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The purpose of this study was to investigate if institutional stress is related to job performance among hospital employees, and if institutional stress is fully or partly mediated by motivational resources with regards to the relation with job performance.

A self-completion survey was distributed to four public hospitals in Norway, and had a response rate of 40% (N = 9,162). Structural equation modelling was conducted on two groups of hospital employees with (N = 795) and without (N = 8,367) managerial responsibilities.

Institutional stress was negatively related to job performance for hospital employees without managerial responsibilities. The motivational resources autonomy, competence development and social support partly mediated the relationship between institutional stress and job performance in the group of employees without managerial responsibilities. In the leader group, the motivational resources fully mediated the relationship between institutional stress and job performance. Social support from leaders had a non-significant influence on job performance in both groups.

The main limitation with this study is its cross-sectional design.

The study enables us to extend how work-related stress is related to job performance and the mediating role of the job resources autonomy, competence development and social support. The focus on productivity, and top management’s wish to improve hospital performance, may have unintended consequences, leading to a gap between managerial and clinical worldviews and understanding of goals, policies, values and prioritizing. This can lead to institutional stress. The findings of this study suggest that institutional stress has negative effects on hospital employees’ work motivation and job performance.

The purpose of this paper is to examine the mechanisms through which change-oriented leadership in hospitals influences job performance and employee job satisfaction. The authors examine the direct and the mediating effects of perceived learning demands and job involvement.

This cross-sectional study is based on a survey of four public hospitals in a regional health authority in Norway.

The findings illustrate how change-oriented leadership directly and indirectly influences work performance and job satisfaction. Learning demands and job involvement play mediating roles. Higher levels of change-oriented leadership decrease learning demands and increase job involvement, work performance and job satisfaction. Learning demands have a negative influence on work performance and job satisfaction. Job involvement has a positive influence on work performance and job satisfaction. The strongest relationship in the structural modelling is between change-oriented leadership and job involvement.

This study is based on cross-sectional data. Future studies should therefore explore this further using a longitudinal design.

The practical implication of the study is to show how leaders by change-oriented behaviour can influence work performance and job satisfaction by reducing learning demands and increasing job involvement.

This study illustrates different paths towards influencing job performance and job satisfaction from change-oriented leadership. It is important to use the potential of reducing learning demands and increasing job involvement, to improve job performance and job satisfaction.

The authors have developed and validated a new theoretical mediational model explaining variance in job performance and job satisfaction, and how this is related to change-oriented leadership, job involvement and learning demands. This knowledge can be used to increase the probability of successful change initiatives.

This paper aims to fill gaps in one’s knowledge of the impact of organizational change on two outcomes relevant to hospital service quality (performance obstacles and physician job satisfaction) and in one’s knowledge of the role of middle manager change-oriented leadership in relation to the same outcomes. Further, the authors aim to identify how physician participation in decision-making is impacted by organizational change and change-oriented leadership, as well as how it mediates the relationships between these two variables, performance obstacles and job satisfaction.

The study adopted a cross-sectional survey design including data from Norwegian hospital physicians (N = 556). A hypothetical model was developed based on existing theory, confirmatory factor analysis was carried out in order to ensure the validity of measurement concepts, and the structural model was estimated using structural equation modelling.

The organizational changes in question were positively related to performance obstacles both directly and indirectly through participation in decision-making. Organizational change was also negatively related to job satisfaction, both directly and indirectly. Change-oriented leadership was negatively related to performance obstacles, but only indirectly through participation in decision-making, whereas it was positively related to job satisfaction both directly and indirectly.

The authors developed a theoretical model based on existing theory, but to their knowledge no other studies have tested these exact relationships within one model. These findings offer insights relevant to current and ongoing developments in the healthcare field and to the question of how hospitals may deal with continuous changes in ways that could contribute positively towards outcomes relevant to service quality.

The purpose of this study is to examine potential predictors of suicidal ideation among a large sample of Norwegian police officers. Some have suggested that suicide is a leading cause of death among police officers.

Data were collected using anonymously completed questionnaires from 766 officers, a 60 percent response rate most measures included were commonly used by other researchers. Predictors included personal demographics, work situation characteristics, job demands, burnout components, work outcomes and coping responses. Logistic regression analysis was used as the prevalence of suicidal ideation was strongly skewed; most police officers indicated no suicidal ideation. Two criterion groups were created; police officers indicating no suicidal ideation (n=495) and police officers indicating some suicidal ideation (n=124).

Single police officers, officers reporting higher levels of both exhaustion and cynicism (burnout components), and officers engaging in less active coping and reporting lower levels of social support indicated more suicidal ideation.

Use of self‐report data raises the possibility of response set tendencies.

Organizations can undertake efforts to prevent potential suicide of their members. It appears that reducing levels of burnout, increasing social support, and highlighting the benefits of active coping represent useful starting points.

This study contributes to our understanding of suicidal ideation among police officers.

This study aims to examine gender issues in a sample of male and female police officers in Norway.

Three gender issues were considered: perceptions of equal opportunity, possible reasons for differences in male and female career opportunities, and experiences of sexual harassment. Data were collected from 766 police officers in Norway using anonymous questionnaires, a 62 percent response rate.

Female officers indicated significantly lower levels of equal opportunity perceptions, more reasons for career opportunity differences (particularly discrimination), and more sexual harassment than did male officers. Female officers reporting lower levels of equal opportunity perceptions were less job‐satisfied, more cynical, rated their quality of leadership lower and indicated more health complaints. Female officers experiencing more sexual harassment also indicated less job satisfaction. Finally, female officers offering more reasons for career differences (particularly discrimination) reported less job satisfaction, and lower professional efficacy.

Future research needs to examine gender issues in policing in greater depth using qualitative methodology. Data collected used self‐reports ,raising the possibility of response set tendencies. Results may not generalize to other countries or other professions.

Suggestions for addressing gender issues in organizations are offered.

Provides current information on consequences of gender issues in policing in a cross‐cultural context.

Although many studies have considered burnout in the human services, little research on burnout has focused on police officers. This study aims to examine the relationship between burnout and police officers' attitudes towards the use of force and attitudes towards the use of social skills to solve problems.

Data were collected from 766 police officers in Norway using anonymously completed questionnaires.

Police officers reporting higher levels of cynicism also held more favorable attitudes towards the use of force; police officers reporting higher levels of professional efficacy also held more favorable attitudes towards the use of social skills to solve problems.

Future research needs to examine these findings in other countries and using longitudinal research designs.

Organizations are advised to monitor burnout levels of front‐line service workers and introduce structures and processes to reduce burnout levels.

This study has value for senior police management and employment counselors.

This study aims to examine the career plateau by comparing police officers having 15 or more years of service who had been promoted with police officers having 15 or more years of service who had not.

Data were collected from 389 police officers in Norway using anonymously completed questionnaires, a 62 percent response rate.

Plateaued officers were younger, had less police tenure and were more educated than were non‐plateaued officers. Plateaued officers also reported less favorable work outcomes and greater cynicism. The two groups of officers indicated generally similar levels of psychological health suggesting that potential negative consequences of the career plateau were limited to the workplace.

All data collected using self‐reports raising the possibility of common method bias. Study needs to be replicated in police forces in other countries.

Suggestions for reducing the negative effects of the career plateau are offered.

The study extends research on the career plateau to police organizations

This paper seeks to address how major companies adjust their behaviour and definitions of corporate social responsibility (CSR) when exposed to “critical incidents”.

This is a qualitative explorative study including two cases from the Norwegian oil and gas industry, both reflecting critical incidents that are included in the present study: the Utkal case of Norsk Hydro and the Iran corruption case of Statoil.

The critical incidents reported here resulted in changes in decision making and the reformulation of corporate strategies. The findings reported also reveal how the construction of CSR policy and the construction of the reality of the different stakeholders were transferred between companies, NGOs and civil society.

Only a small sample of events and companies is investigated in the study. Accordingly, future research is needed on how legislation and government regulations affect a broader scale of different companies and how complex organisations manage individual and organisational challenges concerning all aspects of CSR.

Assuming that critical incidents influence organisational attention, interpretation and actions, the study indicates that the incidents can be seen as catalysts for the emergence of new CSR policy. New CSR policy is expressed in the patterns of social behaviour. This implies participating in diverse social networks, partnerships and learning forums and that CSR behaviour is constructed in the interaction between company, NGOs, media and business networks.

Similar studies have not previously been undertaken in Norwegian oil companies.

This exploratory study aims to compare job demands, work outcomes, social and coping resources and indicators of psychological and physical health of male and female police officers in Norway.

Data were collected using anonymously completed questionnaires.

Many demographic differences were present in that male officers were older, worked more hours and overtime hours, were more likely to work continuous shiftwork, worked in smaller forces and were less educated. Few differences were found on job demands but male officers experienced more violence and threat, and female officers more harassment and discrimination. The two groups were generally similar on work satisfactions, social and coping resources and psychological and physical health.

All data were collected using questionnaires raising the possibility of common method variance. It is also not clear extent to what these findings generalize to police officers in other countries.

While few differences were found between male and female police officers, the fact that females reported more harassment and discrimination suggests that police forces need to continue to address these gender issues.

While other studies of police officers have suggested widespread gender differences, few appeared here.