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1.	Abildgaard, J. S., et al. (författare) Forms of participation : The development and application of a conceptual model of participation in work environment interventions 2020 Ingår i: Economic and Industrial Democracy. - : SAGE Publications Ltd. - 0143-831X .- 1461-7099. ; 4:3, s. 746-769 Tidskriftsartikel (refereegranskat)abstract In the realm of work environment improvements, the Nordic countries have led the way in demonstrating that employee participation is a key requisite for achieving improvements. Despite this, there is a lack of precision as to what ‘participatory’ in a participatory work environment intervention means. In this study, the authors present a conceptual model for participation in work environment interventions and apply it to protocols and manuals from eight participatory interventions to determine the form of participation used in each intervention. The authors suggest that the conceptual model can be applied in the design and assessment of participatory work environment interventions.
2.	Ahlstrand, Roland (författare) Integrative Strategy, Competitiveness and Employment : a Case Study of the Transition at the Swedish Truck Manufacturing Company Scania During the Economic Downturn in 2008-2010 2015 Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 36:3, s. 457-477 Tidskriftsartikel (refereegranskat)abstract The purpose of this article is to investigate how and why the truck manufacturer Scania adapted to the economic downturn between 2008 and 2010 in the manner it did. First, Scania signed a crisis agreement on fewer working hours and lower wages, and, later, it signed an agreement stipulating fewer working hours, but without wage reductions. Both of these agreements were combined with investments in competence development and education as well as with the decision not to give notice to the employees, which was uncommon among Swedish companies. It is claimed that the company wanted to strengthen the competitiveness by integrating the unions and the employees even more in the business. An important prerequisite was the company’s Flexibility Agreement, which allowed the company not to give temporary employees new contracts and to let temporary employees leave the company as soon as their maximum employment period of six months expired.
3.	Ahlstrand, Roland, 1956-, et al. (författare) Labour–management relations and employee involvement in lean production systems in different national contexts : A comparison of French and Swedish aerospace companies 2023 Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 44:4, s. 1027-1051 Tidskriftsartikel (refereegranskat)abstract Existing research has found heterogeneity in the implementation of Lean and its outcomes in terms of employee involvement across countries. This article explores the potential role of labour–management relations. It relies on in-depth company case studies carried out in the aerospace industry in France and Sweden. The study finds significant variations in employee involvement – higher in the Swedish than in the French cases. Managerial orientations did play a role, as the ‘technocratic’ form of Lean in France echoed a more unilateral top-down conception of management, while Swedish managers appeared more receptive to the ‘involvement-enhancing’ paradigm. But the attitudes and behaviours of unions were also a crucial factor, as Swedish unions were very effective in impinging on the implementation of Lean at workplace level, while their French counterparts, often divided, adopted a more defensive stance, lacking expertise and implication in the promotion of high-involvement work organisations.
4.	Ahlstrand, Roland, 1956- (författare) Social responsibility in connection with business closures : A study of closures of Ericsson Telecom facilities in Norrköping and Linköping 2010 Ingår i: Economic and Industrial Democracy. - London : Sage Publications. - 0143-831X .- 1461-7099. ; 31:4, s. 537-555 Tidskriftsartikel (refereegranskat)abstract The present article analyses why and how Ericsson Telecom assumeda greater responsibility than was legally required when it dismissedmore than 23,000 employees in Sweden at the beginning of the21st century. The analysis starts from neoinstitutional theoryand is based on case studies of the company’s closuresin Norrköping and Linköping. The article focuses,in particular, on the interaction between Ericsson, the tradeunions, the County Administrative Board, the County Labour Board,the Public Employment Service, the Swedish Employment SecurityCouncil, the government and the respective municipalities. Itis shown that the greater responsibility taken by Ericsson wasbased on its desire to maintain legitimacy by taking into considerationprevailing societal expectations regarding the company’sbehaviour.
5.	Albinsson, Gunilla, et al. (författare) The managerial position in a Swedish municipal organization : possibilities and limitations 2018 Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 39:3, s. 500-535 Tidskriftsartikel (refereegranskat)abstract The purpose of this article is to explore how a group of managers construct their reality, more specifically what it means to work as a manager in a municipal organization. The empirical data for the study were obtained from a Swedish medium-sized municipality and the study takes as its research approach grounded theory, as developed by Glaser and Strauss. Consequently, the empirical data formed the basis for the research, which takes a multi-methodical and theory-generating approach. The methods used in the study include the use of a questionnaire study, interviews in focus groups, observations, reflective work diaries, and the creation of feedback sessions. The result shows that the managers work in an organization where conflicting and competing value systems act together. These can be interpreted as environmental factors and external bounds on a structural societal level, which cannot be influenced. A point of analysis is that these factors and external bounds to a high degree permeate the manager’s workday and can therefore be seen as a plausible explanation for the boundless nature of the managerial task. For most of the managers of the study, this was expressed as uncertainty as to how to define and interpret goals and as to what the managerial role includes with regard to areas of responsibility. It is interesting to ask, however, whether these conditions are not characteristic of the role of managers and work life in general. The results also show that the substantive theory of the study was not judged to be valid for the municipal companies. These managers do not express as ambivalent an approach to competing value systems as the managers in other sections of the municipality do. Nor do they appear to question their professional knowledge, the work content or managership. Another empirical important finding is that the managers believe that the organizational conditions limit ability to carry out the manager task, but that, despite this, they indicate, paradoxically, that they like their work and the social work environment.
6.	Alfonsson, Johan, 1985, et al. (författare) Have low-paid jobs increased in the Swedish labor market? Defining low pay in the context of the Nordic model 2023 Ingår i: Economic and Industrial Democracy: an international journal. - 0143-831X .- 1461-7099. Tidskriftsartikel (refereegranskat)abstract Can the Nordic wage-setting model, where social partners decide wages through collective agreements, counteract a growing low-paid sector? This article tests four definitions of low-paid jobs to analyze whether this sector has grown for the period 2005–2020 in Sweden. Despite policy changes pointing towards growth, all definitions show a slight decrease in low-paid jobs over time. The authors argue that the industrial relations system, with the aim of keeping the industry wage increases in check to aid export competitiveness, also sets a uniform level wage that limits low-paid jobs. It is also found that low pay in the Swedish setting is partly a result of working less than full-time or having unstable employment, and service workers and those with low education are becoming increasingly common in this position.
7.	Alfonsson, Johan, 1985-, et al. (författare) Have low-paid jobs increased in the Swedish labor market? Defining low pay in the context of the Nordic model 2023 Ingår i: Economic and Industrial Democracy. - London : Sage Publications. - 0143-831X .- 1461-7099. Tidskriftsartikel (refereegranskat)abstract Can the Nordic wage-setting model, where social partners decide wages through collective agreements, counteract a growing low-paid sector? This article tests four definitions of low-paid jobs to analyze whether this sector has grown for the period 2005–2020 in Sweden. Despite policy changes pointing towards growth, all definitions show a slight decrease in low-paid jobs over time. The authors argue that the industrial relations system, with the aim of keeping the industry wage increases in check to aid export competitiveness, also sets a uniform level wage that limits low-paid jobs. It is also found that low pay in the Swedish setting is partly a result of working less than full-time or having unstable employment, and service workers and those with low education are becoming increasingly common in this position.
8.	Andersson-Stråberg, Teresia, 1971-, et al. (författare) Perceptions of justice in connection with individualized pay setting 2007 Ingår i: Economic and Industrial Democracy. - Uppsala : Sage Publications. - 0143-831X .- 1461-7099. ; 28:3, s. 431-464 Tidskriftsartikel (refereegranskat)abstract Individualized pay is typically assumed to enhance employee work motivation, but a precondition for such beneficial effects is that employees perceive the pay-setting process to be fair. The aim of this study is to contribute to the understanding of the nature, determinants and consequences of pay justice. Questionnaire data, obtained from a Swedish nationally representative sample of nurses, provided support for distinguishing between distributive, procedural, interpersonal and informational justice. The results also showed that perceptions of pay justice were predicted by both work climate variables and factors related to the pay-setting procedure, even after controlling for demographic characteristics. Although pay justice had only marginal effects on employee work attitudes and behaviour when demographics, work climate and pay-related factors had been taken into account, justice was found to be an important goal in itself, given that a prerequisite for the success of any pay system is that it is perceived as fair.
9.	Arman, Rebecka, 1976, et al. (författare) Alone at work: Isolation, competition and co-dependency in flexibilised retail 2021 Ingår i: Economic and Industrial Democracy. - : SAGE Publications. - 0143-831X .- 1461-7099. ; 42:4, s. 1254-1281 Tidskriftsartikel (refereegranskat)abstract Previous studies of flexibilisation through employer-controlled flexible scheduling and off-site isolated work have shown how such practices have detrimental effects on workers' wellbeing. This qualitative study, set in Swedish retail, adds to previous findings by showing how flexible scheduling practices that include irregular variation of work hours and headcount have consequences also for worker interaction in the workplace. Even on-site work can be experienced as isolating if workers are 'spread too thin' in efforts to reduce labour costs. Set in two different retail settings, the study demonstrates and discusses how inter-employee competition and co-dependency are created, respectively. The authors also discuss how the flexibilisation described in this study reduced possibilities for face-to-face meetings and communication between co-workers, between workers and managers, and between workers and union representatives. Finally, it is discussed how the kind of flexibilisation described in this study coincides with defeatism and barriers to collective voice as well as action.
10.	Arnesson, Kerstin, et al. (författare) Interaction patterns in a steering group : Power and action outcome 2014 Ingår i: Economic and Industrial Democracy. - : SAGE. - 0143-831X .- 1461-7099. ; 35:2, s. 325-340 Forskningsöversikt (refereegranskat)abstract The purpose of this article is to study interaction patterns within a steering group. Most large projects include a group of this kind whose task it is to steer towards set goals and provide the required resources. The origin of the research area lies in the observation that steering groups seem to have difficulties in living up to the expectations of project management and project participants, despite structured working methods such as regular meetings, distribution of responsibility and cooperation with different interested parties. By means of interviews and observations the article attempts to capture interaction patterns in a specific steering group. The study is anchored in theories of power with the purpose of supplying theoretical concepts and analytical tools. The most important conclusion is that the interaction patterns that emerged in the steering group rested on two foundations. The first one was that social relations in the steering group created power that was produced and manifested in different ways. The second one was that the exercise of power affected the action outcome, that is, the results of the actions and consequences for future actions. Another conclusion is that the exercising of the assignment presupposes four premises: the steering group member needs to have a positive approach to the project idea and the set goals, to have knowledge of the assignment, to have a position with the authority to make and carry out strategic decisions of the project, and be able to allocate time for active work and participation in meetings.
11.	Arnesson, Kerstin, et al. (författare) Interaction patterns within a steering group : power and action outcome 2014 Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 35:2, s. 325-340 Tidskriftsartikel (refereegranskat)abstract The purpose of this article is to study interaction patterns within a steering group. Most large projects include a group of this kind whose task it is to steer towards set goals and provide the required resources. The origin of the research area lies in the observation that steering groups seem to have difficulties in living up to the expectations of project management and project participants, despite structured working methods such as regular meetings, distribution of responsibility and cooperation with different interested parties. By means of interviews and observations the article attempts to capture interaction patterns in a specific steering group. The study is anchored in theories of power with the purpose of supplying theoretical concepts and analytical tools. The most important conclusion is that the interaction patterns that emerged in the steering group rested on two foundations. The first one was that social relations in the steering group created power that was produced and manifested in different ways. The second one was that the exercise of power affected the action outcome, that is, the results of the actions and consequences for future actions. Another conclusion is that the exercising of the assignment presupposes four premises: the steering group member needs to have a positive approach to the project idea and the set goals, to have knowledge of the assignment, to have a position with the authority to make and carry out strategic decisions of the project, and be able to allocate time for active work and participation in meetings.
12.	Behrenz, Lars, 1964-, et al. (författare) Why don't employers hire long-term unemployed entitled to a wage subsidy? : The employer's perspective on subsidised employment 2023 Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 44:1, s. 161-183 Tidskriftsartikel (refereegranskat)abstract Despite a generous system with high wage subsidies for the long-term unemployed and newly arrived immigrants, many Swedish employers do not make use of this opportunity. This study seeks to increase knowledge of why some employers use the opportunity and others do not. Both register and survey data and combined register and survey data are used. One finding is that employers lack information about the subsidy programmes, although employers that had previously employed subsidised workers were much more likely to employ them in the future. Thus, a key policy question is how to present these subsidies to employers to reduce this barrier. The study also found that some employers hired people from these groups from altruistic motives. However, some employers responded that they would not employ a person entitled to a subsidy, regardless of the content of the subsidy scheme.
13.	Bengtsson, Erik, 1984 (författare) Social dumping cases in the Swedish Labour Court in the wake of Laval, 2004-2010 2016 Ingår i: Economic and Industrial Democracy. - : SAGE Publications. - 0143-831X .- 1461-7099. ; 37:1, s. 23-42 Tidskriftsartikel (refereegranskat)abstract This article studies conflicts in the Swedish Labour Court that have occurred between trade unions and companies concerning the pay and working conditions for European Union migrant workers in Sweden during the period 2004-2010. During this period, unions and employers entered into disputes over: unions' rights in Sweden to be consulted when a company uses a subcontractor, the definition of an employee (the issue of 'bogus self-employment'), the application of Swedish collective bargaining agreements to and for workers active in Sweden, how to determine wages for temporary staffing agency workers, and workers' rights to join a trade union. The article discusses the conflicts in the context of a widespread concern about 'social dumping' in the European Union, and in the context of weakening trade unions and institutional change in labour markets.
14.	Bennich-Björkman, Li (författare) A Tribute to Knowledgeable Swedes 2003 Ingår i: Economic and Industrial Democracy. - London : Sage Publications. - 0143-831X .- 1461-7099. ; 24:4, s. 631-634 Tidskriftsartikel (refereegranskat)
15.	Bergman, Paavo, et al. (författare) Workers' last performance : Why some factories show their best results during countdown 1999 Ingår i: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 20:3, s. 343-368 Tidskriftsartikel (refereegranskat)abstract In this article we highlight rationalizations within industry that were initiated and conducted locally during overt or latent threat of plant close-down. A common feature in our four investigated cases of 'declining organizations' is that the surprising increases in productivity cannot be thought of as the result of 'management by fear' or other active measures taken by management. On the contrary, our findings suggest that the 'dose-down effect' is brought about through workers' active and creative involvement in production matters when managers' interest in maintaining the established order at the workplace is fading away.
16.	Bergqvist, Christina (författare) Gender (In)Equality, European Integration and the Transition of Swedish Corporatism 2004 Ingår i: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 25, s. 125-146 Tidskriftsartikel (refereegranskat)abstract This article presents data on the development of women’s representation in social partner organizations and corporatist arrangements in Sweden. It analyses changes in corporatist arrangements and the emergence of a European ‘corporatist policy community’. What are the implications for gender equality if corporatism moves from the national level to the EU level? The article shows that it is usually harder for women to gain access to corporatist arrangements than to directly elected bodies. The mechanisms behind this are related to the openness and transparency of the institution. The more democratic and the more open an institution is to criticism and scrutiny by citizens, voters, members, media, etc., the more women we .nd. Usually, corporatist arrangements based on organized interests are more closed, exclusionary and discriminatory against women than the more open electoral/parliamentary system. The article concludes that the fact that we now might see a new form of corporatism at EU level could lead to a situation where some of the gains women have won in the national arena are lost in the European arena.
17.	Bernhard-Oettel, Claudia, et al. (författare) Patterns of contract motives and work involvement in temporary work : Relations to work-related and general well-being 2008 Ingår i: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 29:4, s. 565-591 Tidskriftsartikel (refereegranskat)abstract Temporary work is characterized by heterogeneity, and contract motives and work involvement are believed to differentiate temporary workers, which may explain their divergence in terms of subjective well-being. Applying a person-oriented approach using questionnaire data from a sample of Swedish temporary workers (N = 184), this study identified six patterns, characterized by distinct combinations of voluntary and involuntary contract motives and work involvement. While controlling for demo-graphics, comparative analyses found differences between these patterns in terms of work-related and general well-being. These findings indicate that knowledge about temporary work and its various consequences is enhanced by considering whole patterns instead of single variables in a person-oriented approach.
18.	Bernhard-Oettel, Claudia, et al. (författare) Patterns of contract motives and work involvement in temporary work: Relationschips to work-related and general well-being 2008 Ingår i: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 29:4, s. 565-591 Tidskriftsartikel (refereegranskat)abstract Temporary work is characterized by heterogeneity, and contract motives and work involvement are believed to differentiate temporary workers, which may explain their divergence in terms of subjective well-being. Applying a person-oriented approach using questionnaire data from a sample of Swedish temporary workers (N = 184), this study identified six patterns, characterized by distinct combinations of voluntary and involuntary contract motives and work involvement. While controlling for demographics, comparative analyses found differences between these patterns in terms of work-related and general well-being. These findings indicate that knowledge about temporary work and its various consequences is enhanced by considering whole patterns instead of single variables in a person-oriented approach.
19.	Bernhard-Oettel, Claudia, et al. (författare) Staying in or switching between permanent, temporary and self-employment during 2008-2010 : Associations with changing job characteristics and emotional exhaustion 2019 Ingår i: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 40:2, s. 215-237 Tidskriftsartikel (refereegranskat)abstract Labour market segmentation theories suggest that permanent and temporary workers are exposed to economic risks to different degrees, and differ in their working life quality and well-being. However, few studies have tested these ideas during times of economic crisis. Also, little is known about how the self-employed compare to permanent and temporary workers and are affected by economic downturns. This study investigated Swedish workers in different labour market segments before and after the financial crisis (2008 and 2010). More specifically, it looked at job characteristics and strain differences between permanent, temporary and self-employed workers. Data (N = 6335) came from SLOSH, a longitudinal representative cohort study of the Swedish workforce. Contradicting segmentation theories, differences between permanent and temporary workers were small. The self-employed stood out with favourable job characteristics, but comparable strain levels. During the crisis, work demands and strain declined for many of the workers studied here.
20.	Berntson, Erik, et al. (författare) The moderating role of employability in the association between job insecurity and exit, voice, loyalty and neglect 2010 Ingår i: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 31:2, s. 215-230 Tidskriftsartikel (refereegranskat)abstract Exit, voice, loyalty, or neglect as employee responses to organizations in decline have been investigated in several studies. The aim of the present study is to investigate whether employability moderates the effects of job insecurity on exit, voice, loyalty and neglect. The results, based on questionnaire data from white-collar workers in Sweden (N = 725), indicate that individuals who are high in employability may have greater opportunities for gaining control over their working life. Job insecurity was found to be associated with increased exit as well as with decreased voice and loyalty, although these effects were stronger among individuals who perceived themselves to be employable. Thus, instead of making employees more likely to use voice in times of uncertainty, employability appears to primarily induce vocational mobility.
21.	Björklund, Fredrika (författare) Equal democracies? : Gender and politics in the Nordic countries 2001 Ingår i: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 22:2, s. 311-314 Recension (övrigt vetenskapligt/konstnärligt)
22.	Björkman, Hans, et al. (författare) Membership Interface Unionism: A Swedish White Collar Union in Transition 2005 Ingår i: Economic and Industrial Democracy. - : SAGE Publications (UK and US). - 0143-831X .- 1461-7099. ; 26:1, s. 65-88 Tidskriftsartikel (refereegranskat)abstract Based on a case study from recent innovations in the Swedish white-collar union, Sif, this article introduces and develops the concept of membership interface unionism (MIU). The concept, it is argued, captures similar trends in trade unionism as that noted in the UK by Heery and Kelly in their concept of managerial unionism. Both these recent forms of unionism are signified by closer relations between the professional organization and individual members. Membership interface unionism, however, has distinctive features that signal an explicit embrace of the practices of customer relationship management (CRM): member involvement in service development and utilization of market research; new individually tailored, proactive enabling services, often offered through Internet solutions; and more responsibilities for lay members at the company level. The first and third of these features, it is argued, are somewhat contradictory in that company-level representation has weakened. The article concludes by acknowledging the threats towards participative unionism in the apparent move towards individual service provision.
23.	Blom, Victoria, et al. (författare) The associations between job insecurity, depressive symptoms and burnout : The role of performance-based self-esteem 2018 Ingår i: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 39:1, s. 48-63 Tidskriftsartikel (refereegranskat)abstract Despite agreement on the negative effects of job insecurity, more knowledge needs to be generated on the health effects in terms of burnout and depressive symptoms and for whom job insecurity has these negative effects. The present study aims to investigate the associations between job insecurity and burnout and depressive symptoms respectively, by studying the moderation influences of performance-based self-esteem (PBSE), a form of contingent self-esteem. A population-based sample with 4145 twins was used. The results showed that job insecurity was significantly associated with both burnout and depressive symptoms, and that PBSE acted as a moderator, so that the associations were stronger for individuals with high PBSE than for individuals with low PBSE. The study contributes by including a personality characteristic to gain more knowledge about the mechanisms of job insecurity on mental ill-health, and by illustrating that job insecurity has an impact on severe health outcomes in terms of burnout and depressive symptoms.
24.	Bolin, Malin, 1974-, et al. (författare) An empirical study of bureaucratic and post-bureaucratic characteristics in 90 workplaces 2008 Ingår i: Economic and Industrial Democracy. - London : Sage Publications. - 0143-831X .- 1461-7099. ; 29:4, s. 541-564 Tidskriftsartikel (refereegranskat)abstract The aim of the study was to explore bureaucratic and post- bureaucraticcharacteristics of organizational structure. A further aim was to investigate whether differences were related to types of industries. Eight organizational characteristics were measured, based on interviews with local managers at 90 workplaces in a broad sample of industries in mid-Sweden. The study showed that post-bureaucratic as well as bureaucratic characte ristics coexisted in most workplaces. The results are not in accordance with the rhetoric that considers bureaucracy obsolete in contemporary organizations. Significant differences were revealed between industries in seven of the eight characteristics.
25.	Dackert, Ingrid, et al. (författare) Leadership and climate for innovation in teams 2004 Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 25:2, s. 301-318 Tidskriftsartikel (refereegranskat)abstract The use of teamworking is common in many organizations. More or less self-directed teams are organized, often with the aim to achieve continuous improvements at work beyond the daily activities. The purpose of the present study was to examine the relation between leader behaviour and team climate for innovation in teams. The Team Climate Inventory devised by Anderson and West and Ekvall and Arvonen’s leadership questionnaire were used to capture the leadership pattern and the team processes characterizing a team climate for innovation in 14 manufacturing teams (N1/4 98). The results indicate a positive relation between a leadership style that combines employee-and change-orientation and a team climate for innovation as a whole. However, innovative team processes such as participation and clarity of objectives were more associated with team membership than leadership in this setting.
26.	De Witte, Hans, et al. (författare) ‘Objective’ vs. ‘Subjective’ job insecurity : Consequences of temporary work for job satisfaction and organizational commitment in four European countries 2003 Ingår i: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 24:2, s. 149-188 Tidskriftsartikel (refereegranskat)abstract This contribution analyses whether temporary work and (the subjective perception of) job insecurity are associated with a reduction in job satisfaction and organizational commitment, as proposed in the literature. An interaction between temporary work and job insecurity is also tested. Data from four European countries (Belgium, the Netherlands, Italy and Sweden) are used to test the robustness of the hypotheses. The results show that temporary work is not associated with a reduction in job satisfaction and organizational commitment. Job insecurity is associated with a lower score on both outcome variables, as hypothesized. In two countries, an interaction was found: job insecurity was only associated with a reduction in job satisfaction and organizational commitment among workers with a permanent contract, suggesting that the psychological contract was violated for this category of workers.
27.	Eib, Constanze, PhD, 1985-, et al. (författare) Entrepreneurial action and eudaimonic well-being in a crisis : Insights from entrepreneurs in Sweden during the COVID-19 pandemic 2024 Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 45:2, s. 335-362 Tidskriftsartikel (refereegranskat)abstract Based on transactional stress theory, this article provides an empirical glimpse into how entrepreneurs in Sweden have experienced the COVID-19 pandemic. The authors investigated the impact of two crisis-induced stressors (unpredictability, loneliness) on two aspects of entrepreneurial success (business and personal success) through the indirect effect of eudaimonic well-being. They examined the role of crisis-related entrepreneurial actions (applying for government financial support, engaging in online business activities). Results from a sample of entrepreneurs operating in Sweden in the summer of 2020 revealed that unpredictability and loneliness were negatively related to business and personal success via eudaimonic well-being. Results for the moderating effects of the crisis-related entrepreneurial actions revealed mixed findings. The results provide valuable insights into the mechanisms that tie entrepreneurial stressors and opportunities for action to eudaimonic well-being, and in turn, entrepreneurial success in the early days of the crisis caused by the pandemic.
28.	Eib, Constanze, et al. (författare) Entrepreneurial action and eudaimonic well-being in a crisis : Insights from entrepreneurs in Sweden during the COVID-19 pandemic 2024 Ingår i: Economic and Industrial Democracy. - : SAGE Publications. - 0143-831X .- 1461-7099. ; 45:2, s. 335-362 Tidskriftsartikel (refereegranskat)abstract Based on transactional stress theory, this article provides an empirical glimpse into how entrepreneurs in Sweden have experienced the COVID-19 pandemic. The authors investigated the impact of two crisis-induced stressors (unpredictability, loneliness) on two aspects of entrepreneurial success (business and personal success) through the indirect effect of eudaimonic well-being. They examined the role of crisis-related entrepreneurial actions (applying for government financial support, engaging in online business activities). Results from a sample of entrepreneurs operating in Sweden in the summer of 2020 revealed that unpredictability and loneliness were negatively related to business and personal success via eudaimonic well-being. Results for the moderating effects of the crisis-related entrepreneurial actions revealed mixed findings. The results provide valuable insights into the mechanisms that tie entrepreneurial stressors and opportunities for action to eudaimonic well-being, and in turn, entrepreneurial success in the early days of the crisis caused by the pandemic.
29.	Eib, Constanze, et al. (författare) The interaction between organizational justice and job characteristics : Associations with work attitudes and employee health cross-sectionally and over time 2015 Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 36:3, s. 549-582 Tidskriftsartikel (refereegranskat)abstract The present study investigates to what extent main and interactive effects of overall organizational justice and job characteristics shape employees’ work attitudes (organizational commitment, intention to stay) and health (mental health, somatic health) cross-sectionally and after a period of one year. Questionnaire data from 429 Swedish accountants show that generally both organizational justice and job characteristics had main effects on all outcomes at both time points. Interactions between organizational justice and job characteristics were found for every job characteristic studied (demand, control, support), for both time points but mainly for intention to stay and somatic health. The results show that perceptions of organizational justice and job characteristics can have additive and multiplicative synergetic effects for work attitudes and employee health.
30.	Eib, Constanze, et al. (författare) What makes employees and managers see eye to eye concerning organizational justice? : Predicting congruence in the Swedish pay-setting context Ingår i: Economic and industrial democracy. - 1461-7099 .- 0143-831X. Tidskriftsartikel (refereegranskat)abstract There is often a gap between what managers perceive they do in terms of fairness (managers’ justice enactment perceptions) and how fairly employees feel treated by their supervisor (employees’ organizational justice perceptions). This study investigates three managerial actions as potential predictors of congruence in managers’ justice enactment and employees’ justice perceptions. Using individual pay setting as context, the authors hypothesize that goal clarity, continuous feedback, and supervisory credibility predict congruence in justice perceptions (distributive, procedural, interpersonal, and informational justice). Analyses are based on 124 pay-setting managers with their employees from an industrial company in Sweden. Results reveal that goal clarity, continuous feedback, and supervisor credibility reduce the mean-value difference in justice perceptions between managers and employees. This study broadens the organizational justice literature by contributing with a new way of simultaneously studying justice enactment and justice perceptions to further knowledge on how to facilitate and improve fairness in organizations.
31.	Eib, Constanze, PhD, 1985-, et al. (författare) What makes employees and managers see eye to eye concerning organizational justice? : Predicting congruence in the Swedish pay-setting context 2024 Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. Tidskriftsartikel (refereegranskat)abstract There is often a gap between what managers perceive they do in terms of fairness (managers’ justice enactment perceptions) and how fairly employees feel treated by their supervisor (employees’ organizational justice perceptions). This study investigates three managerial actions as potential predictors of congruence in managers’ justice enactment and employees’ justice perceptions. Using individual pay setting as context, the authors hypothesize that goal clarity, continuous feedback, and supervisory credibility predict congruence in justice perceptions (distributive, procedural, interpersonal, and informational justice). Analyses are based on 124 pay-setting managers with their employees from an industrial company in Sweden. Results reveal that goal clarity, continuous feedback, and supervisor credibility reduce the mean-value difference in justice perceptions between managers and employees. This study broadens the organizational justice literature by contributing with a new way of simultaneously studying justice enactment and justice perceptions to further knowledge on how to facilitate and improve fairness in organizations.
32.	Eliaeson, Sven (författare) Review of Wolfgang Schluchter: The Rise of Western Rationalism. Max Weber's Developmental History 1987 Ingår i: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 8, s. 572-574 Recension (refereegranskat)
33.	Falkenberg, Helena, et al. (författare) Do gender and socioeconomic status matter when combining work and family : Could control at work and at home help? Results from the Whitehall II study 2020 Ingår i: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 41:1, s. 29-54 Tidskriftsartikel (refereegranskat)abstract Work and family are sources of both satisfaction and conflicting demands. A challenge is to identify individuals at risk for conflict and factors that potentially reduce conflict. This study investigated how gender and socioeconomic status (SES) were associated with work-family interference (WFI) and family-work interference (FWI) and how control at work and at home related to WFI and FWI. Data from 1991-1993 and 1997-1999 of the Whitehall II study of British civil servants, including 3484 (827 women and 2657 men) employees in three SES-levels, were analysed. Women reported a higher risk for WFI and FWI. High SES employees reported higher WFI. Less control at home increased risks for WFI and FWI as did low control at work but only for WFI. This suggests that high SES women are especially at risk for conflict and that aspects from the spheres of both work and home should be considered in further research and practice.
34.	Gonäs, Lena, 1945-, et al. (författare) Capturing Change - Approaching gender relations in working life. : Guest editors introduction 2013 Ingår i: Economic and Industrial Democracy. - London : Sage Publications. - 0143-831X .- 1461-7099. ; 34:3, s. 471-482 Tidskriftsartikel (refereegranskat)
35.	Griep, Yannick, et al. (författare) Perceived identity threat and organizational cynicism in the recursive relationship between psychological contract breach and counterproductive work behavior 2023 Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 44:2, s. 351-384 Tidskriftsartikel (refereegranskat)abstract Counterproductive work behavior toward the organization (CWB-O) or supervisor (CWB-S) is commonly treated as a consequence of psychological contract breach (PCB). However, drawing from Self-Consistency Theory, the authors in this article argue that the PCB–CWB relationship is recursive through two mediating mechanisms: self-identity threat and organizational cynicism. Furthermore, the authors predict that the relationship between feelings of violation and CWB-O (or CWB-S) would depend on the extent to which the victim attributed blame to the organization (or supervisor). Using weekly and daily survey data, the study found that identity threat was a stronger mediator for recursive CWB–PCB relationships. Moreover, it was found that PCB related positively to violation feelings, which in turn related positively to CWB-O and CWB-S over time. As predicted, the former was moderated by organizational blame attributions, whereas the latter was moderated by supervisor blame attributions. The authors discuss the theoretical implications and propose novel practical implications based on these reciprocal findings.
36.	Griep, Yannick, et al. (författare) The ebb and flow of psychological contract breach in relation to perceived organizational support : Reciprocal relationships over time 2022 Ingår i: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 3:1, s. 344-361 Tidskriftsartikel (refereegranskat)abstract Perceived organizational support (POS) is commonly treated as a consequence of perceived psychological contract breach (PCB). However, because both concepts assume a mutual exchange relationship in which each party makes assessments of, and then decides how to reciprocate, the other party's contributions, this article propounds that the PCB-POS relationship is recursive. By drawing on Conservation of Resources (COR) Theory, the authors argue that following an initial PCB, low levels of POS may then increase the likelihood of perceiving further PCBs through reduced management trust, thus generating a resource loss spiral. By estimating a two-level time-lagged mediation model on weekly data from 338 Canadian employees (1215 observations), the findings support the reciprocal PCB-POS relationship, and show that POS and PCB form a vicious cycle of resource loss. The authors suggest avenues for future research and practical implications relating to the role of time and resources in preventing further exchange deterioration.
37.	Griep, Yannick, et al. (författare) The relationship between psychological contract breach and counterproductive work behavior in social enterprises : Do paid employees and volunteers differ? 2020 Ingår i: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 41:3, s. 727-745 Tidskriftsartikel (refereegranskat)abstract Scholars agree that counterproductive work behavior (CWB) is instigated by psychological contract breach and feelings of violation. This article focuses on the mediating role of feelings of violation (a mixture of negative emotions) in the relationship between psychological contract breach and CWB, and assesses whether volunteers and paid employees experience a similar chain of events. The study uses Mplus 7 to estimate a moderated mediation model with bootstrapping. The results indicate that both paid employees and volunteers (1) experience feelings of violation when perceiving psychological contract breach, and (2) engage in CWB targeted to the organization (CWB-O) when experiencing feelings of violation. However, these relationships were not significantly different when comparing paid employees and volunteers. It is hence concluded that a similar chain of cognitions and emotions explains why volunteers and paid employees engage in CWB-O. In unraveling this sequence, possibilities for targeted interventions are suggested.
38.	Guest, D. E., et al. (författare) Temporary employment contracts and employee well-being during and after the financial crisis : Introduction to the special issue 2019 Ingår i: Economic and Industrial Democracy. - : SAGE Publications Ltd. - 0143-831X .- 1461-7099. ; 40:2, s. 165-172 Tidskriftsartikel (övrigt vetenskapligt/konstnärligt)abstract Temporary employment has become a feature of the contemporary labour market, although its extent varies considerably across European countries. It is widely assumed that the experience of temporary work is likely to lower worker well-being. However, a major European study in 2005 found that temporary workers reported higher well-being than permanent workers. Since then, the financial crisis of 2008 and the resulting shedding of labour seems likely to have had a damaging effect on the well-being of temporary workers. The introductory article outlines these issues and introduces the subsequent articles in this special issue which explore the well-being and employment security of temporary workers in the aftermath of the financial crisis. In drawing them together, it is noted that temporary workers appear to have fared no worse than permanent workers. Indeed, job insecurity seems to have spread to permanent workers, particularly in the Mediterranean countries, creating a renewed emphasis on the role of employability.
39.	Hamark, Jesper, 1973 (författare) Strikes and lockouts: The need to separate labour conflicts 2021 Ingår i: Economic and Industrial Democracy. - : SAGE Publications. - 0143-831X .- 1461-7099. ; 43:4 Tidskriftsartikel (refereegranskat)abstract Quantitative research on labour conflicts has offered innumerous insights into the workings of labour markets. With few exceptions this research is about conflicts, that is, strikes plus lockouts. The current situation is the result of practical difficulties separating strikes and lockouts, unwillingness by statistical bureaus to make the distinction, and the recommendation by leading scholars to refrain from distinguishing between the two types of conflicts. This article demonstrates that strikes and lockouts are not only theoretically distinct, their empirical manifestations differ. Employers and employees struggle over influence and division of income. Occasionally the two parties use, or threaten to use, their respective tools: the lockout and the strike. As long as the scientific community treats employers and employees as separate categories, we should also do the same with lockouts and strikes.
40.	Hellmark, Ann-Britt, et al. (författare) In Memorian: Bengt Abrahamsson, 1937-2019 2019 Ingår i: Economic and Industrial Democracy. - london : Sage Publications. - 0143-831X .- 1461-7099. ; 40:4, s. 836-837 Tidskriftsartikel (refereegranskat)
41.	Hofmaier, Bernd (författare) Organizational participation - Myth and reality 1999 Ingår i: Economic and Industrial Democracy. - London : Sage Publications. - 0143-831X .- 1461-7099. ; 20:3, s. 489-492 Recension (refereegranskat)
42.	Hofmaier, Bernd (författare) Reviews : Walter Müller-Jentsch, Hans Joachim Sperling and Irmgard Weyrather (1997) Neue Technologien in der Verhandlungsarena 2000 Ingår i: Economic and Industrial Democracy. - London : Sage Publications. - 0143-831X .- 1461-7099. ; 21:3, s. 407-409 Recension (övrigt vetenskapligt/konstnärligt)
43.	Holth, Line, 1966-, et al. (författare) Career patterns for IT engineering graduates 2013 Ingår i: Economic and Industrial Democracy. - SAGE : SAGE Open. - 0143-831X .- 1461-7099. ; 34:3, s. 519-535 Tidskriftsartikel (refereegranskat)abstract AbstractWomen constitute a clear minority in the field of information and communications technology (ICT) in higher education as well as in the job market. At the same time, this field is expected to have a shortage of qualified people in the future. Do women and men engineering graduates have the same career opportunities? This article problematizes the relationship between higher education in engineering and opportunities on the job market. The results show that men reach higher positions to a greater extent than women, and that women remain in low-qualification jobs to a greater extent than men.
44.	Håkansta, Carin, et al. (författare) Power resources and the battle against precarious employment : Trade union activities within a tripartite initiative tackling undeclared work in Sweden 2024 Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 45:1, s. 29-56 Tidskriftsartikel (refereegranskat)abstract The aim of this case study was to explore the abilities and limitations of trade unions in their response to undeclared work, which has received scant attention in research on working conditions and industrial relations. The authors use power resource theory to examine the outcome of a Swedish government initiative aimed to boost the ability of the social partners to tackle undeclared work. The findings confirm previous literature suggesting cross-sectoral differences in the extent and nature of undeclared work and an association between low levels of power resources and high risk of undeclared work. The authors recommend that future initiatives take account of cross-sectoral differences in the nature and extent of undeclared work and available power resources. Future research should consider how different actors can contribute to the ability of the social partners in different sectors to engage in the battle against undeclared work.
45.	Härenstam, Annika, et al. (författare) Improving organizational and working conditions for managers in the Swedish public sector : A conceptual model and evaluation of interventions 2022 Ingår i: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 43:1, s. 72-97 Tidskriftsartikel (refereegranskat)abstract The demands on managers seem to have increased as a consequence of management reforms. This study evaluates interventions aimed at improving working conditions and performance of managers in the Swedish public sector by changing organizational conditions. Six intervention organizations were compared to 34 reference organizations. Organizational conditions relevant for managerial work were surveyed and the results presented to the management teams who decided on the action plans and implemented changes. Fidelity to the intentions and contextual circumstances were documented. A psychometrically tested questionnaire was used for pre- and post-measurements of effects among a sample of 303 managers. The results showed that the interventions were associated with changes in managers' quality of work and performance. The evaluation design made it possible to show that organizational conditions can be changed in order to improve the operations managers' situation if there is fidelity to the intentions and support from the strategic level management.
46.	Härenstam, Annika, 1949, et al. (författare) Improving organizational and working conditions for managers in the Swedish public sector: A conceptual model and evaluation of interventions 2022 Ingår i: Economic and Industrial Democracy. - : SAGE Publications. - 0143-831X .- 1461-7099. ; 43:1, s. 72-97 Tidskriftsartikel (refereegranskat)abstract The demands on managers seem to have increased as a consequence of management reforms. This study evaluates interventions aimed at improving working conditions and performance of managers in the Swedish public sector by changing organizational conditions. Six intervention organizations were compared to 34 reference organizations. Organizational conditions relevant for managerial work were surveyed and the results presented to the management teams who decided on the action plans and implemented changes. Fidelity to the intentions and contextual circumstances were documented. A psychometrically tested questionnaire was used for pre- and post-measurements of effects among a sample of 303 managers. The results showed that the interventions were associated with changes in managers' quality of work and performance. The evaluation design made it possible to show that organizational conditions can be changed in order to improve the operations managers' situation if there is fidelity to the intentions and support from the strategic level management.
47.	Häsänen, Lars, 1973-, et al. (författare) Goal setting and plant closure : when bad things turn good 2011 Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 32:1, s. 135-156 Tidskriftsartikel (refereegranskat)abstract Research has shown that closedowns seem to result in increased productivity even though all productivity targets have been abandoned. The closedown case analysed in this article is different from previous research since management came to employ high goals for productivity and efficiency throughout the entire closedown process (29 months). The article argues that individuals gradually accept the demise and detach themselves from the dying organization by adopting new career goals which they can start pursuing after the actual closure, thus the closure becomes a subgoal. This study examines change in the dependent variables’ mean values, and the relationships between goal setting, job performance, goal commitment, organizational citizenship behaviour, job satisfaction and job-induced tension. A longitudinal design (N = 151) based on two data points (T1: February 2006, T2: February 2007) were tapped into the annual goal setting process. The results support that goal setting was effective in this specific closedown scenario.
48.	Höckertin, Chatrine, et al. (författare) The impact of ownership on psychosocial working conditions. : A multilevel analysis of 60 work sites 2006 Ingår i: Economic and Industrial Democracy. - London : Sage. - 1461-7099 .- 0143-831X. ; 27:2, s. 245-284 Tidskriftsartikel (refereegranskat)abstract With the expansion of the service sector, working conditions have changed during recent decades and it has become more relevant to highlight psychosocial factors as a complement to physical aspects of work. The main scope of this article concerns legal forms of ownership (i.e. the public sector, public enterprises, private enterprises and cooperatives), different types of operations within the service sector, and whether these organisational characteristics create differences in psychosocial working conditions for the individual employee. A total of 1 384 employees in 60 workplaces within 25 establishments participated, and the data consisted of both a survey answered by the employees and structured interviews conducted with the local managers in each participating organisation. Multilevel analysis showed that a rather high degree of variance in working conditions could be attributed to factors outside/above the individual level, and furthermore, that both ownership and type of operation were significant and relevant variables in order to explain differences in working conditions.
49.	Jansson, Jenny, 1979- (författare) Re-inventing the self : Implications of trade union revitalization 2022 Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 43:1, s. 450-468 Tidskriftsartikel (refereegranskat)abstract Although trade union revitalization processes have been thoroughly examined by industrial relations scholars, less is known about the implications of such processes on unions’ self-image. This article addresses that gap in knowledge by investigating how the self-image of a major Swedish public-sector trade union, the SKTF/Vision, changed after a thorough revitalization process took place. The findings indicate that due to pressure resulting from public-sector privatization, the union abandoned much of its former self-image and replaced ideas of ‘the collective’ with individualism. This article analyzes these changes and discusses the implications for the union movement.
50.	Kalyal, Hina Jawaid, et al. (författare) The moderating role of employability on the relationship between job insecurity and commitment to change 2010 Ingår i: Economic and Industrial Democracy. - : Sage. - 0143-831X .- 1461-7099. ; 31:3, s. 327-344 Tidskriftsartikel (refereegranskat)abstract The development of commitment to change is an underresearched area especially in non-western settings. The aim of the present study was to determine whether employability can moderate the negative effects of job insecurity on individuals’ commitment to change. A survey method approach was used to collect 149 responses from managers of a large public sector organization in Pakistan undergoing restructuring. Hierarchical multiple regression results suggest that employability is an important coping resource during organizational change as it helps mitigate the negative effects of job insecurity on the most desirable form of commitment to change, namely affective commitment to change. Theoretical and practical implications of the study are discussed.

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