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- Bergman, Caroline, et al.
(author)
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Employees’ Conceptions of Coworkership in a Swedish Health Care Organization
- 2017
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In: Nordic Journal of Working Life Studies. - : Det Kgl. Bibliotek/Royal Danish Library. - 2245-0157. ; 7:4, s. 91-107
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Journal article (peer-reviewed)abstract
- The concept of coworkership is widely established as a top-down communication strategy within organizations. However, interpretations may differ between organizational levels, and the employees’ point of view is still largely unexplored. The aim of this study was to explore and describe conceptions of coworkership among employees with different professions in a Swedish health care organization. Twelve focus group interviews were conducted with 68 employees, and the data were analyzed using phenomenography. Coworkership was experienced as a collective process, which included colleagues but not explicitly managers. Five categories emerged, representing different conceptions of coworkership: group coherence and striving toward a common goal, cooperation over professional and organizational boundaries, work experience and trusting each other’s competence, social climate and sense of community, and participation and influence. The collective process in terms of cooperation is closely related to team climate, which in turn influences the quality of patient care and a health-promoting work environment.
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| 2. |
- Bergman, Caroline, et al.
(author)
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Exploring communication processes in workplace meetings: A mixed methods study in a Swedish healthcare organization
- 2016
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In: Work : A journal of Prevention, Assesment and rehabilitation. - : IOS Press. - 1051-9815 .- 1875-9270. ; 54:3, s. 533-541
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Journal article (peer-reviewed)abstract
- BACKGROUND: An efficient team and a good organizational climate not only improve employee health but also the health and safety of the patients. Building up trust, a good organizational climate and a healthy workplace requires effective communication processes. In Sweden, workplace meetings as settings for communication processes are regulated by a collective labor agreement. However, little is known about how these meetings are organized in which communication processes can be strengthened. OBJECTIVE: The aim of this study was to explore communication processes during workplace meetings in a Swedish healthcare organization. METHODS: A qualitatively driven, mixed methods design was used with data collected by observations, interviews, focus group interviews and mirroring feedback seminars. Data were analyzed using descriptive statistics and conventional content analysis. RESULTS: The communication flow and the organization of the observed meetings varied in terms of physical setting, frequency, time allocated and duration. The topics for the workplace meetings were mainly functional with a focus on clinical processes. Overall, the meetings were viewed not only as an opportunity to communicate information top down but also a means by which employees could influence decision-making and development at the workplace. CONCLUSIONS: Workplace meetings have very distinct health-promoting value. It emerged that information and the opportunity to influence decisions related to workplace development are important to the workers. These aspects also affect the outcome of the care provided. © 2016 - IOS Press and the authors. All rights reserved.
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| 3. |
- Cregård, Anna, 1971-, et al.
(author)
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Voluntary turnover among public sector managers : A review
- 2017
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In: Scandinavian Journal of Public Administration. - Göteborg : University of Gothenburg. - 2001-7405 .- 2001-7413. ; 21:2, s. 89-114
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Journal article (peer-reviewed)abstract
- Managers are key assets to the public sector in creating effective and healthy organizations. However, there are indications of high managerial turnover, which may decrease organizational efficiency, increase costs, and lead to a less favorable view of the public sector. In this article we review the literature on actual voluntary managerial turnover in the public sector in order to describe the state of knowledge and discuss the ways forward. Searching in three large databases, we found a total of 12 empirical articles on actual managerial turnover in the public sector from 1992 to 2014. The research is scarce, especially on lower management levels, and little knowledge is available for human resource professionals in their work to support managers in creating healthy and meaningful managerial roles. We argue that more research is needed to understand to what extent and why managers leave, and what the actual effects are. © Anna Cregård, Linda Corin, Katrin Skagert and School of Public Administration 2017
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- Dellve, Lotta, 1965, et al.
(author)
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Organisational conditions for safety management practice in homecare and nursing homes, pre-pandemic and in pandemic
- 2024
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In: Safety Science. - : Elsevier B.V.. - 0925-7535 .- 1879-1042. ; 174
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Journal article (peer-reviewed)abstract
- The outbreak of COVID-19 pandemic was a major challenge for health care and eldercare service all over the world, regarding prevention of spread of contagion to both the elderly and care workers. This study used a mix method design, aiming to identify important conditions for Occupational Health and Safety Management (OHSM) in practice in home care and nursing homes, in general and regarding the prevention of spread of contagion. The result show how conditions for OHSM differed according to eldercare setting and had stronger importance in homecare, both pre-pandemic and in pandemic. Routines and standardized procedures of OHSM was introduced and improved during the pandemic. The routines and standardized procedures had importance for OHSM and COVID-specific OHSM, especially in homecare (r2: 0,86) but also in nursing homes (r2: 0,39). Team communication of risks, work adjustments and equality climate were also of importance. The OHSM work in homecare was understood as Rooms for re-constructing standardized guidelines to un-standardized settings. The practice of safety work was formed by room for elders’ independent decisions of forming their homes and by room for groupthink shaped by employees’ earlier knowledge experiences and norms. Supportive conditions with equal climate, explicable routines, visual instructions and reflections of OHSM have stronger importance where work environments are unstandardized and work and organizational conditions underdeveloped (i.e. homecare). To better bridge the gap between work as imagine and done in unstandardized contexts, conditions in general and specifically the opportunities to reflect and adapt routines together need to be improved.
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| 10. |
- Dellve, Lotta, 1965, et al.
(author)
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Organizational conditions for Occupational Health and Safety Management practices in homecare and nursing homes, pre-pandemic and in pandemic
- 2022
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In: WOS - Working On Safety.
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Conference paper (peer-reviewed)abstract
- Challenges of safe work environment are recognized in female low-status jobs with a high proportion of migrant workers (SDG Indicator 8.8.1), such as eldercare. Objective: To identify important conditions for OHSM in practice in home care and nursing homes, in general and regarding the prevention of spread of contagion. Methodology: A mixed method design was used. Operative managers from 33 municipalities answered a questionnaire, pre-pandemic and 16 months in pandemic (n=284 and 189). Analysis with linear regression models. Focus-groups (n=11, 52 individuals) with employees and stakeholder in home care was conducted. Interviews and documents of standard operational procedures was analyzed regarding how OHSM are understood, communicated and managed in practice. Results: During the pandemic, routines and standardized procedures of OHSM was introduced and improved in most organizations. Team communication of risks, work adjustments – and equality climate and the available resources in homecare - had importance. In pandemic, the routines and standardized procedures also had importance for OHSM and COVID-specific OHSM, especially in homecare (r2: 0,86) but also in nursing homes (r2: 0,39). The OHSM work in homecare was understood as Rooms for re-constructing standardized guidelines to un-standardized settings. The practice of safety work was formed by room for elders’ independent decisions of forming their homes and by room for group-think shaped by employees’ earlier knowledge, experiences and norms. Conclusion: Supportive conditions with equal climate, explicable routines, visual instructions and reflections of OHSM have stronger importance where work environments are less unstandardized. To better bridge the gap between work as imagine and done in unstandardized contexts, instructions must be formed and reflected upon in the team to be applied.
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