This article examines digital communication in the workplace and its association with wellbeing at work. The analysis is based mainly on workshop discussions and is complemented with log data (N = 36). Content analysis was applied to the workshop discussions, while the log data were analyzed by quantifying frequencies. Six themes were found to affect wellbeing at work: the volume of digital communication, expectations of constant connectivity, the quality of the messages, adaptation of new tools, technical problems, and flexibility in communication. In relation to wellbeing at work, digital communication was mostly perceived as demanding. However, some of the factors perceived as demanding could also provide flexibility, which was seen as enhancing wellbeing by increasing autonomy and control. Social factors, such as work habits, practices, and conventions in the workplace, seem to play an important role in the manifestation and management of the digital communication-induced load at work.

The aim of this study is to investigate whether personal, social and organizational level resources can buffer against the negative effects of perceived loneliness on stress and exhaustion. The data was collected from Finnish university employees (n = 1463) in autumn 2020 via an electronic survey. Of the respondents, about 78% were working remotely, and 64% were female. Hierarchical multiple regression analyses were used to analyze the main and moderating (i.e., buffering) effects. The results indicated that perceived loneliness was directly and positively associated with stress and exhaustion. Further, as hypothesized, personal resilience moderated the relationship between loneliness and stress and exhaustion, and organizational support moderated the relationship between loneliness and stress. Unexpectedly, organizational support did not moderate the loneliness–exhaustion relationship. Moreover, a sense of social belonging was not associated with stress and exhaustion, nor did it moderate loneliness and well-being relationships. The results demonstrate the importance of personal resilience and organizational support in enhancing well-being in organizations during the COVID-19 pandemic. Future research directions and practical ways to promote resilience and to increase organizational support are discussed.

This study examines leading psychosocial safety climate (PSC) within the organization and psychological safety in teams in remote work conditions caused by the COVID-19 pandemic. These topical working life phenomena have an essential role in health, well-being and productivity in today’s working life, but they have rarely been studied in remote work context. A total of 26 supervisors and leaders at three Finnish universities participated in semi-structured interviews. The data were analyzed using qualitative content analysis, resulting in four main categories: supportive and challenging aspects of leading psychological safety and well-being, supportive and challenging aspects of organizational psychosocial safety climate leadership, support for working as a supervisor, and characteristics specific to working in academia. The results indicate that leading psychological safety remotely requires more time, deliberation and intentionality than when working face to face, and that the role of remote interaction is underlined in it. As to PSC, it is important to improve the cohesion in leading psychological safety and health in academic organizations. How PSC is led in the organizations affects not only the general psychosocial working conditions, but also the possibilities for good leadership of psychological safety in smaller units in the organization. The study makes a novel contribution especially in understanding (1) leadership of PSC and psychological safety in remote work conditions, and (2) the reciprocal relations between leading psychological safety and well-being at the organizational level and the team level.

Entrepreneurs’ work has been characterized as demanding. Knowledge about job demands and resources associated with entrepreneurs’ work well-being is necessary to promote it. In this systematic qualitative review, we screened 1,870 studies, 27 of which were included in the final analysis. The first aim of this review was to identify the statistically significant predictors of entrepreneurs’ work well-being. The second aim was to analyze the nature and quality of the included studies. Six types of statistically significant predictors of entrepreneurs’ work well-being were identified—individual, job-related, social, leadership, business, and societal factors. Most of the studies reviewed were conducted in Europe, were cross-sectional, used convenience sampling, and measured job satisfaction as the outcome variable. Randomized intervention studies and prospective cohorts with large samples and validated measurements therefore need to be conducted in the future. The findings were discussed in light of previous models and results. The identified job demands and resources can be used to build effective well-being interventions.

Purpose: The study explores techno-work engagement, which is a positive and fulfilling state of well-being with respect to the use of digital technology at work. It provides insight into the circumstances in which the educational use of ICT enhances work well-being.Design/methodology/approach: A total of 60 Finns from the education sector wrote descriptions of situations in which they experienced techno-work engagement related to the use of educational technology. The responses were analysed qualitatively.Findings: Participants experienced techno-work engagement not only when educational technology facilitated work, enabled progress and produced novelty value but also when working in collaboration and in a positive climate.Originality/value: This first qualitative study of techno-work engagement deepens the understanding of positive well-being experiences associated with the use of educational technology. It also provides suggestions for leading technology-related work well-being in educational sector.