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Sökning: L773:0267 8373 OR L773:1464 5335 > (2015-2019)

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1.
  • Lundmark, Robert, et al. (författare)
  • Leading for change : line managers' influence on the outcomes of an occupational health intervention
  • 2017
  • Ingår i: Work & Stress. - : Taylor & Francis. - 0267-8373 .- 1464-5335. ; 31:3, s. 276-296
  • Tidskriftsartikel (refereegranskat)abstract
    • Line managers may play a central role in the success of occupational health interventions. However, few studies have focussed on the relationship between line managers' behaviours and the outcomes of occupational health interventions. We examined the influence of both line managers' attitudes and actions towards an intervention as well as their transformational leadership on the expected outcomes of the intervention (i.e. employee self-rated health and work ability). The intervention consisted of the implementation and use of a web-based system for occupational health management. A sample of 180 employees provided data for the analysis. Self-rated health and work ability were measured at the baseline (Time 1) and follow-up (Time 3), while employee ratings of line managers' attitudes and actions, and transformational leadership were measured during the intervention process (Time 2). The results revealed that line managers' attitudes and actions positively predicted changes in both self-rated health and work ability. The influence of transformational leadership was indirect and mediated through line managers' attitudes and actions towards the intervention. Based on the results, we suggest using process measures that include aspects of both line managers' attitudes and actions as well as their transformational leadership in future process evaluation.
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2.
  • Nielsen, Karina, et al. (författare)
  • Workplace resources to improve both employee well-being and performance : A systematic review and meta-analysis
  • 2017
  • Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 31:2, s. 101-120
  • Forskningsöversikt (refereegranskat)abstract
    • Organisations are becoming increasingly aware of the importance of employees in gaining and maintaining competitive advantage. The happy worker-productive worker thesis suggests that workers who experience high levels of well-being also perform well and vice versa; however, organisations need to know how to ensure such happy and productive workers. The present review and meta-analysis identifies workplace resources at the individual, the group, the leader, and the organisational levels that are related to both employee well-being and organisational performance. We examine which types of resources are most important in predicting both employee well-being and performance. We identified 84 quantitative studies published in print and online from 2003 to November 2015. Resources at either of the four levels were related to both employee well-being and performance. We found no significant differences in employee well-being and organisational performance between the four levels of workplace resources, suggesting that interventions may focus on any of these levels. Cross-sectional studies showed stronger relationships with well-being and performance than longitudinal studies. Studies using objective performance ratings provided weaker relationships between resources and performance than self-rated and leader/third-party-rated studies.
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4.
  • Simonsen Abildgaard, Johan, et al. (författare)
  • Can job insecurity be managed? Evaluating an organizational-level intervention addressing the negative effects of restructuring
  • 2018
  • Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 32:2, s. 105-123
  • Tidskriftsartikel (refereegranskat)abstract
    • Although downsizing and reorganisation are recognised as serious threats to the psychological well-being of employees, intervention strategies for addressing these events are limited. This study evaluated the effects of a participatory organisational-level intervention in which employees and managers chose to address the psychosocial consequences, specifically job insecurity, of restructuring. The intervention was conducted among postal service letter carriers in Denmark and was evaluated based on quantitative and qualitative data. Using interviews (N = 24) and observations, the programme theory of the intervention and to what extent the intervention had been implemented were assessed. Using survey data (N = 238), repeated measures ANOVAs were conducted to test for differences in the development of job insecurity between the intervention group and a comparison group. The results indicate that the intervention group had a significantly smaller increase in one dimension of job insecurity as compared to the comparison group. Therefore, we conclude that employees’ experiencing of job insecurity, which typically follows in the wake of restructuring, can be addressed by planned efforts at the workplace level.
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5.
  • Stengård, Johanna, et al. (författare)
  • Stuck in a job : Being “locked-in” or at risk of becoming locked-in at the workplace and well-being over time
  • 2016
  • Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 30:2, s. 152-172
  • Tidskriftsartikel (refereegranskat)abstract
    • In this study, being “locked-in” at the workplace is conceptualized as being in a non-preferred workplace while at the same time perceiving low employability. The aim of the study was to investigate how being locked-in or at risk of becoming locked-in (being in a non-preferred workplace yet currently satisfied, combined with perceiving low employability) relates to well-being (subjective health and depressive symptoms). The hypotheses were tested in a Swedish longitudinal sample (T1 in 2010 and T2 in 2012) of permanent employees (N = 3491). The results showed that stability with regard to locked-in-related status (being non-locked-in, at risk of becoming locked-in, or locked-in at both T1 and T2) was related to significant and stable differences in well-being. The non-locked-in status was associated with better well-being than being at risk of becoming locked-in. Moreover, those at risk of becoming locked-in showed better well-being than those with stable locked-in status. Changes towards non-locked-in were accompanied by significant improvements in well-being, and changes towards locked-in were associated with impairments in well-being. The relationships that were found could not be attributed to differences in demographic variables and occupational preference. The findings indicate that being locked-in is detrimental to well-being. This has implications for preventative interventions.
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6.
  • Tafvelin, Susanne, 1975-, et al. (författare)
  • Leading well is a matter of resources : Leader vigour and peer support augments the relationship between transformational leadership and burnout
  • 2019
  • Ingår i: Work & Stress. - : TAYLOR & FRANCIS LTD. - 0267-8373 .- 1464-5335. ; 33:2, s. 156-172
  • Tidskriftsartikel (refereegranskat)abstract
    • Although studies suggest that transformational leaders play an important role in employee health and well-being, the relationship between transformational leadership and employee burnout remains unclear. One reason may be that moderators may play an important role. Building on conservation of resources theory, we examined if leaders' perceptions of internal and external resources in terms of vigour and peer support augmented the relationship between transformational leadership and employee burnout in a sample of municipality workers and their leaders in Sweden (N = 217). Multilevel analyses over two time points revealed that both vigour and peer support enhance this relationship, such that when leaders experience high levels of vigour or peer support, the negative relationship between transformational leadership behaviours and employee burnout was strengthened. Our findings suggest that both personal and contextual resources may help leaders to better engage in transformational leadership, which is important in order to protect employees from burning out.
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7.
  • Torkelson, Eva, et al. (författare)
  • Factors contributing to the perpetration of workplace incivility: the importance of organizational aspects and experiencing incivility from others
  • 2016
  • Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 30:2, s. 115-131
  • Tidskriftsartikel (refereegranskat)abstract
    • In recent years a growing amount of research has been conductedin the area of workplace incivility. Whereas many studies havefocused on the victims and the consequences of incivility, littleattention has been paid to the perpetrators and antecedents ofworkplace incivility. This study aims to identify possibleantecedents of workplace incivility, by investigating organizationalaspects as well as the possibility that being the target of incivilityfrom co-workers and supervisors could induce incivility. A total of512 employees (378 women and 133 men) in the school sector ina Swedish municipality completed an online questionnaire.Overall, the results of structural equation modelling analysesshowed that organizational variables were related to theperpetration of incivility. A direct relationship was found betweenbeing uncivil and organizational change, job insecurity, low socialsupport from co-workers and high job demands. However, thestrongest relationship was found between experienced incivilityfrom co-workers and instigated incivility. This could be reflecting aclimate or culture of incivility in the organization, and carryimplications for future practice in interventions against workplaceincivility. The results indicate the importance of focusing on theperspective of the instigator to gain knowledge about the processof workplace incivility.
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