Search

This study examines the impact of financial well-being on happiness levels at work among academics in the Faculty of Pharmacy. The research employs a quantitative approach, utilizing an online survey to collect data from 209 participants working at foundation and public universities in Istanbul. The survey, based on a 5-point Likert scale, measures financial well-being and happiness levels at work. The significance of this research lies in its contribution to understanding the dynamics between financial well-being and workplace happiness, an area underexplored in the literature. Regression analysis reveals a significant and negative relationship between financial well-being and happiness at work. The R-square value (14.6%) indicates that financial well-being explains a limited portion of the variance in happiness levels, suggesting the presence of other influential factors. These findings underscore the importance of financial well-being in enhancing overall workplace happiness. Organizations are encouraged to develop strategies that address employees' financial concerns, thereby fostering a more productive and satisfied workforce. This study contributes to the broader discourse on work psychology by highlighting the critical role of financial stability in achieving workplace happiness. [ABSTRACT FROM AUTHOR]

The purpose of this reflection article is to present some fundamental elements of the psychodynamic clinic of work as a perspective of analysis of the subjective experience of suffering in organizations, based on the research proposal of the French psychoanalyst Christophe Dejours, in order to provide elements of judgment for the conceptual understanding of work unrest and its effects on the professional practice of organizational psychologists based on listening to work subjectivity in work contexts, based on a rigorous documentary review. [ABSTRACT FROM AUTHOR]

The organizations had been modified from the incorporation of new technologies and new ways of organizing it, however, it has also been reconfigured from the pandemic due to COVID-19. It has been shown that these changes have an impact on the health of workers. Therefore, the present work proposes as a general objective to analyze the socio-labor profiles and their relationship with levels of external locus of control and state anxiety. The sample was made up of 331 workers of both sexes, distributed in 70% women and 30% men, who presented a mean age of 33.15 years (SD= 11.84). The instruments used were: 1) Ad hoc sociodemographic questionnaire, 2) Rotter Locus of Control Scale (Rotter, 1966), Argentine adaptation (Brenlla & Vázquez, 2010), 3) State Anxiety Scale of the State-Trait Anxiety Inventory (Spielberger et al., 1970), Argentine adaptation (Leibovich de Figueroa, 1991). The results showed that the older, as well as the greater the work experience, the greater the internal locus of control. In addition, higher levels of external locus of control were found to be associated with higher levels of state anxiety. In summary, this study provides evidence for the design of workshops and activities aimed at strengthening the internal locus of workers to favor the management of workload, stress and anxiety. [ABSTRACT FROM AUTHOR]

Objective. The aim of this paper is to highlight the attitudes and motivation of librarians to work in reference and information services, as well as the causes of their satisfaction or dissatisfaction with this specifi c work in an important user service. Approach/Methodology. The research was conducted in two large libraries, the National and University Library in Zagreb and the City Library of Zagreb. Both libraries have librarians who perform specialized tasks and dedicated organizational unit dealing with reference and information service work. These libraries diff er in their tasks and users, as well as in their functional, organizational and other characteristics. The research involved current and former librarians who performed or still perform reference and information service tasks. About twenty (20) librarians from each library participated in the research and the survey method was used. Results. The paper provides an overview of research results on the reasons for working in the reference and information service, as well as leaving that job, and the attitudes towards this work. The results indicate divided opinions among librarians regarding work in the information service, particularly between those who left voluntarily and those who chose to stay. These attitudes diff er in their views on the professional value of the work in the reference and information service and the work engagement of librarians in it. Most respondents agree that this job should be performed by competent individuals with high professional qualifi cations, although more simple user inquiries can be handled by less qualifi ed individuals trained to work with users. Additionally, some respondents who left believe that the job does not involve much work, while the majority of those still working consider it to be a job that requires a lot of work. Practical implications. The research results enable library managers to gain insight into the motivation of librarians working in the reference and information service. The paper contributes to a better understanding of the reasons behind those who want to leave this type of work and those who want to continue working in it.....Originality/Value. The value of this work lies in the fact that, for the fi rst time in the Croatian librarian community, a survey investigates the motivation of librarians reference and information service tasks. [ABSTRACT FROM AUTHOR]

Research on long COVID is still in its infancy with the primary focus being on symptoms, treatment, and prevalence. Due to the severity and longevity of long COVID that has also affected the working population, an important question is how organisations can support workers with long COVID to stay and thrive in the workplace. In the present study, we used Interpretative Phenomenological Analysis to explore the lived experiences of workers with long COVID and the barriers and facilitators to them working while managing their symptoms. Using purposeful sampling, we recruited participants through social media and conducted semi-structured interviews with 12 workers with long COVID in Spring/Summer 2021. Three higher-order themes revolved around suffering, identity work and belongingness, and 12 subthemes, which were seen as barriers and facilitators to sustainable return to work at the individual, group, leader, organisational and overarching contextual levels. Our findings highlight the urgent need for research that considers work outcomes of those with long COVID and have important implications for how organisations can support workers suffering from long COVID and prevent sickness absence and reduce worklessness. [ABSTRACT FROM AUTHOR]

The research on return to work for workers with common mental disorders has primarily focused on the pre‐return journey. Relapses and recurrent sick leaves are prevalent and call for research on how we can support workers stay and thrive at work after long‐term sickness absence due to common mental disorders. In the present study, we used Longitudinal Interpretative Phenomenological Analysis to explore the experiences of returned workers' post‐return journey and the barriers and facilitators to staying and thriving at work. We conducted monthly semistructured interviews with seven returned workers over a period of 4 months. We identified three post‐return trajectories: the thrivers, the survivors and the exiteers. We identified 10 higher order themes and 13 subthemes that influenced these trajectories. At the individual level, wanting to make a valuable contribution and job crafting facilitated a sustainable return. At the group level, we identified social support as a facilitator. At the leader level, line managers making work adjustments and recognising workers as valuable were important, whereas a lack of understanding and conflicts with senior management posed as barriers. At the overarching level, the media influenced organisational values. Our findings have important implications for how organisations can facilitate a whole systems approach to support returned workers and prevent sickness absence reoccurrence and job loss. [ABSTRACT FROM AUTHOR]

This article examines the impact of work psychology, time management, and work commitment on employee performance at the National University in Indonesia. The study found that these factors have a positive and significant effect on employee performance. The article suggests that companies should focus on improving compensation, motivation, and time management training to support employee performance. The study also discusses the concept of the sandwich generation and how it can affect work performance. Overall, the combination of work psychology, time management, and work commitment was found to be important in improving employee performance at the university. [Extracted from the article]

The objective of this reflection article is to present some basic ideas about the psychodynamic clinic of work as a perspective for listening to the subjective experience of suffering in contemporary work from the proposal of the French psychoanalyst Christophe Dejours. All of this in order to provide elements of judgment for the conceptual understanding and transformation of organizational communication practices based on the analysis of subjective suffering at work. The methodology used was documentary review. The discussion reflects, in part, that the communication of suffering derived from work experience sustains the stereotype of mental illness as personal weakness and social shame. The conclusions show that a clinical perspective of work opens a real, symbolic and imaginary space for a new form of organizational communication oriented towards the promotion of workplace mental health. [ABSTRACT FROM AUTHOR]

Background: Societal aging is exerting profound impacts on providers of long-term care. Nurses provide much of the direct care in the long-term care sector, and they increasingly provide unit- and facility-level leadership and fill top administrative and clinical roles.The work health and quality of work life of long-term care nurses are emergent concerns and the foci of research across multiple disciplines. Objectives: To enhance our understanding of factors influencing long-term care nurses’ work health and quality of work life, we summarize the findings of disparate studies across diverse disciplines, time, and jurisdictions. Eligibility criteria: No restrictions were placed on study date, design, or country. Searches were restricted to English language only or translated studies. Included studies reported associations and relationships between/amongst nurses’ work (role and work design), work environments, work attitudes, and work outcomes. Published peer-reviewed studies and reviews were included, as were reports. Editorials and opinion pieces were excluded. The search included publications up to March 2022. Sources of evidence: Medline, CINAHL, PsychINFO, EMBASE, Scopus, PSNet Charting methods: Data abstraction from full-text articles. Results: The evolution of long-term care nurses’ work to include both medical and administrative responsibilities has generally not been managed well, resulting in persistent role ambiguity, job dissatisfaction, and burnout. Nurses are concerned about their capacity to provide resident care and the adequacy of their preparation. Their work environments are under-resourced, and they are at high risk for workplace injury or violence. Supervisory and organizational support can be protective of negative aspects of nurses’ work environments. Supervisory support can improve the immediate work environment, assist nurses in fulfilling their roles, and afford greater role clarity, and supervisors can influence their nursing staff's perceptions of the work safety and the value that their organization places on them. Organizational support can reduce work stress, enhance feelings of self-worth, and mitigate some of the self-stigmatization that influences long-term care nurses’ attitudes toward themselves and their work, which influences work outcomes, including job performance and quality of resident care. Conclusions: Work stress, burnout, increased turnover, decreased morale and work motivation, increased health and safety concerns, and decreases in job satisfaction accompanied by self-stigmatization are all indicators of a system that has failed nurses, other long-term care staff, and nursing home residents. We consider the implications of our findings for enhancing the work health and quality of life of nurses working in long-term care and identify gaps in knowledge about their psychological health that merit future study. Tweetable Abstract: The long-term care sector is failing nurses globally. This review is a step toward understanding how we can improve the work psychology, including work-related psychological health, of nurses in long-term care.

Employee withdrawal is a critical issue for organisations and has been the topic of extensive research. Although much turnover research used between‐person designs, this study focused on the impact of within‐person changes in job characteristics on job attitudes and withdrawal behaviour, using the challenge‐hindrance stressor as our main theoretical framework. The focus was on the job characteristics workload (a challenge stressor), emotional demands (a hindrance stressor) and autonomy (a job resource) and on positive (dedication) and negative (organisational cynicism) job attitudes as process variables. Latent change score modelling based on data of 1530 Dutch employees collected in three waves across 2 years showed that changes in workload, emotional demands and autonomy resulted in changes in organisational cynicism, which, in turn, related to changes in turnover intentions, but not absenteeism. Changes in autonomy were related to changes in dedication, which, in turn, were associated with changes in turnover intentions, but not absenteeism. This study highlights the importance of investigating within‐person changes in job characteristics in explaining changes in job attitudes and employee withdrawal behaviour. From a practical perspective, this study shows how job design affects dedication and organisational cynicism and hence can contribute to combat employee withdrawal behaviour. [ABSTRACT FROM AUTHOR]

Work psychology studies the psychological and social dynamics that characterise the life of the individual within a work system. Technological progress has changed the conception of work from stable to flexible, thus generating a feeling of insecurity in the worker regarding his or her own career development. Positive psychology applied to the work context promotes and enhances the concept of human capital within organisations. This study results from a research project completed in September 2020 at Lumsa University, and specifically examines the figure of the veteran and athlete of the Defence Paralympic Sports Group (GSPD Gruppo Sportivo Paralimpico Difesa), including the protection and career development policies adopted by the Defence Staff (SMD) for the correct sociooccupational reintegration of an individual. [ABSTRACT FROM AUTHOR]

Copyright of Turkish Studies - Economics, Finance, Politics is the property of Electronic Turkish Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The psychological state of geriatric social workers affects the intention to leave and thus the quality of services provided to older adults. This study explored the relationship between the work environment, work attitudes, and turnover intentions of geriatric social workers. This study obtained an analytic sample comprising 999 geriatric social workers from the 2019 Longitudinal Study of Social Work in China. Multivariate regression techniques combined with a mediation analysis was performed to explore the relationships. The study results provided preliminary evidence on the complex associations between and among work environment, work attitudes, and turnover intentions of geriatric social workers in China. We demonstrated that perceived organizational support reduced the turnover intentions of geriatric social workers through increased collective psychological ownership and reduced burnout. Regular inter- and intra-agency communication between social workers and their supervisors and colleagues have important roles in reducing turnover by enhancing support and emotional commitment to organizations. Policy decision-makers are suggested to clearly define the roles and responsibilities of geriatric social works to release their administrative burdens, which may help to reduce their burnout level and improve the stability of the geriatric social work force. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Emerging Economies & Policy is the property of JOEEP: Journal of Emerging Economies & Policy and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Introduction: Artificial intelligence (AI) is seen as a driver of change, especially in the context of business, due to its progressive development and increasing connectivity in operational practice. Although it changes businesses and organizations vastly, the impact of AI implementation on human workers with their needs, skills, and job identity is less considered in the development and implementation process. Focusing on humans, however, enables unlocking synergies as well as desirable individual and organizational outcomes. Methods: The objective of the present study is (a) to develop a surveybased inventory from the literature on work research and b) a first validation with employees encountering an AI application. The Job Perception Inventory (JOPI) functions as a work-analytical tool to support the human-centered implementation and application of intelligent technologies. It is composed of established and self-developed scales, measuring four sections of work characteristics, job identity, perception of the workplace, and the evaluation of the introduced AI. Results: Overall, the results from the first study from a series of studies presented in this article indicate a coherent survey inventory with reliable scales that can now be used for AI implementation projects. Discussion: Finally, the need and relevance of the JOPI are discussed against the background of the manufacturing industry. [ABSTRACT FROM AUTHOR]

IntroductionWith the advancement of technology and the increasing utilization of AI, the nature of human work is evolving, requiring individuals to collaborate not only with other humans but also with AI technologies to accomplish complex goals. This requires a shift in perspective from technology-driven questions to a human-centered research and design agenda putting people and evolving teams in the center of attention. A socio-technical approach is needed to view AI as more than just a technological tool, but as a team member, leading to the emergence of human-AI teaming (HAIT). In this new form of work, humans and AI synergistically combine their respective capabilities to accomplish shared goals.MethodsThe aim of our work is to uncover current research streams on HAIT and derive a unified understanding of the construct through a bibliometric network analysis, a scoping review and synthetization of a definition from a socio-technical point of view. In addition, antecedents and outcomes examined in the literature are extracted to guide future research in this field.ResultsThrough network analysis, five clusters with different research focuses on HAIT were identified. These clusters revolve around (1) human and (2) task-dependent variables, (3) AI explainability, (4) AI-driven robotic systems, and (5) the effects of AI performance on human perception. Despite these diverse research focuses, the current body of literature is predominantly driven by a technology-centric and engineering perspective, with no consistent definition or terminology of HAIT emerging to date.DiscussionWe propose a unifying definition combining a human-centered and team-oriented perspective as well as summarize what is still needed in future research regarding HAIT. Thus, this work contributes to support the idea of the Frontiers Research Topic of a theoretical and conceptual basis for human work with AI systems.

Background Contemporary work psychology indicates that improving the functioning of employees and organizations takes place not only through the prevention of harmful factors but also through the development of positive attitudes towards work. According to the job demands–resources model, it can be assumed that resources are an important factor leading to work engagement. However, the authors of this concept also suggest that the role of resources is also to meet needs. In turn, according to the self-determination theory, the key to the development of intrinsic motivation and thus also work engagement is the satisfaction of basic needs. Therefore, hypotheses argue that resources in the form of the influence at work, possibilities for development, and social community at work are positively related to work engagement. And also that the satisfaction of basic needs, respectively autonomy, competence, and relatedness, are the mediators of these relationships. Material and Methods Data were collected among 200 workers aged 18–35, employed to work in direct contact with customers. Job resources were measured with the Copenhagen Psychosocial Questionnaire (COPSOQ II) subscales. Basic psychological need satisfaction was measured with the Basic Psychological Needs Satisfaction and Frustration Scale at Work . Work Engagement was measured with the Utrecht Work Engagement Scale . Results Regression analyses with mediation effects were performed for 3 models. It has been shown that Influence at work is a predictor of Work engagement and this relationship is mediated by Autonomy satisfaction. Possibilities for development are positively related to Work engagement, in this relationship, the mediator is Competence satisfaction. In the relationship between the Social community at work and Work engagement, the mediator is the relatedness satisfaction. Conclusions The results have confirmed hypotheses regarding the mediating role of need satisfaction in the relationship between job resources and work engagement. Despite the limitations of the study, the results obtained confirm and develop the job demands–resources and self-determination theories. Med Pr. 2022;73(5):407–16

IntroductionTeachers work in a job with specific demands that can strain individual coping capabilities and can pose a risk for the development of psychological problems. Prior studies showed that teachers – in comparison with other occupational groups – had high risks of job-related psychological exhaustion. In our study we compared teachers and other occupational groups on burnout, general life satisfaction and self-rated general health. In addition, we analyzed if sociodemographic and job-related factors were relevant predictors of these outcomes.MethodsWe analyzed data from a total of 1,500 subjects arising from the Gutenberg Health Study. Binary logistic regression models and descriptive statistics were calculated to determine potential differences between the occupational group membership and the predictive values of sociodemographic and job-related variables.ResultsThe occupational groups did not differ significantly in terms of burnout, self-rated general health and satisfaction with life. Logistic regression models showed which sociodemographic and job-related variables were associated with the outcomes. Female sex, part-time employment as well as work-privacy conflicts showed particular predictive relevance.DiscussionJob-related interventions for teachers should aim at specific strains, e.g., arising out of work-privacy conflicts where interventions should focus on support of female teachers.

IntroductionArtificial intelligence (AI) is seen as a driver of change, especially in the context of business, due to its progressive development and increasing connectivity in operational practice. Although it changes businesses and organizations vastly, the impact of AI implementation on human workers with their needs, skills, and job identity is less considered in the development and implementation process. Focusing on humans, however, enables unlocking synergies as well as desirable individual and organizational outcomes.MethodsThe objective of the present study is (a) to develop a survey-based inventory from the literature on work research and b) a first validation with employees encountering an AI application. The Job Perception Inventory (JOPI) functions as a work-analytical tool to support the human-centered implementation and application of intelligent technologies. It is composed of established and self-developed scales, measuring four sections of work characteristics, job identity, perception of the workplace, and the evaluation of the introduced AI.ResultsOverall, the results from the first study from a series of studies presented in this article indicate a coherent survey inventory with reliable scales that can now be used for AI implementation projects.DiscussionFinally, the need and relevance of the JOPI are discussed against the background of the manufacturing industry.

Copyright of Trabalho EnCena is the property of Trabalho EnCena and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In occupational psychology, measuring the interplay between work and family roles is crucial. The Work-family conflict (WFC) and Family-Work Conflict (FWC) scales are indispensable tools in this endeavour. However, their reliability across diverse geographical locations and work settings, particularly during the global pandemic, requires thorough examination. This meta-analysis evaluates the reliability generalisation of WFC and FWC scales across different studies. Registered with PROSPERO (ID: CRD42024509030), we systematically searched four major databases: EBSCOhost, Web of Science, Scopus, and ScienceDirect, yielding 506 potential studies. After deduplication and screening, 44 studies published between 2000 and 2024 were selected. These studies analysed reliability coefficients (Cronbach's alpha) and the impact of geographical location, work setting, and events like the COVID-19 pandemic on scale reliability. The analysis showed high reliability for both scales, with a pooled Cronbach's alpha of 0.91 (95% CI [0.87, 0.95]) indicating strong internal consistency. Test-retest reliability was also high, with a pooled estimate of 0.89 (95% CI: [0.84, 0.93]). Subgroup analyses revealed minimal variability in reliability across sectors, regions, and the pandemic period, with no heterogeneity (I 2 = 0.0%), suggesting the scales' broad applicability. The WFC and FWC scales demonstrate high reliability across various global contexts, underscoring their value in occupational psychology. Their adaptability to different cultural and work scenarios, including during the COVID-19 pandemic, highlights their potential for widespread use. The uniform reliability across studies emphasises their effectiveness in capturing work-family dynamics, supporting their generalizability and relevance for cultural adaptation., Competing Interests: Declarations. Competing interests: The authors declare no competing interests. Ethics approval: Given the nature of this meta-analysis, which synthesises existing data from previously published studies without directly involving human participants or identifiable personal data, formal ethics approval was not required. The study strictly adhered to ethical guidelines, ensuring the respectful and responsible use of the data included in the analysis. Permission to reproduce material from other sources: All material reproduced from other sources has obtained the necessary permissions from copyright holders. References and citations have been meticulously provided throughout the manuscript to acknowledge the original sources, adhering to the journal’s integrity and scholarly rigour standards., (© 2024. The Author(s).)

This essay aims to discuss the meaning and purpose of work by adopting an approach in cultural psychology that emphasizes the centrality of the meaning-making process. The central thesis of the paper is to demonstrate that the meaning and purpose of work is a paradox. On the one hand, work represents a set of actions of the human agent for producing things. That is to say, the purpose of work is located outside of it. On the other hand, work is an activity in itself, carried out as a way of developing human potentialities. In this case, the purpose of the actions performed at work coincides with the result of working (developing human potentialities). The paradox arises because, in current work conditions, the unity of human agency represented by these two dimensions of work is fragmented, meaning that not all forms of work permit the convergence among purposes, actions, and the results of these actions. We analyze how some cultural markers, which are products of the process of meaning-making of the human agent in culture, suggest dealing with this paradox. We explore its limits and propose the need for new cultural markers capable of reaffirming the integrality of the human agent at work., Competing Interests: Declarations. Competing Interests: The authors declare no competing interests. Clinical Trial: This is not an empirical study or clinical trial; hence, no clinical trial registry applies., (© 2024. The Author(s), under exclusive licence to Springer Science+Business Media, LLC, part of Springer Nature.)

Volition is the individual perception of one’s ability to make decisions and career choices despite constraints by the external environment. It is a relevant concept in the Psychology Working Theory, which highlights the role played by contextual factors, social class, privilege, and freedom of choice in career building. This study’s objective was to adapt the Work Volition Scale to the Brazilian context and find initial validity evidence. The sample was composed of 584 Brazilian workers from different social strata. Multi-group confirmatory factor analysis and analysis of correlations indicated that the three-dimensional internal structure is adequate; invariance was found for sex, subjective social class, and the strategies used to apply the instrument. Furthermore, the results suggest a positive association between volition and job satisfaction, while financial constraints are negatively related to job satisfaction and satisfaction with life. The results contribute to studies on career and provide an instrument to be used in vocational and career counseling and research to support public policy from a more inclusive perspective.

Starting from the perspective of social perception of voluntary employee green behavior (VEGB) and studies on the attribution of VEGB, we explore the phenomenon that employees can show different perceptions and behavioral responses to VEGB according to their attribution to VEGB. We served to examine the hypotheses. The results of a two-wave study show that when employees believe VEGB is motivated by instrumental concerns, VEGB is more likely to evoke a low level of warmth and competence, which produces less green advocacy. However, if employees believe VEGB is motivated by moral reasons, VEGB is more likely to prompt more warmth and competence perceptions and elicit greener advocacy from employees. In addition, theoretical and practical contributions are discussed. [ABSTRACT FROM AUTHOR]

Work psychology studies the psychological and social dynamics that characterise the life of the individual within a work system. Technological progress has changed the conception of work from stable to flexible, thus generating a feeling of insecurity in the worker regarding his or her own career development. Positive psychology applied to the work context promotes and enhances the concept of human capital within organisations. This study results from a research project completed in September 2020 at Lumsa University, and specifically examines the figure of the veteran and athlete of the Defence Paralympic Sports Group (GSPD Gruppo Sportivo Paralimpico Difesa), including the protection and career development policies adopted by the Defence Staff (SMD) for the correct sociooccupational reintegration of an individual. [ABSTRACT FROM AUTHOR]

In recent years, there has been a clear increase in the interest in positive phenomena in work psychology. One of such issues is employee-initiated behavior aimed at transforming working conditions in order to increase job satisfaction and match it to one’s needs and abilities. These behaviors are referred to as job crafting. With the development of research on this issue, different theoretical concepts and definitions of job crafting were created and then evolved. The aim of the work is to systematize them and perform a critical analysis. The article analyzes 5 theoretical models of job crafting: Wrzesniewski and Dutton’s model, Tims and Bakker’s model, Zhang and Parker’s model, Bindl et al.’s model, and Kooij et al.’s model The publication presents the differences between these models, and strengths and critical points of each of them. Med Pr. 2021;72(4):423–36

The Norwegian child welfare service is under pressure both nationally and internationally after several unfavourable verdicts in the European Court of Human Rights (EMD) and national inspections that uncovered serious problems in the system. While the challenging situation for child welfare workers has been well documented in research, there is limited knowledge on how child welfare leaders (CWLs) experience their work situation. This article explores how CWLs experience their everyday work by applying the theoretical framework of the job demands-resources (JDR) model. Data were obtained through qualitative interviews with 12 CWLs and analysed thematically. The study shows that CWLs experience a relatively high imbalance between work demands and available resources in the workplace. Additionally, participants also experience staff challenges, seemingly impossible priorities, and a sense of great personal responsibility. Many leaders experience a work situation that can best be described as a Gordian knot. [ABSTRACT FROM AUTHOR]

BACKGROUND: The division of labour between workers and machines is the motto for the current debate on the future of work, as the number of tasks that can potentially be automated increases. Despite receiving significant interest, to date, this debate has focused on forecasts that estimate the potential for machine substitution and thus overshadow the activity perspective. OBJECTIVE: This study aims to address the frontiers between human operators and automation in a Portuguese industrial district and to understand how the embodied know-how of expert workers is used when they face the requirements of automated machines. METHODS: A qualitative approach to ergonomic analysis was employed in two cork companies, including exploratory interviews with managerial staff; work activity observations (combining observations with video recordings); collective interviews with the workers; and collective meetings to validate our results and conclusions. RESULTS: The workers revealed operating modes related to sensory aspects to face the cork-related variability and the limits of automated machines. The human-machine configurations call for the experience of the senses, at the material-corporeal level, and for the preservation of reference points of the activity, mostly in the operation of seeing the cork stoppers. CONCLUSIONS: The competent act of seeing the cork stoppers, as an operational expertise layer, enriches the theoretical allocation of tasks between workers and machines. Future challenges for activity-centred ergonomics and work psychology fields are identified, drawing attention to the sustainable development of work, i.e., work activities where people may learn from experience and remain healthy within automated work environments. [ABSTRACT FROM AUTHOR]

The paper deals with the relationship between academic, applied and practical knowledge in the field of applied psychology, which has the potential to contribute to economic and social development. The aim of the analysis is to make an initial insight into the dominant topics and social relevance of research activities in the field of work psychology in Serbia in the period of significant social changes (1995-2019). The material for the analysis consisted of abstracts of papers in the field of work psychology, which were presented at two leading national conferences - Empirical Research in Psychology and the Meeting of Psychologists of Serbia (N = 657). The thematic analytical procedure was used for the construction of the code system used for defining the criteria for collecting relevant data. Exploratory sequential design and comparative longitudinal analysis were used for data processing. The general conclusion based on qualitative data analysis suggests the existence of social relevance of research activities in the field of work psychology in this period. The results of the analysis were also considered from the perspective of some recent models of strategic planning and social development. The obtained results indicate the emergence of new topics and areas, as well as the existence of a link between significant social changes and research activities in the field of work psychology in this period. Some elements of the new paradigm of the positive human resource development practice are highlighted. The paper concludes with discussing the broader theoretical-methodological and practical implications of the obtained findings for work psychology.

The current cross-sectional study aimed to explore the relationship between work stressors and mental health in frontline nurses exposed to COVID-19. Participants were recruited from 16 general hospitals in Anhui province from February 2020 to March 2020. The general sociodemographic questionnaire, Nurse Job Stressors Scale, Simplified Coping Style Questionnaire, NEO Five-Factor Inventory, Perceived Social Support Scale, and Kessler Psychological Distress Scale were used in this study. Based on 723 valid questionnaires retrieved (100%), the total mean scores of work stressors and mental health of frontline nurses were (94.38 ± 23.42) and (22.81 ± 7.16), respectively. The results of the structural equation model showed that work stressors had an indirect positive effect (β = 0.484, P < 0.01), social support had a direct negative effect (β = −0.934, P < 0.01), personality traits had a direct positive effect (β = 0.209, P < 0.01), and positive coping style had both direct positive (β = 0.246, P < 0.01) and indirect negative effects (β = −0.873, P < 0.01) on frontline nurses' mental health. In conclusion, nursing staff can reinforce positive influences by accepting social support, adopting positive coping methods, and weakening negative influences factors to reduce or buffer their negative mental states and further reduce work stress. [ABSTRACT FROM AUTHOR]

Transformations in the work context demand new skills from workers, such as cognitive flexibility (CF). This study analyzed publications that investigated CF in the context of work. An integrative review of the literature was conducted in the Latin American and Caribbean Health Sciences Literature (Literatura Latino-Americana e do Caribe em Ciências da Saúde [Lilacs]), Scientific Electronic Library Online (SciELO), Web of Science, and Scopus databases. An analysis of 24 articles allowed a picture of the scientific production on the subject. The studies are recent and from several countries. Most of them used a quantitative design and investigated workers from different industries. CF has often been defined as an executive function that encompasses awareness that there are alternative behaviors, willingness, and self-efficacy in flexible behavior. CF has been linked to other phenomena, such as the ability to adapt and plan, interpersonal relationships, and sleep deprivation. This study brings contributions and subsidies for organizational psychology professionals, considering the insertion of CF as an essential skill for work. [ABSTRACT FROM AUTHOR]

Copyright of Journal of University Research / Üniversite Araştırmaları Dergisi is the property of Journal of University Research and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Volition is the individual perception of one's ability to make decisions and career choices despite constraints by the external environment. It is a relevant concept in the Psychology Working Theory, which highlights the role played by contextual factors, social class, privilege, and freedom of choice in career building. This study's objective was to adapt the Work Volition Scale to the Brazilian context and find initial validity evidence. The sample was composed of 584 Brazilian workers from different social strata. Multi-group confirmatory factor analysis and analysis of correlations indicated that the three-dimensional internal structure is adequate; invariance was found for sex, subjective social class, and the strategies used to apply the instrument. Furthermore, the results suggest a positive association between volition and job satisfaction, while financial constraints are negatively related to job satisfaction and satisfaction with life. The results contribute to studies on career and provide an instrument to be used in vocational and career counseling and research to support public policy from a more inclusive perspective. [ABSTRACT FROM AUTHOR]

The fulfillment of the role of a nurse is highly demanding on the personality of this professional and the quality of professional training. The aim of the research was to specify students’ personal prerequisites for fulfilling the role of general nurse. The researched group consisted of students of General Nurse program in the period 2013–2018. The test tools included the MBTI® (Myers Briggs Type Indicator) test and Belbin’s team role test. The basic findings showed that in the group of 53% of respondents the so-called temperament of the Guardian was identified (SJ), which is suitable for the work of general nurses. The second large group consisted of Idealists, for whom the temperament of Diplomat – NF – 35.8% is common, whose characteristics also strongly correspond to the requirements of nursing practice. The Implementer and Team Worker represented the team role with the highest affinity in 54% of respondents. It is thus possible to assume that the chosen work will be satisfactory for those individuals and there is a presumption to be successful in their future work.

Background: Constant availability, overtime and feeling overwhelmed by work can impact employees' wellbeing and their biological stress responses. Especially working parents often struggle to balance the demands of their work and family life and were found to be distracted from their work due to family responsibilities. The Family-to-Work Conflict (FWC) indicates the extent to which participating in work is made difficult by family demands. Recent studies have found associations between FWC and biological outcomes such as the Cortisol Awakening Response (CAR), a measure of an individual's Hypothalamic-Pituitary-Adrenal (HPA)-axis activity. This diary study investigates the effect of parental work demands on next day's cortisol response as well as the moderating role of FWC and the mediating role of fatigue., Methods: Over the course of five consecutive days (from Monday to Friday), 168 observations were made on a total of 42 parents. Participants had at least one child and worked a minimum of 20 hours per week. Salivary cortisol samples were obtained immediately, 15 and 30 minutes after awakening each day. Work demands, FWC and fatigue were assessed using standardized questionnaires. Within-person effects were examined using multilevel modeling and mediation analyses., Results: Our results indicate that there are no main effects of work demands on next day's cortisol response. The multilevel analysis revealed that FWC predicts lower wakening cortisol levels and confirmed FWC as an increasing moderator between work demands and next day's HPA-axis activity. Further, work overload was found to increase fatigue, which in turn leads to higher CAR on the following day. This indicates that fatigue mediates the relationship between work demands and CAR. Our findings add to a growing body of research demonstrating further predictors for HPA-axis activity and emphasise the importance of considering family related demands when investigating biological outcomes for working parents., Competing Interests: Declaration of Competing Interest The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper., (Copyright © 2024 The Authors. Published by Elsevier Ltd.. All rights reserved.)

From the beginning of 2020, the Covid-19 pandemic created, on a global scale, profound impacts on the way people live. Work relationships were drastically and suddenly changed, with the adoption of teleworking being one of the most common solutions. This new scenario implied professional and family adjustments, in addition to causing psychic wear and tear. The present study aimed to understand the experiences of 10 working women mothers of children between zero and six years old who worked in alternative forms of work. The method used was qualitative phenomenological and, from individual dialogic encounters, comprehensive narratives were elaborated and later compiled into a synthesis narrative with results analyzed from the Demand-Resources Model (JD-R). The structural elements of the phenomena identified were: a) focus on personal or professional life; b) isolation and overload; and c) engagement x exhaustion. It was possible to verify that working women who are mothers of young children face difficulties maintaining emotional balance and quality of life. Experiences of overload derived from the multiplicity of roles, as well as the perception of restrictions for career advancement, were also detected. Having a structured support network and with the effective participation of other actors is seen in a positive way when it occurs, but, unfortunately, the feasibility of these resources still only occurs through the organization of the women themselves. Because of these results, the importance of more effective social and organizational policies is highlighted for the favorable working conditions promotion, as well as the valorization of flexible modalities of bonding with work and social awareness regarding gender inequalities. [ABSTRACT FROM AUTHOR]