| 1. |
- Bäcklander, Gisela, 1983-, et al.
(författare)
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Navigating the Activity Based Working Environment – Relationships of Self-Leadership, Autonomy and Information Richness with Cognitive Stress and Performance
- 2019
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Ingår i: Scandinavian Journal of Work and Organizational Psychology. - Stockholm : Stockholm University Press. - 2002-2867.
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Tidskriftsartikel (refereegranskat)abstract
- In Activity Based Working Environment (ABWE) offices, employees are allowed increased autonomy and are expected to choose where, when, with whom, and to some degree with what, to work; in other words, employees are expected to self-lead to a higher degree and to coordinate and align with colleagues. Effects of these expectations on employees’ cognitive stress and performance are understudied. In the present study, Swedish ABWE workers (N = 416) are compared with workers in cell offices (N = 30) and landscape offices (N = 64), and relationships of self-leadership, information richness, and autonomy with cognitive stress and performance were examined using regression analysis. Results show no relationship between office type and outcomes. For cognitive stress, information richness had the largest negative relationship, followed by self-leadership: goal-setting and autonomy. For performance, self-leadership: goal-setting had the largest positive relationship, followed by information richness. This suggests that when organizational situations cannot be strongly structured – for example because the best work process is not known, or innovation or different collaboration constellations are needed – they need instead to be enriched so that employee orientation and coordination do not become too much of a burden on the individual employee, disrupting cognitive functioning and performance.
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| 2. |
- Låstad, Lena, 1984-, et al.
(författare)
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Investigating Job Insecurity Climate from a Multilevel Perspective : Its Impact on Psychological Distress, and Ill-Health Symptoms
- 2014
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Konferensbidrag (refereegranskat)abstract
- Job insecurity is a work stressor that has detrimental effects on work related attitudes, well-being and health. Job insecurity has mainly been investigated as an individual level phenomenon. Consequentially, the focus of past research is only on personal determinants and consequences of the employee’s perception, and social/organizational factors have not been taken into account to any large extent. However, drawing on sense making theory, it can be argued that job insecurity is a social phenomenon as well. Conceptualized as job insecurity climate, job insecurity could be considered a product of the reciprocal relationship between behavior, cognitive and other personal factors, and the social environment.The aim of this study is to examine job insecurity from a multilevel perspective and explore to what extent the variance in job insecurity perceptions is dependent on the individual, and how important the work group as a social context in shaping job insecurity perceptions. We also aim to investigate the effects of job insecurity, both climate and individual job insecurity, on job satisfaction, productivity, burnout, and subjective health. By including both individual level job insecurity and job insecurity climate perceptions in the analysis, a deeper understanding is gained of the relation between job insecurity and negative outcomes, and thus contributes to extending our knowledge about job insecurity as a work life stressor.Results from a pilot study of a Swedish sample using multilevel modeling showed that the work group accounts for about 5% of the variance in job insecurity climate perceptions and 2.6% of individual job insecurity perceptions. This indicates that the social context has some impact on perceptions of job insecurity. However, since the respondents in this sample perceived a very low sense of job insecurity, these results had to be replicated with another sample. Data from a second sample (N=126) were recently collected, and preliminary results show that belonging to a group accounted for 20% of the variance in job insecurity climate perceptions and 0% of the variance in perceptions of job insecurity. These results could have implications for future studies on climate, indicating that perceptions of one’s own job insecurity do not necessarily match one’s perceptions of the job insecurity climate.
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| 3. |
- Låstad, Lena, et al.
(författare)
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Investigating job insecurity climate from a multilevel perspective : Outcomes and methodological challenges
- 2013
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Job insecurity is a work stressor that has detrimental effects on work related attitudes, well being and health. In psychological research, studies on job insecurity focus on the subjective perception of insecurity and not on the objective circumstances. Job insecurity has mainly been investigated as an individual level phenomenon. Consequentially, the focus of this research is only on personal determinants and consequences of the employee’s perception, and social/organizational factors are not taken into account. Drawing on social cognitive theory, it can be argued that job insecurity is a social phenomenon as well. Conceptualized as job insecurity climate, job insecurity could be seen as a product of the reciprocal relationship between behavior, cognitive and other personal factors, and the social environment. Previous studies on job insecurity climate used aggregated individual level data from individual level job insecurity scales. However, a possible limitation of this research is that aggregating individual level data does not necessarily reflect a social climate. In this study, we measure job insecurity climate with a scale that contains organizational level referents. Thus, the study contributes to answering pressing methodological questions in research on job insecurity climate. Aim: The aim of this study is to examine job insecurity conceptualized both as a psychological climate and as an organizational climate. We also aim to investigate possible effects on work related attitudes and subjective health. Methods: The data were collected in a Swedish organization (N=1280) through online questionnaires with a response rate of 73%. The questionnaire consisted of validated scales measuring individual level perceptions of job insecurity, job insecurity climate, work related attitudes and subjective health outcomes. Analyses and results: We will perform multi-level analyses on the data set. Conclusion: Including both individual perceptions and climate in the analysis will provide a deeper understanding of the relation between job insecurity and negative outcomes, thereby contributing to deepening our knowledge about job insecurity as a work life stressor. Furthermore, comparing job insecurity conceptualized as a psychological climate with job insecurity as an organizational climate will contribute to the methodological discussion about how to best conceptualize job insecurity climate.
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| 4. |
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| 5. |
- Låstad, Lena, et al.
(författare)
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The roles of shared perceptions of individual job insecurity and job insecurity climate for work- and health-related outcomes : A multilevel approach
- 2018
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Ingår i: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 39:3, s. 422-438
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Tidskriftsartikel (refereegranskat)abstract
- The aim of this study is to examine job insecurity from a multilevel perspective and to investigate the roles of two types of job insecurity - job insecurity climate and individual job insecurity - for work-related attitudes and health outcomes. It further explores the role of the workgroup - as a social context - in shaping job insecurity perceptions. Data were collected from white-collar employees in a Swedish organization, with 126 participants nested in 18 groups. The results show that 19% of the variance in job insecurity climate perceptions, and none of the variance in individual job insecurity perceptions, could be attributed to group membership. Further, compared to other members of their group, those perceiving a stronger job insecurity climate reported lower levels of negative self-rated health and higher burnout scores. These results imply that the workgroup is an important social context for job insecurity climate perceptions.
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| 6. |
- Låstad, Lena, 1984-, et al.
(författare)
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The Roles of Shared Perceptions of Job Insecurity and Job Insecurity Climate for Work- and Health-Related Outcomes : A Multilevel Approach
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Annan publikation (övrigt vetenskapligt/konstnärligt)abstract
- The aim of this study is to examine job insecurity from a multilevel perspective and to investigate the roles of two types of job insecurity – job insecurity climate and individual job insecurity – for work-related attitudes and health outcomes. We further explore the role of the workgroup – as a social context – in shaping job insecurity perceptions. Data was collected from white-collar employees in a Swedish organization, with 126 participants nested in 18 groups. The results show that 19% of the variance in job insecurity climate perceptions, and none of the variance in individual job insecurity perceptions, could be attributed to group membership. Further, compared to other members of their group, those perceiving a stronger job insecurity climate reported lower levels of negative self-rated health and higher burnout scores. These results imply that the workgroup is an important social context for job insecurity climate perceptions and, thus, that leaders should take job insecurity climate perceptions at the workgroup level into account.
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| 7. |
- Platts, Loretta, et al.
(författare)
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Sickness absence and sickness presence in relation to office type : An observational study of employer-recorded and self-reported data from Sweden
- 2020
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Ingår i: PLOS ONE. - : Public Library of Science (PLoS). - 1932-6203. ; 15:4
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Tidskriftsartikel (refereegranskat)abstract
- Objectives: Previous research suggesting that open-plan office environments are associated with higher rates of sickness absence rely on self-reports which can be affected by recall bias. This paper investigates the associations of sickness absence, obtained from employer records as well as self-reports, with office type (cell offices and different sizes of open-plan offices). It additionally studies whether office type is associated with sickness presence.Methods: Employees from two private and one public sector organization were recruited to the study. Office type was ascertained by direct observation or from employee responses to an online survey. Control variables were gender, age, public/private sector and education level. Number of days and episodes of sickness absence were calculated from employer absence records and regressed on office type using negative binomial regression (n = 988). Self-reports of sickness absence and presence were regressed on office type using ordered logistic regression (n = 1237).Results: Office type was generally not associated with employer records of number of episodes or days of sickness absence, except that the total number of days of leave was higher in flex offices compared to cell offices (IRR = 2.46, p = 0.007). In general, office type was not associated with self-reported days of sickness absence, apart from participants working in medium-sized open-plan offices who had 0.42 higher log-odds of absence than those working in cell offices (p = 0.004). Office type was not associated with self-reported sickness presence.Conclusions: Office type was not associated with sickness presence nor, in general, with sickness absence, whether obtained from self-reports or company records. It is not possible to conclude from this study that open-plan offices are associated with greater sickness absence or sickness presence compared to cell offices.
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| 8. |
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| 9. |
- Seddigh, Aram, et al.
(författare)
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Concentration requirements modify the effect of office type on indicators of health and performance
- 2014
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Ingår i: Journal of Environmental Psychology. - : Elsevier BV. - 0272-4944 .- 1522-9610. ; 38, s. 167-174
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Tidskriftsartikel (refereegranskat)abstract
- This paper investigates the interaction between need for concentration on the job and six office types in relation to distraction, cognitive stress, emotional exhaustion, depersonalization, personal efficiency and general health. 1241 employees from five organizations participated in the study. Cell offices were associated with lower reported levels of distraction and cognitive stress, and flex offices with lower distraction, among the employees compared with all other open-plan office types. There were no significant differences in the outcome variables between different types of open-plan offices. However, there was an interaction between office type and the need for concentration for the job; employees in the high need for concentration group reported more distraction in all office types except in cell offices and also more cognitive stress in all office types except cell offices and flex offices. In conclusion, cell offices may be preferable for tasks that require higher need for concentrations.
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| 10. |
- Seddigh, Aram, et al.
(författare)
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Does Need for Concentration Modify the Effect of Office Type on Health and Productivity?
- 2014
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Ingår i: Book of Proceedings, 11th Conference of the European Academy of Occupational Health Psychology. - Nottingham, UK : European Academy of Occupational Health Psychology. - 9780992878603 ; , s. 270-271
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Studies of the impact on health and productivity of different types of office environments usually compare cell offices with open-plan offices. This paper investigates the interaction between need for concentration on the job and six more specific office types (cell office, shared-room office, small open-plan office, medium-sized open-plan office, large open-plan office and flex office) in relation to measures of health and productivity.A 2x6 between-subject multivariate analysis of covariance was conducted on the dependent variables distraction, cognitive stress, emotional exhaustion, depersonalization, personal efficiency and general health while controlling for age, educational level, gender and sector of the labourmarket. The independent variables were need for concentration (two categories) and office type (six categories). 1,241 employees from five organizations, both in the private and public sectors, participated in the study.Cell offices were associated with lower reported levels of distraction and cognitive stress, and flex offices with lower distraction, among the employees compared with all other open-plan office types. However, there were no significant differences in the outcome variables between different types of open-plan offices. There was an interaction between office type and the need for concentration for the job; employees in the high need for concentration group reported more distraction in all office types except in cell offices and also more cognitive stress in all office types except cell offices and flex offices.This study suggests the presence of negative health and productivity aspects in individuals working in open-plan offices. This seems especially true for those who have tasks that require a high need for concentration. In order to prevent poor health and lost of productivity, organizations working in similar office types should have an action plan in order to lower the amount of distraction and cognitive stress prevalent in open-plan offices.
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