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Purpose: Previous research conducted on the Job Demands-Resources model has mostly ignored the newly introduced Challenge-Hindrance-Threat distinction of workplace stressors. Thus, to better understand the nature of job demands, the present study aimed to explore this distinction of job demands within the framework of the Job Demands-Resources model. Moreover, it examined competing theoretical frameworks by investigating the associations between job characteristics and psychological health variables (i.e., burnout, vigor). Design/methodology/approach: Data were collected via computer assisted telephone interview among a representative sample of employees working in Luxembourg (n = 1,506). Findings: Structural Equation Modeling supported the distinctiveness of the proposed demand categories in terms of their effects. The health impairing nature of threats, hindrances, and challenges, as well as the motivational potential of resources was supported. Yet, scarce support was found for the moderating effects of demands and resources on employees’ well-being. Research implications: Based on these findings, we argue for an extended framework of job characteristics, which will more accurately describe their nature and effects on employees. Practical implications: In order to promote employee’s well-being, occupational health advisors need to be aware of the distinct demand-wellbeing relations when implementing job redesign measures. Originality/value: Combining multiple theoretical frameworks is considered a leading principle in occupational health research. The present study implements an extended classification framework of workplace stressors into one of today’s most influential theoretical framework of job characteristics.

(1) Background: Empirical studies have started to examine employees’ subjective appraisals of job demands and their relations to employees’ health. However, knowledge of working conditions, which might contribute to how employees appraise specific job demands, is scarce. The present study aimed to examine predictors of nurses’ appraisals of job demands (i.e., time pressure, emotional demands, physical demands, and role ambiguity) as challenges and/or threats among corresponding job resources (i.e., autonomy, social support, physical resources, participation in decision-making). It also examined moderating effects of these predictors. (2) Methods: Cross-sectional data were collected via an online survey in a sample of 425 nurses working in Luxembourg. (3) Results: Multiple regression analyses indicated that matching job resources predicted nurses’ appraisal of job demands as challenging. Threat appraisal was predicted by three out of four kinds of job resources (i.e., autonomy, physical resources, participation in decision-making). However, the current study did not find any moderating effects between job demands and job resources on challenge/threat appraisals. (4) Conclusions: The present study identified domain-specific job resources that contribute to how employees perceive selected job demands. Accordingly, we encourage scholars and practitioners to align job demands with matching job resources to prevent nurses’ threat appraisal of job demands, and to promote their challenge appraisals.

Aim: The COVID-19 pandemic has led to a rapid raise of work-related stress among nurses, affecting their emotional well-being. This study examined how nurses appraise job demands (i.e. time pressure, emotional demands and physical demands) during the pandemic, and how primary (i.e. challenge and threat) and secondary appraisals (i.e. coping potential) of job demands predict nurses' affective states (i.e. positive affect, anger and anxiety). Design: A cross- sectional online survey. Methods: 419 nurses completed self-report measures of job demands and related appraisals. Data analyses comprised correlation analysis, factor analysis, hierarchical linear regression analysis and dominance analysis. Results: Emotional and physical demands correlated exclusively with threat appraisal, while time pressure correlated with challenge and threat appraisal. Time pressure, emotional demands and threat appraisals of job demands predicted negative affective states, while challenge appraisals of emotional and physical demands predicted positive affect. Coping potential was identified as the most important predictor variable of nurses' affective states. Public Contribution: The current study identified statistically significant risk and protective factors in view of nurses' affective states experienced during the COVID- 19 pandemic.

Research goals: The present study examined whether (a) time-related factors of the job context, namely working time and job tenure, predict nurses’ challenge/hindrance appraisals alongside job demands themselves, and whether (b) both factors might act as boundary conditions of nurses’ workplace stressor appraisals. Theoretical background: Based on the transactional theory of stress (Lazarus & Folkman, 1984), studies have so far examined employees’ subjective evaluations of workplace stressors as challenging and/or hindering and their associations to different well-being outcomes (e.g., Webster et al., 2011). Although these studies have helped us to get a more nuanced insight into work-related demands and how they may affect employees, little is known on the question of whether the job context itself might shape how employees experience certain workplace stressors (LePine, 2022). Yet, knowing whether contextual factors of the job might impact employees’ stress appraisal may help us to handle the negative effects of such job stressors (LePine, 2022). Thus, the current study aimed to investigate the role specific contextual variables of the job play as regards to nurses’ subjective appraisals of job demands as challenges and/or hindrances. Design/Methodology/Approach/Intervention: The current study was conducted as part of a broad scientific project on nurses’ working conditions in Luxemburg. Cross-sectional data was collected via an online survey (French/German). The effective sample consisted of 460 nurses (76.9 % female, n = 352; Mage = 39.40, SDage = 9.95). Statistical analyses were performed using IBM SPSS (version 25) and the PROCESS macro for SPSS (Hayes, 2018). To examine the associations between job demands, contextual variables and appraisals, a total of four simple moderation analyses (Model#2; Hayes, 2018) were conducted with challenge and hindrance appraisal as the criterion variables. Per criterion variable we performed two moderation analyses (i.e., one

Many studies on job quality operationalize job quality as a composite indicator (Munoz de Bustillo et al., 2011) and investigate its link with different well-being outcomes or investigate the incremental effects of specific job characteristics on well-being. However, these variable-centered approaches on job quality ignore the fact that certain job characteristic configurations cluster in specific employee groups (Van Aeren et al., 2014). Thus, the current longitudinal study employs a person-centered approach (i.e., latent profile and transition analysis (LPA/LTA), e.g., Spurk et al., 2020) to identify groups of employees that show different job characteristic profiles (over time). Data were collected via CATI or CAWI within a stratified random sample from Luxembourg’s working population (nWave 1 = 1,689; nWave 2 = 848). The survey contains eleven quality of work and six quality of employment dimensions that were used as indicators for the latent profile analysis. Moreover, the survey contains different mental health and work-related attitudinal outcomes. Fit indices and substantive interpretability/utility were jointly considered to determine the number of profiles. To explore the relationships between the latent categorical variable and the other variables, we followed the three-step procedure (e.g., Asparouhov & Muthén, 2014) LPA revealed five profiles, i.e., poor working conditions (1), medium working conditions, high work intensity (2), high working conditions, medium work intensity (3), high working conditions, high work intensity and physical demands (4), medium working conditions, low work intensity (5). Cross-sectionally, these profiles were meaningfully linked with mental and attitudinal outcomes. LTA suggests the stability of these profiles within one year, with varying impact depending on mental health and work-related attitudinal outcome. Scholars and policy makers need to be aware of job characteristic configurations. To promote employee’s well-being o

Im Rahmen dieser Newsletter wird aufgezeigt wie sich die verschiedenen Dimensionen der Beschäftigungsqualität in den vergangenen 6 Jahren in Luxemburg entwickelt haben. Dabei zeigt sich, dass die Einkommenszufriedenheit und die wahrgenommenen Ausbildungsmöglichkeiten über die Zeit insgesamt eher abgenommen, und die Work-Life-Konflikte zugenommen haben. Diese Entwicklungen fallen differenziert nach verschiedenen Arbeitnehmer-Gruppen unterschiedlich aus. Beispielsweise haben Work-Life-Konflikte bei Arbeitnehmerinnen stärker zugenommen als bei Arbeitnehmern. Arbeitnehmer mit Kindern wiederum berichten im Vergleich zu Arbeitnehmer ohne Kinder über einen Rückgang der Beförderungsmöglichkeiten. Arbeitnehmer in staatlichen Organisationen weisen über die Zeit konstant höhere Werte bei Einkommenszufriedenheit, Ausbildungsmöglichkeiten und Arbeitsplatzsicherheit auf, im Vergleich zu Arbeitnehmern in privaten Unternehmen oder sonstigen Organisationen. Ergänzend zeigt sich, dass die Dimensionen der Beschäftigungsqualität mit verschiedenen Wohlbefindens-Dimensionen assoziiert sind. Insbesondere weisen höhere Work-Life-Konflikte Zusammenhänge mit geringerer Arbeitsmotivation, geringerer Arbeitszufriedenheit und geringerem generellem Well-Being, sowie erhöhtem Burnoutniveau und verstärkten Gesundheitsproblemen auf.

Im Rahmen dieser Newsletter wird aufgezeigt, wie sich die gewünschte Wochenarbeitszeit von Arbeitnehmern sowie die Differenz zwischen gewünschter Wochenarbeitszeit und vertraglicher Wochenarbeitszeit in den vergangenen Jahren in Luxemburg entwickelt haben. Dabei zeigt sich, dass der Anteil an Arbeitnehmern, die gerne weniger arbeiten würden, zwischen 2018 und 2021 deutlich gestiegen ist (von 32,8% auf 43,9%). Die Arbeitnehmer, die gerne weniger pro Woche arbeiten würden, möchten im Durchschnitt etwa 8 Stunden weniger arbeiten. Diese Entwicklungen fallen jedoch differenziert nach verschiedenen Arbeitnehmer-Gruppen unterschiedlich aus. So wünschen sich Arbeitnehmer im Vergleich zu Arbeitnehmerinnen konstant eine längere Arbeitszeit. Differenziert nach Alter, sind es vor allem die ältesten Arbeitnehmer, die sich im Durchschnitt die kürzeste Wochenarbeitszeit wünschen. Arbeitnehmer, die gerne weniger arbeiten würden, berichten tendenziell auch über schlechtere Arbeitsbedingungen im Vergleich zu Arbeitnehmern, deren gewünschte Arbeitszeit mit ihrer vertraglichen Arbeitszeit übereinstimmt. Auch berichten Arbeitnehmer, die gerne weniger pro Woche arbeiten würden, über ein geringeres Wohlbefinden.

Just like many school aggression researchers (see the review of studies in Olivier et al., 2021; Smith & Steffgen, 2013), many scholars investigating workplace bullying assume the existence of four classes of employees: Uninvolved employees, victims, perpetrator, and provocative victims (also called ‘bully-victims’; e.g., Zapf & Einarsen, 2020). Yet, empirical evidence supporting these four classes is lacking so far. Instead, studies on workplace bullying mostly focused solely on the victim perspective (Einarsen et al., 2020; see also the review of studies in Gupta et al., 2020), while far less studies investigate the perpetrator perspective (see the enumerated studies in Nielsen & Einarsen, 2018). Only some studies include both perspectives (e.g., Baillien et al., 2016; Fernández-del-Río et al., 2021; Sischka et al., 2021). However, these studies applied a variable-centered approach and treated workplace bullying exposure and perpetration as separate variables. Thus, they tell us little about the interplay of workplace bullying exposure and perpetration. The current study employs a person-centered approach (i.e., latent class analysis) to identify groups of employees that show different patterns of workplace bullying involvement. Moreover, the current study aims to identify predictors of latent class membership. We investigate the individual disposition hypothesis (Nielsen & Einarsen, 2018), assuming that individual characteristics such as personality traits may be related to being involved in bullying and could therefore be typifying features of workplace bullying groups. Moreover, according to some researchers in workplace bullying, individual characteristics such as certain personality traits (big five dimensions, trait aggression, dominance) are particularly appropriate to identify and distinguish workplace bullying subgroups (Matthiesen & Einarsen, 2007; see also Nielsen et al., 2017). On the other hand, power and social status represent enabling structures (S

The COVID-19 pandemic has massively changed people’s working lives all over the world. While various studies investigated the effects from pandemic-induced unemployment and telecommuting, there is a lack of research regarding the impact of workplace COVID-19 countermeasures on well-being and mental health for employees who are still working on site. Thus, the aim of the present study was to investigate the prevalence of workplace COVID-19 countermeasures in organizations in Luxembourg. A person-centered approach was applied in order to explore how employees’ psychological well-being and health (i.e., general psychological well-being, vigor, work satisfaction, work-related burnout, somatic complaints, fear of COVID-19 infection) are impacted by organizational countermeasures and whether there are certain employee groups that are less protected by these. Results of a latent class analysis revealed four different classes (Low level of countermeasures, Medium level of countermeasures, High level of countermeasures, High level of countermeasures low distance). Employees working in a healthcare setting were more likely than employees working in a non-healthcare setting to be members of the High level of countermeasures low distance class. Class membership was meaningfully associated with all well-being outcomes. Members of the High level of countermeasures class showed the highest level of well-being, whereas Members of the Low level of countermeasures class and the High level of countermeasures low distance class showed the lowest level of well-being. Policy makers and organizations are recommended to increase the level of COVID-19 countermeasures as an adjunctive strategy to prevent and mitigate adverse mental health and well-being outcomes during the COVID-19 pandemic.

Meat is a food item that is often associated with masculinity. Considering this gender stereotype, research on vegan and vegetarian (veg*n) eating motives has focused on how distinct motives relate to stereotypes of masculinity and femininity. Quantitative studies examining how masculinity and femininity are integrated into the self-concept of these eaters are lacking to date. Moreover, investigators have largely tested the effects of motives in isolation, neglecting the possibility of different motivational profiles that relate differently to gendered self-concepts. The current study adopted a person-centred approach using cluster analysis to identify motivational profiles of self-identified veg*n males, thereby testing whether these profiles differ on dimensions of positive and negative masculinity and femininity. Self-reported data were collected via an online survey among people self-identifying as male and following a vegan or vegetarian dietary pattern (N = 738; 79.8% vegans). A k-means cluster analysis revealed three motivational profiles (n1= 439, 59.5%, ‘equally-balanced’; n2 = 254, 34.4%, ‘ethical-environmental’; n3= 45, 6.1%, ‘moderately-health’). Unique differences emerged in gendered self-concepts tied to all veg*n eating motive profile memberships: Equally-balanced motivated eaters perceived themselves to possess the most positive stereotypical feminine attributes, while moderately-health motivated eaters described themselves with the least of these attributes. Veg*n eaters did not differ on any of the other dimensions of femininity and masculinity. The present study demonstrates that a cluster analysis supplies important information on what combinations of eating motives veg*n males report and how those relate to differences in gendered self-concepts of veg*n eaters.

Background: The Symptom Checklist (SCL) developed by the Health Behaviour in School-aged Children (HBSC) study is a non-clinical measure of psychosomatic complaints (e.g., headache and feeling low) that has been used in numerous studies. Several studies have investigated the psychometric characteristics of this scale; however, some psychometric properties remain unclear, among them especially a) dimensionality, b) adequacy of the Graded Response Model (GRM), and c) measurement invariance across countries. Methods: Data from 229,906 adolescents aged 11, 13 and 15 from 46 countries that participated in the 2018 HBSC survey were analyzed. Adolescents were selected using representative sampling and surveyed by questionnaire in the classroom. Dimensionality was investigated using exploratory graph analysis. In addition, we investigated whether the GRM provided an adequate description of the data. Reliability over the latent variable continuum and diferential test functioning across countries were also examined. Results: Exploratory graph analyses showed that SCL can be considered as one-dimensional in 16 countries. However, a comparison of the unidimensional with a post-hoc bifactor GRM showed that deviation from a hypothesized one-dimensional structure was negligible in most countries. Multigroup invariance analyses supported confgural and metric invariance, but not scalar invariance across 32 countries. Alignment analysis showed non-invariance especially for the items irritability, feeling nervous/bad temper and feeling low. Conclusion: HBSC-SCL appears to represent a consistent and reliable unidimensional instrument across most countries. This bodes well for population health analyses that rely on this scale as an early indicator of mental health status.

The FASKU is an economical instrument for recording individual competence expectations of dealing with difficulties and obstacles in daily life. It was originally developed and validated in German by Beierlein, Kemper, Kovaleva, and Rammstedt (2013). In 2019, the authors developed and tested a French version of this scale (FASKU) and tested it for reliability (internal consistency), validity, and measurement equivalence towards the original German Version (see Décieux et al., 2020a). The provided evidence on the quality of the German and the French Version of ASKU (FASKU) indicates that the scales allow a reliable, valid, and economical assessment of subjective competence expectations and that the two language versions can be used to assess and compare self-efficacy in German- and French-speaking populations.

Im Rahmen dieser Newsletter wird analysiert, wie sich verschiedene Arbeitnehmergruppen hinsichtlich ihrer familiären Situation unterscheiden, und in welchem Maße die familiäre Situation der Arbeitnehmer mit verschiedenen Quality of Work, Quality of Employment und Well-Being Dimensionen zusammenhängt. Die familiäre Situation wird dabei überwiegend vom Alter der Arbeitnehmer bestimmt. Alleinerziehende Eltern, d.h. Arbeitnehmer ohne Partner und mit minderjährigen Kindern, weisen zwischen 2016 und 2020 den höchsten Anstieg bei mentalen und emotionalen Anforderungen auf. Gleichzeitig zeigt sich für diese Gruppe ein Rückgang der Arbeitszufriedenheit und des generellen Well-Being, sowie ein Anstieg des Burnoutniveaus und der Gesundheitsprobleme.

The ASKU is an economic instrument for recording individual competence expectations to be able to deal with difficulties and obstacles in daily life. It was originally developed and validated in German by Beierlein, Kemper, Kovaleva, & Rammstedt (2013). In 2019 we developed and tested a French Version of this scale and tested it for reliability (internal consistency), validity and measurement equivalence towards the original German Version (see Décieux et al., 2020). The provided evidence on the quality of the German and the French Version of ASKU (FASKU) indicates that the scales allow a reliable, valid and economic assessment of subjective competence expectations and that the two language versions can be used to a

The corona virus (COVID-19) pandemic has changed the working lives of people all over the world, amongst others, the labor market has seen a sharp increase in telecommuting. Therefore, the extent of telecommuting in Luxembourg as well as definitions and different arrangements of telecommuting will be presented. Thereafter the chapter looks at merits and demerits of telecommuting and the boundary conditions of successfully working from home by focusing on the extraordinary situation under which telework currently takes place. In this regard, the effects of telecommuting on the individual, the organization and the society are outlined and discussed. Finally, the chapter closes highlighting requirements for effective telecommuting and describing ongoing research about the effects of telecommuting on different working conditions in Luxembourg.