SwePub
Sök i SwePub databas

  Utökad sökning

Träfflista för sökning "WFRF:(Berntson Erik) "

Sökning: WFRF:(Berntson Erik)

  • Resultat 1-50 av 112
Sortera/gruppera träfflistan
   
NumreringReferensOmslagsbildHitta
1.
  • Andreasson, Anna, et al. (författare)
  • Brief report : Contemplate your symptoms and re-evaluate your health. A study on working adults
  • 2019
  • Ingår i: Journal of Health Psychology. - : SAGE Publications. - 1359-1053 .- 1461-7277. ; 24:11, s. 1562-1567
  • Tidskriftsartikel (refereegranskat)abstract
    • We investigated whether self-ratings of health are affected by a symptom rating. A diary including a one-item self-rating of health ("pre-self-rated health"; 1 = excellent, 7 = very poor), a subsequent 26-item rating of symptoms, and thereafter a second (identical) health rating ("post-self-rated health") was completed by 820 persons 21 times. Self-rated health worsened significantly ( p < .0001) after the symptom rating, from 2.72 pre-self-rated health (95% confidence interval: 2.70-2.74) to 2.77 post-self-rated health (95% confidence interval: 2.75-2.79) and more so in persons who reported more symptoms ( b = .058, p < .05). The results support the notion that subjective health perception is influenced by attending to symptoms, especially so in persons with a high symptom burden.
  •  
2.
  • Att leda i en komplex organisation : Utmaningar och nya perspektiv för chefer i offentlig verksamhet
  • 2018
  • Samlingsverk (redaktörskap) (övrigt vetenskapligt/konstnärligt)abstract
    • Några av Sveriges främsta ledarskapsforskare ger i denna bok ökad kunskap för att förstå, styra och hantera organisatorisk komplexitet. Chefer i komplexa organisationer behöver hantera osäkerhet och överraskande händelseförlopp för att organisationen ska fungera väl. Det kräver att cheferna har förståelse för de förutsättningar som gäller i sådana organisationer, till exempel att beslut samproduceras i och utanför ledningsgrupper, att professionsföreträdare har ett betydande inflytande och att konkurrerande normsystem är vanliga. Ett annat särdrag är hur emotionellt krävande chefsarbetet är, med tryck inte bara från medarbetare utan även från anhöriga, brukare, den breda allmänheten, granskningsaktörer och media. Samtidigt kännetecknas komplexa organisationer av flertalet system som syftar till att reducera osäkerhet och styrproblematik, men som också i sig ställer särskilda krav på chefsarbetet.Kapitlen i denna antologi är fristående och ger ett antal kompletterande bilder av komplexitet – dess problematiker och ibland förslag på lösningar. De många exemplen kommer nästan uteslutande från offentlig sektor, eftersom den vanligen kännetecknas av omfattande komplexitet, men innehållet är relevant för alla komplexa organisationer.Boken är skriven för utbildningar i ledarskap på högskolenivå, för organisationsledningar, verksamhetsnära chefer och specialister i chefsfunktioner.
  •  
3.
  • Att synliggöra och motverka ojämställdhet i arbetslivet : En vänbok till Annika Härenstam
  • 2020
  • Samlingsverk (redaktörskap) (övrigt vetenskapligt/konstnärligt)abstract
    • Hur kommer det sig att arbetet medför status, goda arbetsvillkor och hälsa för vissa, medan det innebär vanmakt, underordning och sjukdom för andra? Denna uråldriga och till synes naiva fråga pockar allt ihärdigare på ett svar i en tid där den sociala ojämlikheten ökar. Den som är det minsta intresserad av arbetsliv och hälsa och som läser de kapitel som nu följer kommer att bli inspirerad, kanske provocerad och troligen väldigt imponerad av svensk arbetslivsforskning. Flera av Sveriges mest framträdande arbetslivsforskare medverkar i boken.
  •  
4.
  • Baraldi, Stephan, et al. (författare)
  • The Importance of Commitment to Change in Public Reform : an Example from Pakistan
  • 2010
  • Ingår i: Journal of Change Management. - : Informa UK Limited. - 1469-7017 .- 1479-1811. ; 10:4, s. 347-368
  • Tidskriftsartikel (refereegranskat)abstract
    • The public sectors in many developing countries have undergone major restructuring over the past decades. Earlier research suggests that such restructuring is inherently linked to feelings of ambiguity and insecurity among employees, undermining behavioral support for change, and thus, chances of change success. Using survey data from a restructured public sector organization in Pakistan, this study investigated the mediating role of commitment to change on the relationship between role ambiguity/job insecurity and behavioral support for change. The results show that role ambiguity and job insecurity were negatively related to both commitment to change and behavioral support for change. More importantly, however, the results support the notion that the negative effects of role ambiguity and job insecurity on behavioral support for change are fully mediated by individuals’ commitment to change. The study emphasizes the importance of mobilizing commitment to change in restructuring processes.
  •  
5.
  • Bergman, David, et al. (författare)
  • Direct and sustained effects on leadership self-efficacy due to the inability to complete a parachute training course
  • 2020
  • Ingår i: Nordic Psychology. - : Informa UK Limited. - 1901-2276 .- 1904-0016. ; 72:3, s. 222-234
  • Tidskriftsartikel (refereegranskat)abstract
    • The present study examined a parachute training course intended to improve the leadership abilities of future military officers. Two research questions were examined. First, whether there were any differences between completers and non-completers in anxiety, stress, and collective identity at the beginning of the course (time 1), and second, whether there were any differences between completers and non-completers in leadership self-efficacy immediately after the course and at a five-month follow-up (time 2 and time 3). Participants were cadets from the Swedish Military Academy undergoing the course as part of their officer training curriculum. The results showed no significant differences between completers and non-completers in anxiety, stress, and collective identity at the beginning of the course (time 1). Non-completers showed a significant reduction in leader self-control efficacy compared to those who completed the training immediately after the course and at a five-month follow-up (time 2 and 3). Overall, these results indicate that non-completion of this type of demanding training could have negative effects on the individual's leader self-control efficacy.
  •  
6.
  • Bergman, David, 1979-, et al. (författare)
  • From believing to doing : The association between leadership self-efficacy and the developmental leadership model
  • 2021
  • Ingår i: Frontiers in Psychology. - : Frontiers Media SA. - 1664-1078. ; 12
  • Tidskriftsartikel (refereegranskat)abstract
    • The current study examined the association between leadership self-efficacy and the developmental leadership model. The purpose is to better understand how leadership training transfers to facets of developmental leadership. This was tested in a cross-sectional design with military commanders in the Swedish armed forces. The results show that the sub-domain of leader self-control efficacy (the cognitive and emotional ability to remain composure) did predict developmental leadership in only one dimension of being an exemplary model, but that leader assertiveness efficacy (the ability to make rational decisions) predicted the two dimensions of exemplary model and inspiration & motivation in developmental leadership. One possibility is that leader self-control efficacy can be what enables the individual to function within an extreme context, but leader assertiveness efficacy can be what most determine the leadership performance within that context. The possibility for mediatory analyses in further research is discussed.
  •  
7.
  • Bergman, David, et al. (författare)
  • Preparing to lead in combat : Development of leadership self-efficacy by static-line parachuting
  • 2019
  • Ingår i: Military Psychology. - : Informa UK Limited. - 0899-5605 .- 1532-7876. ; 31:6, s. 481-489
  • Tidskriftsartikel (refereegranskat)abstract
    • The current study examined whether a static-line parachute program could help prepare future military officers to lead in extreme situations by increasing leadership self-efficacy. Parachute training is commonly used for preparing to lead in combat since it presents a perceived threat to life which requires active mastery. Achieving such mastery facilitates the development of leader self-control efficacy and leader assertiveness efficacy. This assumption was tested in a real training situation within the Swedish Military Academy where two groups of cadets were included in the study. The group of cadets undertaking parachute training conducted repeated measures of assessment of their self-efficacy before and after the course as well as at a five-month follow-up. The results show that parachute training increased leader self-control efficacy when compared to a group of cadets who undertook different training. In addition, the training given contributed to increased leader assertiveness efficacy for both groups.
  •  
8.
  • Bergman, David, 1979- (författare)
  • Why jump out of a perfectly good airplane? : Parachute training, self-efficacy and leading in combat
  • 2021
  • Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
    • Training military officers to lead in combat has always presented a training paradox: it is impossible to expose individuals to the inherent strains and dangers of real combat, but combat is where they are supposed to lead, making those demands normative for training. To overcome this paradox, the military uses training courses where stress is as realistic as possible within ethical limits. One frequent example of such a course is parachute training. Completing one demanding task (parachuting) can also increase the individual’s belief that other tasks with equal or even greater difficulty (leading in combat) can be overcome similarly. The overall aim of this thesis was to investigate whether and how military parachute training can function as a method for leadership development. The purpose of Study I was to investigate whether military parachute training was associated with an increase in leadership self-efficacy. The results show that parachute training increased leader self-control efficacy when compared to the different training of a group of cadets. In addition, the training given contributed to increased leader assertiveness efficacy for both groups. The purpose of Study II was to investigate whether the inability to complete training was associated with any direct and sustained effects. The results show that there were no differences between those who completed training and those who did not. Regarding outcome, leader self-control efficacy decreased significantly for those who were unable to complete training when compared to those who did. The purpose of Study III was to examine how the two sub-domains of leadership self-efficacy examined in the first two studies were associated with leadership behaviors, specifically those described in the developmental leadership model. The results show that leader assertiveness efficacy was the best predictor to the dimensions of developmental leadership. Leader self-control efficacy seems to be more related to functioning within an extreme context. Overall, the thesis indicates that parachute training can help to prepare future military leaders to lead in combat. The results imply that the effects of parachute training are indirect rather than directly associated to leadership and that ability to remain composure in extreme situations in turn enables individual behaviors, including leadership. The thesis also contributes insight into the process of how personal beliefs can be transferred or generalized across different areas or domains in a person’s life. The results are also relevant for other professions that routinely work in extreme contexts. 
  •  
9.
  • Bernhard-Oettel, Claudia, et al. (författare)
  • Contract and job choice in different employment arrangements: : Are they of importance for perceived insecurity, employability, and well-being?
  • 2007
  • Ingår i: The 13th European Congress of Work and Organizational Psychology.
  • Konferensbidrag (populärvet., debatt m.m.)abstract
    • Studies on the consequences of temporary employment forms have provided a plethora of different findings and a widely accepted conclusion is that individual well-being in different types of employment arrangements depend on a variety of factors and not on the contract alone. Among these factors, perceived levels of job insecurity and employability have been discussed as detrimental and beneficial, respectively, for subjective well-being. Furthermore, research has found the degree of preference for the contract and job to be of relevance for well-being when different employment forms are compared. However, most of these comparisons typically do not take into account the heterogeneity of temporary contracts. Moreover, studies differentiating choice of contract and choice of job are scarce. Thirdly, mechanisms of these choices in different employment types and their relationships to a) perceived insecurity and employability and b) well-being still remain unclear. This paper uses questionnaire data from Sweden collected in 2004 as a part of the PSYCONES project and compares choices of contract and job in 705 employees working in a permanent, fixed term or on-call arrangements. Associations of these choices in different contracts are studied with respect to perceived levels of employability, job insecurity and long-term consequences for well-being in terms of general health and life satisfaction. Results suggest that working in a chosen job is an important predictor that interacts with contract choice and type of contract. Moreover, choices together with perceived levels of job insecurity and employability predict general health and life satisfaction. Only weak support is found for the hypothesis that the relationship of choices and well-being is mediated by perceptions of job insecurity and employability.
  •  
10.
  • Bernhard-Oettel, Claudia, et al. (författare)
  • Inlåsning, anställningsbarhet och välbefinnande efter en omorganisation
  • 2013
  • Ingår i: Arbetsmarknad & Arbetsliv. - Stockholm : Arbetsmarknadsstyrelsen. - 1400-9692 .- 2002-343X. ; 19:4, s. 101-112
  • Tidskriftsartikel (refereegranskat)abstract
    • Under perioder där arbetsmarknaden erbjuder färre alternativ är det troligt att fler människor accepterar arbetsplatser där de inte trivs eller stannar kvar på arbeten som de inte vill ha och känner sig inlåsta i. Tidigare forskning har kopplat inlåsning till sämre välbefinnande. Hur inlåsning och välbefinnande förändras när människor byter jobb är mindre känt. Föreliggande studie belyser förändringar i inlåsning, upplevd anställningsbarhet och välbefinnande vid en svensk myndighet efter en organisationsförändring som medfört organisationsinterna arbetsplatsbyten. Resultaten visar på negativa effekter av inlåsning: att stanna kvar på eller flytta till en arbetsplats som man inte önskar ha i framtiden är inte gynnsamt för hälsan.
  •  
11.
  •  
12.
  • Berntson, Erik, et al. (författare)
  • A Holistic Approach to Work-Life Balance
  • 2007
  • Ingår i: The XIIIth European Congress of Work and Organizational Psychology, Stockholm, may 2007.
  • Konferensbidrag (refereegranskat)
  •  
13.
  • Berntson, Erik, et al. (författare)
  • A Holistic Approach to Work-life Balance
  • 2007
  • Ingår i: The XIIIth European Congress of Work, Stockholm, May 9-12 2007.
  • Konferensbidrag (refereegranskat)abstract
    • Lately there has been an increasing focus on how individuals balance their working life with their life outside work. The aim of the present study is to identify different working and living situations for women and men and compare them with regard to work-life balance. A holistic approach focusing on entire situations rather than specific variables is applied. The data in our study is representative of the Swedish citizens between 25 and 50 years of age. A survey was administered to a sample of appr 5000 individuals in 2004 and a follow-up was made in 2005 and 2006. In the present study a cluster analysis was performed using ten variables reflecting working conditions as well as living conditions. A thirteen cluster solution was chosen regarding both the homogeneity and the theoretical value of the solution, meaning that we found thirteen general situations describing the working and living conditions among workers on the Swedish labour market. Preliminary results indicate that there are large differences between these situations in how balance in life is reported. One conclusion is that the work-life balance is more favourable in situations common among both men and women than in more gender segregated working and living conditions. Another finding is that it seems as if individuals engaged in active jobs have difficulties upholding a good balance in life while individuals in situations characterised by for example low demands in general report a good balance.
  •  
14.
  •  
15.
  • Berntson, Erik, et al. (författare)
  • Att vara anställningsbar i en turbulent omvärld
  • 2012
  • Ingår i: Socialförsäkringsforskning. - : Karolinska Institutet. - 9789175490410 ; , s. 36-49
  • Bokkapitel (populärvet., debatt m.m.)abstract
    • Socialförsäkringarna är centrala för oss som individer och för vårt samhälle, samtidigt som den vetenskapliga kunskapen om dem är mycket begränsad. Detta större seminarium, som vi arrangerade den 31 augusti 2012, hade till syfte att främja diskussioner om socialförsäkringsforskningens villkor. Ett ytterligare syfte var att uppmärksamma professor Staffan Marklunds 40-åriga forskargärning inom området.
  •  
16.
  • Berntson, Erik, et al. (författare)
  • Chefens perspektiv – En studie om hur chefer har och om förutsättningar för att vara chef
  • 2012
  • Ingår i: Strategi och ledarskap, Bonniers ledarskapshandböcker. - : Bonnier.
  • Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
    • I svensk liksom i internationell arbetslivsforskning finns en stark tradition av att undersöka och förbättra arbetsmiljön för medarbetare i allmänhet, men mindre fokus på att studera chefers förutsättningar att bedriva sitt arbete. Detta trots att ledarskapet och chefens roll påverkar de anställdas hälsa, motivation och prestationer. I detta kapitel beskrivs resultat från det så kallade CHEFiOS-projektet om offentliga chefers arbetsmiljö, samband med hälsa och viljan att vara kvar som chef.
  •  
17.
  • Berntson, Erik, et al. (författare)
  • Employability and work-related health
  • 2010
  • Ingår i: The dynamics of organizations and healthy work. - Växjö : Linnéuniversitetet, Institutionen för samhällsvetenskaper. - 9789186491581
  • Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
    • About the book: Increasing international interdependency has intensified the need for organizational changes and changes in employment conditions in the private sectors in Sweden. For a number of reasons, economic as well as political, even the public sector has changed. Large shares of its services have been transformed into private and semi-private forms of ownerships. Economic restrictions and new management ideologies after the early 1990’s have forced many private enterprises and public administrations to initiate organizational reforms. Some of these changes and their consequences for working conditions and health of the employees are described in the different chapters of this publication. The publication is the result of a number of research projects that were initiated at the Swedish National Institute for Working Life in the early 2000’s. The main idea behind these projects was to empirically as well as theoretically capture the dynamics of a rapidly changing working life. This means that a range of different aspects were studied from multidisciplinary perspectives. Studies of changes in how individuals’ working conditions and health had changed were related to organizational factors as well as to structural conditions. Although some of the chapters are focusing on the individual level, the work place level or the structural level, the ambition has been to integrate the different levels and to develop research designs and theories that allow such integration.The book is suitable for everyone interested in how Swedish working life has changed in later years, but it can also be used in undergraduate teaching on courses dealing with occupational health, working life and research design.
  •  
18.
  • Berntson, Erik, 1975- (författare)
  • Employability perceptions : Nature, determinants, and implications for health and well-being
  • 2008
  • Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
    • The general aim of the present thesis is to increase our understanding of perceived employability. Employability perceptions refer to individuals’ beliefs about their possibilities of finding new, equal, or better employment. How people perceive their possibilities of getting employment is important in a labour market characterised by flexibility and uncertainty, and the present thesis sets out to investigate the nature, determinants, and implications of employability perceptions, using two population-based samples. In Study I, the aim was to study if employability and self-efficacy are two distinct but related constructs and, along with this, to investigate the nature of their association. The results from this study indicated that employability was distinct from self-efficacy and, furthermore, that employability predicted subsequent self-efficacy. In Study II, the aim was to identify predictors of perceived employability. The combination of situational and individual factors was identified as important for employability perceptions. National economic prosperity, living/working in metropolitan areas, poor physical and good psychological work environments, formal education, and competency development were found to be positively associated with perceived employability. The aim of Study III was to investigate if employability could predict subsequent health and well-being. The results from this study implied that individuals who reported higher levels of employability also reported better global health and mental well-being, but not physical complaints, one year later, after controlling for work environment variables and previous health status. In conclusion, the present thesis has implications for theory as well as practice when it concludes that employability is not primarily a self-evaluation, that it is dependent on individual as well as situational factors, and that it has implications for health and well-being.
  •  
19.
  • Berntson, Erik, et al. (författare)
  • Enkätmetodik
  • 2016
  • Bok (övrigt vetenskapligt/konstnärligt)abstract
    • Enkätmetodik ger såväl teoretisk som praktisk kunskap om enkätundersökningar från att identifiera ett problem och formulera lämpliga frågor, till att analysera och tolka resultatet. Boken har ett evidensbaserat perspektiv där läsaren får lära sig olika verktyg som bidrar till undersökningens tillförlitlighet.Fokus ligger på metodiken, som förklaras och sätts in i sitt sammanhang med hjälp av många exempel, faktarutor och tydliga beskrivningar. Läsaren får således god förståelse för centrala områden såsom mätteori, reliabilitet, validitet och faktoranalys.
  •  
20.
  • Berntson, Erik, et al. (författare)
  • Gender Differences in Career Prospects : Does Work-Family Conflict Matter for Perceived Employability and Career Opportunities?
  • 2014
  • 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. 237-
  • Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
    • Gender equality in the labourmarket has been emphasized as an important factor several times in European community (EU Commission, 1997; 2010). Nevertheless, differences in career opportunities have been found in previous research, indicating that women report more barriers then men regarding career aspects (Hawley McWirther, 1997). In this respect, a number of possible explanations has been put forward, for example work-family conflict (WFC) (Gali Cinnamon, 2006). In the present study we are interested in investigating possible predictors of career opportunities and more specifically the aim of the present study is to investigate antecedents of career opportunities and perceived employability.The present study comprised a representative sample of 1,609 Swedish workers (716 men and 883 women) in the ages of 26 to 51, who answered two questionnaires, one in 2005 and one in 2006. The study comprised questions regarding career opportunities and perceived employability (outcomes) and age, mental well-being, education, tenure, children at home, working hours (per week) and WFC (predictors). The data was analyzed by means of a regression analysis.Preliminary results indicate that women reported lower levels of employability as well as career opportunities. They also had a higher level of education, shorter tenure and worked fewer hours per week. Regarding the regression analysis, the results displayed a significant association between WFC and the outcomes for men but not for women. For women part-time work predicted both outcomes. It could also be found that tenure had a negative effect on both outcomes, suggesting that for both men and women (although somewhat stronger for men) working longer in one organization affects perceived career prospects in a negative way. In addition, the results indicate that subjective mental well-being is an important predictor for employability as well as for career opportunities.The results confirm earlier studies in that women report more career barriers. We also find it interesting that the results from the preliminary analyses suggest that WFC is primarily a problem for men. For women, the number of hours per week seems to be more important.
  •  
21.
  • Berntson, Erik, et al. (författare)
  • Hur har chefen det? Chefens perspektiv på förutsättningarna i arbetet
  • 2014
  • Ingår i: Chefskapets förutsättningar och konsekvenser. - Göteborg : Västra Götalandsregionen (ISM 14:1). - 9789197924733 ; , s. 59-84
  • Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
    • En viktig utgångspunkt i beskrivningen av chefers arbetsmiljö har varit att karaktärisera deras situation dels ur ett helhetsperspektiv och dels utifrån såväl negativa (belastande) som positiva (resurser) variabler. En teoretisk referensram som är särskilt lämplig i detta sammanhang har varit Job demands-resources model (JD-R) (Demerouti, Bakker, Nachreiner & Schaufeli, 2001).
  •  
22.
  •  
23.
  • Berntson, Erik, et al. (författare)
  • Improving Organizational Prerequisites for Public Sector Managers – a Follow-up Study With Long-term Effects
  • 2014
  • 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. 345-
  • Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
    • Organizational interventions have been suggested to be important instruments in order to improve working conditions as well as employee health and well-being. Even though such studies are relevant the effects are difficult to measure (Nielsen, 2013; Nielsen & Abildgaard, 2013). There is an ongoing discussion on why it is difficult to measure and how to do it. One aspect of this is when the effects are prevalent. In the present study we focus on long-term effects of an intervention. The study is a survey-feedback intervention directed at managers in public sector authorities. The purpose of the intervention, which was a participatory intervention, was to improve organizational prerequisites for the managers in the study.In a previous investigation of the effects of the intervention, the short-term effects where studied, implying mixed results. There was a tendency of a positive effect among those intervention organizations that also had a successful implementation process. On the other hand, in those organizations with an unsuccessful implementation process, the results came out negative. In the present study, the aim is to investigate long-term effects of the participatory intervention, regarding work conditions among public sector managers.In this study 720 managers participated. There were six intervention organizations and 22 controls, located in seven local authorities in Western Sweden. Questionnaires were answered pre and post intervention (in 2009 and 2011). In addition, register data were used and interviews made, providing a multi-method approach. During the intervention year, process support was provided. The focus of the quantitative measures was to investigate if working conditions improved as a result of the intervention. Variables such as resource problems, conflicts of logics, illegitimate tasks, supporting structures, hindrance, managerial problems but also factors such as span of control, performance and perceived stress were measured. In the present study, a follow-up questionnaire will be answered by one of the intervention organizations. Results from this third questionnaire will be analyzed and presented.
  •  
24.
  • Berntson, Erik, et al. (författare)
  • Investigating the relationship between employability and self-efficacy : A cross-lagged analysis
  • 2008
  • Ingår i: European Journal of Work and Organizational Psychology. - : Informa UK Limited. - 1359-432X .- 1464-0643. ; 7:4, s. 413-425
  • Tidskriftsartikel (refereegranskat)abstract
    • The construct of employability has been conceptually related to self-efficacy in different ways. Employability has sometimes been regarded as an equivalent to self-efficacy, or as a distinct but related phenomenon. Since the relationship between the two phenomena has not been subjected to empirical scrutiny, the aim of the present study is to analyze whether self-efficacy and employability are two distinct but related constructs, and if they are, to investigate the direction of their relationship. The data (N = 1730) were collected through a two-wave longitudinal survey with one year between each data collection (2005 and 2006). The results of confirmatory factor analysis showed that the measures of employability and self-efficacy were distinct from one another, within and over measurement points, indicating that these are related but separate constructs. The results of latent variable cross-lagged analysis showed that employability predicted subsequent self-efficacy, even after controlling for age, gender, educational level, and regional differences. Thus, employability is not an expression of efficacy beliefs, but rather, the strengthening of employability perceptions may have beneficial effects on more general efficacy beliefs.
  •  
25.
  • Berntson, Erik (författare)
  • Marknadsorienterade relationer i arbetslivet : om känslan av att vara anställningsbar
  • 2011. - 1
  • Ingår i: Arbetets marknad. - Malmö : Liber. - 9789147096671 ; , s. 150-169
  • Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
    • Bokbeskrivning från förlaget Få saker i samhället engagerar oss så som arbete. Arbete är föremål för våra drömmar och visioner om framtiden när vi är unga. Arbete engagerar våra strävanden som vuxna. Det ger en plattform för gemenskap, såväl som möjlighet att forma vår identitet. Men arbete kan också vara något som stänger människor ute; från gemenskap och deltagande, och från att forma sin egen framtid. Den här boken är ett resultat av flera års forskning om de förändringar som har format arbetsmarknaden och som fortfarande pågår. Den beskriver hur arbetsmarknaden blivit just en marknad och lyfter fram centrala tendenser i denna omvandling. Såväl den som söker arbete som den som har ett arbete står inför nya utmaningar: • Hur gör jag mig anställningsbar? • Vilka förväntningar och krav ställs på mig som arbetssökande? • Hur är förmedlingen av arbete organiserad idag? Arbetsmarknadspolitiken kan få oförutsedda effekter på den enskilda människans liv. Vi måste granska, diskutera och ifrågasätta vad varje politisk inriktning och dess verktyg innebär. Den här boken ger underlag och inspiration för en sådan diskussion. Arbetets marknad vänder sig till studerande inom följande områden: arbetsvetenskap, personaladministration, samhällsvetenskapliga ämnen och socionomutbildningen. Den lämpar sig också för verksamma inom arbetsmarknads- och arbetslivsområdet och för politiker.
  •  
26.
  • Berntson, Erik, et al. (författare)
  • Mönster av sociala relationer på arbetsplatser i Sverige
  • 2010
  • Ingår i: Sociala relationer i arbetslivet. - Malmö : Gleerups. - 9789140668233 ; , s. 27-44
  • Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
    • Nya organiseringsformer och roller för chefer och medarbetare förändrar de sociala relationerna i arbetslivet. Syftet med denna studie är att kartlägga typiska arbetsrelaterade sociala situationer och hur de påverkar kvinnors och mäns arbetsförmåga, arbetslust och hälsa. Med utgångspunkt i ett holistiskt perspektiv gjordes klusteranalyser på sju variabler som fångar centrala aspekter av sociala relationer. 2 421 slumpmässigt valda förvärvsarbetande i åldrarna 25 till 50 år deltog i en telefonintervju och en enkät vid tre tillfällen. Klustren jämfördes med avseende på var de återfinns i arbetslivet (strukturella faktorer), vilka som återfinns där (demografiska faktorer), hälsa, arbetslust, arbetsförmåga och anställningssituation. Resultat: Sex kluster identifierades; de isolerade, de involverade, de tysta, de utsatta, de uppskattade och de klämda. Klustren skiljde sig tre år senare i hälsa, arbetslust och arbetsförmåga. Bland de strukturella faktorerna tycks position, klass och utbildning förklara skillnader mellan klustren även om vi inte kan bortse från individuella faktorer. Slutsatser: De som är mest utsatta för bristande socialt stöd och uppskattning och har sämst hälsa finns i ”toppen” och i ”botten” av arbetslivets hierarki. Personerna i två av ohälsoklustren finns ofta i kunskapsintensiva organisationer, de har högre positioner och är mer välutbildade än i de två bästa klustren. Det tredje ohälsoklustret består framförallt av lågutbildade med svag anknytning till arbetsmarknaden. Goda sociala relationer i arbetet är vanligare i mellanpositioner. Här tycks det finnas en kollektiv kultur som kan ge skydd mot överutnyttjande och att bli ensam med ansvar och höga krav. Resultaten har implikationer för forskning om arbetslivets individualisering och hälsa.
  •  
27.
  • Berntson, Erik, et al. (författare)
  • Mönster av sociala relationer på arbetsplatser i Sverige
  • 2010
  • Ingår i: Sociala relationer i arbetslivet. - Malmö : Gleerups Utbildning AB. - 9789140668233 ; , s. 27-44
  • Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
    • I den här boken belyser flera studier från olika forskningsdiscipliner hur ett föränderligt arbetsliv påverkar oss. Sammantaget visar de att en tydlig struktur och kollektiv gemenskap blir än viktigare under sådana omständigheter. Individer som ingår i en sådan gemenskap har större möjligheter att möta utmaningar i arbetslivet på ett konstruktivt sätt. Boken visar också hur organisationer och företag kan skapa förutsättningar för goda sociala relationer. I flera av bokens kapitel finns faktarutor där de metoder som använts i forskningen beskrivs mer generellt. Det gör att boken även kan användas som fördjupning inom samhällsvetenskaplig metod.
  •  
28.
  •  
29.
  • Berntson, Erik, et al. (författare)
  • Predicting perceived employability: Human capital or labour market opportunities?
  • 2006
  • Ingår i: Economic and Industrial Democracy. - 0143-831X. ; 27:2, s. 223-244
  • Tidskriftsartikel (refereegranskat)abstract
    • Employability is believed to be a crucial concept concerning employees’ job security. This study investigates whether factors associated with human capital and the dual labour market predict perceived employability. Two national representative Swedish samples are used, representing economic recession (1993, N 1³4 4952) and prosperity (1999, N 1³4 6696). Employability was perceived as higher during prosperity, but human capital factors as well as dual labour market factors predicted perceived employability, irrespective of the time period. These findings indicate that the understanding of employability is enhanced by considering both structural and individual dimensions.
  •  
30.
  • Berntson, Erik, et al. (författare)
  • Samspel och tillit mellan chefer och stödfunktioner
  • 2023
  • Ingår i: Samspel i kommunal administration. - Lund : Studentlitteratur AB. - 9789144153087 ; , s. 29-49
  • Bokkapitel (refereegranskat)abstract
    • Den här boken handlar om chefer, experter och stödfunktioner i kommuner - och om deras administrativa arbete. Den kommunala sektorns administration har på några decennier förändrats genomgripande, både vad gäller omfattning, arbetsinnehåll och styrka. Inom flera områden har roller professionaliserats, och mer kraft och resurser har lagts på att styra organisationen med bakgrund i krav på granskningsbarhet, kommunövergripande policyer och mätbar måluppfyllelse. Det har kommit att påverka hela den kommunala organisationen. I den här boken redogör vi för hur samspel mellan olika administrativa funktioner (såsom chefer, stödverksamhet och staber) ser ut och förändras. Vi diskuterar också hur goda samspel kan se ut, och vad som krävs för att åstadkomma sådana. Boken riktar sig till alla med intresse för organisatoriskt samspel mellan chefer, experter av olika slag och servicefunktioner i dagens kommunala värld. Särskilt riktar den sig till studenter som läser utbildningar inom personal- och arbetsvetenskap, organisation och ledarskap, och offentlig förvaltning, samt till dem som arbetar med ledning och administration i kommuner.
  •  
31.
  •  
32.
  • Berntson, Erik, et al. (författare)
  • Should I Stay or Should I Go? : Does Employability Alter the Exit, Voice, Loyalty and Neglect Reactions to Job Insecurity?
  • 2008
  • Ingår i: Small Group Meeting, Leuven, Belgium, September 17-19, 2008..
  • Konferensbidrag (populärvet., debatt m.m.)abstract
    • Exit, voice, loyalty, and neglect as employee responses to companies in decline have been investigated in several studies. When individuals work and act in an environment that is turbulent with organizational changes, volatile working conditions and job insecurity, they may respond to these environmental circumstances either by leaving the organization (exit), by staying and actively affect the situation (voice), by staying and be loyal to management’s decisions (loyalty) or by staying and being passive (neglect). With respect to the individualization of the labour market, it cannot be expected that people react in similar ways to organizational events. Rather, it has been suggested that employability may have a moderating effect on the responses of for example job insecurity. Consequently, the aim of the present study is to investigate if employability moderates the effects of job insecurity on the outcomes of the framework of exit, voice, loyalty, and neglect. Data (questionnaires) was gathered in four different companies (administrative staff of a manufacturing company, one accounting firm, administrative section of a community, teachers of a community), comprising 725 white-collar workers. The data of the present study was analysed by means of hierarchical regression analyses, one for each of the four outcome variables. The results 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, people that perceived high levels of employability, as opposed to those who perceived lower levels of employability, under the circumstance of high job insecurity also reported stronger exit intentions together with weaker tendencies to use their voice and be loyal to their company. No association was found between neglect and job insecurity or employability. In conclusion, instead of making employees more likely to use voice in times of uncertainty, employability appears to primarily induce vocational mobility.
  •  
33.
  •  
34.
  • 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.
  •  
35.
  • Berntson, Erik, et al. (författare)
  • The Moderating Role of Employability in the Relationship between Organizational changes and job insecurity
  • 2007
  • Ingår i: The XIIIth European Congress of Work, Stockholm, May 9-12, 2007.
  • Konferensbidrag (refereegranskat)abstract
    • It has been proposed that the world of work has changed substantially during the last decades, implying that reorganizing activities has become more common. In the same line of research it has been argued that during an organizational change working life becomes more volatile. It could thus be argued that individuals may perceive job insecurity during such changes. However, few researchers have investigated the moderating role of employability. The aim of our study is to investigate if individuals that has experienced organizational change also report more job insecurity than those individuals that has not experienced an change and also if employability has a moderating role. The present study used questionnaire data from a representative sample of Swedish citizens between 25 and 50 years of age in 2005. Preliminary results indicate that individuals that have experienced an organizational change are more likely to report high levels of job insecurity and also that individuals reporting low levels of employability are more likely to report higher levels of job insecurity. In addition we found an interaction effect between organizational change and employability indicating that the difference between experiencing a change and not when reporting low employability is greater than for those individuals reporting high employability. A possible explanation could be that individuals feeling employable are not affected by an organizational change because they have opportunities in the labour market.
  •  
36.
  • Berntson, Erik, et al. (författare)
  • The relationship between employability and subsequent health.
  • 2006
  • Ingår i: The Sixth Conference on Psychology and Health.
  • Konferensbidrag (populärvet., debatt m.m.)abstract
    • It has been implied that being employable is important for individuals on the labour market in order to feel secure. However, little research has been made considering if feelings of being employable is related to how individuals report their health status. In the present study the aim is to investigate if there exists a relationship between employability and subsequent health, when controlling for work environmental factors and previous health. A representative sample of individuals between 25 and 50 years of age living in Sweden was used where employability and health was measured at two time points, with a one-year interval. Work environment factors (ergonomical work environment exposures and psychosocial work environment exposures) were measured at time point one. Health was measured with five different indicators: global health, physical complaints, mental well-being, work ability and sickness absence. The results indicate that employability is related to all indicators except physical complaints. The strongest relationship is found between employability and mental well-being and between employability and global health.
  •  
37.
  • Berntson, Erik, et al. (författare)
  • The relationship between employability and working conditions : A longitudinal study
  • 2011
  • Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
    • It has been argued that the labor market is divided into several segments, described as primary and secondary. In this respect, the dual labor market theory states that people in the primary segment have better working conditions and better prospects as compared to those in the secondary segment. Furthermore, it is also suggested that there are difficulties in moving between these segments, implying a stigmatizing effect of being in the secondary segment. The dual labor market theory has again become interesting as the labor market today is characterized by flexibility and individualization. In this context, the notion of employability has been emphasized as an important feature of contemporary employees in order to maintain control over their working life. Employability reflects peoples perceptions of their possibilities to get new employment and it could be argued that employability, over time, strengthens employees’ positions on the labor market. As such, it is important to study if employability affects working conditions and thus, the aim of the present study is to investigate the relationship between employability and subsequent demands and control. A representative sample of individuals between 25 and 50 years, working in Sweden, was used were employability was measured in 2004 and working conditions measured in 2006. The study compared the working conditions of individuals that were very high and very low in employability in 2004. Two scales of working conditions were used, reflecting the increase of demands and control over the last year. 643 individuals answered the questionnaire and preliminary results indicate that employability was associated to subsequent working conditions. When controlling for age, gender, socio-economic position and educational level employability was associated with subsequent increase in job control but not with increase in job demands. A possible explanation is that people with higher employability over time get better positions in their organizations and thereby also report better job control. Regarding demands, the results may indicate that demands increase regardless of position in the organization. The result are relevant for practice since they indicate that people with low levels of employability receive less influence over their working life.
  •  
38.
  • Berntson, Erik, et al. (författare)
  • The relationship between perceived employability and subsequent health
  • 2007
  • Ingår i: Work & Stress. - : Informa UK Limited. - 1464-5335 .- 0267-8373. ; 21:3, s. 279-292
  • Tidskriftsartikel (refereegranskat)abstract
    • Being capable of getting new employment may enable an employee to cope with turbulent situations or deteriorating job conditions. Individuals who have higher perceived employability are likely to appraise a situation at work more favourably, and consequently experience better health and wellbeing. The aim of the present study was to investigate the relationship between perceived employability and subsequent health, while controlling for baseline health, background factors, and work environment exposures. The study is based on 53 items in the National Working Life Cohort in Sweden from two data collections (2004 and 2005), comprising 1918 individuals. Forced entry hierarchical regression analysis showed that, after controlling for demographics, psychological demands, control, and ergonomic exposures, perceived employability was positively associated with global health and mental well-being, but unrelated to physical complaints. When baseline health status was added, perceived employability was still a significant predictor of two out of three outcome variables. Individuals with higher perceived employability had a tendency to report better health and well-being a year later. It is concluded that how an employee perceives his or her possibilities in regard to acquiring new employment is relevant for well-being at a later stage. Perceived employability, which has been little studied before, is therefore a useful concept in health promotion, both at the individual and at the organizational level.
  •  
39.
  • Berntson, Erik, et al. (författare)
  • The relationship between self-efficacy and employability.
  • 2006
  • Ingår i: The 7th Conference of the European Academy of Occupational Health Psychology.
  • Konferensbidrag (populärvet., debatt m.m.)abstract
    • Several researchers have emphasized that the labour market is being restructured and characterized by more frequently occurring organizational changes. In this sense, it has also been maintained that employability is a gradually more important asset for individuals in contemporary working life. It has been argued that the modern way of job security should be seen in the light of employability, the so called employability security, where security comes from the feeling of being able to get a new job rather than from the feeling of maintaining the current employment position.Employability is defined as an individual’s perception of his or her possibilities of getting new employment. Feeling employable thus reflects the perception of having great possibilities to get a new job, if necessary. In earlier research employability has been described as a concept depending on individual assets as well as contextual prerequisites. For instance, Fugate, Kinicki and Ashforth (2004) argued that employability is comprised of three distinct dimensions, one motivational component, one component reflecting adaptability and a third component formed by the human and social capital. Berntson, Sverke and Marklund (in press), on the other hand, argued that employability also shall be seen in the light of the context of the individual. Thus, national economic situation as well as local labour markets are important predictors of an individual’s employability.Although the concept of employability has been argued to be dependent on individual assets, few or no studies have been made to investigate if employability is something else than a dispositional characteristic such as efficacy beliefs. It is important to know if employability shall be viewed as a dispositional factor or if it shall be seen as something apart from dispositional traits when it comes to reinforcing employability. The first aim of the present study is to investigate if employability is a concept distinct from self-efficacy. It is however also of importance to investigate if employability gives rise to efficacy beliefs or if it is feelings of efficacy that influence the levels of employability. A second aim, therefore, is to investigate if self-efficacy affects employability or the other way around.Questionnaire data is being used comprising white-collar workers in a Swedish organization. The results of the initial confirmatory factor analysis (on Wave 1 data) indicate that employability is distinct from self-efficacy. Longitudinal data are being collected with the specific aim of performing a cross-lagged analysis. However, the cross-sectional data imply that the two concepts are positively correlated, indicating that individuals experiencing high levels of self-efficacy also report higher levels of employability.
  •  
40.
  • Berntson, Erik (författare)
  • Typical situations for managers in the Swedish public sector : Associations with turnover intentions and employability
  • 2011
  • Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
    • The public sector has undergone extensive changes over the past years. It has been argued that these changes, under the influence of New Public Management, have been focusing on increasing efficiency and productivity, transparency and user orientation. The new conditions have resulted in important and difficult challenges for the public sector managers to handle. Together with increasing demands it has also been emphasized that the turnover rate of public sector managers is high, and, in addition, it has also been argued that it is difficult to attract future managers to the sector. Consequently, the aim of the present study was to investigate turnover intentions and employability of public sector managers. Primarily, the focus has been to investigate if there are specific patterns of work environment prerequisites in the Swedish public sector. In a second step the aim was to study if such patterns discriminate regarding turnover intention and employability. For this purpose, a questionnaire with 548 Swedish public sector managers was analyzed by means of a cluster analysis. The variables of the analysis were chosen following the logics of the Job Demands-Resources model, including four demands (lack of resources, conflict of logics, employee conflicts and client conflicts) and three resources (management support, employee support and client recognition). The preliminary results indicate eight typical situations for managers in the public sector. These situations reflected very beneficial as well as complicated and unhealthy situations. Furthermore, the eight clusters discriminated in a very distinct way regarding turnover intentions. For example, less than 10 percent of the individuals in the two healthiest clusters wanted to quit as managers, as compared to the two clusters with poorest health, where more than a third of all the managers wanted to quit as a manager and more than half wanted to change organizations. On the other hand, preliminary results also indicate that the eight clusters did not discriminate regarding employability, suggesting that the managers regardless of their working situation reported similar possibilities to get new employment. These results contribute with knowledge about managers working situation in the public sector.
  •  
41.
  • Berntson, Erik, et al. (författare)
  • Typical Situations for Managers in the Swedish Public Sector: Cluster Analysis of Working conditions using the Job Demands-Resources Model
  • 2012
  • Ingår i: International Public Management Journal. - : Informa UK Limited. - 1096-7494 .- 1559-3169. ; 15:1, s. 100-130
  • Tidskriftsartikel (refereegranskat)abstract
    • Managers in many public domains have to meet major challenges today, why it is essential to focus on their working conditions in order to develop a sustainable situation. In the present study, the aim was to explore different types of managerial situations and how they discriminate in health, motivation and performance outcomes. Using the job demands-resources model as a framework, four demands and three resources were included in a cluster analysis in order to answer the research question. In total, 548 managers in Sweden participated, including heads of department, middle managers, firstline managers, team leaders and expert managers. The most important finding was that the eight clusters of managerial situations, that were found, discriminated in a distinct way against each other regarding health, motivation and performance. The results can be used as guidance for organizational intervention as both very satisfactory and very unsatisfactory situations are identified.
  •  
42.
  • Björk, Lisa, et al. (författare)
  • Att synliggöra och motverka ojämställdhet i arbetslivet : drivkrafter, metoder och perspektiv i Annika Härenstams forskargärning
  • 2020
  • Ingår i: Att synliggöra och motverka ojämställdhet i arbetslivet. - Helsingborg : Komlitt förlag. - 9789172512139 ; , s. 21-27
  • Bokkapitel (populärvet., debatt m.m.)abstract
    • I kapitlet behandlas Annika Härenstams forskning med avseende på drivkrafter, metoder och perspektiv. Karaktäristiskt är att arbetslivet ses som en arena där betydelsen av klass, genus och etnicitet är under ständig omförhandling. Organisationer utgör arbetets närmaste kontext och den psykosociala arbetsmiljön är sammanlänkad med hur organisationer utformas och styrs. Organisationer är ett slags filter mellan skeenden på makro- och mikronivå. En uppgift för forskningen är att systematiskt fånga, mäta och korrelera fenomen på olika nivåer. Den arbetande människan finns i ett yrke, på en arbetsplats, som är en del av en avdelning på ett företag, som finns i en bransch. På konkreta arbetsplatser är det omöjligt att isolera enskilda variabler från varandra. Många faktorer samverkar och åstadkommer de fenomen som kan observeras i enkäter och register. För att fånga komplexiteten krävs holistiska ansatser. Kluster- och flernivåanalyser är metoder för detta genom att de inte fragmentiserar arbetssituationer, utan håller samman aspekter i den konkreta verklighet som utgör individers arbetsliv.  I Annika Härenstams genusperspektiv är den grundläggande hypotesen att de betydelsefulla skillnaderna snarare finns mellan kvinno- och mansdominerade yrken, sektorer och branscher, än mellan kvinnor och män, vilket synsätt har klara implikationer för hur arbetsmiljöarbete kan och bör bedrivas.
  •  
43.
  •  
44.
  • Corin, Linda, et al. (författare)
  • Managers’ Turnover in the Public Sector : The Role of Psychosocial Working Conditions
  • 2016
  • Ingår i: International Journal of Public Administration. - : Informa UK Limited. - 0190-0692 .- 1532-4265. ; 39:10, s. 790-802
  • Tidskriftsartikel (refereegranskat)abstract
    • An important challenge for public organizations is to attract and retain skilled managers. The present study explores how profiles of psychosocial working conditions, assessed by the combination of managerial-specific job demands and job resources, longitudinally predict managers’ turnover intentions and actual turnover in Swedish municipalities. Considerable effects of managers’ psychosocial working conditions on turnover intentions but not on actual turnover were found. Thus, poor working conditions may result in psychologically detached managers in public organizations, which may have considerable and costly effects on both the organizations and the managers, in terms of decreased commitment, performance, and impaired health.
  •  
45.
  • Corin, Linda, et al. (författare)
  • Patterns of Psychosocial Working Conditions as Predictors of Public Sector Manager’s Sustainability : A Two Year Follow Up
  • 2014
  • 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. 316-
  • Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
    • The purpose of this presentation is to demonstrate that by applying the Job Demand- Resources (JD-R) framework using cluster analysis and logistic regression, one important challenge that has been identified as central in the future JD-R research, can be met, i.e. helping organizations to identify potentially hazardous patterns or profiles of psychosocial working conditions. Such profiles are crucial for targeting groups of employees with specific needs, and thus facilitate interventions and prevention strategies relevant to particular profiles of psychosocial working conditions in contemporary working life. Although the body of research in line with the JD-R model is extensive, variable-centered approaches as well as cross-sectional studies are dominating. Thus, the aim of this study is to validate the JD-R model by using a person-centered approach and longitudinal data. Specifically, the study examines whether different patterns of psychosocial working conditions i.e. job demands and job resources are predictors of public sector manager’s sustainability in terms of health, turnover intentions and actual turnover.The study uses a manager sensitive instrument developed from numerous qualitative studies in the Swedish public sector. In a baseline study (N=548, Response rate 72.5 %), eight clusters with different patterns of psychosocial working conditions were identified by means of cluster analysis. In the present study, these eight clusters were followed up by a questionnaire two years after baseline (N=491, Response rate 66.5 %) resulting in a longitudinal response rate of 56.7 % (N=311). Logistic regression analyses were used to establish whether any of the eight clusters were associated with the outcomes of interest.In line with the JD-R model, the clusters of psychosocial working conditions display a clear association with health and turnover intentions and to some extent even actual turnover. The results support the hypothesis that different patterns of psychosocial working conditions influence the sustainability of managers. Hence, the JD-R model is a framework that can be used in order for organizations to promote managerial health as well as improving organizational outcomes in terms of turnover and can thus be considered a valuable complement to traditional risk-identification strategies.
  •  
46.
  •  
47.
  •  
48.
  •  
49.
  • Cregård, Anna, 1971-, et al. (författare)
  • Models for cooperation between line-managers and techno structure experts : creating value and professionalization in local government
  • 2018
  • Konferensbidrag (refereegranskat)abstract
    • In recent years the number of people working within the techno structure in public sector organizations has increased, for example within human resource, communication, financial control, and general administration, just as Mintzberg (1993) foresaw already in the beginning of the 1980’s[1]. Many of these occupations have initiated a professionalization process, which among other things has resulted in an increased focus on developing the profession itself, strengthening boundaries towards other occupations and functions, and elevating the jurisdiction. For example within local government human resource and communication functions the jurisdictional claim has been transferred from the operative, hands-on work to more strategic work and in partnership with strategic management[2]. The techno structure experts can be described as more professional, more knowledgeable and highly skilled, but also more detached from the everyday work of civil servants and operative managers trying to execute the public organization’s mission, hence creating public value.Professionalization within the local governments’ techno structure is theoretically interesting. For example there is a matter of gender, since women mostly inhabit the techno structure functions. It is also interesting from a cooperation and boundary work point of view, since different models of cooperation contain different logics of negotiations, conflict and agreements. And cooperation is hard to achieve, since that requires actual prioritization and redistribution of resources[3]. In this study our aim is to develop knowledge on cooperation models between the techno structure experts and line-managers in order to create sustainable and healthy organizing that can foster public value creation. Following Zhou, et al.[4] inter-occupational cooperation is defined here as working together across boundaries in order to achieve common goals, emphasizing the multi-actor and multi-occupational relationships.In order to investigate the content and effects of different models of cooperation we have conducted case studies in three Swedish local governments, including focus group interviews, survey data and secondary sources. We have also re-analyzed both survey data and interview data from our previous investigations on related issues in local governments.We present three analytical models of cooperation between line-managers and techno structure experts, derived from the empirical investigation. The three models are built up by different logics, and hence create different levels of value to the public organization and common good on the one hand, and to the different functions and professions involved on the other hand. The models may be used as analytical tools for empirical and normative work for the development of the public organization, but also as a foundation for adding a little piece of the theoretical puzzle of how to create cooperation and value within local government organizations.   [1] Mintzberg, H. (1993). Structure in fives: Designing effective organizations. Prentice-Hall, Inc. [2] Condrey, S.E. (2015). Public Human Resource Management: How We Get Where We are Today. Riccucci, N. M. (ed) Public Personnel Management. 1-13. Routledge. [3] Ashkenas, R. (2015). There’s a Difference Between Cooperation and Collaboration. Harvard Business Review, April 20, 1-6. [4] Zhou, J., et al. (2014). Making collaborators happy: The outcome priming effect in integrative negotiation. Public Personnel Management, 43(3), 290-300.
  •  
50.
  • Cregård, Anna, et al. (författare)
  • Samspel i kommunal administration : Lagspel, dragkamp eller hierarki?
  • 2023
  • Bok (refereegranskat)abstract
    • Den här boken handlar om chefer, experter och stödfunktioner i kommuner - och om deras administrativa arbete. Den kommunala sektorns administration har på några decennier förändrats genomgripande, både vad gäller omfattning, arbetsinnehåll och styrka. Inom flera områden har roller professionaliserats, och mer kraft och resurser har lagts på att styra organisationen med bakgrund i krav på granskningsbarhet, kommunövergripande policyer och mätbar måluppfyllelse. Det har kommit att påverka hela den kommunala organisationen. I den här boken redogör vi för hur samspel mellan olika administrativa funktioner (såsom chefer, stödverksamhet och staber) ser ut och förändras. Vi diskuterar också hur goda samspel kan se ut, och vad som krävs för att åstadkomma sådana. Boken riktar sig till alla med intresse för organisatoriskt samspel mellan chefer, experter av olika slag och servicefunktioner i dagens kommunala värld. Särskilt riktar den sig till studenter som läser utbildningar inom personal- och arbetsvetenskap, organisation och ledarskap, och offentlig förvaltning, samt till dem som arbetar med ledning och administration i kommuner.
  •  
Skapa referenser, mejla, bekava och länka
  • Resultat 1-50 av 112
Typ av publikation
tidskriftsartikel (42)
konferensbidrag (31)
bokkapitel (21)
doktorsavhandling (6)
rapport (5)
annan publikation (3)
visa fler...
samlingsverk (redaktörskap) (2)
bok (2)
visa färre...
Typ av innehåll
refereegranskat (55)
övrigt vetenskapligt/konstnärligt (47)
populärvet., debatt m.m. (10)
Författare/redaktör
Näswall, Katharina (21)
Sverke, Magnus (20)
Härenstam, Annika (17)
Härenstam, Annika, 1 ... (14)
Westerlund, Hugo (11)
Marklund, Staffan (10)
visa fler...
Pousette, Anders, 19 ... (5)
Leineweber, Constanz ... (4)
Pousette, Anders (4)
Aronsson, Gunnar (3)
Dellve, Lotta, 1965 (3)
Marklund, S (2)
Sverke, Magnus, Prof ... (2)
Bergman, David (2)
Isaksson, Kerstin (2)
Kukka, Antti (1)
Brodin, Petter (1)
Christensen, Marit (1)
Tengblad, Stefan (1)
Bornemark, Jonna (1)
Platts, Loretta G. (1)
Bringselius, Louise (1)
Lundberg, Erik, 1978 (1)
Palmblad, Karin (1)
Östergren, P. O. (1)
Karlsson, Magnus, 19 ... (1)
Andreasson, Anna (1)
Andersson, Håkan (1)
Ahlborg, Gunnar, 194 ... (1)
Hall, Patrik (1)
Packendorff, Johann, ... (1)
Svensson, Kerstin (1)
Fasth, Anders, 1945 (1)
Lekander, Mats (1)
Dellve, Lotta (1)
Åkerstedt, Torbjörn (1)
Kecklund, Göran (1)
Sikström, Sverker (1)
Mårtensson, Jonas (1)
Berntson, Lillemor, ... (1)
Sköld, Mats, 1977 (1)
Andrekson, Peter, 19 ... (1)
Allard, Karin, 1972 (1)
Altman, Maria (1)
Kahn, Robin (1)
Benner, Mats (1)
Clausen, Thomas (1)
Lindfors, Petra (1)
Lindberg, Per (1)
Månsson, Bengt (1)
visa färre...
Lärosäte
Stockholms universitet (84)
Göteborgs universitet (19)
Försvarshögskolan (8)
Högskolan i Halmstad (4)
Högskolan i Borås (4)
Karolinska Institutet (4)
visa fler...
Lunds universitet (3)
Handelshögskolan i Stockholm (3)
Högskolan i Skövde (3)
Högskolan Dalarna (3)
Karlstads universitet (2)
Kungliga Tekniska Högskolan (1)
Uppsala universitet (1)
Högskolan i Gävle (1)
Mälardalens universitet (1)
Örebro universitet (1)
Mittuniversitetet (1)
Chalmers tekniska högskola (1)
visa färre...
Språk
Engelska (78)
Svenska (32)
Odefinierat språk (2)
Forskningsämne (UKÄ/SCB)
Samhällsvetenskap (107)
Medicin och hälsovetenskap (11)
Teknik (5)
Humaniora (1)

År

Kungliga biblioteket hanterar dina personuppgifter i enlighet med EU:s dataskyddsförordning (2018), GDPR. Läs mer om hur det funkar här.
Så här hanterar KB dina uppgifter vid användning av denna tjänst.

 
pil uppåt Stäng

Kopiera och spara länken för att återkomma till aktuell vy