| 1. |
- Brundtland Steder, Frank, et al.
(författare)
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Breaking Away from a White Male Organization? Expert Opinions on Recruitment of Women and Ethnic Cultural Minorities
- 2017
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- European armed forces still remain predominantly white, male organizations; their societies, however, are becoming more diverse and older. How will these armed forces be able to cope with this challenge? In order to answer this question, in the first semester of 2017, a group of scholars working within the framework of the European Defense Agency conducted an online survey among international experts in human and social sciences, defense managers, policymakers, and journalists specialized in defense issues. The aim of the survey, which followed a previous survey among young people on the attractiveness of the military as a job, was to measure their opinions and ask their suggestions concerning possible ways for increasing diversity in European armed forces. This paper presents some of the results of this multinational online survey.The unique feature of the study is that it is forward-looking and international: experts from various NATO and EU countries were asked how Defense organizations could deal with future challenges of demographic characteristics. The study, therefore, adds to our understanding of possible solutions for ensuring increased diversity in armed forces.
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| 2. |
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| 3. |
- Jonsson, Emma, 1981-, et al.
(författare)
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Attrition during Basic Military Training in the Swedish Armed Forces
- 2018
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Attrition from basic military training is a serious and costly problem for Armed Forces. When the Swedish Armed Forces transformed from a conscript-based force to an all-volunteer force in 2010 the knowledge about reasons for attrition decreased, due to changed procedures. Today a recruit can leave basic military training within 24 hours and without further explanations. The project “Systematic follow-up of the psychological selection”, aims at developing the admission tests, the basic military training and the work environment at the military units in order to reduce attrition. The project is a collaboration between the Swedish Armed Forces including the Internal Occupational Health Care Center and Human Resources, the Swedish Defence Recruitment Agency and the Swedish Defence University.Data is collected from the admission tests, questionnaires (first week/baseline, and last week of training) and interviews with recruits who drop out. The project aims to predict attrition caused by other factors than injuries and to predict further engagement/employment in the Swedish Armed Forces.Partly due to difficulties to employ sufficient numbers to the Swedish Armed Forces, the Swedish Government have decided to reestablish the conscription in 2018. The conscription will be gender neutral and work as a complement to the volunteer recruitment. We believe that the methods of this project and the knowledge gained are as reliable for a conscript-based training as for a volunteer training.
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| 4. |
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| 5. |
- Jonsson, Emma, 1981-, et al.
(författare)
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Effective Recruitment of Military Women : Developing New Methods
- 2017
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Ingår i: Res Militaris. - 2265-6294. ; :4, s. 1-16
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Tidskriftsartikel (refereegranskat)abstract
- Sweden is one of the most gender equal countries in the world, but this is not reflected in the representation of women in the Swedish Armed Forces. Women have increased in both numbers and proportion since the transformation to an all-volunteer force in 2010, but the gender distribution is still skewed and women tend to drop out of the selection process for basic military training to a greater extent than men. The 2014 White Paper emphasizes that the Swedish Armed Forces should actively work to increase the proportion of women at all levels in order to achieve a more even gender distribution. This article describes a project that aims to increase the proportion of women who start basic military training in the Swedish Armed Forces. The project aims to identify successful methods and activities that motivate women and optimize their chances of passing the admission test, and basic military training. Women who passed the first step in the selection process for basic military training were contacted by the project. Women who were contacted and participated in activities were positive, stayed longer in the selection process, and looked forward to beginning basic military training.
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| 6. |
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| 7. |
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| 8. |
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| 9. |
- Jonsson, Emma, 1981-, et al.
(författare)
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How leadership course trainers cope with difficult course situations
- 2023
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Ingår i: Nordic Psychology. - 1901-2276 .- 1904-0016.
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Tidskriftsartikel (refereegranskat)abstract
- This study aimed to explore how facilitators of group dynamic and structured leadership courses cope with difficult situations during the course, and to relate their coping strategies to general individual characteristics and situation-specific appraisals. The study group consisted of facilitators of two of the most widespread leadership courses in Sweden: 110 facilitators of the course Understanding Group and Leader (UGL) and 111 facilitators of Developmental leadership (DL). A web-based questionnaire included descriptions of two difficult interpersonal course situations and questions on personality, general leadership style as well as situation-specific appraisal and coping. Three coping strategies were identified (factor analyses): Focus on course structure, Focus on psychological safety and Focus on own reflection. These factors were positively correlated. Weak associations were observed between the coping strategies and personality and general leadership style. Situation-specific appraisals covaried more strongly with the coping strategies. The findings suggest that reflection based on these coping strategies can lead to increased self-awareness and self-confidence on part of the facilitator. The findings may also help leadership course facilitators to cope more effectively, which in turn creates trust in the group that they are leading. The study contributes to the understanding of a limited research area; how leadership course facilitators cope with difficult course situations. The results provide guidance on how to cope more effectively. Practical implications include aspects to focus on in the training of leadership course facilitators.
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| 10. |
- Jonsson, Emma, 1981-, et al.
(författare)
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Metodförsök med systematisk urvalsuppföljning : Delrapport: Resultat och erfarenheter från 2016
- 2018
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Syftet med metodförsöket med systematisk urvalsuppföljning är att fördjupa förståelsen för avgångs- och framgångsorsaker under militär grundutbildning vid Försvarsmakten, samt att kunna använda resultaten som underlag för anpassning av krav, tester, urvalskriterier och utbildning.I projektet samarbetar Försvarsmakten, Rekryteringsmyndigheten och Försvarshögskolan för att identifiera faktorer som predicerar avgångar från den militära grundutbildningen vid Försvarsmakten och samtidigt identifiera framgångsfaktorer för kostnadseffektivt och träffsäkert urval vid Rekryteringsmyndigheten.Denna delrapport presenterar erfarenheter, resultat och åtgärdsförslag från det andra försöket med systematisk urvalsuppföljning avseende militärpsykologiskt urval som genomfördes med rekryter som ryckte in under 2016.
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| 11. |
- Jonsson, Emma, 1981-, et al.
(författare)
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Metodförsök med systematisk urvalsuppföljning : Delrapport: Erfarenheter och resultat från 2017
- 2019
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Syftet med metodförsöket med systematisk urvalsuppföljning är att utveckla metoder för inhämtning och analys av information om rekryter som avgår och fullföljer grundutbildningen, samt att undersöka om valda metoder genererar tillräckligt bra underlag för att kontinuerligt utveckla antagningsprövning, rekrytutbildning och utbildningsmiljö vid förband.I projektet samarbetar Försvarsmakten, Rekryteringsmyndigheten och Försvarshögskolan för att identifiera framgångsfaktorer för kostnadseffektivt och träffsäkert urval, samt att identifiera faktorer som som predicerar avgångar från den militära grundutbildningen vid Försvarsmakten och som predicerar fortsatt engagemang i Försvarsmakten direkt efter grundutbildningen. Denna delrapport presenterar erfarenheter, resultat och åtgärdsförslag från projektet med systematisk urvalsuppföljning avseende militärpsykologiskt urval som genomfördes med rekryter som ryckte in under 2017.
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| 12. |
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| 13. |
- Jonsson, Emma, 1981-, et al.
(författare)
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Multifaceted Conscription : A Comparative Study of Six European Countries
- 2024
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Ingår i: Scandinavian Journal of Military Studies. - 2596-3856. ; 7:1, s. 19-33
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Tidskriftsartikel (refereegranskat)abstract
- Although the last few decades have witnessed a shift from conscription to all-volunteer forces in many European countries, recent changes in the European security environment have raised new concerns and prompted several countries to reconsider conscription. However, modern conscription systems have also had to adapt to changing societies and an increasing emphasis on individualistic and neoliberal values. This study aims to examine the various forms of military conscription and illuminate the continuing viability of the conscription model in six European countries: Estonia, Finland, Lithuania, Norway, Sweden, and Switzerland. Four of these countries have consistently maintained conscription (Estonia, Finland, Norway, and Switzerland), while Lithuania and Sweden have recently reinstated conscription. Although conscription systems differ among these countries, there is overall an increasing emphasis on conscript motivation and female participation. Three key aspects are identified to describe different conscription systems: the proportion of conscripted individuals in the birth cohort, motivation to serve, and the approach to female conscripts. Combining these aspects, the study identifies three types of conscription system in these six countries. This article demonstrates that conscription has evolved and adapted to changing societies and security situations instead of merely retaining its traditional form.
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| 14. |
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| 15. |
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| 16. |
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| 17. |
- Jonsson, Emma, 1981-
(författare)
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Recruitment of women and persons born abroad to the Swedish all-volunteer force
- 2014
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Ingår i: XVIII ISA World Congress of Sociology - 13-19 July 2014. - : International Sociological Association. ; , s. 456-
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Konferensbidrag (refereegranskat)abstract
- This presentation examines the recruitment base to the Swedish all-volunteer force; the applicants for basic military training. So far the recruitment to the all-volunteer force has been satisfactory in respect of qualitative terms; both regarding psychological and physiological capabilities. The capabilities of those selected for basic military training have been as good as or better in comparison to previous years with conscription. Despite good quality among the recruitment base there have been vacancies, and the future need of personnel will increase. To increase the recruitment base and the diversity among the personnel, the Swedish Armed Forces are working to promote and increase the proportion of women and employees with different ethnic background. Although the all-volunteer force provides a more heterogenic recruitment base in some aspects than the conscript based force, the all-volunteer force in Sweden mainly attracts young men that are born in Sweden. The proportion of women has significantly increased from conscription. However there are no well-known changes in the amount of persons born abroad. Studies have revealed that the proportion of applicants for the basic military training born in another country than Sweden decline in each step of the selection process. This presentation will focus on the recruitment of women and persons born abroad in the selection process to the Swedish Armed Forces.
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| 18. |
- Jonsson, Emma, 1981-
(författare)
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Rekryteringsunderlaget 2014 : Från ansökningsomgångar till flexibel antagning
- 2015
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Syftet med denna studie var att beskriva och analysera utvecklingen av det frivilliga försvarets rekryteringsunderlag, kvatitativt och kvalitativt.Rekryteringsunderlaget följs under antagningsprocessen, det vill säga från rekryttest, via antagningsprövning till det att individer blir antagningsbara för grundläggande militär utbildning (GMU). Det är ännu för tidigt att uttala sig om effekter på rekryteringsunderlagets kvaliteter och bortfall under antagningsprocessen av den flexibla antagningen som infördes under våren 2014. Generellt har antalet sökande 2014 och deras värden på antagningsprövningens tester varit av god kvalitet. Rekryteringsunderlaget 2014 var väldigt likt rekryteringsunderlagen 2011-2013. Statistiskt signifikanta skillnader erhölls i jämförelse med tidigare år men det rörde sig om små skillnader av liten verklig betydelse. Frivillighet har hittills inte medfört försämrad kvalitet i rekryteringsunderlaget så som befarat, utan snarare en ökad kvalitet som med tiden tycks plana ut och stabiliseras.
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| 19. |
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| 20. |
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| 21. |
- Jonsson, Emma, 1981-
(författare)
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Rekryteringsunderlaget 2022
- 2023
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Syftet med denna studie är att beskriva och analysera utvecklingen av rekryteringsunderlaget, kvantitativt och kvalitativt. I rekryteringsunderlaget 2022 ingår pliktade och frivilligt sökande. De pliktade 2022 består av svarande på mönstringsunderlaget vilket är individer som är födda 2004. De frivilligt sökande består av individer som har besvarat prövningsunderlaget under januari – december 2022. Resultat från mönstringen har kopplats samman med respektive individ och inrymmer tidsperioden januari 2022 till april 2023.Rekryteringsunderlaget 2022 består av 114 577 individer, av vilka huvuddelen (89 %) är pliktade. Av de nomineringsbara är andelen pliktade också 89 procent, vilket är högre än tidigare år. Den könsneutrala plikten innebär att 46 procent av det totala underlaget består av kvinnor; 49 procent av de pliktade och 20 procent av de frivilligt sökande. Genom antagningsprocessen minskar andelen kvinnor till 20 procent av de nomineringsbara. Andelen är något högre än 2018-2019 men något lägre än 2021.Jämfört med pliktåren 2018-2021 är kvaliteten bland de mönstrande och nomineringsbara något lägre i de psykologiska variablerna. De mönstrades värden i pliktförmåga och befälslämplighet är de lägsta sedan värnpliktens återinförande, medan värdet i fysisk kapacitet är det högsta under dessa fem år. Ökningen i generell begåvning och minskningen i muskelkapacitet har avtagit.Generellt sett presterar de mönstrade och nomineringsbara individerna i rekryteringsunderlaget 2022 lägre värden på mönstringen än åren med endast frivilligt sökande, med undantag för de nomineringsbaras generella begåvning som är högre. Resultatet ses som en konsekvens av att fler kallas till mönstring, vilket bör innebära att värdena mer bör avspegla en normalpopulation.
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| 22. |
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| 23. |
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| 24. |
- Jonsson, Emma, 1981-, et al.
(författare)
-
Systematic follow-up of the psychological selection to the Swedish Armed Forces
- 2017
-
Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- The transition from a conscript-based force to an all-volunteer force in Sweden 2010 implied changes for selection and training as well as for the procedure for attrition from the basic military training. Today a recruit can leave basic military training within 24 hours and without further explanations. As a consequence, the changed procedure when a recruit leaves training has caused a lack of information of reasons for attrition and lack of feedback to the Swedish Defence Recruitment Agency who is responsible for the assessments and selection of recruits. The first step to re-establish a systematic follow-up of the psychological selection and to validate the selection procedure has started. The aim of this project is to gain knowledge of reasons for attrition from basic military training in order to predict attrition and to predict successful 76 recruitment (defined as signing a contract with the Swedish Armed Forces). Results from 2015 (478 questionnaires and 36 interviews) indicate that it is not only the selection that contributes to successful recruitment, but also the training period and the leadership of the officers. Further, the results have facilitated the development of questionnaires, interview guides, instructions and methods for future studies. The project is a collaboration between the Swedish Armed Forces including the Internal Occupational Health Care Center and Human Resources, the Swedish Defence Recruitment Agency and the Swedish Defence University.
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| 25. |
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| 26. |
- Jonsson, Emma, 1981-, et al.
(författare)
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Trying out a systematic follow-up of the selection to the Swedish Armed Forces
- 2015
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Konferensbidrag (refereegranskat)abstract
- Attrition is a serious and costly problem for many Armed Forces. The attrition rate in the Swedish Armed Forces basic military training 2014 was 16 percent. The main reasons given for dropping out were health/ injury related but also reasons related to changed career ambitions, such as starting another line of work or studies. The aim of our project that we will present is to gain a deeper understanding about the recruits who choose to leave compared to those who remain during basic military training. Another goal is to plan a long-term systematic follow-up with the possibility to develop requirements, assessments, selection criteria and training by evaluating the predictive power of the selection. The project includes a psychological follow-up of the drop outs, and will later also include physiological and medical follow-ups. The project is a collaboration between the Swedish Armed Forces including the Internal Occupational Health Care Center and Human Resources, the Swedish Defence Recruitment Agency and the Swedish Defence University. In the presentation the project will be illustrated from different perspectives. Aim, practical implementation and results of the qualitative and quantitative data collections will also be presented.
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| 27. |
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| 28. |
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| 29. |
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| 30. |
- Manigart, Philippe, et al.
(författare)
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Why are young people attracted to the armed forces? A comparison between five countries
- 2017
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- With the demographic change taking place all over European societies, the number of young people entering the labor market will decline. As a result, European Defense organizations will likely face severe recruitment and retention problems and find themselves in ever more direct competition with the private sector to attract the best candidates. To offset the shrinking base of recruitment, they will have to become more attractive to potential recruits and to increase the number of candidates in previously under-represented segments (for example, women and ethnic-cultural minorities). The paper presents selected results from an online survey carried out between Spring 2015 and Spring 2016 in five countries (Belgium, the Netherlands, Norway, Sweden, and Switzerland) among samples of young people. The paper presents how young people from these countries in general, view their armed forces, what their job expectations are, and what they think the armed forces can offer them. The multinational survey on which the analyses were based is part of a collaborative project conducted within the framework of the European Defense Agency on the impact of demographic change on the recruitment and retention of personnel in European armed forces.
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| 31. |
- Manigart, Philippe, et al.
(författare)
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Why young people are not interested in a job in armed forces
- 2017
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- With the demographic change taking place all over European societies, the number of young people entering the labor market is declining. As a result, the armed forces of Westernpostindustrial societies are facing severe recruitment problems and find themselves in ever more direct competition with the private sector to attract the best candidates. To offset the shrinking base of recruitment, they have to become more attractive to potential recruits and to increase the number of candidates in previously under-represented segments, particularly women. The paper presents selected results from an online survey carried out between Spring 2015 and December 2016 in 6 countries (Belgium, Canada, The Netherlands, Norway, Sweden, and Switzerland) among samples of young people. Following previous papers which dealt with the attractiveness of a military career among young people in general, and women and ethnic-cultural minorities in particular, this paper analyzes various factors that, presently, deter a lot of young women to consider joining the armed forces. The multinational survey on which the analyses are based is part of a collaborative research project conducted within the framework of the European Defense Agency on the impact of demographic change on the recruitment and retention of personnel in European armed forces.
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| 32. |
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| 33. |
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| 34. |
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| 35. |
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| 36. |
- Wallenius, Claes, 1958-, et al.
(författare)
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Anchoring Sweden’s Post-conscript Military : Insights From Elites in the Political and Military Realm
- 2019
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Ingår i: Armed forces and society. - : Sage Publications. - 0095-327X .- 1556-0848. ; 45:3, s. 452-471
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Tidskriftsartikel (refereegranskat)abstract
- The universal nature of conscription ties or anchors broad segments of society to the military. What happens to societal anchoring after the draft ends? Using in-depth interviews with two groups of elites, this article explores factors that promote and hinder the Swedish Military’s societal anchoring post-conscription. The first group consisted of 18 executives at the Swedish Armed Forces (SAF) headquarters with strategic positions in relation to societal anchoring. The second group consisted of 15 representatives from the corresponding political level: members of the parliamentary Committee on Defense and their officials. The interviews were semistructured and analyzed according to a grounded theory-inspired approach. Main themes concerning obstacles were the public’s low interest and dated knowledge, an unclear political debate resulting in vague expectations concerning the SAF, as well as unclear responsibility for informing the public, and confidence gaps between the military and the political elite.
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| 37. |
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| 38. |
- Österberg, Johan, 1969-, et al.
(författare)
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Officer recruitment in Sweden : Enhancing the process
- 2017
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- In the recruitment process for the three-year officer program (OP), it is a big dropout in the period from application to the start of the program. Because of this is, the OP has not been fully manned since 2008. To supply the Swedish Armed Forces with a sufficient number of officers are a priority and henceforth the SAF have a need for increasing the numbers of officers. Furthermore, a large number of retirements within the officer corps have also reduced the numbers of officers. In order to increase recruiting efficiency and increase the proportion of individuals who complete the entire recruitment process to OP, a project was launched at the Swedish Defence University designed to evaluate the recruitment into, and dropouts from the OP. Results carried out under the project shows that the earlier people jump out of the recruitment process, the older and more academically educated, they tend to be. Further, the results show that personal contact from officers and cadets already in the system has a positive relation on people’s willingness to complete the recruitment process. The project implemented a different recruitment strategy in 2016, the outcome showed that the percentage of applicants who started the program was higher than before, and the dropout rate was lower than ever.
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| 39. |
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| 40. |
- Österberg, Johan, 1969-, et al.
(författare)
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Pridobivanje častnikov - izboljševanje procesa : Officer Recruitment - Improving the Process
- 2018
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Ingår i: Sodobni vojaški izziv / Contemporary Military Challenges. - Ljubljana : Generalštab Slovenske vojske / General Staff of the Slovenian Armed Forces. - 2232-2825 .- 2463-9575. ; 20:2, s. 23-35
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Tidskriftsartikel (refereegranskat)abstract
- The only way to become an officer in Sweden is to complete the three-year Officers’ Programme (OP). In the selection process for the OP, there is a large gap between the number of applicants and the number of individuals who start the programme. One consequence of this is that the OP has not been fully manned since 2008, thus leaving the Swedish Armed Forces (SAF) with a shortage of officers. Manning the SAF with sufficient officers with the right qualifications is a priority, and henceforth the number of cadets must increase. Therefore, in 2014, a project was launched with the aim of examining recruitment to and selection for the OP, as well as identifying success factors and areas of improvement. An additional ambition was to introduce measures intended to increase recruiting efficiency based on the results, and the proportion of individuals who enter the OP.The project led to the implementation of a different recruitment strategy in 2016 and 2017. Early in the selection process applicants were contacted by cadets already studying on the OP, and were invited to an information meeting at the Swedish Defence University. Those who were selected to start the OP were also contacted by their future platoon commanders, who provided useful information. The outcomes show that the numbers of cadets starting the OP increased, and the dropout rate during the selection process was lower than before.
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| 41. |
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| 42. |
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| 43. |
- Österberg, Johan, 1969-, et al.
(författare)
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Views on an officer career : the relationship between personality, leadership expectations and perceived qualities
- 2024
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Ingår i: Current Issues in Personality Psychology. - 2353-4192 .- 2353-561X. ; 12:1
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Tidskriftsartikel (refereegranskat)abstract
- Background:The Swedish Armed Forces (SAF) have had difficulties in recruiting a sufficient amount of cadets to the officer program during the period with an all-volunteer force.Participants and procedure:Data were collected from different officer programs. 318 respondents fostered in the all-volunteer force (AVF) system completed the questionnaire and a cross-sectional design was used where cadets received a questionnaire at the beginning, in the middle and at the end of their training.Results:The results show that the informants perceived a clear distinction between leadership challenges in the short and long term. The cadets rate their practical knowledge/experience and gaining trust as most challenging in the short term, and personnel supply and reorganization in the long term. Younger cadets rate leadership challenges higher than older cadets do, which is in line with maturing as a human being and gaining more experience. Results based on personality were consistent with previous studies. Two of the future challenges for cadets, short-term leadership and knowledge challenges, showed associations with extraversion and neuroticism.Conclusions:The results illustrate important topics to be stressed during the three year long officer program, in order to prepare cadets both with knowledge and skills but also with confidence and trust. This is of particular importance as the need to increase the number of cadets graduating from the academic officer program is growing. It implies that more and more cadets will be recruited directly from the basic military training, i.e., being young with relatively low military and leadership experience.
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| 44. |
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