Introduction:
For many years, a large proportion of workers have been confronted with atypical schedules. This type of work has grown over time and is now an important part of society. Indeed, according to DARES (Direction of the animation of research, Studies and Statistics), more than 40% of French people work with atypical hours. We can wonder about workers’ motivations but also question their knowledge about the risks related to this practice.
Spirituality at work is a new concept in our society. Although it has been studied for some years in the United States, the study of the concept in Europe and in France is more recent. It is an unknown term in the world of work and is often associated with religion (Duyck and Mhenaoui, 2013). Studies on spirituality at work have notably shown that it allows individuals to see their work as more fulfilling and we can also observe better performance in their organization (Ghorbanifar & Azma, 2014; Garg, 2017; Jaziri & Saida, 2019).
This article is a summary of a dissertation in social psychology of work. The study focuses on the role that spirituality at work can have in non-standard schedules on several levels: risk behaviors, sleep and alertness levels, professionals’ social lives outside of work, and the place given to their values in their professional practice. Numerous studies highlight the different consequences that this type of practice can have on the individual, both physically and psychologically (Beaud, Brulhardt, Gottraux, Levy, Messant-Laurent, 1990; Adam, Courthiat, Vespignani, Emser, Hannarth, 2007; Cady and Doumeingts, 2009; Bouzgarroua, Kraima, Charefeddineb, Omranea, Henchib, Merchaouib, Chaarib, Akroutb, Khalfallaha, 2014; Caron, De Pauw, Duquesne, Delanoe, Lemaitre-Prieto, 2020) Therefore, in this article we will see the first results.
I. Spirituality at work
In the last two decades, research on spirituality in organizations has gained momentum (Joelle & Coelho, 2017 cited by Milliman, Gatling, & Kim, 2018), indeed, it has been shown to contribute to a positive psychological environment for employees (Haldorai, Kim, Chang, Li, 2020). Marques (2005) provides a rather comprehensive definition of workplace spirituality, which he defines as “an experience of interconnectedness and trust among those involved in a work process, engendered by individual goodwill; leading to the collective creation of a motivating organizational culture, embodied by reciprocity and solidarity; and resulting in improved overall performance, which ultimately translates into sustainable organizational excellence” . Spirituality at work can also be defined as “a search for meaning, deeper self-knowledge, or transcendence at a higher level” (Dehler & Welsh, 2003). A last definition could be the search for meaning and purpose, fulfillment in one’s work so that the worker can rely on his or her full potential and achieve fulfillment (Jaziri & Saida, 2019; p.107).
Regarding the caregiving community and more specifically in nursing, it was not until the 1970s that the notion of spirituality at work appeared (Guérin, 2012), in which several dimensions such as “the expansion of consciousness, the construction of meaning, the commitment of the nurse to the person being cared for” are taken into account (Pépin & Cara, 2001 cited by Guérin, 2012). A definition that has continued to evolve over the years to best fit each professional and each department in which they practice (Ross, 1995 cited by Guérin 2012).
II. Risk factors for atypical working hours
According to the INRS (2020), atypical working hours are defined as working hours outside the so-called classic work week, that is a five-day work week, from Monday to Friday, with hours between 7 a.m. and 8 p.m. and two consecutive days off. Night work is defined as working hours between 9:00 p.m. and 6:00 a.m. or any other night period defined by collective agreement. Shift work corresponds to successive shifts on the same post, of which there are several types (3*8, 4*6, 2*12, etc.). According to DARES figures, 40% of the French population is affected by atypical working hours, which represents more than 10 million workers.
Among workers with atypical working hours, we observe several factors that have a negative impact on individuals both on the health and social levels. First of all, the internal biological clock undergoes modifications and is disturbed, we observe internal and external desynchronization in the individual. Secondly, studies have shown that the state of alertness is degraded in night and shift work. For example, a study by CRAM Aquitaine showed that 20% of accidents in the workplace or not are the result of drowsiness in industrialized countries. Stress is another factor that impacts the health of individuals, this factor can be observed on several points: poor working conditions, the effects of on-call duty for caregivers, facing job insecurity. Stress can therefore both generate constraints and be induced by another factor. Finally, atypical working hours have an impact on the social life of individuals. Indeed, since the schedules are out of step with the rest of society, individuals are sometimes isolated and their circle of friends is reduced to their work colleagues. At the family level, there are also impacts since individuals are less present for the education of their children but also in the involvement in the couple.
III. Hypotheses and results
In the context of the study, several objectives and hypotheses were identified. The general hypothesis is that spirituality at work has a positive effect on non-standard work schedules. We have several operational hypotheses.
H1: Workers with the most committed organizational spirituality have a higher vigilance score.
H2: Employees with more than three years in the company are more in tune with their company’s values and find more meaning in their practice.
H3: Spirituality at work allows for a better balance between work and family life.
H4: Workers whose spirituality at work is the least committed adopt more risky behaviors (smoking and/or alcohol consumption).
The results of the study were obtained by means of an online questionnaire. 164 individuals responded, all from the paramedical field. All the data were processed in Jamovi. The different tests gave us the following results:
- The level of sleepiness does not differ according to the level of spirituality at work. Hypothesis 1 is therefore refuted.
- The results show a significant difference between the time of practice in the structure and the agreement with the organizational values. However, there was no significant difference between time spent practicing at a facility and meaning at work. Hypothesis 2 is therefore partially verified.
- The higher the score on the spirituality at work scale, the better the individual’s work-life balance. Hypothesis 3 is therefore verified.
- There is no significant difference in the consumption of tobacco and alcohol according to the level of spirituality at work. Hypothesis 4 is therefore refuted.
In conclusion, spirituality at work does not reduce all the risks associated with non-standard working hours, but it does have an effect on certain factors. It should be noted that the study is still in progress, other results are likely to appear during the processing of the last data.
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