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- Bergman, Caroline, et al.
(författare)
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Employees’ Conceptions of Coworkership in a Swedish Health Care Organization
- 2017
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Ingår i: Nordic Journal of Working Life Studies. - : Det Kgl. Bibliotek/Royal Danish Library. - 2245-0157. ; 7:4, s. 91-107
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Tidskriftsartikel (refereegranskat)abstract
- The concept of coworkership is widely established as a top-down communication strategy within organizations. However, interpretations may differ between organizational levels, and the employees’ point of view is still largely unexplored. The aim of this study was to explore and describe conceptions of coworkership among employees with different professions in a Swedish health care organization. Twelve focus group interviews were conducted with 68 employees, and the data were analyzed using phenomenography. Coworkership was experienced as a collective process, which included colleagues but not explicitly managers. Five categories emerged, representing different conceptions of coworkership: group coherence and striving toward a common goal, cooperation over professional and organizational boundaries, work experience and trusting each other’s competence, social climate and sense of community, and participation and influence. The collective process in terms of cooperation is closely related to team climate, which in turn influences the quality of patient care and a health-promoting work environment.
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| 2. |
- Bergman, Caroline, et al.
(författare)
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Exploring communication processes in workplace meetings: A mixed methods study in a Swedish healthcare organization
- 2016
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Ingår i: Work : A journal of Prevention, Assesment and rehabilitation. - : IOS Press. - 1051-9815 .- 1875-9270. ; 54:3, s. 533-541
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Tidskriftsartikel (refereegranskat)abstract
- BACKGROUND: An efficient team and a good organizational climate not only improve employee health but also the health and safety of the patients. Building up trust, a good organizational climate and a healthy workplace requires effective communication processes. In Sweden, workplace meetings as settings for communication processes are regulated by a collective labor agreement. However, little is known about how these meetings are organized in which communication processes can be strengthened. OBJECTIVE: The aim of this study was to explore communication processes during workplace meetings in a Swedish healthcare organization. METHODS: A qualitatively driven, mixed methods design was used with data collected by observations, interviews, focus group interviews and mirroring feedback seminars. Data were analyzed using descriptive statistics and conventional content analysis. RESULTS: The communication flow and the organization of the observed meetings varied in terms of physical setting, frequency, time allocated and duration. The topics for the workplace meetings were mainly functional with a focus on clinical processes. Overall, the meetings were viewed not only as an opportunity to communicate information top down but also a means by which employees could influence decision-making and development at the workplace. CONCLUSIONS: Workplace meetings have very distinct health-promoting value. It emerged that information and the opportunity to influence decisions related to workplace development are important to the workers. These aspects also affect the outcome of the care provided. © 2016 - IOS Press and the authors. All rights reserved.
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| 6. |
- Dellve, Lotta, 1965, et al.
(författare)
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Organizational conditions for Occupational Health and Safety Management practices in homecare and nursing homes, pre-pandemic and in pandemic
- 2022
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Ingår i: WOS - Working On Safety.
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Konferensbidrag (refereegranskat)abstract
- Challenges of safe work environment are recognized in female low-status jobs with a high proportion of migrant workers (SDG Indicator 8.8.1), such as eldercare. Objective: To identify important conditions for OHSM in practice in home care and nursing homes, in general and regarding the prevention of spread of contagion. Methodology: A mixed method design was used. Operative managers from 33 municipalities answered a questionnaire, pre-pandemic and 16 months in pandemic (n=284 and 189). Analysis with linear regression models. Focus-groups (n=11, 52 individuals) with employees and stakeholder in home care was conducted. Interviews and documents of standard operational procedures was analyzed regarding how OHSM are understood, communicated and managed in practice. Results: During the pandemic, routines and standardized procedures of OHSM was introduced and improved in most organizations. Team communication of risks, work adjustments – and equality climate and the available resources in homecare - had importance. In pandemic, the routines and standardized procedures also had importance for OHSM and COVID-specific OHSM, especially in homecare (r2: 0,86) but also in nursing homes (r2: 0,39). The OHSM work in homecare was understood as Rooms for re-constructing standardized guidelines to un-standardized settings. The practice of safety work was formed by room for elders’ independent decisions of forming their homes and by room for group-think shaped by employees’ earlier knowledge, experiences and norms. Conclusion: Supportive conditions with equal climate, explicable routines, visual instructions and reflections of OHSM have stronger importance where work environments are less unstandardized. To better bridge the gap between work as imagine and done in unstandardized contexts, instructions must be formed and reflected upon in the team to be applied.
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| 7. |
- Dellve, Lotta, et al.
(författare)
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The impact of systematic occupational health and safety management for occupational disorders and long-term work attendance
- 2008
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Ingår i: Social Science and Medicine. - : Elsevier BV. - 0277-9536 .- 1873-5347. ; 67:6, s. 965-970
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Tidskriftsartikel (refereegranskat)abstract
- Despite several years of conducting formalized systematic occupational health and safety management (SOHSM), as required by law in Sweden and most other industrialized countries, there is still little evidence on how SOHSM should be approached to have an impact on employees' health. The aim of this study was to investigate the importance of SOHSM, considering structured routines and participation processes. for the incidence of occupational disorders and the prevalence of long-term work attendance among home care workers (HCWs). Municipal human service organizations were compared concerning (a) their structured routines and participation processes for SOHSM and (b) employee health, i.e. the municipal five-year incidence of occupational disorders and prevalence of work attendance among HCWs. National register-based data from the whole population of HCWs (n = 154773) were linked to register-data of occupational disorders and prevalence of long-term work attendance. The top managers and safety representatives in selected high- and low-incidence organizations (n = 60) answered a questionnaire about structure and participation process of SOHSM. The results showed that prevalence of long-term work attendance was higher where structure and routines for SOHSM (policy, goals and plans for action) were well organized. Highly structured SOHSM and human resource management were also related to high organizational incidence of reported occupational disorders. Allocated budget and routines related to HCWs' influence in decisions concerning performance of care were also related to long-term work attendance. The participation processes had a weak effect on occupational disorders and work attendance among HCWs. Reporting occupational disorders may be a functional tool to stimulate the development of effective SOHSM, to improve the work environment and sustainable work ability.
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| 10. |
- Skagert, Katrin, 1970, et al.
(författare)
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A prospective study of managers' turnover and health in a healthcare organization
- 2012
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Ingår i: Journal of Nursing Management. - : Hindawi Limited. - 0966-0429 .- 1365-2834. ; 20:7, s. 889-899
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Tidskriftsartikel (refereegranskat)abstract
- Aims To assess turnover and health of Swedish healthcare managers, and identify important supporting factors relating to work and individual resources. Background Individual managers own sustainability in terms of turnover and health may be influenced by managerial working conditions and individual resources. Methods A 4-year prospective questionnaire study of 216 healthcare managers. Turnover and indicators of good health (healthy work attendance and no burnout) were related to work factors and individual resources using Cox regressions with constant time at risk. Results Forty per cent of the healthcare managers had left after 4 years. Fifty-two per cent had a healthy work attendance record and the proportion with no burnout had increased. Experiencing moderate/high job control was a predictor of remaining in the managerial position. Good health was predicted by having energy left for domestic work and being thoroughly rested after sleep. Conclusions Managerial turnover seems high in Swedish healthcare and linked to working conditions, while sustained health are linked to individual resources. Implications for nursing management Healthcare organizations should focus not only on developing individuals in their managerial role but also on strengthening the conditions that allow managers to exercise their leadership and to ensuring that the managers most suitable for their posts do not leave.
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| 11. |
- Skagert, Katrin, 1970, et al.
(författare)
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Leaders' strategies for dealing with own and their subordinates' stress in public human service organisations
- 2008
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Ingår i: Appl Ergon. - : Elsevier BV. - 0003-6870. ; 39:6, s. 803-11
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Tidskriftsartikel (refereegranskat)abstract
- Despite the acknowledged key role of leaders for psychosocial work environment, few studies focus on how leaders can decrease work-related stress. To gain deeper knowledge of leaders' perceptions and strategies for dealing with their own and their subordinates' stress in public human service organisations (HSO), qualitative interviews were made with leaders from hospitals and regional social insurance offices (n=21), and analysed in line with grounded theory method. The leaders handled subordinates' stress and perceived leadership demands by acting as shock absorber (core category) and used strategies characterised as leading in continuous change whilst maintaining trustworthiness. To cope with their own stress from perceived leadership demands, they tried to sustain their own integrity (core category) by either identifying with or distancing themselves from the leader role. The strategies for dealing with leaders' own and subordinates' exposures to stressors was pervaded by perceived leadership demands and are probably influencing each other. Supportive structures and improved communication about everyday dilemmas seem to be needed in order, not just to prevent stress reactions, but to improve the basic conditions for practicing leadership in HSO.
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| 12. |
- Skagert, Katrin, 1970
(författare)
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Leadership in human service organisations: Conceptions, strategies and preconditions to promote and maintain health at work
- 2010
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- The aim of this thesis was to deepen knowledge of leaders’ conceptions, strategies and preconditions to promote and maintain health at work in human service organisations. Methods: The qualitative study I and prospective study II are both part of a research and development programme (The SAMS study) of workplace health promotion (WHP) projects and the setting was the City of Göteborg. Qualitative interviews with project leaders (n=23) and project applications were analysed in line with grounded theory in study I. Questionnaire and sick-leave register-based data were collected from the employer in study II and analysed on individual (n=2375) and workplace unit (n=34) level. Study III was a qualitative grounded theory study based on interviews with first and second line managers (n=21) in health care organisations and social insurance offices. Study IV was a prospective study of managers (n=216) within a longitudinal cohort questionnaire study of employees working in a large public healthcare organisation. The prevalence of maintaining a managerial post and health were related to work and work–life balance predictors at baseline, using Cox regression. Results: Leaders’ strategies for improving employee health were related to their approaches to economic and human resources. The employees and budget were viewed as either obstacles or as resources to organisational and health development. How the workplace health promotion (WHP) projects were targeted was related to the leaders’ (a) views of responsibility for employee health and (b) focus for change. One project could deal with single or multiple factors. Leadership qualities and WHP strategies had a significant impact on increased work attendance in projects that had goals clearly focusing on changeable factors, in multi-focused projects and in units where leaders viewed the organisation or the society (rather than individual workers) as being responsible for employee health. Leaders attempted to handle stress at the workplace by acting as shock absorbers, characterised as leading in continuous change whilst maintaining trust. To manage their own stress, leaders tried to sustain their own integrity, characterised as either identifying with or distancing themselves from the leadership role. Sixty percent remained as healthcare managers after four years and 52 percent of them had a balanced work attendance. Maintaining as a manager was predicted by moderate/high job control and not having daily contact with patients. Maintained good health was predicted by having energy left for domestic work and feeling invigorated after sleep. Conclusion: Leaders’ conceptions of employees as either obstacles to or opportunities for development and their views on responsibility for employee health seem to influence their WHP strategies. Leadership qualities and WHP strategies have an important effect on implementation processes and on health in the workplace. Supportive structures and improved communication about everyday dilemmas seem to be needed in order to improve the basic conditions for practicing leadership in human service organisations and may be as good an investment as the development of individual leaders’ competences if the turnover of leaders seems high.
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