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Introduction: Based on the job demands-resources (JD-R) model, the present study aimed to validate “The Technical and Administrative Staff Quality of Life At Work” (TASQ@work), a new tool to assess the quality of life at work in academia focused on technical and administrative staff. Methods: This tool was developed by the QoL@Work research team, a group of expert academics in the field of work and organizational psychology affiliated with the Italian Association of Psychologists. The TASQ@work was elaborated in different steps. The first phase was aimed at the identification of the dimensions of the tool. The second phase was aimed to assess the psychometric properties of the tool. The validation process involved confirmatory analysis and measurement invariance of the various constructs selected. The analyses were performed in a convenience sample of two Italian universities in different regions (one in the Northwest and the second in Central Italy). Results: The sample was composed of 1820 Administrative Staff, comprising 69.4% from University 1 (N = 1,263) and 30.6% from University 2 (N = 557). The TASQ@work presented satisfactory psychometric properties (normality of the items, reliability and content, construct and nomological validity) and measurement invariance across gender, seniority, and Athenaeum. Discussion: The results indicate that the tool can be considered a reliable and valid instrument to assess job demands, job resources, and outcomes in the working life of technical and administrative academic staff. In this perspective, the present study represents the first contribution to the debate on the psychosocial risks in academic contexts by presenting a new tool, the TASQ@work, aimed at contextualizing the JD-R model to understand the role played by psychosocial aspects in affecting the well-being of the academic employees.

Purpose: This paper assesses how the satisfaction or frustration of women’s psychological needs (PN) influences their performance and well-being within their workplace, both in terms of positive effects and negative effects. Theoretical framework: We explored how basis PN at work mediate the relationships between work demands–resources characteristics, well-being, and performance at work. Design/Methodology/Approach: We conduct an electronics survey among 205 Saudi women workers and we do a multivariate analyzes with structural equations and tests with three specified models. Findings: Job resources are positively related to satisfying women’s PN but negatively relate to any frustration of these needs. Job challenges also positively relate to the satisfaction of PN, while job hindrances are negatively related with satisfaction and positively related with the frustration of needs for autonomy, competence, and social affiliation. The satisfaction of PN is positively associated with engagement at work and good performance but negatively associated with burnout. Unsurprisingly, any frustration of PN is positively related to workplace deviance and burnout. Research, Practical & Social implications: It is important to integrate self-determination theory at work with solid and credible scientific support. Leadership must provide a work environment in which women can tackle challenges and access sufficient resources to satisfy their basic psychological needs. They should reduce negative experiences that frustrate needs and promote positive experiences. Originality/Value: The study contributes significantly to work and organizational psychology and human resource management by highlighting the nuances between job challenges and hindrances and distinguishes between satisfying and frustrating the women’s PN.

Today’s modern workplace is one of constant change, which continuously places new demands on both individuals and organizations. The need for engaged employees with the ability to develop and lead themselves is a prerequisite for success, all the while social relationships have become increasingly more important in the workplace. The purpose of this paper was to investigate the relationship between self-leadership, social support and work engagement. In a secondary part of the study, differences between three categories of self-leadership strategies are also investigated in relation to work engagement: behavior-focused strategies, constructive thought patterns and natural rewards. The participants consisted of 214 employees at a Swedish company within the private sector, and data were collected via a web survey. A correlation analysis showed that self-leadership, social support and work engagement were positively related to each other. A hierarchical regression analysis provided support for all three hypotheses of the study; 1) that self-leadership predicts work engagement, 2) that social support predicts work engagement and 3) that self-leadership together with social support strengthens the explained variance of work engagement. No noteworthy differences could be demonstrated between the different self-leadership strategies in relation to work engagement. The results were discussed with reference to the Job Demands-Resources model, self-determination theory and social exchange theory. This paper contributes to the current body of research by deepening the knowledge of a relatively unexplored relationship between variables, and implicates ways to create an engaging work environment by developing self-leadership skills and promoting positive social interactions between employees., Den moderna arbetsplatsen är i konstant förändring, varav nya krav ideligen ställs på såväl individen som organisationen. Behovet av engagerade medarbetare med förmågan att utveckla och leda sig själva anses vara en förutsättning för framgång, samtidigt som sociala relationer blivit allt viktigare på arbetsplatsen. Syftet med uppsatsen var att undersöka sambanden mellan självledarskap, socialt stöd och arbetsengagemang. I en sekundär del av studien undersöktes även skillnader mellan tre kategorier av självledarskapsstrategier i förhållande till arbetsengagemang: beteendefokuserade strategier, konstruktiva tankemönster och naturliga belöningar. Deltagarna bestod av 214 tjänstemän på ett svenskt koncernbolag inom privat sektor och data insamlades via en webbenkät. En korrelationsanalys visade att självledarskap, socialt stöd och arbetsengagemang var positivt relaterade till varandra. En hierarkisk regressionsanalys gav stöd åt samtliga hypoteser för studien; 1) att självledarskap predicerar arbetsengagemang, 2) att socialt stöd predicerar arbetsengagemang och 3) att självledarskap tillsammans med socialt stöd stärkte förklaringsgraden av arbetsengagemang. Inga anmärkningsvärda skillnader kunde påvisas mellan de olika självledarskapsstrategierna i relation till arbetsengagemang. Resultaten diskuterades med hänvisning till Job Demand-Resources-modellen, självbestämmandeteorin och social utbytesteori. Uppsatsen bidrar till den befintliga forskningen genom fördjupad förståelse för ett relativt outforskat samband och ger förslag på tillämpningar som kan skapa engagerade arbetsmiljöer genom att utveckla självledarskapsförmågor samt främja positiva sociala interaktioner mellan medarbetare.

The Burnout Assessment Tool (BAT) has shown satisfactory validity evidence in several countries, with the 23-item version of the instrument reporting adequate psychometric properties also in the Italian context. This paper is aimed to present results from the Italian validation of the 12-item version of the BAT. Based on a sample of 2277 workers, our results supported the factorial validity of a higher-order model represented by 4 first-order factors corresponding to the core dimensions of burnout, namely exhaustion, mental distance, and emotional and cognitive impairment. The measure invariance of the BAT-12 between data collected before and during the COVID-19 pandemic was supported. However, ANCOVA results suggest a higher score on the second-order burnout factor on data collected during the COVID-19 pandemic in comparison with earlier data. In line with the JD-R model, the BAT-12 total score reported a positive association with job demands (i.e., workload, time pressure, and role conflict) and a negative association with job resources (i.e., job autonomy, coworkers' support) and personal resources (i.e., optimism, social self-efficacy, and task self-efficacy). Additionally, the BAT-12 showed a negative association with work engagement components (i.e., vigor, dedication, and absorption) and positive job attitudes (i.e., job satisfaction, affective commitment). All in all, our results identify the Italian version of the BAT-12 as a brief and reliable tool for measuring burnout among workers.

This study focuses on an important yet often neglected topic in public personnel competency studies: competencies required for digital government. It addresses the question: Which competencies do civil servants need for data-driven decision-making (DDDM) in local governments? Empirical data are obtained through a combination of 12 expert interviews and 22 Behavioral Event Interviews. Our analysis shows that DDDM as observed in this study is a hybrid process that contains elements of both “traditional” and “data-driven” decision-making. We identified eight competencies that are required in this process: data literacy, critical thinking, teamwork, domain expertise, data analytical skills, engaging stakeholders, innovativeness, and political astuteness. These competencies are also hybrid: a combination of more “traditional” (e.g., political astuteness) and more “innovative” (e.g., data literacy) competencies. We conclude that local governments need to invest resources in developing or selecting these competencies among their employees, to exploit the possibilities data offers in a responsible way.

Purpose - Contemporary workplaces undergo frequent reorganizations in order to stay competitive in a working life characterized by globalization, digitalization, economic uncertainty, and ever-increased complexity. Managers are in the frontline of these challenges, leading themselves, organizations and their employees in high stress environments. This raises questions on how to support managers' work-life sustainability, which is crucial for organizational sustainability. Mindfulness has been related to enhanced capacities to cope with challenges that are associated with organizational change. The authors evaluated short- and long-term effects of an eight-week mindfulness-based intervention in a company setting, which was going through reorganization. Design/methodology/approach - Forty managers (42.5% males), mean age 54.53 (SD 5.13), were randomized to the mindfulness intervention or a non-active wait-list control. Self-report data were provided on individual sustainability factors in a work context: job demands and resources, psychological detachment, i.e. possibilities for letting go of work-related thoughts during leisure, control over work-nonwork boundaries, work-life balance, and mindfulness at baseline, postintervention, and at 6-month follow-up. Findings - Linear mixed models (LMMs) analysis (all ps < 0.005 to 0.05) showed that the intervention group had a larger decrease in job demands and a smaller decrease in job resources, a larger increase in psychological detachment, work-nonwork boundary control, work-life balance, and mindfulness from baseline to postintervention when compared with the reference group. These initial effects were sustained at 6-month follow-up. Originality/value - The study provides evidence that mindfulness practice can enhance managers' long-term capacity to cope with challenging working conditions, and increase their work-life sustainability in times of organizational change and disruption.

Background: Nursing professionals exhibit high prevalence of stress-related health problems. Job demands and job resources are parallel drivers of health and well-being among employees. Better job resources associate with better job satisfaction, job motivation and engagement even when job demands are high. To date, there is limited research which explores the association between job demands, job resources and health outcomes among nursing professionals in the Swedish context. The aim of this study was therefore to investigate Swedish nursing professionals’ job demands and job resources in relation to health outcomes, with comparisons between the private and public healthcare sectors. The specific research questions were as follows: (1) Are there differences between private and public healthcare regarding job demands, job resources, and health outcomes? and (2) Are there prospective associations between job demands and job resources in relation to health outcomes? Methods: Data were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH) 2016 and 2018, including 520 nurses and 544 assistant nurses working in the private and public healthcare sectors from 2016 (baseline). Data were analyzed using binary logistic regression. Results: Nursing professionals reported higher threats, lower bullying, lower control, lower social support, and lower cohesion in the public healthcare units compared to the private healthcare units. The prospective analyses showed that job resources in terms of social support and rewards were associated with higher self-rated health and lower burnout. Cohesion was associated with higher self-rated health. Job demands in terms of psychological demands and job efforts were associated with lower self-rated health, higher burnout, and higher sickness absence, while emotional demands were associated with higher burnout. Conclusions: Nursing professionals’ job resources are deficient in public healthcare units. Job resources are asso

Background Nursing professionals exhibit high prevalence of stress-related health problems. Job demands and job resources are parallel drivers of health and well-being among employees. Better job resources associate with better job satisfaction, job motivation and engagement even when job demands are high. To date, there is limited research which explores the association between job demands, job resources and health outcomes among nursing professionals in the Swedish context. The aim of this study was therefore to investigate Swedish nursing professionals' job demands and job resources in relation to health outcomes, with comparisons between the private and public healthcare sectors. The specific research questions were as follows: (1) Are there differences between private and public healthcare regarding job demands, job resources, and health outcomes? and (2) Are there prospective associations between job demands and job resources in relation to health outcomes? Methods Data were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH) 2016 and 2018, including 520 nurses and 544 assistant nurses working in the private and public healthcare sectors from 2016 (baseline). Data were analyzed using binary logistic regression. Results Nursing professionals reported higher threats, lower bullying, lower control, lower social support, and lower cohesion in the public healthcare units compared to the private healthcare units. The prospective analyses showed that job resources in terms of social support and rewards were associated with higher self-rated health and lower burnout. Cohesion was associated with higher self-rated health. Job demands in terms of psychological demands and job efforts were associated with lower self-rated health, higher burnout, and higher sickness absence, while emotional demands were associated with higher burnout. Conclusions Nursing professionals' job resources are deficient in public healthcare units. Job resources are associat

Background Nursing professionals exhibit high prevalence of stress-related health problems. Job demands and job resources are parallel drivers of health and well-being among employees. Better job resources associate with better job satisfaction, job motivation and engagement even when job demands are high. To date, there is limited research which explores the association between job demands, job resources and health outcomes among nursing professionals in the Swedish context. The aim of this study was therefore to investigate Swedish nursing professionals’ job demands and job resources in relation to health outcomes, with comparisons between the private and public healthcare sectors. The specific research questions were as follows: (1) Are there differences between private and public healthcare regarding job demands, job resources, and health outcomes? and (2) Are there prospective associations between job demands and job resources in relation to health outcomes? Methods Data were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH) 2016 and 2018, including 520 nurses and 544 assistant nurses working in the private and public healthcare sectors from 2016 (baseline). Data were analyzed using binary logistic regression. Results Nursing professionals reported higher threats, lower bullying, lower control, lower social support, and lower cohesion in the public healthcare units compared to the private healthcare units. The prospective analyses showed that job resources in terms of social support and rewards were associated with higher self-rated health and lower burnout. Cohesion was associated with higher self-rated health. Job demands in terms of psychological demands and job efforts were associated with lower self-rated health, higher burnout, and higher sickness absence, while emotional demands were associated with higher burnout. Conclusions Nursing professionals’ job resources are deficient in public healthcare units. Job resources are associat, CC BY 4.0Correspondence: dip.raj.thapa@his.se© The Author(s) 2022. Open Access This article is licensed under a Creative Commons Attribution 4.0 International License, which permits use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons licence, and indicate if changes were made. The images or other third party material in this article are included in the article’s Creative Commons licence, unless indicated otherwise in a credit line to the material. If material is not included in the article’s Creative Commons licence and your intended use is not permitted by statutory regulation or exceeds the permitted use, you will need to obtain permission directly from the copyright holder. To view a copy of this licence, visit http://creativecommons.org/licenses/by/4.0/. The Creative Commons Public Domain Dedication waiver (http://creativecommons.org/publicdomain/zero/1.0/) applies to the data made available in this article, unless otherwise stated in a credit line to the data.© 2022 BioMed Central Ltd unless otherwise stated. Part of Springer Nature.Open access funding provided by University of Skövde. This work was supported by AFA Insurance (grant 150474), the Swedish Research Council for Health, Working Life and Welfare (FORTE) through the Stockholm Stress Center (grant 2009–1758), the Swedish Research Council (VR; grant 2013–0164 and 2013–01646) and the School of Health Sciences at the University of Skövde, Sweden. The funders had no role in the study design, data analysis, the preparation of the manuscript or decision to publish the manuscript.

Background Nursing professionals exhibit high prevalence of stress-related health problems. Job demands and job resources are parallel drivers of health and well-being among employees. Better job resources associate with better job satisfaction, job motivation and engagement even when job demands are high. To date, there is limited research which explores the association between job demands, job resources and health outcomes among nursing professionals in the Swedish context. The aim of this study was therefore to investigate Swedish nursing professionals' job demands and job resources in relation to health outcomes, with comparisons between the private and public healthcare sectors. The specific research questions were as follows: (1) Are there differences between private and public healthcare regarding job demands, job resources, and health outcomes? and (2) Are there prospective associations between job demands and job resources in relation to health outcomes? Methods Data were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH) 2016 and 2018, including 520 nurses and 544 assistant nurses working in the private and public healthcare sectors from 2016 (baseline). Data were analyzed using binary logistic regression. Results Nursing professionals reported higher threats, lower bullying, lower control, lower social support, and lower cohesion in the public healthcare units compared to the private healthcare units. The prospective analyses showed that job resources in terms of social support and rewards were associated with higher self-rated health and lower burnout. Cohesion was associated with higher self-rated health. Job demands in terms of psychological demands and job efforts were associated with lower self-rated health, higher burnout, and higher sickness absence, while emotional demands were associated with higher burnout. Conclusions Nursing professionals' job resources are deficient in public healthcare units. Job resources are associat

Background Nursing professionals exhibit high prevalence of stress-related health problems. Job demands and job resources are parallel drivers of health and well-being among employees. Better job resources associate with better job satisfaction, job motivation and engagement even when job demands are high. To date, there is limited research which explores the association between job demands, job resources and health outcomes among nursing professionals in the Swedish context. The aim of this study was therefore to investigate Swedish nursing professionals’ job demands and job resources in relation to health outcomes, with comparisons between the private and public healthcare sectors. The specific research questions were as follows: (1) Are there differences between private and public healthcare regarding job demands, job resources, and health outcomes? and (2) Are there prospective associations between job demands and job resources in relation to health outcomes? Methods Data were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH) 2016 and 2018, including 520 nurses and 544 assistant nurses working in the private and public healthcare sectors from 2016 (baseline). Data were analyzed using binary logistic regression. Results Nursing professionals reported higher threats, lower bullying, lower control, lower social support, and lower cohesion in the public healthcare units compared to the private healthcare units. The prospective analyses showed that job resources in terms of social support and rewards were associated with higher self-rated health and lower burnout. Cohesion was associated with higher self-rated health. Job demands in terms of psychological demands and job efforts were associated with lower self-rated health, higher burnout, and higher sickness absence, while emotional demands were associated with higher burnout. Conclusions Nursing professionals’ job resources are deficient in public healthcare units. Job resources are associat, CC BY 4.0Correspondence: dip.raj.thapa@his.se© The Author(s) 2022. Open Access This article is licensed under a Creative Commons Attribution 4.0 International License, which permits use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons licence, and indicate if changes were made. The images or other third party material in this article are included in the article’s Creative Commons licence, unless indicated otherwise in a credit line to the material. If material is not included in the article’s Creative Commons licence and your intended use is not permitted by statutory regulation or exceeds the permitted use, you will need to obtain permission directly from the copyright holder. To view a copy of this licence, visit http://creativecommons.org/licenses/by/4.0/. The Creative Commons Public Domain Dedication waiver (http://creativecommons.org/publicdomain/zero/1.0/) applies to the data made available in this article, unless otherwise stated in a credit line to the data.© 2022 BioMed Central Ltd unless otherwise stated. Part of Springer Nature.Open access funding provided by University of Skövde. This work was supported by AFA Insurance (grant 150474), the Swedish Research Council for Health, Working Life and Welfare (FORTE) through the Stockholm Stress Center (grant 2009–1758), the Swedish Research Council (VR; grant 2013–0164 and 2013–01646) and the School of Health Sciences at the University of Skövde, Sweden. The funders had no role in the study design, data analysis, the preparation of the manuscript or decision to publish the manuscript.

Background Nursing professionals exhibit high prevalence of stress-related health problems. Job demands and job resources are parallel drivers of health and well-being among employees. Better job resources associate with better job satisfaction, job motivation and engagement even when job demands are high. To date, there is limited research which explores the association between job demands, job resources and health outcomes among nursing professionals in the Swedish context. The aim of this study was therefore to investigate Swedish nursing professionals' job demands and job resources in relation to health outcomes, with comparisons between the private and public healthcare sectors. The specific research questions were as follows: (1) Are there differences between private and public healthcare regarding job demands, job resources, and health outcomes? and (2) Are there prospective associations between job demands and job resources in relation to health outcomes? Methods Data were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH) 2016 and 2018, including 520 nurses and 544 assistant nurses working in the private and public healthcare sectors from 2016 (baseline). Data were analyzed using binary logistic regression. Results Nursing professionals reported higher threats, lower bullying, lower control, lower social support, and lower cohesion in the public healthcare units compared to the private healthcare units. The prospective analyses showed that job resources in terms of social support and rewards were associated with higher self-rated health and lower burnout. Cohesion was associated with higher self-rated health. Job demands in terms of psychological demands and job efforts were associated with lower self-rated health, higher burnout, and higher sickness absence, while emotional demands were associated with higher burnout. Conclusions Nursing professionals' job resources are deficient in public healthcare units. Job resources are associat

Denna uppsats syftar till att öka kunskapen kring det närmaste ledarskapets betydelse vid återgång i arbete efter sjukskrivning vid arbetsrelaterad stress. Tidigare forskning tyder på att otydliga eller motstridiga krav från närmaste chef är en av de vanligaste orsakerna till arbetsrelaterad sjukskrivning. Vi ville undersöka hur man som första linjes chef genom sitt ledarskap kan förbättra den psykosociala arbetsmiljön och därmed stödja en mer hållbar återgång i arbete efter arbetsrelaterad sjukskrivning. Studien bygger på kvalitativ metod där 17 semistrukturerade intervjuer genomfördes digitalt med legitimerade sjuksköterskor som vi kontaktat i ett yrkesforum på internet. Samtliga hade varit sjukskrivna för arbetsrelaterad stress under en period på minst tre månader. Vissa av respondenterna är numera åter i tjänst på den arbetsplats de sjukskrevs ifrån, medan andra har bytt arbetsgivare. Intervjuerna analyserades genom kvalitativ innehållsanalys. Resultatet mynnande ut i två kategorier: resurser och krav, med tre underkategorier vardera. Underkategorier för resurser var Självledarskap, Kollegialt stöd och mentorskap samt Stöttande ledarskap. Underkategorier för krav var Arbetsbelastning och stress, Bristande ledarskap och Bristande psykosocial arbetsmiljö. Utifrån krav i arbetet såg vi att motstridiga och/eller otydliga krav från både chefer och kollegor bidrog till bristande psykosocial arbetsmiljö. Hög arbetsbelastning och stress över tid bidrog till etisk stress och risk för arbetsrelaterad stress med sjukskrivning som följd. Utifrån resurser i arbetet fann vi att positiv feedback och tillgänglighet från närmaste chef var exempel på ett stöttande ledarskap som i sin tur gynnade återgång i arbete. Andra skyddande faktorer var kollegialt stöd och mentorskap samt självledarskap. Något som särskilt stack ut i våra resultat var självledarskapets påverkan på återgång i arbete efter arbetsrelaterad ohälsa., This essay aims to increase knowledge about the importance of immediate leadership when returning to work after sick leave in case of work-related stress. Previous research suggests that unclear or conflicting demands from immediate supervisors are one of the most common reasons for work-related sick leave. We wanted to investigate how unit managers, through their leadership, can improve the psychosocial work environment and thereby support a more sustainable return to work after work-related sick leave. The study is based on a qualitative method where 17 semi-structured interviews were conducted digitally with registered nurses whom we contacted in a professional forum on the internet. All had been on sick leave for work-related stress for a period of at least three months. Some of the participants are now back in service at the workplace they were on sick leave from, while others have changed employers. The interviews were analysed through qualitative content analysis. The results fall into two categories: resources and requirements, with three subcategories each. Subcategories for resources were Self-Leadership, Collegial Support and mentoring, and Supportive Leadership. Subcategories for requirements were Workload and stress, Lack of leadership and Lack of psychosocial work environment. Based on work demands, we saw that conflicting and/or unclear demands from both managers and colleagues contributed to a lack of psychosocial work environment. High workload and stress over time contributed to ethical stress and risk of work-related stress with sick leave as a result. Based on resources at work, we found that positive feedback and availability from the immediate manager were examples of supportive leadership, which in turn favoured a return to work. Other protective factors were peer support and mentoring as well as self-leadership. Something that particularly stood out in our results was the influence of self-leadership on returning to work after work-related il

Denna uppsats syftar till att öka kunskapen kring det närmaste ledarskapets betydelse vid återgång i arbete efter sjukskrivning vid arbetsrelaterad stress. Tidigare forskning tyder på att otydliga eller motstridiga krav från närmaste chef är en av de vanligaste orsakerna till arbetsrelaterad sjukskrivning. Vi ville undersöka hur man som första linjes chef genom sitt ledarskap kan förbättra den psykosociala arbetsmiljön och därmed stödja en mer hållbar återgång i arbete efter arbetsrelaterad sjukskrivning. Studien bygger på kvalitativ metod där 17 semistrukturerade intervjuer genomfördes digitalt med legitimerade sjuksköterskor som vi kontaktat i ett yrkesforum på internet. Samtliga hade varit sjukskrivna för arbetsrelaterad stress under en period på minst tre månader. Vissa av respondenterna är numera åter i tjänst på den arbetsplats de sjukskrevs ifrån, medan andra har bytt arbetsgivare. Intervjuerna analyserades genom kvalitativ innehållsanalys. Resultatet mynnande ut i två kategorier: resurser och krav, med tre underkategorier vardera. Underkategorier för resurser var Självledarskap, Kollegialt stöd och mentorskap samt Stöttande ledarskap. Underkategorier för krav var Arbetsbelastning och stress, Bristande ledarskap och Bristande psykosocial arbetsmiljö. Utifrån krav i arbetet såg vi att motstridiga och/eller otydliga krav från både chefer och kollegor bidrog till bristande psykosocial arbetsmiljö. Hög arbetsbelastning och stress över tid bidrog till etisk stress och risk för arbetsrelaterad stress med sjukskrivning som följd. Utifrån resurser i arbetet fann vi att positiv feedback och tillgänglighet från närmaste chef var exempel på ett stöttande ledarskap som i sin tur gynnade återgång i arbete. Andra skyddande faktorer var kollegialt stöd och mentorskap samt självledarskap. Något som särskilt stack ut i våra resultat var självledarskapets påverkan på återgång i arbete efter arbetsrelaterad ohälsa., This essay aims to increase knowledge about the importance of immediate leadership when returning to work after sick leave in case of work-related stress. Previous research suggests that unclear or conflicting demands from immediate supervisors are one of the most common reasons for work-related sick leave. We wanted to investigate how unit managers, through their leadership, can improve the psychosocial work environment and thereby support a more sustainable return to work after work-related sick leave. The study is based on a qualitative method where 17 semi-structured interviews were conducted digitally with registered nurses whom we contacted in a professional forum on the internet. All had been on sick leave for work-related stress for a period of at least three months. Some of the participants are now back in service at the workplace they were on sick leave from, while others have changed employers. The interviews were analysed through qualitative content analysis. The results fall into two categories: resources and requirements, with three subcategories each. Subcategories for resources were Self-Leadership, Collegial Support and mentoring, and Supportive Leadership. Subcategories for requirements were Workload and stress, Lack of leadership and Lack of psychosocial work environment. Based on work demands, we saw that conflicting and/or unclear demands from both managers and colleagues contributed to a lack of psychosocial work environment. High workload and stress over time contributed to ethical stress and risk of work-related stress with sick leave as a result. Based on resources at work, we found that positive feedback and availability from the immediate manager were examples of supportive leadership, which in turn favoured a return to work. Other protective factors were peer support and mentoring as well as self-leadership. Something that particularly stood out in our results was the influence of self-leadership on returning to work after work-related il

Background Nursing professionals exhibit high prevalence of stress-related health problems. Job demands and job resources are parallel drivers of health and well-being among employees. Better job resources associate with better job satisfaction, job motivation and engagement even when job demands are high. To date, there is limited research which explores the association between job demands, job resources and health outcomes among nursing professionals in the Swedish context. The aim of this study was therefore to investigate Swedish nursing professionals' job demands and job resources in relation to health outcomes, with comparisons between the private and public healthcare sectors. The specific research questions were as follows: (1) Are there differences between private and public healthcare regarding job demands, job resources, and health outcomes? and (2) Are there prospective associations between job demands and job resources in relation to health outcomes? Methods Data were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH) 2016 and 2018, including 520 nurses and 544 assistant nurses working in the private and public healthcare sectors from 2016 (baseline). Data were analyzed using binary logistic regression. Results Nursing professionals reported higher threats, lower bullying, lower control, lower social support, and lower cohesion in the public healthcare units compared to the private healthcare units. The prospective analyses showed that job resources in terms of social support and rewards were associated with higher self-rated health and lower burnout. Cohesion was associated with higher self-rated health. Job demands in terms of psychological demands and job efforts were associated with lower self-rated health, higher burnout, and higher sickness absence, while emotional demands were associated with higher burnout. Conclusions Nursing professionals' job resources are deficient in public healthcare units. Job resources are associat

Background Nursing professionals exhibit high prevalence of stress-related health problems. Job demands and job resources are parallel drivers of health and well-being among employees. Better job resources associate with better job satisfaction, job motivation and engagement even when job demands are high. To date, there is limited research which explores the association between job demands, job resources and health outcomes among nursing professionals in the Swedish context. The aim of this study was therefore to investigate Swedish nursing professionals' job demands and job resources in relation to health outcomes, with comparisons between the private and public healthcare sectors. The specific research questions were as follows: (1) Are there differences between private and public healthcare regarding job demands, job resources, and health outcomes? and (2) Are there prospective associations between job demands and job resources in relation to health outcomes? Methods Data were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH) 2016 and 2018, including 520 nurses and 544 assistant nurses working in the private and public healthcare sectors from 2016 (baseline). Data were analyzed using binary logistic regression. Results Nursing professionals reported higher threats, lower bullying, lower control, lower social support, and lower cohesion in the public healthcare units compared to the private healthcare units. The prospective analyses showed that job resources in terms of social support and rewards were associated with higher self-rated health and lower burnout. Cohesion was associated with higher self-rated health. Job demands in terms of psychological demands and job efforts were associated with lower self-rated health, higher burnout, and higher sickness absence, while emotional demands were associated with higher burnout. Conclusions Nursing professionals' job resources are deficient in public healthcare units. Job resources are associat

Background Nursing professionals exhibit high prevalence of stress-related health problems. Job demands and job resources are parallel drivers of health and well-being among employees. Better job resources associate with better job satisfaction, job motivation and engagement even when job demands are high. To date, there is limited research which explores the association between job demands, job resources and health outcomes among nursing professionals in the Swedish context. The aim of this study was therefore to investigate Swedish nursing professionals’ job demands and job resources in relation to health outcomes, with comparisons between the private and public healthcare sectors. The specific research questions were as follows: (1) Are there differences between private and public healthcare regarding job demands, job resources, and health outcomes? and (2) Are there prospective associations between job demands and job resources in relation to health outcomes? Methods Data were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH) 2016 and 2018, including 520 nurses and 544 assistant nurses working in the private and public healthcare sectors from 2016 (baseline). Data were analyzed using binary logistic regression. Results Nursing professionals reported higher threats, lower bullying, lower control, lower social support, and lower cohesion in the public healthcare units compared to the private healthcare units. The prospective analyses showed that job resources in terms of social support and rewards were associated with higher self-rated health and lower burnout. Cohesion was associated with higher self-rated health. Job demands in terms of psychological demands and job efforts were associated with lower self-rated health, higher burnout, and higher sickness absence, while emotional demands were associated with higher burnout. Conclusions Nursing professionals’ job resources are deficient in public healthcare units. Job resources are associat, CC BY 4.0Correspondence: dip.raj.thapa@his.se© The Author(s) 2022. Open Access This article is licensed under a Creative Commons Attribution 4.0 International License, which permits use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons licence, and indicate if changes were made. The images or other third party material in this article are included in the article’s Creative Commons licence, unless indicated otherwise in a credit line to the material. If material is not included in the article’s Creative Commons licence and your intended use is not permitted by statutory regulation or exceeds the permitted use, you will need to obtain permission directly from the copyright holder. To view a copy of this licence, visit http://creativecommons.org/licenses/by/4.0/. The Creative Commons Public Domain Dedication waiver (http://creativecommons.org/publicdomain/zero/1.0/) applies to the data made available in this article, unless otherwise stated in a credit line to the data.© 2022 BioMed Central Ltd unless otherwise stated. Part of Springer Nature.Open access funding provided by University of Skövde. This work was supported by AFA Insurance (grant 150474), the Swedish Research Council for Health, Working Life and Welfare (FORTE) through the Stockholm Stress Center (grant 2009–1758), the Swedish Research Council (VR; grant 2013–0164 and 2013–01646) and the School of Health Sciences at the University of Skövde, Sweden. The funders had no role in the study design, data analysis, the preparation of the manuscript or decision to publish the manuscript.

Background Nursing professionals exhibit high prevalence of stress-related health problems. Job demands and job resources are parallel drivers of health and well-being among employees. Better job resources associate with better job satisfaction, job motivation and engagement even when job demands are high. To date, there is limited research which explores the association between job demands, job resources and health outcomes among nursing professionals in the Swedish context. The aim of this study was therefore to investigate Swedish nursing professionals’ job demands and job resources in relation to health outcomes, with comparisons between the private and public healthcare sectors. The specific research questions were as follows: (1) Are there differences between private and public healthcare regarding job demands, job resources, and health outcomes? and (2) Are there prospective associations between job demands and job resources in relation to health outcomes? Methods Data were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH) 2016 and 2018, including 520 nurses and 544 assistant nurses working in the private and public healthcare sectors from 2016 (baseline). Data were analyzed using binary logistic regression. Results Nursing professionals reported higher threats, lower bullying, lower control, lower social support, and lower cohesion in the public healthcare units compared to the private healthcare units. The prospective analyses showed that job resources in terms of social support and rewards were associated with higher self-rated health and lower burnout. Cohesion was associated with higher self-rated health. Job demands in terms of psychological demands and job efforts were associated with lower self-rated health, higher burnout, and higher sickness absence, while emotional demands were associated with higher burnout. Conclusions Nursing professionals’ job resources are deficient in public healthcare units. Job resources are associat, CC BY 4.0Correspondence: dip.raj.thapa@his.se© The Author(s) 2022. Open Access This article is licensed under a Creative Commons Attribution 4.0 International License, which permits use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons licence, and indicate if changes were made. The images or other third party material in this article are included in the article’s Creative Commons licence, unless indicated otherwise in a credit line to the material. If material is not included in the article’s Creative Commons licence and your intended use is not permitted by statutory regulation or exceeds the permitted use, you will need to obtain permission directly from the copyright holder. To view a copy of this licence, visit http://creativecommons.org/licenses/by/4.0/. The Creative Commons Public Domain Dedication waiver (http://creativecommons.org/publicdomain/zero/1.0/) applies to the data made available in this article, unless otherwise stated in a credit line to the data.© 2022 BioMed Central Ltd unless otherwise stated. Part of Springer Nature.Open access funding provided by University of Skövde. This work was supported by AFA Insurance (grant 150474), the Swedish Research Council for Health, Working Life and Welfare (FORTE) through the Stockholm Stress Center (grant 2009–1758), the Swedish Research Council (VR; grant 2013–0164 and 2013–01646) and the School of Health Sciences at the University of Skövde, Sweden. The funders had no role in the study design, data analysis, the preparation of the manuscript or decision to publish the manuscript.

Background Nursing professionals exhibit high prevalence of stress-related health problems. Job demands and job resources are parallel drivers of health and well-being among employees. Better job resources associate with better job satisfaction, job motivation and engagement even when job demands are high. To date, there is limited research which explores the association between job demands, job resources and health outcomes among nursing professionals in the Swedish context. The aim of this study was therefore to investigate Swedish nursing professionals’ job demands and job resources in relation to health outcomes, with comparisons between the private and public healthcare sectors. The specific research questions were as follows: (1) Are there differences between private and public healthcare regarding job demands, job resources, and health outcomes? and (2) Are there prospective associations between job demands and job resources in relation to health outcomes? Methods Data were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH) 2016 and 2018, including 520 nurses and 544 assistant nurses working in the private and public healthcare sectors from 2016 (baseline). Data were analyzed using binary logistic regression. Results Nursing professionals reported higher threats, lower bullying, lower control, lower social support, and lower cohesion in the public healthcare units compared to the private healthcare units. The prospective analyses showed that job resources in terms of social support and rewards were associated with higher self-rated health and lower burnout. Cohesion was associated with higher self-rated health. Job demands in terms of psychological demands and job efforts were associated with lower self-rated health, higher burnout, and higher sickness absence, while emotional demands were associated with higher burnout. Conclusions Nursing professionals’ job resources are deficient in public healthcare units. Job resources are associat, CC BY 4.0Correspondence: dip.raj.thapa@his.se© The Author(s) 2022. Open Access This article is licensed under a Creative Commons Attribution 4.0 International License, which permits use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons licence, and indicate if changes were made. The images or other third party material in this article are included in the article’s Creative Commons licence, unless indicated otherwise in a credit line to the material. If material is not included in the article’s Creative Commons licence and your intended use is not permitted by statutory regulation or exceeds the permitted use, you will need to obtain permission directly from the copyright holder. To view a copy of this licence, visit http://creativecommons.org/licenses/by/4.0/. The Creative Commons Public Domain Dedication waiver (http://creativecommons.org/publicdomain/zero/1.0/) applies to the data made available in this article, unless otherwise stated in a credit line to the data.© 2022 BioMed Central Ltd unless otherwise stated. Part of Springer Nature.Open access funding provided by University of Skövde. This work was supported by AFA Insurance (grant 150474), the Swedish Research Council for Health, Working Life and Welfare (FORTE) through the Stockholm Stress Center (grant 2009–1758), the Swedish Research Council (VR; grant 2013–0164 and 2013–01646) and the School of Health Sciences at the University of Skövde, Sweden. The funders had no role in the study design, data analysis, the preparation of the manuscript or decision to publish the manuscript.

Background Nursing professionals exhibit high prevalence of stress-related health problems. Job demands and job resources are parallel drivers of health and well-being among employees. Better job resources associate with better job satisfaction, job motivation and engagement even when job demands are high. To date, there is limited research which explores the association between job demands, job resources and health outcomes among nursing professionals in the Swedish context. The aim of this study was therefore to investigate Swedish nursing professionals’ job demands and job resources in relation to health outcomes, with comparisons between the private and public healthcare sectors. The specific research questions were as follows: (1) Are there differences between private and public healthcare regarding job demands, job resources, and health outcomes? and (2) Are there prospective associations between job demands and job resources in relation to health outcomes? Methods Data were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH) 2016 and 2018, including 520 nurses and 544 assistant nurses working in the private and public healthcare sectors from 2016 (baseline). Data were analyzed using binary logistic regression. Results Nursing professionals reported higher threats, lower bullying, lower control, lower social support, and lower cohesion in the public healthcare units compared to the private healthcare units. The prospective analyses showed that job resources in terms of social support and rewards were associated with higher self-rated health and lower burnout. Cohesion was associated with higher self-rated health. Job demands in terms of psychological demands and job efforts were associated with lower self-rated health, higher burnout, and higher sickness absence, while emotional demands were associated with higher burnout. Conclusions Nursing professionals’ job resources are deficient in public healthcare units. Job resources are associat, Included in doctoral thesis in manuscript form.

Research shows that students experience substantial levels of burnout during their stud-ies. This study explores the role of personal demands on students’ well-being. After providing a conceptualization of personal demands, we examined the role of personal demands in the Job Demands-Resources (JD-R) model. Based on the Transactional Model of Stress, we hypothesized that students with high personal demands experience more burnout symptoms because they perceive more elements in their study as demanding (i.e., mediation hypothesis). At the same time, we hypothesized that the associations between study demands and burnout might be stronger for students with high versus low personal demands (i.e., moderation hypothesis). In order to test both hypotheses, we collected data from 578 master students. The data were analyzed with latent moderation and mediation analyses in Mplus. The results showed that students’ personal demands predicted burnout symptoms via the perception of study demands. Personal demands did not moderate the relationship between study demands and burnout. The findings of the present study expand the JD-R model by indicating that personal demands relate to burnout symptoms via the perception of study demands. Theoretical and practical implications are discussed.

Many firms are engaging in the digital transformation (DT) of their sales forces, and this trend has accelerated during the COVID-19 pandemic. However, research on DT as a profound organizational change process, as well as salespeople’s individual psychological reactions to such initiatives, is still limited. Although DT offers salespeople more and better resources for work-related goal attainment, it increases job demands and typically generates high uncertainty, which companies must then manage. We draw on job demands-resources (JD-R) theory to account for these bright and dark side effects simultaneously. We analyze the direct, mediated, and moderated effects of uncertainty reduction initiatives (resources) and excessive workload (demands) on the perceived usefulness of DT (i.e. salespeople’s motivation to embrace it), the stress it generates, and the ultimate success of DT integration. In doing so, we shed light on the complex pattern of relationships that characterizes salespeople’s psychological reactions to DT. Using DT context-specific constructs, we test our model and hypotheses on a sample of 144 salespeople of a firm engaged in DT. Our results fill several gaps in the technology in sales, DT, and JD-R literatures, and we provide managers with several guidelines to better manage DT in sales.

Prior to COVID-19, telework was a key action adopted by companies to foster employee wellbeing, but the evidence of its effects was equivocal. This study aims to 1) develop and validate a questionnaire measuring the quality of telework (QoT-q) and 2) assess the impact of telework on employee work engagement and work-family balance in the case of high-quality telework (HqT), low-quality telework (LqT), and no telework (NoT). The sample consists of 260 workers from three Italian organizations. Through principal component analysis and Cronbach’s alpha values, the final QoT-q comprised three areas: 1) agile workplaces, 2) flexible worker, and 3) virtual leadership. ANOVAs showed that job resources, work engagement, and work-family balance are significantly higher among HqT, while job demands do not differ or were lower. The Job Demands-Resources model was useful to explain the effects of telework. Implications for future research and practice are presented.

In the context of recent pension reforms and extension of the retirement age, this mixed methods systematic literature review focuses on late-career teachers’ professional development, analyzing 29 articles selected from peer-reviewed journals and published between 2000 and 2020. This study aims to define the final phase in a teacher’s career and to identify the reported contextual and personal resources regarding late-career teachers’ professional development, using the JD-R model as a framework. Findings indicate that late-career teachers are not clearly identified and that the literature operationalizes professional development in different ways, which creates conceptual confusion. In addition, limitations are discussed and recommendations for research and practice are given, particularly in regard to mentoring and support for late-career teachers.

Coronaviruset har inneburit att kontorsanställda runt om i Sverige gått över till att arbeta på distans. Syftet i den här studien är att undersöka kontorsanställdas subjektiva upplevelser av distansarbetet för att se hur det påverkat dem. Tidigare studier har undersökt distansarbetets påverkan i följd av coronaviruspandemin, dock gjordes dessa studier under de allra tidigaste stadier av pandemin. Detta gör ämnet mer intressant eftersom upplevelserna kan ha förändrats på grund av dessa långdragna restriktioner under pandemin. I den här studien används teorierna Job Demands-Resources Model samt Work-life balance för att identifiera de anställdas upplevelser kring arbetskrav och arbetsresurser, där fokuset läggs på engagemang och utmattning, samt balansen mellan arbetsliv och privatliv. Vi undersökte även respondenternas strategier kring dessa teorier för att ge studien ett större syfte. Studien är av kvalitativt slag - semistrukturerade intervjuer gjordes på nio anställda inom nio olika organisationer där alla respondenter arbetade helt eller delvis på distans. I empiri och analys visade vi att respondenterna hade skilda upplevelser kring arbetskrav, och att en del arbetsresurser var mer betydelsefulla än andra. Framför allt var det sociala stödet en viktig resurs för att hantera kraven, där det mest påtagliga kravet i följd av distansarbetet var arbetsbelastning. Vi visade även att en ökad flexibilitet var den största fördelen med distansarbetet, vilket hade positiv effekt på balansen mellan arbetsliv och privatliv. Respondenterna upplevde dock betydligt utsuddade psykiska gränser. Till sist presenterade vi respondenternas strategier för arbetskrav och arbetsresurser, där det återigen var det sociala stödet som var väsentligt. För balansen mellan arbetsliv och privatliv var det tydliga arbetsplatser i hemmet som visade ha störst positiv effekt både fysiskt och mentalt. Slutsatserna som kunde dras var att påverkan på utmattning var någorlunda positiv jämfört med tid, Due to the coronavirus pandemic, many office employees in Sweden have switched to working remotely. The purpose of this study is to examine the office employees’ subjective experiences of telework to see how it has affected them. We used the Job Demands-Resources Model and Work-life balance theory to identify employees’ experiences regarding job demands and job resources, focusing on engagement and exhaustion, and the work-life balance. We also examined the employees’ strategies around the two theories to give the study a more important purpose. Semi-structured interviews were performed on nine remote-working employees within nine different organisations. The empirical results show that the respondents had different experiences of job demands, and that some job resources were more significant than others. We also showed that increased flexibility was the biggest advantage of teleworking, which had a positive effect on the work-life balance. The conclusions that could be drawn were firstly that the impact on exhaustion was somewhat positive compared with before the pandemic, mostly because the respondents experience less stress and less distractions when working from home. However, most respondents have experienced lower levels of engagement, primarily due to reduced social support. Experiences regarding job demands and job resources have deteriorated in general. The experiences regarding work-life balance were mostly positive, where above all the increased flexibility was the root cause. Seeking social support was the most important strategy for managing job demands and maintaining job resources. The most important strategies for work-life balance were to arrange an office in the home, good planning, and to leave everything work-related after working hours.

Many firms are engaging in the digital transformation (DT) of their sales forces, and this trend has accelerated during the COVID-19 pandemic. However, research on DT as a profound organizational change process, as well as salespeople’s individual psychological reactions to such initiatives, is still limited. Although DT offers salespeople more and better resources for work-related goal attainment, it increases job demands and typically generates high uncertainty, which companies must then manage. We draw on job demands-resources (JD-R) theory to account for these bright and dark side effects simultaneously. We analyze the direct, mediated, and moderated effects of uncertainty reduction initiatives (resources) and excessive workload (demands) on the perceived usefulness of DT (i.e. salespeople’s motivation to embrace it), the stress it generates, and the ultimate success of DT integration. In doing so, we shed light on the complex pattern of relationships that characterizes salespeople’s psychological reactions to DT. Using DT context-specific constructs, we test our model and hypotheses on a sample of 144 salespeople of a firm engaged in DT. Our results fill several gaps in the technology in sales, DT, and JD-R literatures, and we provide managers with several guidelines to better manage DT in sales.

Prior to COVID-19, telework was a key action adopted by companies to foster employee wellbeing, but the evidence of its effects was equivocal. This study aims to 1) develop and validate a questionnaire measuring the quality of telework (QoT-q) and 2) assess the impact of telework on employee work engagement and work-family balance in the case of high-quality telework (HqT), low-quality telework (LqT), and no telework (NoT). The sample consists of 260 workers from three Italian organizations. Through principal component analysis and Cronbach’s alpha values, the final QoT-q comprised three areas: 1) agile workplaces, 2) flexible worker, and 3) virtual leadership. ANOVAs showed that job resources, work engagement, and work-family balance are significantly higher among HqT, while job demands do not differ or were lower. The Job Demands-Resources model was useful to explain the effects of telework. Implications for future research and practice are presented.

Coronaviruset har inneburit att kontorsanställda runt om i Sverige gått över till att arbeta på distans. Syftet i den här studien är att undersöka kontorsanställdas subjektiva upplevelser av distansarbetet för att se hur det påverkat dem. Tidigare studier har undersökt distansarbetets påverkan i följd av coronaviruspandemin, dock gjordes dessa studier under de allra tidigaste stadier av pandemin. Detta gör ämnet mer intressant eftersom upplevelserna kan ha förändrats på grund av dessa långdragna restriktioner under pandemin. I den här studien används teorierna Job Demands-Resources Model samt Work-life balance för att identifiera de anställdas upplevelser kring arbetskrav och arbetsresurser, där fokuset läggs på engagemang och utmattning, samt balansen mellan arbetsliv och privatliv. Vi undersökte även respondenternas strategier kring dessa teorier för att ge studien ett större syfte. Studien är av kvalitativt slag - semistrukturerade intervjuer gjordes på nio anställda inom nio olika organisationer där alla respondenter arbetade helt eller delvis på distans. I empiri och analys visade vi att respondenterna hade skilda upplevelser kring arbetskrav, och att en del arbetsresurser var mer betydelsefulla än andra. Framför allt var det sociala stödet en viktig resurs för att hantera kraven, där det mest påtagliga kravet i följd av distansarbetet var arbetsbelastning. Vi visade även att en ökad flexibilitet var den största fördelen med distansarbetet, vilket hade positiv effekt på balansen mellan arbetsliv och privatliv. Respondenterna upplevde dock betydligt utsuddade psykiska gränser. Till sist presenterade vi respondenternas strategier för arbetskrav och arbetsresurser, där det återigen var det sociala stödet som var väsentligt. För balansen mellan arbetsliv och privatliv var det tydliga arbetsplatser i hemmet som visade ha störst positiv effekt både fysiskt och mentalt. Slutsatserna som kunde dras var att påverkan på utmattning var någorlunda positiv jämfört med tid, Due to the coronavirus pandemic, many office employees in Sweden have switched to working remotely. The purpose of this study is to examine the office employees’ subjective experiences of telework to see how it has affected them. We used the Job Demands-Resources Model and Work-life balance theory to identify employees’ experiences regarding job demands and job resources, focusing on engagement and exhaustion, and the work-life balance. We also examined the employees’ strategies around the two theories to give the study a more important purpose. Semi-structured interviews were performed on nine remote-working employees within nine different organisations. The empirical results show that the respondents had different experiences of job demands, and that some job resources were more significant than others. We also showed that increased flexibility was the biggest advantage of teleworking, which had a positive effect on the work-life balance. The conclusions that could be drawn were firstly that the impact on exhaustion was somewhat positive compared with before the pandemic, mostly because the respondents experience less stress and less distractions when working from home. However, most respondents have experienced lower levels of engagement, primarily due to reduced social support. Experiences regarding job demands and job resources have deteriorated in general. The experiences regarding work-life balance were mostly positive, where above all the increased flexibility was the root cause. Seeking social support was the most important strategy for managing job demands and maintaining job resources. The most important strategies for work-life balance were to arrange an office in the home, good planning, and to leave everything work-related after working hours.

The teaching profession has always been complex and dynamic, but now the challenges are posed to a society as a whole by the COVID-19 pandemic. The purpose of the research was to determine teachers' perceptions of the challenges of conducting online teaching during the COVID-19 pandemic. 413 teachers from Croatia participated in the research. Respondents were distributed according to the level of education at which they work in three groups (primary school teachers - grades 1st to 4th, subject teachers – grades 5th to 8th of primary school, subject teachers - secondary school). According to the results of the research, teachers estimated that difficulties in online teaching generally occur occasionally. There were statistically significant differences in some of the items in the perception of the challenges in online teaching among teachers depending on the level of education at which they work. Still, in general, teachers at all three levels of education experienced approximately the same amount of challenges. More challenges in online teaching have been related to a higher level of burnout and correlated positively with higher numbers of students to teach. Age has been unrelated to challenges in online teaching. Since difficulties in conducting online teaching hinder the educational process, this research could serve as an indicator of problems and an initial step to solving them.

The role as a first-line manager is challenging due to demands and expectations from two directions that call for their attention. A functioning psychosocial work environment is of importance for a functioning working life, not least for the first-line managers to fulfill their tasks. Previous research has shown that a functional and promoting psychosocial work environment prevents mental illness. The purpose of this study was to describe what the role of the first-line managers in the private sector entails; how the psychosocial work environment is experienced and what demands and challenges, and what resources they experience. The raw-data was collected through qualitative semi-structured interviews and the data material was analyzed according to qualitative content analysis. The result showed that predominantly first-line managers perceived themselves to be happy in their role and their health to be good, but there are also indications that the psychosocial work environment should be given attention. The result also showed that in the role the first line managers greatest demands comes from high stress and time pressure, but also that they have a lack of resources as the main manifestation of a lack of support from senior managers and HR. Their main resources were collected from being supported by the colleagues and co-workers. The focus in the future should concentrate on the organization, where supportive leadership is paramount to the health of first-line managers., Rollen som första linjens chef är en utmanande funktion där krav och förväntningar från två håll påkallar deras uppmärksamhet. En fungerande psykosocial arbetsmiljö är av särskild betydelse för ett fungerande arbetsliv, inte minst för att första linjens chefer ska klara sitt uppdrag. Tidigare forskning har visat att en funktionell och främjande psykosocial arbetsmiljö förebygger psykisk ohälsa. Syftet med studien var att beskriva vad rollen som första linjens chef inom privat sektor medför; hur den psykosociala arbetsmiljön upplevs och vilka krav och utmaningar, samt vilka resurser de erfar. Materialet samlades in genom kvalitativa semistrukturerade intervjuer och datamaterialet analyserades enligt kvalitativ innehållsanalys. Resultatet visade att övervägande så upplever första linjens chefer att de trivs i sin roll och att de mår bra, men det finns även indikationer som visar att deras psykosociala arbetsmiljö behöver hörsammas. Resultatet visade också att första linjens chefers största krav i rollen utgörs av en upplevd stress och tidspress, men även att de har en resursbrist som främst manifesteras av ett bristande stöd från högre chefer och HR. Deras främsta resurs består i stöd från kollegor och medarbetare. Fokus i framtiden bör koncentreras på det organisationella, där stödjande ledarskap främjar hälsan för första linjens chefer.

The role as a first-line manager is challenging due to demands and expectations from two directions that call for their attention. A functioning psychosocial work environment is of importance for a functioning working life, not least for the first-line managers to fulfill their tasks. Previous research has shown that a functional and promoting psychosocial work environment prevents mental illness. The purpose of this study was to describe what the role of the first-line managers in the private sector entails; how the psychosocial work environment is experienced and what demands and challenges, and what resources they experience. The raw-data was collected through qualitative semi-structured interviews and the data material was analyzed according to qualitative content analysis. The result showed that predominantly first-line managers perceived themselves to be happy in their role and their health to be good, but there are also indications that the psychosocial work environment should be given attention. The result also showed that in the role the first line managers greatest demands comes from high stress and time pressure, but also that they have a lack of resources as the main manifestation of a lack of support from senior managers and HR. Their main resources were collected from being supported by the colleagues and co-workers. The focus in the future should concentrate on the organization, where supportive leadership is paramount to the health of first-line managers., Rollen som första linjens chef är en utmanande funktion där krav och förväntningar från två håll påkallar deras uppmärksamhet. En fungerande psykosocial arbetsmiljö är av särskild betydelse för ett fungerande arbetsliv, inte minst för att första linjens chefer ska klara sitt uppdrag. Tidigare forskning har visat att en funktionell och främjande psykosocial arbetsmiljö förebygger psykisk ohälsa. Syftet med studien var att beskriva vad rollen som första linjens chef inom privat sektor medför; hur den psykosociala arbetsmiljön upplevs och vilka krav och utmaningar, samt vilka resurser de erfar. Materialet samlades in genom kvalitativa semistrukturerade intervjuer och datamaterialet analyserades enligt kvalitativ innehållsanalys. Resultatet visade att övervägande så upplever första linjens chefer att de trivs i sin roll och att de mår bra, men det finns även indikationer som visar att deras psykosociala arbetsmiljö behöver hörsammas. Resultatet visade också att första linjens chefers största krav i rollen utgörs av en upplevd stress och tidspress, men även att de har en resursbrist som främst manifesteras av ett bristande stöd från högre chefer och HR. Deras främsta resurs består i stöd från kollegor och medarbetare. Fokus i framtiden bör koncentreras på det organisationella, där stödjande ledarskap främjar hälsan för första linjens chefer.

Purpose: The association between resources and work engagement has been well-established among different occupational groups. The purpose of this paper is to go one step further through the investigation of the relationship between personal (i.e. hardy personality) and job-related (i.e. opportunity for learning and development) resources and work engagement in the long run. Design/methodology/approach: A two-wave longitudinal study was conducted on a sample of healthcare professionals working in a spinal cord and brain injury rehabilitation hospital located in northern Italy. Findings: The results of cross-lagged structural equation modeling indicated the occurrence of reciprocal causal relationships between the study variables. In particular, personal and job-related resources were related to an increase in work engagement over the course of the study. The level of engagement displayed by participants, in turn, was positively related to their personal and job-related resources over time, thus revealing the occurrence of positive cycles in the workplace. Originality/value: On the whole, these findings provide a deeper understanding of the role played by hardy personality as a personal resource able to promote employees’ motivation and, at the same time, they advance the scientific knowledge concerning the construct of positive cycle.

The pursuit of happiness at work (HAW) has been touted as the next frontier to be conquered in order to help organizations achieve success, and it has also been a quest undertaken by many employees. The considerable amount of research examining HAW since the late 1990s has focused on the conceptualization of the construct, yet scant attention has been given to the antecedents and consequences of HAW. In other words, little is known about the environmental characteristics that may positively or negatively evoke HAW and, in turn, whether HAW can enhance individual job performance. More research is thus needed to explore the current state of HAW in the oil and gas industry and the driving factors behind it. This study is an attempt to fill this lacuna in the research. The present study was carried out to examine the influence of job environment characteristics (job demands and job resources) on individual job performance (task performance and contextual performance). Building on job demands-resources (JDR) and psychological capital (PsyCap) theory and on Fisher’s (2010) conceptualization of HAW. Efforts were made to investigate the mediating role of HAW on the effects of job demands and job resources and their relationship to individual job performance. The study also examined the moderating role of personal resources (PsyCap) on the relationship between job environment characteristics and HAW. A set of standard questionnaires on job demands, job resources, PsyCap, HAW, and individual job performance was used for data collection. A cross-sectional survey was conducted on a sample of 409 employees from the oil and gas sector in Abu Dhabi (United Arab Emirates: UAE), which was selected using simple stratified random sampling. Structured equation modeling (SEM) was used for data analysis. The results confirmed that job demands are positively associated with individual job performance while job demands are negatively related to individual job performance via HAW.

Aim: This study aims at investigating the nomological validity of the Copenhagen PsychosocialQuestionnaire (COPSOQ II) by using an extension of the Job Demands-Resources (JD-R)model with aspects of work ability as outcome.Material and methods: The study design is cross-sectional. All staff working at public dental organizations in fourregions of Sweden were invited to complete an electronic questionnaire (75% responserate, n = 1345). The questionnaire was based on COPSOQ II scales, the Utrecht WorkEngagement scale, and the one-item Work Ability Score in combination with a proprietaryitem. The data was analysed by Structural Equation Modelling.Results: This study contributed to the literature by showing that: A) The scale characteristics weresatisfactory and the COPSOQ instrument could be integrated in the JD-R framework; B) Job resources arising from leadership may be a driver of the two processes included in the JD-R model; and C) Both the health impairment and motivational processes were associated with WA, and the results suggested that leadership may impact WA, in particularly by securing task resources.Conclusion: In conclusion, the nomological validity of COPSOQ was supported as the JD-R model canbe operationalized by the instrument. This may be helpful for transferral of complex surveyresults and work life theories to practitioners in the field.

Aim: This study aims at investigating the nomological validity of the Copenhagen PsychosocialQuestionnaire (COPSOQ II) by using an extension of the Job Demands-Resources (JD-R)model with aspects of work ability as outcome.Material and methods: The study design is cross-sectional. All staff working at public dental organizations in fourregions of Sweden were invited to complete an electronic questionnaire (75% responserate, n = 1345). The questionnaire was based on COPSOQ II scales, the Utrecht WorkEngagement scale, and the one-item Work Ability Score in combination with a proprietaryitem. The data was analysed by Structural Equation Modelling.Results: This study contributed to the literature by showing that: A) The scale characteristics weresatisfactory and the COPSOQ instrument could be integrated in the JD-R framework; B) Job resources arising from leadership may be a driver of the two processes included in the JD-R model; and C) Both the health impairment and motivational processes were associated with WA, and the results suggested that leadership may impact WA, in particularly by securing task resources.Conclusion: In conclusion, the nomological validity of COPSOQ was supported as the JD-R model canbe operationalized by the instrument. This may be helpful for transferral of complex surveyresults and work life theories to practitioners in the field.

The reforms in the public sector, as consequence of New Public Management, have led to flattened organizational structure, increasing the span of control(SOC) width for managers. The aim of the study was to investigate the association between SOC width, working conditions (job demands, job resources and engaged leadership), employee health and engagement. SOC was measured as predictor for employee health and engagement, where mediation of working conditions effect on the relation was examined. Self-administrated surveys were collected from 1551 employees working under 109 managers in four public sector municipal operations in Sweden. The result displayed that it was unfavorable to have managers with a wide SOC for the employees working conditions, engagement and health. SOC was a significant predictor for health, while mediation of working conditions could not account for the relationship. These results indicate that a narrow SOC may improve working conditions and health outcomes for employees.

Purpose The purpose of this paper is to demystify the role of the personal resource of psychological capital (PsyCap) in the job demands-resources model. The theory suggests that personal resources directly influence perceptions of job demands, job resources, and outcomes. Alternatively, personal resources may moderate the impact of job demands and job resources on outcomes. Design/methodology/approach A survey of 401 nurses working in the Australian healthcare sector explores the relations among PsyCap, job demands and resources, and psychological well-being and work engagement. Findings The results suggest that PsyCap directly influences perceptions of job demands and resources and that it directly influences the outcomes of well-being and engagement. Furthermore, job demands and job resources mediate the relation of PsyCap with well-being and engagement, respectively. Research limitations/implications The moderation effect of PsyCap was not supported, which suggests that PsyCap relates to perceptions as opposed to being a coping mechanism. This finding therefore narrows the scope of personal resources in this important model. Originality/value The importance of this study lies in its exploration of various ways that personal resources can influence this dominant model and in analyzing the global construct of PsyCap as opposed to some of its constituent parts.

The reforms in the public sector, as consequence of New Public Management, have led to flattened organizational structure, increasing the span of control(SOC) width for managers. The aim of the study was to investigate the association between SOC width, working conditions (job demands, job resources and engaged leadership), employee health and engagement. SOC was measured as predictor for employee health and engagement, where mediation of working conditions effect on the relation was examined. Self-administrated surveys were collected from 1551 employees working under 109 managers in four public sector municipal operations in Sweden. The result displayed that it was unfavorable to have managers with a wide SOC for the employees working conditions, engagement and health. SOC was a significant predictor for health, while mediation of working conditions could not account for the relationship. These results indicate that a narrow SOC may improve working conditions and health outcomes for employees.

This study used a person-centered approach to examine the across-time relationships between job demands and job resources on the one hand and employee well-being (burnout and work engagement) on the other. On the basis of the job demands–resources model and conservation of resources (COR) theory, increases in demands and decreases in resources across time were expected to result in unfavorable changes in well-being across time. The results of a 2-wave study among 172 nurses and 273 police officers showed several common patterns across both samples: (a) participants who experienced an increase of demands showed a significant increase in burnout, whereas participants who reported having low resources at both measurement times also showed a significant increase in burnout; (b) participants who experienced decreasing resources reported a significant increase in burnout and a significant decrease in engagement; (c) participants who were exposed to chronic low job resources in a highly demanding environment showed a significant increase in burnout; and (d) participants who were exposed to decreased job resources in a highly demanding environment showed a significant increase in burnout.

This study examined the impact of organizational interventions on work engagement and performance. Based on the job demands-resources model, we hypothesized that a personal resources intervention and a job crafting intervention would have a positive impact on work engagement and performance. We used a quasi-experimental design with a control group. Primary school teachers participated in the study at two time points with six weeks between the measurements ( N = 102). The results showed that the personal resources intervention had a positive causal effect on work engagement. Additionally, the joint personal resources and job crafting intervention had a positive impact on self-ratings of job performance. We discuss the implications of these findings for theory and practice.

The aim of this study was to investigate the relationship between role stress, professional self-efficacy, and self-perceived health using the Job Demands-Resources Model (JD-R model). The proposed model hypothesizes that professional self-efficacy mediates the relationship between role ambiguity and role conflict on the one hand, and self-perceived health on the other. To test this hypothesis, data were collected from 272 workers from southern Spain. Mediation analyses were performed using the macro PROCESS for SPSS developed by Hayes (2013). Results showed that role conflict, role ambiguity, and self-efficacy were significant predictors of self-perceived health. In addition, self-efficacy partially mediated the relationship between role stress and health., El objetivo de este estudio es analizar las relaciones existentes entre las demandas de rol presentes en el puesto de trabajo, conflicto y ambigüedad de rol, la autoeficacia profesional y la salud autopercibida de acuerdo con el modelo Demandas-Recursos Laborales (JD-R model). Siguiendo los postulados de este modelo, la autoeficacia profesional tendría capacidad para mediar la relación entre las demandas de rol y la salud. Para verificar esta hipótesis, se obtuvieron datos de una muestra de 272 trabajadores de la Región de Murcia (Medad= 36.33, 47,5% mujeres). Los análisis de mediación se realizaron mediante el macro PROCESS para SPSS desarrollado por Hayes (2013). Los resultados mostraron que la autoeficacia profesional actúa como una variable mediadora en la relación entre las demandas de rol y el malestar autopercibido.

Procrastination at work can be defined as putting off workrelated action by engaging in nonwork-related actions during work hours. This paper (a) introduces and validates a new instrument tapping procrastination behaviours at work, (b) investigates its construct validity (Study 1), and (c) presents empirical evidence on the workplace correlates of procrastination at work, including workplace characteristics, boredom and counterproductive work behaviour in two independent samples (Study 2). Drawing on data from384 participants and using exploratory and confirmatory factor analysis, Study 1 revealed two subdimensions of the Procrastination at Work Scale (PAWS), namely soldiering and cyberslacking. Moreover, this study demonstrated that procrastination at work can empirically be distinguished from conceptually similar concepts such as counterproductive work behaviour, general procrastination and boredom. Study 2 further validated this instrument by examining its relations with other concepts. Structural equation analyses using data from participants from two culturally different countries (The Netherlands and Turkey, total N=443) showed that low job demands and resources were associated with boredom and that boredom was associated with procrastination at work and counterproductive work behaviour. We conclude that the PAWS is a valid tool that can be used to assess non-work-related activity during work hours.

Purpose – Previous research has demonstrated strong relations between work characteristics (e.g. job demands and job resources) and work outcomes such as work performance and work engagement. So far, little attention has been given to the role of authenticity (i.e. employees’ ability to experience their true selves) in these relations. The purpose of this paper is to explore the relationship of state authenticity at work with job demands and resources on the one hand and work engagement, job satisfaction, and subjective performance on the other hand. Design/methodology/approach – In total, 680 Dutch bank employees participated to the study. Structural equation modelling was used to test the goodness-of-fit of the hypothesized model. Bootstrapping (Preacher and Hayes, 2008) was used to examine the meditative effect of state authenticity. Findings – Results showed that job resources were positively associated with authenticity and, in turn, that authenticity was positively related to work engagement, job satisfaction, and performance. Moreover, state authenticity partially mediated the relationship between job resources and three occupational outcomes. Research limitations/implications – Main limitations to this study were the application of selfreport questionnaires, utilization of cross-sectional design, and participation of a homogeneous sample. However, significant relationship between workplace characteristics, occupational outcomes, and state authenticity enhances our current understanding of the JD-R Model. Practical implications – Managers might consider enhancing state authenticity of employees by investing in job resources, since high levels of authenticity was found to be strongly linked to positive occupational outcomes. Originality/value – This study is among the first to examine the role of authenticity at workplace and highlights the importance of state authenticity for work-related outcomes.

The first purpose of the present study was to investigate the role of individual characteristics, i.e., positive and negative affectivity, in explaining the different perception of job control and job demands in a particularly demanding environment such as the healthcare setting. In addition, we aimed to explore the mediational role of work engagement and workaholism using the Job Demands-Resources Model as a theoretical framework. Data were collected using a sample of 269 Italian head physicians working in nine general hospitals. To test our hypotheses, the collected data were analyzed with structural equation modeling. Moreover, Sobel Test and bootstrapping were employed to assess the mediating hypotheses. Our results indicated that positive affectivity is related to work engagement, which, in its turn, showed a positive association with job control. In addition, workaholism mediated the relationship between negative affectivity and job demands. All in all, this study represents a first attempt to explore the role of trait affectivity as a dispositional characteristic able to foster the level of work engagement and workaholism exhibited by employees and, in turn, to increase the perceived levels of job control and job demands.

Background: The early years in professional practice are for many veterinary and medical professionals a period of great challenges and consequently increased stress levels. Personal resources appear to have a positive impact on the course of this transition period. Personal resources are defined as developable systems of positive beliefs about one’s self and the world that are generally linked to resilience. They are negatively related to burnout and positively and reciprocally to job resources, work engagement and job performance. With the aim of enhancing personal resources of recently graduated veterinarians, a 1 year multi-modular resources development programme was designed. This study was conducted to analyse: 1. if and how the development programme affected participants’ personal resources, and 2. if and how personal resources affected participants’ work characteristics and work engagement. Results Quantitative study: Twenty-five participants and ten non-participants completed an online survey covering personal resources, job resources and work engagement at the start and finish of the programme. Results showed a significant increase of personal resources in participants for self-reported ratings of proactive behaviour (Effect Size =−0.4), self-efficacy (Effect Size =−0.6) and reflective behaviour (Effect Size =−0.6). Results of the control group were not significant, although some moderate effect sizes were found. Qualitative study: Additionally 16 semi-structured interviews with participants of the programme were taken 6 months after finishing the programme. Analysis of the interviews revealed that participants also developed other important personal resources namely self-acceptance, self-esteem, awareness of own influence and responsibility. The reflection process, which took place in the course of the programme, seemed to be a necessary step for the development of the other

The present study tested a nomological net of work engagement that was derived from its extant research. Two of the main work engagement models that have been presented and empirically tested in the literature, the JD-R model and Kahn’s model, were integrated to test the effects that job features and personal characteristics can have on work engagement through the psychological conditions of meaningfulness, safety, and availability. In this study, safety refers to psychological perceptions of safety and not workplace safety behaviors. The job features that were tested in this model included person-job fit, autonomy, co-worker relations, supervisor support, procedural justice, and interactional justice, while the personal characteristics consisted of self-consciousness, self-efficacy, extraversion, and neuroticism. Thirty-four hypotheses and a conceptual model were tested in order to establish the viability of this nomological net of work engagement in which it was expected that meaningfulness would mediate the relationships between job features and work engagement, safety would mediate the relationships that job features and personal characteristics have with work engagement, and availability (physical, emotional, and cognitive resources) would mediate the relationships that personal characteristics have with work engagement. Furthermore, analyses were run in order to determine the factor structure of work engagement, assess whether or not it exhibits differential validity from organizational commitment and job satisfaction, and confirm that it is positively related to the outcome variable of organizational citizenship behavior (OCB). The final sample consisted of 500 workers from an online labor market who responded to a questionnaire composed of measures of all constructs included in this study. Findings show that work engagement is best represented as a three-factor construct, composed of vigor, dedication and absorption. Furthermore, support was found for the di

The aim of this study was to explore longitudinal relationships between job demands, job resources, and recovery opportunities. On the basis of the Job Demands-Resources model and Conservation of Resources theory we hypothesized that we would find reciprocal relations between job demands, job resources, and recovery opportunities over time. The sample was composed of 502 employees from a chemical processing company in the Netherlands, and we used a time lag of 1 year. Results of structural equation modeling analyses supported our hypotheses. Specifically, it was found that Time 1 (T1) workload was negatively related and autonomy positively related to Time 2 (T2) recovery opportunities. Additionally, T1 recovery opportunities had a negative effect on T2 workload and positive effects on autonomy and feedback. Overall, the findings suggest the presence of a positive upward spiral between job demands, job resources, and recovery opportunities.

The aim of this study was to explore longitudinal relationships between job demands, job resources, and recovery opportunities. On the basis of the Job Demands-Resources model and Conservation of Resources theory we hypothesized that we would find reciprocal relations between job demands, job resources, and recovery opportunities over time. The sample was composed of 502 employees from a chemical processing company in the Netherlands, and we used a time lag of 1 year. Results of structural equation modeling analyses supported our hypotheses. Specifically, it was found that Time 1 (T1) workload was negatively related and autonomy positively related to Time 2 (T2) recovery opportunities. Additionally, T1 recovery opportunities had a negative effect on T2 workload and positive effects on autonomy and feedback. Overall, the findings suggest the presence of a positive upward spiral between job demands, job resources, and recovery opportunities.