A Symphony of Fire, Ice, and Fog: How Leaders' Interpersonal Styles Shape Psychological Needs and Motivation.

Understanding the socio-contextual factors associated with self-determined motivation is crucial for addressing work-related well-being challenges. Leadership behaviors that support, thwart, or neglect employees' psychological needs play a pivotal role in shaping these motivational dynamics. Building on this understanding, this study investigated how different need-oriented leadership behaviors-supportive, thwarting, and indifferent-relate to motivation through various pathways.

Problem drinking and comorbidity with mental ill health: a cross-sectional study among healthcare workers in Sweden.

Aims: Problem drinking in healthcare workers (HCWs) is highly relevant to study as it could result in personal suffering, as well as inefficiencies in health service delivery. This study aims to investigate the prevalence of nondrinking, drinking, and problem drinking and to investigate the comorbidity between drinking alcohol and mental illness (burnout and depression) among HCWs in Sweden.

Methods: This cross-sectional study draws on the 2022 Longitudinal Occupational Health survey in Healthcare Sweden of physicians, nurses, and nurse assistants in Sweden (N = 5966).

The psychometric properties of the Burnout Assessment Tool in Norway: A thorough investigation into construct-relevant multidimensionality.

Objective: The World Health Organization recognizes burnout as an occupational issue. Nevertheless, accurately identifying employee burnout remains a challenging task. To complicate matters, current measures of burnout have demonstrated limitations, prompting the development of the Burnout Assessment Tool (BAT).

Within- and between-person changes in work practice and experiences due to COVID-19: Lessons learned from employees working from home, hybrid working, and working at the office.

Introduction: In response to the requirement of keeping social distance during the COVID-19 outbreak a lot of employees needed to change from a regular office to a home-office at short notice. The aim of the present study is to explore these employees' experiences and evaluate changes in their work situation during the pandemic.

Method: A mixed-method design was used with panel data collected twice in an insurance company in Norway.

To Change or Not to Change: A Study of Workplace Change during the COVID-19 Pandemic.

After the outbreak of the COVID-19 pandemic, many employees were suddenly required to work more from home. Previous literature on working from home may not be applicable to this mandatory and overall change. In this study, we drew on the Job Demands-Resources (JD-R) model to explore the relationships between job demands (workload and work-home conflict) as well as resources (support from leaders, coworkers, and the family) and wellbeing (burnout and work engagement) in employees who still went to the workplace (no-change group) and employees who transitioned into working from home (change group) during the COVID-19 pandemic.

"We All Held Our Own": Job Demands and Resources at Individual, Leader, Group, and Organizational Levels During COVID-19 Outbreak in Health Care. A Multi-Source Qualitative Study.

Background: Interventions tackling COVID-19 impact on health care workers' mental health would benefit from being informed by validated and integrated assessment frameworks. This study aimed to explore the fitness of integrating the Job Demands-Resources (JD-R) model and the Individual-Group-Leader-Organization (IGLO) framework to investigate the pandemic's impact on health care workers' mental health.

Methods: Qualitative data were collected via 21 semi-structured interviews with senior and middle managers and four focus groups with employees (doctors, nurses, health care assistants) from three areas (Department of Emergency, Department of Medicine, Research Institute of Neuroscience) of a large health care institution facing the first wave of COVID-19.

Positive Participatory Organizational Interventions: A Multilevel Approach for Creating Healthy Workplaces.

In the following perspective paper, we argue for the importance of conducting research on positive participatory organizational interventions. We propose that these types of interventions are important because they not only focus on eliminating or reducing adverse job demands but focus also on developing job resources. To achieve the best effects, actions should be taken to address demands and resources at the individual, group, leader and organizational levels.

The Role of Adequate Resources, Community and Supportive Leadership in Creating Engaged Academics.

The vast majority of research in academia focuses on the adverse working conditions and poor wellbeing. The present paper presents a positive view on the factors that may promote work engagement in academia. Based on conservation of resources theory, we suggest that academic resources may be related to a social community at work, which in turn creates work engagement among academics.

H-WORK Project: Multilevel Interventions to Promote Mental Health in SMEs and Public Workplaces.

The paper describes the study design, research questions and methods of a large, international intervention project aimed at improving employee mental health and well-being in SMEs and public organisations. The study is innovative in multiple ways. First, it goes beyond the current debate on whether individual- or organisational-level interventions are most effective in improving employee health and well-being and tests the cumulative effects of multilevel interventions, that is, interventions addressing individual, group, leader and organisational levels.

An Open Time Perspective and Social Support to Sustain in Healthcare Work: Results of a Two-Wave Complete Panel Study.

Based on lifespan developmental psychology and psychosocial work characteristics theory, we examined longitudinal relations between calendar age, occupational time perspective, different types of job demands and job resources in relation to sustainable employability (i.e., work ability, vitality and employability) among healthcare workers in Netherlands ( = 1478).

The Line Manager's Role in Implementing Successful Organizational Interventions.

The aim of the paper is to discuss the role of the line manager in implementing to plan, implement and evaluate successful organizational interventions using our experiences from the ARK-program. Earlier literature has shown that line managers have a major influence on an intervention's outcomes (Nielsen, 2017; Saksvik, Nytrø, Dahl-Jørgensen, & Mikkelsen, 2002), however, there is a lack of knowledge about the managements' role throughout the entire intervention process and how line managers are influenced by the context at different levels. We therefore discuss the line managers' role within the five phase cycle of an organizational intervention, including preparation, screening, action planning, implementation and evaluation.

Healthy Universities. The development and implementation of a holistic health promotion intervention programme especially adapted for staff working in the higher educational sector: the ARK study.

Underpinned by the Healthy Universities settings concept, this paper presents a holistic intervention approach, called ARK, to improve the health and well-being of academic staff. ARK (a Norwegian acronym for work environment and climate study) has been conducted in 18 universities and university colleges in Norway. The survey has collected information on employees' perceptions of the psychosocial work environment, well-being, and health from over 15,000 respondents.

The presentation and preliminary validation of KIWEST using a large sample of Norwegian university staff.

Aims: The aim of the present paper is to present and validate a Knowledge-Intensive Work Environment Survey Target (KIWEST), a questionnaire developed for assessing the psychosocial factors among people in knowledge-intensive work environments.

Methods: The construct validity and reliability of the measurement model where tested on a representative sample of 3066 academic and administrative staff working at one of the largest universities in Norway.

Results: Confirmatory factor analysis provided initial support for the convergent validity and internal consistency of the 30 construct KIWEST measurement model.