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"Thriving at work merupakan hal yang penting karena karyawan yang thriving cenderung lebih produktif, memiliki kesehatan mental yang lebih baik, dan lebih berkomitmen terhadap pekerjaan mereka. Penelitian ini bertujuan untuk menguji peran kepemimpinan diri sebagai mediator, dan otonomi kerja sebagai moderator pada hubungan langsung conscientiousness terhadap kepemimpinan diri dan hubungan tidak langsung antara conscientiousness terhadap thriving at work melalui kepemimpinan diri. Penelitian ini dilakukan dengan survei menggunakan teknik convenience sampling (N = 259). Hasil penelitian menunjukkan kepemimpinan diri memediasi hubungan antara trait conscientiousness dengan thriving at work. Penelitian menunjukkan bahwa otonomi kerja memoderasi hubungan antara conscientiousness dengan kepemimpinan diri. Selain itu, hasil juga menunjukkan bahwa otonomi kerja memoderasi hubungan antara conscientiousness dengan thriving at work melalui kepemimpinan diri. Implikasi dari penelitian ini adalah penggunaan teori conservation of resources dalam menjelaskan hasil penelitian. Secara praktis, penelitian ini memberikan saran bagi orgaisasi untuk mempertimbangkan trait conscientiousness dalam melakukan rekrutmen karyawan.

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Thriving at work is important because thriving employees are more productive, have better mental health, and are more committed to their work. This study examines the role of self-leadership as a mediator, and work autonomy as a moderator on the direct relationship of conscientiousness to self-leadership and the indirect relationship between conscientiousness to thriving at work through self-leadership. This research was conducted with a survey using a convenience sampling technique (N = 259). The results showed that self-leadership mediates the relationship between trait conscientiousness and thriving at work. The research shows that work autonomy moderates the relationship between conscientiousness and self-leadership. In addition, results show that work autonomy moderates the relationship between conscientiousness and thriving through self-leadership. The implication of this study is the use of conservation of resources theory in explaining the study results. Practically, this study suggests that organizations consider trait conscientiousness in recruiting employees."

"Thriving at work adalah keadaan psikologis di mana individu mengalami pengalaman vitality dan learning di tempat kerja. Penting bagi individu untuk thriving dalam menghadapi tantangan yang muncul di tempat kerja. Menggunakan teori Socially Embedded of Thriving at Work (SEMT), penelitian ini bertujuan untuk menguji faktor-faktor yang berperan dalam thriving at work pada Aparatur Sipil Negara (ASN) di Kementerian X, yaitu meaningful work, strengths-based leadership, dan strength use. Penelitian ini dilakukan pada ASN Kementerian X di Indonesia, dengan partisipan berjumlah 503 orang. Pengumpulan data dilakukan menggunakan survei secara daring. Pengujian validitas instrumen penelitian menggunakan Confirmatory Factor Analysis. Pengujian hipotesis pada penelitian ini menggunakan Structural Equation Modelling dengan software Jamovi 2.0.0. Hasil penelitian ini menunjukkan bahwa: (1) meaningful work dan strengths-based leadership merupakan faktor yang secara signifikan memiliki efek terhadap thriving at work; (2) terdapat efek signifikan antara meaningful work terhadap thriving at work yang dimediasi parsial oleh strengths use; (3) strengths use memediasi secara parsial strengths based leadership dan thriving at work; (4) strengths use berperan sebagai mediator antara meaningful work dan strengths based leadership terhadap thriving at work. Rsquared untuk model penelitian ini sebesar 75% dalam menjelaskan thriving at work. Temuan ini menunjukkan bahwa meaningful work dan strengths-based leadership memainkan peran penting dalam memfasilitasi strengths use untuk meningkatkan thriving at work. Temuan ini diharapkan dapat memberikan pemahaman mengenai thriving at work untuk organisasi pemerintahan khususnya Kementerian X, sehingga dapat menjadi pertimbangan penyusunan kebijakan pengelolaan sumber daya manusia, terutama yang dapat mendorong thriving at work.

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Thriving at work refers to a psychological condition when individuals have a sense of vitality and learning in their work environment. It is crucial for individuals to thrive for success to effectively overcome work-related challenges. This study utilizes the Socially Embedded Model of flourishing at Work (SEMT) theory to investigate the elements that contribute to thriving at work among State Civil Apparatus (ASN) in Ministry X. Specifically, the study focuses on meaningful work, strengths-based leadership, and strengths use. The research was carried out with a sample size of 503 individuals who were affiliated with Ministry X in Indonesia. Data collection was conducted through an online survey. Confirmatory Factor Analysis (CFA) was employed to assess the validity of the study tools. The process of hypothesis testing was conducted using the Jamovi 2.0.0 program, specifically employing Structural Equation Modeling. The findings of this study suggest that meaningful work and strength-based leadership have a significant impact on thriving at work. Specifically, meaningful work has a direct effect on thriving at work, and this effect is partially influenced by strengths use. Additionally, the use of strengths partially mediates the relationship between strengths-based leadership and thriving at work. Furthermore, strengths use acts as a mediator between meaningful work and strengths-based leadership in relation to thriving at work. The R-squared value of this study model accounts for 75% of the variability. This finding suggests that engaging in meaningful work and employing strengths-based leadership are crucial factors in fostering the strengths use and thereby improving the overall well-being and success of government organizations, particularly Ministry X. The purpose of this study is to provide support to government agencies, including the Ministry X, in developing Human Resource Management policies that promote a positive work experience and encourage thriving at work."

"Masuknya generasi Z ke dunia kerja memberikan tantangan tersendiri bagi organisasi untuk menyusun strategi guna mempertahankan generasi Z di organisasi sebab terdapat pergeseran preferensi kerja pada generasi Z dibandingkan generasi sebelumnya. Generasi Z lebih menyukai organisasi yang mampu memfasilitasi dan mendukung kesejahteraan mental bagi karyawannya sehingga saat ini organisasi dapat berfokus pada faktor-faktor yang dapat meningkatkan kesejahteraan psikologis karyawan dengan cara membentuk thriving at work. Penelitian ini mengeksplorasi pembentukan thriving at work di kalangan karyawan generasi Z, dengan berfokus pada peran perceived organizational support for strengths use dan individual-focused transformational leadership yang dimediasi oleh strengths use. Penelitian ini menggunakan pendekatan kuantitatif dengan metode time-lagged survey yang melibatkan 132 karyawan generasi Z dari berbagai sektor industri di Indonesia. Survei dilakukan secara daring menggunakan Google Forms dan disebar melalui berbagai kanal media sosial. Teknik analisis data yang digunakan adalah structural equation modelling (SEM) menggunakan aplikasi Jamovi. Hasil analisis menunjukkan bahwa dukungan organisasi yang dirasakan untuk penggunaan kekuatan pribadi secara signifikan berpengaruh positif dalam memunculkan thriving at work, yang ditandai dengan vitalitas dan pembelajaran yang terus-menerus. Penelitian ini juga menemukan bahwa strengths use menjadi mediator penting yang memperkuat hubungan antara dukungan organisasi dan thriving at work namun peran gaya kepemimpinan individual-focused transformational leadership berpengaruh negatif terhadap strengths use dan thriving at work. Hasil penelitian ini memberikan wawasan baru tentang pentingnya menciptakan lingkungan kerja yang mendukung penggunaan kekuatan karyawan serta implikasi praktis untuk pengembangan kebijakan manajemen sumber daya manusia yang lebih efektif dalam mengoptimalkan potensi karyawan generasi Z.

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Gen Z workers are starting to enter the workforce and it gives challenges for organizations to develop strategies to retain gen Z workers in the organization due to a shifting in work preferences in gen Z workers compared to previous generations. Gen Z workers prefer organizations that are able to facilitate and support the well-being of their employees so that organizations nowadays can focus on factors that can improve the well-being of employees by creating thriving at work. This research explores the mechanism of thriving at work among gen Z workers, by focusing on the role of perceived organizational support for strengths use and individual-focused transformational leadership which is mediated by strengths use. This research uses a quantitative approach with a time-lagged survey method involving 132 gen Z workers from various industrial sectors in Indonesia. The survey was conducted online using Google Forms and distributed via various social media channels. The data analysis technique used is structural equation modeling (SEM) using the Jamovi 2.3.28.0 version. The results of the analysis show that perceived organizational support for strengths use has a significant positive impact in generating thriving at work, which is characterized by a sense of vitality and continuous learning. This research also found that strengths use is an important mediator that strengthens the relationship between organizational support and thriving at work, but the role of the individual-focused transformational leadership has a negative impact on strengths use and thriving at work. The results of this research provide new insight into the importance of creating a work environment that supports the use of employee strengths as well as practical implications for the development of human resource management policies that are more effective in optimizing the potential of gen Z workers."

"Thriving at work memberikan beragam luaran penting bagi individu maupun organisasi. Thriving a work merupakan kondisi psikologis saat individu mengalami sense of learning dan sense of vitality. Tetapi salah satu studi terbaru menunjukkan bahwa hanya sebagian dari responden penelitian yang mengaku memiliki energi positif di tempat kerja sebagai dampak dari berkurangnya koneksi dan relasi sosial di masa pandemi. Penelitian ini dilakukan untuk mengkaji pengaruh perceived supervisor support for strengths use (PSSSU) sebagai work contextual terhadap thriving at work ASN melalui mediasi strenghs use. Selain itu, penelitian ini juga dilakukan untuk mengetahui peran moderasi core self-evaluation pada hubungan antar variabel. Penelitian ini dilakukan terhadap 326 orang ASN. Data diperoleh melalui survei yang disebarkan secara daring menggunakan kuesioner self-report. Alat ukur yang digunakan antara lain thriving at work scale, adaptasi dari POSSU scale, subskala strengths use dari SUDCO scale, dan core self-evaluation scale. Pengolahan dan analisis data dilakukan menggunakan model 7 Macro PROCESS HAYES’ pada SPSS versi 26. Hasil menunjukkan bahwa strengths use memediasi secara parsial pengaruh perceived supervisor support for strengths use terhadap thriving at work. Selain itu, core self-evaluation tidak memoderasi pengaruh tidak langsung perceived supervisor support for strengths use terhadap thriving at work. Hasil penelitian memberikan implikasi berupa pemahaman bagi organisasi pemerintah bahwa thriving at work dapat didorong melalui PSSSU. Selain itu dampak PSSSU terhadap thriving at work dapat ditingkatkan dengan cara memastikan ASN mempraktekkan strengths use sebagai respon dari PSSSU yang didapatkan.

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Thriving at work provides a variety of important outcomes for individuals and organizations. Thriving at work is a psychological state when individuals experience a sense of learning and as sense of vitality. But, recent study showed that only some of research respondents reported to have a positive energy at work, as a result of reduces social connections and interaction during the pandemic. This research was conducted to examine the effect of perceived supervisor support for strengths use (PSSSU) as a work contextual on thriving at work among ASN through the mediation of strengths use. This research was also conducted to determine the moderating role of core self-evaluation on the relationship between variables. This research was conducted on 326 of ASN. Data was obtained through a survey distributed online using a self-report questionnaire. The measuring instruments used include the thriving at work scale, an adaptation of the POSSU scale, the strengths use subscale of the SUDCO scale, and the core self-evaluation scale. Data processing and analysis was carried out using model 7 of Macro PROCESS HAYES' in SPSS version 26. The results show that strengths use partially mediates the effect of perceived supervisor support for strengths use on thriving at work. On the other hand, core self-evaluation does not moderate the indirect effect of perceived supervisor support for strengths use on thriving at work. The study results provide implications in the form of understanding for government organizations that thriving at work can be encouraged through PSSSU. Apart from that, the impact of PSSSU on thriving at work can be increased by ensuring ASN practice strengths use as a response to the PSSSU obtained."

"Penelitian ini bertujuan untuk meneliti hubungan tidak langsung antara penilaian diri inti  dengan kreativitas karyawan melalui kepemimpinan diri, peran otonomi kerja dalam memoderasi hubungan antara kepemimpinan diri  dan kreativitas karyawan, dan peran moderasi otonomi kerja pada hubungan tidak langsung antara penilaian diri inti dengan kreativitas karyawan. Penelitian ini dilakukan secara time lagged pada 164 karyawan perusahaan rintisan. Analisis data menggunakan Hayes Process model 14 pada SPSS yang menunjukkan bahwa kepemimpinan diri  memediasi hubungan antara penilaian diri inti dengan kreativitas karyawan. Ditemukan juga bahwa otonomi kerja tidak memoderasi hubungan antara kepemimpinan diri dan kreativitas karyawan dan tidak memoderasi hubungan tidak langsung antara penilaian diri inti dengan kreativitas karyawan yang dimediasi oleh kepemimpinan diri. Berdasarkan hasil penelitian ini diharapkan para manajer dapat merekrut karyawan dengan penilaian diri inti  yang tinggi dengan menggunakan tes-tes kepribadian yang dapat membantu menilai penilaian diri inti calon karyawan. Manajer juga diharapkan memperhatikan tingkat kepemimpinan diri  karyawan dengan melakukan pelatihan-pelatihan yang akan menunjang kepemimpinan diri.

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This study aims to investigate the indirect relationship between core self-evaluation  and employee creativity through self-leadership, the role of job autonomy in moderating the relationship between self-leadership and employee creativity, and the moderating role of job autonomy on the indirect relationship between core self-evaluation and employee creativity. This time-lagged study was conducted on 164 Startup employees. Data analysis using Hayes Process model 14 in SPSS showed that self-leadership mediates the relationship between core self-evaluation and employee creativity. It was also found that job autonomy does not moderate the relationship between self-leadership and employee creativity, nor does it moderate the indirect relationship between core self-evaluation and employee creativity mediated by self-leadership. Based on the results of this study, it is recommended that managers recruit employees with high core self-evaluation using personality tests that can help assess the core self-evaluation of potential employees. Managers are also encouraged to pay attention to the level of self-leadership among employees by conducting training that will support self-leadership."

"Inovasi merupakan salah satu nilai yang penting bagi PT X. Meskipun demikian, saat ini perilaku kerja inovatif karyawan PT X masih belum optimal. Situasi ini terjadi karena karyawan merasa belum memperoleh dukungan dalam berinovasi, sehingga karyawan kurang bersemangat untuk menampilkan perilaku kerja inovatif. Penelitian ini bertujuan untuk mengetahui peran perkembangan di tempat kerja dalam memediasi hubungan persepsi dukungan organisasi dan perilaku kerja inovatif. Subjek penelitian ini adalah karyawan PT X yang berjumlah 107 orang. Analisis data dilakukan dengan menggunakan PROCESS by Hayes model 4 yang terkoneksi dengan SPSS 26. Hasil analisis data menunjukkan skor koefisien efek langsung sebesar 0.088 p value= 0.141 > 0.05, sedangkan skor koefisien efek tidak langsung yang diperoleh sebesar 0.81 dengan rentang antara 0.50 hingga 1.10 pada taraf kepercayaan 95%. Efek tidak langsung yang signifikan disertai dengan efek langsung yang tidak signifikan menunjukkan bahwa perkembangan di tempat kerja memediasi hubungan persepsi dukungan organisasi dan perilaku kerja inovatif. Peran mediasi tersebut bersifat complete mediation.

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Innovation is one of the essential values for PT X. However, the innovative work behavior of PT X employees is still not optimal. This situation occurs because employees do not perceived organizational support from the company. This situation makes employees less enthusiastic to performed innovative work behavior. This study aims to determine the role of thriving at work in mediating the relationship between perceived organizational support and innovative work behavior. The subjects of this study were 107 employees of PT X. The data analysis is using PROCESS by Hayes model 4 connected to SPSS 26. The data analysis results showed the direct effect coefficient value =0.088, p value= 0.141 > 0.05, whereas the indirect effect coefficient value = 0.809, that ranged between 0.50 to 1.10 at the 95% confidence level. The significant indirect effect accompanied by the insignificant direct effect suggests that thriving at work mediates the relationship between perceived organizational support and innovative work behavior. Furthermore, the mediation role is called complete mediation"

"Penelitian ini bertujuan untuk mengetahui hubungan antara Kepemimpinan diri dan Perilaku kerja inovatif serta efektivitas pelatihan Mastering Self-leadership untuk meningkatkan Kepemimpinan diri dan Perilaku kerja inovatif. Penelitian ini menggunakan pendekatan action research dengan dua desain penelitian, yaitu cross-sectional (n = 144) dan before-and-after study (n = 9). Alat ukur yang digunakan adalah kuesioner Perilaku kerja inovatif (Jassen, 2000) yang kemudian diadaptasi ke dalam bahasa Indonesia oleh Etikariena dan Muluk (2014) dan kuesioner The Revised Self-Leadership Questionnaire (Marques-Quinteiro, Curral, & Passos, 2012). Hasil penelitian menunjukkan bahwa terdapat hubungan positif yang signifikan antara Kepemimpinan diri dan Perilaku kerja inovatif (r = .44, R2 = .20, p < .05). Artinya, peningkatan Kepemimpinan diri dapat turut serta meningkatkan Perilaku kerja inovatif secara signifikan dan Kepemimpinan diri memprediksi 20% variance Perilaku kerja inovatif. Constructive thought strategies merupakan dimensi Kepemimpinan diri yang memiliki hubungan tertinggi dengan Perilaku kerja inovatif (r = .41). Berdasarkan hasil uji perbedaan sebelum dan sesudah pelatihan, dapat disimpulkan bahwa pelatihan Mastering Self-leadership efektif disarankan menjadi kegiatan untuk meningkatkan Kepemimpinan diri dan Perilaku kerja inovatif.

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This research aims to determine the relationship between Self-leadership and Innovative Work Behavior as well as how effective the Mastering Self-leadership training to increase Self-leadership and Innovative Work Behavior.

The study used action research with two research designs which are cross sectional (n = 144) and before-and-after study (n = 9). Measuring instrument used is Innovative Work Behavior Questionnaire (Jassen, 2000) which then translated into Indonesian language by Etikariena and Muluk (2014) and The Revised Self-Leadership Questionnaire (Marques-Quinteiro, Curral & Passos, 2012).

The result showed that there is a significant positive correlation between Self-Leadership and Innovative Work Behavior (r = .44, R2 = .20 (p< .05). It means that the more increase Selfleadership is, the more Work Innovative Behavior increases significantly and then, Self-leadership explained 20% variance of Work Innovative Behavior. Moreover, among the three dimensions of Self-leadership, the Constructive thought strategies is the most related dimension to the Work Innovative Behavior (r = .41).

Based on the result of the difference between pre-test and post-test, it concludes that the intervention of Mastering Self-Leadership training is effectively advised as an activity to increase Self-leadership and Innovative Work Behavior."

"Dominasi angkatan kerja milenial meningkatkan kesadaran akan pentingnya keseimbangan kerja-kehidupan. Perkembangan dan integrasi teknologi komunikasi terkini dalam dunia bisnis memberikan fleksibilitas dan otonomi kerja yang menjadi poin penting bagi generasi milenial dalam mencapai pentingnya keseimbangan kerja-kehidupan. Walau demikian, pada sisi lain teknologi menimbulkan tekanan telekomunikasi kerja. Timbul sebuah fenomena paradoks dimana pegawai justru diekspektasikan untuk selalu terhubung dengan pekerjaan melalui teknologi komunikasi. Apabila pegawai selalu terhubung dengan pekerjaan maka, ia tidak dapat mencapai pengalaman memulihan yang membantu individu untuk menghadapi tugas serta peran dalam bekerja dan kehidupan pribadi. Penelitian ini dilakukan untuk melihat peran mediasi dari setiap dimensi pengalaman pemulihan dalam hubungan antara tekanan telekomunikasi kerja dan keseimbangan kerja-kehidupan. Hasil penelitian menunjukkan tidak ditemukan peran mediasi yang signifikan dari dimensi-dimensi pengalaman pemulihan dalam hubungan antara tekanan telekomunikasi kerja dan keseimbangan kerja-kehidupan. Implikasi dari penelitian ini bahwa hasil ini dipengaruhi oleh faktor lain seperti power distance yang unik pada populasi angkatan kerja pada negara-negara Asia. Faktor lainnya yaitu tipe aktivitas yang dapat memicu maupun menghambat pengalaman pemulihan. Implikasi untuk pihak perusahaan adalah penting untuk menentukan batasan kapan pegawai diekspentasikan untuk bekerja dan beristirahat.

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The dominance of the millennial workforce raises awareness of the importance of work-life balance. The development and integration of the latest communication technology in the business world provide flexibility and work autonomy which are essential points for the millennial generation in achieving work-life balance. However, on the other hand, technology creates workplace telepressure. A paradoxical phenomenon arises where employees are always expected to be connected to work through Information and Communication Technologies (ICTs). Consequently, they cannot achieve a recovery experience that helps individuals deal with tasks and roles in work and personal life. This study was conducted to examine the mediating role of each recovery experience dimension in the relationship between workplace telepressure and workplace telepressure. The results showed no significant mediating role from the recovery experience dimensions in the relationship between workplace telepressure and workplace telepressure. This study implies that these results are influenced by other factors such as power distance which is unique to the labor force population in Asian countries. Another factor is the type of activity that can trigger or hinder recovery. The implication for the company is that it is vital to set limits on when employees are allowed to work and rest"

"Penelitian terbaru menunjukkan bahwa hubungan antara abusive supervision dan kinerja karyawan membutuhkan mekanisme penghubung. Dibangun berdasarkan teori conservation of resources (COR), penelitian ini bertujuan untuk menguji peran kelelahan emosional sebagai mediator serta melihat kepemimpinan diri sebagai penyangga untuk melemahkan dampak negatif abusive supervision terhadap kinerja karyawan melalui kelelahan emosional. Partisipan penelitian ini adalah 200 karyawan yang berasal dari berbagai jenis industri di Indonesia. Penelitian ini menggunakan desain korelasional ­time-lagged dengan teknik pengambilan sampel convenience sampling melalui survei online yang disebar di berbagai media sosial. Analisis data penelitian dilakukan menggunakan Hayes Process Macro versi 4.2 model 7. Hasil penelitian menemukan bahwa kelelahan emosional berperan sebagai mediator yang menghubungkan abusive supervision dan kinerja karyawan. Sementara itu, temuan penelitian terkait kepemimpinan diri tidak mendukung hipotesis yang diajukan, dimana kepemimpinan diri yang tinggi menguatkan hubungan antara abusive supervision dan kelelahan emosional serta menjadikan efek mediasi kelelahan emosional pada hubungan abusive supervision dan kinerja karyawan signifikan negatif. Temuan ini mengindikasikan bahwa organisasi perlu merancang kebijakan yang tepat untuk membatasi atau menghentikan perilaku abusive supervision di tempat kerja karena dapat meningkatkan kelelahan emosional karyawan yang pada gilirannya menurunkan kinerja mereka.

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Recent research shows that the relationship between abusive supervision and employee performance requires a connecting mechanism. Built on the theory of conservation of resources (COR), this research aims to examine the role of emotional exhaustion as a mediator and examine self-leadership as a buffer to weaken the negative impact of abusive supervision on employee performance through emotional exhaustion. The participants in this research were 200 employees from various types of industry in Indonesia. This research uses a time-lagged correlational design with convenience sampling techniques through online surveys distributed on various social media. Research data analysis was carried out using Hayes Process Macro version 4.2 model 7. The research results found that emotional exhaustion acts as a mediator that connects abusive supervision and employee performance. Meanwhile, research findings related to self-leadership do not support the proposed hypothesis, where high self-leadership strengthens the relationship between abusive supervision and emotional exhaustion and makes the mediating effect of emotional exhaustion on the relationship between abusive supervision and employee performance significantly negative. These findings indicate that organizations need to design appropriate policies to limit or stop abusive supervision behavior in the workplace because it can increase employees' emotional exhaustion which in turn reduces their performance."

"Penelitian ini bertujuan untuk mengetahui hubungan antara tuntutan pekerjaan dan kesejahteraan pekerja di lingkungan kerja pada pekerja di perusahaan Jabodetabek. Penelitian ini juga ingin mengetahui peran dukungan sosial dalam hubungan tuntutan pekerjaan dan kesejahteraan pekerja di lingkungan kerja. Penelitian ini merupakan penelitian kuantitatif dengan desain korelasional. Instrumen penelitian yang digunakan dalam penelitian ini adalah WWQ (Parker & Hyett , 2011) dan COPSOQ II (Pejtersen, Kristensen, Borg & Bjorner, 2010). Dari 261 partisipan (83 laki-laki (31.8%) dan 178 perempuan (68.2%), ditemukan bahwa dukungan sosial tidak dapat memoderasi pengaruh dari tuntutan pekerjaan terhadap kesejahteraan pekerja ​(​beta = -.03, p >​ .05, tidak signifikan)​.This study aims to determine the relationship between job demands and workplace well-being on workers in Jabodetabek companies. This study also wants to find out the role of social support in the relationship between job demands and workplace well-being. This research is a quantitative study with correlational design. The research instruments used in this study were WWQ (Parker & Hyett, 2011) and COPSOQ II (Pejtersen, Kristensen, Borg & Bjorner, 2010). Of the 261 participants (83 men (31.8%) and 178 women (68.2%), it was found that social support cant moderate the effect of job demands on workplace well-being ​(​beta = -.03, p >​ .05, not significant)​."