| 1. |
- Andreasson, Anna, et al.
(författare)
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Brief report : Contemplate your symptoms and re-evaluate your health. A study on working adults
- 2019
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Ingår i: Journal of Health Psychology. - : SAGE Publications. - 1359-1053 .- 1461-7277. ; 24:11, s. 1562-1567
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Tidskriftsartikel (refereegranskat)abstract
- We investigated whether self-ratings of health are affected by a symptom rating. A diary including a one-item self-rating of health ("pre-self-rated health"; 1 = excellent, 7 = very poor), a subsequent 26-item rating of symptoms, and thereafter a second (identical) health rating ("post-self-rated health") was completed by 820 persons 21 times. Self-rated health worsened significantly ( p < .0001) after the symptom rating, from 2.72 pre-self-rated health (95% confidence interval: 2.70-2.74) to 2.77 post-self-rated health (95% confidence interval: 2.75-2.79) and more so in persons who reported more symptoms ( b = .058, p < .05). The results support the notion that subjective health perception is influenced by attending to symptoms, especially so in persons with a high symptom burden.
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| 2. |
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Att leda i en komplex organisation : Utmaningar och nya perspektiv för chefer i offentlig verksamhet
- 2018
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Samlingsverk (redaktörskap) (övrigt vetenskapligt/konstnärligt)abstract
- Några av Sveriges främsta ledarskapsforskare ger i denna bok ökad kunskap för att förstå, styra och hantera organisatorisk komplexitet. Chefer i komplexa organisationer behöver hantera osäkerhet och överraskande händelseförlopp för att organisationen ska fungera väl. Det kräver att cheferna har förståelse för de förutsättningar som gäller i sådana organisationer, till exempel att beslut samproduceras i och utanför ledningsgrupper, att professionsföreträdare har ett betydande inflytande och att konkurrerande normsystem är vanliga. Ett annat särdrag är hur emotionellt krävande chefsarbetet är, med tryck inte bara från medarbetare utan även från anhöriga, brukare, den breda allmänheten, granskningsaktörer och media. Samtidigt kännetecknas komplexa organisationer av flertalet system som syftar till att reducera osäkerhet och styrproblematik, men som också i sig ställer särskilda krav på chefsarbetet.Kapitlen i denna antologi är fristående och ger ett antal kompletterande bilder av komplexitet – dess problematiker och ibland förslag på lösningar. De många exemplen kommer nästan uteslutande från offentlig sektor, eftersom den vanligen kännetecknas av omfattande komplexitet, men innehållet är relevant för alla komplexa organisationer.Boken är skriven för utbildningar i ledarskap på högskolenivå, för organisationsledningar, verksamhetsnära chefer och specialister i chefsfunktioner.
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| 3. |
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Att synliggöra och motverka ojämställdhet i arbetslivet : En vänbok till Annika Härenstam
- 2020
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Samlingsverk (redaktörskap) (övrigt vetenskapligt/konstnärligt)abstract
- Hur kommer det sig att arbetet medför status, goda arbetsvillkor och hälsa för vissa, medan det innebär vanmakt, underordning och sjukdom för andra? Denna uråldriga och till synes naiva fråga pockar allt ihärdigare på ett svar i en tid där den sociala ojämlikheten ökar. Den som är det minsta intresserad av arbetsliv och hälsa och som läser de kapitel som nu följer kommer att bli inspirerad, kanske provocerad och troligen väldigt imponerad av svensk arbetslivsforskning. Flera av Sveriges mest framträdande arbetslivsforskare medverkar i boken.
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| 4. |
- Baraldi, Stephan, et al.
(författare)
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The Importance of Commitment to Change in Public Reform : an Example from Pakistan
- 2010
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Ingår i: Journal of Change Management. - : Informa UK Limited. - 1469-7017 .- 1479-1811. ; 10:4, s. 347-368
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Tidskriftsartikel (refereegranskat)abstract
- The public sectors in many developing countries have undergone major restructuring over the past decades. Earlier research suggests that such restructuring is inherently linked to feelings of ambiguity and insecurity among employees, undermining behavioral support for change, and thus, chances of change success. Using survey data from a restructured public sector organization in Pakistan, this study investigated the mediating role of commitment to change on the relationship between role ambiguity/job insecurity and behavioral support for change. The results show that role ambiguity and job insecurity were negatively related to both commitment to change and behavioral support for change. More importantly, however, the results support the notion that the negative effects of role ambiguity and job insecurity on behavioral support for change are fully mediated by individuals’ commitment to change. The study emphasizes the importance of mobilizing commitment to change in restructuring processes.
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| 5. |
- Bergman, David, et al.
(författare)
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Direct and sustained effects on leadership self-efficacy due to the inability to complete a parachute training course
- 2020
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Ingår i: Nordic Psychology. - : Informa UK Limited. - 1901-2276 .- 1904-0016. ; 72:3, s. 222-234
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Tidskriftsartikel (refereegranskat)abstract
- The present study examined a parachute training course intended to improve the leadership abilities of future military officers. Two research questions were examined. First, whether there were any differences between completers and non-completers in anxiety, stress, and collective identity at the beginning of the course (time 1), and second, whether there were any differences between completers and non-completers in leadership self-efficacy immediately after the course and at a five-month follow-up (time 2 and time 3). Participants were cadets from the Swedish Military Academy undergoing the course as part of their officer training curriculum. The results showed no significant differences between completers and non-completers in anxiety, stress, and collective identity at the beginning of the course (time 1). Non-completers showed a significant reduction in leader self-control efficacy compared to those who completed the training immediately after the course and at a five-month follow-up (time 2 and 3). Overall, these results indicate that non-completion of this type of demanding training could have negative effects on the individual's leader self-control efficacy.
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| 6. |
- Bergman, David, 1979-, et al.
(författare)
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From believing to doing : The association between leadership self-efficacy and the developmental leadership model
- 2021
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Ingår i: Frontiers in Psychology. - : Frontiers Media SA. - 1664-1078. ; 12
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Tidskriftsartikel (refereegranskat)abstract
- The current study examined the association between leadership self-efficacy and the developmental leadership model. The purpose is to better understand how leadership training transfers to facets of developmental leadership. This was tested in a cross-sectional design with military commanders in the Swedish armed forces. The results show that the sub-domain of leader self-control efficacy (the cognitive and emotional ability to remain composure) did predict developmental leadership in only one dimension of being an exemplary model, but that leader assertiveness efficacy (the ability to make rational decisions) predicted the two dimensions of exemplary model and inspiration & motivation in developmental leadership. One possibility is that leader self-control efficacy can be what enables the individual to function within an extreme context, but leader assertiveness efficacy can be what most determine the leadership performance within that context. The possibility for mediatory analyses in further research is discussed.
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| 7. |
- Bergman, David, et al.
(författare)
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Preparing to lead in combat : Development of leadership self-efficacy by static-line parachuting
- 2019
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Ingår i: Military Psychology. - : Informa UK Limited. - 0899-5605 .- 1532-7876. ; 31:6, s. 481-489
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Tidskriftsartikel (refereegranskat)abstract
- The current study examined whether a static-line parachute program could help prepare future military officers to lead in extreme situations by increasing leadership self-efficacy. Parachute training is commonly used for preparing to lead in combat since it presents a perceived threat to life which requires active mastery. Achieving such mastery facilitates the development of leader self-control efficacy and leader assertiveness efficacy. This assumption was tested in a real training situation within the Swedish Military Academy where two groups of cadets were included in the study. The group of cadets undertaking parachute training conducted repeated measures of assessment of their self-efficacy before and after the course as well as at a five-month follow-up. The results show that parachute training increased leader self-control efficacy when compared to a group of cadets who undertook different training. In addition, the training given contributed to increased leader assertiveness efficacy for both groups.
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| 8. |
- Bergman, David, 1979-
(författare)
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Why jump out of a perfectly good airplane? : Parachute training, self-efficacy and leading in combat
- 2021
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- Training military officers to lead in combat has always presented a training paradox: it is impossible to expose individuals to the inherent strains and dangers of real combat, but combat is where they are supposed to lead, making those demands normative for training. To overcome this paradox, the military uses training courses where stress is as realistic as possible within ethical limits. One frequent example of such a course is parachute training. Completing one demanding task (parachuting) can also increase the individual’s belief that other tasks with equal or even greater difficulty (leading in combat) can be overcome similarly. The overall aim of this thesis was to investigate whether and how military parachute training can function as a method for leadership development. The purpose of Study I was to investigate whether military parachute training was associated with an increase in leadership self-efficacy. The results show that parachute training increased leader self-control efficacy when compared to the different training of a group of cadets. In addition, the training given contributed to increased leader assertiveness efficacy for both groups. The purpose of Study II was to investigate whether the inability to complete training was associated with any direct and sustained effects. The results show that there were no differences between those who completed training and those who did not. Regarding outcome, leader self-control efficacy decreased significantly for those who were unable to complete training when compared to those who did. The purpose of Study III was to examine how the two sub-domains of leadership self-efficacy examined in the first two studies were associated with leadership behaviors, specifically those described in the developmental leadership model. The results show that leader assertiveness efficacy was the best predictor to the dimensions of developmental leadership. Leader self-control efficacy seems to be more related to functioning within an extreme context. Overall, the thesis indicates that parachute training can help to prepare future military leaders to lead in combat. The results imply that the effects of parachute training are indirect rather than directly associated to leadership and that ability to remain composure in extreme situations in turn enables individual behaviors, including leadership. The thesis also contributes insight into the process of how personal beliefs can be transferred or generalized across different areas or domains in a person’s life. The results are also relevant for other professions that routinely work in extreme contexts.
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| 9. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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Contract and job choice in different employment arrangements: : Are they of importance for perceived insecurity, employability, and well-being?
- 2007
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Ingår i: The 13th European Congress of Work and Organizational Psychology.
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Konferensbidrag (populärvet., debatt m.m.)abstract
- Studies on the consequences of temporary employment forms have provided a plethora of different findings and a widely accepted conclusion is that individual well-being in different types of employment arrangements depend on a variety of factors and not on the contract alone. Among these factors, perceived levels of job insecurity and employability have been discussed as detrimental and beneficial, respectively, for subjective well-being. Furthermore, research has found the degree of preference for the contract and job to be of relevance for well-being when different employment forms are compared. However, most of these comparisons typically do not take into account the heterogeneity of temporary contracts. Moreover, studies differentiating choice of contract and choice of job are scarce. Thirdly, mechanisms of these choices in different employment types and their relationships to a) perceived insecurity and employability and b) well-being still remain unclear. This paper uses questionnaire data from Sweden collected in 2004 as a part of the PSYCONES project and compares choices of contract and job in 705 employees working in a permanent, fixed term or on-call arrangements. Associations of these choices in different contracts are studied with respect to perceived levels of employability, job insecurity and long-term consequences for well-being in terms of general health and life satisfaction. Results suggest that working in a chosen job is an important predictor that interacts with contract choice and type of contract. Moreover, choices together with perceived levels of job insecurity and employability predict general health and life satisfaction. Only weak support is found for the hypothesis that the relationship of choices and well-being is mediated by perceptions of job insecurity and employability.
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| 10. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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Inlåsning, anställningsbarhet och välbefinnande efter en omorganisation
- 2013
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Ingår i: Arbetsmarknad & Arbetsliv. - Stockholm : Arbetsmarknadsstyrelsen. - 1400-9692 .- 2002-343X. ; 19:4, s. 101-112
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Tidskriftsartikel (refereegranskat)abstract
- Under perioder där arbetsmarknaden erbjuder färre alternativ är det troligt att fler människor accepterar arbetsplatser där de inte trivs eller stannar kvar på arbeten som de inte vill ha och känner sig inlåsta i. Tidigare forskning har kopplat inlåsning till sämre välbefinnande. Hur inlåsning och välbefinnande förändras när människor byter jobb är mindre känt. Föreliggande studie belyser förändringar i inlåsning, upplevd anställningsbarhet och välbefinnande vid en svensk myndighet efter en organisationsförändring som medfört organisationsinterna arbetsplatsbyten. Resultaten visar på negativa effekter av inlåsning: att stanna kvar på eller flytta till en arbetsplats som man inte önskar ha i framtiden är inte gynnsamt för hälsan.
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