| 1. |
- Mattson Molnar, Malin, et al.
(författare)
-
Leading for Safety : A Question of Leadership Focus
- 2019
-
Ingår i: SH@W Safety and Health at Work. - : Elsevier BV. - 2093-7911 .- 2093-7997. ; 10:2, s. 180-187
-
Tidskriftsartikel (refereegranskat)abstract
- Background: There is considerable evidence that leadership influences workplace safety, but less is known about the relative importance of different leadership styles for safety. In addition, a leadership style characterized by an emphasis and a focus on promoting safety has rarely been investigated alongside other more general leadership styles.Methods: Data were collected through a survey to which 269 employees in a paper mill company responded. A regression analysis was conducted to examine the relative roles of transformational, transactional (management-by-exception active; MBEA), and safety-specific leadership for different safety behavioral outcomes (compliance behavior and safety initiative behaviors) and for minor and major injuries.Results: A safety-specific leadership contributed the most to the enhanced safety of the three different kinds of leadership. Transformational leadership did not contribute to any safety outcome over and above that of a safety-specific leadership, whereas a transactional leadership (MBEA) was associated with negative safety outcomes (fewer safety initiatives and increased minor injuries).Conclusion: The most important thing for leaders aiming at improving workplace safety is to continuously emphasize safety, both in their communication and by acting as role models. This highlights the importance for leadership training programs aiming to improve safety to actually focus on safety-promoting communication and behaviors rather than general leadership. Furthermore, an overly monitoring and controlling leadership style can be detrimental to attempts at achieving improved workplace safety.
|
|
| 2. |
- von Thiele Schwarz, Ulrica, 1975-, et al.
(författare)
-
Leadership training as an occupational health intervention : improved safety and sustained productivity
- 2016
-
Ingår i: Safety Science. - : Elsevier BV. - 0925-7535 .- 1879-1042. ; 81, s. 35-45
-
Tidskriftsartikel (refereegranskat)abstract
- The safety climate in an organization is determined by how managers balance the relative importance of safety and productivity. This gives leaders a central role in safety in an organization, and from this follows that leadership training may improve safety. Transformational leadership may be one important component but may need to be combined with positive control leadership behaviors. Leadership training that combines transformational leadership and applied behavior analysis may be a way to achieve this. Purpose: The study evaluates changes in safety climate and productivity among employees whose leaders (n = 76) took part in a leadership training program combining transformational leadership and applied behavior analysis. Changes in managers' ratings of transformational leadership, contingent rewards, Management-by-Exceptions Active (MBEA) and safety self-efficacy were evaluated. Moreover, we compare whether the training has differentiated effects on safety depending on managers' specific focus on improvements in: (1) safety, (2) productivity or (3) general leadership. Result: Safety climate improved over time, while self-rated productivity remained unchanged. As hypothesized, transformational leadership, contingent rewards and safety self-efficacy as proxies for positive control behaviors increased while MBEA, a negative control behavior, decreased. Managers focusing on general leadership skills showed greater improvement in safety climate expectations. Conclusions: Training leaders in both transformational leadership and applied behavior analysis is related to improvements in leadership and safety. There is no added benefit of focusing specifically on safety or productivity.
|
|
| 3. |
- Tafvelin, Susanne, 1975-, et al.
(författare)
-
Can booster activities improve the effectiveness of leadership training? : Comparing coaching to e-mails using a mixed methods design
- 2023
-
Ingår i: Scandinavian Journal of Work and Organizational Psychology. - : Stockholm University Press. - 2002-2867. ; 8:1
-
Tidskriftsartikel (refereegranskat)abstract
- With the widespread use of new information technology, calls have been made for leadership training research to examine if the effects of leadership training can be boosted over time by sending text messages or e-mails, in order to reinforce the lessons learned in training interventions. Based on media synchronicity theory (MST), the purpose of the current study was to contrast the usefulness of two booster activities: traditional telephone coaching, and exercises sent by e-mail. Managers were randomly assigned to one of the two booster conditions. We then used a mixed methods design including both quantitative and qualitative data to evaluate the boosters. We obtained the quantitative data from 20 managers and their 323 employees at four time points: before, during, and after the training. We also used focus group interviews to evaluate managers’ experience of both booster activities. The quantitative analyses indicated statistically significant differences between the two groups after the second session, where managers in the e-mail group scored higher on readiness for change and perceived applicability of the training. The latent growth curve analyses indicated a statistically significant increase in employees’ perception of managers’ autonomy support. The qualitative data suggest that the e-mail booster was considered informative and flexible but also time consuming, while the telephone coaching was perceived as flexible but somewhat unstructured. Our findings suggest that an e-mail booster could be a cost-effective alternative to reinforce lessons learned in leadership training.
|
|
| 4. |
|
|
| 5. |
- Eriksson, Camilla, 1986-, et al.
(författare)
-
Digitalization of welfare organizations for persons with intellectual disabilities : between democratic ideals, legitimacy and institutional logics
- 2023
-
Ingår i: Disability & Society. - : Routledge. - 0968-7599 .- 1360-0508.
-
Tidskriftsartikel (refereegranskat)abstract
- Information and communication technology (ICT) and digital media are less accessible for persons with intellectual disability (ID) but are important for citizenship. The aim was to conceptualize officials understanding of ICT usage among people with ID, and to analyze the possible influence of this understanding on the provision of services for people with ID. A qualitative study was conducted, using semi-structured interviews with municipal officials and politicians in the disability service area. Thematic analyses were conducted. ICT use is understood as an arena for democratization. Findings also illustrate the tension between integrity and protection as well as between legal and moral aspects of digital transformation in service provision. This understanding of digitalization is permeated by an individualized approach but conditioned by organizational issues. Disability services can be understood as undergoing digital transformation where regulative and normative elements in this area need to be harmonized to facilitate digitalization successfully. Points of interest This study examines politicians’ and officials’ perceptions of the digitalization of intellectual disability services. This is important as it influences the possibility for persons with ID to be online. Digitalization is understood to enable democratization in terms of participation in decision-making, and social activities, and to ‘be a part of society’ but the support and structure to be online are under construction. The article suggests that the process of digitalization is also about the responsibility of its provision and use, laws, and of morals, and integrity.
|
|
| 6. |
- Hasson, Henna, et al.
(författare)
-
Improving organizational learning through leadership training
- 2016
-
Ingår i: Journal of Workplace Learning. - : Emerald Group Publishing Ltd.. - 1366-5626 .- 1758-7859. ; 28:3, s. 115-129
-
Tidskriftsartikel (refereegranskat)abstract
- Purpose - This paper aims to evaluate whether training of managers at workplaces can improve organizational learning. Managers play a crucial role in providing opportunities to employees for learning. Although scholars have called for intervention research on the effects of leadership development on organizational learning, no such research is currently available.Design/methodology/approach - The training program consisted of theoretical and practical elements aimed to improve line managers' transformational leadership behaviors and, in turn, improve organizational learning. The study used a pre- and post-intervention evaluation survey. Line managers' and their subordinates' perceptions of organizational learning were measured with the Dimensions of Organizational Learning Questionnaire and with post-intervention single items on organizational learning.Findings - Comparisons between pre- and post-intervention assessments revealed that managers' ratings of continuous learning and employees' ratings of empowerment and embedded systems improved significantly as a result of the training. The leadership training intervention had positive effects on managers' perceptions of individual-level and on employees' perceptions of organizational-level aspects of organizational learning.Originality/value - The study provides empirical evidence that organizational learning can be improved through leadership training. Both line managers and their subordinates perceived that organizational learning had increased after the training intervention, albeit in different ways. Implications for developing leadership training programs and for evaluating these are discussed.
|
|
| 7. |
- Kakeeto, Mikael, et al.
(författare)
-
Meeting patient needs trumps adherence. A cross-sectional study of adherence and adaptations when national guidelines are used in practice
- 2017
-
Ingår i: Journal of Evaluation In Clinical Practice. - : WILEY. - 1356-1294 .- 1365-2753. ; 23:4, s. 830-838
-
Tidskriftsartikel (refereegranskat)abstract
- Rationale, aims and objectives In the evidence-to-practice pathway, guidelines are developed to provide a practical summary of evidence and stimulate change. However, when guidelines are used in practice, adherence to the recommendations in guidelines is limited, and adaptations are common. Thus, we need more detailed knowledge about adherence and adaptations when guidelines are used in practice to understand the end of the evidence-to-practice pathway. Subsequently, the aim is to examine adherence to and adaptations of recommendations in the Swedish National Guidelines for Methods of Preventing Disease. Material and methods A questionnaire was sent to healthcare professionals and managers in Stockholm between January and March 2014. Adherence to the recommendations was compared between practice settings, and the frequency of different adaptations and reasons for adaptations was analysed. Results Partial adherence to the guidelines was found. The adherence was significantly greater within primary care than at the hospitals (P<.001). Modifications formed the most common category of adaptations (55%) and included mainly prioritization of specific patient groups and increased patient customization. The most common reason for adaptations (25%) was to meet the patients' specific needs and capabilities. Conclusions This study provides insight into adherence and adaptation when guidelines are used in practice. Work with lifestyle habits was partially done in accordance with the guidelines. Lack of time and lack of resources were not the most common reasons for adaptations. Rather, the findings suggest that when patient needs and capabilities contrast with guideline recommendations, patient needs trump adherence to guidelines.
|
|
| 8. |
- Lundmark, Robert, et al.
(författare)
-
Leading for change : line managers' influence on the outcomes of an occupational health intervention
- 2017
-
Ingår i: Work & Stress. - : Taylor & Francis. - 0267-8373 .- 1464-5335. ; 31:3, s. 276-296
-
Tidskriftsartikel (refereegranskat)abstract
- Line managers may play a central role in the success of occupational health interventions. However, few studies have focussed on the relationship between line managers' behaviours and the outcomes of occupational health interventions. We examined the influence of both line managers' attitudes and actions towards an intervention as well as their transformational leadership on the expected outcomes of the intervention (i.e. employee self-rated health and work ability). The intervention consisted of the implementation and use of a web-based system for occupational health management. A sample of 180 employees provided data for the analysis. Self-rated health and work ability were measured at the baseline (Time 1) and follow-up (Time 3), while employee ratings of line managers' attitudes and actions, and transformational leadership were measured during the intervention process (Time 2). The results revealed that line managers' attitudes and actions positively predicted changes in both self-rated health and work ability. The influence of transformational leadership was indirect and mediated through line managers' attitudes and actions towards the intervention. Based on the results, we suggest using process measures that include aspects of both line managers' attitudes and actions as well as their transformational leadership in future process evaluation.
|
|
| 9. |
- Lundmark, Robert, et al.
(författare)
-
Making it fit : Associations of line managers' behaviours with the outcomes of an organizational-level intervention
- 2018
-
Ingår i: Stress and Health. - : John Wiley & Sons. - 1532-3005 .- 1532-2998. ; 34:1, s. 163-174
-
Tidskriftsartikel (refereegranskat)abstract
- Line managers' behaviours are important during implementation of occupational health interventions. Still, little is known about how these behaviours are related to intervention outcomes. This study explored the relationship between line managers' intervention-specific transformational leadership (IsTL), intervention fit (the match between the intervention, persons involved, and the surrounding environment), and change in intrinsic motivation and vigour. Both direct and indirect relationships between IsTL and change in intrinsic motivation and vigour were tested. Ninety employees participating in an organizational-level occupational health intervention provided questionnaire ratings at baseline and after 6months. The results showed IsTL to be related to intervention fit and intervention fit to be related to intrinsic motivation. Using intervention fit as a mediator, the total effects (direct and indirect combined) of IsTL on change in intrinsic motivation and vigour were significant. In addition, IsTL had a specific indirect effect on intrinsic motivation. This study is the first to use IsTL as a measure line managers' behaviours. It is also the first to empirically evaluate the association between intervention fit and intervention outcomes. By including these measures in evaluations of organizational-level occupational health interventions, we can provide more informative answers as to what can make interventions successful.
|
|
| 10. |
- Richter, Anne, et al.
(författare)
-
iLead—a transformational leadership intervention to train healthcare managers’ implementation leadership
- 2016
-
Ingår i: Implementation Science. - : Springer Science and Business Media LLC. - 1748-5908. ; 11
-
Tidskriftsartikel (refereegranskat)abstract
- Background: Leadership is a key feature in implementation efforts, which is highlighted in most implementation frameworks. However, in studying leadership and implementation, only few studies rely on established leadership theory, which makes it difficult to draw conclusions regarding what kinds of leadership managers should perform and under what circumstances. In industrial and organizational psychology, transformational leadership and contingent reward have been identified as effective leadership styles for facilitating change processes, and these styles map well onto the behaviors identified in implementation research. However, it has been questioned whether these general leadership styles are sufficient to foster specific results; it has therefore been suggested that the leadership should be specific to the domain of interest, e.g., implementation. To this end, an intervention specifically involving leadership, which we call implementation leadership, is developed and tested in this project. The aim of the intervention is to increase healthcare managers’ generic implementation leadership skills, which they can use for any implementation efforts in the future.Methods/design: The intervention is conducted in healthcare in Stockholm County, Sweden, where first- and second-line managers were invited to participate. Two intervention groups are included, including 52 managers. Intervention group 1 consists of individual managers, and group 2 of managers from one division. A control group of 39 managers is additionally included. The intervention consists of five half-day workshops aiming at increasing the managers’ implementation leadership, which is the primary outcome of this intervention. The intervention will be evaluated through a mixed-methods approach. A pre- and post-design applying questionnaires at three time points (pre-, directly after the intervention, and 6 months post-intervention) will be used, in addition to process evaluation questionnaires related to each workshop. In addition, interviews will be conducted over time to evaluate the intervention.Discussion: The proposed intervention represents a novel contribution to the implementation literature, being the first to focus on strengthening healthcare managers’ generic skills in implementation leadership.
|
|
