Evaluation of an open-rota system in a Danish psychiatric hospital: a mechanism for improving job satisfaction and work-life balance

Pryce, Joanna; Albertsen, Karen; Nielsen, Karina

doi:10.1111/j.1365-2934.2006.00617.x

Cited by 93 publications

(104 citation statements)

References 21 publications

(21 reference statements)

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“…The employees who work shifts have been found to suffer from fatigue; sleep disruptions; impaired concentration; irritability and somatic symptoms such as digestive problems . However, studies have suggested that the effects of shift work can be reduced, not only through adopting appropriate shift rotations but also through increasing the predictability of the work schedules and the choice over the shift pattern [24].…”

Section: Discussionmentioning

confidence: 99%

Evaluation of the Nurses’ Job Satisfaction, and Its Association with Their Moral Sensitivities and Well-being

Jaafarpour

Khani²

2012

JCDR

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Background and Aim: Several researchers have described the nurses' work as stressful and that the incidence of the occupational stress-related burnout in the profession was high. The aim of this study was to establish the relationship between the nurses' satisfaction, their psychosocial work environment, the levels of their reported moral sensitivities and their wellbeing in Iran. Material and Methods:This descriptive-correlation study was performed at the ILAM general hospitals, IR, during the year 2011. The research instruments which were used were the Psychosocial Work Environment (PWE), the Moral Sensitivity (MS) and the well-being profile of the nurses. A sample of 120 Registered Nurses (RN) were enrolled in the study by using a simple random sampling method. The descriptive statistics and the Pearson's correlation test were performed by using SPSS. Result:The relationship of the nurses' satisfaction and their psychosocial work environment was moderate (M=106.5, SD= 7.2) . The nurses' moral sensitivity was moderate (M=112.3, SD= 11.2).This study found that there were significant correlations between the PWE factors score and the MS subscale (P< 0.05, p<0.01). In addition, significant correlations were found between the nurses' well-being and the PWE factors (P< 0.05, p<0.01). Discussion and Conclusion:These findings proved that the nurses perceived their PWE as stressful. The supporting nurses may have a positive effect on their perceptions of well-being. The attending nurses reported less physical symptoms, reduced anxiety and fewer feelings of not being in control.

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Section: Discussionmentioning

confidence: 99%

Evaluation of the Nurses’ Job Satisfaction, and Its Association with Their Moral Sensitivities and Well-being

Jaafarpour

Khani²

2012

JCDR

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“…The scarce empirical research in this field provides mixed findings. In some studies, for some health-related outcomes, significant changes were found after the introduction of self-scheduling [eg, significant decrease in systolic blood pressure (25) and in tiredness during the night shift (26), and a favorable change in work-life balance and job satisfaction (27)]. For other outcomes or within other studies, no significant changes were reported after implementation of self-scheduling [eg, no significant changes in diastolic blood pressure and sleepiness (25), mental health (26), somatic symptoms (27), stress, work-family conflicts, and biomarkers of cardiovascular disease (28), or sleep (29)].…”

Section: Theoretical Insights and Empirical Findings On The Effects Omentioning

confidence: 99%

“…In some studies, for some health-related outcomes, significant changes were found after the introduction of self-scheduling [eg, significant decrease in systolic blood pressure (25) and in tiredness during the night shift (26), and a favorable change in work-life balance and job satisfaction (27)]. For other outcomes or within other studies, no significant changes were reported after implementation of self-scheduling [eg, no significant changes in diastolic blood pressure and sleepiness (25), mental health (26), somatic symptoms (27), stress, work-family conflicts, and biomarkers of cardiovascular disease (28), or sleep (29)]. Based on these findings, the authors of both reviews cautiously conclude that the introduction of self-scheduling can have favorable effects, but more intervention research is urgently needed to understand fully the effects of different types of selfscheduling on distinct outcome categories (12,15).…”

Section: Theoretical Insights and Empirical Findings On The Effects Omentioning

confidence: 99%

Worktime control: theoretical conceptualization, current empirical knowledge, and research agenda

Beckers¹,

Kompier²,

Kecklund³

et al. 2012

Scand J Work Environ Health

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Working hours play a crucial role in the life, health, and well-being of workers. Concerning irregular working hours, the recent Fifth European Working Conditions Survey (1) shows that night work is carried out by 19% and shift work by 17% of all workers in Europe. More than half of the total workforce works at least one day during the weekend and 21% works "on call". The health effects of night and shift work have been a popular and important area of research within Scandinavian Journal of Work, Environment & Health (eg,[2][3][4], including new and interesting data and a consensus statement on shift work and breast cancer (5) published in this issue (5-8). As working times are becoming increasingly irregular and flexible, their associations with work-life balance, work satisfaction, mental health, and productivity are of growing interest.Regarding worktime flexibility, the literature distinguishes between company-based and employeeoriented flexibility (9-13). The former refers to "the need of employers to extend, modify, or reduce work hours according to client or production needs" (10, p503). Shift work and mandatory overtime are well-known examples. Employee-oriented worktime flexibility refers to autonomy regarding working times with the aim of meeting employee needs (14). A similar construct is worktime control (WTC): "an employee's perception of his/her possibilities to control the duration, position, and distribution of his/her working times" (10, p503). WTC refers to self-determination of worktime aspects such as starting and ending times of the work day, breaks, days off, vacations (9), and control over whether, when and how much to work overtime (15). The distinction between company-based and employee-oriented worktime flexibility is helpful but one must bear in mind that a clear distinction is not always possible: although scholars tend to present WTC as a form of employee-oriented flexibility, it may also be implemented to advance organizational needs, such as higher work motivation and productivity and lower absenteeism and turnover of valued employees (16).Applications of worktime flexibility are by no means new phenomena. Company-based shift work has been a health issue in Europe since the end of the 19 th century (17). WTC was pioneered at a German company in 1967, in the form of "gliding time" (cf. flextime). This early experiment resulted in favorable organizational outcomes and, from 1970 onwards, flextime spread in West-European countries (18). Yet, until the late 20 th century, patterns of work schedules remained quite uniform, and work hours were still mainly determined by the employer with limited freedom on the part of employees (11,18). During the 1990s, major trends towards enhanced employee-oriented WTC emerged. This was a reaction to the louder call for "healthy work" and the rising labor participation of women and associated challenges regarding successfully combining work and family (11).In the 21 st century, the trend towards more flexible worktime practices continues. Many organi...

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“…In a Danish intervention project, Pryce et al (Pryce, Albertsen, & Nielsen, 2006) explored the effect of an open-rota system that gave the employees increased possibilities for influence over own working schedule. The system was chosen and implemented using a participatory approach, where the employees among different kinds of interventions chose the open-rota system.…”

Section: Increased Influence Over Working Hoursmentioning

confidence: 99%

Working time arrangements and social consequences – What do we know?

Albertsen¹,

Kauppinen²,

Grimsmo³

et al. 2008

TemaNord

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Evaluation of an open-rota system in a Danish psychiatric hospital: a mechanism for improving job satisfaction and work-life balance

Cited by 93 publications

References 21 publications

Evaluation of the Nurses’ Job Satisfaction, and Its Association with Their Moral Sensitivities and Well-being

Evaluation of the Nurses’ Job Satisfaction, and Its Association with Their Moral Sensitivities and Well-being

Worktime control: theoretical conceptualization, current empirical knowledge, and research agenda

Working time arrangements and social consequences – What do we know?

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