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Svenska linjechefers upplevelse av sitt chefskap efter en centralisering av HR
University of Gävle, Faculty of Health and Occupational Studies, Department of Occupational and Public Health Sciences.
University of Gävle, Faculty of Health and Occupational Studies, Department of Occupational and Public Health Sciences.
2019 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesisAlternative title
Swedish line managers´experience of their managementship after a centralization of HR (English)
Abstract [sv]

Syftet med föreliggande studie var att undersöka linjechefers upplevelse av sitt chefskap efter centraliseringen av HR-avdelningen, och decentraliseringen av de arbetsuppgifter som rör HR-arbetet. Genom en kvalitativ studie genomfördes åtta intervjuer med linjechefer inom en energikoncern i Mellansverige. Fokus låg på linjechefernas erfarenheter, berättelser och upplevelser av sitt chefskap, efter den organisationsförändring som genomförts. Data analyserades med hjälp av induktiv tematisk analys, där fyra huvudteman framkom ur det transkriberade materialet. Resultatet visade att linjecheferna upplevde att faktorer som samarbete, tydliga förväntningar, ett större eget ansvar samt avskiljandet av chefskap och ledarskap bidrog till att de förändringar som centraliseringen medförde upplevdes som positiva. Betydelsen av dessa faktorer i och med decentraliseringen av de arbetsuppgifter som rör HR-arbetet har således bidragit till att linjecheferna känner att de klarar av att hantera de ökade krav som ställs på dem som chefer, och att de trivs med sitt chefskap.

Abstract [en]

The aim of the present study was to investigate line managers’ experiences of their managementship after centralization of the HR department, and the decentralization of tasks that are related to HR work. Through a qualitative study, eight interviews were conducted with line managers within an energy corporate group in Central Sweden. The focus was on the line managers' experiences, narratives and experiences of their managementship, after the organizational change that was implemented. Data were analyzed using inductive thematic analysis. The result showed that the line managers felt factors such as cooperation, clear expectations, greater responsibility and also that the separation of managementship and leadership contributed to the changes that centralization brought, were perceived as positive. The importance of these factors with the decentralization of the tasks related to HR work has thus contributed to the line managers feeling that they are able to manage the increased demands placed on them as managers, and that they enjoy their managementship.

Place, publisher, year, edition, pages
2019. , p. 31
Keywords [en]
Managementship, Centralization, Decentralization, Human Resources (HR)
Keywords [sv]
Chefskap, Centralisering, Decentralisering, Human Resources (HR)
National Category
Psychology (excluding Applied Psychology)
Identifiers
URN: urn:nbn:se:hig:diva-29634OAI: oai:DiVA.org:hig-29634DiVA, id: diva2:1319556
Subject / course
Psychology
Educational program
Human resources and labour relations
Presentation
2019-05-28, 11:321, Kungsbäcksvägen 47, Gävle, 21:18 (Swedish)
Supervisors
Examiners
Available from: 2019-06-18 Created: 2019-06-02 Last updated: 2019-06-18Bibliographically approved

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Eriksson-Roslund(487 kB)7 downloads
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Eriksson, AlexandraRoslund, Linnea
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CiteExportLink to record
Permanent link

Direct link
Cite
Citation style
  • apa
  • harvard-cite-them-right
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • sv-SE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • de-DE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf