The COVID-19 pandemic led to substantial changes in working conditions in academia. This study aimed to explore how academics’ perceptions of job demands, resources and occupational well-being have changed since the COVID-19 pandemic, as well as their expectations and concerns regarding future working practices. To achieve this aim, we conducted a qualitative follow-up study with 16 academics who participated in our previous study during the COVID-19 pandemic (interviews conducted in 2020–2021) and were re-interviewed in 2025. Data were collected through semi-structured interviews and analyzed using qualitative content analysis. The findings indicated that academics continued to experience job demands related to reduced face-to-face communication, hybrid-remote working practices and work overload. In addition, institutional pressure to return to pre-pandemic working conditions was reported as a new job demand. Digital communication options, organizational support and individual digital skills continued to be perceived as resources that supported occupational well-being. Regarding future academic work, some expectations reported during the pandemic period continued into the post-COVID era, particularly flexibility in the choice of workspace, followed by increased use of digital technologies. Some participants also mentioned improved research opportunities and enhanced knowledge production. Concerns regarding reduced face-to-face interaction, management actions and their implications and fully digital education continued over time; however, management-related concerns became broader in the post-COVID era, encompassing issues such as resource constraints, pressure to return to pre-pandemic working conditions and employment insecurity. Some participants also raised new concerns regarding the increasing role of AI in academic work. This study contributes to understanding how academics’ perceptions of working conditions and occupational well-being have evolved since the pandemic. The findings highlight the diverse and sometimes competing perspectives among academics that universities need to consider when organizing and managing future academic work.

Background: Workplace bullying is a severe and widespread occupational problem that negatively affects individuals, organizations, and societies. Studies have shown that national culture influences the way bullying is understood and experienced across different countries. However, our understanding of the cross-cultural variations in workplace bullying is still lacking. This study aimed to compare nurses’ experiences of workplace bullying in two culturally distinct countries: Turkey and Sweden.

Methods: Using a qualitative design, semi-structured interviews were conducted with nurses (21 Turkish, 16 Swedish) who identified themselves as targets and/or bystanders of workplace bullying. Data were collected during 2019/2020 and analyzed using the deductive content analysis method.

Results: There were many similarities between the Turkish and Swedish nurses in their reports of the most common types, antecedents, effects of, and target responses to workplace bullying. Differences were observed between countries concerning the source of bullying and in bystander responses.

Conclusion: The findings emphasize that workplace bullying is a serious problem in the nursing profession across cultures and attention should be paid to cultural factors in understanding the varying bullying-related experiences of nurses. Healthcare organizations should therefore consider developing tailor-made interventions that fit their local cultural contexts to deal with workplace bullying in a more effective way.

ObjectivesHuman service workers are at a greater risk for negative work and health-related outcomes due to the highly demanding nature of their work which involves unique stressors such as emotion work and routine interactions with clients. This scoping review synthesizes the current state of literature reporting on the associations of psychosocial safety climate (PSC) with human service workers’ job demands, resources, and work- and health-related outcomes.MethodsA literature search was conducted using the PsycINFO, PubMed, CINAHL, Web of Science, Sociological Abstracts, ERIC, Education Research Complete, ProQuest (theses) database and Google Scholar. The search included both published and unpublished studies reported in English and released between 2010 and May 28, 2025. Foreign-language papers with English abstracts were also included if they provided sufficient information related to the research questions.Results59 studies which met the inclusion criteria were reviewed. The observed associations were mostly in line with the theoretical propositions of the PSC-extended model. High PSC predicted better work and health outcomes directly and indirectly through reduced demands and increased resources. Additionally, high PSC moderated the negative (positive) effects of job demands (resources) on work and health outcomes.ConclusionPSC is an important organizational climate construct, especially for demanding and difficult occupations such as human service occupations. High PSC is associated with numerous positive outcomes for human service workers’ motivation and health. Our findings can help managers to understand the importance of fostering a high-PSC work environment among human service workers.

The coronavirus disease 2019 pandemic has severely affected workers, workplaces, and working practices. In the higher education setting, universities have shifted to distance learning, resulting in profound changes in academics' work. In this study, we aimed to describe academics' job demands and resources related to changes in working conditions during the pandemic, and to examine how these changes have affected the perceived occupational wellbeing of academics. Additionally, we aimed to investigate academics' expectations and concerns for future academic working practices following the pandemic. The data were collected through semi-structured interviews with 26 academics working at various universities in Sweden. A content analysis was used to identify the key themes from the transcribed interviews. The results indicated that academics experienced a lack of face-to-face communication, absence of an academic environment, work overload, and work-home interference as demanding during the pandemic. In relation to resources, online communication options, appropriate working conditions, organizational-social support, and individual factors were perceived as important. Most respondents perceived negative occupational wellbeing outcomes. However, academics who had the appropriate resources were less likely to be affected by job demands. Academics' expectations for future academic work included continuation of working online, flexibility in the choice of workspace, and strengthened digital capacity. Their concerns were related to a lack of face-to-face interaction, management actions and economic implications, and pure digital education. This paper contributes to the literature by illustrating the complexity and diversity of experiences and preferences among academics that are important for universities to consider when organizing and managing future academic work.

The aim of this study was to investigate staff-assessed care quality at the clinic as a predictorof stress and as a moderator between job demands (quantitative demands and role conflict) and stressamong dental professionals as an example of human service workers. Cross-sectional questionnairedata from 1012 dental professionals (i.e., dentists, dental hygienists and dental nurses) working at99 clinics were analysed by confirmatory factor analysis and a two-level hierarchical linear model.Stress, quantitative demands and role conflict were measured by the Swedish standard version ofCOPSOQ III and care quality was measured by three proprietary items. The results showed thatstaff-assessed care quality at the clinic was of importance for the individual workers’ experiencesof stress. Furthermore, the staff’s joint assessment of the care quality at the clinic mitigated thenegative effect of role conflict on stress among dental nurses. These results indicate that a high levelof staff-assessed care quality at the clinic can contribute to reduced stress in dental professionals.

Background: Globally, nurses are at high risk of exposure to workplace bullying, and there is a growing body of literature addressing bullying in the nursing profession. Yet, our understanding of cross-cultural variations in bullying among nurses is lacking. An analysis of what is currently known about bullying in different parts of the world is critical for our understanding of cross-cultural effects of bullying among nurses.

Objectives: We aimed to examine workplace bullying research among nurses with the focus on sources, antecedents, outcomes and coping responses from a cross-cultural perspective during the years 2001– 2019. Design: This is a scoping review of published literature on workplace bullying among nurses.

Data sources: A literature search was conducted using the CINAHL, PubMed, PsychINFO and Web of Sci- ence databases. A total of 166 articles provided data from the following cultural clusters: Anglo, Latin Europe, Eastern Europe, Nordic Europe, Middle East, Latin America, Confucian Asia, Southern Asia and Sub-Saharan Africa.

Procedure: Studies were identified through a database search. Relevant data were extracted using a narra- tive approach. Categories were thematically organized according to the study topics. Cultural differences regarding the variation in the perceptions of and responses to bullying were analysed in relation to the cultural dimensions: power distance, assertiveness, in-group collectivism and performance orientation. Results: Research was mostly conducted in the Anglo cluster. Antecedents and outcomes of bullying were the most often studied topics across all cultural clusters. Vertical bullying was most prevalent in higher power distance cultures, whereas horizontal bullying was either more or equally prevalent in lower power distance cultures. The risk of bullying decreased as nurses’ length of service and age increased in most of the clusters. Individual antecedents were more frequently reported in high in-group collec- tivist cultures. Organizational antecedents such as lack of bullying prevention measures, unsupportive leadership and stressful work characteristics were frequently reported across different cultural clusters. Yet, an organizational culture that tolerates bullying was most commonly addressed in Anglo, a highly performance-oriented culture. Negative outcomes of bullying were very similar across the world. Nurses used emotion-focused coping strategies more frequently almost in all clusters; yet, there were reports of problem-focused coping strategies especially in relatively higher assertiveness cultures.

Conclusions: Analysis revealed both similarities and differences in the nurses’ reports of bullying by world region. Cultural factors were found to be important for understanding the variation in the nurses’ per- ceptions of and responses to bullying.

The act of reporting illegal and unethical practices in the workplace has become an increasingly important issue for researchers and organizational management over the past several decades. This study tested a model of whis- tleblowing in which perceived organizational retaliation and upward commu- nication satisfaction were hypothesized to act as predictors of types of whistleblowing intentions using a representative sample of employees working in Kirklareli, Turkey (n 1⁄4 1, 012). Structural equation modeling indicated that perceptions of upward communication satisfaction were positively asso- ciated to blowing the whistle to internal channels like immediate supervisor and upper management and negatively related to staying silent and external whistleblowing. In addition, perceived threat of retaliation from an organiza- tion was negatively related to blowing the whistle to internal channels and

positively related to staying silent and external whistleblowing. The present study has contributed to our understanding of whistleblowing in a relatively new national context by clarifying its associations with perceived organiza- tional retaliation and communication with management.