During the coronavirus disease 2019 (COVID-19) pandemic, vocational counselors in Switzerland more frequently worked from home (WFH) and less frequently worked on-site. The aim of this study was to assess how WFH corresponds with indicators of job performance and occupational wellbeing. More specifically, the current questionnaire study analyzed the increase in WFH, self-reported productivity, distractibility in WFH, current job satisfaction, work-life balance in WFH, and feeling of loneliness. Findings showed that the increase in WFH in vocational counseling psychologists during the COVID-19 pandemic was associated with an increase in productivity and job satisfaction and with lower distractibility in WFH compared to work on-site. However, more frequent WFH was not significantly associated with improved work-life balance during the COVID-19 pandemic. Vocational counselors who shared the office on-site with many colleagues experienced higher feeling of loneliness during WFH. Vocational counselors regarded the condition of WFH as productive and satisfying while work-life balance did not improve. The discussion sheds light on the potential WFH-related increase of boundary management demands.

Purpose Social service employees often fulfill their mandate under tight time schedules, and deal with social stressors. This can result in significant health impairments. By means of one cross-sectional and two intensive longitudinal studies, the present paper aimed to understand how time pressure and social stressors might impact sleep quality. It was also tested whether social stressors amplified the negative association between time pressure and sleep impairments in social workers. Methods Study 1 was a cross-sectional questionnaire study on 52 social service employees, while study 2 included a 7-day diary study design (N = 62 social workers) with up to 138 daily measurements. Study 3 applied a 2-week diary and actigraphy assessment, involving a complete social service unit sample (N = 9). Results Concerning the moderating role of social stressors, study 1 found social stressors to amplify the effects of time pressure on sleep latency. Multilevel regression analyses of studies 2 and 3 revealed daily time pressure to be a significant predictor of sleep fragmentation the upcoming night. Study 3 further uncovered daily social stressors to positively predicted sleep fragmentation and negatively sleep duration. Study 2 again showed the amplifying interaction effect between daily social stressors and time pressure on sleep fragmentation, but study 3 did not show that interaction. Conclusion The findings show how job stressors might disturb the sleep quality of social workers also with amplifying risk. Accordingly, social work needs work design prevention efforts that consider the complex inter-play between occupational stressors, as only then recovery processes can be protected.

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This study compares illegitimate tasks and appreciation in traditional work organisations and holacracy work organisations based in Switzerland and Germany. In addition, the study tests whether the fit between employees and holacracy organisations depends on personality characteristics. Ninety-five employees working in holacratic companies participated in an online survey with standardised questionnaires on illegitimate tasks, Big Five personality dimensions, perceived holacracy satisfaction and person–organisation fit. For the comparison of illegitimate tasks and appreciation, a propensity-matching comparison group of people working in traditional companies was used. The results revealed significantly lower illegitimate tasks t(53) = −2.04, p < 0.05, with a lower level (2.49) in holacracy than in traditional work (2.78). Concerning appreciation, the results showed significantly higher values for holacratic (5.33) than for traditional work [4.14, t(53) = 4.86, p < 0.001]. Multiple linear regression of holacracy satisfaction on personality dimensions showed neuroticism (b = −4.72, p = 0.006) as a significant predictor. Agreeableness showed marginally significant results (b = 2.39, p = 0.06). This indicates that people scoring low on neuroticism and high in agreeableness may thrive better in holacracy organisations. Based on the results, theoretical and practical implications as for example implications for corporates hiring strategy, are discussed. Finally, this study presents numerous directions for future research.