles

Evaluation of Musculoskeletal Loads and Pain in Physical Therapists Treating Neurological Patients

Introduction: Work-related musculoskeletal disorders (WRMDs) are one of the major health problems among physical therapists treating neurological patients. Therefore, this study aimed to determine the risk factors for developing WRMDs in physical therapists in South Korea treating neurological patients. Methods: This research is an analytical observational study with a cross-sectional design. In this study, 30 physical therapists who treat neurological patients were recruited by randomly selecting respondents to flyers posted throughout the hospital. To evaluate risk levels, during the transfer of the patient from the wheelchair to the treatment table and during treatment, the Rapid Entire Body Assessment (REBA) was performed. Moreover, physical therapists were assessed for musculoskeletal symptoms through the Nordic Musculoskeletal Questionnaire (NMQ) survey. Results: The findings revealed that during the treatment session, the REBA score was 43.33% for medium and high risk level and 13.33% for very high risk level. Meanwhile, during the transfer session, the REBA score was 40% for high risk level and 60% for very high risk level. The results of the Nordic musculoskeletal questionnaire showed that physical therapists felt significant pain in the wrist/hand, shoulders, neck, lower back, and knee. Conclusion: Physical therapists treating neurological patients have a high risk of developing WRMDs. Thus, changes need to be made regarding the working pattern of physical therapists, and more detailed evaluations of ergonomic risk factors are required.

The Impact of Digitalization on Work Patterns and the Protection of Workers' Rights: a Study of Labor Law in the Banking Sector

Digitalization has revolutionized the banking sector by improving efficiency and productivity through the adoption of information technology. While digitalization offers convenience, it also poses new challenges for workers, especially in relation to the reduction of traditional jobs and the need for higher digital skills. This study aims to analyze the impact of digitalization on work patterns and workers' rights in the banking sector, with a focus on time flexibility, outsourcing, and the reduction of manual labor. In addition, the study will analyze existing labor law policies to assess the extent to which they are able to protect workers' rights in the face of these rapid changes. The approach used is qualitative with a descriptive method. Data is analysed using thematic analysis techniques, as well as using a normative-empirical legal approach to assess the relevance of labour policies in the context of digitalization. Validation is done through source triangulation by comparing the findings of this research with previous studies. The results show that digital transformation in the banking sector is changing work patterns with a hybrid model, decreasing the need for manual labor, and increasing the demand for digital skills. The use of outsourced labor is also increasing, but raises worker protection issues. Existing labor regulations need to be updated to respond to these new challenges and ensure the protection of workers' rights.

Ritual or Reform? Untangling the B Corp Certification Process From a Routines Perspective

ABSTRACTSeveral studies have focussed on the impacts of B Corp certification, whereas little attention has been rendered to the experiences of organisations undergoing the certification process. This study provides deeper insights into how managers perceive the B Corp certification process by focussing on the relationship between certification requirements and existing sustainability routines. Based on interviews with 26 B Corp certifying organisations, this study demonstrates how the certification process can inspire actions ranging from validation of existing practices to more deep‐rooted changes in sustainability routines. Moreover, the study highlights the internal organisational conditions, which shape the routine performances in relation to B Corp certification. It is concluded that regular revisits of the organisation's sustainability performance and the mobilisation of local actors in sustainability work promote routine changes. This study expands on sustainability certification discussions by demonstrating how these tools shape, and in turn are shaped by, dominant patterns of sustainability work within the organisation.

Changes in the Work Patterns of Hospitalists in South Korea Following Medical School Expansion

Backgrounds/Aims: The recent increase in medical school admissions has potentially altered the working conditions of hospitalists in South Korea. This study investigated how these changes have affected the work patterns and responsibilities of hospitalists, particularly in light of the ongoing exodus of medical trainees that began on February 22, 2024.Methods: We surveyed members of the Korean Society of Hospital Medicine and the Korean Society of Surgery Hospital Medicine Study Group working as hospitalists from April 2 to 30, 2024. The survey was conducted via email and excluded personally identifiable information. Respondents’ characteristics, work types, hours, patient loads, support staff availability, and changes in job scope post-policy were analyzed.Results: Sixty-three hospitalists responded, with an equitable gender distribution and a median age of 39 years. A significant shift in work patterns was noted, with full-day shifts increasing from 22.2% to 39.7%, and a corresponding decrease in weekday daytime shifts. Work hours also significantly increased from a median of 40 to 45 hours per week. Changes in patient distribution were observed, with fewer hospitalists managing mid-range patient numbers and more handling smaller or larger loads. Despite the increased demands in the latter case, more than 50% of hospitalists reported a lack of support staff and a significant portion did not receive overtime compensation.Conclusions: The increase in medical school admissions and subsequent shifts in hospitalist workloads and hours indicate a strained healthcare system. Hospitalists are taking on more intensive and extended roles. The absence of adequate support staff and adjustments in compensation suggest that further systemic changes are necessary to sustain the efforts of hospitalists, thereby ensuring patient safety and care quality.

24 Extracurricular activities: The working patterns of dentally qualified medical students wishing to pursue a career in OMFS

24 Extracurricular activities: The working patterns of dentally qualified medical students wishing to pursue a career in OMFS

Evaluating Remote Work Practices in the Public Sector: Insights from Saudi Arabian Employees

Remote work is a work pattern adopted in various organizations as an advancement of technology and an application of digital transformation. Remote work has many advantages that contribute to both employees and organizations. It allows flexibility and increases productivity besides many other benefits. However, remote work also has some challenges such as culture and reachability that need to be considered. Remote work is a significant change in employees’ pattern of work where they will have more autonomy and responsibility. Additionally, employees will be more reachable and they might work longer hours. Thus, all of this might contribute to substandard practices of remote work where its stereotype becomes negative. Literature has shown that some organizations have decided to return to office as a result of the substandard practices. Therefore, this research is motivated to understand the practices of remote work in Saudi Arabia’s public sector. This research found that the public sector relies heavily on technology. However, as a formal work pattern, only three organizations allow remote work. That said, employees become reachable more than ever when they are asked and contacted after working hours. This has resulted in a new finding that remote work might not be an official work pattern, but employees could work remotely after official working hours. This research has also found that the practices of remote work are substandard. Employees’ culture is behind and they misuse the concept of remote work. In addition, there is a lack of remote work policy which leaves a space for individuals and subjective decisions that might contribute negatively to remote work experience.

디지털 노마드와 워케이션 생태계의 부상에 관한 실증 연구 - 태국 사례를 중심으로

This study explores the emerging lifestyles and work patterns of digital nomads and “workation” (work + vacation) enthusiasts. By analyzing search trends from Google Trends and Naver DataLab, along with related book listings from major online bookstores in South Korea, this study assesses the growing public interest in these phenomena. Field investigations of coworking spaces and surveys with foreign users in Thailand provide insights into the micro-characteristics of digital nomad ecosystems. The findings reveal a surge in public interest in digital nomadism after the COVID-19 pandemic, which signals a paradigm shift in work and life in the post-pandemic era. Case studies in Chiang Mai and Bangkok highlight the crucial role of coworking spaces in fostering digital nomad communities and enhancing work productivity. Surveys uncover heterogeneity among digital nomads, with differences in work styles and lifestyles based on age and gender. However, the sustainability of digital nomadism as an alternative lifestyle requires addressing challenges at individual, social, and institutional levels. The study‘s significance lies in its timely exploration of an emerging topic, multi-level analysis, and evidence-based insights. Although the findings may have limited generalizability mainly due to the small and contextual samples, the study offers valuable contributions to academic discourse and policy discussions. Future studies should examine the long-term impacts of digital nomad lifestyles, conduct cross-national comparisons, and investigate strategies for developing nomad-friendly policies and infrastructure.

The correlation of shift work and CLOCK, BMAL1, and PER1 gene polymorphisms with hypertension in healthcare workers: A cross-sectional study

This study aimed to investigate the polymorphisms of circadian clock genes and the association of shift work and gene polymorphisms with hypertension in healthcare workers. This study recruited 222 healthcare workers, of whom 76 had primary hypertension (Hyp group) and 146 served as controls (Control group). General information and working hours were collected through questionnaires. Next, the identification of specific single nucleotide polymorphism (SNP) loci related to the Circadian locomotor output cycles kaput (CLOCK), brain and muscle arnt-like 1 (BMAL1), and PER1 genes was conducted by literature and PDGene database search. Venous blood samples were then collected for DNA extraction, and polymerase chain reaction-restriction fragment length polymorphism techniques were used to analyze the genotyping and allele frequency of the SNP sites. Finally, multivariate logistic regression was employed to analyze the association between various risk factors and hypertension in healthcare workers. Compared to the control group, the Hyp group had significantly higher proportions of alcohol consumption and family history of hypertension, while the average sleep duration and average exercise time were significantly lower. Shift work analysis showed that the Hyp group had a significantly lower average number of evening shifts per month while a much higher average number of night shifts per month compared to the control group. The GG genotype at the CLOCK rs1801260 locus was associated with a lower risk of hypertension (OR = 0.446), and the TT genotype of the BMAL1 rs11022775 locus also showed a similar protective effect (OR = 0.426). However, the genotype distribution of the PER1 rs2735611 locus was not significantly associated with the risk of hypertension. Multivariate regression analysis revealed that a family history of hypertension and insufficient sleep were significantly associated with the risk of hypertension, and the average number of night shifts per month was positively correlated with the risk of hypertension. Specific polymorphisms in the CLOCK and BMAL1 genes may have a protective effect against hypertension in healthcare workers, while polymorphisms in the PER1 gene are not significantly associated with the risk of hypertension. Additionally, a family history of hypertension, insufficient sleep, and shift work patterns may be significant risk factors for hypertension.

GDC publishes dental care professionals' working patterns data

GDC publishes dental care professionals' working patterns data

An electrochemical immunosensor based on a nano-ceria integrated microfluidic chip for interleukin-8 biomarker detection.

Interleukin-8 (IL8) is an important cytokine that plays a significant role in tumor growth and angiogenesis across various malignant tumors, including oral squamous cell carcinoma (OSCC). It is an important biomarker for oral cancer; therefore, its early and accurate detection in bodily fluid reduces morbidity and mortality rates in cancer patients. The work presents the development of a label-free microfluidic miniaturized electrochemical immunosensor for IL8 biomarker detection at low concentration in saliva samples. A rapid, sensitive and selective biosensing platform was developed for IL8 detection using a nano-ceria integrated microfluidic system. The synthesized nano-ceria particles (8.13 nm) were employed to enhance the electrochemical biosensing signal and sensitivity of the biosensor due to their high catalytic properties and large surface area. For this, microfluidic chip was prepared by Indium tin oxide (ITO) (3 × 4 cm) containing three electrode patterns of working, reference and counter electrode. These electrode patterns were developed using a maskless photolithography technique and a polydimethylsiloxane (PDMS) mold created a 200 μm wide microchannel which was bound to the susbtrate using plasma treatment. Spectroscopy and microscopy techniques were used to confirm the synthesis of nano-ceria. Furthermore, electrode surface modifications were achieved by immobilization of chemically activated antibodies of IL8, as verified by Fourier transform-infrared spectroscopy (FT-IR). Furthermore, differential pulse voltammetry (DPV) was utilized to investigate electrochemical parameters and conduct biosensing studies. The developed electrochemical microfluidic biosensing platform works for an IL8 antigen in the concentrations ranging from 0.004 to 10 ng mL-1 with a limit of detection (LOD) and limit of quantification (LOQ) of 0.0001 ng mL-1 and 0.0006 ng mL-1, respectively. Moreover, the developed electrochemical biosensing platform was validated using human saliva samples, achieving percentage recovery within an acceptable range.

Urban-rural geographic distribution of Otorhinolaryngologist, Head and Neck surgeons in Aotearoa New Zealand.

We identified geographic distribution of Otorhinolaryngologist, Head and Neck surgeons in Aotearoa New Zealand. To identify the future workforce pipeline, we explored trainee intentions for specialist practice. A survey was distributed to all New Zealand Society of Otolaryngology, Head and Neck Surgery (NZSOHNS) members and all current New Zealand Otolaryngology, Head and Neck surgery trainees. Data were gathered on work location and patterns of work, including on-call commitments and full-time equivalent hours worked. Trainees were asked about future career plans. An 88% response rate was achieved encompassing senior medical officers (SMOs) and trainees. A total of 64.8% (68) of respondents reported primarily working in a metropolitan hospital and 26.7% (28) reported working in a regional centre. Rates of internationally trained surgeons were significantly higher in regional centres compared to metropolitan hospitals (64.3% vs 32.4%, p<0.05). Regional respondents had higher after hours on-call burden, a higher full-time equivalent (FTE) worked and higher average hours worked per week. Retirement intentions within the next 10 years were high in both groups (64% regional and 52.9% metropolitan, p<0.05). The regional workforce in ORLHNS work longer hours, are older and are reliant on internationally trained surgeons. Current training of ORLHNS surgeons is unlikely to keep pace with expected retirements.

The importance of personality and personal beliefs for understanding work-life balance in higher education

ABSTRACT Internationally, within academia there is a need to address unsustainable work patterns that negatively impact healthy and productive work environments. Previous research has focused on systemic pressures, such as academic precarity, and demographics, such as gender, for understanding unhealthy work-life balance. This paper examines personality and personal beliefs which may also explain different approaches to, and experiences of, academic work. We undertook a content analysis, and a thematic analysis of qualitative data collected in 2023 at an institution of higher education in the UK. These data comprised perspectives about work-life balance provided within 55 online interviews and 2 forms of written feedback. ‘Saying no’ to work-related tasks and ‘personal beliefs’ were facilitators of work-life balance. Not ‘saying no’ was an inhibitor of work-life balance and so was anxiousness. Personal pressure and compulsivity were identified as both facilitators and inhibitors of work-life balance. Our findings contribute new insights to the study of higher education and add to existing knowledge about systemic pressures and how work-life balance can differ based on demographics. We call for an improved understanding of individual academics and structural opportunities for designing sustainable workloads and healthy approaches to work-life balance in higher education.

Reasons for the continued decline in fertility intentions: explanations from overtime work

ABSTRACT China’s fertility rate continues to decline despite government fertility policies. This study aims to explore the micro-level causes of China’s declining fertility rate by examining the impact of changes in Chinese work patterns in recent years, particularly the prevalence of overtime work, on fertility intentions. Using data from the China Family Panel Studies (CFPS), this study examines the impact of overtime work on fertility intentions at both the provincial and urban levels. It also examines the specific mechanisms through which different types of overtime (e.g. weekend overtime, night shifts, on-call duty) affect fertility intentions. The results show that overtime work significantly inhibits fertility intentions, a trend that is consistent at both provincial and urban levels. Weekend overtime, night shifts, and on-call duties exhibit particularly pronounced inhibitory effects on fertility intentions. However, not all work arrangements negatively impact fertility intentions. Reasonable work schedules may even foster them. The research implies the need for policy measures to mitigate the negative effects of overtime work on fertility intentions.

Foraging behavior and work patterns of Bombus terrestris (Hymenoptera: Apidae) in response to tomato greenhouse microclimate

Abstract Bumblebees play a significant role as pollinators for many wild plants and cultivated crops, owing to their elongated proboscis, resilience to diverse weather conditions, robustly furred bodies, and their unique capacity for buzz-pollination. To better understand the effect of greenhouse microclimates on bumblebee foraging behavior and working modes, a long-term record of foraging activity for each Bombus terrestris L. (Hymenoptera: Apidae) forager was monitored by the Radio-frequency identification system. The pattern of task performance, including constant housing, foraging, and day-off rotation, was examined under the microclimate. In addition, the correlation between foraging activity of bumblebees and temperature, relative humidity, illumination in the greenhouse, and pollen viability of tomato plants was further analyzed. Our findings revealed that B. terrestris can respond to microclimatic factors and plant resources while also exhibiting a suitable working pattern within the colony. Day-off rotation was observed as a strategy employed by foragers to prolong their survival time. This division of labor and task rotation may serve as strategies for the survival and development of the colony. Our research may contribute to fully understanding how microclimate and plants influence pollinator behavior within greenhouses, thereby optimizing the pollination management of bumblebees on greenhouse crops.

Relations between reflexivity and institutional work: A case study in a public organisation

Reflexivity is often considered a prerequisite for institutional work. However, the relationship between reflexivity and institutional work has rarely been examined rigorously in empirical research, and there is a lack of consensus on when and how reflexivity motivates such efforts. This study aims to address this gap by reviewing existing operationalisations of reflexivity and exploring how different forms of reflexivity impacted employees’ engagement in institutional work in a public organisation undergoing institutional change. The empirical results revealed seven distinct patterns of reflexivity and institutional work, indicating that variations across three dimensions of reflexive evaluation – scope, openness and relationality – contributed to decisions about whether and how to engage in institutional work. The results also demonstrated that reflexivity is profoundly grounded in individuals’ concerns and shaped by their work and professional histories. These findings suggest that researchers and practitioners must develop a deeper understanding of the multidimensional nature of reflexivity in order to foster meaningful employee contributions to institutional processes.

Dimensi Budaya Hofstede dalam Komunikasi Antarkaryawan Organisasi Multinasional

The cultural differences within an organization can create various barriers in the communication process among employees. Therefore, with the increasing number of international migrants in Indonesia, employees are required to enhance their understanding of cross-cultural communication. One example is the marketing department employees of a multinational organization under the initial DO, which is led by two managers from different countries, Indonesia and Germany. Hence, this research aims to examine the communication practices of DO’s marketing department, which are influenced by two vastly contrasting cultures using Hofstede's cultural dimensions. To conduct the research, a descriptive case study method was used, employing in-depth interviews with five members of DO's marketing department. The research found that the dynamics of communication in the marketing department are greatly influenced by cultural dimensions, particularly in aspects such as decision-making and discussion processes, communication styles, task distribution patterns, freedom for innovation, employee work patterns, views on deadlines, and views on employee rights such as leave and dress code. The research also found that members of the department from Indonesia will only adopt foreign cultures brought by their expatriate leaders if they are deemed suitable or compatible with their own culture. Conversely, if they are not compatible, the German leader tends to accommodate and adjust to their other members. Understanding cultural dynamics that happens in communication among employees allows the company to detect types of communications that are happening and detect problems that might happen, for a more effective process. Keywords: employee communication, Germany, Hofstede’s cultural dimensions, Indonesia, multinational organization

‘What is ‘wellbeing’ to doctors in training, and how do we improve it? Results of a quantitative survey and thematic analysis of internal medicine trainees

IntroductionThe wellbeing of medical trainees has come into sharp focus in recent years, particularly since the COVID-19 pandemic. Workforce pressures are well documented, as is the need to retain staff. There are a number of initiatives to try and improve the wellbeing of staff, including the introduction of wellbeing and education dellows for stage 1 internal medicine trainees in some regions. We recognise that there is often a gap between what is offered and what is wanted or accessed by trainees. ObjectiveThis work aims to identify what ‘wellbeing’ means to this group of staff, and to provide evidence for interventions that they would find useful. MethodsWe distributed a survey to the target group of staff in London, followed by a series of structured interviews and focus groups. We used a practical thematic analysis to explore the determining factors of trainee wellbeing. Results156 trainees responded to the survey, and 15 participated in the interviews and focus groups. Seven themes were identified: culture, helplessness and distrust, individual circumstances, physiological needs/safety, rotas and work patterns, stress at work, and value. ConclusionThis study identifies several key factors related to medical trainee wellbeing. To our knowledge, it is the first looking specifically at stage 1 internal medicine trainees in the UK.

What does flexible work for men really mean?: a qualitative content analysis of key stakeholder accounts

ABSTRACT This article explores definitions and practice of flexible work and is part of a larger project about men’s flexible work. Flexible work is prevalent in workplace research, but evidence is lacking regarding how flexible work for men is interpreted and applied in practice. Gendered patterns of work and care more often position men in paid employment and less often in care and domestic responsibilities. Men’s use of flexible work could assist in balancing paid employment with unpaid domestic and care tasks. Qualitative content analysis (QCA) was undertaken to summarise participants’ descriptions of two key aspects of flexible work – forms of flexible work, and the reasons for flexible work. QCA was applied to 30 interviews about men’s flexible work with organisational leaders (n = 12, 3 women and 9 men) and men who use flexible work arrangements (n = 18). Participants typically discussed flexible work in their white-collar employment situations, most often in the form of part-time work and for the reason of caring for children. Participants’ descriptions of flexible work differed from how flexible work is commonly defined in policy and legislation, demonstrating that men use flexible work in ways not described in policy or legislation.

Designing tariff for charging electric vehicles at home with equity in mind – The tripartite tariff

Extant electricity tariffs model an industrial age when electricity predominantly came from centralised conventional generators, and they still model the pre-pandemic years when virtually everyone shared similar work pattern of working from dawn to dusk. The extant home electricity tariffs offer off-peak electricity mainly during night hours. The tripartite tariff – a home Electric Vehicle (EV) charging tariff that offers off-peak EV charging opportunities during daytime and night hours – is presented. The objective is to assess how access to a tripartite tariff impacts an individual worker's ability to charge their EV at home using off-peak electricity and implications in cognizance of a democratised next generation energy system desirable in an heterogenous society. Using 15 user profiles that represent low-income, middle-income, and high-income earners, working at different times of the day within four successive weeks, the tripartite tariff is designed for inclusive EV charging. With a traditional tariff regime – which represents existing off-peak electricity tariffs – the low-income earners who would typically need off-peak EV charging the most tend to have the least access to it. The tripartite tariff offers inclusive EV charging opportunity at lower off-peak rates for every worker category: night-time, daytime, and mix daytime-and-nighttime workers.

Enhanced Depth Control and Stability in Submersible Pylon Inspection Robots Using IMU-Based Extended Kalman Filter and PID Control

The research developed a Submersible Pylon Inspection Robot (SPIR) to clean and inspect underwater structures automatically, facing challenges in stability and depth of operation. Integrating the Inertial Measurement Unit (IMU) with the Extended Kalman Filter (EKF), as well as implementing customized PID controls, aims to improve the accuracy and stability of SPIR in dynamic underwater environments. The results show that the SPIR control system can follow the reference depth at shallow depths well, but has difficulty maintaining stability at deeper depths. The position error graph on the Z-axis shows the initial fluctuation that decreases over time, reflecting the increased calibration. The use of drive motors also shows different working patterns, with some motors active in depth settings and others for stabilization. This study shows that the integration approach of IMU, EKF, and PID control can improve SPIR performance, although further adjustments are required to meet the extreme challenges in underwater environments.