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Task–Environment fit, a special case of Person–Environment fit, has been suggested as the central mechanism through which Activity-Based Working (ABW) Environments support productivity and employee wellbeing, here operationalized as team functioning and concentration troubles. We extend previous work in this space by testing the asymmetric effect (where deficient supply is worse than excess supply) usually assumed, with a new statistical approach—cubic polynomial regression—capable of such tests. The complex models gained only partial support and none for a strict congruence effect. Results are more in line with previous work on P–E fit showing that higher levels of needs met are more valuable, and with previous ABW work showing that the supply of suitable environments has the largest impact on outcomes.

Executives and information technology (IT) specialists often manage IT projects in project teams. Integrative IT systems provide opportunities to manage and restructure work functions, but the process of change often causes serious problems in implementation and diffusion. A central issue in the research presented in this article, conducted in a Danish manufacturing company, is how an IT system could be con.gured to support shop.oor teamwork and enhance the quality of work. The approach is based on participatory design and the concept of 'model power'. This concept facilitates an understanding of power of speci.c actors, during participation in IT project development. Model power may be an obstacle to different interests and perspectives being taken into consideration. The case study presented illustrates the point that it is possible to counterbalance model power and, thus, it has been possible to put issues such as team functions and quality of work on the agenda. Simultaneously, participation competencies seem to have been enhanced.

Philosophen, Theologen und Soziologen deuteten in der ersten Hälfte des 20. Jahrhunderts die Technik als ein die gesamte Lebenswirklichkeit prägendes Phänomen. Dabei entwickelten sie sehr unterschiedliche Positionen: Walter Benjamin sah in der Technik einen Weg, die Wirklichkeit neu zu konstruieren; Rudolf Bultmann nahm die Technik zum Anlass, das Transzendente neu zu bestimmen. Mit Elementen aus Pragmatismus und Sozialphänomenologie kann das Technische ritualtheoretisch gedeutet werden. Der Band bietet in Teil I Rekonstruktionen klassischer Positionen der Technikdeutung: Max Weber, Paul Tillich, Rudolf Bultmann, Dietrich Bonhoeffer, Walter Benjamin, Martin Heidegger. Die Beiträge in Teil II des Bandes thematisieren neuere theologische Zugänge zur Technik. Dipl. theol. Anne-Maren Richter ist Stipendiatin der Evangelischen Akademie Sachsen-Anhalt. Prof. Dr. Christian Schwarke lehrt Theologie an der TU Dresden.

Previous research on the consequences of job insecurity has for the most part focused on individual as well as organizational outcomes, but rarely considered potential family consequences. Based on longitudinal data from Swedish teachers, the present study tests the relation between job insecurity and work—family conflict. In addition, workload was introduced as a mediator in order to contribute to the understanding of the mechanism relating the two phenomena. Gender differences were taken into account when testing this relation. The results provided partial support for workload as a mediator of the effects of job insecurity on subsequent work—family conflict. However, these results were found only for men, indicating gender differences in how job insecurity relates to workload and work—family conflict.

Abstract
Employment conditions and psychosocial factors have been linked to various health-related outcomes in different occupational groups, but few studies focus on the conditions in academia. This study explores the effects of effort, reward, and their interaction to explain health-related outcomes, namely burnout, self-rated health, and work-family conflict among academic faculty in Sweden. We also explore these effects among those with permanent and fixed-term employment contracts. Questionnaire data, collected online in 2016, came from 2335 employees (57% women) with a doctoral degree, working at a Swedish higher education institution. Latent moderation analysis combined with multi-group analysis was conducted. Main effects of effort were found for all health-related outcomes revealing that effort was associated with higher burnout, poorer self-rated health, and greater work-family conflict. Reward was negatively associated with burnout and self-rated health revealing that reward reduced burnout and improved self-rated health. The interaction between effort and reward was significantly associated with all outcomes among permanent contract employees, but was non-significant among those with fixed-term contracts. This may suggest that fixed-term faculty are less affected by the presence or lack of reward. Overall, the findings emphasize the importance of the psychosocial work environment to understand health-related consequences for permanent and fixed-term faculty with a doctoral degree.

Despite agreement on the negative effects of job insecurity, more knowledge needs to be generated on the health effects in terms of burnout and depressive symptoms and for whom job insecurity has these negative effects. The present study aims to investigate the associations between job insecurity and burnout and depressive symptoms respectively, by studying the moderation influences of performance-based self-esteem (PBSE), a form of contingent self-esteem. A population-based sample with 4145 twins was used. The results showed that job insecurity was significantly associated with both burnout and depressive symptoms, and that PBSE acted as a moderator, so that the associations were stronger for individuals with high PBSE than for individuals with low PBSE. The study contributes by including a personality characteristic to gain more knowledge about the mechanisms of job insecurity on mental ill-health, and by illustrating that job insecurity has an impact on severe health outcomes in terms of burnout and depressive symptoms.

Abstract
A supportive organizational context is important for successfully implementing evidence-based practice (EBP). Managers have an important role in creating organizational prerequisites for EBP. The present study compared how top- and middle-level managers describe the process of implementing EBP and the factors influencing this process. Data were collected through interviews with twenty-two managers in social services, and analysed with thematic deductive analysis based on the Theoretical Domains Framework (TDF) and the COM-B model. Findings showed that top-level managers focused more on strategic- and system-level issues, e.g. external comparisons, dialogue with authorities and creating support systems, while the middle managers focused on the operative implementation at staff level, i.e. motivating and involving staff. Furthermore, the two groups had different understandings of EBP. To conclude, there needs to be an alignment in the understanding of, and support for, EBP between the different levels of managers. To create a mutual understanding of what EBP entails and to clearly communicate how the organization applies the different steps of the EBP process could be crucial steps in enabling the implementation of EBP, and needs to be done in dialogue between middle- and top-level managers.

Background:A supportive context is essential for successful implementation processes. Local politicians are delivery system actors who might both enable and hinder the implementation of health and social policies.
Aims and objectives:The study examines the relationship between perceived prerequisites and the type of actions taken by local political committees to support the implementation of evidence-based practice in social services.
Methods:A cross-sectional web survey targeting the chair and vice-chair of committees responsible for social services in Sweden (n=181). The data was analysed with regression analysis, cluster analysis and ANOVA.
Findings:Three clusters of action were identified (passive, neutral and active), capturing the reported actions taken by the committees to support implementation of EBP. The committees' perceived prerequisites (capability, motivation, and opportunity) were highest in the active cluster and lowest in the passive cluster. The clusters also differed regarding chair/vice-chair educational level, and type of municipality in which the chair/vice-chair were active.
Discussions and conclusion:The variation in reported actions among the committees to support the implementation of EBP implies that some social service organisations might lack the contextual support they need for implementing EBP. The prerequisites for the committees might need to be strengthened with regard to capability, motivation and opportunity. This study is an indication of the relationship between committees' prerequisites and their actions in the implementation of EBP, but further research is needed.