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  • 1.
    Aronsson, Gunnar
    et al.
    Psykologiska institutionen, SU.
    Hellgren, Johnny
    Psykologiska institutionen, SU.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Johansson, Gunn
    Psykologiska institutionen, SU.
    Sverke, Magnus
    Psykologiska institutionen, SU.
    Torbiörn, Ingemar
    Psykologiska institutionen, SU.
    Arbets- och organisationspsykologi: och organisation i samspel2012 (oppl. 1)Bok (Annet vitenskapelig)
  • 2.
    Backström, Tomas
    et al.
    Mälardalens högskola, Akademin för innovation, design och teknik.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för innovation, design och teknik.
    Wilhelmson, Lena
    Mälardalens högskola, Akademin för innovation, design och teknik.
    Åberg, Marie
    Mälardalens högskola, Akademin för innovation, design och teknik.
    Åteg, Mattias
    Mälardalens högskola, Akademin för innovation, design och teknik.
    Önnered, Loe
    Mälardalens högskola, Akademin för innovation, design och teknik.
    Regisserad kompetensutveckling2008Inngår i: 1:a nationella arbetslivsforskningskonferensen - Hallbart arbetsliv och lonsamhet - en konflikt?, Vaxjo, 2008Konferansepaper (Fagfellevurdert)
  • 3.
    Bernhard-Oettel, C.
    et al.
    Stockholm University.
    De Cuyper, N.
    K.U. Leuven, Belgium.
    Berntson, E.
    Stockholm University.
    Isaksson, Kerstin
    Mälardalens högskola, Institutionen för samhälls- och beteendevetenskap.
    Well-Being and Organizational Attitudes in Alternative Employment: The Role of Contract and Job Preferences2008Inngår i: International Journal of Stress Management, ISSN 1072-5245, E-ISSN 1573-3424, Vol. 15, nr 4, s. 345-363Artikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    This study focuses upon the heterogeneity in the contemporary workforce in relation to well-being and organizational attitudes. This heterogeneity may concern (a) the specific type of contract (permanent full-time vs. alternative arrangements; e.g., permanent part-time, fixed-term, and on-call work), (b) job and contract preferences, or (c) specific combinations of contract type and preferences. The authors argue that working in alternative employment, but also being in a nonpreferred contract or job may imply stress and, hence, strain (i.e., poor well-being). This may lead to withdrawal from the organization (i.e., poor organizational attitudes). A combination of the stressors may strengthen these effects. Analyses of questionnaire data from Sweden collected in 2004 (N = 716) reveal that preferences, particularly preferences for the job and partly also for the contract, were associated with the outcomes. Contract heterogeneity was not informative for well-being, while it was for differences in reported organizational attitudes. Type of employment contract interacted with job and contract preferences: for permanent full-time workers, job preferences displayed stronger associations with well-being and attitudes than for workers in alternative employment. 

  • 4. Bernhard-Oettel, Claudia
    et al.
    Isaksson, Kerstin
    Mälardalens högskola, Institutionen för vård- och folkhälsovetenskap.
    A Swedish study on temps: Insecure psychological contract, but willing to stay2008Inngår i: International Journal of Psychology, ISSN 0020-7594, E-ISSN 1464-066X, Vol. 43, nr 3-4, s. 44-44Artikkel i tidsskrift (Annet vitenskapelig)
  • 5. Bernhard-Oettel, Claudia
    et al.
    Isaksson, Kerstin
    Mälardalens högskola, Institutionen för samhälls- och beteendevetenskap.
    Work related well-being and job characteristics among temporary workers in Sweden2005Inngår i: Employment Contracts and Well-being among European Workers, Ashgate, Aldershot , 2005, s. 177-200Kapittel i bok, del av antologi (Fagfellevurdert)
  • 6.
    Bernhard-Oettel, Claudia
    et al.
    Stockholm Univ.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Bellaagh, Katalin
    Minist Hlth & Social Affairs Sweden.
    Patterns of contract motives and work involvement in temporary work: Relationschips to work-related and general well-being2008Inngår i: Economic and Industrial Democracy, ISSN 0143-831X, E-ISSN 1461-7099, Vol. 29, nr 4, s. 565-591Artikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    Temporary work is characterized by heterogeneity, and contract motives and work involvement are believed to differentiate temporary workers, which may explain their divergence in terms of subjective well-being. Applying a person-oriented approach using questionnaire data from a sample of Swedish temporary workers (N = 184), this study identified six patterns, characterized by distinct combinations of voluntary and involuntary contract motives and work involvement. While controlling for demographics, comparative analyses found differences between these patterns in terms of work-related and general well-being. These findings indicate that knowledge about temporary work and its various consequences is enhanced by considering whole patterns instead of single variables in a person-oriented approach.

  • 7.
    Brav, Agneta
    et al.
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    RASK – Relationer, arbete och serviceklimat inom detaljhandeln2010Inngår i: FALF/ARBETSLIV I FÖRÄNDRING – Malmö 19-21 maj 2010, 2010Konferansepaper (Fagfellevurdert)
  • 8.
    Brav, Agneta
    et al.
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Relationer, arbete och serviceklimat2011Konferansepaper (Fagfellevurdert)
  • 9.
    De Cuyper, Nele
    et al.
    Research Group for Work, Organization and Personnel Psychology, K.U. Leuven, Belgium.
    De Jong, Jeroen
    Department of Organization Studies, Tilburg University, Netherlands.
    De Witte, Hans
    Research Group for Work, Organization and Personnel Psychology, K.U. Leuven, Belgium.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Rigotti, Thomas
    University of Leipzig, Germany.
    Schalk, Rene
    Department of Organization Studies, Tilburg University, Netherlands.
    Literature review of theory and research on the psychological impact of temporary employment: Towards a Conceptual Model2008Inngår i: International journal of management reviews (Print), ISSN 1460-8545, E-ISSN 1468-2370, Vol. 10, s. 25-51Artikkel, forskningsoversikt (Fagfellevurdert)
    Abstract [en]

    The increased use of temporary contracts has instigated debates on possible implications for employees' attitudes, well-being and behaviour. The complex issues related to this debate are reviewed from a theoretical, empirical and conceptual point of view. First, the definitions of temporary employment that are currently used in OECD countries are reviewed. Second, theoretical views concerning possible determinants are elaborated. The theoretical frameworks discussed include Work Stress Theory, Social Comparison Theory and Social Exchange Theory. The determinants proposed in these theories have served to form the basis of hypotheses on differences between temporary and permanent workers on various psychological outcomes. Third, research on associations between temporary employment and the variables job satisfaction, organizational commitment, well-being and behaviour are reviewed. These variables are most frequently used in the realm of temporary work research. This review concludes that research results have been inconsistent and inconclusive, unlike the predictions that follow from the theoretical frameworks. This leads to a fourth section in which potential explanations for these inconsistent findings are advanced. In conclusion, a conceptual model is developed to inspire future research.

  • 10. De Cuyper, Nele
    et al.
    De Witte, Hans
    Isaksson, Kerstin
    Mälardalens högskola, Institutionen för samhälls- och beteendevetenskap.
    Employment contracts: How to deal with diversity2005Inngår i: Employment Contracts and Well-being among European Workers, Ashgate, 2005, s. 15-34Kapittel i bok, del av antologi (Fagfellevurdert)
  • 11. De Cuyper, Nele
    et al.
    De Witte, Hans
    Isaksson, Kerstin
    Mälardalens högskola, Institutionen för samhälls- och beteendevetenskap.
    Psychological contracts: How to deal with complexity2005Inngår i: Employment Contracts and Well-being among European Workers, Ashgate, Aldershot , 2005, s. 35-50Kapittel i bok, del av antologi (Fagfellevurdert)
  • 12. De Cuyper, Nele
    et al.
    De Witte, Hans
    Isaksson, Kerstin
    Mälardalens högskola, Institutionen för samhälls- och beteendevetenskap.
    Temporary employment in Europe: Conclusions2005Inngår i: Employment Contracts and Well-being among European Workers, Ashgate, Aldershot , 2005, s. 225-244Kapittel i bok, del av antologi (Fagfellevurdert)
  • 13.
    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/Antologi (Annet vitenskapelig)
  • 14.
    Eliasson, Miriam
    et al.
    Karolinska Institutet, Sweden .
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Laflamme, Lucie
    Karolinska Institutet, Sweden .
    Verbal abuse in school: Constructions of gender among 14- to 15-year olds2007Inngår i: Gender and Education, ISSN 0954-0253, E-ISSN 1360-0516, GENDER AND EDUCATION, ISSN 0954-0253, Vol. 19, nr 5, s. 587-605Artikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    Verbal abuse has been identified as a common element in the life of children in school. This paper explores how this discursive practice is used in the construction of masculinities and femininities among children aged 14 - 15 through observations and interviews in classes in two schools in Stockholm. Verbal abuse, often with sexual content, contributed to ' toughness', a central component of hegemonic masculinity in the schools. Popular, tough boys generated most of the verbal abuse, but were not necessarily regarded as verbally abusive; rather, responsibility for the bulk of verbal abuse was attributed to ' rowdy' boys. Girls' verbal abuse was not similarly advantageous for their femininity; instead, both through being verbally abusive and being the target of abuse, girls risked being positioned negatively. It appears that verbal abuse in school simultaneously orders masculinities and femininities, and structures heterosexual relations between the genders.

  • 15. Eliasson, Miriam
    et al.
    Isaksson, Kerstin
    Mälardalens högskola, Institutionen för samhälls- och beteendevetenskap.
    Laflamme, Lucie
    Verbal aggression i skolan: Ett könsperspektiv2005Inngår i: Socialmedicinsk tidskrift, ISSN 0037-833X, Vol. 82, nr 1, s. 86-96Artikkel i tidsskrift (Annet (populærvitenskap, debatt, mm))
    Abstract [en]

    Verbal aggression mellan elever i skolan har uppmärksammats i media under senare år. Rapporter om grovt språk elever emellan och kränkande sexualiserat språkbruk, främst riktat mot flickor, har varit vanliga. Det är bakgrunden till det pågående avhandlingsarbete som beskrivs i denna artikel. Artikelns syfte är att beskriva förekomsten av verbal aggression och kopplingar till köns- och maktrelationer mellan flickor och pojkar i skolan. Två delstudier ingår; en enkätundersökning i årskurs 6 och 8 och en observations- och intervjustudie i två 8-klasser. Resultaten visar bland annat att verbal aggression är en vanligt förekommande praktik bland pojkar gentemot flickor och andra pojkar, som bidrar till att ojämlikheter mellan flickor och pojkar skapas och upprätthålls i skolan.

  • 16.
    Eliasson, Miriam
    et al.
    Karolinska Institutet, Stockholm, Sweden.
    Laflamme, Lucie
    Karolinska Institutet, Stockholm, Sweden.
    Isaksson, Kerstin
    Mälardalens högskola, Institutionen för samhälls- och beteendevetenskap. Karolinska Institutet, Stockholm, Sweden.
    Verbal abuse, gender and well-being at school2005Inngår i: International Journal of Adolescent Medicine and Health, ISSN 0334-0139, Vol. 17, nr 4, s. 367-378Artikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    The purpose was to assess the prevalence of students' experience of verbal abuse and its effects on school satisfaction and well-being from agender perspective. Attention was paid to age differences. Methods: The study population consisted of all students in grades 6 and 8 in a Swedish city. A total of 1,006 students, ages 12-15, completed a self-administered questionnaire (response rate 84 percent). Results: Boys reported experiencing insults and threats to a greater extent, whereas girls more frequently experienced sexualized name-calling, specifically "whore". Bothgenders reported boys as perpetrators of verbal abuse most often. Further, girls generally reported lower levels of school satisfaction and well-being, while verbal abuse had a negative effect on the well-being of both genders. Conclusions: Verbal abuse between students is a predominantly masculine practice, more pronounced among older students. It impacts negatively on the school satisfaction and well-being of both girls and boys and does not have to be frequent, repeated, or combined with other kinds of harassment to have this effect.

  • 17.
    Guest, D. E.
    et al.
    King’s College London, United Kingdom.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för innovation, design och teknik. Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Temporary employment contracts and employee well-being during and after the financial crisis: Introduction to the special issue2019Inngår i: Economic and Industrial Democracy, ISSN 0143-831X, E-ISSN 1461-7099, Vol. 40, nr 2, s. 165-172Artikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    Temporary employment has become a feature of the contemporary labour market, although its extent varies considerably across European countries. It is widely assumed that the experience of temporary work is likely to lower worker well-being. However, a major European study in 2005 found that temporary workers reported higher well-being than permanent workers. Since then, the financial crisis of 2008 and the resulting shedding of labour seems likely to have had a damaging effect on the well-being of temporary workers. The introductory article outlines these issues and introduces the subsequent articles in this special issue which explore the well-being and employment security of temporary workers in the aftermath of the financial crisis. In drawing them together, it is noted that temporary workers appear to have fared no worse than permanent workers. Indeed, job insecurity seems to have spread to permanent workers, particularly in the Mediterranean countries, creating a renewed emphasis on the role of employability.

  • 18. Guest, David
    et al.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    de Witte, Hans
    Introduction2010Inngår i: Employment contracts, psychological contracts, and employee well-being: an international study / [ed] Guest, d., Isaksson, K. & de Witte, H., Oxford: Oxford University Press , 2010, s. 1-24Kapittel i bok, del av antologi (Annet vitenskapelig)
  • 19.
    Isaksson, Kerstin
    et al.
    Mälardalens högskola, Institutionen för samhälls- och beteendevetenskap.
    Bellaagh, Katalin
    Anställningskontrakt och psykologiska kontrakt: Förändrade relationer på arbetsplatserna2005Rapport (Annet vitenskapelig)
    Abstract [en]

    Undersökningen tittar på anställda med tillsvidare (n = 569) respektive tillfällig anställning (n = 199) i tre branscher i Sverige. De tre branscherna är utbildning (n = 292), livsmedelsindustrin (n = 259) och handeln (n = 217). Huvudsyftet var att undersöka sambandet mellan anställningskontrakt och anställdas välbefinnande med speciellt fokus på betydelsen av det psykologiska kontraktet (anställdas beskrivning av ömsesidiga löften och åtaganden som följer med anställningskontraktet). Studien visar att de tillsvidareanställda rapporterar högre arbetsbelastning men samtidigt högre autonomi, utvecklingsmöjligheter, mer frivillighet i valet av anställningsform än de tillfälligt anställda. Högst arbetsbelastning upplever man inom utbildningssektorn. Tillsvidareanställda visar även högre nivåer av arbetsrelaterad irritation och har både högre sjukfrånvaro och sjuknärvaro än sina tillfälligt anställda kollegor. När det gäller det psykologiska kontraktet finner vi att tillsvidare anställda, samt anställda inom handeln har det mest omfattande psykologiska kontrakt, det vill säga anger genomsnittligt att de fått fler löften/åtaganden. När det gäller att fullfölja åtaganden finns inga genomgående skillnader mellan branscherna, däremot ser vi en tendens att tillfälligt anställda har högre värden. Vidare analys visar att sambandet mellan anställningsform och generell hälsa modifieras när det psykologiska kontraktet introduceras och att en högre arbetsbelastning bland tillsvidareanställda kan vara ytterligare en förklaring till deras sämre hälsa.

  • 20.
    Isaksson, Kerstin
    et al.
    National Institute for Working Life, Stockholm, Sweden. .
    Bellaagh, Katalin
    National Institute for Working Life, Stockholm, Sweden. .
    Johansson, Gunn
    National Institute for Working Life, Stockholm, Sweden. .
    Sjöberg, Anders
    National Institute for Working Life, Stockholm, Sweden. .
    Work motivation among the unemployed: Changes over time and gender differences2004Inngår i: Scandinavian Journal of Psychology, ISSN 0036-5564, Vol. 45, nr 3, s. 207-214Artikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    Work involvement (psychological identification with work in general) has generally been considered as a stable, dispositional characteristic, although some studies of unemployment have contradicted this view. Using longitudinal data from a Swedish representative sample (n= 888), this study examines employment status change (e.g. from work to unemployment) and work values development in a 15-month time period. Furthermore, the relationship between employment status change and well-being is explored, with a special focus on the roles played by work values and gender differences. Results indicated that work values are fairly stable over 15 months. As expected, the long-term unemployed (mostly active job seekers) had higher measures of work involvement after 15 months. Further, no gender difference was found with regard to work involvement but females were more likely to agree that there is an entitlement to work. Becoming unemployed was associated with negative health effects, but only among unemployed men.

  • 21.
    Isaksson, Kerstin
    et al.
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Brav, Agneta
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Predictors of service climate and intention to quit in Sedish retail2012Inngår i: Nordic Retail Research: Emerging diversity / [ed] J Hagberg, U Holmberg, M Sundström, L Walter, Göteborg: BAS Publishers , 2012, s. 115-130Kapittel i bok, del av antologi (Fagfellevurdert)
  • 22.
    Isaksson, Kerstin
    et al.
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Brav, Agneta
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Predictors of service climate and intention to quit in Swedish retail: the role of relations in the work place2010Konferansepaper (Fagfellevurdert)
    Abstract [en]

    The service sector is growing and the level of service provided by the shops to the customers is considered important since the customer has the decision to shop or not. The retail sector is also the first experience of working life for a large number of young people in Sweden but this also seems to be related to relatively high rates of turnover. The service delivered is important both for the result of the shop in terms of sales but also for us as customers in affecting the treatment we get during our shopping. This paper aims at increasing knowledge about how good service develops. A key assumption is that the quality of service given to customers is related to the quality of relationships experienced in the workplace. However, the mechanisms behind this assumption need further exploration. The general aim of this study is to identify predictors of service climate to customers and intention to stay or quit among employees in large and small shops in Sweden. The role of employment conditions as well as individual factors and preferences are investigated together with relationships in the work place in terms of psychological contract fulfilment, support from supervisors and organzational climate. 

     

    Data for this study builds on questionnaires distributed to all employees in 12 stores in Middle-Sweden on two occasions with a one year interval. At time one, 277 employees answered the questionnaire, their mean age was 32 years and about half of them (55%) were women. They had been employed from 6 months up to more than 30 years. About half of them worked full-time (54%), but working hours per week varied considerably from 5 to 60 hours. At time two, the second questionnaire was returned by 121 respondents and only 60 of them were actually responding to both data collections. The sample on the second occasion was generally somewhat older, with more stable employment and longer weekly working hours. Regression analyses were performed using the cross-sectional data sets from T1 and T2 but also the longitudinal data aiming to identify short and long term predictors of service climate, well-being of employees and intention to quit.

     

    The general pattern of results indicated that satisfaction with working hours and with the present occupation were more critical predictors of job satisfaction than actual contract and working hours (part time or full time). Furthermore, working conditions such as perceived time pressure was a significant predictor of well-being and intention to leave the job. Manager’s fulfillment of promises and commitments as part of the psychological contract seemed to affect the general organizational climate and perceived support from supervisors which appeared to be the most important predictors of all outcomes. These factors were especially important as predictors of service climate. The most obvious conclusion, is that relations in the work place are critical both for service to customers and willingness to stay on the job for employees.  Perhaps most important, the relationship between supervisors and subordinates, e.g. keeping promises and giving support spills over also to customer relations.

  • 23.
    Isaksson, Kerstin
    et al.
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    de Cuyper, Nele
    Bernhard-Oettel, Claudia
    de Witte, Hans
    The role of the formal employment contract in the range and fulfilment of the psychological contract: testing a layered model2010Inngår i: European Journal of Work and Organizational Psychology, ISSN 1359-432X, E-ISSN 1464-0643, Vol. 19, nr 6, s. 696-716Artikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    This study investigates the employment contract (temporary vs. permanent) in relation to psychological contract content and fulfilment. The psychological contract includes employees' perceptions of their obligations and their entitlements. We hypothesize that transactional elements constitute a common core that is shared both by temporary and permanent workers. Relational elements are added to this core to show employees' and employers' loyalty, and their intentions to do more than necessary. These elements are more likely to be perceived by permanent workers as compared to temporary workers. Additionally, we suggest that relational elements are difficult to fulfil. Accordingly, we expect lower levels of perceived fulfilment for permanent workers as compared to temporary workers. Based on exchange theory, we furthermore hypothesize that these perceptions follow a similar pattern in how employees report entitlements (i.e., what they receive from the company) and reports of their own obligations (i.e., what they give in return). Results based on a seven-country sample (Npermanent=3354; Ntemporary=1980) show that permanent workers as compared to temporary workers perceive more relational entitlements and obligations but a similar level of transactional entitlements and obligations. Thus, these results supported the idea of a layered model. The relationship between contract type and fulfilment of the psychological contract was only partly in line with expectations. Temporary workers reported higher fulfilment of entitlements and transactional obligations, but no difference was found for fulfilment of relational obligations.

  • 24.
    Isaksson, Kerstin
    et al.
    Mälardalens högskola, Institutionen för samhälls- och beteendevetenskap.
    De Cuyper, Nele
    De Witte, Hans
    Changing employment relations2005Inngår i: Employment Contracts and Well-being among European Workers, Ashgate, Aldershot , 2005, s. 1-14Kapittel i bok, del av antologi (Fagfellevurdert)
  • 25.
    Isaksson, Kerstin
    et al.
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Gracia, F. J.
    Department of Social Psychology, University of Valencia, Spain.
    Caballer, A.
    Department of Social Psychology, University of Valencia, Spain.
    Peiró, J. M.
    University of Valencia, Spain.
    Mutuality and Reciprocity in the Psychological Contracts of Temporary and Permanent Workers2010Inngår i: Employment Contracts, Psychological Contracts, and Employee Well-Being: An International Study, Oxford University Press , 2010Kapittel i bok, del av antologi (Annet vitenskapelig)
    Abstract [en]

    One of the distinctive features of this study is the opportunity to compare the responses of employers and employees. The aim of this chapter is to determine the level of agreement about the content and fulfilment of the psychological contract. A second aim is to determine whether higher levels of agreement are associated with more positive outcomes. The results reveal relatively modest levels of agreement about promises made, agreement being somewhat higher with respect to permanent rather than temporary workers. With respect to fulfilment of promises, there is a fair degree of reciprocity with both parties tending to report moderate fulfilment. Higher levels of agreement about promises made and fulfilled are not strongly associated with more positive outcomes; rather it is the measure of fairness that is more important in determining outcomes. This raises questions about the role of mutuality in the exchange at the heart of the psychological contract.

  • 26.
    Isaksson, Kerstin
    et al.
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Gracia, Fransisco
    Ramos, José
    Peiró, José Maria
    Mutuality and reciprocity: Causes and consequences2010Inngår i: Employment contracts, psychological contracts, and employee well-being: an international study / [ed] Guest, D., Isaksson, K. & de Witte, H., Oxford: Oxford University Press , 2010, s. 161-184Kapittel i bok, del av antologi (Annet vitenskapelig)
  • 27.
    Isaksson, Kerstin
    et al.
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Guest, David
    de Witte, Hans
    Conclusions2010Inngår i: Employment contracts, psychological contracts, and worker well-being: an international stud, Oxford: Oxford University Press, 2010, s. 231-252Kapittel i bok, del av antologi (Annet vitenskapelig)
  • 28.
    Isaksson, Kerstin
    et al.
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Hansen, Eric
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Loeb, Carina
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Health promoting leadership, concepts models and behavior2013Konferansepaper (Annet vitenskapelig)
  • 29.
    Isaksson, Kerstin
    et al.
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Hansen, Eric M.
    Mälardalens högskola, Akademin för hälsa, vård och välfärd.
    Loeb, Carina
    Mälardalens högskola, Akademin för hälsa, vård och välfärd.
    Hälsofrämjande ledarskap- gamla och nya modeller och begrepp2012Konferansepaper (Fagfellevurdert)
  • 30.
    Isaksson, Kerstin
    et al.
    Mälardalens högskola, Institutionen för samhälls- och beteendevetenskap.
    Hellgren, Johnny
    Pettersson, Pär
    Union involvement during downsizing and its relation to attitudes and distress among workers2005Inngår i: Job Insecurity, Union Involvement and Union Activism, Ashgate, Aldershot , 2005, s. 97-116Kapittel i bok, del av antologi (Fagfellevurdert)
    Abstract [en]

    The general aim of this chapter is to investigate the health and work-related consequences of the reorganization and downsizing of the administration of a large retail company. A tradition of active unionism, with a large proportion of union members in the company, gave a unique opportunity to evaluate member satisfaction with union initiatives. The union tried to reduce damage to its members through representation on the company board and by raising demands in negotiations. The study compares four employment-status groups two years after the downsizing took place: persons who are still unemployed after being laid off, those who managed to get a new job, early retirees, and those who are still employed (survivors). The groups are compared with regard to attitudes towards company and unions, and predictors of distress.

  • 31.
    Isaksson, Kerstin
    et al.
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Johansson, Gunn
    Stockholm University, Sweden.
    Early retirement: positive or negative for well being?2008Inngår i: Revista de Psicologia del Trabajo y de las Organizaciones, ISSN 1576-5962, Vol. 24, nr 3, s. 283-301Artikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    Is the transition from work to early retirement generally a cause for distress? This question has been addressed in several research studies over many decades. It was also the focus of a longitudinal study of individuals of 55 years and older who retired as part of a downsizing program in a Swedish insurance company. The consequences in terms of health and well being during the first two post-retirement years were evaluated using two different approaches to data analysis. This paper brings together results from two different reports (Isaksson, 1997; Isaksson and Johansson, 2000) aiming to provide a concluding picture and to relate to recent research. Using longitudinal questionnaire data, the study compared early retirees and persons continuing to work over the years following downsizing. The effects of voluntary/forced choice, employment status and gender on the subsequent adaptation of older individuals were evaluated. The results revealed no signs of a general retirement crisis. More importantly, voluntary (as opposed to a forced choice) choice of employment or retirement was directly and positively associated with satisfaction and psychological well being for both groups. Women showed lower values of work centrality, appeared to be more inclined to apply for retirement and were generally more satisfied with the outcome than men. Health problems were significantly lower 1.5 years after retirement but no similar effect was found among stayers. Furthermore, an attempt was made to identify patterns of adjustment to early retirement by means of cluster analysis. Four stable patterns were described: continuous working, positive adaptation to retirement, one small group with signs of high distress and finally a group with improved health at T2.

  • 32.
    Isaksson, Kerstin
    et al.
    National Institute for Working Life, Stockholm, Sweden .
    Johansson, Gunn
    Stockholm University, Stockholm, Sweden.
    Lindroth, Siv
    National Institute for Working Life, Stockholm, Sweden .
    Sverke, Magnus
    Stockholm University, Stockholm, Sweden.
    Women’s career patterns in Sweden: A life event approach2006Inngår i: Community, Work and Family, ISSN 1366-8803, Vol. 9, nr 4, s. 479-500Artikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    Although research on and models of career patterns are often implicitly assumed to be of general validity, they are usually coloured by their cultural, ethnic and historical background and by a lack of gender perspective. One of the most critical research gaps concerns changes and transitions in women's careers. The general aim of this paper is to describe career patterns over the life course of women born in the 1950s in Sweden - in terms of shape, level and stability. Data were collected from work histories in the interviews of a sample of Swedish women aged 43 (n = 109) as part of a longitudinal study. Career patterns were plotted based on life events related to education, family and work. Results revealed relative stability of labour force participation, but not of work hours over the life course. Most of the women worked part time taking care of children for a varying number of years. Continuous full-time work (from 16 to 43) was highly unusual and almost entirely limited to women without children. Nevertheless, career progress in terms of moving to higher career levels was a common feature of the cohort albeit largely restricted to female-dominated occupations. The significance of a generous welfare state supportive for women's career opportunities as well as a highly gender-segregated labour market are discussed. A tentative new model of career patterns, taking account of women's experiences and sensitive to welfare state context, is proposed, as a basis for future research with larger and more diverse samples.

  • 33.
    Isaksson, Kerstin
    et al.
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling. Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Johansson, Gunn
    Stockholm University.
    Palm, Sofie
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Bridge employment, a Swedish perspective2014Inngår i: Bridge Employment, A research handbook / [ed] Alcover, C-M., Topa, G., Parry, E., Fraccaroli, f. & Depolo, F., Lancaster University, UK: Routledge, 2014, s. 51-69Kapittel i bok, del av antologi (Fagfellevurdert)
  • 34.
    Isaksson, Kerstin
    et al.
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Mohr, Gisela
    Universität Leipzig, Germany.
    Hansen, Eric
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Loeb, Carina
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Stempel, Christiane
    Universität Leipzig, Germany.
    Organizational interventions in a cultural context – Health promoting leadership in Germany and Sweden2013Konferansepaper (Annet vitenskapelig)
  • 35.
    Isaksson, Kerstin
    et al.
    Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling.
    Peiró, José Maria
    Bernhard-Oettel, Claudia
    Caballer, Amparo
    Gracia, Fransisco
    Flexible employment and temporary contracts: The Employer’s perspective2010Inngår i: Employment Contracts, Psychological Contracts, and Employee Well-Being: an international study / [ed] Guest, D., Isaksson, K. & de Witte, H., Oxford: Oxford University Press , 2010, s. 45-64Kapittel i bok, del av antologi (Annet vitenskapelig)
  • 36.
    Loeb, Carina
    et al.
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Hansen, Eric M.
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Impact of a health promoting leadership intervention on emotional self-efficacy and work engagement2013Konferansepaper (Fagfellevurdert)
  • 37.
    Loeb, Carina
    et al.
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Stempel, C.
    Medical School Hamburg, Hamburg, Germany .
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Social and emotional self-efficacy at work2016Inngår i: Scandinavian Journal of Psychology, ISSN 0036-5564, E-ISSN 1467-9450, Vol. 57, nr 2, s. 152-161Artikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    Research has shown that self-efficacy is often one of the most important personal resources in the work context. However, because this research has focused on cognitive and task-oriented self-efficacy, little is known about social and emotional dimensions of self-efficacy at work. The main aim of the present study was to investigate social and emotional self-efficacy dimensions at work and to compare them to a cognitive and task-oriented dimension. Scales to measure social and emotional self-efficacy at work were developed and validated and found to be well differentiated from the cognitive task-oriented occupational self-efficacy scale. Confirmatory factor analyses of data from 226 Swedish and 591 German employees resulted in four separate but correlated self-efficacy dimensions: (1) occupational; (2) social; (3) self-oriented emotional; and (4) other-oriented emotional. Social self-efficacy explained additional variance in team climate and emotional self-efficacy in emotional irritation and emotional exhaustion, over and above effects of occupational self-efficacy. Men reported higher occupational self-efficacy, whereas social and emotional self-efficacy revealed no clear gender differences. The scales have strong psychometric properties in both Swedish and German language versions. The positive association between social self-efficacy and team climate, and the negative relationships between self-oriented emotional self-efficacy and emotional irritation and emotional exhaustion may provide promising tools for practical applications in work settings such as team-building, staff development, recruitment or other training programs aiming for work place health promotion. The next step will be to study how social and emotional self-efficacy relate to leadership, well-being and health over time.

  • 38.
    Nielsen, Karina
    et al.
    Univ Sheffield, England..
    Nielsen, Morten B.
    Natl Inst Occupat Hlth, Oslo, Norway..
    Ogbonnaya, Chidiebere
    Univ East Anglia, England..
    Kansala, Marja
    Finnish Inst Occupat Hlth, Helsinki, Finland..
    Saari, Eveliina
    Finnish Inst Occupat Hlth, Helsinki, Finland..
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Workplace resources to improve both employee well-being and performance: A systematic review and meta-analysis2017Inngår i: Work & Stress, ISSN 0267-8373, E-ISSN 1464-5335, Vol. 31, nr 2, s. 101-120Artikkel, forskningsoversikt (Fagfellevurdert)
    Abstract [en]

    Organisations are becoming increasingly aware of the importance of employees in gaining and maintaining competitive advantage. The happy worker-productive worker thesis suggests that workers who experience high levels of well-being also perform well and vice versa; however, organisations need to know how to ensure such happy and productive workers. The present review and meta-analysis identifies workplace resources at the individual, the group, the leader, and the organisational levels that are related to both employee well-being and organisational performance. We examine which types of resources are most important in predicting both employee well-being and performance. We identified 84 quantitative studies published in print and online from 2003 to November 2015. Resources at either of the four levels were related to both employee well-being and performance. We found no significant differences in employee well-being and organisational performance between the four levels of workplace resources, suggesting that interventions may focus on any of these levels. Cross-sectional studies showed stronger relationships with well-being and performance than longitudinal studies. Studies using objective performance ratings provided weaker relationships between resources and performance than self-rated and leader/third-party-rated studies.

  • 39.
    Rigotti, Thomas
    et al.
    Universität Mainz Germany.
    Mohr, Gisela
    Universität Leipzig.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Job insecurity among temporary workers: Looking through the gender lens2015Inngår i: Economic and Industrial Democracy, ISSN 0143-831X, E-ISSN 1461-7099, Vol. 36, nr 3, s. 523-547Artikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    Based on the gender model and the life context model, the financial and domestic responsibilities and expectations associated with getting a new assignment are tested as potential gender specific moderators of the link between job insecurity and commitment, performance, and depressive moods. In a cross-sectional international questionnaire study of 1981 temporary workers’ three-way interactions between job insecurity, gender, and the moderators were tested. Expectations play a moderating role for women only, intensifying the negative relationship between job insecurity and commitment. Financial responsibility strengthened the negative relationship of job insecurity with commitment, as well as its positive relationship with depressive moods for women and men alike. Domestic responsibility plays a moderating role in the link between job insecurity and depressive moods and performance for women, aggravating depressive moods and reducing performance. For men, domestic responsibility had a buffering effect on the relationship between job insecurity and commitment.

  • 40.
    Sverke, Magnus
    et al.
    Stockholms universitet.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hälsa, vård och välfärd.
    Hellgren, Johnny
    Stockholms universitet.
    Introduktion till temanummer: Ett gränslöst arbetsiv: Temanummer till Gunnar Aronsson2013Inngår i: Arbetsmarknad och arbetsliv, ISSN 1400-9692, Vol. 19, nr 4, s. 5-14Artikkel i tidsskrift (Annet vitenskapelig)
  • 41.
    Tafvelin, Susanne
    et al.
    Umea Univ, Dept Psychol, S-90187 Umea, Sweden..
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Westerberg, Kristina
    Umea Univ, Dept Psychol, S-90187 Umea, Sweden..
    The First Year of Service: A Longitudinal Study of Organisational Antecedents of Transformational Leadership in the Social Service Organisations2018Inngår i: British Journal of Social Work, ISSN 0045-3102, E-ISSN 1468-263X, Vol. 48, nr 2, s. 430-448Artikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    In this longitudinal interview study, we have strived to advance the understanding of how organisational factors may hinder the emergence of transformational leadership among first line managers in social service organisations. By interviewing managers in a Swedish social service organisation during their first year of leadership, we first identified leadership ideals and then asked them to identify factors that hinder the performance of this leadership. Qualitative content analysis was used to analyse the data and the results revealed that the managers strived for a transformational leadership, but several factors in the organisation made it difficult to lead in the way they intended. Hindering factors were identified both at the organisational level, such as 'top-down management', 'financial strain' and 'continuous change', and in the managers' own working environment in terms of no support', 'high work-load', 'limited influence', 'administrative tasks' and 'distance to employees'. This study contributes to our understanding of organisational antecedents of transformational leadership as well as the premises of transformational leadership in social service organisations.

  • 42.
    Welander, Jonas
    et al.
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Astvik, Wanja
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Corrosion of trust: Violation of psychological contracts as a reason for turnover amongst social workers2017Inngår i: Nordic Social Work Research, ISSN 2156-857X, E-ISSN 2156-8588, Vol. 7, nr 1, s. 67-79, artikkel-id ISSN: 2156-857XArtikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    Staff shortage in the social sector is a serious problem in several countriesand the high turnover rate of professional social workers presents a majorchallenge to the professional field. Social workers distinguish themselves asa particularly exposed occupational group, reporting higher workloads andmore difficult demands in comparison with other human service workers.Inspired by psychological contract theory, the objective of this study wasto describe social workers’ turnover processes that lead to a decision to quitafter a perceived violation of a psychological contract. Thirty-one interviewswere conducted with former statutory social workers who had voluntarilyresigned from their jobs during the preceding year. The analysis identifiedfour themes in the turnover processes stemming from perceptions oforganisational failure to fulfil promises concerning the provision of: (1) abalance between demands and resources at work, (2) a balance betweenefforts and rewards, (3) organisational professional ethics, and (4) responsiblehuman resource practices. The results highlight how organisational responsesto work-related dissatisfactions by social workers seem to enhance theirconviction of psychological contract breaches and perceptions of contractviolations, resulting in turnover. An important conclusion is that public sectoremployers need to reconsider their personnel strategies and practices inorder to start rebuilding trust and creating a more positive work climate.

  • 43.
    Welander, Jonas
    et al.
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Astvik, Wanja
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Exit, silence and loyalty among social workers and managers in the Swedish social services2017Manuskript (preprint) (Annet vitenskapelig)
    Abstract [en]

    Staff shortage in the social sector is a serious problem in several countriesand the high turnover rate of professional social workers presents a majorchallenge to the professional field. Social workers distinguish themselves asa particularly exposed occupational group, reporting higher workloads andmore difficult demands in comparison with other human service workers.Inspired by psychological contract theory, the objective of this study wasto describe social workers’ turnover processes that lead to a decision to quitafter a perceived violation of a psychological contract. Thirty-one interviewswere conducted with former statutory social workers who had voluntarilyresigned from their jobs during the preceding year. The analysis identifiedfour themes in the turnover processes stemming from perceptions oforganisational failure to fulfil promises concerning the provision of: (1) abalance between demands and resources at work, (2) a balance betweenefforts and rewards, (3) organisational professional ethics, and (4) responsiblehuman resource practices. The results highlight how organisational responsesto work-related dissatisfactions by social workers seem to enhance theirconviction of psychological contract breaches and perceptions of contractviolations, resulting in turnover. An important conclusion is that public sectoremployers need to reconsider their personnel strategies and practices inorder to start rebuilding trust and creating a more positive work climate.

  • 44.
    Welander, Jonas
    et al.
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Astvik, Wanja
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Exit, silence and loyalty in the Swedish social services – the importance of opennessInngår i: Nordic Social Work Research, ISSN 2156-857X, E-ISSN 2156-8588, artikkel-id .Artikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    The advent of New Public Management in Sweden has affected thesocial services in terms of increased workload, more conflicting demandsand a reduction in professional autonomy. This study contributes to theunderstanding of how various job demands, job resources and theorganisational factor of openness influence the exit, silence and loyaltystrategies amongst social workers and managers in the Swedish socialservices. Regression analyses of national web questionnaire data gatheredfrom 4,068 social workers and 432 managers have revealed that: (1)role conflicts associated positively with exit and negatively with loyalty,(2) job autonomy was negatively related to silence and positively relatedto loyalty in both groups, (3) openness had a high explanatory value inall of the outcome variables for both groups and (4) openness was apotential mediator between role conflicts and all of the dependentvariables. A conclusion is that if organisations want social workers andmanagers to stop considering exit, want to counteract silence and wantto improve loyalty, management strategies need to be developed thatreduce the conflicting demands and create organisational structures thatfacilitate a continuous and open dialogue between the strategic andoperational levels of the organisation.

  • 45.
    Welander, Jonas
    et al.
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Blomberg, Helena
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Exceeded expectations: building stable psychological contracts among newly recruited social workers in a Swedish contextInngår i: Nordic Social Work Research, ISSN 2156-857X, E-ISSN 2156-8588Artikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    There is a need for a stable competence provision in the Swedish publicsector in order to ensure the continuity, quality and stability of the socialservices that are provided to citizens. As the turnover rate of newcomersgenerally reaches a peak between three and six months after entry, it isimportant to understand how organisations can retain their newlyrecruited social workers. From a psychological contract theory standpoint,the aim of this exploratory qualitative case study is to describe the processthat leads to relatively stable psychological contracts amongst newlyrecruited social workers. Three focus group interviews (consisting of fournew social worker recruits, six co-workers and two supervisors from thesame department) were conducted to retrospectively capture theexchange relationship between these agents during the newcomers’first year of employment. The analysis identified two themes in theexchange process that shaped the employment relationship: pre-entryexpectations and post-entry experiences. The results showed that theorganisational promises that were kept over time, mostly by supervisorsand also due to co-worker influences, ultimately resulted in fulfilled andstabilized psychological contracts amongst the newcomers. An importantconclusion is that a co-worker-organisation relationship of a good qualityneeds to have been established in order to enable a successful qualitativenewcomer-organisation relationship. High organisational investment isthus required by an employing organisation that wants to builda trustworthy long-term relationship with all its employees.

  • 46.
    Welander, Jonas
    et al.
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Wallin, Juliska
    Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Isaksson, Kerstin
    Mälardalens högskola, Akademin för innovation, design och teknik. Mälardalens högskola, Akademin för hälsa, vård och välfärd, Hälsa och välfärd.
    Job Resources to Promote Feelings of Pride in the Organization: The Role of Social Identification2017Inngår i: Scandinavian Journal of Work and Organizational Psychology, ISSN 2002-2867, nr 1Artikkel i tidsskrift (Fagfellevurdert)
    Abstract [en]

    Employees are assumed to obtain job resources from and identify with the organization they work for. Previously, the concepts of job resources and social identification have mostly been studied holistically, that is, on one general organizational level. This study contributes to the understanding of how job resources, operationalized at two different levels in two organizations, influence the amount of group-based pride that employees feel for their workgroups and for their organizations. Social identification is purported to intervene in this relationship on respective level, and its inclusion is expected to contribute to different kinds of pride. Regression analyses of questionnaire data gathered from 436 employees in two middle-sized municipalities in Sweden revealed that: (1) a workgroup’s resources and identification explained additional variance in workgroup pride beyond the effects of resources and identification at the organizational level, (2) leader and organizational resources and identification explained additional variance in organizational pride beyond that of workgroup resources and identification, and (3) social identification in both these areas partially mediated these relationships. Theoretical contributions include the addition of emotional outcomes of job resources and that these effects are foci-specific. This emphasizes the need to distinguish between workgroup and organizational levels regarding both independent and dependent variables. The clarification of the multiple identifications and group-based pride dynamics that exist has practical implications for Human Resource (HR) managers.

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