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Long Hours (long + hour)
Selected AbstractsThe New Economy and the Work,Life Balance: Conceptual Explorations and a Case Study of New MediaGENDER, WORK & ORGANISATION, Issue 1 2003Diane Perrons Given the varied claims made about the new economy and its implications for the organization of work and life, this article critically evaluates some conceptualizations of the new economy and then explores how the new media sector has materialized and been experienced by people working in Brighton and Hove, a new media hub. New technologies and patterns of working allow the temporal and spatial boundaries of paid work to be extended, potentially allowing more people, especially those with caring responsibilities, to become involved, possibly leading to a reduction in gender inequality. This article, based on 55 in-depth interviews with new media owners, managers and some employees in small and micro enterprises, evaluates this claim. Reference is made to the gender-differentiated patterns of ownership and earnings; flexible working patterns, long hours and homeworking and considers whether these working patterns are compatible with a work,life balance. The results indicate that while new media creates new opportunities for people to combine interesting paid work with caring responsibilities, a marked gender imbalance remains. [source] Distorted Views Through the Glass Ceiling: The Construction of Women's Understandings of Promotion and Senior Management PositionsGENDER, WORK & ORGANISATION, Issue 1 2001Sonia Liff The article explores the issue of whether women's under-representation in senior management positions can be explained in part by the messages they are given about the promotion process and the requirements of senior jobs. Through interviews with over 50 male and female junior and senior managers in a UK high street bank, issues relating to the required personality and behaviour characteristics seen to be associated with success and with the long hours culture emerged as important. In many cases men and women identified the same issues but the significance of them for their own decision-making and the way others interpreted their behaviour varied , particularly in relation to the perceived incompatibility between active parenting and senior roles. The findings provide an account of the context in which women make career choices which highlights the limitations of analyses which see women's absence as the result either of procedural discrimination or women's primary orientation towards home and family. The findings also highlight the problems of treating commitments towards gender equality as an isolated issue and stress the importance of understanding responses to policies and ways of achieving change within the broader context of an analysis of the organization's culture. [source] Work-life balance: Expatriates reflect the international dimensionGLOBAL BUSINESS AND ORGANIZATIONAL EXCELLENCE, Issue 6 2007Sue Shortland Studies by ORC Worldwide have found that long hours, travel, and other work-related factors intrude into personal lives and create stress for a significant portion of HR professionals and expatriates around the world. But while HR professionals believe work-life balance policies have benefited their organization and themselves, expatriates believe quite the opposite. Given the cost of expatriate assignments and the potential for work-life imbalance to erode employee commitment, organizations can do more to communicate and support work-life practices outside their home country, and to better prepare the expatriate and family for life in their new location. © 2007 Wiley Periodicals, Inc. [source] The uses and abuses of time: globalization and time arbitrage in India's outsourcing industriesGLOBAL NETWORKS, Issue 1 2009SHEHZAD NADEEM Abstract Globalization has undoubtedly altered our conceptions and experience of time. It has sped up the pace of life and some scholars even suggest that a new temporal order is supplanting ,natural' and pre-existing cycles and rhythms. Yet time is not dissolved in the global circuits of capital. Rather, globalization has brought about a complex mixture of temporal orientations; the workplaces of ,new economy', for example, are traversed by novel and retrograde modes of work pace, rhythm and time-discipline. In this article, I explore the temporal implications of the outsourcing of information technology-based service work to India. Drawing on fieldwork and interviews with workers, managers and executives in the Indian IT and Business Processing Outsourcing industries, I address the following questions: (1) How are corporations using time arbitrage to reap the full benefits of a globally dispersed labour pool? (2) What impacts are these temporal changes having on the health and social lives of Indian workers? For corporations, time arbitrage means increased efficiency and cost-savings. But for workers, it results in long hours, an intense work pace, and temporal displacement. Night-shift employees, such as call centre workers, are particularly vulnerable to such displacement, as manifested in health and safety problems and social alienation. Globalization therefore does not entail the loosening of temporal chains, but their reconfiguration: a combination both rigid and flexible that binds even as it liberates. [source] Working to live or living to work?HUMAN RESOURCE MANAGEMENT JOURNAL, Issue 4 2004Work/life balance early in the career This article reports the findings of research that explored relationships between work/life balance, work/non-work conflict, hours worked and organisational commitment among a sample of graduates in the early years of their career. It concludes that, although graduates seek work/life balance, their concern for career success draws them into a situation where they work increasingly long hours and experience an increasingly unsatisfactory relationship between home and work. The article discusses the causes and potential consequences of this predicament and in particular how work/non-work conflict is linked to hours worked, the state of the psychological contract and organisational commitment. It highlights the role of organisations' policy and practice in helping to manage the relationship between work and non-work and the development of organisational commitment through support for younger employees' lives out-of-work and effective management of aspects of the psychological contract. [source] Flexible Daily Work Schedules in U.S. Jobs: Formal Introductions Needed?INDUSTRIAL RELATIONS, Issue 1 2009Article first published online: 9 DEC 200, LONNIE GOLDEN The incidence of flexible daily starting and ending times of work presumably reflects the various underlying motivations of employers to offer them either as a formal workplace program or on a more selective basis. Access to scheduling flexibility is greater for managerial and professional, long hours, private sector, salaried and nonunion jobs, and for parents and men. This advantage is gained primarily through means other than a formal flexi-time plan. Implementation of more formal programs would likely promote more equity in access. [source] Baby boomer pharmacists: ageing and projections of retirementINTERNATIONAL JOURNAL OF PHARMACY PRACTICE, Issue 3 2007Dr DJ Schofield associate professor, director of research Objective To identify ageing and retirement patterns of the pharmacy workforce since 1986 and the implications of those changes for future workforce planning. Method Australian Bureau of Statistics census data from 1986 to 2001 were used to examine ageing of the pharmacy workforce and attrition of pharmacists aged 50 years and over. The number of pharmacists to retire was projected over the next 20 years. Key findings The Australian pharmacy workforce has aged significantly since 1986 (P < 0.01). Forty-one per cent of pharmacists practising in 2001 are predicted to retire by 2026. Baby boomer pharmacists were more likely to work long hours (49+ per week) in 2001 than in 1986, and than generation X pharmacists in 2001. The proportion of women in pharmacy has increased from 39% in 1986 to over 50% in 2001. Women are still more likely to work part-time than males, although they are less likely to do so than they were in 1986. Conversely, the proportion of male pharmacists working part-time is rising. Conclusions With baby boomer and older cohorts currently making up 65% of the pharmacy workforce, their retirement will place increased pressure on a profession already facing severe shortages. The growing proportion of female pharmacists and their generally lower workforce participation mean the potential for continued pharmacy shortages. [source] Natural resource-collection work and children's schooling in MalawiAGRICULTURAL ECONOMICS, Issue 2-3 2004Flora J. Nankhuni Abstract This paper presents results of research that investigates if long hours of work spent by children in fuel wood and water-collection activities, i. e., natural resource-collection work, influence the likelihood that a child aged 6,14 attends school. Potential endogeneity of resource-collection work hours is corrected for, using two-stage conditional maximum likelihood estimation. Data from the 1997,1998 Malawi Integrated Household Survey (IHS) conducted by the Malawi National Statistics Office (NSO) in conjunction with the International Food Policy Research Institute (IFPRI) are used. The study finds that Malawian children are significantly involved in resource-collection work and their likelihood of attending school decreases with increases in hours allocated to this work. The study further shows that girls spend more hours on resource-collection work and are more likely to be attending school while burdened by this work. Consequently, girls may find it difficult to progress well in school. However, girls are not necessarily less likely to be attending school. Results further show that presence of more women in a household is associated with a lower burden of resource-collection work on children and a higher probability of children's school attendance. Finally, the research shows that children from the most environmentally degraded districts of central and southern Malawi are less likely to attend school and relatively fewer of them have progressed to secondary school compared to those-from districts in the north. [source] Recent veterinary graduates over the last five decades: recollections and perceptionsAUSTRALIAN VETERINARY JOURNAL, Issue 11 2005TJ HEATH Objective To describe the attitudes of veterinary graduates over the last 50 years to their experiences as recent graduates Design A questionnaire, sent by mail. Procedure A questionnaire seeking information on experiences as a recent graduate was sent to about 100 veterinarians who graduated in or about 1950, 1960, 1970, 1980, 1990 and 2000, and 68% responded. Data were entered onto an Excel spreadsheet, and analysed with the SAS System 8 for Windows. Results Most veterinarians who graduated in 1970 and earlier were generally satisfied with their conditions, even though these were often taxing. In the 1970s the cattle industry faltered and rural practice suffered a downturn. Veterinary positions became scarce, and there were few opportunities for graduates to move on from an unsatisfactory workplace - as many were at that time. By 1980 many recent graduates were questioning their decision to study veterinary science. Many of them, working long hours under often stressful conditions, felt that that they were not receiving adequate help or support - or remuneration - from their employers, or respect from their clients. This also afflicted many who graduated in 1990, but by 2000 graduates were reporting an improvement. Their hours of work and the expectations placed on them were more manageable, and the level of help and support, and remuneration, were more acceptable. As a result they found their first year much more enjoyable than had those who had graduated since about 1970. Many of the factors contributing to this improvement resulted from changes in society generally. Specifically, both graduates and employers have become more conscious of what might reasonably be expected, an Award specified minimum levels, the AVA started accrediting New Graduate Friendly Practices, publishing a most informative New Graduate Guide, and helping in other ways. Remuneration, especially when compared with comparable professions, continues to be a source of discontent. Furthermore, despite improved conditions on average, many graduates still suffer under substandard conditions, and these can have an adverse effect on their health and their attitude to their career in veterinary science. Conclusions Average conditions of employment of recent veterinary graduates have improved somewhat after a nadir in the 1970s and 1980s, but they are still substandard for some. Remuneration remains the greatest source of dissatisfaction for recent graduates. [source] Prepartum Work, Job Characteristics, and Risk of Cesarean DeliveryBIRTH, Issue 1 2002Shirley Hung MPP Background:,Reducing the rate of cesarean deliveries in the United States is a high priority among public health officials and members of the medical community. Many factors known to contribute to an individual woman's risk of having a cesarean rather than a vaginal delivery are not readily altered by public policy intervention. In this study we explored the effects on type of delivery of prepartum work practices, a category of factors that has a potential to affect the likelihood of cesarean delivery and to be amenable to change. Methods:,Data are from U.S. Food and Drug Administration's Infant Feeding Practices Study, using questions on mail surveys administered prenatally and at 1 month postpartum. The sample comprised 1194 women who worked during pregnancy. The outcome measure is type of delivery. Predictor variables are characteristics of prepartum work: how far into their pregnancy the women work, number of hours worked, and occupation. Results:,For most women, maintaining employment through the third trimester, working long hours, and working in certain occupations are not independently associated with the odds of having a cesarean delivery. However, we found marginally significant evidence that those women who worked more than 40 hours a week in a sales job were more likely to have cesarean deliveries than women who worked in other occupations. Conversely, women working part-time in sales jobs were less likely to have a cesarean delivery. Conclusion:,This study provides evidence that prenatal work does not substantially increase the probability of having a cesarean delivery in most occupational categories. (BIRTH 29:1 March 2002) [source] ,High-performance' Management Practices, Working Hours and Work,Life BalanceBRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 2 2003Michael White The effects of selected high-performance practices and working hours on work,life balance are analysed with data from national surveys of British employees in 1992 and 2000. Alongside long hours, which are a constant source of negative job-to-home spillover, certain ,high-performance' practices have become more strongly related to negative spillover during this period. Surprisingly, dual-earner couples are not especially liable to spillover , if anything, less so than single-earner couples. Additionally, the presence of young children has become less important over time. Overall, the results suggest a conflict between high-performance practices and work-life balance policies. [source] | ||||||||||||||||