| 1. |
|
|
| 2. |
|
|
| 3. |
- de Lange, Annet H., et al.
(författare)
-
Opportunities and challenges in designing and evaluating complex multilevel, multi-stakeholder occupational health interventions in practice
- 2024
-
Ingår i: Work & Stress. - : Routledge. - 0267-8373 .- 1464-5335.
-
Tidskriftsartikel (refereegranskat)abstract
- Extant research suggests the effectiveness of Occupational Health Psychology (OHP) interventions depends on their design in the broader organisational context. While the field recognises that pre- and posttest evaluation do not sufficiently capture the complex dynamics around OHP interventions, complex multi-level OHP interventions are still scarce in the literature. As established intervention implementation frameworks suggest, it remains difficult to address this complexity in practice. The present position paper re-evaluates lessons learned from two complex European OHP intervention projects, by applying the Integrated Process Evaluation Framework (IPEF) and related theories to bridge the gap between the theoretically recognised complexity and practical challenges. The re-evaluations emphasise that programme-multilevel theories rooted in OHP-perspectives contribute to adequately hypothesising around systemic factors and mechanisms relevant to OHP interventions. Concretely, middle range theories that outline how an intervention’s mechanisms work within a specific context to produce certain outcomes are crucial. Additionally, strategically and actively involving key stakeholders at all levels of the system and across the different intervention phases improves the embedding of OHP interventions in organisations. We elaborate on these insights with seven concrete recommendations for complex OHP intervention research.
|
|
| 4. |
- de Lange, Annet H., et al.
(författare)
-
Opportunities and challenges in designing and evaluating complex multilevel, multi-stakeholder occupational health interventions in practice
- 2024
-
Ingår i: WORK AND STRESS. - : Routledge. - 0267-8373 .- 1464-5335.
-
Tidskriftsartikel (refereegranskat)abstract
- Extant research suggests the effectiveness of Occupational Health Psychology (OHP) interventions depends on their design in the broader organisational context. While the field recognises that pre- and posttest evaluation do not sufficiently capture the complex dynamics around OHP interventions, complex multi-level OHP interventions are still scarce in the literature. As established intervention implementation frameworks suggest, it remains difficult to address this complexity in practice. The present position paper re-evaluates lessons learned from two complex European OHP intervention projects, by applying the Integrated Process Evaluation Framework (IPEF) and related theories to bridge the gap between the theoretically recognised complexity and practical challenges. The re-evaluations emphasise that programme-multilevel theories rooted in OHP-perspectives contribute to adequately hypothesising around systemic factors and mechanisms relevant to OHP interventions. Concretely, middle range theories that outline how an intervention's mechanisms work within a specific context to produce certain outcomes are crucial. Additionally, strategically and actively involving key stakeholders at all levels of the system and across the different intervention phases improves the embedding of OHP interventions in organisations. We elaborate on these insights with seven concrete recommendations for complex OHP intervention research.
|
|
| 5. |
- Fältén, Rebecca, et al.
(författare)
-
How are organisational conditions related to illegitimate tasks among managers and their subordinates in the public sector? A Swedish study
- 2024
-
Ingår i: Work & Stress. - 0267-8373 .- 1464-5335.
-
Tidskriftsartikel (refereegranskat)abstract
- Illegitimate tasks violate the norms of what is considered part of the employee's work role and have been found to harm individuals, groups and organisations. The purpose of this study was to investigate the relationship between key organisational conditions - span of control, recruitment needs, administrative support and organisational changes - and the prevalence of unnecessary and unreasonable illegitimate tasks experienced by managers and their subordinates. Data were collected from a sample comprising 80 managers and 863 subordinates in a Swedish municipality using questionnaires to assess their perceptions of illegitimate tasks. Organisational conditions were collected from the human resources register in the municipality. Multilevel analysis results reveal a positive association between the size of workgroups and illegitimate tasks; the more subordinates per workgroup, the more unnecessary and unreasonable tasks managers reported and the more unreasonable tasks the subordinates reported. These findings hold practical implications for organisations because they indicate that illegitimate tasks can be reduced by decreasing the number of employees in larger workgroups.
|
|
| 6. |
- Leineweber, Constanze, 1973-, et al.
(författare)
-
Trajectories of effort-reward imbalance in Swedish workers : Differences in demographic and work-related factors and associations with health
- 2020
-
Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 34:3, s. 238-258
-
Tidskriftsartikel (refereegranskat)abstract
- The aim of the study was to identify trajectories of effort-reward imbalance (ERI), to examine these with respect to demographic (age, gender, socio-economic position) and work-related (employment contract, work hours, shift work, sector) factors, and to investigate associations with different health indicators (self-rated health, depressive symptoms, migraine, sickness absence). The study used four waves of data (N = 6702), collected biennially within the Swedish Longitudinal Occupational Survey of Health (SLOSH). Using latent class growth modelling, we identified four trajectories: a stable low imbalance trajectory, which comprised 90% of all participants, and three change trajectories including a decreasing trajectory (4% of the participants), an inverted U-shaped trajectory and an increasing imbalance trajectory, both in 3% of the participants. Results indicate that a sizeable proportion of Swedish employees’ experience imbalance between efforts and rewards at work. The most favourable trajectory comprised relatively more men and was characterised by better work-related characteristics than the less favourable ERI trajectories. All change trajectories were dominated by women and employees in the public sector. Health developments followed ERI trajectories, such that less favourable trajectories associated with impaired health and more favourable trajectories associated with better health. Sickness absence increased among all ERI trajectories, most so for the decreasing and increasing ERI trajectory.
|
|
| 7. |
- M. Gavelin, Hanna, 1982-, et al.
(författare)
-
Cognitive function in clinical burnout: A systematic review and meta-analysis
- 2022
-
Ingår i: Work & Stress. - : Taylor & Francis. - 0267-8373 .- 1464-5335. ; 36:1, s. 86-104
-
Forskningsöversikt (refereegranskat)abstract
- Clinical burnout has been associated with impaired cognitive functioning; however, inconsistent findings have been reported regarding the pattern and magnitude of cognitive deficits. The aim of this systematic review and multivariate meta-analysis was to assess cognitive function in clinical burnout as compared to healthy controls and identify the pattern and severity of cognitive dysfunction across cognitive domains. We identified 17 studies encompassing 730 patients with clinical burnout and 649 healthy controls. Clinical burnout was associated with impaired performance in episodic memory (g = −0.36, 95% CI −0.57 to −0.15), short-term and working memory (g = −0.36, 95% CI −0.52 to −0.20), executive function (g = −0.39, 95% CI −0.55 to −0.23), attention and processing speed (g = −0.43, 95% CI −0.57 to −0.29) and fluency (g = −0.53, 95% CI −1.04 to −0.03). There were no differences between patients and controls in crystallized (k = 6 studies) and visuospatial abilities (k = 4). Our findings suggest that clinical burnout is associated with cognitive impairment across multiple cognitive domains. Cognitive dysfunction needs to be considered in the clinical and occupational health management of burnout to optimise rehabilitation and support return-to-work.
|
|
| 8. |
- Nielsen, Karina, et al.
(författare)
-
What about me? The impact of employee change agents’ person-role fit on their job satisfaction during organisational change
- 2021
-
Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 35:1, s. 57-73
-
Tidskriftsartikel (refereegranskat)abstract
- Organisational changes do not always achieve their intended outcomes and have been found to have negative consequences on employee wellbeing. It has been argued that this is because change processes need to support employees adopting the change. In the present study, we study an organisational change aimed to improve employee capacity to provide eHealth services. To support the change, employees were appointed change agents and trained in running seminars to facilitate the change. Using Person-Job fit as our theoretical framework, we proposed that change agents who perceived they possess the necessary competencies to deal with the change agent role (Person-Role fit) would feel more efficacious in this role and be more satisfied with their jobs post-change. We suggested that role-specific self-efficacy mediated the relationship between person-role fit and job satisfaction and that the most dissatisfied pre-change would perceive the greatest improvements in job satisfaction. Using a paired t-test, repeated measures analyses and mixed methods mediation testing, we found that change agents (N = 110) reported increased job satisfaction post-change. Change agents who were dissatisfied with their jobs pre-change, but perceived a good fit to the change agent role, reported the greatest improvements in job satisfaction. No significant results were found for self-efficacy.
|
|
| 9. |
- Rosander, Michael, 1965-, et al.
(författare)
-
Workplace bullying and mental health problems in balanced and gender-dominated workplaces
- 2023
-
Ingår i: Work & Stress. - : Taylor & Francis Ltd. - 0267-8373 .- 1464-5335. ; 37:3, s. 325-344
-
Tidskriftsartikel (refereegranskat)abstract
- We investigate risks of exposure to workplace bullying and related mental health outcomes for men and women when being in a gender minority as opposed to working in a gender-balanced working environment or when belonging to a gender majority. Based on a social identity perspective, we tested hypotheses about the risks of bullying and differences in the increase in mental health problems in a probability sample of the Swedish workforce in a prospective design. The results showed an increased risk of bullying and an increase in mental health problems as an outcome for men when in a gender minority, however, there were no corresponding risks for women. The risks for men were most obvious for person-related negative acts and for anxiety as an outcome. Social identity may clarify why a minority might be more at risk as well as the outcome it may lead to. Deviating from the group prototype may be perceived as a threat to the group alienating the target and opening up for sanctions. The observed gender differences may further be understood using social role theory. Men in female-dominated workplaces may deviate more from the expected traditional gender role and may be more susceptible to sanctions and suffer graver consequences as a result. The outcomes may be more severe if exposed to person-related acts compared to acts related to ones work.
|
|
| 10. |
- Rosander, Michael, et al.
(författare)
-
Workplace bullying in a group context: are victim reports of working conditions representative for others at the workplace?
- 2023
-
Ingår i: Work & Stress. - : TAYLOR & FRANCIS LTD. - 0267-8373 .- 1464-5335.
-
Tidskriftsartikel (refereegranskat)abstract
- Previous research on psychosocial working conditions as risk factors of workplace bullying builds on the underlying assumption that targets subjective reports of their psychosocial working conditions are shared by their non-bullied colleagues. This study investigates differences in perceptions of such conditions by comparing the ratings from targets of bullying, witnesses, and non-witnesses in groups with at least one target, and groups free from bullying. We also examine if known work-related risk factors predict a group level estimate of bullying with the targets excluded from the analyses. Data included 2215 employees in 195 work groups from Sweden. Targets of bullying perceived the psychosocial working conditions more negatively compared to non-exposed colleagues. In addition, non-exposed in work groups with at least one target reported their working conditions more negatively than those working in groups free from bullying. Associations between examined working conditions and group levels of bullying were significant even when the targets were excluded from the analyses, albeit less strong. The results show that working conditions are risk factors of bullying, but also indicate that previous studies may have overestimated the associations. Future research should consider differences in perceptions of targets and non-targets when investigating work-related risk factors of bullying.
|
|
| 11. |
- Tornroos, Maria, et al.
(författare)
-
High-involvement work practices and conflict management procedures as moderators of the workplace bullying-wellbeing relationship
- 2020
-
Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 34:4, s. 386-405
-
Tidskriftsartikel (refereegranskat)abstract
- Despite the serious consequences of exposure to workplace bullying for the wellbeing of individuals and functioning of organisations, few studies have investigated how organisational practices could reduce the negative impact of bullying on employee wellbeing. In the present study, we investigate the longitudinal association of exposure to workplace bullying with depressive symptoms and sleep problems, and whether high-involvement work practices (HIWP) and conflict management (CM) procedures moderate these associations. The data for the study were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final sample comprised 21,029 individuals with 45,678 person-observations from 4 waves. Longitudinal multilevel models (with study waves nested under individuals) showed that exposure to workplace bullying increased depressive symptoms and sleep problems. Furthermore, both HIWPs and CM procedures were moderators of the association between exposure to bullying and depressive symptoms and sleep problems. The results support previous findings, suggesting that workplace bullying has severe consequences for subsequent wellbeing. Moreover, it extends previous research by showing that organisational practices, such as high-involvement work practices and collaborative conflict management procedures, may act as organisational resources that buffer the negative effects of exposure to bullying on wellbeing.
|
|
| 12. |
- Van Hootegem, Anahi, et al.
(författare)
-
Does occupational self-efficacy mediate the relationships between job insecurity and work-related learning? A latent growth modelling approach
- 2022
-
Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 36:3, s. 229-250
-
Tidskriftsartikel (refereegranskat)abstract
- This study investigates whether job insecurity is related to employee learning (i.e. the acquisition of knowledge, skills and competencies/characteristics; KSAOs) and whether occupational self-efficacy functions as a mediating mechanism in this relationship. We used three-wave longitudinal data, with a time lag of six months, collected among Flemish employees (N = 1708), and employed a latent growth curve modelling approach. The results provide support for a dynamic relationship between job insecurity and employee learning. More specifically, changes in employees' levels (i.e. the slope) of job insecurity were related to changes in occupational self-efficacy. Changes in self-efficacy, in turn, were related to changes in levels of newly acquired KSAOs, in such a way that occupational self-efficacy operated as a mediator between job insecurity and newly acquired KSAOs. These results contribute to the understanding of the relationship between job insecurity and work-related learning, and to the general understanding of the mechanisms linking job insecurity to outcomes.
|
|
| 13. |
- von Thiele Schwarz, Ulrica, 1975-, et al.
(författare)
-
Complexity embraced : a new perspective on the evaluation of organisational interventions
- 2024
-
Ingår i: Work & Stress. - : TAYLOR & FRANCIS LTD. - 0267-8373 .- 1464-5335.
-
Tidskriftsartikel (refereegranskat)abstract
- Organisational interventions are recommended to address the root causes of ill-health in organisations. Yet, the evidence for their effectiveness is inconclusive, likely because such interventions are complex, and their effectiveness depends on how and in which contexts the interventions are implemented. This makes organisational interventions challenging to evaluate. While multiple factors affecting implementation and intervention outcomes have been uncovered, it remains unclear which of them are necessary and which are sufficient to produce desired outcomes. To move forward, we argue that the field would benefit from using a theory of causation that better reflects that factors can combine in various ways, that there may be multiple paths to the same outcome, and that a factor can be necessary for bringing about an outcome and thus always leads to it, or sufficient, implying that multiple factors can independently lead to the same outcome. We believe that the use of evaluation designs that align with this type of causation, such as the configurational comparative methods in general and coincidence analysis in particular, will be a significant turning point for the field. The proposed paradigm will improve the precision of current frameworks and models for the evaluation and implementation of organisational interventions.
|
|
