| 31. |
- von Thiele Schwarz, Ulrica, 1975-, et al.
(author)
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Leadership training as an occupational health intervention : improved safety and sustained productivity
- 2016
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In: Safety Science. - : Elsevier BV. - 0925-7535 .- 1879-1042. ; 81, s. 35-45
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Journal article (peer-reviewed)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.
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| 32. |
- Zovko, Davor, et al.
(author)
-
Användning av utvärderingar inom Arbetsförmedlingen
- 2016
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In: Arbetsmarknad & Arbetsliv. - Karlstad : Karlstads universitet. - 1400-9692 .- 2002-343X. ; 22:1, s. 6-26
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Journal article (peer-reviewed)abstract
- Arbetsförmedlingen använder utvärdering huvudsakligen för kontroll och återrapportering till regeringen och inte för verksamhetsutveckling avseende utveckling av stödet till de arbetssökande. Det visar en analys av policydokument och kvalitativa intervjuer med ledningspersonal inom ett lokalt arbetsmarknadsområde. Arbetsförmedlingens utvärderingar genomförs centralt och kommuniceras nedåt i organisationen. New Public Management-modellen i organisationen tycks vara överordnad Arbetsförmedlingens funktion som människobehandlande organisation.
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| 33. |
- Zovko, Davor
(author)
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Arbetsförmedlares erfarenheter av Arbetsförmedlingens utvärderingsverksamhet
- 2019
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In: Arbetsmarknad & Arbetsliv. - Karlstad : Karlstads universitet. - 1400-9692 .- 2002-343X. ; 25:3-4, s. 26-47
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Journal article (peer-reviewed)abstract
- Syftet med studien är att undersöka arbetsförmedlares erfarenheter av Arbetsförmedlingens utvärderingsverksamhet och dess påverkan på kärnverksamheten. Inom ramen för en stor omorganisation som kallas förnyelseresan genomförs utvärderingar på både central och lokal nivå. På lokal nivå utvärderas främst så kallade växthus- och pilotkontor. Påhögre nivåer i organisationen används utvärderingar i första hand sombeslutsunderlag. Utvärderingsverksamheten har lett till införandet av nyinformationsteknik, organisatoriska förändringar samt metodutbildningarför arbetsförmedlare. Om arbetsförmedlarna gavs större inflytande överutvärderingskriterierna skulle utvärderingsverksamheten ytterligare bidra till utveckling av kärnverksamheten och stödet till de arbetssökande.
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| 34. |
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| 35. |
- Brommesson, Douglas, 1976-, et al.
(author)
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“Teach more, but do not expect any applause” : Are Women Doubly Discriminated Against in Universities’ Recruitment Processes?
- 2022
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In: Journal of Academic Ethics. - : Springer Science and Business Media LLC. - 1570-1727 .- 1572-8544. ; 20:3, s. 437-450
-
Journal article (peer-reviewed)abstract
- Studies repeatedly find that women and men experience life in academia differently. Importantly, the typical female academic portfolio contains less research but more teaching and administrative duties. The typical male portfolio, on the other hand, contains more research but less teaching and administration. Since previous research has suggested that research is a more valued assignment than teaching in academia, we hypothesise that men will be ranked higher in the peer-evaluations that precede hirings to tenured positions in Swedish academia. We analyze 861 peer review assessments of applicants in 111 recruitment processes in Economics, Political Science, and Sociology at the six largest Swedish universities. Our findings confirm that the premises established in previous research are valid in Sweden too: Women have relatively stronger teaching merits and men relatively stronger research merits, and also that, on balance, research is rewarded more when applicants are ranked by reviewers. Accordingly, male applicants are ranked higher compared to female applicants.
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| 36. |
- Hansson, Karin, et al.
(author)
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“We passed the trust on” : Strategies for security in #MeToo activism in Sweden
- 2020
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In: ECSCW 2019 - Proceedings of the 17th European Conference on Computer Supported Cooperative Work. - : European Society for Socially Embedded Technologies (EUSSET). - 2510-2591.
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Conference paper (peer-reviewed)abstract
- The #metoo movement can serve as a case for how networked online environments can provide settings for the mobilization of social movements, while also entail serious risks for those involved. In Sweden, over hundred thousand people were engaged in activities against sexual harassments and abuse, where social media were used to collect testimonies and to draft and discuss petitions that were later published in print news media. While HCI research on trust focus on how people trust technical systems, the authorities behind the system, or the user generated data, trust between peers in vulnerable communities is less researched. In this study, based on semi-structured interviews and a survey that involved 62 organizers of the Swedish #metoo movement, we therefore look into the question of how a secure and supportive environment was achieved among participants despite the scale of the activism. The result shows how trust was aggregated over networks of technical systems, institutions, people, shared values and practices. The organizers of the petitions used tools and channels at their disposal such as e.g. already established social media contexts that enabled the #metoo petitions to be formed easily and spread quickly. Establishing a supportive culture based on recognition and shared values was central for the movement. However, when the activism was scaled up, strategies were used to increase security by clarifying rules and roles, limiting access to information, restricting access to groups, and limiting the scope of communication.
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| 37. |
- Linghag, Sophie, et al.
(author)
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What is Gender in Organizations?
- 2009
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Conference paper (other academic/artistic)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.
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| 38. |
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| 39. |
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| 40. |
- Regnö, Klara, 1973-
(author)
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Jag tänker aldrig på mig själv som kvinnlig chef : Kvinnor som norm för ledarskap i kvinnodominerade organisationer
- 2008
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Conference paper (other academic/artistic)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?
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