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Sökning: hsv:(SAMHÄLLSVETENSKAP) > Engelska > Sverke Magnus

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1.
  • Nylén, Eva Charlotta, et al. (författare)
  • A pilot-study of a worksite based participatory intervention program : Its acceptability and short-term effects on work climate and attitudes in human service employees
  • 2017
  • Ingår i: Work. - : IOS Press. - 1051-9815 .- 1875-9270. ; 56:4, s. 625-636
  • Tidskriftsartikel (refereegranskat)abstract
    • BACKGROUND: Psychosocial factors, including job demands and poor resources, have been linked to stress, health problems, and negative job attitudes. However, worksite based interventions and programs targeting psychosocial factors may change employees’ perceptions of their work climate and work attitudes.OBJECTIVE: This pilot study describes a newly developed worksite based participatory organizational intervention program that was tested in the social service sector. It is evaluated using participants’ perceptions of the intervention to investigate its acceptability as a feature of feasibility and its short-term effects on work climate factors (job demands and resources) and work-related attitudes.METHODS: Forty employees of a Swedish social service unit provided self-reports before, during, and after the intervention.RESULTS: As for effects, quantitative role overload and social support decreased while turnover intention increased. Responses to an open-ended question showed that participants considered the intervention program valuable for addressing issues relating to the psychosocial work climate.CONCLUSIONS: Although the findings are preliminary, it was possible to carry out this worksite based participatory organizational program in this particular setting. Also, the preliminary findings underscore the challenges associated with designing and implementing this type of intervention program, thus adding to the methodological discussion on implementation and evaluation.
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2.
  • Rostami, Arian, 1973- (författare)
  • Police officers under pressure : sexual and gender-based harassment, stress, and job satisfaction in Sweden
  • 2024
  • Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
    • Police officers encounter challenging and stressful situations at work, which negatively impact their health, job performance, and aspects of their lives. Regarding the gendered structure and competitive work environment of police organizations, women are under extra pressure from the pervasive gendered norms within the police organization. The aim of this dissertation is to study sexual and gender-based harassment and work-related stress as important work environment elements from a gender perspective, and to explore if and how these elements can affect police officers’ job satisfaction in the context of Swedish police work.This thesis is based on three studies: a scoping review, a quantitative study, and a qualitative study, resulting in four articles. In the scoping review study on sexual and gender-based harassment in police work in the European context 16 articles on sexual and gender-based harassment against police employees were studied. Thematic analysis was applied to obtain the main patterns across and within the included studies. In the qualitative study, data collection included one group interview and 12 individual interviews with male and female police officers. Thematic and content analysis were conducted to analyze the interviews. During the quantitative study, data were collected from 152 male and female police officers applying a set of questionnaires including sociodemographic questions, the Police Stress Identification Questionnaire (PSIQ), Sexual and gender-based harassment questions, and Job Descriptive Index (JDI).  The scoping review showed that most of the European studies were focused on sexual harassment, while gender-based harassment was often overlooked or mixed with other types of harassment and discrimination. Six main themes were found in the studies; the existence of sexual and gender-based harassment, perpetrators, associated factors, consequences, individual response, and impact of organizational policies. In the mixed methods article, results from the quantitative and qualitative studies on sexual and gender-based harassment indicated that female police officers experienced a statistically significant higher percentage of gender-based harassment compared to male officers. However, there was not any significant gender difference in sexual harassment. “Sexual comments and jokes” and “mocking or telling jokes about the #MeToo campaign” by colleagues were reported as the most frequent sexual harassment and gender-based harassment items. Additionally, police officers identified the presence of toxic jargon and a culture of silence, along with ineffective or negative management styles, as organizational factors that can contribute to the perpetuation of such harassment. Also, the quantitative results on police work stress showed that police officers rated higher on the “impact on significant others” stress and “operational stress” subscales. In addition, female officers reported higher stress in these subscales compared to their male counterparts. The police officers who had experienced sexual harassment reported higher “self-image stress” and “operational stress”. Moreover, in studying job satisfaction among Swedish police officers, both male and female officers reported the highest satisfaction with “people on present job” and the lowest satisfaction with “opportunity for promotion” and then “pay”. No significant gender gap was found in job satisfaction subscales, nor was there a significant association between these subscales and experiences of harassment. However, organizational stress was negatively related to three domains of job satisfaction; “job in general”, “pay” and “supervision”. The research findings revealed that despite substantial changes in the Swedish police organization and work culture during recent decades, the issue of sexual and gender-based harassment remains persistent. This finding highlights the need for more attention to organizational factors (cultural and managerial issues) enabling sexual and gender-based harassment. The findings also underscore the higher levels of work pressure and challenges faced by female officers and the importance of challenging prevailing gender norms affecting both female and male police officers. Moreover, addressing organizational sources of stress can improve the working conditions and job satisfaction of police officers. Finally, the thesis highlights the importance of considering sexual and gender-based harassment along with work stress to create a safer and more productive police work environment.
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3.
  • Ahmadi, Elena, 1978- (författare)
  • Managers’ Work, Working Conditions and Wellbeing in Small Companies with Profitable Growth
  • 2024
  • Doktorsavhandling (övrigt vetenskapligt/konstnärligt)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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4.
  • An Introduction to Work and Organizational Psychology : An international perspective
  • 2017. - 3
  • Samlingsverk (redaktörskap) (refereegranskat)abstract
    • The latest edition of this classic text provides a comprehensive and internationally relevant introduction to work and organizational psychology, exploring the depth and diversity of the field in an accessible way without obscuring the complexities of the subject.Third edition of a classic textbook offering a complete introduction to work and organizational psychology for undergraduate and graduate students with no prior knowledge of the fieldAn innovative new six part structure with two-colour presentation focuses the core material around issues that are either Job-Focused, Organization-Focused, or People-FocusedEach chapter title is a question designed to engage readers in understanding work and organizational psychology whilst simultaneously inviting discussion of key topics in the fieldThe third edition introduces two new co-editors in Franco Fraccaroli from Italy and Magnus Sverke, who join Nik Chmiel and will increase relevance and appeal for European students.
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5.
  • Andersson-Stråberg, Teresia, 1971-, et al. (författare)
  • Attitudes towards individualized pay among human service workers in the public sector
  • 2005. - 1
  • Ingår i: Change and quality in human service work. - Munich : Rainer Hampp Verlag. - 3879889155 ; , s. 67-82
  • Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
    • The work climate has gone through immense changes during the recent decades, due to industrial reformation, economic recessions, technical advancements, and an increased global competition (Howard, 1995). The so-called New Public Management movement has inspired many European countries and has among other things led to changes in the way that wages are distributed (Pfeffer, 1997; Wikman, 2001). Wage distribution systems partly based on individual performance are increasingly taking over traditional wage distribution systems in many organizations in Europe (OECD, 1995). Employers appear to have great expectations that individualized performance-based wages will bring about higher employee motivation and performance etc (Lawler, 1991). The aim of this study is to investigate attitudes towards individualized pay among human service workers in the public sector and try to identify some of the factors behind their attitudes. Questionnaire data show that employees with the most positive attitudes towards individualized pay already had part of their salary based on performance. A person’s attitude towards individualized pay also seems to be positively related to perceived workload and mental health complaints. Older employees and employees with longer tenure reported the most negative attitudes towards individualized performance based wages. This study contributes to a better understanding of some of the factors underlying attitudes towards individually based wages among human service employees.
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6.
  • Andersson-Stråberg, Teresia, et al. (författare)
  • The impact of pay-related justice perceptions on employee work attitudes, psychological well-being, and work-related behavior.
  • 2006
  • Ingår i: 7th Conference of the European Academy of Occupational Health Psychology..
  • Konferensbidrag (populärvet., debatt m.m.)abstract
    • The use of individualized pay has increased during the last decades. Employers expect individualized pay systems to bring about more efficient and motivated employees, who are willing to heighten their work efforts in order to achieve organizational goals. A certain amount of cooperation and communication between supervisor and employee throughout the different parts in the individualized pay-setting process is required. Although research on leadership and its impact on employees perceptions are extensive (Pfeffer, 1997), there is need to study whether interpersonal competency of leaders in the pay-setting process affects outcomes such as employee satisfaction, performance and well-being. It would be reasonable to assume that employees who have a positive view of the supervisor-employee relationship and regards the supervisor’s conduct in the pay-setting process as fair, also would experience a greater satisfaction, commitment, and are less inclined to quit than individuals with more negative perceptions of the relationship with their supervisor and his/her conduct in the pay-setting process. Questionnaire data was collected among 721 health care workers. The response rate was 81 percent (N=582). The proportion of women was 88 percent, and the mean age 48 (SD=10) years. The results indicate that a clear communication concerning expectations and goals is probably the most important supervisor quality for all five outcomes, followed by supervisor legitimacy and competency, respectful treatment and gender equality.
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7.
  • Annell, Stefan, 1970-, et al. (författare)
  • Means of Sustainable Recruitment : The Importance of Selection Factors and Psychosocial Working Conditions in Predicting Work and Health Outcomes
  • Annan publikation (övrigt vetenskapligt/konstnärligt)abstract
    • Research on selection factors often focuses on how to identify suitable candidates, while fewer studies have investigated the long-term effects of such selection factors once the suitable candidates have started working and faced the work situation. The overall aim of the present study was to examine the relative importance of selection factors (general intelligence, personality, and physical fitness), measured during recruitment, and psychosocial working conditions (e.g., workload, job control, and job challenge)for four different outcomes (job satisfaction, organizational citizenship behavior, occupational retention, and health). Data came from a longitudinal study of newly hired police officers in Sweden (N = 508), including information from both the recruitment process and a three-and-a-half year follow-up. Results of hierarchical multiple regression analyses show that psychosocial working conditions were far more important than the selection factors in predicting the four outcomes. The strong effects of psychosocial working conditions for new officers’ work-related attitudes and health suggest that employers, to ensure sustainability, need to focus on activities facilitating the organizational and professional entrance of newcomers by providing a sound work climate.
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8.
  • Annell, Stefan, et al. (författare)
  • Newcomers Taking Different Paths : Proximal Socialization Outcome Profiles among Police Officers
  • 2022
  • Ingår i: 15th EAOHP Conference 2022. Supporting knowledge comparison to promote good practice in occupational health psychology. - Nottingham : European Academy of Occupational Health Psychology. - 9780992878665 ; , s. 532-533
  • Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
    • Background: Answering calls for an interactionist approach that would help clarify the complexity of organizational socialization, this study applied a person-centered analytic approach aiming to examine the role of proximal socialization outcome profiles for distal outcomes. Organizational socialization concerns the learning and adjustment process enabling newcomers to adapt to an organizational role. Proximal outcomes (or adjustment indicators) are assumed to reflect how well individuals adjust on their way to become organizational insiders, while distal outcomes reflect the ultimate organizational socialization outcomes. Thus, proximal outcomes precede distal outcomes, mediating effects of various organizational and individual socialization factors (known as antecedents) that foster the socialization process.Method: In this study, a person-centered analytic approach was used to examine the role of proximal socialization outcome profiles for distal outcomes. Data from new police officers in Sweden (N = 430), from three time points (T0 = Application process [spring 2008], T1 = Near end of field training [end of 2010], and T2 = Near end of first work year [end of 2011]), were analyzed. First, latent profile analysis (LPA) was performed to identify proximal outcomes profiles. Then, the identified profiles were validated by a complementary analysis, which examined differences in antecedents and distal socialization outcomes among officers with different profiles.Results: Among the new police officers, three proximal outcome profiles were identified – a vulnerable (35%), a troublesome (11%), and a successful (54%) – with profiles exhibiting distinct patterns in the proximal outcome indicators role conflict, task mastery, and social integration. Complementary analysis showed subgroup differences in some antecedents (e.g., personality and psychosocial working conditions) and distal outcomes (e.g., organizational commitment, job satisfaction, and work-related anxiety), thus emphasizing the role of personality and psychosocial working conditions in organizational socialization.Implications: The study showed that proximal socialization outcome indicators may form profiles that characterize subgroups of newcomers following different socialization paths. Depicting how the socialization process may differ among subgroups is a significant theoretical contribution that adds nuance to traditional stage models. Findings also emphasize that both psychosocial working conditions and personality are important antecedents, which support viewing organizational socialization as an interactive process including both the individual and the environment. Accordingly, the study suggests the person-centered approach as promising for gaining new insights regarding organizational socialization processes. Further, this study indicates that the socialization process was successful for most new police officers. Still, for a fairly large proportion (i.e., the Vulnerable and Troublesome groups), the proximal outcome profiles indicated a less favourable adjustment. The differences in proximal outcome profiles suggest that the Troublesome and the Vulnerable groups struggled with somewhat different adjustment challenges, which may yield organizational challenges. From an applied perspective, the findings suggest that targeting the challenges and needs that characterize different groups of newcomers may help organizations to tailor actions facilitating learning and adjustment among newcomers. Moreover, to facilitate newcomers’ socialization, organizations may also benefit from monitoring newcomers’ experiences of their working climate as well as their personality.
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9.
  • Annell, Stefan, 1970-, et al. (författare)
  • On the same path? Profiles of proximal socialization outcomes among new police officers
  • 2022
  • Ingår i: Nordic Psychology. - : Informa UK Limited. - 1901-2276 .- 1904-0016. ; 74:4, s. 301-324
  • 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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10.
  • Annell, Stefan, 1970-, et al. (författare)
  • Police selection – implications during training and early career
  • 2015
  • Ingår i: Policing. - 1363-951X .- 1758-695X. ; 38:2, s. 221-238
  • Tidskriftsartikel (refereegranskat)abstract
    • Purpose – The cost of selecting and training new police officers is high. However, previous researchhas provided limited guidance on how to select the best applicants. The purpose of this paper is toenhance the understanding of the possibilities to select suitable applicants by using combinations offour common categories of selection methods, namely cognitive tests, personality inventories, physicaltests, and rater-based methods (i.e. interviews).Design/methodology/approach – Using a sample of Swedish police recruits (n¼750) the authorsperformed hierarchical multiple regression analyses, predicting four criteria – performance, satisfaction,retention, and health – at three consecutive time points (after two years of academy training, after sixmonths of field training, and after the first work year).Findings – No group of selection methods consistently predicted all four criteria at the three timepoints. In most analyses more than one class of selection methods were statistically significant, but thefindings did not support the use of rater-based methods.Practical implications – Instead of the common praxis of using interviews, the findings suggest analternative praxis. This involves using the remaining information from cognitive tests, personalityinventories, and general fitness tests that had been used in earlier hurdles to screen out unsuitable applicants.Originality/value – The study extends previous research by including several follow-ups, showingthe value of combining different selection methods, and using alternative criteria of successful policerecruitment (i.e. satisfaction, retention, and health).
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