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- Rolandsson, Bertil, et al.
(författare)
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Digital Transformations of Traditional Work in the Nordic Countries - Edited by Bertil Rolandsson
- 2020
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Bok (övrigt vetenskapligt/konstnärligt)abstract
- Research and debates on the impact of digitalization of work often depict the effects as disruptive, and recurrently portray inherited institutions and existing policy co-ordination as out of sync with today’s changes at work. This TemaNord report presents empirically grounded studies of digitalization in traditional parts of Nordic working life, enabling readers to assess critically the claim that dramatic technologydriven changes are currently unfolding at Nordic workplaces. Recognized by their well-developed digital infrastructures, stable welfare arrangements and strong social partners, the Nordic countries provide an interesting context for studying how digitalization shapes work and what kind of policy co-ordination is needed to tackle the impact of digital change and other megatrends on jobs, employment and employment relations.
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| 3. |
- Rolandsson, Bertil, et al.
(författare)
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Introduction
- 2020
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Ingår i: Digital Transformations of Traditional Work in the Nordic Countries - Edited by Bertil Rolandsson. - Köpenhamn : Nordiska ministerrådet. - 9789289368032
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Bokkapitel (refereegranskat)
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| 5. |
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Arbetslivet
- 2009
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Samlingsverk (redaktörskap) (övrigt vetenskapligt/konstnärligt)
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| 6. |
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| 7. |
- Bengtsson, Mattias, 1978, et al.
(författare)
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Introduktion till Arbetslivet
- 2017
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Ingår i: Bengtsson M. & Berglund T. (red.). Arbetslivet. - Lund : Studentlitteratur. - 9789144113326 ; , s. 15-32
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Bokkapitel (övrigt vetenskapligt/konstnärligt)
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| 8. |
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| 9. |
- Bengtsson, Mattias, 1978, et al.
(författare)
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Making social comparisons in individualized work situations
- 2005
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Ingår i: Svenska Sociologförbundets årskongress Socialpsykologi och konflikt: mikro-och makroaspekter i Skövde, Sverige, 10-11 februari 2005..
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- In the paper, the effects of influence over different aspects (i.e. working-time, work-place, further training, salary) of the employment relationship (IER) on social compari-sons are studied. The social comparisons in focus are internal comparisons (close workmates, other employees in the company or organization), and cohort comparisons (other persons who have worked about the same length of time, other persons with the same salary, other persons with the same length of education). The comparison attribute in question is general working conditions. A main hypothesis is that formalized indica-tors to use for evaluation of one’s working conditions will not be that salient in an indi-vidualized work situation (i.e. high in IER) as in work situations characterized by a standardization of regulations. This will make employees more inclined to make social comparisons. Though, the effects of IER will vary for employees in different hierarchi-cal positions in the organization, because of different processes of mediation (i.e. work satisfaction and career orientation). Data was collected 2003 via a postal survey to em-ployees in Sweden (n=3286). The results show that IER are negatively related to cohort comparisons for employees in the service class, but positively related to both other-internal and cohort comparisons in the working class. The hypotheses of a mediating significance of job satisfaction and career orientation are partly supported. Though, these variables can’t explain the whole effect of IER on the comparisons in question.
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| 10. |
- Bengtsson, Mattias, 1978, et al.
(författare)
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Negotiating alone or through the union? Swedish employees' attitudes in 1997 and 2006
- 2011
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Ingår i: Economic and Industrial Democracy. ; 32:2, s. 223-242
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Tidskriftsartikel (refereegranskat)abstract
- It is said that people today are less interested in collective solutions such as union representation, mainly as a result of the processes of individualization that dilute collectivist orientations. On the basis of survey data carried out in Sweden in 1997 and 2006, the article studies attitudes towards two ways of negotiating with the employer – through the union or individually. The results show a minor decrease concerning the union option, while the willingness to negotiate individually has somewhat increased. However, the perceived need for the union was still high in 2006 – six out of 10 employees agreed with the statement. Another main conclusion is that employees’ attitudes are clearly class-based, even though the class differences were somewhat smaller in 2006. Finally, young people are often seen as forerunners in adopting individualistic orientations. However, the results do not confirm that a collectivist attitude has been replaced by an individualistic leaning among younger employees.
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