Background:The aim of this study was to describe, explain, and compare the correlations between workload, job satisfaction, and occupational stress levels in Polish midwives working before and during the COVID-19 pandemic. Material and Methods: This study was cross-lagged in nature and conducted in 2 phases at public health facilities. The first phase took place between March and August 2018 before the current pandemic, and the second in February 2021. In total, 133 midwives working before the COVID-19 pandemic and 92 midwives working during the pandemic were surveyed. Results: Analysis revealed that working during the pandemic, personal SARS-CoV-2 infection and workload were positive predictors of occupational stress. Midwives working during the pandemic experienced significantly higher levels of occupational stress compared to the period before the pandemic. Job satisfaction was found to be a negative predictor of stress in both groups, and to mediate the correlation between workload and occupational stress. The positive influence of job satisfaction on coping with stress was stronger in the group working during the pandemic. Conclusions: Workload increased, and job satisfaction decreased, occupational stress levels in both groups of midwives. The COVID-19 pandemic, directly and indirectly, increased midwives' occupational stress levels, and reinforced the negative correlation between workload and job satisfaction. The results confirm the important role of working conditions in shaping occupational stress levels. Med Pr. 2021;72(6)

The objective of the article is to describe the links between work engagement-the response variable, work satisfaction-the explanatory variable, and sense of coherence, along with resiliency as resources-moderating variables. The theoretical foundations for our hypotheses are Hackman and Oldham's Job Charcteristics Model, Block and Kremen's conception of resiliency, Antonovsky's salutogenesis, the JD-R of relation between work demands and resources and also the model of work engagement in the research of Schaufeli, Salanova, González-romá, and Bakker. Methods: 94 independent workers of Polish branches of international corporations were studied. Work satisfaction was measured using the SSP survey, engagement by UWES, resiliency with SPP-25 and sense of coherence with SOC-29. The recorded results consistent with the theory confirm the posited hypotheses indicating mutual links among the tested variables. For work engagement, of the greatest significance is work satisfaction and sense of coherence, which is a better mediator of work satisfaction in respect of engagement than resiliency. Discussion of the results indicates the accuracy of the study's theoretical foundations, as well as the need to perform research on a larger sample of new predictors of work engagement.

The first aim of this study was to determine whether organisational constraints, interpersonal conflicts at work, workload and negative affect at work have a positive relationship with intention to leave a current job or profession. The second aim was to investigate whether negative affect at work mediates the relationship between work stressors and intention to leave a current job or profession. The study was a quantitative cross-sectional design in nature. Data were collected between March and April 2022. The sample consisted of 306 midwives working in the Polish public health service. The theoretical model was tested using structural equation modelling. The results confirmed positive direct relationships between workload and negative affect with intention to leave the current workplace and intention to leave the midwifery profession in general. The relationships between organisational constraints and interpersonal conflicts at work and intention to leave a job or profession were found to be completely mediated by negative affect at work. Our study revealed that workload is the strongest direct predictor of intention to leave the current job or profession. Organisational constraints and interpersonal conflicts at work lead to an intention to leave a job or profession by inducing negative affect at work. Interpersonal conflicts at work are the strongest predictor of negative affect at work.

Aims: This study examined whether social support at work from superiors and colleagues is associated with positive affect at work, and whether work engagement creates a positive relationship with job satisfaction among midwives. We also investigated whether a positive affect and work engagement mediate the relationship between social support at work and job satisfaction.Design: This was a quantitative cross-sectional study. Methods: Data were collected from 163 midwives working in the Polish public healthcare system between June 2019 and December 2019. Results: There was a direct relationship between support from superiors and colleagues, positive affect at work, work engagement and job satisfaction. The relationship between support from superiors and job satisfaction was mediated partially by positive affect at work and work engagement. In contrast, the relationship between support from colleagues and job satisfaction was mediated entirely by positive affect at work and work engagement. Conclusion: Support from colleagues, compared to support from superiors, was a stronger predictor of positive affect at work and job satisfaction among midwives.Support at work is a resource that leads to higher job satisfaction by generating positive feelings and increasing work engagement.