| 1. |
- Hansen, Niklas, et al.
(author)
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Predicting nurse burnout from demands and resources in three acute care hospitals under different forms of ownership : A cross-sectional questionnaire survey.
- 2009
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In: International Journal of Nursing Studies. - : Elsevier BV. - 0020-7489. ; 46:1, s. 95-106
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Journal article (peer-reviewed)abstract
- Background: Health care organizations have changed dramatically over the last decades, with hospitals undergoing restructurings and privatizations.Objectives: The aim of this study is to enhance the understanding of the origin and prevalence of burnout in health care by investigating factors in the psychosocial work environment and comparing three Swedish emergency hospitals with different types of ownership.Design: A cross-sectional design was used.Participants: We selected a total sample of 1800 registered nurses from three acute care hospitals, one private for-profit, one private non-profit and one publicly administered. A total of 1102 questionnaires were included in the analyses.Settings: The examined ownership types were a private for-profit, a private non-profit and a traditional publicly administered hospital. All were situated in the Stockholm region, Sweden.Methods: Data were collected by questionnaires using validated instruments, in accordance with the Job Demands–Resources Model and Maslach’s Burnout Inventory. Descriptive statistics, correlation analyses, multivariate covariance analyses and multiple regression analyses were conducted.Results: The results showed that the burnout levels were the highest at the private for-profit hospital and lowest at the publicly administered hospital. However, in contrast to expectations the demands were not higher overall at the for-profit organization or lowest at the public administration unit, and overall, resources were not better in the private for-profit or worse at the publicly administered hospital. Multiple regression analyses showed that several of the demands included were related to higher burnout levels. Job resources were linked to lower burnout levels, but not for all variables.Conclusions: Profit orientation in health care seems to result in higher burnout levels for registered nurses compared to a publicly administered hospital. In general, demands were more predictive of burnout than resources, and there were only marginal differences in the pattern of predictors across hospitals.
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| 2. |
- Näswall, Katharina, et al.
(author)
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The individual in the changing working life
- 2007
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Book (other academic/artistic)abstract
- Working life has been the subject of great change in recent years, with contemporary conditions generally providing increased opportunities and autonomy for individuals. But these benefits can coincide with greater demands and responsibilities, increasing the pressure to work outside of traditional working hours and so creating conflict between work and family life. This book contributes towards our understanding of contemporary working life, considering how recent changes have affected the work climates, attitudes, and well-being of individuals. Combining traditional theoretical frameworks with innovative new research, it discusses both the positive and negative effects contemporary working life has on organizations and employees. International experts in the fields of work and organizational psychology present strategies to prevent negative working conditions and help individuals achieve a healthy work–life balance.
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| 3. |
- Hansen, Niklas, et al.
(author)
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Utbrändhet i vården : Betydelsen av krav och resurser på tre sjukhus med olika driftsformer
- 2008
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In: Arbetsmarknad & Arbetsliv. - Karlstad : Karlstads universitet, Arbetsvetenskap. - 1400-9692 .- 2002-343X. ; 14:3, s. 11-30
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Journal article (peer-reviewed)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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| 4. |
- Hansen, Niklas, et al.
(author)
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Predicting burnout from demands and resources : A comparison between private and public hospitals
- 2007
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In: XIIIth European Congress of Work and Organizational Psychology.
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Conference paper (other academic/artistic)abstract
- Burnout among health-care employees is an issue that has received considerable research attention, and numerous studies have found burnout to be predicted by various work-related demands and resources. However, despite the fact that health-care systems in many countries include public as well as private hospitals, our knowledge is limited when it concerns differences in the burnout process between health-care staff in hospitals with different ownership. Data from nurses at three Swedish acute care hospitals – a privatized for-profit, a publicly owned non-profit stock company, and a traditional public administration unit – were used to test (a) if burnout levels differed between hospitals with different ownership and (b) if demands and resources were differently related to nurses’ burnout in the three hospitals. Preliminary results indicate that the burnout level in the public hospital was lower compared to the private and the public companies. Certain demands, such as workload and role conflict, were consistently associated with burnout across hospitals. There were also important differences between private and public hospitals. While the results have immediate implications for hospital managements and efforts to improve employee work environment, they may also provide important insights for political decisions concerning the advantages and disadvantages of public and private ownership of acute care hospitals.
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| 5. |
- Andersson-Stråberg, Teresia, 1971-, et al.
(author)
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Attitudes towards individualized pay among human service workers in the public sector
- 2005. - 1
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In: Change and quality in human service work. - Munich : Rainer Hampp Verlag. - 3879889155 ; , s. 67-82
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Book chapter (other academic/artistic)abstract
- The work climate has gone through immense changes during the recent decades, due to industrial reformation, economic recessions, technical advancements, and an increased global competition (Howard, 1995). The so-called New Public Management movement has inspired many European countries and has among other things led to changes in the way that wages are distributed (Pfeffer, 1997; Wikman, 2001). Wage distribution systems partly based on individual performance are increasingly taking over traditional wage distribution systems in many organizations in Europe (OECD, 1995). Employers appear to have great expectations that individualized performance-based wages will bring about higher employee motivation and performance etc (Lawler, 1991). The aim of this study is to investigate attitudes towards individualized pay among human service workers in the public sector and try to identify some of the factors behind their attitudes. Questionnaire data show that employees with the most positive attitudes towards individualized pay already had part of their salary based on performance. A person’s attitude towards individualized pay also seems to be positively related to perceived workload and mental health complaints. Older employees and employees with longer tenure reported the most negative attitudes towards individualized performance based wages. This study contributes to a better understanding of some of the factors underlying attitudes towards individually based wages among human service employees.
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| 6. |
- Andersson-Stråberg, Teresia, et al.
(author)
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The impact of pay-related justice perceptions on employee work attitudes, psychological well-being, and work-related behavior.
- 2006
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In: 7th Conference of the European Academy of Occupational Health Psychology..
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Conference paper (pop. science, debate, etc.)abstract
- The use of individualized pay has increased during the last decades. Employers expect individualized pay systems to bring about more efficient and motivated employees, who are willing to heighten their work efforts in order to achieve organizational goals. A certain amount of cooperation and communication between supervisor and employee throughout the different parts in the individualized pay-setting process is required. Although research on leadership and its impact on employees perceptions are extensive (Pfeffer, 1997), there is need to study whether interpersonal competency of leaders in the pay-setting process affects outcomes such as employee satisfaction, performance and well-being. It would be reasonable to assume that employees who have a positive view of the supervisor-employee relationship and regards the supervisor’s conduct in the pay-setting process as fair, also would experience a greater satisfaction, commitment, and are less inclined to quit than individuals with more negative perceptions of the relationship with their supervisor and his/her conduct in the pay-setting process. Questionnaire data was collected among 721 health care workers. The response rate was 81 percent (N=582). The proportion of women was 88 percent, and the mean age 48 (SD=10) years. The results indicate that a clear communication concerning expectations and goals is probably the most important supervisor quality for all five outcomes, followed by supervisor legitimacy and competency, respectful treatment and gender equality.
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| 7. |
- Berntson, Erik, et al.
(author)
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Investigating the relationship between employability and self-efficacy : A cross-lagged analysis
- 2008
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In: European Journal of Work and Organizational Psychology. - : Informa UK Limited. - 1359-432X .- 1464-0643. ; 7:4, s. 413-425
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Journal article (peer-reviewed)abstract
- The construct of employability has been conceptually related to self-efficacy in different ways. Employability has sometimes been regarded as an equivalent to self-efficacy, or as a distinct but related phenomenon. Since the relationship between the two phenomena has not been subjected to empirical scrutiny, the aim of the present study is to analyze whether self-efficacy and employability are two distinct but related constructs, and if they are, to investigate the direction of their relationship. The data (N = 1730) were collected through a two-wave longitudinal survey with one year between each data collection (2005 and 2006). The results of confirmatory factor analysis showed that the measures of employability and self-efficacy were distinct from one another, within and over measurement points, indicating that these are related but separate constructs. The results of latent variable cross-lagged analysis showed that employability predicted subsequent self-efficacy, even after controlling for age, gender, educational level, and regional differences. Thus, employability is not an expression of efficacy beliefs, but rather, the strengthening of employability perceptions may have beneficial effects on more general efficacy beliefs.
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| 8. |
- Berntson, Erik, et al.
(author)
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Should I Stay or Should I Go? : Does Employability Alter the Exit, Voice, Loyalty and Neglect Reactions to Job Insecurity?
- 2008
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In: Small Group Meeting, Leuven, Belgium, September 17-19, 2008..
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Conference paper (pop. science, debate, etc.)abstract
- Exit, voice, loyalty, and neglect as employee responses to companies in decline have been investigated in several studies. When individuals work and act in an environment that is turbulent with organizational changes, volatile working conditions and job insecurity, they may respond to these environmental circumstances either by leaving the organization (exit), by staying and actively affect the situation (voice), by staying and be loyal to management’s decisions (loyalty) or by staying and being passive (neglect). With respect to the individualization of the labour market, it cannot be expected that people react in similar ways to organizational events. Rather, it has been suggested that employability may have a moderating effect on the responses of for example job insecurity. Consequently, the aim of the present study is to investigate if employability moderates the effects of job insecurity on the outcomes of the framework of exit, voice, loyalty, and neglect. Data (questionnaires) was gathered in four different companies (administrative staff of a manufacturing company, one accounting firm, administrative section of a community, teachers of a community), comprising 725 white-collar workers. The data of the present study was analysed by means of hierarchical regression analyses, one for each of the four outcome variables. The results indicate that individuals who are high in employability may have greater opportunities for gaining control over their working life. Job insecurity was found to be associated with increased exit as well as with decreased voice and loyalty, although these effects were stronger among individuals who perceived themselves to be employable. Thus, people that perceived high levels of employability, as opposed to those who perceived lower levels of employability, under the circumstance of high job insecurity also reported stronger exit intentions together with weaker tendencies to use their voice and be loyal to their company. No association was found between neglect and job insecurity or employability. In conclusion, instead of making employees more likely to use voice in times of uncertainty, employability appears to primarily induce vocational mobility.
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| 9. |
- Berntson, Erik, et al.
(author)
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The relationship between self-efficacy and employability.
- 2006
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In: The 7th Conference of the European Academy of Occupational Health Psychology.
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Conference paper (pop. science, debate, etc.)abstract
- Several researchers have emphasized that the labour market is being restructured and characterized by more frequently occurring organizational changes. In this sense, it has also been maintained that employability is a gradually more important asset for individuals in contemporary working life. It has been argued that the modern way of job security should be seen in the light of employability, the so called employability security, where security comes from the feeling of being able to get a new job rather than from the feeling of maintaining the current employment position.Employability is defined as an individual’s perception of his or her possibilities of getting new employment. Feeling employable thus reflects the perception of having great possibilities to get a new job, if necessary. In earlier research employability has been described as a concept depending on individual assets as well as contextual prerequisites. For instance, Fugate, Kinicki and Ashforth (2004) argued that employability is comprised of three distinct dimensions, one motivational component, one component reflecting adaptability and a third component formed by the human and social capital. Berntson, Sverke and Marklund (in press), on the other hand, argued that employability also shall be seen in the light of the context of the individual. Thus, national economic situation as well as local labour markets are important predictors of an individual’s employability.Although the concept of employability has been argued to be dependent on individual assets, few or no studies have been made to investigate if employability is something else than a dispositional characteristic such as efficacy beliefs. It is important to know if employability shall be viewed as a dispositional factor or if it shall be seen as something apart from dispositional traits when it comes to reinforcing employability. The first aim of the present study is to investigate if employability is a concept distinct from self-efficacy. It is however also of importance to investigate if employability gives rise to efficacy beliefs or if it is feelings of efficacy that influence the levels of employability. A second aim, therefore, is to investigate if self-efficacy affects employability or the other way around.Questionnaire data is being used comprising white-collar workers in a Swedish organization. The results of the initial confirmatory factor analysis (on Wave 1 data) indicate that employability is distinct from self-efficacy. Longitudinal data are being collected with the specific aim of performing a cross-lagged analysis. However, the cross-sectional data imply that the two concepts are positively correlated, indicating that individuals experiencing high levels of self-efficacy also report higher levels of employability.
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| 10. |
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