The integration of work and personal life. Flexi or Work or Shift or Hour or Schedule or Job or Time or Sabbatical or Secondment or Scheme or Leave or Freelance or Pay or Contract or Compress. We are grateful also to our review advisory group members: Professor Antony Lamontagne, Professor Martin White, Professor Carolyn Summerbell, Dr Else Nygaard and Dr Dheeraj Bansal for their insightful comments on the protocol and review. You are currently offline. Three of these studies reported significant improvements in a subset of primary health outcomes while the fourth study reported no statistically significant differences between the control and intervention groups over time with respect to the primary health outcomes studied (Pryce 2006). Worklife balance was also explored in two studies: one study (Smith 1998) used interference with social and family life to assess worklife balance, while the other study used marital cohesion (de Vaus 2007). Swanink CM, Prioritize highly effective advancement delivery of our mission. Briggs TE, Westerholm P. Selfrated Health: A Useful Concept in Research, Prevention and Clinical Medicine, Dame Carol Black's review of the health of the working age population working for a healthier tomorrow. No significant differences in the interaction between time and group were observed for any of these lifestyle/behavioural changes. The unifying aspect of these forms of flexibility is increased choice or control for either the employer or worker with respect to where, when or how work is undertaken. According to Karaseks demandcontrol model (Karasek 1979; Karasek 1990) jobs characterised by excessive psychological demands coupled with low decision latitude (low decision authority and low skill utilisation) are stressful as they do not enable individual autonomy, are conducted in highpressure contexts and can thus lead to an increased risk of stressrelated morbidity. Perceived health status as validated by Bjorner 1996 was the dependent variable under investigation here. An experiment with scheduling, Overtime work and its effects on sleep, sleepiness, cortisol and blood pressure in an experimental field study. 176 (career$ adj3 break$). It is therefore important that the international evidence base relating to flexible working is synthesised and appraised to ascertain whether or not the health effects of flexibility vary by socioeconomic status or demographic characteristics (that is by age, ethnicity or gender). 46 (short form 36 or SF36).ti,ab. What can economists learn from happiness research? Gingras S. Effect of duration of employment in piecework on severe disability among female garment workers, Introduction of alternating telework in a local government administration an evaluation, Zeitschrift fur Arbeits und Organisationspsychologie, Employee health and wellbeing: the role of flexibility and workfamily balance. Also, we have no information on past exposures, for example although participants state that they were not working overtime at baseline we cannot ascertain whether they had recently worked overtime from the data collected. We have therefore excluded interventions which involve a transition from one fixed working arrangement to another different but nonetheless fixed working arrangement (e.g. The evidence base evaluating the effectiveness of flexible working interventions in the form of welldesigned controlled before and after studies is small and methodologically limited. Shipley MJ, Is there a representative sample (e.g. Abstract Contemporary home-based work is generally either invisible or ignored, despite the fact that almost one in three members of the working population in the most rural areas in England now. 6. Against this backdrop, the World Health Organization (WHO) Commission on the Social Determinants of Healthrecognises the need for policy development to address issues relating to worklife balance including, amongst others, the right to flexible working arrangements (CSDH 2008). de Vaus 2007 found that at 12 months followup, participants with greater control over their retirement decision had significant increases in positive affect (Beta coefficient 0.12, P < 0.01), decreases in negative affect (Beta coefficient 0.15, P < 0.01) and improvements in selfimage (Beta coefficient 0.19, P < 0.001). For the employees, flexibility is often used to depict the right to demand for work practices such as home-working, term-time working, part-time working, flexitime and job sharing, annual or compressed hours. There were no significant differences between gradual and abrupt retirees in the following mental health outcomes: levels of positive affect (Beta coefficient 0.04 at 12 months, 0.03 at 36 months), negative affect (Beta coefficient 0.02 at 12 months, 0.02 at 36 months) and selfimage (Beta coefficient 0.02 at 12 months, 0.03 at 36 months. None of the studies conducted separate subgroup analyses by different types of worker, for example managerial or supervisory staff versus manual worker. Jansen NW, Smith L, The studies retrieved which satisfied the inclusion criteria were limited in a number of methodological aspects. Citation follow up, handsearches and author/key expert contact generated an additional 29 publications which, when combined with the electronic searches, left 11,954 papers after duplicates were removed. A significant interaction effect on psychological wellbeing was found (F = 5.11, P < 0.05) with mental health improving on the flexible system but worsening on the rigid rota. 189 (factory or factories or human resource$ or Business$).ti,ab. Interventions which implemented employerdefined flexibility were either associated with no significant changes in health outcomes (De Raeve 2007; Rodriguez 2002) or, in one instance, adverse effects on mental health outcomes (Dooley 2000). What do I do if my flexible work arrangement isn't working out? 2010 Feb; 2010(2): CD008009. Excluded due to design, not an intervention study, retrospective data, Excluded due to design, not an intervention study, prospective cohort which compares different amounts of telework, Excluded as primary health outcomes are not measured using a validated instrument, Excluded as primary health outcomes are not measured using a validated instrument, Excluded, reports on planned research, RCT, no findings yet, Excluded due to design, follow up 3 months only, Excluded due to no health outcomes (job satisfaction, performance and productivity outcomes only), Exclude as no health outcomes (participative decisionmaking, role overload, role conflict, job strain). Mental health (mental strain and mental stress) and general health (tiredness) outcomes were recorded using the Standard Shiftwork Index (Barton 1992) and the Occupational Stress Questionnaire (Elo 1992). Pilot study with individualised duty rotas in public local transport. et al. This may include flexibility in arrival and departure times, with core hours coinciding with times when all colleagues are on-site, or a condensed work schedule. Akerstedt T, Kandolin 1996 reported on a multiple intervention study which included changes to the direction and speed of shifts as well as the introduction of selfscheduling. Paticipation, achievement, and involvement on the job. (Y/N/Unclear), Are the participants workers/employees? (e.g. A new method for measuring daytime sleepiness: the Epworth sleepiness scale, Job demands, job decision latitude and mental strain: implications for job design, Healthy work: stress, productivity, and the reconstruction of working life, Stress prevention through work reorganisation: a summary of 19 case studies, Copenhagen Psychosocial Questionnaire (COPSOQ). 108 professional$ help$ with housework.mp. Thomson H. The psychosocial and health effects of workplace reorganisation 1: A systematic review of interventions that aim to increase employee participation or control. Brandt PA, Similarly, it is important to understand the socioeconomic patterning of flexible working arrangements and the impacts such inequalities might have on health and wellbeing. It is mainly focused on dividing the workforce into core and peripheral groups. Mak R, Legislation is slowly moving to close that gap: as of 2014, once in post for six months, any employee now has a legal right to make a flexible working request. A participatory approach underpinned how the selfscheduling system was conceived, designed, implemented and evaluated and the motivation for the intervention was transparent: to improve levels of health, wellbeing, job satisfaction and worklife balance of nursing staff. 28 ((promot$ or manag$ or facilitat$ or enable$1 or enabling or barrier$1 or increas$ or, obstruct$ or encourag$ or prevent$ or time or free or disrupt$ or relationship$ or. Brandt PA, random samples, adequately justified purposive sampling, or 100% samples), 2. Search. In both Britain and Germany no statistically significant differences were noted in perceived health status (likelihood of reporting of fair, poor or very poor health) in those moving from permanent contract at baseline to fixedterm or no contract at follow up when compared with those with permanent contracts at both time points. Our mobile, short, animated videos enable a Working Scholar to complete their degree in a way that fits their lifestyle. The Compressed Working Week as organisational change: behavioral and attitudinal outcomes, Optimism, coping and health: assessment and implications of generalised outcome expectancies, The stress profile: a psychosocial approach to measuring stress, Adverse health effects of high effort/lowreward conditions, Journal of Occupational Health Psychology, Reducing social inequalities in health: workrelated strategies, Scandinavian Journal of Public Health Supplement, Health inequalities and the psychosocial environment two scientific challenges. Subjects were randomly assigned to the experimental or control group and selfrated physiological and psychological health was measured using a sevenitem, scale validated by Patchen 1970. et al. 4. They highlight that outcomes like fatigue are likely to develop relatively soon after an intervention has started whereas other health outcomes might take longer to emerge at a measurable level. Two authors (KJ and CB) independently screened the title and abstract for relevance of all publications identified by the searches. The rota was then finetuned by one or two staff members and this responsibility was rotated each week between the staff. Method of sampling (simple random, stratified, cluster etc.). As unit leaders and supervisors make decisions about flexible work, they should do so by first evaluating the work. In addition, given the small number of intervention studies on the health effects of flexitime (only one study on flexitime was retrieved that fulfilled our inclusion criteria) we call for studies to address this specific deficit. However, the authors pooled participants on involuntary parttime contracts with those working on a poverty wage into a group categorised as inadequately employed. These findings are limited, however, in that health outcomes are measured after a transition to overtime and there is no data on the amount of overtime worked (i.e. Bambra C, Semantic Scholar is a free, AI-powered research tool for scientific literature, based at the Allen Institute for AI. Clearly more research is needed to explore this possibility further. in this review flexible working conditions are characterised by three working principles: contractual flexibility (employer or employee fluidity regarding employment contracts), spatial flexibility (employer or worker control and choice regarding place of work) and temporal flexibility (employer and worker choice regarding the distribution of A flexible work schedule doesn't lend itself to every industry or working environment, however, the more freedom you give your employees, the happier and more productive they will be. In January 2021, we announced and began a targeted transition to a flexible way of work. Whitehead M, Changes in diastolic blood pressure were nonsignificant (numerical data reportedgraphically only). Many of the studies were undertaken in homogenous groups, such as female healthcare workers, so generalisability to the wider population is limited. Likewise, we retrieved no relevant publications fulfilling our inclusion criteria from the website searches. Mental health: psychological stress (GHQ12, Unclear as to whether overtime was dictated by the employer or requested by the employee, Controlled before and after study, 12, 24 and 36 months follow up, Australia,workers with various types of employment, Gradual retirement defined as a retirement transition characterised by a progressive withdrawal from work or a withdrawal and then return parttime, Mental health: positive and negative affect (, Unclear but likely to be workernegotiated to enhance postretirement life satisfaction, Controlled before and after study, 24month follow up, National Longitudinal Survey of Youth, USA, Involuntary parttime employment (inadequate employment), Mental health: psychological functioning (Center for Epidemiologic Studies Depression scale CESD), Multiple intervention study, outcome data are reported for involuntary parttime workers pooled with workers on a poverty wage, Controlled before and after study, 3 and 6 months follow up, Corporate office of a Midwestern utility organisation, nonsupervisory (professional, clerical and technical) and supervisory personnel. Martimo KP, Sullivan C, Although two studies (Kandolin 1996 and Pryce 2006) considered the outcome 'stress' they used different instruments and constructed this outcome in different ways: the former referred to mental stress (measured in the Occupational Stress Questionnaire, Elo 1992) while the latter measured stress symptoms, using three validated fouritem scales: behavioural cognitive and somatic symptoms (developed by Setterlind 1995). Bauman AE, KailaKangas L, For example, the decision to implement flexible working might have related to an employers efforts to decrease costs, maximise workflow or to respond to production requirements. Whitehead M, Whitehead M, The inequality paradox: the population approach and vulnerable population, Can we disentangle life course processes of accumulation, critical period and social mobility? Dynamics of decisionmaking ) level ( e.g measures to capture data on the rationale for Strategic! 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