Intensified job demands, stress of conscience and nurses' experiences during organizational change.

Background: Nurses frequently face ethically demanding situations in their work, and these may lead to stress of conscience. Working life is currently accelerating and job demands are intensifying. These intensified job demands include (1) work intensification, (2) intensified job-related planning demands, (3) intensified career-related planning demands, and (4) intensified learning demands.

Intensified job demands in healthcare and their consequences for employee well-being and patient satisfaction: A multilevel approach.

Aims: Intensified job demands (IJDs) and their effects on employee burnout, work engagement and patient satisfaction were investigated across different work units and occupational groups in a healthcare setting.

Design: A multilevel study.

Methods: One thousand twenty-four healthcare employees responded to a survey in 2019 and rated their experiences of IJDs, burnout and work engagement.

Illegitimate tasks in health care: Illegitimate task types and associations with occupational well-being.

Aims And Objectives: The aims of the study were to identify content categories of unreasonable and unnecessary illegitimate tasks and to investigate how unreasonable and unnecessary tasks relate to occupational wellbeing.

Background: Illegitimate tasks are a common stressor among healthcare professionals, and they have been shown to have negative associations with occupational well-being. Despite this evidence, research has not yet uncovered what kinds of tasks healthcare professionals consider illegitimate.

Drivers or Drifters? The "Who" and "Why" of Leader Role Occupancy-A Mixed-Method Study.

This study investigated the reasons that leaders have given for their leader role occupancy. By using a mixed-method approach and large leader data, we aimed to provide a more nuanced picture of how leader positions are occupied in real life. We examined how individual leadership motivation may associate with other reasons for leader role occupancy.

Overcommitment as a predictor of effort-reward imbalance: evidence from an 8-year follow-up study.

Objective: The effort-reward imbalance (ERI) model includes the personal characteristic of overcommitment (OC) and the job-related characteristics of effort, reward, and ERI, all of which are assumed to play a role in an employee's health and well-being at work. The aim of the present longitudinal study was to shed more light on the dynamics of the ERI model by investigating the basic hypotheses related to the role of OC in the model, ie, to establish whether an employee's OC could be a risk factor for an increased experience of high effort, low reward, and high ERI at work.

Methods: The study was based on 5-wave, 8-year follow-up data collected among Finnish professionals in 2006 (T1, N=747), 2008 (T2, N=422), 2010 (T3, N=368), 2012 (T4, N=325), and 2014 (T5, N=273).

Cross-national and longitudinal investigation of a short measure of workaholism.

The present study investigated the factor structure of the 10-item version of the Dutch Work Addiction Scale (DUWAS). The DUWAS-10 is intended to measure workaholism with two correlated factors: working excessively (WE) and working compulsively (WC). The factor structure of the DUWAS-10 was examined among multi-occupational samples from the Netherlands (n=9,010) and Finland (n=4,567) using confirmatory factor analysis (CFA).

The 9-item Bergen Burnout Inventory: factorial validity across organizations and measurements of longitudinal data.

The present study tested the factorial validity of the 9-item Bergen Burnout Inventory (BBI-9). The BBI-9 is comprised of three core dimensions: (1) exhaustion at work; (2) cynicism toward the meaning of work; and (3) sense of inadequacy at work. The study further investigated whether the three-factor structure of the BBI-9 remains the same across different organizations (group invariance) and measurement time points (time invariance).