| 1. |
- Frögéli, Elin, et al.
(författare)
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The Importance of Effective Organizational Socialization for Preventing Stress, Strain, and Early Career Burnout : An Intensive Longitudinal Study of New Professionals
- 2022
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Ingår i: International Journal of Environmental Research and Public Health. - : MDPI AG. - 1661-7827 .- 1660-4601. ; 19:12, s. 7356-7356
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Tidskriftsartikel (refereegranskat)abstract
- Burnout was originally conceptualized based on experiences of new professionals. Role clarity, task mastery, and social acceptance are recognized as key resources enabling new professionals’ management of the challenges of the new profession. However, relations between these resources and stress, strain, and burnout have not yet been thoroughly investigated at professional entry. Increased understanding of these relations could have implications for strategies to prevent burnout. The aim of the study was to investigate within- and between-individual effects over the first months and relations to burnout at one-year post-entry. Data (n = 322) was collected weekly over the first 13 weeks and again 9 months later. Relationships were modelled using a multilevel regression model and correlation analysis. Results showed that on weeks when participants experienced higher role clarity, task mastery, and social acceptance, they reported significantly less stress, and that participants who experienced higher levels of the resources in general, reported significantly less strain. Levels of the resources at three months were related to symptoms of burnout at 12 months. The study findings provide support of the role of task mastery, role clarity, and social acceptance as resources buffering the impact of demands at professional entry on experiences of stress, strain, and burnout.
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| 2. |
- Sandahl, Christer, et al.
(författare)
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The experimental understanding group-and-leader managerial course : long-term follow up
- 2019
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Ingår i: Leadership & Organization Development Journal. - : Emerald Group Publishing Limited. - 0143-7739 .- 1472-5347. ; 40:2, s. 151-162
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – The purpose of this paper is to report on the results of an experiential leader development course titled understanding group-and-leader (UGL).Design/methodology/approach – The study sample consisted of 61 course participants (the managers) and 318 subordinate raters. The development leadership questionnaire (DLQ) was used to measure the results of the course. The measurements were made on three occasions: shortly before the course, one month after the course and six months after the course.Findings – The managers’ self-evaluations did not change significantly after the course. However, the subordinate raters’ evaluations of their managers indicated a positive trend in the scales of developmental leadership and conventional-positive leadership one month and six months after the course.Research limitations/implications – The study was based on a comparatively small sample with a number of drop-outs. The study lacked a control condition.Practical implications – From an organizational point of view, it could be argued that it is justifiable to send managers to such a course, as there is a good chance for an improvement in their leadership style as rated by subordinates.Social implications – The integration of group processes and leadership behavior in the context of experiential learning seems to be a fruitful path to leader development.Originality/value – Longitudinal studies on the results of experiential learning for managers are sparse. This is the first quantitative evaluation of a course that more than 80,000 individuals have taken.
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| 3. |
- Söderhjelm, Teresa Martha, et al.
(författare)
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The importance of confidence in leadership role : a qualitative study of the process following two Swedish leadership programmes
- 2018
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Ingår i: Leadership & Organization Development Journal. - : Emerald Group Publishing Limited. - 0143-7739 .- 1472-5347. ; 39:1, s. 114-129
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – The purpose of this paper is to understand the influence of leadership programmes on leaders and co-workers, as well as which mechanisms are involved in the process. Design/methodology/approach – An analysis was done into 431 free-text answers to questionnaires given to 120 participants in two different leadership programmes and their co-workers six months after their participation, using a grounded theory inspired approach.Findings – The result is a model, linking internal psychological and external behavioural aspects, with the central outcome that leaders gained more confidence in their leadership role through theoretical models learned, and reflection.Research limitations/implications – The course participants as well as the co-workers seemed to experience a positive leadership development indicating a value of participating in the courses.Practical implications – Confidence in leadership role seems important for having positive outcomes of leadership. Although this needs further research, it is something organisations should consider when working with leadership questions.Social implications – The co-workers perceived their leaders to be calmer, more open for discussions, and willing both to give and receive feedback post training. There appears to be an increase in trust both in the leader and reciprocally from the leader in the co-workers.Originality/value – Until now there has not been any systematic research into the effects on participants and co-workers following the programmes, despite the fact that over 100,000 have participated in the courses.
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| 4. |
- Wisén, Niclas, et al.
(författare)
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Is conduct after capture training sufficiently stressful?
- 2022
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Ingår i: Frontiers in Psychology. - : Frontiers Media SA. - 1664-1078. ; 13
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Tidskriftsartikel (refereegranskat)abstract
- Conduct after capture (CAC) training is for personnel at risk of being captured. To be effective, it needs to be stressful. But how do we know if it is stressful enough? This study uses biomarkers and cognitive measures to evaluate CAC. Soldiers undergoing CAC were measured by the stress hormone cortisol from saliva samples at baseline and during training. The training consisted of being taken capture and put through a number of realistic and threatening scenarios, targeting survival strategies taught in the preceding week. Between scenarios, the trainees were held in a holding cell where they were monitored by a guard. The saliva samples were taken in conjunction with the scenarios. The whole training took place over a period of ~24 h. Cognitive performance was measured at baseline and after training. Three groups took part Group A (n = 20) was taken after 48 h of intense tasks leaving them in a poor resting state. Group B (n = 23) was well rested at CAC onset. Group C (n = 10) was part of a survival, evasion, resistance, and escape (SERE) instructor course. The CAC training was the same for all groups. Group A exhibited a high increase in cortisol during CAC, compared to baseline levels were multiple times as high as “expected” values. Group B exhibited elevated levels slightly lower than those of group A, they also “dropped” to “normal” levels during the latter part of the exercise. Group C displayed the least increase with only slightly elevated levels. CAC training is stressful and cortisol levels were elevated enough to satisfy the prerequisite for effective stress inoculation. No cognitive performance drop could be identified; however, several participants “froze” during the exercise due to intensive stress.
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| 5. |
- Wisén, Niclas, et al.
(författare)
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Measuring the impact of operational stress : The relevance of assessing stress-related health across the deployment cycle
- 2023
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Ingår i: Military medicine. - : Oxford University Press (OUP). - 0026-4075 .- 1930-613X. ; 188:7-8, s. 2126-2132
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Tidskriftsartikel (refereegranskat)abstract
- Introduction: Mental health issues from intense or prolonged stress are a common concern in regard to military deployment. Deployments can objectively vary in stress exposure, but it is the individuals' perception of that stress that affects sustainability, mental health, and combat fitness, which calls for the need of a protocol to evaluate and maintain a current estimation of stress impact. So, how can we assess the impact of stressors during different phases of deployment?Materials and methods: We used three psychological self-rating forms, the PSS14-Perceived Stress Scale, SMBM-Shirom Melamed Burnout Measure, and KSQ-Karolinska Sleep Questionnaire, to measure the impact of stress before (T1), during (T2), and at homecoming (T3). We also wanted to see if T1 or T2 results could predict T3 results to be able to better prepare the homecoming program.The forms were handed out to Swedish soldiers deployed in Mali in 2017. The forms were collected as a way to assess the status of the mental health load at three timepoints based on the personnel function as a way to assess the current "psychological fitness level".Results: The results show that stress measured using PSS14 was high at homecoming. The same result was observed for SMBM. No measures from T1 or T2 could however predict the T3 results.Conclusions: Taken together, we found that screening of all contingent staff is relatively easy and provides personnel with relevant data on mental health and stress at the current time. We also found that test results correlated between T1 and T2 but not with T3. This indicates that there might be different stressors that affect staff at different timepoints.
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| 6. |
- Larsson, Gerry, et al.
(författare)
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Leadership behavior changes following a theory-based leadership development intervention : a longitudinal study of subordinates’ and leaders’ evaluations
- 2017
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Ingår i: Scandinavian Journal of Psychology. - : Wiley. - 0036-5564 .- 1467-9450. ; 58:1, s. 62-68
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Tidskriftsartikel (refereegranskat)abstract
- The aim was to evaluate effects of leadership courses based on the developmental leadership model at the leadership behavioral level. A longitudinal design was employed with assessments before, one and six months after the leadership courses. The sample consisted of 59 leaders who made self-ratings and were rated by at least three subordinates on each occasion. Leadership behaviors were measured with the Developmental Leadership Questionnaire (DLQ). A limited increase of favorable leadership behaviors and a significant reduction of unfavorable leadership behaviors were found, particularly according to the subordinates’ ratings. A cluster analysis yielded three meaningful leader profiles and showed that this pattern was found in all three profiles, irrespective of how favorably they were rated before the onset of the intervention.
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| 7. |
- Annell, Stefan, 1970-, et al.
(författare)
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On the same path? Profiles of proximal socialization outcomes among new police officers
- 2022
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Ingår i: Nordic Psychology. - : Informa UK Limited. - 1901-2276 .- 1904-0016. ; 74:4, s. 301-324
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Tidskriftsartikel (refereegranskat)abstract
- Answering calls for an interactionist approach that would help clarify complex relationships among organizational socialization variables, this study applied a person-centered analytic approach aiming to examine the role of proximal socialization outcome profiles for distal outcomes. This approach is novel to organizational socialization research, contrasting the variable-centered approach dominating the field. Data from new police officers in Sweden (N = 430) were analyzed using latent profile analysis (LPA). Three proximal outcome profiles – a vulnerable (n = 151), a troublesome (n = 47), and a successful (n = 232) – were identified, with distinct patterns in the proximal outcome indicators role conflict, task mastery, and social integration. Complementary analysis showed subgroup differences in some antecedents and distal outcomes, which emphasized the role of personality and psychosocial working conditions. Thus, the findings show that proximal socialization outcome indicators may yield profiles characteristic of subgroups of newcomers who follow different socialization paths. Importantly, the findings show that a person-centered approach can add nuance to the understanding of how socialization processes differ among newcomers. While these results are promising, their generalizability to other professions and organizations remains to be investigated, which calls for continued person-centered research of organizational socialization processes.
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| 8. |
- Larsson, Gerry, Professor, 1952-, et al.
(författare)
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Leadership through the subordinates' eye : perceptions of leader behaviors in relation to age and gender
- 2023
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Ingår i: Leadership & Organization Development Journal. - 0143-7739 .- 1472-5347. ; 44:1
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Tidskriftsartikel (refereegranskat)abstract
- PurposeThe study represents a theory-based leadership approach in exploring the subordinate's perceptions of leadership behaviors in relation to age, gender and type of work environment. The aim was (1) to compare subordinates' ratings of their respective leaders' leadership behaviors based on of the leaders' age and gender, controlling for type of work environment and (2) to analyze the relationship between the subordinates' ratings of their leaders' leadership behaviors and their ratings of the outcome of these leadership behaviors.Design/methodology/approachData were collected using the Developmental Leadership Questionnaire (DLQ) from a sample of Swedish leadership course participants (n = 10,869) and their respective subordinates (n = 97,943). The DLQ measures leadership behaviors designed to reflect the following leadership styles: developmental leadership, conventional-positive leadership, conventional-negative leadership and destructive leadership.FindingsResults showed that older leaders (51 years or older) were rated less favorably than younger (29 years or younger) and mid-aged leaders. Female leaders received more positive ratings than male leaders. A 3-way analysis-of-variance showed strong main effects for age, gender, and type of work environment and no significant interaction effects. A significant model with high equivalents of R2 coefficients (Cox and Snell, 1989; Nagelkerke, 1991) was obtained in a logistic regression analysis. Developmental leadership and conventional-positive leadership made significant positive contributions to the subordinates' ratings of the outcome of their leaders' leadership behaviors. Destructive leadership behaviors contributed negatively to the outcome ratings.Research limitations/implicationsWeaknesses include the cross-sectional study design. The large sample size is a strength, and the results have novel implications for leadership theory related to subordinates' view on leadership.Practical implicationsCounter-stereotype age and gender findings may have implications for organizational decisions and processes regarding selection of managers. Development programs are suggested for all categories but for older, male leaders with a focus on reducing their use of leadership behaviors perceived negatively by their subordinates, whereas younger female leaders should be encouraged to continue to develop their positive leadership behaviors.Originality/valueThe theory-based approach on subordinates' perceptions of leadership behaviors with a simultaneous focus on age, gender and type of work environment, based on a large-scale data set, is new.
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| 9. |
- Romanowska, Julia, et al.
(författare)
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An Art-Based Leadership Intervention for Enhancement of Self-Awareness, Humility, and Leader Performance
- 2014
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Ingår i: Journal of Personnel Psychology. - : Hogrefe Publishing Group. - 1866-5888 .- 2190-5150. ; 13:2, s. 97-106
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Tidskriftsartikel (refereegranskat)abstract
- This study represents a new cross-disciplinary approach. A year-long art-based leadership intervention was compared to conventional leadership training using a random allocation design. The study has examined whether the art-based intervention has a stronger beneficial impact on leaders' development than the conventional program. Comparison was made utilizing leaders' self-ratings and subordinates' ratings of their leaders' frequency of expressed laissez-faire leadership and capacity to cope with stress. Our findings show a striking difference in the development between the two groups. In addition to displaying less laissez-faire behavior, the leaders in the art intervention appear to have improved their self-awareness, humility, and stress coping, while contrasting results were noted in the conventional group. These findings confirm the earlier results in our research.
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