This study examined the contributions of organizational level norms about work requirements and social relations, and work-family conflict, to job stress and subjective health symptoms, controlling for Karasek's job demand-control-support model of the psychosocial work environment, in a sample of 1,346 employees from 56 firms in the Norwegian food and beverage industry. Hierarchical linear modeling analyses showed that organizational norms governing work performance and social relations, and work-to-family and family-to-work conflict, explained significant amounts of variance for job stress. The cross-level interaction between work performance norms and work-to-family conflict was also significantly related to job stress. Work-to-family conflict was significantly related to health symptoms, but family-to-work conflict and organizational norms were not.

No abstract

No abstract

No abstract

The value of Artificial Intelligence (AI) in augmenting or even replacing human decision-making in the organizational context is gaining momentum in the last few years. A growing number of organizations are now experimenting with different approaches to support and shape their operations. Nevertheless, there has been a disproportionate amount of attention on the potential and value that AI can deliver to private companies, with very limited empirical attention focusing on the private sector. The purpose of this research is to examine the current state of AI use in municipalities in Norway, what future aspirations are, as well as identify the challenges that exist in realizing them. To investigate these issues, we build on a survey study with respondents holding IT management positions in Norwegian municipalities. The results pinpoint to specific areas of AI applications that public bodies intend to invest in, as well as the most important challenges they face in making this transition