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- Bergman, Bodil, 1940, et al.
(författare)
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Psychometric Evaluation of the “Men’s Polarized Gender Thinking Questionnaire (MPGQ)
- 2014
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Ingår i: Gender in Management. - 1754-2413 .- 1754-2421. ; 29:4
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – The purpose of this paper is to develop and validate a new measure of gender equality at male-dominated workplaces, allowing quantitative analyses of men's beliefs about gender-based inequality at work. Design/methodology/approach – The present paper examines a questionnaire developed from qualitative interviews based on grounded theory methodology and designed to assess men's beliefs about gender inequality. A 23-item version of the Men's Polarized Gender Thinking Questionnaire (MPGQ) was completed by a sample of 220 men from three different male-dominated organizations in Sweden. Recommended psychometric testing procedures were conducted. Findings – Confirmatory factor analysis supported a six-factor model of male attitudes to gender-based inequality: different views on success, stereotypical gender roles – different jargons, benevolent sexism, conscious of gender order, conscious of the male norm system and strategies for gender equality at work. The final model showed acceptable fit to data. All six factors were positively intercorrelated. Practical implications – It was concluded that the MPGQ provides a useful tool for further studies of men's sometimes polarized views of gender equality in male-dominated workplaces. Hence, MPGQ may allow researchers and practitioners to go deeper in their understanding of persistent and often hidden gender-based inequality at work. Originality/value – Equality plans are difficult to fulfill if people do not know on which subtle mechanisms the concept gender-based inequality is founded. The MPGQ illustrates how they are manifested at a specific workplace. Because of the scarcity of this type of workplace measures, this study may make a contribution of concern to the literature. By measuring these sometimes polarized beliefs, management strategies aiming at decreasing barriers to gender equality at work could become more accurate and efficient.
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- Gadolin, Christian, 1987-, et al.
(författare)
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How do healthcare unit managers promote nurses' perceived organizational support, and which working conditions enable them to do so? : A mixed methods approach
- 2022
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Ingår i: Scandinavian Journal of Psychology. - : John Wiley & Sons. - 0036-5564 .- 1467-9450. ; 63:6, s. 648-657
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Tidskriftsartikel (refereegranskat)abstract
- Healthcare unit managers are pivotal to promote nurses' Perceived Organizational Support and hence to ensure nurses' health and well-being, as well as high-quality care. Despite this fact, there is a dearth of studies addressing how healthcare unit managers act and organize their work to promote nurses' Perceived Organizational Support and which working conditions enable them to do so. Through a mixed methods approach, comprising qualitative interviews and quantitative surveys among healthcare unit managers and nurses, this paper underscores that healthcare unit managers' availability to their nursing staff was essential for their ability to promote nurses' Perceived Organizational Support, and that responsive support from the care unit managers' superior management, administration, and managerial colleagues constituted enabling working conditions. Superior manager support strongly promoted the care unit manager's own Perceived Organizational Support, which, in turn, was positively correlated with nurses' organizational climate of Perceived Organizational Support.
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- Gadolin, Christian, 1987, et al.
(författare)
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Managing health care under heavy stress: Effects of the COVID-19 pandemic on care unit managers’ ability to support the nurses—A mixed-methods approach
- 2022
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Ingår i: Journal of Nursing Management. - : Hindawi Limited. - 0966-0429 .- 1365-2834. ; 30:8, s. 4080-4089
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Tidskriftsartikel (refereegranskat)abstract
- Aim(s): This study aims to investigate care unit managers’ perceptions of how the COVID-19 pandemic influenced their ability to support the nurses. Background: The COVID-19 pandemic placed extreme pressure on health care organizations. More knowledge regarding how the pandemic influenced care unit managers’ ability to support nurses is central to ensuring high-quality health care in future crises. Method(s): A mixed-methods study in Swedish hospitals with a survey (n = 128) and interviews (n = 20) with care unit managers. Results: Approximately half of the managers reported having spent more time available to and supporting the nurses. Availability was positively predicted by their perceived organizational support while negatively by their job demands. These job demands concerned meeting staff anxiety and managing organizational restructuring. Full focus on direct patient care and strong professional and social support were important job resources. Conclusion(s): For care unit managers to effectively support the nurses during a crisis, they need proficient job resources and moderate job demands. Managers’ perceived organizational support positively affects the quality of their crisis leadership. Creating arenas in which staff collegiality can form and develop is beneficial for the ability to meet future crises. Implications for Nursing Management: This study specifies important job resources that should be acknowledged and reinforced to strengthen the ability of care unit managers to actively support the nurses during a crisis.
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- Grill, Martin, 1979, et al.
(författare)
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Individualized behavior-based safety-leadership training: A randomized controlled trial
- 2023
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Ingår i: Journal of Safety Research. - 0022-4375. ; 87, s. 332-344
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Tidskriftsartikel (refereegranskat)abstract
- Introduction: Construction site managers play a critical role in occupational safety in the construction industry. This study aimed to develop and test a method for training construction site managers in positive feedback and active listening by incorporating the behavioral training components of behavior analysis, goal setting, practice with behavior feedback, homework, and maintenance planning into individualized behavior-based safety-leadership training (IBST), and to assess the effect of IBST on construction site managers’ safety-leadership behaviors and performance. Method: In a naturalistic randomized controlled trial, construction site managers were randomly assigned to an experimental group (n=16) or a control group (n=19). The experimental-group managers received IBST, while the control-group managers received no training. Paired sample t-tests on pre- to post-training (i.e., six weeks after the final training session) were performed separately for the experimental- and control-group managers. Results: The safety-leadership behaviors of the experimental-group managers improved in terms of favorable feedback (d=0.99, p<.01), safety-specific feedback (d=0.89, p=.02), behavior-specific feedback (d=0.66, p=.02), antecedent listening (d=0.68, p=.02), and consequential listening (d=0.78, p=.01). In addition, safety-leadership performance improved in terms of transformational leadership (d=0.78, p=.01) and contingent-reward leadership (d=0.64, p=.02). No significant change was found for the control-group managers. Conclusions: The results indicate that behavior analysis, goal setting, practice with behavior feedback, homework, and maintenance planning are effective behavioral training components of safety-leadership training. Positive feedback and active listening were also found to be important behavioral requisites for transformational and contingent-reward leadership. Practical applications: IBST can be used to develop occupational safety in the construction industry by improving construction site managers’ safety-leadership behaviors and performance.
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- Grill, Martin, 1979, et al.
(författare)
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Säker ledare – ett samverkansprojekt för att förbättra säkerhetsledarskap och säkerhetskultur i bygg- och anläggningsindustrin
- 2023
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Syftet med forskningsprojektet Säker ledare var att undersöka hur byggplatschefer påverkas av, och själva påverkar, säkerhetskulturen i svensk bygg- och anläggningsindustri, samt hur platschefers ledarskap kan utvecklas genom individualiserad träning i beteendebaserat säkerhetsledarskap (ITBS). För projektet utformades en longitudinell enkätstudie med tre mättillfällen. Dessutom utvecklades ett ledarträningsprogram för säkerhetsledarskap, som utvärderades genom en randomiserad kontrollerad studie samt en intervjustudie. I forskningsprojektet deltog 68 platschefer från 30 olika byggföretag med sina projektchefer (n = 58) arbetsledare (n = 101) och yrkesarbetare (n = 123). Resultaten indikerar att platschefer påverkar sina arbetsledares säkerhetsledarskap och sina medarbetares säkerhetsbeteenden. Delstudie ett visar att platschefen är rollmodell för arbetsledares säkerhetsledarskap och att arbetsledare formar sitt säkerhetsledarskap efter det ledarskap som deras platschefer utövar, både när det gäller belönande ledarskap och säkerhetsspecifik återkoppling. Delstudie två visar att platschefers säkerhetsprioritering ökar medarbetares voice-beteenden. Resultaten indikerar också att platschefers säkerhetsledarskap påverkas av arbetsledares säkerhetsledarskap och medarbetares säkerhetsbeteenden. Delstudie ett visar att när arbetsledare använder sig av en hög grad av säkerhetsspecifik återkoppling så ökar deras platschefer denna typ av ledarbeteende. Delstudie två visar att när medarbetare uppvisar en hög grad av regelefterlevnad så ökar deras platschefers aktiva lyssnande. Resultaten indikerar även att ITBS påverkar platschefers ledarskap (delstudie tre och fyra). Ledarträning som innehåller beteendeanalys, målformulering, beteendeträning med beteendespecifik återkoppling, hemuppgifter och vidmakthållandeplan bidrar till att öka platschefers användning av positiv återkoppling och aktivt lyssnande samt ett transformativt och belönande ledarskap.
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