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The purpose of this quantitative diary study was to investigate daily vigor and exhaustion using a person-centered approach. The study also investigated whether and how experiences of vigor and exhaustion relate to a state of being recovered. A total of 256 Finnish employees filled in a diary questionnaire during five consecutive workdays. Vigor and exhaustion showed strong negative interdependence within and between days. However, by applying a person-centered analysis, we were able to differentiate three groups with meaningful variation in vigor and exhaustion. The groups were labeled asConstantly vigorous(n= 179),Concurrently vigorous and exhausted(n= 30) andConstantly exhausted(n= 43). The vigor-exhaustion groups were also characterized by their recovery experiences: TheConstantly vigorousemployees recovered well from work strain during the workweek whereas theConstantly exhaustedgroup recovered poorly. Overall, while the results indicate that, typically, vigor and exhaustion are exclusive experiences, it is also possible for them to be experienced simultaneously from day to day at the moderate levels. Thus, positive and negative experiences may co-occur. [ABSTRACT FROM PUBLISHER]

This study examined the relationship between job insecurity and turnover intention by applying occupational well-being (exhaustion, vigour) as a mediator. The study was inspired by two theories: the conservation of resources and emotional contagion theories. We investigated the relationships at the individual and work department levels by utilizing Multi-Level Structural Equation Modeling (ML-SEM) with the aim of clarifying whether the mediating mechanism was similar at both levels. In addition, we examined the relationships across the levels (cross-level interactions). Self-report data for the study were obtained from Finnish University staff (N = 2137 individual respondents from 78 work departments). The analyses resulted in three main findings. First, job insecurity, turnover intention, and occupational well-being were found, to some extent (2–6%), to be shared experiences within work departments. Second, we found that low occupational well-being (high exhaustion, low vigour) partly mediated the relationship between job insecurity and turnover intention at both levels of analysis. Third, the results on cross-level interactions revealed that the lower the level of well-being at the work department level, the stronger the negative effect of job insecurity on well-being at the individual level. Thus, if poor well-being characterizes the work department, this may strengthen the negative relationship between job insecurity and well-being at the individual level. [ABSTRACT FROM AUTHOR]

The modern labour market features job insecurity (JI) as an unavoidable stressor. This study considers the influence of personal coping strategies by combining the conservation of resources with spillover theory. Do coping strategies buffer the negative effects of JI on well-being (work engagement, marital satisfaction and emotional energy at work and home)? A cybernetic coping scale distinguishes five coping strategies and a survey of 2764 Finnish employees reveals that changing the situation and symptom reduction buffer the negative effect of JI on emotional energy at work and home, respectively. Devaluation and accommodation have buffering tendencies in relation to work engagement and marital satisfaction. Thus, more engaged coping strategies reduce the negative effects of JI on employee well-being. Employees who use disengaged coping (i.e. avoidance) instead are less likely to remain engaged at work, such that frequent use of avoidance coping strengthens the negative relationship between JI and employee well-being. [ABSTRACT FROM PUBLISHER]

In this study, the authors seek to account for possible transitions from temporary to permanent employment in relation to perceived psychosocial work characteristics, i.e. job insecurity, workload, job control and organizational communication. The study compared three groups of Finnish hospital workers utilizing a two-wave design with a two-year time lag: (1) workers who were temporarily employed at Time 1 but permanently employed at Time 2 (temporary-to-permanent workers; n = 25); (2) workers who were temporarily employed at Time 1 and at Time 2 (long-term temporary workers; n = 45); and (3) a reference group of workers who were permanently employed at Time 1 and Time 2 (permanent workers; n = 316). The results showed that temporary-to-permanent workers experienced less job insecurity but more workload at Time 2 than at Time 1. Furthermore, long-term temporary workers experienced higher workload at Time 2 than at Time 1, and they also reported a negative change in organizational communication during the follow-up. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this longitudinal study was to investigate the cross-lagged relations between core self-evaluations, vigor at work, and work-family enrichment over 3 years. Design/Methodology/Approach: Data were obtained from a follow-up study of a sample of Finnish university employees ( N = 700). Findings: The results of structural equation modeling showed that vigor at time 1 positively predicted work-family enrichment at time 2, and that work-family enrichment at time 2 positively predicted vigor at time 3. In addition, core self-evaluations at time 2 positively predicted vigor at time 3. No cross-lagged associations were found between core self-evaluations and work-family enrichment. Implications: This study showed that there is a bi-directional positive link between vigor at work and work-family enrichment. The findings suggest that organizations will benefit from developing interventions which facilitate resource generation between the workplace and family. Originality/Value: Only a handful of studies has previously examined the longitudinal relations between core self-evaluations, vigor at work, and work-family enrichment, and this is the first that has been based on more than two data collection waves. Moreover, most of the research on the positive aspects of work-family interaction has so far only been conducted in the United States, with very little data collected from elsewhere in the world. [ABSTRACT FROM AUTHOR]

Purpose: Ethical culture is a specific form of organizational culture (including values and systems that can promote ethical behavior), and as such a socially constructed phenomenon. However, no previous studies have investigated the degree to which employees' perceptions of their organization's ethical culture are shared within work units (departments), which was the first aim of this study. In addition, we studied the associations between ethical culture and occupational well-being (i.e., burnout and work engagement) at both the individual and work-unit levels. Design/Methodology/Approach: The questionnaire data were gathered from 2,146 respondents with various occupations in 245 different work units in one public sector organization. Ethical organizational culture was measured with the corporate ethical virtues scale, including eight sub-dimensions. Findings: Multilevel structural equation modeling showed that 12-27 % of the total variance regarding the dimensions of ethical culture was explained by departmental homogeneity (shared experiences). At both the within and between levels, higher perceptions of ethical culture associated with lower burnout and higher work engagement. Implications: The results suggest that organizations should support ethical practices at the work-unit level, to enhance work engagement, and should also pay special attention to work units with a low ethical culture because these work environments can expose employees to burnout. Originality/Value: This is one of the first studies to find evidence of an association between shared experiences of ethical culture and collective feelings of both burnout and work engagement. [ABSTRACT FROM AUTHOR]

The study focuses on the relationship between job insecurity and self-reported job performance. Based on theoretical, empirical, and statistical arguments, we propose that this relationship is U-shaped and mediated by vigour at work. This assumption was tested cross-sectionally and across two measurement points, and against two alternative explanations, namely that the U-shaped relationship might be due to the influence of the moderators optimism and supervisory support. The findings of a study among a large group of job-insecure employees of two Finish universities ( n = 2,095) confirm the U-shaped effect of job insecurity on self-reported job performance. This effect was shown to be robust against the moderating influence of optimism and supervisory support and was partially explained by decreased vigour. The inclusion of a second data wave indicated that job insecurity predicted job performance 1 year later also in a U-shaped form ( n = 1,289). Overall, the results suggest that taking quadratic effects into account adds to the understanding of the relationship between job insecurity and self-reported job performance. Practitioner points The study reveals that the relationship between job insecurity, vigour, and self-reported performance is slightly U-shaped., At lower to moderate degrees of intensity, job insecurity is negatively related to self-reported job performance, whereas at higher degrees, the effect is less negative., The U-shaped effect can partly be explained by vigour: at low and high degrees of job insecurity, vigour is slightly less impaired than at moderate degrees. The study does not indicate that job insecurity is a motivator in the workplace. [ABSTRACT FROM AUTHOR]

This study assessed longitudinal individual and crossover relationships between work-family conflict and well-being in the domains of work (job satisfaction) and family (parental distress) in a sample of 239 dual-earner couples. The results revealed only longitudinal individual effects over a 1-year period. First, high family-to-work conflict (WFC) at Time 1 was related to a high level of work-to-family conflict (WFC) 1 year later in both partners. Second, the wife's high level of FWC was related to her decreased job satisfaction 1 year later. Thus, the longitudinal effects identified supported normal causality, that is, work-family conflict led to poor well-being outcomes or increased perceived work-family conflict later on. Longitudinal crossover effects from one partner to another were not observed within a 1-year perspective. [ABSTRACT FROM AUTHOR]

Aims and objectives: The aims of the study were to identify content categories of unreasonable and unnecessary illegitimate tasks and to investigate how unreasonable and unnecessary tasks relate to occupational wellbeing. Background: Illegitimate tasks are a common stressor among healthcare professionals, and they have been shown to have negative associations with occupational well‐being. Despite this evidence, research has not yet uncovered what kinds of tasks healthcare professionals consider illegitimate. Design and method: The data gathered by means of an online survey consisted of 1024 municipal healthcare organisation employees. A theory‐driven qualitative content analysis was used to analyse freely reported illegitimate tasks. For occupational well‐being associations, a mixed‐methods approach was used (ANCOVA and linear regression analysis). The STROBE statement—checklist for cross‐sectional studies was used. Results: Eight content categories were found for illegitimate tasks. For unreasonable tasks, these were (1) tasks outside one's occupational role (78% of all unreasonable tasks), (2) conflicting or unclear demands (9%), (3) tasks with insufficient resources (8%) and (4) tasks with difficult consequences (5%), and for unnecessary tasks, these were (1) impractical or outdated working habits (31% of all unnecessary tasks), (2) tasks related to dysfunctional technology (30%), (3) unnecessary procedures (27%) and (4) tasks related to bureaucratic demands (12%). Unreasonable and unnecessary tasks were associated with higher levels of burnout and lower work engagement and the meaningfulness of work. Conclusions: Our findings support the theory that illegitimate tasks are an occupational stressor with negative effects on burnout, work engagement and meaningfulness of work. Relevance to clinical practice: The study offers insights into the types of tasks health care employees see as illegitimate and highlights the importance of good job design in promoting occupational well‐being in health care. [ABSTRACT FROM AUTHOR]

The aim of the present study conducted among 1,106 Finnish employees was to identify boundary management profiles based on cross-role interruption behaviors from work to nonwork and from nonwork to work. Adopting a person-oriented approach through latent profile analysis, 5 profiles were identified: Work Guardians (21% of the employees), Nonwork Guardians (14%), Integrators (25%), Separators (18%), and an Intermediate Group (22%). We then examined differences between these profiles with respect to recovery experiences (psychological detachment from work, relaxation, mastery experiences, and control during off-job time) and recovery outcomes (vigor and exhaustion). Work Guardians had the poorest situation in terms of recovery experiences and outcomes. Integrators came close to Work Guardians in their responses, but they showed better relaxation and control during off-job time. Nonwork Guardians and Separators had the most beneficial recovery experiences. The Intermediate Group scored near the average in all evaluations. Altogether the findings suggest that boundary management profiles play a significant role, especially regarding recovery experiences. [ABSTRACT FROM AUTHOR]

Purpose: Research has provided convincing evidence for the adverse effects of both short- and long-term unemployment, and perceived job insecurity on individuals' health and well-being. This study aims to go one critical step further by comparing the association between short- and long-term unemployment, and perceived job insecurity with a diverse set of health and well-being indicators. Methods: We compare four groups: (1) secure permanent employees ( N = 2257), (2) insecure permanent employees ( N = 713), (3) short-term unemployed ( N = 662), and (4) long-term unemployed ( N = 345) using cross-sectional data from the nationally representative Living Conditions Survey in Finland. Results: Covariance analyses adjusted for background variables support findings from earlier studies that long-term unemployment and perceived job insecurity are detrimental: short-term unemployed and secure permanent employees experienced fewer psychological complaints and lower subjective complaints load, reported a higher self-rated health, and were more satisfied with their life compared to long-term unemployed and insecure permanent employees. Second, whereas unemployment was found to be more detrimental than insecure employment in terms of life satisfaction, insecure employment was found to be more detrimental than unemployment in terms of psychological complaints. No differences were found regarding subjective complaints load and self-rated health. Conclusions: Our findings suggest that (1) insecure employment relates to more psychological complaints than short-term unemployment and secure permanent employment, (2) insecure employment and long-term unemployment relate to more subjective complaints load and poorer health when compared to secure permanent employment, and (3) insecure employment relates to higher life satisfaction than both short- and long-term unemployment. [ABSTRACT FROM AUTHOR]

Abstract: Changes in autonomic nervous system function have been related to work stress induced increases in cardiovascular morbidity and mortality. Our purpose was to examine whether various heart rate variability (HRV) measures and new HRV-based relaxation measures are related to self-reported chronic work stress and daily emotions. The relaxation measures are based on neural network modelling of individual baseline heart rate and HRV information. Nineteen healthy hospital workers were studied during two work days during the same work period. Daytime, work time and night time heart rate, as well as physical activity were recorded. An effort–reward imbalance (ERI) questionnaire was used to assess chronic work stress. The emotions of stress, irritation and satisfaction were assessed six times during both days. Seventeen subjects had an ERI ratio over 1, indicating imbalance between effort and reward, that is, chronic work stress. Of the daily emotions, satisfaction was the predominant emotion. The daytime relaxation percentage was higher on Day 2 than on Day 1 (4 ± 6% vs. 2 ± 3%, p < 0.05) and the night time relaxation (43 ± 30%) was significantly higher than daytime or work time relaxation on the both Days. Chronic work stress correlated with the vagal activity index of HRV. However, effort at work had many HRV correlates: the higher the work effort the lower daytime HRV and relaxation time. Emotions at work were also correlated with work time (stress and satisfaction) and night time (irritation) HRV. These results indicate that daily emotions at work and chronic work stress, especially effort, is associated with cardiac autonomic function. Neural network modelling of individual heart rate and HRV information may provide additional information in stress research in field conditions. [Copyright &y& Elsevier]

Background: Healthcare workers frequently face ethically demanding situations in their work, potentially leading to stress of conscience. Long-term work intensification (more and more effort demanded year after year), organizational change and COVID-19 may be risk factors concerning stress of conscience., Aims: The main aim was to investigate the relationship between long-term work intensification and stress of conscience among the personnel in a healthcare organization. Organizational change management was considered a mediator and COVID-19-related work stress a moderator in the association between work intensification and stress of conscience., Research Design, Participants and Context: A total of 211 healthcare district employees participated in a longitudinal survey using questionnaires collected in 2019 (major organizational change in the planning stage) and 2021 (organizational change completed)., Ethical Considerations: The study was implemented according to the guidelines of the Finnish National Board on Research Integrity. The Finnish instructions were that no review by an ethics committee was necessary because participation was voluntary, informed consent was requested, participants were assured that they were free to withdraw from the longitudinal study at any time and no health data were collected., Findings: Long-term work intensification was associated with more severe stress of conscience. Long-term work intensification was partially mediated through change management to stress of conscience. High COVID-19 stress strengthened the association between long-term work intensification and stress of conscience., Conclusions: Long-term work intensification must be addressed to reduce stress of conscience in healthcare, otherwise the healthcare system will be vulnerable to changes and crisis. Extra resources for personnel and management should be allocated because of work intensification during organizational change and health crises like the COVID-19 pandemic to alleviate stress of conscience., Competing Interests: Declaration of conflicting interestsThe author(s) declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.

This study investigated the developmental profiles of perceived early career insecurity (ECI) and their outcomes among adolescents (n = 1416) during a critical educational transition from basic education to upper secondary education. We found three distinct latent profiles with varying amounts of ECI: Profile 1: Moderate and decreasing ECI before the transition (57%); Profile 2: Low-decreasing ECI before the transition but increasing ECI after the transition (31%); and Profile 3: High and stable ECI during the transition (12%). Moreover, the ECI profiles related to school and life satisfaction as well as to school stress and dropout intentions in a meaningful way consistent with the stressor hypothesis. Chronically high and increasing ECI was related to negative outcomes., (© 2023 The Authors. Journal of Research on Adolescence published by Wiley Periodicals LLC on behalf of Society for Research on Adolescence.)

Understanding the effect of stress, fatigue, and sleep deprivation on the ability to maintain an alert and attentive state in an ecologically valid setting is of importance as lapsing attention can, in many safety-critical professions, have devastating consequences. Here we studied the effect of close-quarters battle (CQ battle) exercise combined with overnight military training with sleep deprivation on cognitive performance, namely sustained attention and response inhibition. In addition, the effect of the CQ battle and overnight training on cardiac activity [heart rate and root mean square of the successive differences (RMSSD)] during the cognitive testing and the relationship between cardiac activity and cognitive performance were examined. Cognitive performance was measured with the psychomotor vigilance task (PVT) and the sustained attention to response task (SART). Altogether 45 conscripts participated in the study. The conscripts were divided into control (CON) and experimental (EXP) groups. The CON completed the training day after a night of sleep and the EXP after the overnight military training with no sleep. Results showed that the effect of the overnight training on cognitive performance and the between-group difference in heart rate (HR) and heart rate variability (HRV) depended on the cognitive test. Surprisingly, the cognitive performance was not largely affected by the CQ battle. However, as expected, the CQ battle resulted in a significant decrease in RMSSD and an increase in HR measured during the cognitive testing. Similarly, the HR parameters were related to cognitive performance, but the relationship was found only with the PVT. In conclusion, fatigue due to the overnight training impaired the ability to maintain sufficient alertness level. However, this impairment in arousal upregulation was counteracted by the arousing nature of the SART. Hence, the conscripts' cognitive performance was mainly preserved when performing a stimulating task, despite the fatigue from the sleep loss of the preceding night and physical activity., Competing Interests: Authors JL and JN are employed by VTT Technical Research Centre of Finland Ltd. Author JR is employed by Savox Communications Oy Ab. The remaining authors declare that the research was conducted in the absence of any commercial or financial relationship that could be construed as a potential conflict of interest., (Copyright © 2022 Passi, Lukander, Laarni, Närväinen, Rissanen, Vaara, Pihlainen, Kallinen, Ojanen, Mauno and Pakarinen.)

Aims: Intensified job demands (IJDs) and their effects on employee burnout, work engagement and patient satisfaction were investigated across different work units and occupational groups in a healthcare setting., Design: A multilevel study., Methods: One thousand twenty-four healthcare employees responded to a survey in 2019 and rated their experiences of IJDs, burnout and work engagement. Nine hundred fifty-one patients rated their satisfaction with care received from healthcare staff., Results: Work units and occupational groups who shared more experiences of increased time pressure and multitasking reported higher exhaustion. Shared perceptions of increased planning and performing one's work autonomously correlated with higher exhaustion and lower patient satisfaction at the work-unit level. Moreover, work intensification was found to be highest in emergency care and among nurses, while job-related planning demands were highest in leadership services., Conclusion: IJDs are a shared risk to employee well-being among heterogeneous healthcare staff and relate negatively to customer-rated patient satisfaction. We found that high time-pressure demands increase the shared risk of burnout-especially among nurses and healthcare staff working in emergency care. Furthermore, increased independence and self-determination in planning and executing work tasks also increase the shared risk of burnout especially among those in leadership services. This can lead to lower customer/care satisfaction among patients., Impact: With the accelerating pace of socio-economic change, the pace of work is also getting faster. Our findings help understand how IJDs are experienced among heterogeneous healthcare staff. Because different occupational groups and work units had different demands, this research shows that attempts to mitigate the negative effects of IJDs need to be planned and implemented in a context-specific way. It seems crucial to pay more attention especially to adequate nurse staffing so that the adverse effects of IJDs could be mitigated among them., (© 2021 The Authors. Journal of Advanced Nursing published by John Wiley & Sons Ltd.)

Aim: The study examined whether three resources, that is, compassion, transformational leadership and work ethic feasibility, buffer against the negative effects of emotional labour on work engagement., Background: Emotional labour is a common job stressor among nurses, but little is known about whether certain personal and work resources buffer against it in relation to work engagement. Revealing buffers of emotional labour would help organizations to design tailored interventions., Design: Cross-sectional online survey conducted in 2014., Methods: Participants were 3466 Finnish nurses. Hypotheses were tested via hierarchical moderated regression analyses., Results: Higher emotional labour related to lower engagement. Two interaction effects were found. First, work ethic feasibility buffered against emotional labour: the nurses who perceived work ethic feasibility as high in a situation of high emotional labour, scored higher on engagement compared with those nurses who in this stress situation perceived work ethic feasibility to be low. Second, high compassion was detrimental to engagement in the presence of high emotional labour. Transformational leadership did not act as a buffer but showed a positive relationship with engagement., Conclusion: Work ethic feasibility (being able to work according to high ethical standards) is an important resource in nursing as it protects an employee against the negative effects of emotional labour and as it also directly promotes engagement. However, compassion may not always be beneficial in nursing, especially if co-occurring with high job stress. Transformational leadership has potential to improve engagement in nursing although it may not operate as a stress buffer., (© 2016 John Wiley & Sons Ltd.)

We examined work-family conflict (WFC) and work-family enrichment (WFE) by comparing Finnish nurses, working dayshifts (non-shiftworkers, n = 874) and non-dayshifts. The non-dayshift employees worked either two different dayshifts (2-shiftworkers, n = 490) or three different shifts including nightshifts (3-shiftworkers, n = 270). Specifically, we investigated whether different resources, i.e. job control, managers' work-family support, co-workers' work-family support, control at home, personal coping strategies, and schedule satisfaction, predicted differently WFC and WFE in these three groups. Results showed that lower managers' work-family support predicted higher WFC only among 3-shiftworkers, whereas lower co-workers' support associated with increased WFC only in non-shiftworkers. In addition, shiftworkers reported higher WFC than non-shiftworkers. However, the level of WFE did not vary by schedule types. Moreover, the predictors of WFE varied only very little across schedule types. Shiftwork organizations should pay more attention to family-friendly management in order to reduce WFC among shiftworkers., (Copyright © 2014 Elsevier Ltd and The Ergonomics Society. All rights reserved.)

Aim: To examine the moderating roles of job dedication and age in the job insecurity-family-related well-being relationship., Background: As job insecurity is a rather permanent stressor among nurses nowadays, more research is needed on the buffering factors alleviating its negative effects on well-being., Methods: A total of 1719 Finnish nurses representing numerous health care organisations participated in this cross-sectional study. Moderated hierarchical regression analysis was used to examine the associations., Results: Nurses' younger age and low job dedication operated as protective factors against the negative effect of high job insecurity on parental satisfaction. The effect of job dedication on family-related well-being was also age-specific: high job dedication protected younger nurses from the negative effect of job insecurity on work-family conflict and parental stress, whereas among older nurses those who reported low job dedication showed better well-being in the presence of high job insecurity., Conclusions: The most job-dedicated nurses were more vulnerable to job insecurity in relation to parental satisfaction. In addition, high job dedication combined with high age implied more work-family conflict and parental stress in the presence of high job insecurity., Implications for Nursing Management: Managers should seek to boost younger nurses' job dedication and to prevent older nurses' over-commitment., (© 2013 John Wiley & Sons Ltd.)

This 2-year longitudinal study among 848 university employees investigated the individual development of perceived job insecurity (JI) in the context of changes occurring in the Finnish universities during the follow-up time. Adopting a person-oriented approach through latent profile analysis, 8 classes of employees with similar mean levels and mean-level changes in JI were identified. Two of these classes (75% of the participants) indicated stable (low, moderately high) JI, and the remaining 6 classes (25% of the participants) showed change (decreasing, increasing, curvilinear) in the level of JI across time. We then examined possible differences between these classes with respect to individual antecedents and outcomes of JI. Of the antecedents, the type of employment contract distinguished best between the JI classes. Of the outcomes, moderately high stable JI was associated with low stable vigor and high stable levels of exhaustion and turnover intentions across time. In addition, it seemed that a decrease in JI was associated with a decrease in exhaustion and turnover intentions and vice versa. Altogether the findings suggest that developmental JI classes exhibit a substantial amount of heterogeneity, which is simultaneously reflected in occupational well-being.

Objectives: The objective of this study was to examine the prospective relationships between career disruptions and subjective well-being by using a three-way follow-up data with a 10-year time lag. Specifically, we investigated the causation and selection hypotheses by examining the directions of causal associations between career disruptions and subjective well-being. The causation hypothesis states that negative career changes will result in poorer well-being, whereas the selection hypothesis expects this linkage to be vice versa, that is, employees' well-being impacts their career line., Methods: The sample consisted of Finnish managers (n = 528) who participated in this questionnaire study 3 times: in 1996 (T1), 1999 (T2), and 2006 (T3). Career disruptions covered the periods of unemployment, layoffs, and redundancies. Subjective well-being was assessed with sense of coherence (SOC) and psychosomatic symptoms (PSS). The causation versus selection hypotheses were tested with Structural Equation Modeling using a full-panel design, that is, the variables of career disruptions, SOC, and PSS were measured in each wave., Results: Support was found for both the causation and selection hypotheses. First, career disruptions experienced before T1 predicted increased PSS at T1, providing support for the causation hypothesis. Second, low SOC in T2 predicted subsequent career disruptions 7 years later at T3, supporting the selection hypothesis. Furthermore, SOC and PSS showed high stability over time, whereas career disruptions accumulated over time: those who reported career disruptions at T1 had a higher risk to experience disruptions also at T2 and T3., Conclusions: Negative career changes seem to associate with low subjective well-being (PSS) on short term and, in turn, low subjective well-being (SOC) seems to associate with negative career changes on long term among managers. The different results depending on the well-being measure might relate to the conceptual differences between the well-being indicators used (PSS, SOC) and the different time frame needed for causation and selection. Thus, in examining the causation versus selection hypotheses, it is important to evaluate subjective well-being using different indicators and time lags. Managers may benefit from interventions targeting to enhance their mental resilience and employability in the cases of negative career changes.