Objective This study examines the effect of mobile work on work ability as direct predictor and as factor moderating workplace stressors and resources. Originally, the study focused on the effects of mobile work on work ability in a mobile test group compared to office workers. As the study period of 1 year collided with the beginning of the COVID-19 pandemic and lockdown restrictions, we can now explore the association of mobile work and work ability before and during the first year of the COVID-19 pandemic. Methods This longitudinal, exploratory study took place in a medium-sized company in the social insurance sector in Germany. We used a mixed-methods design (online survey and focus group interviews) with two survey dates 1 year apart (T0: summer/autumn 2019 (before COVID-19 pandemic), T1: summer 2020 (during COVID-19 pandemic, after first strict lockdown)). Quantitative data, which are reported here, were collected by means of an online questionnaire, which includes questions on mobile work and validated measures for work-related stressors and resources and work ability. Non-parametric tests, regression analysis, and logistic regression models were used for data analysis. Results The linked data set of both survey dates includes N = 102 persons (men: 37%, mean age: 41–50 years). Interestingly, we found an improvement in work ability over the course of the study (p = 0.007), although it included the first and most drastic COVID-19 restrictions in Germany. Before the pandemic, correlations between work ability and work-related stressors (e.g., work–privacy conflicts) and resources (e.g., sense of community) were evident. Some of these factors are moderated by mobile work. During the COVID-19 pandemic, mobile work was identified as independent factor for work ability. In addition, technology competence conviction gained importance as a personal resource in our cohort. Conclusions Work ability can be influenced by many factors. Our study, which allowed for a comparison of work ability before and during COVID-19 pandemic, suggests that mobile work can be especially helpful to maintain work ability in times of change. Our findings support the notion that—under normal conditions—mobile work can influence work ability via work-related stressors and resources. In times of changes, it can have an independent effect on work ability. It must be assumed that the effects can be highly individual or context-specific.

Working digitally can lead to changes in work organization and social interactions, as well as work pace and workload. Online counseling is more and more integrated in social counseling. Research exists on employees’ and users’ attitudes towards online counseling as well as on the advantages and disadvantages of online counseling. There is a lack of studies on the stressors and strains caused by the increasing digitalization and the associated health consequences in this context. With an interview study, we investigated the general work situation of counselors, with a focus on stressors, strain, and resources caused by online counseling. Consecutively, we discuss the results in relation to their impact on workplace health management. Twenty-two explorative interviews with counselors from a German welfare organization were conducted in 2019 and 2020. Qualitative content analysis according to Mayring was used for analysis. Counselors’ use of online devices depends on their own digital affinity and is likely to be used when advantages for clients are seen. Difficulties were mentioned in establishing a relationship of trust with the clients. Good teamwork and regular informal exchanges among colleagues contribute to job satisfaction. Overall, we found only few health-related effects. Results of the study suggest that digitization can have positive effects on the job satisfaction of counselors, if the associated changes are supported by organizational measures.

Mobile work is becoming increasingly common, and it has been, consequently, associated with new health-related hazards and resources. Our study examined health-related stresses, strains and resources of mobile work in a medium-sized company. The study aimed to generate implications for a work agreement and for workplace health management (WHM). For this, a multi-method longitudinal study (2019–20) was conducted, with 29 focus group and 6 individual interviews (absolute number of all participants N = 187). It was designed as a qualitative content analysis and theoretically based on the job demands-resources model (JD-R). Positive effects (e.g., increased work–life balance, higher concentration), as well as negative consequences (e.g., alienation in the team, communication effort), can be found. Numerous fields of action for both the work agreement and WHM could be identified. For example, the work agreement regulates the equipment for working from home with support from WHM in order to ensure occupational health-oriented selection and handling, or by fixing core working hours through the work agreement and supporting competence building for leaders in order to enable flexible work commitments for employees. Self-organised work at home can be supported both by rules in the service agreement and by building up self-management skills through the WHM’s offers. The findings illustrate that a work agreement can make a relevant contribution to a healthy design of mobile work by systematically linking it with WHM. The synergies between work agreement, employee health and WHM become clear.

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BACKGROUND Social isolation at the onset of the 2020 Covid-19 pandemic conditioned increased use of online formats in counseling. The demands counselors face in online counseling focus primarily on changes concerning the organization of work and the establishment of therapeutic relationships. These include the decrease of access to facial expressions and gestures and potential problems with special technical features. Currently, little research has been done on stressors in digitized counseling and the associated health consequences. OBJECTIVE The aim of the study is to identify specific stressors and resources in online counseling and to develop and validate a tailored questionnaire instrument. Further the study aims at identifying organizational and technological mediators for the association between these stressors and resources and the experience of stress. METHODS The stressors and resources arising from online counseling were surveyed by means of a self-developed questionnaire (QueStrOn), based on several theoretical models. The questionnaire was examined by means of an explorative factor analysis. Mediator analyses were used to examine how the resources and stressors should be assessed in context. RESULTS The final sample consisted of 174 social counselors and psychotherapists from various social counseling fields. The results indicated that the QueStrOn had acceptable validity and internal consistency (Cronbach's alpha exceeded 0.87 for the overall scale). Explorative factor analysis identified four underlying factors: 'online work organization’, ‘online framework’, ‘online communication’ and 'online work content'. Mediator analyses examined underlying effects of organizational, technical and motivational factors. CONCLUSIONS The findings suggest that the QueStrOn is a concise and practical instrument for use in various digitized health care contexts.