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Lojalitet eller inlåsning: Betydelsefulla faktorer för erfarna medarbetares val att stanna i en organisation efter downsizing
Mälardalen University, School of Health, Care and Social Welfare.
2016 (Swedish)Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
Abstract [sv]

Downsizing är en personalavvecklingsstrategi som antas öka organisationens effektivitet och samtidigt minska kostnader. Strategin har visat sig ha negativa psykologiska effekter både på de som får lämna organisationen och de som blir kvar. Rörligheten i arbetslivet är något som bör främjas för utveckling och hälsa, men samtidigt är begreppet lojalitet något som både organisation och medarbetare ofta värdesätter. Mer erfarna arbetstagare är mindre benägna att förändra sin arbetssituation, även då arbetstillfredsställelsen är låg. Studiens syfte var att undersöka vilka faktorer som var av betydelse för erfarna medarbetare i deras val att stanna i en organisation som genomgått downsizing. En hermeneutisk studie genomfördes med tolv medarbetare från en organisation inom lager och logistik. Samtliga medarbetare i studien hade genomgått två downsizing-processer inom samma organisation. Resultatet av analys och tolkning visade att det fanns ett missnöje med arbetet och organisationen efter förändringarna. Arbetet blev mer påfrestande och ohälsosamt och med personalavvecklingarna förlorade medarbetare ett stort socialt kapital i organisationen. Faktorer som ändå fick medarbetarna att stanna i organisationen var social inbäddning, inställning till arbetet, lönen samt upplevelsen av en låg anställningsbarhet på den övriga arbetsmarknaden. Dessa faktorer bidrog till en trygghet, men även ett oönskat tillstånd som kan definieras som arbetsplatsinlåsning. 

Abstract [en]

Downsizing is a strategy for workforce reduction which is expected to increase the organizational efficiency and reduce organizational costs. Research has shown that downsizing has adverse psychological effects on both the employees who has to leave the organization and the employees who remains within the organization. Labor mobility is something that should be promoted in work life, but loyalty is a factor that both organizations and employees seem to value. More experienced employees are less likely to change their work situation, even though the job satisfaction is low. The purpose of the study was to investigate which factors that the more experienced employees found important in their decision to stay with an organization in the aftermath of downsizing. A qualitative study with a hermeneutic approach was conducted and included twelve employees from an organization that specializes in warehouse work and logistics. All employees in the study had experienced two separate downsizing processes within the same organization. The results of the analysis and interpretation revealed that there was a dissatisfaction with the daily work and the organization in the aftermath of downsizing. The results also indicated that the remaining employees found their work more stressful and less healthful due to the downsizing processes. And with the personnel reduction, a lot of the employees lost a big part of their social capital in the organization. Factors that still kept the employees within the organization was social embeddedness, attitudes towards work, the salary, and the experience of low employability. These factors contributed to a sense of security, but also to a type of locked-in position in the workplace.

Place, publisher, year, edition, pages
2016. , 32 p.
Keyword [sv]
downsizing, personalavveckling, förändring, rörlighet, inlåsning
National Category
Psychology Work Sciences
Identifiers
URN: urn:nbn:se:mdh:diva-31950OAI: oai:DiVA.org:mdh-31950DiVA: diva2:937600
Subject / course
Work Life Studies
Supervisors
Examiners
Available from: 2016-06-22 Created: 2016-06-15 Last updated: 2016-06-22Bibliographically approved

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CiteExportLink to record
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