| 1. |
- Björk, Lisa, 1981, et al.
(author)
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Under pressure - The working situation of Swedish healthcare managers during the first wave of COVID-19
- 2023
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In: Frontiers in Psychology. - : Frontiers Media SA. - 1664-1078. ; 13
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Journal article (peer-reviewed)abstract
- IntroductionThe aim of this study is to provide insight into the psychosocial work situation of hospital managers during the first wave of the COVID-19 pandemic. MethodsMixed-effect modelling was used on survey data on job demands, job resources, job motivation, and work-life balance among over 500 managers working in 55 departments of a large Swedish university hospital in 2019 and 2020. Responses from 6011 employees were then used to stratify the analysis for COVID-19 exposure. Inductive content analysis was applied to open-ended questions on the managers' views on organisational prerequisites during the onset of the pandemic. ResultsThe proportion of managers reporting difficulties with role clarity, quantitative demands, decision-making authority, and emotional support, time for recovery at work, motivation deficits, or problems with work-life balance clearly increased during the first wave of the pandemic. The proportion of managers reporting negative responses was higher in departments with high COVID-19 exposure. The qualitative analysis shows that overall governance in terms of clear, fair, and well-communicated routines, resource allocation, and division of responsibilities constituted an important framework for managerial during the crisis. First-line managers also require a mandate to re-organize their roles and their teams to successfully adapt to the situation. Organisational and social support was also important resources. DiscussionThis is the first study investigating healthcare managers' work situation during the first wave of the COVID-19 pandemic in a Swedish context. As expected, it indicates an increasingly strained work situation during the crisis, but it also provides findings on organisational prerequisites that allow healthcare managers to cope with stressful situations. In line with previous research on organisational resilience, the study provides suggestions for how higher-level managers can act in order to provide front-line managers with the organisational prerequisites they need to adapt, learn and develop successfully during times of unpredictability, insecurity, and rapid change in order to offer the best possible support to health care workers.
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| 2. |
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Att synliggöra och motverka ojämställdhet i arbetslivet : En vänbok till Annika Härenstam
- 2020
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Editorial collection (other academic/artistic)abstract
- Hur kommer det sig att arbetet medför status, goda arbetsvillkor och hälsa för vissa, medan det innebär vanmakt, underordning och sjukdom för andra? Denna uråldriga och till synes naiva fråga pockar allt ihärdigare på ett svar i en tid där den sociala ojämlikheten ökar. Den som är det minsta intresserad av arbetsliv och hälsa och som läser de kapitel som nu följer kommer att bli inspirerad, kanske provocerad och troligen väldigt imponerad av svensk arbetslivsforskning. Flera av Sveriges mest framträdande arbetslivsforskare medverkar i boken.
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| 3. |
- Berntson, Erik, et al.
(author)
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Hur har chefen det? Chefens perspektiv på förutsättningarna i arbetet
- 2014
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In: Chefskapets förutsättningar och konsekvenser. - Göteborg : Västra Götalandsregionen (ISM 14:1). - 9789197924733 ; , s. 59-84
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Book chapter (other academic/artistic)abstract
- En viktig utgångspunkt i beskrivningen av chefers arbetsmiljö har varit att karaktärisera deras situation dels ur ett helhetsperspektiv och dels utifrån såväl negativa (belastande) som positiva (resurser) variabler. En teoretisk referensram som är särskilt lämplig i detta sammanhang har varit Job demands-resources model (JD-R) (Demerouti, Bakker, Nachreiner & Schaufeli, 2001).
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| 4. |
- Björk, Lisa, et al.
(author)
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Att synliggöra och motverka ojämställdhet i arbetslivet : drivkrafter, metoder och perspektiv i Annika Härenstams forskargärning
- 2020
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In: Att synliggöra och motverka ojämställdhet i arbetslivet. - Helsingborg : Komlitt förlag. - 9789172512139 ; , s. 21-27
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Book chapter (pop. science, debate, etc.)abstract
- I kapitlet behandlas Annika Härenstams forskning med avseende på drivkrafter, metoder och perspektiv. Karaktäristiskt är att arbetslivet ses som en arena där betydelsen av klass, genus och etnicitet är under ständig omförhandling. Organisationer utgör arbetets närmaste kontext och den psykosociala arbetsmiljön är sammanlänkad med hur organisationer utformas och styrs. Organisationer är ett slags filter mellan skeenden på makro- och mikronivå. En uppgift för forskningen är att systematiskt fånga, mäta och korrelera fenomen på olika nivåer. Den arbetande människan finns i ett yrke, på en arbetsplats, som är en del av en avdelning på ett företag, som finns i en bransch. På konkreta arbetsplatser är det omöjligt att isolera enskilda variabler från varandra. Många faktorer samverkar och åstadkommer de fenomen som kan observeras i enkäter och register. För att fånga komplexiteten krävs holistiska ansatser. Kluster- och flernivåanalyser är metoder för detta genom att de inte fragmentiserar arbetssituationer, utan håller samman aspekter i den konkreta verklighet som utgör individers arbetsliv. I Annika Härenstams genusperspektiv är den grundläggande hypotesen att de betydelsefulla skillnaderna snarare finns mellan kvinno- och mansdominerade yrken, sektorer och branscher, än mellan kvinnor och män, vilket synsätt har klara implikationer för hur arbetsmiljöarbete kan och bör bedrivas.
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| 5. |
- Corin, Linda, 1982, et al.
(author)
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Job Demands and Job Resources in Human Service Managerial Work An External Assessment Through Work Content Analysis
- 2016
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In: Nordic Journal of Working Life Studies. - : Det Kgl. Bibliotek/Royal Danish Library. - 2245-0157. ; 6:4, s. 3-28
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Journal article (peer-reviewed)abstract
- Managers' psychosocial working conditions are important for managerial sustainability in the public sector. The job demands-resources (JD-R) model is a widely applied and well-recognized framework for measuring psychosocial working conditions. However, there is still a need for methodological contributions including more objective as well as qualitative ways to assess these conditions. In this study, job demands and job resources as well as the balance between them was qualitatively and externally assessed for first-line human service managers using a work content analysis method. Conditions and actions were focused upon with an external perspective. Special attention was paid to concrete examples and consequences of work characteristics with predefined criteria and cut-off points to guide the assessments. The results reveal an imbalance for human service managers between high levels of job demands and the lack of job resources available to meet these demands. Work overload, conflicting and unclear goals and tasks, emotional demands, restricted control, and lack of supervisory and organizational support generally characterized the managerial assignment. The analysis provided concrete explanations of the current work strain in this group of employees, thereby giving both short-term and long-term possibilities for improvement of managerial work and sustainability.
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| 6. |
- Corin, Linda
(author)
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Job Demands, Job Resources, and Consequences for Managerial Sustainability in the Public Sector – A Contextual Approach
- 2016
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Doctoral thesis (other academic/artistic)abstract
- ABSTRACT The aims of this thesis were threefold: to explore and increase knowledge of managerial working conditions in Swedish municipalities, to extend the job demands-resources (JD-R) model, and to provide information that public sector decision-makers and human resources departments can use and apply in promoting sustainable managerial working conditions. The argument in this thesis is that a contextual perspective on managerial work is needed, entailing a shift in focus from managers and their individual differences, to the conditions that public sector managers work under. In order to address these questions, a strategic sample of organizations and managers that allowed for comparison and examined systematic differences and similarities among them was used, accompanied by contextual quantitative and qualitative methods that included both subjective appraisals and more objective assessments and data on several levels. The main theoretical framework was based on the latest development in the work stress field, where theoretical and empirical insights from several decades have been developed into the JD-R model. The model takes a balanced approach in explaining negative as well as positive aspects of occupational well-being. Unlike previous models, the JD-R model can be adapted and tailored to the specific context and study group. This thesis comprises four empirical studies with specific aims. In the first study, the main aim was to explore different types of naturally occurring psychosocial work situations for municipal managers, based on the combination of job demands and job resources, by means of cluster analysis. Certain focus was also given to investigating how the work situations could be differentiated regarding sustainability indicators for managerial health, motivation, and performance. In the second study, these psychosocial work situations were followed up 2 years later, and the main aim was to investigate how the situations longitudinally predict managerial turnover using logistic regression and thereby identify groups that are at a high risk or a low risk for turnover, actual as well as intended. The main aim of the third study was to establish how the span of control – that is, the number of subordinates per manager as one of several possible organizational determinants of psychosocial working conditions – affects operational public sector managers’ job demands, using multilevel regression analysis. In the fourth and final study, the main aim was to deepen the understanding of first-line human service managers’ work assignment and psychosocial working conditions by qualitatively and externally assessing the job demands and job resources as well as the balance between them, through work content analysis, in order to provide explanations of the current work strain of this group of managers. The first overall conclusion of this thesis is that public sector managers work in a wide array of diverse situations, including balanced as well as unbalanced psychosocial working conditions in terms of job demands and job resources. An unbalanced work situation, characterized by a lack of correspondence between the job demands posed and the job resources provided, was found to be a reality for a large number of the managers, especially within human services. The psychosocial working conditions were found to be related to consequences for managerial sustainability in terms of health, performance, motivation, and turnover. In addition, the contextual approach applied contributed to identifying organizational and structuring factors – in other words, the type of service the manager works in and the manager’s span of control, managerial position, gender, age, and managerial experience – that provide reasons for the variation in psychosocial working conditions and their consequences. Taken together, the results can provide guidance for actions to be taken in order to promote sustainable psychosocial working conditions for public sector managers, thus reducing both significant individual and organizational costs.
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| 7. |
- Corin, Linda, et al.
(author)
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Managers’ Turnover in the Public Sector : The Role of Psychosocial Working Conditions
- 2016
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In: International Journal of Public Administration. - : Informa UK Limited. - 0190-0692 .- 1532-4265. ; 39:10, s. 790-802
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Journal article (peer-reviewed)abstract
- An important challenge for public organizations is to attract and retain skilled managers. The present study explores how profiles of psychosocial working conditions, assessed by the combination of managerial-specific job demands and job resources, longitudinally predict managers’ turnover intentions and actual turnover in Swedish municipalities. Considerable effects of managers’ psychosocial working conditions on turnover intentions but not on actual turnover were found. Thus, poor working conditions may result in psychologically detached managers in public organizations, which may have considerable and costly effects on both the organizations and the managers, in terms of decreased commitment, performance, and impaired health.
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| 8. |
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| 9. |
- Corin, Linda, et al.
(author)
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Patterns of Psychosocial Working Conditions as Predictors of Public Sector Manager’s Sustainability : A Two Year Follow Up
- 2014
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In: Book of Proceedings, 11th Conference of the European Academy of Occupational Health Psychology. - Nottingham, UK : European Academy of Occupational Health Psychology. - 9780992878603 ; , s. 316-
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Conference paper (other academic/artistic)abstract
- The purpose of this presentation is to demonstrate that by applying the Job Demand- Resources (JD-R) framework using cluster analysis and logistic regression, one important challenge that has been identified as central in the future JD-R research, can be met, i.e. helping organizations to identify potentially hazardous patterns or profiles of psychosocial working conditions. Such profiles are crucial for targeting groups of employees with specific needs, and thus facilitate interventions and prevention strategies relevant to particular profiles of psychosocial working conditions in contemporary working life. Although the body of research in line with the JD-R model is extensive, variable-centered approaches as well as cross-sectional studies are dominating. Thus, the aim of this study is to validate the JD-R model by using a person-centered approach and longitudinal data. Specifically, the study examines whether different patterns of psychosocial working conditions i.e. job demands and job resources are predictors of public sector manager’s sustainability in terms of health, turnover intentions and actual turnover.The study uses a manager sensitive instrument developed from numerous qualitative studies in the Swedish public sector. In a baseline study (N=548, Response rate 72.5 %), eight clusters with different patterns of psychosocial working conditions were identified by means of cluster analysis. In the present study, these eight clusters were followed up by a questionnaire two years after baseline (N=491, Response rate 66.5 %) resulting in a longitudinal response rate of 56.7 % (N=311). Logistic regression analyses were used to establish whether any of the eight clusters were associated with the outcomes of interest.In line with the JD-R model, the clusters of psychosocial working conditions display a clear association with health and turnover intentions and to some extent even actual turnover. The results support the hypothesis that different patterns of psychosocial working conditions influence the sustainability of managers. Hence, the JD-R model is a framework that can be used in order for organizations to promote managerial health as well as improving organizational outcomes in terms of turnover and can thus be considered a valuable complement to traditional risk-identification strategies.
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