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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