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A special issue of International Journal of Environmental Research and Public Health (ISSN 1660-4601). This special issue belongs to the section "Global Health".

Deadline for manuscript submissions: 30 September 2025 | Viewed by 9705

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Special Issue Editors

Prof. Dr. Allison Williams

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Guest Editor

Faculty of Science, School of Geography & Earth Sciences, McMaster University, Hamilton, ON L8S 4L8, Canada
Interests: employee health; carer-workers; well-being; carer-friendly workplaces; partnership research; unpaid care work; care economy

Prof. Dr. Bharati Sethi

E-Mail Website
Guest Editor

Department of Political Studies, Champlain College, Trent University, Peterborough, ON K9L 0G2, Canada
Interests: employee health; well-being; arts-based; immigration; refugees; participatory; policy

Special Issue Information

Dear Colleagues,

This Special Issue addresses the work–life policies, employee health, and well-being across a wide range of sectors, with a specific focus on the care economy. The care economy encompasses all paid and unpaid activities and responsibilities involved in meeting the physical, psychological, and emotional needs of care-dependent groups, including children, the elderly, and individuals with disabilities. It matters because it provides vital social infrastructure that underpins the functioning of societies and economies. As a significant portion of care work is often disproportionately carried out by women, including immigrant and racialized women, addressing gender and racial inequalities in labor market participation and earnings is central to the study of the care economy. In addition, the care economy has a significant economic impact, both in terms of the value of unpaid care work and the employment it generates. Finally, understanding and addressing the needs of the care economy is essential for developing effective social and economic policies for both paid and unpaid care work. There is a need to reassess our understanding of employment policies and programs to ensure that post-recovery employment structures are equitable, allowing us to promote the health, well-being, and long-term thriving of all workers in the post-pandemic future.

Prof. Dr. Allison Williams
Prof. Dr. Bharati Sethi
Guest Editors

Manuscript Submission Information

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Keywords

carer-employees
care economy
unpaid care work
carer-friendly workplace policies/ programs

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Published Papers (5 papers)

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Research

20 pages, 365 KiB

Open AccessArticle

But at What Cost? Healthcare Utilization of Canadian Carer-Employees

by Regina Ding and Linda Duxbury

Int. J. Environ. Res. Public Health 2024, 21(12), 1686; https://doi.org/10.3390/ijerph21121686 - 18 Dec 2024

Viewed by 814

Abstract

Caregiving plays a crucial role in aging societies by supporting individuals with chronic illnesses, disabilities, or aging-related needs. The unpaid labour provided by caregivers diverts healthcare resources from the formal healthcare system; however, this incurs costs to the caregivers themselves in terms of declines in personal wellbeing. This study explores the relationship between caregiving and healthcare spending for two groups of caregivers: eldercare only and sandwiched. We found that physician visits were the most common resource used by caregivers, at a mean of 3.69 (SD = 4.01) visits over a 6-month period, excluding non-users of this service. This was followed by mental health services (M = 5.86, SD = 7.02), emergency room visits (M = 1.77, SD = 1.38), and hospital admissions (M = 3.61, SD = 8.53). There were no significant differences in healthcare utilization between eldercare and sandwiched caregivers. There were mixed results regarding characteristics associated with greater resource use; however, the hours of weekly caregiving were most consistently associated with greater healthcare utilization, indicating that healthcare use may increase with care burden. Full article

(This article belongs to the Special Issue Work–Life Policies, Employee Health and Well-Being)

16 pages, 596 KiB

Open AccessArticle

Mental and Physical Wellbeing of Carer–Employees in Canada

by Ito Peng

Int. J. Environ. Res. Public Health 2024, 21(12), 1611; https://doi.org/10.3390/ijerph21121611 - 30 Nov 2024

Viewed by 1198

Abstract

Today, an increasing number of Canadian adults are providing unpaid care to their family members and friends while working full or part-time. We conducted a national survey of unpaid caregiving for older people in 2022 to learn who these people are, why they care, and to identify the social, economic, and health impacts of unpaid caregiving. Our findings show that many of these caregivers are also employees. While most research shows that women caregivers and carer-employees experience work-care tension that results in negative mental and physical health outcomes, our results are more mixed. This paper provides descriptive findings of carer-employee’s health and well-being, and compares them to previous research in Canada and abroad. I conclude with policy options for governments and employers to support the health and well-being of carer-employees. Full article

(This article belongs to the Special Issue Work–Life Policies, Employee Health and Well-Being)

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24 pages, 3011 KiB

Open AccessArticle

Unveiling the Heartbeat of Healing: Exploring Organizational Culture in a Tertiary Hospital’s Emergency Medicine Department and Its Influence on Employee Behavior and Well-Being

by Roshni D’Silva, Jayaraj Mymbilly Balakrishnan, Tarushree Bari, Reena Verma and Rajesh Kamath

Int. J. Environ. Res. Public Health 2024, 21(7), 912; https://doi.org/10.3390/ijerph21070912 - 12 Jul 2024

Viewed by 1673

Abstract

This study examined the organizational culture of an emergency medicine department (EMD) in a tertiary hospital in Karnataka, India, using a prospective cross-sectional design from January to February 2024. It aimed to identify the predominant and supporting organizational cultures within the EMD and their influence on employee behavior and well-being, including job satisfaction, burnout, stress levels, and coping strategies. A total of 82 participants, including physicians, emergency medical technicians, and nurses, completed the Organizational Culture Assessment Instrument (OCAI) and a self-designed questionnaire. Ethical clearance was obtained (IEC2-656). Clan culture emerged as the dominant culture (73.17%), emphasizing collaboration and adaptability, correlated with lower stress levels and high job satisfaction (90.78%). Emotional exhaustion was the most common burnout symptom (53.66%). The coping strategies varied, with employees in Clan cultures seeking social support, while those in Hierarchy cultures sought guidance from superiors. This study highlighted the significant role of organization culture in employee well-being and EMD effectiveness, influenced by social values like respect for authority. The limitations included single-setting analysis, an uneven subgroup representation, and a lack of qualitative insights. Future research should involve multiple hospitals and qualitative methods for a comprehensive understanding. Full article

(This article belongs to the Special Issue Work–Life Policies, Employee Health and Well-Being)

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13 pages, 497 KiB

Open AccessArticle

Transitioning to Working from Home Due to the COVID-19 Pandemic Significantly Increased Sedentary Behavior and Decreased Physical Activity: A Meta-Analysis

by Nicole Chaudhary, Megan Jones, Sean P. M. Rice, Laura Zeigen and Saurabh Suhas Thosar

Int. J. Environ. Res. Public Health 2024, 21(7), 851; https://doi.org/10.3390/ijerph21070851 - 28 Jun 2024

Cited by 5 | Viewed by 2507

Abstract

At the start of the COVID-19 pandemic, many workplaces transitioned to remote work, which altered lifestyle behaviors. We conducted a meta-analysis to understand if the transition to working from home due to the pandemic affected workers’ physical activity and sedentary behavior worldwide. We reviewed articles published between November 2019 and May 2022. Of an initial 3485 articles, a total of 17 were included, 15 of 17 were included for their physical activity (PA) comparisons (n = 36,650), and 12 of 17 (n = 57,254) were included for their sedentary behavior (SB) comparisons (10 studies have data for both PA and SB). This work is registered through PROSPERO (CRD42022356000). Working from home resulted in a significant decrease in PA (Hedge’s g = −0.29, 95% CI [−0.41, −0.18]) and an increase in SB (Hedge’s g = +0.36, 95% CI [0.20, 0.52]). Working from home impaired preventative activity behaviors, and these results are relevant to worker health as the future of work evolves beyond the pandemic. Full article

(This article belongs to the Special Issue Work–Life Policies, Employee Health and Well-Being)

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19 pages, 411 KiB

Open AccessArticle

Commonalities and Differences in the Experiences of Visible Minority Transnational Carer–Employees: A Qualitative Study

by Reemal Shahbaz, Allison Williams, Bharati Sethi and Olive Wahoush

Int. J. Environ. Res. Public Health 2023, 20(18), 6800; https://doi.org/10.3390/ijerph20186800 - 21 Sep 2023

Cited by 1 | Viewed by 2004

Abstract

This qualitative study explored the commonalities and differences among the experiences of visible minority Transnational Carer–Employees (TCEs) before and after COVID-19. TCEs are immigrants who live and work in the country of settlement while providing caregiving across international borders. Purposive and snowball sampling resulted in the participation of 29 TCEs of Pakistani, Syrian, African, and South American origin living in London, Ontario. Thematic analysis of the dataset using the ATLAS.ti software, Version 23.2.1., generated three themes: (1) feelings associated with transnational care; (2) employment experiences of TCEs; and (3) coping strategies for well-being. The results of the secondary analysis conducted herein suggested that there are more similarities than differences across the four cohorts. Many participants felt a sense of satisfaction at being able to fulfill their care obligations; however, a different outlook was observed among some Syrian and African origin respondents, who disclosed that managing care and work is overwhelming. Most TCEs also reported facing limited job options because of language barriers. While various interviewees experienced a lack of paid work and reduced income after COVID-19, a distinct perspective was noted from African descent TCEs as they expressed facing increased work demands after the pandemic. Participants additionally revealed four common coping strategies such as keeping busy, praying, family support, and staying active. Study implications include the promotion of Carer-Friendly Workplace Policies (CFWPs) that can facilitate the welfare of unpaid caregivers. This research is important as it may inform policymakers to create opportunities that may not only foster economic stability of TCEs and the Canadian economy, but also contribute towards a more equitable society. Full article

(This article belongs to the Special Issue Work–Life Policies, Employee Health and Well-Being)

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