| 1. |
- Andersson-Stråberg, Teresia, et al.
(författare)
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Att få vad man förtjänar : Rättviseupplevelser i samband med individuell lönesättning.
- 2005
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Ingår i: Arbetsmarknad & Arbetsliv. - 1400-9692. ; 11:2, s. 93-107
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Tidskriftsartikel (övrigt vetenskapligt/konstnärligt)abstract
- I Sverige har individuell lön haft ett påtagligt genombrott inom den offentliga sektorn sedan början av 1990-talet. Den grundläggande tanken är att individuell lön ska leda till ökad arbetsprestation, men för att detta lönesystem ska fungera som styrmedel måste de anställda acceptera kriterierna för fördelningen av lönemedel och uppleva att lönesättningen sker på ett rättvist sätt. Syftet med denna studie är att ta reda på vilka faktorer som kan bidra till individers upplevelser av rättvisa i lönesättningsprocessen. Sammanfattningsvis tyder resultatet på att det är arbetsklimat (t ex återkoppling på arbetsresultat) och lönefaktorer (t ex kännedom om lönekriterier och jämställdhet i lönefrågor) som har störst betydelse. Däremot tycks bakgrundsfaktorer och personlighet vara av marginell betydelse för individers upplevelser av lönerättvisa.
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| 2. |
- Andersson-Stråberg, Teresia, 1971-, et al.
(författare)
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Attitudes towards individualized pay among human service workers in the public sector
- 2005. - 1
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Ingår i: Change and quality in human service work. - Munich : Rainer Hampp Verlag. - 3879889155 ; , s. 67-82
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- The work climate has gone through immense changes during the recent decades, due to industrial reformation, economic recessions, technical advancements, and an increased global competition (Howard, 1995). The so-called New Public Management movement has inspired many European countries and has among other things led to changes in the way that wages are distributed (Pfeffer, 1997; Wikman, 2001). Wage distribution systems partly based on individual performance are increasingly taking over traditional wage distribution systems in many organizations in Europe (OECD, 1995). Employers appear to have great expectations that individualized performance-based wages will bring about higher employee motivation and performance etc (Lawler, 1991). The aim of this study is to investigate attitudes towards individualized pay among human service workers in the public sector and try to identify some of the factors behind their attitudes. Questionnaire data show that employees with the most positive attitudes towards individualized pay already had part of their salary based on performance. A person’s attitude towards individualized pay also seems to be positively related to perceived workload and mental health complaints. Older employees and employees with longer tenure reported the most negative attitudes towards individualized performance based wages. This study contributes to a better understanding of some of the factors underlying attitudes towards individually based wages among human service employees.
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| 3. |
- Andersson-Stråberg, Teresia, 1971-, et al.
(författare)
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Perceptions of justice in connection with individualized pay setting
- 2007
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Ingår i: Economic and Industrial Democracy. - Uppsala : Sage Publications. - 0143-831X .- 1461-7099. ; 28:3, s. 431-464
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Tidskriftsartikel (refereegranskat)abstract
- Individualized pay is typically assumed to enhance employee work motivation, but a precondition for such beneficial effects is that employees perceive the pay-setting process to be fair. The aim of this study is to contribute to the understanding of the nature, determinants and consequences of pay justice. Questionnaire data, obtained from a Swedish nationally representative sample of nurses, provided support for distinguishing between distributive, procedural, interpersonal and informational justice. The results also showed that perceptions of pay justice were predicted by both work climate variables and factors related to the pay-setting procedure, even after controlling for demographic characteristics. Although pay justice had only marginal effects on employee work attitudes and behaviour when demographics, work climate and pay-related factors had been taken into account, justice was found to be an important goal in itself, given that a prerequisite for the success of any pay system is that it is perceived as fair.
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| 4. |
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| 5. |
- Aronsson, Gunnar, et al.
(författare)
-
Arbets- och organisationspsykologi : Individ och organisation i samspel
- 2012. - 1
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Bok (övrigt vetenskapligt/konstnärligt)abstract
- Boken anlägger ett brett perspektiv på individen i arbetslivet som spänner över både arbets- och organisationspsykologi. Författarna tar upp de ramar som modernt arbetsliv skapar och hur individen rör sig innanför dessa. De beskriver arbetets roll i livet, samspelet på arbetsplatsen och vilken betydelse det kan ha för individen. Likaså behandlas fenomen som organisationsförändringar, ledarskap och motivation. Författarna har en gedigen erfarenhet av undervisning och forskning inom ämnet vilket gör boken både pedagogiskt upplagd och uppdaterad inom de senaste rönen. Boken är skriven för studerande i psykologi och beteendevetenskapliga utbildningar samt i företagsekonomi med organisationsinriktning. Boken är även lämplig för HR-specialister, chefer och andra med intresse av hur samspelet mellan individ och organisation bidrar till att skapa hållbara arbetsvillkor och effektiva organisationer.
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| 6. |
- Astvik, Wanja, et al.
(författare)
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A comparative study of how social workers' voice and silence strategies relate to organisational resources, attitudes and well-being at work
- 2021
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Ingår i: Journal of Social Work. - : SAGE Publications. - 1468-0173 .- 1741-296X. ; 21:2, s. 206-224
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Tidskriftsartikel (refereegranskat)abstract
- This study sets out to investigate the potential differences between social workers using voice- or silence strategies in their experience of organisational resources, attitudes and health, and whether social workers moving between strategies (voice or silence) over time have a different experience of the same outcomes than those who stay with the same strategy group. The participating social workers (n = 1356) responded to two web-based questionnaires over a one-year period. Findings The results show that voice strategies are related to the experience of more positive organisational resources, more positive attitudes (greater job satisfaction and organisational commitment, but lower intention to exit) and more positive health (greater recovery, but less emotional exhaustion and stress symptoms) than those using silence strategies. The results also show that moving from silence to voice is related to the experience of increased organisational resources, more positive attitudes and more positive health at T2, while those moving from voice to silence reported the opposite. Applications The longitudinal approach applied in this study adds empirical evidence of the relationship between voice/silence and work-related attitudes, as well as health and well-being. The close relationship between organisational resources, employee voice behaviour and related individual outcomes regarding attitudes and health imply that Human Resources (HR) management has a lot to gain by developing and securing a voice-friendly and considerate climate in their organisations.
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| 7. |
- Berntson, Erik, et al.
(författare)
-
Enkätmetodik
- 2016
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Bok (övrigt vetenskapligt/konstnärligt)abstract
- Enkätmetodik ger såväl teoretisk som praktisk kunskap om enkätundersökningar från att identifiera ett problem och formulera lämpliga frågor, till att analysera och tolka resultatet. Boken har ett evidensbaserat perspektiv där läsaren får lära sig olika verktyg som bidrar till undersökningens tillförlitlighet.Fokus ligger på metodiken, som förklaras och sätts in i sitt sammanhang med hjälp av många exempel, faktarutor och tydliga beskrivningar. Läsaren får således god förståelse för centrala områden såsom mätteori, reliabilitet, validitet och faktoranalys.
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| 8. |
- Berntson, Erik, et al.
(författare)
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The relationship between self-efficacy and employability.
- 2006
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Ingår i: The 7th Conference of the European Academy of Occupational Health Psychology.
-
Konferensbidrag (populärvet., debatt m.m.)abstract
- Several researchers have emphasized that the labour market is being restructured and characterized by more frequently occurring organizational changes. In this sense, it has also been maintained that employability is a gradually more important asset for individuals in contemporary working life. It has been argued that the modern way of job security should be seen in the light of employability, the so called employability security, where security comes from the feeling of being able to get a new job rather than from the feeling of maintaining the current employment position.Employability is defined as an individual’s perception of his or her possibilities of getting new employment. Feeling employable thus reflects the perception of having great possibilities to get a new job, if necessary. In earlier research employability has been described as a concept depending on individual assets as well as contextual prerequisites. For instance, Fugate, Kinicki and Ashforth (2004) argued that employability is comprised of three distinct dimensions, one motivational component, one component reflecting adaptability and a third component formed by the human and social capital. Berntson, Sverke and Marklund (in press), on the other hand, argued that employability also shall be seen in the light of the context of the individual. Thus, national economic situation as well as local labour markets are important predictors of an individual’s employability.Although the concept of employability has been argued to be dependent on individual assets, few or no studies have been made to investigate if employability is something else than a dispositional characteristic such as efficacy beliefs. It is important to know if employability shall be viewed as a dispositional factor or if it shall be seen as something apart from dispositional traits when it comes to reinforcing employability. The first aim of the present study is to investigate if employability is a concept distinct from self-efficacy. It is however also of importance to investigate if employability gives rise to efficacy beliefs or if it is feelings of efficacy that influence the levels of employability. A second aim, therefore, is to investigate if self-efficacy affects employability or the other way around.Questionnaire data is being used comprising white-collar workers in a Swedish organization. The results of the initial confirmatory factor analysis (on Wave 1 data) indicate that employability is distinct from self-efficacy. Longitudinal data are being collected with the specific aim of performing a cross-lagged analysis. However, the cross-sectional data imply that the two concepts are positively correlated, indicating that individuals experiencing high levels of self-efficacy also report higher levels of employability.
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| 9. |
- De Cuyper, Nele, et al.
(författare)
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Felt Job Insecurity and Union Membership : the Case of Temporary Workers
- 2014
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Ingår i: Drustvena istrazivanja: Journal for General Social Issues. - : Institute of Social Sciences Ivo Pilar. - 1330-0288. ; 23:4, s. 577-591
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Tidskriftsartikel (refereegranskat)abstract
- The present study investigates the relationship between felt jobinsecurity and union membership accounting for potential differencesbetween temporary and permanent workers. Consistentwith the idea that felt job insecurity leads workers to seek socialprotection from the unions, and with earlier studies, we hypothesizea positive relationship between felt job insecurity and unionmembership (Hypothesis 1). Furthermore, we argue that thisrelationship may be stronger among temporary compared withpermanent workers (Hypothesis 2): insecure temporary workersare in a situation of 'double vulnerability', hence they have strongmotives for unionization. Hypotheses are tested in a cross--sectional sample of 560 Flemish (Dutch-speaking part ofBelgium) workers. Our results were as follows: the relationshipbetween felt job insecurity and union membership was not significant.The interaction term between contract type and felt jobinsecurity was significantly related to union membership: the relationship between felt job insecurity and union membership waspositive among temporary workers, but not among permanentworkers. This pattern of results may inspire unions to target futurerecruitment strategies on temporary workers. A route for futureresearch could be to test our hypotheses also longitudinally.
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| 10. |
- De Witte, Hans, et al.
(författare)
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Associations between quantitative and qualitative job insecurity and well-being : A Test in Belgian banks
- 2010
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Ingår i: International Studies of Management and Organization. - 0020-8825 .- 1558-0911. ; 40:1, s. 40-56
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Tidskriftsartikel (refereegranskat)abstract
- Most studies on the relationship between job insecurity and well-being have focused on the effects of employees’ overall concerns about the continued existence of the job as such (quantitative job insecurity). Comparatively little research has examined perceived threats to valued job features (qualitative job insecurity). The overall aim of this study was to investigate the relative strength of associations of quantitative and qualitative job insecurity with job-related (job satisfaction and burnout) and general (psychological distress and psychosomatic complaints) well-being, and health-related behavior (absence and medical consultation). Controlling for socio-demographics, negative affectivity and job characteristics, these relationships were tested in a sample of 7,146 Belgian employees from the banking sector. The results suggest that both quantitative and qualitative job insecurity are important stressors.
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| 11. |
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| 12. |
- De Witte, Hans, et al.
(författare)
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Job Insecurity, Union Support and Intentions to Resign Membership : A Psychological Contract Perspective
- 2008
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Ingår i: European journal of industrial relations. - : SAGE Publications. - 0959-6801 .- 1461-7129. ; 14:1, s. 85-103
-
Tidskriftsartikel (refereegranskat)abstract
- This article uses psychological contract theory to explore the consequences of job insecurity among union members. We hypothesize that the perception of job insecurity will correlate with a lower level of perceived union support and a higher intention to resign union membership. We also test whether the relationship between job insecurity and membership turnover is mediated by (a lack of) perceived union support. In Belgium, Italy and the Netherlands, an association is found between job insecurity and a reduction in perceived union support, and between job insecurity and the intention to resign membership; this association is also fully mediated by (a lack of) perceived union support. None of these hypotheses are corroborated in Sweden. We discuss implications of these findings for future research and for unions in Europe.
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| 13. |
- 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
-
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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| 14. |
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Ett gränslöst arbetsliv : temanummer till Gunnar Aronsson
- 2013
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Samlingsverk (redaktörskap) (refereegranskat)abstract
- Genom detta temanummer i Arbetsmarknad & Arbetsliv vill vi uppmärksamma den forskning och det arbete för svenskt arbetsliv som professor Gunnar Aronsson har bedrivit under sin långa verksamhet som forskare. Under sina anställningar vid Psykologiska institutionen på Stockholms universitet och på Arbetslivsinstitutet har Gunnar kommit att bli en av de absoluta centralfigurerna inom svensk arbetslivsforskning. Han har på ett högst påtagligt sätt själv bedrivit, medverkat i och inspirerat till forskning som på många viktiga sätt bidragit till att utveckla förståelsen av arbetsvillkor, arbetsmiljöns betydelse för de anställdas hälsa och välbefinnande samt vad arbetslivets förändring betyder för personer på arbetsmarknaden.Som tema för detta numer har vi valt ”Ett gränslöst arbetsliv”. Gränslöst arbete är ett tema i forskningen som Gunnar bedrivit i samarbete med en lång rad prominenta kolleger och som bland annat resulterat i två böcker (Allvin m fl 2006, 2011). I det fallet har gränslöshet handlat om hur avregleringen av arbetet när det gäller tid, rum och innehåll gjort arbetet mer otydligt. Men gränslöshet kan också appliceras på en enskild persons – i detta fall Gunnar Aronssons – arbetsliv. Det är i högsta grad gränslöst i dessa aspekter. När det gäller Gunnars gränslösa arbetsliv kan vi, i termer av tid, konstatera att det i hans fall inte finns någon åldersgräns för hur länge man kan vara produktiv och bidra till arbetslivsforskningen. När det gäller den rumsliga dimensionen har Gunnar gjort gränsöverskridande insatser på både Stockholms universitet och Arbetslivsinstitutet men också genom samarbete med kolleger på andra platser. Innehållsligt sett har Gunnar Aronsson svept över en mängd olika teman men trots denna gränslöshet finns ändå en gemensam nämnare – att göra arbetslivet till en så bra plats som möjligt för den anställde.Med detta temanummer har vi haft som ambition att särskilt belysa några teman i Gunnar Aronssons forskning. Vi har bjudit in en mängd författarkonstellationer, med tidigare och nuvarande samarbeten och kopplingar till Gunnar, att efter sedvanligt granskningsförfarande medverka till temanumret. Många forskare har bidragit till artiklarna vilket illustrerar omfattningen av det sociala kontaktnät som omger Gunnar Aronsson. De som skrivit de olika artiklarna har alla på olika sätt samarbetat med Gunnar genom åren, som handledare för hans doktorsavhandling, som kolleger och som doktorander. I varje artikel finns en not som klargör forskarnas samarbete med Gunnar Aronsson.
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| 15. |
- Falkenberg, Helena, et al.
(författare)
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Anställdas syn på lön, motivation och prestation : En undersökning av lönesättning i privat sektor
- 2018
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Lönesättningen i privat sektor sker med olika grad av koppling till den individuellaprestationen. Vissa avtal ger inget eller endast begränsat utrymme för verksamhets- ochindividnära lönesättning. I andra avtal ges stort utrymme, som i varierande gradanvänds av företagen för att koppla samman lön och arbetsresultat. Generellt setthar tjänstemännens avtal betydligt större utrymme för verksamhets- och individnäralönesättning än de avtal som LO-förbunden träffar.Syftet med den här rapporten är att undersöka hur anställda i privat sektor, såväl tjänstemän som arbetare, upplever lönesättningen samt att bidra till ökad kunskap om lönens och lönesättningens betydelse för motivation och prestation i arbetet. Någon motsvarande studie av lönesättningen inom privat sektor har inte tidigare gjorts i Sverige. I rapporten beskrivs de anställdas erfarenheter av och uppfattningarom hur deras lön sätts. Här undersöks också hur lön och lönesättning hänger sammanmed motivation och prestation i arbetet. Även andra faktorer – såsom legitimitet ilönesättningen (det vill säga upplevelsen av om lönen sätts på ett sätt som upplevsrättvist), arbetsklimat och personlighet – undersöks i relation till motivation ochprestation.Rapportens resultat baseras på en enkätundersökning som genomfördesår 2016 bland ett nationellt representativt urval av anställda i åldern 20–65 år som arbetade inom fem sektorer: bygg och installation, handel och besöksnäring, industri, service och tjänster samt transport.Undersökningen visar att färre än hälften hade haft lönesamtal under det senaste året. Av de som hade haft lönesamtal var det ungefär en tredjedel som inte hade förstått hur chefen hade bedömt deras arbetsinsats. Ungefär 40 procent av samtliga svarande angavatt de inte kände till vilka kriterier deras lön baseras på. Av de som kände till lönekriteriernavar det cirka två tredjedelar som ansåg att lönekriterierna följdes. Resultatenvisar att det fanns en stor variation mellan sektorerna när det gäller erfarenheter avoch uppfattningar om hur lönesättningen går till.De flesta ansåg att det fanns skillnader i arbetsprestation mellan anställda med likvärdigaarbetsuppgifter och att skillnader i prestation borde ge skillnad i lön. Närmare60 procent trodde att individuell lönesättning kunde gynna den egna löneutvecklingen.En sådan positiv förväntan var vanligare bland personer med högre lön och bland män.Däremot var det omkring 40 procent som ansåg att löneskillnader mellan anställdamed likvärdig befattning kunde påverka verksamheten i en negativ riktning, medanomkring 40 procent ansåg att sådana skillnader var bra för verksamheten och20 procent inte hade någon åsikt i frågan.Anställda som upplevde att den egna lönen i stor eller ganska stor utsträckning varbaserad på deras arbetsutförande var mer nöjda med sin lön än de som inte upplevdeatt lönen var kopplad till prestation. Kvinnor hade en lägre lönetillfredsställelse änmän och rapporterade även generellt något lägre upplevd grad av jämställdhet i lönesättningenän män, oavsett sektor. Graden av legitimitet i lönesättningen (mätt med fyra dimensioner av lönerättvisa) var överlag måttlig till god, men varierade mellan sektorerna. Nivåerna i upplevd rättvisa i lönesättningen var generellt sett högre bland anställda som tyckte att lönekriterierna följdes, som hade haft lönesamtal, som förstodhur chefen hade bedömt deras arbetsinsats och som fick högre grad av återkopplingpå hur de utförde sitt arbete. Chefer rapporterade en högre grad av lönerättvisa jämfört med anställda utan chefsansvar.Undersökningen visar att lönen som sådan tycks ha viss betydelse för arbetsmotivationoch arbetsprestation. När hänsyn togs till andra faktorer visade sig olika upplevelser avhur lönesättningen går till, såsom förtroende för chefens bedömning och upplevelser avrättvisa, vara viktigare än lönen i sig. Arbetsklimat, i termer av sådant som autonomii arbetet och tydliga mål, var det område som hade störst betydelse för både motivationoch prestation. Personlighet hade betydelse för arbetsprestationen, men var inte särskiltbetydelsefullt för arbetsmotivationen.Undersökningen visar att det finns behov av att arbeta med hur lönesättningen gårtill inom privat sektor om avsikten är att använda lönesättningen för att motivera ochöka de anställdas prestation i arbetet. Även om lönenivån som sådan har viss betydelseför de anställdas arbetsmotivation och arbetsprestation, har upplevelser av hur lönesättningen genomförs, legitimitet i lönesättningen och arbetsklimatet större betydelse. Chefer kan beskrivas som bärare av lönesystemet och har ett ansvar för att skapatransparens avseende hur lönekriterier används och hur anställdas arbetsutförande bedöms, liksom för att forma de anställdas arbetsklimat.Sammanfattningsvis visar undersökningen att när lönesättningen fungerar på ett sätt som de anställda upplever som legitimt finns det förutsättningar för att lön och lönesättning kan bidra till ökad motivation och prestation – och därmed även till verksamhetens utveckling. Resultaten antyder att det är viktigt att integrera lönesättningen med andra åtgärder – såsom att främja arbetsklimatet – för att förbättraverksamheten. Lön och lönesättning utgör ett verktyg bland flera i utvecklingen avmedarbetare och företag.
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| 16. |
- Falkenberg, Helena, et al.
(författare)
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Pay justice attention! A systematic literature review of antecedents and consquences of pay justice
- 2019
-
Ingår i: Abstract Book of the 19th European Association of Work and Organizational Psychology Congress. ; , s. 1149-1149
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Purpose: Employee perceptions of pay as fair have been suggested to be important for motivation and performance. This circumstance, together with an increase in pay-systems where annual pay raises in part are based on employees’ performance, has directed attention to the justice of pay. The aim of this systematic literature review was to describe research focusing on (1) what contributes to perceptions of pay justice and (2) the potential consequences of pay justice.Methodology: Literature search in large databases were performed. Major search terms were “pay justice” and” pay-related justice”, supplemented with searches of concepts that emerged as important such as “performance evaluation” and “feedback”. Priority was given to studies published in the year 2000 and later.Results: In terms of predictors, performance assessments, knowledge of pay-setting criteria, feedback, performance appraisal and the supervisor´s ability to fulfil the requirements as pay-setters, were important for employee perceptions of pay justice. Consequences of pay justice were less studied but a positive relation with pay satisfaction was reported.Limitations: The literature search was done on pay justice specifically. This means that studies focusing on organizational justice were generally not included, even if such studies could include pay.Research/Practical Implications: The results provide insights regarding how different aspects of the pay-setting process relate to pay justice and indicate that less is known about the consequences of pay justice.Originality/Value: Although several reviews and meta-analyses concerning organizational justice in general exists, to our knowledge, this is the first review focusing on pay justice specifically.
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| 17. |
- Goslinga, Sjoerd, et al.
(författare)
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The Role of Union Support in Coping With Job Insecurity: A Study Among Union Members from Three European Countries
- 2005
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Ingår i: SA Journal of Industrial Psychology. - 0258-5200. ; 31:4, s. 72-78
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Tidskriftsartikel (refereegranskat)abstract
- The present study examines the potential moderating role of union support in the relationship between job insecurity and work-related attitudes and well-being of unionised employees. Survey data collected among union members from three European countries (The Netherlands, Italy and Sweden) indicate that job insecurity is associated with reduced levels of job satisfaction, well-being and organisational commitment. Contrary to expectations, union support moderated neither the effect of job insecurity on job satisfaction nor its effect on wellbeing. However, in two countries a moderating effect of union support on relation between the job insecurity and organisational commitment was found.
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| 18. |
- Hansen, Niklas, et al.
(författare)
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Vilka konsekvenser har individuella lönefaktorer och facklig lönepolitik för medlemmarnas inställning till facket?
- 2009
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Ingår i: Abstracts. ; , s. 8-8
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Förskjutningen från kollektiva till individuella lösningar har satt press på de svenska fackförbunden att ändra inriktning för att försöka vända en utveckling med vikande medlemstal. Som ett sätt att bemöta denna utmaning har facken bytt strategi i bland annat lönefrågan, där individuella resultatbaserade löner har kommit att bli en allt centralare del av fackens lönepolitik. Syftet med denna studie är därför att studera vilken betydelse individuella lönefaktorer och facklig lönepolitik har för medlemmarnas inställning till facket i form av fackliga attityder (facklig tillfredsställelse, facklig identifikation) och beteenden (intention till fackligt deltagande, faktiskt fackligt deltagande). Studien baseras på en enkätundersökning till medlemmar i Kommunal och Vårdförbundet. Resultaten tyder överlag på att identifikation med fackets lönepolitik och upplevd rättvisa i lönepolitiken var de överlägset viktigaste incitamenten för inställningen till facket, även om de individuella lönefaktorerna också var av stor betydelse. Men medan den förda lönepolitiken generellt sett förklarade mer av medlemmarnas positiva inställning till Kommunal jämfört med Vårdförbundet var individuella lönefaktorer viktigare för Vårdförbundets medlemmar jämfört med Kommunals för såväl tillfredsställelsen som identifikationen med facket liksom för det faktiska fackliga deltagandet. För att få mer aktiva medlemmar är en praktisk implikation för facket att i högre utsträckning fånga upp medlemmarnas upplevelser av orättvisor och kränkningar i samband med den individuella lönesättningsprocessen.
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| 19. |
- Hellgren, Johnny, et al.
(författare)
-
A validation of a two-dimensional job insecurity scale in South Africa and Sweden
- 2007
-
Konferensbidrag (refereegranskat)abstract
- The issue of job insecurity has received growing recognition in connection with increased unemployment and the use of large workforce reductions to improve organizational effectiveness and competitive ability. Given this, job insecurity has emerged as an important stressor in modern working life, and perceptions of job insecurity have consequently been found to correlate negatively with job and organizational attitudes as well as mental and physical health complaints. Research has traditionally focused on threats of imminent job loss, but several researchers and commentators have argued for a broadening of the concept to also include threats of deteriorated employment conditions. Even if measures of the construct are available, measurement properties in terms of reliability, factor structure, and predictive validity are far from clear. The purpose of this study is to address this issue by validating a two dimensional job insecurity scale using confirmatory factor analysis. The first dimension, “quantitative job insecurity” focuses on an overall concern about losing the job as such, whereas the second dimension “qualitative job insecurity” relates to the loss of important job features such as, lack of career opportunities, decreasing salary development, and impaired working conditions. The two dimensions may also relate different to outcomes in terms of relationships as well as magnitude of the relationship. Data for the study are currently being collected in South Africa and Sweden. The results of multi-group confirmatory factor analysis will reveal if the estimated two-dimensional measurement models holds true in both South Africa and Sweden. The results will also show if the job insecurity measure correlates satisfactorily with theoretically derived correlates. The results will stress the importance of developing valid measurement scales in order to satisfactorily estimate the relationships between job insecurity and its postulated outcomes.
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| 20. |
- Hellgren, Johnny, et al.
(författare)
-
Bäst arbetsklimat på sjukhus som bolagiserats eller privatiserats.
- 2006
-
Ingår i: Läkartidningen. ; 26-27:103, s. 2040-2044
-
Tidskriftsartikel (övrigt vetenskapligt/konstnärligt)abstract
- In an attempt to make hospitals more cost effective and improving the quality of medical care, privatization of Swedish hospitals have become more frequent during the past decade. There is a need for knowledge about psychological effects of privatization on health care personnel. We investigated physicians’ perception of their work environment in three hospitals with different forms of ownership — from traditional public administration to for-profit private stock company. The results point towards certain advantages of privatized hospitals. Physicians at the privatized hospital included in the study perceived their work environment in some respects as more positive than did the physicians at the non-privatized hospitals.
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| 21. |
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| 22. |
- Hellgren, Johnny, et al.
(författare)
-
Does Pay for Performance Increase Employee Motivation and Performance? Results from a Longitudinal Study in a Swedish Industrial Company
- 2018
-
Ingår i: Book of proceedings 13th Conference of the European Academy of Occupational Health Psychology. - Nottingham : European Academy of Occupational Health Psychology. - 9780992878641 ; , s. 329-329
-
Konferensbidrag (refereegranskat)abstract
- The private sector in Sweden as well as other industrial countries is rapidly moving towards more performance-oriented pay systems in order to increase employees’ work motivation. In the research literature there has been a long lasting debate on whether pay for performance increases or decreases motivation, especially in relation to intrinsic motivation (the crowding-out effect), and scholars are still debating the effects of pay-for-performance systems on employee motivation and performance. The overall aim of this study is to contribute to an increased understanding of how pay relates to employee motivation and performance within the context of a pay-for-performance system. More specifically, drawing on self-determination theory (SDT) and goal setting theory this study investigates how psychological needs (autonomy and feedback), goal setting (goal clarity), pay level and performance-based pay raise (assessed at Time 1) relate to subsequent motivation (intrinsic and extrinsic) as well as self-rated and supervisor-rated performance (assessed at Time 2), after controlling for demographic factors (age and sex). Questionnaire data was collected in 2015 and 2016 among all employees in a private Swedish industrial company (N=512, response rate approximately 40 percent). This was supplemented with register data on monthly pay level and individual pay raise along with performance ratings from their pay-setting managers. The findings indicate that pay for performance may have a positive impact on employee motivation and performance but that psychological need satisfaction and goal-setting seem to be crucial for both motivation and job performance. The study gives an input to the pay-motivation-performance puzzle with implications for managers and organisations.
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| 23. |
- Hellgren, Johnny, et al.
(författare)
-
Lön, motivation och prestation : Psykologiska perspektiv på verksamhetsnära lönesättning
- 2017
-
Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Individuell lönesättning, med en tydligare uttalad koppling mellan anställdas arbetsutförande och lön, har blivit ett allt vanligare inslag i verksamheter. Ett grundläggande antagande som ligger bakom denna utveckling är att lön och löneutveckling är motiverande för individen och därmed bidrar till bra arbetsprestationer och god verksamhetsutveckling. Ett annat grundantagande är att lön och lönesystem kan dra till sig individer som är attraktiva för organisationen samt att lönesystemet ger organisationen möjligheter att premiera och därmed behålla de individer som bidrar till verksamheten.
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| 24. |
- Hellgren, Johnny, et al.
(författare)
-
Lön, motivation och prestation : Psykologiska perspektiv på verksamhetsnära lönesättning
- 2017
-
Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Företags- och medarbetarnära lönebildning blir allt vanligare. Den utvecklingen baseras på antaganden om att lön och löneutveckling bidrar till ökad motivation och goda arbetsprestationer, och att den gör det lättare för arbetsgivare att rekrytera och behålla attraktiva medarbetare. En tydligare uttalad koppling mellan anställdas arbetsutförande och lön antas alltså bidra till att verksamheten utvecklas. Samtidigt är lön en av flera olika faktorer som kan bidra till ökad motivation hos medarbetare och det finns andra faktorer än lön som kan ha större betydelse för motivationen. En förutsättning för att lön ska fungera som en motivationsfaktor är att lönesättningen upplevs som legitim och rättvis. Men för att nå dit behövs det kunskap om de psykologiska mekanismerna som ligger bakom upplevelser av legitimitet, liksom om hur lön och lönesättning hänger samman med motivation och prestation i arbetet.
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| 25. |
- Hellgren, Johnny, et al.
(författare)
-
Meta-Analysis on Job Insecurity and its Outcomes : An Extension of Previous Knowledge
- 2017
-
Ingår i: European Association for Work & Organizational Psychology 2017. May 17-20, 2017, Dublin, Ireland..
-
Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Purpose: Job insecurity has been recognized as a predominant work stressor in work environment research for the past thirty years. Thus far, two meta-analyses have been published on the consequences of job insecurity for individual and organizational outcomes. However, these meta-analyses were published in 2002 and 2008 and contain only a few broad outcomes. Since then, the amount of published job insecurity studies have increased substantially, investigating a wider range of outcomes. The aim of the present meta-analysis was to extend previous knowledge by investigating the effects of job insecurity on a broader spectrum of outcomes than the previous meta-analyses have done.Design/Methodology: Literature searches with the search terms “job insecurity”, “job uncertainty”, “job security”, and “job security satisfaction” in relevant databases during the time period 1980─2016 resulted in 523 peer-reviewed papers published. The outcome variables were divided in to three thematic categories: work related attitudes and behaviors, mental and physical health, and life outside work.Results: The results suggest that job insecurity has a substantial and negative impact on the wide range of outcomes included.Limitations: The study cannot address the question of direction (causality) of the relationships presented and did not control for potential confounding variables.Research/Practical implications: Job insecurity is demonstrated to have strong, negative effects on organizational performance and individual health and well-being as well as for life outside work.Originality/Value: Adding to previous knowledge, this study both broadens and deepens the understanding of the negative consequences associated with job insecurity.
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| 26. |
- Hellgren, Johnny, et al.
(författare)
-
Money money money must be motivating and enhance performance? Results from a longitudinal study in a Swedish industrial company
- 2019
-
Ingår i: Abstract Book of the 19th European Association of Work and Organizational Psychology Congress. ; , s. 1258-1258
-
Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- The private sector in Sweden is rapidly moving towards more performance-oriented pay systems in order to increase employees’ work motivation. In the research literature there has been a long lasting debate on whether pay for performance increases or decreases motivation, especially in relation to intrinsic motivation (the crowding-out effect), and scholars are still debating the effects of pay-for-performance systems on employee motivation and performance. The overall aim of this study is to contribute to an increased understanding of how pay relates to employee motivation and performance within the context of a pay-for-performance system. More specifically, drawing on self determination theory (SDT) and goal setting theory this study investigates how psychological needs (autonomy and feedback), goal setting (goal clarity), pay level and performance-based pay raise (assessed at Time 1) relate to subsequent motivation (intrinsic and extrinsic) as well as self-rated and supervisor-rated performance (assessed at Time 2), after controlling for demographic factors (age and sex). Questionnaire data was collected in 2015 and 2016 among all employees in a private Swedish industrial company (N=512, response rate approximately 40 percent). This was supplemented with register data on monthly pay level and individual pay raise along with performance ratings from their pay-setting managers. The findings indicate that pay for performance may have a positive impact on employee motivation and performance but that psychological need satisfaction and goal-setting also seems to be crucial for motivation and job performance. The study gives an input to the pay-motivation-performance puzzle with implications for managers and organizations.
|
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| 27. |
- Hellgren, Johnny, et al.
(författare)
-
New deamnds and challenges in salaried employees’ work situation.
- 2006
-
Ingår i: The 7th Conference of the European Academy of Occupational Health Psychology.
-
Konferensbidrag (populärvet., debatt m.m.)abstract
- This study investigates the importance of these new potential stressors above and beyond more traditional role characteristics, for employee well-being and motivation. More specifically, the purpose of this study is to investigate the relative importance of demographics, role characteristics, and work stressors related to the new working life for salaried employees’ experiences of health and motivation.The empirical data for this study was collected by means of a questionnaire administered salaried employees working in administrative and teaching jobs in the service-sector in Sweden. Out of a total of 1178 questionnaires 836 were returned to the research team (71%). The respondents’ mean age was 50 years (SD = 10) with an average tenure of 17 years (SD = 13), and 74 percent of the sample was female.Preliminary results indicate that stressors related to vaguely defined tasks and unclear work goals are important contributions to the salaried employees’ perceived health and well-being above and beyond more traditional role stressors like role overload, role ambiguity and role conflict. Similar results were also obtained for work attitudes and motivation. These results are in line with the notion that greater demands on employees to be independent and effective, along with increased autonomy, may result in a generally more demanding work situation if the work tasks and their goals are vaguely defined and blurred in terms of the output or results.
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| 28. |
- Hellgren, Johnny, et al.
(författare)
-
Physicians’ work climate at three hospitals under different types of ownership
- 2005
-
Ingår i: Change and Quality in Human Service Work. - München : Rainer Hampp. - 3879889155 ; , s. 47-65
-
Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- In an attempt to make hospitals more cost effective and improving the quality of medical care, privatization of Swedish hospitals have become more frequent during the past decade. There is a need for knowledge about psychological effects of privatization on health care personnel. We investigated physicians' perception of their work environment in three hospitals with different forms of ownership - from traditional public administration to for-profit private stock company. The results point towards certain advantages of privatized hospitals. Physicians at the privatized hospital included in the study perceived their work environment in some respects as more positive than did the physicians at the non-privatized hospitals.
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| 29. |
- Hellgren, Johnny, et al.
(författare)
-
Psychosocial risk assessment and prevention in Sweden
- 2013
-
Ingår i: International Yearbook on Psychosocial Risk Prevention and Quality of Life at Work. - : Secretary of Labour Health and Environment UGT-CEC. ; , s. 171-192
-
Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- Modern working life involves higher demands on individual responsibility, blurrier lines between work and private life, increasing flexibility as regards the scheduling of work hours including a high variability from week-to-week or day-today, temporary employment contracts and job insecurity, and unstable organizational conditions. This development has raised concerns regarding job-related stress in Sweden, as well as in other countries, and underscored the need to create sustainable psychosocial work conditions for economic competitiveness and occupational health and safety. This chapter aims to provide an overview of psychosocial risk factors characterizing the contemporary Swedish working life, to describe the institutional frameworks that regulate work environment issues, and to describe how various actors work to prevent psychosocial risk factors. The following section outlines work environment trends and the Swedish system in terms of legislation, various actors on the labor market and so on. Drawing on this, we highlight four sets of psychosocial risk factors (flexible work, working hours, new demands at work, and organizational restructuring) before describing activities related to prevention, health promotion at work and healthy work practices.
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| 30. |
|
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| 31. |
- Hellgren, Johnny, et al.
(författare)
-
The union side of downsizing : Investigating members’ union attitudes.
- 2005
-
Ingår i: Job insecurity and trade union participation in Europe. - : Ashgate, Aldershot. ; , s. 117-135
-
Bokkapitel (refereegranskat)abstract
- Downsizing is a topic that has received growing recognition along with the increased flexibility of the labor market, and numerous studies show strong negative reactions among the survivors. However, whereas the bulk of research suggests that downsizing may impair employees' well-being, attitudes toward the organization, and performance less is known about how employees perceive their union in the downsizing process Indeed, numerous institutions are likely to have an influence over how layoffs are being carried through - among them unions - and it could readily be assumed that employees in downsizing organizations will evaluate the role played by these different actors. For instance, employees who perceive that their union treats the members in a just and fair way and is capable of representing their interests are likely to express positive attitudes toward their union. In contrast, members' union attitudes could be expected to become more negative if the performance of the union is evaluated in a less favorable way.
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| 32. |
- Hellgren, Johnny, et al.
(författare)
-
There’s more to the picture than meets the eye : A comparison of downsizing survivors with changed and unchanged job content.
- 2005
-
Ingår i: SA Journal of Industrial Psychology. - 0258-5200. ; 31:4, s. 87-93
-
Tidskriftsartikel (refereegranskat)abstract
- Organizational downsizing, in the form of permanent layoffs and offers of early retirement, has become a frequently used strategy. Previous research has identified work attitudes and well-being of survivors as critical for obtaining the anticipated beneficial outcomes, but knowledge is limited regarding the effects of downsizing on different types of survivors. Drawing upon theories on organizational attachment and well-being, the aim of this study was to examine the effects of downsizing on employee attitudes and well-being by comparing survivors who had their work situation changed as a function of the downsizing process with survivors whose situation remained unaffected. Longitudinal questionnaire data were obtained during the course of downsizing. The results show that survivors with a changed work situation reported higher levels of role stress, less favorable job attitudes and more health complaints as compared to survivors who did not have their work situation changed. These findings are important in order to better understand and counteract negative reactions following organizational downsizing.
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| 33. |
- Hellgren, Johnny, et al.
(författare)
-
Turnover as a response to job insecurity: The moderating effect of employability.
- 2006
-
Ingår i: The Sixth Conference on Psychology and Health.
-
Konferensbidrag (populärvet., debatt m.m.)abstract
- Previous research has identified a link between job insecurity perceptions and turnover intentions among employees. It has also been suggested that in times of turmoil and insecurity in the organization, employees who perceive themselves as employable are more prone to voluntarily leave the organization as compared to employees perceiving themselves as less employable and attractive on the labor market. Along this line it has also been proposed that the individuals most attractive on the labor market are often key-persons that the organization want to keep, and consequently, the organization may suffer if employable employees leave the organization. The purpose of this study is to investigate the effects of job insecurity perceptions on two different types of turnover intentions, namely organizational turnover and occupational turnover. Secondly, this study aims at investigating the potential moderating role of employability on the relationship between job insecurity and the two types of turnover intention, suggesting that employees perceiving themselves as more employable will be more prone to leave the organization when experiencing job insecurity. The study is based on questionnaire data collected in an acute care hospital in Stockholm, Sweden. The results indicate that employability perceptions may play an important role in employees’ turnover intentions during organization turmoil and in connection with feelings of job insecurity.
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| 34. |
- Hellgren, Johnny, et al.
(författare)
-
Vad vet vi om fackets roll i ett föränderligt arbetsliv?
- 2021
-
Ingår i: Konferensbok FALF 14-16 juni 2021. ; , s. 58-58
-
Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Bakgrund: Genom att samverka med arbetsgivarparter och organisera yrkesverksamma personer har fackföreningar bidragit till flera förändringar som främjat en positiv utveckling på arbetsmarknaden. Den här utvecklingen inkluderar reglering av arbetstid, semester, sjukfrånvaro och säkerhet i arbetet. Sammantaget har detta fackliga arbete bidragit till att främja en god arbetsmiljö. Likväl finns idag en diskussion kring legitimiteten i fackföreningarsarbete. Den diskussionen utgår från det faktum att den fackliga anslutningsgraden minskat över tid, med lägre anslutningsgrad särskilt bland individer som arbetar deltid, har tidsbegränsade anställningskontrakt eller i övrigt har osäkra anställningsvillkor. Det bidrar till frågor om vilken kunskap som egentligen finns när det gäller fackets roll och attityder till facklig anslutning i ett arbetsliv som i allt högre grad utmärks av osäkra anställningsvillkor.Syfte: Mot bakgrund av det syftade den här systematiska litteraturöversikten till att sammanställa aktuell forskning om facket och anställda med olika typer av osäkra och tillfälliga anställningar. Mer specifikt var fokus riktat mot att undersöka attityder till facket och facklig anslutningsgrad bland anställda med otrygga anställningar, i vilken utsträckning fackligt medlemskap kan utgöra ett skydd mot otrygga anställningsvillkor, vad fackligt medlemskap kan betyda för arbetsrelaterade attityder och beteenden samt olika aspekter av hälsa samt hur fackliga organisationer arbetar för att rekrytera personer med atypiska anställningskontrakt.Metod: Tidigare studier identifierades genom systematisk litteratursökning i för området relevanta databaser med avgränsning till litteratur publicerad från 2010 och framåt. Dessa bedömes sedan av oberoende bedömare som relevanta eller irrelevanta för frågeställningen. Slutligen sammanställdes resultat för olika delområden.Resultat: Över lag visar resultaten att medlemskap i facket kan ha en stödjande funktion för individer med osäkra anställningsvillkor och för dem som upplever otrygghet, men att benägenheten att organisera sig fackligt är lägre bland anställda med otrygga anställningar jämfört med anställda med mer typiska anställningskontrakt. I linje med vad som konstaterats i tidigare studier är kunskapen fortfarande begränsad kring attityder till facket och kopplingar till olika arbets- och hälsorelaterade aspekter, inte minst hos de grupper som innehar olika former av tidsbegränsade och osäkra anställningar. Det motiverar ytterligare empiriska studier som fokuserar på olika aspekter av fackets roll i ett föränderligt arbetsliv där det finns en större variation i olika typer av anställningsformer.
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| 35. |
- Hellgren, Johnny
(författare)
-
Work environment and safety climate : what factors are important for the employee’s experience of safety climate and safety compliance?
- 2013
-
Ingår i: Imagine the future world: How do we want to work tomorrow?. - Münster : Münstersche Informations‐ und Archivsystem multimedialer Inhalte (miami). ; , s. 594-594
-
Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- During the last decade’s safety issues and theoretical concepts such as safety culture, safety climate and safety management have become more important in organizations as well as in working life in general. This trend has also affected the health care sector where theories on safety culture and climate, safety management and safety behavior now are considered vital ingredients in the health care organizations. The question is, how and in what way do the perceived working environment relate to safety attitudes and behaviors such as safety climate and safety compliance? Therefore, this study focuses on work environment issues (e.g., work load, team climate, autonomy and leadership) and their impact on employee safety climate perceptions, safety compliance and safety behavior. I addition this study also test for the relative importance of demographics, and occupation (status) for the attitudinal and behavior related safety outcomes. The study uses questionnaire data from a ward belonging to an emergency hospitals operating in the rural area in Sweden. Data are currently being collected and will be analyzed using structure equation modeling in order to test for a model linking work environment perceptions to safety outcomes. The results will be described and discussed in terms of theoretical implications relating to the linkage between work environment and safety behavior as well as in terms of practical implications for policy-makers and hospital managers. The paper highlights the importance of taking the work environment (work load, team climate and leadership characteristics’) in to account in order to create a safety culture that both patients and employee’s are benefiting from.
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| 36. |
- Hellgren, Tina, et al.
(författare)
-
Clinical and Morphologic Outcomes of Endovascular Repair for Subacute and Chronic Type B Aortic Dissection
- 2021
-
Ingår i: Annals of Vascular Surgery. - : Elsevier. - 0890-5096 .- 1615-5947. ; 72, s. 390-399
-
Tidskriftsartikel (refereegranskat)abstract
- BACKGROUND: The objective of the study was to assess long-term remodeling, survival, and reintervention outcomes after thoracic endovascular aortic repair (TEVAR) for subacute and chronic type B aortic dissection (TBAD).METHODS: All patients who underwent TEVAR for subacute or chronic TBAD at a tertiary referral center between 1999 and 2015 were included in this cohort study. The primary outcome was aortic remodeling, and secondary outcomes included survival, rate of major complications, and reinterventions.RESULTS: Fifty patients were included, with mean age of 62.4 years, 10 (20%) DeBakey type IIIA and 40 (80%) DeBakey type IIIB dissection; 45 standard TEVAR, 2 branched TEVAR, 3 TEVAR combined with fenestrated or branched EVAR. Indication for TEVAR was intact (n = 40) or ruptured (n = 1) postdissection aneurysm, hypoperfusion (n = 4), treatment-refractory pain (n = 2), or a combination (n = 3). Mean clinical follow-up was 76 months, and median radiological follow-up was 46 months. Thirty-day survival was 96%, stroke 4%, renal failure 0%, paraplegia 0%. Three- and five-year survival was 92% (95% confidence interval (CI) [79; 97]) and 77% (95% CI [61; 87]), respectively. Of 19 late deaths, 6 were confirmed aorta related. Five-year freedom from reintervention was 69% (95% CI [53-80]). Distal stent graft extension due to aortic dilatation composed most reinterventions. Mean maximal aortic diameter was 58.7 mm preoperatively and 51.9 mm on last follow-up (P = 0.003). On thoracic level, true lumen expanded (+10.0 mm, 95% CI [6.4; 13.6]) (P < 0.001) and false lumen decreased (-11.9 mm, 95% CI [-15.2; -8.5]) (P < 0.001) from baseline to the last computed tomography. In the abdominal aorta, true lumen diameter change was +3.1 mm (95% CI [1.4; 4.8]) (P = 0.001); false lumen diameter change was +1.0 mm (95% CI [-1.8; 3.8]) (P = 0.464).CONCLUSIONS: TEVAR for subacute and chronic TBAD results in favorable remodeling of the thoracic but not the abdominal aorta. Five-year survival is almost 80%, but late aortic deaths still occur. Aortic dilatation distal to the treated segment requiring reintervention is common, emphasizing the importance of follow-up.
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| 37. |
- Hellgren, Tina, et al.
(författare)
-
Outcome of endovascular repair for intact and ruptured thoracic aortic aneurysms
- 2017
-
Ingår i: Journal of Vascular Surgery. - : Elsevier BV. - 0741-5214 .- 1097-6809. ; 66:1, s. 21-28
-
Tidskriftsartikel (refereegranskat)abstract
- OBJECTIVE: The objective of this study was to assess long-term outcome after thoracic endovascular aortic repair (TEVAR) for thoracic aortic aneurysm (TAA).METHODS: All patients who underwent TEVAR for TAA at Uppsala University Hospital from December 1999 to December 2014 were included. Characteristics of the patients and outcome data were collected from medical records, national population registry, and cause of death registry. Perioperative survival was analyzed with the χ(2) test, and 5-year survival was estimated with Kaplan-Meier analysis. Predictors of long-term survival were assessed with Cox regression.RESULTS: There were 77 patients included in the study, 49 with intact TAAs (iTAAs) and 28 with ruptured TAAs (rTAAs). Mean follow-up was 83.7 months for iTAA patients and 82.0 months for rTAA patients (P = .853). Mean age was 71.5 years for iTAA patients and 74.8 years for rTAA patients (P = .04). Survival after iTAA repair was 95.9% at 30 days, 91.8% at 90 days, and 62.5% at 5 years. After rTAA repair, survival was 71.4% at 30 days and decreased to 57.1% at 90 days (P < .01), with most deaths after 30 days being related to the aortic event. The 3-year survival rate after rTAA repair was 27.8%, and only one rTAA patient with 5 years of follow-up remained alive. Six aorta-related deaths occurred after 90 days (three iTAA patients, three rTAA patients); five were due to rupture of nontreated aortic segments. The 5-year reintervention rate was 13.2% for iTAA patients and 17.9% for rTAA patients (P = .682). All reinterventions occurred within 14 months of TEVAR. The age-adjusted hazard ratio for long-term mortality was 4.4 after rTAA repair compared with iTAA repair.CONCLUSIONS: TEVAR for iTAA was associated with low perioperative mortality and acceptable 5-year survival at 62.5%. Results were more pessimistic after rTAA repair, however, for which two-thirds of the patients were deceased at 3-year follow-up. Improved selection of patients is necessary to identify patients who are likely to truly benefit from rTAA repair.
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| 38. |
- Häsänen, Lars, 1973-, et al.
(författare)
-
Contrasting between high-performers’ and low-performers’ justice perceptions on effort and turnover cognitions : Can you rely on high-performers’ during plant closures?
-
Ingår i: Journal of Managerial Psychology. - 0268-3946 .- 1758-7778.
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Tidskriftsartikel (refereegranskat)abstract
- Purpose of this paper: The purpose of this study is to investigate the claim that high-performing employees lose their motivation to exert effort, and has a higher propensity to quit during the process of a closedown. Design/methodology/approach: A longitudinal design was used, with one year between data collection points (T1 and T2). Data was collected using online and paper copies of the same questionnaire, with a response rate of 61% on T1 and 55% on T2. A 2 (T1 Job performance: Low vs. High) × 2 (T2 Overall justice: Low vs. High) between-subject analysis of covariance (ANCOVA) was performed on two dependent variables (effort and turnover cognitions), while controlling for positive and negative affectivity. Findings: The results showed that high-performers’ who perceived low justice received lowest scores on effort, while low-performers’ perceiving low justice received next highest score on effort. Whereas, all groups who perceived high justice had lower turnover cognitions than those who perceived low justice. Practical implications: Using high-performers’ in key positions during a plant closure could be disappointment since the results suggest that high-performers’ could either be those who put forth most and least effort, depending on if they perceive low justice. Therefore, we suggest that it could be more productive to open up the key positions to all employees to apply and interview those who are interested.
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| 39. |
- Häsänen, Lars, et al.
(författare)
-
Contrasting between high-performers’ andlow-performers’ justice perceptions of effort and turnover cognitions : Can you rely on high-performers’ during plant closures?
- 2011
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Konferensbidrag (refereegranskat)abstract
- Managers planning for a prolonged plantclosure would probably contemplate stang, and per-haps one way to try to ensure continued productivitywould be putting high-performing employees in key po-sitions in the hope that they would continue perform-ing throughout the closure. Such stang cues havebeen proposed to be used during downsizing (Appel-baum, et al., 1987). However, a senior top managerwho has initiated and led 16 plant closures throughouthis career and responsible for this specic plant clo-sure, reported that he has tested this stang approachduring plant closures with unsatisfying results - insteadhigh-performing employees had a tendency to stop per-forming and having higher tendency to quit. The pur-pose of this paper is to investigate the anecdotal re-ports that high-performing employees stop performingand have a higher tendency to quit during plant clo-sures. A longitudinal design was used, with one yearbetween data collection points (T1 and T2). Data wascollected using online and paper copies of the samequestionnaire, with a response rate of 61% on T1 and55% on T2. A 2 (T1 Job performance: Low vs. High)2 (T2 Overall justice: Low vs. High) between-subjectanalysis of covariance (ANCOVA) was performed on two dependent variables (eort and turnover cogni-tions), while controlling for positive and negative aec-tivity. The results showed that high-performers' whoperceived low justice received lowest scores on eort,while low-performers' perceiving low justice receivednext highest score on eort. Whereas, all groups whoperceived high justice had lower turnover cognitionsthan those who perceived low justice. This study lendsupport to the top senior managers report that usinghigh-performers' in key positions during a plant clo-sure could be disappointment since the results suggestthat high-performers' could either be those who putforth most and least eort, depending on if they per-ceive low justice. Therefore, we suggest that it couldbe more productive to open up the key positions to allemployees to apply and interview those who are inter-ested - the interviews should aim at investigating if thespecic role would have some form of instrumentalityfor the employee.
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| 40. |
- Häsänen, Lars, 1973-, et al.
(författare)
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Goal setting and plant closure : when bad things turn good
- 2011
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Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 32:1, s. 135-156
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Tidskriftsartikel (refereegranskat)abstract
- Research has shown that closedowns seem to result in increased productivity even though all productivity targets have been abandoned. The closedown case analysed in this article is different from previous research since management came to employ high goals for productivity and efficiency throughout the entire closedown process (29 months). The article argues that individuals gradually accept the demise and detach themselves from the dying organization by adopting new career goals which they can start pursuing after the actual closure, thus the closure becomes a subgoal. This study examines change in the dependent variables’ mean values, and the relationships between goal setting, job performance, goal commitment, organizational citizenship behaviour, job satisfaction and job-induced tension. A longitudinal design (N = 151) based on two data points (T1: February 2006, T2: February 2007) were tapped into the annual goal setting process. The results support that goal setting was effective in this specific closedown scenario.
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| 41. |
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| 42. |
- Häsänen, Lars, 1973-
(författare)
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Organizational death and employee motivation : Investigating a plant closure in a multi-plant organization
- 2010
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- Major organizational changes are often connected with a variety of negative outcomes for both employees and the organization alike. As a contrast to this, organizational deaths have instead been associated with increased productivity and motivation to perform, despite certainty of job loss. These results have been regarded as counter-intuitive, since employment and job security are regarded as a foundation for work motivation. Consequently, this thesis aims at investigating the motivational aspects of organizational deaths in terms of change in motivation as individuals adjust to changing realities. The thesis rests on three empirical studies.The first study's results showed (contrary to theoretical postulations) that goal setting was able to influence employees' in-role and extra-role performance, job-induced tension, commitment to the closure, and job satisfaction. The second study showed that organizational productivity, efficiency, performance, motivation and psychological climate increased for both blue-collar and white-collar employees'. The results of the third study lend support to the anecdotal reports that high-performers stop performing during organizational deaths. However, this study also found that low-performers perceiving low justice increased their effort which may show that they have a personal gain in performing (e.g., positive self-perception). The results of the empirical studies support the notion that organizational productivity increases along with employees' motivation to perform. Finally, a common pattern in the data was that most positive variables increased and the negative variables decreased. These results are explained by the adoption of new goals, which creates horizontal coherence (harmony) among goals, which gives rise to goal proximity (motivation increases due to moving closer to the goal).
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| 43. |
- Häsänen, Lars, 1973-, et al.
(författare)
-
The upside of organizational death : Investigating change in productivity, efficiency, performance, motivation, and psychological climate during plant closure
-
Ingår i: Journal of Occupational and Organizational Psychology. - 0963-1798 .- 2044-8325.
-
Tidskriftsartikel (refereegranskat)abstract
- This longitudinal study examined qualitative change in productivity, efficiency, as well as blue-collar and white-collar workers‟ performance, motivation, and psychological climate. The results showed that productivity and efficiency improved throughout the years (T1: Dec-05 and T2: Nov-07), indicating that there was a Closedown effect present. Repeated measures showed that there was a main effect of time in all the performance, motivation and climate variables. Both quantitative and qualitative role overload, together with job involvement, decreased over time, while all the other variables increased. There were also main effects of collar, whereas white-collar workers perceived higher job autonomy, lower levels of qualitative role overload and higher levels of managerial support. No effects of collar were found in the motivational or performance variables. Lastly, no significant interaction effects were found.
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| 44. |
- Isaksson, Kerstin, et al.
(författare)
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Union involvement during downsizing and its relation to attitudes and distress among workers
- 2005
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Ingår i: Job Insecurity, Union Involvement and Union Activism. - : Ashgate, Aldershot. - 0754644324 ; , s. 97-116
-
Bokkapitel (refereegranskat)abstract
- The general aim of this chapter is to investigate the health and work-related consequences of the reorganization and downsizing of the administration of a large retail company. A tradition of active unionism, with a large proportion of union members in the company, gave a unique opportunity to evaluate member satisfaction with union initiatives. The union tried to reduce damage to its members through representation on the company board and by raising demands in negotiations. The study compares four employment-status groups two years after the downsizing took place: persons who are still unemployed after being laid off, those who managed to get a new job, early retirees, and those who are still employed (survivors). The groups are compared with regard to attitudes towards company and unions, and predictors of distress.
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| 45. |
- Isaksson, Kerstin, et al.
(författare)
-
Union involvement during downsizing and its relation to attitudes and distress among workers.
- 2005
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Ingår i: Job insecurity and trade union participation in Europe. - : Ashgate, Aldershot. ; , s. 97-117
-
Bokkapitel (refereegranskat)abstract
- The effects of collective coping strategies, such as union participation in management, and negotiating, as a means of alleviating negative impacts have tended to be neglected in research of downsizing effects. The aim of this study was to compare unemployed persons with those who left on early retirement, and with surviving personnel in terms of attitudes towards their company and trade union and predictors of distress. Data were collected in a large retail firm through questionnaires (n=885). Laid-off personnel had clearly the most negative attitude towards their union. Organizational commitment however, was at the same average level in all groups. Further, early retirees had a significantly lower mean level of distress than the other groups. Perceived union support had an indirect effect on distress among persons who were laid off but had found a new job, mediated by degree of satisfaction with outplacement measures. Among survivors, however, organizational commitment - alongside perceived insecurity and workload - were of greater importance.
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| 46. |
- Jakobsson, Marianne, 1967-
(författare)
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Decisions with Medium to Long-Term Consequences : Decision Processes and Structures
- 2013
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- All of us make more or less important decisions during our entire lives, in private and professional arenas. Some decisions have consequences for an individual or organization in the short term, others have long lasting consequences. This thesis concerns studies of decision processes and structures involved indecision-making with medium to long-term consequences for an organization or individual. Study I and II focus decision-making theory and judgments in procurement. Study III concerns real-life, individual career decision-making. Study I used a laboratory context for an investigation of willingness to pay (WP) for the creation of a procurement offer. Study II investigated organizational decision processes and structures of procurement of large projects in a nuclear power plant organization. Study III investigated the decision process used to make a choice between two professional training programs leading to psychotherapist certification. Study I found, that participants used a multiplicative combination of probability and profit when judging WP for the creation of a bid. Scales of subjective probability had smaller ranges than objective probability. In this context, participants were more sensitive to variation in monetary value than to probability. In Study, II it was possible to describe the procurement process in a framework of information search and decision theory. A Multi Attribute Utility Theory-inspired model was used by the staff, in the evaluations of procurement alternatives. Both compensatory (e.g. negative aspects can be compensated by positive aspects) and non-compensatory (particular “pass” levels of attributes have to be exceeded for acceptance of a choice alternative) decision rules were used. In study III it was found that a development and extension of Differentiation and Consolidation theory described individual reasons pro and con alternatives before and after the choice of a professional training program.
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| 47. |
- Kjellberg, Anders, et al.
(författare)
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Ett fackligt landskap i omvandling
- 2002
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Ingår i: Medlemmen, facket och flexibiliteten: Svensk fackföreningsrörelse i det moderna arbetslivet. - 91 7924 156 5 ; , s. 27-51
-
Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- Det svenska fackliga landskapet befinner sig i stark omvandling. Ständiga sammanslagningar medför allt färre men större fackförbund, som å andra sidan hotas av sjunkande organisationsgrad, särskilt bland de unga. Den svenska fackföreningsstrukturen är fortfarande världens mest socialt segregerade genom uppdelningen i LO, TCO och SACO. Nya fackliga konstellationer framträder inte desto mindre på tvärs av de sociala och organisatoriska skiljelinjerna, såsom "Facken inom industrin". Idag utgör kvinnorna en majoritet av fackmedlemmarna och de med utländsk bakgrund en växande andel. Likaså är tjänstemännen numera fler än arbetarna, vilket minskat LO:s andel av fackmedlemmarna. Förutom att redovisa sådana förändringar av det fackliga landskapet diskuteras vad som får arbetare och tjänstemän att bli fackmedlemmar eller att avstå från medleskap.
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| 48. |
- Langhammer, Kristina, 1973-
(författare)
-
Employee selection : Mechanisms behind practitioners’ preference for hiring practices
- 2013
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- Despite the great advances science has made in developing selection decision aids practitioners’ generally remain reluctant to adopt them. This phenomenon is considered today one of the greatest gaps in industrial, work and organizational psychology. This thesis adopts a psychological approach to practitioners’ resistance toward hiring procedures with high predictive validity of work performance. Consequently, three specific research questions were examined, two of which highlighted aspects of self-regulation, and one focused on agency relation in order to study outcomes in terms of actual use of hiring procedures and intention to change hiring procedures. The present thesis comprises three studies. Questionnaire data is used in two studies (Study I and II) to study how 1) prototype beliefs and ability to evaluate the quality of own performance is related to use of selection decision methods; and also how 2) behavioral intention to change hiring practice is related to self-efficacy beliefs, causal attribution and past behavior. Data collected with semi-structured interviews is used in Study III in order to study practitioners’ experiences in collaborative contexts in employee selection. Study I found that prototype beliefs and task quality ambiguity perceptions varied across various hiring practices. The results from Study II showed that self-efficacy beliefs, external attributions of success and internal attributions of failure were related to intention to change hiring practices. Study III highlighted the prevalence of separate self-interests over more general organizational interests in the agentic relation between practitioners. In conclusion, the present thesis has implication for theory as well as practice when it concludes that conscious steered cognitive mechanisms are important for understanding practitioners’ resistance towards high standardized hiring practices.
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| 49. |
- Langhammer, Kristina, 1973-, et al.
(författare)
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Hiring Managers’ Prototype Beliefs and Their Use of Employee Selection Practices
-
Annan publikation (övrigt vetenskapligt/konstnärligt)abstract
- Current approaches in employee selection research suggest that understanding practitioners’ beliefs would help explain their resistance towards standardized employee selection practices. For this purpose we conducted a survey among hiring managers from the Swedish retail industry. Based on their answers we identified prototype beliefs about what it takes to be successful in employee selection and examined the relationships between these beliefs and hiring managers’ use of employee selection practices. The results indicate that the prototypical hiring manager is defined by three primary facets: professional experience, disposition, and importance of individual attributes. We also found that (a) beliefs about the importance of educational experiences are positively related to hiring managers’ use of standardized assessment methods, and (b) that hiring managers’ beliefs about the importance of disposition are positively related to their use of non-standardized assessment methods and negatively related to their use of standardized assessment methods. Moreover, individuals who frequently used standardized tests and structured interviews are significantly less likely to perceive employee selection as an ambiguous process. This study contributes to the theory of employee selection by demonstrating that hiring managers’ prototype beliefs are significantly related to their use of employee selection practices. The results also suggest that using standardized methods of assessment may improve practitioners’ ability to evaluate the effectiveness of their employee selection decisions. A practical contribution of this study is that it informs organizations about the characteristics that hiring managers believe are important for someone in their line of work to possess.
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| 50. |
- Langhammer, Kristina, et al.
(författare)
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Individual Determinants of Behavioral Intentions : What tells us that practitioners really want to change hiring strategies?
- 2012
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Ingår i: International Journal of Selection and Assessment. - : Wiley. - 0965-075X .- 1468-2389. ; 20:4, s. 453-463
-
Tidskriftsartikel (refereegranskat)abstract
- The current study investigated hiring managers' intentional readiness to change hiring procedures as a function of individual determinants, such as their self-efficacy beliefs, causal attributions, and past behaviors. Hiring managers from three large organizations were recruited to participate and provide information about their current hiring processes and personal experiences. Results showed that self-efficacy beliefs had a strong negative relationship with intentional readiness to change. Managers' past behavior, in terms of use of unstructured interviews and external attributions of failure, were negatively associated with intentional readiness to change, while use of unstructured interviews and external attribution of success were positively associated with intentional readiness to change. Furthermore, the interactive effect of causal attribution and use of selection methods played a significant role in explaining intentional readiness for change. The results indicated that recruiting managers who preferred using unstructured interviews and attributed failures to external causes were less willing to change hiring practices than those who made less use of unstructured interviews and explained their failure externally. Implications and limitations are discussed.
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