P342 Relationship between work ability, work-life balance and related factors in millennial workers

2016 ◽  
Author(s):  
Jate Ratanachina ◽  
Pornchai Sithisarankul
Keyword(s):  
Work Ability ◽  
Work Life ◽  
Work Life Balance ◽  
Related Factors ◽  
Life Balance

Managing Diabetes in the Workplace

2020 ◽  
pp. 216507992096553
Author(s):  
Margaret McCarthy ◽  
Allison Vorderstrasse ◽  
Joeyee Yan ◽  
Angie Portillo ◽  
Victoria Vaughan Dickson
Keyword(s):  
Work Ability ◽  
Work Life ◽  
Work Life Balance ◽  
Full Time ◽  
Related Factors ◽  
Life Balance ◽  
Coworker Support ◽  
Work Related ◽  
Excellent Work ◽  
The Relationship

Background: Although many adults with diabetes are productive members of the workforce, loss of work productivity has been associated with diabetes. The purpose of this study was to explore the interrelationship between work-related factors and current work ability in adults with type 1 diabetes (T1D) and type 2 diabetes (T2D). Methods: This study used a convergent mixed-method design. We assessed the relationship between work-related factors and work ability using bivariate statistics and logistic regression. Work ability was measured using the Work Ability Index and Karasek’s Job Content Questionnaire (JCQ) was employed to measure job demands. Qualitative interviews ( n = 30) explored the relationship between diabetes and work. Findings: The sample ( n =101) was mostly female (65%) and White (74%). Most worked full-time (65%), had T2D (87%), an elevated glycated hemoglobin A1c ≥ 7% (56%), and were overweight (22%) or obese (68%). Only 33% of subjects self-reported their work ability as excellent. Four of the JCQ subscales (skill discretion, psychological demands, supervisor support, and coworker support), and work–life balance were significantly associated with work ability (all p < .05). In adjusted models, better coworker support (OR = 1.4; 95% CI = [1.04, 1.9]) and better work–life balance (OR = 1.3; 95% CI = [1.1, 1.5]) were associated with excellent work ability. Many stated their diabetes impacted them at work and spoke of the effects of stress. Few engaged in workplace wellness programs. Conclusion/Application to Practice: Social support and work–life balance were associated with excellent work ability. Engaging workers with diabetes in workplace educational programs may take strategic efforts by occupational health staff.

Abstract P293: Work Ability in Adults With Diabetes: A Mixed Methods Study

Circulation ◽  
2020 ◽  
Vol 141 (Suppl_1) ◽  
Author(s):  
Margaret M McCarthy ◽  
Allison Vorderstrasse ◽  
Joeyee Yan ◽  
Angie Portillo ◽  
Victoria V Dickson
Keyword(s):  
Mixed Methods ◽  
Work Ability ◽  
Hemoglobin A1c ◽  
Wellness Programs ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Working Adults ◽  
Excellent Work ◽  
Worker Support

Introduction: Over 30 million Americans have a diagnosis of diabetes. The estimated cost of diagnosed diabetes in 2012 was $245 billion, including $69 billion in reduced productivity. Although many adults with diabetes are productive members of the workforce, loss of work productivity has been associated with the presence of diabetes. Hypothesis: We tested the hypothesis that work-related factors were associated with work ability in a sample of working adults with diabetes. Methods: This was a cross-sectional mixed methods descriptive design used to study a national convenience sample of 101 working adults with diabetes. Subjects were recruited through the online tool ResearchMatch, and completed surveys using the secure web application REDCap. Valid surveys assessed job content, work-life balance, work limitations and work ability, followed by qualitative telephone interviews in a sub-sample of 30 adults. Adjusting for hemoglobin A1c and diabetes duration, factors significant in the bivariate statistics were included in the stepwise logistic regression with the outcome of excellent work ability. Lastly, quantitative and qualitative data were integrated for analysis. Results: The sample was 65% female with mean age 54.1±10.5. The majority were White (74%), non-Hispanic (93%), married (51%), worked full-time (65%) and had type 2 diabetes (87%) with a mean duration of 12.4±9.5 years. Less than half (42%) reported their most recent hemoglobin A1c was <7%. They worked 36±14 hours per week and the majority rated their current work ability as either good (42%) or excellent (33%). Factors associated with work ability included co-worker support (p=.007), work-life balance (p<.0001), skill discretion (p=.02), psychological demands (p=.006), and supervisor support (p=.03). Two factors were independently associated with self-reported excellent work ability: increasing co-worker support improved the odds of excellent work ability (OR: 1.4; 95% CI: 1.04-1.9; p=0.025) and poorer work-life balance decreased the odds or excellent work ability (OR: 0.77; 95% CI: 0.67-0.89; p <.0001). Qualitative: Several themes emerged from the data. Most reported no impact of work on keeping medical appointments or managing diabetes at work, and diabetes management was better during a work day since they were on a schedule. Very few report wellness programs at work, and if they exist (e.g. exercise or weight loss program), most do not engage in them. Data integration: Those who reported an excellent work ability also expressed less stress and more control over their daily routine. Conclusions: The majority of the sample reported good or excellent work ability which was related to less stress and more job control. Workers may benefit from wellness programs that address not only diabetes self-management but also job stress, ways to improve co-worker support, and maintaining optimal work-life balance.

Relationships between work–life balance and job-related factors among child welfare workers

2013 ◽  
Vol 35 (9) ◽  
pp. 1447-1454 ◽  
Author(s):  
Lei Wu ◽  
Binahayati Rusyidi ◽  
Nancy Claiborne ◽  
Mary L. McCarthy
Keyword(s):  
Child Welfare ◽  
Work Life ◽  
Work Life Balance ◽  
Child Welfare Workers ◽  
Related Factors ◽  
Life Balance ◽  
Welfare Workers

scholarly journals Basic Model of Work-life Balance for Married Women Working in Public Sector in Penang, Malaysia

Webology ◽  
2020 ◽  
Vol 17 (2) ◽  
pp. 882-895
Author(s):  
Kalthum Hassan
Keyword(s):  
Public Sector ◽  
Working Women ◽  
Working Hours ◽  
Married Women ◽  
Work Life ◽  
Work Life Balance ◽  
Employee Assistance ◽  
Related Factors ◽  
Life Balance ◽  
Basic Model

This paper is to discuss a basic model of work-life balance for married women working in public sector. The model is formulated based surveys received from seventy-six (76) respondents working in various public sectors in Komplek Tun Abdul Razak (KOMTAR) Penang. The study discovered that basically there are two main factors contribute to work-life balance, family related factors and job-related factors. In addition, to achieve work-life balance and to ensure productive and efficient working women, there should be incentives and services provided by the employers and government/non-government agencies to ease the burden of working women both in managing their families and their work. The incentives and services suggested by the respondents are suitable and flexible leave policies, dependent care centres, flexible working hours and work-family activities and support system and also counselling service or employee assistance programme. Since the model is formulated based on a study carried-out only on a small number of respondents, further studies should be carried-out to confirm the model or to up-grade the model. However, the model can be a basic model for more detail and comprehensive model of work-life balance for working women in Malaysia in future.

scholarly journals Work–Life Balance: Weighing the Importance of Work–Family and Work–Health Balance

2020 ◽  
Vol 17 (3) ◽  
pp. 907 ◽  
Author(s):  
Andrea Gragnano ◽  
Silvia Simbula ◽  
Massimo Miglioretti
Keyword(s):  
Job Satisfaction ◽  
Work Ability ◽  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Parental Status ◽  
Online Questionnaire ◽  
Life Balance ◽  
Work Health ◽  
Work Family

To date, research directed at the work–life balance (WLB) has focused mainly on the work and family domains. However, the current labor force is heterogeneous, and workers may also value other nonworking domains besides the family. The aim of this study was to investigate the importance of other nonworking domains in the WLB with a particular focus on health. Moreover, the importance of the effects of the work–family balance (WFB) and the work–health balance (WHB) on job satisfaction was investigated. Finally, we explored how the effects of the WFB and the WHB on job satisfaction change according to worker characteristics (age, gender, parental status, and work ability). This study involved 318 workers who completed an online questionnaire. The importance of the nonworking domains was compared with a t-test. The effect of the WFB and the WHB on job satisfaction was investigated with multiple and moderated regression analyses. The results show that workers considered health as important as family in the WLB. The WHB explained more of the variance in job satisfaction than the WFB. Age, gender and parental status moderated the effect of the WFB on job satisfaction, and work ability moderated the effect of the WHB on job satisfaction. This study highlights the importance of the health domain in the WLB and stresses that it is crucial to consider the specificity of different groups of workers when considering the WLB.

scholarly journals Does Learning, Development and Work Life Balance Affects Happiness: A Moderated Mediatory Model

2020 ◽  
Vol 4 (1) ◽  
pp. 94
Author(s):  
Muhammad Haris Ullah ◽  
Danish Ahmed Siddiqui
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Related Factors ◽  
Positive Role ◽  
Life Balance ◽  
Structured Equation Modeling ◽  
Inverse Effect ◽  
Learning Development ◽  
The Impact

Keeping the workforce happy is a major issue faced by today’s employers. The big challenge is to find what job-related factors can lead to happiness, the bigger challenge is to identify the sources that lead to happiness. We proposed a theoretical framework based on the research of (Joshanloo & Jarden, 2016) which studied hedonism as a major cause of happiness when moderated by individualism. We further extended the model, including career related goals that effect hedonism. Hence, we theorized that, work life balance, career development, learning affect hedonism, which subsequently effects happiness. Moreover, individualistic societies are proven to be more hedonistic (tend to value pleasure) and are more closely linked with happiness as compared to collectivist societies. Empirical validity was established by conducting a survey using a close ended questionnaire. Data was collected from 219 respondents from different organizations of Pakistan and was analyzed using confirmatory factor analysis and structured equation modeling to test the hypotheses testing the impact of all three career related factors to see how significantly they affect hedonism, which would ultimately have an impact on happiness. Results indicate that Individualism plays a significant positive role on happiness, as well as in directly, is it negatively complements the inverse effect of Hedonism on Happiness. Findings imply that the career related factors positively affect hedonism that would in turn bring more happiness. Most importantly, seeking pleasure is necessary to bring happiness. This study will benefit organizations working in Pakistan to identify the valuable sources of keeping their employees happy.

scholarly journals Impact of Work Life Balance on the Social Life of Workers Living in Lagos Metropolitan Borders

2019 ◽  
Vol 1 (2) ◽  
pp. 50-59 ◽  
Author(s):  
Oyedele O. Ola ◽  
Willoughby O. John ◽  
Olaniyi A. Simeon ◽  
Oyero A. Mutiu
Keyword(s):  
Job Stress ◽  
Social Life ◽  
Estimation Method ◽  
Work Life ◽  
Work Life Balance ◽  
Population Increase ◽  
Related Factors ◽  
Life Balance ◽  
The Social ◽  
Work Life Conflict

The need to maintain proper work life balance is becoming increasingly important; it has motivated several academic research efforts. In the quest for Lagos transformation from a mega city to a smart city, work life balance issues as it has to do with housing, work and urban liveability remains a contemporary issue that calls for keen attention. The rate of population increase in Lagos is not commensurate with the availability and development of social infrastructure, which has caused a number of the workers gainfully employed in Lagos to seek such in nearby state - Ogun State, specifically border towns which includes Ota, Ifo, Mowe, Magboro, Ibafo, Agbara etc. Consequently, such employees face job stress and work-life conflict caused by long working hours, unrelenting traffic, early resumption and late closure at work. This research examined the plausible consequence of work life imbalance measured by job stress and work-life conflict on the social life measured by job satisfaction and wellbeing of such people. A sample of 242 respondents was selected for survey using Yaro Yamane random sampling method & Rao Soft sample estimation method. Primary method of data collection was used. A well-structured questionnaire was administered and interviews were conducted while responses were analysed using product moment correlation and linear regression. Results proved that work life balance has profound impacts on the social life of workers in Lagos Metropolitan borders. This paper recommends that individuals should take active roles in ensuring work life balance; organisations must proactively identify and understand demographic & work related factors; create supportive workplace policies; adopt & implement flexible work strategies and assume the responsibility of reducing/eliminating job stress. In addition, Government should intervene and initiate measures to tackle transportation inadequacies with legislations on provision of work life balance incentives for workers.

scholarly journals Gender Differences in Job Satisfaction and Work-Life Balance Among Chinese Physicians in Tertiary Public Hospitals

2021 ◽  
Vol 9 ◽  
Author(s):  
Dan Liu ◽  
Yinuo Wu ◽  
Feng Jiang ◽  
Mingxiao Wang ◽  
Yuanli Liu ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Gender Differences ◽  
Working Hours ◽  
Work Life ◽  
Public Hospitals ◽  
Work Life Balance ◽  
Related Factors ◽  
Life Balance ◽  
Professional Titles ◽  
Chinese Physicians

Background: Gender has been associated with job-related experience, including job satisfaction and work-life balance. This study aimed to identify gender differences in job satisfaction and work-life balance among Chinese physicians in a large, nationally representative sample.Methods: A national cross-sectional survey was conducted between March 18 and 31, 2019, using an anonymous online questionnaire. The questionnaire included the short-form MSQ (Chinese version) and a work-life balance item. The demographic and job-related factors were also collected.Findings: In total, 22,128 physicians (9,378 males and 12,750 females) from 144 tertiary public hospitals completed the survey. The overall MSQ score (job satisfaction) was 70.31 ± 12.67, and it was 69.89 ± 13.24 in males, and 70.63 ± 12.22 in females, respectively (p &lt; 0.001). Only 931 (4.21%) physicians were very satisfied with WLB (421 males, 510 females), and 2,534 (11.45%) were rated as satisfied. Age, education, monthly income, working hours, specialty, and professional titles were significantly associated with job satisfaction; while number of children, specialty, professional titles, monthly income, age, working hours were significantly associated with WLB. No significant gender differences were observed in job satisfaction or WLB after controlling confounding factors (both p &gt; 0.05).Interpretation: While many demographic and work-related factors are significantly associated with job satisfaction and WLB, we found no significant gender differences, which is different from many other studies. To improve Chinese physicians' job satisfaction and work-life balance, interventions should be focused on certain specialties and on other modifiable factors, such as income, working hours.

scholarly journals Doctors don’t Do-little: a national cross-sectional study of workplace well-being of hospital doctors in Ireland

BMJ Open ◽  
2019 ◽  
Vol 9 (3) ◽  
pp. e025433 ◽  
Author(s):  
Blánaid Hayes ◽  
Lucia Prihodova ◽  
Gillian Walsh ◽  
Frank Doyle ◽  
Sally Doherty
Keyword(s):  
Work Ability ◽  
Well Being ◽  
Cross Sectional Study ◽  
Work Life ◽  
Work Life Balance ◽  
Sectional Study ◽  
Cross Sectional ◽  
Life Balance ◽  
Burn Out ◽  
Hospital Doctors

ObjectivesTo measure levels of occupational stress, burn-out, work–life balance, presenteeism, work ability (balance between work and personal resources) and desire to practise in trainee and consultant hospital doctors in Ireland.DesignNational cross-sectional study of randomised sample of hospital doctors. Participants provided sociodemographic data (age, sex), work grade (consultant, higher/basic specialist trainee), specialty, work hours and completed workplace well-being questionnaires (Effort–Reward Imbalance (ERI) Scale, overcommitment, Maslach Burnout Inventory) and single item measures of work ability, presenteeism, work–life balance and desire to practise.SettingIrish publicly funded hospitals and residential institutions.Participants1749 doctors (response rate of 55%). All hospital specialties were represented except radiology.Results29% of respondents had insufficient work ability and there was no sex, age or grade difference. 70.6% reported strong or very strong desire to practise medicine, 22% reported good work–life balance, 82% experienced workplace stress, with effort greatly exceeding reward, exacerbated by overcommitment. Burn-out was evident in 29.7% and was significantly associated with male sex, younger age, lower years of practice, lower desire to practise, lower work ability, higher ERI ratio and greater overcommitment. Apart from the measures of work ability and overcommitment, there was no sex or age difference across any variable. However, ERI and burn-out were significantly lower in consultants than trainees.ConclusionsHospital doctors across all grades in Ireland had insufficient work ability, low levels of work–life balance, high levels of work stress and almost one-third experienced burn-out indicating suboptimal work conditions and environment. Yet, most had high desire to practise medicine. Measurement of these indices should become a quality indicator for hospitals and research should focus on the efficacy of a range of individual and organisational interventions for burn-out and occupational stress.

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