. 2022 May 10;10(5):883. doi: 10.3390/healthcare10050883

Table 1.

Brief description of the characteristics of studies included in the review.

N of Studies	Study	Country	Follow-Up Time (Years)	Population	Sample	Age (Mean, Range, or %)	% of Female Sex	Exposure or Intervention	Outcome	Results
Cluster randomized controlled trials
1	Moen 2016 [18]	USA	1	Employees and managers of a large firm’s IT division	865 (436 intervention group, 429 control group)	Birth year: 1946–1980	37.9	The intervention to facilitate working at home and to improve employees’ control over working time, shift scheduling, and when, where, and how to do their work.	Burnout, perceived stress, psychological distress	Among total sample, the intervention significantly decreased burnout.
Non-randomized controlled trials
2	Moen 2011 [27]	USA	0.5	White-collar workers of corporate headquarters of Best Buy Co., Inc.	659 (325 intervention, 334 control)	32	48.4	The natural experiment moved employees from conventional practices to environments wherein they did not need permission to modify their work location or schedules.	Emotional exhaustion, psychological distress	Intervention did not directly change emotional exhaustion or psychological distress, but indirectly affected these outcomes by increasing schedule control and decreasing negative work-home spillover, which both improved well-being outcomes.
3	Nabe-Nielsen 2011 [28]	Denmark	1	Eldercare workers	35 intervention subgroup A, 187 controls	44 to 45	100	Worktime self-scheduling via a computer program (subgroup A)	Self-reported stress	The intervention increased employee involvement in planning of their working hours but did not decrease stress.
Cross-over studies
4	Mache 2020 [16]	Germany	1	Full-time employees of a large technology company	71	39	53.5	Transition into open workspaces including flexible working arrangements	Occupational stress	Occupational stress decreased one year after flexible working arrangements.
5	Vesala 2015 [17]	Finland	0.1 to 0.25	A sample of knowledge workers	39	44	50	One week telework in the rural archipelago environment	Stress, emotional exhaustion, and work engagement	Stress reduced during the telework period and did not reach the original level after experiment. Emotional exhaustion reduced during telework but returned to the original level after experiment. Telework had no effect on work engagement.
Prospective cohort studies
6	Albrecht 2020a [29]	Finland	7	Full-time employees of public sector	22599	39% were ≥50 years	75	Worktime control	Sickness absence due to depression or anxiety	Control over daily hours and control over time off were not associated with sickness absence due to depression or anxiety.
6	Vahtera 2010 [30]	Finland	4.4	Employees of public sector	30700	44.8	77.5	Worktime control	Disability pension due to mental disorders	Self-assessed, but not co-worker assessed worktime control was associated with lower risk of disability pension among women.
6	Ala-Mursula 2004 [31]	Finland	3	Permanent full-time employees of public sector	4218	Men 46, women 45	78.6	Worktime control	Psychological distress	Low worktime control was related to high psychological distress in women.
7	Aronsson 2019 [32]	Sweden	2	General working population who worked at least 30% full-time	4408	51	58	Worktime control	Burnout	Population attributable fraction of burnout for low worktime control was 5% for human service occupations and 7% for other occupations.
8	Lee 2018 [33]	USA	1.5	Employees from 26 different technology offices	507	Not reported	45	Control over working hours/schedule	Burnout	A positive correlation between low control over working hours and burnout.
9	Albrecht 2017 [34]	Sweden	6	General working population	2722	47	58.6	Worktime control	Depressive symptoms	Low control over daily hours and low control over time off were associated with higher subsequent depressive symptoms.
9	Albrecht 2020b [35]	Sweden	6	General working population	26804	49	55.4	Worktime control	Depressive symptoms	Work-life imbalance partially mediated the relationship between worktime control and depressive symptoms.
10	Windeler 2017 [36]	USA	0.3	Employees of the IT business unit of a financial services firm	51	43	39	Teleworking for 1–2 days per week	Work exhaustion	Work exhaustion increased as interpersonal interaction increased. Part-time telework reduced the effect of interpersonal interaction on work exhaustion.
11	Henke 2016 [37]	USA	2	Active prudential financial employees	3703	88% were <55 years	62	Prime time telecommuters, off-hour telecommuters	Depression, stress	A U-shaped or J-shaped association between the number of hours worked from home per month and depression. No association with stress.
12	Kubo 2016 [38]	Japan	1	Employees of a manufacturing industry and a research institute	37	41.9	23	Worktime control	Subjectively assessed accumulated fatigue and objectively measured fatigue	Increase in worktime control during one-year follow-up was not associated with accumulated fatigue but had positive effect on objectively measured fatigue.
13	Shepherd-Banigan 2016 [39]	USA	2	Working women who returned to work within six months after childbirth	570	29.6	100	Schedule flexibility, working from home	Depressive symptoms	Working from home reduced depressive symptoms, but schedule flexibility and number of hours worked from home were not associated with changes in depressive symptoms.
14	Timms 2015 [40]	Australia	1	Employees representing education, banking, and public/community services	823	43	72	Flexible working arrangements	Psychological strain work engagement	Use of flexible work arrangement was associated with lower work engagement and higher psychological strain.
15	Takahashi 2012 [41]	Japan	1.3	Daytime managers, professionals, and clerical, sales or transportation workers	2382	40.6	34.8	Worktime control	Fatigue, depressive symptoms	High worktime control was related to lower levels of fatigue and depressive symptoms.
16	Hornung 2011 [42]	Germany	1	Medical doctors	91	39.4	47	Flexibility idiosyncratic deals: (1) working time flexibility, (2) work schedule flexibility, and (3) influence over working hours.	Work-family conflict, work-related well-being (work engagement).	Idiosyncratic deals related were not associated with work-family conflict or with work engagement.