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- Tengelin, Ellinor, et al.
(författare)
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Regulating time commitments in healthcare organizations : Managers’ boundary approaches at work and in life
- 2011
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Ingår i: Journal of Health Organization & Management. - : Emerald. - 1477-7266 .- 1758-7247. ; 25:5, s. 578-599
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Tidskriftsartikel (refereegranskat)abstract
- Purpose: The purpose of this paper is to explore managers' boundary setting in order to better understand their handling of time commitment to work activities, stress, and recovery during everyday work and at home. Design/methodology/approach: The paper has qualitatively-driven, mixed method design including observational data, individual interviews, and focus group discussions. Data were analyzed according to Charmaz' view on constructivist grounded theory. Findings: A first step in boundary setting was to recognize areas with conflicting expectations and inexhaustible needs. Second, strategies were formed through negotiating the handling of managerial time commitment, resulting in boundary-setting, but also boundary-dissolving, approaches. The continuous process of individual recognition and negotiation could work as a form of proactive coping, provided that it was acknowledged and questioned. Research limitations/implications: These findings suggest that recognition of perceived boundary challenges can affect stress and coping. It would therefore be interesting to more accurately assess stress, coping, and health status among managers by means of other methodologies (e.g. physiological assessments). Practical implications: In regulating managers' work assignments, work-related stress and recovery, it seems important to: acknowledge boundary work as an ever-present dilemma requiring continuous negotiation; and encourage individuals and organizations to recognize conflicting perspectives inherent in the leadership assignment, in order to decrease harmful negotiations between them. Such awareness would benefit more sustainable management of healthcare practice. Originality/value: This paper highlights how managers can handle ever-present boundary dilemmas in the healthcare sector by regulating their time commitments in various ways.
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- Rolander, Bo, et al.
(författare)
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Measurements and observations of movements at work for warehouse forklift truck operators
- 2021
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Ingår i: International Journal of Occupational Safety and Ergonomics. - : Taylor and Francis Ltd.. - 1080-3548 .- 2376-9130.
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Tidskriftsartikel (refereegranskat)abstract
- Inclinometry and video analyses can provide objective measures of physical workloads. The study aim was to measure and observe arm, back and head postures and movements among forklift truck operators (FLTOs) during a working day, analyzing differences between types of forklift trucks and to assess reported workload and health. Twenty-five male FLTOs in a high-level warehouse were randomly included. The data collected comprised technical measurements, video analyses of postures and movements, and a questionnaire measuring health, pain and workload. On average, the FLTOs rotated their head more than 45°, in total, 232 times/h. Video analysis revealed that FLTOs periodically drive the forklift truck sideways with the head rotated in the direction of travel, and in periods look upwards, in which the head is highly rotated and extended. Inclinometry and observations during the working day has the potential to be a valuable part of risk assessment promoting occupational safety and health.
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- Tengelin, Ellinor, et al.
(författare)
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Chefskap i sjukhusmiljö : Avgränsning och kommunikation av egen stress
- 2011
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Ingår i: Arbete och Hälsa. - Göteborg : Göteborgs universitet. - 0346-7821. ; 45:1
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Rapport (refereegranskat)abstract
- In the development of health promoting hospital organizations, 1st line managers hold a key position through their closeness to practice and integrated response-bility for practice, economy and staff. The purpose of this report is to contribute to the development of sustainable supportive structures that can strengthen managers’ own working conditions and their opportunities to balance their commitment and stress at work. The two studies describes managers’ (a) approaches to demarcations in manager practice, (b) perceived opportunities to communicate stress and problems in their organization, and (c) suggestions regarding how managers’ stress can be handled and how early signs of stress can be guarded in health care organizations. Each study started with qualitative interviews (n=10, n=6). Thereafter, the results were discussed with 1st line managers (n=71) in 13 focus groups, regarding interventions and changes.Study 1. Strategies for demarcations between work tasks and life spheres were more or less flexible, firm, or permeable. They were characterized by different level of controlling and adapting to the present situation, others’ needs or one’s own needs. These strategies were seldom outspoken. Further, they were resulting mainly from personal experience, which made the managers ask for increased external support in boundary-setting regarding working conditions that were constantly changing and difficult to demarcate.Study 2. Communication of stress within the organization was hindered be-cause the system was perceived to oppress problem descriptions. Fear was expressed that the higher levels in the organization considered lower level managers’ communication about their stress a failure. That could risk losing one’s reputation and career possibilities. One’s nearest manager was seen as the most important channel for meeting and managing stress. Surveys and other stress measuring methods require an open climate to handle the information received, and that actions are taken to address potential problems.Focus groups. Supportive structures that can improve managers’ own working conditions and their opportunities to balance commitment and stress at work concern:Possibilities for communicating stress and problem descriptions through elaborated “manager to manager”-dialogues; rewarding communication of problem descriptions in the line organization; dialogue-based development projects to influence values and culture; and an overview over the recruiting process in practiceEfforts to increase one’s self-awareness and handling strategies through supervision; room for recurrent dialogues with manager colleagues; and health status dialogues with occupational health service that address individual sustainability in the manager workClarity regarding responsibility, resources and guidelines for manager responsibility in the organization; increased direct support by resource functions; and a recruitment process permeated by a health promoting perspectiveResults from this report can be used as knowledge base when formulating policies and plans for actions in order to prevent, discover, and adjust stress and exhaust-tion among managers in public health care organizations.
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