| 1. |
- Björk, Lisa, 1981, et al.
(författare)
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Under pressure - The working situation of Swedish healthcare managers during the first wave of COVID-19
- 2023
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Ingår i: Frontiers in Psychology. - : Frontiers Media SA. - 1664-1078. ; 13
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Tidskriftsartikel (refereegranskat)abstract
- IntroductionThe aim of this study is to provide insight into the psychosocial work situation of hospital managers during the first wave of the COVID-19 pandemic. MethodsMixed-effect modelling was used on survey data on job demands, job resources, job motivation, and work-life balance among over 500 managers working in 55 departments of a large Swedish university hospital in 2019 and 2020. Responses from 6011 employees were then used to stratify the analysis for COVID-19 exposure. Inductive content analysis was applied to open-ended questions on the managers' views on organisational prerequisites during the onset of the pandemic. ResultsThe proportion of managers reporting difficulties with role clarity, quantitative demands, decision-making authority, and emotional support, time for recovery at work, motivation deficits, or problems with work-life balance clearly increased during the first wave of the pandemic. The proportion of managers reporting negative responses was higher in departments with high COVID-19 exposure. The qualitative analysis shows that overall governance in terms of clear, fair, and well-communicated routines, resource allocation, and division of responsibilities constituted an important framework for managerial during the crisis. First-line managers also require a mandate to re-organize their roles and their teams to successfully adapt to the situation. Organisational and social support was also important resources. DiscussionThis is the first study investigating healthcare managers' work situation during the first wave of the COVID-19 pandemic in a Swedish context. As expected, it indicates an increasingly strained work situation during the crisis, but it also provides findings on organisational prerequisites that allow healthcare managers to cope with stressful situations. In line with previous research on organisational resilience, the study provides suggestions for how higher-level managers can act in order to provide front-line managers with the organisational prerequisites they need to adapt, learn and develop successfully during times of unpredictability, insecurity, and rapid change in order to offer the best possible support to health care workers.
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| 2. |
- Severin, Jonathan, et al.
(författare)
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Process evaluation of an operational-level job stress intervention aimed at decreasing sickness absence among public sector employees in sweden
- 2021
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Ingår i: International Journal of Environmental Research and Public Health. - : MDPI AG. - 1661-7827 .- 1660-4601. ; 18:4, s. 1-18
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Tidskriftsartikel (refereegranskat)abstract
- Work-related sickness absence carries large societal costs, and interventions aimed at decreasing sickness absence need to be performed in an effective way. This study evaluated the implementation process of an operational-level job stress intervention, implemented between 2017 and 2018 in the public sector, by assessing the extent to which the allocated resources reached the intended target group, if the planned measures could be expected to address the relevant work environmental challenges, and if the planned measures were implemented. Data were collected from applications for funding in the intervention (n = 154), structured interviews (n = 20), and register data on sickness absence (n = 2,912) and working conditions (n = 1,477). Thematic analysis was used to classify the level of the work environmental challenges, the level and perspective of the suggested measures, and the “measure-to-challenge correspondence”. Overall, participating workplaces (n = 71) had both higher sickness absence (p = 0.01) and worse reported working conditions compared to their corresponding reference groups. A measure-to-challenge correspondence was seen in 42% of the measures, and individual-level measures were mostly suggested for organisational-level work environment challenges. Almost all planned measures (94%) were ultimately implemented. When performing operational-level interventions, managers and their human resource partners need support in designing measures that address the work environmental challenges at their workplace.
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| 3. |
- Åkerström, Magnus, 1981, et al.
(författare)
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Can working conditions and employees’ mental health be improved via job stress interventions designed and implemented by line managers and human resources on an operational level?
- 2021
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Ingår i: International Journal of Environmental Research and Public Health. - : MDPI AG. - 1661-7827 .- 1660-4601. ; 18:4, s. 1-17
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Tidskriftsartikel (refereegranskat)abstract
- Organisational-level interventions are recommended for decreasing sickness absence, but knowledge of the optimal design and implementation of such interventions is scarce. We collected data on working conditions, motivation, health, employee turnover, and sickness absence among participants in a large-scale organisational-level intervention comprising measures designed and implemented by line managers and their human resources partners (i.e., operational-level). Infor-mation regarding the process, including the implementation of measures, was retrieved from a separate process evaluation, and the intervention effects were investigated using mixed-effects models. Data from reference groups were used to separate the intervention effect from the effects of other concurrent changes at the workplace. Overall, working conditions and motivation improved during the study for both the intervention and reference groups, but an intervention effect was only seen for two of 13 evaluated survey items: clearness of objectives (p = 0.02) and motivation (p = 0.06). No changes were seen in employees’ perceived health, and there were no overall intervention effects on employee turnover or sickness absence. When using operational-level workplace interventions to improve working conditions and employees’ health, efforts must be made to achieve a high meas-ure-to-challenge correspondence; that is, the implemented measures must be a good match to the problems that they are intended to address.
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| 4. |
- Åkerström, Magnus, 1981, et al.
(författare)
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Methodological approach for measuring the effects of organisational-level interventions on employee withdrawal behaviour
- 2021
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Ingår i: International Archives of Occupational and Environmental Health. - : Springer Science and Business Media LLC. - 1432-1246 .- 0340-0131. ; 94:7, s. 1671-1686
-
Tidskriftsartikel (refereegranskat)abstract
- Background: Theoretical frameworks have recommended organisational-level interventions to decrease employee withdrawal behaviours such as sickness absence and employee turnover. However, evaluation of such interventions has produced inconclusive results. The aim of this study was to investigate if mixed-effects models in combination with time series analysis, process evaluation, and reference group comparisons could be used for evaluating the effects of an organisational-level intervention on employee withdrawal behaviour. Methods: Monthly data on employee withdrawal behaviours (sickness absence, employee turnover, employment rate, and unpaid leave) were collected for 58 consecutive months (before and after the intervention) for intervention and reference groups. In total, eight intervention groups with a total of 1600 employees participated in the intervention. Process evaluation data were collected by process facilitators from the intervention team. Overall intervention effects were assessed using mixed-effects models with an AR (1) covariance structure for the repeated measurements and time as fixed effect. Intervention effects for each intervention group were assessed using time series analysis. Finally, results were compared descriptively with data from process evaluation and reference groups to disentangle the organisational-level intervention effects from other simultaneous effects. Results: All measures of employee withdrawal behaviour indicated statistically significant time trends and seasonal variability. Applying these methods to an organisational-level intervention resulted in an overall decrease in employee withdrawal behaviour. Meanwhile, the intervention effects varied greatly between intervention groups, highlighting the need to perform analyses at multiple levels to obtain a full understanding. Results also indicated that possible delayed intervention effects must be considered and that data from process evaluation and reference group comparisons were vital for disentangling the intervention effects from other simultaneous effects. Conclusions: When analysing the effects of an intervention, time trends, seasonal variability, and other changes in the work environment must be considered. The use of mixed-effects models in combination with time series analysis, process evaluation, and reference groups is a promising way to improve the evaluation of organisational-level interventions that can easily be adopted by others.
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| 5. |
- Beno, Anja, et al.
(författare)
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Does employer involvement in primary health care enhance return to work for patients with stress-related mental disorders? a cluster randomized controlled trial
- 2023
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Ingår i: BMC Primary Care. - 2731-4553. ; 24:1
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Tidskriftsartikel (refereegranskat)abstract
- BackgroundStress-related disorders have become a major challenge for society and are associated with rising levels of sick leave. The provision of support to facilitate the return to work (RTW) for this patient group is of great importance. The aim of the present study was to evaluate whether a new systematic procedure with collaboration between general practitioners (GPs), rehabilitation coordinators (RCs) and employers could reduce sick leave days for this patient group.MethodEmployed patients with stress-related diagnoses seeking care at primary health care centres (PHCCs) were included in either the intervention group (n = 54), following the systematic intervention procedure, or the control group (n = 58), receiving treatment as usual (TAU). The intervention included a) a training day for participant GPs and RCs, b) a standardised procedure for GPs and RCs to follow after training, c) the opportunity to receive clinical advice from specialist physicians in the research group. Outcome measures for RTW were sick leave days.ResultsThe median number of registered gross sick leave days was lower for the control group at six, 12 and 24 months after inclusion, but the difference was not statistically significant. The control group had significantly fewer net sick leave days at three months (p = 0.03) at six months (p = 0.00) and at 12-months follow-up (p = 0.01). At 24 months, this difference was no longer significant.ConclusionsThe PRIMA intervention, which applied a standardized procedure for employer involvement in the rehabilitation process for patients with stress-related disorders, actually increased time to RTW compared to TAU. However, at 24 months, the benefit of TAU could no longer be confirmed. The study was registered on 16/01/2017 (ClinicalTrials.gov, NCT03022760).
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| 6. |
- Björk, Lisa, 1981, et al.
(författare)
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Beginning teachers’ work satisfaction, self-efficacy and willingness to stay in the profession: a question of job demands-resources balance?
- 2019
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Ingår i: Teachers and Teaching: Theory and Practice. - : Informa UK Limited. - 1354-0602 .- 1470-1278. ; 25:8, s. 955-971
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Tidskriftsartikel (refereegranskat)abstract
- As many other countries around the world, Sweden is currently facing an urgent need for new teachers. Creating sound work environments that can retain beginning teachers in the profession—as well as attract new ones—is one way to address the problem. In order to accomplish this task, research must be able to reflect the complex nature of work environments. In the present study, a cluster analysis of four job demands and five job resources among 328 Swedish teachers in their first year of teaching, resulted in four typical work situations: the advantageous situation (n =103); the balanced situation (n =148); the threat situation (n =34); and the pressed situation (n =43). Clear differences were found in how teachers in these different clusters perceived their work satisfaction, self-efficacy and willingness to stay, with the teachers in the former two work situations scoring significantly higher than the latter two. The results indicate that teachers can have a very different experience of work at the start of their careers. These findings imply that work environment interventions and induction programmes to support new teachers and prevent them from leaving the profession must be well adapted to the context.
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| 7. |
- Björk, Lisa, 1981
(författare)
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Contextualizing managerial work in local government organizations
- 2013
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- This thesis is about managerial work in local government organizations. The purpose is to explain important aspects of managerial work with the help of a contextual perspective. The focus is on managers at the operational level of education, health and social care services, and technical services. Two research questions are raised. The first question considers the relationship between context and managerial work: how does organizational context influence managerial work, and how does managerial work influence organizational context? The second question is about contextual variations within the municipal sector: does the organizational context for lower-level managerial work vary between differently gendered municipal services, and, if so, how can this variation be explained? In order to answer these questions, I have used a cross-level and comparative research design. The design is cross-level in the sense that I consider how factors at different analytical levels interact. The design is comparative in the sense that the services have been strategically selected to represent differently gendered municipal contexts. The theoretical framework evolved mainly from management, organization, and gender theory. With the help of Gary Johns’ (2006) framework of organizational context, I outlined a model of how to understand the relationship between context at different levels and managerial work practice. Other central concepts in the thesis are Yvonne Hirdman’s (1988) idea of an omnipresent gender system and Joan Acker’s (1990) notion of gendered organizations. The empirical work of the thesis consists of three quantitative studies (Study I, II and IV) that are based on a two-wave survey of over 400 operations managers in five different types of services, and one qualitative study (Study III) based on eight interviews with managers, politicians and controllers in two different organizations. In the first study, the impact of organizational traits on the unnecessary and unreasonable tasks in managerial work is investigated, using multilevel regression analysis. The aim of the second study was to provide a measure that can be used in order to evaluate and compare organizational conditions for managers in different types of services. The third study is an investigation into how the generic traits of the New Public Management have been implemented in differently gendered local government organizations. Lastly, the fourth study explores variations in organizational conditions in differently gendered services. The first overall conclusion of the thesis is that the relationship between managerial work and context is recursive. Organizations are arenas of conflict in which different stakeholders try to turn their ideas into governing formalities. Managerial work practice is to a large extent governed by the formalities that constitute the organizational context, which would in turn cease to exist if not for the daily work practices of managers and other organizational actors. The second conclusion is that there are systematic differences in organizational conditions between differently gendered services, and therefore a structural approach to gender is an important complement to more individualistic views on differences in male and female managerial behaviour.
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| 8. |
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| 9. |
- Björk, Lisa, 1981, et al.
(författare)
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I shouldn’t have to do this: Illegitimate tasks as a stressor in relation to organizational control and resource deficits
- 2013
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Ingår i: Work & Stress. - 0267-8373. ; 27:3, s. 262-277
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Tidskriftsartikel (refereegranskat)abstract
- Illegitimate tasks represent a new stressor concept that refers to assignments that violate the norms associated with the role requirements of professional work. Research has shown that Illegitimate tasks are associated with stress and counterproductive work behaviour. The purpose of the present study is to provide insight into the contribution of organizational properties on the prevalence of Illegitimate tasks in operative managerial work. Using the Bern Illegitimate Task Scale (BITS) in a sample of 440 operational local government managers in 28 different organizations, this study supports the theoretical assumptions that Illegitimate tasks are positively related to stress and negatively related to satisfaction with work performance. Results further show that 10% of the variance in Illegitimate tasks can be attributed to the organization where managers work. Multilevel referential analysis shows that the more the organization is characterized by competition for resources between units, unfair and arbitrary resource allocation and obscure decisional structure, the more Illegitimate tasks managers report. These results should be valuable for strategic-level management since they indicate that Illegitimate tasks can be counteracted by means of organization.
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| 10. |
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| 11. |
- Björk, Lisa, 1981, et al.
(författare)
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Involving the employer to enhance return to work among patients with stress-related mental disorders - study protocol of a cluster randomized controlled trial in Swedish primary health care
- 2018
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Ingår i: Bmc Public Health. - : Springer Science and Business Media LLC. - 1471-2458. ; 18
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Tidskriftsartikel (refereegranskat)abstract
- Background: Work-related stress has become a major challenge for social security and health care systems, employers and employees across Europe. In Sweden, sickness absence particularly due to stress-related disorders has increased excessively in recent years, and the issue of how to improve sustainable return to work in affected employees is high up on the political agenda. The literature on interventions for return to work in patients with common mental disorders is still inconclusive. This randomized controlled trial (RCT) aims to contribute with knowledge about how physicians and rehabilitation coordinators in primary health care can involve the employer in the rehabilitation of patients with stress-related disorders. The objective is to evaluate whether the early involvement of the patient's employer can reduce the time for return to work compared to treatment as usual. A process study will complete the RCT with information about what prerequisites primary health caregivers need to succeed with this endeavor. Methods: Twenty-two primary care centers were randomized to either intervention or control group. At the intervention centers, physicians and rehabilitation coordinators underwent training, providing them with both knowledge and practical tools to involve the employer in rehabilitation. At the patient level, employed patients with an ICD-10 F43 diagnosis were eligible for participation (n=132). Difference in proportion of patients on full- or part-time sick leave at three, six and 12 months after inclusion will be investigated. Register data, logbooks and interviews with coordinators and physicians at both intervention and control centers will be used for process evaluation. Discussion: Although the issue of how to tackle work-related stress can be recognized all across Europe, Sweden face an urgent need to curb the disproportional increase of stress-related disorders in the sick-leave statistics. Since physicians are limited by time constraints, the rehabilitation coordinator may be a helpful resource to take this contact. The current study will contribute to knowledge about how this collaboration can be organized to facilitate employer involvement and reduce time to return to work among patients suffering from work related stress.
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| 12. |
- Björk, Lisa, 1981, et al.
(författare)
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Measuring capacity to perform across local government services – managers’ perceptions
- 2014
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Ingår i: International Journal of Public Sector Management. - 0951-3558. ; 27:1, s. 26-38
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – This study aims at developing a measure that can be used to evaluate organizational capacity to perform across local government jurisdictions, using operational managers' own assessments. Design/methodology/approach – The “management matters” literature that links organizational capacity to service performance is far from reaching any consensus on how to operationalize organizational capacity. In this study, over 400 operational managers were asked, at two different time points and in thirty different local government departments, about what opportunities they have to fulfill their responsibilities and about their perceptions of service performance. The data are factor analyzed, and the proportion of higher level variance of the resulting capacity measure is explored. Findings – Organizational capacity to perform represents a consistent measure that covers essential aspects of the managerial assignment and is empirically distinct, yet positively related to the managers' perceptions of service performance. Results further show that up to 12 percent of the variance in organizational capacity to perform can be attributed to the organization in which managers work. Practical implications – A service-neutral measure of organizational capacity to perform should be useful to strategic managers in organizations as guidance for resource allocation, and for the design of solid organizational structures and support systems for operational managers. Originality/value – Recent public management research indicates that rationalistic management models are often inadequately grounded in the day-to-day practices of operative managerial work. The construct of organizational capacity to perform presented in this study could be a valuable instrument that can bridge this strategic-operational disconnect and provide an insider perspective of the organizational prerequisites that underpin any public service achievement.
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| 13. |
- Corin, Linda, 1982, et al.
(författare)
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Job Demands and Job Resources in Human Service Managerial Work An External Assessment Through Work Content Analysis
- 2016
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Ingår i: Nordic Journal of Working Life Studies. - : Det Kgl. Bibliotek/Royal Danish Library. - 2245-0157. ; 6:4, s. 3-28
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Tidskriftsartikel (refereegranskat)abstract
- Managers' psychosocial working conditions are important for managerial sustainability in the public sector. The job demands-resources (JD-R) model is a widely applied and well-recognized framework for measuring psychosocial working conditions. However, there is still a need for methodological contributions including more objective as well as qualitative ways to assess these conditions. In this study, job demands and job resources as well as the balance between them was qualitatively and externally assessed for first-line human service managers using a work content analysis method. Conditions and actions were focused upon with an external perspective. Special attention was paid to concrete examples and consequences of work characteristics with predefined criteria and cut-off points to guide the assessments. The results reveal an imbalance for human service managers between high levels of job demands and the lack of job resources available to meet these demands. Work overload, conflicting and unclear goals and tasks, emotional demands, restricted control, and lack of supervisory and organizational support generally characterized the managerial assignment. The analysis provided concrete explanations of the current work strain in this group of employees, thereby giving both short-term and long-term possibilities for improvement of managerial work and sustainability.
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| 14. |
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| 15. |
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| 16. |
- Forsberg, Tina, et al.
(författare)
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Chef i kommunen: krav och förutsättningar ur ett genusperspektiv.
- 2018
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Ingår i: Att leda en komplex organisation. Utmaningar och perspektiv för chefer i offentlig verksamhet. Anna Cregård, Erik Berntson & Stefan Tengblad (red).. - Stockholm : Natur & Kultur. - 9789127822542
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Bokkapitel (refereegranskat)
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| 17. |
- Härenstam, Annika, 1949, et al.
(författare)
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Dags att ge offentliga sektorns chefer bättre villkor för att leda.
- 2013
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Ingår i: Martin Kreuger, Lucia Crevani & Kristina Larsen (Red.) Leda mot det nya, en forskningsantologi om chefskap och innovation.. - Stockholm : VINNOVA. - 9789187537059 ; , s. 105-126
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Bokkapitel (övrigt vetenskapligt/konstnärligt)
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| 18. |
- Härenstam, Annika, 1949, et al.
(författare)
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Källor till förståelse av skillnader i psykisk ohälsa. Styrning, organisering och värdering av arbete på en segregerad arbetsmarknad. Rapport till Jämställdhetsmyndigheten. 2021:7.
- 2021
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Den offentliga statistiken och en stor del av forskningen om genus, arbetsmiljö och hälsa har de senaste decennierna varit noga med att dela upp kvinnor och män. Detta för att komma till rätta med den könsblindhet som tidigare karaktäriserade området. I föreliggande rapport argumenterar vi för att denna uppdelning riskerar att osynliggöra att strukturella och organisatoriska förutsättningar att skapa goda jobb skiljer sig åt mellan olika delar av arbetsmarknaden. Produktion av materiella ting, kunskap respektive tjänster i direktkontakt med brukare och kunder kräver olika typer av organisering, styrning och resurser. Det är först med verksamhetsanpassad kunskap som källor till undermåliga arbetsförhållanden och arbetsrelaterad ohälsa kan synliggöras, adresseras och åtgärdas för att åstadkomma större jämställdhet i arbetslivet. Kvinnor och mäns olika arbetsvillkor har bäring på flera delmål i det jämställdhetspolitiska ramverket; det påverkar möjligheter till makt, inflytande och ekonomisk jämställdhet, och det hänger samman med utbildningsval och hälsa. Lagstiftningen är tydlig med att alla arbetstagare har rätt till en god arbetsmiljö. Det saknas dock kunskap om hur förutsättningarna ska se ut för att arbetsplatser i alla typer av verksamheter ska kunna omsätta arbetsmiljölagstiftningen i praktiken. Vi menar att det behövs mer jämförande analyser av kontextuella förhållanden på makronivå i olika branscher; analyser av hur exempelvis styrformer, digitalisering och samhälleliga kriser ’sipprar ner’ och påverkar organisering, resurstilldelning, och utformning av arbetsmiljö för chefer och medarbetare. Det behövs mer kunskap om vilka organisatoriska förhållanden som gynnar utformning av hälsobefrämjande och jämställda arbetsplatser i alla typer av verksamheter. Det behövs fler empiriska studier som länkar data på olika nivåer och som vid sidan av könsskillnader tar hänsyn till skillnader mellan och inom ’genuskodade’ yrken, sektorer och branscher. Det är även viktigt att komma åt långa tidsserier som kan följa arbetsmiljöns utveckling. Det handlar om att påverka inriktningen på kunskapsunderlag, forskning och utbildning för att skapa handlingskraft bland politiker, myndigheter och arbetsmarknadens parter. Det handlar även om att förse experter såsom organisationskonsulter, HR-specialister och företagshälsovård med den kunskap de behöver för att bidra till ett hållbart och hälsosamt arbetsliv.
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| 19. |
- Härenstam, Annika, 1949, et al.
(författare)
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Trust chains in public sector organizations and their significance for work unit performance and employee turnover intention
- 2024
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Ingår i: International Public Management Journal. - 1096-7494 .- 1559-3169.
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Tidskriftsartikel (refereegranskat)abstract
- In this study, we propose that the concept of trust chains can be used to combine two influential traditions in organizational theory–Luhmann´s work on vertical trust and Putnam´s ideas on horizontal trust as a collective asset. Trust chains are then studied empirically by exploring how trust is assessed in the relationships between the employees in work units, the immediate managers, and the top management, including politicians and expert functions in a municipal organization. Aggregated data from questionnaires completed by 1,579 employees and their first-line managers in a Swedish municipality resulted in 126 work units. Cluster analysis identified five different configurations of trust chains with convergent and criterion validity. A solid trust chain with reciprocal links between employees in work units via layers of managers to the top management is clearly the most beneficial situation, while other configurations represent a variety of breaches, with less beneficial outcomes in terms of performance and turnover intentions.
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| 20. |
- Jonsson, Robin, 1986, et al.
(författare)
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Engaging the missing actor : lessons learned from an age-management intervention targeting line managers and their HR partners
- 2023
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Ingår i: Journal of Workplace Learning. - : Emerald Group Publishing Ltd.. - 1366-5626. ; 35:9, s. 177-196
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – This study aims to describe and evaluate the impact of a participatory age-management intervention on the knowledge, awareness and engagement of line managers and their HR partners from six health-care organizations in Sweden.Design/methodology/approach – The learning workshops consisted of lectures, discussions, feedback and exchange of experiences with colleagues and invited experts. A total of 19 participants were interviewed six months after the final workshop, and qualitative thematic analysis was used to analyze the transcribed interviews.Findings – The intervention design produced promising results in improving line managers’ and HR partners’ knowledge and increasing awareness and engagement. On some occasions, the participants also initiated changes inorganizational policies and practices. However, the intervention primarily became a personal learning experience as participants lacked resources and mandates to initiate change in their daily work. To stimulate engagement and change at the organizational level, the authors believe that an intervention must receive support from higher managers, be anchored at the workplace and be aligned with the organization’s goals; moreover, participants must be provided with sufficient resources and mandates to coordinate the implementation of age-management strategies.Practical implications – Prolonged working life policies and skill shortages are affecting organizations and societies, and for many employers, there are strong reasons for developing strategies to attract, recruit and retain older workers.Originality/value – This study offers lessons and guidance for future workplace interventions to attract, recruit and retain older workers
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| 21. |
- Jonsson, Robin, 1986, et al.
(författare)
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Organizational Hindrances to the Retention of Older Healthcare Workers.
- 2020
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Ingår i: Nordic Journal of Working Life Studies. - : Det Kgl. Bibliotek/Royal Danish Library. - 2245-0157. ; 10:1, s. 41-58
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Tidskriftsartikel (refereegranskat)abstract
- The Swedish healthcare sector is currently experiencing recruitment difficulties combined with increasing demand for healthcare services. This study accordingly seeks knowledge of the obstacles to and opportunities for retaining older employees in the Swedish healthcare sector. Results of interviews with line managers and human resource (HR) partners indicate that the informants have positive attitudes toward older healthcare workers in general, particularly acknowledging their contributions based on long experience and skill. However, line managers’ high workload, the absence of age-management strategies, and universal HR policies not conducive to older workers’ individual needs are considered obstacles to retention on an organizational level. To retain older healthcare workers and maintain their ability and motivation, the healthcare sector and especially HR strategies need to be more proactive in addressing these issues, and formalized policies are required in order to benefit from the potential labor reserve that older employees constitute.
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| 22. |
- Jordansson, Birgitta, 1952, et al.
(författare)
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Arbete och arbetsorganisation
- 2015
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Ingår i: Feministiskt tänkande och sociologi. Teorier, begrepp och tillämpningar, red Anna Hedenus, Sofia Björk, Oksana Shmulyar Gréen. - Lund : Studentlitteratur. - 9789144100852 ; , s. 127-150
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- Texten handlar om arbete och arbetsorganisation ur ett genusperspektiv. Den inleds med en kort historisk tillbakablick på arbete och hur arbete har varit förknippat med män och med mäns ansvar för familjens ekonomiska försörjning. Därefter diskuteras hur genus är bärande för både skapande och återskapande av arbete i organisationer. Texten tar även upp förutsättningar för jämställdhet och ger några konkreta exempel på hur arbetsorganisationen kan bidra för att uppnå work-life-balance
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| 23. |
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Psykisk hälsa i arbetslivet
- 2021
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Samlingsverk (redaktörskap) (övrigt vetenskapligt/konstnärligt)abstract
- Arbetslivet är en central arena för att främja den psykiska hälsan. Psykisk hälsa i arbetslivet handlar om hur psykisk ohälsa och hälsa relaterar till arbetsplatsens villkor. Vad utmärker en god arbetsplats vad gäller organisering, struktur och ledarskap? Och vilka möjligheter finns för den enskilde att leva upp till idealet som medveten och informerad individ? Boken har en unik flervetenskaplig ansats och fokuserar, förutom på arbetsplatsen och individens förutsättningar, även på primärvårdens roll i att stärka samverkan med arbetslivet och förebygga sjukfrånvaro. Särskilt belyses vilka förutsättningar som är nödvändiga för tillgänglighet, kontinuitet och samverkan i primärvården. Psykisk hälsa i arbetslivet vänder sig främst till dig som i din yrkesutövning arbetar med frågor om psykisk hälsa och ohälsa. Du kanske är anställd inom hälso- och sjukvården, inom en myndighet såsom Arbetsförmedlingen eller Försäkringskassan. Du kan vara chef med personalansvar, arbeta inom HR, som fackligt förtroendevald eller inom företagshälsovård. Boken vänder sig också till studenter inom hälso-, personal-, beteende-, social- och arbetsvetenskap.
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| 24. |
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| 25. |
- Szücs, Stefan, 1964, et al.
(författare)
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Hur väl fungerar verksamheten?
- 2014
-
Ingår i: Chefskapets förutsättningar och konsekvenser: Metoder och resultat från CHEFiOS-projektet - slutrapport del 1 (redaktörer: Härenstam, A & Östebo, A). - Göteborg : Västra Götalandsregionen (ISM 14:1). - 9789197924733 ; , s. 157-170
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Bokkapitel (övrigt vetenskapligt/konstnärligt)
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| 26. |
- Szücs, Stefan, 1964, et al.
(författare)
-
Organisatoriska vägar till hälsa: Långsiktigt hållbart förändringsarbete och chefskap i kommuner
- 2015
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Långtidssjukskrivningar är ett problem i kommunsektorn. Upprepade organisationsförändringar i kombination med otydligt chefskap kan ha betydelse för sjukfrånvaron. Projektet undersökte vilken roll omorganisationer och otydligt chefskap spelar för kommunanställdas sjukskrivningar. Studien visar bland annat att det finns ett samband mellan långtidssjukskrivning och omorganisationer samt att chefer på lägre nivå betydligt oftare är långtidssjukskrivna än ledare högre upp i organisationen.
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| 27. |
- Szücs, Stefan, 1964, et al.
(författare)
-
Urval
- 2014
-
Ingår i: Chefskapets förutsättningar och konsekvenser: Metoder och resultat från CHEFiOS-projektet - slutrapport del 1 (redaktörer: Härenstam, A & Östebo, A). - Göteborg : Västra Götalandsregionen (ISM 14:1). - 9789197924733 ; , s. 53-58
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Bokkapitel (övrigt vetenskapligt/konstnärligt)
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| 28. |
- Szücs, Stefan, 1964, et al.
(författare)
-
Urval
- 2014
-
Ingår i: Förändringsprocesser och utvärderingar av interventioner i kommunala förvaltningar: Metoder och resultat från CHEFiOS-projektet - slutrapport del 2 (redaktörer: Härenstam, A & Östebo, A). - Göteborg : Västra Götalandsregionen (ISM 14:2). - 9789197924740 ; , s. 32-36
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Bokkapitel (övrigt vetenskapligt/konstnärligt)
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| 29. |
- Söderberg, Mia, 1977, et al.
(författare)
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Study Demands, Social Support and Mental Health in Teacher Education Students: A Cross-Sectional Study
- 2020
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Ingår i: Journal of Educational and Social Research. - : Richtmann Publishing. - 2239-978X .- 2240-0524. ; 10:3
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Tidskriftsartikel (refereegranskat)abstract
- The aim of this paper was to investigate relationships between psychosocial factors in a study environment and mental health in teacher education students. Study objectives were explored in 593 Swedish teacher education students (80% women). Psychosocial variables were measured with the standard Swedish demand-control-support questionnaire. Associations to mental health were calculated with logistic regression analyses, stratified by gender. Female students, on average reported higher demands, exhaustion and anxiety, than men. High study demands were associated with severe exhaustion in both men and women, even in models including all potential confounders and social support. Although, social support was related to lower exhaustion in women and less anxiety in men, this variable only contributed to minor effect changes in the associations study demands to mental ill-health. High study demands seem important for mental health in teacher education students. Future studies, perhaps using qualitative methods, would benefit the state of knowledge regarding students’ psychosocial conditions and poor mental health. Such knowledge could assist universities in interventions to enhance both health status and future stress resilience.
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| 30. |
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