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This thesis interacts with the cultural values and societal expectations behind Japan’s overtime work ethic, and attempts to examine whether a universal human rights perspective can interact with the deeply rooted Japanese cultures and values. This is done with the help of previously conducted research and semi-structured interviews, which then allows for a better understanding of why overtime work is deeply rooted within Japanese culture, and why the application of human rights due diligence at the workplace is difficult to obtain. A qualitative study of semi-structured interviews has been conducted with 12 ethnic Japanese participants. The findings showed several connections between the participant’s answers, such as overtime work being an unwritten rule, and an expectation as a service to the society, to the previously conducted research. Although overtime work may change and differ in ratio depending on which company you are working for, it still is prevalent within Japanese society as a norm.Whether this is a human rights concern was debatable, since some participants argued it to be a vital part of the Japanese commitment to society, while other participants believed that it becomes problematic when personal choice and opinions are shunned or overlooked. These in turn result in other consequences such as depression, isolation, and even death. The thesis concludes that universal human rights values may not always go hand in hand with cultural values, but may allow new light to be shed on a contested phenomenon.

The aim of the paper is to make the reader acquainted with questions of labour law in the Czech Republic and Austria especially in terms of labour conditions, consequently to analyse and evaluate labour issues such as vacation, working hours, remuneration, overtime pay, maternity and paternity leave, working overtime or at night. In a theoretical part of the paper the main focus lies on beginning of employment, labour conditions and last but not least on termination of employment. In a practical part interesting areas in connection with labour relations and comparing Czech and Austrian situation are described, such as part-time employment, average working time during a week or 4-days working week.

Le contexte de pénurie de personnel infirmier doublée d’une organisation du travail sous optimale a pour conséquence d’augmenter le risque d’un bris de service qui est souvent contré par l'usage du Temps Supplémentaire Obligatoire (TSO). Cette méthode de gestion impose des pressions grandissantes sur les infirmières. L’usage du TSO entraine des effets néfastes pour les usagers, les infirmières ainsi que les organisations de santé. Le but de cette étude est d’identifier des interventions ayant le potentiel de réduire l’usage du TSO et faire une analyse critique des effets potentiels ou démontrés de celles-ci. Méthode Une revue narrative de la littérature a été réalisée afin d’identifier les interventions présentées comme ayant le potentiel de réduire l’usage du TSO. La revue narrative a suivi le modèle Scale for the Assessment of Narrative Review Articles. Nos recherches ont permis d’identifier 12 interventions rapportées pouvant réduire l’usage du TSO. Elles sont applicables à l’un ou plusieurs de 4 différents niveaux dans l’organisation des services de santé, soit le niveau législatif, le niveau systémique, le niveau organisationnel ainsi que le niveau d’une unité de soins. Cette étude permet de mettre en lumière plusieurs interventions ayant le potentiel de réduire le TSO, mais il existe peu de données probantes les appuyant. Il semble que plusieurs interventions concomitantes pourraient avoir un effet plus fort sur le TSO. D’autres interventions ayant un effet sur des facteurs déterminants du TSO pourraient également avoir un effet potentiel sur celui-ci. Notre étude met en évidence le besoin de recherches étoffées sur les interventions pouvant enrayer le TSO des systèmes de santé. / The context of nursing staff shortage added to a sub-optimal management of resources has the consequence of increasing the odds of a break in service which is often countered by the use of mandatory overtime. This management method places increasing pressure on nurses. The use of mandatory overtime has harmful effects on patients, nurses and healthcare organizations. The aim of this study is to identify and critically analyze interventions that reduce mandatory overtime. Method A narrative review of the literature was performed to identify interventions used to reduce the use of mandatory overtime. The narrative review followed the Scale for the Assessment of Narrative Review Articles (SANRA) model. Our research identified 12 interventions that were reported as having the potential to reduce the use of mandatory overtime. They are applicable at 4 different levels in the organization of health services, namely the legislative level, the systemic level, the organizational level as well as the level of a care unit. Among these interventions, some seem to stand out, but few have been the subject of rigorous studies. We found several interventions that seem to have the potential to reduce mandatory overtime, but there exists very little evidence-based literature to support them. It seems that multiple concomitant interventions have a greater effect on mandatory overtime. Other interventions having an effect on determinant factors of mandatory overtime could have a potential effect on mandatory overtime. Even so, a need for studies showing the impact of interventions on mandatory overtime seems evident in light of our review.

BACKGROUND: The prevalence and burden of cardiovascular disease (CVD) is a concern. While CVD events will occur later in a woman’s life, modifiable risk factors for CVD occur earlier during adult years. While, there is strong evidence linking modifiable risk factors to CVD, the influence of the work environment on CVD risk is poorly understood. OBJECTIVES: The study objectives were to: 1) determine the prevalence of cardiovascular risk indicators; 2) determine the relationships between work patterns and lifestyle behaviours in female hospital workers; 3) determine the relationships between work patterns and cardiovascular risk indicators; and 4) determine the relationships between work patterns, lifestyle behaviours and cardiovascular risk while controlling for covariates. METHODS: Participants were female hospital workers (N= 466) from 2 hospital sites in Southeastern Ontario. Cardiovascular risk data were obtained through anthropometric measurements, blood sampling and self-report. Work pattern data were collected through self-report and linked with hospital administrative work data. Lifestyle behaviour data were obtained through self-report using validated questionnaires. Metabolic syndrome was classified in accordance with the National Cholesterol Education Program Adult Treatment Panel (NCEP ATP) (III) guidelines. RESULTS: Approximately 1 in 4 female participants had the metabolic syndrome, with elevated waist circumference being the most common CVD risk factor. After adjustments, the multivariate analysis found a few key significant associations between irregular work patterns, specifically extended shifts and CVD risk, specifically elevated systolic and diastolic blood pressure. However, consistent with the literature, the bivariate analyses revealed that after 6 or more years of shift work, female workers were more likely to develop the metabolic syndrome (OR 1.9, 95% CI 1.12, 3.17) and abdominally obesity (OR = 2.0, 95% CI, 1.31, 3.11). CONCLUSIONS: The findings from this study suggest that generally work patterns do not influence the development of unhealthy behaviours and cardiovascular risk factors, although a few key exceptions exist. Further research is needed to elucidate the mechanisms linking harmful and protective work pattern characteristics to CVD risk. Given the prevalence of abdominal obesity and overall CVD risk, hospital decision makers need to consider cardiovascular health within healthy workplace initiatives as the healthcare workforce is aging. / Thesis (Master, Nursing) -- Queen's University, 2009-09-24 18:39:03.718

In Sweden the National Bureau of Statistics has reported an increase in stress-related disorders and sleep problems since the mid-1990’s. They also report that the number of hours of overtime worked has increased. Previous research on work-related stress and overtime work has demonstrated associations with altered physiological arousal, increased risk for stress related diseases, shorter sleep, greater fatigue and impaired performance. However, there is a lack of knowledge on the effects within individuals. The general aim of the thesis was to investigate the effect of overtime work and increased work stress on sleep, the diurnal pattern of cortisol, sleepiness and subjective stress in a within-subject design. In addition, it examined individual differences in the diurnal cortisol response to stress. We used a combination of methods – questionnaires, sleep and wake diaries, objective measures of sleep, stress hormones (salivary cortisol) and ambulatory measures of heart rate and blood pressure. Studies followed office workers during two different conditions of (I) high/low work stress and (II) overtime work respectively. The individual differences in the cortisol response to stress from study I prompted study III. In this study we examined two groups that showed different cortisol responses to stress. In conclusion, the results (I) demonstrated that a week with higher workload and stress affects physiological stress markers such as cortisol, and is associated with increased sleepiness and problems of unwinding at bedtime, shorter sleep duration and longer work hours. Furthermore (II) overtime work, under conditions of relatively low workload, was shown to be associated with modest effects on physiological markers of arousal. More pronounced effects were found on sleep and fatigue, with greater problems during overtime work. Study III indicated that individual differences in cortisol response to stress maybe related to fatigue and exhaustion.

Titel: “Jag hinner aldrig igenom min ‘to do’-lista” Undertitel: En dagboksstudie om hur heltidsanställda med flexibelt arbete använder sin tid Författare: Cecilia Bergqvist och Larglinda Sopaj Handledare: Jean-Charles Languilaire Nivå: Kandidatuppsats inom företagsekonomi, vårterminen 2019 (15 hp) Nyckelord: flextid, flexibelt arbete, övertid, work-life conflict, gränslöst arbete, time, time management Forskningsfråga: Hur använder heltidsanställda med flexibelt arbete sin tid? Syfte: Att beskriva hur heltidsanställda med flexibelt arbete använder sin tid. Metod: Studien bygger på ett praktiskt problem med begränsad tidigare forskning om ämnet. Därför tillämpades ett induktivt tillvägagångssätt för att svara på studiens syfte. Forskarnas vetenskapliga förhållningssätt är hermeneutiskt. Empiriska data samlades in genom kvalitativa och kvantitativa frågor och analyserades därefter på ett kvalitativt sätt som en tematisk analys. Empirisk insamling: Empiriska data samlades in genom en dagbok på 5-arbetsdagar, rapporterad av 15 deltagare. För att delta i dagbokstudien krävdes att individen uppfyllde två kriterier, att: 1) vara heltidsanställda och 2) ha flexibla arbetstider. Dagboken innehöll både kvalitativa och kvantitativa frågor. Resultat och slutsats: Eftersom resultatet visar på att 73,3% av deltagarna arbetade övertid, är det då rimligt att dra slutsatsen att flexibelt arbete kan leda till att individer arbetar övertid. På grund av att deltagarna arbetade övertid påverkades deltagarnas fritid ofta negativt. Många av deltagarna hade konflikter mellan arbetsrollen och privatrollen, vilket resulterade i att dessa roller var inkompatibla. Konflikterna visades ofta genom att deltagarna avbokade eller bortprioriterade fysiska aktiviteter på grund av övertid. Resultatet visade på att anställda hade god time management och använde sin tid effektivt, men obalans mellan inflöde och utflöde av arbetsuppgifter resulterade i att anställda ofta kände att de inte hann klart med sina arbetsuppgifter. Resultaten visade även ett svagt positivt samband mellan nöjdhet över dagens arbetsinsats och påverkat välmående. Deltagarna som hade barn som bodde hemma brukade ofta ha ett mer strukturerade arbetsrutiner, medan individer som inte var föräldrar eller barnen hade flyttat hemifrån, brukade ofta ha mindre strukturerade arbetsrutiner. / Title: “I never have enough time to finish my to-do list” Subtitle: A diary study showing how full-time employees with flexible working hours use their time. Authors: Cecilia Bergqvist and Larglinda Sopaj Advisor: Jean-Charles Languilaire Level: Bachelor thesis in Business Administration, Spring 2019 (15 credits) Keywords: flextime, flexible work, overtime, work-life conflict, boundaryless work, time, time management Question: How do full-time employees with flexible working hours use their time? Purpose: Describe how full-time employees with flexible working hours use their time. Method: The study is based on a practical problem with limited previous studies on the matter. Therefore, an inductive approach was implemented to answer the purpose of the study and the researchers’ scientific approach to data is hermeneutic. Empirical data was collected through qualitative and quantitative questions, and thereafter analyzed in a qualitative manner as a thematic analysis. Empirical framework: Empirical data was collected by a 5-workday diary reported by 15 participants. To participate in the diary study, an individual had to meet two criteria: (1) they must be full-time employee and (2) must have flexible working hours. The diary included both qualitative and quantitative-based questions. Results and conclusion: Since the results show that 73.3% of participants were working overtime, it is reasonable to conclude that flexible working hours can lead to individuals working overtime. Furthermore, due to the overtime, participants’ spare time was often affected negatively. Indeed, many participants had work-life conflicts, where the work-life and the private life were incompatible. This phenomenon is evident through reported cancelled or rebooked physical training due to extended working hours. Additionally, participants who had minor children usually had a more coherent and predictable working schedule. On the other hand, individuals who were not parents of minor children had less coherent and less predictable working schedule. The results from the study also showed that the participants had good time management and used their time effectively, but the consistent imbalance between ingoing work tasks and outgoing work tasks resulted in participants often felt like they never finished their task assignments. The results also showed a slight positive correlation between satisfaction over the work effort of the day and the impact on well-being

Made available in DSpace on 2016-04-26T20:21:05Z (GMT). No. of bitstreams: 1 Denis Domingues Hermida.pdf: 8446847 bytes, checksum: 8056c52cc4f1b810717f8365e1494a66 (MD5) Previous issue date: 2012-08-10 / Technologies based on mobile devices, telematics wireless networks and sensors have given rise to changes in the regime of visibility which is the way people see and are seen in society. At present the regime of visibility is based not only on the physical space or on the limits of human vision, but also on cyber space, the so-called enlarged space . The concept of enlarged space includes representations in the form of images, sounds and even tactile sensations relating to a reality that may be physically far from the individual. Despite the physical distance, the enlarged space allows individuals not only to have access to this reality but also to interact with it. The regime of visibility is a value appreciated by society in factual realities and therefore is part of the juridical experience and it should, in the light of 'ethicity', govern normatized facts when the legal norm is construed. Changes in the regime of visibility in a society may give rise to a change in the norm, which is to be understood as a change in the content of a norm despite the fact that the statute (the legal text) may remain unchanged. This is so especially for those legal rules which constitutive elements are based on visibility. Automatic Vehicle Location systems are an assembly of technologies and pieces of equipment which allow the position of a vehicle to be known. These systems also allow related operations to take place such as transmission of information available on board, and at their current stage, these systems also allow their users to have access to reliable and highly accurate information in real time. The systems managers therefore have access to an enlarged space of the work environment which goes well beyond the limited physical space of the company s headquarters. This new space is limitless and managers are able to monitor the vehicle and the driver as they travel, and to monitor the driver s behavior during work activities outside the headquarters. The Automatic Vehicle Location systems available in the Brazilian market allow employers to control the work hours, compliance with orders and the quality of service of driver employees who work on the road. It is no longer justifiable to rule out the right to overtime pay of this type of employees based on Item I of Article 62 of CLT, Consolidation of Labor Laws. The change in the regime of visibility has given rise to a change in the legal norm construed based on Item I of Article 62 of CLT, Consolidation of Labor Laws / As tecnologias fundadas em dispositivos móveis, redes telemáticas sem fio e sensores geraram mudança no regime de visibilidade, que é a forma como os indivíduos vêem e são vistos na sociedade. Atualmente, o regime de visibilidade baseia-se não exclusivamente no espaço físico ou nos limites de alcance do olho humano, mas também no espaço informacional, que é denominado espaço ampliado e conceituado como representações, sob a forma de imagens, sons e até mesmo de sensações táteis, de uma realidade que natural e fisicamente seria distante do cidadão comum, permitindo ao indivíduo não só ter efetivo acesso a essa realidade, como também com ela interagir. O regime de visibilidade é um valor cultuado pela sociedade em realidades factuais que se apresentam e, portanto, faz parte da experiência jurídica, devendo, frente à eticidade , incidir sobre os fatos normados quando da construção da norma jurídica. A mudança, numa sociedade, do regime de visibilidade é capaz de gerar mutação normativa, entendida como modificação do conteúdo de uma norma jurídica apesar da manutenção do enunciado prescritivo (texto legislativo), especialmente naquelas normas jurídicas cujos elementos constitutivos baseiam-se na visibilidade. Os sistemas Automatic Vehicle Location são resultado de uma montagem de tecnologias e equipamentos que permitem o conhecimento da posição de um determinado veículo, bem como a realização de operações associadas, como a transmissão de informações disponíveis a bordo, sendo que o atual estado da técnica de tais sistemas permite aos seus usuários o acesso a informações fidedignas com alto grau de precisão e em tempo real, proporcionando ao seu gestor um espaço ampliado do ambiente de trabalho, que extrapola em muito o limitado território físico da sede da empresa e é ilimitado, acompanhando o deslocamento do veículo e de seu condutor, bem como revelando o comportamento do condutor no transcurso da atividade laboral externa. Através dos sistemas Automatic Vehicle Location disponíveis no mercado brasileiro é absolutamente possível ao empregador controlar a freqüência, o cumprimento de ordens e a qualidade do serviço do empregado-motorista rodoviário com atividade eminentemente externa, não mais se justificando o afastamento do direito a horas extras à essa categoria de empregados sob o fundamento de enquadramento no inciso I do artigo 62 da CLT. Tem-se, pois, que a mudança no regime de visibilidade gerou mutação na norma jurídica construída a partir do inciso I do artigo 62 da CLT

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