The aim of our review is to identify the key job resources and demands of nursing staff by integrating findings from previously published reviews along the lines of the JD-R model. Understanding these is highly relevant given the ever-increasing pressure in nursing work and the challenges of healthcare organizations in recruiting qualified staff. It is also an important step toward developing targeted workplace interventions. A comprehensive search of the literature identified 14 quantitative and qualitative reviews that were included in our integrative review of reviews. Thematic analysis identified three key job demands and six key job resources of nursing staff, namely work overload, lack of formal rewards, work-life interference, supervisor support, fair and authentic management, transformational leadership, interpersonal relations, autonomy and professional resources. Our results corroborate findings from previous reviews, expand the relevance and generalizability by considering a broader range of relevant health-related and motivational outcomes, and highlight the importance of leadership practices in nursing.
Against the backdrop of increasingly blurred boundaries between work and nonwork, the purpose of this study was to investigate the implications of employees' work-to-life boundary enactment for well-being. Using border/boundary theory (as reported by Ashforth, Kreiner, Fugate (Academy of Management Review 25(3):472-491, 2000) and Clark (Human Relations 54(6):747-770, 2000)) and the effort-recovery model (as reported by Meijman Mulder (Handbook of work and organizational psychology vol. 2 55-53, 1998)), we developed a research model that links work-to-life integration enactment to exhaustion and impaired work-life balance via lack of recovery activities (as reported by Sonnentag, Journal of Applied Psychology 88(3):518-528, 2003). The model was tested using structural equation modeling. Our sample consisted of N = 1916 employees who were recruited via an online panel service. Results showed that employees who scored high on work-to-life integration enactment reported less recovery activities and in turn were more exhausted and experienced less work-life balance. Our study contributes to the existing literature on boundary management by investigating the well-being implications of work-tolife boundary enactment and by suggesting and testing recovery as an underlying mechanism. In doing so, we link boundary enactment with existing theory of the work-life interface. Based on our review of existent research on boundary management and well-being, we disentangle previous contradictory findings. Understanding of the well-being implications of boundary enactment and underlying mechanisms can help human resource professionals and practitioners to devise and implement organizational policies and interventions that enable employees to develop boundary management strategies that are sustainable in that they do not impair employees' well-being.
Orientation: Work-related sense of coherence (Work-SoC) is defined as the perceived comprehensibility, manageability and meaningfulness of an individual’s current work situation.Research purpose: The aim of the present study was to investigate the factorial invariance and the construct validity of a scale that measures Work-SoC.Motivation for the study: It might be useful to specifically apply the concept of sense of coherence to the work context.Research design, approach and method: Statistical analysis was performed on crosssectional (n = 3412) and longitudinal (n = 1286) questionnaire data collected in eight medium to large Swiss companies from diverse economic sectors (four industrialproduction companies, one food-processing company, one public-administration service and two hospitals). The dataset therefore covers a broad range of different occupational groups.Main findings: Multiple-group analyses indicated that the scale’s factor structure remains invariant across different employee groups and across time. High values in job resources were related to high values in Work-SoC whereas high values in job demands were related to low values in Work-SoC. Furthermore, Work-SoC acted as a partial mediator between job resources and work engagement.Practical/managerial implications: It can be concluded that Work-SoC might serve as a practical screening instrument for assessing an employee’s perception of the potential health-promoting qualities of his or her current work situation.Contribution/value-add: The study advances both the salutogenic theory and the field of positive occupational health psychology by redefining sense of coherence as an interactional and context-specific construct that is useful for intervention research.
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