| 1. |
- Engman, Frida, et al.
(författare)
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Obalans mellan arbetet och privatlivet bland offentliganställda : betydelsen av kontroll och socialt stöd på arbetsplatsen
- 2017
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Ingår i: Socialmedicinsk Tidskrift. - 0037-833X. ; 94:5, s. 610-622
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Tidskriftsartikel (refereegranskat)abstract
- Obalans mellan arbetet och privatlivet kan leda till ohälsa och sjukfrånvaro. Det finns visst stöd i forskning för att kontroll och socialt stöd i arbetet var för sig relaterar till individers upplevelse av balans. I denna studie undersöks relationen mellan socialt stöd, kontroll och obalans mellan arbete och privatliv. Vidare studeras additiva och multiplikativa effekter.Data är hämtad från en undersökning som gjorts inom offentlig sektor (vård, omsorg och skola) i mellersta Sverige. Enkäten skickades ut till 743 anställda och svarsfrekvensen var 51 procent. En linjär regression genomfördes med obalans som utfall.Resultatet visar att kontroll och socialt stöd i arbetet är skyddande faktorer mot obalans. Det finns en additiv effekt, och kontroll och socialt stöd har tillsammans en högre förklaringsgrad än var för sig.
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| 2. |
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| 3. |
- Hagqvist, Emma, 1980-, et al.
(författare)
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Balancing Work and Life When Self-Employed : The Role of Business Characteristics, Time Demands, and Gender Contexts
- 2018
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Ingår i: Social Sciences. - : MDPI AG. - 2076-0760. ; 7:8
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Tidskriftsartikel (refereegranskat)abstract
- This study explores individual and contextual risk factors in relation to work interfering with private life (WIL) and private life interfering with work (LIW) among self-employed men and women across European countries. It also studies the relationship between interference (LIW and WIL) and well-being among self-employed men and women. Drawing on data from the fifth round of the European Working Conditions Survey, a sample of self-employed men and women with active businesses was extracted. After applying multilevel regressions, results show that although business characteristics are important, the most evident risk factor for WIL and LIW is time demands. Both time demands and business characteristics also seem to be important factors in relation to gender differences in level of interference. There is a relationship between well-being and both WIL and LIW, and time demands is again an important factor. Gender equality in the labor market did not relate to level of interference, nor did it affect the relationship between interference and well-being. However, in gender-separated analyses, LIW and LIW interacted with gender equality in the labor market in different ways for women’s and men’s well-being. In conclusion, gender relations are important in interference and how interference relates to well-being.
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| 4. |
- Hagqvist, Emma, 1980-, et al.
(författare)
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Falling outside the system : Occupational safety and health inspectors’ experiences of micro-enterprises in Sweden
- 2020
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Ingår i: Safety Science. - : Elsevier B.V.. - 0925-7535 .- 1879-1042. ; 125
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Tidskriftsartikel (refereegranskat)abstract
- In this study, 11 Swedish occupational safety and health (OSH) inspectors were interviewed about their views of and experiences interacting with micro-enterprises (1-9 employees). The qualitative content analysis found one theme, “Falling outside the system”, and three subthemes, “The inspector—shaped by specific standards”, “The bureaucrat and the micro-entrepreneur—two separate worlds”, and “System faults and system changes”. According to the inspectors, the Swedish OSH regulatory system, with inspectors on the front line, neglects the specific needs, circumstances and characteristics of micro-enterprises. Therefore, we suggest revising the OSH regulatory system and following inspection methods and enforcement styles to better address the needs of micro-enterprises.
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| 5. |
- Hagqvist, Emma, 1980-, et al.
(författare)
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Gender Perspectives on Self-Employment Focusing on Work - Life Balance and Working Conditions
- 2018
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Annan publikation (övrigt vetenskapligt/konstnärligt)abstract
- Political decisions and influences steer individuals toward greater entrepreneurship and self-employment (European Commission, 2004; Verheul, Wennekers, Audretsch, & Thurik, 2002), and for example the increasing share of women in self-employment has been a major development in the world economy since the 1980s (Ahl, 2006). However, knowledge about self-employed individuals’ work and living conditions from a gender perspective is limited (Brush & Brush, 2006), since still today, women are underrepresented in self-employment and also widely ignored in research about self-employment. Additionally, the political agenda concerning self-employment is to a great extent set in a masculine norm (Holmquist & Sundin, 2002). This lead to great gender inequality in self-employment and thus, we need to unravel the unwritten rules and norms related to starting and running one’s own business.Reasons for choosing self-employment may vary but seem to be linked to gender role expectations. Men more often than women cite work-related reasons to become self-employed (Marler & Moen, 2005). Fathers are less likely than mothers to report family reasons to choose self-employment (Hilbrecht & Lero, 2014). Rather, they emphasize employment opportunity, job control and high job satisfaction for choosing self-employment (Ibid.). Mothers of young children choose self-employment as a way to manage the “second shift” and more often than fathers use self-employment as a strategy for work-life balance (Marler & Moen, 2005; Walker & Webster, 2007). However, self-employed individuals seem to experience more conflict between work and family than employees (Johansson Sevä & Öun, 2015; Nordenmark, Vinberg, & Strandh, 2012), even though the variation is large. The phenomenon often labled work-family conflict is ‘a form of inter-role conflict in which the role pressures from work and family domains are mutually incompatible in some respect’ (Greenhaus & Beutell, 1985). There is no cocensus on whether men or women reort higher levels of conflict, but clearly gender norms are important for perceptions of work-family conflict (Hagqvist, 2016). Self-employed individuals, due to more job control, seem to be able to distribute their time better than employees (Nordenmark et al., 2012). Meanwhile, self-employed individuals state that they are always on, constantly developing the company, marketing, seeking new opportunities or worrying about income (Hilbrecht & Lero, 2014). Possibilities to successful combine work and family demands when self-employed also differ depending on economic resources. Self-employed persons who experience dependence on clients and few possibilities to adapt working hours and amount of work experience work-family conflict more often than self-employed persons with low dependency on clients but high autonomy (Annink & den Dulk, 2012; Kunda, Barley, & Evans, 2002). Thus, the benefits gained by choosing self-employment as opposed to organisational employment may be outweighed by costs that can affect the ability to balance work and family (Bunk, Dugan, D’Agostino, & Barnes-Farrell, 2012). Also, the ability to fend of conflicts between work and family is ingrained ingendered constructions and experiences of balance among self-employed individuals (Loscocco, 1997).The fact that self-employment is based on a masculine norms is reflected in studies of working conditions. Working conditions of the self-employed are often characterized by high work load (Stephan & Roesler, 2010) and working more hours per week than the average employee (Eurofound, 2014), especially among men (Hagqvist, Toivanen, & Vinberg, 2016). However, being self-employed has also been related to a situation of high control, in terms of entrepreneurial autonomy and decision making, and the allocation of time and other resources for each of the work tasks (van Gelderen, 2016). Work characteristics function as a recourse for one person and a demand for another (Annink, Den Dulk, & Amorós, 2016). As the typical working conditions for self-employed are masculine (Connell, 2008), it can be stipulated that they are foremost a resource for men and not women. Thus, we need emphasise the role of gender in working conditions among self-employment.Some studies have employed the well-known job control-demand-support model (Karasek & Theorell, 1990) to compare working conditions of the self-employed with wage earners, but results have been contradictory. In some studies, self-employed individuals were found to have more control but also more demands than employees (Nordenmark et al., 2012; Stephan & Roesler, 2010), and these factors explained, at least in part, differences in work-family balance and well-being but also job satisfaction between the self-employed and wage earners. Other studies have discussed the so called “paradox” of the self-employed meaning that although there is clear evidence that the self-employed have more demands, more risks and responsibilities for business success vs failure, and higher work-family conflict, they also often are more satisfied with their job and life in general (Obschonka & Silbereisen, 2015). Several ideas have been brought forward to explain this paradox. For example, it may be that the self-employed are less restricted by organizational regulations or agreements with unions, and thus, there job control differs from that of employees not only in terms of its amount, but also its meaning. This may for example also include employing sub-contractors to do extra work, or being able to work anywhere and at any time. Others suggest that several important factors are overlooked when only studying control and demands, since for instance, it has been found that self-employed with and without employees differ (Johansson Sevä, Vinberg, Nordenmark, & Strandh, 2016), or that conditions vary depending on the economic cycle. The overall financial situation of the business is another salient factor: those in needs for clients and contracts do not find self-employment offers them a lot of freedom and feel forced to work even during free time and vacation days (Annink & den Dulk, 2012). Meanwhile, there is a gender gap in amount and perception of availability in and spillover of work, which is linked to provider status norm (Loscocco, 1997). Clearly, when studying working conditions of the self-employed, the scope has to be extended beyond aspects such as control and demands related to work tasks, to include also questions pertaining to the economic situation (e.g. threat of bankruptcy, business prospects such as security in amounts of clients and contracts) and the overall size and conditions of the business (e.g. number of employees, sector or occupation), but also developments over time (longitudinal studies). Also, perhaps most important, evidence on gendered working conditions in self-employment is still scarce and needs to be put in the spot light.This stream aims to foster a discussion and dialog on the role of gender in self-employment with a focus on working conditions and work-family balance. We welcome multidisciplinary contributions on the following topics:- Research focusing on motivating factors for men and women to become self-employed.- Studies of gender identities in self-employment- Research employing a gender perspective when studying work-family balance for self-employed individuals.- Studies emphasising the role of gender in working conditions for self-employed individuals.- Research taking new angles to inquire how working conditions, business circumstances and resources differ for women and men in self-employment.
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| 6. |
- Hagqvist, Emma, 1980-, et al.
(författare)
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Is the gap between experienced working conditions and the perceived importance of these conditions related to subjective health?
- 2018
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Ingår i: International Journal of Workplace Health Management. - 1753-8351 .- 1753-836X. ; 11:1, s. 2-15
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Tidskriftsartikel (refereegranskat)abstract
- PurposeThe purpose of this paper is to explore the gaps between experienced working conditions (WCs) and the perceived importance of these conditions in relation to subjective health in Swedish public sector workplaces.Design/methodology/approachIn total, 379 employees answered questions concerning WCs and health. Nine WC areas were created to measure the gap between the experienced WCs and the perceived importance of each condition. These WC areas were: physical work environment, social relationships, communication, leadership, job control, recognition, self-development, workplace culture and work/life satisfaction. Subjective health was measured using mental ill health, well-being and general health.FindingsThe results indicated relatively large gaps in all nine WC areas. Leadership, physical work environment and work/life satisfaction in particular seemed to be problematic areas with relatively large gaps, meaning that employees have negative experiences of these areas while perceiving these areas as very important. Additionally, all WC areas were significantly related to subjective health, especially regarding mental ill health and well-being; the larger the gaps, the worse the subjective health. The WC areas of work/life satisfaction, self-development, social relationships, communication and recognition had the highest relationships and model fits. This indicates that it is most problematic from an employee’s point of view if there are large gaps within these WC areas.Originality/valueThis study improves the understanding of workplace health by exploring the gap between experienced WCs and the perceived importance of these conditions.
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| 7. |
- Hagqvist, Emma, 1980-, et al.
(författare)
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Is work-life interference a risk factor for sickness absence? A longitudinal study of the Swedish working population
- 2022
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Ingår i: European Journal of Public Health. - : Oxford University Press (OUP). - 1101-1262 .- 1464-360X. ; 32:3, s. 398-401
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Tidskriftsartikel (refereegranskat)abstract
- Background: While there is increasing literature on the health effects of work–life interference, few studies have investigated the relationship between a direct measure of work–life interference and objective sickness absence measures. The aim of this study is to investigate whether work–life interference is a risk factor for subsequent long-term sickness absence (LTSA). Methods: Data were derived from the Swedish Longitudinal Occupational Survey of Health 2010, 2012, 2014 and 2016. Data were linked to register data on LTSA (having at least one continuous period of medically certified sick leave exceeding 14 days) the following 2 years after each data collection wave. We applied generalized estimating equations, odds ratios (ORs) and 95% confidence intervals (CIs). The sample included 15 244 individuals (43.1% men and 56.9% women). Nearly a fifth of the sample (18.7%, n = 1110) started at least one period of LTSA at any point between 2010 and 2018. Results: Work–life interference was found to be a risk factor for subsequent LTSA (OR = 1.55; 95% CI = 1.44–1.67) even when adjusting for relevant factors including general health (OR = 1.39; 95% CI = 1.29–1.51). We found no significant moderating effect of gender. Conclusion: The results of this study indicate that work–life interference is a risk factor for subsequent LTSA for working men and women in Sweden.
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| 8. |
- Hagqvist, Emma, 1980-, et al.
(författare)
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Parental leave policies and time use for mothers and fathers : A case study of Spain and Sweden
- 2017
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Ingår i: Society, health and vulnerability. - : Informa UK Limited. - 2002-1518. ; 8:1, s. 2-12
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Tidskriftsartikel (refereegranskat)abstract
- States play an important role in gender equality through policy structuring. In this case study, the aim is to explore whether changes in parental leave policies over two decades trickle down to changes in gendered time use in two polarised countries: Sweden and Spain, represented by the Basque Country. Sweden represents dual-earner countries with high relative gender equality, whereas Spain represents a south European policy model supporting a breadwinning/homemaker ideal. The results show that changes in the gendered time use among mothers and fathers in both countries are associated with changes in parental leave policies. Changes in policies directed towards increasing gender equality reduce the gender gap in time use among mothers and fathers and seem to increase gender equality within a country. From these results, the conclusion is that parental leave policies that are structured to promote or enable gender equality could reduce the gender time gap in work among mothers and fathers.
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| 9. |
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| 10. |
- Hagqvist, Emma, 1980-, et al.
(författare)
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The gender time gap : Time use among self-employed women and men compared to paid employees in Sweden
- 2019
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Ingår i: Time & Society. - 0961-463X .- 1461-7463. ; 28:2, s. 680-696
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Tidskriftsartikel (refereegranskat)abstract
- In this article, the authors set out to study the time use of men and women in Sweden, comparing self-employed and employed individuals. Previous studies indicate that there are reasons to believe that both gendered time use and mechanisms related to time use might differ between the self-employed and employees. Employing time use data, the aim was to study whether there are differences in gendered time use between self-employed individuals and employees in Sweden, and furthermore, which mechanism relates to gendered time use among self-employed individuals and employees. The results show that self-employed men and women distribute their time in a more gender-traditional manner than employees. In addition, relative resources are found to be an important factor related to gendered time use among the self-employed. For employees, gender relations tend to be a mechanism related to gendered time use. The conclusion is that working conditions are important for gendered time use and should be considered in future studies.
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