| 1. |
- Eib, Constanze, PhD, 1985-, et al.
(författare)
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Fairness at Work
- 2021
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Ingår i: Handbook on Management and Employment Practices. - Cham : Springer.
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Bokkapitel (refereegranskat)abstract
- Fairness at work is a crucial factor for lasting work performance and well-being at work. The chapter begins with the conceptualizations of fairness at work and organizational justice, its different dimensions and developments over time, as well as the multiple ways on how to measure the concepts.Next, the chapter condenses the extensive empirical evidence on the consequences of fairness at work for employees’ work-related attitudes and behaviors as well as the consequences for groups, customers, and other stakeholders. We particularly highlight the growing literature on fairness and health, providing an account of longitudinal studies on a selection of health outcomes, underlying mechanisms for the justice-health relationships, and evidence of reversed effects.The chapter focuses on several aspects of fairness at work that are relevant at different stages of organizational changes. It is outlined how fairness at work can help employees manage uncertainties, threatened identities, and changed inputs and outputs that organizational changes often trigger. It is presented how, why, and when fairness perceptions may themselves undergo a change, triggered by organizational changes.Lastly, we briefly present issues relevant for implementing fairness at work effectively, outlining relevant boundary conditions and available intervention studies.
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| 2. |
- Leineweber, Constanze, et al.
(författare)
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The mediating effect of exhaustion in the relationship between effort-reward imbalance and turnover intentions : A 4-year longitudinal study from Sweden
- 2021
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Ingår i: Journal of Occupational Health. - : Wiley. - 1341-9145 .- 1348-9585. ; 63:1
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Tidskriftsartikel (refereegranskat)abstract
- Objectives: Earlier studies suggest that imbalance between effort and reward at work associates with exhaustion. Others have found that exhaustion increases turnover intentions; an important precursor of actual turnover that also associates with counterproductive work behaviors. Few, however, have studied the associations between effort-reward imbalance (ERI) and employees’ intentions to leave their current employment, and whether exhaustion is underpinning that relationship. Here, we investigate the mediating role of exhaustion in the effort-reward imbalance – turnover intentions relationship.Methods: Data from three waves covering a time span of four years from the Swedish Longitudinal Occupational Survey of Health (SLOSH) were analysed using structural equation modeling. Cross-lagged mediation analyses were conducted to estimate if associations from ERI to subsequent turnover intentions were mediated by exhaustion. Other causal directions (direct and reversed direct effects, reversed mediation) were also examined.Results: A direct path from ERI T1 to turnover intentions T2 was found, but not from ERI T2 to turnover intentions T3. Additionally, results showed that ERI at time points T1/T2 associated significantly with exhaustion two years later (T2/T3). Also, exhaustion at T1 showed a small but statistically significant direct association with turnover intentions at T2 (no association was found between exhaustion T2 and turnover intentions T3). A small, but statistically significant indirect effect from ERI to turnover intentions was found (estimate 0.005; 95% CI 0.002-0.010).Conclusions: Providing a good balance between effort and reward for workers is essential to protect employee health and help retain employees in the organization.
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| 3. |
- Leineweber, Constanze, 1973-, et al.
(författare)
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Trajectories of effort-reward imbalance in Swedish workers : Differences in demographic and work-related factors and associations with health
- 2020
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Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 34:3, s. 238-258
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Tidskriftsartikel (refereegranskat)abstract
- The aim of the study was to identify trajectories of effort-reward imbalance (ERI), to examine these with respect to demographic (age, gender, socio-economic position) and work-related (employment contract, work hours, shift work, sector) factors, and to investigate associations with different health indicators (self-rated health, depressive symptoms, migraine, sickness absence). The study used four waves of data (N = 6702), collected biennially within the Swedish Longitudinal Occupational Survey of Health (SLOSH). Using latent class growth modelling, we identified four trajectories: a stable low imbalance trajectory, which comprised 90% of all participants, and three change trajectories including a decreasing trajectory (4% of the participants), an inverted U-shaped trajectory and an increasing imbalance trajectory, both in 3% of the participants. Results indicate that a sizeable proportion of Swedish employees’ experience imbalance between efforts and rewards at work. The most favourable trajectory comprised relatively more men and was characterised by better work-related characteristics than the less favourable ERI trajectories. All change trajectories were dominated by women and employees in the public sector. Health developments followed ERI trajectories, such that less favourable trajectories associated with impaired health and more favourable trajectories associated with better health. Sickness absence increased among all ERI trajectories, most so for the decreasing and increasing ERI trajectory.
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| 4. |
- Peristera, Paraskevi, 1976-, et al.
(författare)
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Organizational injustice and sickness absence : The moderating role of locked-in status
- 2023
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Ingår i: SSM - Population Health. - : Elsevier. - 2352-8273. ; 23
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Tidskriftsartikel (refereegranskat)abstract
- Organizational injustice is known to negatively affect employees' health and to increase the risk for sickness absence. The negative health effects are also known to be more pronounced in uncontrollable, strain increasing, situations at the workplace. This study tests whether locked-in status, i.e., being stuck in a non-preferred workplace, modifies the associations between injustice perceptions and frequent (>= 2 times/yr) and long (>= 8 days/yr) sickness absence. The sample contained 2631 permanent employees from the Swedish Longitudinal Occupational Survey of Health in 2018 and 2020. Multigroup structural equation modelling was used to compare the proposed relationships between employees who are locked-in in their workplace and employees who are not. We found a positive association between higher overall organizational injustice and long sickness absence two years later, with the association being stronger for the locked-in group. Also, higher injustice was associated with more frequent sickness absence, but only for those not being locked-in.Employees being locked-in seem to have higher risk of long-term sickness absence which might indicate more serious health problems. Employees not being locked-in more often take short sickness absence, which could indicate a coping behaviour to handle high strain. This study adds knowledge to the role of locked-in status as a moderator in the much-studied relationship between organizational justice and health as well as to the multiple reasons underlying sickness absence.
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| 5. |
- Persson, Viktor, et al.
(författare)
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Effects of procedural justice on prospective antidepressant medication prescription : a longitudinal study on Swedish workers
- 2020
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Ingår i: BMC Public Health. - : Springer Science and Business Media LLC. - 1471-2458. ; 20:1
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Tidskriftsartikel (refereegranskat)abstract
- Background: Procedural justice has been linked to several mental health problems, but most studies have used self-reported data. There exist a need to assess the link between procedural justice and health using outcomes that are not only self-reported. The aim of the current study was to examine whether perceived procedural justice at work is prospectively associated with antidepressant medication prescription.Methods: Data from 4374 participants from the Swedish Longitudinal Survey of Health (SLOSH) were linked to the Swedish National Prescribed Drug register. Based on their perceived procedural justice at two times (2010 and 2012), participants were divided into four groups: stable low, increasing, decreasing and stable high justice perceptions. Using Cox regression, we studied how the course of stability and change in perceived procedural justice affected the rate of prescription of antidepressant medication over the next 2 years. Participants with missing data and those who had been prescribed antidepressant medication in the period leading up to 2012 were excluded in the main analyses to determine incident morbidity.Results: The results showed that after adjustment for sex, age, education, socioeconomic position, marital status, and insecure employment a decrease in perceived procedural justice over time was associated with greater receipt of antidepressants compared to people with stable high perceptions of procedural justice (HR 1.76, 95% CI: 1.16 to 2.68). Being female and having insecure employment were also associated with higher hazards of antidepressant prescription.Conclusions: These findings strengthen the notion that procedural justice at work influences psychological well-being, as well as provide new insights into how procedural justice perceptions may affect mental health.
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| 6. |
- Bujacz, Aleksandra, et al.
(författare)
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Not All Are Equal : A Latent Profile Analysis of Well-Being Among the Self-Employed
- 2020
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Ingår i: Journal of Happiness Studies. - : Springer Science and Business Media LLC. - 1389-4978 .- 1573-7780. ; 21:5, s. 1661-1680
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Tidskriftsartikel (refereegranskat)abstract
- This study uses a person-centered approach to distinguish between subpopulations of self-employed individuals using multidimensional well-being indicators. Data were obtained from European Social Survey including a sample of 3461 self-employed individuals from 29 European countries. The analysis has empirically identified six distinct profiles named 'unhappy', 'languishing', 'happy', 'satisfied', 'passionate', and 'flourishing'. The profiles were associated with significant differences in well-being, health and work-related variables. The results highlight the heterogeneity of the self-employed population, and describe the complex-both hedonic and eudaimonic-character of the well-being concept in this population.
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| 7. |
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| 8. |
- Eib, Constanze, PhD, 1985-, et al.
(författare)
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Entrepreneurial action and eudaimonic well-being in a crisis : Insights from entrepreneurs in Sweden during the COVID-19 pandemic
- 2024
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Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 45:2, s. 335-362
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Tidskriftsartikel (refereegranskat)abstract
- Based on transactional stress theory, this article provides an empirical glimpse into how entrepreneurs in Sweden have experienced the COVID-19 pandemic. The authors investigated the impact of two crisis-induced stressors (unpredictability, loneliness) on two aspects of entrepreneurial success (business and personal success) through the indirect effect of eudaimonic well-being. They examined the role of crisis-related entrepreneurial actions (applying for government financial support, engaging in online business activities). Results from a sample of entrepreneurs operating in Sweden in the summer of 2020 revealed that unpredictability and loneliness were negatively related to business and personal success via eudaimonic well-being. Results for the moderating effects of the crisis-related entrepreneurial actions revealed mixed findings. The results provide valuable insights into the mechanisms that tie entrepreneurial stressors and opportunities for action to eudaimonic well-being, and in turn, entrepreneurial success in the early days of the crisis caused by the pandemic.
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| 9. |
- Eib, Constanze, PhD, 1985-, et al.
(författare)
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Is Female Entrepreneurship Only Empowering for Single Women? : Evidence from France and Germany
- 2019
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Ingår i: Social Sciences. - : MDPI. - 2076-0760. ; 8:4
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Tidskriftsartikel (refereegranskat)abstract
- Entrepreneurship has been suggested as an alternative career model for women to gain economic empowerment while maintaining caring obligations. In this study, we investigate how gender and living situation affect entrepreneurs' engagement in their business, home, well-being and business success in both France and Germany. Data from the European Social Survey were used, which included 470 French and 622 German self-employed people. For the French, women reported more working hours when living alone but there were no gender differences for the other living situations. For the Germans, there were no gender differences when the self-employed person lived alone; for the other living situations, men reported more working hours. Women reported working more household hours than men in both countries. There were no gender differences in life satisfaction for German self-employed people regardless of living situation; for the French, gender differences varied by living situation. Men reported more business success than women in both countries. Results suggest that self-employed people in Germany follow a traditional breadwinner model, whereas in France, self-employed women do more paid and unpaid work at the same time. In sum, entrepreneurship may only be empowering for self-employed women living alone.
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| 10. |
- Eib, Constanze, PhD, 1985-, et al.
(författare)
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Organizational Justice and Mental Health
- 2023
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Ingår i: The Routledge Companion to Mental Health at Work. - New York; Abingdon : Routledge. - 9781003255574 - 9781032186535 - 9781032186597 ; , s. 341-371
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Bokkapitel (refereegranskat)abstract
- Organizational justice refers to workers’ perceptions of the fairness and appropriateness of the treatment that they receive on the job. Most organizational justice research has emphasized criterion variables that are of traditional interest to managers. This body of work has been impressive. When employees perceive justice, they tend to exhibit higher levels of job performance, more organizational citizenship behaviours, and better work attitudes, among other benefits (Colquitt et al., 2013; Rupp et al., 2014). While these are important findings, there is considerable evidence, albeit less well-known, that organizational justice promotes well-being and mental health (e.g., Cropanzano & Wright, 2011; Greenberg, 2010; Ndjaboué et al., 2012; Robbins et al., 2012). The purpose of this chapter is to provide a review of this research literature. To do so, the chapter is organized as follows. First, the construct of organizational justice is briefly defined and discussed, with an emphasis on its theoretical relationship to mental health. Secondly, more detailed accounts of the available empirical literature on organizational justice and mental health are provided and suggestions for further research are highlighted. Finally, the chapter is concluded with a summary of intervention approaches at different levels.
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| 11. |
- Eib, Constanze, PhD, 1985-, et al.
(författare)
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What helps managers being fair? Predicting managers’ self-reported justice enactment during pay setting using the ability-motivation-opportunity framework
- 2022
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Ingår i: International Journal of Human Resource Management. - : Informa UK Limited. - 0958-5192 .- 1466-4399. ; 33:10, s. 2138-2169
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Tidskriftsartikel (refereegranskat)abstract
- Building on the Ability-Motivation-Opportunity framework, we investigate managers’ ability, motivation, and opportunity as predictors of managers’ self-reported justice enactment during pay setting. Data from 168 managers from a large industrial company in Sweden were analyzed with hierarchical multiple regression analyses to predict the four dimensions of enacted justice (distributive, procedural, informational, interpersonal). Ability indicators contributed to all justice enactment dimensions, with self-efficacy in one’s role as pay-setting manager being positively related to all justice enactment dimensions. Motivation indicators contributed to three justice enactment dimensions (not informational), with managers’ outcome expectations of pay setting being positively related to distributive justice enactment. Opportunity indicators contributed to three justice enactment dimensions (not interpersonal), where social support in the pay-setting process predicted these justice enactment dimensions. Demographics and personality variables only explained additional variance in interpersonal justice enactment. The paper sheds light on the managers’ side of justice in pay setting, and highlights the relevance of resources to equip managers with ability, motivation, and opportunities in order to perceive that they can be fair during pay setting.
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| 12. |
- Etuknwa, Abasiama, et al.
(författare)
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Sustainable Return to Work : A Systematic Review Focusing on Personal and Social Factors
- 2019
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Ingår i: Journal of occupational rehabilitation. - : Springer. - 1053-0487 .- 1573-3688. ; 29:4, s. 679-700
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Forskningsöversikt (refereegranskat)abstract
- Purpose A systematic review was conducted to evaluate the impact of important personal and social factors on sustainable return to work (RTW) after ill-health due musculoskeletal disorders (MSDs) and common mental disorders (CMDs) and to compare the effects of these personal and social factors across both conditions. Sustainable RTW is defined as a stable full-time or part-time RTW to either original or modified job for a period of at least 3 months without relapse or sickness absence re-occurrence.Methods A literature search was conducted in 13 databases and 79 studies were selected for the review, of which the methodological design was graded as very high, high and low quality. Results The most consistent evidence for achieving sustainable RTW for both MSDs and CMDs was from support from line managers or supervisors and co-workers, positive attitude, self-efficacy, young age and higher education levels. Job crafting, economic status, length of absence and job contract/security showed promising results, but too few studies exist to draw definite conclusions. Results regarding gender were inconsistent. Conclusions This review demonstrates that a variety of personal and social factors have positive and negative influences on sustainable RTW. We suggest that the social environment and how it interrelates with personal factors like attitudes and self-efficacy should be studied in more detail in the future as the inter-relationship between these factors appears to impact positively on sustainable RTW outcomes. Areas for future research include more high-quality studies on job crafting, economic status/income, length of absence, job contract/security and gender.
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| 13. |
- Etuknwa, Abasiama, et al.
(författare)
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Sustainable Return to Work for Workers with Mental Health and Musculoskeletal Conditions
- 2023
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Ingår i: International Journal of Environmental Research and Public Health. - : MDPI. - 1661-7827 .- 1660-4601. ; 20:2
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Tidskriftsartikel (refereegranskat)abstract
- Common mental health and musculoskeletal disorders (CMDs and MSDs) are two of the most significant causes of non-participation in employment amongst working age adults. Background: This case study fills an important gap in the scientific literature on reintegration back to work after sickness absence due to CMDs and MSDs. It particularly examines the return to work (RTW) experiences of sick-listed employees to understand the facilitators and barriers of sustainable RTW. Methods: Using a realist evaluation approach within a qualitative inquiry, perceptions of employees were explored to provide in-depth understanding of what, how and under what circumstances sustainable RTW can be enabled for employees absent on a short- or long-term basis. Repeat face-to-face semi-structured interviews were conducted with 22 participants (15 women and 7 men, aged 30–50 years and sick-listed with MSDs and CMDs) who were recruited using purposive sampling. Data was thematically analysed. Results: A total of 2 main codes and 5 subcodes were developed and grouped into three theoretical abstractions. As a result of validating the context, mechanism, and outcome configurations with accounts of participants, all three initial theories explaining the most prominent mechanisms that either facilitates or impedes a sustainable RTW for people with CMDs and MSDs were justified.Conclusions: Our findings reveal the active role of line managers on the RTW outcomes of returning employees. However, line-manager’s competence and ability to effectively support and implement appropriate RTW strategies suited to employees’ hinges on working in alignment with key stakeholders and returning employees.
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| 14. |
- Stephan, Ute, et al.
(författare)
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Act or Wait-and-See? Adversity, Agility, and Entrepreneur Wellbeing across Countries during the COVID-19 Pandemic
- 2023
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Ingår i: Entrepreneurship. - : Sage Publications. - 1042-2587 .- 1540-6520. ; 47:3, s. 682-723
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Tidskriftsartikel (refereegranskat)abstract
- How can entrepreneurs protect their wellbeing during a crisis? Does engaging agility (namely, opportunity agility and planning agility) in response to adversity help entrepreneurs safeguard their wellbeing? Activated by adversity, agility may function as a specific resilience mechanism enabling positive adaption to crisis. We studied 3162 entrepreneurs from 20 countries during the COVID-19 pandemic and found that more severe national lockdowns enhanced firm-level adversity for entrepreneurs and diminished their wellbeing. Moreover, entrepreneurs who combined opportunity agility with planning agility experienced higher wellbeing but planning agility alone lowered wellbeing. Entrepreneur agility offers a new agentic perspective to research on entrepreneur wellbeing.
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| 15. |
- Stephan, Ute, et al.
(författare)
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Agility or Wait-and-See? : How the Covid-19 Crisis Impacts Entrepreneurs’ Well-being across Countries
- 2021
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Ingår i: Academy of management annual meeting proceedings. - Briarcliff Manor, NY, USA : Academy of Management.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- We study how entrepreneurs and their well-being are impacted by crises and which entrepreneurs are able to safeguard their well-being. We examine the impact of the Covid-19 pandemic in a multilevel study of 3,149 entrepreneurs from 20 countries and draw attention to entrepreneur agility (flexible and adaptive action) both as a crisis response strategy and as a possible way for entrepreneurs to protect their well-being. We find that agile entrepreneurs, especially those that recognized new opportunities for their business in the pandemic, had better well-being during the pandemic (life satisfaction and vitality). Our findings offer further insights into agility as a response to adversity and whether it is enabled by cultural contexts supporting agility and entrepreneurs? human capital.
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