Purpose: Job insecurity characterizes academic work, with potential risks for the health, well-being, and personal lives of faculty. Notwithstanding, faculty with job insecurity experiences may still find academia conducive to pursuing personal fulfilment. As faculty experiences of psychological well-being may be coloured by insecurity, this study sought to qualitatively investigate the ways in which experiences of insecurity and psychological well-being co-occur.

Methods: This study followed a questionnaire study of a representative sample of faculty in Swedish academia and their job insecurity perceptions, inviting the most insecure to participate. The participant group included 19 faculty from nine public Swedish higher education institutions. Transcripts of the semi-structured interviews were analysed using reflexive thematic analysis, guided by the six theoretical dimensions of psychological well-being.

Results: Two themes were developed: 1) Staying afloat?, and 2) I’m not yet where I’m supposed to be. These themes elucidate faculty experiences of managing their current work (and personal) situations, and reveal how faculty orient themselves in relation to their futures, pasts and presents.

Conclusions: The findings demonstrate how experiences of insecurity co-exist with psychological well-being in constraining and enhancing faculty well-being. This reveals how psychological well-being involves a dynamic process of negotiation, especially during transitional periods.

Employment conditions and psychosocial factors have been linked to various health-related outcomes in different occupational groups, but few studies focus on the conditions in academia. This study explores the effects of effort, reward, and their interaction to explain health-related outcomes, namely burnout, self-rated health, and work-family conflict among academic faculty in Sweden. We also explore these effects among those with permanent and fixed-term employment contracts. Questionnaire data, collected online in 2016, came from 2335 employees (57% women) with a doctoral degree, working at a Swedish higher education institution. Latent moderation analysis combined with multi-group analysis was conducted. Main effects of effort were found for all health-related outcomes revealing that effort was associated with higher burnout, poorer self-rated health, and greater work-family conflict. Reward was negatively associated with burnout and self-rated health revealing that reward reduced burnout and improved self-rated health. The interaction between effort and reward was significantly associated with all outcomes among permanent contract employees, but was non-significant among those with fixed-term contracts. This may suggest that fixed-term faculty are less affected by the presence or lack of reward. Overall, the findings emphasize the importance of the psychosocial work environment to understand health-related consequences for permanent and fixed-term faculty with a doctoral degree.

Despite agreement on the negative effects of job insecurity, more knowledge needs to be generated on the health effects in terms of burnout and depressive symptoms and for whom job insecurity has these negative effects. The present study aims to investigate the associations between job insecurity and burnout and depressive symptoms respectively, by studying the moderation influences of performance-based self-esteem (PBSE), a form of contingent self-esteem. A population-based sample with 4145 twins was used. The results showed that job insecurity was significantly associated with both burnout and depressive symptoms, and that PBSE acted as a moderator, so that the associations were stronger for individuals with high PBSE than for individuals with low PBSE. The study contributes by including a personality characteristic to gain more knowledge about the mechanisms of job insecurity on mental ill-health, and by illustrating that job insecurity has an impact on severe health outcomes in terms of burnout and depressive symptoms.

Purpose: A rapidly growing body of literature has shown that perceptions of job insecurity are related to negative outcomes, but less is known about the relative importance of different societal contexts. It has for instance been argued that the consequences of job insecurity may be more negative in countries that have a high level of social protection, because of the social stigma of unemployment. On the other hand, the lack of unemployment insurance programs may aggravate the negative consequences. The aim of this meta-analysis was to investigate if work- and health-related consequences of job insecurity vary between cultural and welfare contexts.

Design/Methodology: A literature search with the search terms “job insecurity”, “job uncertainty”, “job security”, and “job security satisfaction” in Psycinfo, Web of Science, and EBSCO produced a sample of 523 peer-reviewed papers published between 1980 and July 2016. Economic and social development, national welfare system, and tolerance for ambiguity were tested as moderators in the relationship between job insecurity and outcomes.

Results: The results indicate that the magnitudes of effects of job insecurity differ depending on the choice of classification system.

Limitations: The literature search was limited to published, peer-reviewed papers. This demarcation may have introduced a publication bias to the study.

Research/Practical implications: In addition to being an important individual and organizational concern, job insecurity is also intimately linked with societal level factors.

Originality/Value: This study contributes to an increased understanding of the importance of macro-level factors in the association between job insecurity and outcomes.

This study investigates how individual- and group-level openness to organizational change, concerning change content and process, affects intervention outcomes. The intervention aimed to improve primary health care employees' competence in and use of information and communication technologies (ICT). Employees' (n = 1,042) ratings of their openness to the change content and process as well as of their workgroup's openness to the change content before the intervention were used to predict ICT competence and its use 18 months later. Openness to the change process predicted both ICT competence and use of competence, while openness to the change content and group openness predicted use of competence only. These results show that individual- and group-level openness to organizational change are important predictors of successful outcomes. Furthermore, employees should be open both to the content of the change and to the process by which the intervention is implemented in order to maximize outcomes.

Anställningsotrygghet – en oro för att mot sin vilja förlora jobbet – är något som de flesta anställda idag upplever under sina yrkesliv. Den beteendevetenskapliga forskningen inom detta område har skjutit fart sedan millennieskiftet, vilket motiverar behovet av en uppdaterad litteraturöversikt. Översikten omfattar prediktorer och konsekvenser av anställningsotrygghet samt vilka faktorer som har identifierats som viktiga när det gäller att mildra anställningsotrygghetens konsekvenser.

Background: Leadership is a key feature in implementation efforts, which is highlighted in most implementation frameworks. However, in studying leadership and implementation, only few studies rely on established leadership theory, which makes it difficult to draw conclusions regarding what kinds of leadership managers should perform and under what circumstances. In industrial and organizational psychology, transformational leadership and contingent reward have been identified as effective leadership styles for facilitating change processes, and these styles map well onto the behaviors identified in implementation research. However, it has been questioned whether these general leadership styles are sufficient to foster specific results; it has therefore been suggested that the leadership should be specific to the domain of interest, e.g., implementation. To this end, an intervention specifically involving leadership, which we call implementation leadership, is developed and tested in this project. The aim of the intervention is to increase healthcare managers’ generic implementation leadership skills, which they can use for any implementation efforts in the future.

Methods/design: The intervention is conducted in healthcare in Stockholm County, Sweden, where first- and second-line managers were invited to participate. Two intervention groups are included, including 52 managers. Intervention group 1 consists of individual managers, and group 2 of managers from one division. A control group of 39 managers is additionally included. The intervention consists of five half-day workshops aiming at increasing the managers’ implementation leadership, which is the primary outcome of this intervention. The intervention will be evaluated through a mixed-methods approach. A pre- and post-design applying questionnaires at three time points (pre-, directly after the intervention, and 6 months post-intervention) will be used, in addition to process evaluation questionnaires related to each workshop. In addition, interviews will be conducted over time to evaluate the intervention.

Discussion: The proposed intervention represents a novel contribution to the implementation literature, being the first to focus on strengthening healthcare managers’ generic skills in implementation leadership.

Job insecurity and work–family conflict are increasingly prevalent in contemporary working life and numerous studies have documented their antecedents and negative consequences. The present study used longitudinal questionnaire data collected among teachers in Sweden to test the direction of the relation between job insecurity and work–family conflict using cross-lagged modeling. Multiple-group comparisons were conducted to account for the skewed gender composition in the teachers’ group. After controlling for baseline levels of job insecurity, work–family conflict, and four potential confounders (age, children under 12 living at home, university education, and relationship status), we found that the reciprocal relationship between job insecurity and work–family conflict over a 1-year time period fitted the data best for the men. For women, however, only the auto regression coefficients were significant. The results provide some empirical support for gender differences in the relation between job insecurity and work–family conflict. Moreover, this study partially supports theoretical assumptions suggesting that job insecurity and work–family conflict influence each other.

Study Objectives: There is limited knowledge about the prospective relationship between major work characteristics (psychosocial, physical, scheduling) and disturbed sleep. The current study sought to provide such knowledge. Design: Prospective cohort, with measurements on two occasions (T1 and T2) separated by two years. Setting: Naturalistic study, Sweden. Participants: There were 4,827 participants forming a representative sample of the working population. Measurements and Results: Questionnaire data on work factors obtained on two occasions were analyzed with structural equation modeling. Competing models were compared in order to investigate temporal relationships. A reciprocal model was found to fit the data best. Sleep disturbances at T2 were predicted by higher work demands at T1 and by lower perceived stress at T1. In addition, sleep disturbances at T1 predicted subsequent higher perception of stress, higher work demands, lower degree of control, and less social support at work at T2. A cross-sectional mediation analysis showed that (higher) perceived stress mediated the relationship between (higher) work demands and sleep disturbances; however, no such association was found longitudinally. Conclusions: Higher work demands predicted disturbed sleep, whereas physical work characteristics, shift work, and overtime did not. In addition, disturbed sleep predicted subsequent higher work demands, perceived stress, less social support, and lower degree of control. The results suggest that remedial interventions against sleep disturbances should focus on psychosocial factors, and that such remedial interventions may improve the psychosocial work situation in the long run.

OBJECTIVES: The three constructs of work-family conflict, emotional exhaustion and performance-based self-esteem are all related to tremendous negative consequences for the individual, the organization as well as for society. Even though there are studies that connect two of those constructs, the prospective relations between all three of them have not been studied yet.

METHODS: We explored the prospective relations between the three constructs in a large Swedish data set representative of the Swedish workforce. Gender differences in the relations were investigated. Longitudinal data with a 2-year time lag were gathered from 3,387 working men and women who responded to the 2006 and 2008 waves of the Swedish Longitudinal Occupational Survey of Health. Four different cross-lagged models were analysed.

RESULTS: In the best fitting model, higher levels of work-family conflict at time 1 were associated with an increased level of performance-based self-esteem at time 2, but not with emotional exhaustion, after controlling for having children, gender, education and age. Also, relationships between emotional exhaustion at time 1 and work-family conflict and performance-based self-esteem at time 2 could be established. Furthermore, relationships between performance-based self-esteem time 1 and work-family conflict and emotional exhaustion time 2 were found. Multiple-group analysis did not show any differences in the relations of the tested constructs over time for either men or women.

CONCLUSIONS: We conclude that the three constructs are interrelated and best understood through a reciprocal model. No differences were found between men and women.