Based on the theoretical perspectives of role strain theory and the spillover model, we examined the association between job demands and employed fathers’ involvement of single-income and dual-income families in South Korea (Korea hereafter). In addition, we examined the mediating role of work to family conflict in the above association. Data were collected from 201 employed fathers with at least one preschool child. We conducted multiple group structural equation modeling analysis using employed fathers in single-income family group (n = 100) and dual-income family group (n = 101). The results showed that job demands were negatively associated with fathers’ involvement, and this association was mediated by work to family conflict among Korean fathers in both single- and dual-income family groups. Findings indicate that regardless of wives’ employment status, job demands are related to fathers’ involvement, and this association is mediated by work to family conflict. Consequently, we suggest that alleviating employed fathers’ job demands and work to family conflict are key factors increasing fathers’ involvement. Therefore, researchers, practitioners, and policymakers are required to improve employed fathers’ work environments in order to support their familial well-being. Future research may consider a more representative sample with various sources of data collection.

Föreliggande studie undersökte sambanden mellan chefers arbetskrav (logikkonflikter, buffertfunktion), resurser i arbetet (resursbalans, stödjande ledning) samt personliga resurser (självmedkänsla, gränssättning) och upplevd konflikt arbete-privatliv. Data insamlade från 1 817 chefer analyserades med bivariata korrelationer och viktad regressionsanalys. Resultaten påvisade signifikanta positiva samband mellan samtliga arbetskrav och konflikt arbete-privatliv samt signifikanta negativa samband mellan samtliga både arbetsresurser och personliga resurser och konflikt arbete-privatliv. Inga signifikanta interaktionseffekter återfanns för några arbetskrav eller resurser i arbetet och konflikt arbete-privatliv, och inte heller för självmedkänsla-buffertfunktion och konflikt arbete-privatliv. Signifikanta negativa interaktionseffekter återfanns för både självmedkänsla och gränssättning i relation till logikkonflikter och konflikt arbete-privatliv, samt gränssättning-buffertfunktion och konflikt arbete-privatliv. Studien bidrar till ny kunskap gällande betydelsen av chefers personliga resurser för minskad konflikt arbete-privatliv.

[pt] O Modelo de Recursos e Demandas do Trabalho evidencia que as condições de trabalho são capazes de prever diferentes níveis de bem-estar no trabalho, como o Engajamento no Trabalho e a Adição ao Trabalho, duas formas de alto investimento de energia no trabalho. O Engajamento é a forma de funcionamento ótimo do trabalhador, marcado pelo prazer em trabalhar e a Adição é um sintoma de acometimento à saúde e o tempo investido no trabalho se deve a uma compulsão. Esta pesquisa teve como objetivo identificar a relação em rede entre o Engajamento e a Adição com variáveis apontadas pela literatura como antecedentes: recursos e de-mandas do trabalho, trabalho significativo, autoeficácia ocupacional, redesenho do trabalho, oportunidades de redesenho do trabalho e personalidade. Para isso, foram realizados dois estudos. O primeiro analisou os recursos pessoais e o segundo, os recursos do trabalho. Para análise dos dados, foram realizadas análises de redes com as respectivas variáveis. Sobre os recursos pessoais, o trabalho significativo foi a variável mais fortemente associada ao Engajamento e a extroversão, associada a altos níveis de neuroticismo, apresentou papel importante no desenvolvimento da Adição. Quanto aos recursos e demandas do trabalho, os recursos do trabalho foram os principais antecedentes do Engajamento enquanto as demandas do trabalho foram os principais antecedentes da Adição. O estudo sugere que a principal forma de promover o Engajamento no Trabalho e prevenir a Adição ao Trabalho é o investimento em recursos do trabalho e a redução das demandas de trabalho. / [en] The Job Resources and Demands Model shows that working conditions can predict different levels of well-being at work, such as Work Engagement and Work Addiction, two forms of high energy investment in work. Work Engage-ment is the optimal way of functioning for the worker, marked by pleasure in working, and Work Addiction is a symptom of health impairment, where the time invested in work is due to compulsion. This research aimed to identify the network relationship between Work Engagement and Work Addiction with var-iables pointed out by the literature as antecedents: job resources and demands, meaningful work, occupational self-efficacy, job redesign, job redesign opportunities, and personality. For this purpose, two studies were conducted. The first analyzed personal resources, and the second analyzed job resources. Network analysis was performed on the data with their respective variables. Regarding personal resources, meaningful work was the most strongly associated variable with Work Engagement, and extraversion, associated with high levels of neurot-icism, played an important role in the development of Work Addiction. As for job resources and demands, job resources were the main antecedents of Work Engagement, while job demands were the main antecedents of Work Addiction. The study suggests that the main way to promote Work Engagement and prevent Work Addiction is to invest in job resources and reduce job demands.

Based on the theoretical perspectives of role strain theory and the spillover model, we examined the association between job demands and employed fathers’ involvement of single-income and dual-income families in South Korea (Korea hereafter). In addition, we examined the mediating role of work to family conflict in the above association. Data were collected from 201 employed fathers with at least one preschool child. We conducted multiple group structural equation modeling analysis using employed fathers in single-income family group (n = 100) and dual-income family group (n = 101). The results showed that job demands were negatively associated with fathers’ involvement, and this association was mediated by work to family conflict among Korean fathers in both single- and dual-income family groups. Findings indicate that regardless of wives’ employment status, job demands are related to fathers’ involvement, and this association is mediated by work to family conflict. Consequently, we suggest that alleviating employed fathers’ job demands and work to family conflict are key factors increasing fathers’ involvement. Therefore, researchers, practitioners, and policymakers are required to improve employed fathers’ work environments in order to support their familial well-being. Future research may consider a more representative sample with various sources of data collection.

Agile work practices have been adopted by most software development organizations and by many large organizations from other industries. The introduction of agile work practices is assumed to positively affect work characteristics and, in turn, well-being of employees. So far, there is only very little and methodologically limited empirical research on this topic. Based on job demands–resources theory, we developed and tested a model on the direct and indirect relationships between agile work practices, job demands and resources, and occupational well-being. Data were provided by 260 employees working in agile development teams who participated in two surveys that were approximately six weeks apart. Results of structural equation modeling provided support for the hypothesized model, suggesting that agile work practices have a negative indirect effect on emotional fatigue through lower job demands. At the same time, agile work practices also had a positive indirect effect on emotional engagement through higher job resources. Our research contributes to the literature by integrating agile work practices with job demands–resources theory, bridging an important gap between research and practice. Overall, the findings suggest that the implementation of agile work practices may have a positive impact on occupational well-being by improving employees’ perceptions of key work characteristics.

Covid-19 pandemin blev startskottet på en oväntad samhällsförändring. På grund av pandemin ökade distansarbetet på våra arbetsplatser, samtidigt har även den psykiska ohälsan ökat och är idag en stor anledning till sjukskrivningar. I Arbetsmiljöverkets rapport presenterades det att 30% av arbetstagare upplevde arbetsrelaterad depression eller utmattningssymtom under 2020. Forskare menar att i och med teknikensutveckling och ökningen av den psykisk ohälsan, kommer samhället mötas av nya arbetsrelaterade hälsoproblem kopplade till distansarbetet. För att möta de framtida hälsoproblemen är det av vikt att undersöka olika aspekter av distansarbetet som kan ha ett samband med arbetstagares psykiska ohälsa, och vilka arbetsrelaterade faktorer som kan påverka sambandet. Syftet med denna studie är således att undersöka om det finns ett samband mellan mängden distansarbete och psykisk ohälsa samt om arbetets krav och resurser påverkar sambandet hos tjänstemän. Denna studie är en registerstudie med en kvantitativ tvärsnittsdesign. Urvalet bestod av 2835 tjänstemän från sex olika organisationer i Sverige. För att besvara studiens två forskningsfrågor har fyra linjära regressionsanalyser utförts. Forskningsfråga ett besvaras med och utan bakgrundsvariabler, likaså forskningsfråga två. Däremot inkluderas även förväxlingsvariabler i forskningsfråga två. Resultatet visar att det inte fanns något signifikant samband mellan mängden distansarbete och utmattning respektive depression, vidare förändrade arbetets krav och resurser inte resultatet. Däremot identifierades ett signifikant samband mellan utmattning respektive depression och ålder, civilstånd, arbetskrav och arbetsresurs. Utmattning och depression minskade med åldern samt när tjänstemännen befann sig i ett partnerskap. Höga arbetskrav och låga arbetsresurser visade samband med mer utmattning och depression. Slutsatsen är att det inte föreligger något samband mellan mängden distansarbete och psykisk ohälsa hos tjänstemän. Sambandet förändrades inte när arbetets krav och resurser beaktades. Fortsatt forskning kan göras genom att inkludera respondenternas upplevelse av distansarbetet under Covid-19, då data samlades in under pandemin. Genom att ta reda på om de upplevde distansarbetet som påtvingat eller inte, kan vi utröna om pandemins effekter hade påverkat resultatet. / The aim of this study was to investigate whether there is a relationship between the extent of telework and mental illness and whether job-demands and job- resources affected the relationship in white-collar workers. This is a register study with a quantitative cross-sectional design, that consisted of 2835 white collar workers from six different organisations in Sweden. To answer the study’s two reasearch questions, four linear regression analyses were performed. The analyses included background and confounding variables.The result showed that there was no significant relationship between the extent of telework and burnout or depression. Furthermore, the results did not change when job demands and resources were included. There was however a significant relationship between burnout and depression and age, marital status, job-demands and job-resources.The conclusion was that no evidence showed of a relationship between extent of telework and mental illness in white-collar workers and it did not change when job-demands and job-resources were taken into account. Further research can be done by including respondent’s experience of telework during COVID-19, as data was collected during the time of the pandemic. By finding out whether they percieved the extent of telework as forces or not, we can identify if the effects of the pandemic had affected the results.

No description available.

Both flow and flourishing are highly favourable human states and have been described as optimal experience phenomena in the well-being literature. This being said, more research is required to gauge how these states can be more readily achieved – in general, but specifically in sport – and athletic contexts; where it has remained largely unexplored. The objective of this research was to ascertain whether specific contexts can influence the experience of flow and flourishing amongst athletes. It further investigated the state-like properties of these experiences, by evaluating whether certain resources in the environment of the athlete can promote flow and flourishing and assessing whether athlete flow is dynamic over time, i.e. whether it fluctuates over the course of a particular athletic cycle. The research comprised three separate studies, reported in article format. Manuscript 1 evaluated a structural model of athlete flow by investigating the role of both job (sport) – and personal resources in the experience of athlete flow among student athletes. The resources under investigation were teammate relationships and communication (job resources) as well as self-efficacy (a personal resource). Using structural equation modelling direct paths were revealed between teammate relationships, self-efficacy and athlete flow. The findings provide some evidence that athlete flow are associated with contextual factors that relate to the team environment as well as the personal resources of the athlete. Manuscript 2 focused on the flourishing of athletes. An exploratory study was conducted to evaluate relationships between athlete flourishing, team and individual strength use, team embeddedness and withdrawal behaviour. Results suggested that flourishing is related to team strength use. It also revealed positive paths from both the strength use dimensions to team embeddedness. Flourishing related positively to team embeddedness. Withdrawal behaviour was negatively associated with team embeddedness. The results revealed important information from the perspective of antecedents and outcomes of athlete flourishing. Manuscript 3 explored the state-like properties of athlete flow by conducting ecological momentary assessment of the experience amongst under-21 Currie Cup rugby players during a competitive stage of their athletic cycle. The objective of this study was twofold. Firstly, it sought to ascertain whether athlete flow will vary over time and during/ after specific key events during an athletic cycle. Secondly, it investigated whether the introduction of specific interventions during such cycle could influence athlete flow experience. The study, which adopted a longitudinal design, revealed that athlete flow was dynamic over time. Positive relationships were also established between challenging athletic activities, as well as strength-based team and individual interventions; and flow. This provides sport coaches and management teams with information that may assist them in assisting athletes to achieve more readily the favourable and optimum human state that is flow.

Both flow and flourishing are highly favourable human states and have been described as optimal experience phenomena in the well-being literature. This being said, more research is required to gauge how these states can be more readily achieved – in general, but specifically in sport – and athletic contexts; where it has remained largely unexplored. The objective of this research was to ascertain whether specific contexts can influence the experience of flow and flourishing amongst athletes. It further investigated the state-like properties of these experiences, by evaluating whether certain resources in the environment of the athlete can promote flow and flourishing and assessing whether athlete flow is dynamic over time, i.e. whether it fluctuates over the course of a particular athletic cycle. The research comprised three separate studies, reported in article format. Manuscript 1 evaluated a structural model of athlete flow by investigating the role of both job (sport) – and personal resources in the experience of athlete flow among student athletes. The resources under investigation were teammate relationships and communication (job resources) as well as self-efficacy (a personal resource). Using structural equation modelling direct paths were revealed between teammate relationships, self-efficacy and athlete flow. The findings provide some evidence that athlete flow are associated with contextual factors that relate to the team environment as well as the personal resources of the athlete. Manuscript 2 focused on the flourishing of athletes. An exploratory study was conducted to evaluate relationships between athlete flourishing, team and individual strength use, team embeddedness and withdrawal behaviour. Results suggested that flourishing is related to team strength use. It also revealed positive paths from both the strength use dimensions to team embeddedness. Flourishing related positively to team embeddedness. Withdrawal behaviour was negatively associated with team embeddedness. The results revealed important information from the perspective of antecedents and outcomes of athlete flourishing. Manuscript 3 explored the state-like properties of athlete flow by conducting ecological momentary assessment of the experience amongst under-21 Currie Cup rugby players during a competitive stage of their athletic cycle. The objective of this study was twofold. Firstly, it sought to ascertain whether athlete flow will vary over time and during/ after specific key events during an athletic cycle. Secondly, it investigated whether the introduction of specific interventions during such cycle could influence athlete flow experience. The study, which adopted a longitudinal design, revealed that athlete flow was dynamic over time. Positive relationships were also established between challenging athletic activities, as well as strength-based team and individual interventions; and flow. This provides sport coaches and management teams with information that may assist them in assisting athletes to achieve more readily the favourable and optimum human state that is flow.

The Job Demands-Resources (JD-R) model (Bakker and colleagues) has received increasing attention in recent years, yet there is a distinct literature gap regarding its utility and value towards the international work context. In line with this, understanding how to design jobs representing enhanced climates of work engagement for internationally operating staff alludes practitioners. This thesis therefore aims to substantiate the claim that previous research applying the JD-R model has neglected the international work context and evaluate whether the model has potential to be used as a framework for managing burnout, work engagement and related outcomes beyond the use in solely national contexts. In order to do so, two review studies (systematic and meta-analytic) and two empirical studies (qualitative and quantitative) are conducted of the JD-R model in the international work context. Findings suggest: that existing JD-R literature does not consider the international work context, highlighting a distinct literature gap requiring attention, in order to achieve a holistic understanding of the model and its applicability; strong meta-analytic support for the JD-R model and the impact of variation in the international work context represented by dimensions of national culture; the JD-R model has potential for responding to the management of burnout and work engagement for international business travelers but may benefit from theoretical amendments that focus the models utility and direct scholarly research and practitioner approaches; that the model may not be as valuable as assumed for the international business traveler context, yet it is worth considering the findings in light of relevant literature and possible limitations. Overall, the findings suggest a distinct need for more research examining the JD-R model in the international work context. A number of potential theoretical amendments are suggested in a conceptual internationalized JD-R model that can be used as a foundation for future empirical work to establish the boundaries of the model and its utility. From a practitioner perspective, until more research is conducted, JD-R principles should be applied with caution. As a whole, this thesis encompasses theoretical, empirical and practical contributions relevant for scholarly and practitioner communities which can be built upon over time with regards to the proposed conceptual model.