The Differential Impact of COVID-19 on Labour Market Outcomes of Immigrants in Canada.

Based on Canadian Labour Force Survey data, we estimate the differential effect of the COVID-19 pandemic on seven labour market outcomes, and separate between recent and established immigrants relative to domestic-born Canadians. We also use Recentered Influence Function (RIF) unconditional quantile regressions to estimate the differential effects across the distribution of outcomes. We find that the pandemic had an adverse effect on the labour market outcomes for all workers, and that the adverse effects were generally larger for immigrants and especially recent immigrants as well as for immigrants at the bottom of the outcome distributions. The adverse effects were generally larger at the earliest waves of the pandemic, and for recent immigrants who were female, less educated, and those with child responsibilities, and for jobs at greater risk of contact with the pandemic.

Sur la base des données de l'Enquête sur la population active du Canada, nous estimons l'effet différentiel de la pandémie de COVID-19 sur sept résultats sur le marché du travail, séparément pour les immigrants récents et établis par rapport aux Canadiens nés au pays. Nous utilisons également des régressions quantiles inconditionnelles de la fonction d'influence recentrée (RIF) pour estimer les effets différentiels sur la distribution des résultats. Nous constatons que la pandémie a eu un effet négatif sur les résultats du marché du travail pour tous les travailleurs, les effets négatifs étaient généralement plus importants pour les immigrants et en particulier les immigrants récents ainsi que pour les immigrants au bas de la distribution des résultats. Les effets néfastes étaient généralement plus importants pour les premières vagues de la pandémie et pour les immigrants récents qui étaient des femmes, moins instruits, ceux qui avaient des responsabilités envers les enfants et pour les emplois les plus à risque d'être en contact avec la pandémie.

Implementation fidelity of a smoke-free workplace intervention in a private medical company: A mixed-methods process evaluation.

INTRODUCTION: Smoke-free workplaces are considered an important part of tobacco control strategies. The purpose of this study was to evaluate implementation fidelity and explore the significance of social and contextual factors for the implementation of a strict smoke-free workplace intervention in a large Danish medical company. METHODS: The UK Medical Research Council's guidance for process evaluation was used as a framework. Data were collected from approximately six months before the implementation until ten months after (2019-2020). A mixed method study design was used (a survey of 398 employees, a focus group of four employees and field visits on two days). Data were analyzed separately and later integrated through triangulation. We used the Fisher's exact test in the analysis of the questionnaire. RESULTS: We assessed the implementation fidelity through four key factors: reach, dose and delivery, mechanisms of change, and context for the intervention components. Despite compliance issues, the policy component had high implementation fidelity. However, the implementation fidelity of the smoking cessation support component was low. We identified three social mechanisms influencing the employees' responsiveness towards the policy: expectation, the social aspect of the smoking facilities, and management leadership. COVID-19 was identified as the main contextual factor affecting the implementation. CONCLUSIONS: Although not all elements of the intervention components were implemented as planned, the strict smoke-free workplace intervention is considered implemented. Further strategies can be initiated to raise implementation fidelity through better communication concerning the cessation support component, compliance, and enforcement of the policy.

The influence of the COVID-19 pandemic on changes in perceived work pressure for Dutch mothers and fathers.

As a result of the first COVID-19 lockdown in the Netherlands in March 2020, more than half of parents in the Netherlands had to work from home while also caring for their children. We found that work-related stressors and resources (working more hours, realistic manager expectations) particularly affect perceived work pressure. Perceived work pressure was higher among egalitarian fathers and mothers, especially compared to traditional fathers and mothers. Furthermore, egalitarian fathers were more negatively affected by arguments with their partners (home stressor) than traditional fathers. We found no differences between traditional and egalitarian mothers.

Remote Working in the COVID-19 Era

The COVID-19 pandemic is the largest virtual experience for online work and employee engagement in the world. Millions of employees have been required to spend extended periods of time working on digital platforms such as Zoom, Microsoft Team, and Skype. However, the nature of this work has resulted in a number of negative implications, such as lengthy work hours, virtual meetings, and the constant pressure to check and respond to business-related emails. In addition, several employees felt obligated to stay online to demonstrate that they were not avoiding their work responsibilities, which contributed to their psychological stress. In this research, a questionnaire was utilized to assess remote work throughout the COVID-19 pandemic's spread. The questionnaire consisted of four axes: work intensification, employee engagement and online presence, adapting to new working techniques, and demographic aspects of the respondents. According to the results, the abrupt change from physical to online work patterns increased work intensity, online presence, and job instability. We also observe that the transition to new methods of working from home is proceeding well. © 2023, The Author(s), under exclusive license to Springer Nature Switzerland AG.

Twitter as Passive Sensor to Understand How COVID-19 Pandemic Affected Human Mobility

During the COVID-19 pandemic, countries all over the world have tried to prevent the spread of the virus with measures like social distancing, movement limitation, closure of premises and shops, voluntary isolation, lockdown, and curfew. Likely, these limitations have influenced the way people moved within urban spaces. In this study, we use Twitter as a passive sensor to understand how these measures affected human mobility. We focus on the city of Milan, one of the most international and active cities in Italy, but also one of the cities most affected by the spread of the virus. We analyzed more than one million of GPS geo-tagged tweets, posted from 2019 to 2022, and results show that the pandemic has affected human mobility (in 2022, less mobility during work hours and more mobility during the evening hours), and show that social and fashion-related activities are the main reasons people move within the city. This study shows the benefits of using Twitter as a passive sensor to measure human mobility: real-time analysis (not possible with interviews and/or questionnaire) and insights of the reasons behind human mobility (not possible to get with the sole use of telephone operators data). © 2023 IEEE.

Changes in work/sleep patterns due to the COVID-19 pandemic are associated with psychological distress among Japanese workers.

Objectives: The coronavirus disease 2019 (COVID-19) pandemic has significantly impacted working life quality. This study investigated whether changes in work/sleep patterns due to the pandemic are related to poor psychological status among Japanese workers during the third wave of the COVID-19 pandemic (December 2020). We hypothesized that workers who experienced drastic changes in working hours and sleep duration would be at an increased risk of psychological distress. Methods: A cross-sectional self-administered Internet survey was conducted that included questions regarding socio-demographics, lifestyle, health, and occupational background and conditions. Multivariable logistic regression models were utilized to examine the association between psychological distress and a combination of changes in working hours and sleep duration. Results: Among 25,762 workers, decreased work hours and decreased sleep duration presented 2.59 times higher odds of psychological distress (95% confidence interval [CI] = 2.05-3.28) compared to those who had no changes in work hours combined with unchanged sleep duration (reference group). Increased work hours and decreased sleep duration were associated with 1.98 times higher odds of psychological distress (95% CI = 1.64-2.39). Conclusion: Our observations confirmed that decreased sleep duration could be a key factor for psychological distress, irrespective of working hours. Interestingly, workers with a combination of decreased work hours and sleep duration posed the highest risk of psychological distress. Decreased work hours accompanied by financial difficulties in the early stage of the pandemic may have caused decreased sleep duration, resulting in a high prevalence of psychological distress. Our study underlined the importance of sleep management in maintaining workers' mental health, moreover, the need to consider situations and conditions of other daily tasks, such as work hours, for better sleep management.

Proposed Empirical Assessment of Remote Workers' Cyberslacking and Computer Security Posture to Assess Organizational Cybersecurity Risks

Cyberslacking is conducted by employees who are using their companies' equipment and network for personal purposes instead of working during work hours. Cyberslacking has a significant adverse effect on overall employee productivity., however, recently, due to COVID19 move to remote working also pose a cybersecurity risk to organizations networks and infrastructure. In this work-in-progress research study, we are developing, validating, and will empirically test a taxonomy to assess an organization's remote workers' risk level of cybersecurity threats. This study includes a three-phased developmental approach in developing the Remote Worker Cyberslacking Security Risk Taxonomy. In collaboration with cybersecurity Subject Matter Experts (SMEs) use the taxonomy to assess organization's remote workers' risk level of cybersecurity threats by using actual system indicators of productivity measures to estimate their cyberslacking along with assessing via organizational information the computer security posture of the remote device being used to access corporate resources. Anticipated results from 125 anonymous employees from one organization will then be assessed on the cybersecurity risk taxonomy where recommendation to the organization's cybersecurity leadership will be provided. © 2022 IEEE.

Has the Willingness to Work Fallen during the Covid Pandemic?

We examine the effect of the Covid pandemic on willingness to work along both the extensive and intensive margins of labor supply. Special survey questions in the Job Search Supplement of the Survey of Consumer Expectations (SCE) allow us to elicit information about individuals’ desired work hours for the 2013-2021 period. Using these questions, along with workers’ actual labor market participation, we construct a labor market underutilization measure, the Aggregate Hours Gap (AHG), following Faberman et al. (2020). The AHG captures changes in labor market underutilization for the full population along both the extensive and intensive margins using data on desired work hours as a measure of their potential labor supply. We find that a sharp increase in the AHG during the Covid pandemic essentially disappeared by the end of 2021. We also document a sharp decline in desired work hours during the pandemic that persists through the end of 2021 and is roughly double the drop in the labor force participation rate. Ignoring the decline in desired hours overstates the degree of underutilization by 2.5 percentage points (12.5%). Our findings suggest that, through 2021Q4, the labor market was tighter than suggested by the unemployment rate and the adverse labor supply effect of the pandemic was more pronounced than implied by the labor force participation rate. These discrepancies underscore the importance of taking into account the intensive margin for both labor market underutilization and potential labor supply.

Changes in Perceived Stress of Pharmacy Students Pre- and Mid-COVID-19 Pandemic.

Objective: The objective of this study was to examine (1) the difference in perceived stress in first-year pharmacy students before and during the COVID-19 pandemic and (2) the difference in perceived stress among pharmacy students working different numbers of hours. Methods: Perceived Stress Scale (PSS), via an electronic survey, was administered throughout 2016-2021 using Qualtrics. End-of-year PSS scores were compared between the pre-pandemic group (2016-2018) and mid-pandemic group (2019-2021) using independent t-test and ANCOVA. All analyses were conducted using IBM SPSS Statistic Version 28.0. Results: A total of 209 first-year pharmacy students participated (response rate of 88%). No significant difference in mean PSS score was detected in the mid-pandemic cohort when compared to pre-pandemic. The mean PSS score was greater in those who worked greater than 10 h weekly compared to those who worked less. Those who did not work had an even greater mean PSS score than those who worked. Conclusions: No significant difference was observed in perceived stress between the pre-pandemic and mid-pandemic cohorts, and an increased perceived stress score was observed in pharmacy students who did not work in comparison to students who worked 1-9 h and 10-29 h.

Long Work Hours, Overtime, and Worker Health Impairment: A Cross-Sectional Study among Stone, Sand, and Gravel Mine Workers.

BACKGROUND: Research has shown that long work hours and overtime are associated with health impairment, including stress, burnout, and overall health. However, this has not been thoroughly assessed among stone, sand, and gravel mine workers. As such, this study examined whether significant differences in stress, burnout, and overall health existed among workers that worked different hours each week. METHODS: ANOVA analyses were completed for the outcome variables (stress, burnout, and health status). Each analysis included three categorical independent variables: age, sex, and work hours. Age and sex were control variables. BMI was added to the health status analysis as an additional control variable. RESULTS: There were significant differences between work hour groups for all three outcomes. Post hoc analyses determined that workers working >60 h/week had more stress, more burnout, and lower health. Differences were not found between age or sex. There were no differences in health status for different BMI groups, but the interaction of BMI and work hours was significant. CONCLUSIONS: Working more than 60 h per week was problematic. Mine and safety administrators should enact programs to protect and promote worker health, particularly among those working long hours, especially if more than 60 h per week.

Nursing allocation in isolation wards of COVID-19 designated hospitals: a nationwide study in China.

BACKGROUND: Appropriate allocation of nursing staff is key to ensuring efficient nursing in hospitals, and is significantly correlated with patient safety, nursing quality, and nurse job satisfaction. However, there are few studies on nursing workforce allocation in the isolation wards of COVID-19 designated hospitals globally. This study aims to better understand the nursing workforce allocation in the isolation wards of COVID-19 designated hospitals in China, and provide a theoretical basis for efficiently deploying first-line nurses in China and across the world in the future. METHODS: An online survey was conducted among the head nurses (n = 229) and nurses (n = 1378) in the isolation wards of 117 hospitals (selected by stratified sampling), using a self-reported human resource allocation questionnaire. RESULTS: The average bed-to-nurse ratios of different isolation wards were different (Z = 36.742, P = 0.000). The bed-to-nurse ratios of the ICU, suspected COVID-19 cases ward, and confirmed COVID-19 cases ward, were 1:1.88, 1:0.56, and 1:0.45, respectively. The nurse work hours per shift in different isolation wards were also different (Z = 8.468, P = 0.014), with the specific values of the ICU, suspected COVID-19 cases ward, and confirmed COVID-19 cases ward, being 5, 6, and 6 h, respectively. A correlation analysis showed that the average work hours per shift was proportional to the overtime work of nurses (rs = 0.146), the proportion of nurse practitioners was proportional to the overall utilization rate of nursing human resources in the wards (rs = 0.136), and the proportion of nurses with college degrees was proportional to teamwork (rs = 0.142). The proportion of nurses above grade 10 was inversely proportional to teamwork and psychological problems (rs = 0.135, rs = 0.203). The results of multiple stepwise regression analyses showed that the work hours of nurses per shift was the main factor affecting nurse satisfaction and that the proportion of nurses and the work hours of nurses per shift were both independent factors affecting the length of stay (LOS) of patients. CONCLUSION: Hospitals in China have made good nursing workforce allocations during the COVID-19 pandemic, but there are certain shortcomings. Therefore, scientific and efficient nursing workforce allocation practice plans should be established to improve the ability of hospitals to deal with public health emergencies and are urgent problems that need to be addressed soon.

Cost of lost work hours associated with the COVID-19 pandemic-United States, March 2020 through February 2021.

INTRODUCTION: Of the 22.8 million coronavirus disease 2019 (COVID-19) cases recorded in the United States as of March 21, 2021 with age information, three-fourths were in the workingage group, indicating the potentially high economic impact of the pandemic. This study estimates the cost of lost work hours associated with the COVID-19 pandemic between March 2020 through February 2021. METHOD: I used a before-and-after analysis of data from the 2017-2021 Current Population Survey to estimate the costs of lost work hours due to economic, workers' own health, and other reasons, from the COVID-19 pandemic. RESULTS: Across March 2020 through February 2021 (a year since the start of the pandemic in the United States), the estimated cost of lost work hours associated with the COVID-19 pandemic among US full-time workers was $138 billion (95% confidence interval [CI]: $73.4 billion-$202.46 billion). Shares of the costs attributed to economic, workers' own health, and other reasons were 33.7%, 13.7%, and 52.6%, respectively. CONCLUSION: The $138 billion cost of lost work hours associated with the COVID-19 pandemic during March 2020 through February 2021 highlights the economic consequences of the pandemic, as well as indicating the potential benefit of public health and safety interventions used to mitigate COVID-19 spread.

Nurses reports of actual work hours and preferred work hours per shift among frontline nurses during coronavirus disease 2019 (COVID-19) epidemic: A cross-sectional survey.

BACKGROUND: The Coronavirus disease (COVID-19) pandemic is an ongoing pandemic all over the world, leading to 126, 372, 442 people diagnosed and 2, 769, 696 deaths globally as of March 28, 2021. Nurses are providing care to patients with COVID-19 who require hospitalization. To ensure adequate response capacity and to maintain the health of nurses, it is important to analyse the actual work hours and the nurses reported preferred work hours per shift among frontline nurses. OBJECTIVE: To analyse the actual work hours and preferred work hours per shift of nurses reports among frontline nurses fighting the COVID-19 epidemic and to explore the influencing factors on the nurses reported preferred work hours. DESIGN: Cross-sectional survey. SETTINGS: This study was conducted in 10 designated hospitals providing treatments to patients with COVID-19 in China. PARTICIPANTS: Nurses providing care to patients with COVID-19 in designated hospitals in China. METHODS: A questionnaire with open-ended questions was used to assess frontline nurses caring for COVID-19 cases in 10 designated hospitals. Quantitative and qualitative methods were used to analyse the actual work hours, the nurses reported preferred work hours and factors influencing nurses reported preferred work hours among the frontline nurses. RESULTS: A total of 109 nurses responded to the survey. The shift length exceeded the nurses' preferred work hours [Median (interquartile range): 5.00 (2.00) h vs 4.00 (2.00) h; Minimum-Maximum: 4-12 h vs 4-8 h], and 60.55% (66/109) of the nurses regarded 4 h as the preferred number of work hours per shift. Five key themes associated with the influencing factors emerged, including circumstances; personal preventable equipment; the nurses' physical and emotional needs of nurse; and the nurses' safety needs and work intensity. CONCLUSIONS: These findings suggest that there is a gap between the actual work hours and the nurses preferred work hours among frontline nurses in different units and different posts. The main influencing factors were circumstances, personal protective equipment, the nurses' physical and emotional needs, and the nurses' safety needs and work intensity.

Association between student-teacher ratio and teachers' working hours and workload stress: evidence from a nationwide survey in Japan.

BACKGROUND: Too long work hours of Japanese school teachers, along with an increasing number of teachers taking leave due to mental illness, are well known and recognized as a serious social problem. In order to prevent the spread of COVID-19 by reducing the density in the classroom, the Japanese government has decided to reduce the upper-limit of class size in primary schools after 2021, which is expected to result in lowering the student-teacher ratio. The aim of this study was to examine the association between student-teacher ratio, teacher work hours and teacher stress. METHODS: Data on student-teacher ratio, teacher work hours, and teacher stress were obtained from a large-scale international survey conducted by OECD. The number of teachers participated in the survey was 3308 (primary school) and 3555 (lower-secondary school). After excluding teachers with missing observations, the analytic sample consisted of 2761 (primary school) and 3006 (lower-secondary school) teachers. Multivariate regression analysis was performed. RESULTS: Regression results revealed that student-teacher ratio was positively correlated with total work hours and workload stress of teachers. In particular, teachers working in schools with high student-teacher ratio spent more time on time-consuming tasks such as marking/correcting student work and communication with parents or guardians. The coefficient estimates suggested that, on average, lowering the student-teacher ratio by five in lower-secondary school was associated with 2.8 hours shorter working hours per week (p<0.001). CONCLUSION: Our empirical results suggested that the class-size reduction policy starting in 2021 could reduce teacher stress and long work hours through the consequent decrease in student-teacher ratios.

Working from home during the COVID-19 pandemic: Impact on office worker productivity and work experience.

BACKGROUND: With the COVID-19 pandemic, organizations embraced Work From Home (WFH). An important component of transitioning to WFH is the effect on workers, particularly related to their productivity and work experience. OBJECTIVES: The objective of this study is to examine how worker-, workspace-, and work-related factors affected productivity and time spent at a workstation on a typical WFH day during the pandemic. METHODS: An online questionnaire was designed and administered to collect the necessary information. Data from 988 respondents were included in the analyses. RESULTS: Overall perception of productivity level among workers did not change relative to their in-office productivity before the pandemic. Female, older, and high-income workers were likely to report increased productivity. Productivity was positively influenced by better mental and physical health statuses, having a teenager, increased communication with coworkers and having a dedicated room for work. Number of hours spent at a workstation increased by approximately 1.5 hours during a typical WFH day. Longer hours were reported by individuals who had school age children, owned an office desk or an adjustable chair, and had adjusted their work hours. CONCLUSION: The findings highlight key factors for employers and employees to consider for improving the WFH experience.

Early Signs Indicate That COVID-19 Is Exacerbating Gender Inequality in the Labor Force.

In this data visualization, the authors examine how the coronavirus disease 2019 (COVID-19) crisis in the United States has affected labor force participation, unemployment, and work hours across gender and parental status. Using data from the Current Population Survey, the authors compare estimates between February and April 2020 to examine the period of time before the COVID-19 outbreak in the United States to the height of the first wave, when stay-at-home orders were issued across the country. The findings illustrate that women, particularly mothers, have employment disproportionately affected by COVID-19. Mothers are more likely than fathers to exit the labor force and become unemployed. Among heterosexual married couples of which both partners work in telecommuting-capable occupations, mothers have scaled back their work hours to a far greater extent than fathers. These patterns suggest that the COVID-19 crisis is already worsening existing gender inequality, with long-term implications for women's employment.