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This article examines older physical education (PE) teachers’ wellbeing over the course of their career in Finland. The study highlights challenges to physical and mental functioning as well as how teachers respond to these challenges. The six interviewees were over 55-year-old PE teachers, whose career had lasted for more than 30 years. Qualitative methods were used in the collection, transcription and analysis of the research data. The qualitative analysis consisted of a series of interpretations that visualised the world described by the interviewees. All the research participants had physical problems that affected their teaching and make teachers consider a potential career change. To be able to teach, teachers adapted their ways of working according to the challenges brought by age and injuries. The research participants found that the challenges caused by musculoskeletal problems and ageing were an inevitable part of the profession. They emphasised the positive sides of the work: the profession permits varied workdays. In addition, the teachers noted that their work provides them with opportunities to remain physically fit. Teaching health education is a means to lighten the workload of older teachers. PE teachers enjoy their profession and are dedicated to it, despite all the challenges. The interviewed participants clearly experienced work engagement. Our development proposal for teacher education is that future PE teachers be informed about the risks involved in the profession. Such activity helps young teachers reflect proactively on the measures taken to maintain their functioning during their career and on perspectives related to the ways of working.

Varhaiskasvatusta on viime vuosina kehitetty voimakkaasti ja sen laatu on noussut tarkastelun keskiöön. Laatuun on pyritty vaikuttamaan laajoilla uudistuksilla varhaiskasvatuksen lainsäädännössä. Uudistukset kohdistuvat erityisesti varhaiskasvatuksen sisältöihin sekä henkilöstörakenteen muutokseen. Haasteina varhaiskasvatuksessa on opettajapula ja työn kuormittavuus. Opettajien kokeman työn kuormittavuuden taustalla on alan heikko arvostus sekä palkkaukseen, työhyvinvointiin ja -olosuhteisiin liittyvät ongelmat. Tutkimuksessa selvitetään, millaisia haasteita opettajat kohtaavat varhaiskasvatustyössä ja millaisia kehittämisehdotuksia opettajat työlleen esittävät. Tutkimus toteutettiin kyselytutkimuksena ja kohdennettiin ammatinvaihtopäätöksen tehneille ja sitä harkitseville opettajille. Kyselyyn vastasi 469 varhaiskasvatuksen opettajan tehtävissä työskentelevää tai työskennellyttä opettajaa. Aineisto analysoitiin monimenetelmällisesti. Faktorianalyysillä aineistosta tiivistettiin keskeisimpiä työn haasteita, kuten arvostuksen puute ja työn mielekkyyden väheneminen. Kehittämisen mahdollisuuksia tarkasteltiin sekä yhteiskunnallisten että yksikkökohtaisten tekijöiden kautta. Tutkimustulosten mukaan varhaiskasvatuksen opettajat kokivat hallitsevansa työn uudet vaatimukset, mutta yksikkökohtaisten työskentelyolosuhteiden koettiin tekevän työn toteuttamisesta haastavaa. Yhteiskunnallisesti katsoen palkkauksen parantaminen nousi kriittisimmäksi työn kehittämiskohteeksi., Early childhood education (ECE) in Finland has developed in recent years and extensive reforms have taken place in both staffing and pedagogical content, but ECE is facing a shortage of teachers. Previous research has highlighted problems of social recognition, salary issues, and working conditions. The focus of this study is to identify the challenges teachers face in ECE and to find opportunities to increase their motivation for work. The research was conducted through a questionnaire that was replied to by 469 teachers or former teachers. The factor analysis summarized the main challenges of the work, such as the lack of social recognition and the declining meaningfulness of the work. Improving the salaries became the most essential area for job development. In addition, the results show that ECE teachers feel that they are in control of their work regardless of the increased demands, but the conditions for carrying out the work are challenging.

While to date job crafting has been conceptualised as consisting of behaviours aiming at seeking more resources, decreasing hindering demands, and seeking more challenges, recent research suggests that individuals may restore the fit between their demands and preferences also by optimising their demands. Accordingly, optimising demands has been introduced in the resource‐based perspective to job crafting as an additional strategy that aims at making the work processes more efficient, simplifying procedures and eliminating obstacles. In this paper, we explore and provide evidence for the validity of a four‐factor, hierarchical structure of behavioural job crafting constituted by increasing resources, seeking challenges, decreasing demands, and optimising demands. Moreover, our results provide initial evidence suggesting that overall job crafting may be more strongly characterised by effortful actions to expand the work characteristics rather than to reduce them.

The aim of the paper is to present the barriers and difficulties faced by companies in Poland in their employee health promotion activities.The aforementioned obstacles were analyzed in terms of their quantity and quality. Quantitative data come from 5 nationwide surveys conducted in 2000 (N = 755), 2006 (N = 611), 2010 (N = 1002), 2015 (N = 1000) and 2017 (N = 1000), in companies employing ≥50 people. Qualitative data were collected from representatives of such companies by means of an audience survey conducted during a conference (N = 75), 8 focus group interviews (N = 64) and individual in-depth interviews (N = 14).Invariably, the most frequently reported difficulty has been the shortage of financial resources for health promotion, as well as the lack of real support (legal, fiscal) from the government. By 2017, the former was indicated by 53% of companies, and the latter by 48%. A detailed analysis has shown that they are interrelated, and the key barrier is the mentality of employers and managers, i.e., their reluctance to health promotion, the fact that they are convinced of its high costs, a poor knowledge about its importance and implementation methods, and fear of the unknown. Other difficulties include: culture and work organization not fostering health care, a poor preparation and limited opportunities for the staff to implement health promotion, employees' reluctance to employer's health-related activities, some drawbacks of offers addressed to companies by external service providers, and, to a lesser extent, other difficulties arising from the business environment.To effectively mitigate these barriers, it is necessary to involve the government in the implementation of a coherent strategy to support health promotion in companies. Its main directions would be: shaping employers' awareness, supporting health-related activities through fiscal mechanisms (tax and insurance), educating the managerial staff, and pursuing effective cooperation with external providers of health services for employees. Med Pr. 2020;71(5):569-86.Celem pracy było przedstawienie barier i trudności napotykanych przez firmy w Polsce w związku z promocją zdrowia personelu.Przeszkody te analizowano w aspekcie ilościowym i jakościowym. Dane ilościowe pochodzą z 5 ogólnopolskich sondaży prowadzonych w latach 2000 (N = 755), 2006 (N = 611), 2010 (N = 1002), 2015 (N = 1000) i 2017 (N = 1000) w firmach zatrudniających ≥50 osób. Materiałem jakościowym były swobodne wypowiedzi reprezentantów takich firm zebrane z wykorzystaniem: ankiety audytoryjnej przeprowadzonej podczas konferencji (N = 75), 8 grupowych wywiadów zogniskowanych (N = 64) i indywidualnych wywiadów pogłębionych (N = 14).Od lat najczęściej wskazywanymi przeszkodami w promocji zdrowia są niedobór środków finansowych i brak realnego wsparcia (prawnego, fiskalnego) ze strony państwa. W 2017 r. tę pierwszą przeszkodę jako ważną wskazało 53% firm, a drugą – 48% firm. Z pogłębionej analizy wynika, że przeszkody są wzajemnie powiązane, a główną barierą jest mentalność pracodawców i menadżerów – ich niechęć wobec promocji zdrowia, przekonanie o jej wysokich kosztach, mała wiedza o jej znaczeniu dla firmy i sposobach jej realizacji oraz obawa przed nieznanym. Z tym wiążą się inne utrudnienia – m.in. kultura i organizacja pracy niesprzyjająca trosce o zdrowie, słabe przygotowanie i ograniczone możliwości działania wewnątrzfirmowych kadr wdrażających promocję zdrowia, niechętny stosunek pracowników do prozdrowotnych działań pracodawcy, mankamenty ofert adresowanych do firm przez zewnętrznych usługodawców i, w mniejszym stopniu, inne trudności ulokowane poza firmą.Do skutecznego złagodzenia ujawnionych przeszkód potrzebne jest zaangażowanie państwa i wdrożenie spójnej strategii wspierania promocji zdrowia w firmach. Postulowane główne kierunki tej strategii to kształtowanie świadomości pracodawców, wsparcie działań prozdrowotnych w firmach poprzez mechanizmy fiskalne (podatkowe, ubezpieczeniowe), edukacja kadr zarządzających kwestiami związanymi ze zdrowiem w firmach i współpraca z oferentami usług prozdrowotnych dla personelu firm. Med. Pr. 2020;71(5):569–586.

This article examines older physical education (PE) teachers’ wellbeing over the course of their career in Finland. The study highlights challenges to physical and mental functioning as well as how teachers respond to these challenges. The six interviewees were over 55-year-old PE teachers, whose career had lasted for more than 30 years. Qualitative methods were used in the collection, transcription and analysis of the research data. The qualitative analysis consisted of a series of interpretations that visualised the world described by the interviewees. All the research participants had physical problems that affected their teaching and make teachers consider a potential career change. To be able to teach, teachers adapted their ways of working according to the challenges brought by age and injuries. The research participants found that the challenges caused by musculoskeletal problems and ageing were an inevitable part of the profession. They emphasised the positive sides of the work: the profession permits varied workdays. In addition, the teachers noted that their work provides them with opportunities to remain physically fit. Teaching health education is a means to lighten the workload of older teachers. PE teachers enjoy their profession and are dedicated to it, despite all the challenges. The interviewed participants clearly experienced work engagement. Our development proposal for teacher education is that future PE teachers be informed about the risks involved in the profession. Such activity helps young teachers reflect proactively on the measures taken to maintain their functioning during their career and on perspectives related to the ways of working.

Based on existing studies that examine telework as flexible, nonstandard or unconventional working arrangements (Marler et al., 2002; Lambert et al., 2008; Berkery et al., 2017), this paper adopts a spatiotemporal perspective and defines telework as spatiotemporal arrangements, supported or constructed by digital actants, for realizing professional activities. It identifies the specific characteristics of wellbeing at work when work transits from traditional office-based environment to teleworking environment, and proposes a spatiotemporal model of wellbeing at telework in which the temporal dimension and spatial dimension (Cumming et al., 2009; Sewell & Taskin, 2015; Aristidou & Barrett, 2018) are intrinsically synchronized at and around work. The paper next exposes the HRM, notably e-HRM implications of this analysis by formulating three propositions, and ends by discussing the interest and limitations of the spatiotemporal perspective for studying wellbeing at telework.

L'exposition à la violence au travail peut avoir des conséquences professionnelles négatives pour les travailleurs en protection de la jeunesse. Bien que des études antérieures aient identifié des facteurs de protection et de risque en lien avec cet enjeu, les différences individuelles liées aux rôles de genre restent encore à être explorées. Allant au-delà du sexe, ce mémoire vise à examiner comment les rôles de genre influencent l'exposition à la violence au travail, la qualité de vie professionnelle et le bien-être au travail chez les travailleurs en protection de la jeunesse. Un échantillon randomisé stratifié par sexe de 301 travailleurs en protection de la jeunesse canadiens (hommes: 15,6%, femmes: 84,4%) a été recruté afin que les participants remplissent des questionnaires validés portant sur l’exposition à la violence au travail, les rôles de genre, la qualité de vie professionnelle et le bien-être au travail. Les différences de moyennes pour l’exposition à la violence au travail, la qualité de vie professionnelle et le bien-être au travail selon le rôle de genre ont ensuite été évalué à l’aide d’ANCOVA en contrôlant pour l'expérience clinique et le type de travail. L'effet modérateur des rôles de genre sur les autres variables a été évalué par le biais de régressions linéaires multiples hiérarchiques. L'androgynie (masculinité élevée et féminité élevée) était associée à des scores plus élevés sur les indicateurs positifs de la qualité de vie professionnelle et du bien-être au travail. Cependant, les rôles de genre n'ont montré aucun effet modérateur significatif sur la relation entre l'exposition à la violence et les indicateurs de bien-être psychologique au travail. Les résultats montrent comment les analyses comparatives entre les genres peuvent fournir davantage d’information sur les mécanismes entourant la qualité de vie professionnelle et le bien-être au travail. Ils suggèrent également que l'androgynie pourrait être liée à des avantages psychosociaux potentiels pour les travailleurs en protection de la jeunesse., Exposure to workplace violence puts child protection workers at risk for adverse occupational outcomes. While previous studies have identified protective and risk factors, individual differences in gender roles have yet to be explored. Moving beyond sex, the present thesis aims to examine the ways in which gender roles influence exposure to workplace violence, professional quality of life and wellbeing at work among child protection workers. A randomised sample stratified by sex of 301 Canadian child protection workers (Male: 15.6%, Female: 84.4%) completed validated questionnaires of exposure to workplace violence, gender roles, professional quality of life, and wellbeing at work. Mean differences in workplace violence, professional quality of life, and wellbeing at work according to gender role were then assessed using ANCOVAs controlling for clinical experience and type of work. The moderating effect of gender roles on other variables was assessed through hierarchical multiple linear regressions. Androgyny (high masculinity and high femininity) was associated with higher scores on positive indicators of professional quality of life and wellbeing at work. However, gender roles showed no significant moderating effect on the relationship between exposure to violence and indicators of psychological wellbeing at work. Results show how gender-based analyses can provide additional insights into the dynamics surrounding professional quality of life and wellbeing at work. They also suggest that androgyny could be related to potential psychosocial benefits for child protection workers.

This study aimed to evaluate the perceptions of dietitians&rsquo, wellbeing at work before and during the SARS-COV-2 pandemic in Brazil. This cross-sectional study was performed using a previously validated instrument to investigate the wellbeing of dietitians at work in Brazil. The questionnaire on the wellbeing of dietitians was composed of 25 items (with a 5-point scale), characteristics, and questions about the SARS-COV-2 period. The application was carried out with GoogleForms&reg, tool from 26 May to 7 June 2020. The weblink to access the research was sent via email, messaging apps, and social networks. Volunteers were recruited nationwide with the help of the Brazilian Dietitians Councils, support groups, as well as media outreach to reach as many dietitians as possible. Volunteers received, along with the research link, the invitation to participate, as well as the consent form. A representative sample of 1359 dietitians from all the Brazilian regions answered the questionnaire&mdash, mostly female (92.5%), Catholic (52.9%), from 25 to 39 years old (58.4%), with a partner (63.8%), and with no children (58%). Most of the participants continue working during the pandemic period (83.8%), but they did not have SARS-COV-2 (96%), nor did their family members (80.7%). The wellbeing at work before SARS-COV-2 was 3.88 &plusmn, 0.71, statistically different (p &lt, 0.05) from during the pandemic, with the wellbeing of 3.71 &plusmn, 0.78. Wellbeing at work was higher before the pandemic for all the analyzed variables. Analyzing variables separately before and during the pandemic, dietitians with partners, children and a Ph.D. presented higher scores for wellbeing at work. Professionals receiving more than five times the minimum wage have higher scores. During the pandemic, better wellbeing was observed for dietitians working remotely.

Background and Objectives: An essential part of occupational stress management is identifying target groups and developing a wellbeing program that tailors interventions to the specific needs of the target groups. This study aims to explore whether psychosocial risk determinants and organizational intervention objects differ across employees' groups based on sociodemographic factors in a Lithuanian public primary healthcare institution. Methods: All 690 health workers of the institution were invited to participate (response rate 68 %) in a cross-sectional survey between February and March 2017. The questionnaire contained items related to sociodemographic factors (gender, age, job seniority, education, and occupation), 14 psychosocial risk determinants, and 10 organisational intervention objects. Results: The results of the study showed that differences by gender were not statistically significant except for one organisational intervention object (work&ndash, life balance). Only a few organisational intervention objects (justice of reward, matching to the job demand, and variety of tasks) had mean rank scores differing statistically across age and job seniority groups. Five organisational intervention objects (work&ndash, life balance, variety of tasks, communication, manager feedback, and stress management training) had mean rank scores differing statistically across education groups, and all organisational intervention objects (except stress management training) had mean rank scores differing statistically across occupational groups. Regarding psychosocial risk determinants, excessive work pace had mean rank scores differing statistically across age and job seniority groups. Four (overtime, unclear role, conflicting roles, and being under-skilled) and six psychosocial risk determinants (work overload, overtime, tight deadlines, unclear role, being under-skilled, and responsibility) had mean scores differing statistically across education and occupational groups, respectively. Statistical significance was considered with p-value &lt, 0.05 and 95 % confidence interval. Conclusions: The findings showed that different psychosocial risk determinants and organizational interventional objects were emphasized by different sociodemographic groups in the institution, but they did not impact groups in the same measure. Therefore, it is crucial to start by determining the risk group&rsquo, s specific needs before developing and implementing stress management programs.

Trabalho de Projeto do Mestrado em Economia apresentado à Faculdade de Economia O presente trabalho de projeto pretendeu estudar os determinantes da satisfação com o emprego dos trabalhadores portugueses e comparativamente, dos trabalhadores de outros países da Europa. Pretendeu também alertar pesquisadores da área, e incentivar entidades patronais a alterarem as suas políticas, dando importância a variáveis (como as variáveis estudadas) que permitam uma maior satisfação com o trabalho. Para apresentação de resultados e para a concretização do estudo, foi utilizada regressão linear, utilizando dados disponíveis pelo European Social Survey (ESS) Ronda 5 de 2010, permitindo uma amostra de trabalhadores remunerados de 23803 indivíduos.Demonstra-se da análise efetuada que em Portugal e em outros países da Europa, existem resultados diferenciados quanto à satisfação com o trabalho. As variáveis utilizadas estão associadas a aspetos como, supervisão, autonomia, horários, sindicalização, horas extra, muito trabalho, variedade no trabalho, novos conhecimentos, apoio de colegas, segurança, saúde, salário, tempo no trabalho, promoção, e equilíbrio entre trabalho e a vida privada.As variáveis que produziram mais efeito sobre a satisfação com o trabalho foram satisfação com o equilíbrio entre o tempo dedicado ao trabalho e a outros aspetos da vida, satisfação com o salário e variedade no trabalho.Portugal dá pouca importância à maior parte das variáveis estudadas, considerando apenas relevante a variável satisfação com o equilíbrio entre o tempo dedicado ao trabalho e a outros aspetos da vida.Serão estudados os países, Bélgica (BE), Bulgária (BU), Croácia (HR), Chipre (CY), República Checa (CZ), Dinamarca (DK), Estónia (EE), França (FR), Alemanha (DE), Grécia (GR), Hungria (HU), Irlanda (IE), Lituânia (LT), Holanda (NL), Polónia (PL), Portugal (PT), Eslováquia (SK), Eslovénia (SI), Espanha (ES), Suécia (SE), Reino Unido (UK) (países da União Europeia), Israel (IL), Noruega (NO), Suíça (CH), Rússia (RU), Ucrânia (UA) (países não pertencentes à União Europeia). This project work aimed to study the determinants of job satisfaction of Portuguese workers and, comparatively, workers from other European countries. It also intended to alert researchers in the area, and encourages employers to change their policies, giving importance to variables (such as the variables studied) that allow greater satisfaction with work.To present results and to carry out the study, linear regression was used, using data available from the European Social Survey (ESS) Round 5 of 2010, allowing a sample of paid workers of 23803 individuals.The analysis shows that in Portugal and in other European countries, there are different results regarding job satisfaction. The variables are associated with aspects such as supervision, autonomy, unionization, hours overtime, much work, variety at work, new knowledge, peer support, safety, health, salary, time at work, promotion, and balance between work and private life. The variables that had the most effect on job satisfaction were satisfaction with the balance between time dedicated to work and other aspects of life, satisfaction with salary and variety at work.Portugal gives little importance to most of the variables studied, considering only relevant the variable satisfaction with the balance between the time dedicated to work and other aspects of life.Countries will be studied, Belgium (BE), Bulgaria (BU), Croatia (HR), Cyprus (CY), Czech Republic (CZ), Denmark (DK), Estonia (EE), France (FR), Germany (DE) , Greece (GR), Hungary (HU), Ireland (IE), Lithuania (LT), Netherlands (NL), Poland (PL), Portugal (PT), Slovakia (SK), Slovenia (SI), Spain (ES) , Sweden (SE), United Kingdom (UK) (European Union countries), Israel (IL), Norway (NO), Switzerland (CH), Russia (UK), Ukraine (UA) (non-European Union countries) .

In France, since the 1980s telework is studied and considered by academics and politicians, as a lever for economic and social development for companies, allowing them to gain in performance, while meeting the demands of their employees in terms of work-life quality and work-life balance. Nevertheless, it seems companies undergo development of telework more than they encourage it, as if they perceived neither the stakes nor the benefits of it, in terms of productivity gains and improvement of work-life quality. That’s why, while the research was expecting a massive spread of this practice in the early 21st century, this was not really the case. However, today in a context of a succession of social and sanitary crises, a concern about increased risks and psychosocial disorders, technological changes, the evolution of professional aspirations, and teleworking’s approval by employees, organizations are challenged to redefine their organizational methods, and even encouraged to rethink the notion of work. So, we have to think about how local managers can encourage long-term involvement of their employees remotely, both in their work and in the team, in order to develop their individual and collective performances, while promoting their well-being at work in its social, psychological and physical dimensions. In other words, how to ensure that methods of organizing work remotely can provide answers to current and future societal problems which bring about new challenges to organizations that must ensure the workers’ well-being in a sustainable manner, while remaining focused on productivity, performance, innovation and sustainability. Thus, the main challenge for management is to reconcile the economic requirements of organizations with the multiple needs of employees, in terms of social tie, accomplishment and quest for meaning in work or comfort and security in doing it. That’s why this study deals first and foremost with working premises, in order to understand why they seem to have become unproductive and a source of suffering at work, by threatening the social, mental and physical well-being, as well as employees’ performance. Then it deals with the benefits and risks of teleworking on well-being and performance, before thinking about how to build a « remote proximity management » and some new teamwork methods, in order to limit its risks and take full and lasting advantage of its benefits.; En France, depuis les années 1980, le télétravail est étudié et considéré par les universitaires et les politiques comme un levier de développement économique et social pour les entreprises, leur permettant de gagner en performance tout en satisfaisant les exigences de leurs salariés en matière de qualité de vie au travail et d’équilibre entre vie privée et vie professionnelle. Néanmoins, il semble que les entreprises subissent le développement du télétravail plus qu’elles ne l’encouragent, comme si elles n’en percevaient ni les enjeux, ni les bénéfices, en termes de gains de productivité et d’amélioration de la qualité de vie au travail. C’est pourquoi, alors que la recherche s’attendait à une diffusion massive de cette pratique au début du XXIe siècle, cela ne fut pas vraiment le cas. Cependant aujourd’hui, dans un contexte de succession de crises sociales et sanitaires, de préoccupation face à l’augmentation des risques et des troubles psychosociaux, de mutation technologique, d’évolution des aspirations professionnelles, et de plébiscite du télétravail par les salariés, les organisations sont mises au défi de redéfinir leurs modalités d’organisation, et même incitées à repenser la notion de travail. Il s’agit alors pour nous de réfléchir comment les managers de proximité peuvent susciter un engagement durable de leurs collaborateurs à distance, aussi bien dans leur travail et au sein de l’équipe, afin de développer leurs performances individuelle et collective, tout en favorisant leur bien-être au travail dans ses dimensions social, psychique et physique. Autrement dit, comment faire en sorte que les modes d’organisation du travail à distance puissent apporter des réponses aux problématiques de société actuelles et futures, qui soumettent de nouveaux défis aux organisations, devant à la fois assurer le bien-être des travailleurs de façon durable, tout en restant dans une optique de productivité, de performance, d’innovation et de pérennisation. Le principal défi du management est ainsi de concilier les exigences économiques des organisations, avec les multiples besoins des salariés, en matière de lien social, d’accomplissement et de sens dans le travail, ou encore de confort et de sécurité dans l’exercice de celui-ci. C’est pourquoi, cette étude s’intéresse tout d’abord aux locaux de travail en entreprise, afin de comprendre pourquoi ils semblent être devenus improductifs et source de souffrance au travail, en menaçant le bien-être social, psychique et physique, ainsi que la performance des salariés. Puis, elle discute en second lieu des bénéfices et des risques du télétravail sur le bien-être et la performance des salariés, avant de réfléchir comment construire un « management de proximité à distance » et de nouvelles modalités de travail en équipe, afin de limiter ses risques et de profiter pleinement et durablement de ses avantages.

Muutos vaikuttaa kokonaisvaltaisesti työntekijöiden arkeen. Muutos on jokaiselle työntekijälle yksilöllinen kokemus. Toiset työntekijät sisäistävät uudistukset suhteellisen helposti, kun taas toisille muutokset voivat aiheuttaa voimakkaita reaktioita. Ne voivat käydä työntekijälle liian haastaviksi ja työntekijä voi väsyä muutoksen alla. Viimeisen kahdenkymmenen vuoden aikana sosiaali- ja terveydenhuollon toimintaympäristö on muuttunut paljon. Muutoksen kohteena ovat olleet muun muassa rakenteet, työtavat ja -menetelmät. Muutokset ovat heijastuneet sosiaalipalveluissa työskentelevien työntekijöiden työhyvinvointiin ja työssä jaksamiseen. Tutkielmassani tarkastelen sosiaalipalvelujen työntekijöiden kokemuksia työssä koetuista muutoksista ja niistä selviytymisestä sekä työssä jaksamisesta. Tavoitteenani on tutkia sitä, mitä muutoksia sosiaalipalvelujen työntekijät kokevat työssään ja miten he merkityksellistävät ne. Lisäksi tarkastelen sitä, miten työntekijät kuvaavat työssään selviytymistään ja jaksamistaan. Tutkielmani lähestymistapa on fenomenologinen. Tutkimusaineiston kerään fokusryhmähaastatteluin. Ryhmät koostuvat erään kuntayhtymän sosiaalipalvelun työntekijöistä; aikuissosiaalityön, lapsiperheiden ja vammaispalvelun työntekijöistä. Haastattelut toteutettiin syksyllä 2016. Aineiston analysoin sisällönanalyysin keinoin. Tutkielmani tulos on, että sosiaalipalvelujen työntekijät kokivat työssään ulkoa ja sisältäpäin tulevia suuria ja pieniä muutoksia, kuten organisaation toimintatapaan tai toimenkuviin liittyvät muutokset. Nämä muutokset heijastuvat työntekijöiden arkeen. Sosiaalipalvelujen työntekijät kokivat tärkeäksi institutionaalisista muutoksista tiedottamisen; millaisia ulkoa tai sisältäpäin muutoksia on tulossa ja miten muutokset tulevat vaikuttamaan heidän työhönsä. Muutokset voivat parantaa tai huonontaa työntekijöiden työhyvinvointia ja vaikuttavat heidän työssä jaksamiseen. Tutkielmassani työntekijät kokivat tarvitsevansa muutoksista selviytymiseen monenlaisia selviytymiskeinoja kuten työyhteisön tai esimiehen tuen. Työn arvostus on myös merkittävä tekijä työhyvinvoinnin näkökulmasta. Työntekijät olivat yksimielisiä siitä, että yleisesti sosiaalityön arvostus on vähäistä. Change has a profound effect on the everyday lives of employees. Each employee experiences change in a different way. While some employees adapt to reforms quite easily, in others, they may provoke strong reactions. Some employees may regard changes too challenging and suffer from change fatigue. Over the last twenty years, the social and healthcare environment has undergone a significant transformation, which has seen changes in structures, working methods and work practices. These changes have reflected on social services employees’ wellbeing and coping at work. In my thesis, I examine the experiences of social services employees regarding the changes they have experienced and their coping with these changes and at work in general. My aim is to study the kinds of changes social services employees experi-ence in their work and the meanings they attach to them. In addition, I explore the ways in which the employees describe their coping at work. My approach is phenomenological. The research data was collected through focus group interviews. The groups consist of employees at a joint municipal authority, and they include professionals who work with adults, families with children and people with disabilities. The interviews were carried out in the autumn of 2016. The data was analysed through content analysis. The result of my study is that the social services employees experienced small and big changes, both external and internal, such as changes related to organisational practices or job descriptions. These changes reflect on the everyday lives of employees. The social services employees felt it was important to receive information on institutional changes; on the external or internal changes about to happen and on the ways those changes will affect their work. Changes can either improve or reduce wellbeing at work and will affect coping at work. The employees I interviewed felt they needed various coping skills to deal with changes, such as the support of their work community or their manager. The valuing of work is also a significant factor with regard to wellbeing at work. The employees agreed that on a general level, social work is not highly valued.

This paper examines the experience of eustress, using Selye's (1964, 1987) concept of "good stress".Usually stress is considered and researched as a negative experience, but we suggest that learning to respond to negative stress and demands with positive emotions and behaviours is likely to increase positive drive, creativity and courage (Le Fevre, Matheny &Kolt, 2003; Selye 1964; 1987). However, it is sometimes challenging to draw the line between distress, negative stress and positive stress. Especially entrepreneurs are an important target group of studying positive stress as they have a high responsibility for self-management and deciding over their ways of working. We conducteda case study with 21 entrepreneurs in Finland to find out how the entrepreneurs experience the balance between positive and negative stress. In addition, 9 of the entrepreneurs took part in a physiological stress measurement for a period of one week by wearing sensors and writing a diary of their daily events during the measurement. The entrepreneurs were interviewed before and after the measurement. We conclude that the physiological measurement of stress should be combined with qualitative self-report of participants to understand the valence of the stress, as it can't be concluded from the physiological measures only. In addition, novel digital services could be developed to support learning new ways to respond to stress and provide useful tools for facilitating positive stress and wellbeing at work.

The increasing demands of work and their impact on the quality of life of employees are timely. In this perspective, the reflection on the managerial practices deserves to be thorough. This research project has three objectives: to conceptualize, measure and predict the influence of emotional support at work (ESW) on organizational commitment, job satisfaction and organizational citizenship behaviour. Our reflection is based on three points. (1) Study the psychological tensions ( conflicts Work / family -life / work) and job characteristics (psychological demand, physical constraints, Complexity of work ... ) is a key input that requires (2) a reflection on the emotional support at work and emotional regulation strategies as moderating variables for ( 3) study the effects of moderating variables in integrating research models incorporating burnout, organizational commitment , emotional dissonance, job satisfaction and organizational citizenship behaviour. The hospital raises an exemplary manner the dynamics and challenges of local management. We will consider three cases: The University Hospital of Bab El Oued (Algeria), University Hospital of Brugmann, (Belgium) and The University Hospital of Bordeaux (France). To provide some answers, we mobilize two methods: qualitative and quantitative (more about a double measure of perceived SET and a measure of emotional regulation strategies) with a comparison of the target institutions. Key words : Emotional support at work_ psychological tensions (conflict work / life and family / work) - Work Characteristics (psychological demand, physical constraints, Labor Complexity ) Burnout – organizational commitment - emotional dissonance - organizational citizenship behaviour _ Strategies work emotional regulation .; Dans l’environnement hospitalier, les infirmiers jouent un rôle pivot dans la prestation de soin, cette population est particulièrement exposée à des niveaux élevés de demande émotionnelle ce qui peut entraîner à terme une insatisfaction, un épuisement professionnel (Dal Santo, Pohl & Battistelli, 2013), un sentiment d’impuissance et d’incapacité à accomplir un travail au niveau attendu (Davezies, 2007). Le soutien organisationnel perçu (SOP) a été supposé et démontré avoir la capacité d’atténuer les effets néfastes des tensions émotionnelles (Pohl, Battistelli & Librecht, 2013; Battistelli, Pohl & Dal Santo, 2012; George, Reed, Ballard; Halbesleben, 2006). Rhoades et Eisenberger (2002) ont ajouté que le soutien du supérieur hiérarchique (SSP) est défini par la perception qu’a le salarié de la manière dont son supérieur valorise sa contribution, et qui est considéré comme la variable qui contribue le plus significativement à la perception du soutien organisationnel. Rhoades et al (2001) ont observés un effet positif du SSP sur l’engagement organisationnel affectif ; (Wayne et al., 1997 ; Moorman et al., 1998) ont démontrés un effet direct du SSP sur le bien-être, la qualité de vie au travail et sur les comportements de citoyenneté organisationnelle. Enfin, le développement récent de la recherche confirme les effets tangibles du soutien du supérieur hiérarchique sur l’engagement affectif, l’intention de quitter et l’épuisement professionnel en témoignent Simons & Jankowski; 2008). Notre réflexion théorique s’articule en trois points. (1) Etudier les tensions psychologiques (conflit travail/famille-famille/travail) et les caractéristiques du travail (Demande psychologique, Contraintes physiques Complexité du travail…) constitue une clé d’entrée qui nécessite (2) une réflexion sur le soutien émotionnel au travail ainsi que les stratégies de régulation émotionnel comme variables modératrices, pour (3) étudier les effets de ces variables modératrices dans les modèles de recherche intégrant l’épuisement professionnel, l’engagement organisationnel, satisfaction au travail, la dissonance émotionnelle et le comportement de citoyenneté organisationnelle . Mots clé: Tensions au travail (conflit travail/famille-famille/travail) – Caractéristiques du travail (Demande psychologique, Contraintes physique, Complexité du travail) Burnout – Engagement organisationnel– Dissonance émotionnelle – comportement de citoyenneté_ Soutien émotionnel au travail –Stratégies de régulation émotionnelle.

Le secteur de santé a connu d‘importantes transformations structurelles accentuant les contraintes du travail infirmier. Ces contraintes exposent le personnel infirmier à un stress important impactant, à long terme, leur bien-être au travail et la qualité des soins (Kornig, Levet, & Ghadi, 2016). Confronté à la souffrance et à la mort, le travail infirmier suppose aussi des interactions chargées émotionnellement où les expressions émotionnelles comme la colère, le dégoût ou même la peine sont régis par des normes déontologiques, étiques ou sociales appelées « règles d‘affichage émotionnel » (Diefendorff, Erickson, Grandey, & Dahling, 2011). Les émotions réellement ressenties par le soignant ne concordent pas toujours avec ces règles d‘affichage émotionnel. Dans ce cas, le soignant expérimentera une dissonance émotionnelle (Zapf, 2002) génératrice de tension, d‘une aliénation des émotions, d‘une perte d‘estime de soi, altérant ainsi le bien-être au travail (Diefendorff, Croyle, & Gosserand, 2005 ;Dal Santo, Pohl, & Battistelli, 2016). Cependant, une réorientation de la recherche, soutenue entre autres par des modèles comme le modèle exigence-ressource de Demerouti, Bakker, Nachreiner & Schaufeli (2001), propose de s‘intéresser au potentiel ressource dont dispose le travail, l‘organisation ou l‘individu lui-même. Suivant cette voie, les chercheurs mettent au premier plan des concepts tels que le soutien émotionnel perçu du supérieur (Pohl & Galletta, 2017) et les stratégies de régulation émotionnelle (Andela, Truchot, & Borteyrou, 2015) comme des ressources permettant d‘atténuer les effets néfastes des tensions émotionnelles et psychologiques du travail. À notre connaissance, peu de recherches se sont penchées sur l‘influence de la dimension émotionnelle du soutien du supérieur sur la population infirmière. De plus, l‘examen de la littérature révèle une incohérence quant au sens de la relation entre la régulation émotionnelle et le bien-être au travail (Andela et al. 2015). Pour ce faire, ces auteurs proposent une nouvelle construction de la régulation émotionnelle en quatre dimensions qui a été adoptée dans la présente thèse. La question de départ de cette recherche doctorale est de comprendre dans quelle mesure le bien-être au travail est affecté par les exigences et les ressources émotionnelles du travail infirmier. Pour ce faire, trois études empiriques ont été menées utilisant la modélisation en équation structurelle avec le logiciel Mplus. Les résultats démontrent que les exigences du travail en termes d‘effort extrinsèque, de conflit travail/famille et de dissonance émotionnelle entretiennent une relation négative avec les indicateurs du bien-être au travail (engagement au travail, engagement affectif, satisfaction au travail et l‘épuisement émotionnel). Cette relation se trouve expliquée (partiellement ou complètement selon l‘indicateur du bien-être au travail) à court et à long terme par le soutien émotionnel perçu du supérieur. D‘autre part, la validité factorielle de la structure quadridimensionnelle des stratégies de régulation émotionnelle (déploiement attentionnel, réévaluation cognitive, suppression et amplification positive) révélée par Andela et al. (2015) a été démontré. Parmi ces quatre stratégies, le déploiement attentionnel a permis de médier partiellement la relation entre la dissonance émotionnelle et le bien-être au travail. Ces résultats sont discutés dans chaque chapitre des articles., Doctorat en Sciences psychologiques et de l'éducation, info:eu-repo/semantics/nonPublished

—Work-related injuries and disorders constitute a major burden and cost for employers, society in general and workers in particular. We@Work is a project that aims to develop an integrated solution for promoting and supporting a safe and healthy working life by combining wearable technologies, Big Data analytics, ergonomics, and information and communication technologies. The We@Work solution aims to support the worker and employer to ensure a healthy working life through pervasive monitoring for early warnings, prompt detection of capacity-loss and accurate risk assessments at workplace as well as self-management of a healthy working life. A multiservice platform will allow unobtrusive data collection at workplaces. Big Data analytics will provide real-time information useful to prevent work injuries and support healthy working life QC 20180416