| 1. |
- Anderzén, Ingrid, 1952-, et al.
(författare)
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Psychophylogcal reactions during the first year of a foreign assignment: result from a controlled longitudinal study.
- 1997
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Ingår i: Work & Stress. - : Taylor & Francis. - 0267-8373 .- 1464-5335. ; 11, s. 304-
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Tidskriftsartikel (refereegranskat)abstract
- Previous studies reveal that employees are exposed to several potential stressors during foreign assignments. This prospective multidisciplinary study followed managers (expatriate group) before and during their first year of an international work assignment. Concurrently, a matched reference group that did not relocate was observed. The secretion of the stress-sensitive hormone prolactin increased in the expatriate group during the first year abroad, compared to the reference group. Selfesteem, family relations, language skills, decreased internal locus of control and job promotion explained 32% of the variance in serum prolactin levels. Lower self-esteem and sense of coherence was related to increased serum prolactin. Increased working hours were associated with decreased work satisfaction. Job promotion was not related to work satisfaction. Mental well-being decreased in the expatriate group, compared to the reference group. Individual factors such as a strong sense of coherence and social provision attenuated decreases in mental well-being. A significant increase in cigarette and alcohol consumption was found in the expatriate group during the first year abroad. This study indicates that there are important psychosocial determinants influencing psychophysiological response patterns in expatriates. The present results put into question the generalizability of the ‘culture shock’ syndrome. The results have practical implications for guiding expatriates on time-limited assignments.
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| 6. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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Comparing three alternative types of employment with permanent full-time work : How do employment contract and perceived job conditions relate to health complaints?
- 2005
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Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 19:4, s. 301-318
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Tidskriftsartikel (refereegranskat)abstract
- Previous research has found alternative employment arrangements to be associated with both impaired and improved well-being. Since such inconsistencies are likely to derive from the type of employment contract as well as the characteristics of the job, this paper compares permanent full time work to alternative employment forms (permanent part time, fixed-term and on-call work) in order to investigate how different employment contracts and perceptions of job conditions relate to individual well-being. This study contributes to the literature by addressing several open questions. Different forms of alternative employment are distinguished and individual background characteristics that might be intertwined with the employment contract are controlled for. Moreover, the scope of this study extends to the effects of perceived job conditions and possible interactive effects with type of employment are tested. Analyses of questionnaire data from 954 Swedish healthcare workers show that perceptions of the job (job insecurity, job control and demands), but not the type of employment contract, predicted health complaints. However, type of employment contract interacted with perceptions of job insecurity, in that insecurity was associated with impaired well-being among permanent full-time workers, while no relationship was found for on-call or core part-time employees. Despite the absence of interactions between employment contract and job demands or job control, it can be concluded that knowledge about the relationship between alternative employment arrangements and the well-being of workers can be enhanced when the combined effects of employment contract and job conditions are studied.
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| 7. |
- Berntson, Erik, et al.
(författare)
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The relationship between perceived employability and subsequent health
- 2007
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Ingår i: Work & Stress. - : Informa UK Limited. - 1464-5335 .- 0267-8373. ; 21:3, s. 279-292
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Tidskriftsartikel (refereegranskat)abstract
- Being capable of getting new employment may enable an employee to cope with turbulent situations or deteriorating job conditions. Individuals who have higher perceived employability are likely to appraise a situation at work more favourably, and consequently experience better health and wellbeing. The aim of the present study was to investigate the relationship between perceived employability and subsequent health, while controlling for baseline health, background factors, and work environment exposures. The study is based on 53 items in the National Working Life Cohort in Sweden from two data collections (2004 and 2005), comprising 1918 individuals. Forced entry hierarchical regression analysis showed that, after controlling for demographics, psychological demands, control, and ergonomic exposures, perceived employability was positively associated with global health and mental well-being, but unrelated to physical complaints. When baseline health status was added, perceived employability was still a significant predictor of two out of three outcome variables. Individuals with higher perceived employability had a tendency to report better health and well-being a year later. It is concluded that how an employee perceives his or her possibilities in regard to acquiring new employment is relevant for well-being at a later stage. Perceived employability, which has been little studied before, is therefore a useful concept in health promotion, both at the individual and at the organizational level.
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| 8. |
- Björk, Lisa, et al.
(författare)
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I shouldn't have to do this : Illegitimate tasks as a stressor in relation to organizational control and resource deficits
- 2013
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Ingår i: Work & Stress. - : Taylor & Francis. - 0267-8373 .- 1464-5335. ; 27:3, s. 262-277
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Tidskriftsartikel (refereegranskat)abstract
- The performance of tasks that are perceived as unnecessary or unreasonable - illegitimate tasks - represents a new stressor concept that refers to assignments that violate the norms associated with the role requirements of professional work. Research has shown that illegitimate tasks are associated with stress and counterproductive work behaviour. The purpose of this study was to provide insight into the contribution of characteristics of the organization on the prevalence of illegitimate tasks in the work of frontline and middle managers. Using the Bern Illegitimate Task Scale (BITS) in a sample of 440 local government operations managers in 28 different organizations in Sweden, this study supports the theoretical assumptions that illegitimate tasks are positively related to stress and negatively related to satisfaction with work performance. Results further show that 10% of the variance in illegitimate tasks can be attributed to the organization where the managers work. Multilevel referential analysis showed that the more the organization was characterized by competition for resources between units, unfair and arbitrary resource allocation and obscure decisional structure, the more illegitimate tasks managers reported. These results should be valuable for strategic-level management since they indicate that illegitimate tasks can be counteracted by means of the organization of work.
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| 10. |
- Boersma, Katja, et al.
(författare)
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Stability and change in burnout profiles over time : A prospective study in the working population
- 2009
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Ingår i: Work & Stress. - London : Taylor & Francis. - 0267-8373 .- 1464-5335. ; 23:3, s. 264-283
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Tidskriftsartikel (refereegranskat)abstract
- This is a prospective study on the development of burnout in the general Swedish working population from a person-oriented perspective. A large random sample of the general working population (N=1118) was cluster analyzed, using scores on the subscales of the Maslach Burnout Inventory at baseline and at 1-year follow-up. The individual and structural stability of the configurations over time, as well as accompanying changes on work-related and mental health variables were investigated. The results show the occurrence of several different configurations of burnout variables. Scoring patterns with high exhaustion and cynicism reflected burnout; those with a high level of professional efficacy reflected engagement; there were also scoring patterns characterized by only one of the dimensions in the relative absence of others. These patterns show structural, as well as individual stability over time. The risk factors for development of burnout or engagement from clusters with only one burnout characteristic varied according to the cluster. These results give new insights, indicating that the road to burnout may be different for subgroups of different burnout profiles, and that these subgroups may potentially have different risk factors associated with the development of burnout. This is of importance for the development of early interventions.
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