Martin Geisler

Creating conditions for sustainable employment is important and urgent for social care service organizations who often face challenges in the work environment and with competence supply. Based on the framework of Job Demands‐Resources theory, we investigated how organizational efforts to prioritize employee health (i.e., Psychosocial Safety Climate [PSC]) and promote conditions for quality of work (QW) relate to indicators for sustainable employment in terms of employee work engagement (WE) and organizational commitment (OC). Furthermore, we investigated if these associations in part are explained by proactive work behavior among employees (i.e., job crafting [JC]). Using a web‐based survey, self‐reports were collected from 607 municipal social care service employees. The results of regression‐based analyses (mediation analyses: PROCESS v.4.2) showed that the respective effect of PSC and QW on WE was partially mediated by JC–seeking challenges and JC–seeking resources, whereas the effect of PSC and QW on OC was found to be partially mediated by JC–seeking resources. The results contribute with insights to meet challenges in competence supply in social and elderly care services. Specifically, the results highlight that to create conditions for sustainable employment as indicated by WE and OC, organizations need to prioritize employees’ health and safety (PSC) and provide opportunities for QW and also promote precondition and possibilities for employees to engage in proactive work behavior (JC)—especially to craft and build resources at work.

High levels of job demands are considered as the main predictor for teachers’ exhaustion, but longitudinal studies of the causal effects are few. Recently it has been suggested that research should further explore possible reciprocal relationships between stressors and strain and investigate if work rumination contributes to explain these relationships. In a sample of teachers (n = 1067) using a three-wave design, we hypothesized positive causal effects of job demands (work pace and role conflict) on affective work rumination, and of affective work rumination on exhaustion. We also hypothesized a positive reversed causal effect of exhaustion on affective work rumination, and of affective work rumination on job demands. Furthermore, affective work rumination was expected to mediate the positive causal and reversed causal effects between job demands and exhaustion. The results partly confirmed the expected causal and reversed causal effects. However, affective work rumination was only found to mediate the reversed causal effect of exhaustion and role conflict. Furthermore, a reciprocal relationship was only found between role conflict and exhaustion. The empirical, theoretical, and practical implications of the study are discussed.

Social insurance administrative officers' decision-making skills influence their efficiency at work and their general well-being. At work their tasks are characterised by complexity and a need for order and accountability. Moreover, cases should usually be handled and finalised within the imposed time frames. We investigated skills related to decision-making success among social insurance officers. In total, 118 administrative officers at the Swedish Social Insurance Agency (66% response rate) responded to questions on scales and measures relating to cognitive-rational, socio-emotional and time approach features of decision-making skill. In addition, they responded to questions on three scales pertaining to outcomes of everyday decisions in terms of subjective everyday difficulties, tendencies to burnout and depressive symptoms. The results showed that cognitive-rational competence was associated with lower reports of subjective everyday difficulties and depressive symptoms and thereby contributed to the explained variance in decision outcomes. Furthermore, socio-emotional and time approach features of decision-making skills contributed to the explanation for subjective everyday difficulties, tendencies to burnout and depressive symptoms. The results corroborate the basic assumption and usefulness of a broad approach in the definition and assessment of decision-making skills in human service professions in general, and of administrative officers in social insurance agencies in particular. Recommendations for future research and the implications of the results are discussed.

This study examined the interplay between emotion regulation strategies (reappraisal and suppression) and work-related rumination (affective work rumination and detachment from work) on exhaustion. In all, 1985 participants from three human service occupations (psychologists, teachers, and ministers) completed the web-based survey. The results showed that reappraisal and detachment from work had a negative relation to exhaustion, whereas the relation between suppression and affective work rumination to exhaustion were positively directed. Moreover, results of mediation analyses showed that the associations between emotion regulation strategies and exhaustion were mediated by work-ruminative tendencies. However, results of moderation analyses did not support that work-ruminative tendencies have a conditional effect (i.e., moderate) on the relationship between emotion regulation strategies and exhaustion. The results suggest that work-ruminative tendencies are best understood as a mediator of the emotion regulation strategies – exhaustion relationship. Thus, the study contribute to the understanding of the strategies (and combination of strategies) people use to reduce exhaustion by adding novel insights into the role of person characteristics in the recovery process. We discuss our results in relation to previous research, provide recommendations for future research, and note possible practical implications.

Emotional demands are an inevitable feature of human services, and suggested to be a defining antecedent for workers’ stress and ill health. However, previous research indicate that emotional demands can have a favorably association to certain facets of human service workers’ motivation and well-being. Furthermore, recent research report that the effect of emotional demands on workers’ health and well-being seem to be contingent on the parallel level of other job demands. Still, initial investigations of interaction effects between emotional demands and other types of job demands have primarily focused on negative outcomes in terms of stress-related concerns and absenteeism. The present study investigated interaction effects between emotional demands and other types of job demands in relation to positive outcomes. In a larger sample of human service workers (social workers, n = 725), interaction effects were investigated between emotional demands and other job demands (quantitative demands, work pressure, and role conflict) for meaning in work and quality of work. Hypotheses stated that other job demands would moderate the relationship between emotional demands and positive outcomes, so that emotional demands would have a positive relation (i.e., act as a challenge) when the level of other demands is lower, but have a negative relation (i.e., act as a hindrance) when the level of other demands is high. Overall, the results provided support for the idea that emotional demands may act as a challenge. We found small but significant interaction effects between emotional demands and work pressure – in relation to meaning of work, as well as between emotional demands and quantitative demands, work pressure, and role-conflict, respectively – in relation to quality of work. Yet, the results did not support the assumption that emotional demands act as a hindrance when the level of other types of job demands is high. In sum, the results contribute by showing that emotional demands may promote human-service workers’ job attitudes when the level of parallel job demands is lower. We discuss the contribution of the study and the potential practical implications of the results, and give some suggestions for future research.

The present study investigated how psychosocial safety climate (PSC), job demands (role conflict and work-family conflict), job resources (social support from superiors and social community at work), and assessments for quality of work relate to social workers’ work engagement, job satisfaction, and organizational commitment. The results of the questionnaire study (N = 831) showed that quality of work was strongly related to all three outcomes, whereas PSC was found to be related to social workers’ job satisfaction. The contribution of the study is discussed in relation to understanding the retention of social workers.

Peoples’ decision-making competence, defined as tendency to follow normative rational principles in their decision making, is important as it may influence the extent that requirements are met and levels of perceived stress. In addition, perceived stress could be influenced by social orientation and time style; for example, decisions need to comply with given deadlines and the expectations of others. In two studies, with students (n = 118) and professionals (police investigators, n = 90), we examined how the three individual difference features: decision-making competence, social orientation, and time approach relate to perceived stress. Results showed that social orientation and time approach were related to levels of perceived stress, but decision-making competence was not. These results indicate that social orientation and time approach are important to consider in relation to perceived stress, but the role of decision-making competence may be less important for perceived stress. However, the role of decision-making competence for perceived stress needs to be further researched.

Research on decision‐making styles has shown that stylistic differences matter for real‐life outcomes, but less research has explored how styles relate to other differences between individuals. Heeding a call for a more systematic and theoretically sound understanding of decision‐making styles, we investigated the relation between decision‐making styles and specific aspects of social orientation and approach to time in two samples (students, n = 118, and police investigators, n = 90). The results of regression analyses showed that decision‐making styles are related to specific differences in social orientation and time approach. Furthermore, results of structural equation model analyses suggested possible adjustments to the proposed two‐factor model for decision‐making styles (Dewberry, Juanchich, & Narendran, ). © 2017 The Authors Journal of Behavioral Decision Making Published by John Wiley & Sons Ltd.

What distinguishes a competent decision maker and how should the issue of decision quality be approached in a real-life context? These questions were explored in three studies. In Study 1, using a web-based questionnaire and targeting a community sample, we investigated the relationships between objective and subjective indicators of real-life decision-making success. In Study 2 and 3, targeting two different samples of professionals, we explored if the prevalent cognitively oriented definition of decision-making competence could be beneficially expanded by adding aspects of competence in terms of social skills and time-approach. The predictive power for each of these three aspects of decision-making competence was explored for different indicators of real-life decision-making success. Overall, our results suggest that research on decision-making competence would benefit by expanding the definition of competence, by including decision-related abilities in terms of social skills and time-approach. Finally, the results also indicate that individual differences in real-life decision-making success profitably can be approached and measured by different criteria.