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Sökning: hsv:(MEDICIN OCH HÄLSOVETENSKAP) hsv:(Hälsovetenskaper) hsv:(Arbetsmedicin och miljömedicin)

  • Resultat 1-6 av 6
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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
  • 2021
  • Ingår i: International Journal of Environmental Research and Public Health. - : MDPI AG. - 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.
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2.
  • Nilsson, Kerstin, et al. (författare)
  • Are my employees able to and do they want to work? The baseline investigation in a follow up study regarding managers’ attitudes and measures to increase employees’ employability in an extended working life
  • 2021
  • Ingår i: Proceedings of the 21st congress of the international ergonomics association (IEA 2021). - Cham : Springer. - 9783030746049 - 9783030746056 ; , s. 10-16
  • Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
    • Background: The demographic change affects the retirement age, which has been postponed in many countries. Therefore, the number of senior employees is increasing in the world. However, managers’ attitudes towards their employees’ employability affect the employees’ possibilities regarding whether they can and want to work.Objective: The aim of this study was to evaluate managers’ attitudes towards their employees’ employability and what factors and measures that affect whether employees can and want to work in an extended working life.Method: The study population in this study consists of 249 municipality managers in Sweden, from a baseline investigation in a follow up study following the swAge-questionnaire. The data was analysed through the method of logistic regression.Results: 79% of the managers stated that their employees ‘can’ work and 58% that their employees ‘want to’ work until 65 years or older. Managers believed their employees’ health, physical work environment, skills and competence were associated to if they would be able to work until 65 years or older. Lack of support in the social work environment and lack of possibilities to arrange relocations if needed were associated to whether managers believed their employees want to work.Conclusions: The results indicate that the postponement the retirement age must be followed by measures in the employees’ work situation in order to decrease demands, increase rotation or change work tasks if needed, as well as increased possibilities to recuperate through reduced workload, reduced work pace and reduced working hours. The results will hopefully contribute to the understanding of needed organisational measures in the process of extending working life.
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3.
  • Nilsson, Kerstin, et al. (författare)
  • Organisational Measures and Strategies for a Healthy and Sustainable Extended Working Life and Employability-A Deductive Content Analysis with Data Including Employees, First Line Managers, Trade Union Representatives and HR-Practitioners
  • 2021
  • Ingår i: International Journal of Environmental Research and Public Health. - 1661-7827 .- 1660-4601. ; 18:11, s. 1-29
  • Tidskriftsartikel (refereegranskat)abstract
    • Due to the global demographic change many more people will need to work until an older age, and organisations and enterprises need to implement measures to facilitate an extended working life. The aim of this study was to investigate organisational measures and suggestions to promote and make improvements for a healthy and sustainable working life for all ages in an extended working life. This is a qualitative study, and the data were collected through both focus group interviews and individual interviews that included 145 participants. The study identified several suggestions for measures and actions to increase employability in the themes: to promote a good physical and mental work environment; to promote personal financial and social security; to promote relations, social inclusion and social support in the work situation; and to promote creativity, knowledge development and intrinsic work motivation, i.e., based on the spheres of determination in the theoretical swAge-model (sustainable working life for all ages). Based on the study results a tool for dialogue and discussion on employee work situation and career development was developed, and presented in this article. Regular conversations, communication and close dialogue are needed and are a prerequisite for good working conditions and a sustainable working environment, as well as to be able to manage employees and develop the organisation further. The identified measures need to be revisited regularly throughout the employees' entire working life to enable a healthy and sustainable working life for all ages.
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4.
  • Nilsson, Petra, 1980-, et al. (författare)
  • Development and quality analysis of the Work Experience Measurement Scale (WEMS)
  • 2010
  • Ingår i: Work. - : IOS Press. - 1051-9815 .- 1875-9270. ; 35:2, s. 153-161
  • Tidskriftsartikel (refereegranskat)abstract
    • Instruments related to work are commonly illuminated from an ill-health perspective. The need for a concise and useable instrument in workplace health promotion governed the aim of this paper which is to present the development process and quality assessment of the Work Experience Measurement Scale (WEMS). A survey, using a questionnaire based on established theories regarding work and health, and a focus group study were performed in hospital settings in 2005 and 2006 respectively. A Principal Component Analysis (PCA) was used to statistically develop a model, and focus group interviews were made to compare quantitative and qualitative results for convergence and corroboration. The PCA resulted in a six factor model of dimensions containing items regarding management, reorganization, internal work experience, pressure of time, autonomy and supportive working conditions. In the analysis of the focus group study three themes appeared and their underlying content was compared to, and matched, with the dimensions of the PCA. The reliability, shown by weighted kappa values, ranged from 0.36 to 0.71, and adequate Cronbach's Alpha values of the dimensions were all above 0.7. The study validity, indicated by discriminant validity, with correlation values that ranged from 0.10 to 0.39, in relation to the content validity appeared to be good when the theoretical content of the WEMS was compared to the content of similar instruments. The WEMS presents a multidimensional picture of work experience. Its theoretical base and the psychometric properties give support for applicability and offer a possibility to measure trends in the work experience over time in health care settings. One intention of the WEMS is to stimulate the ability of organizations and the employees themselves to take action on improving their work experience. The conciseness of the instrument is intended to increase its usability.
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5.
  • Nilsson, Petra, 1980-, et al. (författare)
  • The work experience measurement scale (WEMS) : a useful tool in workplace health promotion
  • 2013
  • Ingår i: Work. - : IOS Press. - 1051-9815 .- 1875-9270. ; 45:3, s. 379-387
  • Tidskriftsartikel (refereegranskat)abstract
    • OBJECTIVE: To present validity data for the Work Experience Measurement Scale (WEMS), an instrument measuring multifaceted work experience from a salutogenic health resource perspective as a contrast to the more common pathogenic risk perspective, by exploring WEMS relationship to established measurements that are positively related to health and work. A salutogenic perspective focuses on finding conditions and resources in life, for example at work, that can enhance the individual's health and strength, instead of those causing illness and weakness.METHOD: This study was carried out in 2009 at a Swedish hospital with a web-based survey (WEMS) to 770 employees. Different occupational groups at the hospital participated. Additional questionnaires used at the same time were the Utrecht Work Engagement Scale (UWES-9), the Salutogenic Health Indicator Scale (SHIS), the General Self-Efficacy scale (GSE), and three questions about self-rated health, general well-being, and quality of life.RESULTS: Cronbach's Alpha of WEMS sub-indices were in the interval of 0.85—0.96. Convergent validity and discriminant validity of WEMS and its sub-indices were shown to be satisfying by correlations. In addition, WEMS demonstrated the ability to discriminate between groups. WEMS sub-indices discriminated even better between groups than the total index.CONCLUSION: The WEMS proved to be a workplace health promotion questionnaire that was able to measure experiences of work from a salutogenic perspective. The WEMS has a potential of being a useful tool in workplace health promotion to enhance positive human capabilities and resources to improve work performance.
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6.
  • Jönsson, Peter, et al. (författare)
  • Cardiovascular and cortisol reactivity and habituation to a virtual reality version of the Trier Social Stress Test : a pilot study
  • 2010
  • Ingår i: Psychoneuroendocrinology. - : Elsevier. - 0306-4530 .- 1873-3360. ; 35:9, s. 1397-1403
  • Tidskriftsartikel (refereegranskat)abstract
    • The Trier Social Stress Test (TSST) is a widely used protocol to induce stress in laboratory settings. Briefly, in the TSST, the test participant is asked to hold a speech and to do an arithmetic task in front of an audience. In the present pilot study, we examined endocrine and autonomic reactivity and habituation to repeated stress provocations using a virtual reality (VR) version of TSST. The VR system was a CAVE™ system with three rear projected walls (4 m×3 m), and one floor projection. The system also included a head tracking system and passive stereoscopy. The virtual audience consisted of one woman, and two men. Ten healthy men, mean age 28.3 years (24-38 years), were confronted with the test twice (1 week between sessions), during which salivary cortisol, heart rate (HR), high frequency heart rate variability (HF-HRV, parasympathetic activity), and T-wave amplitude (TWA, suggested to be related to sympathetic influence on myocardial performance) were assessed. Cortisol secretion showed a marked increase (88% vs. baseline) during the first stress provocation, but habituated in the second session. The magnitude of HR and TWA reactivity during stress provocation was approximately the same at both sessions, implying a stable increase in sympathetic activity. Heart rate showed a maximum increase of 40% at the first session, and 32% at the second. TWA showed a maximum decrease of 42% at the first session, and 39% at the second. The results resemble those obtained in prior studies using the real-life TSST. If these results can be replicated with larger samples, VR technology may be used as a simple and standardized tool for social stress induction in experimental settings.
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