Arbeitszeitrealitaeten Und Arbeitszeitwuensche in Deutschland: Methodische Unterschiede Ihrer Erfassung Im SOEP Und Mikrozensus (Desired and Actual Working Hours in Germany: Methodological Differences in Measurement between SOEP and Mikrozensus)

2016 ◽  
Author(s):  
Elke Holst ◽  
Julia Bringmann
Keyword(s):  
Working Hours ◽  
Actual Working

scholarly journals Assessment of the working conditions of medical personnel in military medical organizations during the pandemic of new coronavirus infection

2021 ◽  
pp. 35-42
Author(s):  
S. V. Grebenkov ◽  
V. E. Batov ◽  
S. M. Kuznetsov
Keyword(s):  
Working Conditions ◽  
Healthcare Professionals ◽  
Working Hours ◽  
Medical Personnel ◽  
Emergency Situations ◽  
Leading Role ◽  
Occupational Risks ◽  
Actual Working ◽  
Coronavirus Infection ◽  
Special Assessment

Relevance. During the pandemic of new coronavirus infection, healthcare professionals have increased occupational risks of exposure to the pathogen SARS-CoV-2, as well as physical and psychological stress, especially when treating Covid patients in “red zones”. Such a change in working conditions wasn’t reflected in the results of a special assessment, which requires the development of an individual scientifically based approach to its organization in conditions equated to emergency situations. Intention. Evaluate the results of a special assessment of working conditions and their compliance with actual working conditions, taking into account the health risks for healthcare professionals taking care of Covid patients.Methodology. We retrospectively conducted a comparative analysis of 295 cards for a special assessment of the working conditions of medical personnel of military medical organizations of therapeutic and infectious profile over 2015–2019, and 266 cards from the same organizations for 2020.Results and Discussion. Study of cards for special assessment of working conditions of medical personnel of military medical organizations for 2015–2020 showed the leading role of biological factors for all categories of medical personnel. Working in the “Red zone” should be assessed as 3.3 (Degree III harmful) based on biological hazard or 4 (dangerous) due to risks of acute occupational diseases and death. This should be reflected in the results of special assessment of working conditions and compensated via reduction of working hours. However, in the context of the pandemic, actual working hours of healthcare professionals exceeded the established 39 hours per week (Article 350 of the Labor Code of the Russian Federation), and the medical personnel were allowed to work with the pathogen of Group II pathogenicity without preliminary medical examinations.Conclusion. Analysis of the results of special assessment of the working conditions of medical personnel showed that they do not reflect the actual harmful (dangerous) working conditions of employees involved in providing care to patients with new coronavirus infection in these medical and preventive institutions.

Chasing the carrot – actual working hours of fixed-term employees

2018 ◽  
Vol 26 (14) ◽  
pp. 1148-1152
Author(s):  
Mario Bossler ◽  
Philipp Grunau
Keyword(s):  
Working Hours ◽  
Actual Working

Telework: Timesaving or Time-Consuming? An Investigation into Actual Working Hours

2008 ◽  
Vol 19 (4) ◽  
pp. 421-442 ◽  
Author(s):  
Pascale Peters ◽  
Cécile Wetzels ◽  
Kea Tijdens
Keyword(s):  
Working Hours ◽  
Actual Working

The Impact of the Minimum Wage on Working Hours

2020 ◽  
Vol 240 (2-3) ◽  
pp. 233-267 ◽  
Author(s):  
Patrick Burauel ◽  
Marco Caliendo ◽  
Markus M. Grabka ◽  
Cosima Obst ◽  
Malte Preuss ◽  
...  
Keyword(s):  
Social Security ◽  
Minimum Wage ◽  
Working Hours ◽  
Difference In Differences ◽  
Hours Worked ◽  
Social Security Contributions ◽  
Common Trend ◽  
Actual Working ◽  
The Common ◽  
The Impact

AbstractThe present paper analyzes how the statutory minimum wage introduced on January 1, 2015, has affected working hours in Germany up to 2016. The data used come from the Socio-Economic Panel (SOEP), which provides not only contractual working hours but also actual hours worked. Using a difference-in-differences estimation approach, we find a significant and robust reduction in contractual working hours among employees who are subject to social security contributions and earned less than the minimum wage before the introduction. The effect in 2015 is about −5 % and corresponds to a 1.7 hours reduction in average weekly working hours. The effect on actual hours is smaller and estimated less precisely. Extending the analysis until 2016 does not yield significant effects on contractual or actual working hours, while some specifications reject the common trend assumption.

Compensatory Coping Through the Extension of Working Hours

2019 ◽  
Vol 63 (3) ◽  
pp. 115-128 ◽  
Author(s):  
Maie Stein ◽  
Sylvie Vincent-Höper ◽  
Nicole Deci ◽  
Sabine Gregersen ◽  
Albert Nienhaus
Keyword(s):  
Job Demands ◽  
Working Hours ◽  
Well Being ◽  
Leader Member Exchange ◽  
Workplace Health ◽  
High Quality ◽  
Data Analyses ◽  
Member Exchange ◽  
The Relationship ◽  
Advance Knowledge

Abstract. To advance knowledge of the mechanisms underlying the relationship between leadership and employees’ well-being, this study examines leaders’ effects on their employees’ compensatory coping efforts. Using an extension of the job demands–resources model, we propose that high-quality leader–member exchange (LMX) allows employees to cope with high job demands without increasing their effort expenditure through the extension of working hours. Data analyses ( N = 356) revealed that LMX buffers the effect of quantitative demands on the extension of working hours such that the indirect effect of quantitative demands on emotional exhaustion is only significant at low and average levels of LMX. This study indicates that integrating leadership with employees’ coping efforts into a unifying model contributes to understanding how leadership is related to employees’ well-being. The notion that leaders can affect their employees’ use of compensatory coping efforts that detract from well-being offers promising approaches to the promotion of workplace health.

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