Work-unit social capital and long-term sickness absence: a prospective cohort study of 32 053 hospital employees

2018 ◽  
Vol 75 (9) ◽  
pp. 623-629 ◽  
Author(s):  
Eszter Török ◽  
Alice Jessie Clark ◽  
Johan Høy Jensen ◽  
Theis Lange ◽  
Jens Peter Bonde ◽  
...  
Keyword(s):  
Social Capital ◽  
Sickness Absence ◽  
Work Unit ◽  
Individual Level ◽  
Hospital Employees ◽  
Time Work ◽  
Part Time ◽  
Work Units ◽  
Part Time Work

ObjectiveThere is a lack of studies investigating social capital at the workplace level in small and relatively homogeneous work-units. The aim of the study was to investigate whether work-unit social capital predicts a lower risk of individual long-term sickness absence among Danish hospital employees followed prospectively for 1 year.MethodsThis study is based on the Well-being in HospitAL Employees cohort. The study sample consisted of 32 053 individuals nested within 2182 work-units in the Capital Region of Denmark. Work-unit social capital was measured with an eight-item scale covering elements of trust, justice and collaboration between employees and leaders. Social capital at the work-unit level was computed as the aggregated mean of individual-level social capital within each work-unit. Data on long-term sickness absence were retrieved from the employers’ payroll system and were operationalised as ≥29 consecutive days of sickness absence. We used a 12-point difference in social capital as the metric in our analyses and conducted two-level hierarchical logistic regression analysis. Adjustments were made for sex, age, seniority, occupational group and part-time work at the individual level, and work-unit size, the proportion of female employees and the proportion of part-time work at the work-unit level.ResultsThe OR for long-term sickness absence associated with a 12-point higher work-unit social capital was 0.73 (95% CI 0.68 to 0.78). Further, we found an association between higher work-unit social capital and lower long-term sickness absence across quartiles of social capital: compared with the lowest quartile, the OR for long-term sickness absence in the highest quartile was 0.51 (95% CI 0.44 to 0.60).ConclusionOur study provides support for work-unit social capital being a protective factor for individual long-term sickness absence among hospital employees in the Capital Region of Denmark.

scholarly journals Does workplace social capital protect against long-term sickness absence? Linking workplace aggregated social capital to sickness absence registry data

2017 ◽  
Vol 46 (3) ◽  
pp. 290-296 ◽  
Author(s):  
Anne-Sophie K. Hansen ◽  
Ida E. H. Madsen ◽  
Sannie Vester Thorsen ◽  
Ole Melkevik ◽  
Jakob Bue Bjørner ◽  
...  
Keyword(s):  
Social Capital ◽  
Private Sector ◽  
Sickness Absence ◽  
Collective Good ◽  
Standard Deviation Increase ◽  
Individual Level ◽  
The Individual ◽  
Adjusted Model ◽  
Workplace Social Capital

Aims: Most previous prospective studies have examined workplace social capital as a resource of the individual. However, literature suggests that social capital is a collective good. In the present study we examined whether a high level of workplace aggregated social capital (WASC) predicts a decreased risk of individual-level long-term sickness absence (LTSA) in Danish private sector employees. Methods: A sample of 2043 employees (aged 18–64 years, 38.5% women) from 260 Danish private-sector companies filled in a questionnaire on workplace social capital and covariates. WASC was calculated by assigning the company-averaged social capital score to all employees of each company. We derived LTSA, defined as sickness absence of more than three weeks, from a national register. We examined if WASC predicted employee LTSA using multilevel survival analyses, while excluding participants with LTSA in the three months preceding baseline. Results: We found no statistically significant association in any of the analyses. The hazard ratio for LTSA in the fully adjusted model was 0.93 (95% CI 0.77–1.13) per one standard deviation increase in WASC. When using WASC as a categorical exposure we found a statistically non-significant tendency towards a decreased risk of LTSA in employees with medium WASC (fully adjusted model: HR 0.78 (95% CI 0.48–1.27)). Post hoc analyses with workplace social capital as a resource of the individual showed similar results. Conclusions: WASC did not predict LTSA in this sample of Danish private-sector employees.

The influence of part-time work on graduates' careers

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Carl Evans ◽  
Ceri Vaughan
Keyword(s):  
Career Aspirations ◽  
University Teaching ◽  
Small Element ◽  
Structured Interviews ◽  
Content Type ◽  
Time Work ◽  
Part Time ◽  
Personal Skills ◽  
Part Time Work

PurposeThe purpose of this paper is to explore university students' perceptions about career development in relation to their part-time working and to examine whether students maximise opportunities arising in their part-time job in order to enhance their personal profile and career aspirations.Design/methodology/approachSemi-structured interviews were held with 20 degree students at a UK university. The interview was based around 19 questions, split into three sections: general; career and the part-time job.FindingsThe findings indicate that while students are aware that part-time work helps in developing personal skills, there is a lack of awareness on how part-time work can provide differentiation in the graduate jobs market and support long-term graduate careers. The conclusion discusses the implications of the findings suggesting greater awareness among students of how part-time work can drive work readiness and long-term career aspirations. It also recommends greater involvement of career advisors and university teaching colleagues in supporting this endeavour.Originality/valueWhile other papers on student working have included a small element regarding careers, this paper offers originality by focussing solely on the relationship between students' part-time work and career aspirations. Moreover, most works in this area have been quantitative studies, whereas this study is qualitatively-based.

scholarly journals Return to work after first incidence of long-term sickness absence: A 10-year prospective follow-up study identifying labour-market trajectories using sequence analysis

2019 ◽  
Vol 48 (2) ◽  
pp. 134-143 ◽  
Author(s):  
Aleksander Årnes Madsen
Keyword(s):  
Sequence Analysis ◽  
Return To Work ◽  
Labour Market ◽  
Sickness Absence ◽  
Multinomial Logistic Regression ◽  
Full Time ◽  
Occupational Class ◽  
Time Work ◽  
Part Time

Aims: The study aim was to identify prototypical labour-market trajectories following a first incidence of long-term sickness absence (LTSA), and to assess whether baseline socio-demographic characteristics are associated with the return-to-work (RTW) process and labour-market attachment (LMA). Methods: This prospective study used Norwegian administrative registers with quarterly information on labour-market participation to follow all individuals born 1952–1978 who underwent a first LTSA during the first quarter of 2004 ( n =9607) over a 10-year period (2004–2013). Sequence analysis was used to identify prototypical labour-market trajectories and LMA; trajectory membership was examined with multinomial logistic regression. Results: Sequence analysis identified nine labour-market trajectories illustrating the complex RTW process, with multiple states and transitions. Among this sample, 68.2% had a successful return to full-time work, while the remaining trajectories consisted of part-time work, unemployment, recurrence of LTSA, rehabilitation and disability pension (DP). A higher odds ratio (OR) for membership to trajectories of weaker LMA was found for females and older participants, while being married/cohabitating, having children, working in the public sector, and having a higher education, income and occupational class were associated with a lower OR of recurrence, unemployment, rehabilitation and DP trajectories. These results are consistent with three LMA indicators. Conclusions: Sequence analysis revealed prototypical labour-market trajectories and provided a holistic overview of the heterogeneous RTW processes. While the most frequent outcome was successful RTW, several unfavourable labour-market trajectories were identified, with trajectory membership predicted by socio-demographic measures.

scholarly journals Part-Time Work and Activity in Voluntary Associations in Great Britain

2009 ◽  
Vol 14 (5) ◽  
pp. 92-104 ◽  
Author(s):  
Daiga Kamerāde
Keyword(s):  
Trade Unions ◽  
Voluntary Associations ◽  
Longitudinal Data Analysis ◽  
British Household Panel Survey ◽  
Panel Survey ◽  
Voluntary Service ◽  
Individual Level ◽  
Time Work ◽  
Part Time ◽  
Part Time Work

This paper evaluates both the economic, or rational choice, and sociological theories to examine the effects of part-time working on employees’ activity in voluntary associations. Using longitudinal data analysis of the British Household Panel Survey from 1993 to 2005, this study demonstrates that, in Britain, part-time work increases the likelihood of individual level involvement in expressive voluntary associations (i.e. associations orientated to relatively immediate benefits for their members) but it is negatively related to their involvement in instrumental-expressive (such as trade unions and professionals’ associations) and instrumental (political, environmental, and voluntary service) associations. The main conclusion is that time is an important resource for activity in expressive voluntary associations; however, for activity in instrumental and instrumental-expressive associations other factors are more important.

scholarly journals Dual impact of organisational change on subsequent exit from work unit and sickness absence: a longitudinal study among public healthcare employees

2018 ◽  
Vol 75 (7) ◽  
pp. 479-485 ◽  
Author(s):  
Johan Høy Jensen ◽  
Esben Meulengracht Flachs ◽  
Janne Skakon ◽  
Naja Hulvej Rod ◽  
Jens Peter Bonde
Keyword(s):  
Sickness Absence ◽  
Cox Regression ◽  
Organisational Change ◽  
Public Healthcare ◽  
Work Unit ◽  
Subsequent Work ◽  
Individual Level ◽  
Level Data ◽  
Healthcare Employees

ObjectivesWe investigated work-unit exit, total and long-term sickness absence following organisational change among public healthcare employees.MethodsThe study population comprised employees from the Capital Region of Denmark (n=14 388). Data on reorganisation at the work-unit level (merger, demerger, relocation, change of management, employee layoff or budget cut) between July and December 2013 were obtained via surveys distributed to the managers of each work unit. Individual-level data on work-unit exit, total and long-term sickness absence (≥29 days) in 2014 were obtained from company registries. For exposure to any, each type or number of reorganisations (1, 2 or ≥3), the HRs and 95% CIs for subsequent work-unit exit were estimated by Cox regression, and the risk for total and long-term sickness absence were estimated by zero-inflated Poisson regression.ResultsReorganisation was associated with subsequent work-unit exit (HR 1.10, 95% CI 1.01 to 1.19) in the year after reorganisation. This association was specifically important for exposure to ≥3 types of changes (HR 1.52, 95% CI 1.30 to 1.79), merger (HR 1.29, 95% CI 1.12 to 1.49), demerger (HR 1.41, 95% CI 1.16 to 1.71) or change of management (HR 1.24, 95% CI 1.11 to 1.38). Among the employees remaining in the work unit, reorganisation was also associated with more events of long-term sickness absence (OR 1.15, 95% CI 1.00 to 1.33), which was particularly important for merger (OR 1.31, 95% CI 1.00 to 1.72) and employee layoff (OR 1.31, 95% CI 1.08 to 1.59).ConclusionsSpecific types of reorganisation seem to have a dual impact on subsequent work-unit exit and sickness absence in the year after change.

scholarly journals Part-time Training in Psychiatry: A Personal View

1984 ◽  
Vol 8 (6) ◽  
pp. 104-106
Author(s):  
Rhinedd Toms
Keyword(s):  
Occupational Health ◽  
Medical Officer ◽  
Full Time ◽  
Personal View ◽  
Small Children ◽  
Time Work ◽  
Part Time ◽  
Area Health ◽  
Part Time Work

In 1975, seven years after registration, I had two small children and a part-time post as Staff Medical Officer with an Area Health Authority in London. For various personal and medical reasons I had decided to have a family early in my marriage. I felt it right that their upbringing should be largely done by me, and the alternative, if I worked full time, would be to hand over their care to someone else. I knew, however, that I should not be satisfied with a purely domestic role and part-time work in occupational health provided a compromise at the time. But I was uneasily aware of the lack of a definite goal and of my own doubts about continuing long term in this type of work.

TAX FOR THE SELF-EMPLOYED: PROS AND CONS

2020 ◽  
Author(s):  
S.S. Hasanova ◽  
R.R. Hatueva ◽  
A.L. Arsaev
Keyword(s):  
Income Tax ◽  
The State ◽  
The Self ◽  
State Budget ◽  
Self Employment ◽  
Time Work ◽  
Part Time ◽  
Pros And Cons ◽  
Crisis Conditions ◽  
Part Time Work

This article discusses the pros and cons of applying professional income tax. Professional income tax is not mandatory, but an alternative way to pay 2 taxes on self-employment or part-time work. The introduction of this tax can mediate an increase in revenues to the state budget, which is of particular importance for the country in post-crisis conditions.

Sign in / Sign up

Export Citation Format

Share Document