Anniversary reactions among journalists covering terror: stress reactions and well-being 10 years after the terror in Norway

News journalists working on crisis-related assignments may experience dilemmas with regard to how to conduct their work without causing additional harm to first-hand victims. In this study, we investigated how exposure to journalistic ethical dilemmas during the Oslo/Utøya terror attack in 2011 and subsequent work-related guilt were related to the development of posttraumatic stress (PTS) reactions. Norwegian journalists (N = 371) covering the terror attack participated in a web-based survey 8-9 months after the incident. We found that females reported more ethical dilemmas during the assignment than males (n = 356, d = 0.51). We also found that being on the scene was not related to more exposure to dilemmas (n = 311, d = 0.01). Moreover, we discovered that work-related guilt had a significant indirect effect on the relationship between exposure to ethical dilemmas and severity of PTS reactions (n = 344, completely standardized indirect effect size = .11, 95% CI [.04, .19]. The results showed that exposure to ethical dilemmas may affect the development of long-term psychological impairment. We concluded that media organizations can prevent postcrisis impairment by preparing employees for possible exposure to dilemmas during crisis-related assignments.

Background: Residency training can render a wide variety of stressors that can affect the residents-in- training’s level of well-being and performance. Long hours of duty in the hospital together with physical and mental fatigue had become acceptable as these were believed to impart toughness to prepare physicians for a career in Medicine. This study was done to identify the stressors experienced by Far Eastern University – Nicanor Reyes Medical Foundation (FEU-NRMF) Medical Center residents-in- training using the Brief Job Stress Questionnaire. Likewise, the relationship between the stressors and the demographic profile of the resident was explored.
 Methods: This is a single-center descriptive cross-sectional study of all resident physicians of the FEU- NRMF Medical Center. The demographic data which includes age, sex, civil status, specialty training, and years in training were sought using a self-administered questionnaire. The stressors, stress reaction, social support, and job satisfaction of residents were identified using the Brief Job Stress Questionnaire (BSQ) which is a validated self-administered questionnaire used in Japan. Data were analyzed using descriptive statistics, presented in tables. The relationships between the stressors and demographic data were analyzed using chi-square and t-test.
 Results: The mean age of the residents-in-training who responded was 29-years old and the majority were females (71%) and single (85%). Mostly came from Internal Medicine training (23%) and were within the first three years of training (83%). The BSQ showed that the psychological stressors of resident-in-training were lack of meaningfulness of work (94%), skill under-utilization (90%), and unsuitable job (85%). In terms of stress reaction, mostly felt fatigued (65%), and anxious (32%). Residents-in-training social support came from their supervisors (86%) and co-workers (60%). Most of them were satisfied with their job (81%) and family life (78%). Among the different stressors, physical demand was the only variable significantly associated with sex (p-value, 0.015) and specialty (p-value, 0.004).
 Conclusion: The research was able to identify the different job stressors, stress reaction, social support, and satisfaction with job and family life of the residents-in-training in FEU-NRMF Medical Center. This will be a starting point in planning and creating programs that will help residents cope with the stress of residency training.

Preparation and training for long-duration spaceflight bring with them psychosocial stressors potentially affecting the well-being and performance of astronauts, before and during spaceflight. Social support from within the workplace may mitigate behavioral health concerns arising during the preflight period and enhance resiliency before and during extended missions. The purpose of this review was to evaluate evidence addressing the viability of workplace social support as a pre-mission countermeasure, specifically addressing: 1) the observed relationships between workplace social support and behavioral health; 2) perceived need, acceptability, and format preference for workplace social support among high-achievers; 3) potential barriers to delivery/receipt of workplace social support; 4) workplace social support interventions; and 5) delivery timeframe and anticipated duration of workplace social support countermeasure benefits. We conducted an evidence review examining workplace social support in professional contexts sharing one or more characteristics with astronauts and spaceflight. Terms included populations of interest, social support constructs, and behavioral health outcomes. Abstracts of matches were subsequently reviewed for relevance and quality. Research findings demonstrate clear associations between workplace social support and behavioral health, especially following exposure to stress. Further, studies indicate strong need for support and acceptability of support countermeasures, despite barriers. Our review revealed two general formats for providing support (i.e., direct provision of support and training to optimize skills in provision and receipt of support) with potential differentiation of expected duration of benefits, according to format. Workplace social support countermeasures hold promise for effective application during pre-mission phases of long-duration spaceflight. Specific recommendations are provided.Deming CA, Vasterling JJ. Workplace social support and behavioral health prior to long-duration spaceflight. Aerosp Med Hum Perform. 2017; 88(6):565-573.

This research note aims to examine how social support in the workplace is associated with job satisfaction in Singapore. More importantly, it evaluates how the frequency of praying for others moderates this association. Using data from the Work, Religion, and Health survey ( n = 508), a nationwide study of workers in Singapore collected in 2021, our regression analyses show that receiving social support in the workplace is positively associated with job satisfaction. In addition, the positive association between receiving social support in workplace and job satisfaction is stronger for individuals who pray for others more frequently. The results suggest that those who engage in prayer on behalf of others more frequently obtain greater benefits from workplace social support in the form of job satisfaction. These observations indicate that private religious behavior may act as a key relational resource that promotes worker well-being.

PurposeThe purpose of this paper is to examine how various types of workplace social support from different support sources interact with occupational stressors to predict the psychological well‐being of university professors.Design/method/approachA total of 99 full‐time professors participated via an online or paper questionnaire.FindingsUsing moderated hierarchical multiple regressions, the results support the hypotheses that the effects of occupational stressors on professors’ psychological well‐being vary depending on the level of perceived workplace social support. However, although workplace social support buffered the effects of some occupational stressors (i.e. work overload), social support exacerbated the adverse effects of others (i.e. decision‐making ambiguity).Research limitations/implicationsThe dichotomous effects of social support suggest that the impact of social support may be moderated by another variable, such as perceived control over the stressor at hand. The present findings echo calls for further refinements to models of social support to examine how individuals’ situational appraisals shape the variable interactive effects of stressors and social support on individuals’ health and well‐being.Originality/valueThis study provides new insight into academic work stress by systematically examining the effects of workplace social support on professors’ work stress experience. This study also extends our current understanding of the relationships among stressors, strains, and social support by providing empirical evidence that workplace social support is neither consistently beneficial nor a unidimensional construct.

IntroductionThe burden of mental illness is pervasive. Improved methods for early detection of mental ill-health and comprehensive understandings of factors associated with declining mental health are needed. Workplace social support...

Previous research has identified the problems or impediments that are associated with the employment of individuals with visual impairments (Crudden, McBroom, Skinner, & Moore, 1998; O'Day, 1999; Robin, 2002). An important area, investigated in this study, is the social support available in the workplace to people who are visually impaired. In general, social support refers to the type of assistance that individuals receive or expect to receive from those who come into contact with them in any way. In attempts to conceptualize the term social support, authors have distinguished * six categories of support: intimate interaction, material aid, physical assistance, guidance, feedback, and social participation (Huurre, Komulainen, & Aro, 1999); * six aspects of social support: attachment, social integration, opportunity for nurturance, reassurance of worth, alliance, and guidance (Weiss, 1974); * four elements of support: emotional, appraisal, informational, and instrumental (Birch, 1998; Etzion, 1984); * four functions of social support: appraisal, self-esteem support, belonging support, and tangible support (Cohen & Hoberman, 1983); * three types of support: emotional, informational, and tangible (Chien-Huey Chang & Schaller, 2000; Cohen & Wills, 1985); and * two types of social support: practical and emotional (Brough & Pears, 2004; Kef 1997). Workplace social support is an important category of social support and has been defined as the overall support that an individual receives at his or her workplace from supervisors and colleagues (Karasek & Theorell, 1990). The content of this category of support may include collaborating in solving problems, sharing information, obtaining advice, and reappraising situations (Brough & Pears, 2004) or, in general, information, appraisal, assistance with tasks, and emotional support (Bahniuk, Dobos, & Hill, 1990; Deelstra et al., 2003). Most research has found that workplace social support is positively predictive of job satisfaction and other positive outcomes (Brough & Pears, 2004; Harris, Winskowski, & Engdahl, 2007; Karasek & Theorell, 1990). Apart from the positive outcomes of social support, some negative effects have also been identified by researchers. Negative social support may take the form of help that is offered inappropriately (Sarason, Sarason, Shearin, & Pierce, 1987), unwillingly, or unnecessarily. Apart from the obvious negative forms of behavior, such as criticism, anger, and hostility (Ruehlman & Karoly, 1991), negative social support may also manifest as insensitivity, overprotection (Chien-Huey Chang & Schaller, 2000; Cimarolli & Boerner, 2005), underestimating or overrating a person's capabilities, and a number of other behaviors. THE STUDY The study presented here was a follow-up to our previous study (Papakonstantinou & Papadopoulos, 2009) that investigated the various forms of positive and negative social support received by people with visual impairments in the workplace from both colleagues and employers or supervisors. The emphasis was on negative social support because there has been little research on this kind of social support, especially in relation to the working environment (Cimarolli & Wang, 2006). Among all the definitions of the term social support, we used the one that divides social support into the practical and the emotional. Practical support includes informational support, as well as the provision of services and materials (Chien-Huey Chang & Schaller, 2000) and of tangible resources, such as physical devices and transportation (Birch, 1998). Emotional support includes expressions of concern (Brough & Pears, 2004) or feelings of being accepted, respected, included, and having one's emotions acknowledged (ChienHuey Chang & Schaller, 2000). METHOD Participants The sample included 25 individuals with visual impairments (11 men and 14 women), aged 23-42 (mean = 33, SD = 5. …

Background Female officers and staff face gender-specific challenges, particularly, during pregnancy and motherhood. Our study explores whether and how motherhood affects mental health outcomes (e.g., probable depression and anxiety) and return to work following sickness absence (SA), considering mediating role of workplace social support. Methods Logistic regression analysed probable depression and anxiety using Airwave Health Monitoring Study (AHMS) data. Cox proportional hazards models assessed return to work after sickness absence, linking AHMS with sickness absence data from 26 police forces. Exposure variables were created by the interaction of motherhood status and social support, while covariates included sociodemographic, lifestyle, and work-related factors. Results Mothers with low social support from superiors had higher odds of probable depression (OR = 2.14, 95% CI = 1.81-2.54) and anxiety (OR = 1.86, 95% CI = 1.62-2.14) compared to non-mothers. Moderate and high social support reduced odds of depression (Moderate: OR = 0.97, 95% CI = 0.85-1.11; High: OR = 0.65, 95% CI = 0.57-0.73) and anxiety (Moderate: OR = 1.24, 95% CI = 1.12-1.36; High: OR = 0.82, 95% CI = 0.75-0.9) for mothers, but the impact varied when adjusted for covariates. Mothers with lower levels of social support were less likely to return to work after SA compared to non-mothers, as indicated by the survival analysis (Low social support: HR = 0.83, 95% CI = 0.95-1.13; High social support: HR = 1, 95% CI = 0.96-1.04). These trends persisted across social support sources-colleagues and combined support-emphasising the complex interplay between workplace social support, motherhood, mental health, and sickness absence in policing. Conclusions Our study emphasises boosting workplace social support for female police officers and staff, to aid them in navigating motherhood demands. This improvement can lead to better mental health, retention, job satisfaction, and organisational effectiveness, ultimately promoting community safety. Key messages • Highlighting the importance of workplace social support for female police officers and staff, informs policy makers and practitioners to prioritize social support initiatives within policing. • Lower social support was associated with a reduced likelihood of returning to work after sickness absence, particularly among mothers compared to non-mothers.

The purpose of this study was to investigate the relationship between social support (from personal and workplace sources) and psychological distress (depression, anxiety, and stress symptoms), as well as to examine the mediating role of satisfaction with work-family balance among hospice nurses. A cross-sectional study design was utilized with a sample of 90 hospice nurses from the southern United States. Participants completed online surveys, including (a) the Depression, Anxiety, and Stress Scale (DASS-21), (b) loosely adapted items from the Affectivity, Burnout, and Absenteeism Scales, and (c) Satisfaction with Work-Family Balance Scale. Workplace social support, not personal social support, was associated with lower psychological distress, and satisfaction with work-family balance mediated the relationship between workplace social support and depression symptoms, a component of psychological distress. Hospice nurses' social support in the workplace and their satisfaction with the balance between their work and family lives play a role in supporting their mental health. Hospice nurses may benefit from programs fostering the creation of workplace-based interpersonal relationships.

Workplace social support might have a protective function against migraine in the social context of China, as close co-worker relationships and collectivism are acknowledged as work values in Chinese society. This paper aimed to analyse the association between migraine and workplace social support. The validity and reliability of the Chinese version of the Support scale of the Demand-Control-Support Questionnaire (DCSQ) used were also determined. Following international guidelines, this study was carried out in two stages. Stage I involved translations and pilot testing to assess content and face validity of the Chinese version of the DCSQ Support scale. Stage II was a cross-sectional survey (N = 677 bank employees) to evaluate structural validity, internal consistency and test-retest reliability of the Support scale, as well as to examine the association between workplace social support and a migraine-positive diagnosis. A high level of social support in the workplace was associated with a 74% decreased likelihood of migraine (adjusted OR = 0.26, 95%CI: 0.14-0.46). Of the six aspects of workplace social support, co-worker support had the greatest protective effect (adjusted OR = 0.49, 95% CI: 0.39-0.60). The Chinese version of the DCSQ Support scale established satisfactory content and face validity (I-CVIs ≥ 0.78; S-CVIAVE ≥ 0.90). Confirmatory factor analysis verified its one-dimensional theoretical factor, with adequate internal consistency (Cronbach's α 0.98; item-total correlations ≥ 0.80) and test-retest reliability (weighted Kappa coefficients 0.81-0.87; percentages agreement 85.23-88.92%). In the Chinese social context, workplace social support could protect against migraine, with the strongest benefit coming from co-workers. This study also provides a Chinese-language DCSQ Support scale as a valid and reliable instrument for measuring workplace social support.

Few studies have examined predictors of quality of life (QOL) of breast cancer survivors over time. Breast cancer survivors (n=116) were asked to complete measures of QOL, mood, spirituality, and social support every 6 months from 2-4 years post treatment. Overall QOL at 4 years was predicted by previous physical and functional well-being, the breast cancer-specific items, and vigor and current levels of social support (Adj R2=.72, F=30.53, p<.001). Physical QOL was predicted by previous levels of physical and functional well- being and current levels of functional and social/family well-being (Adj R2=.84, F=44.30, p<.001). Functional well- being was predicted by prior levels of physical, functional, and social/family well-being and current levels of physical well-being and vigor (Adj R2=.72, F=3-.53, p<.001). Emotional well-being was predicted by previous levels of emotional well-being and current physical well-being, the breast cancer-specific items, and anxiety (Adj R2=.60, F=26.30, p<.001). Social/family well-being was predicted by previous levels of social/family well-being, social support, and confusion (Adj R2=.71, F=34.18, p<<000). The breast cancer-specific items were predicted by age, previous levels of the breast cancer-specific items, confusion and current levels of emotional and functional well-being and spirituality (Adj R2=.58, F=17.57, p<.001). Over all and specific dimensions of QOL at 4 years were predicted by different combinations of QOL, mood, and spirituality. Interventions should be tailored to which dimensions of QOL are affected and other types of QOL as well as social support, mood, and spirituality as coping mechanisms that influence the specific dimension of QOL affected.

AimSocial relationships are key public health priorities, with their relevance to wellbeing amplified in recent years. Relationships are embedded within the wider environment in which they occur; however, we lack understanding of whether, and how, places may affect social relationships. This study utilises an urban vs rural framework to examine variation in three specific aspects of relationships (loneliness, social support, and social networks), and their links to wellbeing.Subjects and methodCross-sectional social network data, collected in Scotland in 2021 (N = 191), was used. Bivariate comparisons tested for differences in loneliness, social support, and social networks between urban and rural participants. Multivariable regression tested for associations between each construct and wellbeing, and interaction effects assessed differences in associations between the urban and rural locations.ResultsUrban participants had higher levels of loneliness and poorer wellbeing, even though reported levels of social support didn’t differ. After adjusting for sociodemographic characteristics, loneliness, social support, and perceived emotional closeness of social networks were all associated with levels of wellbeing. There was no evidence that these associations differed between participants in urban and rural areas.ConclusionOverall, findings highlight key place-based differences that inform the design of efforts to promote social connectivity and enhance wellbeing. Given that urban residents had lower wellbeing and higher levels of loneliness, coupled with evidence demonstrating the importance of close, supportive social relationships, intervention efforts that promote social connectivity in urban environments are particularly needed.Supplementary informationThe online version contains supplementary material available at 10.1007/s10389-024-02236-9.

This study examines how nonworkplace and workplace social support moderate the mediation process of job satisfaction between burnout and turnover intention in manufacturing workers. Relied on a sample of 349 Vietnamese manufacturing workers, we tested the conditional mediation model using ordinary least squares estimation, with job satisfaction as the mediator. Nonworkplace and workplace (coworker and supervisor) support were regarded as moderators in the associations between burnout, job satisfaction, and turnover intention. The results revealed that job satisfaction significantly mediates the relationship between burnout and turnover intention (indirect effect = 0.095, 95% CI = [0.051, 0.166]). Among the workplace social support factors, coworker support buffered burnout’s negative impact on job satisfaction (interaction effect = 0.217, p &lt; .05), while supervisor support weakened its positive link with turnover intention (interaction effect = -0.133, p &lt; .05). Conditional mediation analysis further demonstrated that burnout’s indirect effect on turnover intention through job satisfaction depended on coworker support, with the effect being significant when coworker support is low (indirect effect = 0.12, 95% CI = [0.04, 0.20]) but nonsignificant when coworker support is high (indirect effect = 0.04, 95% CI = [-0.04, 0.17]). However, nonworkplace social support did not moderate these relationships (p &gt; .05), suggesting that workplace-related support plays a more critical role in shaping job attitudes and turnover decisions. Additionally, when all sources of social support were high, the mediating role of job satisfaction in the burnout-turnover intention link remained significant (indirect effect = 0.09, 95% CI = [0.02, 0.17]), indicating that extensive social support does not fully counteract the negative impact of burnout. These findings emphasize the importance of workplace social support in alleviating burnout's adverse effects, offering valuable intervention strategies to enhance employee well-being and decrease turnover in the manufacturing sector.

BackgroundYoung adults with a history of mental health problems (MHPs) report lower work functioning (WF) compared to their peers without a history of MHPs. The identification of modifiable, protective workplace factors, such as workplace social support, is needed to increase WF.We examined the moderating role of workplace social support from supervisors and co-workers in the prospective association between MHP trajectories from childhood to young adulthood and WF among young adults.MethodsThe most recent 2019/2020 data of N = 861 young workers, participating in the 18-year follow-up Dutch TRAILS (TRacking Adolescents’ Individual Lives Survey) cohort study, was used. MHP trajectories for internalising and externalising problems included measurements at ages 11, 13, 16, 19, 22 and 26. Supervisor and co-worker social support were measured at age 29. WF was assessed at age 29. Logistic regression analyses were conducted to examine the moderating role of workplace social support in the association between MHP trajectories and WF.ResultsFour trajectories were identified for both internalising and externalising problems. Young adults with high-stable MHP trajectories reported more often low WF (ORs 3.73 (95% CI 2.28-6.12) and 2.88 (1.78-4.65) for internalising and externalising problems respectively) than those with low-stable trajectories. Higher supervisor and co-worker social support were associated with a lower odds for low work functioning (adjusted ORs ranging from 0.67 (0.54-0.83) to 0.84 (0.71-1.00)). No moderating effect of workplace social support was found for the association between MHP trajectories and WF.ConclusionsBoth supervisor and co-worker support were shown to be important for all young workers, regardless their history of mental health problems. Occupational health professionals should create awareness among employers and employees that workplace social support is beneficial for young adults’ work functioning.Key messages• Both supervisor and co-worker social support are important for all young workers’ work functioning, regardless of their history of mental health problems.• Creating awareness of the impact of workplace social support on young adults’ work functioning among employers and employees should be a priority area for occupational health practice and policy.

Studies have shown a negative association between certain aspects of workplace culture and family functioning. Using a neo-institutional framework, we examine whether workplace social support moderates the influence of three features of workplace culture—time demands, work pressure, and work strain—on family cohesion. Analyzing survey data from 312 individuals in dual-earner relationships, we control for number of children, education, income, employment status, and occupational status. We find that workplace social support is directly associated with family cohesion but does not serve as a buffer between dimensions of workplace culture and family cohesion.