Astrid M. Richardsen is professor of Organizational Psychology and Head of the Department of Leadership and Organization Management. She is also Associate Dean of MSc in Leadership and Organizational Psychology.
Her research activities are in the area of Occupational Health Psychology, focusing on work stress and health, burnout and engagement. Most recently she has been involved in research on work motivation, passion for work and consequences of incivility in the workplace. She has also done work in the area of women in management and diversity.
Richardsen has published in journals such as Human Relations; Work and Stress; Anxiety, Stress and Coping; International Journal of Stress Management; Journal of Occupational and Organizational Psychology; and International Journal of Human Resource Management.
Richardsen teaches Master of Science, Bachelor, and Executive programs in Stress and Stress Management and HRM.
Research areas
Occupational Health Psychology (Stress, burnout, work engagement, workplace incivility, diversity, stress management).
Organizational Behavior (motivation, passion for work).
Teaching areas
Stress and stress management.
Human Resource Management
Few studies have looked at the relationship of job characteristics and worker well-being among Norwegian academics. The main purpose of this study was to examine the relationship between job demands, job resources, burnout, and engagement among Norwegian university staff. In total, 236 staff from one university in Norway answered the questionnaire. Hierarchical multiple regression analyses identified job demands as the most important predictors for burnout. Autonomy was the most important job resource in the prediction of engagement and burnout. What constitutes a job resource or a job demand varies from occupation to occupation. The present study adds to the existing literature by examining factors that may protect or harm the individual workers’ health and well-being in a Norwegian university context.
Nerstad, Christina G. L.; Caniëlis, Marjolein, Roberts, Glyn & Richardsen, Astrid Marie (2020)
Perceived Motivational Climates and Employee Energy: The Mediating Role of Basic Psychological Needs
This study draws on achievement goal theory and self-determination theory to examine the associations among two motivational climates (i.e., mastery and performance) and two indicators of energy at work (i.e., vigor and emotional exhaustion), as well as the mediating role of basic psychological need satisfaction (i.e., autonomy, relatedness, and competence). A two-wave longitudinal study was conducted collecting data from 1,081 engineers and technologists. We applied previously validated instruments to assess the variables of interest. Structural equation modeling analyses were conducted to test the hypotheses. Our findings show that mastery climate is positively and significantly related to each of the three basic needs, whereas a performance climate is negatively and significantly related to each of the three basic needs. Further, the results indicate that the basic needs are significantly associated with both measures of energy, negatively with emotional exhaustion and positively with vigor. This pattern of results suggests that basic psychological need satisfaction mediates the relationship between motivational climates and energy at work.
Kaiser, Sabine; Patras, Joshua, Adolfsen, Frode, Richardsen, Astrid Marie & Martinussen, Monica (2020)
Using the Job Demands–Resources Model to Evaluate Work-Related Outcomes Among Norwegian Health Care Workers
The job demands-resources (JD-R) model was used to evaluate work-related outcomes among 489 health care professionals working in public health services for children and their families in Norway. In accordance with the JD-R model, the relationship of job demands and job resources with different outcomes (turnover intention, job satisfaction, and service quality) should be mediated through burnout and engagement. The results of the multilevel structural equation model analysis indicated good model fit: The χ2/degrees of freedom ratio was 1.54, the root mean square error of approximation was .033, and the Tucker Lewis index and comparative fit index were both .92. Job demands were positively associated with burnout; job resources were positively related to engagement and negatively related to burnout. Burnout was positively related to turnover intention and negatively related to job satisfaction and service quality. Engagement was inversely related to the outcome variables. Both job demands and job resources are important predictors of employee well-being and organizational outcomes.
Burke, Ronald J. & Richardsen, Astrid Marie (2019)
Increasing Occupational Health and Safety in Workplaces
Richardsen, Astrid Marie (2019)
Work Engagement: Increasing employee well-being and Organizational effectiveness
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.
Burke, Ronald J. & Richardsen, Astrid Marie (2019)
Creating psychologically healthy workplaces
Nerstad, Christina G. L.; Richardsen, Astrid Marie & Roberts, Glyn (2018)
Who are the high achievers at work? Perceived motivational climate, goal orientation profiles, and work performance
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.
Birkeland, Ide Katrine; Richardsen, Astrid Marie & Dysvik, Anders (2018)
The role of passion and support perceptions in changing burnout: a Johnson-Neyman approach
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
Traavik, Laura E. Mercer & Richardsen, Astrid Marie (2017)
Women in management in Norway
, s. 105- 120.
Burke, Ronald J & Richardsen, Astrid Marie (2017)
Women in management worldwide: Signs of progress (3rd Ed.)
Martinussen, Monica; Kaiser, Sabine, Adolfsen, Frode, Patras, Joshua & Richardsen, Astrid Marie (2017)
Reorganisation of healthcare services for children and families: Improving collaboration, service quality, and worker well-being
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 (T<sub>1</sub>) and after (T<sub>2</sub>, T<sub>3</sub>) 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 T<sub>1</sub> to T<sub>2</sub>. No changes were detected in burnout, engagement or job satisfaction over time. Moderated regression analyses (at T<sub>3</sub>) 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.
Richardsen, Astrid Marie (2017)
Corporate wellness programs: do they increase employee well-being?
Burke, R.J.; Richardsen, Astrid M. & Martinussen, Monica (2006)
Gender differences in policing: Reasons for optimism?
29, s. 513- 523.
Martinussen, Monica & Richardsen, Astrid M. (2006)
Air traffic controller burnout: Survey responses regarding job demands, job resources, and health
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.
Richardsen, Astrid M.; Burke, R.J. & Martinussen, Monica (2006)
Work and health outcomes among police officers: The mediating role of police cynicism and engagement
13, s. 555- 574.
Richardsen, Astrid M. & Martinussen, Monica (2006)
Måling av utbrenthet: Maslach Burnout Inventory
(12) , s. 1179- 1181.
Richardsen, Astrid M. & Martinussen, Monica (2005)
Factorial validity and consistency of the MBI-GS across occupational groups in Norway
12, s. 289- 297.
Richardsen, Astrid M. & Traavik, Laura E Mercer (2004)
Norwegian Women in Management
Richardsen, Astrid Marie & Traavik, Laura E. Mercer (2004)
Kvinner og ledelse i Norge
Richardsen, Astrid M. (2004)
Kvinner og ledelse i Norge
Richardsen, Astrid M.; Roness, Atle & Matthiesen, Stig Berge (2002)
Fra utbrenthet til jobbengasjement: Hvordan oppnå økt vitalitet, entusiasme og fordypelse i arbeidet
Richardsen, Astrid M.; Richardsen, Astrid M., Burke, R.J. & Mikkelsen, Aslaug (1999)
Job pressures, organizational support and health among Norwgian manaers
6, s. 167- 178.
Richardsen, Astrid M.; Richardsen, Astrid M., Mikkelsen, Aslaug & Burke, R.J. (1997)
Job and career satisfaction of professional and managerial women in Norway
2, s. 209- 218.
Richardsen, Astrid Marie (2012)
Forskning møter praksis
[Kronikk]
Richardsen, Astrid Marie & Martinussen, Monica (2010)
Utbrenthet og engasjement hos psykologer
[Kronikk]
Nerstad, Christina; Seljeseth, Ingvild Müller, Richardsen, Astrid Marie & L., Cooper Cary (2023)
What organizational stress is and why it matters
[Popular Science Article].
Nerstad, Christina G. L.; Caniëls, Marjolein, Richardsen, Astrid Marie & Roberts, Glyn Caerwyn (2021)
When winning is everything – The maladaptive motivational process toward reduced professional efficacy
[Conference Lecture]. Event
Richardsen, Astrid Marie (2019)
Engasjerte ansatte kan utrette mirakler
[Popular Science Article]. , s. 4- 5.
Richardsen, Astrid Marie; Martinussen, Monica & Kaiser, Sabine (2019)
Stress, human errors and accidents
Richardsen, Astrid Marie; Martinussen, Monica & Kaiser, Sabine (red.). Stress, human errors and accidents
Richardsen, Astrid Marie & Glasø, Lars (2017)
Happiness at work
[Popular Science Article]. , s. 32- 33.
Richardsen, Astrid Marie & Traavik, Laura E. Mercer (2016)
Equality in the top ranks still not a reality
[Popular Science Article]. , s. 20- 20.
Nerstad, Christina G. L.; Richardsen, Astrid Marie & Humborstad, Sut I Wong (2013)
The ”dark side” of engagement and the motivational climate at work
[Conference Lecture]. Event
Birkeland, Ide Katrine; Richardsen, Astrid Marie & Dysvik, Anders (2013)
Passion for Work: Kindling the Flame without Burning Out.
[Conference Poster]. Event
Nerstad, Christina G. L.; Richardsen, Astrid Marie & Humborstad, Sut I Wong (2013)
THE “DARK SIDE” OF ENGAGEMENT AND THE MODERATING ROLE OF THE MOTIVATIONAL CLIMATE AT WORK
[Conference Lecture]. Event
Nerstad, Christina G. L.; Richardsen, Astrid Marie & Roberts, Glyn C. (2012)
Who are the high achievers at work? The perceived motivational climate, goal orientation profiles, and work performance
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Richardsen, Astrid Marie & Roberts, Glyn (2011)
Interaction between the motivational climate and goal orientations: Relevance for work related well-being and ill-health
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Roberts, Glyn C., Richardsen, Astrid Marie & Dysvik, Anders (2011)
Antecedents of the Motivational Climate at Work: The Role of Commitment-Based Human Resource Management and Perceived Supervisor Support Climates
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Richardsen, Astrid Marie & Roberts, Glyn C. (2011)
Interaction between goal orientations and perceived motivational climate: Relevance for work related well-being and ill health
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Richardsen, Astrid Marie & Roberts, Glyn (2011)
Person-situation dynamics, work engagement and burnout: An achievement goal theory perspective
[Conference Lecture]. Event
Traavik, Laura E. Mercer & Richardsen, Astrid Marie (2011)
Career success for international women
[Popular Science Article]. , s. 18- 18.
Nerstad, Christina G. Leonore; Roberts, Glyn, Richardsen, Astrid Marie & Dysvik, Anders (2011)
Commitment-based HRM- and supervisor support climates as predictors of the motivational climate at work: Relevance for the optimization of knowledge sharing
[Conference Lecture]. Event
Richardsen, Astrid Marie; Nerstad, Christina G. Leonore & Roberts, Glyn (2010)
The influence of the motivational climate on motivational regulation, work performance, and turnover intention
[Conference Lecture]. Event
Richardsen, Astrid Marie; Nerstad, Christina G. Leonore & Roberts, Glyn (2010)
The development and validation of the motivational climate at work questionnaire (MCWQ)
[Conference Lecture]. Event
Richardsen, Astrid Marie & Birkeland, Ide Katrine (2009)
Passion and its relationships with engagement and workaholism
[Conference Lecture]. Event
Richardsen, Astrid Marie; Martinussen, M & Burke, R.J. (2008)
Job demands, job resources and burnout among teachers
[Conference Lecture]. Event
Burke, R.J.; Richardsen, Astrid M. & Martinussen, Monica (2008)
Type A behavior, work outcomes and psychological well-being: Achievement striving versus impatience
