scholarly journals It's not the evidence, it's the way you use it: is clinical practice being tyrannised by evidence?

2008 ◽  
Vol 32 (2) ◽  
pp. 204 ◽  
Author(s):  
Kathy Stiller
Keyword(s):  
Working Hours ◽  
Later Life ◽  
Full Time ◽  
Clinical Expertise ◽  
Range Of Movement ◽  
External Evidence ◽  
Time Work ◽  
Part Time ◽  
Movement Function ◽  
Time Position

?Good doctors use both individual clinical expertise and the best available external evidence, and neither alone is enough. Without clinical expertise, practice risks becoming tyrannised by evidence, for even excellent external evidence may be inapplicable to or inappropriate for an individual patient.?1 (p. 72) I am a senior physiotherapist and clinical researcher and in the comparatively early stages of a sero-negative spondyloarthropathy that may well develop into full blown ankylosing spondylitis (AS). The severity of my symptoms was such that in 2005 I had to relinquish the full-time position I had held for 21 years and reduce my working hours to 12 hours per week in a nonclinical role. To set the picture of my symptoms at their worst, I was unable to sit for more than a few minutes a day because of severe axial pain, forced to do all work in kneeling, standing or lying positions, with social activities likewise restricted. In order to sleep I often needed strong analgesia and icepacks, only to wake 2?3 hours later. Life was pretty tough. After little response to conventional medications, I started a tumour necrosis factor a (TNF-a) blocker (Infliximab) in March 2007 with a significant and dramatic response. As well as markedly decreasing my pain and fatigue, and improving range of movement, function and quality of life, Infliximab has enabled me to commence some additional part-time work as a medical writer.

Stepping in, stepping out or staying put? Part-time work and immigrant integration in Norway

2019 ◽  
pp. 159-186 ◽  
Author(s):  
Hanne Cecilie Kavli ◽  
Roy A. Nielsen
Keyword(s):  
Labour Market ◽  
Working Hours ◽  
Immigrant Integration ◽  
Full Time ◽  
Strong Focus ◽  
Time Work ◽  
Risk Event ◽  
Part Time ◽  
Stable Part ◽  
Part Time Work

Migrants are often at a disadvantage in the labour market. Increased migration has therefore led to a strong focus in receiving countries on policy that can facilitate employment. Less attention is paid to working hours, contracts or type of work. The workplace is viewed as an arena where immigrants can improve language skills and establish contacts through which they can achieve upwards mobility in the labour market. We investigate transfers out of part-time work among immigrants and natives in Norway. By means of competing risk event history analyses, we compare transitions from part-time work to either full-time positions or exits from the labour market over five years among Norwegians and different groups of immigrants. Stable part-time is less common among immigrants than among natives, as immigrants have higher transfers to both full-time work and unemployment. Immigrants - men and women - have the same or higher likelihood of transitioning from part-time to full-time compared to natives. This suggest that immigrants are more often involuntarily in part-time and that they benefit from the opportunity to demonstrate their skills to employers. However, immigrants also have higher exit risk and this risk increases with short working hours, indicating a higher level of precariousness.

“What Type of a Grown Man Doesn’t Have a Full-Time Job?”

2020 ◽  
pp. 86-102
Author(s):  
David S. Pedulla
Keyword(s):  
Cultural Beliefs ◽  
Full Time ◽  
Initial Screening ◽  
Time Work ◽  
Part Time ◽  
Time Position ◽  
And Gender ◽  
Ideal Worker Norm ◽  
Ideal Worker ◽  
Part Time Work

This chapter aims to understand why part-time work and gender interact with one another in the field experiment. The masculine nature of the ideal worker norm and the feminized nature of part-time employment are central to understanding the gender-differentiated ways that hiring professionals treat workers with histories of part-time employment. During initial screening, employers likely do not have information about why a worker was in a part-time position, leaving them with significant uncertainty. Given a job applicant's narrative is unlikely to be available at this moment of initial screening, one way that employers make sense of part-time employment is by drawing on the stereotypes and cultural beliefs about the gender of the worker to weave a narrative about the applicant's part-time experience. In this way, hiring professionals develop stratified stories.

scholarly journals Involuntary Full- and Part-Time Work: Employees’ Mental Health and the Role of Family- and Work-Related Resources

Societies ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 81
Author(s):  
Deborah De Moortel ◽  
Nico Dragano ◽  
Morten Wahrendorf
Keyword(s):  
Mental Health ◽  
Working Hours ◽  
Full Time ◽  
Standard Work ◽  
Work Related ◽  
Family And Work ◽  
Time Work ◽  
Part Time ◽  
Part Time Work ◽  
Male Workers

Resources related to a good work-life balance may play an important role for the mental health of workers with involuntary working hours. This study investigates whether involuntary part-time (i.e., working part-time, but preferring full-time work) and involuntary full-time work (i.e., working full-time, but preferring part-time work) are associated with a deterioration of mental health and whether family- and work-related resources buffer this association. Data were obtained from the German Socio-Economic Panel (GSOEP) with baseline information on involuntary working hours and resources. This information was linked to changes in mental health two years later. We found impaired mental health for involuntary full-time male workers and increased mental health for regular part-time female workers. The mental health of involuntary full-time male workers is more vulnerable, compared to regular full-time workers, when having high non-standard work hours and when being a partner (with or without children). Involuntary part-time work is detrimental to men’s mental health when doing a high amount of household work. This study is one of the first to emphasize the mental health consequences of involuntary full-time work. Avoiding role and time conflicts between family and work roles are important for the mental health of men too.

scholarly journals Part-Time Work and Gender Inequality in Europe. A Comparative Analysis of Satisfaction with Work–Life Balance

2018 ◽  
Author(s):  
Barbara Beham ◽  
Sonja Drobnič ◽  
Patrick Präg ◽  
Andreas Baierl ◽  
Janin Eckner
Keyword(s):  
Working Hours ◽  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Substantial Part ◽  
Full Time ◽  
Life Balance ◽  
Time Work ◽  
Part Time ◽  
Part Time Work

Part-time work is an increasingly common strategy for handling work and family—but is it an effective strategy everywhere and for everyone? To answer this question, we examine the satisfaction with work–life balance of workers in 22 European countries included in round five of the European Social Survey. Our results show that part-time workers are more satisfied with their work–life balance than full-time workers; the more so, the fewer hours they put in. Yet, we find an important gender difference: Women in marginal part-time work (< 21 hours/week) are more satisfied than men in a similar situation, and conversely men in full-time work are more satisfied than women working full-time. Further, the societal context plays an important role: substantial part-time work (21–34 hours/week) is more conducive to satisfaction with work–life balance in more gender-egalitarian countries than in countries with low gender equality. Hence, a supportive gender climate and institutional support may entice workers to reduce working hours moderately, which results in markedly increased levels of SWLB.

scholarly journals What Comes after Caring? The Impact of Family Care on Women’s Employment

2019 ◽  
Vol 41 (9) ◽  
pp. 1387-1419 ◽  
Author(s):  
Ulrike Ehrlich ◽  
Katja Möhring ◽  
Sonja Drobnič
Keyword(s):  
Family Care ◽  
Working Women ◽  
Working Hours ◽  
Full Time ◽  
Paid Work ◽  
Time Work ◽  
Shared Frailty ◽  
Part Time ◽  
The Impact ◽  
Extensive Family

Previous research has shown that women providing family care tend to decrease paid work. We take the opposite perspective and examine how current and previous family care tasks influence women’s likelihood to (re-)enter employment or to increase working hours. Family care is defined as caring for an ill, disabled or frail elderly partner, parent, or other family member. Using German Socio-Economic Panel data, we apply Cox shared frailty regression modeling to analyze transitions (1) into paid work and (2) from part-time to full-time work among women aged 25–59. The results indicate that in the German policy context, part-time working women providing extensive family care have a lower propensity to increase working hours. When family care ends, the likelihood that part-time working women change to full-time does not increase. Homemaking women’s likelihood of entering the workforce is not influenced by either current or previous family care tasks.

scholarly journals Employment Adjustment and Part-Time Work: Lessons from the United States and the United Kingdom

2019 ◽  
Vol 11 (1) ◽  
pp. 389-435 ◽  
Author(s):  
Daniel Borowczyk-Martins ◽  
Etienne LalÉ
Keyword(s):  
Working Hours ◽  
The United States ◽  
Full Time ◽  
The United Kingdom ◽  
Employment Adjustment ◽  
Time Work ◽  
Labor Adjustment ◽  
Part Time ◽  
Stock Flow ◽  
Part Time Work

We document that fluctuations in part-time employment play a major role in movements in hours per worker during cyclical swings in the labor market. Building on this result, we develop a stock-flow framework to describe the dynamics of part-time employment. The evolution of part-time employment is predominantly explained by cyclical changes in transitions between full-time and part-time employment. Those transitions occur overwhelmingly at the same employer, entail sizable changes in individual working hours and are associated with an increase in involuntary part-time work. Our findings provide a novel understanding of the cyclical dynamics of labor adjustment on the intensive margin. (JEL E24, E32, J22, J23)

scholarly journals Mixed Working Hours in the Conditions of the COVID-2019 Pandemic

2021 ◽  
Vol 1 (516) ◽  
pp. 207-212
Author(s):  
S. H. Rudakova ◽  
◽  
L. V. Shchetinina ◽  
N. S. Danylevych ◽  
A. S. Kohdenko ◽  
...  
Keyword(s):  
Working Hours ◽  
Working Time ◽  
Full Time ◽  
Remote Work ◽  
Sociological Study ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Time Work ◽  
Part Time ◽  
Mixed Modes

The article is aimed at valuating the experience of using mixed modes in the context of the COVID-2019 pandemic based on the results of sociological studies as well as substantiating the potential for the development of legal and regulatory provision. In the context of the pandemic, many enterprises switched to remote work and the working hours changed. For Ukraine, this is a new experience in implementing online work and a more flexible working day, so it is important to study this issue. During the COVID-2019 pandemic, enterprises faced the only legal opportunity to organize their activities through work at home. The authors carried out a sociological study on the use of mixed modes in the context of the COVID-2019 pandemic, which found out that 69.6% of respondents work remotely, 60.9% work on a flexible schedule, and 43.5% of respondents account for part-time work. 73.9% of the respondents faced mixed working modes. Regarding the preparedness of business owners to work in the new conditions, it is found out that the majority of respondents are satisfied with how their organization has switched to a remote or mixed form of work. Remote work can be combined with other modes, such as part-time or flexible working hours and full-time work. This combination can be considered as a mixed working time mode. According to the outcome of sociological researches, the use of mixed working hours is already a common reality, not an exception. Use of them has its own peculiarities in various spheres of activity, which requires further research. The survey identified the respondents both satisfied and dissatisfied with mixed working hours. It should be noted about the available potential to improve the legal and organizational-economic principles of using mixed modes of working time organization.

scholarly journals Überstunden, Ausgleichsmöglichkeiten, Gesundheit und Work-Life Balance

2020 ◽  
Vol 2020 (3) ◽  
Author(s):  
Corinna Brauner ◽  
Anne Marit Wöhrmann ◽  
Nils Backhaus ◽  
Anita Tisch
Keyword(s):  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Full Time ◽  
Regression Analyses ◽  
Life Balance ◽  
Overtime Work ◽  
Time Work ◽  
Part Time ◽  
Negative Relationships

Überstunden sind in Deutschland weit verbreitet. Repräsentative Daten von 7.765 Befragten der BAuA-Arbeitszeitbefragung 2017 zeigen, dass Beschäftigte im Durch-schnitt 3,9 Stunden pro Woche länger arbeiten als vertraglich vereinbart, wobei sich Unterschiede nach Geschlecht, Vollzeittätigkeit, Qualifizierung und Berufen zeigen. Über die Hälfte sind transitorische Überstunden, die durch Freizeit ausgeglichen wer-den. Ein Viertel wird ausbezahlt und jede fünfte Überstunde wird nicht abgegolten. Regressionsanalysen deuten auf einen negativen Zusammenhang von Überstunden mit Gesundheit und Work-Life-Balance hin. Dies gilt sowohl für transitorische Überstunden als auch bei Überstunden ohne Freizeitausgleich, für Teilzeit- und Vollzeitbeschäftigte und unter Kontrolle von Alter, Geschlecht, Bildungs- und Anforderungs-niveau, dem ausgeübten Beruf sowie der vertraglich vereinbarten Arbeitszeit. Overtime is widely spread in Germany. Representative data from 7.765 respondents from the BAuA-Working Time Survey 2017 show that employees work an average of 3.9 hours per week longer than contractually agreed, with differences according to gender, full-time work, qualification levels and occupations. More than half of these are transitory overtime hours, which are compensated by free time. A quarter is paid and every fifth hour of overtime is not compensated. Regression analyses point towards negative relationships with health and work-life balance. This applies to transitory overtime hours as well as for overtime hours without compensatory time off, full time and part time employees, and controlled for age, gender, qualification level, occupations, and contractual working hours. Stratified analyses show some different patterns for employees in night and shift work and for those with mainly private reasons for overtime work.

The self-designed career in later life: a study of older portfolio workers in the United Kingdom

2003 ◽  
Vol 23 (3) ◽  
pp. 281-302 ◽  
Author(s):  
KERRY PLATMAN
Keyword(s):  
Financial Risk ◽  
Job Insecurity ◽  
Later Life ◽  
Media Industry ◽  
Full Time ◽  
Older Individuals ◽  
Time Work ◽  
Part Time ◽  
Barriers And Opportunities ◽  
And Control

Secure, full-time jobs that last until the statutory retirement age have dwindled. Meanwhile, flexible forms of work have grown and are increasingly promoted as promising solutions to the ‘problem’ of economic inactivity in later life. Government committees, campaigning groups and management authors have warmly embraced the possibilities of self-employment, contract work, freelancing, consultancy and part-time work for those who need or want to work beyond the age of 50 years. Portfolio-type jobs appear to offer choice, opportunity and control for individuals in the final stages of a career. Working for a range of clients, so the argument goes, allows older people to bypass age-discriminatory barriers to employment and negotiate their own transition into retirement, but very little research has examined the viability of portfolio work in later life. This paper draws on a three-year study of freelance employment in the British media industry. The aim was to understand the conflicts, barriers and opportunities involved in portfolio careers in later life. It applies a critical realist perspective. The study found that older individuals were vulnerable to job insecurity and financial risk because of their diminishing networks and skills. They experienced a reduced flow of commissions, which hampered their ability to exert choice and control in the labour market.

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