| 1. |
- Belin, Matts-Åke, 1966-, et al.
(författare)
-
Vision Zero : a road safety policy innovation
- 2012
-
Ingår i: International Journal of Injury Control and Safety Promotion. - : Informa UK Limited. - 1745-7319 .- 1745-7300. ; 19:2, s. 171-179
-
Tidskriftsartikel (refereegranskat)
|
|
| 2. |
- Backlander, Gisela, et al.
(författare)
-
Development and Validation of a Multi-Dimensional Measure of Activity-Based Working Behaviors
- 2021
-
Ingår i: Frontiers in Psychology. - : Frontiers Media SA. - 1664-1078. ; 12
-
Tidskriftsartikel (refereegranskat)abstract
- Most work on activity-based working centers on the physical environment and digital technologies enabling flexible working. While important, we believe the key components for implementing activity-based working are employee and manager behaviors. To measure the degree of enactment of activity-based work, based on workshops with experienced practitioners as well as previous literature, we have developed and validated a behavior-focused measure of activity-based working behaviors. In our initial sample (Sample 1, N = 234), three subscales were identified: task - environment crafting, workday planning, and social needs prioritization. In the replication sample (Sample 2, N = 434), this model also showed adequate fit. Moreover, task - environment crafting was related to general health and lower stress in sample 1 (multi-organization sample), but not in the single-organization sample (sample 2). Workday planning was associated with higher concentration in both samples and in the second sample with general health and work engagement; the latter was also related to social needs prioritization.
|
|
| 3. |
- Petersson Troije, Charlotte, et al.
(författare)
-
Outdoor Office Work : An Interactive Research Project Showing the Way Out
- 2021
-
Ingår i: Frontiers in Psychology. - : Frontiers Media SA. - 1664-1078. ; 12
-
Tidskriftsartikel (refereegranskat)abstract
- The physical boundaries of office work have become increasingly flexible. Work is conducted at multiple locations outside the office, such as at clients' premises, at home, in cafés, or when traveling. However, the boundary between indoor and outdoor environment seems to be strong and normative regarding how office work is performed. The aim of this study was to explore how office work may be conducted outdoors, understanding how it is being experienced by office employees and identifying its contextual preconditions. Based on a two-year interactive research project, the study was conducted together with a Swedish municipality. Fifty-eight participants engaged in the collaborative learning process, including 40 half-day workshops and reflective group discussions, co-interviews, and participants' independent experimentation of bringing work activities outdoors. Data was collected via interviews, group discussions and a custom-made mobile application. The results showed that a wide range of work activities could be done outdoors, both individually and in collaboration with others. Outdoor work activities were associated with many positive experiences by contributing to a sense of well-being, recovery, autonomy, enhanced cognition, better communication, and social relations, but also with feelings of guilt and illegitimacy. Conditions of importance for outdoor office work to happen and function well were found in the physical environment, where proximity to urban greenspaces stood out as important, but also in the sociocultural and organizational domains. Of crucial importance was managers' attitudes, as well as the overall organizational culture on this idea of bringing office work outdoors. To conclude, if working life is to benefit from outdoor office work, leaders, urban planners and policymakers need to collaborate and show the way out.
|
|
| 4. |
- Linghag, Sophie, et al.
(författare)
-
What is Gender in Organizations?
- 2009
-
Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- In recent decades different constructionist approaches, frequently gathered under the label of ‘doing gender’, have become influential in Scandinavian gender research (Widerberg 2007). In this text we focus on just what ‘doing gender’ in organisations is seen to be. What is gender and how can it be looked at with doing gender as the point of departure? Our initial inquiry involves taking a look at what the suggested definition of doing gender is in research on gender in organisations. We look at the criticism directed towards doing gender and how this has been treated. After going through the research on doing gender, we then outline our view of gender in organisations. We argue in favour of keeping a “divided eye” on how actors do gender via an analytical look at ‘where they have been’ and ‘where they are heading’, in relation to context and practices, and in this way being able to focus on the process of how gender is done. Following this we present some methodological implications arising from our view on gender with regard to two ongoing research projects on gender and leadership in two different organisational contexts. Finally, we give a summary of our ways of reasoning along with one or two observations on our view of gender and approaches to studying organisations.
|
|
| 5. |
|
|
| 6. |
- Regnö, Klara, 1973-
(författare)
-
Jag tänker aldrig på mig själv som kvinnlig chef : Kvinnor som norm för ledarskap i kvinnodominerade organisationer
- 2008
-
Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Kvinnor som är chefer i organisationer med en majoritet kvinnor både bland cheferna och samtliga anställda är i fokus i den här studien. Feministisk forskning om kvinnor på ledande positioner har i stor utsträckning studerat kvinnors villkor i mansdominerade organisationer. Flera studier undersöker hur minoritetssituationen påverkar kvinnors erfarenheter. Kanter (1977) visar hur kvinnliga chefers handlingsutrymme kringskärs av synlighet, stereotypa föreställningar om kvinnor, och informell isolering. Kvinnor i minoritetssituationer tenderar även att konstrueras som mindre kompetenta än sina manliga kollegor (Ely 1995, Wahl 1996, Holgersson 2003). Det här pappret undersöker kvinnors handlingsutrymme och möjlighet att utgöra norm i organisationen när de befinner sig i majoritet på maktpositioner. Hur konstrueras ledarskap och kön av cheferna? Kan kvinnor utgöra norm för ledarskap?
|
|
| 7. |
- Regnö, Klara, 1973-
(författare)
-
Kartläggning av förändringsarbete
- 2003
-
Ingår i: Mansdominans i förändring. - Stockholm : Fritzes. - 9138219530 ; , s. 151-162
-
Bokkapitel (övrigt vetenskapligt/konstnärligt)
|
|
| 8. |
|
|
| 9. |
- Regnö, Klara, 1973-
(författare)
-
"We are only women here" : Women as norm for leadership
- 2008
-
Ingår i: Engendering Leadership Through Research and Practice. - 9781740521796 ; , s. 398-406
-
Konferensbidrag (refereegranskat)abstract
- Feminist organizational research on women in leadership positions has largely focused on women managers, and their terms in male dominated work environments. The gender structuring in these organizations correspond with the gender order in society with male domination on positions of power and the majority of women in positions with less power. This study explores how the majority position affects women leaders workplace experiences and sense of belongingness in organizations. It also examines how women managers negotiate meanings of gender and leadership when they find themselves in majority at positions of power. Results suggest that the majority position opens up various ways of challenging and transforming prevailing male constructions of leadership. The managers do not have to relate to pre existing notions of leadership. Women constitute the norm in the organization in the sense that it is the things they do at work that constitutes leadership. They enjoy having power to shape the organization and they are constructed as competent managers. Moreover, they do not perceive themselves as part of a gendered category as managers. At the same time however, women’s subordination in gender power relations in society affects the social constructions of gender identity. Men in the organization are highly valued and the women managers strive to increase their numbers.
|
|
| 10. |
|
|
