Search Results (77)

Algorithmic management is central to platform gig work, but its distinct forms of control may relate differently to worker strain. We examine these relationships in food delivery, a typical form of platform gig work. In this setting, algorithms continuously allocate tasks, track performance, evaluate workers, and shape behavior. The Stressor–Strain–Outcome (S-S-O) model provides the overarching framework. The Job Demands–Resources (JD-R) perspective explains why the three control dimensions may show different associations, while cognitive appraisal theory provides a supplementary lens. Specifically, the study links standardized guidance, tracking evaluation, and behavioral constraints to work engagement through role stress and emotional exhaustion, with overall social support as a moderator. Survey data from 608 food-delivery workers were analyzed using partial least squares structural equation modeling (PLS-SEM) with 5000 bootstrap resamples. Standardized guidance was negatively associated with role stress and emotional exhaustion, whereas tracking evaluation and behavioral constraints were positively associated with both. Role stress and emotional exhaustion each carried significant indirect associations with work engagement; the serial indirect associations were significant but small. Overall social support strengthened the positive associations of tracking evaluation and behavioral constraints with both strain variables. For standardized guidance, however, higher support strengthened, rather than weakened, the negative associations with strain. Predictive assessment, control-variable models, and covariance-based SEM sensitivity analyses produced broadly consistent findings. These results show that distinct forms of algorithmic control relate differently to strain. Because the data are cross-sectional and were collected from food-delivery workers, causal and temporal inferences, as well as generalization across occupations, remain limited. Full article

Background: Healthcare professionals work in demanding psychosocial environments that may affect their subjective well-being and, consequently, the performance and sustainability of healthcare systems. Understanding how job demands and job resources are associated with healthcare professionals’ well-being is important for developing organizational strategies that support workforce health and service quality. Methods: A cross-sectional quantitative study was conducted among 566 healthcare professionals in Latvia. Psychosocial work environment factors were assessed using a multidimensional instrument based on the Job Demands–Resources (JD-R) model, while subjective well-being was measured using the WHO-5 Well-Being Index. A comprehensive multiple-predictor mediation SEM was estimated using the WLSMV estimator. The primary covariate-adjusted model was based on 561 complete cases and simultaneously included all four psychosocial predictors, Work Engagement and Vitality as the mediator, subjective well-being as the outcome, and age, work experience, and professional position as covariates. Results: The comprehensive model demonstrated good fit. Job Satisfaction and Reward showed significant positive direct and indirect associations with subjective well-being and the strongest total association. Occupational Distress and Strain showed significant negative indirect and total associations, whereas their direct associations were not statistically significant. Autonomy and Work Control showed a significant positive indirect association and a significant positive total association, while its direct association was not statistically significant. Organizational Trust and Support demonstrated a positive indirect association but a negative direct association, whereas its total association was not statistically significant, indicating inconsistent mediation. Conclusions: The findings suggest that psychosocial work environment factors are meaningfully associated with subjective well-being among healthcare professionals. Job Satisfaction and Reward, Autonomy and Work Control, and Occupational Distress and Strain appear to be particularly relevant factors. Work Engagement and Vitality may serve as an indirect pathway linking selected work environment factors to subjective well-being; however, given the cross-sectional design, these findings should be interpreted as statistical associations rather than evidence of causal mediation. Full article

Psychosocial job characteristics are important components of the work environment and are closely associated with occupational health, particularly among nurses working in demanding healthcare settings. However, evidence from primary healthcare settings in low- and middle-income countries remains limited. This study aimed to describe psychosocial job characteristics and job strain among nurses in urban primary healthcare centers in Vietnam and to examine factors associated with psychosocial job characteristics and job strain. A multicenter cross-sectional study was conducted among 768 nurses across four district-level healthcare centers in Ho Chi Minh City, Vietnam, using a structured questionnaire including the validated Vietnamese Job Content Questionnaire. Nurses reported moderate-to-high job demands, high social support, and limited decision latitude. Most participants reported low strain (45.6%) or active jobs (42.4%), while fewer were in the high-strain (6.3%) and passive (5.7%) categories. Sociodemographic and work-related factors were significantly associated with job strain (p < 0.001). Although the prevalence of high strain was relatively low, differences between perceived job demands and specific dimensions of decision latitude were observed. These findings highlight the importance of job control, workload, and workplace support as factors associated with psychosocial job characteristics and job strain and may help inform future workplace interventions and longitudinal research. Full article

Background: Sustainability in education requires creating a supportive working environment that promotes the well-being, motivation, and professional development of employees in the education and science sector. From the perspective of sustainable human resource development in the education and science sector, it is essential to identify job resources that are positively associated with work engagement, as emphasized in the Job Demands-Resources (JD-R) model. The aim of this paper is to examine whether three key work organization and job content resources (influence at work, possibilities for development, and meaning of work) predict work engagement among employees in the Lithuanian education and science sector from a sustainability perspective. Methods: Based on the JD-R model, this study applied a quantitative research design. Data were collected through a structured written questionnaire completed by 446 employees in the Lithuanian education and science sector. The relationships between key work organization and job content resources and work engagement were examined using hierarchical multiple regression analysis, with gender, age, and position included as control variables. Results: The hierarchical regression analysis showed that meaning of work and influence at work remained statistically significant positive predictors of work engagement after controlling for gender, age, and position, whereas possibilities for development showed a positive but non-significant tendency in the controlled model. These findings are consistent with the Job Demands-Resources theory and can be interpreted from the perspective of the UNESCO Education for Sustainable Development framework, which emphasizes the importance of empowering teachers, scientists and other employees in the education and science sector, fostering continuous improvement, and connecting their work to a broader educational and societal purpose. Conclusions: The hierarchical regression analysis indicates that meaning of work and influence at work are the most stable predictors of work engagement in the education and science sector from a sustainability perspective. This study contributes to the literature by applying the JD-R model through a sustainability lens in the education and science sector. The results provide new insights into how influence at work, possibilities for development, and meaning of work can be interpreted as sustainability-oriented job resources associated with work engagement in the education and science sector. Full article

Although organisational climate is increasingly examined, explicit modelling of demographic interaction effects remains comparatively underrepresented. A search strategy was conducted (25 September 2025), and 358 records were identified and filtered in the Scopus and Covidence databases; subsequently, 60 peer-reviewed articles met the inclusion criteria following PRISMA-guided screening. R-project, reference to VOSviewer, and Biblioshiny were used to perform the bibliometric mapping to demonstrate three (3) large thematic clusters: (1) conceptual models with a focus on the Job Demands–Resources (JD–R) framework; (2) growing cross-sector and post-COVID literature; and (3) small but growing incorporation of interactive demographic variables (age, gender, tenure) other than control-variable treatment. The results show that organisational climate is always placed at the forefront as an important predictor of satisfaction, but intersectional demographic modelling is underdeveloped and geographically biased to Western and Asian factors. Yet improvements have been made in theoretical integration; however, a lack of constructs, methodological conservatism, and geographic skewness limit theoretical cumulation and practical translation. The proposed multi-factor model is conceptually derived from bibliometric patterns and requires empirical validation using CFA, SEM, and multilevel modelling. However, organisations should integrate satisfaction policies that reflect diverse demographic and contextual realities, rather than adopting a general approach. The study advances the model of employee satisfaction research by offering practical evidence and a theoretical framework to support the sustainability of industrial and organisational psychology. Full article

Sustaining employees’ work engagement remains a critical challenge for contemporary organizations, particularly in contexts marked by increasing complexity and changing job demands. Despite extensive attention to engagement, less is known about how leadership behaviors contribute to engagement through employees’ perceptions of it with their organization. Drawing on fit theory, the present study examines the relationship between leadership behaviors and work engagement, focusing on the role of person–organization fit. To this end, the current paper presents a theoretical model positing value congruence (a core element of person–organization fit) as a key factor in mediating the positive relationship between the perceptions of leadership behaviors and work engagement. To test this assertion, a two-wave study using a final sample of 143 employees from a food industry company was designed. Results from structural equation modelling (SEM) supported the hypothesized model, such that, over time, the perceptions of leadership behaviors were associated with higher value congruence, which, in turn, was associated with higher work engagement. In addition, value congruence fully mediated the relationship between the perceptions of leadership behaviors and work engagement, even after controlling for the effect of gender, age, and organizational tenure. Practical implications, limitations, and directions for future research are discussed. Full article

Background/Objectives: White-collar workers experience a unique dual burden of high psychological demands and prolonged static loading, creating a need to understand how physical resilience may mitigate these stressors. This study investigated the moderating role of specific muscle fitness components in the associations between work stress, burnout, and well-being among white-collar workers. To address the gap in task-specific physical resilience, we employed a cross-sectional design involving 321 full-time employees. Methods: Work stress (job control and demands), burnout, and well-being were assessed via structured questionnaires, while grip strength, abdominal endurance, and back muscle endurance were objectively measured. Results: Results indicated that the muscle fitness components were not directly associated with either burnout or well-being. However, the moderation model for burnout was significant (F = 15.837, p < 0.001; adjusted R² = 0.278), where back muscle endurance significantly moderated the association between psychological job demands and burnout (β = −0.121, p < 0.05), whereas no such moderating effect was observed for well-being. In contrast, no such moderating effect was observed for well-being, nor did grip strength or abdominal endurance exhibit significant buffering effects on either psychological outcome. Conclusions: These findings demonstrate the relevance of task-specific physical resources in sedentary environments, specifically that back endurance functions as a buffer against burnout but may be insufficient to directly enhance overall well-being. The results suggest that while integrating task-specific physical assessments is vital for burnout prevention, psychosocial organizational support remains essential for fostering comprehensive well-being. Full article

Aging may lead to a gradual decline in work ability, but other factors, such as worker motivation, also play a crucial role. This study, based on the Job Demands–Resources model, examined whether work engagement, an indicator of high motivation, is positively linked to work ability in older white-collar workers. We also explored the influence of job resources (control and social support) and demands (workload and techno-complexity) on work ability, mediated by work engagement. Structured interviews were conducted with 230 bank and finance workers aged over 50, and structural equation modeling was employed to investigate our hypotheses. Work engagement was positively associated with work ability. Control and social support improved work engagement and indirectly enhanced work ability. Among job demands, techno-complexity reduced work engagement but did not affect work ability. Workload weakened the positive effects of control on work engagement and work ability. Our findings suggest that promoting work engagement in older white-collar workers by increasing autonomy, fostering a supportive environment, and reducing overload and techno-complexity can help protect and enhance their work ability. Full article

This study investigates workplace stress-management practices and their relationships with employees’ well-being and productivity in accordance with Tayma University College’s goals in Saudi Vision 2030. Although stress-relief programs have been studied in detail in Western cultural environments, efficacy in the context of Saudi higher education institutions has proven to be limited, particularly as employee reactions are shaped by cultural, organizational, and institutional factors. This paper aims to explore the relationships between various other indicators, namely, mindfulness, time management, scheduling autonomy, and coworker support, and stress, job performance, and work–life balance. A convergent mixed-methods design was utilized, based on survey responses from 104 academic and administrative employees and semi-structured interviews with 20 respondents. The presentation of data demonstrated that time management was most consistently and significantly effective using SEM. In conclusion, time management was positively and significantly associated with increased schedule control, coworker support, and job performance, resulting in a more balanced work–life experience. Mindfulness had no significant or meaningful influence on perceived stress levels, while the influence of coworker support was more variable, and job performance experienced greater variation. Qualitative results confirmed this trend, as evidenced by the fact that time-management-oriented activities were incorporated into the daily routine, while mindfulness-related exercises were not well integrated with the cultural norms and work requirements. Within the university context of Saudi Arabia and with reference to the Job Demands–Resources (JDs–Rs) framework and the Transactional Model of Stress and Coping, the study also reveals that situational influences constitute a significant contribution to the development and use of stress-relief resources. Ultimately, the findings highlight the value of culturally relevant stress-management practices to facilitate the well-being, performance, and stability of employees with the backdrop of Saudi Vision 2030. Full article

New nuclear power plant (NPP) designs, particularly advanced reactors and small modular reactors (SMRs), are expected to be highly automated, changing the job demands and shifting the roles and responsibilities of operators. The expanded capabilities of machines and their more prominent role in plant operation means that operators need new information to support effective human–automation teaming and the maintenance of situation awareness. To understand the impact of new automation and artificial intelligence (AI) technology in NPP control rooms, a literature review on function allocation (FA) methods was conducted. This review focused on four areas: (1) Identifying trends in the prevalence of quantitative, qualitative, and mixed methodologies. (2) Developments in levels of automation frameworks. (3) Revisions to the Fitts List. (4) Enabling factors for improved access to data-driven approaches. The review was limited to work occurring after 1983, when the U.S. Nuclear Regulatory Commission published research on FA. The results of the review demonstrate that many of the post-1983 methods are qualitative and descriptive. The review also identified several themes for managing human-out-of-the-loop issues. The discussion closes with proposed future work leveraging large language models and simulator-based approaches to enhance the existing FA methods. Full article

Background/Objectives. ICD–11 classifies burnout as a work-related issue arising from chronic workplace stress that has not been successfully managed. According to the Job Demands/Resources Model, job demands represent sources of stress and job resources may buffer the impact of job demands on job strain. Since every profession has its specific spectre of work demands/resources related to stress development, the aim of this study was to examine a model predicting workplace burnout dimensions (emotional exhaustion—EE, depersonalisation—DP, personal accomplishment—PA) in special educational needs (SEN) and general education (GE) teachers, with job demands representing potential “risk factors” and job resources potential “protective factors”. Methods. The study involved 116 SEN teachers from eight primary schools for children with learning difficulties and a sample of 145 teachers from general primary schools in the Belgrade region, which was balanced according to the representation of the main demographic variables in the SEN group. The Maslach Burnout Inventory and Job Characteristics Questionnaire were the instruments employed. Results. No difference was found between SEN and GE teachers in the intensity of burnout dimensions. In the SEN group, Changes were the predictors of all three burnout dimensions, Work environment for EE and DP, Emotional demands and Support from colleagues for EE, Cognitive/Quantitative for PA, and Job control for PA. Concerning the GE group, Support from colleagues predicted all three dimensions, Job control EE and DP, Cognitive/Quantitative DP and PA, Changes DP, and Role conflict and Seniority EE. Conclusions. The results of the study provide a foundation for further testing of a hypothetical predictive model of burnout with job demands as direct predictor and job resources as mediators of this relation. Full article

Background/Objectives: Occupational stress among police officers has been widely studied internationally, yet little is known about how stressors manifest in smaller, post-transition European contexts such as Lithuania. The study aimed to identify key occupational stressors among Lithuanian police officers and to examine how stress patterns differ by gender, job position, and years of service, using a multidimensional framework of organizational and interpersonal factors. Methods: A cross-sectional survey was conducted in 2024–2025 among 381 police officers from five randomly selected Lithuanian police stations. Participants completed the validated Lithuanian version of the Health and Safety Executive Management Standards Indicator Tool (HSE-MSIT). Seven domains of occupational stress were analyzed: job demands, managerial and peer support, relationships, organizational change, work control, and role clarity. Statistical analyses included Mann–Whitney U test, univariate ANOVA, and confirmatory factor analysis (CFA) with multi-group invariance testing. Results: The CFA supported a second-order structure of job stress, although model fit indices showed moderate adequacy (CFI = 0.768, TLI = 0.751). Managerial support, change at work, and peer support were the strongest contributors to the overall stress construct. While gender-related differences were minimal, officers with longer tenure reported lower job demands and greater role clarity. Junior officers expressed a more positive perception of feedback from managers and organizational changes. Measurement invariance tests revealed some item-level non-invariance, suggesting that group comparisons should be interpreted with caution. Conclusions: Occupational stress among Lithuanian police officers is primarily shaped by organizational rather than individual factors. Enhancing managerial competence, communication transparency, and peer-support mechanisms could substantially improve officers’ psychological well-being and resilience within law enforcement institutions. Full article

Background: Cardiac sonographers have increased risks of work-related musculoskeletal disorders (WRMDs) owing to their physically demanding work. Telerehabilitation offers a promising, accessible approach for managing WRMDs; however, evidence specific to this population remains limited. This study aimed to evaluate the effectiveness of a 6-week telerehabilitation program for musculoskeletal pain, health-related quality of life, and job satisfaction among cardiac sonographers. Methods: In this randomized controlled trial, cardiac sonographers with WRMDs were assigned to the telerehabilitation intervention or control group. Pain intensity (measured using the Numeric Pain Rating Scale), quality of life (assessed using the SF-36), and job satisfaction were evaluated at baseline and post-intervention. Linear mixed-effects models were used to assess differences in between-group changes over time. Results: Thirty-two cardiac sonographers completed the study (16 per group; mean age: 28.53 ± 4.31 years; 93.75% female). The intervention group showed significantly reduced pain intensity (β = −2.0; 95% CI: −3.67, −0.33; p = 0.019) and improved job satisfaction (β = 15.93; 95% CI: 3.47–28.40; p = 0.012) compared to controls. SF-36 subscale analysis showed significantly improved bodily pain (BP) in the intervention group (β = 12.81; 95% CI: 1.50–24.12; p = 0.026) and decreased social functioning (SF) (β = −11.72; 95% CI: −20.61, −2.83; p = 0.010); no significant between-group differences were observed for physical functioning, role physical, role emotional, vitality, general health, or mental health. Conclusions: This study provides evidence that telerehabilitation can effectively reduce musculoskeletal pain and enhance job satisfaction among cardiac sonographers. Although BP improved, SF declined. These findings support integrating telerehabilitation into occupational health programs, with future research needed on long-term benefits and psychosocial outcomes. Full article

Background: This paper empirically tests the new multi-level Associationalist Demand Control (ADC) theory by applying the Job Content Questionnaire (JCQ) 2.0 that assesses both a wide range of task characteristics as well as work organizational and external-to-work psychosocial characteristics. Methods: The paper is based on four JCQ 2.0 pilot studies among 16,125 workers in Korea, China, Australia, and Germany. All pilots used the original JCQ task-level scales and then added newly developed proposed items and scales, evolving more comprehensive higher-level scales from pilot to pilot from 2005 to 2011. A brief review of the analytic process is presented, followed by an assessment of the internal consistency and concurrent validity of the final 25 multi-level JCQ 2.0 scales at the task, the organizational, and the external levels. Results: Adequate psychometric properties were established for the JCQ 2.0 pilot scales. The extended set of task-level scales was found to be robust across all samples; the new organizational scales mainly showed adequate internal consistency with α > 0.7 in Australia and Germany (tested only there) and were associated with relevant work- and health-related outcome measures as expected. Similarly, the external-to-work scales (tested only in Germany) had adequate Cronbach’s Alpha values and showed expected associations to relevant outcome scales. Conclusions: Although not all scales were available in all countries, overall, the results support the “functional similarity” of the major scale areas across the four pilot countries and support the underlying extensions of the Demand–Control theoretical constructs to the multi-level psychosocial work assessment for the promotion of workers’ health and wellbeing as suggested by the new ADC model. Full article

Background/Objectives. This study applied the Demands-Resources-and-Individual-Effects(DRIVE)-Nurses-Model to explore and compare the experiences of nurses working in Intensive Care Units (ICUs) and in Neonatal Intensive Care Units (NICUs), by investigating the effects of the interplay (main/mediating/moderating effects) of perceived stress related to dealing with death/critically ill patients (Death-and-Dying-Stressor)—which unavoidably features in the daily life of nurses working in ICU/NICU—with further potential Stressors in Nursing (Conflicts-with-Physicians, Peers, Supervisors, Patients/their families, Uncertainty-Concerning-Treatment, Inadequate-Emotional-Preparation, Discrimination, Workload), Work-Resources (Job-Control, Social-Support, Rewards), and Coping-Strategies (Problem-focused, Seek-Advice, Self-Blame, Wishful Thinking, Escape/Avoidance) on nurses’ psychological health conditions according to the working unit (ICU/NICU). Methods. Overall, 62 critical care nurses (ICU = 35; NICU = 27) completed self-report questionnaires. Main/mediating/moderating effects were tested by using Correlational-Analyses and Hayes-PROCESS-tool by working unit. Results. Nurses working in NICU reported higher Psychological Disease than nurses working in ICU. The detrimental psychological impact of Death-and-Dying-Stressor was mediated by Conflicts-with-Supervisors-Stressor among ICU nurses and by Uncertainty-Concerning-Treatment and Conflicts-with-Physicians stressors among NICU nurses. The recourse to Self-Blame and Escape/Avoidance coping strategies exacerbated the psychological risk among ICU nurses, while perceived Work-Resources (Job-Control/Social-Support) played a protective moderating role among NICU nurses. Conclusions. The application of the DRIVE-Nurses-Model to deepen the experience of nurses working in ICU/NICU could advance the understanding of the mechanisms underlying the relationship between Death-and-Dying-Stressor and nurses’ psychological health, suggesting tailored risk profiles and accounting for key protective factors, to provide nurses with the necessary resources for adjusting to their challenging and emotionally demanding work-related duties and experiences. Full article