WORK–LIFE BALANCE IN THE CURRENT JAPANESE CONTEXT

2021 ◽  
Vol 9 (4) ◽  
pp. 57-64
Author(s):  
Akizumi Tsutsumi
Keyword(s):  
Working Hours ◽  
Work Conditions ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Medical Specialties ◽  
Long Working Hours ◽  
Family Work ◽  
Overtime Work ◽  
Work Style

Background: Work style reform in Japan is under way in response to a predicted shortfall in the workforce owing to the country’s low birth rate and high longevity, health problems due to excessive working hours, and the need for diversification of employment. A legal limit for physicians’ overtime work will be introduced in 2024. Objectives: This study examines the work–life balance among Japan’s doctors in the context of ongoing work style reform. Methodology: The study applied included selective reviews of demographic shifts, legislation against long working hours, and trends in doctors’ participation in the labor force. Results: Japan’s doctors work long hours, which creates a conflict between their working and private lives. The proportion of female doctors in Japan is the lowest among the Organisation for Economic Co-operation and Development (OECD) countries. Employment trends among women doctors by age group show an M-curve: many quit their jobs upon marriage or childbirth. Gender role stereotyping has led male Japanese doctors to devote themselves entirely to their professions and working excessively long hours: they leave all family work to their female partners. This stereotyping obliges female doctors to undertake household chores in addition to their career tasks, which makes it difficult for them to re-enter their careers. Because of the harsh working conditions (including long working hours), there has been a decline in newly graduated doctors in some medical specialties. Conclusions: For sustainable, effective health care in Japan, it is necessary to improve the work conditions for Japan’s doctors towards achieving work–life harmony.

scholarly journals Working Hour and Intention to Have Children in Hong Kong Full-Time Workers

2017 ◽  
Vol 6 (1) ◽  
pp. 20
Author(s):  
Fanny Yuk Fun Young
Keyword(s):  
Hong Kong ◽  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Full Time ◽  
Life Balance ◽  
Long Working Hours ◽  
Prolonged Fatigue ◽  
The Mean ◽  
Working Hour

This study investigated the working hour, work-life balance and intention to have children of full-time workers in a place without Standard Working Hour legislation and with very low birth rate, Hong Kong. Method used a questionnaire survey with 200 below 35, married, full-time workers. Results showed these workers had longer working hour (49.3 hours/week) than many other places in the World (40 hours/week). Most participants (around 70 percent) reported prolonged fatigue level, sleepiness and extreme tiredness and did not have time staying with their partner and family. The mean intention to have children score was 2.045 out of 5. Correlation analysis was performed between working hour and intention to have children. There exist an inverse relationship between working hour and intention to have children (r= - 0.779). A plotting of the working hour against intention to have children showed some linear relationship between the working hour and intention to have children. Therefore, in general the workers with longer working hour were having lower intention to have children. To conclude, workers in Hong Kong, without Standard Working Hour legislation, had long working hours, poor work-life balance and low intention to have children. 

Organisational Culture and the Use of Work–Life Balance Initiatives: Influence on Work Attitudes and Work–Life Conflict

2010 ◽  
Vol 3 ◽  
pp. 54-65 ◽  
Author(s):  
Mardi Webber ◽  
Aspa Sarris ◽  
Max Bessell
Keyword(s):  
Working Hours ◽  
Work Attitudes ◽  
Organisational Culture ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Long Working Hours ◽  
Managerial Support ◽  
Study Results ◽  
Work Life Conflict

AbstractThe study examined attitudes toward work–life balance (WLB) using survey data from 292 employees in an Australian university. Organisational culture, as it relates to how and when employees can use WLB initiatives, was investigated. In particular, the study examined employees' differing perceptions of organisational culture within a single organisation, with particular reference to: managerial support of WLB initiatives, career consequences of using WLB initiatives, organisational time expectations that may interfere with non-work activities, and the level of employee control over workload and when employees can take time off. As predicted, perceptions of managerial support of WLB initiatives were related to initiative use; however, overall initiative use was not related to perceived career consequences (e.g. using initiatives will damage one's career progress), organisational time expectations (e.g., long working hours), or levels of employee control (e.g., employee control over workload). Results showed that perceptions of a supportive organisational culture were positively related to organisational commitment and negatively related to work–life conflict and employees' intentions to leave. Further, the study results show that employees' perception of organisational culture was more strongly associated with the outcomes (e.g., work attitudes, work–life conflict) than the number of WLB initiatives used by employees.

WORK–LIFE BALANCE OF YOUNG PHYSICIANS IN JAPAN

2021 ◽  
Vol 9 (2) ◽  
Author(s):  
Anna Nakayasu
Keyword(s):  
Shift Work ◽  
Working Hours ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Red Cross ◽  
National Study ◽  
Life Balance ◽  
Work Style ◽  
Young Physicians

Background: Geographical and specialty maldistribution of physicians are key issues in the Japanese healthcare system. These are strongly related to work–life balance issues that physicians face, including long working hours, burnout, and discontinuation of female physicians’ careers. Objective: To obtain the opinions of young physicians in Japan on policies regarding work–life balance and career building. Method: A cross-national study was conducted using a questionnaire that was sent to physician across Japanese Red Cross Hospitals. Results: Young physicians view work–life balance as important in choosing specialties and work location. In addition to the motivation to gain training experience, they seek adequate rest through shift work, and work efficiency by sharing tasks with other medical professionals, using IT, and improving operation management. Discussion: As an example of work-style reform in progress, we would like to introduce the shift-work system at our institution’s Obstetrics and Gynecology Department. By clarifying the line between work and life, physicians can balance career building and time for self-improvement. Conclusion: For young physicians to continue their careers without burning out and excel in various fields, we must create a system that allows for efficient learning and work–life balance for both mental and physical well-being.

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.

scholarly journals Surgical leadership within rapidly changing working conditions in Germany

2019 ◽  
Vol 4 (2) ◽  
pp. 51-57 ◽  
Author(s):  
Thomas Schmitz-Rixen ◽  
Reinhart T. Grundmann
Keyword(s):  
Working Conditions ◽  
Corporate Culture ◽  
Employee Performance ◽  
Working Hours ◽  
Physician Assistants ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Surgical Department ◽  
Chief Physician

AbstractIntroductionAn overview of the requirements for the head of a surgical department in Germany should be given.Materials and methodsA retrospective literature research on surgical professional policy publications of the last 10 years in Germany was conducted.ResultsSurveys show that commercial influences on medical decisions in German hospitals have today become an everyday, predominantly negative, actuality. Nevertheless, in one survey, 82.9% of surgical chief physicians reported being very satisfied with their profession, compared with 61.5% of senior physicians and only 43.4% of hospital specialists. Here, the chief physician is challenged. Only 70% of those surveyed stated that they could rely on their direct superiors when difficulties arose at work, and only 34.1% regarded feedback on the quality of their work as sufficient. The high distress rate in surgery (58.2% for all respondents) has led to a lack in desirability and is reflected in a shortage of qualified applicants for resident positions. In various position papers, surgical residents (only 35% describe their working conditions as good) demand improved working conditions. Chief physicians are being asked to facilitate a suitable work-life balance with regular working hours and a corporate culture with participative management and collegial cooperation. Appreciation of employee performance must also be expressed. An essential factor contributing to dissatisfaction is that residents fill a large part of their daily working hours with non-physician tasks. In surveys, 70% of respondents stated that they spend up to ≥3 h a day on documentation and secretarial work.DiscussionThe chief physician is expected to relieve his medical staff by employing non-physician assistants to take care of non-physician tasks. Transparent and clearly structured training to achieve specialist status is essential. It has been shown that a balanced work-life balance can be achieved for surgeons. Family and career can be reconciled in appropriately organized departments by making use of part-time and shift models that exclude 24-h shifts and making working hours more flexible.

scholarly journals Should Working From Home be the Norm in Nigeria After Covid_19?

2021 ◽  
Vol 9 (9) ◽  
pp. 97-115
Author(s):  
Olufemi Aladejebi
Keyword(s):  
Work Performance ◽  
Negative Impact ◽  
Positive Impact ◽  
Family Values ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Advantages And Disadvantages ◽  
Working From Home ◽  
Work Style

As part of the response to Covid 19, working from home (WFH) was enforced by governments of more than 150 countries in order to curtail the transmission of the pandemic. The COVID-19 pandemic had brought new business ideas, making organizations change how they conduct their business. This study aims to discuss the advantages and disadvantages of working from home in the scientific literature, using questionnaires, how employees feel about WFH in the aspects of family values, increase of performance, isolation and disrupts work-life balance, how workers cope with WFH. Data was collected from the primary source by using a structured questionnaire completed through google form. The target respondents were employers and employees both from the private sector of the economy . Data was gathered from 504 respondents. SPSS and Excel were used to analyse the data. The majority of the respondents were employees (76.98%), while 23.02% were employers. An inquiry was also made about the marital status of the respondents, and the majority (71.83%) were married while 28.17% were single. The study showed that respondents were still able to connect with their teammates despite working from home, frequently communicate with leaders, and have clarity on working from home policies. It can also be seen that the majority of the respondents enjoyed working from home, although they still look forward to returning to the office. Findings on working from home on family values show that this work style positively influences availability at the home front. Findings on the effect on work performance show average agreement on the positive impact of working from home. Agreement on the negative impact of working from home on office/social interaction and work-life balance was also seen to be on average. It can be inferred from this study that working from home is a work style that employees would prefer to continue post-COVID-19.

scholarly journals Flexible Work Arrangements and Their Impact on the Employee Performance of Egyptian Private University Employees: (A Case Study on the Arab Academy for Science, Technology, and Maritime Transport)

2021 ◽  
Vol 04 (10) ◽  
Author(s):  
Mohamed Eshak ◽  
Keyword(s):  
Positive Relationship ◽  
Employee Performance ◽  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Life Balance ◽  
Work Arrangements ◽  
The Impact

This study aimed to analyse the impact of flexible work arrangements on the employee performance of employees in private Egyptian universities in Alexandria, mediated by work-life balance (applied to the Arab Academy for Science, Technology, and Maritime Transport). institutions to retain talented people, raise the efficiency of employee performance, and thus raise the efficiency of institutional performance and competitive capabilities of organizations. The researcher used the descriptive analytical method and the questionnaire as a tool for data collection, to measure the impact of flexible work arrangements (focusing on reducing working hours, benefits provided to employees, work policies towards parenting) on the work-life balance, and the extent of the impact of all this on raising the efficiency of employees' employee performance. A stratified random sample of 423 employees was used, and the data collected was analysed using SPSS and AMOS statistical software. The findings revealed a positive relationship between flexible work arrangements (reduced working hours, benefits provided to employees, and work policies toward parenting) and employee performance, as well as a positive relationship between flexible work arrangements and work-life balance, as well as a positive relationship between work-life balance and employee performance, and the researcher recommends implementing such policies.The recommendations also include the need to review current labour laws before legislators, and update them in line with contemporary technological development and the requirement to achieve a balance between the requirements of life and work. This study also recommends the adoption of reducing working hours as one of the flexible work policies offered by organisations to employees. The study concludes that flexible work arrangements and programmes are in fact a competitive tool that organisations can use to increase loyalty, improve performance, achieve commitment and job satisfaction, which enhances the organization's productivity.

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