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- Albrecht, Sophie C., 1988-, et al.
(författare)
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Prospective effects of work-time control on overtime, work-life interference and exhaustion in female and male knowledge workers
- 2024
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Ingår i: Scandinavian Journal of Public Health. - : SAGE Publications. - 1403-4948 .- 1651-1905. ; 52:2, s. 205-215
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Tidskriftsartikel (refereegranskat)abstract
- Aims: Employee-based flexible working hours are increasing, particularly among knowledge workers. Research indicates that women and men use work–time control (WTC; control over time off and daily hours) differently: while men work longer paid hours, women use WTC to counteract work–life interference. In a knowledge-worker sample, we examined associations between WTC and overtime, work–life interference and exhaustion and tested whether gender moderates the mediating role of overtime. Methods: The sample contained 2248 Swedish knowledge workers. Employing hierarchical regression modelling, we examined effects of control over time off/daily hours on subsequent overtime hours, work–life interference and exhaustion in general and in gender-stratified samples. Using conditional process analysis, we tested moderated mediation models. Results: Control over time off was related to less work–life interference (βmen= −0.117; 95% confidence interval (CI): −0.237 to 0.003; βwomen= −0.253; 95% CI: −0.386 to −0.120) and lower exhaustion (βmen= −0.199; 95% CI: −0.347 to −0.051; βwomen= −0.271; 95% CI: −0.443 to −0.100). For control over daily hours, estimates were close to zero. While men worked more overtime (42 min/week), we could not confirm gender moderating the indirect effect of control over time off/daily hours on work–life interference/exhaustion via overtime. Independent of gender, effects of control over time off on work–life interference were partly explained by working fewer overtime hours. Conclusions: Control over time off was related to lower exhaustion and better work–life balance (in particular for women). We found no evidence for men’s work–life interference increasing with higher WTC owing to working more overtime. Knowledge workers’ control over time off may help prevent work–life interference and burnout.
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| 2. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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Flourish, fight or flight : health in self-employment over time-associations with individual and business resources
- 2024
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Ingår i: International Archives of Occupational and Environmental Health. - 0340-0131 .- 1432-1246. ; 97, s. 263-278
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Tidskriftsartikel (refereegranskat)abstract
- Purpose: Using COR theory to study developments of health and other key resources in self-employed workers in Sweden over 6 years, this study: (1) explored whether the heterogenous group of self-employed workers contained subgroups with different health trajectories, (2) investigated whether these were more typical for certain individuals (with respect to age, gender, sector, education, employment status), and (3) compared the different health trajectories regarding resource development in mental well-being, business resources, employment status, work ability. Method: The study used data from the Swedish longitudinal occupational survey of health (SLOSH) and included participants working as self-employed or combiner (N = 2642). Result: Five trajectories were identified with latent class growth curve model analysis (LCGM). Two health trajectories with (1) very good, respective (2) good stable health (together comprising 78.5% of the participants), (3) one with moderate stable health (14.8%), (4) one with a U-shaped form (1.9%), and (5) one with low, slightly increasing health (4.7%). The first two trajectories flourish: they maintained or increased in all key resources and were more likely to remain self-employed. Trajectories three and five consist of those who fight to maintain or increase their resources. Workers in the U-shaped health trajectory show signs of fight and flight after loss in health and other key resources. Conclusions: Studying subgroups with different resource developments over time was suitable to understand heterogeneity in self-employed workers. It also helped to identify vulnerable groups that may benefit from interventions to preserve their resources.
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| 3. |
- Plückelmann, Clara, 1993-, et al.
(författare)
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Women’s and men’s experiences with participative decision-making at workplace and organizational levels
- 2024
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Ingår i: Frontiers in Psychology. - 1664-1078. ; 14
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Tidskriftsartikel (refereegranskat)abstract
- Introduction: The concept of participative decision-making (PDM) has been well established as a positive organizational factor, and has recently gained attention as a measure of gender inclusivity in the workplace. However, findings regarding gender differences in the experiences of PDM are inconclusive. This study hypothesized that women perceive themselves as less influential than men at the organizational level rather than at the workplace level. Furthermore, the study explored whether these assumed gender differences depend on the gender typicality of occupational positions and professions. We expected gender differences to be more pronounced for male-typed positions and professions (e.g., leadership, engineer) compared to non-male-typed occupational positions and professions (e.g., non-leadership, nurse).Methods: Data on experiences with participative decision-making at the workplace and organizational levels were drawn from a large representative Swedish survey (N = 10,500; 60% women).Results: Results showed that women experienced being less influential than men at the organizational level, whereas the experiences of women and men did not differ at the workplace level. The gender difference at the organizational level was not related to the gender typicality of position and profession.Discussion: The findings highlight the importance of the inclusion of both women and men in strategic, large-scale decisions for achieving gender equality at work.
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| 4. |
- Sousa-Ribeiro, Marta, et al.
(författare)
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Are Trajectories of Preferred Retirement Ages Associated with Health, Work Ability and Effort–Reward Imbalance at Work? Findings from a 6-Year Swedish Longitudinal Study
- 2024
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Ingår i: Work, Aging and Retirement. - : Oxford University Press (OUP). - 2054-4642 .- 2054-4650. ; 10:3, s. 225-240
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Tidskriftsartikel (refereegranskat)abstract
- Preferred retirement age (PRA) is one key dimension when studying retirement decision-making. However, little is known concerning how PRA develops over the late career years. This study used a person-centered approach to longitudinally investigate trajectories of PRA and how they differ in self-rated health, perceived work ability, and effort–reward imbalance (ERI) at baseline levels and over 6 years. The study used data from four waves (2010, 2012, 2014, and 2016) of the Swedish Longitudinal Occupational Survey of Health. The sample consisted of 1,510 individuals aged 50–55 in 2010, who answered to the questionnaire for those in paid work (including self-employment) at the baseline and at least one of the following waves. Results from the latent class growth curve modeling show both within- and between-person variability in PRA over the 6-year span. We found four distinct trajectories, which differed both at the baseline levels and in the patterns of change in PRA: “C1: normative, relatively stable PRA” (42% of all participants); “C2: considerably early, increasing PRA” (6% of the participants); “C3: late, relatively stable PRA” (4% of the participants); and “C4: early, increasing PRA” (49% of the participants). Participants revealed a clear preference for retirement before the age of 65. Trajectories comprising earlier PRA showed poorer self-rated health, poorer work ability, and higher levels of ERI at the baseline and over time. The findings reinforce the importance of healthy work environments that promote work ability and facilitate a balance between efforts and rewards for encouraging longer working lives.
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