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Stressrelaterad ohälsa och arbetstrivsel hos medarbetare och chefer i socialtjänsten
Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare.
Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare.ORCID iD: 0000-0001-7405-0025
Stockholms universitet, Sweden.
2017 (Swedish)In: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, no 2Article in journal (Refereed) In press
Abstract [sv]

Situationen inom svensk socialtjänst framstår som särskilt problematisk med svåra arbetsvillkor, stressrelaterad ohälsa och höga ohälsotal. Baserat på en nationell enkätstudie med myndighetsutövande medarbetare och chefer i socialtjänsten undersöks betydelsen av arbetsvillkor och organisatoriska faktorer för ohälsa och arbetstrivsel. Resultaten visar bland annat att rimliga arbetskrav, i synnerhet kvantitativa krav, samt organisationens öppenhet har stor betydelse för ohälsa och arbetstrivsel hos både medarbetare och chefer inom socialtjänsten.

Place, publisher, year, edition, pages
Karlstad: Karlstad University Press, 2017. no 2
Keyword [sv]
Arbetstrivsel, Arbetsvillkor, Stressrelaterad ohälsa, Socialtjänsten, New Public Management
National Category
Psychology
Research subject
Working Life Studies
Identifiers
URN: urn:nbn:se:mdh:diva-35280OAI: oai:DiVA.org:mdh-35280DiVA: diva2:1092566
Funder
AFA Insurance
Available from: 2017-05-03 Created: 2017-05-03 Last updated: 2017-05-08Bibliographically approved
In thesis
1. Trust issues: Welfare workers' relationship to their organisation
Open this publication in new window or tab >>Trust issues: Welfare workers' relationship to their organisation
2017 (English)Doctoral thesis, comprehensive summary (Other academic)
Abstract [en]

In the past decades, the public sector has undergone important organisational policy changes, referred to as New Public Management. These management strategies focus on continuous cost improvements and rationalisation of operations. In the aftermath of these policy changes, we have seen reports of increased work demands and less professional autonomy amongst welfare workers. Against this background, the thesis sets out to explore welfare workers’ relationship to their organisation. This was done by investigating how psychosocial and organisational factors related to a number of outcomes assumed to be indicators of the quality of the relationship. Theoretically, the thesis was inspired by psychological contract theory, but also relates to other concepts and theories found in organisational research. The thesis is based on four empirical studies, all of which relate to how welfare workers have perceived their relationship to their organisation.

Study I aimed to qualitatively investigate how turnover processes evolved amongst statutory social workers who voluntarily had resigned from their jobs. The results showed that dismissive/admonishing organisational responses to the social workers’ perceived work-related dissatisfactions reinforced their beliefs in psychological contract violation, which led to resignation.

Study II and III employed national web-based questionnaire data collected from employees and managers in the social services. The results of Studies II-III showed that if organisations want welfare workers to stop considering exit, want to counteract silence, want to reduce stress-related ill health and want to improve organisational commitment and job satisfaction, management strategies need to be developed that lead to fewer conflicting demands, a reasonable workload and a greater professional autonomy. The results also showed that the organisation’s open climate and attitude towards employees was of great importance for the studied outcome variables.

Study IV was based on questionnaire data from different occupational groups in two municipal organisations. The results showed that organisational resources explained additional variance in organisational identification and organisational pride, beyond the contributions of workgroup resources.

From the findings of this thesis, it can be concluded that the psychosocial demands need to be balanced with organisational resources in order to (re)build a trustworthy employee-organisation relationship. Further, organisations need to reconsider their human resource management strategies and practices, e.g., by enabling a continuous and open dialogue between the strategic and operational levels. Such changes may lead to balanced psychological contracts between welfare workers and the organisation that can improve the organisation’s stability, continuity and, ultimately, the quality of the welfare services.

Place, publisher, year, edition, pages
Västerås: Mälardalen University, 2017
Series
Mälardalen University Press Dissertations, ISSN 1651-4238 ; 231
Keyword
employee-organisation relationship, new public management, psychological contracts, job demands, job resources, organisational factors, trust
National Category
Psychology
Research subject
Working Life Studies
Identifiers
urn:nbn:se:mdh:diva-35282 (URN)978-91-7485-330-8 (ISBN)
Public defence
2017-06-20, Beta, Mälardalens högskola, Västerås, 13:00 (Swedish)
Opponent
Supervisors
Available from: 2017-05-05 Created: 2017-05-03 Last updated: 2017-07-10Bibliographically approved

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