Management Standards Indicator Tool Research Articles

Job demands and DHEA-S levels: a study on healthcare workers.

The intricate interplay between work-related stress and its physiological impact has drawn extensive research attention. Dehydroepiandrosterone sulphate (DHEA-S) emerges as a potential biomarker reflecting stress-related endocrine changes. This cross-sectional study aimed to examine the association between job demands and DHEA-S levels among healthcare workers. The study also explored potential correlations between DHEA-S levels and psychophysical symptoms commonly linked to work-related stress. A sample of 488 healthcare workers from a local health authority participated. Job demands were measured using the Demands scale of the Health and Safety Management Standards Indicator Tool. DHEA-S levels and symptom prevalence were assessed through serum analysis and questionnaires, respectively. Workers exposed to high job demands exhibited significantly lower DHEA-S levels compared to those with low job demands. Psychophysical symptoms, including sleep disorders, depression, and headache, were more prevalent in the high-demands group. DHEA-S levels showed significant negative correlations with the prevalence of all considered symptoms. The study shows the inverse relationship between job demands and DHEA-S levels among healthcare workers, indicating that high job demands correlate with reduced DHEA-S secretion and increased symptom prevalence. The findings suggest DHEA-S as a potential biomarker for assessing the physiological consequences of work-related stress. Proactive interventions in managing job demands are crucial for promoting employee well-being and productivity in demanding work environments. By recognizing DHEA-S as a stress biomarker, organizations can effectively address stress-related health risks and implement targeted interventions for enhancing employees' overall health and work performance.

Unlocking Prevalence Data: Describing the Job Stress and Well-being of U.S. Correctional Nurses.

Little is known about the health and well-being of U.S. correctional nurses. To protect correctional nurses, a better understanding of organizational characteristics, job stress, and well-being must be undertaken. A cross-sectional design was used in the form of an online survey. Correctional nurses were conveniently recruited using national listservs and snowball sampling. Variables were measured with the Health & Safety Executive Management Standards Indicator Tool, Nurse Wellbeing Index, and the Perceived Stress Scale. Data were analyzed using descriptive statistics and analyses of variance. Two hundred seventy participants (142 registered nurses, 83 licensed practical nurses/licensed vocational nurses, and 42 advanced practice nurses) completed the survey. Job stress scored moderate (M = 16.26, SD = 7.14), and well-being levels were just below the risk for adverse events (M = 1.8, SD = 3.06). Lower scores were noted for managerial support (M = 3.13, SD = 0.35) and job demands (M = 3.56, SD = 0.92), but slightly better for job control (M = 3.57, SD = 0.77), peer support (M = 3.85, SD = 0.64), and workplace relationships (M = 3.73, SD = 0.95). Significant differences between organizational characteristics, job stress, and well-being were found across nursing licensure, workplace environments, biological sex, and employment through state or private agencies. Registered nurses working in U.S. prisons experienced the highest job stress and worse well-being. This work is an essential next step in promoting healthy workspaces, urging the need for further research establishing the impact of organizational characteristics and job stress on nurse well-being.

Investigating the role of organizational stress in nurses' psychosomatic complaints: Evidence from a study in northeastern Italy

<abstract><sec> <title>Background</title> <p>Nursing is pivotal to healthcare delivery but is often associated with high levels of organizational stress. In this cross-sectional study, we aimed to investigate the associations between exposure to organizational stressors, measured using the Health and Safety Executive Management Standards Indicator Tool, and psychosomatic complaints among nurses in a medium-sized city hospital in northeastern Italy.</p> </sec><sec> <title>Methods</title> <p>A total of 215 nurses participated in the study, completing self-report questionnaires assessing organizational stressors and the prevalence of psychosomatic complaints experienced over the preceding six months.</p> </sec><sec> <title>Results</title> <p>Significant associations were observed between various organizational stressors and psychosomatic complaints among nurses. Specifically, the Relationships factor emerged as a significant predictor of palpitations, irritability, anxiety, physical and mental tiredness, and headache. Additionally, Demands and Managers' support were identified as significant predictors of specific psychosomatic complaints.</p> </sec><sec> <title>Conclusion</title> <p>This study highlights the critical role of addressing organizational stressors, particularly those related to interpersonal relationships, in promoting nurse well-being and optimizing patient care delivery. Despite its strengths, including the use of a well-established measurement tool and a comprehensive assessment of psychosomatic complaints, limitations such as the cross-sectional design and self-report measures warrant consideration. By prioritizing supportive work environments and implementing targeted interventions, healthcare organizations can cultivate a culture of well-being among nurses, ultimately enhancing the quality and safety of healthcare delivery.</p> </sec></abstract>

Psychometric analysis of the German version of the management standards indicator tool (MSIT-D)

PurposeThis study aims to develop a reliable and valid German/Deutsch version of the management standards indicator tool (MSIT-D) to broaden the pool of instruments available to practitioners and to support international collaborations regarding this workplace management issue.Design/methodology/approachThe MSIT-D was translated from English to German, then its psychometric properties examined using data from British employees (n = 321) and German employees (n = 358). Confirmatory factor analyses (CFAs) were used to evaluate the internal structure and measurement invariance, and Cronbach’s alpha was used to assess internal consistency. Comparisons were made with the German language risk assessment tool Fragebogen zur Gefährdungsbeurteilung psychischer Belastungen (FGBU) to examine concurrent and incremental validity. Criterion validity was checked using established measures of work-related health.FindingsThe MSIT-D has an equivalent seven-factor structure (demands, control, managerial support, peer support, relationships, role and change) as the original; the analyses confirmed configural and metric measurement invariance with the original scale. The internal consistency of the scales ranged from 0.82 to 0.91. Regarding criterion validity, the MSIT-D was positively correlated with emotional exhaustion and psychosomatic complaints and negatively correlated with work engagement and workability. The analyses yielded meaningful correlations between the MSIT-D dimensions and the FGBU.Originality/valueThis is the first study to develop a German version of the MSIT and confirm metric measurement invariance. This will allow a comparison of MSIT scores with related constructs between German- and English-speaking samples. As a reliable and valid instrument for assessing work-related stressors, the outcome of this study presents opportunities for developing a unified surveillance system for work-related stress at the European level.

Management standards and burnout among surgeons in the United Kingdom.

Burnout arising from chronic work-related stress is endemic among surgeons in the UK. Identification of contributory and modifiable psychosocial work characteristics could inform risk reduction activities. We aimed to assess the extent to which surgeons' psychosocial working conditions met aspirational Management Standards delineated by the UK Health and Safety Executive, draw comparisons with national general workforce benchmarks and explore associations with burnout. Surgeons (N = 536) completed the Management Standards Indicator Tool and a single-item measure of burnout. Descriptive data were computed for each Standard, independent t-tests were used to examine differences between trainees and consultants, and hierarchical linear regression was applied to explore relations between psychosocial work environment quality and burnout. Psychosocial work environment quality fell short of each Management Standard. Trainee surgeons (n = 214) reported significantly poorer psychosocial working conditions than consultant surgeons (n = 322) on the control, peer support and change Standards. When compared with UK workforce benchmarks, trainees' psychosocial working conditions fell below the 10th percentile on four Standards and below the 50th percentile on the remainder. Consultant surgeons were below the 50th percentile on five of the seven Standards. Psychosocial working conditions accounted for 35% of the variance in burnout over that accounted for by socio- and occupational-demographic characteristics. Surgeons' psychosocial working conditions were poor in comparison with benchmark data and associated with burnout. These findings suggest that risk management activities based on the Management Standards approach involving modification of psychosocial working conditions would help to reduce burnout in this population.

Working environment of health care professionals - focus on occupational stress.

Healthcare professionals most often encounter occupational stress. The aim of the study was to investigate the working environment of health care professionals with the focus on expression of occupational stress, and oversee the possibilities of stress management and prevention. 326 representatives from five different healthcare institutions were surveyed in Siauliai city, Lithuania. The validated questionnaires HSE Management Standards Indicator Tool and the SF-36 questionnaire were used. The study revealed that the most important organizational factors were lack of communication, inappropriate relations with authorities and colleagues, big workload and long working hours, quick decision-making, and manifestations of mobbing. Financial support was reported as one of the main motivators in stress management. The most frequent individual factors were emotional relations with patients and their relatives. The healthcare professionals who experienced stress at work more often felt aches that disturbed their work routine, and their health interfered more their ordinary social activities. The main stress prevention measures are involvement of employees in decision-making, annual interviews with authorities, education, assurance of a safe work environment, and elimination of manifestations of mobbing. More attention must be paid to occupational stress management. It appeared that there is a lack of knowledge by institutions about the models of occupational stress management and internal stress management policy of organization. Therefore, this stimulates the search for measures that could help to change the situation.

Mental wellbeing and psychosocial working conditions of autistic veterinary surgeons in the UK.

Certain autistic characteristics (such as hyper-focus and attention to detail) are valued by veterinary surgeons and autistic adults may disproportionately self-select into the profession. Links between mental wellbeing and retention in the veterinary profession highlight an imperative to profile autistic veterinary surgeons' mental wellbeing and identify protective factors. The psychosocial work environment may represent one such protective factor. We aimed to assess autistic veterinary surgeons' mental wellbeing, the extent to which their psychosocial working conditions achieved UK government management standards and links between these. Eighty-five autistic veterinary surgeons completed the Warwick-Edinburgh Mental Wellbeing Scale and the Health and Safety Executive's Management Standards Indicator Tool. Descriptive comparisons were drawn with normative data; correlation and linear regression analyses examined relations between mental wellbeing and psychosocial working conditions. Mental wellbeing and psychosocial work environment quality were markedly below veterinary surgeon and general workforce norms. Psychosocial working conditions accounted for 44% of the unique variance in mental wellbeing, with 'control' and 'role' making a significant contribution. This exploratory study involved a small self-selecting sample, raising the possibility of response bias. Work design centred on the enhancement of control and role clarity would likely support mental wellbeing in this population.

Developing a model for predicting safety performance of nurses based on psychosocial safety climate and role of job demands and resources, job satisfaction, and emotional exhaustion as mediators

BackgroundThe present study aimed to develop a model for predicting the safety performance of nurses based on psychosocial safety climate (PSC) and the role of job demands and resources, job satisfaction, and emotional exhaustion as mediators.MethodsA cross-sectional study using structural equation modeling (SEM) was carried out among nurses in Iran. Data were collected using the Psychosocial Safety Climate questionnaire, Neal and Griffin’s Safety Performance Scale, the Management Standards Indicator Tool, the Effort-Reward Imbalance questionnaire, the Michigan Organizational Assessment Job Satisfaction subscale and the Maslach Burnout Inventory.ResultsSurveys were distributed to 340 nurses provided informed consent. After removing incplete surveys, data from 280 partipants were analysed. The completion rate was 82.35%. The SEM results indicated that PSC can directly and indirectly predict nurses’ safety performance. The final model showed an acceptable goodness of fit (p = 0.023). It indicated that PSC, job demands, and job satisfaction were directly related to safety performance, and also that PSC, emotional exhaustion, job resources, and job demands were all indirectly related to safety performance. Also, PSC had a significant relationship with all mediator variables, and job demands had direct effect on emotional exhaustion.ConclusionsThe current study presented a new model for predicting safety performance in nurses in which PSC, both directly and indirectly, plays an important role. In addition to paying attention to the physical aspects of the workplace, healthcare organizations should also take into account PSC to improve safety. Next steps in reducing safety issues in nursing is to develop intervention studies using this new evidence-based model as a framework.

Patterns of work-related stress and their predictors among emergency department nurses and emergency medical services staff in a time of crisis: a latent profile analysis

BackgroundPrevious studies have shown that a disease outbreak may cause high stress among healthcare workers. However, the vast majority of those studies applied a variable-centered approach, in which relationships between the variables are believed to be identical across the studied population. The main purpose of this study was to identify latent profiles of healthcare workers with similar combinations of levels of various work-related stressors during the coronavirus disease 2019 (COVID-19) pandemic and to examine their predictors.MethodsA cross-sectional paper-and-pencil study was conducted among a convenience sample of 297 emergency department (ED) nurses and 219 emergency medical services (EMS) staff members working in 10 hospital EDs and 52 EMS centers in Ardabil province, Iran. Data were collected using the Health and Safety Executive Management Standards Indicator Tool (HSE-MS IT).ResultsUsing the latent profile analysis (LPA), five work-related stress profiles were identified: “high stress with a good understanding of one’s job role” (11.1%), “moderate stress” (41.9%), “relatively high stress with average demands and a very low understanding of one’s job role” (23.8%), “low stress” (18.0%), and “generally low stress but with very high job demands and relational conflicts” (5.2%). Age, marital status, service location, workplace, and the number of overtime hours significantly predicted profile membership.ConclusionThe results of the study suggest the importance of incorporating various sources of stress and using the person-centered approach when investigating the work-related stress of healthcare workers during disease outbreaks. Identifying sociodemographic and work-related predictors of profile membership may be useful for preparing interventions that will be better suited to healthcare workers’ needs.

Psychometric properties of the HSE Indicator Tool: evidence from Argentina.

The Health and Safety Executive's Management Standards Indicator Tool (MSIT) is a 35-item self-report questionnaire that assesses seven psychosocial risk factors associated with work-related stress. Although the instrument has been validated in the UK, Italy, Iran and Malta, no validation studies have been carried out in Latin America. To examine the factor structure, validity and reliability of the MSIT among Argentine employees. A sample of employees of different organizations from Rafaela and Rosario, Argentina, completed an anonymous questionnaire that included the Argentine MSIT and specific scales to measure job satisfaction, workplace resilience and perceived mental and physical health (12-item Short Form Health Survey). Confirmatory factor analysis was used to determine the factor structure of the Argentine MSIT. A total of 532 employees participated in the study (74% response rate). After testing three measurement models, the final respecified model was composed of 24 items distributed in six factors (demands, control, manager support, peer support, relationships and role clarity), showing satisfactory fit indices. The original MSIT change factor was discarded. Composite reliability ranged from 0.70 to 0.82. Although all dimensions showed adequate discriminant validity, convergent validity for control, role clarity and relationships is a matter of concern (average variance extracted values ≤ 0.50). Criterion-related validity was demonstrated by significant correlations between the MSIT subscales and job satisfaction, workplace resilience and mental and physical health. The Argentine version of the MSIT presents good psychometric properties for use among employees of the region. Further research is needed to provide more evidence on the convergent validity of the questionnaire.

Nurses' assessed self-efficacy levels to medical asepsis and their relation to structural empowerment, work engagement and work-related stress.

Nurses' working conditions are important for their well-being at work and for their ability to provide patients with safe care. Self-efficacy can influence employees' behaviour at work. Therefore, it is valuable to study self-efficacy levels to medical asepsis in relation to working conditions. To investigate the relationship between nurses' assessed self-efficacy levels to medical asepsis in care situations and structural empowerment, work engagement and work-related stress. A cross-sectional study with a correlational design was conducted. A total of 417 registered nurses and licensed practical nurses at surgical and orthopaedic units responded to a questionnaire containing: the Infection Prevention Appraisal Scale, the Conditions of Work Effectiveness Questionnaire-II, the Utrecht Work Engagement Scale-9 and the Health & Safety Executive Management Standards Indicator Tool. Correlational analyses and group comparisons were performed. The nurses rated high levels of self-efficacy to medical asepsis in care situations. The correlational analyses revealed that correlation coefficients between structural empowerment, work engagement, work-related stress and self-efficacy to medical asepsis were 0.254-0.268. Significant differences in self-efficacy were found in the grouped working conditions. This study revealed that nurses rated high self-efficacy levels to medical asepsis and, to some extent, this seemed related to structural empowerment, work engagement and work-related stress. This valuable knowledge could enable improvements at the managerial and organisational levels, benefiting both nurses and patients in the long run.

Occupational exposure to work-related stress, a proposal of a pilot study to detect psychological distress in collar-workers.

Work-related psychosocial risks have been identified as significant occupational health and safety risks; the occupational physicians must assess and monitor the health status of workers in order to verify that work is not a source of harm to exposed operators. The aim of the study was to investigate the outcomes related to anxiety and depression traits in workers exposed to stress-related work. A questionnaire was administered to a large population of Italian public administration workers; the Centre for Epidemiologic Studies - Depression Scale questionnaire was used to measure depression, the Self rating Anxiety Scale was used to measure anxiety, the UK Management Standards Indicator tool questionnaire was used to assess work adjustment. A descriptive analysis, a multivariate analysis, as well as logistic regression models were used to assess the health outcomes related to stress. A total of 292 workers participated in the study; 100% of participants had a Centre for Epidemiologic Studies - Depression Scale score over the cut-off; 41.78% had a Self rating Anxiety Scale score over the cut-off; the results support a correlation between the Centre for Epidemiologic Studies - Depression Scale results and the UK Management Standards Indicator tool results; and a correlation between Self-rating Anxiety Scale results and the UK Management Standards Indicator tool results. The Demand, Management, Support and Relationship results were associated with mental health outcomes, and it could be a useful tool in occupational medicine, to identify workers at risk for negative mental health outcomes, becoming an essential tool in workers' health assessment and for prevention of mental health disorders.

Exploring Occupational Stress Among Intensive Care Units Nurses in Saudi Arabia Using the Health and Safety Executive Management Standards Indicator Tool

Exploring Occupational Stress Among Intensive Care Units Nurses in Saudi Arabia Using the Health and Safety Executive Management Standards Indicator Tool

THE INFLUENCE OF SELF-EFFICACY AND JOB STRESS TOWARD JOB BURNOUT AT A PACKAGING COMPANY IN SURABAYA

Background: Job burnout is a phenomenon that often occurs in the workplace because of experiencing prolonged job stress. The higher the level of workers’ self-efficacy, the lower the probability of job stress and the potential of job burnout experienced by workers. Purpose: To identify the influence of self-efficacy and job stress toward job burnout at a packaging company in Surabaya. Method: It was an analytical observational research with a cross-sectional approach. The respondents of this research were 99 workers in the production site of the packaging company in Surabaya. Questionnaire was used to collect individual data including age, gender, work period, education, and marital status which were related to the respondents’ characteristics, while self-efficacy questionnaire was used to gather data about the workers’ self-efficacy, HSE Management Standards Indicator Tool for job stress questionnaire, and Maslach Burnout Inventory (MBI) for job burnout questionnaire. Further, simple random sampling was used to draw the sample. The data were descriptively analyzed using related linear regression test. Result: Self-efficacy was proved to significantly influence job burnout in the aspects of reduced personal accomplishment (p-value=0.000), but self-efficacy did not influence job burnout in the aspects of emotional exhaustion and depersonalization. Whereas job stress was proved to significantly influence job burnout in the aspect of emotional exhaustion, depersonalization or reduced personal accomplishment (p-value=0.000). Conclusion: In sum, all aspects in job burnout were influenced by job stress.

The Perceived Occupational Stress Scale

Abstract. This article aims to present the development and test the psychometric properties of the Perceived Occupational Stress (POS) scale, a new brief instrument aimed at rating a worker’s perception of feeling stressed at work. Six studies are conducted on an overall sample of 1,805 Italian workers, to examine both the construct and concurrent validity of the POS scale. The results demonstrate the high internal consistency (α = .82) and test-retest reliability ( r = .86) of the POS scale, as well as its structural validity and concurrent validity with the Maslach Burnout Inventory ( r = .68 with Emotional Exhaustion) and the Effort-Reward Imbalance Questionnaire ( r = .62 with Imbalance and r = .51 with Overcommitment). Moreover, the POS scale is determined to uniquely contribute toward predicting stress-related health complaints, over and above indicators of workplace stressors, as measured by the Health and Safety Executive Management Standards Indicator Tool ( R2change = .06). Overall, the present findings indicate that the POS scale is a valid and reliable instrument for self-reporting occupational stress levels, and it could be used together with existing risk assessment measures of stress, to obtain a comprehensive evaluation of work-related stress.

NHS staff mental health status in the active phase of the COVID-19 era: a staff survey in a large London hospital

BackgroundExperiencing a pandemic can be very unsettling and may have a negative impact on the mental health of frontline healthcare workers (HCWs). This may have serious consequences for the overall...

Prediction of metabolic syndrome based on sleep and work-related risk factors using an artificial neural network

BackgroundMetabolic syndrome (MetS) is a major public health concern due to its high prevalence and association with heart disease and diabetes. Artificial neural networks (ANN) are emerging as a reliable means of modelling relationships towards understanding complex illness situations such as MetS. Using ANN, this research sought to clarify predictors of metabolic syndrome (MetS) in a working age population.MethodsFour hundred sixty-eight employees of an oil refinery in Iran consented to providing anthropometric and biochemical measurements, and survey data pertaining to lifestyle, work-related stressors and sleep variables. National Cholesterol Education Programme Adult Treatment Panel ІІI criteria was used for determining MetS status. The Management Standards Indicator Tool and STOP-BANG questionnaire were used to measure work-related stress and obstructive sleep apnoea respectively. With 17 input variables, multilayer perceptron was used to develop ANNs in 16 rounds of learning. ANNs were compared to logistic regression models using the mean squared error criterion for validation.ResultsSex, age, exercise habit, smoking, high risk of obstructive sleep apnoea, and work-related stressors, particularly Role, all significantly affected the odds of MetS, but shiftworking did not. Prediction accuracy for an ANN using two hidden layers and all available input variables was 89%, compared to 72% for the logistic regression model. Sensitivity was 82.5% for ANN compared to 67.5% for the logistic regression, while specificities were 92.2 and 74% respectively.ConclusionsOur analyses indicate that ANN models which include psychosocial stressors and sleep variables as well as biomedical and clinical variables perform well in predicting MetS. The findings can be helpful in designing preventative strategies to reduce the cost of healthcare associated with MetS in the workplace.

Prevalence and Predictors of Stress among Bankers in Enugu State South-East Nigeria

Background: The work environment is rapidly changing and in recent times, occupational stress poses a threat to the health, morale and productivity of workers and the organization. This study sought to determine the prevalence and predictors of stress among bankers in a south-eastern state of Nigeria. Methods: A descriptive cross-sectional study was carried out among 370 bankers in Enugu State, Nigeria using the Health, Safety, Executive (HSE) management standards indicator tool. Multistage sampling method was used to select participants. Statistical analysis was done using SPSS 22.0. Level of statistical significance was set at p< 0.05.Results: The mean age of the participants was 34.54±6.3 years while the mean years of work was 6.01±4.7years. One hundred and seventy-four (47%) reported high level of stress due to relationship at work while 318 (85.9%) reported low level of stress due to roles. Being 35 years or less was found to a predictor of high (AOR 0.55, CI 0.30-1.02) level of stress due to control.Work experience of 5 years or less was found to be a predictor of both high (AOR 0.74, CI 0.40--1.37) and low (AOR 0.99, CI 0.40-1.37) levels of stress due to control.Conclusion: This study has shown that the prevalence of stress was high among bankers in Enugu State, South-East Nigeria. There is, therefore, the need for routine stress assessment and interventions in the banking industry especially for those at high risk.
 Keywords: Bankers; HSE Stress Questionnaire; Stress; Workplace; Southeast Nigeria

Moral distress and occupational wellbeing in audiologists: an Australian case study

Objective The purpose of this study was to assess if a relationship existed between (i) audiologists’ perceptions of moral distress, (ii) occupational wellbeing, and (iii) patient-practitioner orientation. Design The Moral Distress Thermometer, Health and Safety Executive (HSE) Management Standards Indicator Tool and Patient-Practitioner Orientation Scale (PPOS) was sent out to all audiologists registered with the professional body Audiology Australia. Study sample: A total of 43 audiologists completed the questionnaires. Results Using a multiple linear regression model there was no evidence of a relationship between patient-practitioner orientation and either moral distress or occupational wellbeing. However, an association between higher moral distress and lower occupational wellbeing was demonstrated. The occupational wellbeing subscales of ‘managerial support’, ‘peer support’, ‘relationships’, ‘role’, and ‘change’ were strongly associated with poorer scores on moral distress. Conclusion For our sample of audiologists, ethical conflict appeared to be linked to reduced job satisfaction. There is a need to consider ways of providing supportive organisational structures in which ethical conflicts can be openly discussed and negotiated in order to improve occupational wellbeing in the profession.

Job demands, resources and work-related well-being in UK firefighters.

There is evidence that firefighters are at risk of work-related stress and mental health problems, but little is known about the organizational hazards they experience. Insight is needed into the work-related factors that are most likely to threaten or protect their work-related well-being. To identify levels of job demands and resources (including demands relating to workload, work patterns and the working environment, relationship conflicts, control, support, role clarity and change management) among firefighters, and to use a job demands-resources framework to examine their impacts on work-related well-being. The role played by recovery strategies in predicting work-related well-being was also considered. Job demands and resources were assessed by the Health & Safety Executive (HSE) Management Standards Indicator Tool. Validated scales measured recovery strategies (detachment, affective rumination and problem-solving pondering) and work-related well-being (anxiety-contentment and depression-enthusiasm). The impact of job demands, resources and recovery strategies was tested by multiple linear regression. The sample comprised 909 firefighters across seven Fire and Rescue Services in the UK (85% male). Levels of job demands and resources did not meet HSE benchmarks. The main risk factors for poor work-related well-being were relationship conflicts and affective rumination, but resources such as role clarity and job control and the use of problem-solving pondering and detachment were beneficial. Interventions that aim to reduce relationship conflicts at work and promote problem-solving rather than affective rumination, and detachment from work when off-duty, are likely to improve work-related well-being. Attention to enhancing job resources may also be beneficial.