WorldWideScience

Sample records for flexitime

  1. Work-life balance policies: challenges and benefits associated with implementing flexitime

    OpenAIRE

    Downes, Caroline; Koekemoer, Frieda Eileen

    2011-01-01

    Orientation: Helping employees to balance their work and family lives is a business imperative. Work–life balance policies (like flexitime) aim to support employees to do so. However, implementing these policies is problematic. Research purpose: The aim of this article is to report on the challenges and benefits associated with implementing flexitime as a work–life balance policy. Motivation for the study: Organisations must develop and implement work–life balance policies. This r...

  2. Work–life balance policies: Challenges and benefits associated with implementing flexitime

    Directory of Open Access Journals (Sweden)

    Caroline Downes

    2011-10-01

    Research purpose: The aim of this article is to report on the challenges and benefits associated with implementing flexitime as a work–life balance policy. Motivation for the study: Organisations must develop and implement work–life balance policies. This requires human resource practitioners to investigate and understand experiences and perceptions about the challenges and benefits of flexitime. Research design, approach and method: The researcher used a qualitative research design with an exploratory approach. She drew a nonprobability purposive and voluntary sample (n = 15 from the financial sector. She used semi-structured in-depth interviews to collect the data and conducted content analyses to analyse and interpret them. Main findings: The researcher extracted four main themes (individual and general challenges, the aspects organisations need to implement flexitime effectively and the benefits that would follow its implementation from the data. Its benefits vary from work–life balance to employee loyalty and commitment. Some challenges are maintaining productivity, a shortage of critical resources and understanding flexitime. Practical/managerial implications: The research identified requirements that human resource practitioners should attend to in order to ensure that organisations use flexitime more effectively. Contribution/value-add: The researcher obtained unique findings about the minimum requirements for implementing flexitime effectively. They could assist organisations to address the challenges that employees face.

  3. Women’s employment patterns after childbirth and the perceived access to and use of flexitime and teleworking

    OpenAIRE

    Chung, Heejung; van der Horst, Mariska

    2017-01-01

    This article sets out to investigate how flexitime and teleworking can help women maintain their careers after childbirth. Despite the increased number of women in the labour market in the UK, many significantly reduce their working hours or leave the labour market altogether after childbirth. Based on border and boundary management theories, we expect flexitime and teleworking can help mothers stay employed and maintain their working hours. We explore the UK case, where the right to request ...

  4. Women's employment patterns after childbirth and the perceived access to and use of flexitime and teleworking.

    Science.gov (United States)

    Chung, Heejung; van der Horst, Mariska

    2018-01-01

    This article sets out to investigate how flexitime and teleworking can help women maintain their careers after childbirth. Despite the increased number of women in the labour market in the UK, many significantly reduce their working hours or leave the labour market altogether after childbirth. Based on border and boundary management theories, we expect flexitime and teleworking can help mothers stay employed and maintain their working hours. We explore the UK case, where the right to request flexible working has been expanded quickly as a way to address work-life balance issues. The dataset used is Understanding Society (2009-2014), a large household panel survey with data on flexible work. We find some suggestive evidence that flexible working can help women stay in employment after the birth of their first child. More evidence is found that mothers using flexitime and with access to teleworking are less likely to reduce their working hours after childbirth. This contributes to our understanding of flexible working not only as a tool for work-life balance, but also as a tool to enhance and maintain individuals' work capacities in periods of increased family demands. This has major implications for supporting mothers' careers and enhancing gender equality in the labour market.

  5. Women’s employment patterns after childbirth and the perceived access to and use of flexitime and teleworking

    Science.gov (United States)

    Chung, Heejung; van der Horst, Mariska

    2017-01-01

    This article sets out to investigate how flexitime and teleworking can help women maintain their careers after childbirth. Despite the increased number of women in the labour market in the UK, many significantly reduce their working hours or leave the labour market altogether after childbirth. Based on border and boundary management theories, we expect flexitime and teleworking can help mothers stay employed and maintain their working hours. We explore the UK case, where the right to request flexible working has been expanded quickly as a way to address work–life balance issues. The dataset used is Understanding Society (2009–2014), a large household panel survey with data on flexible work. We find some suggestive evidence that flexible working can help women stay in employment after the birth of their first child. More evidence is found that mothers using flexitime and with access to teleworking are less likely to reduce their working hours after childbirth. This contributes to our understanding of flexible working not only as a tool for work–life balance, but also as a tool to enhance and maintain individuals’ work capacities in periods of increased family demands. This has major implications for supporting mothers’ careers and enhancing gender equality in the labour market. PMID:29276304

  6. Flexitime's Potential for Management.

    Science.gov (United States)

    Bernard, Keith E.

    1979-01-01

    Firm size, employee characteristics, and structure and type of product or service generated are all factors that must be considered and analyzed in dealing with any particular employment problem. Unfortunately, this type of rigorous analysis is not evident in the material surveyed in this report. (Author)

  7. How Flexitime Eases Work/Family Tensions.

    Science.gov (United States)

    Ralston, David A.

    1990-01-01

    A little flexibility from an employer can keep an overextended female employee from having to choose between job and family. It allows more women to climb the corporate ladder while helping companies expand their talent pool and meet Equal Employment Opportunity Commission regulations. (Author)

  8. Flexitime in an Army Medical Center.

    Science.gov (United States)

    1981-04-01

    and Costigan (1973) conducted a longitudinal study of employee responses to the four day week in a medium-sized pharmaceutical company. The patterns...New York, New York, 1979. Nord, W.R. and Costigan, R. Worker adjustment to the four - day week : a longitudinal study. Journal of Applied Psychology, 58

  9. Customer-oriented flexitime schemes; Kundenorientierte Arbeitszeitflexibilisierung

    Energy Technology Data Exchange (ETDEWEB)

    Wiedemann, E. [Lech-Elektrizitaetswerke (LEW) AG, Augsburg (Germany)

    1998-05-01

    In a competitive market, only those enterprises will persist that offer not only high-quality products but quality in a very comprehensive sense as well. Total customer care is the keyword in this context and is indispensable when it comes to establishing and maintaining brand perception and loyalty. The features and benefits of products, activities and services have to be tailored to the individual needs of the target group and the individual customer. In addition, the price/performance ratio of products and services must be carefully designed so as to be acceptable to a large variety of customers. This applies both to the ``hardware`` such as product quality and efficiency, and the product-related activities such as product information and consultancy, customer service organization, reachability of service or call centers, and handling of complaints and claims. (orig./CB) [Deutsch] Im Wettbewerb kann heute nur bestehen, wer ueber das Produkt hinaus Qualitaet in einem sehr umfassenden Sinne liefert. Eine starke Orientierung am Kundeninteresse (neudeutsch: Total Customer Care) ist eigentlich selbstverstaendlich, wenn es um Aufbau, Ausbau und Pflege von Markenbeziehungen geht. Die Eigenschaften und der Nutzen von Marktleistungen muessen den individuellen Beduerfnissen und Erwartungen der Zielgruppe oder einer Einzelperson entsprechen. Darueber hinaus ist Voraussetzung, dass die angebotenen Leistungen aus der subjektiven Sicht der Kunden in einem fuer sie akzeptablen Preis-Leistungs-Verhaeltnis stehen. Dies betrifft nicht allein die `harten Fakten` wie Qualitaet oder Funktion. Es gilt auch fuer alle Leistungen rund um das Produkt, insbesondere Beratung, Erreichbarkeit, Kundenservice oder Reklamationsbearbeitung. (orig./RHM)

  10. A Study of Flexitime Effects in a Government Research Organization.

    Science.gov (United States)

    1980-05-01

    and found that "the introduction of flexible working hours had no adverse impact on productivity" (p. 463). Such findings, while disappointing to...Novak, 3. F. Impact of flexible working hours on productivity. Journal of Applied Psychology, 1977, 62, 463-465. Schein, V. E., Maurer, E. H...Novak, 3. F. Supervisor’s reactions to flexible working hours . Journal of Occupational Psychology, 1978, 51, 333-338. Schriesheim, C. A. A preliminary

  11. The Ultimate in Flexitime: From Sweden, by Way of Volvo.

    Science.gov (United States)

    Bernstein, Paul

    1988-01-01

    In the Volvo component plant on Koping, Sweden, an innovative system of multiple shifts and flexible working hours is offered to employees. The system meets the needs of those who are available for work at certain times and helps curtail turnover and absenteeism. (JOW)

  12. Is Your Organization a Good Candidate for Flexitime?

    Science.gov (United States)

    Coltrin, Sally A.; Barendse, Barbara D.

    1981-01-01

    Flexible working schedules are being implemented by a variety of organizations as an alternative to the conventional work week. Flextime provides a wide array of advantages, but the system also has disadvantages. Properly implemented in appropriate situations, flextime can be a very positive scheduling asset to employees, organizations, and…

  13. Results of Experimental Study on Flexitime and Family Life.

    Science.gov (United States)

    Winett, Richard A.; Neale, Michael S.

    1980-01-01

    According to two small experimental studies of flexible working hours, federal workers with young children choose to arrive at and depart from work earlier, allowing them to increase the time spent with their families and to engage in recreational, educational, and household activities. (Author/SK)

  14. Flexitime under Scrutiny: Research on Work Adjustment and Organizational Performance.

    Science.gov (United States)

    Barad, Cary B.

    1980-01-01

    Reports on an in-house study of flexible working hours conducted by the Social Security Administration. On the basis of the study, management agreed that flextime could be implemented throughout the agency wherever feasible and where employee interest was sufficiently high. (Author/IRT)

  15. Arrival and Departure Patterns of Public Sector Employees before and after Implementation of Flexitime.

    Science.gov (United States)

    Ronen, Simcha

    1981-01-01

    Examined the effects of a flexible working hours schedule on the arrival and departure times of 162 public sector employees. Results indicated that workers, when scheduling their own workday, deviate only moderately from their preflexitime arrival/departure times; and they tend to develop relatively stable arrival/departure patterns. (Author/RC)

  16. Women’s employment patterns after childbirth and the perceived access to and use of flexitime and teleworking

    NARCIS (Netherlands)

    Chung, Heejung; van der Horst, Mariska

    2018-01-01

    Despite the increased number of women in the labour market in the UK, many significantly reduce their working hours or leave the labour market altogether after childbirth; typically with serious consequences for their careers. Based on border and boundary management theories, this study examines

  17. Work–life balance policies : the use of flexitime within a South African organisation / C.F. Downes

    OpenAIRE

    Downes, Caroline Frances

    2011-01-01

    Work–life balance is one of the most central issues and concerns for 21st century societies, and according to the American Psychological Association balancing work and family is one of the major challenges for the current generation of employees. Helping employees balance their work and family life is viewed as a social and business imperative since work–life imbalance experienced by employees negatively impacts on employers and society as a whole. Evidence from a study of inte...

  18. Telecommuting: An Altered Work Pattern.

    Science.gov (United States)

    1984-09-01

    11 Part-Time: Job Sharing. . . .... 12 Compressed Workweek (CWW): 4/40 CWW. ..... 16 Flexible Working Hours : Flexitime ...... 22...manent full time work form that varies in hours, days, or a combination of both. Flexible Working Hours . Flexible working hours is a work schedule where...Ronen & Primps, 1981). Flexible Working Hours : Flexitime Expanded Definition. Flexitime can be further defined as a work concept that allows the maximum

  19. Working Hours Flexibility. Background Paper No. 30.

    Science.gov (United States)

    Staines, Graham L.

    Flexible work schedules offer the promise of a low-cost option for helping people manage work and family responsibilities. Alternative work schedules include part-time work, job sharing, work sharing, shiftwork, compressed work week, flexitime, and flexiplace. Flexitime is the most prevalent full-time flexible schedule and is second in prevalence…

  20. Acquainting Future Office Employees with Productivity-Improvement Techniques.

    Science.gov (United States)

    Quible, Zane K.

    1982-01-01

    Examines factors affecting productivity (government regulations, energy costs, decline in the work ethic, capital investment, number of service workers, work force characteristics, management practices, and unions), and techniques to improve productivity (employee involvement, job structure, communication, flexitime, employee upgrading, incentive…

  1. Alternative Work Schedules: A Labor Perspective

    Science.gov (United States)

    Zalusky, John L.

    1977-01-01

    The compressed work week, flexitime, and job sharing are discussed from the labor perspective. The author suggests that it is unlikely that unions will endorse flexible work arrangements that jeopardize the eight-hour-day concept. (LBH)

  2. Flexible Working and Couples' Coordination of Time Schedules

    OpenAIRE

    Bryan, Mark L.; Sevilla Sanz, Almudena

    2014-01-01

    Using previously unexploited data on time scheduling in the employment and household contexts, we investigate the effect of flexible working on couples' coordination of their daily work time schedules in the UK. We consider three distinct dimensions of flexible working: flexibility of daily start and finish times (flexitime), flexibility of work times over the year (annualised hours), and generalised control of working hours. We find that in couples with flexitime there is greater spouse sync...

  3. Access to flexible work arrangements, working-time fit and job satisfaction

    NARCIS (Netherlands)

    Possenriede, D.S.; Plantenga, J.

    2011-01-01

    This article analyses the effects of access to flexible work arrangements, namely flexi-time, telehomework and part-time work, on employees’ satisfaction with the fit between paid work and private life and their overall job satisfaction. Having access to flexible work arrangements gives employees

  4. A Selected Annotated Bibliography on Work Time Options.

    Science.gov (United States)

    Ivantcho, Barbara

    This annotated bibliography is divided into three sections. Section I contains annotations of general publications on work time options. Section II presents resources on flexitime and the compressed work week. In Section III are found resources related to these reduced work time options: permanent part-time employment, job sharing, voluntary…

  5. Alternative Work Patterns: Implications for Worklife Education and Training. Worker Education and Training Policies Project.

    Science.gov (United States)

    Shore, Jane

    This monograph explores the major categories of alternative work patterns, e.g., flexitime, permanent part-time employment, job sharing, the compressed work week, and reduced work time. Advantages and disadvantages of each type are discussed, and new insight is offered into an unexplored dimension of the major types of alternative work patterns:…

  6. Temporal and locational flexibility of work, working-time fit, and job satisfaction

    NARCIS (Netherlands)

    Possenriede, D.S.; Plantenga, J.

    2014-01-01

    This study analyses the effects of arrangements that provide temporal and locational flexibility of work (TLF), namely flexi-time, telehomework, and part-time work, on employees' satisfaction with the fit between working time and private life and their overall job satisfaction. TLF arrangements

  7. The economics of temporal and locational flexibility of work

    NARCIS (Netherlands)

    Possenriede, D.S.

    2014-01-01

    In recent years employees have become increasingly able to control temporal and locational aspects of their work. This temporal and locational flexibility of work (TLF) is usually implemented via a variety of arrangements, such as flexi-time, telehomework, and part-time work, which facilitate

  8. Does temporal and locational flexibility of work increase the labour supply of part-timers?

    NARCIS (Netherlands)

    Possenriede, Daniel; Hassink, Wolter; Plantenga, Janneke

    In recent years many employees have gained more control over temporal and locational aspects of their work via a variety of flexible work arrangements, such as flexi-time and telehomework. This temporal and locational flexibility of work (TLF) is often seen as a means to combine work and private

  9. Does temporal and locational flexibility of work increase the supply of working hours? Evidence from the Netherlands

    NARCIS (Netherlands)

    Possenriede, D.S.; Hassink, W.H.J.; Plantenga, J.

    2016-01-01

    In recent years, many employees have gained more control over temporal and locational aspects of their work via a variety of flexible work arrangements, such as flexi-time and telehomework. This temporal and locational flexibility of work (TLF) is often seen as a means to facilitate the combination

  10. Access to flexible working and informal care

    OpenAIRE

    Bryan, Mark L.

    2011-01-01

    We use matched employer-employee data to explore the relationship between employees' access to flexible working arrangements and the amount of informal care they provide to sick or elderly friends and relatives. Flexitime and the ability to reduce working hours are each associated with about 10% more hours of informal care, with effects concentrated among full-time workers providing small amounts of care. The wider workplace environment beyond formal flexible work also appears to facilitate c...

  11. Access to flexible work arrangements, working-time fit and job satisfaction

    OpenAIRE

    D.S. Possenriede; J. Plantenga

    2011-01-01

    This article analyses the effects of access to flexible work arrangements, namely flexi-time, telehomework and part-time work, on employees’ satisfaction with the fit between paid work and private life and their overall job satisfaction. Having access to flexible work arrangements gives employees more control over their working life and thereby improves on the match between paid work and private life. Based on unique cross-sectional survey data collected among more than 20.000 Dutch public ...

  12. Flexible Working in the UK and its Impact on Couples' Time Coordination

    OpenAIRE

    Bryan, M.L.; Sevilla, A.

    2017-01-01

    The ability to combine work with quality time together as a family is at the heart of the\\ud concept of work-life balance. Using previously unexploited data on couples work\\ud schedules we investigate the effect of flexible working on couples coordination of their\\ud daily work schedules in the UK. We consider three distinct dimensions of flexible\\ud working: flexibility of daily start and finish times (flexitime), flexibility of work times\\ud over the year (annualized hours), and generalized...

  13. Does temporal and locational flexibility of work increase the supply of working hours? Evidence from the Netherlands

    OpenAIRE

    Possenriede, D.S.; Hassink, W.H.J.; Plantenga, J.

    2016-01-01

    In recent years, many employees have gained more control over temporal and locational aspects of their work via a variety of flexible work arrangements, such as flexi-time and telehomework. This temporal and locational flexibility of work (TLF) is often seen as a means to facilitate the combination of work and private life. As such it has been recommended as a policy to increase the average number of working hours of part-time workers. To the best of our knowledge, the effectiveness of this p...

  14. Combined Characterization of the Time Response of Impression Materials via Traditional and FTIR Measurements

    Directory of Open Access Journals (Sweden)

    Giacomo Derchi

    2015-05-01

    Full Text Available We investigated the temporal response of four dental impression materials, namely three siloxanes (Imprint 4, Flexitime, Aquasil and one polyether (Impregum. The null hypothesis was that the nominal working times are confirmed by instrumental laboratory tests. We also aimed to identify alternative techniques with strong physical-chemical background for the assessment of temporal response. Traditional characterization was carried out by shark fin test device and durometer at both ambient and body temperature. Additionally, Fourier-transform infrared spectroscopy was performed at room temperature. From shark fin height and Shore hardness versus time the working time and the setting time of the materials were evaluated, respectively. These were in reasonable agreement with the nominal values, except for Impregum, which showed longer working time. Spectroscopy confirmed the different character of the two types of materials, and provided for Imprint 4 and Aquasil an independent evaluation of both evolution times, consistent with the results of the other techniques. Shark fin test and durometer measurements showed deviations in setting time, low sensitivity to temperature for Flexitime, and longer working time at higher temperature for Impregum. Deviations of working time appear in operating conditions from what specified by the manufacturers. Fourier-transform infrared spectroscopy can provide insight in the correlation between material properties and their composition and structure.

  15. Inorganic particle analysis of dental impression elastomers.

    Science.gov (United States)

    Carlo, Hugo Lemes; Fonseca, Rodrigo Borges; Soares, Carlos José; Correr, Américo Bortolazzo; Correr-Sobrinho, Lourenço; Sinhoreti, Mário Alexandre Coelho

    2010-01-01

    The aim of this study was to determine quantitatively and qualitatively the inorganic particle fraction of commercially available dental elastomers. The inorganic volumetric fraction of two addition silicones (Reprosil Putty/Fluid and Flexitime Easy Putty/Fluid), three condensation silicones (Clonage Putty/Fluid, Optosil Confort/Xantopren VL and Silon APS Putty/Fluid), one polyether (Impregum Soft Light Body) and one polysulfide (Permlastic Light Body) was accessed by weighing a previously determined mass of each material in water before and after burning samples at 600 ºC, during 3 h. Unsettled material samples were soaked in acetone and chloroform for removal of the organic portion. The remaining filler particles were sputter-coated with gold evaluation of their morphology and size, under scanning electron microscopy (SEM). Flexitime Easy Putty was the material with the highest results for volumetric particle fraction, while Impregum Soft had the lowest values. Silon 2 APS Fluid presented the lowest mean filler size values, while Clonage Putty had the highest values. SEM micrographs of the inorganic particles showed several morphologies - lathe-cut, spherical, spherical-like, sticks, and sticks mixed to lathe-cut powder. The results of this study revealed differences in particle characteristics among the elastometic materials that could lead to different results when testing mechanical properties.

  16. A comparison of hospital- and community-based mental health nurses: perceptions of their work environment and psychological health.

    Science.gov (United States)

    Fielding, J; Weaver, S M

    1994-06-01

    This study compares hospital- (n = 67) and community-based (n = 55) mental health nurses in relation to their perceptions of the work environment and also their psychological health. Measures include: the General Health Questionnaire, the Maslach Burnout Inventory and the Work Environment Scale. The data, obtained from self-returned questionnaires, show that community nurses rated their work environments higher for the dimensions of Involvement, Supervisor Support, Autonomy, Innovation and Work Pressure. Hospital nurses saw their environments as being higher in (managerial) Control. There were no differences between the groups for the dimensions of Peer Cohesion, Task Orientation, Clarity or (physical) Comfort. Furthermore, there were no overall differences between the two groups in relation to psychological health, although the pattern of factors associated with emotional well-being differed. Finally, analyses of the community data revealed that those nurses with 'flexitime' arrangements evaluated their work environments less positively and showed higher levels of psychological strain than did those working 'fixed-time' schedules. The findings suggest that the hospital and community environments make different demands on nursing staff, and that this should be considered when organizing nursing services if stress is to be avoided.

  17. Sulcus depth reproduction with polyvinyl siloxane impression material: effects of hydrophilicity and impression temperature.

    Science.gov (United States)

    Takahashi, Hidekazu; Finger, Werner J; Kurokawa, Rie; Furukawa, Masae; Komatsu, Masashi

    2010-03-01

    To determine the sulcus penetration ability of hydrophilic and hydrophobic polyvinyl siloxane (PVS) impression materials by impression technique, temperature, and sulcus width. Hydrophilic Flexitime (FLE; Heraeus Kulzer) and its hydrophobic counterpart (EXP) without surfactant were investigated, using light (L), monophase (M), and heavy (H) consistencies. A truncated steel cone surrounded by a 2-mm-deep and 50-, 100-, or 200-microm-wide sulcus, simulating the gingival tissue with agar, served as the test model. Impressions were made with single-mix (L or M) and double-mix (LM or LH) techniques at 23 degrees C and 37 degrees C, respectively. The reproduced sulcus heights were measured with a 3D laser scanner. Data were analyzed by ANOVA and Tukey HSD (P 1.9 mm); FLE-M, -LM, and-LH reproductions were shorter with narrow sulci. Reproductions of 50- and 100-microm sulci with EXP-L were shallower than with FLE-L. The shortest reproduction was, however, greater than 1.6 mm. In spite of some significant differences found in sulcus-reproducing ability with hydrophilic and hydrophobic impression materials applied at different impression-making temperatures and with different techniques, the practical relevance is limited.

  18. The organization of working hours of selected employee categories in Czech businesses

    Directory of Open Access Journals (Sweden)

    Urbancová Hana

    2016-01-01

    Full Text Available In the current dynamic working environment, the adaptation of working hours is an important instrument for supporting the work and performance of all groups of employees. It also serves as an instrument that encourages their identification with the company. The aim of this article is to identify and evaluate the utilization of individual methods of work organization among selected groups of employees in Czech companies across the gamut of the business sector. The analysed data comes from a quantitative questionnairebased survey (n=315. The results show that in the Czech companies, flexitime is most frequent among regular employees (51.7% and graduates up to 30 years old (24.1%. A reduced work schedule is most frequently used by mothers with children and senior citizens (41.3%, 27% and as part-time work among students (41%. The use of flexible working hours is an instrument of diversity management and builds the company brand through enlisting the cooperation of different groups of employees.

  19. Flexible working conditions and their effects on employee health and wellbeing.

    Science.gov (United States)

    Joyce, Kerry; Pabayo, Roman; Critchley, Julia A; Bambra, Clare

    2010-02-17

    Flexible working conditions are increasingly popular in developed countries but the effects on employee health and wellbeing are largely unknown. To evaluate the effects (benefits and harms) of flexible working interventions on the physical, mental and general health and wellbeing of employees and their families. Our searches (July 2009) covered 12 databases including the Cochrane Public Health Group Specialised Register, CENTRAL; MEDLINE; EMBASE; CINAHL; PsycINFO; Social Science Citation Index; ASSIA; IBSS; Sociological Abstracts; and ABI/Inform. We also searched relevant websites, handsearched key journals, searched bibliographies and contacted study authors and key experts. Randomised controlled trials (RCT), interrupted time series and controlled before and after studies (CBA), which examined the effects of flexible working interventions on employee health and wellbeing. We excluded studies assessing outcomes for less than six months and extracted outcomes relating to physical, mental and general health/ill health measured using a validated instrument. We also extracted secondary outcomes (including sickness absence, health service usage, behavioural changes, accidents, work-life balance, quality of life, health and wellbeing of children, family members and co-workers) if reported alongside at least one primary outcome. Two experienced review authors conducted data extraction and quality appraisal. We undertook a narrative synthesis as there was substantial heterogeneity between studies. Ten studies fulfilled the inclusion criteria. Six CBA studies reported on interventions relating to temporal flexibility: self-scheduling of shift work (n = 4), flexitime (n = 1) and overtime (n = 1). The remaining four CBA studies evaluated a form of contractual flexibility: partial/gradual retirement (n = 2), involuntary part-time work (n = 1) and fixed-term contract (n = 1). The studies retrieved had a number of methodological limitations including short follow-up periods

  20. Effects of implant system, impression technique, and impression material on accuracy of the working cast.

    Science.gov (United States)

    Wegner, Kerstin; Weskott, Katharina; Zenginel, Martha; Rehmann, Peter; Wöstmann, Bernd

    2013-01-01

    This in vitro study aimed to identify the effects of the implant system, impression technique, and impression material on the transfer accuracy of implant impressions. The null hypothesis tested was that, in vitro and within the parameters of the experiment, the spatial relationship of a working cast to the placement of implants is not related to (1) the implant system, (2) the impression technique, or (3) the impression material. A steel maxilla was used as a reference model. Six implants of two different implant systems (Standard Plus, Straumann; Semados, Bego) were fixed in the reference model. The target variables were: three-dimensional (3D) shift in all directions, implant axis direction, and rotation. The target variables were assessed using a 3D coordinate measuring machine, and the respective deviations of the plaster models from the nominal values of the reference model were calculated. Two different impression techniques (reposition/pickup) and four impression materials (Aquasil Ultra, Flexitime, Impregum Penta, P2 Magnum 360) were investigated. In all, 80 implant impressions for each implant system were taken. Statistical analysis was performed using multivariate analysis of variance. The implant system significantly influenced the transfer accuracy for most spatial dimensions, including the overall 3D shift and implant axis direction. There was no significant difference between the two implant systems with regard to rotation. Multivariate analysis of variance showed a significant effect on transfer accuracy only for the implant system. Within the limits of the present study, it can be concluded that the transfer accuracy of the intraoral implant position on the working cast is far more dependent on the implant system than on the selection of a specific impression technique or material.

  1. Accuracy of various impression materials and methods for two implant systems: An effect size study.

    Science.gov (United States)

    Schmidt, Alexander; Häussling, Teresa; Rehmann, Peter; Schaaf, Heidrun; Wöstmann, Bernd

    2018-04-01

    An accurate impression is required for implant treatment. The aim of this in-vitro study was to determine the effect size of the impression material/method, implant system and implant angulation on impression transfer precision. An upper jaw model with three BEGO and three Straumann implants (angulations 0°, 15°, 20°) in the left and right maxilla was used as a reference model. One polyether (Impregum Penta) and two polyvinyl siloxanes (Flexitime Monophase/Aquasil Ultra Monophase) were examined with two impression techniques (open and closed tray). A total of 60 impressions were made. A coordinate measurement machine was used to measure the target variables for 3D-shift, implant axis inclination and implant axis rotation. All the data were subjected to a four-way ANOVA. The effect size (partial eta-squared [η 2 P ]) was reported. The impression material had a significant influence on the 3D shift and the implant axis inclination deviation (p-values=.000), and both factors had very large effect sizes (3D-shift [η 2 P ]=.599; implant axis inclination [η 2 P ]=.298). Impressions made with polyvinyl siloxane exhibited the highest transfer precision. When the angulation of the implants was larger, more deviations occurred for the implant axis rotational deviation. The implant systems and impression methods showed partially significant variations (p-values=.001-.639) but only very small effect sizes (η 2 P =.001-.031). The impression material had the greatest effect size on accuracy in terms of the 3D shift and the implant axis inclination. For multiunit restorations with disparallel implants, polyvinyl siloxane materials should be considered. In addition, the effect size of a multivariate investigation should be reported. Copyright © 2017 Japan Prosthodontic Society. Published by Elsevier Ltd. All rights reserved.

  2. On-line training in radiological protection by means of the designing and adaptation of a technological platform

    Energy Technology Data Exchange (ETDEWEB)

    Soto, M.; Campayo, J. M. [Logistica y Acondicionamientos Industriales SAU, Sorolla Center, local 10, Av. de las Cortes Valencianas No. 58, 46015 Valencia (Spain); Mayo, P. [TITANIA Servicios Tecnologicos SL, Sorolla Center, local 10, Av. de las Cortes Valencianas No. 58, 46015 Valencia (Spain); Verdu, G., E-mail: m.soto@lainsa.co [ISIRYM, Universidad Politecnica de Valencia, Camino de Vera s/n, Valencia (Spain)

    2010-10-15

    The companies that are working in maintenance, decontamination, dismantling and assessment in nuclear power plants, usually have their employees in different facilities far from its central offices. When there is a training in radiological protection applied to the nuclear field, it is difficult for these people the attendance to the course because of different reasons. One of them is the location of the formation centres which sometimes are not near from the nuclear facilities, so it is necessary the displacement of the employees, and the time in displacements to the formation centre and costs increase exponentially. In addition if they go to the courses they usually cannot attend their daily work with the same effectiveness depending on the duration of the course. In this work we present a technological platform that is designed in collaboration with the university of give different courses related with radiological field applied to nuclear and radioactive facilities. This platform is adapted and designed to different contents depending on the course. At the main screen we have included and index and announces of the course, so we have arranged the contents in different areas and sections. When the student finishes an area, an evaluation has to be done to prove the understanding of the lessons. We have included films of different activities as decontamination devices, radiation detectors, etc. with the contents to make the explanations more understandable to the student. The student can access to this platform with private password and follow the course individually. The course is complemented with a final review and exam that are not online to guarantee that the training is well finished. This type of training is more flexitime and can be adapted to the necessities of each user, avoiding high costs and unnecessary displacements. (Author)

  3. Postgraduate training in radiological protection by e-learning the technological platforms

    International Nuclear Information System (INIS)

    Verdu, G.; Mayo, P.; Alcaraz, D.; Campayo, J.M.

    2011-01-01

    The companies that are working in decontamination, dismantling and assessment in nuclear power plants, usually have their employees in different facilities far from its central offices. When there is a training in radiological protection applied to the nuclear field, it is difficult for these people the attendance to the course because of different reasons as the location of the formation centres which sometimes are not near from the nuclear facilities, so they usually cannot attend their daily work with the same effectiveness. In this work we present a postgraduate training in radiological protection supervised by Polytechnical University of Valencia (Spain) applied to nuclear and radioactive facilities by a technological platform developed in collaboration with the university. This platform is adapted and designed to different high level contents and applications in different areas and sections, related to a general part, radioactive facilities, nuclear facilities and advanced concepts. When the student finishes an area, an evaluation has to be done to prove the understanding of the lessons. We have included films of different activities as decontamination devices, radiation detectors..etc with the contents to make the explanations more understandable to the student. The course is complemented with a final review and exam that are not online to guarantee that the training is well finished. In addition the student has some practice related with different items explained during the training as the use of equipment in radiological protection tasks. This type of training is more flexitime and can be adapted to the necessities of each user, avoiding high costs and unnecessary displacements. (author)

  4. In vivo Study of the Accuracy of Dual-arch Impressions.

    Science.gov (United States)

    de Lima, Luciana Martinelli Santayana; Borges, Gilberto Antonio; Junior, Luiz Henrique Burnett; Spohr, Ana Maria

    2014-06-01

    This study evaluated in vivo the accuracy of metal (Smart®) and plastic (Triple Tray®) dual-arch trays used with vinyl polysiloxane (Flexitime®), in the putty/wash viscosity, as well as polyether (Impregum Soft®) in the regular viscosity. In one patient, an implant-level transfer was screwed on an implant in the mandibular right first molar, serving as a pattern. Ten impressions were made with each tray and impression material. The impressions were poured with Type IV gypsum. The width and height of the pattern and casts were measured in a profile projector (Nikon). The results were submitted to Student's t-test for one sample (α = 0.05). For the width distance, the plastic dual-arch trays with vinyl polysiloxane (4.513 mm) and with polyether (4.531 mm) were statistically wider than the pattern (4.489 mm). The metal dual-arch tray with vinyl polysiloxane (4.504 mm) and with polyether (4.500 mm) did not differ statistically from the pattern. For the height distance, only the metal dual-arch tray with polyether (2.253 mm) differed statistically from the pattern (2.310 mm). The metal dual-arch tray with vinyl polysiloxane, in the putty/wash viscosities, reproduced casts with less distortion in comparison with the same technique with the plastic dual-arch tray. The plastic or metal dual-arch trays with polyether reproduced cast with greater distortion. How to cite the article: Santayana de Lima LM, Borges GA, Burnett LH Jr, Spohr AM. In vivo study of the accuracy of dual-arch impressions. J Int Oral Health 2014;6(3):50-5.

  5. Postgraduate training in radiological protection by e-learning the technological platforms

    Energy Technology Data Exchange (ETDEWEB)

    Verdu, G., E-mail: gverdu@iqn.upv.es [Departamento de Ingeniera Quimica y Nuclear, Universidad Politcnica de Valencia (Spain); Mayo, P.; Alcaraz, D., E-mail: p.mayo@titaniast.com, E-mail: d.alcaraz@titaniast.com [TITANIA Servicios Teconologicos, Grupo Dominguis, Valencia (Spain); Campayo, J.M., E-mail: j.campayo@lainsa.com [LAINSA, Grupo Dominguis, Valencia, (Spain)

    2011-07-01

    The companies that are working in decontamination, dismantling and assessment in nuclear power plants, usually have their employees in different facilities far from its central offices. When there is a training in radiological protection applied to the nuclear field, it is difficult for these people the attendance to the course because of different reasons as the location of the formation centres which sometimes are not near from the nuclear facilities, so they usually cannot attend their daily work with the same effectiveness. In this work we present a postgraduate training in radiological protection supervised by Polytechnical University of Valencia (Spain) applied to nuclear and radioactive facilities by a technological platform developed in collaboration with the university. This platform is adapted and designed to different high level contents and applications in different areas and sections, related to a general part, radioactive facilities, nuclear facilities and advanced concepts. When the student finishes an area, an evaluation has to be done to prove the understanding of the lessons. We have included films of different activities as decontamination devices, radiation detectors..etc with the contents to make the explanations more understandable to the student. The course is complemented with a final review and exam that are not online to guarantee that the training is well finished. In addition the student has some practice related with different items explained during the training as the use of equipment in radiological protection tasks. This type of training is more flexitime and can be adapted to the necessities of each user, avoiding high costs and unnecessary displacements. (author)

  6. On-line training in radiological protection by means of the designing and adaptation of a technological platform

    International Nuclear Information System (INIS)

    Soto, M.; Campayo, J. M.; Mayo, P.; Verdu, G.

    2010-10-01

    The companies that are working in maintenance, decontamination, dismantling and assessment in nuclear power plants, usually have their employees in different facilities far from its central offices. When there is a training in radiological protection applied to the nuclear field, it is difficult for these people the attendance to the course because of different reasons. One of them is the location of the formation centres which sometimes are not near from the nuclear facilities, so it is necessary the displacement of the employees, and the time in displacements to the formation centre and costs increase exponentially. In addition if they go to the courses they usually cannot attend their daily work with the same effectiveness depending on the duration of the course. In this work we present a technological platform that is designed in collaboration with the university of give different courses related with radiological field applied to nuclear and radioactive facilities. This platform is adapted and designed to different contents depending on the course. At the main screen we have included and index and announces of the course, so we have arranged the contents in different areas and sections. When the student finishes an area, an evaluation has to be done to prove the understanding of the lessons. We have included films of different activities as decontamination devices, radiation detectors, etc. with the contents to make the explanations more understandable to the student. The student can access to this platform with private password and follow the course individually. The course is complemented with a final review and exam that are not online to guarantee that the training is well finished. This type of training is more flexitime and can be adapted to the necessities of each user, avoiding high costs and unnecessary displacements. (Author)

  7. The impact of gender and parenthood on physicians' careers - professional and personal situation seven years after graduation

    Directory of Open Access Journals (Sweden)

    Knecht Michaela

    2010-02-01

    . Any negative impact on career path and advancement is exacerbated by parenthood, especially as far as women are concerned. Conclusion The results of the present study reflect socially-rooted gender role stereotypes. Taking into account the feminization of medicine, special attention needs to be paid to female physicians, especially those with children. At an early stage of their career, they should be advised to be more proactive in seeking mentoring and career-planning opportunities. If gender equity in terms of career chances is to be achieved, special career-support measures will have to be provided, such as mentoring programs, role models, flexitime and flexible career structures.

  8. The impact of gender and parenthood on physicians' careers--professional and personal situation seven years after graduation.

    Science.gov (United States)

    Buddeberg-Fischer, Barbara; Stamm, Martina; Buddeberg, Claus; Bauer, Georg; Häemmig, Oliver; Knecht, Michaela; Klaghofer, Richard

    2010-02-18

    exacerbated by parenthood, especially as far as women are concerned. The results of the present study reflect socially-rooted gender role stereotypes. Taking into account the feminization of medicine, special attention needs to be paid to female physicians, especially those with children. At an early stage of their career, they should be advised to be more proactive in seeking mentoring and career-planning opportunities. If gender equity in terms of career chances is to be achieved, special career-support measures will have to be provided, such as mentoring programs, role models, flexitime and flexible career structures.

  9. The impact of gender and parenthood on physicians' careers - professional and personal situation seven years after graduation

    Science.gov (United States)

    2010-01-01

    career path and advancement is exacerbated by parenthood, especially as far as women are concerned. Conclusion The results of the present study reflect socially-rooted gender role stereotypes. Taking into account the feminization of medicine, special attention needs to be paid to female physicians, especially those with children. At an early stage of their career, they should be advised to be more proactive in seeking mentoring and career-planning opportunities. If gender equity in terms of career chances is to be achieved, special career-support measures will have to be provided, such as mentoring programs, role models, flexitime and flexible career structures. PMID:20167075