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Table 1 Baseline demographics and characteristics of the study population, distributed by company

From: Work-life balance predicted work ability two years later: a cohort study of employees in the Swedish energy and water sector

  

Company 1

n = 30 (13.4)

Company 2

n = 108 (48.2)

Company 3

n = 86 (38.4)

Total

n = 224 (100)

Sex, n (%)

Male

20 (66.7)

81 (75.0)

63 (73.3)

164 (73.2)

Female

10 (33.3)

27 (25.0)

23 (26.7)

60 (26.8)

Age

Md, Mean (±SD)

48, 47.1 (10.4)

47, 47.3 (9.2)

48, 46.6 (10.0)

48, 47.0 (9.6)

Education, n (%)

Primary school

8 (26.7)*

11 (10.2)*

22 (25.6)*

41 (18.3)

Secondary school or equal

10 (33.3)*

67 (62.0)*

43 (50.0)*

120 (53.6)

University

12 (40.0)*

30 (27.8)*

21 (24.4)*

63 (28.1)

Position at work, n (%)

Production

9 (31)

29 (26.9)

34 (39.5)

72 (32.4)

Administration

14 (48.3)

62 (57.4)

35 (40.7)

111 (49.8)

Manager

6 (20.7)

17 (15.7)

17 (19.8)

40 (17.9)

Experience of leadership qualitya

Md, Mean (±SD)

4.0, 4.0 (0.8)

4.0, 3.9 (0.9)

4.0, 3.9 (0.9)

4.0, 3.9 (0.9)

Work-life balance

WIPL, Mean (±SD)b

3.49 (1.1)

3.79 (0.9)

3.76 (0.9)

3.74 (0.9)

PLIW, Mean (±SD)b

4.67 (0.5)

4.58 (0.5)

4.58 (0.6)

4.59 (0.5)

  1. Figures as number (n) or percentages if not stated otherwise. Pearson Chi-Square test was used for distributions and ANOVA test was used for mean
  2. aExperience with leadership quality was measured with an index, ranging from 1 to 6. Higher score indicates better experience with management
  3. bWork interference with personal life (WIPL) and personal life interference with work (PLIW), was both three item index scales, ranging from 1 to 5
  4. *P ≤ 0.05