| 1. |
- Hansen, Niklas, et al.
(författare)
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Predicting nurse burnout from demands and resources in three acute care hospitals under different forms of ownership : A cross-sectional questionnaire survey.
- 2009
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Ingår i: International Journal of Nursing Studies. - : Elsevier BV. - 0020-7489. ; 46:1, s. 95-106
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Tidskriftsartikel (refereegranskat)abstract
- Background: Health care organizations have changed dramatically over the last decades, with hospitals undergoing restructurings and privatizations.Objectives: The aim of this study is to enhance the understanding of the origin and prevalence of burnout in health care by investigating factors in the psychosocial work environment and comparing three Swedish emergency hospitals with different types of ownership.Design: A cross-sectional design was used.Participants: We selected a total sample of 1800 registered nurses from three acute care hospitals, one private for-profit, one private non-profit and one publicly administered. A total of 1102 questionnaires were included in the analyses.Settings: The examined ownership types were a private for-profit, a private non-profit and a traditional publicly administered hospital. All were situated in the Stockholm region, Sweden.Methods: Data were collected by questionnaires using validated instruments, in accordance with the Job Demands–Resources Model and Maslach’s Burnout Inventory. Descriptive statistics, correlation analyses, multivariate covariance analyses and multiple regression analyses were conducted.Results: The results showed that the burnout levels were the highest at the private for-profit hospital and lowest at the publicly administered hospital. However, in contrast to expectations the demands were not higher overall at the for-profit organization or lowest at the public administration unit, and overall, resources were not better in the private for-profit or worse at the publicly administered hospital. Multiple regression analyses showed that several of the demands included were related to higher burnout levels. Job resources were linked to lower burnout levels, but not for all variables.Conclusions: Profit orientation in health care seems to result in higher burnout levels for registered nurses compared to a publicly administered hospital. In general, demands were more predictive of burnout than resources, and there were only marginal differences in the pattern of predictors across hospitals.
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| 2. |
- Näswall, Katharina, et al.
(författare)
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The individual in the changing working life
- 2007
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Bok (övrigt vetenskapligt/konstnärligt)abstract
- Working life has been the subject of great change in recent years, with contemporary conditions generally providing increased opportunities and autonomy for individuals. But these benefits can coincide with greater demands and responsibilities, increasing the pressure to work outside of traditional working hours and so creating conflict between work and family life. This book contributes towards our understanding of contemporary working life, considering how recent changes have affected the work climates, attitudes, and well-being of individuals. Combining traditional theoretical frameworks with innovative new research, it discusses both the positive and negative effects contemporary working life has on organizations and employees. International experts in the fields of work and organizational psychology present strategies to prevent negative working conditions and help individuals achieve a healthy work–life balance.
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| 3. |
- Sverke, Magnus, et al.
(författare)
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Employee Participation in Organizational Change : Investigating the Effects of Proactive vs. Reactive Implementation of Downsizing in Swedish Hospitals
- 2008
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Ingår i: Zeitschrift für Personalforschung. - Mering : Rainer Hampp. - 0179-6437 .- 1862-0000. ; 22, s. 111-129
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Tidskriftsartikel (refereegranskat)abstract
- Whereas employee participation is generally conceived to facilitate implementation of organizational change, only limited research has investigated whether it may reduce the negative effects of downsizing. The present study compares two Swedish hospitals that implemented downsizing in different ways. While there were no major differences in stressors between hospitals, proactive implementation was associated with more employee participation. Moreover, employee participation variables were positively associated with employee work attitudes and well-being at both hospitals. These findings provide insights concerning the importance of a long-term strategic implementation of organizational change.
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| 4. |
- Andersen, Lisa M. J., et al.
(författare)
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The Swedish Version of the Ritvo Autism and Asperger Diagnostic Scale: Revised (RAADS-R) : A Validation Study of a Rating Scale for Adults
- 2011
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Ingår i: Journal of autism and developmental disorders. - New, York, USA : Springer. - 0162-3257 .- 1573-3432. ; 41:12, s. 1635-1645
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Tidskriftsartikel (refereegranskat)abstract
- There is a paucity of diagnostic instruments for adults with autism spectrum disorder (ASD). This study evaluates the psychometric properties of the Swedish version of the Ritvo Autism and Asperger Diagnostic Scale-Revised (RAADS-R), an 80-item self-rating scale designed to assist clinicians diagnosing ASD in adults. It was administered to 75 adults with ASD and 197 comparison cases. Also, a subset completed the Autism Spectrum Quotient (AQ). Three out of four subscales had high internal consistency. Sensitivity was 91% and specificity was 93%. The ASD subjects had significantly higher mean scores on all subscales. ASD females had higher scores than ASD males on the sensory motor subscale, a dimension not included in the AQ. RAADS-R showed promising test re-test reliability.
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| 5. |
- Låstad, Lena, et al.
(författare)
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30 års forskning om anställningsotrygghet : En litteraturöversikt
- 2016
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Ingår i: Arbetsmarknad & Arbetsliv. - Karlstad : Karlstads universitet. - 1400-9692 .- 2002-343X. ; 22:3/4, s. 8-27
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Tidskriftsartikel (refereegranskat)abstract
- Anställningsotrygghet – en oro för att mot sin vilja förlora jobbet – är något som de flesta anställda idag upplever under sina yrkesliv. Den beteendevetenskapliga forskningen inom detta område har skjutit fart sedan millennieskiftet, vilket motiverar behovet av en uppdaterad litteraturöversikt. Översikten omfattar prediktorer och konsekvenser av anställningsotrygghet samt vilka faktorer som har identifierats som viktiga när det gäller att mildra anställningsotrygghetens konsekvenser.
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| 6. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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Inlåsning, anställningsbarhet och välbefinnande efter en omorganisation
- 2013
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Ingår i: Arbetsmarknad & Arbetsliv. - Stockholm : Arbetsmarknadsstyrelsen. - 1400-9692 .- 2002-343X. ; 19:4, s. 101-112
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Tidskriftsartikel (refereegranskat)abstract
- Under perioder där arbetsmarknaden erbjuder färre alternativ är det troligt att fler människor accepterar arbetsplatser där de inte trivs eller stannar kvar på arbeten som de inte vill ha och känner sig inlåsta i. Tidigare forskning har kopplat inlåsning till sämre välbefinnande. Hur inlåsning och välbefinnande förändras när människor byter jobb är mindre känt. Föreliggande studie belyser förändringar i inlåsning, upplevd anställningsbarhet och välbefinnande vid en svensk myndighet efter en organisationsförändring som medfört organisationsinterna arbetsplatsbyten. Resultaten visar på negativa effekter av inlåsning: att stanna kvar på eller flytta till en arbetsplats som man inte önskar ha i framtiden är inte gynnsamt för hälsan.
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| 7. |
- Eib, Constanze, et al.
(författare)
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The interaction between organizational justice and job characteristics : Associations with work attitudes and employee health cross-sectionally and over time
- 2015
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Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 36:3, s. 549-582
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Tidskriftsartikel (refereegranskat)abstract
- The present study investigates to what extent main and interactive effects of overall organizational justice and job characteristics shape employees’ work attitudes (organizational commitment, intention to stay) and health (mental health, somatic health) cross-sectionally and after a period of one year. Questionnaire data from 429 Swedish accountants show that generally both organizational justice and job characteristics had main effects on all outcomes at both time points. Interactions between organizational justice and job characteristics were found for every job characteristic studied (demand, control, support), for both time points but mainly for intention to stay and somatic health. The results show that perceptions of organizational justice and job characteristics can have additive and multiplicative synergetic effects for work attitudes and employee health.
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| 8. |
- Hellgren, Johnny, et al.
(författare)
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Meta-Analysis on Job Insecurity and its Outcomes : An Extension of Previous Knowledge
- 2017
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Ingår i: European Association for Work & Organizational Psychology 2017. May 17-20, 2017, Dublin, Ireland..
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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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| 9. |
- Vander Elst, Tinne, et al.
(författare)
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The effect of job insecurity on employee health complaints : A within-person analysis of the explanatory role of threats to the manifest and latent benefits of work
- 2016
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Ingår i: Journal of Occupational Health Psychology. - : American Psychological Association (APA). - 1076-8998 .- 1939-1307. ; 21:1, s. 65-76
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Tidskriftsartikel (refereegranskat)abstract
- The current study contributes to the literature on job insecurity by highlighting threat to the benefits of work as an explanation of the effect of job insecurity on health complaints. Building on the latent deprivation model, we predicted that threats to both manifest (i.e., financial income) and latent benefits of work (i.e., collective purpose, social contacts, status, time structure, activity) mediate the relationships from job insecurity to subsequent mental and physical health complaints. In addition, in line with the conservation of resources theory, we proposed that financial resources buffer the indirect effect of job insecurity on health complaints through threat to the manifest benefit. Hypotheses were tested using a multilevel design, in which 3 measurements (time lag of 6 months between subsequent measurements) were clustered within 1,994 employees (in Flanders, Belgium). This allowed for the investigation of within-person processes, while controlling for variance at the between-person level. The results demonstrate that job insecurity was related to subsequent threats to both manifest and latent benefits, and that these threats in turn were related to subsequent health complaints (with an exception for threat to the manifest benefit that did not predict mental health complaints). Three significant indirect effects were found: threat to the latent benefits mediated the relationships between job insecurity and both mental and physical health complaints, and threat to the manifest benefit mediated the relationship between job insecurity and physical health complaints. Unexpectedly, the latter indirect effect was exacerbated by financial resources.
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| 10. |
- 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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