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Because of governance and management changes in universities in recent decades, the working environment of university academics has changed. The objectives of this cross-sectional study were to investigate whether university academics are more workaholic and report more work-family conflicts than other university personnel and to provide empirical knowledge about the antecedents and outcomes of workaholism and work-family conflict among university academics. A questionnaire was used to collect data on job demands, job resources, workaholism and work-family conflict from 2186 university academics and 2551 technical and administrative personnel at 3 universities in Norway. The results show that academic personnel experienced more workaholism and work-family conflict than non-academic personnel. High job demands, especially high role overload, affected both workaholism and work-family conflict. Job resources had a marginal effect on both workaholism and work-family conflict. Workaholism was positively associated with work-family conflict and partly mediated the relationship between role overload and work-family conflict. It is not clear how job demands and workaholism interact with work-family conflict. Nevertheless, paying attention to the risks of workaholism and preventing it at all levels are important, since workaholism is associated with work-family conflict, which may adversely affect the health of the individual, the family and the workplace.

The United Nations declares that the global degradation of ecosystems represents a danger to human health. Deterioration of forests is one of several threats against the natural systems. The aim of this exploratory study was to investigate people's experiences with clear-cutting and how it had affected their health and well-being. Qualitative data from six people who valued forest ecosystems were collected through semi-structured interviews and analyzed in accordance with Graneheim and Lundman's qualitative content analysis (Graneheim, U. H. and Lundman, B. (2004) Qualitative content analysis in nursing research: concepts, procedures and measures to achieve trustworthiness. Nurse Education Today, 24, 105–112). Clear-cutting was not regarded as an environment-friendly forestry method. The interviewees described emotional reactions such as grief and poor mental well-being when beloved forests were clear-felled. The grief was partly because of a personal loss of place and recreation area that was important for their physical and emotional well-being. Another part was grief on behalf of nature itself, that is, the loss of habitats of animals and plants and a worsening of the global climate. The interviewees held that emotions related to loss of nature were insufficiently communicated in public discourse. They felt powerless and unable to influence forestry because of what they experienced as an impenetrable industry. Clear-cutting of forests may result in poor well-being among people who value forest ecosystems. More focus on planetary health is needed, including healthy public policy promoting forest management that considers people's need for nature experiences and possible ecological grief when forests are totally and abruptly cleared. [ABSTRACT FROM AUTHOR]

Aim: To determine antecedents and outcomes of work engagement (WE) among nursing staff in long‐term care (LTC) using the Job Demand‐Resources model. Design: A systematic review following the Preferred Reporting Items for Systematic Review and Meta‐Analysis statement and Synthesis Without Meta‐analysis in systematic reviews guideline. A study protocol was registered in PROSPERO (registration number CRD42022336736). Data Sources: The initial searches were performed in PsycInfo, Medline, Academic Search Premier, CINAHL and Scopus and yielded 3050 unique publications. Updated searches identified another 335 publications. Sixteen studies published from 2010 to 2022 were included. Review Methods: The screening of titles and abstracts, and subsequently full‐text publications, was performed blinded by two author teams using the inclusion/exclusion criteria. When needed, a mutual consensus was obtained through discussion within and across the teams. A descriptive and narrative synthesis without a meta‐analysis of the included studies was performed. Results: The extent of research on WE in LTC facilities is limited and the factors examined are heterogeneous. Of forty‐two unique antecedents and outcomes, only three factors were assessed in three or more studies. Antecedents—in particular job resources—are more commonly examined than outcomes. Conclusion: Existing literature offers scant evidence on antecedents and outcomes of WE among nursing staff in LTC facilities. Social support, learning and development opportunities and person‐centred processes are the most examined factors, yet with ambiguous results. Impact: Antecedents and outcomes of engagement among nursing staff in LTC facilities have not previously been reviewed systematically. Engagement has been correlated with both more efficient and higher‐quality service delivery. Our findings suggest opportunities to improve health and care services by enhancing engagement, whilst at the same time better caring for employees. This study lays the groundwork for more detailed research into the contributing factors and potential results of increasing caregivers' engagement. No patient or public contribution. [ABSTRACT FROM AUTHOR]

Working environment, work engagement and health among occupational and physical therapists in Norway have rarely been investigated. (1) To compare the psychosocial working environment, work engagement and mental health problems of occupational therapists with those of physical therapists; (2) to compare the same measures among occupational therapists working in the specialist and municipal healthcare services, respectively; and (3) to identify job demands and resources that influence the work engagement and mental health problems of occupational therapists. The Survey for Health Promoting Workplaces was used to collect data from 170 occupational therapists and 273 physical therapists (response rate =35%) working in specialist and municipal health care in Norway. Student's t-test, Pearson correlations and multiple regression analysis were used. Occupational therapists experienced higher job demands and poorer health than physical therapists. Occupational therapists in the municipal healthcare services were slightly more satisfied with their job resources than colleagues in specialist healthcare services. Meaningful work and the opportunity to use one's strengths and potential contributed the most to high work engagement. Low work engagement was the most important contributor to poor mental health. The mental health of occupational therapists seems to be closely related to the opportunity to perform high-quality therapy. It is important that work is organised so that occupational therapists have meaningful work tasks and opportunity to use their strengths and potential. [ABSTRACT FROM AUTHOR]

Background: Assuring high-quality, person-centred practice in long-term care organisations requires attention to the wellbeing of the staff who deliver it -- a factor sometimes overlooked amid the increasing challenges such organisations confront internationally. Research has shown that job demands and job resources are distinct aspects of the working environment that interact in predicting staff wellbeing and motivation. Work engagement can serve as a means to improve job motivation and performance, and also potentially facilitates activities that operationalise person-centred practice. Aims: To explore the influence of job demands and job resources on work engagement and personcentred processes, and examine whether engagement moderates or mediates the effects of demands and resources on person-centred processes. Method: A cross-sectional survey design with standardised self-report questionnaires was used to collect data on job resources, job demands, work engagement and person-centred processes from 128 registered nurses and nursing assistants in municipal care homes and nursing homes for older adults in Norway. Findings: Both work engagement and person-centred processes were positively associated with job resources. There was no significant negative association between person-centred processes and job demands. Work engagement was neither a significant moderator nor a mediator between job resources and person-centred processes. Conclusions: Enhancing job resources for nursing staff can positively impact their work engagement and support person-centred processes. In contrast to predictions by the dominant Job Demands- Resources (JD-R) model, work engagement did not moderate nor mediate the influence of job resources on person-centred processes. Implications for practice: • Providing job resources such as meaningful tasks, colleague fellowship, development and autonomy is important to enhance nursing staff's work engagement • Improving organisational and psychosocial working conditions could build an organisational culture that is favourable for person-centred processes • Building a supportive working environment within long-term care organisations is strategically important to resource-efficient delivery of person-centred care [ABSTRACT FROM AUTHOR]