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  • 1.
    Abdi, Aram
    Mälardalen University, School of Health, Care and Social Welfare.
    Förekomsten av socialt stöd och sociala relationer i arbetslivet: En kvalitativ studie om betydelsen av socialt stöd och social relation mellan chefer och anställda2018Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study was to examine the social relationship and social support at the daily work. Furthermore, this study aimed to create an understanding of the importance of social relations and support between employees and supervisors within an organization. For this purpose, 10 interviews were conducted with employees and supervisors from one municipality and two authorities.

    The study showed that strong working relationship and social support within a workplace and between supervisors and employees can create the prerequisite for a higher efficiency and better health among employees. Furthermore, the study showed that a good relationship and support between supervisors and employees can increase the motivation and feeling of a strong entity among employees. The result of the study also indicated the importance of a strong structure build buy a good dialogue and support between supervisors and employees within an organization.

  • 2.
    Abildgaard, J. S.
    et al.
    National Research Centre for the Working Environment, Denmark, Denmark.
    Hasson, H.
    Karolinska Institutet, Sweden.
    von Thiele Schwarz, Ulrica
    Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare.
    Løvseth, L. T.
    St Olavs University Hospital, Norway.
    Ala-Laurinaho, A.
    Finnish Institute of Occupational Health, Finland, Finland.
    Nielsen, K.
    University of Sheffield, UK, United Kingdom.
    Forms of participation: The development and application of a conceptual model of participation in work environment interventionsIn: Economic and Industrial Democracy, ISSN 0143-831X, E-ISSN 1461-7099Article in journal (Refereed)
    Abstract [en]

    In the realm of work environment improvements, the Nordic countries have led the way in demonstrating that employee participation is a key requisite for achieving improvements. Despite this, there is a lack of precision as to what ‘participatory’ in a participatory work environment intervention means. In this study, the authors present a conceptual model for participation in work environment interventions and apply it to protocols and manuals from eight participatory interventions to determine the form of participation used in each intervention. The authors suggest that the conceptual model can be applied in the design and assessment of participatory work environment interventions. 

  • 3.
    Ahlstedt, C.
    et al.
    Department of Public Health and Caring Sciences, Health Services Research, Uppsala University, Uppsala, Sweden.
    Eriksson Lindvall, C.
    Department of Business Studies Uppsala University, Uppsala, Sweden.
    Holmström, Inger K.
    Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare. Department of Public Health and Caring Sciences, Health Services Research, Uppsala University, Uppsala, Sweden.
    Muntlin Athlin, Å.
    Department of Public Health and Caring Sciences, Health Services Research, Uppsala University, Uppsala, Sweden.
    What makes registered nurses remain in work?: An ethnographic study2019In: International Journal of Nursing Studies, ISSN 0020-7489, E-ISSN 1873-491X, Vol. 89, p. 32-38Article in journal (Refereed)
    Abstract [en]

    Background: Registered nurses’ work-related stress, dissatisfaction and burnout are some of the problems in the healthcare and that negatively affect healthcare quality and patient care. A prerequisite for sustained high quality at work is that the registered nurses are motivated. High motivation has been proved to lead to better working results. The theory of inner work life describes the dynamic interplay between a person's perceptions, emotions and motivation and the three key factors for a good working life: nourishment, progress and catalysts. Objectives: The aim of the study was to explore registered nurses’ workday events in relation to inner work life theory, to better understand what influences registered nurses to remain in work. Design: A qualitative explorative study with an ethnographic approach. Methods: Participant observation over four months; in total 56 h with 479 events and 58 informal interviews during observation; all registered nurses employed at the unit (n = 10) were included. In addition, individual interviews were conducted after the observation period (n = 9). The dataset was analysed using thematic analysis and in the final step of the analysis the categories were reflected in relation to the three key factors in theory of inner work life. Results: Nourishment in a registered nurse context describes the work motivation created by the interpersonal support between colleagues. It was important to registered nurses that physicians and colleagues respected and trusted their knowledge in the daily work, and that they felt comfortable asking questions and supporting each other. Progress in the context of registered nurses’ work motivation was the feeling of moving forward with a mix of small wins and the perception of solving more complex challenges in daily work. It was also fundamental to the registered nurses’ development through new knowledge and learning during daily work. Catalysts, actions that directly facilitate the work, were highlighted as the possibility to work independently along with the opportunity to work together with other registered nurses. Conclusion: This study has a number of implications for future work and research on creating an attractive workplace for registered nurses. Working independently, with colleagues from the same profession, integrated with learning, visible progress, and receiving feedback from the work itself, contribute to work motivation. 

  • 4.
    Aliyar, Hannah
    Mälardalen University, School of Health, Care and Social Welfare.
    Anställdas upplevelser av förändringar i kommunal vård och omsrog2016Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
  • 5.
    Anna, Gustafsson
    Mälardalen University, School of Innovation, Design and Engineering.
    Implementering av delat ledarskap inom en kommunorganisation2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This report addresses the management innovation and how shared leadership is a form of it. The report is a compilation of what shared leadership means and how two municipal organizations works with shared leadership. The two minicipal organizations are Strängnäs and Vällingby. One municipality (Strängnäs) is meanwhile this report produced during insertion of shared leadership. The other (Vällingby) has about two years experience of working with this form of leadership. The main question for this work is why does a local organization implements shared leadership? Other questions are how does shared leadership work? How does one avoid confusion and ambiguity for employees? What advantages and disadvantages are there with shared leadership? And what can be done better ? Through well- selected literature in the form of books, articles, reports, etc. a picture of how shared leadership is part of a management innovation has been created. To complement this, there have been interviews with unit managers who are working or will be working with shared leadership. The reason for writing this report is that in today's situation there is not much information about shared leadership, much less on shared leadership in the local organizations. The results of this work show that there are many different forms of shared leadership, that there are several different ways to implement shared leadership in a local organization. A form does not need to fit all businesses, but it is important to adapt the leadership mold after their own business. We have listed a number of pros and cons of shared leadership  the opportunities and risks there might be and how best to way implement shared leadership in a organization.

  • 6.
    Astvik, Wanja
    et al.
    Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare.
    Larsson, Robert
    Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare.
    Welander, Jonas
    Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare.
    Tillit i styrning och ledning för en hållbar arbetsmiljö inom socialtjänsten – en fallstudie av Nyköpings kommun.2018In: Styra och leda med tillit: Forskning och praktik / [ed] Louise Bringselius, Stockholm: Regeringskansliet/Norstedts Juridik , 2018, p. 139-165Chapter in book (Other academic)
    Abstract [sv]

    Kapitlet syftar till att beskriva hur en mer tillitsbaserad styrning och ledning kan gestalta sig inom socialtjänstens verksamheter genom en analys av individ- och familjeomsorgen i Nyköpings kommun. Resultaten visar att grunduppdraget, det vill säga det ansvar som verksamheten förväntas ta gentemot medborgarna utifrån lagstiftningen har stort utrymme i styrningen snarare än mål, som de för tillfället styrande politikerna formulerar. Kvantitativa mått kompletteras med kvalitativa verksamhetsbeskrivningar och kontinuerlig dialog om verksamhetens kvalitet, brister och utvecklingsbehov. Ansvarsavgränsningar som inte gynnar klientens bästa kan motverkas genom hur ekonomistyrningen används. Här framstår det som väsentligt att undvika konkurrens, incitament och repressalier i styrningen som leder till fokus på den egna enhetens ekonomi snarare än verksamhetens kvalitet. Styrning och ledning som söker säkerställa förmåga, integritet och hjälpvillighet hänger intimt samman med arbetsmiljöfrågorna. När organisationen identifierar och åtgärdar reella hinder som försvårar ett professionellt socialt arbete är det tydligt att organisation tar ansvar för både verksamhetskvalitet och arbetsmiljö. Att säkerställa integritet och hjälpvillighet innebär också en konsekvent hållning till principer och värderingar som speglar ett offentligt ämbetsmannaetos. Via öppenhet och dialog i organisationen är det de gemensamma värdena som bidrar till ett gemensamt ansvar för verksamhetens kvalitet och en hållbar arbetsmiljö.

  • 7.
    Astvik, Wanja
    et al.
    Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare.
    Welander, Jonas
    Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare.
    Larsson, Robert
    Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare.
    Reasons for Staying: A Longitudinal Study of Work Conditions Predicting Social Workers’ Willingness to Stay in Their Organisation2019In: British Journal of Social Work, ISSN 0045-3102, E-ISSN 1468-263X, p. 1-19Article in journal (Refereed)
    Abstract [en]

    Extensive staff turnover within the statutory social services is a serious problem in Sweden and in other European countries. This study examines which work conditions predict social workers’ willingness to stay in their organisation. A web-based questionnaire was used to gather data. The participating social workers responded to two questionnaires over a one-year period. To identify the social workers who wanted to stay and also remained in the organisation, the group ‘Stayers’ (n = 1,368) consisted of social workers who reported low intentions to quit at T1. The group ‘Leavers’ (n = 1,182) were social workers who had actually resigned at T2. The data were analysed using univariate and multivariate logistic regression analyses. The multivariate analysis shows that the work conditions that predicted staying in the organisation were low degrees of conflicting demands and quantitative demands, high degrees of openness and human resource orientation in the organisation and a high degree of perceived service quality. The results are discussed in relation to public management and managerial responsibility to create sustainable work conditions that facilitate the provision of good social services for citizens.

  • 8.
    Asztalos Morell, Ildikó
    Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare. Swedish Univ Agr Sci, Dept Urban & Rural Dev, Umea, Sweden..
    The Role of Public Private Partnership in the Governance of Racialised Poverty in a Marginalised Rural Municipality in Hungary2019In: Sociologia Ruralis, ISSN 0038-0199, E-ISSN 1467-9523, Vol. 59, no 3, p. 494-516Article in journal (Refereed)
    Abstract [en]

    This article explores the local governance of poverty alleviation in a marginalised Hungarian rural community, with over 50 per cent Roma inhabitants, most of whom were either unemployed or participated in public work projects. Kisbalog is among those marginalised rural communities which are characterised by increasing social polarisation and ethnic cleavages as a result of selective outmigration and a municipal leadership which negotiates access to public work along racialised notions of deservingness. Hungary follows the EU concept of public private partnerships for local governance. This article unravels the room for manoeuvre for NGOs working for poverty alleviation in the context of the racialised narratives of a paternalistic local welfare state. Utilising Young's notions of social justice it explores the complicit nature of recognitional, associative and distributional justice in order to understand the interplay in partnerships between public and private agencies. From among three types of strategies, coercive, isolated and deliberative, the last one has the potential to bring about transformative changes.

  • 9.
    Augustsson, H.
    et al.
    Karolinska Institutet, Stockholm, Sweden.
    von Thiele Schwarz, Ulrica
    Karolinska Institutet, Stockholm, Sweden; Stockholm University, Stockholm, Sweden.
    Stenfors-Hayes, T.
    Karolinska Institutet, Stockholm, Sweden.
    Hasson, H.
    Karolinska Institutet, Stockholm, Sweden.
    Investigating Variations in Implementation Fidelity of an Organizational-Level Occupational Health Intervention2015In: International Journal of Behavioral Medicine, ISSN 1070-5503, E-ISSN 1532-7558, Vol. 22, no 3, p. 345-355Article in journal (Refereed)
    Abstract [en]

    Background: The workplace has been suggested as an important arena for health promotion, but little is known about how the organizational setting influences the implementation of interventions. Purpose: The aims of this study are to evaluate implementation fidelity in an organizational-level occupational health intervention and to investigate possible explanations for variations in fidelity between intervention units. Method: The intervention consisted of an integration of health promotion, occupational health and safety, and a system for continuous improvements (Kaizen) and was conducted in a quasi-experimental design at a Swedish hospital. Implementation fidelity was evaluated with the Conceptual Framework for Implementation Fidelity and implementation factors used to investigate variations in fidelity with the Framework for Evaluating Organizational-level Interventions. A multi-method approach including interviews, Kaizen notes, and questionnaires was applied. Results: Implementation fidelity differed between units even though the intervention was introduced and supported in the same way. Important differences in all elements proposed in the model for evaluating organizational-level interventions, i.e., context, intervention, and mental models, were found to explain the differences in fidelity. Conclusion: Implementation strategies may need to be adapted depending on the local context. Implementation fidelity, as well as pre-intervention implementation elements, is likely to affect the implementation success and needs to be assessed in intervention research. The high variation in fidelity across the units indicates the need for adjustments to the type of designs used to assess the effects of interventions. Thus, rather than using designs that aim to control variation, it may be necessary to use those that aim at exploring and explaining variation, such as adapted study designs. 

  • 10.
    Axelsson, Tobias
    Mälardalen University, School of Innovation, Design and Engineering.
    Personalinvolverat förändringsarbete i industriföretag: Ett verksamhetsledande perspektiv2012Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Title: Workforce involvement innovation in industrial organizations: a management perspective.

     

    Author: Axelsson Tobias

    Tutor: Lindhult Erik

    Mentor: Sjödin Carina

    Subject/curse: Innovation management, KIN190

    Keywords: innovation, management, workforce involvement, organization, industrial sector

    Problem: Scandinavian organizations have a long tradition of workforce involvement and find it essential to have an engaged workforce to handle innovation. Workforce involvement innovation can give many indirect or direct positive effects but the area are (relative) new to the industrial sector. The question that rises is what an industrial sector workforce need to accomplice innovative changes, and what kind of innovative work do they fit for? What possibilities does a workforce have to create ideas in an organization?

    Purpose: With this study the aim is to create a clearer picture about innovative workforce involvement in the industrial sector. The study follows a management perspective and tries to understand workforce involvement through a manager’s eye.

    Method: The study follows a small innovative initiative in which two groups, one internal and one external to a organization use the same material to find innovative solutions to problems in the working environment.  The study is a qualitative action research project, and is focusing on a managers learning process through the project.

    Conclusion: The study shows that internal workforce is suited to create incremental solutions which also are easy to implement. It’s not an easy task and the organization has to be prepared to involve several levels of the workforce. A manager who leads the process has to be prepared to receive a lot of criticism and reserving a lot of time to projects. If it’s a bigger project the organization might need to get external help. The study also shows that the workforce needs support through the whole innovative process in projects. This is even if they work with their own ideas and their own working environment. There is no easy way even if you might think that a workforce should manage to improve their own situation.

    • The workforce needs support all through an innovative project.
    • Managers have to reserve a lot of time to innovative projects.
    • Managers have to realize that they will receive criticism and reflect over there own view about situations.
    • An organization that wants to create innovative changes might need to change work assignments, recruit or hire external help to succeed.
    • Workforce innovation projects should result in a better working organization both by actual solutions but also in the commitment of the work force.
    • Workforce involvement increases organizational internal transparency.
  • 11.
    Backström, Lisa
    Mälardalen University, School of Health, Care and Social Welfare.
    "Ett arbete som aldrig kommer att sluta": Mellanchefers upplevelser av det systematiska arbetsmiljöarbetet2014Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Work environment has been an important part of the Swedish working life for a long time and with the help of the Working Environment Law the work environment is mandatory. The purpose of this study was to gain a deeper insight into how the system of middle managers systematic work environment looks like. The question was: How do six middle managers perceive and deal with systematic work environment? A qualitative study was conducted with six middle managers from a global company. During the analysis, there were three main themes to be recognized (cooperation and support facilitates the work environment, problem with the systematic work and difficulties with staff) and six sub themes. The results showed that respondents felt great support from management and safety representatives, which according to the respondents made ​​their systematic work environment easier. In contrast, respondents indicated that work environment was extensive and because of that the experience was that the work never gets finished. It also emerged in the results that the systematic work environment is about trying to change staff attitudes. The conclusion is that systematic work environment is not an easy task for middle managers. Moreover, it seems that systematic work environment also involve working to change attitudes and behaviors. The study wants to contribute to a greater understanding of how the system of middle managers work with the systematic work environment looks like.

  • 12.
    Berglund, Rachael
    et al.
    Mälardalen University, School of Innovation, Design and Engineering, Innovation and Product Realisation.
    Backström, Tomas
    Mälardalen University, School of Innovation, Design and Engineering, Innovation and Product Realisation. IPR (Innovation and Product Realisation).
    Bellgran, Monica
    Mälardalen University, School of Innovation, Design and Engineering, Innovation and Product Realisation. IPR (Innovation and Product Realisation).
    Critical Psychosocial Risk Treatment for Engineers and Technicians2019In: ICRAM 2019 ICRAM, Amsterdam, Netherlands, 2019Conference paper (Refereed)
  • 13.
    Berglund, Rachael
    et al.
    Mälardalen University, School of Innovation, Design and Engineering, Innovation and Product Realisation.
    Backström, Tomas
    Mälardalen University, School of Innovation, Design and Engineering, Innovation and Product Realisation.
    Bellgran, Monica
    Mälardalen University, School of Innovation, Design and Engineering, Innovation and Product Realisation.
    How companies work with the psychosocial work environment2018In: Experiments and measures to promote well-being and occupational health, 2018Conference paper (Refereed)
    Abstract [en]

    According to leading researchers such as by Leka & Cox, Psychosocial risk management is recommended as the way to proactively and systematically ensure that work factors in the organizational and social work environment lead to wellbeing and engagement instead of strain, stress and ultimately exhaustion. Companies in Sweden scored the highest among companies in Europe on the psychosocial risk management index in 2012. In spite of this, work related illnesses attributed to organizational and social factors in the workplace have increased by 91% since 2011. Theoretically, if Sweden is very good at psychosocial risk management then the occupational illness levels related to the organizational and social work environment should be decreasing and not steadily on the rise. This paper presents findings from a study of how large companies in Sweden work with the psychosocial work environment one year after the introduction of organizational and social work environment legislation in Sweden in March 2016. Method – Telephone interviews about the psychosocial work environment were carried out with five large companies acknowledged to be good employers in Sweden; Volvo Car AB, Swedish Public Service Television company, AB Volvo, Microsoft and SKF. Informants belonging to the HR department on a global or national level in Sweden completed the interview. The interviews were transcribed during the interview and the accuracy of the content approved by each company before being included in the data set. Preliminary Results – The analysis of the results are ongoing. Preliminary findings suggest that; companies express a willingness to work systematically with the psychosocial work environment in a way similar to the physical work environment; that the introduction of legislation instigated some actions, and that the employee satisfaction survey is used as a form of risk analysis tool. Further, companies differ in whether they focus on the individual or the work environment when working to alleviate the negative health effects of work related stress after it has been detected. The findings are discussed in relation to work factors, psychosocial risk management and finally proactive & reactive tools and methods used. Preliminary Conclusions – The study provides an insight into what companies are actually doing when they are working with the psychosocial work environment. The contribution to science is increasing knowledge about how companies may be following all or some of the risk management process and what actions and tools they are using to do it.

  • 14.
    Berglund, Rachael
    et al.
    Mälardalen University, School of Innovation, Design and Engineering, Innovation and Product Realisation.
    Hultgren, Ulrika
    Mälardalen University, School of Innovation, Design and Engineering, Innovation and Product Realisation.
    Backström, Tomas
    Mälardalen University, School of Innovation, Design and Engineering, Innovation and Product Realisation.
    Kan ett systematiskt arbete med psykosociala riskbedömningar påverka psykosocialt säkerhetsklimat?2017In: Forum för Arbetslivsforskning (FALF), Alnarp, 13-15 Juni 2017, Online, 2017Conference paper (Other academic)
    Abstract [sv]

    Session 8Stress och psykosociala faktorerBeskrivning av en pågående studie: Kan ett systematiskt arbete med psykosociala riskbedömningar påverka psykosocialt säkerhetsklimat?Rachael Berglund, Ulrika Hultgren & Tomas BackströmStressrelaterad ohälsa i arbetslivet kostar Europa €617 miljard om året och påverkar 40 miljoner enligt International Labour Organisation (ILO). Det psykosociala säkerhetsklimatet (PSK) lig-ger till grund för hur en organisation eller arbetsgrupp verkligen mår. Enligt lagstiftningen idag i Europa ska alla arbetsplatser arbeta förebyggande för att eliminera eller minska identifierade riskfaktorer, vilket inkluderar psykosociala risker. Denna studie har som syfte att undersöka om ett systematiskt arbete med riskbedömningar av den psykosociala arbetsmiljön kan påverka det psykosociala säkerhetsklimatet, välbefinnande och arbetets effektivitet i arbetsgrupper. Två glo-bala industriföretag i Sverige ingår i studien. Interventionen riktar sig mot ledare och förväntas påverka cirka 200 medarbetare per företag. Undersökningen har en kvasiexperimentell design med kontrollgrupp. Enkäter som mäter PSK, stressorer, välbefinnande och effektivetet används vid tre tidpunkter: en mätning före interventionen, en efter och en mätning efter ytterligare sex månader. Interventionen innefattar tre faser. Under fas 1 utbildas ledarna i psykosocial säker-het, PSK, riskbedömningar och team-coaching. Vid fas 2 arbetar ledaren tillsammans med sin arbetsgrupp för att upprätta och följa en handlingsplan med syfte att eliminera eller minska arbetsgruppens prioriterade risker. Fas 3 överlappar delvis med fas 2 och innehåller fyra möten med fokus på psykosocial säkerhet där chefen träffar sina peers för chefsstöd och för att stärka coachningsbeteenden. Studien är unik eftersom PSK tidigare inte har används tillsammans med Health and Safety Executives’s management standards och dessutom för att team coachning används i ett systematiskt arbete med psykosociala riskbedömningar.

  • 15.
    Bergman, D.
    et al.
    Karolinska Institutet, Stockholm, Sweden.
    Lornudd, C.
    Karolinska Institutet, Stockholm, Sweden.
    Sjöberg, L.
    Stockholm School of Economics, Stockholm, Sweden.
    von Thiele Schwarz, Ulrica
    Karolinska Institutet, Stockholm, Sweden.
    Leader personality and 360-degree assessments of leader behavior2014In: Scandinavian Journal of Psychology, ISSN 0036-5564, E-ISSN 1467-9450, Vol. 55, no 4, p. 389-397Article in journal (Refereed)
    Abstract [en]

    To investigate the relationship between personality and multi-source feedback, we assessed 190 health care managers by applying the Understanding Personal Potential personality test, which provides comprehensive measurement of the Big Five dimensions and eight narrower personality traits. Managers' leadership behaviors were assessed by colleagues, supervisors, a random sample of each manager's subordinates as well as the managers themselves using a 360-degree change, production, employee (CPE) instrument. Hierarchical multivariate regression analysis showed that the Big Five variables were significantly related to the Managers' leadership behavior in all CPE dimensions. Also, addition of narrow personality variables to the Big Five increased explained variance in leadership behavior. This study is the first of its kind to include the full range of viewpoints in a 360-degree instrument, along with a large number of subordinate assessments. We found that both the strength of the relationship between personality and behavior and the configuration of different predictors varied depending on who did the rating and what leadership orientation was investigated, and this observation merits further investigation. 

  • 16.
    Bergström, Matz
    Mälardalen University, School of Sustainable Development of Society and Technology.
    Länken mellan plåga och lycka: En kvalitativ studie om sex kvinnliga barnmorskors upplevelser av mening och meningsfullhet i arbete2011Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Paid work is a major part of most people’s life. It is therefore important for individuals, and society as a whole, that there is meaning in the work being performed and it is perceived as meaningful. Midwives belong to a category of workers who perceive their work as meaningful. The intention of this qualitative interview study was to explore what six female midwives perceived as the meaning of work from an individual and society perspective. The aim was also to reveal what they perceived as meaningful in their work. By using a phenomenological method the essence of the midwives experiences was revealed. The concept of meaning in this study is to be understood as the aim or value of work. Meaningfulness is the concept used to describe a deeper meaning of work. The theoretical framework is based upon three generalised work aims, working for: 1) Financial resources. 2) Social needs and the need for self fulfilment. 3) Other people’s needs. The result shows that on an individual level the midwives experienced meaning in their work due to its changeable nature, which includes variations in tempo and encounters with different colleagues and patients. The meaning of work on a societal level was to create positive experiences among patients based on how there were treated. Good treatment generates positive images of the health care system and also of having children. Experiences of meaningfulness are based in the patient´s need for the midwives competence, and their involvement in other people’s unique life experience. Midwives value working for other people and benefiting society; this gives them an altruistic attitude towards work. They work with the intimacies of life, and their role influences other people’s lives, which contributes to the midwives feeling of having a meaningful job.

  • 17.
    Boivie, Cajsa
    Mälardalen University, School of Health, Care and Social Welfare.
    Upplevelser av ledarskap inom kriminalvården och dess förhållande till kriminalvårdarnas psykiska hälsa2019Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Ledarskapet på arbetsplatsen har i flertalet studier visat ha en betydelse för medarbetarnas psykiska hälsa. En till synes, relativt outforskad yrkesgrupp inom området är kriminalvårdare. Kriminalvårdare beskrivs vara en komplex arbetsgrupp med en tudelad yrkesroll vilket kan innebära upplevda höga krav i arbetet. Till följd av detta har föreliggande induktiva studie intresserat sig för hur kriminalvårdare förstår sina upplevelser av ledarskapets i förhållande till deras psykiska hälsa. Genom en fenomenologisk metod genomfördes en intervjustudie med åtta stycken kriminalvårdare. För att skapa förståelse för kriminalvårdarnas upplevelser har krav – resursmodellen, tillsammans med tidigare forskning utgjort ett teoretiskt ramverk för studien. Resultatet talar för att vårdarna förstår ledarskapet inom kriminalvården som en extern resurs i arbetet som kan förklaras som ett direkt - och ett indirekt stöd med påverkan på vårdarnas psykiska hälsa.

  • 18.
    Broström, Robert
    Mälardalen University, School of Health, Care and Social Welfare.
    Den nya teknikens betydelse för ett arbetsliv utan gränser: En intervjustudie om tjänstemäns erfarenheter av att balansera arbete och fritid i relation till ny teknik2014Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Den här kvalitativa intervjustudien syftar till att undersöka svenska yrkesverksamma tjänstemäns erfarenheter av att balansera arbete och fritid i relation till ny teknik. Den nya tekniken i form av bärbara datorer och smarta telefoner med mera har inneburit att förutsättningarna för den arbetande befolkningen att hantera gränser mellan de två sfärerna arbete och fritid kan ha förvanskat, med ökade risker för konflikt som följd. Hur förhåller sig yrkesverksamma tjänstemän, som är en yrkesgrupp som till stor del använder sig av ny teknik, till ett allt mer gränslöst arbetsliv? Resultaten visar att tjänstemän från tre olika sektorer i en mellansvensk kontext anpassar sitt användande av den nya tekniken utifrån tre olika kategorier i syfte att balansera arbetslivet och privatlivet. Tjänstemännen anpassar sitt användande utifrån sin yrkesmässiga rutin och genom självinsikt. De anpassar sitt användande utifrån olika personliga preferenser och till sist anpassar de sitt användande utifrån de förväntningar som ställs från till exempel kunder och familj. Konsekvenser av detta som framstår som viktiga att ta med sig i förståelsen för yrkesverksammas önskemål gällande den nya tekniken och dess betydelse för balans diskuteras.

  • 19.
    Burtsov, Jenna
    Mälardalen University, School of Health, Care and Social Welfare.
    Den entreprenöriella chefsrollen: En ny sorts icke-traditionell chefsroll i kontrollens tecken2013Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Syftet med studien är att fördjupa förståelsen för unga människors föreställningar kring en ny icke-traditionell chefsroll: Den entreprenöriella chefsrollen. I tillvägagångssättet har inspiration erhållits från metoden Grundad teori. Urvalet har bestått av tio respondenter mellan 17-22 år med skillnader i egenskaper som kön, gymnasieprogram och nationalitet. Samtliga har i mindre skala kommit i kontakt med den entreprenöriella chefsrollen genom en entreprenöriell utbildning. Studiens kärnkategori är kontroll och kommer i uttryck genom fem kategorier som påvisar fem olika aspekter av kontrollen. Kategorierna är: Självbestämmande i arbetslivet; Oförutsägbarhet kring tid & pengar; Begränsad kunskap; Viljan att lära mer; Den avgörande affärsidén. Vidare presenteras min mini-teori som förklarar relationerna mellan kategorierna. Mini-teorin avslöjar hur det är att inneha den entreprenöriella chefsrollen och hur vägen till denna chefsroll tenderar att se ut. Den entreprenöriella chefsrollen medför både för- och nackdelar. Vidare har unga människor begränsade föreställningar kring denna chefsroll. Därför vill de lära sig mer om dess verkliga innebörd innan de storskaligt vågar inta den. Vad som dock avgör om rollen intas är affärsidén. Studien avslutas med en diskussion om syfte, metod och forskarens roll. Vidare diskuteras resultatet i relation till tidigare forskning samt Charons och Goffmans rollteorier. Avslutningsvis ges förslag på framtida forskning.

  • 20.
    Börgel, Erika
    Mälardalen University, School of Sustainable Development of Society and Technology.
    "Många tror att det är knepiga personer som mobbas men det är tvärtom": En diskursanalytisk studie om den medialt konstruerade bilden av mobbning bland vuxna i arbetslivet2012Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Nio procent av svenskarna uppger att de har blivit mobbade på sin arbetsplats. För det mesta är det en överordnad som är förövaren. Mobbningen yttrar sig genom olika handlingar men gemensamt för de individer som drabbas är att det innebär stora konsekvenser för hälsan, och det är inte ovanligt att de slås ut ur arbetslivet helt. Mobbning innebär också stora ekonomiska kostnader för organisationen där den sker och för samhället i stort. Syftet med denna studie har varit att genom en diskursanalytisk ansats med retoriska inslag studera hur bilden av mobbning bland vuxna i arbetslivet konstrueras i och genom media. Genom en retorisk analys har det identifierats hur vuxenmobbning kan legitimeras som ett socialt problem, men också vad som skrivs om fenomenet och vilka orsaker som antas vara bakomliggande. Vilken bild som presenteras och reproduceras i media skapar villkor för hur vi pratar om mobbning och hur vi tror att problemet kan lösas. Det har betydelse för hur arbetsgivare och kollegor agerar när mobbning uppdagas på arbetsplatsen - tar man tag i problemet eller blundar man för det som sker? Resultatet visar att den bild som ges i media i stort sett går i linje med mobbningsforskningens. I media pekas arbetsorganisationen och ledarskapet ut som de viktigaste faktorerna till fenomenets uppkomst och existens. Men det finns de som menar att individuella egenskaper också är bakomliggande, vilket bidrar till att bekräfta att vissa egenskaper och personlighetsdrag ökar risken för att utsättas för mobbning. 

  • 21.
    Caicedo, Mikael Holmgren
    et al.
    Stockholm Univ, SBS, Stockholm, Sweden..
    Höglund, Linda
    Mälardalen University, School of Business, Society and Engineering, Industrial Economics and Organisation.
    Martensson, Maria
    Linnaeus Univ, Sch Business & Econ, Vaxjo, Sweden.;Stockholm Univ, Stockholm Ctr Org Res SCORE, Stockholm, Sweden..
    When calculative practices are no more: On the de-accountingization of the operational level of a public sector agency2019In: Financial Accountability and Management, ISSN 0267-4424, E-ISSN 1468-0408, Vol. 35, no 4, p. 373-389Article in journal (Refereed)
    Abstract [en]

    This study reports on an attempt to remove management accounting's calculative practices at the operational level of a Swedish Public Agency. Using a Habermasian perspective, the study shows how the agency has attempted to replace the previous accounting practice, which involved target setting, performance management and measurement with a new leadership philosophy, and accounting practices that aim at generalizing the individual's private interest toward organizational interests. The result is interpreted as an attempt to make the individual responsible for the welfare of the collective in which, in its absence, the kind of validity that accounting's calculative practices enable is very much present as a longing to soothe the anxiety and uncertainty brought about by the responsibility to lead oneself.

  • 22.
    Dahl, Ulrika
    Mälardalen University, School of Health, Care and Social Welfare.
    Inre kontroll i yttre kaos: Självledarskap som stresshantering?2013Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Kombinationen höga krav, låg kontroll och lågt socialt stöd leder, enligt krav-kontroll-stöd modellen, till de högsta stressnivåerna. Självledarskap ger individen möjligheten att, genom en inre kontroll, återta kontrollen och minska stressnivåerna. Genom att använda sig av självledarskapsstrategier kan individen förändra sina tankemönster och ageranden för att på så vis förhoppningsvis förbättra sin stresshantering. Studiens syfte var att studera relationen mellan självledarskap, stress och arbetets uppbyggnad. Med arbetets uppbyggnad menas här kombinationen av krav, kontroll, stöd samt tydlighet. Totalt besvarade 107 deltagare, varav 69 kvinnor, en enkät. Analyserna visade på samband mellan stress och samtliga 4 arbetsmiljövariabler (krav, kontroll, stöd samt tydlighet), vidare på positivt samband mellan självledarskapsvariabeln självbestraffning och stress samt positiva samband mellan strategigruppen naturliga belöningar och 2 av arbetsmiljövariablerna. Hypotesen, att goda självledarskapskunskaper medför bättre stresshantering, fick dock inte stöd. Det behövs ytterligare forskning för att tydliggöra sambanden mellan självledarskap, stress och arbetsmiljö, exempelvis genom experimentella studier.

  • 23.
    De Cuyper, Nele
    et al.
    Katholieke Universiteit Leuven, Belgium.
    Isaksson, KerstinStockholm University, Stockholm, Sweden.De Witte, HansKatholieke Universiteit Leuven, Belgium.
    Employment Contracts and Well being among European Workers2005Collection (editor) (Other academic)
  • 24.
    Drangnell Ek, Tove
    Mälardalen University, School of Health, Care and Social Welfare.
    Vilka faktorer i arbetet leder till att fastighetsmäklare upplever motivation och arbetstillfredsställelse?2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Fastighetsmäklare arbetar med en provisionsbaserad lön där den som presterar bäst även tjänar mest. Det är ett yrke med hård konkurrens och långa arbetsdagar. Ändå finns det 6000 registrerade fastighetsmäklare i Sverige. Syftet med studien var att undersöka vad som leder till motivation och arbetstillfredsställelse bland fastighetsmäklare.  Den här kvalitativa studien är baserad på semistrukturerade intervjuer med åtta fastighetsmäklare från fastighetsmäklarbyråer i Stockholm med omnejd. Teoretisk utgångspunkt i studien är Herzbergs tvåfaktorteori (2010) samt McClellands motivationsteori (2009). En tematisk analys av intervjudata gjordes för motivation respektive arbetstillfredsställelse. Resultatet visade att feedback/bekräftelse tillsammans med behovet att prestera var en gemensam nämnare för vad i arbetet som motiverade deltagarna samt vad i arbetet som ledde till arbetstillfredsställelse. Arbetstillfredställelsen påverkades av i vilken utsträckning deltagarna fick bekräftelse och feedback, hur privatlivet påverkades samt resultatet av arbetet. För att motiveras i arbetet ställde deltagarna krav på feedback, bekräftelse, belöning, lön och eget ansvar. 

  • 25.
    Forsberg, H. H.
    et al.
    Karolinska Institutet, Stockholm, Sweden.
    Athlin, T. M.
    Uppsala University, Uppsala, Sweden.
    von Thiele Schwarz, Ulrica
    Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare. Karolinska Institutet, Stockholm, Sweden; Stockholm University, Stockholm, Sweden.
    Nurses' perceptions of multitasking in the emergency department: Effective, fun and unproblematic (at least for me) - a qualitative study2015In: International Emergency Nursing, ISSN 1755-599X, E-ISSN 1878-013X, Vol. 23, no 2, p. 59-64Article in journal (Refereed)
    Abstract [en]

    Introduction: The aim was to understand how multitasking is experienced by registered nurses and how it relates to their everyday practice in the emergency department. Method: Interviews with open-ended questions were conducted with registered nurses (n = 9) working in one of two included emergency departments in Sweden. Data were analyzed using Schilling's structured model for qualitative content analysis. Results: Three core concepts related to multitasking emerged from the interviews: 'multitasking - an attractive prerequisite for ED care'; 'multitasking implies efficiency' and 'multitasking is not stressful'. From these core concepts an additional theme emerged: '. and does not cause errors - at least for me', related to patient safety. Discussion: This study shows how the patient load and the unreflected multitasking that follows relate to nurses' perceived efficiency and job satisfaction. It also shows that the relationship between multitasking and errors is perceived to be mediated by whom the actor is, and his or her level of experience. Findings from this study add value to the discourse on multitasking and the emergency department context, as few studies go beyond examining the quantitative aspect of interruptions and multitasking and how it is experienced by the staff in their everyday practice.

  • 26.
    Forsberg, Johan
    Mälardalen University, School of Health, Care and Social Welfare.
    Psykosocial arbetsmiljö2017Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Psykosocial arbetsmiljö är något som är prioriterat av den svenska regeringen och riksdagen. Det finns fortfarande kopplat till detta ett antal arbetsområden som är relativt outforskade. Efterforskningar visar att personal som hanterar IT-hot verkar i Sverige vara ett av dessa områden. Med detta som bakgrund genomfördes en undersökning av den psykosociala arbetsmiljön vid en enhet i Försvarsmakten. Denna genomfördes med fallstudien som angreppssätt. Iakttagelser av arbetsplatsen för en övergripande beskrivning av denna och semistrukturerade intervjuer genomfördes. Totalt intervjuades nio personer under tre dagar. Data från intervjuerna analyserades sedan tematiskt och utifrån detta redovisas resultatet. Undersökningen visar att det till största del finns resurser att möta de krav som arbetet ställer på den enskilde individen. Det är dock i dagsläget en viss obalans vilket leder till en känsla av upplevd stress. Individerna är mycket resursstarka utanför arbetsplatsen vilket hjälper till att ge balans. Vidare framkommer att ett arbete med målsättningar i förhållande till arbetets krav troligen är ett sätt att reducera den upplevda stressen och därmed uppnå en bättre balans mellan krav och resurser. En möjlig bieffekt av detta är en effektivare verksamhet och hälsofrämjande av personalen. För att ge mer erfarenhetsvärden inom området är ytterligare studier av enheter som hanterar IT-hot vid andra myndigheter och företag värdefullt.

  • 27.
    Frykman, M.
    et al.
    Karolinska Institutet, Stockholm, Sweden.
    Hasson, H.
    Karolinska Institutet, Stockholm, Sweden.
    Muntlin Athlin, A.
    University of Adelaide, Adelaide, Australia.
    von Thiele Schwarz, Ulrica
    Karolinska Institutet, Stockholm, Sweden.
    Functions of behavior change interventions when implementing multi-professional teamwork at an emergency department: A comparative case study2014In: BMC Health Services Research, ISSN 1472-6963, E-ISSN 1472-6963, Vol. 14, no 1, article id 218Article in journal (Refereed)
    Abstract [en]

    While there is strong support for the benefits of working in multi-professional teams in health care, the implementation of multi-professional teamwork is reported to be complex and challenging. Implementation strategies combining multiple behavior change interventions are recommended, but the understanding of how and why the behavior change interventions influence staff behavior is limited. There is a lack of studies focusing on the functions of different behavior change interventions and the mechanisms driving behavior change. In this study, applied behavior analysis is used to analyze the function and impact of different behavior change interventions when implementing multi-professional teamwork. Methods. A comparative case study design was applied. Two sections of an emergency department implemented multi-professional teamwork involving changes in work processes, aimed at increasing inter-professional collaboration. Behavior change interventions and staff behavior change were studied using observations, interviews and document analysis. Using a hybrid thematic analysis, the behavior change interventions were categorized according to the DCOM® model. The functions of the behavior change interventions were then analyzed using applied behavior analysis. Results: The two sections used different behavior change interventions, resulting in a large difference in the degree of staff behavior change. The successful section enabled staff performance of teamwork behaviors with a strategy based on ongoing problem-solving and frequent clarification of directions. Managerial feedback initially played an important role in motivating teamwork behaviors. Gradually, as staff started to experience positive outcomes of the intervention, motivation for teamwork behaviors was replaced by positive task-generated feedback. Conclusions: The functional perspective of applied behavior analysis offers insight into the behavioral mechanisms that describe how and why behavior change interventions influence staff behavior. The analysis demonstrates how enabling behavior change interventions, managerial feedback and task-related feedback interact in their influence on behavior and have complementary functions during different stages of implementation. 

  • 28.
    Granath, J.
    et al.
    Stockholm University, Sweden.
    Ingvarsson, S.
    Stockholm University, Sweden.
    von Thiele Schwarz, Ulrica
    Stockholm University, Sweden.
    Lundberg, U.
    Stockholm University, Sweden.
    Stress management: A randomized study of cognitive behavioural therapy and yoga2006In: Cognitive Behaviour Therapy, ISSN 1650-6073, E-ISSN 1651-2316, Vol. 35, no 1, p. 3-10Article in journal (Refereed)
    Abstract [en]

    In this study, a stress management program based on cognitive behavioural therapy principles was compared with a Kundaliniyoga program. A study sample of 26 women and 7 men from a large Swedish company were divided randomly into 2 groups for each of the different forms of intervention; a total of 4 groups. The groups were instructed by trained group leaders and 10 sessions were held with each of groups, over a period of 4 months. Psychological (self-rated stress and stress behaviour, anger, exhaustion, quality of life) and physiological (blood pressure, heart rate, urinary catecholamines, salivary cortisol) measurements obtained before and after treatment showed significant improvements on most of the variables in both groups as well as medium-to-high effect sizes. However, no significant difference was found between the 2 programs. The results indicate that both cognitive behaviour therapy and yoga are promising stress management techniques.

  • 29.
    Grebius, Magdalena
    Mälardalen University, School of Health, Care and Social Welfare.
    Expertchefens ledarskap och utmaningar -en studie i tre naturvetenskapliga kontexter2013Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Syftet med denna uppsats har varit att med kvalitativ metodik erhålla en fördjupad förståelse för relationen mellan expertis och ledarskap i chefsrollen. Jag har velat identifiera de för- och nackdelar som finns i denna kombination samt identifiera de strategier som finns för att hantera relationen. Detta har studerats genom nio intervjuer i tre naturvetenskapliga kontexter- statligt, akademi och privat. Analys av intervjumaterialet identifierade följande kategorier: Ledarskap- en outforskad terräng för experten, Expertkunskap krävs för ledarskapet, Ledarskapet är expertens karriärväg, Balansen mellan expert och ledare i chefsrollen samt För- och nackdelar med att vara expert och ledare. Resultaten visade att expertchefer förväntas prestera både som experter och ledare. De erhåller dock olika tysta signaler från sin omgivning om att expertisen står över ledarskapet. Frånvarande direktiv från ledningen hur chefen bör prioritera sin tid och sitt engagemang mellan sina roller gör att chefen väljer mellan tre strategier: att kombinera sitt ledarskap och sin expertroll eller lägga tyngden på antingen ledarskapet eller expertisen. Dessa strategier kan medföra olika effekter på ledarnas upplevda situation, medarbetares arbetssituation och verksamhetens arbetsklimat. Resultaten beskrevs i relation till tidigare forskning och Goodalls teori om expertledarskapets betydelse för ledarskapet. En avslutande diskussion fördes om resultaten i relation till syftet och frågeställningen.

  • 30.
    Gustafsson, Mikael
    Mälardalen University, School of Sustainable Development of Society and Technology.
    Samhälls- och beteendevetare på arbetsmarknaden: Uppföljning av studenter som påbörjade det beteendevetenskapliga programmet vid Mälardalens högskola 1999-20032009Report (Other academic)
    Abstract [sv]

    I fokus för denna uppföljningsstudie står de studentgrupper som påbörjade det beteendevetenskapliga programmet vid Mälardalens högskola i Eskilstuna/Västerås under perioden 1999–2003. Hur stora var grupperna? Hur var köns- och ålderfördelningen bland dem? I vilken utsträckning fullföljde studenterna utbildningen med examen? Hur gick det sedan på arbetsmarknaden för dem? Vad har de fått för jobb och hur fick de tag i det? Hur värderar de utbildningen och vilken nytta har de haft av den i arbetet?

    För att besvara dessa huvudfrågor redogörs i studien för en analys av uppgifter hämtade från högskolans studiedokumentationssystem LADOK och från enkätsvar som inkommit från personer som varit registrerade på programmet.

  • 31.
    Hassan, Sara
    Mälardalen University, School of Health, Care and Social Welfare.
    Kreativitetsfrämjande ledarskap i tillverkningsindustrin2014Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Present day leaders have a crucial role in enhancing creative performances to obtain organizational competitiveness and success, due to the rapidly changing outside world. The creativity stimulating leadership is still not fully explored and requires further research to obtain an enhanced understanding of its meaning. The purpose of this study was to identify critical leadership factors that stimulate creativity in the work of improvements in a lean manufacturing organization.  In order to answer the research questions a case study research methodology with both quantitative and qualitative methods was used. A questionnaire was designed based on previous research about leadership that creates a creative organizational climate. The questionnaire was answered by 84 blue collars and interviews were performed with four production managers, to explore experiences and perceptions of the leadership from different perspectives. The quantitative analysis resulted in six leadership factors that had a significant relation to creative performances. The qualitative analysis resulted in four additional factors that were mentioned by all interviewed respondents. The most critical leadership factor was (1) the leader’s ability to demonstrate and create motivation and commitment among the employees. The other nine identified creativity stimulating leadership factors were: (2) employee and manager skills and creative abilities. The leader´s ability to (3a) support and integrate in the daily work, (3b) give feedback and recognize results, (4) stimulate initiatives and responsibility by employees, (5) stimulate the ambition of taking challenges, (6) level out the workload pressure, (7) eliminate experienced organizational obstacles, (8) engender an understanding and consensus on work goals, (9) promote cross-functional work, (10) create a climate of strong relationships and trust.

    The quantitative and qualitative findings indicate that the studied organization is insufficient concerning all identified leadership factors, and has great potential to achieve increased success related to the work of improvements if developing the leadership. The organization should in particular consider the leadership factors that have similarities with the transformational leadership behavior. Other organizations should also be able to enhance the organizational creativity level if considering all identified leadership factors. The findings of this study are considered to contribute to the research with an enhanced understanding of the leadership factors that may be important to consider to stimulate creativity in lean manufacturing organizations.  

  • 32.
    Hasson, D.
    et al.
    Stockholm University, Sweden.
    von Thiele Schwarz, Ulrica
    Stockholm University, Sweden.
    Lindfors, P.
    Stockholm University, Sweden.
    Erratum: Self-rated health and allostatic load in women working in two occupational sectors (Journal of Health Psychology (2009) 14:4 (568-577) DOI: 10.1177/1359105309103576)2011In: Journal of Health Psychology, ISSN 1359-1053, E-ISSN 1461-7277, Vol. 16, no 5Article in journal (Refereed)
  • 33.
    Hasson, D.
    et al.
    Karolinska Institutet, Stockholm, Sweden.
    von Thiele Schwarz, Ulrica
    Stockholm University, Sweden.
    Lindfors, P.
    Stockholm University, Sweden.
    Self-rated health and allostatic load in women working in two occupational sectors2009In: Journal of Health Psychology, ISSN 1359-1053, E-ISSN 1461-7277, Vol. 14, no 4, p. 568-577Article in journal (Refereed)
    Abstract [en]

    This study set out to investigate how biological dysregulation, in terms of allostatic load (AL), relates to self-rated health (SRH) in women. Data on SRH and 12 biomarkers used to assess AL were available for 241 employees from the health care sector and 98 employees from the IT/media sector. In line with the hypothesis, results showed that a poor SRH, along with occupational sector, age and education, were significantly associated with a high AL, particularly for those working within the health care sector. This association between a poor SRH and AL, suggests a link between SRH and biological dysregulation. 

  • 34.
    Hasson, H.
    et al.
    Karolinska Institutet, Stockholm, Sweden.
    Tafvelin, S.
    Umeå Universitet, Umeå, Sweden.
    von Thiele Schwarz, Ulrica
    Karolinska Institutet, Stockholm, Sweden; Stockholm University, Stockholm, Sweden.
    Comparing Employees and Managers' Perceptions of Organizational Learning, Health, and Work Performance2013In: Advances in Developing Human Resources, ISSN 1523-4223, E-ISSN 1552-3055, Vol. 15, no 2, p. 163-176Article in journal (Refereed)
    Abstract [en]

    The Problem. Disagreement between subordinates and their managers' perceptions of organizational climate and support has been related to less efficient work performance and worse organizational outcomes. Possible consequences of disagreement between managers' and subordinates' ratings of organizational learning are currently not known. Little is also known about how the level of agreement between the two ratings relates to employees' performance and wellbeing at work. The Solution. The study was conducted in an industrial company in Sweden. First-line managers' and their subordinates' responses to the Dimensions of the Learning Organization Questionnaire (DLOQ) were evaluated along with employees' ratings of their work performance and health.

  • 35.
    Hasson, H.
    et al.
    Karolinska Institutet, Solna, Sweden.
    Villaume, K.
    Karolinska Institutet, Solna, Sweden.
    von Thiele Schwarz, Ulrica
    Karolinska Institutet, Solna, Sweden.
    Palm, K.
    Karolinska Institutet, Solna, Sweden.
    Managing implementation: Roles of line managers, senior managers, and human resource professionals in an occupational health intervention2014In: Journal of Occupational and Environmental Medicine, ISSN 1076-2752, E-ISSN 1536-5948, Vol. 56, no 1, p. 58-65Article in journal (Refereed)
    Abstract [en]

    OBJECTIVE:: To contrast line managersÊ, senior managersÊ, and (human resource) HR professionalsÊ descriptions of their roles, tasks, and possibilities to perform them during the implementation of an occupational health intervention. METHODS:: Interviews with line managers (n = 13), senior managers (n = 7), and HR professionals (n = 9) 6 months after initiation of an occupational health intervention at nine organizations. RESULTS:: The groupsÊ roles were described coherently, except for the HR professionals. These roles were seldom performed in practice, and two main reasons appeared: use of individuals engagement rather than an implementation strategy, and lack of integration of the intervention with other stakeholders and organizational processes. CONCLUSIONS:: Evaluation of stakeholders perceptions of each otherÊs and their own roles is important, especially concerning HR professionals. Clear role descriptions and implementation strategies, and aligning an intervention to organizational processes, are crucial for efficient intervention management.  

  • 36.
    Hasson, H.
    et al.
    Karolinska Institutet, Stockholm, Sweden.
    von Thiele Schwarz, Ulrica
    Karolinska Institutet, Stockholm, Sweden; Stockholm University, Stockholm, Sweden.
    Nielsen, K.
    Norwich Business School, University of East Anglia, Norwich, United Kingdom.
    Tafvelin, S.
    Umeå University, Umeå, Sweden.
    Are We All in the Same Boat?: The Role of Perceptual Distance in Organizational Health Interventions2016In: Stress and Health, ISSN 1532-3005, E-ISSN 1532-2998, Vol. 32, no 4, p. 294-303Article in journal (Refereed)
    Abstract [en]

    The study investigates how agreement between leaders' and their team's perceptions influence intervention outcomes in a leadership-training intervention aimed at improving organizational learning. Agreement, i.e. perceptual distance was calculated for the organizational learning dimensions at baseline. Changes in the dimensions from pre-intervention to post-intervention were evaluated using polynomial regression analysis with response surface analysis. The general pattern of the results indicated that the organizational learning improved when leaders and their teams agreed on the level of organizational learning prior to the intervention. The improvement was greatest when the leader's and the team's perceptions at baseline were aligned and high rather than aligned and low. The least beneficial scenario was when the leader's perceptions were higher than the team's perceptions. These results give insights into the importance of comparing leaders' and their team's perceptions in intervention research. Polynomial regression analyses with response surface methodology allow three-dimensional examination of relationship between two predictor variables and an outcome. This contributes with knowledge on how combination of predictor variables may affect outcome and allows studies of potential non-linearity relating to the outcome. Future studies could use these methods in process evaluation of interventions. 

  • 37.
    Hedström, Madeleine
    Mälardalen University, School of Health, Care and Social Welfare.
    Stress-Related Sick Leave: An Individual Project: A hermeneutic study investigating the social support given to, and responsibility demanded by the individual2016Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Stress is the most common reason for sick leave in Sweden today. The physical demands are less in today’s work life, but the psychological demands have increased, resulting in increased stress related ill-health. The aim with the current study was to gain an understanding in how individuals that has been or are on stress-related sick leave experience the social support received at the work place and where they experienced that the primary responsibility for the sick leave was. Nine participants from self-help groups for stress was interviewed with a qualitative hermeneutic approach. The interviews were transcribed and analyzed with van Manen’s (1990) “selective or highlighting approach”. The analysis was grounded in four research questions; causes of stress-related sick leave, perceived responsibility for the sick leave, social support, and facilitating factors for returning to work. The result showed that the participants experienced lack of rewards, high demands, low control, lack of social support, insufficient recovery and denial of symptoms of stress. The participants often blamed themselves and took on the primary responsibility. The self-help groups acted as substitute for the lacking social support as well as increased the self-awareness and motivation among the participants.

  • 38.
    Helldahl, Per
    Mälardalen University, School of Sustainable Development of Society and Technology.
    Hopp-Jerkas återkomst?: Synen på arbetskraftens rörlighet från 1940-talet till idag2008Report (Other academic)
    Abstract [sv]

    ”Hopp-Jerka” blev ett skällsord under slutet av 1940- och början av 1950-talet, då ett antal statliga kampanjer genomfördes med syfte att förmå människor att inte byta jobb alltför ofta. Den starka efterfrågan på arbetskraft ledde, menade man, till en skadlig överrörlighet på arbetsmarknaden. Åtskilligt har förändrats sedan dess.

    I den här studien visas hur synen på arbetskraftens rörlighet i efter-krigstidens Sverige har varit beroende av rådande samhällsekonomiska och ideologiska konjunkturer, och hur förändringar i uppfattningar om rörlighet hänger samman med skiften ifråga om synen på samhälle, individ, familj och moral.

    Analysen tar sin slutpunkt i vår egen samtid, då begreppet ”Hopp-Jerka” blivit aktuellt igen, men med omvända förtecken: den rotlöse, maximalt flexible individen, ständigt på jakt efter nya utmaningar och erfarenheter, har nu blivit idealet.

  • 39.
    Hoff, Jessica
    Mälardalen University, School of Health, Care and Social Welfare.
    Spelets regler: Arbetsmiljö och verksamhetsstyrning i socialtjänsten2015Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The social services is an area that studies suggest are notably problematic when exploring the psychosocial work environment, work-related illnesses and employee turnover. In light of the complex and comprehensive operational strategy of the social services questions might be raised over the ability of municipalities to achieve a suitable, and functional, psychosocial work environment. In producing this paper, twelve key employees have been interviewed from the same social service centre. The methodology for analysis of interviews has been through ‘content analysis’ with a latent focus. There are several conclusions to be drawn. Results show that the recommendations from previous studies on improving the working conditions of social service workers have, to date, not been given their full legitimacy on an organisational level. Corrective interventions have primarily been directed both towards the organisation and the interaction between the organisation and the individual. Analysis also indicates that the understanding of the relationship between the operational strategy and the psychosocial work environment still needs to be developed. Finally, this paper shows that further research on the relationship between the operational strategy in the social services and the psychosocial work environment is still required, including research on the dialogue between the municipalities and the governmental superstructure.

  • 40.
    Jansson, Simon
    et al.
    Mälardalen University, School of Innovation, Design and Engineering.
    Abdulwasai, Mohammed
    Mälardalen University, School of Innovation, Design and Engineering.
    En arbetsplats för alla.: En kvalitativ studie om hur man ur ett hållbarhetsperspektiv kan få in funktionshindrade på arbetsmarknaden.2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study is to investigate and examine what is required in anleadership to be able to get disabled individuals into the labor market. The studies focus isthat from a qualitative perspective examine the importance of interaction between the manager and the employee and also what factors that make collaboration successful and less successful in the process of get disabled into the labor market. Current research in the subject is very limited so this study has a purpose to contribute to this. The method of this study has been telephone interviews with managers and assistant managers. The results show that there are several of needs for developing the leadership in this process. More education, more open communication and a higher level of knowledge is needed to make the process more effective and more favorable. Based on this study the authors has developed various of development opportunities and also developed a method in how to make the education for the manager more effective and better.

  • 41.
    Jonsson, Bosse
    Mälardalen University, School of Education, Culture and Communication. Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare.
    Kompetensbehov vid digitalisering i industrin2019In: FALF konferens 2019, Hållbar utveckling i organisationer, Book of abstracts / [ed] Martina Berglund, Linköping: Linköping University Press, HELIX Competence Centre , 2019, p. 75-76Conference paper (Refereed)
  • 42.
    Jonsson, Emelie
    Mälardalen University, School of Health, Care and Social Welfare.
    Att bära slöja på den svenska arbetsmarknaden2019Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Bakgrunden till denna studie var att det fanns ett behov av att se över hur den svenska arbetsmarknaden behandlar kvinnor med slöja (hijab). Detta då det svenska arbetslivet i vissa fall kan ses som etniskt ojämlik. Syftet med studien var att ge kvinnorna en röst i ämnet samt att lyfta deras upplevelser med hjälp utav ett sociologiskt perspektiv. För att ta del av deras upplevelser gjordes en kvalitativ studie med en hermeneutisk ansats och tematisk innehållanalys. Det utfördes åtta semistrukturerade intervjuer med kvinnor som bar slöja i arbetet. Från intervjuerna framkom fyra teman: upplevelser, bemötande, samhällets påverkan samt reaktion. Resultatet visade att slöjan är en viktig del i kvinnornas identitet samtidigt som samhället och arbetsmarknaden har svårt att acceptera deras slöjbärande. Kvinnornas arbetstillfredsställelse samt deras psykosociala arbetsmiljö påverkades då de utsattes för fördomar och diskriminering i sina arbetsliv.

  • 43.
    Karlsson, Jonas
    Mälardalen University, School of Health, Care and Social Welfare.
    För att dela kunskap behövs dialog: En fallstudie om ledarskap i äldreomsorg2018Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Work in elderly care requires qualifications, and this study also indicates the fact that the work is knowledge intensive. The challenges that knowledge intensive work present for organizations are much greater than the issue of individual competence. Knowledge intensive work requires an organization to bring together the competencies and abilities of its individual members. This is referred to in the study as knowledge integration, and includes three basic and interconnected principles: learning, autonomy and cooperation. Based on the background information, the purpose of this study was to shed light on how managers in an elderly care organization discuss issues surrounding leadership in order to promote employee learning, autonomy and cooperation. This discussion process was considered important because a thorough examination of current leadership performance could illuminate potential development areas in order to improve leadership in elderly care. A qualitative case study consisting of 10 interviews with managers was conducted, and the approach was abductive. The results showed that, according to the managers, the employees’ learning, autonomy, and cooperation were important areas to focus on. It was also concluded from the interviews with the managers that their leadership reasoning was dialogue-oriented. The results of this study were consistent with those of previous research that examined the ideal style of leadership in an elderly care setting. One of the main findings of the study is that although the managers wished to support the employees’ opportunities to improve their dialogue skills, they felt that they lacked the necessary concrete methods to do so. Therefore, a potential area for development within elderly care is for managers to implement methods that allow for employees to practice their dialogue-conducting abilities.

  • 44.
    Kasper Lindbäck, Ann-Louise
    Mälardalen University, School of Education, Culture and Communication.
    Socialt stöd som del i kompetensförsörjning: En studie om socialt stöds betydelse för organisationers kompetensförsörjningsarbete2019Independent thesis Basic level (professional degree), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The aim of the study is to find out how employees and employers consider the importance of social support for the work with competency management of organizations. With the goal of generating balance between work life and personal life of employees and attractiveness and prosperous development of organizations. The study has a qualitative approach and semistructured interviews as method. The participants who chose to be a part of the study are employed in organizations and represent both employees and employers. According to previous research the most common forms of social support in work life are emotional and instrumental. In general, emotional social support is considered to be the most important for individuals. The empirical material have been analyzed by meaning concentration. The results have been analyzed from the perspective of systems theory. The findings of the study indicate that all forms of social support are considered contributing to balance between work life and personal life of employees and attractiveness and prosperous development of organizations. However other factors are influencing as well. The conclusions are that social support advantageously can and should be applied in competency management of organizations and that also leadership should be focused on. Organizations are recommended to consider individual needs when offering social support to employees. The perspective of systems theory applied when analyzing the results contributed to an overall understanding of the complexity of balance between work life and personal life of employees and competency management of organizations. Therefore systems thinking is suggested as starting point for leadership of organizations.

  • 45.
    Kensert, Isabella
    Mälardalen University, School of Health, Care and Social Welfare.
    Arbetsmiljö, ledarskap och arbetsklimat: En kvantitativ undersökning om psykisk hälsa på svenska arbetsplatser2019Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The interest to prevent mental illness has grown since it affects many employees. Factors that could affect employees’ mental health in a positive direction are supportive leaders and good working environments. The aims of this study were to investigate what factors at work were vital for better experienced mental health of the employees’, and to investigate differences in mental health between men and women and between the public and private sectors. The research questions formulated were: Question 1: Do the working environment and leadership have any significance for the employees’ mental health? Question 2: Does the work climate have an effect on the employees’ well-being? Question 3: Do women experience worse mental health compared to men, at work? Question 4: Do employees’ within the public sector experience worse mental health compared to employees’ within the private sector? A total of 100 employees participated in a survey. The result of a correlation analysis showed that a good working environment, good leadership and a good working climate can contribute to improved mental health among the employees. The results from an analysis of variance test illustrated no significant difference in mental health between women and men or between public and private sector. The conclusion is that the work environment, the leadership and the work climate seems to play a meaningful role when it comes to better experienced mental health among the employees within both public and private sectors. 

  • 46.
    Korlén, S.
    et al.
    Karolinska Institutet, Stockholm, Sweden.
    Amer-Wåhlin, I.
    Karolinska Institutet, Stockholm, Sweden.
    Lindgren, P.
    Karolinska Institutet, Stockholm, Sweden.
    von Thiele Schwarz, Ulrica
    Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare.
    Exploring staff experience of economic efficiency requirements in health care: A mixed method studyIn: International Journal of Health Planning and Management, ISSN 0749-6753, E-ISSN 1099-1751Article in journal (Refereed)
    Abstract [en]

    Background: Economic resources are limited in health care, and governance strategies are used to push provider organizations to use resources efficiently. Although studies show that hybrid managers are successful in reconciling economic efficiency requirements with professional values to meet patient needs, surprisingly few studies focus on staff. The aim of this study is to explore staff members' experience of economic efficiency requirements. Methods: A mixed method design was applied, targeting multi-professional staff in the Department of Rehabilitation Medicine in a Swedish university hospital. Survey data was collected (n = 93), followed by focus-group interviews to support the understanding of the quantitative findings. Findings: The findings show that health care staff is knowledgeable and intrinsically motivated to consider efficiency requirements, albeit it should not dominate clinical decisions. However, staff experiences little influence over resource allocation and identifies limitations in the system's abilities to meet patient needs. Staff experience incorporates a local unit and a system perspective. Conclusion: Staff members are aware of economic efficiency requirements and will behave accordingly if patients are not at risk. However, their engagement seems to rely on how economic efficiency requirements are handled at multiple system levels and their trust in the system to fairly support patient needs. 

  • 47.
    Lahdenperä, Pirjo
    Mälardalen University, School of Education, Culture and Communication, Educational Sciences and Mathematics.
    Skolledarskap i mångfald2015 (ed. 1:1)Book (Other academic)
    Abstract [sv]

    globalisering och en mångkulturell samhällsutveckling ställer skolan inför spännande och komplicerade utmaningar. Denna utveckling rör inte enbart de som arbetar i mångkulturella skolor, eller skolor som tar emot nyanlända. Det är ett kunskapområde som berör samhället i stort. Skolledarskap i mångfald tar sin utgångspunkt i det interkulturella perspektivet och diskuterar dess implikationer för skolledning och skolutveckling i praktiken. Till grund för diskussioner ligger ett antal olika forskningsprojekt med verksamhetsnära studier om skolans ledning och utveckling.

  • 48.
    Larsson, Robert
    Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare.
    Avhandlingspresentation: Managing workplace health promotion in municipal organizations2015In: Socialmedicinsk Tidskrift, ISSN 0037-833X, Vol. 92, no 2, p. 244-244Article in journal (Other academic)
  • 49.
    Larsson, Robert
    Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare.
    Enablers and barriers in implementing a health-promoting leadership programme in municipal organisations2016Conference paper (Refereed)
    Abstract [en]

    Objectives

    Systematic reviews of organisational health interventions (OHI) show that processes, contexts, stakeholder roles and implementation often are poorly reported in OHI studies. However, this knowledge is a valuable complement to outcome-related knowledge and can contribute to a deeper understanding of the OHI, its effects or failures. The present study aims to analyse how line and middle managers describe enablers and barriers in the implementation of a health-promoting leadership programme in municipal organisations.

    Methods

    A qualitative case study design was applied to examine a health-promoting leadership programme as a case of OHI implementation. The leadership programme was implemented in two municipal organisations with the intention to change leaders’ behaviours’ into more health-promoting ones by providing on-the-job leadership training (based on transformational leadership and the Job Demands–Resources Model) aiming to improve leadership behaviours’ and employee health. Semi-structured interviews with line and middle managers were conducted (n=11). Interviews with senior managers (n=5), meeting notes, and action plans were used as supplementary data. The interview data were analysed using a thematic analysis.

    Results

    The line and middle managers describe the leadership programme as a new approach in leadership training as it address employee participation. Similarly, they describe employee involvement as a crucial enabler in the implementation of the leadership programme. Other enablers include action plans with clear goals, experiences of organisational change among employees, and integration of programme content into existing routines and structures. The line and middle managers also point out barriers in the programme implementation, and describe high workload, lack of senior management support, weak programme intensity, competing projects and organisational change as such barriers.

    Conclusion

    The enablers and barriers found in this study needs to be considered in relation to the organisational context. Especially, the organisational conditions for line and middle managers needs to be given attention. Taken together, these conditions are important in order to facilitate managers acting as drivers of change. The study contributes to the understanding of OHI implementation in public organisations, including lessons learned for both researchers designing and managers being involved in the implementation of OHIs.

  • 50.
    Larsson, Robert
    Mälardalen University, School of Health, Care and Social Welfare, Health and Welfare.
    Managing workplace health promotion in municipal organizations2015Doctoral thesis, comprehensive summary (Other academic)
    Abstract [en]

    The workplace is a suitable setting for health promotion, not least due to the amount of time employees spend at work. Previous research indicates large variations in employers' handling of workplace health promotion (WHP) efforts. However, more empirical knowledge of how WHP is handled in public sector organizations is needed.

    The overall aim of the thesis was to explore how WHP is managed and implemented in municipal organizations. The thesis draws on health promotion as the point of departure, further accompanied with concepts related to organizational change and implementation research.

    The thesis is based on three studies using different empirical materials. Both quantitative and qualitative research designs were used. In the first study, questionnaires were sent to both top managers and employees in a nationwide random sample of 60 of the 290 municipal social care organizations in Sweden. Data were analysed at the organizational level, linking WHP measures provided by the employer to employee health. In the second study, interviews concerning the management of WHP were carried out with senior managers representing various departments in two municipalities. The third study analysed the implementation of a health-promoting leadership programme, and the interviews made, concerned the experiences of line and middle managers participating in the programme.

    The results show that the provision of individual- and organizational-directed WHP measures was associated to employee health at the organizational level. Furthermore, the senior managers described WHP management as components contributing to the organization's capacity for WHP. However, they mainly described WHP as providing healthy lifestyle activities, and mapping working conditions and employee health. In the study analysing the implementation of the leadership programme, line and middle managers described employee involvement as an enabling factor, whereas high workload and lack of senior management support were barriers described. Recurrent organizational changes and other politically-initiated projects and routines were also pointed out as competing events in the implementation process.

    From this thesis, it can be concluded that WHP management is dominated by measures directed towards the individual employee and needs to include more of psychosocial and organizational measures. Finally, the varied organizational conditions for municipal managers as well as the support from senior management and human resources staff needs to be considered and ensured as part of an active and continuous WHP practice.

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