1. Tallin, 9th-10th of October 2008 WORKING TIME SATISFACTION+ IN AGING NURSES Camerino D., Samantha Sartori, Campanini P., Conway M.P. and Costa G. And NEXT GROUP Department of Occupational Health, University of Milan (Italy)

2. sleep Aging policies Working time satisfaction

3. Satisfaction with working time* Satisfaction with working time* such satisfaction could depend from basic factors: sufficient time for leisure (currently associated with mental integration and wellbeing), working preferred shift schedules (thanks to some influence on planning rota), no or few work/family conflicts, and/or good sleep quality and quantity. Workers’ success to arrange life, relaxation and sleep times without detriment at work Workers’ success to arrange life, relaxation and sleep times without detriment at work.

4. Ageing workers could be: Satisfied with working time since they have been adapting to shiftwork thanks to refined coping strategies and/or suitable shift schedules. On the contrary, they may have developed shift work intolerance as a consequence of different expectations or worsening heal

5. Hypothesis Is “satisfaction with working time” a protective factor for the work ability of older nurses? Does “satisfaction with working time” with respect to well being and private life differ through age groups as a consequence of underlying different boundaries due to social role and health? And are these variations consistent across the six European countries? Are working hours, job demands, time for leisure activities and restorative sleep, control on working hours and on work/family balance, good predictors of satisfaction with working time?

6. PARTICIPANTS AND PROCEDURES 3174 nurses general hospitals, nursing homeshome care institutions Nurses’Early Exit Study (NEXT). The sample includes 3174 nurses from 6 European countries (Belgium, Germany, The Netherlands, France, Italy, Poland), working in general hospitals, nursing homes and home care institutions, selected from the baseline (2002-2003) and follow-up (2003-2004) assessments of the Nurses’Early Exit Study (NEXT). femalerotating 3-shift schedules (nights included12.95 % were over 45 All were female and were engaged on rotating 3-shift schedules (nights included); their mean age was 35.7 years (SD 7.5), 12.95 % were over 45 years of age, and the mean work seniority was 13.2 years (SD 7.7). Most of them (80.9% ) were married or living with a partner; only 14.2% were living alone; 36.1% of them had no children, 22.9% had one child, 31.3% had two children, and 9.7% had three or more children.

7. MEASURES OUTCOME VARIABLES 1.Work Ability Index well being and to private life 2.Satisfaction with working time with respect to: well being and to private life PREDICTORS (1)Weekly Working Hours; (2)Influence on planning rota: (3)Time spent for leisure time “partner/family, “friends and relatives”, “relaxation”, “sport, hobbies or courses”; (4)Work/family conflicts (5)Sleep (6)Job Demand: CONTROL VARIABLES (1)Age (2)Family status (3)Number of children under 7 years of age (4)Satisfaction with working time” measured at time 0

8. influence

9. partner

10. Friend and relatives

11. relaxation

12. Sport and hobbies

13. Work family conflict

14. Qualitative –quantitative sleep

15. Is “satisfaction with working time” a protective factor for the work ability of older nurses? satisfied Well-being satisfied with working time Well-being not satisfied with working time satisfied Private life: satisfied with working time not satisfied Private life not satisfied with working time

16. Does “satisfaction with working time” differ through age groups?

17. are these variations consistent across the six European countries? satisfied work time: dfFp-value BE well being3/ 2021.458.227 private life3/ 2011.211.307 DE well being3/ 404.302.824 private life3/ 405.886.448 FR well being3/1073.774.013 private life3/ 1073.296.023 IT : well being3/ 10331.364.252 private life3/ 10074.606.003 NL well being3/ 4213.526.015 private life3/ 4184.437.004 POL well being3/ 918.780.505 private life3/ 9131.100.348

18. Are working hours, job demands, time for leisure activities and restorative sleep, control on working hours and on work/family balance, good predictors of satisfaction with working time? Estimation of the relevance of covariates on the explanation of the outcome variable: “Satisfaction with working time with regard to well-being” by Random Forest.

19. Estimation of the relevance of covariates on the explanation of the outcome variable: “Satisfaction with working time with regard to private life” by Random Forests.

20. Satisfaction with working time with regard to “well-being” and “private life” demonstrated a protective effects on work ability, particularly in older nurses. The differences observed in the age relationship with “Satisfaction with working time” throughout the different countries support the hypothesis that ageing management and policy act differently to maintain their older personnel at job. Work – family conflict turned out to be the most important predictors of “satisfaction with working time”. followed by “Quality and quantity sleep”. private life Coherently, the predictors of “Satisfaction with working time” with regard to private life involved more covariates related to family status, time spent at work and with the partner; well-being while “Satisfaction with working time” related to well-being involved to a lower extent variables such as “demand at job” and “time on relaxation”. DISCUSSION

21. Conclusion We can conclude that “Satisfaction with working time” is an informative variable to be considered in planning intervention focused on maintaining work ability and intention to work of ageing workers. More than concrete elements about length of working hours and shift characteristics, it seems that their adverse impact on work-family conflicts, quantitative and qualitative sleep plays a major role on “satisfaction with working time” and consequently on the maintenance of work ability.