| 1. |
- Annell, Stefan, et al.
(författare)
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Lämna yrket eller stanna kvar? En studie om nya poliser
- 2019
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Ingår i: Arbetsmarknad & Arbetsliv. - Karlstad : Karlstads universitet. - 1400-9692 .- 2002-343X. ; 25:2, s. 6-27
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Tidskriftsartikel (refereegranskat)abstract
- Denna studie undersöker vilka faktorer som bidrar till att yngre poliser i Sverige väljer att lämna yrket. Studien följer en kohort (N=717) av yngre poliser. Data från antagningen till polisutbildningen (T1-2008), efter ett års arbete (T2-2011) och efter sju års arbete (T3-2017) används för statistiska analyser baserade på en bred uppsättning variabler. Resultaten visar att förhållandevis få poliser lämnat yrket (7,4%) och att det finns få skillnader mellan de som stannat respektive lämnat yrket. Låg organisationssamhörighet efter ett års arbete var den enskilt starkaste prediktorn av frivillig uppsägning. Åtgärder som stärker organisationssamhörigheten tidigt i karriären bör därför prioriteras.
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| 2. |
- Aronsson, Gunnar, et al.
(författare)
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Arbetsuppdrag och återhämtning i välfärdstjänstearbete
- 2015
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Ingår i: Arbetsmarknad & Arbetsliv. - Karlstad : Karlstads universitet. - 1400-9692 .- 2002-343X. ; 21:2, s. 7-25
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Tidskriftsartikel (refereegranskat)abstract
- Artikeln beskriver ett uppdragsperspektiv på arbete, det vill säga en fokusering på hur ett arbetsuppdrag formas och är sammansatt med avseende på resurser och krav med betydelse för att kunna genomföra uppdraget på ett bra sätt. I studien undersöks hur förutsättningarna för att utföra arbetet, i termer av arbetskrav och resurser i arbetet, hänger samman med återhämtning inom välfärdstjänstearbete i två kommuner. Uppdragsförutsättningarna har ett relativt högt förklaringsvärde gentemot återhämtning men de ingående variablerna bidrar i olika grad.
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| 3. |
- Falkenberg, Helena, et al.
(författare)
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Personalens arbetsattityder och hälsa vid privatisering - en jämförelse mellan två svenska akutsjukhus
- 2008
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Ingår i: Arbetsmarknad & Arbetsliv. - Karlstad : Karlstads universitet. - 1400-9692. ; 14:1, s. 29-49
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Tidskriftsartikel (refereegranskat)abstract
- Privatiseringar motiveras ofta med höjd effektivitet och kvalitet, men resultatet av en privatisering beror sannolikt på hur personalen reagerar på förändringen. Trots detta är det ännu oklart vilka konsekvenser privatiseringar får för personalen. Här undersöks hur privatiseringen av ett akutsjukhus kan påverka personalens arbetsattityder och självrapporterade ohälsa både på sjukhusnivå och uppdelat på tre hierarkiska nivåer: läkare, sjuksköterskor och undersköterskor.
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| 4. |
- Göransson, Sara, et al.
(författare)
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Dialog och kunskap om arbetsmiljö : En intervention som balanserar?
- 2013
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Ingår i: Arbetsmarknad & Arbetsliv. - Stockholm : Arbetsmarknadsstyrelsen. - 1400-9692 .- 2002-343X. ; 19:4, s. 113-125
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Tidskriftsartikel (refereegranskat)abstract
- Psykosociala arbetsmiljöfaktorers inverkan på hälsa och produktivitet kan sammanfattas i ett antal balanser; balanserna krav-kontroll, ansträngning-belöning, arbete-återhämtning, mål-resurser och kvalitet-kvantitet. Trots befintlig kunskap saknas interventionsstudier som fokuserat på dessa balanser. Här redovisas resultat från ett pilotprojekt där medarbetare och chefer deltog i en intervention med fokus på dialog om uppdraget och arbetsmiljöns balanser.
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| 5. |
- Hansen, Niklas, et al.
(författare)
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Utbrändhet i vården : Betydelsen av krav och resurser på tre sjukhus med olika driftsformer
- 2008
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Ingår i: Arbetsmarknad & Arbetsliv. - Karlstad : Karlstads universitet, Arbetsvetenskap. - 1400-9692 .- 2002-343X. ; 14:3, s. 11-30
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Tidskriftsartikel (refereegranskat)abstract
- Hälso- och sjukvården har de senaste decennierna förändrats dramatiskt med bland annat bolagiseringar och privatiseringar. Samtidigt visar statistik på stora ohälsotal inom vårdsektorn. Studien syftar därför till att bidra till förståelsen av uppkomsten och utbredningen av utbrändhet i sjukvården. Detta görs dels genom att beakta faktorer i den psykosociala arbetsmiljön, dels genom att jämföra tre akutsjukhus i Stockholmsregionen som har olika typer av driftsform: traditionell förvaltningsdriven, bolagiserad och privat vinstdriven.
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| 6. |
- 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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| 7. |
- Nylén, Eva Charlotta, et al.
(författare)
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A pilot-study of a worksite based participatory intervention program : Its acceptability and short-term effects on work climate and attitudes in human service employees
- 2017
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Ingår i: Work. - : IOS Press. - 1051-9815 .- 1875-9270. ; 56:4, s. 625-636
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Tidskriftsartikel (refereegranskat)abstract
- BACKGROUND: Psychosocial factors, including job demands and poor resources, have been linked to stress, health problems, and negative job attitudes. However, worksite based interventions and programs targeting psychosocial factors may change employees’ perceptions of their work climate and work attitudes.OBJECTIVE: This pilot study describes a newly developed worksite based participatory organizational intervention program that was tested in the social service sector. It is evaluated using participants’ perceptions of the intervention to investigate its acceptability as a feature of feasibility and its short-term effects on work climate factors (job demands and resources) and work-related attitudes.METHODS: Forty employees of a Swedish social service unit provided self-reports before, during, and after the intervention.RESULTS: As for effects, quantitative role overload and social support decreased while turnover intention increased. Responses to an open-ended question showed that participants considered the intervention program valuable for addressing issues relating to the psychosocial work climate.CONCLUSIONS: Although the findings are preliminary, it was possible to carry out this worksite based participatory organizational program in this particular setting. Also, the preliminary findings underscore the challenges associated with designing and implementing this type of intervention program, thus adding to the methodological discussion on implementation and evaluation.
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| 8. |
- Rostami, Arian, 1973-
(författare)
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Police officers under pressure : sexual and gender-based harassment, stress, and job satisfaction in Sweden
- 2024
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- Police officers encounter challenging and stressful situations at work, which negatively impact their health, job performance, and aspects of their lives. Regarding the gendered structure and competitive work environment of police organizations, women are under extra pressure from the pervasive gendered norms within the police organization. The aim of this dissertation is to study sexual and gender-based harassment and work-related stress as important work environment elements from a gender perspective, and to explore if and how these elements can affect police officers’ job satisfaction in the context of Swedish police work.This thesis is based on three studies: a scoping review, a quantitative study, and a qualitative study, resulting in four articles. In the scoping review study on sexual and gender-based harassment in police work in the European context 16 articles on sexual and gender-based harassment against police employees were studied. Thematic analysis was applied to obtain the main patterns across and within the included studies. In the qualitative study, data collection included one group interview and 12 individual interviews with male and female police officers. Thematic and content analysis were conducted to analyze the interviews. During the quantitative study, data were collected from 152 male and female police officers applying a set of questionnaires including sociodemographic questions, the Police Stress Identification Questionnaire (PSIQ), Sexual and gender-based harassment questions, and Job Descriptive Index (JDI). The scoping review showed that most of the European studies were focused on sexual harassment, while gender-based harassment was often overlooked or mixed with other types of harassment and discrimination. Six main themes were found in the studies; the existence of sexual and gender-based harassment, perpetrators, associated factors, consequences, individual response, and impact of organizational policies. In the mixed methods article, results from the quantitative and qualitative studies on sexual and gender-based harassment indicated that female police officers experienced a statistically significant higher percentage of gender-based harassment compared to male officers. However, there was not any significant gender difference in sexual harassment. “Sexual comments and jokes” and “mocking or telling jokes about the #MeToo campaign” by colleagues were reported as the most frequent sexual harassment and gender-based harassment items. Additionally, police officers identified the presence of toxic jargon and a culture of silence, along with ineffective or negative management styles, as organizational factors that can contribute to the perpetuation of such harassment. Also, the quantitative results on police work stress showed that police officers rated higher on the “impact on significant others” stress and “operational stress” subscales. In addition, female officers reported higher stress in these subscales compared to their male counterparts. The police officers who had experienced sexual harassment reported higher “self-image stress” and “operational stress”. Moreover, in studying job satisfaction among Swedish police officers, both male and female officers reported the highest satisfaction with “people on present job” and the lowest satisfaction with “opportunity for promotion” and then “pay”. No significant gender gap was found in job satisfaction subscales, nor was there a significant association between these subscales and experiences of harassment. However, organizational stress was negatively related to three domains of job satisfaction; “job in general”, “pay” and “supervision”. The research findings revealed that despite substantial changes in the Swedish police organization and work culture during recent decades, the issue of sexual and gender-based harassment remains persistent. This finding highlights the need for more attention to organizational factors (cultural and managerial issues) enabling sexual and gender-based harassment. The findings also underscore the higher levels of work pressure and challenges faced by female officers and the importance of challenging prevailing gender norms affecting both female and male police officers. Moreover, addressing organizational sources of stress can improve the working conditions and job satisfaction of police officers. Finally, the thesis highlights the importance of considering sexual and gender-based harassment along with work stress to create a safer and more productive police work environment.
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| 9. |
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| 10. |
- Ahmadi, Elena, 1978-
(författare)
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Managers’ Work, Working Conditions and Wellbeing in Small Companies with Profitable Growth
- 2024
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- Background Managers’ work, working conditions and wellbeing are important determinants of occupational health in organizations. Nevertheless, little research has investigated these factors in the context of small growing businesses, which are known to contribute to employment, economic growth and social stability. The aim of this thesis was to explore managers’ work, working conditions and wellbeing in the context of small businesses with profitable growth. Methods Study I used a cross-sectional design to assess patterns in managerial work activities and leadership behaviours. Studies II–IV used qualitative interviews with managers (II–IV) and employees (II) to explore the effects of managers’ wellbeing on their leadership (II), their working conditions (III), and changes in their working conditions and wellbeing in the context of growing small businesses (IV).Results Managers worked long hours, posing risks for occupational health, but also adopted work practices that bolster occupational health. Firm size matters for managerial work. Managers’ wellbeing reflected in their mood and energy levels and influenced their leadership behaviours and performance, and the company’s work environment. Managers were more constructive when they felt well, and more passively destructive when they felt unwell. Certain factors mitigated the consequences of their negative behaviours in the organization. Five types of managers’ demands and resources (daily managerial work; achievement of results; and social; organizational; and individual factors) were identified, where the specificity of the small business context revealed unique characteristics. Company growth changed managers’ experiences of working conditions and wellbeing.Conclusions The specific context of small growing businesses shaped managers’ work, working conditions and wellbeing and the interplay between them. Dynamism in the organizational context due to growth had implications for managers’ work, working conditions and wellbeing.
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