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The glitch : a novel
\"[This] is the story of a high-profile, TED-talking, power-posing Silicon Valley CEO and mother of two who has it all under control, until a woman claiming to be a younger version of herself appears, causing a major glitch in her over-scheduled, over-staffed, over-worked life ... But when Shelley meets a young woman named Shelley Stone who has the exact same scar on her shoulder, Shelley has to wonder: Is some sort of corporate espionage afoot? Has she discovered a hole in the space-time continuum? Or is she finally buckling under all the pressure?\"-- Provided by publisher.
BOOK
Working Time Control and Variability in Europe Revisited: Correlations with Health, Sleep, and Well-Being
Working time control (WTC) and working time variability (WTV) are two important dimensions of working times, especially with regard to the dynamics of irregular working hours in a changing world of work. Both dimensions are closely related, and the terms are sometimes used synonymously. However, a high degree of WTC does not automatically lead to variable or irregular working hours. On the contrary, WTV is often imposed by the employer and does not necessarily occur in conjunction with high WTC. This article gives an overview of different European WTC and WTV regimes using a typological approach. Based on the European Working Conditions Survey 2015 (EWCS, n = 27,607), four employee groups are compared: those with (1) high WTC and high WTV, (2) high WTC and low WTV, (3) low WTC and high WTV, and (4) low WTC and low WTV. Firstly, the analyses aim to assess whether WTC and WTV vary across European countries due to different working time regimes and in different occupational sectors, i.e., hospitality, retail, and health and social work. Secondly, multi-level analyses are used to describe correlations with health (self-rated health, psychosomatic complaints), sleep (sleep problems), and well-being (WHO-5-Scale). The analyses suggest that WTC and WTV differ between European countries: in the northern countries, high WTC/high WTV is most prevalent, whereas low WTV/low WTC is more common in the other countries. As far as employee health and sleep are concerned, high WTV is associated with poor health, i.e., a greater number of psychosomatic health complaints, worse self-rated health status, and more sleep problems. However, the correlation appears to be weaker for psychosomatic health complaints when employees have high WTC. Significant correlations could not be found for WTC. Low WTC and high WTV is more common in occupational sectors in hospitality, retail, and health and social care; however, these occupational sectors show the same correlations regarding health, sleep, and well-being. The analyses indicate that it is crucial to consider WTV and WTC together in order to understand the dynamics of irregular working hours and health.
Journal Article
The relationship between working time mismatch and depression according to actual hours worked
The effect of the combination of working hours and working time mismatch on depression is unknown. This study was undertaken to confirm the relationship between working time mismatch and depression with respect to hours worked.
The data of 45 514 adult workers that participated in the
(KWCS-VI 2020) were reviewed. Depression was defined using the
(WHO-5) cut-off score of 50. Working time mismatch was defined as a difference between actual and desired working hours. To identify associations between working hour mismatch and depression according to weekly hours worked, stratification analysis was conducted by dividing the study subjects into 3 groups based on actual hours worked weekly (<40 h, 40-<52 h, or ≥52 h). Multiple logistic regression analysis adjusted for potential confounders was performed to calculate odds ratios of depression.
In the <40 h, 40-<52 h, and ≥52 h groups, the odds ratios (OR) of working more hours than desired were 1.51, 95% CI: 1.20-1.92 (<40 h), 1.70, 95% CI: 1.58-1.84 (40-<52 h), and 1.55, 95% CI: 1.41-1.69 (≥52 h), respectively, compared to a matched actual versus desired working hours group (the matched group). On the other hand, the odds ratios of working fewer hours than desired were 1.17, 95% CI: 1.07-1.27 (<40 h), 1.38, 95% CI: 1.20-1.60 (40-<52 h), and 1.98, 95% CI: 1.24-3.17 (≥52 h), respectively. The risk of depression was found to increase significantly with working time mismatch within all 3 working hour groups.
Working time mismatch increases the risk of worker depression regardless of hours worked. Int J Occup Med Environ Health. 2023;36(6):788-97.
Journal Article
Simulated Night- Shift Schedule Disrupts the Plasma Lipidome and Reveals Early Markers of Cardiovascular Disease Risk
The circadian system coordinates daily rhythms in lipid metabolism, storage and utilization. Disruptions of internal circadian rhythms due to altered sleep/wake schedules, such as in night-shift work, have been implicated in increased risk of cardiovascular disease and metabolic disorders. To determine the impact of a night-shift schedule on the human blood plasma lipidome, an in-laboratory simulated shift work study was conducted.
Fourteen healthy young adults were assigned to 3 days of either a simulated day or night-shift schedule, followed by a 24-h constant routine protocol with fixed environmental conditions, hourly isocaloric snacks, and constant wakefulness to investigate endogenous circadian rhythms. Blood plasma samples collected at 3-h intervals were subjected to untargeted lipidomics analysis.
More than 400 lipids were identified and quantified across 21 subclasses. Focusing on lipids with low between-subject variation per shift condition, alterations in the circulating plasma lipidome revealed generally increased mean triglyceride levels and decreased mean phospholipid levels after night-shift relative to day-shift. The circadian rhythms of triglycerides containing odd chain fatty acids peaked earlier during constant routine after night-shift. Regardless of shift condition, triglycerides tended to either peak or be depleted at 16:30 h, with chain-specific differences associated with the direction of change.
The simulated night-shift schedule was associated with altered temporal patterns in the lipidome. This may be premorbid to the elevated cardiovascular risk that has been found epidemiologically in night-shift workers.
Journal Article
Developing Register-Based Measures for Assessment of Working Time Patterns for Epidemiologic Studies
Objectives Epidemiological studies suggest that long working hours and shift work may increase the risk of chronic diseases, but the \"toxic\" elements remain unclear due to crude assessment of working time patterns based on self-reports. In this methodological paper, we present and evaluate objective register-based algorithms for assessment of working time patterns and validate a method to retrieve standard payroll data on working hours from the employer electronic records. Methods Detailed working hour records from employers' registers were obtained for 12 391 nurses and physicians, a total 14.5 million separate work shifts from 2008–2013. We examined the quality and validity of the obtained register data and designed 29 algorithms characterizing four potentially health-relevant working time patterns: (i) length of the working hours; (ii) time of the day; (iii) shift intensity; and (iv) social aspects of the working hours. Results The collection of the company-based register data was feasible and the retrieved data matched with the originally published shift plans. The transferred working time records included <0.01% missing data. Two percent were duplicates that could be easily removed. The 29 variables of working time patterns, generated for each year, were stable across the follow-up (year-to-year correlation coefficients from r=0.7–0.9 for 23 variables), their distributions were as expected, and correlations of the variables within the four main dimensions of working hours were plausible. Conclusion The developed method and algorithms allow a detailed characterization of four main dimensions of working time patterns potentially relevant for health. We recommend this method for future large-scale epidemiological studies.
Journal Article
Organizational working time regimes
A 40-hour working week is the norm in Europe, yet some organizations require 60 or more working hours and in investment banks an alarming 120-hour weeks are known to be worked. What is more, these organizations often require workers to be permanently on call and demonstrate high production rates. Consequences of such practices include frazzled employees, with their families’ and their own health under pressure. This article introduces our special issue of the German Journal of Human Resource Management. It tackles the many reasons behind excessive work hours and failed attempts to change working time arrangements in organizations. It first identifies three core ideas in previous research, namely the dispersed nature of regimes of excessive working hours, their high levels of persistence and their constitution at multiple levels of analysis. It then summarizes the contributions in this special issue. Finally, it proposes avenues for future research, such as focusing on the genesis and the historicity of organizational working time regimes, studying the interrelation of factors across multiple levels of analysis, and probing new theories to explain the extreme persistence of excessive working hours. The overarching aim of our special issue in this core area of human resource management is to contribute to an understanding of organizational working time regimes and the tenacity of excessive working hours in an effort to deepen our knowledge of how to change them.
Journal Article
Does Stand-by Time Count as Working Time? The Court of Justice Gives Guidance in DJ v Radiotelevizija Slovenija and RJ v Stadt Offenbach am Main
In DJ v Radiotelevizija Slovenijia (case C-344/19 ECLI:EU:C:2021:182) and RJ v Stadt Offenbach am Main (case C-580/19 ECLI:EU:C:2021:183), the Court of Justice held that periods of stand-by time spent at home would not be considered working time within the meaning of art. 2 of the Working Time Directive 2003/88/EC unless the worker is constrained objectively and very significantly in their ability to manage their free time when their professional services are not required. The Court left it up to the national courts to decide whether the facts of the cases fell within or outwith the scope of art. 2. At a time when the boundaries between work and leisure time are increasingly blurred - a trend that has been accelerated by the Covid-19 pandemic - it is unfortunate that the Court did not use this opportunity to be more forthright in its assessment of what it means to be at an employer's disposal for the purposes of working time.
Journal Article
Impact of Working Time Mismatch on Job Satisfaction: Evidence for German Workers with Disabilities
This study examines the impact of working time mismatch (i.e. the discrepancy between actual and desired working hours) on individuals’ job satisfaction by disability status in Germany. Our particular interest is in testing the assumption that working time mismatch is a more serious problem among workers with disabilities as compared to workers without disabilities, especially concerning the presence of overemployment. Using longitudinal data from the German Socio-Economic Panel (1985–2011), we estimate a “Probit Adapted OLS” model which allows us to identify the factors affecting job satisfaction for people without and with disabilities. The results indicate that all workers suffering from working time mismatch are more likely to report lower levels of job satisfaction compared to those who actually work their desired hours. In addition, all selected groups of females with disabilities prefer lower hours of work per week compared to females without disabilities. Although overemployment is clearly more harmful in terms of job satisfaction than underemployment for all workers, its impact is even higher for females with disabilities as compared to their non-disabled counterparts. From a public policy perspective, these findings show the importance of reducing working time mismatch in general and overemployment in particular among females with disabilities in order to increase their levels of job satisfaction.
Journal Article
Work During Non-Work Time of Public Employees
Purpose: Employees and their work during non-work time are affected bytechnology development, societal changes and other factors that havean inherent impact on the employees’ attitude towards work during nonworktime. The purpose of this article is to provide an overview of the upto-date research on employees performing work during non-work time.Design/Methodology/Approach: The main methodological approachused in the article is a systematic literature review of 18 scientific articlesfound in citation databases in WOS, Scopus, etc. The collected literatureis relevant as it encompasses both quantitative and qualitative analysesto gather insights on performing work during non-work time.Findings: The results imply that work during non-work time is a growingphenomenon among employees and public employees are no exception.Regarding the socio-demographic groups affected, findings indicatethat work during non-work time is particularly common for employees inmanagerial positions and for professionals in education, health and policeservices, as well as for employees engaged in remote work. They alsoconfirm that employees work during non-work time at different times ofthe day, at weekends, and during their annual and sick leave.Practical Implications: The article is especially relevant for public employeesdue to increased use of information and communication technology.As such, they are also exposed to intensifying work-related expectationsand requests/pressures for flexible work arrangements.Originality/Value: The originality of the topic is reflected in the underrepresentationof scientific research on the performance of work duringnon-work time among public employees.
Journal Article