AimTo investigate whether affective organizational commitment (AOC) among nursing home employees is enhanced by a health‐promoting work environment, conceptualized as high levels of job resources, work‐related sense of coherence (work‐SOC) and low levels of job demands.DesignThis study used a longitudinal design. Survey data were collected with a 1‐year interval between 2015/2016–2016/2017 among nursing home employees in Norway.MethodsStructural equation modelling was used to analyse the longitudinal data (N = 166) and cross‐sectional data from the first time point (N = 558).ResultsThe results supported that work‐SOC was strongly and positively related to AOC. Job resources and job demands were positively and negatively related, respectively, to work‐SOC but were not related to future AOC. The indirect effects of autonomy and supervisor support on AOC, via work‐SOC, were significant. The indirect effects regarding social community at work, emotional demands and role conflict were unclear.

The aim of this longitudinal study was to investigate the relationships between work-related sense of coherence (work-SOC) and the two well-being concepts of job satisfaction and work engagement. The study was conducted among nursing home employees, who answered a survey in two waves with a oneyear interval. The results of structural equation modelling analyses showed that work-SOC was related to future work engagement but not job satisfaction, indicating that work-SOC contributes to active rather than passive states of well-being. Hypotheses of neither reversed nor reciprocal relationships were supported. The longitudinal relationship with work engagement suggests that work-SOC is an important factor to consider in workplace health promotion and management of employee health, and further research is therefore recommended to learn more about the nature and development of work-SOC.

Aim: The aim of this study was to investigate the psychometric properties of the Norwegian version of the work-related sense of coherence (work-SOC) scale, which measures the perceived comprehensibility, manageability, and meaningfulness of an individual´s current work situation. Methods: Factorial validity, convergent and discriminant validity of the factors, as well as scale reliability were tested with confirmatory factor analyses among two samples of employees in higher education institutions (N = 6951) and nursing homes (N = 558). Factorial invariance across occupational groups was also investigated. Results: A modified three-factor structure was shown to be valid and reliable in both samples and invariant across occupational groups. However, problems were detected regarding the discriminant validity between the factors comprehensibility and manageability. Conclusion:The Norwegian version of the work-SOC scale seems to have good properties. Further development is needed to better distinguish between the comprehensibility and manageability dimensions.Keywords: Work-related sense of coherence, sense of coherence, psychometrics, factorial validity, scale reliability, measurement invariance, nursing homes, higher education Validation Norwegian work-SOC scale 2 Validation of the Norwegian version of the work-related sense of coherence scale Sense of coherence (SOC) refers to a global orientation to view one´s internal and external environments as comprehensible, manageable, and meaningful. It was coined by Antonovsky [1,2] as the core concept of a salutogenic model to explain the origins of health.A positive relation between SOC and perceived health has been confirmed by a number of studies [3], and the concept has been applied in several settings. Context-specific conceptualizations of SOC have been proposed for universities [4], families [5], and more recently for work [6]. The assumption is that a work environment perceived as comprehensible, manageable, and meaningful is health promoting [6] and that measuring work-related SOC (work-SOC) will thereby be relevant for planning and evaluating healthrelated interventions at work [7]. The workplace is acknowledged by the World Health Organization [8] as a priority setting for health promotion in the current century and many organizations are becoming increasingly aware of the advantages of having a healthy and motivated workforce.Similar to the global SOC, work-SOC is defined as "the perceived comprehensibility, manageability and meaningfulness of an individual´s current work situation" [7]. The three dimensions are cognitive, instrumental and motivational components of the concept, respectively. Comprehensibility is "the extent to which a work situation is perceived as structured, consistent, and clear", manageability is "the extent to which an employee perceives that adequate resources are available to cope with demands in the workplace", and meaningfulness is "the extent to which a situation at work is seen as worthy of commitment and involvement" [7]....

IntroductionIn response to the requirement of keeping social distance during the COVID-19 outbreak a lot of employees needed to change from a regular office to a home-office at short notice. The aim of the present study is to explore these employees' experiences and evaluate changes in their work situation during the pandemic.MethodA mixed-method design was used with panel data collected twice in an insurance company in Norway. The first dataset was collected in December 2020 (Time 1; N = 558), with a follow up in March 2021 (Time 2; N = 601).ResultsOur study indicated that employees' main reasons for working from home were to keep social distance, avoid contagion and protect their loved ones. Flexibility, timesaving and more time with family and friends were also motivators. Most employees reported that they had the necessary technical equipment to work from home and wanted more opportunity to use their home office in the future. General Linear Models (GLM) indicated that work-family balance and workload were the same across age, gender, and worksites. Women and employees working from home reported more fear of being infected by COVID-19 at work. Younger employees reported experiencing less social contact with colleagues than normal during the pandemic, compared to the older employees. Overall, employees working at home were more positive toward digital solutions and digital meetings than those at the office. Repeated measures MANOVA showed that the work motivation and digital competence decreased over time for all worksites. Productivity increased for home-office employees but decreased for the hybrid and work-office employees.DiscussionThis paper contributes to knowledge of employees' experiences with different worksite solutions, which will be useful for anticipating employees experience in the future with more hybrid work.