Astrid Marie Richardsen

Creating psychologically healthy workplaces s. 311-331 Doi: https://doi.org/10.4337/9781788113427

International Journal of Environmental Research and Public Health (IJERPH) 16(11) s. 1-21 Doi: https://doi.org/10.3390/ijerph16111979

In this study, we propose that when employees become too engaged, they may become burnt out due to resource depletion. We further suggest that this negative outcome is contingent upon the perceived motivational psychological climate (mastery and performance climates) at work. A two-wave field study of 1081 employees revealed an inverted U-shaped relationship between work engagement and burnout. This finding suggests that employees with too much work engagement may be exposed to a higher risk of burnout. Further, a performance climate, with its emphasis on social comparison, may enhance—and a mastery climate, which focuses on growth, cooperation and effort, may mitigate the likelihood that employees become cynical towards work—an important dimension of burnout.

Edward Elgar Publishing

Scandinavian Journal of Psychology 59(6) s. 661-667 Doi: https://doi.org/10.1111/sjop.12490

The purpose of this study was to respond to the call for research on goal orientation (mastery and performance orientation) profiles in work contexts. Among 8,282 engineers and technologists, Latent profile analyses indicated that four different goal orientation profiles existed – primarily mastery oriented, indifferent, moderate multiple goals, and success oriented. Both success oriented employees and employees who are primarily mastery oriented indicated the highest individual work performance. Further, mastery and performance climates were found to be relevant antecedents of employees’ goal orientation profiles. Supplementary analyses suggested that a primarily mastery oriented profile seems to be more beneficial for the facilitation of employee well‐being. The practical implications of these findings and directions for future research are presented.

International Journal of Stress Management 25(2) s. 163-180 Doi: https://doi.org/10.1037/str0000057

This study explored the relationship between obsessive and harmonious passion for work and burnout, as well as the moderating roles of perceived supervisor support and perceived coworker support. A longitudinal, 3-wave study was conducted among 1,263 members of a large Norwegian workers’ union across a 10-month time span. Harmonious passion for work was related to a decrease in exhaustion and cynicism over time, whereas obsessive passion for work was stably and positively related to exhaustion and cynicism. Furthermore, we suggested that a situational contingency in the form of support perceptions may reduce the negative outcome of obsessive passion but found that this attenuation may depend on the level of the obsessive passion. By applying the Johnson-Neyman statistical technique, we showed that the level of obsessive passion is important in understanding when a supporting environment is actually helpful in protecting against burnout. We still recommend careful selection of coworkers who are genuinely caring and considerate of others, as well as facilitating good relationships at work. However, we also discuss how high levels of obsessive passion might prevent certain employees from gaining from the effects of coworker support

Routledge

Research Handbook on Work and Well-Being s. 468-493 Doi: https://doi.org/10.4337/9781785363269.00032

Journal of Interprofessional Care 31(4) s. 487-496 Doi: https://doi.org/10.1080/13561820.2017.1316249

This study is an evaluation of a reorganization of different services for children and their families in a Norwegian municipality. The main aim of the reorganization was to improve interprofessional collaboration through integrating different social services for children and their parents. The evaluation was guided by the Job Demands-Resources Model with a focus on social- and health care workers' experiences of their work; including job demands and resources, service quality, and well-being at work. The survey of the employees was conducted at three measurement points: before (T₁) and after (T₂, T₃) the reorganization took place, and included between <i>N</i> = 87 and <i>N</i> = 122 employees. A secondary aim was to examine the impact of different job resources and job demands on well-being (burnout, engagement, job satisfaction), and service quality. A one-way ANOVA indicated a positive development on many scales, such as collaboration, work conflict, leadership, and perceived service quality, especially from T₁ to T₂. No changes were detected in burnout, engagement or job satisfaction over time. Moderated regression analyses (at T₃) indicated that job demands were particularly associated with burnout, and job resources with engagement and job satisfaction. Perceived service quality was predicted by both job demands and resources, in addition to the interaction between workload and collaboration. The reorganization seems to have contributed to a positive development in how collaboration, work conflict, leadership, and service quality were evaluated, but that other changes are needed to increase worker well-being. The value of the study rests on the findings that support co-location and merging services for children and their families, and that collaboration is an important resource for healthcare professionals.

Women in management worldwide: Signs of progress (3rd Ed.) s. 105-120

Produktiv motivasjon i arbeidslivet s. 233-260

Handbook on Well-Being of Working Women s. 123-140 Doi: https://doi.org/10.1007/978-94-017-9897-6_8

Academy of Management Annual Meeting Proceedings 1(15286) Doi: https://doi.org/10.5465/AMBPP.2015.15286abstract

Perspektiver på ledelse s. 210-218

Psychology of emotions, motivations and actions s. 57-82

Corporate wellness programs: Linking employee and organizational health Doi: https://doi.org/10.4337/9781783471706.00028

Edward Elgar Publishing

The Fulfilling Workplace: The Organization's Role in Achieving Individual and Organizational Health s. 121-138

Journal of Applied Social Psychology 43(11) s. 2231-2250 Doi: https://doi.org/10.1111/jasp.12174

Livet som leder : Lederundersøkelsen 3.0 s. 125-150

Journal of Interprofessional Care 26(3) s. 219-225 Doi: https://doi.org/10.3109/13561820.2011.647125

BI Leadership Magazine 2

The innovation imperative in health care organisations: critical role of human resource management in the cost, quality and productivity equation s. 205-220 Doi: https://doi.org/10.4337/9781849809856.00023

Women in management worldwide: progress and prospects s. 127-142

British Journal of Therapy & Rehabilitation (BJTR) 18(2) s. 80-88

Handbook of stress in the occupations s. 289-306 Doi: https://doi.org/10.4337/9780857931153.00039

Scandinavian Journal of Psychology 51(4) s. 326-333 Doi: https://doi.org/10.1111/j.1467-9450.2009.00770.x

Tidsskrift for Norsk psykologforening (Psykologtidsskriftet) 47(3) s. 194-194

International Journal of Human Resource Management 21(15) s. 2798-2812 Doi: https://doi.org/10.1080/09585192.2010.528662

Perspektiver på ledelse

Tidsskrift for Norsk psykologforening (Psykologtidsskriftet) 45(3) s. 249-257

Journal of criminal justice 35 s. 239-249 Doi: https://doi.org/10.1016/j.jcrimjus.2007.03.001

Policing: An International Journal of Police Strategies & Management 29 s. 513-523

Aviation, Space and Environmental Medicine 77 s. 422-428

Introduction: There are currently many changes taking place in the aviation system affecting the work of air traffic controllers (ATCOs), and thus it was considered important to assess work-related demands and stress responses among ATCOs. The purpose of this study was to assess the level of burnout among ATCOs compared with other professions; to examine the relationship between job demands, job resources, and burnout; and to examine if burnout could predict both work- and health-related outcomes. Method: The participants were 209 Norwegian ATCOs and data were collected using a questionnaire distributed to 500 ATCOs. The study was part of a national survey of both health care and non-health care professions. Results: ATCOs did not score high on burnout compared with the three comparisons groups (police, journalists, and building constructors); in fact, ATCOs scored significantly lower on exhaustion compared with journalists (Hedges g = 65) and building constructors (Hedges g = 63), and not significantly different from police officers. Both job demands and job resources were related to burnout; work conflict especially was an important predictor for all of the three burnout dimensions. Burnout predicted psychosomatic complaints (r(2) = 0.48), satisfaction with life (r(2) = 0.25), and other work outcomes. Discussion: The overall level of burnout was not high among ATCOs compared with other professions, which may be related to selection procedures for the profession. Burnout was related to important outcome variables such as psychosomatic complaints and attitudes toward work.

International Journal of Stress Management 13 s. 555-574

Tidsskrift for Norsk psykologforening (Psykologtidsskriftet) s. 1179-1181

International Journal of Stress Management 12 s. 289-297

Ø.L. Martinsen (red): Perspektiver på ledelse

Marilyn Davidson and R.J. Burke (eds.): Women in Management Worldwide

Perspektiver på ledelse. Red av Øyvind L. Martinsen

Utbrent: Krevende jobber – gode liv

International Journal of Stress Management 6 s. 167-178

Scandinavian Journal of Management 2 s. 209-218