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- Ahmadi, Elena, 1978-
(author)
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Managers’ Work, Working Conditions and Wellbeing in Small Companies with Profitable Growth
- 2024
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Doctoral thesis (other academic/artistic)abstract
- Background Managers’ work, working conditions and wellbeing are important determinants of occupational health in organizations. Nevertheless, little research has investigated these factors in the context of small growing businesses, which are known to contribute to employment, economic growth and social stability. The aim of this thesis was to explore managers’ work, working conditions and wellbeing in the context of small businesses with profitable growth. Methods Study I used a cross-sectional design to assess patterns in managerial work activities and leadership behaviours. Studies II–IV used qualitative interviews with managers (II–IV) and employees (II) to explore the effects of managers’ wellbeing on their leadership (II), their working conditions (III), and changes in their working conditions and wellbeing in the context of growing small businesses (IV).Results Managers worked long hours, posing risks for occupational health, but also adopted work practices that bolster occupational health. Firm size matters for managerial work. Managers’ wellbeing reflected in their mood and energy levels and influenced their leadership behaviours and performance, and the company’s work environment. Managers were more constructive when they felt well, and more passively destructive when they felt unwell. Certain factors mitigated the consequences of their negative behaviours in the organization. Five types of managers’ demands and resources (daily managerial work; achievement of results; and social; organizational; and individual factors) were identified, where the specificity of the small business context revealed unique characteristics. Company growth changed managers’ experiences of working conditions and wellbeing.Conclusions The specific context of small growing businesses shaped managers’ work, working conditions and wellbeing and the interplay between them. Dynamism in the organizational context due to growth had implications for managers’ work, working conditions and wellbeing.
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| 2. |
- Casely-Hayford, Jeffrey, et al.
(author)
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Enculturating a Protective Professional Community - Processes of Teacher Retention in a Swedish Hard-to-Staff School
- 2024
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In: Education Sciences. - : MDPI. - 2227-7102. ; 14:1
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Journal article (peer-reviewed)abstract
- This study presented a positive deviant case: a Swedish hard-to-staff school which has had a low rate of teacher turnover over time. In line with the purpose of studying positive deviance in organisations, our exploratory inquiry was geared towards understanding how and why 'at-risk' teachers, i.e., teachers who teach in subjects which are known to have high levels of staffing difficulties in Sweden, stayed at this particular school. Using a modified grounded theory approach, our results suggested that teachers remained at the school due to being embedded in a protective professional community that was enculturated by different expressions of collegiality. Finally, these findings are discussed in relation to the theoretical concepts of teachers' job embeddedness and social capital.
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| 3. |
- Januario, Leticia, 1990-, et al.
(author)
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Did the COVID-19 pandemic influence inequality in self-reported work environment conditions based on gender and place of birth? A study of a Swedish commercial laundromat
- 2024
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In: Applied Ergonomics. - : Elsevier. - 0003-6870 .- 1872-9126. ; 114
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Journal article (peer-reviewed)abstract
- We evaluated differences in work environment conditions and health by gender and place of birth in a commercial laundromat prior to (baseline) and at the end of the first wave of the COVID-19 pandemic (follow-up). Using survey data, including dimensions from the Copenhagen Psychosocial Questionnaire, from forty-one workers, we assessed work environment conditions and health at baseline, follow-up and in change scores between baseline and follow-up. At baseline, men and women reported similar scores, while foreign-born (FB) workers reported better work environment conditions than Swedish-born (SB) workers. During the pandemic, conditions generally declined for all workers, but FB reported smaller declines than SB. A consistent inequality hierarchy across the 4 groups was not clear at baseline, follow-up or in change scores between time points. The study suggests potential cultural differences may exist in how work environment conditions are experienced. This should be considered in future studies and when managing future crises
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| 4. |
- Nordlinder, Carolina, et al.
(author)
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Individual, family, job, and organizational factors associated with retirement intentions among older long-term care workers: A systematic review
- 2024
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In: Geriatric Nursing. - : Elsevier. - 0197-4572 .- 1528-3984. ; 56, s. 83-93
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Research review (peer-reviewed)abstract
- This systematic review synthesized prior quantitative research on individual, family, job, and organizational factors associated with retirement intentions (RI) among older long-term care (LTC) workers. Seven databases were searched for peer-reviewed studies. RI were defined as early (<65 years) or late (>65 years). To assess the methodological quality, we used JBI's checklists. The PRISMA statement guided this review. After duplicates were removed, 4 489 records were identified. A final sample of six articles was selected as eligible for inclusion. Current findings show weak social support, high physical job demands, and type of LTC occupation as important determinants for early RI. Strong social support and good job resources are important determinants fore late RI. In contrast to earlier research on other groups of older workers, this review shows no statistically associations between health nor emotional job demands and early RI for LTC workers. The results are discussed using the JD-R theory.
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| 5. |
- Ahmadi, Elena, 1978-, et al.
(author)
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A qualitative study of factors that managers in small companies consider important for their wellbeing
- 2023
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In: International Journal of Qualitative Studies on Health and Well-being. - : Taylor & Francis. - 1748-2623 .- 1748-2631. ; 18:1
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Journal article (peer-reviewed)abstract
- PurposeGiven the importance of small businesses for society, and the significance of managers’ wellbeing for employee health, leadership, and business performance, more knowledge is needed on the sources of managers’ wellbeing. This study explored factors within the small business context that were perceived by managers to hinder or enable their wellbeing.MethodsData were collected through qualitative semi-structured interviews with 20 managers from 12 small companies, and analysed with content analysis.ResultsThe factors that these managers in small businesses experienced as enhancing or hindering their personal wellbeing covered five categories: demands and resources in the daily managerial work, achievement of results, social factors, organizational factors, and individual factors.ConclusionsThe specific context of managerial work in small companies encompasses unique factors. For instance, the small company managers’ wellbeing was affected by vulnerability due to the smallness of the business and the absence of available resources. Simultaneously, a small company context provided a strong social climate and close relationships with employees and customers that strengthened the managers’ wellbeing. The findings suggest that the availability of financial, personnel, and organizational resources varies between small companies of different size, which may have implications for small business managers’ work and wellbeing.
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| 6. |
- Ahmadi, Elena, 1978-, et al.
(author)
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Managers’ and employees’ experiences of how managers’ wellbeing impacts their leadership behaviours in Swedish small businesses
- 2023
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In: Work. - : IOS Press. - 1051-9815 .- 1875-9270. ; 75:1, s. 97-112
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Journal article (peer-reviewed)abstract
- BACKGROUND:There is a growing interest in managers’ wellbeing due to the observed associations between their wellbeing and leadership behaviours, and between leadership behaviours and employees’ wellbeing. However, it is still unclear how managers’ wellbeing influences their practiced leadership across different workplace contexts, which specific behaviours are affected, and how this varies across time.OBJECTIVE:The purpose of this study was therefore to explore managers’ and employees’ experiences and perceptions regarding the consequences of managers’ wellbeing for their leadership behaviours in small businesses.METHODS:Semi-structured interviews were conducted with 37 participants (19 managers and 18 employees) working at 12 Swedish small firms, and analysed using content analysis.RESULTS:The findings show that managers were more constructive when they felt well, and more passively destructive when unwell. Variations in managers’ wellbeing influenced their mood, energy level, and performance, as well as the company’s working climate. However, these destructive leadership variations did not have a substantial impact, because several protective factors were present.CONCLUSION:This study shows that the wellbeing of managers in small businesses has perceptible consequences for their leadership behaviours. The study also shows that sustained leadership behaviours may coexist with temporary variations of these behaviours on a constructive-destructive continuum depending on the leader’s wellbeing. Overall, the findings contribute to a more nuanced and dynamic understanding of how the interaction between managers’ wellbeing and their behaviours unfolds in the particular context of small companies.
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| 7. |
- Anderbrant, Olle, et al.
(author)
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Attraction of Male Pine Sawflies, Diprion jingyuanensis, to Synthetic Pheromone Candidates: Synergism between Two Stereoisomers
- 2023
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In: Forests. - : MDPI. - 1999-4907. ; 14:6
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Journal article (peer-reviewed)abstract
- The pine sawfly Diprion jingyuanensis Xiao and Zhang (Hymenoptera: Diprionidae) is a serious pest of Pinus tabulaeformis Carr. in the Shanxi, Gansu, and Inner Mongolia provinces in P. R. China. The sex pheromone of D. jingyuanensis was shown to be the propionate ester of 3,7-dimethyl-2-tridecanol. Virgin females contained an approximate 1:3 blend of the pheromone precursors erythro-(2S,3S,7R/S and 2R,3R,7R/S)-3,7-dimethyl-2-tridecanol and threo-(2S,3R,7R/S and 2R,3S,7R/S)-3,7-dimethyl-2-tridecanol, but the exact stereoisomers were not determined. Males responded the strongest to the propionate ester of the two threo-isomers, (2S,3R,7R) and (2S,3R,7S), in electroantennogram (EAG) recordings, followed by a significant EAG response to the (2S,3R,7R) propionate of diprionol (pheromone component of D. similis), whereas the remaining two isomers (2S,3S,7S and 2S,3S,7R) of the propionate ester of 3,7-dimethyl-2-tridecanol and the acetate of the (2S,3R,7R) isomer (one of the two pheromone components of D. pini) did not elicit any significant increase in antennal response. In the field, the strongly EAG-active (2S,3R,7R)-isomer alone was only weakly (but significantly) attractive to D. jingyuanensis males at 100 & mu;g, while the equally EAG- active (2S,3R,7S)-isomer alone at the same loading was 8-14 times more attractive than was the (2S,3R,7R)-isomer alone. Traps baited with the same amounts of the two threo-isomers ((2S,3R,7R) and (2S,3R,7S), 100 & mu;g + 100 & mu;g) caught significantly more males than did traps baited with other isomers, either of the two isomers alone or other proportions of the two isomers. Thus, the (2S,3R,7S)-isomer is considered as a strong and essential sex-attractant component for D. jingyuanensis males, whereas the (2S,3R,7R)-isomer is a weak but synergistic sex-attractant. This is one of the few examples of a pine sawfly responding significantly stronger to a binary blend of stereoisomers in a synergistic fashion than to a single stereoisomer alone.
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| 8. |
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| 9. |
- Brulin, Emma, 1980-, et al.
(author)
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Gendered Associations of Flexible Work Arrangement and Perceived Flexibility with Work–Life Interference : A Cross-Sectional Mediation Analysis on Office Workers in Sweden
- 2023
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In: Social Indicators Research. - : Springer Nature. - 0303-8300 .- 1573-0921. ; 167:1-3, s. 571-588
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Journal article (peer-reviewed)abstract
- Flexible work arrangements (FWA) may be beneficial for increasing perceived flexibility (i.e. control over when, where and how to work) and reducing interference between work and private-life, but knowledge of gendered patterns of these relationships is sparse. Drawing on gender theory, the aim of this study was to conduct gender-differentiated analyses of the associations between FWA (non-regulated work or flex-time) and work–life interference using perceived flexibility as a mediator. Survey data were collected in 2016 from a sample of 2614 employees in the Swedish Transport Administration (response rate 67%). The sample included 39.6% women and 60.4% men, 71.7% had non-regulated work and 28.3% flex-time. Associations were determined using linear mixed models and mediation analysis. Results indicated a beneficial effect of non-regulated work (referencing flex-time) on work–life interference through an increase in perceived flexibility. The indirect effect of FWA was pronounced and statistically significant in the total sample, as well as in men and women. However, in men, non-regulated work was associated with a statistically significant increase in interference (competitive mediation). Gender did not interact significantly with work arrangement nor with perceived flexibility. In conclusion, the type of FWA can result in different perceptions of flexibility which in turn may affect experiences of work–life interference. Furthermore, it should be acknowledged that both FWAs and flexibility may be experienced differently for men and women regarding interference. Thus, employers seeking to reduce employee interference should consider gender norms and individual needs.
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| 10. |
- Heiden, Marina, 1974-, et al.
(author)
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Mismatch between actual and preferred extent of telework: cross-sectional and prospective associations with well-being and burnout
- 2023
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In: BMC Public Health. - : Springer. - 1471-2458. ; 23
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Journal article (peer-reviewed)abstract
- Background: This study aimed to determine whether telework mismatch, i.e., lack of fit between actual and preferred extent of telework, is cross-sectionally and prospectively associated with well-being and burnout.Methods: A questionnaire was sent to employees in a Swedish manufacturing company in November 2020 (baseline) and September 2021 (follow-up). It contained questions about well-being (WHO-5 Well-Being Index) and burnout (Copenhagen Psychosocial Questionnaire III), as well as the preferred extent of telework and extent of telework performed. Telework mismatch was calculated as the difference between the actual and preferred extent of telework. Change in mismatch over time was categorized as 1) less mismatch at follow-up than at baseline, 2) more mismatch at follow-up, and 3) identical levels of mismatch at baseline and follow-up. Multivariate and univariate analyses of variance were used to determine the effects of mismatch and change in mismatch over time on baseline ratings and changes in ratings of well-being and burnout. All analyses were performed with and without adjustment for age, sex, marital status, children, type of employment, commuting time and extent of telework performed.Results: The response rate was 39% at baseline (n=928, 67% men, mean(SD) age: 45(11) years) and 60% at follow-up (n=556, 64% men, mean(SD) age: 46(11) years). A cross-sectional association was found between telework mismatch and well-being, showing that employees who teleworked more than they would like reported worse well-being than those who teleworked less than they would like. No statistically significant association was found between telework mismatch and burnout. The ability of telework mismatch at baseline to predict changes in well-being or burnout over 10 months was small and non-significant. No association was found between change in telework mismatch over the 10-month period and corresponding changes in well-being or burnout.Conclusion: Our results suggest that telework should be thoughtfully practiced in companies/organizations to avoid negative consequences for employees who already telework more than they prefer. Studies are needed to determine how long-term changes in match between preferred and actual extent of telework is associated with employee well-being, including how the association is modified by the nature of the job and the work environment.
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