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The importance of self-esteem during the course of oncological illness has been well-documented by some previous studies. However, data assessing its association with various coping strategies, especially considering the period of illness, are still scarce. The objective of this study is to analyze the differences in coping strategies among oncological adolescents, taking into account their self-esteem, illness period, age, and sex. A total of 201 oncological patients between the ages of 12 and 17 from three different Spanish cities were included in this study. All of them were asked to answer a tailored questionnaire, encompassing information about age, sex, and illness period. Additionally, the coping strategies were measured using the ACS scale, while self-esteem was evaluated using the SENA questionnaire. The results demonstrated that male adolescents and older individuals exhibited higher levels of self-esteem. The main coping strategies associated with higher self-esteem were “ignore the problem”, “focus on positive”, “physical recreation”, and “wishful thinking” both during the treatment and the follow-up phases. We conclude that higher self-esteem is associated with some of the coping strategies such as “focus on positive”, “ignore the problem”, and “wishful thinking”. Sociodemographic variables influence the relationship between self-esteem and coping strategies, but no differences were found regarding the period of illness.

Certain psychological and social factors modulate emotional adjustment in infertility. The aims of this study were: analyse whether there are sex and group differences (infertile vs. fertile) in emotional adjustment, and personality, dispositional optimism, coping strategies, personal and interpersonal resources; observe the modulating role of these psychosocial variables in the emotional adjustment of infertile individuals compared to fertile ones; and determine if the modulator variables associated with emotional adjustment are specific to infertile people. Method: A cross-sectional study design was used with a sample of 139 heterosexual Spanish participants (84 infertile, 55 fertile). For the data analysis we performed correlations, multiple regression analysis, MANOVAS and ANOVAS. Results: The multivariate and univariate analyses showed that the infertile group exhibited greater emotional maladjustment, more personal resources, lesser degree of confrontive coping, social support seeking, positive reappraisal, and lower marital satisfaction than the fertile group. In addition, women (infertile and fertile) sought more social support seeking and the infertile ones made more use of self-controlling strategies. Multiple regression analyses showed that for all subjects the emotional adjustment was modulated by dispositional optimism and escape/avoidance. For infertile participants, the remaining significant modulating factors were personal resources and marital satisfaction, whereas, for the fertile group, they were openness and interpersonal resources. Conclusion: Infertile women and men showed no differences in emotional maladjustment, but levels were higher than in the fertile group. We found differences between infertile and fertile subjects in terms of modulating variables of emotional adjustment. For infertile participants, the development of personal resources and increased marital satisfaction are particularly important.

Certain psychological and social factors modulate emotional adjustment in infertility. The aims of this study were: analyse whether there are sex and group differences (infertile vs. fertile) in emotional adjustment, and personality, dispositional optimism, coping strategies, personal and interpersonal resources; observe the modulating role of these psychosocial variables in the emotional adjustment of infertile individuals compared to fertile ones; and determine if the modulator variables associated with emotional adjustment are specific to infertile people. Method: A cross-sectional study design was used with a sample of 139 heterosexual Spanish participants (84 infertile, 55 fertile). For the data analysis we performed correlations, multiple regression analysis, MANOVAS and ANOVAS. Results: The multivariate and univariate analyses showed that the infertile group exhibited greater emotional maladjustment, more personal resources, lesser degree of confrontive coping, social support seeking, positive reappraisal, and lower marital satisfaction than the fertile group. In addition, women (infertile and fertile) sought more social support seeking and the infertile ones made more use of self-controlling strategies. Multiple regression analyses showed that for all subjects the emotional adjustment was modulated by dispositional optimism and escape/avoidance. For infertile participants, the remaining significant modulating factors were personal resources and marital satisfaction, whereas, for the fertile group, they were openness and interpersonal resources. Conclusion: Infertile women and men showed no differences in emotional maladjustment, but levels were higher than in the fertile group. We found differences between infertile and fertile subjects in terms of modulating variables of emotional adjustment. For infertile participants, the development of personal resources and increased marital satisfaction are particularly important.

Although the construct of work engagement has been extensively explored, a systematic meta-analysis based on a consistent categorization of engagement antecedents, outcomes, and well-being correlates is still lacking. The results of prior research reporting 533 correlations from 113 independent samples (k = 94, n = 119,420) were coded using a meta-analytic approach. The effect size for development resources (r =.45) and personal resources (r =.48) was higher than for social resources (r =.36) and for job resources (r =.37). Among the outcomes and well-being correlates explored, the effect size was highest for job satisfaction (r =.60) and commitment (r =.63). Furthermore, moderation analysis showed that (a) concerning the occupational role, work engagement finds a low association with turnover intention among civil servants, volunteer workers, and educators; (b) collectivist cultural environments reported a greater association of feedback with engagement than individualistic environments; (c) the relationship between personal resources and engagement was stronger among workers with university degrees than workers with high school diplomas. Furthermore, the absorption dimension showed a lower effect with all variables under investigation than vigor and dedication.

Introduction: Engineers' work has become more complex with increased demands in today's changing working life. Self-efficacy is essential to successfully adapt to work-related changes and to cope with adverse job demands. However, less is known about aging engineers' occupational self-efficacy. Therefore, this study explores facilitators and barriers to aging engineers' occupational self-efficacy beliefs to continue working until expected retirement age. An additional purpose is to explore if any of the aspects described by the engineers are more prominent. Methods: The study design was exploratory, using mixed methods with a qualitative to quantitative approach. A total of 125 engineers, aged between 45 and 65 years, answered two open-ended survey questions about what positively and negatively affect their occupational self-efficacy beliefs to continue working. First, data was analyzed using an inductive manifest qualitative content analysis. Next, descriptive statistics were performed based on the results of the qualitative study. Results: The analyses revealed that health and working conditions that affect health were crucial facilitators and barriers for the aging engineers' occupational self-efficacy to continue working until expected retirement age. Furthermore, the engineers emphasized competence, motivation from meaningful tasks, family and leisure, and private economy. Discussion: The aging engineers' own health seems to be prominent in their self-efficacy regarding a full working life; consequently, support still needs to address issues affecting health.

Introduction: Engineers' work has become more complex with increased demands in today's changing working life. Self-efficacy is essential to successfully adapt to work-related changes and to cope with adverse job demands. However, less is known about aging engineers' occupational self-efficacy. Therefore, this study explores facilitators and barriers to aging engineers' occupational self-efficacy beliefs to continue working until expected retirement age. An additional purpose is to explore if any of the aspects described by the engineers are more prominent. Methods: The study design was exploratory, using mixed methods with a qualitative to quantitative approach. A total of 125 engineers, aged between 45 and 65 years, answered two open-ended survey questions about what positively and negatively affect their occupational self-efficacy beliefs to continue working. First, data was analyzed using an inductive manifest qualitative content analysis. Next, descriptive statistics were performed based on the results of the qualitative study. Results: The analyses revealed that health and working conditions that affect health were crucial facilitators and barriers for the aging engineers' occupational self-efficacy to continue working until expected retirement age. Furthermore, the engineers emphasized competence, motivation from meaningful tasks, family and leisure, and private economy. Discussion: The aging engineers' own health seems to be prominent in their self-efficacy regarding a full working life; consequently, support still needs to address issues affecting health.

Introduction: Engineers' work has become more complex with increased demands in today's changing working life. Self-efficacy is essential to successfully adapt to work-related changes and to cope with adverse job demands. However, less is known about aging engineers' occupational self-efficacy. Therefore, this study explores facilitators and barriers to aging engineers' occupational self-efficacy beliefs to continue working until expected retirement age. An additional purpose is to explore if any of the aspects described by the engineers are more prominent. Methods: The study design was exploratory, using mixed methods with a qualitative to quantitative approach. A total of 125 engineers, aged between 45 and 65 years, answered two open-ended survey questions about what positively and negatively affect their occupational self-efficacy beliefs to continue working. First, data was analyzed using an inductive manifest qualitative content analysis. Next, descriptive statistics were performed based on the results of the qualitative study. Results: The analyses revealed that health and working conditions that affect health were crucial facilitators and barriers for the aging engineers' occupational self-efficacy to continue working until expected retirement age. Furthermore, the engineers emphasized competence, motivation from meaningful tasks, family and leisure, and private economy. Discussion: The aging engineers' own health seems to be prominent in their self-efficacy regarding a full working life; consequently, support still needs to address issues affecting health.

Certain psychological and social factors modulate emotional adjustment in infertility. The aims of this study were: analyse whether there are sex and group differences (infertile vs. fertile) in emotional adjustment, and personality, dispositional optimism, coping strategies, personal and interpersonal resources; observe the modulating role of these psychosocial variables in the emotional adjustment of infertile individuals compared to fertile ones; and determine if the modulator variables associated with emotional adjustment are specific to infertile people. Method: A cross-sectional study design was used with a sample of 139 heterosexual Spanish participants (84 infertile, 55 fertile). For the data analysis we performed correlations, multiple regression analysis, MANOVAS and ANOVAS. Results: The multivariate and univariate analyses showed that the infertile group exhibited greater emotional maladjustment, more personal resources, lesser degree of confrontive coping, social support seeking, positive reappraisal, and lower marital satisfaction than the fertile group. In addition, women (infertile and fertile) sought more social support seeking and the infertile ones made more use of self-controlling strategies. Multiple regression analyses showed that for all subjects the emotional adjustment was modulated by dispositional optimism and escape/avoidance. For infertile participants, the remaining significant modulating factors were personal resources and marital satisfaction, whereas, for the fertile group, they were openness and interpersonal resources. Conclusion: Infertile women and men showed no differences in emotional maladjustment, but levels were higher than in the fertile group. We found differences between infertile and fertile subjects in terms of modulating variables of emotional adjustment. For infertile participants, the development of personal resources and increased marital satisfaction are particularly important.

Introduction: Engineers' work has become more complex with increased demands in today's changing working life. Self-efficacy is essential to successfully adapt to work-related changes and to cope with adverse job demands. However, less is known about aging engineers' occupational self-efficacy. Therefore, this study explores facilitators and barriers to aging engineers' occupational self-efficacy beliefs to continue working until expected retirement age. An additional purpose is to explore if any of the aspects described by the engineers are more prominent. Methods: The study design was exploratory, using mixed methods with a qualitative to quantitative approach. A total of 125 engineers, aged between 45 and 65 years, answered two open-ended survey questions about what positively and negatively affect their occupational self-efficacy beliefs to continue working. First, data was analyzed using an inductive manifest qualitative content analysis. Next, descriptive statistics were performed based on the results of the qualitative study. Results: The analyses revealed that health and working conditions that affect health were crucial facilitators and barriers for the aging engineers' occupational self-efficacy to continue working until expected retirement age. Furthermore, the engineers emphasized competence, motivation from meaningful tasks, family and leisure, and private economy. Discussion: The aging engineers' own health seems to be prominent in their self-efficacy regarding a full working life; consequently, support still needs to address issues affecting health.

The Job Demands-Resources Framework (JDR) has established job- and personal resources as essential elements motivating people to perform. Whilst the purpose of job resources in this motivational process is well established, the role of personal resources is still quite ambiguous. Within the JDR framework, personal resources could (a) directly affect performance, (b) indirectly affect the relationship between a job resource and a performance outcome and (c) moderate the job resource-performance relationship. Grit has recently emerged as a promising personal resource as it could potentially act as a direct antecedent-, mediator and moderator within the motivational process of the JDR. To further the debate on the role of personal resources, this paper explores the function of grit (as a personal resource) within the person-environment fit (job resource) and task performance relationship. Specifically, the aim is to determine if grit directly or indirectly affects the relationship between person-environment fit and task performance. Finally, it aims to investigate whether grit moderates this relationship. Data were collected from 310 working adults through electronic surveys, and the relationships were explored through structural equation modelling. When controlling for age and gender, the results showed a positive association between person-environment fit, grit and task performance. Further, grit was also found to indirectly affect the relationship between the person-environment fit and task performance. However, no moderating effect could be established. This signifies the importance of grit as a psychological process, rather than a buffering element that may explain how person-environment fit affects performance outcomes.

Introduction: Engineers' work has become more complex with increased demands in today's changing working life. Self-efficacy is essential to successfully adapt to work-related changes and to cope with adverse job demands. However, less is known about aging engineers' occupational self-efficacy. Therefore, this study explores facilitators and barriers to aging engineers' occupational self-efficacy beliefs to continue working until expected retirement age. An additional purpose is to explore if any of the aspects described by the engineers are more prominent. Methods: The study design was exploratory, using mixed methods with a qualitative to quantitative approach. A total of 125 engineers, aged between 45 and 65 years, answered two open-ended survey questions about what positively and negatively affect their occupational self-efficacy beliefs to continue working. First, data was analyzed using an inductive manifest qualitative content analysis. Next, descriptive statistics were performed based on the results of the qualitative study. Results: The analyses revealed that health and working conditions that affect health were crucial facilitators and barriers for the aging engineers' occupational self-efficacy to continue working until expected retirement age. Furthermore, the engineers emphasized competence, motivation from meaningful tasks, family and leisure, and private economy. Discussion: The aging engineers' own health seems to be prominent in their self-efficacy regarding a full working life; consequently, support still needs to address issues affecting health.

Job demand is the moderating variable that influences the job resources and personal resources on work engagement. Work engagement is a condition in completing the work related to a state of mind which is characterized by vigor, dedication, and absorption. The level of work engagement is calculated based on vigor, dedication, and absorption indicators. This research aims to analyze the effect of personal resources on lecturers’ work engagement based on the Job Demands-Resources Theory. The results of this research are expected in identifying factors that influence the lecturers’ work engagement considering that work engagement has been identified as a determinant of employee turnover rates. The increased work engagement is expected to reduce the turnover rate of lecturers, especially for young lecturers. Based on the purposive sampling technique, the samples used in this research were 33 lecturers on Universitas Slamet Riyadi. This study uses personal resources of hardiness as main variables with commitment, control, and challenges as independent variables. Besides that, this research also uses work engagement as main variable with vigor, dedication, and absorption as dependent variable. The results of this research found that the effect of challenge on vigor, commitment to dedication, commitment to vigor, and control on dedication was significant. While the effect of challenge on absorption, challenge on dedication, commitment to absorption, control of absorption, and control of vigor has no significant effect.

Background: It is important to support ageing home care nurses (HCNs) to remain in work for longer, since the need for home care services is increasing. Personal resources such as self-efficacy belief contribute to work ability, as does work motivation. Few studies have targeted the ageing workers’ self-efficacy belief to manage their final working years. This study explores ageing HCNs’ work motivation, and occupational self-efficacy, i.e. belief in one’s capabilities, to continue working until expected retirement age. Methods: The design of the study is exploratory using a mixed method with a qualitative to quantitative approach. A total of 234 HCNs answered four open-ended questions from a cross-sectional survey, regarding their work motivation and self-efficacy beliefs. First, data was analysed using manifest qualitative content analysis. Next, a quantitative analysis was performed based on the results of the qualitative study, and the categories that emerged were quantitatively ranked. Results: The open-ended questions yielded 2339 utterances. The findings showed that several categories concurrently affected both work motivation and self-efficacy belief. When they were well-functioning, they positively affected both work motivation and self-efficacy belief, and when they were insufficient, they negatively affected either or both motivation and/or belief. Meaningfulness, job satisfaction, social support, and work environmental and organizational characteristics affected work motivation most. Perceived health highly affected the self-efficacy belief to continue working until expected retirement age, as well as meaningfulness of work, support from colleagues and home care managers, and work characteristics. Conclusions: Through highlighting the meaningfulness of work, and supporting the perceived health, the work community and leadership, both work motivation and self-efficacy belief to continue working might be facilitated among ageing HCNs. However, the still pr

Background: It is important to support ageing home care nurses (HCNs) to remain in work for longer, since the need for home care services is increasing. Personal resources such as self-efficacy belief contribute to work ability, as does work motivation. Few studies have targeted the ageing workers’ self-efficacy belief to manage their final working years. This study explores ageing HCNs’ work motivation, and occupational self-efficacy, i.e. belief in one’s capabilities, to continue working until expected retirement age. Methods: The design of the study is exploratory using a mixed method with a qualitative to quantitative approach. A total of 234 HCNs answered four open-ended questions from a cross-sectional survey, regarding their work motivation and self-efficacy beliefs. First, data was analysed using manifest qualitative content analysis. Next, a quantitative analysis was performed based on the results of the qualitative study, and the categories that emerged were quantitatively ranked. Results: The open-ended questions yielded 2339 utterances. The findings showed that several categories concurrently affected both work motivation and self-efficacy belief. When they were well-functioning, they positively affected both work motivation and self-efficacy belief, and when they were insufficient, they negatively affected either or both motivation and/or belief. Meaningfulness, job satisfaction, social support, and work environmental and organizational characteristics affected work motivation most. Perceived health highly affected the self-efficacy belief to continue working until expected retirement age, as well as meaningfulness of work, support from colleagues and home care managers, and work characteristics. Conclusions: Through highlighting the meaningfulness of work, and supporting the perceived health, the work community and leadership, both work motivation and self-efficacy belief to continue working might be facilitated among ageing HCNs. However, the still pr

Background: It is important to support ageing home care nurses (HCNs) to remain in work for longer, since the need for home care services is increasing. Personal resources such as self-efficacy belief contribute to work ability, as does work motivation. Few studies have targeted the ageing workers’ self-efficacy belief to manage their final working years. This study explores ageing HCNs’ work motivation, and occupational self-efficacy, i.e. belief in one’s capabilities, to continue working until expected retirement age. Methods: The design of the study is exploratory using a mixed method with a qualitative to quantitative approach. A total of 234 HCNs answered four open-ended questions from a cross-sectional survey, regarding their work motivation and self-efficacy beliefs. First, data was analysed using manifest qualitative content analysis. Next, a quantitative analysis was performed based on the results of the qualitative study, and the categories that emerged were quantitatively ranked. Results: The open-ended questions yielded 2339 utterances. The findings showed that several categories concurrently affected both work motivation and self-efficacy belief. When they were well-functioning, they positively affected both work motivation and self-efficacy belief, and when they were insufficient, they negatively affected either or both motivation and/or belief. Meaningfulness, job satisfaction, social support, and work environmental and organizational characteristics affected work motivation most. Perceived health highly affected the self-efficacy belief to continue working until expected retirement age, as well as meaningfulness of work, support from colleagues and home care managers, and work characteristics. Conclusions: Through highlighting the meaningfulness of work, and supporting the perceived health, the work community and leadership, both work motivation and self-efficacy belief to continue working might be facilitated among ageing HCNs. However, the still pr

Die Covid-19-Pandemie verändert und beeinflusst das Arbeitsleben des Gesundheitspersonals stark. Dabei ist der Forschungsstand bezüglich des Erlebens, den Erfahrungen und den spezifischen Auswirkungen noch begrenzt. Ziel der vorliegenden Arbeit ist es die subjektiven Arbeitsanforderungen, Ressourcen und Resilienz des Gesundheitspersonals während der Covid-19-Pandemie auf dem aktuellen Stand der wissenschaftlichen Diskussion zu erfassen und darzustellen. In dieser Studie wurden 13 Gesundheitsarbeitende aus Deutschland mit Hilfe von halbstrukturierten Experteninterviews mit Leitfaden interviewt. Dies wurde folgend anhand der qualitativen Inhaltsanalyse nach Mayring, mittels der Mixed-Method als Theme Analysis, ausgewertet. Die Ergebnisse zeigen, dass es zu vermehrten und veränderten Arbeitsanforderungen für die Berufsgruppe kommt. Diese sind hauptsächlich psychischen, organisatorischen und sozialen Ursprungs und gehen mit negativen Emotionen einher. Geringe soziale Anerkennung und Kontrollverlust sind hervorzuheben. Positive Emotionen gehen mit den vorhandenen Ressourcen einher, welche besonders aus dem psychischen, sozialen und organisatorischen Bereich stammen. Hierbei zeigt sich besonders die Leidenschaft für den Beruf, positive Denkweisen und Belohnung als effizient um entspannt und offen mit der Ausnahmesituation umzugehen. Resilienz in Form von personalen Ressourcen ist im Vergleich deutlich weniger vorhanden. Besonders die Achtsamkeitspraxis wird als handlungsbezogene Resilienzstrategie angewandt. Die vorliegende qualitative Studie trägt zur Forschung bezüglich der Auswirkungen der Pandemie auf das Gesundheitspersonal bei. Für die zukünftige Forschung verdeutlichen die Ergebnisse die Wichtigkeit der Entwicklung von prophylaktischen Maßnahmen und weiterführenden Untersuchungen., The Covid-19-pandemic is greatly changing and impacting the working lives of health care workers. Yet, the state of research regarding the experience, lessons learned, and specific impacts is still limited. The aim of the present work is to capture and present the individual work demands, resources and resilience of health care workers during the Covid-19-pandemic based on the current state of scientific discussion. In the present study, 13 health care workers from Germany were interviewed using semi-structured expert interviews and analyzed using Mayring's qualitative content analysis. This was done specifically using the mixed-method of Theme Analysis. The results show that there are increased and changed work requirements for the occupational group. These are mainly psychological, organizational and social in origin and are accompanied by negative emotions. Low social recognition and loss of control are prominent. Positive emotions are associated with the available resources, which are especially from the psychological, social and organizational category. In this context, passion for the job, individual thinking strategies and rewards are particularly efficient in dealing with the exceptional situation in a relaxed and open manner. Resilience in the form of personal resources is significantly less present in comparison. Mindfulness practice in particular is used as a resilience strategy. This qualitative study contributes to research regarding the impact of the pandemic and highlights the impact on health care workers. For future research, the findings highlight the importance of developing prophylactic measures and further investigation., eingereicht von Bigna Katja Fischer, in englischer Sprache, Masterarbeit Universität Innsbruck 2022

To predict and ensure a healthy and high-performing nursing workforce, it is necessary to identify the antecedents that promote work engagement, especially among early-career nurses. To date no study has focused on this. This longitudinal survey, administered to 1204 nurses working in seven general hospitals with 200 or more beds in four prefectures in Japan at two different times in 2019, aims to examine the causal relationship between the personal and professional resources for nurses to work vigorously (PPR-N) and work engagement among nurses in the early stages of their careers, considering time as a key mediating factor. The analysis of structural equation modeling using the cross-lagged effect model supported that PPR-N had significant and positive effects on work engagement after 3 months among early-career nurses with less than 10 years of nursing experience. The PPR-N is a reliable antecedent of work engagement, which is typical of early-career nurses. These results may be provided guidance for managers in overseeing the work environment to ensure a thriving sustainable nursing workforce.

Individual hobbies and interests, the ways of spending leisure time develop personal resources influencing health and wellbeing. The literature analysis helped selecting thirteen personal resources that also affect the rate of aging: sports, order, creativity, intellect, handwork, kindness, Humor, spirituality, risk, nature, achievements, optimism, communication. In 1632 people, (840 women and 792 men) personal resources were assessed using a questionnaire developed in-house. Biological age was determined by health indicators. The personal typology was determined by testing functional asymmetry, physique, interaction style, emotionality, profession, marital status, gender, age, and place of residence. The data were processed by correlation and cluster analysis and methods of automatic artificial neural networks (ANN). Personal resources were used as input continuous variables. Personality types were used as input categorical variables. The index of relative biological aging (RBA) was applied as an output continuous variable. We also calculated the correlation between the RBA index and the applied personal resources in different types of personalities. For most female types including investigative occupations, psychomotor emotionality, living in urban areas, asthenic physique, negative correlations were found between most personal resources and the aging index. In men, resources that slow down aging are found only for certain types: enterprising and conventional professions, ambidexter and left-handed, intellectual emotionality, athletic physique. In conclusion, with the help of the trained ANN, we selected personal resources that slow down aging. For women of all types, there are common resources reducing RBA index including nature, intellect, and achievements. For men, ANN was unable to find common resources that slow down aging. However, with an individual selection of resources, a trained neural network gives a favorable forecast of the ability to slow down the b

Psychosocial risks are one of the main causes of illnesses and accidents at work. The teaching community is very prone to burnout. Faced with this psychosocial risk, resilience is advocated as a human condition to remake itself in the face of difficulties. Likewise, the latest trends in the study of burnout have turned towards the study of engagement as a positive and optimal aspect of professional development and, among the main causes of engagement, personal resources stand out. The objective of the study was to analyze the relationships between the perceptions of burnout, resilience and engagement in the participants. The sample was made up of 334 teachers (26.34% of the invited sample) from 35 public Primary Education (PE) centers. It is a cross-sectional, descriptive and correlational study, responding to a simple random sampling of the population of 1,268 teachers in the 2017/2018 academic year, through voluntary and anonymous participation. For the measurement of burnout, the adaptation to Spanish of the (MBI-GS) was used. Resilience was assessed using the Serrano Resilience Assessment Questionnaire, and engagement was measured using the State Work Engagement (SWE) test developed from the Utrecht Work Engagement Scale. Resilience and engagement correlated negatively with exhaustion and cynicism and positively with efficacy. The importance of promoting resilient coping strategies and the development of personal resources that act as protective factors against burnout is stressed., Los riesgos psicosociales son una de las principales causas de enfermedades y de accidentes laborales. El colectivo docente es muy proclive a sufrir burnout. Frente a este riesgo psicosocial, la resiliencia se propugna como una condición humana para rehacerse ante las dificultades. Asimismo, las últimas tendencias en el estudio del burnout han dado un giro hacia el estudio del engagement como aspecto positivo y óptimo del desarrollo profesional y, entre las principales causas del engagement, destacan los recursos personales. El objetivo del estudio fue analizar las relaciones entre las percepciones de burnout, resiliencia y engagement en los participantes. La muestra estuvo compuesta por 334 docentes (26,34% de la muestra invitada) de 35 centros públicos de Educación Primaria (EP). Se trata de un estudio transversal, descriptivo y correlacional, respondiendo a un muestreo aleatorio simple de la población de 1.268 docentes en el curso 2017/2018, mediante participación voluntaria y anónima. Para la medida del burnout se empleó la adaptación al castellano del (MBI-GS). La resiliencia se evaluó mediante el Cuestionario de Evaluación de Resiliencia de Serrano, y el engagement se midió mediante la prueba State Work Engagement (SWE) desarrollada a partir del Utrecht Work Engagement Scale. La resiliencia y el engagement correlacionaron de forma negativa con el agotamiento y el cinismo y de forma positiva con la eficacia. Se desprende la importancia de la promoción ante los estresores de estrategias de afrontamiento resilientes y el desarrollo de recursos personales que actúan como factores de protección frente al burnout.

Die Covid-19-Pandemie verändert und beeinflusst das Arbeitsleben des Gesundheitspersonals stark. Dabei ist der Forschungsstand bezüglich des Erlebens, den Erfahrungen und den spezifischen Auswirkungen noch begrenzt. Ziel der vorliegenden Arbeit ist es die subjektiven Arbeitsanforderungen, Ressourcen und Resilienz des Gesundheitspersonals während der Covid-19-Pandemie auf dem aktuellen Stand der wissenschaftlichen Diskussion zu erfassen und darzustellen. In dieser Studie wurden 13 Gesundheitsarbeitende aus Deutschland mit Hilfe von halbstrukturierten Experteninterviews mit Leitfaden interviewt. Dies wurde folgend anhand der qualitativen Inhaltsanalyse nach Mayring, mittels der Mixed-Method als Theme Analysis, ausgewertet. Die Ergebnisse zeigen, dass es zu vermehrten und veränderten Arbeitsanforderungen für die Berufsgruppe kommt. Diese sind hauptsächlich psychischen, organisatorischen und sozialen Ursprungs und gehen mit negativen Emotionen einher. Geringe soziale Anerkennung und Kontrollverlust sind hervorzuheben. Positive Emotionen gehen mit den vorhandenen Ressourcen einher, welche besonders aus dem psychischen, sozialen und organisatorischen Bereich stammen. Hierbei zeigt sich besonders die Leidenschaft für den Beruf, positive Denkweisen und Belohnung als effizient um entspannt und offen mit der Ausnahmesituation umzugehen. Resilienz in Form von personalen Ressourcen ist im Vergleich deutlich weniger vorhanden. Besonders die Achtsamkeitspraxis wird als handlungsbezogene Resilienzstrategie angewandt. Die vorliegende qualitative Studie trägt zur Forschung bezüglich der Auswirkungen der Pandemie auf das Gesundheitspersonal bei. Für die zukünftige Forschung verdeutlichen die Ergebnisse die Wichtigkeit der Entwicklung von prophylaktischen Maßnahmen und weiterführenden Untersuchungen., The Covid-19-pandemic is greatly changing and impacting the working lives of health care workers. Yet, the state of research regarding the experience, lessons learned, and specific impacts is still limited. The aim of the present work is to capture and present the individual work demands, resources and resilience of health care workers during the Covid-19-pandemic based on the current state of scientific discussion. In the present study, 13 health care workers from Germany were interviewed using semi-structured expert interviews and analyzed using Mayring's qualitative content analysis. This was done specifically using the mixed-method of Theme Analysis. The results show that there are increased and changed work requirements for the occupational group. These are mainly psychological, organizational and social in origin and are accompanied by negative emotions. Low social recognition and loss of control are prominent. Positive emotions are associated with the available resources, which are especially from the psychological, social and organizational category. In this context, passion for the job, individual thinking strategies and rewards are particularly efficient in dealing with the exceptional situation in a relaxed and open manner. Resilience in the form of personal resources is significantly less present in comparison. Mindfulness practice in particular is used as a resilience strategy. This qualitative study contributes to research regarding the impact of the pandemic and highlights the impact on health care workers. For future research, the findings highlight the importance of developing prophylactic measures and further investigation., eingereicht von Bigna Katja Fischer, in englischer Sprache, Masterarbeit Universität Innsbruck 2022

[Resumen] Los grandes avances médicos logrados en las últimas décadas han posibilitado un inusitado aumento de la esperanza de vida en buena parte de la población mundial, especialmente en los países desarrollados. Sin embargo, este notable incremento de la salud física de las personas contrasta con las elevadas cifras de enfermedades mentales que asolan en numerosas sociedades contemporáneas. En aras de prevenir y reducir la alta incidencia de problemas de salud mental, en los últimos años estamos asistiendo a un creciente interés por el estudio científico de los recursos psicológicos personales como garante de un funcionamiento psicológico pleno. En consonancia con este planteamiento, numerosos enfoques psicológicos enfatizan la importancia de promover el desarrollo de las capacidades y potencialidades individuales, en la medida en que esta dimensión de crecimiento personal se erige en uno de los factores más genuinos y representativos del bienestar psicológico. El presente trabajo pretende profundizar en la comprensión de este pilar esencial del bienestar humano. En primer lugar, se realiza un sucinto recorrido histórico del constructo crecimiento personal, desde su pionera concepción aristotélica hasta su operativización por parte de psicólogos relevantes como Maslow, Rogers, Jung o Frankl, entre otros. Estas aportaciones conforman la raíz por la que se nutre la psicología contemporánea a la hora de explicar y definir este tópico. En concreto, y apoyándonos en diferentes teorías, enfoques y corrientes psicológicas ampliamente aceptadas en la actualidad, analizamos en este artículo aquellos recursos más estrechamente asociados al crecimiento personal, entre los que se encuentran la autodeterminación, el estado de flujo, el mindfulness, la compasión y el capital psicológico, [Abstract] The great medical advances achieved in the last decades have allowed an unusual increase in life expectancy in a large part of the world population, especially in developed countries. However, this remarkable improvement in the physical health of people contrasts with the high numbers of mental illnesses that plague in many contemporary societies. In order to prevent and reduce the high incidence of mental health problems, in recent years we are witnessing a growing interest in the scientific study of personal psychological resources as a guarantor of full psychological functioning. In line with this approach, numerous psychological proposals emphasize the importance of promoting the development of individual capacities and potentialities, to the extent that this dimension of personal growth stands as one of the most genuine and representative factors of psychological well-being. This paper aims to deepen the understanding of this core pillar of human well-being. Firstly, there is a brief historical journey of the personal growth construct, from its pioneering Aristotelian conception to its operationalization by relevant psychologists such as Maslow, Rogers, Jung or Frankl, among others. These contributions constitute the root for which contemporary psychology is nourished when explaining and defining this topic. In particular, and relying on different theories, approaches, and psychological currents widely accepted today, secondly, we analyze in this paper those resources most closely associated with personal growth, among which are self-determination, flow, mindfulness, compassion, and psychological capital

The paper reports on an experimental study of the relationship between biopsychological age and personal resources. The study uses the variables of biological, chronological, and psychological age, along with the relative biological aging index (BA-EBA), the relative psychological aging index (PA-CA), assessment of subjective psychological age, a life path questionnaire, and a resource questionnaire. Research results demonstrate that in young women aged 25-35, the resource of communication lowers the PA-CA index. A positive impact of sports on physiological health is found among women aged 36-55 despite the fact that they engage in it less as they get older. Women aged between 56 and 71 become less prone to risky behavior with age, which explains their higher psychological age. In the sample of 36-60-year-old men, it is notable that the resources of life organization, kindness, care, determination, vigor, and the need for achievement reduce the indicators of biological age. At the same time, sports exercise helps to lower the indicators of biological and psychological aging and contributes to anti-aging in men of this age group. Thus, the study shows that in each age period, women and men differ in their use of life resources, which affects the decrease or increase in biopsychological age., El artículo informa sobre un estudio experimental de la relación entre la edad biopsicológica y los recursos personales. El estudio utiliza las variables de edad biológica, cronológica y psicológica, junto con el índice de envejecimiento biológico relativo (BA-EBA), el índice de envejecimiento psicológico relativo (PA-CA), la evaluación de la edad psicológica subjetiva, un cuestionario de trayectoria de vida y un cuestionario de recursos. Los resultados de la investigación demuestran que, en mujeres jóvenes de 25 a 35 años, el recurso de la comunicación reduce el índice PA-CA. Se encuentra un impacto positivo del deporte en la salud fisiológica entre las mujeres de 36 a 55 años, a pesar de que lo practican menos a medida que envejecen. Las mujeres entre 56 y 71 años se vuelven menos propensas a conductas de riesgo con la edad, lo que explica su mayor edad psicológica. En la muestra de hombres de 36 a 60 años, se destaca que los recursos de organización de la vida, amabilidad, cuidado, determinación, vigor y necesidad de logro reducen los indicadores de edad biológica. Al mismo tiempo, el ejercicio deportivo ayuda a disminuir los indicadores de envejecimiento biológico y psicológico y contribuye al antienvejecimiento en los hombres de esta franja de edad. Así, el estudio muestra que en cada período de edad, mujeres y hombres difieren en el uso de los recursos vitales, lo que incide en la disminución o aumento de la edad biopsicológica.

Background: It is important to support ageing home care nurses (HCNs) to remain in work for longer, since the need for home care services is increasing. Personal resources such as self-efficacy belief contribute to work ability, as does work motivation. Few studies have targeted the ageing workers’ self-efficacy belief to manage their final working years. This study explores ageing HCNs’ work motivation, and occupational self-efficacy, i.e. belief in one’s capabilities, to continue working until expected retirement age. Methods: The design of the study is exploratory using a mixed method with a qualitative to quantitative approach. A total of 234 HCNs answered four open-ended questions from a cross-sectional survey, regarding their work motivation and self-efficacy beliefs. First, data was analysed using manifest qualitative content analysis. Next, a quantitative analysis was performed based on the results of the qualitative study, and the categories that emerged were quantitatively ranked. Results: The open-ended questions yielded 2339 utterances. The findings showed that several categories concurrently affected both work motivation and self-efficacy belief. When they were well-functioning, they positively affected both work motivation and self-efficacy belief, and when they were insufficient, they negatively affected either or both motivation and/or belief. Meaningfulness, job satisfaction, social support, and work environmental and organizational characteristics affected work motivation most. Perceived health highly affected the self-efficacy belief to continue working until expected retirement age, as well as meaningfulness of work, support from colleagues and home care managers, and work characteristics. Conclusions: Through highlighting the meaningfulness of work, and supporting the perceived health, the work community and leadership, both work motivation and self-efficacy belief to continue working might be facilitated among ageing HCNs. However, the still pr

Background: It is important to support ageing home care nurses (HCNs) to remain in work for longer, since the need for home care services is increasing. Personal resources such as self-efficacy belief contribute to work ability, as does work motivation. Few studies have targeted the ageing workers’ self-efficacy belief to manage their final working years. This study explores ageing HCNs’ work motivation, and occupational self-efficacy, i.e. belief in one’s capabilities, to continue working until expected retirement age. Methods: The design of the study is exploratory using a mixed method with a qualitative to quantitative approach. A total of 234 HCNs answered four open-ended questions from a cross-sectional survey, regarding their work motivation and self-efficacy beliefs. First, data was analysed using manifest qualitative content analysis. Next, a quantitative analysis was performed based on the results of the qualitative study, and the categories that emerged were quantitatively ranked. Results: The open-ended questions yielded 2339 utterances. The findings showed that several categories concurrently affected both work motivation and self-efficacy belief. When they were well-functioning, they positively affected both work motivation and self-efficacy belief, and when they were insufficient, they negatively affected either or both motivation and/or belief. Meaningfulness, job satisfaction, social support, and work environmental and organizational characteristics affected work motivation most. Perceived health highly affected the self-efficacy belief to continue working until expected retirement age, as well as meaningfulness of work, support from colleagues and home care managers, and work characteristics. Conclusions: Through highlighting the meaningfulness of work, and supporting the perceived health, the work community and leadership, both work motivation and self-efficacy belief to continue working might be facilitated among ageing HCNs. However, the still pr

This study was explorative and aimed at in-depth understanding of personal resources students use to reach success, in the demanding context of honours education. Becoming successful in higher education demands a lot from students. Considering the Job Demands-Resources model it is expected that personal resources help students succeed. We explore which personal resources benefit students’ performance in demanding contexts of honours education. Using a questionnaire and semi-structured interviews, we asked thirteen honours students of three institutions which personal resources had helped them to achieve success. Results suggest that honours students use different personal resources. Most frequently mentioned resources could be grouped around five themes: self-directiveness, inquiry-mindedness, perseverance, social involvement and motivation. Especially resources in the themes self-directiveness, inquiry-mindedness and perseverance were perceived as important facilitators for educational success. The outcomes may inform interventions to help students develop personal resources needed to handle high educational demands. Further research is needed to identify the most effective interventions.

[Resumen] Si bien la ansiedad ante los exámenes ha estado tradicionalmente presente en etapas académicas medias y superiores, se ha constatado un significativo incremento de este fenómeno en la población de estudiantes de Educación Primaria. Las importantes repercusiones físicas, psicológicas y académicas que puede conllevar la ansiedad ante los exámenes en la población escolar han suscitado un creciente interés por identificar los factores personales que podrían reducir la probabilidad de aparición de estos estados patológicos. En esta línea, en el presente estudio se analizó la existencia de diferencias significativas en el grado de ansiedad ante los exámenes experimentada por el estudiantado en función de su nivel de autoestima. Participaron en la investigación 326 estudiantes de cuarto, quinto y sexto curso de Educación Primaria. Los niveles de autoestima se determinaron con base en los percentiles 33 y 66. Las diferencias en ansiedad ante los exámenes se estimaron mediante un ANOVA. Se encontraron niveles significativamente más bajos de ansiedad ante los exámenes cuanto mayor es la autoestima del estudiantado, y viceversa. Las diferencias entre los tres grupos de autoestima fueron estadísticamente significativas. Estos hallazgos parecen apuntar a que la alta autoestima puede constituir un recurso psicológico de protección frente a la ansiedad ante los exámenes en la etapa de Educación Primaria., [Abstract] Although test anxiety has traditionally been present in middle and higher academic stages, a significant increase in this phenomenon has been observed in the population of Primary Education students. The significant physical, psychological and academic consequences that test anxiety can have on the school population have led to a growing interest in identifying personal factors that could reduce the likelihood of these disease states occurring. Along these lines, the present study analyzed the existence of significant differences in students’ test anxiety according to their level of self-esteem. 326 students from the fourth, fifth and sixth grades of Primary Education participated in the research. Self-esteem levels were determined based on the 33rd and 66th percentiles. Differences in test anxiety were estimated using an ANOVA. Significantly lower levels of test anxiety were found the higher the students’ self-esteem, and vice versa. The differences between the three self-esteem groups were statistically significant. These findings seem to suggest that high self-esteem can constitute a psychological protection resource against test anxiety in the Primary Education stage.

The article reveals the personal direction of training future teachers and the interaction of their quality of pedagogical education, the level of preparation for creative professional activity. The creative potential of the student is considered as an indicator of the individual direction of preparation for professional activity and its development through the educational process as a strategy to ensure the quality of higher pedagogical education. The creative potential of future teachers is combined in the motivational, operational, personal and assessment components, the level of their formation depends on the quality of pedagogical education and the level of readiness for creative professional activity.

Young people leaving alternative care in Serbia face numerous challenges while they frequently lack formal and informal support for emancipation. Resilience and preparedness for leaving care increase their chances for successful transition and social integration. This article aims to understand the resilience of youth leaving care in Serbia and the relationship between resilience, type of placement (foster, residential or kinship) and preparedness for leaving care. Quantitative analysis of replies 134 adolescents leaving alternative care had made in self-assessment questionnaires showed: high resilience scores of subjects, lower resilience of youth leaving residential than foster care and interconnectedness between the resilience and most of the indicators of preparedness for emancipation. Results suggest that resilience: (a) could be fostered by improving mental health, structured leisure time, self-care and social skills, and by quality foster carers' support; (b) contributes to positive feelings and general positive attitude toward life; (c) is not connected to school achievements and support by family and other caregivers; (d) of care leavers had more to do with their skills to gain social support than with receiving support from family and the alternative care system. Future research could investigate emancipation outcomes of youth with different baseline resilience and preparedness levels.

The article reveals the personal direction of training future teachers and the interaction of their quality of pedagogical education, the level of preparation for creative professional activity. The creative potential of the student is considered as an indicator of the individual direction of preparation for professional activity and its development through the educational process as a strategy to ensure the quality of higher pedagogical education. The creative potential of future teachers is combined in the motivational, operational, personal and assessment components, the level of their formation depends on the quality of pedagogical education and the level of readiness for creative professional activity.

Although test anxiety has traditionally been present in middle and higher academic stages, a significant increase in this phenomenon has been observed in the population of Primary Education students. The significant physical, psychological and academic consequences that test anxiety can have on the school population have led to a growing interest in identifying personal factors that could reduce the likelihood of these disease states occurring. Along these lines, the present study analyzed the existence of significant differences in students' test anxiety according to their level of self-esteem. 326 students from the fourth, fifth and sixth grades of Primary Education participated in the research. Self-esteem levels were determined based on the 33rd and 66th percentiles. Differences in test anxiety were estimated using an ANOVA. Significantly lower levels of test anxiety were found the higher the students' self-esteem, and vice versa. The differences between the three self-esteem groups were statistically significant. These findings seem to suggest that high self-esteem can constitute a psychological protection resource against test anxiety in the Primary Education stage., Si bien la ansiedad ante los exámenes ha estado tradicionalmente presente en etapas académicas medias y superiores, se ha constatado un significativo incremento de este fenómeno en la población de estudiantes de Educación Primaria. Las importantes repercusiones físicas, psicológicas y académicas que puede conllevar la ansiedad ante los exámenes en la población escolar han suscitado un creciente interés por identificar los factores personales que podrían reducir la probabilidad de aparición de estos estados patológicos. En esta línea, en el presente estudio se analizó la existencia de diferencias significativas en el grado de ansiedad ante los exámenes experimentada por el estudiantado en función de su nivel de autoestima. Participaron en la investigación 326 estudiantes de cuarto, quinto y sexto curso de Educación Primaria. Los niveles de autoestima se determinaron con base en los percentiles 33 y 66. Las diferencias en ansiedad ante los exámenes se estimaron mediante un ANOVA. Se encontraron niveles significativamente más bajos de ansiedad ante los exámenes cuanto mayor es la autoestima del estudiantado, y viceversa. Las diferencias entre los tres grupos de autoestima fueron estadísticamente significativas. Estos hallazgos parecen apuntar a que la alta autoestima puede constituir un recurso psicológico de protección frente a la ansiedad ante los exámenes en la etapa de Educación Primaria.

Young people leaving alternative care in Serbia face numerous challenges while they frequently lack formal and informal support for emancipation. Resilience and preparedness for leaving care increase their chances for successful transition and social integration. This article aims to understand the resilience of youth leaving care in Serbia and the relationship between resilience, type of placement (foster, residential or kinship) and preparedness for leaving care. Quantitative analysis of replies 134 adolescents leaving alternative care had made in self-assessment questionnaires showed: high resilience scores of subjects, lower resilience of youth leaving residential than foster care and interconnectedness between the resilience and most of the indicators of preparedness for emancipation. Results suggest that resilience: (a) could be fostered by improving mental health, structured leisure time, self-care and social skills, and by quality foster carers' support; (b) contributes to positive feelings and general positive attitude toward life; (c) is not connected to school achievements and support by family and other caregivers; (d) of care leavers had more to do with their skills to gain social support than with receiving support from family and the alternative care system. Future research could investigate emancipation outcomes of youth with different baseline resilience and preparedness levels.

Expatriation represents a strategically valuable and widespread practice among multinational corporations (MNCs) for the direct management of their international operations. In an era characterized by pressures for maximum efficiency, hyper-competition and turbulent circumstances, like those generated by the recent COVID-19 pandemic, tracing costs and returns associated with international assignments by assessing the expatriate Return on Investment (eROI) becomes especially compelling for international firms. Such assessment, however, encounters several critical issues due to the difficulty of identifying the multiple dimensions associated with both costs and returns. This paper therefore offers a conceptual framework on eROI that disentangles the manifold drivers of value creation from expatriation projects and identifies the psychological contract as key to overcome the traditional tension between organizational and individual objectives. Mainly designed for traditional medium- and long-term expatriation projects, our framework can also be extended to recently surfacing types of assignments, e.g. virtual assignments.

Este estudio analiza la importancia de las competencias y recursos personales en el desempeño eficaz y saludable de la profesión docente. Se explora la relación entre los factores y dimensiones de los constructos: Personalidad Eficaz, Salud Laboral Docente y Burnout. Se han encontrado relaciones significativas entre todos los factores de la Personalidad Eficaz con las manifestaciones de ganancia y pérdida de Salud Laboral en los docentes y con las dimensiones del Burnout. Se comprueba que la presencia de competencias y recursos de personalidad eficaz determinan mayores niveles de Satisfacción laboral y Autoeficacia en el trabajo docente, junto con menores niveles de Agotamiento y de Afectaciones Cognitivas, por un lado; y por otro lado, mayores niveles de personalidad eficaz se corresponden con menores indicadores de Burnout., This study analyses the importance of competences and individual resources for the efficient and healthy performance of professional teachers. The relationship between these factors and dimensions is explored: Efficient Personality, Occupational Health for teachers and Burnout. We found significant links among all the factors of Efficient Personality with the expression of gain and loss of Occupational Health in teachers and with the dimensions of Burnout. On the one side, it is verified that the presence of efficient personality competences and resources determine higher levels of job satisfaction and self-efficiency in teachers, together with lower levels of Burnout and Cognitive Impairment. On the other side, higher levels of efficient personality correspond with lower indexes of Burnout.

Employees often need to adapt to situational demands as well as shift their mindset, preferably supported by a broad and adaptable work-related behavioral repertoire. Early in their careers psychologists and social workers are still developing said repertoire, which tests their work related psychological flexibility. Considered a personal resource, psychological flexibility moderates workrelated stress. However, prolonged lack of personal and organizational resources would impair the development of adequate behavioral repertoires, possibly to the extent of hampering work related psychological flexibility. Purpose: We hypothesize that improved work-environment supports the development of relevant professional behavioral repertoires and strengthens work related psychological flexibility. Approach: In 2018 (P2) we sent a survey to 5176 newly graduated psychologists and social workers in Sweden, of whom approximately 3800 previously received our 2017 (P1) survey. We will use the P1 and P2 ratings of psychosocial work environment to sort participants into No-, Positive- and Negative-change categories respectively. Thereafter we will measure intra-individual changes in work-related psychological flexibility per category, as well as inter-group differences in P1 to P2 change. Preliminary results: In a cluster analysis on P1 data, results indicated that individuals in well-balanced work-environments rated their psychological flexibility higher than those in high-demands-low-resources contexts. Suspecting a direct or indirect influence of demands-resources (im)balance, we expect psychological flexibility at Point 2 to reflect changes in work-environment from Point 1 to Point 2. Limitations: All results are based on self-reported survey data. Practical implications and originality: Significant results would indicate that early career work-environment influences work-related psychological flexibility.

This article introduces the special issue ‘Reducing work pressure using positive interventions’. Reducing the work pressure is prominent on the policy agenda in many sectors. However, most policies are limited to curative interventions, aiming to resolve negative consequences of high work pressure. However, it is desirable to prevent such negative consequences by tackling the causes of work pressure at their source and by focusing more on preventive rather than reactive interventions. Insights from positive psychology emphasize that interventions that reinforce positive aspects of work or of working people are particularly effective in preventing the negative consequences of work pressure. The four articles in the special issue offer innovative, scientific insights into positive interventions to reduce work pressure.

Objectives The high prevalence of burnout among medical residents and specialists raises concerns about the stressful demands in healthcare. This study investigated which job demands and job resources and personal resources are associated with work engagement and burnout and whether the effects of these demands and resources differ for medical residents and specialists. Design In a survey study among residents and specialists, we assessed job demands, job resources, personal resources, work engagement and burnout symptoms using validated questionnaires (January to December 2017). Results were analysed using multivariate generalised linear model, ordinary least squares regression analyses and path analyses. Setting Five academic and general hospitals in the Netherlands. Participants A total number of 124 residents and 69 specialists participated in this study. Participants worked in the fields of pediatrics, internal medicine and neurology. Results The associations of job and personal resources with burnout and work engagement differed for residents and specialists. Psychological capital was associated with burnout only for specialists (b=-0.58, p<0.001), whereas psychological flexibility was associated with burnout only for residents (b=-0.31, p<0.001). Colleague support (b=0.49, p<0.001) and self-compassion (b=-0.33, p=0.004) were associated with work engagement only for specialists. Conclusion This study suggests that particularly personal resources safeguard the work engagement and lessen the risk of burnout of residents and specialists. Both residents and specialists benefit from psychological capital to maintain optimal functioning. In addition, residents benefit from psychological flexibility, while specialists benefit from colleague support. Personal resources seem important protective factors for physicians' work engagement and well-being. When promoting physician well-being, a one-size-fits-all approach might not be effective but, instead, interventions sho

This study is based on 6 in-depth interviews with professional social workers working as counsellors in two different municipalities in Skåne county, Sweden. The counsellors are all working within the field of cancer rehabilitation. The aim of the study is to investigate how the counsellors perceive the work-related psychological stress that their work entails. The study also aims to examine the coping strategies and personal resources related to resilience that the counsellors use to manage what is perceived to be psychologically stressful within the work. The result of the information collected shows that the counsellors experience the profession as psychologically demanding and that they frequently use different coping strategies. It appears that the counsellors use the support of colleagues and their workplace. They also use strategies related to self-care through self-reflection and self-awareness as well as different types of attendance exercises such as meditation and yoga. Some of the counsellors frequently use a local coping strategy which entail to “feel your weight in the chair”. The results also show that the counsellors consciously create an active and rewarding leisure time with a clear boundary to their working life. It appears that their abilities as well as their personal resources related to resilience have been developed with age and experience. The results of the interviews have been analyzed through the theory of resilience, the coping theory and a number of research articles.

This study is based on 6 in-depth interviews with professional social workers working as counsellors in two different municipalities in Skåne county, Sweden. The counsellors are all working within the field of cancer rehabilitation. The aim of the study is to investigate how the counsellors perceive the work-related psychological stress that their work entails. The study also aims to examine the coping strategies and personal resources related to resilience that the counsellors use to manage what is perceived to be psychologically stressful within the work. The result of the information collected shows that the counsellors experience the profession as psychologically demanding and that they frequently use different coping strategies. It appears that the counsellors use the support of colleagues and their workplace. They also use strategies related to self-care through self-reflection and self-awareness as well as different types of attendance exercises such as meditation and yoga. Some of the counsellors frequently use a local coping strategy which entail to “feel your weight in the chair”. The results also show that the counsellors consciously create an active and rewarding leisure time with a clear boundary to their working life. It appears that their abilities as well as their personal resources related to resilience have been developed with age and experience. The results of the interviews have been analyzed through the theory of resilience, the coping theory and a number of research articles.

by Svea Lübstorf, Universität Innsbruck, Masterarbeit, 2018, (VLID)2678062

Knowledge regarding the effects on employees of occupational intervention programs targeting psychosocial factors at work, including job demands, job resources, and personal resources, is limited and existing studies show mixed findings. This study aimed to investigate potential effects on employees’ job demands (i.e., workload, unnecessary tasks, unreasonable tasks), job resources (i.e., feedback, control, goal clarity), and personal resources (i.e., signaling and limit-setting strategies) of an intervention targeting managers’ ways of improving the psychosocial work environment among their staff (SWEActManager). Questionnaire data from employees (n = 40) of a Swedish municipality, whose managers (n = 4) participated in the program, and referents (n = 58 employees), were collected before and after the program. The program included four three-hour workshops delivered during a six-week period. Results from 2(group) × 2(time) ANOVAs showed that all three demands increased over time, while job control decreased. There were no significant group effects. One interaction effect only was significant: Unnecessary tasks increased more among referents than in the intervention group. The few significant short-term effects probably relate to challenges in designing and implementing organizational interventions targeting managers, and evaluating their effects among subordinates. This study adds to the limited research regarding the effects of organizational psychosocial interventions, including managers for their subordinates’ demands and resources in a changing working life., The study uses data from the project “The manager, the mission and the work environment: Interventions for improving workplaces and organizations” supported by AFA Insurance [grant number 090325] to Prof. Magnus Sverke. This research was carried out within the Stockholm Stress Center, a center of excellence funded by the Swedish Research Council for Health, Working Life and Welfare (FORTE).

Knowledge regarding the effects on employees of occupational intervention programs targeting psychosocial factors at work, including job demands, job resources, and personal resources, is limited and existing studies show mixed findings. This study aimed to investigate potential effects on employees’ job demands (i.e., workload, unnecessary tasks, unreasonable tasks), job resources (i.e., feedback, control, goal clarity), and personal resources (i.e., signaling and limit-setting strategies) of an intervention targeting managers’ ways of improving the psychosocial work environment among their staff (SWEActManager). Questionnaire data from employees (n = 40) of a Swedish municipality, whose managers (n = 4) participated in the program, and referents (n = 58 employees), were collected before and after the program. The program included four three-hour workshops delivered during a six-week period. Results from 2(group) × 2(time) ANOVAs showed that all three demands increased over time, while job control decreased. There were no significant group effects. One interaction effect only was significant: Unnecessary tasks increased more among referents than in the intervention group. The few significant short-term effects probably relate to challenges in designing and implementing organizational interventions targeting managers, and evaluating their effects among subordinates. This study adds to the limited research regarding the effects of organizational psychosocial interventions, including managers for their subordinates’ demands and resources in a changing working life.

Syftet med denna studie är att bidra med kunskap om lärarassistenters första tid i Uppsala kommuns pilotprojekt. Med utgångspunkt i vad som kallas resursteori har två forskningsfrågor ställts; 1) På vilket sätt har interna och externa resurser bidragit till lärarassistenternas socialisationsprocess? 2) Vilka konsekvenser får lärarassistenternas socialisationsprocess när den sker inom ramen för ett pilotprojekt? Genom semistrukturerade intervjuer studeras specifikt hur åtta projektanställda lärarassistenter i Uppsala kommun upplevt den första tiden som anställda och vilka resurser som varit betydande för deras socialisation. Resultatet visar att den första tiden i projektet varit försiktig och trevande, något som beskrivs som både positivt och negativt i form av mjukstart och trögstart. Å ena sidan främjas relationsutveckling av mjukstarten men å andra sidan hämmar trögstarten anpassningen till arbetet. Den negativa sidan visar dels hur viktigt det är att arbetsverktyg är klara och redo att användas när den nyanställde introduceras till det nya arbetet då det annars kan skapa negativa upplevelser och bidra till oro. Resultaten visar även en ömsesidighet i pilotprojektet där ingen riktigt visste vad lärarassistentrollen skulle innehålla, och därmed blev det en ny situation för samtliga parter att förhålla sig till. Det övergripande resultatet visade, genom ovan nämnda teman, att pilotprojektet utifrån ett socialisationsperspektiv präglades av en dubbel socialisation., The purpose of this paper is to study the teacher assistants initial period in the pilot project of municipality of Uppsala. Based on resources theory as a theoretical framework two research questions were asked; 1) In what way have internal and external resources contributed to the socialization process of teacher assistants? and 2) What consequences does the pilot project have on the teacher assistants socialization process? Semistructured interviews were used to ask eight teacher assistants employed in the pilot project about how they experienced the first time in the new workplace and what resources were important for their socialization. The result shows that the initial period of the employment was cautious and tentative, which was described as both positive and negative in terms of a soft start or a tardy start. On one hand the soft start promotes relationship development, but on the other hand the tardy start inhibits adaptation to work. The negative side shows how important it is that work tools are ready to be used when the new employee is introduced to the new work, otherwise it can create negative experiences. The results also show that the pilot project was characterized by a reciprocity where nobody really knew what the teacher assistant role would contain, and thus it became a new situation for all parties to relate to. Through these themes, the overall results shows that the pilot project from a socialization perspective was characterized by a double socialization.

Knowledge regarding the effects on employees of occupational intervention programs targeting psychosocial factors at work, including job demands, job resources, and personal resources, is limited and existing studies show mixed findings. This study aimed to investigate potential effects on employees’ job demands (i.e., workload, unnecessary tasks, unreasonable tasks), job resources (i.e., feedback, control, goal clarity), and personal resources (i.e., signaling and limit-setting strategies) of an intervention targeting managers’ ways of improving the psychosocial work environment among their staff (SWEActManager). Questionnaire data from employees (n = 40) of a Swedish municipality, whose managers (n = 4) participated in the program, and referents (n = 58 employees), were collected before and after the program. The program included four three-hour workshops delivered during a six-week period. Results from 2(group) × 2(time) ANOVAs showed that all three demands increased over time, while job control decreased. There were no significant group effects. One interaction effect only was significant: Unnecessary tasks increased more among referents than in the intervention group. The few significant short-term effects probably relate to challenges in designing and implementing organizational interventions targeting managers, and evaluating their effects among subordinates. This study adds to the limited research regarding the effects of organizational psychosocial interventions, including managers for their subordinates’ demands and resources in a changing working life.

Syftet med denna studie är att bidra med kunskap om lärarassistenters första tid i Uppsala kommuns pilotprojekt. Med utgångspunkt i vad som kallas resursteori har två forskningsfrågor ställts; 1) På vilket sätt har interna och externa resurser bidragit till lärarassistenternas socialisationsprocess? 2) Vilka konsekvenser får lärarassistenternas socialisationsprocess när den sker inom ramen för ett pilotprojekt? Genom semistrukturerade intervjuer studeras specifikt hur åtta projektanställda lärarassistenter i Uppsala kommun upplevt den första tiden som anställda och vilka resurser som varit betydande för deras socialisation. Resultatet visar att den första tiden i projektet varit försiktig och trevande, något som beskrivs som både positivt och negativt i form av mjukstart och trögstart. Å ena sidan främjas relationsutveckling av mjukstarten men å andra sidan hämmar trögstarten anpassningen till arbetet. Den negativa sidan visar dels hur viktigt det är att arbetsverktyg är klara och redo att användas när den nyanställde introduceras till det nya arbetet då det annars kan skapa negativa upplevelser och bidra till oro. Resultaten visar även en ömsesidighet i pilotprojektet där ingen riktigt visste vad lärarassistentrollen skulle innehålla, och därmed blev det en ny situation för samtliga parter att förhålla sig till. Det övergripande resultatet visade, genom ovan nämnda teman, att pilotprojektet utifrån ett socialisationsperspektiv präglades av en dubbel socialisation., The purpose of this paper is to study the teacher assistants initial period in the pilot project of municipality of Uppsala. Based on resources theory as a theoretical framework two research questions were asked; 1) In what way have internal and external resources contributed to the socialization process of teacher assistants? and 2) What consequences does the pilot project have on the teacher assistants socialization process? Semistructured interviews were used to ask eight teacher assistants employed in the pilot project about how they experienced the first time in the new workplace and what resources were important for their socialization. The result shows that the initial period of the employment was cautious and tentative, which was described as both positive and negative in terms of a soft start or a tardy start. On one hand the soft start promotes relationship development, but on the other hand the tardy start inhibits adaptation to work. The negative side shows how important it is that work tools are ready to be used when the new employee is introduced to the new work, otherwise it can create negative experiences. The results also show that the pilot project was characterized by a reciprocity where nobody really knew what the teacher assistant role would contain, and thus it became a new situation for all parties to relate to. Through these themes, the overall results shows that the pilot project from a socialization perspective was characterized by a double socialization.

Health care professionals perceive transitions (e.g., from university to professional practice) to be challenging and stressful. The aim of the present research was to identify person-related characteristics that, in addition to work-related aspects, affect the mental well-being and performance of recently graduated veterinary professionals, and to reach a greater understanding of the role of personal resources in mental health and well-being. Based on the Job Demands-Resources (JD-R) model, a questionnaire measuring work engagement as well as burnout and its potential predictors was developed and distributed to 1,760 veterinarians who graduated in the Netherlands between 1999 and 2009 (response rate 41%, of which 73% were females). An intervention aiming at increasing personal resources was evaluated using qualitative and quantitative methods. The intervention was designed so that participants could set their own learning objectives toward which they could work during a yearlong multimodular program. The results show that gender and the number of years after graduation have a small effect on exhaustion resulting in 16% of the veterinarians (18% for females) meeting the criteria for burnout in the first 5 years after graduation. Thirteen percent of respondents could be classified as being highly engaged. While burnout resulted mostly from job characteristics (demands and resources), work engagement resulted mostly from job resources and personal resources. Personal resources appear to have an important mediating and initiating role in work engagement and performance. Self-reported ratings of reflective behavior, proactive behavior, and self-efficacy were significantly increased after a yearlong resources development program. Practical implications are discussed.

Individers upplevelse av den psykosociala arbetsmiljön har visat sig hänga samman med trivsel, hälsa och välbefinnande. I ett långsiktigt perspektiv kan en god psykosocial arbetsmiljö främja kvalitet och produktivitet i organisationer, medan en sämre arbetsmiljö kan resultera i det motsatta. Arbetsgivare, som i Sverige har ett yttersta arbetsmiljöansvar, strävar efter att arbeta förebyggande och systematiskt med fokus på psykosociala arbetsmiljöinsatser. Samtidigt utgör individerna en del av den psykosociala arbetsmiljön och i samband med att de utför sitt arbete bidrar de även till formandet av arbetsmiljön. Med detta som utgångspunkt syftar avhandlingen till att studera psykosociala och personliga faktorer i form av krav och resurser, hälsa och välbefinnande samt ett organisatoriskt förebyggande program för anställda i välfärdssektorn. Detta har gjorts genom att undersöka hur olika krav och resurser i arbetet samt personliga resurser relaterar till olika hälsorelaterade utfall. Vidare har två varianter av ett nyutvecklat interventionsprogram med fokus på psykosociala faktorer och personliga resurser undersökts och utvärderats. En variant av programmet var riktad till både chefer och medarbetare, medan den andra varianten riktades enbart till chefer. Interventionsprogrammen undersöktes utifrån genomförbarhet och utifrån effektutvärdering. Resultaten visar att resurser i arbetet verkar ha mer hälsofrämjande potential än personliga resurser. Vidare visar resultaten att det program som inkluderade medarbetare och chefer accepterades av deltagarna och gick att genomföra praktiskt. Resultaten visar också att effekterna av båda programmen var oklara. Sammantaget visar avhandlingen på vikten av att såväl reducera krav i arbetet som att främja olika resurser, men även på de utmaningar som finns i att utforma, genomföra och utvärdera förebyggande organisatoriska interventioner., Individuals’ experiences of the psychosocial work environment have been linked to their satisfaction, health, and well-being. In the long run, a favorable psychosocial work environment seems related to organizational quality and productivity, while a poorer psychosocial work environment may relate to the opposite. Employers, who in Sweden have the ultimate responsibility for the work environment, aim for systematic preventive efforts focusing particularly on factors of the psychosocial work environment. Additionally, individuals also form part of the psychosocial work environment, and may, through their own daily work practices contribute to creating the work environment. Based on this, the aim of this thesis is to study how psychosocial factors, in terms of demands and resources, and personal resources at work relate to health and well-being but also to investigate the effects of an organizational preventive intervention program. Specifically, job demands, job resources, and personal resources and their relations with health-related outcomes among employees of the Swedish welfare sector were investigated. Also, two versions of a newly developed intervention program focusing on psychosocial factors and personal resources were examined. This included a feasibility study of one program version offered to both employees and managers and an effect evaluation of another version offered to managers only. The results show that job resources seem to have a stronger health-promoting potential than personal resources. Moreover, the results show that while the program offered to both employees and managers was accepted by participants and found possible to implement practically, its effect were small. Similarly, effects of the program including managers only were also small. Overall, the thesis shows the importance of reducing job demands along with promoting different resources, but emphasizes the challenges in developing, implementing, and evaluating preventive organizationa, At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 1: Manuscript. Paper 3: Manuscript.

Individers upplevelse av den psykosociala arbetsmiljön har visat sig hänga samman med trivsel, hälsa och välbefinnande. I ett långsiktigt perspektiv kan en god psykosocial arbetsmiljö främja kvalitet och produktivitet i organisationer, medan en sämre arbetsmiljö kan resultera i det motsatta. Arbetsgivare, som i Sverige har ett yttersta arbetsmiljöansvar, strävar efter att arbeta förebyggande och systematiskt med fokus på psykosociala arbetsmiljöinsatser. Samtidigt utgör individerna en del av den psykosociala arbetsmiljön och i samband med att de utför sitt arbete bidrar de även till formandet av arbetsmiljön. Med detta som utgångspunkt syftar avhandlingen till att studera psykosociala och personliga faktorer i form av krav och resurser, hälsa och välbefinnande samt ett organisatoriskt förebyggande program för anställda i välfärdssektorn. Detta har gjorts genom att undersöka hur olika krav och resurser i arbetet samt personliga resurser relaterar till olika hälsorelaterade utfall. Vidare har två varianter av ett nyutvecklat interventionsprogram med fokus på psykosociala faktorer och personliga resurser undersökts och utvärderats. En variant av programmet var riktad till både chefer och medarbetare, medan den andra varianten riktades enbart till chefer. Interventionsprogrammen undersöktes utifrån genomförbarhet och utifrån effektutvärdering. Resultaten visar att resurser i arbetet verkar ha mer hälsofrämjande potential än personliga resurser. Vidare visar resultaten att det program som inkluderade medarbetare och chefer accepterades av deltagarna och gick att genomföra praktiskt. Resultaten visar också att effekterna av båda programmen var oklara. Sammantaget visar avhandlingen på vikten av att såväl reducera krav i arbetet som att främja olika resurser, men även på de utmaningar som finns i att utforma, genomföra och utvärdera förebyggande organisatoriska interventioner., Individuals’ experiences of the psychosocial work environment have been linked to their satisfaction, health, and well-being. In the long run, a favorable psychosocial work environment seems related to organizational quality and productivity, while a poorer psychosocial work environment may relate to the opposite. Employers, who in Sweden have the ultimate responsibility for the work environment, aim for systematic preventive efforts focusing particularly on factors of the psychosocial work environment. Additionally, individuals also form part of the psychosocial work environment, and may, through their own daily work practices contribute to creating the work environment. Based on this, the aim of this thesis is to study how psychosocial factors, in terms of demands and resources, and personal resources at work relate to health and well-being but also to investigate the effects of an organizational preventive intervention program. Specifically, job demands, job resources, and personal resources and their relations with health-related outcomes among employees of the Swedish welfare sector were investigated. Also, two versions of a newly developed intervention program focusing on psychosocial factors and personal resources were examined. This included a feasibility study of one program version offered to both employees and managers and an effect evaluation of another version offered to managers only. The results show that job resources seem to have a stronger health-promoting potential than personal resources. Moreover, the results show that while the program offered to both employees and managers was accepted by participants and found possible to implement practically, its effect were small. Similarly, effects of the program including managers only were also small. Overall, the thesis shows the importance of reducing job demands along with promoting different resources, but emphasizes the challenges in developing, implementing, and evaluating preventive organizationa, At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 1: Manuscript. Paper 3: Manuscript.

This study examined the impact of organizational interventions on work engagement and performance. Based on the job demands-resources model, we hypothesized that a personal resources intervention and a job crafting intervention would have a positive impact on work engagement and performance. We used a quasi-experimental design with a control group. Primary school teachers participated in the study at two time points with six weeks between the measurements ( N = 102). The results showed that the personal resources intervention had a positive causal effect on work engagement. Additionally, the joint personal resources and job crafting intervention had a positive impact on self-ratings of job performance. We discuss the implications of these findings for theory and practice.

Studien undersökte förekomsten av brottsligt beteende hos ungdomar i allmänhet och hur sociala och personliga resurser kan fungera som skydds- eller riskfaktorer i synnerhet samt vilka skillnader som finns mellan flickor och pojkar. Undersökningen gjordes på 1324 ungdomar i årskurs nio genom projektet LoRDIA. Data analyserades med t-test, Spearman's korrelationsanalys och hierarkisk multipel regressionsanalys. Resultaten visade att den starkaste prediktorn för ungdomars brottsliga beteende var deras kamraters brottsliga beteende. Socialt välbefinnande visade sig vara en viktigare personlig resurs för flickorna när det handlade om att predicera brottsligt beteende. Psykologiskt välbefinnande var viktigare för pojkarna Överlag låg studiens resultat i linje med tidigare forskning. Avvikande resultat diskuterades. Undersökningen relaterades till möjlighetshorisonter och ungdomars uppfattning om vilka studie och yrkesval de stod inför. Slutligen föreslogs hur företag och branschorganisationer kan tänka och agera från studiens resultat., The study examined the prevalence of criminal behavior among adolescents in general and how social and personal resources can act as protection or risk factors in particular and also what differences exist between girls and boys. The survey was conducted on 1324 youths in ninth grade through the LoRDIA project. Data was analyzed by t-test, Spearman's correlation analysis and hierarchical multiple regression analysis. The results showed that the strongest predictor of young people's criminal behavior was peer delinquency. Social well-being turned out to be an important personal resource for the girls when it was about predicting criminal behavior and psychological well-being was important for the boys. While overall the results were in line with previous research, some divergent results were also discussed. The study was related to horizons of opportunities and to young people's perception of the educational and career choices they faced. Finally ways for companies and organizations to think and act on the results of the study were suggested.

Individers upplevelse av den psykosociala arbetsmiljön har visat sig hänga samman med trivsel, hälsa och välbefinnande. I ett långsiktigt perspektiv kan en god psykosocial arbetsmiljö främja kvalitet och produktivitet i organisationer, medan en sämre arbetsmiljö kan resultera i det motsatta. Arbetsgivare, som i Sverige har ett yttersta arbetsmiljöansvar, strävar efter att arbeta förebyggande och systematiskt med fokus på psykosociala arbetsmiljöinsatser. Samtidigt utgör individerna en del av den psykosociala arbetsmiljön och i samband med att de utför sitt arbete bidrar de även till formandet av arbetsmiljön. Med detta som utgångspunkt syftar avhandlingen till att studera psykosociala och personliga faktorer i form av krav och resurser, hälsa och välbefinnande samt ett organisatoriskt förebyggande program för anställda i välfärdssektorn. Detta har gjorts genom att undersöka hur olika krav och resurser i arbetet samt personliga resurser relaterar till olika hälsorelaterade utfall. Vidare har två varianter av ett nyutvecklat interventionsprogram med fokus på psykosociala faktorer och personliga resurser undersökts och utvärderats. En variant av programmet var riktad till både chefer och medarbetare, medan den andra varianten riktades enbart till chefer. Interventionsprogrammen undersöktes utifrån genomförbarhet och utifrån effektutvärdering. Resultaten visar att resurser i arbetet verkar ha mer hälsofrämjande potential än personliga resurser. Vidare visar resultaten att det program som inkluderade medarbetare och chefer accepterades av deltagarna och gick att genomföra praktiskt. Resultaten visar också att effekterna av båda programmen var oklara. Sammantaget visar avhandlingen på vikten av att såväl reducera krav i arbetet som att främja olika resurser, men även på de utmaningar som finns i att utforma, genomföra och utvärdera förebyggande organisatoriska interventioner., Individuals’ experiences of the psychosocial work environment have been linked to their satisfaction, health, and well-being. In the long run, a favorable psychosocial work environment seems related to organizational quality and productivity, while a poorer psychosocial work environment may relate to the opposite. Employers, who in Sweden have the ultimate responsibility for the work environment, aim for systematic preventive efforts focusing particularly on factors of the psychosocial work environment. Additionally, individuals also form part of the psychosocial work environment, and may, through their own daily work practices contribute to creating the work environment. Based on this, the aim of this thesis is to study how psychosocial factors, in terms of demands and resources, and personal resources at work relate to health and well-being but also to investigate the effects of an organizational preventive intervention program. Specifically, job demands, job resources, and personal resources and their relations with health-related outcomes among employees of the Swedish welfare sector were investigated. Also, two versions of a newly developed intervention program focusing on psychosocial factors and personal resources were examined. This included a feasibility study of one program version offered to both employees and managers and an effect evaluation of another version offered to managers only. The results show that job resources seem to have a stronger health-promoting potential than personal resources. Moreover, the results show that while the program offered to both employees and managers was accepted by participants and found possible to implement practically, its effect were small. Similarly, effects of the program including managers only were also small. Overall, the thesis shows the importance of reducing job demands along with promoting different resources, but emphasizes the challenges in developing, implementing, and evaluating preventive organizationa, At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 1: Manuscript. Paper 3: Manuscript.