Meijman TF, Since there was an absence of studies which conducted subgroup analyses it is unclear how flexible working impacts on health inequalities. The review is funded by the Department of Health Cochrane Review Incentive Scheme and is particularly topical at this time with the recognition that flexible working is "now endemic in modern economies" (MacEachen 2008) and countries are beginning to legislate on workplace flexibility. They highlight that outcomes like fatigue are likely to develop relatively soon after an intervention has started whereas other health outcomes might take longer to emerge at a measurable level. Shipley MJ, 102 nonstandard employ$ contract$.ti,ab. The two highest VIFs were 2.08 for flexible work arrangements and 2.01 for time-off options. We also extracted secondary outcomes (including sickness absence, health service usage, behavioural changes, accidents, worklife balance, quality of life, health and wellbeing of children, family members and coworkers) if reported alongside at least one primary outcome. Moreover, both reviews draw attention to the limitations of the existing evidence base and call for welldesigned intervention studies to address these deficits.
Literature Review On Flexible Work Practices - UKEssays.com Flexible working. | Semantic Scholar Workers were required to plan their schedules one week in advance and supervisors could request changes to facilitate department functioning. Working Scholar. 109 professional$ help$ with household work$.mp. Employed women persistently suffer in mental health despite more family-friendly workplaces. 25 (musculoskeletal adj2 disorder$).mp. Flexible working is a way of working that suits an employee's needs, for example having flexible start and finish times, or working from home.
Perceived Engagement in Flexible Work Arrangements Kuosma E, About See all Flexible and Hard working Flexible and Hard Working; Without hard work, flexibility and discipline it is difficult to be a top professional. We look at this issue in more detail in ' 'Generation Work from Home' - the impact of default flexible working '. 188 ((company or companies) adj5 (work$ or employ$ or job$ or staff or personnel or business$)).ti,ab. Study participants were defined as adults of working age working for profit or pay in formal labour. Six CBA studies reported on interventions relating to temporal flexibility:selfscheduling of shift work (n = 4), flexitime (n = 1) and overtime (n = 1). These reviews also found few studies which differentiated their results by socioeconomic status or demographic characteristics. Ketola R, The authors suggest that flexitime schedules are unlikely to benefit those workers who already have high levels of control and choice (Baltes 1999). Concerns regarding whether or not the sample was representative were apparent in five studies and three studies did not use a matched or randomly allocated control group. random allocation, matched control)? Flex-work employees must know the level of performance expected and what metrics will be used to measure their work. Marmot M. Psychosocial work environment and sickness absence among British civil servants: the Whitehall II study. Reactions of nonsupervisory employees, A longitudinal analysis of the impact of flexible working hours, Transition into parttime work: health risks and opportunities. changing from a fixed eighthour shift schedule to a fixed 12hour schedule (see Bambra 2008b for a review of compressed working week interventions)). Is there adequate adjustment for the majority of known confounders (e.g. Assess the impact of flexible work arrangements on responsiveness to the needs of students, staff, faculty, and/or community members. Searches ofEMBASE, CINAHL ASSIA, IBSS, Sociological Abstracts, ABI/Inform, EPPI Centre, Evidence Library of Reviews and the Cochrane Public Health Group Specialised Register did not yield any hits that satisfied our specific inclusion criteria. Flexible working can offer many benefits to employees - for example, by allowing them . EssinkBot NL, A systematic review of task restructuring interventions. Flexible working and 'work-life balance' seem reasonable concepts in theory but in practice, particularly in the NHS, they are not always easy to implement. Kandolin 1996 reported on a multiple intervention study which included changes to the direction and speed of shifts as well as the introduction of selfscheduling. The number of key experts contacted snowballed, as contact with one author signposted the need for communication with additional experts in the field. overtime hours per week) and the temporal duration of overtime working (the period may be less than six months). Due to heterogeneity in terms of study design and outcomes assessed it was not possible to undertake a metaanalysis. MontRoyal, MontrealQuebecCanada, H2V 4P3, Newcastle University, Institute of Health and Society, William Leech Building, The Medical School, NewcastleTyne and WearUK, NE2 4HH. No studies meeting our inclusion criteria were found for teleworking interventions. As Truman 1992 argues the benefits of employerorientated flexibility are likely to be limited and the deregulation of working conditions could instead have adverse consequences in terms of reduced job security, lower compensation and poorer working conditions. Hume K, Where details of the method were unclear, the study authors were contacted for clarification of methods used but no responses were received. In addition, we handsearched the most common journals revealed by searches (including Journal of Epidemiology and Community Health; Scandinavian Journal of Work, Environment and Health; Journal of Occupational and Environmental Medicine; American Journal of Preventive Medicine; and Ergonomics) for the past 12 months (July 2008 to July 209). Researchers have also questioned how flexible working arrangements continue to be treated as a concession rather than a right (Truman 1992), including in legislation (for example in the UK there is a right to request flexible working but not to receive it). Marmot MG. Work characteristics predict psychiatric disorder: prospective results from the Whitehall II Study, Inequalities in Health: the Black Report and the Health Divide, Demographic change and new opportunities for women: the case of employers career break schemes, Women and working lives: divisions and change, Moving from description to action: challenges in researching socioeconomic inequalities in health, Canadian Journal of Public Health (Revue Canadienne de Sante Publique). 51 ((facilitat$ or enable$1 or enabling or barrier$1 or obstruct$ or encourag$ or prevent$, or time or free or disrupt$ or relationship$ or conflict) adj2 (cooking or. Legislation is slowly moving to close that gap: as of 2014, once in post for six months, any employee now has a legal right to make a flexible working request. In two studies (Dunham 1987; Pryce 2006) there were no data or only sparse data presented to assess the possibility of baseline differences between the experimental and control groups in terms of demographics, health status and flexible working experience. With regard to handsearching a selection of relevant journals in the field, we searched Ergonomics rather than the Journal of Human Ergology as the searches retrieved more hits from the latter publication. Folkard S, Working with low rewards is thought to induce stress responses which lead to adverse health outcomes (Siegrist 2009). Sjstrom M, And what is the prognosis for workplaces of the future? Openrota scheduling system. Our findings correspond with those published in an earlier systematic review on changes in shift work (Bambra 2008a) which reported that selfscheduling of shifts was beneficial to health and worklife balance. 194 (work place$ or work site$ or work location$ or work setting$).ti,ab. Social inequalities in the impact of flexible employment on different domains of psychosocial health, Journal of Epidemiology and Community Health. All of the studies were conducted in the developed world, with the majority of studies taking place in Europe (Denmark n = 1; Finland n = 2; UK n = 1; UK and Germany n = 1; the Netherlands n = 1) or the United States (n = 3). 195 ((job$ or employment) adj2 (place$ or site$ or location$ or setting$)).ti,ab. In addition, two of the reviewed studies (Dooley 2000; Kandolin 1996) reported on multiple interventions, making it difficult to separate out the effects of flexible working from other organisational changes. [Maudsley Monograph No.
Flexible working conditions and their effects on employee health and Flextime, with a core working period between 1.30 and 3.30, but with flexibility regarding start and finish times and timing and duration of lunch breaks. Julia Critchley: methodological and statistical expertise, contributed to writing of the review. The Cochrane Collaboration, 2008. Task Group 8 Report to the Strategic Review of Health Inequalities in England post2010 (Marmot Review), Available at: http://www.ucl.ac.uk/gheg/marmotreview/Documents, Real world reviews: a beginner's guide to undertaking systematic reviews of public health policy interventions, Health inequality: an introduction to theories, concepts and methods. There is also a need to consider the costeffectiveness of flexible working arrangements. No significant benefits to health were found when comparing the experimental and control groups over time, although nonsignificant trends were noted for somatic symptoms and vitality. random allocation, matched control). Health inequalities among British civil servants the Whitehall II study, Health and the psychosocial environment at work, Changes in working trends over the past decade. Marginal employment and health in Britain and Germany: does unstable employment predict health? Assessing risk of bias in included studies. Flexible work refers to the ability to adapt employee contracts with the organization to allow greater adjustability to changing circumstances (Wright and Bretthauer, 2010 ). McKnight A, Box 1 outlines the six different types of intervention included in this review: selfscheduling/flexible scheduling of shift work; flexitime; overtime; gradual/partial retirement; involuntary parttime work and fixedterm contract. From four founding members in 2004, the business now has 26 employees, 12 of whom work full time, the rest flexibly. Early in the pandemic, employees transitioned to remote work to prevent the spread of COVID-19. Barton J, 190 ("Small and medium enterprises" or SMEs).ti,ab. One study of overtime working (temporal flexibility) by De Raeve 2007 did report results differentially by gender but found no significant effect of overtime working on need for recovery or psychological distress in either males or females. information for practice. Sanderson R, The authors also considered the interaction between retirement pathway and degree of control and found that the interaction term change in marital cohesion was statistically significant at 36 months (Beta coefficient 0.53, P < 0.05). Here we have taken as our point of departure the notion of choice and control as being of paramount importance but others may define flexible working more broadly by arguing that any working arrangement that deviates from the norm (for example, workplace based, 9 am to 5 pm, permanent contract employment) would constitute flexible working. The effects of Compressed Work Week interventions on the health and wellbeing of shift workers: a systematic review, Department of Health Cochrane Review Incentive Scheme. 49 (social activit$ or social network$ or social life or freetime or free time).ti,ab. 9. Flexibility of a shift system which responded and attempted to reconcile employers operational needs and employees wishes and needs regarding shift changes, holidays, or days off. The Voice of Our Nation's Law Enforcement Officers One study considered the impacts of overtime working on health and wellbeing. Studies were included if the mean age of participants was within the common working age range (16 to 64 years). Confederation of British Industry (http://www.cbi.org.uk); Joseph Rowntree Foundation (http://www.jrf.org.uk/); European Union (http://europa.eu/index_en.htm); World Health Organization (http://www.who.int/en/); Guideline sites (National Institute for Health and Clinical Excellence (NICE, http://www.nice.org.uk/), Scottish Intercollegiate Guidelines Network (SIGN, http://www.sign.ac.uk/); and. Takala EP, Leppnen A, Benach J, Harris KM, Zheng H, Co-working, which is already on the rise, will be the norm as big firms as well as small make use of these scalable spacesand this will not only benefit employees but also allow organizations to keep a cap on real-estate expenditure. International Journal of Industrial Ergonomics. We identified a further three papers through citation follow up (de Vaus 2007; Dooley 2000; Smith 1998). Mental health: mental stress, tiredness, mental strain (Standard Shiftwork Index, Workerorientated, intervention designed to reduce worker fatigue, Multiple interventions implemented: selfscheduling alongside a change from slow to fast rotation and from backward to forward rotation, Controlled before and after study, 20 months follow up, Psychiatric hospital, Denmark, 60% nurses, 40% healthcare workers, Mental health: stress symptoms, three 4item scales: behavioural, cognitive and somatic symptoms (, Workerorientated, intervention was designed, implemented and evaluated using a participatory approach and aimed to benefit the health, wellbeing , job satisfaction and worklife balance of nursing staff, Controlled before and after study, 12 months follow up, Three years of data (1991 to 1993) from German, SozioOekonomisches Panel (SOEP), and the UK, from the British Household Panel Study (BHPS), Fixedterm contract (no permanent contract), General health: perceived health status on a 5point scale (from excellent to very poor). Flexible working rules are different in Northern . According to Karaseks demandcontrol model (Karasek 1979; Karasek 1990) jobs characterised by excessive psychological demands coupled with low decision latitude (low decision authority and low skill utilisation) are stressful as they do not enable individual autonomy, are conducted in highpressure contexts and can thus lead to an increased risk of stressrelated morbidity. Few papers gave detailed information regarding the motivation for, or the objectives of, the interventions, for example whether or not they were developed in response to policy initiatives or alternatively whether they were implemented for economic reasons. 'Flexible working' is a phrase that describes any working pattern adapted to suit your needs. In the study by Kandolin 1996 comparison of the control and experimental groups at baseline showed that the groups differed in relation to social conflict, with the control group having a higher score for conflict between workmates (P = 0.03). So is this development a force for good or something to fear? Is there a representative sample (e.g. Brunner E, Pirretti AE, In relation to the studies on selfscheduling there were no shared outcomes measured using validated instruments that could be pooled (see Table 1). With the exception of one study where experimental measures of blood pressure and biomarkers of cardiovascular disease were used (Viitasalo 2008), all of the studies used selfreported outcome data and the measurements varied widely between studies. Nijhuis FJN, They are underpinned by the three principles of flexibility: contractual flexibility, spatial flexibility and temporal flexibility. Physiological measures (that is, non selfreported measures) were used to examine health related outcomes (change in blood pressure, heart rate and biomarkers of cardiovascular disease) and validated instruments were used to measure general healthrelated outcomes (sleepiness using the Epworth Sleepiness Scale (ESS), Johns 1991) and secondary outcomes (physical activity using the International Physical Activity Questionnaire). The consequences of flexible work for health: are we looking at the right place?
Flexible Work Schedules and Their Impact on Employees 192 (employee$ or employer$).ti,ab. The investment market tends to go quiet during holiday periods and so having staff that dont want to work in the school holidays benefits them and it means we dont have to pay all year around., Gill Stewart says: I believe we will genuinely stop talking about it; flexible working will just be normal. Stansfeld SA, Briggs TE, The subjective meaning of good sleep an intraindividual approach using the Karolinska Sleep Diary. Nonsupervisory (professional, clerical, and technical) and supervisory personnel. The first flexible working concept was proposed by Jack Nilles, by defining the term "telecommuting" in the 1970s, when he was working remotely on a complex NASA communication system. et al. Blanchard VL, Compare to control and give intervention group over time results, Subgroup analyses (by age, gender, ethnicity, job type, socioeconomic status), Correspondence required (request for clarification of methods or results), Various settings (45 companies), the Netherlands, Mental health: psychological stress, GHQ12 (, There were no statistically significant associations between overtime and need for recovery or psychological distress in either men or women. Young people tend to accumulate negative flexibility outcomes in that they have more limited contractual security, and a greater risk of working on non-standard contracts and of losing their jobs . The evidence base evaluating the effectiveness of flexible working interventions in the form of welldesigned controlled before and after studies is small and methodologically limited. Sparse data were included on the rationale for the interventions and on the implementation process. Akers J, Compressed hours - employees cover their standard working hours in fewer working days. Calvo 2009 found no significant changes in depression for either the gradual or the abrupt retirement group between time points. For example, where employers dictate conditions in terms of contracts, work hours, salary forms or work places, uncertainty leading to possible job insecurity and reduced autonomy may be introduced intoemployees everyday lives (Artazcoz 2005; Benach 2002; MacEachen 2008; Prnnen 2007). Since selfscheduling was part of a multiple intervention, the findings are subject to the caveat that it is not possible to separate out the effects of each of the concurrent interventions. Shaping womens work: gender, employment and information technology, Summary of findings for the main comparison, Type (e.g. Working Scholars Fund is a fiscally sponsored project ofCommunity Initiatives, Breaking down the barriers to a bachelors degree. Kristensen TS, 8. Box 1: Flexible working interventions included in the search strategy for this review. 190 ("Small and medium enterprises" or SMEs).ti,ab. Blue and white collar workers, mostly male. The main review objective was to evaluate the effects (benefits and harms) of flexible working interventions on the physical and mental health and wellbeing of employees working in formal labour.
Employee satisfaction and use of flexible working arrangements 20 exp ATYPICAL DEPRESSION/ OR exp "DEPRESSION (EMOTION)"/ OR exp MAJOR DEPRESSION/ OR exp RECURRENT DEPRESSION/, 29 (musculoskeletal adj2 disorder$).ti,ab, 30 ((musculo adj2 skeletal adj2 disorder$)).ti,ab, 32 (promot$ OR manag$ OR facilitat$ OR enable$1 OR enabling OR barrier$1 OR increas$ OR obstruct$ OR encourag$ OR prevent$ OR time OR free OR disrupt$ OR relationship$ OR conflict).ti,ab, 33 (health OR healthy OR healthier).ti,ab, 35 ((mental health OR physical health OR health risk$ OR general health)).ti,ab, 44 (GP OR hospital OR doctor OR gps).ti,ab, 45 (consultation$1 OR appointment$1).ti,ab, 49 "general health questionnaire".ti,ab, 53 ((obesity OR obese OR overweight)).ti,ab, 55 "functional limitations profile".ti,ab, 71 59 OR 60 OR 61 OR 62 OR 63 OR 64 OR 65 OR 66 OR 67 OR 68 OR 69 OR 70, 79 72 OR 73 OR 74 OR 75 OR 76 OR 77 OR 78, 81 ((social activit$ OR social network$ OR social life OR freetime OR free time)).ti,ab, 83 ((facilitat$ OR enable$1 OR enabling OR barrier$1 OR obstruct$ OR encourag$ OR prevent$ OR time OR free OR disrupt$ OR relationship$ OR conflict)).ti,ab, 88 ((stress OR burnout OR depression OR depressed)).ti,ab, 89 1 OR 2 OR 3 OR 4 OR 5 OR 6 OR 7 OR 8 OR 9 OR 10 OR 11 OR 12 OR 13 OR 14 OR 15 OR 16 OR 17 OR 18 OR 19 OR 20 OR 21 OR 22 OR 23 OR 24 OR 25 OR 26 OR 27 OR 28 OR 29 OR 30 OR 31 OR 34 OR 35 OR 38 OR 39 OR 40 OR 41 OR 42 OR 43 OR 46 OR 47 OR 48 OR 49 OR 50 OR 51 OR 52 OR 53 OR 54 OR 55 OR 56 OR 57 OR 58 OR 80 OR 81 OR 82 OR 87 OR 88, 99 "flexible work$ arrangement$".ti,ab, 137 "non standard$ employ$ contract$".ti,ab, 138 "nonstandard employ$ contract$".ti,ab, 143 "professional$ help$ with childcare".ti,ab, 144 "professional$ help$ with housework".ti,ab, 145 "professional$ help$ with household work$".ti,ab, 192 ((temp$ employ$ OR temp$ contract$)).ti,ab, 201 ((work adj2 life adj2 polic$)).ti,ab, 210 ((day OR night OR late OR early OR evening OR core OR stagger$ OR compress$ OR irregular)).ti,ab, 211 ((work$ OR shift$1 OR hours$)).ti,ab, 227 90 OR 91 OR 92 OR 93 OR 94 OR 95 OR 96 OR 97 OR 98 OR 99 OR 100 OR 101 OR 102 OR 103 OR 104 OR 105 OR 106 OR 107 OR 108 OR 109 OR 110 OR 111 OR 112 OR 113 OR 114 OR 115 OR 116 OR 117 OR 118 OR 119 OR 120 OR 121 OR 122 OR 123 OR 124 OR 125 OR 126 OR 127 OR 128 OR 129 OR 130 OR 131 OR 132 OR 133 OR 134 OR 135 OR 136 OR 137 OR 138 OR 139 OR 140 OR 141 OR 142 OR 143 OR 144 OR 145 OR 146 OR 147 OR 148 OR 149 OR 150 OR 151 OR 152 OR 153 OR 154 OR 155 OR 156 OR 157 OR 158 OR 159 OR 160 OR 161 OR 162 OR 163 OR 164 OR 165 OR 166 OR 167 OR 168 OR 169 OR 170 OR 171 OR 172 OR 173 OR 174 OR 175 OR 176 OR 177 OR 178 OR 179 OR 180 OR 181 OR 182 OR 183 OR 184 OR 185 OR 186 OR 187 OR 188 OR 189 OR 190 OR 191 OR 192 OR 193 OR 194 OR 195 OR 196 OR 197 OR 198 OR 199 OR 200 OR 201 OR 204 OR 205 OR 206 OR 207 OR 208 OR 209 OR 212 OR 213 OR 214 OR 215 OR 216 OR 217 OR 218 OR 219 OR 222 OR 223 OR 224 OR 225 OR 226, 228 (work OR workplace OR employment).ti,ab, 229 ((company OR companies) adj5 (work$ OR employ$ OR job$ OR staff OR personnel OR business$)).ti,ab, 230 ((factory OR factories OR human resource$ OR Business$)).ti,ab, 231 (("Small and medium enterprises" OR SMEs)).ti,ab, 232 ((worker$ OR workplace$ OR worksite$ OR staff OR personnel)).ti,ab, 235 ((work place$ OR work site$ OR work location$ OR work setting$)).ti,ab, 237 ((place$ OR site$ OR location$ OR setting$)).ti,ab, 239 228 OR 229 OR 230 OR 231 OR 232 OR 233 OR 234 OR 235 OR 238, ((DE=(health or wellbeing or wellbeing) or DE=morbidity), or(KW=((back pain) or Backpain or lbp) or KW=((low back pain) or lumbago, or (cardiovascular diseases)) or KW=((heart diseases) or hypertension or, (mental health))) or(KW=((psychological outcome*) or Anxiety or, (Professional burnout)) or KW=((Psychological stress) or depression or, ("quality of life")) or KW=((job satisfaction) or Empower* or (decision, latitude))) or(KW=((work life balance) or (worklife balance) or (work, family conflict*)) or KW=(musculoskeletal within 2 disorder*)), or(KW=(musculo within 2 skeletal within 2 disorder*)) or(KW=((promot* or, manag* or facilitat* or enable*1 or enabling or barrier*1 or increas* or, obstruct* or encourag* or prevent* or time or free or disrupt* or, relationship* or conflict) within 2 (health or healthy or healthier))), or(KW=(mental health or physical health or health risk* or general, health)) or(KW=((employee* or staff) within 2 (health))) or(KW=((health, of worker*) or illness or ill) or KW=((sick* absence*) or (sick* leave))), or(KW=((days off) or (quality of life) or (general health questionnaire)), or KW=((mcGill pain questionnaire) or (blood pressure) or (obesity or, obese or overweight)) or KW=((functional limitations profile) or (short, form 36 or SF36) or (euroqol or EQ5d))) or(KW=((facilitat* or enable*1, or enabling or barrier*1 or obstruct* or encourag* or prevent* or time or, free or disrupt* or relationship* or conflict) within 3 (household work or, house work or chores or hobbies or hobby or friends or family))), or(KW=(social activit* or social network* or social life or freetime or, free time)) or(KW=cholesterol) or(KW=(stress or burnout or depression or, depressed))) and(((KW=((flexible work*) or shiftwork* or (shift work*)), or DE=((flexible work*) or shiftwork* or (shift work*))) or(KW=((non, standard work*) or (nonstandard work*) or (flexible time)) or DE=((non, standard work*) or (nonstandard work*) or (flexible time))), or(KW=((flexible workplace) or (flexible work* condition*)) or, DE=((flexible workplace) or (flexible work* conditions) or (flexible, time))) or(KW=((flexible work* time*) or (flexi time*) or flexitime*) or, KW=((flex time*) or flextime* or flexitime*) or KW=((flexible work*, arrangement*) or (flexible work* hour*) or (work schedule tolerance))), or(KW=(("self schedule*") or selfschedule* or (unusual hour*)) or, KW=((study leave) or (parttime work*) or (part time work*)) or, KW=(weekend work*)) or(KW=(job* share*)) or(KW=((compress* work* hour*), or jobshar* or (stagger* hour*)) or KW=((annual* hour*) or (annualised, hour*) or (annualized hour*)) or KW=((compress* work* week*) or overtime, or (shift work*))) or(KW=(shiftwork* or (night work*) or nightwork*) or, KW=((parental leave) or (long term leave) or sabbatical) or, KW=(secondment or (home work*) or homework*)) or(KW=((work* from home) or, telework* or (irregular work* hours)) or KW=((irregular work*) or (phase, within 2 retire*) or (retirement scheme*)) or KW=((pension scheme*) or, (early retirement) or (maternity leave))) or(KW=((non standard* employ*, contract*) or (nonstandard* employ* contract*) or (freelance* work*)) or, KW=(freelance* or (freelance* work*) or freelance*)) or(KW=((workplace, flexibility) or (work place flexibility) or (flexible contract*)) or, KW=((flexible salary form*) or (working time directive*) or (zero hours)), or KW=(daywork* or (day work*) or piecework*)) or(KW=((piece work*) or, (adjust* hours) or (core hours)) or KW=((stagger* hours) or (time in, lieu) or (time bank*)) or KW=((flexi break*) or flexibreak*)), or(KW=((reduc* hours) or (job split*) or (on call)) or KW=(oncall or (as, needed hour*) or (casual hour*)) or KW=((weekday* swap*) or (week* day*, swap*) or (weekday* swap*))) or(KW=((shift self select*) or (shift, selfselect*) or (week* on week* off)) or KW=((term time work*) or, (termtime work*) or (buyable leave)) or KW=((flexi week*) or (flexi, year*) or (performance related pay))) or(KW=((performancerelated pay) or, (adoption leave) or (adoption leave scheme*)) or KW=((flexi* lunch hour*), or (paternity scheme*) or (parental leave scheme*)) or KW=((dependent*, leave) or (dependent* leave scheme*) or (special leave))) or(KW=((fixed, term contract*) or (fixedterm contract*) or (temp* employ* or temp*, contract*))) or(KW=((marginal employ*) or (contingent employ*) or, (atypical employ*)) or KW=((carer* leave) or (unpaid leave) or, (precarious work*)) or KW=((work life polic*) or (occasional flexibil*))), or(KW=(work within 2 life within 2 polic*)) or(KW=((reduc* within 2 hours), or (job*1 sharing))) or(KW=((compress* within 2 hours) or (annualized, within 2 hours) or (annualised within 2 hours))) or(KW=((day or night or, late or early or evening or core or stagger* or compress* or irregular), within 2 (work* or shift*1 or hours*))) or(KW=(sabbatical* or secondment*, or (career* within 3 break*)) or KW=((home working) or (work* within 2, home))) or(KW=((maternal leave) or (paternal leave) or (adapt* hours)) or, KW=(time banking)) or(KW=((work life or worklife) within 2 (balance*))), or(KW=(flexible within 2 contract*))) and((KW=(work or workplace or, employment)) or(KW=((company or companies) within 5 (work* or employ* or, job* or staff or personnel or business*))) or(KW=(factory or factories or, human resource* or Business*)) or(KW=("Small and medium enterprises" or, SMEs)) or(KW=(worker* or workplace* or worksite* or staff or personnel)), or(KW=(employee* or employer*)) or(KW=(work within 3 office*)), or(KW=(work place* or work site* or work location* or work setting*)), or(KW=((job* or employment) within 2 (place* or site* or location* or, #25 Topic=(followup or longitudinal or prospective* or cohort or evaluation or "before and, #21 Topic=(worker or personnel or employee or employer or work setting* or work, #20 Topic=(work or workplace or employment or compan* or business* or staff or job* or, #19 #18 OR #17 OR #16 OR #15 OR #14 OR #13 OR #12 OR #11 OR #10 OR #9 OR #8, #18 Topic=(reduc* hours or career break* or "working from home" or adapt* hours or time, #17 Topic=(atypical employ* or carer* leave or unpaid leave or precarious work* or work, #16 Topic=(fixed term contract* or temp* employ* or temp* contract* or marginal employ*, #15 Topic=(flexi week* or flexi year* or flexi day* or performance related pay or parental, leave scheme* or dependent* leave or special leave), #14 Topic=(shift self select* or shift selfselect* or "week* on week* off" or termtime, work* or term time work* or buyable leave), #13 Topic=(job split* or on call or oncall or oncall or "as needed hours" or casual hours or, #12 Topic=(day work or daywork or piecework* or piece work* or adjust* hours or core, hours or stagger* hours or tme in lieu or time bank* or flexi break* or flexibreak* or, #11 Topic=(work* flexibility or flexible contract* or flexible salary form* or working time, #10 Topic=(maternity leave or paternity leave or adoption leave or nonstandard employ*, #9 Topic=(home work* or homework* or work* from home or telework* or irregular, #8 Topic=(shiftwork* or shift work* or nightwork* or night work* or parental leave or, long term leave or sabbatical or secondment), #7 Topic=(jobshar* or job shar* or compress* work* hour* or stagger* hour* or annual*, hour* or compress* work* week or overtime), #6 Topic=(work schedule tolerance or selfschedul* or self schedul* or unusual hour* or, parttime work* or part time work* or weekend work*), #5 Topic=(flex* work* or flex* workplace or flex* work* condition* or flex* work* time*, #3 Topic=(illness or ill or sick* absence* or sick leave or gp or hospital appointment* or, medical consultation or doctor* appointment or days off or cholesterol or blood pressure, or obesity or obese or "social wellbeing" or social life or free time), #2 Topic=(wellbeing or wellbeing or depression or "quality of life" or job satisfaction or, empower* or decision latitude or "work life balance" or work family conflict* or, musculoskeletal disorder* or health or physical health or health risk* or "general health", #1 Topic=(morbidity or backpain or back pain or lbp or lumbago cardiovasular or heart, disease* or hypertension or mental health or psychological outcome* or anxiety or, 1.
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