Exploring scientists’ working timetable: A global survey
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Overtime
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Working time
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The standard literature on working time has modelled the decisions of firms in a deterministic framework in which firms can choose between employment and overtime (given mandated standard hours). Contrary to this approach, we consider the impact of uncertainty and real options on the decision of working time, i.e. we examine the determinants of employment and hours in a stochastic framework. We conclude the theoretical analysis with a number of simulation exercises to illustrate the working of the model.
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Abstract: Several studies have investigated the relationship between working time and health; however, an adequate comparison of this relationship among full-time and part-time workers is still missing. Therefore, this study aimed to fill this gap in the literature. We investigated several aspects of working time: weekly overtime, monthly on-call duties, monthly shift work, and adherence to breaks. To assess health, we investigated sleeping problems, cognitive irritation, and emotional exhaustion. Data were collected from 812 hospital physicians. We tested our assumptions with a group comparison using structural equation modeling. Overtime and adherence to breaks were shown to be health-relevant factors, particularly for full-time workers, whereas night and weekend shifts were more relevant for part-time workers’ health. On-call duties were less relevant for both groups. The inclusion of time pressure and autonomy caused different changes. The results of this study illustrate that personal needs should be considered when scheduling working time to promote health.
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The author discusses problems of part time work pointing out protection against discrimination of part time workers, the employee’s right to change working hours at his request, and the problem of employment of these workers in the hours exceeding working time agreed in employment contract. Proposals to amend existing legislation have been made, in particular the recognition of all number of hours worked over the agreed working time as overtime hours with all consequences.
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Objective:To appraise the effect of working time regulation of nurses in CSSD. Methods:The working time of nurses in CSSD was regulated in July,2007. The mean operation number per day,the mean working time per day,the mean overtime per day and mistake number per year were compared between July 2006-June 2007 and July 2007-June 2008. Results:With the increasing of operation number after the regulation of working time,the mean working time per day and the mean overtime per day decreased,and mistake number declined. Conclusion:The working time regulation of nurses in CSSD could decrease mean working time per day and the mean overtime per day,increase the work efficiency and work quality and prolong in-service life of instruments.
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In this paper, desired working time, overtime, and hours constraints of Swiss salaried employees are analysed with data from the 1998 Swiss Labour Force Survey and with data from the 1997 International Social Survey Programme. It is shown that (i) most Swiss workers do not face hours constraints, when we compare the desired working time with the contractual working time; (ii) the largest portion of constrained workers would like to work less and earn less (17% of all male and 22% of all female salaried employees); (iii) there is a deficit of part-time jobs for both men and women, especially for high-qualified individuals; (iv) men and women work on average 3.15 and 1.69 hours overtime per week, respectively; the most common form of compensation for this overtime is holidays, followed by no compensation and money; (v) a comparison between actual and desired working time reveals that a significant amount of workers are constrained in the sense that they would prefer shorter actual working hours; (vi) an international comparison of desired working time shows that workers in Switzerland are quite satisfied with their current workload/pay combination; Switzerland does, however, have the highest portion of workers wanting to work and earn less. Some policy implications of these findings are also discussed.
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The research reported in this paper examines the impact in New Zealand of the liberalisation of the statutory regulation on working time in collective employment contract bargaining. Specifically this research reports working time arrangements that are changed in three areas. First the reduction (or extension) of the working week - thus decreasing (or increasing) the number of hours worked by full time workers. Second, the scheduling of the hours worked each week by full time workers. Here changes to the span of days available (and whether that span includes weekend days) and the span of hours available for ordinary work each day have been identified. Third, the application of overtime payments and the specific overtime rate has been examined.
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While long working hours have attracted the attention of researchers and policymakers, studies on uncertainty over working schedules have been scarce. Using data from an originally conducted survey, this study presents empirical evidence on working schedule uncertainty in Japan. In terms of results, first, about 50% of workers have experienced unpredictable overtime work, and about 30% are occasionally forced to cancel scheduled holidays due to sudden work issues. The uncertainty over working schedules is prevalent among full-time regular employees and those working long hours. Second, the subjective cost of uncertain working schedules is large, namely, more than 150% of predicted overtime hours for the same amount of unpredictable overtime work. Third, the negative effect of uncertain working schedules on job satisfaction is far greater than that of an increase in the total amount of working hours or wage decrease. Finally, although some wage premium compensation for uncertain working schedules is observed, its size is relatively small.
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While long working hours have attracted attention from researchers and policymakers, studies on uncertainty over working schedules such as unpredictable overtime work have been scarce. This study, using originally conducted survey data, presents empirical evidence on working schedule uncertainty in Japan. According to the analysis, first, about 50% of workers have experienced unpredictable overtime work and about 30% of workers are forced occasionally to cancel scheduled holidays due to sudden work issues. The uncertainty over working schedules is prevalent among full-time regular employees and those working long hours. Second, the subjective cost of uncertain working schedules is large. The subjective cost of unpredictable overtime work is equivalent to more than 150% of predicted overtime hours. The value of certain holidays is equivalent to more than 150% of uncertain holidays. Third, the negative effect of uncertain working schedules on job satisfaction is far greater than that of an increase in total working hours or decrease in wages. Finally, although some wage premium compensation for uncertain working schedules is observed, the size of the premium is quantitatively small.
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Abstract Overtime regulation typically does two things. First, it sets limits to the length of the working day and working week. This is usually done by establishing what a standard working day /week is, as well as the maximum number of hours the employer can employ the worker over and above the standard. Secondly, it requires the payment of higher wages for these overtime hours. The core of this regulatory arrangement exists in most countries, with variations from one country to another. One type of variation concerns the extent to which these regulations apply to all workers. While coverage is often universal, in all countries there are various exceptions. They may be for certain types of occupations, for various sectors, in situations of derogation by collective agreement, and more. Most of these exemptions indicate that a uniform arrangement of time is difficult to prescribe.
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The hours that doctors working in primary healthcare teams spend on-call in health centres or hospitals, as opposed to at home, must be regarded in their entirety as working time, and, where appropriate, as overtime, under European Union legislation on rest periods and the average 48 hour working week.
The landmark ruling this month from the European Court of Justice in Luxembourg, at the request of a Spanish court, considerably clarifies the situation of doctors under EU measures on working time and health and safety, and it applies throughout all 15 …
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