Norwegian Employees Research Articles

Take Action, Recover Well? The Role of Daily Proactive Recovery Strategies for Recovery, Stress, Affect, and Next-Day Performance

Although both employee wellbeing and performance are valued by organizations, achieving them conjointly is not simple in practice. Prior studies have highlighted the role of daily experiences of recovery from work stress for employee wellbeing and performance. In a work-life characterized by pressures to intensify the pace of work, employees may increasingly use proactive efforts to shape their daily off-job time to effectively recover from stress and maintain their wellbeing and performance. Based on the integrative needs model of crafting, effort-recovery model, and conservation of resources theory as guiding frameworks, we examine whether employees’ daily proactive recovery strategies predict daily off-job and work stress, affect, and subjective work performance through enhanced recovery experiences. Daily diary measurements were collected among a sample of 377 Norwegian employees across a period of two weeks in early 2022 (from Monday to Thursday, i.e., eight measurement days in total). Results of Bayesian multilevel models showed that crafting for detachment, for relaxation, and for autonomy during off-job time negatively predicted off-job stress and negative affect through matching recovery experiences, whereas crafting for mastery positively predicted positive affect through mastery experiences. Crafting for relaxation and for autonomy were directly negatively related to next-day work stress, but these effects were not mediated by matching recovery experiences. Crafting for autonomy positively predicted next-day self-rated work performance through control experiences. Our study contributes to the literature on recovery from work by highlighting proactive recovery strategies as important initiators of daily recovery processes.

Does job control contribute to differences in physician-certified sickness absence across office concepts? A mediation analysis in a nationally representative sample.

Several studies have found higher sickness absence in shared and open workspaces than in private offices, but little is known about why these differences occur. We propose and test job control as a potential mechanism underlying observed differences in the risk of physician-certified sickness absence between private offices and shared and open workspaces. We conducted a counterfactual mediation analysis using observational survey data from a nationally representative sample of Norwegian employees merged with prospective data from national registries (N=5512). The registry data included information about whether participants had any physician-certified sickness absence the year following the survey. Models were adjusted for age, sex, education level, occupation group, executive/leadership responsibility, and time spent on office work. We found significantly higher sickness absence risk in conventional [risk ratio (RR) 1.12, 95% confidence interval (CI) 1.01‒1.25] and non-territorial (RR 1.20, 95% 1.04‒1.37) open-plan and non-territorial shared-room offices (RR 1.29, 95% CI 1.13‒1.48) compared to private offices. Natural indirect effects due to job control were statistically significant in all contrasts and accounted for 19-34% of total effects depending on contrast. Findings were in line with hypothesized relationships and suggest that job control may be a mechanism underlying observed differences in sickness absence across office concepts. Future studies should continue to explore potential mechanisms linking shared and open workspaces to higher sickness absence and other unfavorable outcomes in the workplace, particularly with study designs that provide stronger basis for causal inference.

Leaders as the targets of workplace bullying - prevalence and outcomes

PurposeBullying of leaders is an underexplored topic in organizational research. To fill this knowledge gap, the aims of this study were to determine the prevalence of bullying of leaders and to examine whether holding a formal leadership position influences the relationships between exposure to bullying and the outcomes job satisfaction and depression.MethodsData from two separate surveys were employed: (1) A cross-sectional occupation specific sample comprising 678 Norwegian child welfare social workers; (2) A nationally representative probability sample of 1,608 Norwegian employees with two time-points (6 months’ time-lag).ResultsAnalyzing multiple indicators of workplace bullying, holding a formal leadership position had no impact on the initial risk of being bullied. Analyses of prospective data showed that leaders report a somewhat stronger increase in levels of bullying over time compared to non-leaders, although the effect size was small. With exception of a small buffering effect on the cross-sectional association between exposure to bullying behaviors and job satisfaction in the second sample, holding a leadership position had no effect on the strength of the association between bullying and outcomes.ConclusionThe findings show that leaders have the same risk of being bullied and are influenced by bullying in roughly the same manner as non-leaders. Organizational measures and interventions against bullying should therefore consider leaders as a risk group in line with other employees.

Worker and workplace determinants of employment exit: a register study

BackgroundWorkers with chronic illness are in higher risk of unemployment. This article investigated the worker and workplace characteristics associated with labour market inclusion for workers with a diagnosed chronic illness.MethodsLinked...

Alcohol-related sexual harassment in the workplace: A between and within industry analysis.

Sexual harassment as a political/legal issue was revitalised by the #MeToo movement in 2017. We estimate the prevalence and development of alcohol-related sexual harassment (ASH) across industries over the years 2015 to 2021, including potential changes from 2017, and assess differences in the risk of ASH according to industry- and individual-level characteristics. Based on annual surveys (2015-2021) among employees in 21 Norwegian industries (observations N = 11,512, individuals N = 6353). Age range 20-69 years, 48% women. Associations between ASH and industry- and individual-level demographics, work autonomy, work-related drinking and intoxication were estimated in linear probability models RESULTS: ASH prevalence was 6% between 2015 and 2021 and varied between 4% and 13% across industries. Men showed a gradual increase in ASH from 2015 to 2021. The was no significant trend among women or a change after #MeToo. Industries with older employees, more women and frequent intoxication at work-related occasions had more ASH, while those with more highly educated employees had less. At the individual level, frequent work-related drinking occasions, tendency to get intoxicated at these occasions, being a woman and younger age were associated with more ASH. We found no individual- or industry-level association between work autonomy and ASH. Annually, 6% of Norwegian employees experience alcohol-related sexual harassment in work-related settings. The risk of ASH is higher among employees who are young, female, frequently drink and drink to intoxication at work-related events, and that work in industries with older employees, more women, less formal education and frequent intoxication.

The contribution of office design to the appraisal of job control: A longitudinal study.

The appraisal of control over work intensity and decisions at the workplace is a well-established determinant of health and well-being among employees. Building on job design theories, the overarching aim of this study was to determine office layout as a predictor of perceived job control. Specifically, we investigated between-group differences in control by contrasting employees in cellular offices with employees in shared/open offices, as well as effects on control among employees transitioning from one office design to another. This is a longitudinal study with three survey points across 48 months comprising 3,415 Norwegian office employees. Data were analyzed with latent growth curve analyses, adjusted for gender, age, leadership responsibility, and teleworking. Employees in cellular offices reported significantly higher control over work intensity and control over decisions when compared with employees in shared/open workspaces. Transitioning from a shared/open workspace to a cellular office led to a significant increase in perceived control regarding work intensity. As the experience of control may buffer the negative impact of job demands, organizations that rely on shared or open office solutions may benefit from identifying tools that can contribute to enhancing their employees' perceived control.

Help and Care to Older Parents in the Digital Society

This study examines the extent and predictors of employees’ help and care to their old parentsand aims to contribute to policy development enabling employees to combine full-time workand caregiving to parents. Analyzing responses from 3332 Norwegian employees aged between45 and 67 years with at least one living parent, we identified frequencies of different help andcare types and tested competing predictors. Assistance with digital technology was frequent, andvarious types of practical support were common, but personal care provision was rare. Parents’health and parents living alone were substantial predictors. Public home care services seemedinsufficient and were associated with employees providing more help and care. The findingsemphasize the family as a comprehensive care provider when the welfare state falls short. Thestudy concludes that adult children play a critical role in helping older people cope with limitedpublic services and challenges posed by the digital society.

Does a 40-week football and Zumba exercise intervention influence self-reported job satisfaction, work role functioning and sick leave among female hospital employees? A cluster-randomised controlled trial

ABSTRACT This 40-week cluster-randomised controlled trial (RCT) examines the effects of football and Zumba on self-perceived job satisfaction, work role functioning and sick leave among Norwegian female hospital employees. Hundred-and-seven employees, mainly consisting of nurses (80%), were allocated into three groups; Football (FG), Zumba (ZG) and Control (CG). The exercise groups were offered two to three and one to two 1-h weekly sessions during the first 12 and last 28 weeks, respectively, with an actual weekly exercise frequency of 2.4 ± 0.5 and 0.9 ± 0.2 in FG and 2.3 ± 0.3 and 0.8 ± 0.2 in ZG. Outcome variables were measured at baseline, 12 and 40 weeks. In comparison to CG (4.8 days 95% CI 3.2–6.4), ZG (1.9 days, 95% CI 0.4–3.5) had a significant lower overall mean days of sickness absence during last sick leave period (−2.9 days, 95% CI −5.1 to −0.7, p = .011) which corresponded to a moderate effect size (d = 0.60). Between baseline (88.5%, 95% CI 84.3–92.6) and 12 weeks (93.8%, 95% CI 89.4–98.2), ZG showed significant within-group improvement in total score of the Work Role Functioning Questionnaire (WRFQ) (5.3%, 95% CI 0.6–10.1, p = .029), corresponding to a moderate effect size (d = 0.40). This study indicates that two to three 1-h weekly Zumba sessions can have a preventive effect on sick leave in female hospital employees. Highlights Participants in Zumba exercise organised by the workplace showed a significant lower number of sick leave days compared with the controls. Despite a correspondingly significant reduction in exercise adherence in both groups in the last 28 weeks, only FG showed tendencies for group improvement in job satisfaction and total WRFQ in this period. Workplace promotion of exercise and physical activity can thus be beneficial for both the workers and the organisation.

Predictors of insomnia symptoms in police employees: a longitudinal investigation and comparison of personality and psychosocial work factors

Insomnia is a growing public health concern and a risk factor for reduced health, safety, and performance among workers. This study investigated and compared the predictive value of personality traits and psychosocial factors associated with symptoms of insomnia. The study followed a longitudinal design and included 206 Norwegian police employees (52% men). The predictors of insomnia symptoms were divided into the following groups in the multiple regression analyses: 1) demands, control, and support at work, 2) stress and overcommitment, and 3) the personality traits of the five-factor model. A fourth final model included significant predictors from the initial analyses. The results showed high stability in insomnia symptoms at baseline and follow-up six months later. Neuroticism was the strongest and most stable predictor of insomnia, and associated with an increase in insomnia symptoms after six months. Overcommitment and stress had positive associations with insomnia symptoms but could not predict changes after six months. Social support had a negative association with insomnia, whereas job demands and control at work had no significant association with insomnia symptoms measured at follow-up six months later. The findings demonstrate that the personality trait neuroticism can play an important role in the development and maintenance of insomnia symptoms. Job demands and resources only explained a marginal proportion of variance in insomnia symptoms measured six months later in police employees, indicating that they may be less crucial in the development of insomnia. However, more research on the potential interaction effects between personality and organizational factors is needed. The study highlights the importance of taking personality characteristics into consideration when investigating predictors of insomnia.

The impact of follower leadership position on transformational leadership as moderator of the association between work-related ambiguity and job satisfaction.

This two-part study examined if the buffering effect of transformational leadership on the association between work-related ambiguity and job satisfaction is contingent upon whether a follower holds a formal leadership position him/herself. Data from two separate surveys were employed: Study 1: A sample of 845 respondents from Belgium. Study 2: A national probability sample of 1,608 Norwegian employees. Study 1 showed that task ambiguity had a significant negative relation with job satisfaction, but that transformational leadership did only buffer the association between task ambiguity and job satisfaction among employees holding a formal position as a supervisor or manager. Study 2 extended Study 1 by adjusting for age and job tenure of subordinates as a confounding variable. Study 2 confirmed that transformational leadership had a significantly stronger impact on the observed association between role ambiguity and job satisfaction among respondents holding a supervisor or manager position. In conclusion, when considering job satisfaction as an outcome of work-related ambiguity, transformational leadership is mainly beneficial for followers holding a formal supervisor or manager position themselves. Our findings thereby question assumptions about the general effectiveness of transformational leadership.

Employees Perception of Organizational Crises and Their Reactions to Them - A Norwegian Organizational Case Study.

Organizational sensemaking is crucial for resource planning and crisis management since facing complex strategic problems that exceed their capacity and ability, such as crises, forces organizations to engage in inter-organizational collaboration, which leads to obtaining individual and diverse perspectives to comprehend the issues and find solutions. This online qualitative survey study examines how Norwegian Sea Rescue Society employees perceived the concept of an organizational crisis and how they sensed their co-workers react to it. The scope was the ongoing COVID-19 pandemic, a global event affecting all countries and organizations and responding similarly globally. Data were collected during the Fall of 2020. The instrument of choice was the Internal Crisis Management and Crisis Communication survey (ICMCC). The results showed that the overall sample strongly believed in their organization’s overall resilience level. However, a somewhat vague understanding of roles and responsibilities in a crisis where detected, together with some signs of informal communication, rumor spreading, misunderstanding, frustration, and insecurity. This study contributes to the academic field of organizational research, hence crisis management and sensemaking, and could be valuable to managers and decision-makers across sectors. Increased knowledge about how employees react to a crisis may help optimize internal crisis management planning and utilize robust mitigation and response strategies.

SARS-CoV-2 serological findings and exposure risk among employees in school and retail after first and second wave COVID-19 pandemic in Oslo, Norway: a cohort study.

The objective was to characterize and compare SARS-CoV-2 serology among Norwegian school employees and retail employees, and describe preventive measures taken at the workplaces. A cohort of 238 school and retail employees was enrolled to an ambidirectional cohort study after the first COVID-19 pandemic wave. Self-reported exposure history and serum samples were collected at 10 schools and 15 retail stores in Oslo, Norway, sampled at 2 time-points: baseline (May-July 2020); and follow-up (January-March 2021). SARS-CoV-2 antibodies targeting both spike and nucleocapsid were detected by multiplex microsphere-based serological methods. At baseline, 6 enrolled workers (5 in retail) presented with positive SARS-CoV-2 serology, higher than the expected 1% prevalence (3%, 95% CI: 1-6, p = 0.019). At followup, school and retail groups presented 11 new seropositive cases altogether, but groups were not significantly different, although exposure and preventive measures against viral transmission at workplaces were different between groups. Self-reported medical history of COVID-19 infection showed that all but one positive SARS-CoV-2 serological findings arising between baseline and follow-up had been diagnosed with virus testing. Distribution of SARS-CoV-2 positive serology after the first wave was slightly higher than expected. Distribution of infection was not significantly different between the groups at baseline nor at follow-up, despite difference in exposure and protective measures. Nearly all new seropositive cases discovered between baseline and follow-up, had already been diagnosed, highlighting the importance of extensive viral testing among workers. Int J Occup Med Environ Health. 2022;35(5):537-47.

The impact of organizational culture and leadership climate on organizational attractiveness and innovative behavior: a study of Norwegian hospital employees

BackgroundIn the domain of health services, little research has focused on how organizational culture, specifically internal market-oriented cultures (IMOCs), are associated with organizational climate resources, support for autonomy (SA), and whether and how IMOCs and SA are either individually or in combination related to employee perceptions of the attractiveness of the organization and their level of innovative behavior. These knowledge gaps in previous research motivated this study.MethodsA conceptual model was tested on a sample (N = 1008) of hospital employees. Partial least-squares structural equation modeling (PLS–SEM) was employed to test the conceptual models, using the SmartPLS 3 software. To test the mediator effect, a bootstrapping test was used to determine whether the direct and indirect effects were statistically significant, and when combining two tests, to determine the type of mediator effect.ResultsThe results can be summarized as four key findings: i) organizational culture (referring to an IMOC) was positively and directly related to SA (β = 0.87) and organizational attractiveness (β = 0.45); ii) SA was positively and directly related to both organizational attractiveness (β = 0.22) and employee individual innovative behavior (β = 0.37); iii) The relationships between an IMOC, SA, and employee innovative behavior were all mediated through organizational attractiveness; and iv) SA mediated the relationship between the IMOC and organizational attractiveness as well as that between the IMOC and employee innovative behavior.ConclusionsOrganizational culture, IMOC, organizational climate resources, and SA were highly correlated and necessary drivers of employee perceptions of organizational attractiveness and their innovative behavior. Managers of hospitals should consider IMOC and SA as two organizational resources that are potentially manageable and controllable. Consequently, managers should actively invest in these resources. Such investments will lead to resource capitalization that will improve both employee perceptions of organizational attractiveness as well as their innovative behavior.

Frontline Service Employees' Profiles: Exploring Individual Differences in Perceptions of and Reactions to Workplace Incivility.

Employee turnover is a big issue in the service industry, which can be significantly affected by job stressors including workplace incivility. This exploratory study aims to identify the frontline service employees’ profiles exploring to what extent individuals may have different perceptions of incivility and social supports at work and showing different reactions (job outcomes). In a cross-sectional study, 291 completed questionnaires from a sample of Norwegian frontline service employees were subjected to correlation analysis, K-means clustering, and post hoc ANOVA analysis with Bonferroni correction. Cluster analysis revealed three distinct clusters of employees with different profiles, which indicated that those who perceived the highest level of workplace incivility and the lowest level of social supports at work showed the highest turnover intention compared to that of others. Moreover, employees with longer tenure and the highest perception of social supports at work coped better with workplace incivility and showed the lowest turnover intention.

Big five personality traits and physician-certified sickness absence

Although several studies show that personality traits are associated with absenteeism, few large-scale studies have examined these relationships prospectively, integrating survey data and register data on sickness absence. This study examines whether personality is associated with sickness absence, and whether health factors, gender, age, type of occupation and job satisfaction moderate this relationship. We combine survey data assessing the Big Five personality traits from a large sample of Norwegian employees aged 18–62 years ( N = 5017) with register data on physician-certified sickness absence up to four years after. Negative binomial regression analyses showed that extraversion was positively associated with subsequent sickness absence when controlling for several covariates, including health, work factors and previous spells of sickness absence. Neuroticism also showed significant positive associations with sick leave; however, the association diminished when accounting for previous spells of sickness absence. Moderator analyses demonstrated that age and type of occupation affected some of the associations between personality and sickness absence. The findings indicate that – in addition to general health promotion measures – specific interventions targeting individuals high in extraversion may be beneficial in reducing sick leave. How socio-demographic and work-related factors moderate the relationship between personality and sickness absence may be an interesting future research area.

The pub: an expanded office. A qualitative study on Norwegian female employees’ experiences with English work-related drinking culture

Aim The aim of this study is to explore how Norwegian female employees experience work-related alcohol use in British working life using cultural analysis. Design Explorative design with strategic population; in-depth interviews with eight female Norwegian employees working in London, in addition to field observation in two typical ‘after-work’ pubs in London. The data was analysed through bricolage: themes and subthemes were identified and Hall’s theory of high- and low-context cultures and Bourdieu’s concepts of capital and field were applied. Results The pub appeared to be a significant arena for Norwegian female employees in London to adapt to British working culture and work-related drinking. Four main themes emerged: (1) Breaking the code in communication at work, (2) Adjusting to English office ‘etiquette’ through pub visits, (3) Adhering to pub rules and developing strategies, and (4) Balancing after-work pub culture and family obligations. Conclusion Navigating British pub culture demands cultural awareness to maintain one’s work-related position and career progress, including balancing gender-specific expectations and contextual drinking culture.

Differences in Perceived Occupational Stress by Demographic Characteristics, of European Emergency Medical Services Personnel during the COVID-19 Virus Pandemic-An International Study.

Objectives: The outbreak of the COVID-19 pandemic has brought commercial, social, and economic consequences in every country that has experienced substantial SARS-CoV-2 infection rates. The complete change in the environment that took place due to the outbreak of the pandemic can lead to stressful situations, especially among healthcare personnel. Material and methods: The research were conducted during the COVID-19 pandemic between the 27 March 2020 and the 20 April 2020. The research included 1984 employees of emergency medical systems in seven European countries. An internet-based questionnaire format was adopted for the study (ΩMc-Donald > 0.7). Results: The highest level of stress was experienced by personnel in the United Kingdom M = 4.03, and the lowest by Norwegian employees M = 2.89. High levels of stress were also experienced by nurses from Spain and Poland. Women actively working in the healthcare system during the pandemic experienced higher stress levels than men. Conclusions: Women working in European emergency medical systems are more vulnerable to work-related stress, while carrying out emergency medical procedures during the pandemic. Differences in the level of stress experienced while carrying out duties in pre-hospital conditions were only found among Spanish emergency medical system personnel.

Technology-induced job loss risk, disability and all-cause mortality in Norway

BackgroundOngoing shifts in economic structure from automation and globalisation can affect employment and mortality, yet these relations are not well described.ObjectiveWe assess whether long-term employment and health outcomes relate systematically...

Working at home and alcohol use

Working at home has become a frequent work arrangement following the COVID-19 pandemic. However, little is known about how working at home influence alcohol use among employees. This study examines associations between working at home at least 15 h per week and alcohol consumption using data from a pre-COVID-19 sample. Self-reported questionnaire data on working at home and alcohol use from a large cross-sectional sample of Norwegian employees (N = 14,728). Data were collected between 2004 and 2019 and were analyzed by ordinal logistic regressions. Working at home for >15 h per week was significantly associated with alcohol use (OR 1.67, 95% CI: 1.30 – 2.16). The association remained significant after adjusting for age, gender, leadership position, and educational level. Working at home may facilitate alcohol use that otherwise would not happen. Organizations must ensure that policies and procedures are in place to prevent alcohol use during working hours among employees working at home.

Are Demanding Job Situations Associated with Alcohol-Related Presenteeism? The WIRUS-Screening Study.

Alcohol-related presenteeism (impaired work performance caused by alcohol use) is an important but under-researched topic. The aim of this study was to explore whether psychosocial work environment factors were associated with alcohol-related presenteeism. A cross sectional study of Norwegian employees (n = 6620) was conducted. Logistic regression analyses were used for estimating associations with alcohol-related presenteeism, which was reported among 473 (7.1%) of the employees. Adjusted by age, gender, education level and managerial level, higher levels of overcommitment to work were associated with alcohol-related presenteeism. Higher age, male gender and higher education were also associated with alcohol-related presenteeism. Occupational health services and employers should especially focus on overcommitted employees when designing workplace health promotion programs. Modifying attitudes towards alcohol-related presenteeism among overcommitted employees may be of importance for safety at work.