| 1. |
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Dark Sides of Organizational Behavior and Leadership
- 2019
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Samlingsverk (redaktörskap) (refereegranskat)abstract
- In recent years, scholars have focused more on the "dark sides of leadership." Both the negative and positive aspects of the relationship between leaders and followers are considered. But the relationship between leaders and followers is also influenced by the context in which the relationship occurs. Organizational aspects such as culture and structures are studied in relation to how negative leadership develops. Organizations, just like humans, are able to develop justifications for their actions, to self-aggrandize by claiming their exclusivity. In this book, the dark sides of organizational behaviors and leadership are considered from different aspects and contexts. The book contributes knowledge of how negative leadership develops, what part organizational structures play, and what the consequences are for the leader, the subordinates and the organization.
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| 2. |
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| 3. |
- Fors Brandebo, Maria, 1979-, et al.
(författare)
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Longitudinal studies on cohesion in a military context : A systematic review
- 2022
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Ingår i: Military Psychology. - : Informa UK Limited. - 0899-5605 .- 1532-7876. ; 34:6, s. 732-741
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Tidskriftsartikel (refereegranskat)abstract
- Cohesion is one of the most studied group phenomena and there is an agreement among scholars today that cohesion is a key contributor to team functioning and performance. A large body of research has shown that cohesion has several positive effects on psychological, social, and behavioral outcomes. Since research on cohesion has increased significantly in recent decades there is a need for an updated overview of research regarding antecedents and outcomes of cohesion in a military context. In this paper, a systematic literature review is conducted. The paper adheres to suggestions by scholars, relating the results in accordance with the dimensionality (i.e. social, task, or general) and organizational level of the construct (i.e. horizontal, vertical, or organizational) as well as focusing exclusively on studies with a longitudinal design. The paper highlights gaps in the literature and provides direction for future research.
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| 4. |
- Larsson, Gerry, Professor, 1952-, et al.
(författare)
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Leader development using group dynamic interventions : a systematic literature review
- 2018
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Ingår i: Scandinavian Psychologist. - : Scandinavian Psychologist. - 1894-5570 .- 1894-5570. ; 5
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Forskningsöversikt (refereegranskat)abstract
- This literature review aimed to synthesize the existing research on group dynamic interventions that are designed to enhance individual leadership development in organisations. Such interventions are typically intended to help leaders learn about both themselves and interpersonal relationships. A systematic mixed studies literature review with an integrated design was undertaken. The selection process resulted in nine articles that met the inclusion criteria. The scarcity of studies means that no reliable conclusion could be drawn on the sizes of effects and, thus, whether group dynamic interventions are effective or not. Given this situation, four tendencies could still be identified. First, interventions involving practical skills (e.g., problem-solving techniques) appear to be effective. Second, interventions focusing on inner processes (e.g., self-awareness, self-acceptance, and sensitivity to group processes) appear to have some favourable effects. Third, little evidence was found regarding the effectiveness of interventions aimed at improving leaders’ interpersonal skills. Fourth, identified enablers and neutralizers include group characteristics, facilitator qualities, intervention goals and focus, a safe climate, and opportunities for practice. The lack of evidence regarding effectiveness does not mean that group dynamic interventions are ineffective. It means only that more research is necessary to evaluate this type of developmental intervention.
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| 5. |
- Larsson, Gerry, 1952-, et al.
(författare)
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Swedish military officers through other nations' eyes : experiences related to leadership theory, stereotypes, identity and military contextual history
- 2016
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Ingår i: International Journal of Organizational Analysis. - 1934-8835 .- 1758-8561. ; 24:4, s. 615-633
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Tidskriftsartikel (refereegranskat)abstract
- PurposeGlobalisation of working life means that many organisations are manned by people from different countries. A potentially critical factor is how members from various nations are looked upon by their partner countries. Such perception may be more or less accurate and affect organisational outcomes. The military is no exception as modern warfare is characterised by multinational composition of task forces. The aim of this paper was to gain a deeper understanding of how military officers from other nations perceive Swedish military officers and their leadership qualities in particular.Design/methodology/approachInterviews were conducted with 20 military officers representing ten nations. Interview questions were deduced from the Developmental leadership model. Responses were first coded inductively according to the constant comparative method. Generated categories were then deductively related to this leadership model.FindingsThe analysis resulted in positive and negative patterns. The positive picture included Swedish officers being perceived as calm, competent and generally good at exhibiting exemplary leadership behaviour, showing individualised consideration and creating an inspiring atmosphere. The negative side included opinions such as Swedish officers being too emotionally restrained, exhibiting poor self-confidence, discussing too much before making decisions and having difficulties giving negative feedback. The results are discussed in relation to the Developmental leadership model and the stereotype concept.Research limitations/implicationsSmall sample size and a focus on military organisations imply a low degree of generalisability.Practical implicationsThree suggestions regarding Swedish officer education are presented: officer students should be given an increased awareness of how they are perceived by others, decision-making without group support and giving negative feedback in a constructive, straight forward, but still considerate way, should be practiced and more attention should be paid to emotion management.Originality/valueThe paper addresses an increasing tendency in work organisations – a multinational composition of the work force. The foundation of study in leadership theory and the stereotype concept is new.
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| 8. |
- Bencker, Andreas, et al.
(författare)
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Common demanding conditions among professional high-level military and sport leaders : a cross-contextual qualitative reflexive thematic analysis
- 2022
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Ingår i: Scandinavian Journal of Sport and Exercise Psychology. - : Det Kgl. Bibliotek/Royal Danish Library. - 2596-741X. ; 4:1, s. 27-40
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Tidskriftsartikel (refereegranskat)abstract
- Military and sport have attracted increased research interest separately as two distinctly demanding performance- and leadership-driven contexts. However, cross-contextual psychological research in leadership is lacking. Such research has potential to expose unique cross-fertilising insights into resemblances in leadership challenges among military and sport leaders, transferable to a broader range of contexts. Thus, the current study simultaneously explored high-level military and sport leaders’ real-life experiences of similarities in demanding conditions and their psychological manifestations. Sixteen participants - eight Swedish high-level military leaders and eight Swedish high-level sport leaders, participated in the study. Using a qualitative inductive cross-contextual design enabled in-depth knowledge and transferability. A reflexive thematic analysis (RTA) of sixteen interview transcripts generated four common themes of demanding conditions: (1) Developing organisations: Leading under an extensive workload and responsibility, (2) Managing destructive superiors and subordinates: Standing up for oneself, (3) Taking care of the minds and moods of others: Leading deliberated difficult conversations, and (4) Periods of extreme concentration: Leading critical coordination, decisions, and timing. The findings tie high-level military and sports leaders together into a high-stress and high-stakes leader role invoked to manoeuvre a complex buildup of demanding conditions. Implications are presented.
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| 9. |
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| 10. |
- Darr, Wendy, et al.
(författare)
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Defining integrity : An approach and military application
- 2022
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Ingår i: Military Psychology. - : Informa UK Limited. - 0899-5605 .- 1532-7876. ; 34:5, s. 591-603
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Tidskriftsartikel (refereegranskat)abstract
- Personnel selection research has seen an increasing interest in integrity tests. Although these tests have been found to predict a variety of workplace criteria, a long-standing criticism of integrity tests is their criterion-focussed nature. A construct-oriented approach to integrity test development involves identifying important elements of integrity and developing content to reflect those elements. Drawing upon earlier attempts to define integrity, this paper conceptualizes integrity as a behavior, and elaborates on two definitional elements, nature of standards and their referent. Undertaking a content analysis of the high-level codes of conduct of 13 military nations, this paper illustrates the application of an approach to defining integrity for use in the military context. It includes a discussion on the operationalization of integrity for assessment purposes, highlighting considerations that must be given to all aspects of the assessment development process.
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| 11. |
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| 12. |
- Fors Brandebo, Maria, 1979-
(författare)
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Destructive leadership in crisis management
- 2020
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Ingår i: Leadership & Organization Development Journal. - 0143-7739 .- 1472-5347. ; 41:4, s. 567-580
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Tidskriftsartikel (refereegranskat)abstract
- Purpose The purpose of this paper is to contribute to increased knowledge of destructive leadership in crisis management. The specific research questions are: (1) What types of destructive leadership behaviours can be identified in leaders in crisis management? and (2) Why are these behaviours considered destructive in this context? Design/methodology/approach About 21 informants involved in crisis management at regional, local and operational levels in Sweden were interviewed. They were selected since they had recently been involved in severe accidents and/or crises (e.g. terror attacks, forest fires). A grounded theory analysis of interview data yielded two core variables: destructive leadership behaviours, and appraisal: interpretation of leader behaviour. Findings The study identified seven different destructive leadership behaviours: four task-related and three relationship-related. Task-related behaviours primarily led to negative consequences for the task/crisis. Relationship-related behaviours have negative consequences for subordinates' job satisfaction, well-being and/or sense of meaningfulness. The paper relates the identified behaviours to existing leadership ideals within crisis management and discusses behaviours that appear to be unique for the crisis management context. Practical implications The paper highlights the fact that great crisis managers are not always good at managing relationships, which may have negative implications for crisis management in the long term. Originality/value Destructive leadership is a research field that is rapidly expanding. However, there is a lack of knowledge concerning the nature of destructive leadership behaviours and what makes an individual appraise a leader as destructive in crisis management.
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| 13. |
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| 14. |
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| 15. |
- Fors Brandebo, Maria, 1979-
(författare)
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Destruktivt ledarskap vid krishantering
- 2018
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Det övergripande syftet med studien var att öka kunskapen om destruktivt ledarskap i krishanteringsorganisationer. En intervjustudie genomfördes med 21 informanter från länsstyrelser, kommuner, kommunal räddningstjänst och polisen. Resultaten visar att destruktivt ledarskap kan förstås som en process som börjar med att individen tolkar ledarens beteenden som destruktiva. Det påverkar individens förmåga och motivation att utföra sitt arbete. Intensiteten i konsekvenserna av dessa upplevda destruktiva beteenden påverkas av de upplevda orsakerna till beteendet, individens coping-strategier och det stöd organisationen ger. De olika delarna i denna process diskuteras mer utförligt i rapporten i relation till krishanteringskontexten. Som exempel kan nämnas att ledare kan vara konstruktiva när det gäller lösandet av uppgiften (krisen) men destruktiva i sin relation till medarbetarna/samarbetsaktörer. I rapporten diskuteras även hur ledarskapsideal kan leda till utövandet av destruktivt ledarskap.
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| 16. |
- Fors Brandebo, Maria, 1979-
(författare)
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Destruktivt ledarskap vid krishantering : Ledarskapets påverkan på tillit, hälsa och prestation
- 2019
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Det övergripande syftet med studien var att studera destruktivt ledarskap vid krishantering. Mer specifikt att studera samband mellan destruktiva ledarbeteenden i vardagen och destruktiva ledarbeteenden under insatser vid olyckor och kriser samt samband mellan destruktiva ledarbeteenden och underställdas tillit, hälsa och prestationer.Utifrån en tidigare kvalitativ studie formulerades åtta hypoteser som undersöktes med hjälp av en enkätundersökning. Enkäten besvarades av 337 individer med erfarenhet av krishantering från kommun, länsstyrelse, polis och räddningstjänst. Resultaten visar att det framför allt är uppgiftsrelaterade, passiva destruktiva ledarskapsbeteenden som har starkast negativt samband med tillit, hälsa och prestation. Det visar på betydelsen av ledare som vågar fatta beslut och klarar av att vara handlingskraftiga både i vardagen och under osäkra och stressfylda förhållanden. Resultaten belyser också att destruktiva ledare har en negativ inverkan på underställdas förutsättningar att hantera kriser och olyckor.
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| 17. |
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| 18. |
- Fors Brandebo, Maria, 1979-, et al.
(författare)
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Därför lämnade de Försvarsmaken : en kvantitativ studie om tidigare anställda soldater och sjömäns motivstruktur
- 2018
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Syftet med studien var att studera potentiell återanställningsbarhet och motivationsstruktur hos individer som lämnat Försvarsmakten. Följande frågeställningar avsågs att besvaras: (1) Vilka faktorer påverkade individernas beslut att lämna Försvarsmakten? och (2) Vilka faktorer påverkar huruvida individen vill ta återanställning i Försvarsmakten eller ej?Med hjälp av en enkät besvarade 786 tidigare kontinuerligt tjänstgörande gruppbefäl, soldater och sjömän frågor om varför de lämnade Försvarsmakten och om deras attityd till att ta återanställning. Resultaten visar att de flesta trivdes bra under sin anställning. Vanligaste orsakerna till att lämna var brist på utveckling, missnöje över lönen, och för att påbörja civila studier/arbete. Brist på utveckling är den faktor som bäst predicerar om tidigare kontinuerligt tjänstgörande personal vill ta återanställning i Försvarsmakten eller ej.
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| 19. |
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| 20. |
- Fors Brandebo, Maria, 1979-
(författare)
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How contextual is destructive leadership? : A comparison of how destructive leadership is perceived in usual circumstances versus crisis
- 2021
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Ingår i: International Journal of Organizational Analysis. - 1934-8835 .- 1758-8561. ; 29:1, s. 220-239
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Tidskriftsartikel (refereegranskat)abstract
- Purpose: This study aims to investigate the differences between destructive leadership in two different contexts: crisis management and usual circumstances. The specific research questions are as follows: What is the relationship between destructive leadership behaviours in usual circumstances and destructive leadership behaviours in crisis management? Are destructive leadership behaviours in usual circumstances or in crisis management the best predictors of trust in the leader and subordinate performance? Design/methodology/approach: Questionnaire responses were obtained from 337 individuals who had experience from handling various societal crises, such as terror attacks and forest fires. The respondents represented four different organisations: municipalities, county administrative boards, the police and the emergency service. Findings: The results from the study reveal that there is a strong association between destructive leadership in usual circumstances and destructive leadership during crisis management. The study indicates that everyday leadership matters the most. It is above all behaviours in usual circumstances that show the strongest associations with trust in the leader and subordinate performance. The results also show that it is especially task-related, passive forms of destructive leadership behaviours that show the strongest association with the studied outcome variables. Research limitations/implications: Limitations related to measurements and self-reported data are discussed. Practical implications: The study emphasises the importance of paying attention to leaders' task- and strategic-oriented behaviour as well as the importance of building trusting relationships with the subordinates. Originality/value: The need for industry-specific studies of destructive leadership has been highlighted and this study contributes with knowledge from the crisis management context.
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| 21. |
- Fors Brandebo, Maria, 1979-, et al.
(författare)
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Leadership : Is bad stronger than good?
- 2016
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Ingår i: Leadership & Organization Development Journal. - 0143-7739 .- 1472-5347. ; 37:6, s. 690-710
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Tidskriftsartikel (refereegranskat)abstract
- Purpose– The purpose of this paper is to investigate if the thesis “bad is stronger than good” also holds true for a number of leadership issues, more specifically: trust in the immediate leader, emotional exhaustion, work atmosphere and propensity to leave.Design/methodology/approach– Questionnaire responses were obtained from military personnel in Estonia, Sweden, Switzerland and the Netherlands (n=625).Findings– Multiple regression analyses revealed a certain pattern. Constructive leadership behaviours showed stronger positive associations with trust in the immediate supervisor and work atmosphere, than destructive leadership behaviours showed negative associations. On the other hand, destructive leadership behaviours showed stronger positive associations with emotional exhaustion and propensity to leave, than constructive leadership behaviours showed negative associations. This suggests that constructive leadership behaviours possibly have a greater impact on positive phenomenon and/or phenomenon associated with work-related relationships. On the other hand, destructive leadership behaviours appear to have a greater impact on negative phenomena with a stronger personal meaning. The results also show that the passive forms of destructive leadership are the behaviours that had the strongest impact on the investigated dependent variables.Research limitations/implications– Limitations related to item construction, common method variance, response set tendencies, translation of the instruments, and lack of response rate are discussed.Practical implications– The results emphasize the importance of focusing on both constructive and destructive leadership at the selection stage, as well as during training of military leaders. Focusing on them separately obstructs optimal leader development and prevents leaders from gaining authentic self-knowledge. The results also point at the importance of including both aspects of leadership in leader evaluation processes.Originality/value– The use of both constructive and destructive leadership behaviours with respondents from multiple nations in the same analysis.
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| 22. |
- Fors Brandebo, Maria, 1979-
(författare)
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Military Leaders and Trust
- 2015
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- The aim of this thesis is to study trust in military leaders. Empirical data was gathered through interviews and questionnaires with military personnel mostly from Sweden, but also from four other European countries.Paper I illustrates that trust in military leaders can be theoretically understood in terms of a hierarchical system of categories, higher-level categories and two superior categories labelled Individual-related and Communication- and relationship-related characteristics.Paper II examines how trust between military leaders and their subordinates is related to negative critical incidents in international operations. The results show that trust can be affected by pre-existing influences, of both an individual and contextual nature. The level of trust that develops between leaders and subordinates appears to have an influence on perceptions and re-evaluations of leaders’ trustworthiness during and after involvement in critical incidents.In Paper III, an instrument, Destrudo-L, was developed to measure destructive leadership behaviours on five different dimensions: Arrogant, unfair, Threats, punishments, overdemands, Ego-oriented, false, Passive, cowardly, and Uncertain, unclear, messy.In Paper IV the relationship between constructive and destructive leadership behaviours and trust is examined. The results show that constructive leadership contributed most to trust in the immediate supervisor. A great deal of trust in immediate supervisors can be understood by evaluating both constructive and destructive leadership behaviours.This thesis contributes with context-specific knowledge on trust in leaders in a military context and knowledge of psychological processes and individual dispositions that shape and change the willingness to trust leaders. The main findings presented in this thesis are the identification of characteristics of the trustor, the trustee, and the context which influences trust in military leaders.
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| 23. |
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| 24. |
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| 25. |
- Fors Brandebo, Maria, 1979-, et al.
(författare)
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Passive leadership in a military context. Its relationship with work attitudes and emotional exhaustion
- 2017
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Konferensbidrag (refereegranskat)abstract
- PurposeThis paper reports the results of three quantitative studies on destructive leadership in a military context. The aim is to identify (a) which behaviors are considered passive leadership in this type of context, (b) outcomes of passive leadership, and (c) hierarchical differences regarding outcomes of passive leadership.Design/MethodologyQuestionnaire data was collected from (a) three Swedish military groups (n = 428), (b) military personnel in Estonia, Sweden, Switzerland and the Netherlands (n = 625), and (c) Swedish military personnel serving in Afghanistan (n = 289).ResultsThe results show that passive leadership in a military context is defined as behaviors related to being “passive, cowardly” and “uncertain, unclear, messy”. Passive leadership behaviors had a stronger impact (than active destructive leadership behaviors) on outcomes such as emotional exhaustion and propensity to leave the organization. The results also reveal that passive leadership behaviors are more common on higher hierarchical levels compared to lower.LimitationsLimitations related to common method variance, response set tendencies and lack of response rate are discussed.Research/practical implicationsThe results emphasize the importance of focusing on passive leadership behaviors in the research field of destructive leadership. From a practical perspective, implications for military organizations are discussed.Originality/ValueSince most of the studies on passive leadership are conducted in civilian settings, the results from this paper contribute with context-specific knowledge about passive leadership in a military setting.
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| 26. |
- Fors Brandebo, Maria, 1979-, et al.
(författare)
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Re-enlistment in the Swedish Armed Forces – individual motives and driving forces
- 2016
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- As many other armed forces, the Swedish Armed Forces (SAF) is having a difficult time recruiting a sufficient number of soldiers. The turn-over rate is high as well as the cost for recruiting and training soldiers, should they leave the SAF immediately (after basic training) or after a shorter period of employment. This has brought attention to the issue of re-enlistment and the need to understand what factors impact soldiers’ willingness to re-enlist to the SAF. The aim of the study is to investigate the motives and driving forces that make soldiers inclined to re-enlist within the SAF. Interviews are conducted with about 20 re-enlisted soldiers from three different units. A grounded-theory approach will be used to analyse the data. At the time of the conference the data analysis will be completed and the results will be presented.
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| 27. |
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| 28. |
- Fors Brandebo, Maria, 1979-, et al.
(författare)
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The impact of constructive and destructive leadership on soldier's job satisfaction
- 2019
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Ingår i: Psychological Reports. - : Sage Publications. - 0033-2941 .- 1558-691X. ; 122:3, s. 1068-1086
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Tidskriftsartikel (refereegranskat)abstract
- The aim of this study was to investigate whether constructive or destructive leadership behaviors are the best predictors of soldiers’ experienced meaningfulness of work and general job satisfaction. Data were collected among 300 employed soldiers using a questionnaire. The questionnaire contained questions about the immediate leader’s constructive and destructive leadership, meaningfulness of work and general job satisfaction. The results show that the constructive leadership factor inspiration and motivation was the best predictor of both experienced meaningfulness of work and general job satisfaction. None of the destructive leadership factors gave a significant contribution to the models although both the passive and active forms of destructive leadership showed a weak to moderate significant, negative correlation with experienced meaningfulness of work and general job satisfaction.
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| 29. |
- Fors Brandebo, Maria, 1979-
(författare)
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Tillit till ledare i riskfyllda kontexter
- 2017. - 1
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Ingår i: Rustad för risk. - Lund : Studentlitteratur AB. - 9789144113838 ; , s. 121-139
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Bokkapitel (övrigt vetenskapligt/konstnärligt)
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| 37. |
- Svensén, Sofia, et al.
(författare)
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Validering av Officersprogrammets urvalsprocess : Steg 2: En kvalitativ studie om utveckling av förmågor och egenskaper hos officerare
- 2018
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Denna undersökning ingår som ett andra steg i en planerad sekvens av studier som syftar till att validera officersprogrammets urvalsprocess. I det första steget identifierades ett antal egenskaper och förmågor som kan antas vara betydelsefulla för officerare för att utföra ett bra arbete, oavsett inom vilken arena officeren verkar. En sammanfattande modell togs fram där egenskaperna och förmågorna indelades i tre kategorier; individuella basegenskaper, interpersonella förmågor och uppgiftsrelaterade förmågor.I det andra steget undersöks dessa egenskaper och förmågors karaktär; är de stabila eller utvecklas de under utbildning eller yrkesutövande? Resultatet visar att de individuella basegenskaperna utvecklas förutsatt en stabil grund liksom de interpersonella förmågorna medan de uppgiftsrelaterade förmågorna huvudsakligen utvecklades över tid, antingen under utbildningen eller som yrkesverksam officer.
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| 38. |
- Österberg, Johan, 1969-, et al.
(författare)
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The Path to Job Satisfaction : Applying the Theory of Purposeful Behavior to Military Conditions
- 2017
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Ingår i: Journal of Defense Resources Management. - Romania. - 2068-9403 .- 2247-6466. ; 8:1, s. 27-42
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Tidskriftsartikel (refereegranskat)abstract
- The aim of this study was to examine the relationships between, on one hand,personality and performance orientation and, on the other, job satisfaction andturnover intentions, using Barrick’s et al. theory of purposeful behavior. Using aquestionnaire, data about job satisfaction, performance orientation and turnover intentions were collected from 300 newly recruited Swedish soldiers. A path analysis gave partial, but not full support to the assumptions behind the theory of purposeful behavior model. No relationships were found between the personality traits of emotional stability and conscientiousness, nor to either performance orientation or directly to job satisfaction. On the other hand, performance orientation showed a consistent relationship to perceived levels of the job characteristics, which mediated the path between the person-related variables and the outcome variables.Performance orientation also showed a strong direct relationship to general job satisfaction, which, in turn, was strongly related to turnover intentions.
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