| 1. |
- Aronsson, Gunnar, et al.
(författare)
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The long arm of the job – work characteristics and recovery windows in social welfare work
- 2019
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Ingår i: International Journal of Workplace Health Management. - : Emerald Group Publishing Limited. - 1753-8351 .- 1753-836X. ; 12:1, s. 15-27
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Tidskriftsartikel (refereegranskat)abstract
- Purpose: Social welfare work contains elements that may be difficult for employees to put out of their minds when the working day ends, which may affect the recovery. The purpose of this paper is to analyze the length of recovery in relation to different work characteristics and to two types of welfare work.Design/methodology/approach: All 1,365 employees, excluding managers, of two municipality administrations were invited to a survey study. Of these, 673 (49 percent) responded. After adjusting for partial missing, the effective sample included 580 employees (43 percent). Retrospective ratings of four recovery windows were analyzed: recovery after one night’s sleep, weekends, shorter holidays and vacations.Findings: Employees with a university education were less recovered than those with a shorter education. For those with a university education, the long arm of the job mainly involved failures regarding qualitative job demands (task difficulty). For those with a shorter education, quantitative job demands (too much to do) were most prominent for their prolonged recovery. Feedback from managers had consistent and positive associations with all four recovery windows among employees with a university education, but not among those with a shorter education for whom instead having too much to do and social support had significant spillover effects.Originality/value: The identified differences may relate to employees with a university education having more problem-solving tasks, which may result in a higher need of work-related feedback but also in difficulties detaching from work. Thus, education and job characteristics have differential associations with self-rated recovery.
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| 2. |
- Malmrud, Sofia, et al.
(författare)
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Just What I See? Implications of Congruence Between Supervisors’ and Employees’ Perceptions of Pay Justice for Employees’ Work-Related Attitudes and Behaviors
- 2020
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Ingår i: Frontiers in Psychology. - : Frontiers Media SA. - 1664-1078. ; 11
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Tidskriftsartikel (refereegranskat)abstract
- Perceiving a pay system as just has been suggested to be a precondition for individualized pay to have a motivating effect for employees. Supervisors’ enacted justice is central for understanding the effects that pay setting can have on employee attitudes and behavior. Yet, enacted justice has received little research attention, in regard to both organizational justice and pay-related topics. This study examines the effects of employees’ perceived pay justice and supervisors’ enacted justice, as well as the degree of congruence, on employees’ work-related attitudes and behaviors. Questionnaire data from employees (N = 566) matched with data from their pay-setting supervisors (N = 208), employed in a Swedish manufacturing company, were analyzed. Results of polynomial regression with response surface analysis show that employees’ perceptions of pay justice were important for their work-related attitudes and behaviors and that supervisor–employee congruence regarding pay justice was positively related to employees’ attitudes and behavior, particularly when the ratings concerned high levels of justice. The results not only highlight the importance of developing a pay system that is perceived as just by employees but also emphasize the importance of reaching a congruence between supervisors’ and employees’ perceptions of high fairness, as this has positive implications for employees’ attitudes and behaviors.
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| 3. |
- Ohlsson, Alicia, 1979-, et al.
(författare)
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Political skill in higher military staff : Measurement properties and latent profile analysis
- 2022
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Ingår i: Scandinavian Journal of Psychology. - : Wiley. - 0036-5564 .- 1467-9450. ; 63:2, s. 144-154
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Tidskriftsartikel (refereegranskat)abstract
- Social effectiveness, including political skill, reflects individuals’ ways of handling interpersonal processes at work. Most research has used a variable-oriented approach to investigate associations between political skill and key organizational factors, including performance, in civil settings. Thus, little is known of whether political skill transfers to a military context and whether there are specific profiles of political skill. Combining variable-oriented and person-oriented approaches, this study used self-reports from two samples of military student officers to: (1) investigate measurement properties of the 18-item political skill inventory; (2) explore whether it is possible to identify different profiles of political skill; and (3) investigate whether such profiles differ in demographics, personality, and job performance. Exploratory (sample 1: n = 185) and confirmatory (sample 2: n = 183) factor analyses supported a four-dimensional representation of political skill including networking ability, apparent sincerity, social astuteness, and interpersonal influence. Latent profile analysis (samples 1 and 2: N = 368) identified four distinct combinations of these dimensions, namely: (1) weak political skill; (2) weak political skill with strong sincerity; (3) moderate political skill; and (4) strong political skill. Importantly, profiles differed consistently in networking ability. Subsequent comparisons suggested potentially important differences in demographics, personality, and job performance. Despite needing additional research of how profiles of political skill develop over time, these findings may have practical implications for recruitment and training in organizational settings where social effectiveness is important.
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| 4. |
- Huang, Qinghai, et al.
(författare)
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Women’s Career Patterns : A Study of Swedish Women Born in the 1950s
- 2007
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Ingår i: Journal of Occupational and Organizational Psychology. - 0963-1798 .- 2044-8325. ; 80:3, s. 387-412
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Tidskriftsartikel (refereegranskat)abstract
- Patterns of career development have been found to be an important factor for longterm career rewards and well-being. However, existing career models excessively focus on men or elite women and upon paid work, typically without considering other roles. Based on a life course perspective, this study aimed to identify women's career development patterns by examining the dynamic interactions between individuals' involvement in working life and other career-related domains of life. Career biographies, from the ages of 16 to 43, were recorded through retrospective reports from a representative sample of Swedish women (N = 549) participating in a longitudinal programme on individual development. Seven career-related activities were coded and combined into career sequences covering the entire period. Data were analysed using optimal matching, and nine distinct career patterns -- disparate in terms of the timing, ordering and duration of activities -- were identified. There were significant differences between the career patterns in early educational aspirations and early sexual experiences, as well as in life-role values and socio-economic status in middle age. With respect to the consequences of career patterns for well-being, there were significant differences in self-rated health but not in job satisfaction or life satisfaction. The diversity of patterns is discussed from a perspective that takes account of both life course theory and the choices made by individual women in a society that provides childcare facilities, parental leave and other types of support to working parents.
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| 5. |
- Hansen, Niklas, et al.
(författare)
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Predicting nurse burnout from demands and resources in three acute care hospitals under different forms of ownership : A cross-sectional questionnaire survey.
- 2009
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Ingår i: International Journal of Nursing Studies. - : Elsevier BV. - 0020-7489. ; 46:1, s. 95-106
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Tidskriftsartikel (refereegranskat)abstract
- Background: Health care organizations have changed dramatically over the last decades, with hospitals undergoing restructurings and privatizations.Objectives: The aim of this study is to enhance the understanding of the origin and prevalence of burnout in health care by investigating factors in the psychosocial work environment and comparing three Swedish emergency hospitals with different types of ownership.Design: A cross-sectional design was used.Participants: We selected a total sample of 1800 registered nurses from three acute care hospitals, one private for-profit, one private non-profit and one publicly administered. A total of 1102 questionnaires were included in the analyses.Settings: The examined ownership types were a private for-profit, a private non-profit and a traditional publicly administered hospital. All were situated in the Stockholm region, Sweden.Methods: Data were collected by questionnaires using validated instruments, in accordance with the Job Demands–Resources Model and Maslach’s Burnout Inventory. Descriptive statistics, correlation analyses, multivariate covariance analyses and multiple regression analyses were conducted.Results: The results showed that the burnout levels were the highest at the private for-profit hospital and lowest at the publicly administered hospital. However, in contrast to expectations the demands were not higher overall at the for-profit organization or lowest at the public administration unit, and overall, resources were not better in the private for-profit or worse at the publicly administered hospital. Multiple regression analyses showed that several of the demands included were related to higher burnout levels. Job resources were linked to lower burnout levels, but not for all variables.Conclusions: Profit orientation in health care seems to result in higher burnout levels for registered nurses compared to a publicly administered hospital. In general, demands were more predictive of burnout than resources, and there were only marginal differences in the pattern of predictors across hospitals.
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| 6. |
- Näswall, Katharina, et al.
(författare)
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The individual in the changing working life
- 2007
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Bok (övrigt vetenskapligt/konstnärligt)abstract
- Working life has been the subject of great change in recent years, with contemporary conditions generally providing increased opportunities and autonomy for individuals. But these benefits can coincide with greater demands and responsibilities, increasing the pressure to work outside of traditional working hours and so creating conflict between work and family life. This book contributes towards our understanding of contemporary working life, considering how recent changes have affected the work climates, attitudes, and well-being of individuals. Combining traditional theoretical frameworks with innovative new research, it discusses both the positive and negative effects contemporary working life has on organizations and employees. International experts in the fields of work and organizational psychology present strategies to prevent negative working conditions and help individuals achieve a healthy work–life balance.
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| 7. |
- Sverke, Magnus, et al.
(författare)
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Employee Participation in Organizational Change : Investigating the Effects of Proactive vs. Reactive Implementation of Downsizing in Swedish Hospitals
- 2008
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Ingår i: Zeitschrift für Personalforschung. - Mering : Rainer Hampp. - 0179-6437 .- 1862-0000. ; 22, s. 111-129
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Tidskriftsartikel (refereegranskat)abstract
- Whereas employee participation is generally conceived to facilitate implementation of organizational change, only limited research has investigated whether it may reduce the negative effects of downsizing. The present study compares two Swedish hospitals that implemented downsizing in different ways. While there were no major differences in stressors between hospitals, proactive implementation was associated with more employee participation. Moreover, employee participation variables were positively associated with employee work attitudes and well-being at both hospitals. These findings provide insights concerning the importance of a long-term strategic implementation of organizational change.
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| 8. |
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An Introduction to Work and Organizational Psychology : An international perspective
- 2017. - 3
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Samlingsverk (redaktörskap) (refereegranskat)abstract
- The latest edition of this classic text provides a comprehensive and internationally relevant introduction to work and organizational psychology, exploring the depth and diversity of the field in an accessible way without obscuring the complexities of the subject.Third edition of a classic textbook offering a complete introduction to work and organizational psychology for undergraduate and graduate students with no prior knowledge of the fieldAn innovative new six part structure with two-colour presentation focuses the core material around issues that are either Job-Focused, Organization-Focused, or People-FocusedEach chapter title is a question designed to engage readers in understanding work and organizational psychology whilst simultaneously inviting discussion of key topics in the fieldThe third edition introduces two new co-editors in Franco Fraccaroli from Italy and Magnus Sverke, who join Nik Chmiel and will increase relevance and appeal for European students.
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| 9. |
- Annell, Stefan, et al.
(författare)
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Lämna yrket eller stanna kvar? En studie om nya poliser
- 2019
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Ingår i: Arbetsmarknad & Arbetsliv. - Karlstad : Karlstads universitet. - 1400-9692 .- 2002-343X. ; 25:2, s. 6-27
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Tidskriftsartikel (refereegranskat)abstract
- Denna studie undersöker vilka faktorer som bidrar till att yngre poliser i Sverige väljer att lämna yrket. Studien följer en kohort (N=717) av yngre poliser. Data från antagningen till polisutbildningen (T1-2008), efter ett års arbete (T2-2011) och efter sju års arbete (T3-2017) används för statistiska analyser baserade på en bred uppsättning variabler. Resultaten visar att förhållandevis få poliser lämnat yrket (7,4%) och att det finns få skillnader mellan de som stannat respektive lämnat yrket. Låg organisationssamhörighet efter ett års arbete var den enskilt starkaste prediktorn av frivillig uppsägning. Åtgärder som stärker organisationssamhörigheten tidigt i karriären bör därför prioriteras.
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| 10. |
- Låstad, Lena, et al.
(författare)
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30 års forskning om anställningsotrygghet : En litteraturöversikt
- 2016
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Ingår i: Arbetsmarknad & Arbetsliv. - Karlstad : Karlstads universitet. - 1400-9692 .- 2002-343X. ; 22:3/4, s. 8-27
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Tidskriftsartikel (refereegranskat)abstract
- Anställningsotrygghet – en oro för att mot sin vilja förlora jobbet – är något som de flesta anställda idag upplever under sina yrkesliv. Den beteendevetenskapliga forskningen inom detta område har skjutit fart sedan millennieskiftet, vilket motiverar behovet av en uppdaterad litteraturöversikt. Översikten omfattar prediktorer och konsekvenser av anställningsotrygghet samt vilka faktorer som har identifierats som viktiga när det gäller att mildra anställningsotrygghetens konsekvenser.
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