Evaluation of an 8 hour versus a 12 hour shift roster on employees at a power station.
Evaluation of an 8 hour versus a 12 hour shift roster on employees at a power station.
复制标题
对电站员工 8 小时轮班制与 12 小时轮班制进行评估。
DOI：
10.1016/s0003-6870(99)00025-3
复制
发表时间：
2000
影响因子：
3.2
通讯作者：
A. Williamson
中科院分区：
文献类型：
--
作者：
Rebecca Mitchell;A. Williamson
已有多项研究探讨了不同轮班工作模式对个人的影响，特别是 8 小时和 12 小时轮班制。这些研究的结果在很大程度上支持较长的轮班时间，但对工作绩效的影响并不那么明显。本研究旨在通过监测轮班表现、总体健康状况、睡眠和情绪行为以及缺勤和事故数据，研究发电厂从 8 小时轮班制到 12 小时轮班制的转变。结果表明，在 12 小时轮班制度下，工人的家庭和社交生活得到了显着改善。还记录了员工身体健康、睡眠行为和情绪状态的改善。轮班绩效测量显示，12 小时轮班结束时，错误率有所增加。应探索降低 12 小时轮班结束时出错风险的方法。这项研究的结果表明，在这个特定的工作场所，12 小时轮班是 8 小时轮班的有效替代方案，尽管不应该在 12 小时轮班结束时执行需要无差错活动的任务。
Several studies exist that have conducted research into the effects of different shiftwork patterns on the individual, especially regarding 8 and 12h rosters. The findings of these studies have been largely supportive of longer shifts, however, the effects on work performance are not as clear cut. This study aimed to examine the changeover from an 8h roster to a 12h roster in a power station via monitoring on-shift performance, general health and well-being, sleep and mood behaviour, as well as absence and accident data. Results suggest that the domestic and social life of workers was markedly improved under the 12h roster. Improvements in physical health, sleeping behaviour and mood state of employees were also documented. On-shift performance measures showed an increase in error rates at the end of a 12h shift. Ways of reducing the risk of error towards the end of a 12h shift should be explored. The results of this study suggest that 12h shifts are a valid alternative to 8h shifts in this particular workplace, although tasks that require error-free activities should not be performed towards the end of a 12h shift.