| 1. |
- Arvidsson, Inger, et al.
(författare)
-
Should I Stay or Should I Go? : Associations between Occupational Factors, Signs of Exhaustion, and the Intention to Change Workplace among Swedish Principals
- 2023
-
Ingår i: Sustainable Healthy Working Life for All Ages. - : MDPI Books. ; , s. 139-158
-
Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- A high turnover among principals may disrupt the continuity of leadership and negativelyaffect teachers and, by extension, the students. The aim was to investigate to what extent variouswork environment factors and signs of exhaustion were associated with reported intentions tochange workplace among principals working in compulsory schools. A web-based questionnaire wasadministered twice, in 2018 and in 2019. Part I of the study involved cross-sectional analyses of theassociations 2018 (n = 984) and 2019 (n = 884) between occupational factors, signs of exhaustion, andthe intention to change workplace, using Generalized Estimating Equations models. Part II involved631 principals who participated in both surveys. The patterns of intended and actual changes ofworkplace across two years were described, together with associated changes of occupational factorsand signs of exhaustion. Supportive management was associated with an intention to stay, whiledemanding role conflicts and the feeling of being squeezed between management and co-workers(buffer-function) were associated with the intention to change workplace. The principals whointended to change their workplace reported more signs of exhaustion. To increase retention amongprincipals, systematic efforts are probably needed at the national, municipal, and local level, in orderto improve their working conditions
|
|
| 2. |
- Arvidsson, Inger, et al.
(författare)
-
Should I stay or should I go? Associations between occupational factors, signs of exhaustion and the intention to change workplace among swedish principals
- 2021
-
Ingår i: International Journal of Environmental Research and Public Health. - : MDPI Multidisciplinary Digital Publishing Institute. - 1661-7827 .- 1660-4601. ; 18:10, s. 1-20
-
Tidskriftsartikel (refereegranskat)abstract
- A high turnover among principals may disrupt the continuity of leadership and negatively affect teachers and, by extension, the students. The aim was to investigate to what extent various work environment factors and signs of exhaustion were associated with reported intentions to change workplace among principals working in compulsory schools. A web-based questionnaire was administered twice, in 2018 and in 2019. Part I of the study involved cross-sectional analyses of the associations 2018 (n = 984) and 2019 (n = 884) between occupational factors, signs of exhaustion, and the intention to change workplace, using Generalized Estimating Equations models. Part II involved 631 principals who participated in both surveys. The patterns of intended and actual changes of workplace across two years were described, together with associated changes of occupational factors and signs of exhaustion. Supportive management was associated with an intention to stay, while demanding role conflicts and the feeling of being squeezed between management and co-workers (buffer-function) were associated with the intention to change workplace. The principals who intended to change their workplace reported more signs of exhaustion. To increase retention among principals, systematic efforts are probably needed at the national, municipal, and local level, in order to improve their working conditions.
|
|
| 3. |
|
|
| 4. |
- Jönsson, Peter, et al.
(författare)
-
Exhaustion-related changes in cardiovascular and cortisol reactivity to acute psychosocial stress.
- 2015
-
Ingår i: Physiology & Behavior. - : Elsevier BV. - 1873-507X .- 0031-9384. ; 151:Jul 22, s. 327-337
-
Tidskriftsartikel (refereegranskat)abstract
- Prior findings indicate that individuals scoring high on vital exhaustion show a dysfunctional stress response (DSR), that is, reduced cortisol reactivity and habituation to psychosocial stressors. The main aim of the present study was to examine whether a DSR may be a vulnerability factor in exhaustion disorder (ED). We examined whether a DSR is present during the early stages of ED, and still is present after recovery. Three groups were studied: 1. Former ED patients (n = 14); 2. persons who during the past 6 month had experienced stress at work and had a Shirom-Melamed Burnout Questionnaire (SMBQ) score over 3.75, considered to indicate a pre-stage of ED (n = 17); 3. persons who had not experienced stress at work during the past 6 months and had a SMBQ score below 2.75 (n = 20). The participants were exposed twice to a virtual version of the Trier Social Stress Test (V-TSST), during which salivary cortisol samples were collected. In addition, high frequency heart rate variability (HF-HRV), heart rate (HR), t-wave amplitude (TWA), and alpha-amylase were assessed to examine stress reactivity and habituation in the autonomic nervous system (ANS). The initial analyses showed dear hypothalamic-pituitary-adrenal (HPA) axis and sympathetic nervous system (SNS) activations in both V-TSST sessions, together with habituation of cortisol and heart rate in the second session, but without any significant group differences. However, the former ED patients showed considerable variation in self-reported signs of exhaustion (SMBQ). This led us to assign former ED patients with lower ratings into the low SMBQ group (LOWS) and those with higher ratings to the high SMBQ group (HIGHS). When repeating the analyses a different picture emerged; the HIGHS showed a lower cortisol response to the V-TSST than did the LOWS. Both groups' cortisol response habituated to the second V-TSST session. The ANS responses did not differ between the two groups. Thus, persons in a pre-stage of ED and unrecovered former ED patients showed signs of DSR, in contrast to healthy controls and recovered former ED patients. The results may be interpreted as indicating that DSR in the HPA axis is present early on in the stress process, but subsides after successful recovery. (C) 2015 The Authors. Published by Elsevier Inc. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/).
|
|
| 5. |
- Karlson, Björn, et al.
(författare)
-
Long-term stability of return to work after a workplace-oriented intervention for patients on sick leave for burnout.
- 2014
-
Ingår i: BMC Public Health. - : Springer Science and Business Media LLC. - 1471-2458. ; 14:Aug 9
-
Tidskriftsartikel (refereegranskat)abstract
- The period from the mid-1990s to the mid-2000s saw a rapid increase in long-term sick leave in Sweden, primarily due to mental illness and often related to job burnout. This led to an urge for effective treatment programs that could prevent the often long sick leaves. In 2010 we presented a newly developed work-place intervention method, showing that 89% of the intervention group had returned to work at a 1.5 year follow-up, compared to 73% of the control group. The main aim of this study was to assess the long-term stability of these promising results.
|
|
| 6. |
|
|
| 7. |
- Nilsson, Kerstin, et al.
(författare)
-
School Principals’ Work Participation in an Extended Working Life—Are They Able to, and Do They Want to? A Quantitative Study of the Work Situation
- 2022
-
Ingår i: International Journal of Environmental Research and Public Health. - : MDPI AG. - 1661-7827 .- 1660-4601. ; 19:7
-
Tidskriftsartikel (refereegranskat)abstract
- The objective of this study is to increase the knowledge regarding school principals’ work situations by examining the associations between various factors and the school principals’ assessments of their ability or wish to work until 65 years of age or longer. The 1356 participating school principals in this study were aged between 50 and 64 years of age. Individual and work factors were evaluated in relation to two dichotomized outcomes: i.e., can work and want to work beyond 65 years of age, respectively. Generalized Estimating Equations (GEE) models were used to specify bivariate and multivariate cross-sectional logistic regression models that accounted for repeated measurements. The results showed that, both in 2018 and 2019, about 83% of the school principals stated that they could work and about 50% stated that they wanted to work until 65 years of age and beyond. School principals’ exhaustion symptoms and experiences of an excessive burden were statistically significantly associated with whether they both could not and did not want to work beyond 65 years of age. Additionally, the school principals’ experiences of support from the executive management in the performance of their managerial duties was of primary importance for whether the school principals wanted to work until 65 years of age and beyond. To conclude, it is important that school principals receive sufficient support from the management to cope with their often very stressful leadership tasks so that they have the opportunity to be able and willing to continue working their entire working life. The study strengthens the robustness of the theoretical SwAge model regarding the investigated factors related to determinant factors for a sustainable working life and as a basis for developing practical tools for increased employability for people of older ages.
|
|
| 8. |
- Persson, Roger, et al.
(författare)
-
Prevalence of exhaustion symptoms and associations with school level, length of work experience and gender: a nationwide cross-sectional study of Swedish principals
- 2021
-
Ingår i: BMC Public Health. - : Springer Science and Business Media LLC. - 1471-2458. ; 21:1
-
Tidskriftsartikel (refereegranskat)abstract
- BACKGROUND: While poor mental health and psychiatric disorders attributed to stressful work conditions are a public health concern in many countries, the health consequences of the occupational stress experienced by school principals is an understudied issue. Although current data is lacking, some research suggests that principals have a stressful work situation that eventually may lead to burnout and exhaustion disorder, thus negatively affecting the ability of principals to function as leaders. To gauge the situation in Sweden, and as a basis for future preventive actions, we examined to what extent principals displayed signs of exhaustion and whether the prevalence rates of exhaustion differed across school levels, length of work experience as a principal, and gender.METHODS: Principals (N = 2219; mean age 49 years [SD 7 years]; 78% women) working at least 50% in pre-schools, compulsory schools, upper secondary schools or adult education completed a cross-sectional web survey entailing two validated inventories: The Karolinska Exhaustion Disorder Scale (KEDS) and the Lund University Checklist for Incipient Exhaustion (LUCIE). Data was analysed using traditional non-parametric methods. Gender stratification achieved covariate balance when analysing school level and length of work experience.RESULTS: Altogether, 29.0% of the principals met the exhaustion criteria in KEDS. The prevalence rates for the four LUCIE-steps of increasing signs of exhaustion were: no signs of stress, 48.8%; weak signs of stress, 25.6%; clear signs of stress but no exhaustion, 15.4%; possible exhaustion disorder, 10.2%. Compared with male principals, female principals reported more signs of possible exhaustion disorder in both LUCIE and KEDS. School level was not associated with reports of exhaustion symptoms in neither LUCIE nor KEDS. Among male principals, length of work experience was associated with exhaustion symptoms in KEDS.CONCLUSIONS: A large group of Swedish principals working in pre-schools, compulsory schools, upper secondary schools or adult education displayed a symptomatology of signs of exhaustion that if sustained might lead to poor health. This observation suggests that education authorities, or other relevant stakeholders, ought to take some form of preventive action. However, effective combinations of individual, group, organisational, and/or societal preventive activities remain to be identified and tested.
|
|
| 9. |
- Persson, Roger, et al.
(författare)
-
Självskattad hälsa och förekomst av utmattningstecken bland Svenska skolledare : Tvärsnittsresultat från 2018 och 2019
- 2020
-
Bok (övrigt vetenskapligt/konstnärligt)abstract
- I denna rapport redovisas delresultat från ett treårigt forskningsprojekt somfinansieras av AFA-försäkringar. Projektet heter ”Skolledares arbetsmiljö: Ettprojekt om organisatoriska förutsättningar, stressrelaterad psykisk ohälsa,personalrörlighet och förbättringspotential”. Projektet är ett tvärvetenskapligtsamarbete mellan Avdelningen för arbets- och miljömedicin (AMM) ochInstitutionen för psykologi (IfP) vid Lunds Universitet samt Centrum förskolledarutveckling vid Umeå Universitet.I rapporten redovisas tvärsnittsresultat från totalt 2749 skolledare sombesvarade en webbenkät åtminstone en gång något av åren 2018 (n=2274) och2019 (n=1959). Fokus ligger på att belysa skolledarnas självskattade hälsa samtatt värdera hur stor andel av skolledarna som uppvisar tidiga tecken påutmattning eller uttalade tecken på utmattning. Om hänsyns tas tillundersökningens begräsningar, visar resultaten att cirka 20-25% av skolledarnaligger i riskzonen för att utveckla UMS om deras situation blir varaktig.Samtidigt rapporterarmajoriteten av skolledarna sin allmänhälsa som god ellermycket god.
|
|
| 10. |
- Persson, Roger, et al.
(författare)
-
Supportive and demanding managerial circumstances and associations with excellent workability: a cross-sectional study of Swedish school principals
- 2021
-
Ingår i: BMC psychology. - : Springer Science and Business Media LLC. - 2050-7283. ; 9:1
-
Tidskriftsartikel (refereegranskat)abstract
- BackgroundThe leadership of principals is important for school, teacher and student related outcomes. To be capable of doing their work (i.e., having sufficient workability), school principals need proper organisational preconditions, motivation, and good health. It is therefore concerning that some studies suggest that principals have a work situation that risks taxing their health and reducing their workability. However, few studies have examined the psychosocial working conditions of principals and no study has gauged principals’ workability. Accordingly, we decided to examine Swedish principals’ workability and their perceptions of eight demanding and five supportive managerial circumstances as well as the associations between managerial circumstances and reports of excellent workability.MethodsThe participants comprised 2219 Swedish principals (78% women) who completed a cross-sectional web survey in 2018. A brief version of the Gothenburg Manager Stress Inventory (GMSI-Mini) gauged managerial circumstances. Workability was assessed with the workability score (0–10; WAS). Unadjusted and adjusted logistic regression analyses were used to examine associations between managerial circumstances and reports of excellent workability (WAS ≥ 9). Covariates were: length of work experience as a principal, school level, self-rated health, and general self-efficacy.ResultsThe results showed that circa 30% of the principals reported excellent workability. The GMSI-Mini results showed that role conflicts, resource deficits, and having to harbour co-workers’ frustrations were the most frequently encountered managerial demands. Meanwhile, cooperating co-workers, supportive manager colleagues, and a supportive private life were the most supportive managerial circumstances. Adjusted logistic regression analyses showed that role conflicts and role demands were associated with an increased likelihood of reporting less than excellent workability. In contrast, supportive managerial colleagues, a supportive private life and supportive organisational structures were associated with an increased likelihood of reporting excellent workability.ConclusionCirca 30% of the participating principals perceived their workability to be excellent. Reducing role demands, clarifying the principals’ areas of responsibility and accountability in relation to other actors in the governing chain (role conflicts), striving for increased role clarity, and striving to find ways to separate work and private life, seem to be promising intervention areas if increasing principals’ workability is desired.
|
|
