Organizational Well-being Research Articles

Maternal Stress, Anxiety, Well-Being, and Sleep Quality in Pregnant Women throughout Gestation

Background: Maternal stress, anxiety, well-being, and sleep quality during pregnancy have been described as influencing factors during pregnancy. Aim: We aimed to describe maternal stress, anxiety, well-being, and sleep quality in pregnant women throughout gestation and their related factors. Methods: A prospective study including pregnant women attending BCNatal, in Barcelona, Spain (n = 630). Maternal stress and anxiety were assessed by the Perceived Stress Scale (PSS) and State-Trait Anxiety Inventory (STAI)-validated questionnaires. Maternal well-being was assessed using the World Health Organization Well-Being Index Questionnaire (WHO-5), and sleep quality was assessed using the Pittsburgh Sleep Quality Index Questionnaire (PSQI). All questionnaires were obtained twice during the second and third trimester of pregnancy. A multivariate analysis was conducted to assess factors related to higher maternal stress and anxiety and worse well-being and sleep quality. Results: High levels of maternal stress were reported in 23.1% of participants at the end of pregnancy, with maternal age <40 years (OR 2.02; 95% CI 1.08–3.81, p = 0.03), non-white ethnicity (OR 2.09; 95% CI 1.19–4.02, p = 0.01), and non-university studies (OR 1.86; 95% CI 1.08–3.19, p = 0.02) being the parameters mostly associated with it. A total of 20.7% of women had high levels of anxiety in the third trimester and the presence of psychiatric disorders (OR 3.62; 95% CI 1.34–9.78, p = 0.01) and non-university studies (OR 1.70; 95% CI 1.11–2.59, p = 0.01) provided a significant contribution to high anxiety at multivariate analysis. Poor maternal well-being was observed in 26.5% of women and a significant contribution was provided by the presence of psychiatric disorders (OR 2.96; 95% CI 1.07–8.25, p = 0.04) and non-university studies (OR 1.74; 95% CI 1.10–2.74, p = 0.02). Finally, less sleep quality was observed at the end of pregnancy (p < 0.001), with 81.1% of women reporting poor sleep quality. Conclusion: Maternal stress and anxiety, compromised maternal well-being, and sleep quality disturbances are prevalent throughout pregnancy. Anxiety and compromised sleep quality may increase over gestation. The screening of these conditions at different stages of pregnancy and awareness of the associated risk factors can help to identify women at potential risk.

Dynamic capabilities of the SMEs for sustainable innovation performance: role of environmental turbulence

PurposeThis study aims to investigate how dynamic capabilities, i.e. sensing, learning, integrating and coordinating trigger sustainable innovation performance. It also examines the direct and moderating role of environmental turbulence towards the sustainable innovation performance of small and medium-sized enterprises (SMEs).Design/methodology/approachThe data were collected through a cross-sectional survey of 169 SMEs in Oman and analysed through structural equation modelling using SmartPLS software.FindingsFindings of this study reveal that the sustainable innovation performance of SMEs is greatly influenced by the synergy of learning, integrating and coordinating capabilities. Notably, among these capabilities, coordinating capability emerges as the most important capability for SMEs with a primary emphasis on fostering both human and organizational well-being. However, this research reveals that building dynamic capabilities alone might not be sufficient to address social, ecological and economic sustainability criteria, and SMEs may need to extend their view beyond internal processes and integrate various environmental contingencies into their approaches while focusing on sustainable innovation performance.Practical implicationsThis research is useful for business managers while allocating resources in their business efficiently and effectively to achieve sustainable innovation performance. It also highlights that SMEs need to integrate various environmental contingencies into their approaches while focusing on sustainable innovation performance.Originality/valueTo the best of the authors’ knowledge, this study is one of the first to contribute to SME scholarship by mainly investigating the effect of specific four types of dynamic capabilities on sustainable innovation performance in a turbulent environment. This study is likely to contribute to the SMEs addressing sustainability innovation performance and develop capabilities to be sustainable in a turbulent environment.

The Impact of Leadership Style on Employee Wellbeing in Dubai Government Organizations

Leadership is identified as a critical element for the success of an organization. The present study examines the impact of leadership style on employee wellbeing in Dubai government organizations. The review shows that leaders use different leadership styles in order to achieve organizational goals. This research aims to shed light on how leadership style can impact on employee wellbeing. This empirical study used a qualitative approach to collect data from the participants by using semi-structured interviews with ten senior leaders from Dubai government organizations. Drawing from major themes identified in literature, questions were designed to identify impact of leadership style on employee wellbeing in Dubai government organizations. Nvivo software was also used to analyze the data. The results of this study indicate there is a significant relationship between leadership style and the wellbeing of employees. In addition, the results show that transformational leadership is one of the most effective styles, enhancing the quality of employee wellbeing in Dubai government organizations. The results provide support for the positive impact of this leadership style which implies that Dubai government organizations should train their managers to use transformational leadership style in order to enhance employee wellbeing. The results of the research reveal that there is a future plan to focus on developing transformational leadership style in order to improve the wellbeing of employees. In the end, the study concludes with several recommendations, including the need to conduct more studies and research with other countries similar to the United Arab Emirates and government sector institutions in other countries, with the aim of generalizing the achieved results.

Inclusive Leadership for Employee Workplace Well-Being in Public Organizations

Various public organizations realize that promoting workplace well-being is crucial for the effectiveness of their employees. It is believed that when creating an environment where employees feel welcomed, are treated fairly, and their contributions are appreciated, they will be happy and work better. Therefore, diversity management has gained increased attention. However, since diversity does not necessarily mean inclusion in decision-making and the appreciation of employee differences and input, a growing body of research has advocated the adoption of positive relational leadership styles, such as inclusive leadership. Inclusive leadership embraces employee differences, manages diversity, and recognizes employee input. Hence this paper investigates how inclusive leadership correlates to employee workplace well-being in public organizations. Relying on quantitative analysis, a questionnaire was distributed to N= 234 Egyptian local government officials who demonstrated diversity in gender and educational levels. The data collected were analyzed using SPSS version 20. The study's conclusions reveal that inclusive leadership has an uneven influence on employee workplace well-being based on educational levels. The correlation was strongest among the least educated and weakest among the highly educated. Gender, on the other hand, did not show any significant difference in the correlation between inclusive leadership and workplace well-being and hence, was not considered for further analysis. Moreover, the traits of inclusive leadership have different effects on employee workplace well-being based on their educational levels. For the least educated, leadership accessibility had the greatest influence on employee workplace well-being, while for the highly educated, leadership openness had the strongest influence. In conclusion, this paper highlights the importance of inclusive leadership in promoting employee workplace well-being in public organizations, especially for marginalized groups who may feel excluded in the workplace. Additionally, public organizations should recognize that inclusive leadership practices should be tailored to meet the diverse needs of employees based on their educational levels.

Indonesian Version of WHO-5 Well-being Index Amidst COVID-19 Pandemic Settings: Scale Validation and Standardisation

The 5-item World Health Organization Well-Being Index (WHO-5) is a frequently used brief standard measure in large-scale clinical studies. However, no research specifically on the validity test of WHO-5 was found in Indonesia before the pandemic. This study aims to test the validity of the Indonesian version of the 5-item WHO-5 in the COVID-19 pandemic setting. The online survey was used to collect data from February-2021 to September 2021. 1,084 Indonesians who were directly or indirectly affected by COVID-19 completed the survey. The scale was validated with Confirmatory Factor Analysis (CFA) and Item Response Theory (IRT). The CFA and IRT analysis showed that the WHO-5 is valid. Thus, the WHO-5 is a short questionnaire that consists of five non-invasive questions adequate to measure the psychological well-being of the Indonesian sample, especially during the COVID-19 Pandemic, and could be used in other pandemics or crises.

Predictors of mental health problems during the COVID-19 outbreak in Egypt in 2021.

With the widespread outbreak of the coronavirus (COVID-19) pandemic, many countries, including Egypt, have tried to restrict the virus by applying social distancing and precautionary measures. Understanding the impact of COVID-19-induced risks and social distancing measures on individuals' mental health will help mitigate the negative effects of crises by developing appropriate mental health services. This study aimed to investigate the most contributing factors that affected individuals' mental health and how individuals' mental health has changed over the lockdown period in Egypt in 2021. The study draws on a nationally representative sample from the combined COVID-19 MENA Monitor Household Survey conducted by the Economic Research Forum. The data were collected in Egypt by phone over two waves in February 2021 and June 2021. The total number of respondents is 4,007 individuals. The target population is mobile phone owners aged 18-64 years. The 5-item World Health Organization Well-Being Index (WHO-5) is used to assess the individuals' mental health over the past 2 weeks during the pandemic. Penalized models (ridge and LASSO regressions) are used to identify the key drivers of mental health status during the COVID-19 pandemic. The mean value of mental health (MH) scores is 10.06 (95% CI: 9.90-10.23). The average MH score for men was significantly higher than for women by 0.87. Rural residents also had significantly higher MH scores than their urban counterparts (10.25 vs. 9.85). Middle-aged adults, the unemployed, and respondents in low-income households experienced the lowest MH scores (9.83, 9.29, and 9.23, respectively). Individuals' mental health has deteriorated due to the negative impacts of the COVID-19 pandemic. Regression analysis demonstrated that experiencing food insecurity and a decrease in household income were independent influencing factors for individuals' mental health (p < 0.001). Furthermore, anxiety about economic status and worrying about contracting the virus had greater negative impacts on mental health scores (p < 0.001). In addition, women, middle-aged adults, urban residents, and those belonging to low-income households were at increased risk of poor mental health (p < 0.05). The findings reveal the importance of providing mental health services to support these vulnerable groups during crises and activating social protection policies to protect their food security, incomes, and livelihoods. A gendered policy response to the pandemic is also required to address the mental pressures incurred by women.

Association Between Social Isolation and Mental Well-Being in Later Life. What is the Role of Loneliness?

In this study, we evaluate whether the association between three types of social isolation (SI) and mental well-being (MWB) is mediated by loneliness. We include a pooled sample (N = 8,525) of people aged 65 or older, participating in the 2016 European Quality of Life Survey (EQLS). MWB is assessed with the World Health Organization Well-Being Index (WHO-5), and SI is operationalised as living alone, having no or little contact with family members, or having no or little contact with friends and neighbours. We assess a full mediation model with loneliness as a mediator between each type of SI and MWB, which we compare with a partial mediation model and control for age, gender, urbanity, and subjective income. Estimates for the full mediation model indicate that each type of SI is associated with enhanced loneliness, which in turn is negatively associated with MWB. In addition, the total effect of each type of SI on MWB is negative, with the strongest negative path from living alone to MWB. However, when including the direct effects of each type of SI on MWB in the partial mediating model, the total effect of contact with family members on MWB loses statistical significance. The specific indirect effects of the three facets of SI on MWB remain significant and negative. These findings suggest that different aspects of SI have distinct relationships with MWB, and that absence of contact with family members influences MWB only if they activate the feeling of loneliness.

The construct validity of an abridged version of the general self-efficacy scale for adults with attention-deficit/hyperactivity disorder.

The General Self-Efficacy (GSE) scale is a validated self-rated questionnaire increasingly used in mental health research. However, despite several psychometric advantages of the GSE scale, its validity in those diagnosed with attention-deficit/hyperactivity disorder (ADHD) has not yet been examined. Moreover, a shorter version of the GSE scale would contribute to a more rational use of resources in extensive multivariate studies. Therefore, as self-rated scales to measure self-efficacy in this population are lacking, the current study aims to develop a condensed version of the GSE for adults with ADHD. A group of patient collaborators (user representatives) from an ADHD organization and health professionals shortened the original 10-item GSE scale to six items and evaluated the content validity of the revised scale. Second, 525 potential participants were invited to participate in a cross-sectional study conducted in 2021 (between January 19th and February 7th). Of them, 403 filled out the GSE-6 for ADHD and two scales measuring psychological well-being and mental health (the five-item World Health Organization Well-Being Index, WHO-5, and the four-item Patient Health Questionnaire, PHQ-4). The psychometric properties of the new scale were examined, testing a priori formulated hypotheses. The brief GSE-6 for ADHD displayed good internal consistency with a Cronbach's α of 0.907. No floor or ceiling effect was detected. Exploratory and confirmatory factor analyses supported a one-factor structure. The GSE-6 also showed a moderate positive correlation with the WHO-5 (rs = 0.578) and a moderate negative correlation with the depression and anxiety rating scale PHQ-4 (rs = -0.595). The 6-item GSE for ADHD was evaluated to have good content validity. The scale demonstrated good psychometric properties. The results indicate that the GSE-6 may help assess self-efficacy in adults with ADHD.

A56Using simulation to address staff wellbeing and retention in a global non-healthcare organization

Stress, anxiety and depression affect one-fifth of the working age population and are a leading cause of staff attrition and loss of productivity [1]. Conversations between colleagues can help reduce stress, increase job satisfaction and productivity, build stronger relationships, and create a more positive work environment [2]. In spite of numerous policy initiatives in large organizations and fewer in small [3], it is reported, by colleagues, that hands on ‘practice’ in having conversations would be beneficial. We were approached to create a remote live four-hour workshop with authentic simulated scenarios, appropriate for a cross cultural global reach, aiming to enable staff to feel ‘at ease’ with having proactive conversations with their colleagues on a daily basis. In 2021-2022, 120 hours were spent developing a live module for managers working in non-healthcare environments. This module was preceded by three online eLearning modules, ‘being aware, being proactive and being responsive’. After eight pilots, content and delivery was scrutinized, analysing feedback from participating managers, facilitators, and actors. In 2023, a further 24 workshops are underway, using the refined content and delivery structure; 144 actors, 24 facilitators and 24 simulation advisers are involved. Participants are global managers, clustered into geographical regions; module timings are amended to suit time zones and in total 192 participants are able to take part in small groups of eight. A 90 minute follow up a month later enables participants to discuss the personal areas of identified focus. Creating a safe space has been essential, with ongoing facilitator alertness. Participants have immersed themselves in the six scenarios covering loneliness, disillusion, over-work, depression, crisis and acute anxiety. Participants key areas of focus have included: being sensitive to situations, being a better observer, sharing values with staff, spending time with colleagues, scheduling time to look after oneself. Timekeeping to ensure equity of discussion and involvement, and arrival and integration of the six actors have both been challenging, although mitigated by the pilot experience. This programme, incorporates online eLearning modules, a remote ‘live’ simulated module, and follow-up group sessions. By practising through simulated scenarios, there is significant potential to improve the support, retention and wellbeing of employees within this non-healthcare organization. The programme’s global scope, with five regions, highlights its relevance and applicability to a diverse range of workplaces. There is potential for replication in other organizations facing similar challenges, ultimately impacting on our society as a whole. Authors confirm that all relevant ethical standards for research conduct and dissemination have been met. The submitting author confirms that relevant ethical approval was granted, if applicable.

Study conditions and exhaustion in German higher education students: results of the StudiBiFra study

Abstract Background A body of research indicates that a high proportion of higher education students suffers from poor mental health. Several individual factors have been found to be associated with different aspects of mental health. However, it remains unclear which specific factors in the study environment demonstrate strong links with mental health outcomes. Therefore, this study aims to identify which domains of study conditions show the strongest associations with exhaustion among students. Methods The StudiBiFra Study collected data from 20.060 students at 10 German higher education institutions between June 2021 and August 2022. The questionnaire comprised 20 domains of study conditions with 3-8 items in each domain rated on 5-point Likert scales. Exhaustion was measured with 4 items from the Maslach's Burnout Inventory. Scale means and linear regression analyses adjusted for gender and institution were calculated. Results The highest satisfaction with study conditions was found in the domains of “culture at the university” and “cooperation of students” and the lowest satisfaction in the domains “time requirements” and “examination and academic achievement”. Significant negative associations were found between all 20 domains of satisfaction with study conditions and level of exhaustion. Regression coefficients were highest for time requirements (ß=-0.58, p &amp;lt; 0.001), examination and academic achievement (ß=-0.51, p &amp;lt; 0.001), and fit of course content (ß=-0.41, p &amp;lt; 0.001). Conclusions In order to address exhaustion and to improve health and well-being of students, curricula and study organisation should reduce student burdens. Support systems for students need to be extended and resources such as social support among students should be strenghened. Key messages • All measured aspects of study conditions had significant impact on exhaustion of students. • Existing burdens for students should be reduced and resources should be strengthened.

World Health Organization Well-being Index (WHO-5): A validation study on midwifery students and determination of related factors

World Health Organization Well-being Index (WHO-5): A validation study on midwifery students and determination of related factors

Impact of exposure to rational career reflective training on work-related ethics among student-philosophers.

Teaching individuals at the early-career stage what and how to respect organizational codes of conduct is a good step in creating a democratic working environment. As a result, it is important to coach students in sustaining organizational well-being by seeking the truth, teaching the truth and upholding the truth. Currently, how these are taught in institutions of higher learning lacks structure. In fact, some graduate students are displaying work-deviant behaviors showing that they have poor perceptions of work-related ethics. Using this reason, we tested the impact of exposure to rational career reflective training on work-related ethics among student-philosophers. This is a pretest, posttest with a follow-up pure experimental design was used. A total of 105 student-philosophers were recruited, assessed 3 times using Ethics and irrational beliefs measures, and coached by therapists. The participants were exposed to 12-session rational career reflective training. The data collected were subjected to a multivariate statistical analysis to test how effective the intervention was in changing negative perceptions about ethics. It was found that rational career reflective training changes negative perceptions about work-related ethics among student-philosophers. The effectiveness of rational career reflective training is not statistically influenced by gender and group interaction. Gender does not moderate the impact of the intervention. This study finally suggests that rational career reflective training effectively changes negative perceptions about ethics among student-philosophers. Thus, recommends the advancement of Ellis principles in other workplaces and across populations.

Measuring Nurses' Organizational Well-Being: A Systematic Review of Available Instruments.

This systematic review aimed to identify and compare instruments measuring nurses' organizational well-being, summarise the dimensions measured by these instruments, the statistical analysis performed for validity evidence and identify an instrument that comprehensively investigates nurses' organizational well-being. The JBI Manual for Evidence Synthesis and the PRISMA checklist were used as guidelines. The search was conducted on Medline, CINAHL, Cochrane Library and Scopus. Critical appraisal and data extraction were drawn on the COSMIN checklist. Dimensions were conceptually synthesized by the measurement concepts' similarity. Twenty-two articles were retrieved and they included 21 instruments that measured nurses' organizational well-being. The instruments vary by dimension number (range 2-19), items (range 12-118) and concept elicitation. A plurality of methodologies has been used in instrument development and assessments of evidence for validity. Only four instruments reported a concurrent criterion validity or a measurement comparison with an already tested-for-validity instrument. Similar dimensions were leadership and support, relationships and communication, work-family balance, work demands, violence, control and autonomy, satisfaction and motivation, work environment and resources, careers, and organizational policy. This review underlines the core areas of the instruments that measure nursing organizational well-being. It allows administrators and researchers to choose the appropriate instruments for monitoring this multidimensional concept.

Knowledge building through academic development

In order to counter-act obsolescence, an important aspect of organisational well-being in turbulent times, is the collective responsibility and capability of all workers to co-create organisational knowing -- in other words, what constitutes quality in the open distance learning (ODL) context. This implies a culture of innovation in an environment that is continuously changing. In this context where social change is the norm the organisation cannot depend on existing practices. Rather, it requires the ability to re-invent the collective understanding of the organisation; this is known as contextual knowledge building. Knowledge building is the creation of ideas and the improvement of ideas that have a life out in the world where they are subject to social processes of evaluation, revision and application. Within such an organisational culture, learning refers to ongoing reflective work which brings innovation closer to the central work of the organisation. This, in turn, leads to a shared community in which an individual contributes to the shared intellectual property of the organisation as a whole. Therefore, learning is necessitated by this process and integral to it. The resulting community knowledge is a form of new information that other community members can all build on together. There is continual movement beyond current understanding and best practice toward “lifelong innovativeness”. Thus, capacity development and knowledge building involve everyone in the institution, not only the academic staff. The paper reflects the importance of academic development in a continuously changing environment through a reflective case study analysis.

Mental health and well-being of staff in business organizations under conditions of uncertainty

Introduction. Situations of uncertainty in which staff of business organizations find themselves during the war between the Russian Federation and Ukraine often negatively affect staff's mental health and well-being. Therefore, finding out the levels of staff's mental health and well-being in conditions of uncertainty and staff's tolerance to uncertainty as determinants of their mental health and well-being are of great relevance. Aim: to determine the levels of staff's mental health and well-being and their relationship with staff's tolerance to uncertainty in business organizations. Methods. The research was carried out using a set of instruments "Mental Health in Conditions of War", which included diagnostic tools and a questionnaire-passport to analyze various aspects of staff's mental health and well-being in business organizations. Results. About a quarter of the respondents had a high level of positive mental health and psychological well-being, which indicates a significant potential for the development of these characteristics in the staff of business organizations. Almost every fifth respondent had a high general indicator of tolerance to uncertainty in war conditions. Conclusions. A connection was established between indicators of staff's tolerance to uncertainty and their positive mental health and psychological well-being in business organizations in wartime conditions.

Innovative behaviors and eudaimonic well-being: The contribution of human capital sustainability leadership to sustainable career, decent work, decent lives, and healthy lives

To cope with the challenges of 21st-century careers, the research on psychology of sustainability and sustainable development complements the psychology of work perspective with an emphasis on factors that foster the workers’ well-being, decent work, and decent lives in healthy organizations. In this framework, individual eudaimonic well-being (EWB) is among the most relevant factors that may enhance decent and sustainable life projects and careers. Human capital sustainability leadership (HCSL) constitutes a resource for positive relatedness in organizations being linked to EWB. Innovative behaviors (IBs) are crucial for the sustainable development of organizations. This study investigated the relationships between IBs and EWB, testing the mediating role of HCSL in 353 Italian workers, controlling for participants’ age and gender. HCSL fully mediated these relationships and emerged as a promising resource in linking IBs and EWB, supporting workers to achieve sustainable careers, decent work, and decent and healthy lives.

Special Issue: Network for Social Work Management Forward Thinking Summit Introduction

ABSTRACT This Special Issue presents selected essays, research papers, and case studies from researchers, educators, and practitioners who presented at the Network for Social Work Management (NSWM) Forward-Thinking Summit. The collection of articles in this issue reflect the theme of the Summit on commitment to wellbeing and inclusion in human service organizations.

Better Together: Collaboration to Enhance the Nursing Workforce.

Nursing is a demanding profession that calls for nurses to devote time, energy, advocacy, and compassion to improving clients' lives while providing safe, efficient care. Nurses make personal sacrifices to meet their clients' needs, which do not come without costs to their well-being. An increased migration of novice nurses out of the profession and the need to increase the volume of the nursing workforce by an average of 8% annually to address the projected nursing shortage presents a compelling need for immediate action. Reimagining the concept of academic-service partnerships to provide exposure to opportunities that can equip and empower novice nurses as they emerge into professional practice cannot be underestimated. Implementing approaches to assess, support, and nurture the health and well-being of nurses and health care organizations is foundational to retention.

Mindfulness influences the psycho-social dimension of chronic pain: A randomized controlled clinical trial in Indian context.

In India, the awareness about the psycho-social dimension of chronic pain is minimal among physicians and patients. The research with community-based group therapies (like mindfulness) to address the psycho-social aspects in chronic pain patients remains limited. The aim of this randomized controlled trial was to see the effects of mindfulness on pain intensity, pain catastrophizing, chronic pain acceptance, perceived stress, well-being, and mindfulness characteristics. In this two-site, parallel group, clinical trial, 170 patients attending pain outdoors of two government hospitals in West Bengal, India, were randomized to attend five weekly in-person mindfulness sessions (cases) or usual care sessions (controls) within the hospital premises. Pre-program and post-program data were collected and analyzed using statistical methods like repeated measures analysis of variance. In participants of the mindfulness group, significant changes post session were noted in pain intensity [F(1,326) = 15.0122; P = 0.0001291], pain acceptance [F(1,326) = 4.5311; P = 0.03403], and perceived stress score [F(1,326) = 13.2788; P = 0.0003122] compared to pre-session. The changes in pain catastrophizing, World Health Organization well-being and Freiburg mindfulness inventory scores were non-specific. Mindfulness had a positive influence on pain intensity, pain acceptance, and perceived stress of Indian chronic pain patients. The effects on pain catastrophizing, mindfulness characteristics, and well-being (non-specific) were also encouraging. Further studies will be required to substantiate these results.

Worsening of mental health outcomes in nursing home staff during the COVID-19 pandemic in Ireland.

Mental health issues in nursing home staff during the COVID-19 pandemic have been significant; however, it is not known if these issues persist following widespread vaccination and easing of restrictions. To quantify the mental health of nursing home staff at different timepoints during the COVID-19 pandemic in the Republic of Ireland. Two identical, online, cross-sectional, nationwide, anonymous surveys of Republic of Ireland nursing home staff at two timepoints (survey 1 (S1, n = 390): November 2020 to January 2021; survey 2 (S2, N = 229: November 2021 to February 2022) during the COVID-19 pandemic. Convenience sampling was used with staff self-selecting for participation. Methods included the World Health Organisation's Well-Being Index (WHO-5), the Impact of Events Scale-Revised (IES-R), the Moral Injury Events Scale (MIES), two Likert-scale items regarding suicidal ideation and planning, the Work Ability Score (WAS), the Brief Coping Orientation to Problems Experienced (Brief-COPE) Scale, and a 15-item questionnaire assessing perceptions of the outbreak with one additional Likert-scale item on altruism. Descriptive analysis examined differences between staff based on their classification in one of three groups: nurses, healthcare assistants (HCA) and nonclinical staff. Pseudonymous identifiers were used to link responses across surveys. An insufficient number of participants completed both surveys for linked analyses to be performed; therefore, we performed an ecological comparison between these two independent surveys. More staff reported moderate-severe post-traumatic stress symptoms (S1 45%; S2 65%), depression (S1: 39%; S2 57%), suicidal ideation (S1: 14%; S2 18%) and suicidal planning (S1: 9%; S2 15%) later in the pandemic. There was a higher degree of moral injury at S2 (S1: 20.8 standard deviation (SD) 9.1; S2: 25.7 SD (11.3)) and use of avoidant (maladaptive) coping styles at S2 (S1: 20.8 (6.3); S2 23.0 (6.3)) with no notable differences found in the use of approach (adaptive) coping styles. Staff reported more concerns at S2 regarding contracting COVID-19, social stigma, job stress, doubts about personal protective equipment and systems and processes. In comparison to our previous survey, mental health outcomes appear to have worsened, coping did not improve, and staff concerns, and worries appear to have increased as the pandemic progressed. Follow-up studies could help to clarify is there are any lingering problems and to assess if these issues are related to the pandemic and working conditions in nursing homes.