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[This corrects the article DOI: 10.1371/journal.pone.0233772.].

Aiming at the elimination of overtime working hours in the road transportation of a major company belonging to the sector of beverages, this study was carried out, taking into account the impacts from dimensioning fleet and people during the period of January to July of 2013. Through bibliographical review and case study, the author developed a calculation spreadsheet, which is based upon the assets lifecycle logic, in order to reevaluate the company s data. Thus, one can notice that at eliminating the overtime hours in road transportation of cargo, there is a direct impact on the quantity of vehicles and people. The conclusion then is that the vehicle fleet and, consequently, the number of people increased in 100, 11% when reevaluating the data, taking into account the overtime elimination.

Long working hours are known to have a negative effect on health. However, there is no clear evidence for a direct link between mental health and long working hours in the young adult populations. Therefore, we aimed to determine whether long working hours are associated with mental health in young adult workers. Data were collected from a 2012 follow-up survey of the Youth Panel 2007. A total of 3,332 young adult employees (aged 20 to 35) were enrolled in the study. We analyzed stress, depression, and suicidal thoughts by multivariate logistic regression analysis based on working hours (41 to 50, 51 to 60 and over 60 hours, compared to 31 to 40 hours per week), which was adjusted for sex, age, marriage status, region, and educational level. From the 3,332 young adult employees, about 60% of the workers worked more than 40 hours and 17% of the workers worked more than 50 hours per week. In a Chi-square test, stress level, depression, and suicidal thoughts increased with increasing working hours (p-value <0.001, 0.007, and 0.018, respectively). The multivariate logistic regression model showed that, compared to the 31 to 40 hours per week group, the adjusted odds ratios of the 41 to 50, 51 to 60, and over 60 hours per week groups for stress were 1.46(1.23-1.74), 2.25(1.79-2.83) and 2.55(1.72-3.77), respectively. A similar trend was shown in depression [odds ratios: 2.08(1.23-3.53), 2.79(1.44-5.39) and 4.09(1.59-10.55), respectively] and suicidal ideation [odds ratios: 1.98(0.95-4.10), 3.48(1.48-8.19) and 5.30(1.61-17.42), respectively]. We concluded that long working hours were associated with stress, depression, and suicidal ideation in young employees, aged 20 to 35.

About 10 years ago, the three hospitals generally paid staff callback rates even if they hadn't been able to physically leave the hospital in between day and evening surgeries. \" 'Patient safety' our priority - Te Whatu Ora Te Whatu Ora acting northern deputy chief executive Mike Shepherd said they valued the dedication of staff and acknowledged the industrial action of NZNO members. Patient safety would be a priority, with contingency plans and an agreement with NZNO to provide life-preserving services during the on-call periods over the month, as required under the Employment Relations Act.

Overtime work has been blamed for the deterioration of employee satisfaction and productivity. However, the organization-level implications of overtime work as a normative expectation remain unclear. In this study, such effects were analyzed through human capital theory and a causal attribution approach. Various organizational outcomes and boundary conditions were explored in explaining these implications. The analysis of time lagged data from 273 firms affirmed that a firm’s overtime level was related negatively to employee satisfaction. However, it was positively related to the firm’s productivity and curvilinearly (inverted U-shaped) related to innovation. The effects of the firm’s overtime level on firm productivity and innovation were also moderated by organizational trust. This study highlights the costs and benefits of overtime work as tools for utilizing human capital and reveals the critical contingency of organizational trust that enables firms to attenuate the costs of the overtime level and accentuate its potential benefits.

BackgroundAlthough various work-related adverse events affect workers’ mental health, the association between long working hours and mental disorders remains unclear. We investigated the characteristics of overtime work and work-related adverse events among all cases of compensated work-related suicide in Japan to empirically reveal the context of the serious consequences.MethodsWe analysed all 167 cases of mental disorders resulting in suicide that were compensated in fiscal year 2015–2016. Hierarchical clustering was applied to the overtime working history. Work-related adverse events were also evaluated as the qualitative aspects of their jobs.ResultsMore than half of the cases committed suicide within a month of developing a mental disorder. The Administrative and professional or engineering workers had a higher suicide rate. The clustering analysis revealed chronic long working hours (19%), gradual increase (27%), or rapid increase (25%) in working hours before the onset of a mental disorder. A group of cases with less overwork experienced more interpersonal conflicts.ConclusionThis is the first study to employ a clustering technique to objectively reveal the actual working patterns behind suicide. The patterns of working overtime before the onset of mental disorders varied considerably among the cases. Taking the transition of working overtime into account may provide clearer insight into the relationship between long working hours and workers’ mental health. These results highlight the need for countermeasures especially for causes of chronic overworking, drastic increases in working hours, and interpersonal conflicts to prevent work-related suicide.