Moral distress refers to the negative emotional response occurring when a worker knows the morally correct action to take but is constrained – internally or externally – from taking it. Moral distress is often considered as an unavoidable part of social service provision mostly because of high workloads and emotionally demanding nature of the field. This study investigated the relationship between moral distress and burnout among social service providers. Cross-sectional survey was conducted with 205 participants from various Lithuanian organizations (mean age: 42 years; 95% female). The survey included measure of moral distress (Moral Distress Instrument) and burnout (The Lithuanian version of the Burnout Assessment Tool). Key findings revealed that moral distress (it's total score as well as scores of moral distress' frequency and intensity) is strongly associated with the four core symptoms of burnout — exhaustion, cognitive impairment, emotional impairment, and mental distancing, as well as with both of the secondary symptoms – psychological and psychosomatic complaints. These results highlight the profound link between moral distress and burnout underscoring the importance of addressing these challenges within the social service sector.

Although women’s labor market participation has increased, gender differences in occupational and domestic responsibilities remain (Buchmann & DiPrete, 2006). Gender role attitudes are frequently offered as an explanation (Dicke et al., 2019). Early gender role attitudes may shape career aspirations and domestic roles (Schoon & Polek, 2011), raising the question of whether they manifest in young adulthood and contribute to long-term occupational and domestic differences.

This study examines whether gender role attitudes are associated with occupational success and familial and household responsibilities over nearly 20 years. Three waves of a German longitudinal dataset (N=4816; 2000/01–2018) will be used. Gender role attitudes were assessed at age 22, while occupational success indicators (income, working hours, occupational prestige) and domestic responsibilities (parental leave, household responsibilities) were assessed at ages 31 and 40. Multigroup linear and logistic regressions by gender were conducted in Mplus. The dataset allowed us to control for the most important predictors like socioeconomic status, cognitive abilities, and education. Missing values were treated with multiple imputation by gender (Lüdtke et al., 2007).

Results show that women with more egalitarian gender role attitudes in young adulthood reported higher income 9 and 18 years later. Nearly 20 years later, the significant relationship was still evident, even when controlling for working hours and other background characteristics. Egalitarian gender role attitudes were also linked to slightly higher occupational prestige 9 years later. Men with more egalitarian gender role attitudes took over more household chores 18 years later, even when controlling for children and their background characteristics.

The findings suggest that gender role attitudes seem to shape the utility or social desirability of occupational pathways early on, reinforcing occupational and familial divisions. Addressing gender role attitudes in early adulthood may promote greater gender equity in occupational and domestic spheres.

Selecting both a career and a life partner are pivotal developmental milestones in adulthood, often intertwined with an individual’s identity formation, role transitions, and long-term well-being. These choices are not made in isolation; rather, they are part of a dynamic process in which work and marital life continuously influence one another across the adult lifespan. Despite a growing body of research highlighting the reciprocal impact of work and marital satisfaction, the specific career-related factors that shape marital satisfaction remain unclear. To address this developmental interplay, the present study conducts a meta-analysis of research examining the associations between marital satisfaction and work- or career-related factors in adulthood. A comprehensive literature review identified 2134 relevant studies for inclusion in the analysis. After eliminating the articles according to the inclusion and exclusion criteria, 126 articles were included in the analysis. The variables job stress, job satisfaction, and work-family balance were selected as the focus of the study on marital satisfaction because they have been the subject of a sufficient number of studies to enable a meta-analysis. The studies were re-evaluated based on this criterion. As a result, a total of 50 studies constituted the final sample for the meta-analysis. The meta-analysis revealed the following combined effect sizes: work-to-family conflict (n=7494, k=24), Pearson’s r = -.20 (95% CI: -.25, -.15); family-to-work conflict (n=3492, k=11), r = -.21 (95% CI: -.27, -.14); work-family enrichment (n=2641, k=7), r = .38 (95% CI: .30, .46); job satisfaction (n=10489, k=14), r = .30 (95% CI: .24, .36); and job stress (n=2787, k=14), r = -.28 (95% CI: -.40, -.15). The results indicate significant heterogeneity across studies. This heterogeneity is thought to be associated with variations in the measurement scales used, cultural differences, and the characteristics of the included studies. Conference participation was funded by TÜBİTAK.

This study seeks to examine the experiences of graduate students employed on temporary contracts and bursary-based conditions at a particular university. It also evaluates their psychological capital level. A mixed-methods approach is employed, combining quantitative measures with open-ended qualitative questions to gain a deeper insight of their experiences.

An online survey was created to maintain participants' anonymity. A demographic information form, the Psychological Capital Scale-SF, and 12 short-answer open-ended items were administered to the whole population of 42 bursary students employed as part-time teaching and research assistants. The purposive sample approach was employed to gather data, as participants needed to be part-time employees under the age of 29. Data has been gathered from 13 individuals (M_age = 24.08, SD = 1.38; 61.5% female) and is now ongoing. Preliminary findings were derived from an examination of responses to open-ended questions concerning working conditions and coping techniques, employing structured tabular thematic analysis. The results indicated that they saw their working conditions as uncertain and very demanding, emphasizing the absence of insurance. Role ambiguity was another theme they identified as a source of distress. Concerning coping mechanisms, social support, and the use of humor, reframing techniques were highlighted as effective coping ways, but some choose to avoid stressors.

This study aims to enhance the literature on emerging adulthood, given the increasing prevalence of young people engaged in precarious job settings. This research will provide a thorough knowledge of the interaction between precarious work situations and psychological aspects by integrating both quantitative and qualitative methodologies. The findings may have implications for structural changes in academic employment policies.

*Participation in this conference was supported by TÜBİTAK (The Scientific and Technological Research Council of Türkiye) under the 2224-A Grant Program for Participation in Scientific Meetings Abroad.

Through millennia, we have seen the cultural symbol, the museum, evolve, in myriad facets, such as, function and audience. We can also see changes reflected museum practice, theory and its workforce. Contemporarily, modern ideas and digital skills bring innovation from younger professionals. This is the case with the National Railway Museum (NRM), UK. Abundant psychological literature (or literature which uses psychological models) situated within the museum aims to explore audience or visitor experience while areas such as museum change and development are largely unexplored by psychologists. Here, a research approach steeped in the sociocultural psychology approach, concentrates upon imagination and collective memory as catalysts of change on the micro, onto, and sociogenetic levels, we will address the main question: How is museum development supported by, and transactional of its workforce? By addressing this main research question, this research project acts as a novel approach to museum change as well as have a psychological understanding of museum work as future-oriented behaviour. With research based on ethnography within the NRM, which included interviews, archival research, as well as desk research. This oral presentation concentrates upon the qualitative analysis of interview data within the author’s research, as well as interviews conducted within the podcast The Hidden Constellation (Frost, 2022) to deepen the understanding the career development of museum professionals across multiple genetic levels. The former data were collected via the narrative interview technique (n=9, Bauer & Jovchelovitch, 2000). By triangulating these preliminary analyses, it is expected that we will be able to highlight that imaginative processes of the museum professionals across time enable future-oriented behaviours within the museum context, such as facilitating exhibition creation and enhancing visitor experience. Additionally, we will be able to understand how the imagination of professionals responds to and acts in response to sociogenetic changes across their career trajectory.