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Previous research has shown that employment is an important social context affecting fertility, yet relatively little is known about the extent to which work characteristics affect fertility expectations. Using over 25 years of data from the 1979 National Longitudinal Survey of Youth, we analyzed the associations between part-time work and characteristics associated with autonomy over working time, specifically self-employment and managerial/professional occupation, and childbearing expectations among women ages 18-45 (N=4,415). Logistic regression models for longitudinal data reveal that work characteristics are significantly associated with fertility expectations, but that the specific nature of the relationship varies by parity. Among women with one child, those working part-time had predicted probabilities of expecting to have additional children that were 2% higher than those working full-time. In contrast, among women without any children, those working part-time had predicted probabilities that were 2% lower than those working full-time. Similar contrasting relationships by parity were found when comparing self-employed women to employees and managers/professionals to those in other occupations. Findings were consistent across racial and ethnic groups. These results suggest that different mechanisms link work characteristics to fertility plans for mothers and non-mothers, specifically that role incompatibility and work-family conflict are more salient for mothers but that financial strain is so for non-mothers.

Working independently of a fixed schedule or specific place while staying connected with colleagues and managers via digital technologies is the cornerstone of new ways of working (NWW). Following the COVID-19 crisis, these have become more popular and more extensively used. The main objective of this article is to find out more about the factors that positively influence the use of NWW and to investigate whether their use can have an impact on employees' work engagement. We employ person–environment fit (P–E fit) theory to link our different variables, emphasizing that a good fit between an individual and their work environment is the driving force linking NWW and work engagement. Our questionnaire survey (n = 2693) demonstrates that NWW does not directly influence work engagement but only does so indirectly through P–E fit. We also prove that a climate of trust, a result-oriented culture, and specific work characteristics can act as positive levers in the deployment of NWW and positively influence P–E fit. This study makes both empirical and theoretical contributions to the NWW literature. [ABSTRACT FROM AUTHOR]

The forest industry is a key sector in South Korea, significantly contributing to the national economy. Despite the growth of the forest industry, workers often face physically demanding tasks, high job stress, and factors reducing job satisfaction, such as remote locations and limited career opportunities. This study analyzes differences in job satisfaction and turnover intentions among forest industry workers based on socio-demographic and job characteristics. A survey of 654 workers across various sectors—including production, processing, retail, transportation, leisure, and services—was conducted. The data were analyzed using t-tests and ANOVA. The results indicate that job satisfaction and turnover intentions significantly vary with age, education, income, employment type, workplace location, and working days. The workers with graduate degrees reported lower job satisfaction and higher turnover intentions. The non-regular employees and field workers exhibited lower job satisfaction and higher turnover intentions. The findings suggest that improving job conditions, creating quality positions for highly educated workers, and providing stable employment could enhance job satisfaction and reduce turnover intentions in the forest industry, aiding workforce retention and sustainability. [ABSTRACT FROM AUTHOR]

Background & Objective: Ventilator-Associated Pneumonia (VAP) is the leading cause of death in Healthcare- Associated Infections (HCAI), with 30-day mortality of 59% of patients with ventilator devices. The aim of this research was to develop a VAP prevention model in the intensive care unit (ICU) based on Six Sigma and VAP Bundle, involving individual, organizational and work characteristics factors. Methodology: This research was carried out in the ICU, Poltekkes Kemenkes Malang, Malang, Indonesia, using a cross-sectional design. The research subjects were nurses, selected using a simple random sampling technique. All variables were measured through filling out questionnaires. Next, the measurement data was analyzed using Partial Least Square (PLS), based on Six Sigma and VAP Bundle. Results: Based on Six Sigma and VAP Bundle, the results of the analysis of the effects of the three factors on the implementation of VAP prevention were: 1) for individual factors, path coefficient = 0.189 and P = 0.000, so it was interpreted that this factor had a significant effect on the implementation of VAP prevention; 2) for organizational factors, path coefficient = 0.496 and P = 0.003, so it was interpreted that this factor also had a significant effect; 3) for the work characteristics factors, path coefficient = 0.289 and P = 0.000, so this factor also had a significant effect on the implementation of VAP prevention. Conclusion: Based on the research results, a VAP prevention model based on Six Sigma and VAP bundle was successfully built in the ICU, which involved organizational factors, work characteristics and individual factors. [ABSTRACT FROM AUTHOR]

The objectives of the present study were to determine whether (I) workmotive values influence the appraisal of specific work characteristics of significance for health and function and (II) subject variables impact workmotive values. Two aspects of work-motive values were studied: values that assign importance to pursuing one's personal goals and interests, internally based work-motive values (IntWMVs), and values that assign importance to external factors, externally based work-motive values (ExtWMVs). These aspects of motive values, age, gender, skill level, managerial role, and specific psychosocial work characteristics were analyzed in a cross-sectional sample of 12,994 employees in 101 private and public organizations. Twoyear follow-up prospective data from 6,252 employees in 69 organizations elucidated whether associations were stable over time. The results showed that IntWMV influenced reports of levels of control of decisions, empowering leadership, innovative climate, quantitative demands, feedback from work, and self-leadership. ExtWMVs were most consistently associated with role clarity. Skill level and managerial role were associated with reporting higher levels of IntWMVs and lower ExtWMVs. In conclusion, the present data support the assumption that work-motive values influence the appraisal, reporting, and consequently measurements of work characteristics. Managers differ from subordinates in work-motive values and may face challenges in ascertaining and supporting subordinates' needs. [ABSTRACT FROM AUTHOR]

Objective To understand the exposure levels of manganese and its inorganic compounds among workers in manganese -related enterprises in Guangxi and to provide a basis for the prevention of occupational manganese hazards. Methods Data on the monitoring results of manganese and its inorganic compounds, occupational health examinations of manganese-exposed workers, and basic information about enterprises reported in Guangxi from 2019 to 2022 were collected from the data bank of the Occupational Disease Hazard Factors Monitoring System of the Chinese Center for Disease Control and Prevention. Results From 2019 to 2022, occupational hazards of manganese were monitored in 768 enterprises, including 1 252 testing points (worksites or workers). The manganese level at 77 worksites, with an exceedance rate of 6.15%, was higher than the national occupational exposure limit, the highest in 2020. The median concentration-time weighted average of manganese and its inorganic compounds was 0.013 (0.003 to 0.050) mg/m3 . The major monitoring work was done in 2022, the year with the largest number of testing enterprises and testing points. And the data showed that non-compliance worksites were mainly in the automobile manufacturing industry (exceedance rate of 9.46%). The non -compliance rates and manganese exposure levels among enterprises with different scales and economic types showed no statistically significant differences (both P > 0.05). However, the differences among enterprises with different industries, working hours, and locations were significant (all P < 0.001), with the highest rate in the automobile industry, enterprises with longer working hours than 8 hours, and in Guigang City. The rate of occupational health examinations from 2019 to 2022 was 65.16%, with an abnormality of 2.78%. The differences in examination rates and abnormal rates over these four years were statistically significant (both P < 0.001), with the lowest examination and abnormal rates in 2022 and the highest in 2020. Conclusions The airborne manganese exposure levels in most workplaces in Guangxi were lower than national standards, and the rate of occupational health examinations was not high. Special attention should be paid to the automobile manufacturing industry and the enterprises in Guigang City. [ABSTRACT FROM AUTHOR]

To study the physical property effects of the laser on GaInP/GaAs/Ge solar cells and their sub-cell layers, a pulsed laser with a wavelength of 532 nm was used to irradiate the solar cells under various energy conditions. The working performance of the cell was measured with a source meter. The electroluminescence (EL) characteristics were assessed using an ordinary and an infrared camera. Based on the detailed balance theory, in the voltage characteristics of an ideal pristine cell, the GaInP layer made the most significant voltage contribution, followed by the GaAs layer, with the Ge layer contributing the least. When a bias voltage was applied to the pristine cell, the top GaInP cell emitted red light at 670 nm, the middle GaAs cell emitted near-infrared light at 926 nm, and the bottom Ge cell emitted infrared light at 1852 nm. In the experiment, the 532 nm laser wavelength within the response spectrum bands of the GaInP layer and the laser passed through the glass cover slip and directly interacted with the GaInP layer. The experimental results indicated that the GaInP layer first exhibited different degrees of damage under laser irradiation, and the cell voltage was substantially attenuated. The GaInP/GaAs/Ge solar cell showed a decrease in electrical and light emission characteristics. As the laser energy increased, the cell's damage intensified, gradually leading to a loss of photoelectric conversion capability, the near-complete disappearance of red light emission, and a gradual degradation of near-infrared emission properties. The EL imaging revealed varying damage states across the triple-junction gallium arsenide solar cell's sub-cells. [ABSTRACT FROM AUTHOR]

Missed and unfinished nursing care in hospitals depends on the quality of human resources. This paper aims to analyze the influence of selected work characteristics on missing and incomplete nursing care in inpatient wards of Czech hospitals. The relationship between the rate of missed and unfinished nursing care and selected work characteristics was studied using the Czech version of the standardized questionnaire, the MISSCARE Survey. The study was conducted from September 26, 2021, to October 15, 2021. Controlled interviews with 1,205 nurses working in ward blocks in Czech hospitals were used. The research results showed statistically significant connections between selected work characteristics and missed and unfinished nursing care. Nurses with the highest level of education (Master, Ph.D.), nurses with specialized education, nurses with the lowest number of working hours (less than 30 hours per week), and nurses with the highest number of years of work experience (21 years and over) show a significantly lower rate of missed nursing care. Nurses from surgical departments, specialist nurses, and nurses with the highest education (Master, Ph.D.) report statistically significantly lower unfinished care levels. In contrast, nurses from regional/district hospitals, practical nurses/nursing assistants, and nurses with the lowest education (secondary school of nursing) report significantly higher unfinished nursing care levels. The information obtained can be used to improve nursing processes in the identified weak parts, strategic planning of nursing care, and sufficient personnel. AcknowledgmentsI would like to express my gratitude to co-authors and other members of the research team – Hana Hajduchová, Chloubová Ivana, Hana Kubešová, Josef Malý, Martin Doseděl, Ondřej Tesař, and Kateřina Malá-Ládová, without whose support the article could not have been published.Supported by the Ministry of Health of the Czech Republic, grant no. NU20-09-00257. All rights reserved.

Working independently of a fixed schedule or specific place while staying connected with colleagues and managers via digital technologies is the cornerstone of new ways of working (NWW). Following the COVID-19 crisis, these have become more popular and more extensively used. The main objective of this article is to find out more about the factors that positively influence the use of NWW and to investigate whether their use can have an impact on employees’ work engagement. We employ person–environment fit (P–E fit) theory to link our different variables, emphasizing that a good fit between an individual and their work environment is the driving force linking NWW and work engagement. Our questionnaire survey (n = 2693) demonstrates that NWW does not directly influence work engagement but only does so indirectly through P–E fit. We also prove that a climate of trust, a result-oriented culture, and specific work characteristics can act as positive levers in the deployment of NWW and positively influence P–E fit. This study makes both empirical and theoretical contributions to the NWW literature.

The study aimed to identify the impact of work characteristics on job engagement among workers in Jordanian telecommunications companies. The study used the descriptive analytical approach. The study sample consisted of (350) individuals, who were selected using a simple random sample method. Data and information were collected by means of a questionnaire. Multiple linear regression analysis was used, Cronbach-Alpha equation was used to find the coefficient of internal consistency on the study scales. The Pearson correlation coefficient was used to find the internal construction validity coefficient of the study measures. The variance inflation coefficient test and the allowed variance were used for the variables of the study, and the normal distribution of the data was tested depending on the value of the torsion coefficient. The results indicated that there was a statistically significant effect of work characteristics and its dimensions (diversity of skills, importance of work and work independence, work identity and feedback) on job engagement, and the results indicated that there was a statistically significant effect of work characteristics and its dimensions (diversity of skills, importance of work and work independence, identity work and feedback) on the job correlation, where the correlation coefficient was (R = 0.911, which indicates the existence of a statistically significant correlation between the independent variables combined (diversity of skills, the importance of work and work independence, work identity and feedback) and the dependent variable (job attachment). It appeared that the value of the coefficient of determination (R2 = 0.830), which indicates that the characteristics of work and its dimensions (diversity of skills, importance of work and work independence, work identity and feedback) explained 83% of the variation in (functional attachment), while the remainder is due to Other variables were not included in the model, and the value of (F = 238.884) at a confidence level equal to (sig = 0.000), and this confirms the significance of the regression at the level of significance of 0.05) > (α. [ABSTRACT FROM AUTHOR]

The objectives of the present study were to determine whether (I) work-motive values influence the appraisal of specific work characteristics of significance for health and function and (II) subject variables impact work-motive values. Two aspects of work-motive values were studied: values that assign importance to pursuing one’s personal goals and interests, internally based work-motive values (IntWMVs), and values that assign importance to external factors, externally based work-motive values (ExtWMVs). These aspects of motive values, age, gender, skill level, managerial role, and specific psychosocial work characteristics were analyzed in a cross-sectional sample of 12,994 employees in 101 private and public organizations. Two-year follow-up prospective data from 6,252 employees in 69 organizations elucidated whether associations were stable over time. The results showed that IntWMV influenced reports of levels of control of decisions, empowering leadership, innovative climate, quantitative demands, feedback from work, and self-leadership. ExtWMVs were most consistently associated with role clarity. Skill level and managerial role were associated with reporting higher levels of IntWMVs and lower ExtWMVs. In conclusion, the present data support the assumption that work-motive values influence the appraisal, reporting, and consequently measurements of work characteristics. Managers differ from subordinates in work-motive values and may face challenges in ascertaining and supporting subordinates’ needs.

Over the last decade, much research has been conducted in the field of quality of work life(QWL) and its associations with the creative behavior of employees. Prior studies have found substantial positive evidence for statistical associations between QWL and creative behavior. The purpose of this study is to investigate the relationships between QWL dimensions and creative behavior. This study examines the relationships between QWL dimensions and creative behavior. The researcher adopted the descriptive survey design. Primary data was sourced through the instrument of the questionnaire. It was given to a chosen group of (110) workers. A percentage of (90%) was obtained from retrieving (62) valid questionnaires. The research study is drawn scientifically using the simple random sampling technique. The findings revealed the institution under study professors' creative behavior correlates with the quality of work life in all dimensions (work characteristics, work environment, participation, compensation, supervision, and working group). The institution under study professors' creative behavior is impacted by a combination of work-life quality dimensions. It also discovered an average quality of work life and creative behavior of the institution in question. The researcher recommended, among others that the (institution under study) should pay more attention to the quality of work life by paying attention to the work environment by providing a healthy, safe work environment (security equipment and protection from occupational hazards in the workplace), and comfortable at work from Where (cleanliness, lighting, humidity, ventilation, housing as well as office and logistical equipment, laboratories, and technical and scientific equipment required to finish and stimulate research work. The Faculty of Applied Sciences of the University of Kasdi Merbah Ouargla advises that training sessions and awareness campaigns be held to raise awareness of the system of salaries, wages, rewards, and employees' obligations to their jobs.

There is a conception that contemporary work lives become ever more complex. Pioneering research has indicated that work lives have indeed become more complex, yet at a modestly increasing pace. This paper uses Swedish registry data across an exceptionally long time period, including cohorts born from 1931 to 1983. The following conclusions are drawn using state-of-the-art methods of measuring sequence complexity. For early-careers, an increasing complexity trend is evident between the 1950s and 1960s birth cohorts, yet complexity fluctuates around a stable trend for the 1970s birth cohorts and onward. For mid-careers, which are considerably more stable on average, complexity has decreased among women born between the 1930s and the early-1950s. However, the opposite trend holds true for men, resulting in a gender convergence in work complexity. We observe a subsequent standstill of the mid-career complexity trend across both genders, followed by a modest decline for the last observed cohorts. Analyses point to educational expansion as an important driver of the initial increase of early-career complexity. Taken together, this study affirms an initial shift to more work life complexity in the twentieth century, yet we find no unidirectional trend toward more complexity over the last decades. [ABSTRACT FROM AUTHOR]

Introduction: Health status, sickness absence, and nurses' attrition have a direct impact on the quality of care provided and patients' health outcomes. The Covid-19 pandemic exacerbated issues that existed within the Polish healthcare system prior to the pandemic, including staff shortages, low wages, and system inadequacies. The aim of this study was to investigate how nurses during the Covid-19 pandemic period rated the burdensomeness of job characteristics and their mental health status, as well as the correlations between factors directly caused by the Covid-19 pandemic and nurses' subjective assessments of job characteristics and mental health. Method: The cross-sectional study was conducted in January 2022, in Poland and involved 796 registered nurses working in hospitals. Results: Despite the pandemic's sweeping societal effects, this research finds limited alteration in nurses' perceptions of job stress and self-assessed mental health. Factors such as contact with infected patients, quarantine, and isolation do not appear to substantially modify mental health perceptions among nurses. Intriguingly, nurses subjected to COVID-19 testing report heightened stress and compromised mental health. Conclusion: The interplay of diverse factors influencing the well-being of nurses is intricately complex. It is advisable to prudently execute interventions and strategies to address the pandemic, aiming to alleviate its potential adverse effects on the mental health of nurses. [ABSTRACT FROM AUTHOR]

In this study we investigate the implications of different aspects of algorithmic coordination and algorithmic quantification for perceived work conditions and the meaningfulness of crowdwork. Using survey data obtained from 412 crowdworkers, our analysis shows that work conditions and the meaningfulness of work are impacted differently by algorithmic coordination and the feeling of being quantified by an algorithm. Specifically, it shows that algorithmic coordination has either a positive or null impact on perceived work conditions and meaningfulness of work. However, negative associations between algorithmic quantification and perceived work conditions, suggest that the algorithmic quantification seems particularly problematic for crowdworkers' experienced work conditions. Furthermore, algorithmic coordination is positively associated with the meaningfulness of work, while algorithmic quantification is negatively associated with the perceived meaningfulness of work. Using work design theory, the findings also provide insights into the mechanisms explaining these relationships. [ABSTRACT FROM AUTHOR]

Over the last decade, much research has been conducted in the field of quality of work life(QWL) and its associations with the creative behavior of employees. Prior studies have found substantial positive evidence for statistical associations between QWL and creative behavior. The purpose of this study is to investigate the relationships between QWL dimensions and creative behavior. This study examines the relationships between QWL dimensions and creative behavior. The researcher adopted the descriptive survey design. Primary data was sourced through the instrument of the questionnaire. It was given to a chosen group of (110) workers. A percentage of (90%) was obtained from retrieving (62) valid questionnaires. The research study is drawn scientifically using the simple random sampling technique. The findings revealed the institution under study professors' creative behavior correlates with the quality of work life in all dimensions (work characteristics, work environment, participation, compensation, supervision, and working group). The institution under study professors' creative behavior is impacted by a combination of work-life quality dimensions. It also discovered an average quality of work life and creative behavior of the institution in question. The researcher recommended, among others that the (institution under study) should pay more attention to the quality of work life by paying attention to the work environment by providing a healthy, safe work environment (security equipment and protection from occupational hazards in the workplace), and comfortable at work from Where (cleanliness, lighting, humidity, ventilation, housing as well as office and logistical equipment, laboratories, and technical and scientific equipment required to finish and stimulate research work. The Faculty of Applied Sciences of the University of Kasdi Merbah Ouargla advises that training sessions and awareness campaigns be held to raise awareness of the system of salaries, wages, rewards, and employees' obligations to their jobs. [ABSTRACT FROM AUTHOR]

The aim of this study was to determine the separate and joint contribution of individual, family, occupational, and social factors in explaining the life satisfaction of working mothers of children with developmental disabilities. Working mothers of children with disabilities participated in this study (N = 508). They completed an online questionnaire to measure factors from personal (optimism and personal strength), family (satisfaction with family finances, parental stress, number of children, and support from family members related to work), work (job demands, control, and support) and society domain (satisfaction with the healthcare, educational and welfare system). All of them were employed (at least part-time) but also, they all had at least one child with disabilities under 19 years of age whose degree of disability was officially determined. Regression analysis indicated that factors from personal, family (satisfaction with family finances, parental stress, and support from family members related to work), and societal domain (satisfaction with the healthcare system) predicted mothers' life satisfaction. Work-related variables did not. A comprehensive approach is very useful in studying the well-being of parents of children with disabilities. Future studies should also include fathers, as it is reasonable to assume that mothers and fathers differ in the influence of certain factors on their well-being. Considering the sample size and bias, these results have significant limitations in terms of generalizability. [ABSTRACT FROM AUTHOR]

Abstract Background Work design questionnaire (WDQ), as a comprehensive and integrative tool, is one of the most important instruments frequently used to assess work characteristics. The aim of this study was to measure the psychometric characteristics of the Persian version of WDQ. Methods Translation and cross-cultural adaptation procedures were applied in translating the original WDQ into Persian. A total of 270 participants participated in this study. The validity of the questionnaire were measured using face validity, content validity, convergent validity, and construct validity based on confirmatory factor analysis (CFA). Reliability was assessed through internal consistency. Results Mean content validity index was 0.95. The CFA results indicated support for a 21-factor solution. There were significant correlations between dimensions of WDQ and both job satisfaction and perceived stress. Cronbach's alpha of all items was 0.87. Conclusion Results indicated that the WDQ exhibited very good psychometric properties and can be applied as a useful tool to assess work characteristics among Iranian employees. Accordingly, the authors recommend its administration in future studies. The work characteristics was significantly associated with job satisfaction and job stress. Therefore, improved work design would reduce negative consequences, such as job stress, and increase positive behaviors, such as job satisfaction.

Objectives To investigate the predictive validity of 32 measures of the Danish Psychosocial Work Environment Questionnaire (DPQ) against two criteria variables: onset of depressive disorders and long-term sickness absence (LTSA). Methods The DPQ was sent to 8958 employed individuals in 14 job groups of which 4340 responded (response rate: 48.4%). Depressive disorders were measured by self-report with a 6-month follow-up. LTSA was measured with a 1-year follow-up in a national register. We analyzed onset of depressive disorders at follow-up using logistic regression models, adjusted for age, sex, and job group, while excluding respondents with depressive disorders at baseline. We analyzed onset of LTSA with Cox regression models, adjusted for age, sex, and job group, while excluding respondents with previous LTSA. Results The general pattern of the results followed our hypotheses as high job demands, poorly organized working conditions, poor relations to colleagues and superiors, and negative reactions to the work situation predicted onset of depressive disorders at follow-up and onset of LTSA during follow-up. Analyzing onset of depressive disorders and onset of LTSA, we found risk estimates that deviated from unity in most of the investigated associations. Overall, we found higher risk estimates when analyzing onset of depressive disorders compared with onset of LTSA. Conclusions The analyses provide support for the predictive validity of most DPQ-measures. Results suggest that the DPQ constitutes a useful tool for identifying risk factors for depression and LTSA in the psychosocial work environment. [ABSTRACT FROM AUTHOR]

Abstract Background Technological innovation in healthcare is often assumed to contribute to the quality of care. However, the question how technology implementation impacts healthcare workers has received little empirical attention. This study investigates the consequences of Electronic Health Record (EHR) implementation for healthcare workers’ autonomous work motivation. These effects are further hypothesized to be mediated by changes in perceived work characteristics (job autonomy and interdependence). Additionally, a moderating effect of profession on the relationship between EHR implementation and work characteristics is explored. Methods A quantitative uncontrolled before-and-after study was performed among employees from a large university medical centre in the Netherlands. Data were analysed following the component approach for testing a first stage moderated mediation model, using Generalized Estimating Equations (GEE). Results A total of 456 healthcare workers (75 physicians, 154 nurses, 145 allied healthcare professionals, and 82 administrative workers) finished both the baseline and the follow-up survey. After EHR implementation, perceived job autonomy decreased, whereas interdependence increased. In line with our hypothesis, job autonomy was positively associated with autonomous motivation. In contrast to our expectations, interdependence also showed a positive association with autonomous motivation. Autonomous motivation was stable over the course of EHR implementation. This study did not provide support for a moderating effect of profession: no differences were observed between the various professions regarding the changes in their experienced job autonomy and interdependence after EHR implementation. Conclusions Our study showed that healthcare professionals’ perceptions of their work characteristics, but not their autonomous motivation, were changed after EHR implementation, and that these experiences were relatively similar for physicians, nurses, and allied healthcare professionals. The stability of healthcare workers’ autonomous motivation may be explained by the opposite effects of decreased job autonomy and increased interdependence, and by the EHR being in line with healthcare workers’ values. The changes in job autonomy and interdependence may have consequences beyond motivation, for example by affecting clinical decision-making, proactive behaviour, and the quality of teamwork. These potential consequences of EHR implementation warrant further research.

Aim: To test the causal model of intent to stay in employment of nurses in regional medical centers. Background: Effectiveness and quality of nursing care are determined by an adequate number of nursing staff; however, there is an ongoing challenge of nursing shortage. Improving nurses' intention to remain in employment is an effective way to address the problem of nursing shortage. Methods: This study employed a cross‐sectional design. The sample was 1224 registered nurses from nine regional medical centers across Thailand, selected using multistage random sampling. Data were collected between January and July 2019 and analyzed with structural equation modeling. Results and discussion: The final model could explain 40.3% of the variance in intent to stay. Transformational leadership, coworker support, professional autonomy, opportunities for promotion, marital status, and job satisfaction positively affected intent to stay, while burnout negatively affected intent to stay. This indicates that seven factors that should be considered by nurse managers in developing a framework for constructing interventions to increase nurses' intention to continue working in their organization. Implication for nursing and nursing policy: Nurse managers should strengthen the intent to stay of nurses by providing consultations, building a positive work atmosphere, and encouraging nurse leaders to apply transformational leadership behaviors to the organizational administration. Policymakers should consider enacting policies and regulations for nurses' benefits, such as allocating civil servant positions to temporary nursing staff, expanding the framework of career advancement to a senior professional position, and considering salary and overtime pay, to increase nurses' intent to stay in an organization. [ABSTRACT FROM AUTHOR]

Background: Midwives are essential for achieving the Sustainable Development Goal on sexual and reproductive health. However, midwifery shortage challenge healthcare organisations globally. The aim was to analyse cross-sectional and prospective associations between independent variables: 'possibilities of development'; 'quality of work'; 'role conflict'; 'recognition'; 'self-rated health' and 'burnout' and dependent variables: 'intention to leave current position' and 'intention to quit midwifery'., Methods: In 2020 a nation-wide web-survey was distributed to midwives in Sweden (n = 5076) listed as members in unions that organise midwives. This was repeated in 2023 (n = 4398 midwives). Cross-sectional (n = 3696) and prospective (n = 531/406) uni- and multivariable logistic regressions were performed., Results: We found a lower probability of intention to leave current position in respondents who reported possibilities for development, quality of work and recognition while those reporting role conflicts and burnout had a higher probability of intention to leave current position. In the first prospective analysis (n = 531) we found that reporting good quality of work and recognition at baseline were associated with a lower probability of reporting intention to leave current position at follow-up while burnout at baseline was associated with a higher probability of reporting intention to leave current position at follow-up. In the second prospective analysis (n = 406) we excluded respondents who reported intention to leave current position at baseline and found that only quality of work at baseline predicted a low probability of intention to leave at follow-up. For the second dependent variable, intention to quit midwifery, we found that possibilities for development and recognition was associated with a lower probability to quit while burnout was associated with a higher probability. In the first prospective analysis, we found that recognition at baseline was associated with a lower probability to quit while burnout at baseline was associated with a higher probability. When excluding those who reported intention to quit midwifery at baseline, we found that recognition and self-rated health was associated with a lower probability to report intention to quit at follow-up., Conclusion: Quality of work, recognition and health appeared to be important for retention among midwives. Recognition stands out as a humble but relevant wish from a professional group of great importance for health care., Competing Interests: Declaration of competing interest None declared., (Copyright © 2025 The Author(s). Published by Elsevier Ltd.. All rights reserved.)

The spread of new coronavirus (COVID-19) infections shows no signs of stopping. Therefore, we must consider how to deal with this disaster well. The practice of social distance is one of the powerful tools for that purpose. Therefore, in this paper, we analyzed the factors that influence physical proximity in the manufacturing industry, which has a large impact on the economy given the scale of employment. As the method, first, exploratory factor analysis is performed using the US occupation information site O*NET information, and the extracted 7 variables, sitting work, work conditions, information processing, task significance, interdependence, response to aggression, and autonomy, are used in the regression analysis. As a result, it was shown that interdependence and response to aggression, which are categorized as “social characteristics”, and work conditions and sitting work, which are categorized as “context characteristics”, showed a positive correlation with physical proximity.

This study aims to examine how work characteristics influence employee performance through the mediating role of job-based psychological ownership in a developing country. The research employed 432 Vietnamese employees from 10 manufactories located in three regions of Vietnam: The North, the Middle and the South of Vietnam. The results reveal that job-based psychological ownership mediates four relationships between task identity, task significance, autonomy, feedback, and in-role performance. Unexpectedly, skill variety, the remaining work characteristic considered here, does not impact job-based psychological ownership, meaning that here the mediating role of job-based psychological ownership does not exist. This paper concludes with discussions and recommendations for Vietnamese businesses.

Brazilian education faces difficulties relating to performance and illness, suggesting that the characteristics of the work can affect both variables. This study aims to describe the work characteristics that increase the odds of having happy-productive patterns in education workers. A total of 4,598 employees of the Secretariat of Education of the Federal District (SEEDF) participated in the research, answering questionnaires about work design (Brazilian version, with 18 factors), wellbeing (containing three factors), and performance. The results showed that task, social, and contextual characteristics increase the probability of being in the happy-productive pattern, and specifically, Social Support, Feedback from Others, Task Significance, Task Identity, and Autonomy, in this order, should be considered for intervention purposes. [ABSTRACT FROM AUTHOR]

Background: Work design questionnaire (WDQ), as a comprehensive and integrative tool, is one of the most important instruments frequently used to assess work characteristics. The aim of this study was to measure the psychometric characteristics of the Persian version of WDQ. Methods: Translation and cross-cultural adaptation procedures were applied in translating the original WDQ into Persian. A total of 270 participants participated in this study. The validity of the questionnaire were measured using face validity, content validity, convergent validity, and construct validity based on confirmatory factor analysis (CFA). Reliability was assessed through internal consistency. Results: Mean content validity index was 0.95. The CFA results indicated support for a 21-factor solution. There were significant correlations between dimensions of WDQ and both job satisfaction and perceived stress. Cronbach's alpha of all items was 0.87. Conclusion: Results indicated that the WDQ exhibited very good psychometric properties and can be applied as a useful tool to assess work characteristics among Iranian employees. Accordingly, the authors recommend its administration in future studies. The work characteristics was significantly associated with job satisfaction and job stress. Therefore, improved work design would reduce negative consequences, such as job stress, and increase positive behaviors, such as job satisfaction. [ABSTRACT FROM AUTHOR]

In the context of blue-collar work, digital technologies and robotic systems are introduced at a rapid speed. However, employees are not always motivated to adopt such new technologies. Thus, it is essential to understand the drivers of employees' attitudes towards new technology at work (e.g. their enthusiasm about new technology or their insecurity or resistance to change). The present study examines (actual and desired) work characteristics as a predictor of attitudes towards new technology in blue-collar work. Results from a correlational study among blue-collar workers (N = 127) showed that work characteristics among blue-collar workers could be divided into three dimensions, namely, work enrichment, work demands, and task identity. These correlated with attitudes towards a to-be-implemented new technology (here, robotic system): As expected, desired work demands correlated with greater technology enthusiasm, whereas a lack of actual work enrichment predicted technology-based job insecurity. Work characteristics were unrelated to user resistance to change. The findings suggest that how workers evaluate their current work, and how much they are (dis)satisfied with it, predicts attitudes towards new technology. This research adds to the knowledge about attitudes towards new technology in blue-collar work. Practical implications for the implementation of technologies in blue-collar work are discussed. [ABSTRACT FROM AUTHOR]

Adopting a person-centred approach, we integrate the job demands-control-support model with relational work design theory to investigate employee work design profiles involving autonomy, workload, social support and prosocial characteristics (representing the combined influence of task significance and beneficiary contact). For a sample of Australian not-for-profit employees (N = 2421), we identified four work design profiles: 'active connected', 'passive disconnected', 'high strain disconnected' and 'controlled disconnected'. The most favourable profile, active connected, demonstrated the highest vigour and social worth, and was predicted by people being in higher managerial positions and having permanent employment contracts. The high strain disconnected and controlled disconnected profiles were associated with greater psychological exhaustion. Longer working hours predicted membership of the high strain disconnected profile. JEL Classification: L31, L30, L20, L29 [ABSTRACT FROM AUTHOR]

The development of Industry 4.0, which has been observed for many years, spans the period before, during, and after the COVID-19 pandemic. This concept, which describes the complex process of business transformation, is reflected in a growing number of studies showing that the aim of Industry 4.0 is not to eliminate the human factor, but to introduce effective collaboration between people, systems, and machines. The success of a company depends to a large extent on the efficiency and productivity of its employees, to which job satisfaction is directly related. Job satisfaction is a phenomenon influenced by many factors, including job characteristics. Recognition of the relationship between job satisfaction and job characteristics throughout the implementation of Industry 4.0 solutions is marginal. Therefore, an attempt was made to identify the relationship between job characteristics and the achievement of job satisfaction in the digital transformation era by conducting a survey among Polish SMEs after the COVID-19 pandemic. The survey used the fs/QCA method. The results of the study contribute to SME theory and practice by identifying different combinations of job characteristics leading to high and low job satisfaction in an Industry 4.0 environment. [ABSTRACT FROM AUTHOR]

Objectives. Stress maintained over time leads to a state of exhaustion known as burnout syndrome. This syndrome constitutes an occupational health problem, leading to high absenteeism. It can also mean that workers come to the workplace feeling unwell, which increases occupational collisions and injuries at work. In this study, we developed a predictive model of burnout in professional drivers using the following indicators: age, hours worked, seniority, educational level, fatigue, personality, attitudes toward driving, safety behaviors in the vehicle, and work characteristics and content. Method. A total of 523 professional drivers from different transport sectors, obtained through non-probability sampling, participated in the study. We used SPSS version 25.0 to analyze the data. Results. We determined the predictive capacity of certain variables that affect drivers and cause burnout. Exhaustion can be predicted with fatigue (48.8%), professional efficiency with emotional stability (39.8%) and cynicism with lack of motivation (28%) as the best predictors. Conclusions. The results contribute to a better knowledge of those factors that cause burnout in professional drivers. It is important to design individual interventions to reduce burnout, which would help reduce sick leave and possible collisions, in addition to providing greater well-being for drivers. [ABSTRACT FROM AUTHOR]

Men extend their employment beyond pensionable age more often than women, but the factors that contribute to this sex difference are unknown. This study aimed to examine sex differences in extending employment and the contribution of sociodemographic, work- and health-related factors to these differences. Participants of this prospective cohort study were 4,263 public sector employees from Finland who reached their individual pensionable date between 2014 and 2019 and responded to a survey on work- and non-work-related issues before that date. Extended employment was defined as continuing working for over six months beyond the individual pensionable date. We used mediation analysis to examine the contribution of explanatory factors to the association between sex and extended employment. Of the participants, 29% extended employment beyond the pensionable date. Men had a 1.29-fold (95% confidence interval 1.11–1.49) higher probability of extending employment compared with women. Men had a higher prevalence of factors that increase the likelihood of extended employment than women (such as spouse working full-time, no part-time retirement, low job strain, high work time control, and lack of pain) and this mediated the association of sex with extended employment by up to 83%. In conclusion, men were more likely to extend their employment beyond pensionable age than women. This difference was largely explained by men being more likely to have a full-time working spouse, low job strain, high work time control, no pain, and not being on part-time retirement. [ABSTRACT FROM AUTHOR]

Brazilian education faces difficulties relating to performance and illness, suggesting that the characteristics of the work can affect both variables. This study aims to describe the work characteristics that increase the odds of having happy–productive patterns in education workers. A total of 4,598 employees of the Secretariat of Education of the Federal District (SEEDF) participated in the research, answering questionnaires about work design (Brazilian version, with 18 factors), wellbeing (containing three factors), and performance. The results showed that task, social, and contextual characteristics increase the probability of being in the happy–productive pattern, and specifically, Social Support, Feedback from Others, Task Significance, Task Identity, and Autonomy, in this order, should be considered for intervention purposes.

The aim of this study was to determine the separate and joint contribution of individual, family, occupational, and social factors in explaining the life satisfaction of working mothers of children with developmental disabilities. Working mothers of children with disabilities participated in this study (N = 508). They completed an online questionnaire to measure factors from personal (optimism and personal strength), family (satisfaction with family finances, parental stress, number of children, and support from family members related to work), work (job demands, control, and support) and society domain (satisfaction with the healthcare, educational and welfare system). All of them were employed (at least part-time) but also, they all had at least one child with disabilities under 19 years of age whose degree of disability was officially determined. Regression analysis indicated that factors from personal, family (satisfaction with family finances, parental stress, and support from family members related to work), and societal domain (satisfaction with the healthcare system) predicted mothers’ life satisfaction. Work-related variables did not. A comprehensive approach is very useful in studying the well-being of parents of children with disabilities. Future studies should also include fathers, as it is reasonable to assume that mothers and fathers differ in the influence of certain factors on their well-being. Considering the sample size and bias, these results have significant limitations in terms of generalizability.

Purpose Both personal and work-related factors affect return to work (RTW) after total knee arthroplasty (TKA) and total hip arthroplasty (THA). Little is known about work-related factors associated with the recovery process. This study aimed to determine which work-related factors are associated with time to RTW for both TKA and THA patients. Methods A prospective multicenter survey study was conducted that included patients aged 18–63, had a paid job and were scheduled to undergo primary TKA/THA. Surveys were completed preoperatively, 6 weeks, and 3, 6, and 12 months postoperatively, and included four domains of work-related factors: work characteristics, physical working conditions, psychosocial working conditions and work adjustments. Control variables included age, sex, education, and comorbidity. Time to RTW was defined as days from surgery until RTW. Multivariate linear regression analyses were conducted separately for TKA/THA patients. Results Enrolled were 246 patients (n = 146 TKA, n = 100 THA, median age 56 years, 57% female). Median time to RTW was 79 days (IQR 52.0–146.0). Mainly physical tasks (TKA: B 58.2, 95%CI 9.5–106.8; THA: B 52.1, 95%CI 14.1–90.2) and a combination of physical and mental tasks (TKA: B 50.2, 95%CI 6.4–94.0; THA B 54.0, 95%CI 24.2–83.7) were associated with longer time to RTW after both TKA and THA. More possibilities for personal job development (B − 12.8, 95%CI − 25.3–0.4) and more work recognition (B − 13.2, 95%CI − 25.5 to − 0.9) were significantly associated with shorter time to RTW after TKA. Higher quality of supervisor leadership (B − 14.1, 95%CI − 22.2 to − 6.0) was significantly associated with shorter time to RTW after THA. Conclusion The findings of this study stress the importance of psychosocial working conditions, besides type of job tasks, in RTW after TKA/THA. Further research on work-related factors is needed, as arthroplasty is being performed on an increasingly younger population of knee and hip OA patients for whom participating in work is of critical importance. [ABSTRACT FROM AUTHOR]

Background: Technological innovation in healthcare is often assumed to contribute to the quality of care. However, the question how technology implementation impacts healthcare workers has received little empirical attention. This study investigates the consequences of Electronic Health Record (EHR) implementation for healthcare workers' autonomous work motivation. These effects are further hypothesized to be mediated by changes in perceived work characteristics (job autonomy and interdependence). Additionally, a moderating effect of profession on the relationship between EHR implementation and work characteristics is explored.Methods: A quantitative uncontrolled before-and-after study was performed among employees from a large university medical centre in the Netherlands. Data were analysed following the component approach for testing a first stage moderated mediation model, using Generalized Estimating Equations (GEE).Results: A total of 456 healthcare workers (75 physicians, 154 nurses, 145 allied healthcare professionals, and 82 administrative workers) finished both the baseline and the follow-up survey. After EHR implementation, perceived job autonomy decreased, whereas interdependence increased. In line with our hypothesis, job autonomy was positively associated with autonomous motivation. In contrast to our expectations, interdependence also showed a positive association with autonomous motivation. Autonomous motivation was stable over the course of EHR implementation. This study did not provide support for a moderating effect of profession: no differences were observed between the various professions regarding the changes in their experienced job autonomy and interdependence after EHR implementation.Conclusions: Our study showed that healthcare professionals' perceptions of their work characteristics, but not their autonomous motivation, were changed after EHR implementation, and that these experiences were relatively similar for physicians, nurses, and allied healthcare professionals. The stability of healthcare workers' autonomous motivation may be explained by the opposite effects of decreased job autonomy and increased interdependence, and by the EHR being in line with healthcare workers' values. The changes in job autonomy and interdependence may have consequences beyond motivation, for example by affecting clinical decision-making, proactive behaviour, and the quality of teamwork. These potential consequences of EHR implementation warrant further research. [ABSTRACT FROM AUTHOR]

Background: Insomnia is common among healthcare workers (HCWs), especially those working in tertiary hospitals. This study aimed to clarify whether gender differences in insomnia could be explained by gender differences in work characteristics and family responsibilities among HCWs in tertiary hospitals in Taiwan. Methods: This cross-sectional study was conducted in 22 departments of two tertiary hospitals in Northern Taiwan from December 2018 to March 2019. All data were obtained by a self-administered questionnaire given when participants underwent annual health check-ups. Insomnia was evaluated using the Chinese Athens Insomnia Scale. Work characteristics and family responsibilities were as follows: department, working hours, shift work, visual display terminals used at work, demand-control-support model, burnout level, breadwinner status, living conditions, and caregiver status. Data of 2,811 participants (317 men, 11.3%; 2,494 women, 88.7%) were analyzed (response rate: men, 85%; women, 88%). Logistic regression analysis examined howwork characteristics and family responsibilities explained gender differences in insomnia. Results: The prevalence of insomnia in women (61.7%) was significantly higher than that in men (52.7%), and gender differences strengthened after adjusting for work characteristics and family responsibilities [odds ratio: 1.45 (1.11–1.90) and 1.62 (1.18–2.22), p < 0.01]. Stratified analyses revealed that significant gender differences were found among HCWs with comparatively unfavorable work and family conditions. Furthermore, women had a higher association of insomnia owing to these factors. Conclusion: These results suggest that gender differences in insomnia among HCWs are mainly explained by gender differences in work characteristics and family responsibilities. [ABSTRACT FROM AUTHOR]

The assessment of candidates' professional dispositions and work characteristics has recently become an important requirement for advanced programs accredited by the Council for the Accreditation of Educator Preparation (CAEP) and is also necessary for program approval by the National Association of School Psychologists (NASP) which is a Specialized Professional Association (SPA) for CAEP. CAEP not only requires the assessment of professional dispositions for candidates but also calls for the measure to have established content validity and reliability. The authors address the establishment of content validity for a measure designed to assess school psychology candidates' professional dispositions and work characteristics. Content validity was based on items from previously developed informal school psychology measures and by surveying school psychology program coordinators of NASP approved or accredited programs across the U.S. (N = 168). Program coordinators rated the importance of each item on the measure according to one of four responses (i.e., Not Relevant = 1, Somewhat Relevant = 2, Relevant = 3, Very Relevant = 4). Data analysis consisting of a single series of single-sample Wilcoxon signed rank tests, p-values, and effect sizes with the initial 40- item measure consisting of nine professional dispositions and 31 professional work characteristics resulted in a revised 32-item measure composed of seven professional dispositions and 25 work characteristics. The revised rating scale is presented in addition to results of the analysis, discussion of limitations and future research, and implications for school psychology training programs. [ABSTRACT FROM AUTHOR]

BackgroundInsomnia is common among healthcare workers (HCWs), especially those working in tertiary hospitals. This study aimed to clarify whether gender differences in insomnia could be explained by gender differences in work characteristics and family responsibilities among HCWs in tertiary hospitals in Taiwan.MethodsThis cross-sectional study was conducted in 22 departments of two tertiary hospitals in Northern Taiwan from December 2018 to March 2019. All data were obtained by a self-administered questionnaire given when participants underwent annual health check-ups. Insomnia was evaluated using the Chinese Athens Insomnia Scale. Work characteristics and family responsibilities were as follows: department, working hours, shift work, visual display terminals used at work, demand-control-support model, burnout level, breadwinner status, living conditions, and caregiver status. Data of 2,811 participants (317 men, 11.3%; 2,494 women, 88.7%) were analyzed (response rate: men, 85%; women, 88%). Logistic regression analysis examined howwork characteristics and family responsibilities explained gender differences in insomnia.ResultsThe prevalence of insomnia in women (61.7%) was significantly higher than that in men (52.7%), and gender differences strengthened after adjusting for work characteristics and family responsibilities [odds ratio: 1.45 (1.11–1.90) and 1.62 (1.18–2.22), p < 0.01]. Stratified analyses revealed that significant gender differences were found among HCWs with comparatively unfavorable work and family conditions. Furthermore, women had a higher association of insomnia owing to these factors.ConclusionThese results suggest that gender differences in insomnia among HCWs are mainly explained by gender differences in work characteristics and family responsibilities.

Problem drinking causes a decline in labor productivity among working population. This study examined whether work characteristics, work-family status, and social activities are associated with future problem drinking behavior among Japanese civil servants. A total of 1,535 participants (men: 63.1%, women: 36.9%) with no problem drinking behavior were followed up from 2014 to 2019. A multivariable logistic regression analysis was performed to examine the factors associated with future problem drinking behavior. During the five-year follow-up period, the cumulative incidence of problem drinking was 9.6% and 5.8% in men and women, respectively. In both men and women, frequent drinking around three times a week or more and alcohol consumption of two units or more at baseline were associated with future problem drinking. In men, compared with low-grade employees, high-grade employees were less likely to become problem drinkers (OR: 0.56, 95% CI: 0.33-0.95). Shift workers were significantly associated with the incidence of problem drinking (OR: 2.96, 95% CI: 1.46-6.00). In women, poor own work performance was significantly associated with problem drinking (OR: 5.30, 95% CI: 1.57-17.86). In conclusion, disadvantaged work characteristics are associated with the development of problem drinking. To prevent problem drinking, attention should be paid to poor work characteristics.

The current study addresses the potentially dynamic relationship between employees' personality and their working conditions. A six-year full-panel longitudinal study of employed individuals was used to test whether (I) task-related, (II) social and (III) organizational work factors contribute to change Big-Five personality traits over time and whether personalities change working conditions. Bivariate latent change score analyses were conducted on repeated-measures data (four waves) from 2356 Norwegian employees. The results showed that specific work factors pertaining to task-related and social characteristics (i.e. leadership) were associated with personality trait changes. Contrary to our expectations, none of the work factors predicted change in neuroticism and extraversion, and we offer several possible explanations for these findings. The results also showed that all personality traits may play an active role in shaping specific attributes of the work environment over time and thereby shed light on how employees' working conditions emerge. [ABSTRACT FROM AUTHOR]

Work characteristics and occupational health: validation and proposal of a shortened version of the Work Design Questionnaire Abstract: Interest in the study of work characteristics to explain how an individual's relationship with the work environment can lead to maladaptive responses has taken on renewed importance in the light of increasing concern for the development of healthy organizations and organizational diversity. This study aims to develop a shortened version of the Work Design Questionnaire (WDQ) with a view to facilitating its use and interpretation. The psychometric properties of this shorter questionnaire were tested in a multi-sectoral sample of workers in Spain, with due consideration given to the gender measurement invariance. For this purpose, we applied the questionnaire to a sample of 500 workers and analyzed the relationship between the answers provided to WDQ and specific occupational health variables (satisfaction, well-being and emotional exhaustion). Results showed adequate reliability and criterion-oriented validity for the shortened version of the WDQ, that is, the WDQ18-S, as well as evidence of factorial invariance across gender. We then discuss the results and their implications for the application of the WDQ in further research and the field of occupational health and psychosocial risks prevention. [ABSTRACT FROM AUTHOR]

Sickness-related absenteeism in teachers represents financial, social, and human costs. This study aimed to analyze the relationship between work characteristics and lengths of absence. The main hypothesis is that different work characteristics are predictors of different lengths of absenteeism. In total, 1,530 teachers participated in the study. The results supported the main hypothesis and suggested that physical demands, task identity, and job complexity are useful to explain absenteeism. It is concluded that analyzing different absenteeism lengths makes it possible to broaden the phenomenon discussion and qualify the relationship between work characteristics and absenteeism. This study has implications for interventions to reduce absenteeism. [ABSTRACT FROM AUTHOR]

Studies suggest that work characteristics may be related to workers’ wellbeing. However, little is known about how these work characteristics may influence telework wellbeing in the face of the long period of social isolation and restrictions imposed by COVID-19. This study aimed to relate work characteristics in remote work to wellbeing using a two-stage multi-method approach. The general hypothesis is that different work characteristics will be organized into different groups and related to wellbeing. In Step 1, 108 teleworkers who participated in compulsory telework conditions answered the Work Design Questionnaire (WDQ) and Wellbeing at Work scale. A cluster analysis was conducted in which two clusters emerged based solely on their valence. The variables that contributed most to the cluster were: feedback from the job, social support, problem-solving, and decision and execution autonomy. Cluster 1 aggregated higher scores on work characteristics, and Cluster 2, lower scores. Cluster 1 presented significantly higher scores on wellbeing. In Step 2, 27 of these workers were blindly interviewed. Five classes of words emerged from the interviews: Class 1 – wellbeing, Class 2 – work dissatisfaction lexicon, Class 3 – role clarity, Class 4 – job demands, and Class 5 – job resources, including receiving feedback, conversations, praise, and support. Chi-square analysis suggests significant differences in classes 2, 3, 4, and 5. Cluster 1 appears more frequently in the role clarity class and less frequently in the work dissatisfaction and job demands classes. Cluster 2 is more frequent in the job dissatisfaction and job demands classes, however, less frequent in the job resources class. Class 1 shows no significant difference. These results partially support the general hypothesis that different work characteristics will be organized into different clusters and related to the teleworker’s wellbeing, but in the sense that it prevents suffering but does not necessarily promote wellbeing. The results contribute to the understanding of the relationship between work characteristics and wellbeing during the pandemic by using a different methodological approach, describing that work feedback, social support, skill variety, and problem-solving are the most significant in differentiating the perception of the groups. Social support and feedback from the job differentiate cluster 1 from cluster 2, but social support is not able to increase wellbeing, unless buffering unwellness.