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  • 1.
    Anderzén, Ingrid
    et al.
    Department of Public Health and Caring Sciences, Uppsala University.
    Karlsson, Thomas
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och psykologi, Socialt arbete.
    Gustafsson, Susanne
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Folkhälsovetenskap.
    Lindberg, Per
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Predictors of Well-being at work2016Ingår i: Scientific Programme: Wellbeing at Work 2016, 2016Konferensbidrag (Refereegranskat)
    Abstract [en]

    The concept of healthy workplace has been defined as an organization that maximizes the integration of worker goals for wellbeing and company objectives for profitability and productivity. Conditions in today’s working life make new approaches necessary in order to limit negative health effects of work and to enhance wellbeing and health at work. About 24 % of the working population in Sweden report to have had work-related disorders during the last twelve months. In order to achieve a sustainable working life it is likely that strategies and actions from different and new angles are needed.ObjectivesThe present study is a part of a larger study (the GodA –study; a Swedish acronym for good work environments and healthy workplaces) and aims to investigate how work environment factors, work ability, work motivation, work and life balance predict well-being at work.

    Methods

    The GodA study is a 2-year follow up study in Sweden with a survey feedback design in three companies with both blue- and white collar workers. One of the companies serves as “intervention-company”, the other two as controls. A baseline questionnaire was sent out 2013 and the results from the survey were reported back to the companies, which have been processing their results. In spring 2015 a follow up survey has been administered. Data have been analysed with univariate and multivariate linear regression analyses.

    Results

    A baseline multivariate linear regression model, which included background factors, perceived psychosocial work climate and work environmental factors (motivation, leadership, employee responsibilities, efficacy, work ability and management committed to employee health) and work life balance, showed that psychosocial work climate (B= .48, 95% CI=.27 – .69) leadership, (B= .27, 95% CI=.05– .49), work ability (B= -.12, 95% CI= .03 – .21), motivation (B= -33, 95% CI= .14 – .51) and work life balance (B= -.34, 95% CI=-.57– -.12), were signifi-cantly associated with well-being at work and explained 40% of the variance (Adjusted R2=.40, p<.001).

    Conclusions

    Results showed that not only work environment factors are important predictors. To maintain a healthy work place a promotion of balance between work and private life is needed.

  • 2.
    Anderzén, Ingrid
    et al.
    Department of Public Health and Caring Sciences, Uppsala University.
    Lindberg, Per
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Karlsson, Thomas
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och psykologi, Socialt arbete.
    Gustafsson, Susanne
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Folkhälsovetenskap.
    Predictors of well-being at work2015Konferensbidrag (Övrigt vetenskapligt)
    Abstract [en]

    Background

    The concept of healthy workplace has been defined as an organization that maximizes the integration of worker goals for wellbeing and company objectives for profitability and productivity. Conditions in today’s working life make new approaches necessary in order to limit negative health effects of work and to enhance wellbeing and health at work. About 24 % of the working population in Sweden report to have had work-related disorders during the last twelve months. In order to achieve a sustainable working life it is likely that strategies and actions from different and new angles are needed.

    The present study is a part of a larger study (the GodA –study; a Swedish acronym for good work environments and healthy workplaces) and aims to investigate how work environment factors, work ability, work motivation, work and life balance predict well-being at work.

    Methods

    The GodA study is a 2-year follow up study in Sweden with a survey feedback design in three companies with both blue- and white collar workers. One of the companies serves as “intervention-company”, the other two as controls. A baseline questionnaire was sent out 2013 and the results from the survey were reported back to the companies, which have been processing their results. In spring 2015 a follow up survey has been administered. Data from the baseline measurements have been analysed with univariate and multivariate linear regression analyses.

    Results

    A baseline multivariate linear regression model, which included background factors, perceived psychosocial work climate and work environmental factors (motivation, leadership, employee responsibilities, efficacy, work ability and management committed to employee health) and work life balance, showed that psychosocial work climate (B= .48, 95% CI=.27 – .69) leadership, (B= .27, 95% CI=.05– .49), work ability  (B= -.12, 95% CI= .03 – .21), motivation (B= -33, 95% CI= .14 – .51) and work life balance (B= -.34, 95% CI=-.57– -.12), were significantly associated with well-being at work and explained 40% of the variance  (Adjusted R2=.40, p<.001). Results from the two-year follow up will be presented at the conference.

    Conclusions

    Results showed that not only work environment factors are important predictors. To maintain ahealthy work place apromotion ofbalancebetween workand private life is needed.

  • 3.
    Engström, Maria
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap. Uppsala universitet; Lishui universitet.
    Högberg, Hans
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Hagerman, Heidi
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap.
    Skytt, Bernice
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap. Uppsala universitet.
    Staff working life and older persons' satisfaction with care: a multilevel, correlational design2021Ingår i: Journal of Nursing Care Quality, ISSN 1057-3631, E-ISSN 1550-5065, Vol. 36, nr 1, s. 7-13Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    BACKGROUND: The importance of staff working life for staff well-being has been demonstrated in several studies; less research has focused on staff working life and older persons' satisfaction with care.

    PURPOSE: The study aim was to study relationships between 1) staff assessments of their structural conditions/empowerment in elderly care, psychological empowerment, and job satisfaction and (2) older persons' satisfaction with care.

    METHODS: A multilevel, cross-sectional, and correlational design was applied using questionnaire data on working life (1021 staff members) and unit-level data (40 elderly care units) on older persons' satisfaction with care.

    RESULTS: Statistically significant relationships were found between all 3 working life variables and older persons' satisfaction with care. Furthermore, the results revealed an indirect/mediating effect of job satisfaction between structural empowerment and satisfaction with care, but not for psychological empowerment.

    CONCLUSIONS: Staff structural empowerment, psychological empowerment, and job satisfaction are linked to older persons' satisfaction with care.

  • 4.
    Engström, Maria
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap.
    Mårtensson, Gunilla
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap. Uppsala universitet.
    Pålsson, Ylva
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    What relationships can be found between nurses' working life and turnover? - A mixed-methods approach2022Ingår i: Journal of Nursing Management, ISSN 0966-0429, E-ISSN 1365-2834, Vol. 30, nr 1, s. 288-297Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    AIM: to describe why registered nurses decide to leave their work and to investigate relationships between registered nurses' working life and turnover (leaving the unit versus the profession).

    BACKGROUND: Much research has explored nurses' intention to leave, while less research has looked at turnover and especially leaving the profession.

    METHODS: Data were collected using questionnaires and interviews.

    RESULTS: The three most common reasons for both groups (leaving the profession, n=40; leaving unit but not profession, n=256) were high workload, low salary and applied for and got a new job. Multivariate logistic regression analysis revealed statistically significant relationships between turnover and empowering structures, such as access to resources and informal power as well as the factor learning in thriving.

    CONCLUSIONS: Structural empowerment, such as good access to resources and informal power, is important to keeping nurses in the profession, while learning seems to increase the risk of leaving the profession when variables such as vitality, resources, informal power and age are held constant.

    IMPLICATIONS FOR NURSING MANAGEMENT: To counteract nurses leaving the profession, managers must provide nurses with good access to resources, informal power, such as networks within and outside the organization, and focus on nurses' vitality.

    Ladda ner fulltext (pdf)
    fulltext
  • 5.
    Lindberg, Maria
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap. Uppsala universitet.
    Skytt, Bernice
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap. Uppsala universitet.
    Lindberg, Magnus
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap.
    Wijk, Katarina
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning. Uppsala universitet.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    A complex challenge with unclear improvement: the need for involvement, contextualization and facilitation when managers implement a leadership model2023Ingår i: Leadership in Health Services, ISSN 1751-1879, E-ISSN 1751-1887, Vol. 36, nr 2, s. 236-246Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    Purpose

    Management and leadership in health care are described as complex and challenging, and the span of control is known to be a key component in the manager’s job demands. The implementation of change can be a challenge in health care, and managers often have roles as implementation leaders. Little attention has been given to how managers perceive the process of implementation. Thus, this study aims to explore second-line managers’ perceptions of, prerequisites for and experiences from the implementation of changes in their manager’s work conditions.

    Design/methodology/approach

    A grounded theory–based qualitative design was used. Data were collected from a purposive sample of nine second-line managers by individual semi-structured interviews. The three stages of initial coding, focus codes and axial coding were used in data analysis.

    Findings

    Three thematic areas were identified: engagement, facilitation and achievement. The second-line managers’ descriptions suggest that the change work entails a complex challenge with an unclear result. Involvement, consideration for the context and facilitation are needed to be able to conduct a cohesive implementation process.

    Originality/value

    This study findings outline that to succeed when implementing change in complex organizations, it is crucial that managers at different levels are involved in the entire process, and that there are prerequisites established for the facilitation and achievement of goals during the planning, implementation and follow-up.

    Ladda ner fulltext (pdf)
    fulltext
  • 6.
    Lindberg, Per
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Anderzén, Ingrid
    Department of Public Health and Caring Sciences, Uppsala University.
    Karlsson, Thomas
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och psykologi, Socialt arbete.
    Gustafsson, Susanne
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Folkhälsovetenskap.
    The birth, rise and success (or fall?) of an intervention project: GodA – a project set up to test a model of the prerequisites for a healthy workplace2014Konferensbidrag (Refereegranskat)
    Abstract [en]

    Conditions in today’s working life make new approaches necessary in order to limit negative health effects of working life and to enhance wellbeing and health at work. Despite rather progressive legislation, a century of labour inspections, and the efforts of thousands of occupational health personnel, still around 20% of the Swedish workforce report to have had work-related disorders other than accidents during the last year (1). Even if this "elimination approach" partly has succeeded it´s obvious that it is insufficient or inadequate for a working life where key issues for progress are motivation, cooperation and creativity (2). In order to achieve a sustainable working life, not the least to coop with issues related to the ageing population in the developed countries, it is likely that strategies and actions from different and new angles are needed.

    Healthy workplace has been defined as an organization that maximizes the integration of worker goals for wellbeing and company objectives for profitability and productivity(3). It is noteworthy that the notion healthy workplace is not a substitute for good work environment it is a consequence. Different models, e.g. the PATH-model by Grawitch et al.(4) shows a synthesis of earlier research in a number of different disciplines and frames how a healthy workplace with wellbeing for the individual and organizational improvements can be achieved. Five general categories of healthy workplace practices were identified in the literature: work-life balance, employee growth and development, health and safety, recognition, and employee involvement. Previous research also suggests that the link between these practices and employee and organizational outcomes is contingent on the effectiveness of communication within the organization and the alignment of workplace practices with the organizational context.

    The GodA-project aims at investigating if work place strategies in line with the PATH-model lead to better health and wellbeing among the employees as well as organizational improvements.

    The GodA project is a 2 year follow up study with a survey feedback design in three companies with both blue- and white collar workers within the energy sector. One of the companies serves as "intervention company", the other two as controls. The project started out with a pre-project, by means of focus groups and individual interviews, in 2012 in order to find out how employees and managers in the three companies describe the concept of a healthy work environment, what they consider to create well-being at work, and how they perceive their own work environment:

    What factors are important for well-being at work? presented by T. Karlsson

    In 2013 a baseline questionnaire where was sent out including items a) based on the results from the pre-study, and b) well-established questions and indices on health and work environment. The results from the survey have been reported back to the companies, which now are processing their results. Research question to be presented and discussed at the symposium:

    Is there a balance between factors of importance for wellbeing at work and the extent to which they are present at the workplace? presented by P. Lindberg.

    Is there a correlation between psychosocial work climate indicators and work-related well-

    The PATH-model emphasizes internal communication as critical in establishing a healthy workplace. As the baseline results show that the communication is not very well developed, this is the primary target for our intervention. We will demonstrate a method for how the survey data are presented back to the intervention company and how they are going to work with the results to improve their work environment, and at the same time enhance communication skills.

    After our presentation we invite the audience to discuss both the GodA-study and more general methodological issues when conducting intervention-studies, e.g:

    - When is a company ready (mature) to take part in research activities?

    - What are the pitfalls in workplace intervention studies?

    - To what degree can the researchers interact at the workplace and still be objective?

    - What is the value of focusing on the items that the employees responded to in the survey?

    References

    1. Swedish Work Environment Authority. Work -related disorders 2010 - Arbetsmiljöstatistisk Rapport 2010:4. Stockholm: Swedish Work Environment Authority. & Statistics Sweden 2010.

    2. Aronsson G, Gustafsson K, Hakanen J. On the development of a positive work-life psychology. In: Christensen M, editor. Validation and test of central concepts in positive work and organizatinal psychology The second report from the Nordic project 'Positive factors at work'. TemaNord 2009:564. Copenhagen: Nordic Council of Ministers; 2009. p. 93-4.

    3. Sauter S, Lim S, Murphy L. Organizational health: A new paradigm for occupational stress research at NIOSH. Japanese Journal of Occupational Mental Health. 1996;4:248-54.

    4. Grawitch MJ, Gottschalk M, Munz DC. The path to a healthy workplace: A critical review linking healthy workplace practices, employee well-being, and organizational improvements. Consulting Psychology Journal. 2006;58(3):129-47.

    Ladda ner fulltext (pdf)
    GodA-symposia at WaW 2014
  • 7.
    Lindberg, Per
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Karlsson, Thomas
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och psykologi, Socialt arbete.
    Gustafsson, Susanne
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Folkhälsovetenskap.
    Anderzén, Ingrid
    Department of Public Health and Caring Sciences, Uppsala University, Uppsala, Sweden.
    Can a systematic participative method for processing workplace survey data enhance organizational communication skills?2017Konferensbidrag (Refereegranskat)
    Abstract [en]

    Objectives

    The concept healthy workplace has been defined as an organization that maximizes the integration of worker goals for wellbeing and company objectives for profitability and productivity (Sauter, Lim, & Murphy, 1996). The PATH-model (Grawitch, Gottschalk, & Munz, 2006) shows a synthesis of earlier research in a number of different disciplines and frames how a healthy workplace with wellbeing for the individual along with organizational improvements can be achieved. The model suggests five general categories of healthy workplace practices: work-life balance, employee growth and development, health and safety, recognition, and employee involvement. In order for these workplace practices to have an influence on the employees and the organizational outcomes the effectiveness of communication within the organization is crucial as is the alignment of workplace practices with the organizational context. Effective organizational communication in this context means that the management communicates what the organization offers the employees in order to enable good performance and wellbeing at work as well as that the employees state their needs in order to do a good job. The ongoing GodA-project (a Swedish acronym for good work environments and healthy workplaces) aims at investigating if workplace strategies in line with the PATH-model add to better health and wellbeing among the employees as well as organizational improvements. The present study is part of the GodA-project and aims at exploring to which extent the specific “GodA-method” for processing workplace survey data influences organizational communication skills. 

    Methods

    The GodA study is a 2-year follow up study with a survey feedback design in three companies with both blue- and white collar workers. One of the companies serves as “intervention-company”, the other two as controls. The project started in 2012 with a pre-project by means of focus groups and individual interviews in order to find out how employees and managers in the three companies describe the concept of a healthy work environment and what contributes to their well-being at work. In 2013 a baseline questionnaire was sent out including items, a) based on the combined results of the pre-study and a comprehensive literature review (Lindberg & Vingård, 2012) , and b) well-established questions on health and work environment. The results from the survey were reported back to the companies, which have been processing their respective results. In spring 2015 another survey wave was administered. Parallel, data concerning the company’s key indicators and internal development have been collected.

     Baseline results in the GodA-study showed that the employees considered communication as a very important factor for their well-being at work. However, they also reported that the internal communication was not at all at desired level. Considering that the PATH-model emphasizes internal communication as critical in establishing a healthy workplace, the intervention was designed to enhance communication skills. The “GodA-method”, to process the survey feedback was developed in collaboration with the “intervention-company”. In short, the baseline results concerning health, and physical- and psychosocial factors at the workplace, as reported by respective working group, are split into nine themes. Each theme is designed small enough to be processed during the groups’ monthly staff meetings. At the meetings the employees discuss today’s theme, first without then together with their supervisor and decide upon one measurable action to be taken to improve their work environment. To begin each discussion without the supervisor was a chosen strategy in order to empower the employees and in an implicit way train communication skills. The intervention has been followed by process evaluation forms for the supervisors as well as group interviews with employees and supervisors, respectively.   

    Results

    Nine working groups, each with 7-13 employees, were studied. The individual groups performed heterogeneous. The degree to which the various groups actively took actions for improvements seemed to be associated with the closest supervisor’s understanding of the importance of respective themes and his/her capability to conduct group discussions.

    Communication was measured by a 5-item index showing the discrepancy between experienced and desirable communication level, where an index score of -0,5 to 0 (no discrepancy) was considered as good and a score below -.5 was considered undesirable. Preliminary results show that in groups (=5) performing 3-5 meetings the communication index in average deteriorated from -0.89 to -1.41, whereas groups (=4) performing 8-9 meetings the index improved or remained at a rather high level, in average from -0.92 to -0.71. Further analyses and results will be presented at the conference.

    Conclusion

    The results give support to the hypothesis that systematic and continuous training focusing on a mutual theme is a feasible method for improving communication skills.

    Practical implications

    Healthy workplaces are not created overnight. The GodA-method for processing employee surveys seems to be a useful way to systematically work with continuous improvements of the workplace. However, training of supervisors for group discussions seems necessary.

  • 8.
    Lindberg, Per
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Karlsson, Thomas
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och psykologi, Socialt arbete.
    Gustafsson, Susanne
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Folkhälsovetenskap.
    Anderzén, Ingrid
    Department of Public Health and Caring Sciences, Uppsala University.
    Can a systematic participative method for processing workplace survey data enhance organizational communication skills?2016Ingår i: Scientific programme: Book of Abstracts, 2016Konferensbidrag (Refereegranskat)
    Abstract [en]

    Objectives

    The PATH-model (1) frames how a healthy workplace with wellbeing for the individual along with organizational improvements can be achieved, suggesting five healthy workplace practices. In order for these practices to have the desired influence, the effectiveness of communication within the organization is crucial. The ongoing GodA-project (an acronym for good work environments and healthy workplaces) is set up to investigate different aspects of the PATH-model. The present sub-study aims at exploring to which extent the specific “GodA-method” for processing workplace survey data influences organizational communication skills. 

    Methods

    The GodA study is a 2-year follow up study with a survey feedback design in three companies with both blue- and white collar workers. In one of the companies the “GodA-method” for processing survey feedbacks was developed and tested. Baseline results concerning workplace factors were split into nine themes, small enough to be processed during respective working groups’ monthly staff meetings. At the meetings the employees discussed today’s theme, first without, then together with their supervisor and decided on one action for improvements. This strategy was chosen in order to empower the employees and implicitly train their communication skills. The intervention was followed by process evaluations.   

    Results

    Nine working groups, each with 7-13 employees, were studied. The degree to which the various groups actively took actions for improvements seemed to be associated with the closest supervisor’s understanding of the importance of respective themes and his/her capability to conduct group discussions.

    Communication was measured by a 5-item index showing the discrepancy between experienced and desirable communication level, where -0,5 – 0 was considered as good. In groups (=5) performing 3-5 meetings the communication index in average deteriorated from -0.89 to -1.41, whereas groups (=4) performing 8-9 meetings the index improved or remained at a rather high level, in average from -0.92 to -0.71.

    Conclusion

    The results give support to the idea that systematic and continuous training focusing on a mutual theme is a feasible method for improving communication skills. Training of supervisors for group discussions seems necessary.

  • 9.
    Lindberg, Per
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Karlsson, Thomas
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och psykologi, Socialt arbete.
    Gustafsson, Susanne
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Anderzén, Ingrid
    Department of Public Health and Caring Sciences, Uppsala University.
    Can a systematic participative method for processing workplace survey data enhance organizational communication skills?: Experiences from the GodA-project for healthy workplaces2015Ingår i: Proceedings 19th Triennial Congress of the IEA, Melbourne 9-14 August 2015, 2015Konferensbidrag (Refereegranskat)
    Abstract [en]

    Conditions in today’s working life make new approaches necessary in order to limit negative health effects of work and to enhance wellbeing and health at work. Despite rather progressive legislation, a century of labour inspections, and the efforts of thousands of occupational health personnel, still 24 % of the working population in Sweden report to have had work-related disorders during the last twelve months (Swedish Work Environment Authority and Statistics Sweden, 2014). Even if the “elimination approach” partly has succeeded in reducing detrimental factors at work, it is obvious that this is insufficient or inadequate for a working life where key issues for progress are motivation, cooperation and creativity (Aronsson, Gustafsson, & Hakanen, 2009). In order to achieve a sustainable working life, not the least to coop with issues related to the ageing population, it is likely that strategies and actions from different and new angles are needed.

    The concept healthy workplace has been defined as an organization that maximizes the integration of worker goals for wellbeing and company objectives for profitability and productivity (Sauter, Lim, & Murphy, 1996). The PATH-model (Grawitch, Gottschalk, & Munz, 2006) shows a synthesis of earlier research in a number of different disciplines and frames how a healthy workplace with wellbeing for the individual along with organizational improvements can be achieved. The model suggests five general categories of healthy workplace practices: work-life balance, employee growth and development, health and safety, recognition, and employee involvement. In order for these workplace practices to have an influence on the employeesand the organizational outcomes the effectiveness of communication within the organization is crucial as isthe alignment of workplace practices with the organizational context. Effective organizational communication in this context means that the management communicates what the organisation offers the employees in order to enable good performance and wellbeing at work as wellas that the employeesstate their needs in order to do a good job.The ongoing GodA-project (a Swedish acronym for good work environments and healthy workplaces) aims at investigating if workplace strategies in line with the PATH-model (Grawitch et al., 2006) lead to better health and wellbeing among the employees as well as organizational improvements. The present study is part of the GodA-project and aims at exploring to which extent the specific “GodA-method” for processing of workplace survey data influences organizational communications skills.

  • 10.
    Lindberg, Per
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Karlsson, Thomas
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och psykologi, Socialt arbete.
    Gustafsson, Susanne
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Folkhälsovetenskap.
    Anderzén, Ingrid
    Department of Public Health and Caring Sciences, Uppsala University.
    GodA-metoden och dess inflytande på kommunikationsförmågan på arbetet2015Ingår i: Book of Abstracts: FALF 2015 : Conference10-12 June 2015, 2015Konferensbidrag (Refereegranskat)
    Abstract [sv]

    Trots en progressiv arbetsmiljölagstiftning, 10 år av arbetsmiljöinspektioner och ansträngningar från tusentals arbetsmiljöaktörer rapportera 24% av den arbetande befolkningen i Sverige att de haft arbetsrelaterade besvär under senaste året. Även om eliminationsstrategin delvis varit framgångrik är den otillräcklig eller inadek-vat i dagens arbetsliv där nyckelfaktorer för framgång är motivation, samarbete och kreativitet. För att nå ett hållbart arbetsliv är det troligt att det behövs strategier och åtgärder från andra och nya utgångspunkter. Begreppet ”frisk arbetsplats” har definierats som en organisation/företag som maximerar integrationen av ar-betstagarnas mål med företagets mål. PATH-modellen visar genom en syntes av forskning från olika discipliner hur en frisk arbetsplats kan uppnås. För att, enligt modellen, nå verksamhetseffekter av olika personalfrämjande åtgärder är det nödvändigt med en väl utvecklad kommunikation mellan anställda och ledning. Det pågående GodA-projektet syftar till att undersöka om arbetsplatstrategier i linje med PATH-modellen le-der till bättre hälsa och välbefinnande bland de anställda så väl som organisatoriska förbättringar. Föreliggande delstudie undersöker i vilken grad den s.k. ”GodA-metoden” för bearbetning av medarbetarundersökningar kan påverka kommunikationsförmågan i företaget.

  • 11.
    Lundin, Karin
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap.
    Silén, Marit
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Engström, Maria
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap.
    Skytt, Bernice
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap.
    Observations and interviews describing first-line manager’s work at hospitals where the staff rates high access to empowering structures2021Konferensbidrag (Övrigt vetenskapligt)
    Abstract [en]

    Background

    In times where hospitals are struggling with recruitment as well as keeping their current workers healthy and willing to stay on, it is important to identify factors that can help work organizations in their work of providing conditions for a good work environment and for a leadership that promotes health and development.

    Objective

    The aim was to study how first-line managers act at units where the staff has rated their access to empowering structures as high and to describe this together with the first-line managers' and their staff's descriptions regarding the staff's access to empowering structures by using Kanter's theory of structural empowerment as a framework. 

    Method

    A descriptive design with a qualitative approach collecting data using both observations and interviews. The study sample consisted of five first-line managers (FLM) and 13 staff members, at hospital units in different parts of Sweden, where the staff had rated their access to empowering structures as high using the Conditions of Work Effectiveness Questionnaire – II (CWEQ II) in a previous data collection.

    Both the first and last author conducted 80 hours of observations, following each FLM during two workdays, and 15 hours of interviewing both the FLMs and staff members. Fieldnotes of what the FLMs were doing were taken during the observations. On the third day at the unit, interviews were conducted with the FLM and two or three out of their staff. The interviews were semi-structured with questions related to the observations and questions inspired by Kanter’s theory. Data from both MP3 files and notebooks were transferred into a Word document and directed content analysis informed by Kanter’s theory was performed on the material as a whole.

    Results

    Preliminary results from the ongoing analysis indicate that findings in both the observations and interviews often confirm and support each other.

     

  • 12.
    Lundin, Karin
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap.
    Silén, Marit
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Engström, Maria
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap.
    Skytt, Bernice
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap. Uppsala universitet.
    Staff structural empowerment - observations of first-line managers and interviews with managers and staff2022Ingår i: Journal of Nursing Management, ISSN 0966-0429, E-ISSN 1365-2834, Vol. 30, nr 2, s. 403-412Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    AIM: The aim was to study how first-line managers act to make structural empowerment accessible for nursing staff. Furthermore, to relate these observations to the manager's and their nursing staff's descriptions regarding the staff's access to empowering structures.

    BACKGROUND: Staff access to empowering structures has been linked to positive workplace outcomes. Managers play an important role in providing the conditions for structural empowerment.

    METHOD: Five first-line managers were observed for two workdays. Managers and staff (n=13) were thereafter interviewed. Field notes and interviews were analyzed using directed content analysis.

    RESULTS: The managers displayed intentional actions that could enable their staff access to empowering structures. Managers and staff described the importance of staff's access to empowering structures.

    CONCLUSION: Staff who perceive to have access to structural empowerment have managers who are present and available. Unanimity among managers and staff existed in regard to the importance of staff having access to structural empowerment. The managers work continually and intentionally, doing many things at the same time, to provide the staff access to empowering structures.

    IMPLICATIONS FOR NURSING MANAGEMENT: The study shows the importance of promoting managers' awareness of staff's access to structural empowerment and maximizing managers' presence and availability to their staff.

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  • 13.
    Mathiassen, Svend Erik
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Waleh Åström, Amanda
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Heiden, Marina
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Cost and statistical efficiency of posture assessment by inclinometry and observation, exemplified by paper mill work2023Ingår i: PLOS ONE, E-ISSN 1932-6203, Vol. 18, nr 10, artikel-id e0292261Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    Postures at work are paramount in ergonomics. They can be determined using observation and inclinometry in a variety of measurement scenarios that may differ both in costs associated with collecting and processing data, and in efficiency, i.e. the precision of the eventual outcome. The trade-off between cost and efficiency has rarely been addressed in research despite the obvious interest of obtaining precise data at low costs. Median trunk and upper arm inclination were determined for full shifts in 28 paper mill workers using both observation and inclinometry. Costs were estimated using comprehensive cost equations; and efficiency, i.e. the inverted standard deviation of the group mean, was assessed on basis of exposure variance components. Cost and efficiency were estimated in simulations of six sampling scenarios: two for inclinometry (sampling from one or three shifts) and four for observation (one or three observers rating one or three shifts). Each of the six scenarios was evaluated for 1 through 50 workers. Cost-efficiency relationships between the scenarios were intricate. As an example, inclinometry was always more cost-efficient than observation for trunk inclination, except for observation strategies involving only few workers; while for arm inclination, observation by three observers of one shift per worker outperformed inclinometry on three shifts up to a budget of €20000, after which inclinometry prevailed. At a budget of €10000, the best sampling scenario for arm inclination was 2.5 times more efficient than the worst. Arm inclination could be determined with better cost-efficiency than trunk inclination. Our study illustrates that the cost-efficiency of different posture measurement strategies can be assessed and compared using easily accessible diagrams. While the numeric examples in our study are specific to the investigated occupation, exposure variables, and sampling logistics, we believe that inclinometry will, in general, outperform observation. In any specific case, we recommend a thorough analysis, using the comparison procedure proposed in the present study, of feasible strategies for obtaining data, in order to arrive at an informed decision support.

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  • 14.
    Norrgård, Amanda
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete, kriminologi och folkhälsovetenskap, Socialt arbete.
    Tham, Pia
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete, kriminologi och folkhälsovetenskap, Socialt arbete.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för utbildning och ekonomi.
    Kåreholt, Ingemar
    Jönköpings universitet.
    How do child welfare social workers assess the leadership of their first-line managers? A 15-year perspective2023Ingår i: British Journal of Social Work, ISSN 0045-3102, E-ISSN 1468-263XArtikel i tidskrift (Refereegranskat)
    Abstract [en]

    The study aimed to investigate how child welfare social workers assessed the leadership of their first-line managers over a period of fifteen years and to examine whether the assessments have changed over time. More specifically, the analysis focused on the extent to which social workers perceive the leadership of their first-line managers to be empowering, supportive and fair. Data were collected in the years 2003 (n = 293), 2014 (n = 300) and 2018 (n = 309) using the same questionnaire, mainly based on QPS Nordic, which was distributed to social workers working with investigations of children and youth. The results show that the social workers assessed all measured aspects of their first-line managers' leadership as better in 2014 compared to 2003 and significantly better in 2018 compared to 2003. In light of previous studies showing that child welfare managers experience less optimal conditions for their leadership, the results are surprising. How is it possible that the first-line managers, despite their own descriptions of a more difficult leadership situation, are seen as more supportive, empowering and fair in their leadership from the social workers' perspective? Possible explanations for the social workers' better assessments over the years, such as specialisation, are discussed.

    This article investigates how child welfare social workers have assessed the leadership of their first-line managers over a period of fifteen years. Questionnaires were collected in the same geographical areas in 2003, 2014 and 2018. The results show that child welfare social workers assessed the leadership of their first-line managers as increasingly empowering, supportive and fair over the years. In light of previous studies showing that child welfare managers experience less optimal conditions for their leadership, the results are surprising. How is it possible that the first-line managers, despite their own descriptions of a more difficult leadership situation, are seen as more supportive, empowering and fair in their leadership from the social workers' perspective? Potential explanations as to why assessments have improved are discussed.

  • 15.
    Skytt, Bernice
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för hälso- och vårdvetenskap, Medicin- och vårdvetenskap. Department of Public Health and Caring Sciences, Uppsala University, Uppsala, Sweden.
    Hagerman, Heidi
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för hälso- och vårdvetenskap, Medicin- och vårdvetenskap. Department of Public Health and Caring Sciences, Uppsala University, Uppsala, Sweden.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och psykologi, Socialt arbete.
    Engström, Maria
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för hälso- och vårdvetenskap, Medicin- och vårdvetenskap. Department of Public Health and Caring Sciences, Uppsala University, Uppsala, Sweden.
    First-line managers' descriptions and reflections regarding their staff's access to empowering structures2015Ingår i: Journal of Nursing Management, ISSN 0966-0429, E-ISSN 1365-2834, Vol. 23, nr 8, s. 1003-1010Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    Aim: To elucidate first-line managers' descriptions and reflections regarding their staff's access to empowering structures using Kanter's theory of structural empowerment. Background: Good structural conditions within workplaces are essential to employees' wellbeing, and their ability to access empowerment structures is largely dependent on the management. Method: Twenty-eight first-line managers in elderly care were interviewed. Deductive qualitative content analysis was used to analyse data. Results: Managers perceived that staff had varying degrees of access to the empowering structures described in Kanter's theory - and that they possessed formal power in their roles as contact persons and representatives. The descriptions mostly started from the managers' own actions, although some started from the needs of staff members. Conclusion: All managers described their staff's access to the empowering structures in Kanter's theory as important, yet it seemed as though this was not always reflected on and discussed as a strategic issue. Implications for nursing management: Managers could make use of performance and appraisal dialogues to keep up to date on staff's access to empowering structures. Recurrent discussions in the management group based on such current information could promote staff's access to power through empowering structures and make job definitions a strategic issue in the organisation.

  • 16.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning. 202100-2890.
    Forskning pågår 2021: Akademin för hälsa och arbetsliv2021Rapport (Övrigt vetenskapligt)
    Abstract [sv]

    För att lösa de samhällsutmaningar vi står inför är forskningen och skapandet av ny kunskap en viktig parameter. Inom akademin för hälsa och arbetsliv har forskningen fokus på hälsa och välfärd. Sedan 2018 har vi inför varje årsskifte samlat in projektbeskrivningar för de forskningsprojekt som pågår. Detta görs för att ge en överblick över forskningen men också som ett underlag för att kunna kommunicera forskningens inriktning och innehåll, såväl internt som externt.

    I rapporten är forskningsprojekten sorterade under temporära samlingsrubriker som vi idag ser som starka inriktningar för forskningen vid akademin. Forskning och kunskapande formas och omformas vilket ger att projekt och inriktningar ändras över tid. Titeln på rapporten ”Forskning pågår” signalerar just denna föränderlighet.

    Även i år innehåller rapporten över 100 projekt som svarar mot samhällsutmaningar inom hälsa och välfärd. Antalet doktorandprojekt ökar för varje år liksom andelen projekt med extern finansiering och de projekt som sker i samverkan med det omgivande samhället. Den kunskap som utvecklas genom vår forskning skapar goda förutsättningar för att vi ska kunna bidra till en positiv utveckling inom dessa områden. Vi kan göra skillnad!

     

    Annika StrömbergAkademichef Akademin för Hälsa och Arbetsliv

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  • 17.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Forskning pågår 2022: Akademin för hälsa och arbetsliv2022Rapport (Övrigt vetenskapligt)
    Abstract [sv]

    Verksamheten vid akademin för hälsa och arbetsliv utgör en kollegial och tvärvetenskaplig miljö som tar avstamp i människors olika livsvillkor och sammanhang med fokus på människan som individ, i grupper, organisationer och samhällen. Fysisk, psykisk och social hälsa utgör den gemensamma nämn-aren. Utbildningen och forskningen kring dessa livsvillkor handlar om människors välbefinnande i en gynnsam ekologisk, ekonomisk och social miljö.

    För att lösa de samhällsutmaningar vi står inför är forskningen och skapandet av ny kunskap viktig. I denna rapport samlas projektbeskrivningar kring den forskning som pågår vid akademin. Forsknings-projekten är sorterade under temporära samlingsrubriker som vi idag ser som starka inriktningar. Forskning och kunskapande formas och omformas vilket ger att projekt och inriktningar ändras över tid. Titeln på rapporten ”Forskning pågår” signalerar just denna föränderlighet.

    Rapporten innehåller över 100 projekt som svarar mot samhällsutmaningar inom hälsa och välfärd. Den kunskap som utvecklas genom vår forskning skapar goda förutsättningar för att vi ska kunna bidra till en positiv utveckling inom dessa områden. Ny kunskap kan göra skillnad!

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  • 18.
    Strömberg, Annika
    Högskolan i Gävle, Institutionen för ekonomi, Ämnesavdelningen för företagsekonomi.
    Förmågor i samverkan: byggherrekompetens ur ett processperspektiv2005Licentiatavhandling, monografi (Övrigt vetenskapligt)
  • 19.
    Strömberg, Annika
    Högskolan i Gävle, Institutionen för ekonomi, Ämnesavdelningen för företagsekonomi.
    Hur får man till ett lyckat byggprojekt: en granskning av villkoren vid projekt Arlanda 20022003Ingår i: Efterskalv: företagsekonomiska bidrag presenterade på NFF konferens i Reykjavik 2003, 2003Konferensbidrag (Övrigt vetenskapligt)
  • 20.
    Strömberg, Annika
    Högskolan i Gävle, Institutionen för ekonomi, Ämnesavdelningen för företagsekonomi. KTH, Ekonomistyrning.
    Organisering och identifikation i byggherrerollen: Dialektik, möten och meningsskapande2009Doktorsavhandling, sammanläggning (Övrigt vetenskapligt)
    Abstract [en]

    This study within organization theory takes a process perspective and focuses on how the dialectic interaction between the structuring and improvisational parts of organizing is handled in construction sites. In studies of organizing where reality is seen as socially constructed with focus on the subjective source of organizations reality, the individuals understanding of the identity and the rolecan be seen as central to interpret the social processes. Depending on how the actors understand their role in the context, the acting/interacting is going to beinfluenced. In times when the different orders of organizing have contrastingcontents the understanding of the role and the context is going to challenge. The actors then have to consider and reconsider the understanding of the role.To make the identification perspective possible to study a theoretical framework is constructed where community, meetings, insecurity and sense making arehighlighted as important aspects in the identification process. The empirical partis based on narratives from ten construction clients. The narratives were initiatedby descriptions of four situations, describing four occurrences, which provide four different attitudes to how the dialectic interaction between different ordersof organizing can be handled. The analysis of the narratives is based on how theactors in there argumentation express doubt and faith. Expression of doubt andfaith is used as tools to make the identification process concrete to be possible tostudy in a fruitful way.The study points out how doubt and faith are used to create pictures of the actors understanding of the role and its context. The analysis gives three identificationpatterns. The characteristics and content of the patterns are different whichinclude a difference between the understandings of the tension in the dialecticinteraction of different organizing orders. We can therefore say that the threepatterns give different starting points for action and interaction. Finally the implications of the results from the study are discussed in relation to management accounting and organizational change.

  • 21.
    Strömberg, Annika
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap.
    Engström, Maria
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap.
    Hagerman, Heidi
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap.
    Skytt, Bernice
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap, Med-Vårdvetenskap.
    First-line managers dealing with different management approaches2019Ingår i: Leadership in Health Services, ISSN 1751-1879, E-ISSN 1751-1887, Vol. 32, nr 4, s. 543-557Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    Purpose – The purpose of this paper is to contribute new knowledge about how first line managers (FLMs) in elderly care perceive their situation, with a focus on differences in management approaches at the intersection of the central and local parts of the organization.

    Design/methodology/approach – The present study has a qualitative approach and is part of a larger project on FLMs in elderly care. The results presented here are based on a secondary analysis of 15 of the totalof 28 interviews carried out in the project.

    Findings – Themain results are twofold: the majority of FLMs perceived differences in management approaches between local and central management; the differences caused some struggle because FLMs perceived that the management system did not support the differences. The two main aspects that caused the FLMs to struggle were differences in the foci of the management levels and difficulties in influencing the conditions ofmanagement.

    Originality/value – The results contribute to the debate on what aspects are important to sustainable management of elderly care. It is common knowledge that FLMs have a complex position, intermediate to the central, upper level management and their subordinates at the local level – levels with different foci and interests. The study contributes new knowledge about what these differences consist of and the dilemmas they cause and offers suggestions as to what can be done to reduce both energy waste and the risk of low job satisfaction.

  • 22.
    Tham, Pia
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och kriminologi, Socialt arbete.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    The Iron Cage of Leadership: The Role of First-line Managers in Child Welfare2020Ingår i: British Journal of Social Work, ISSN 0045-3102, E-ISSN 1468-263X, Vol. 50, nr 2, s. 369-388Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    In the social services in general and particularly in child welfare, high staff turnover and recruitment difficulties have been reported for many years. Previous studies have shown that giving social workers adequate social support is important in getting them to maintain their job commitment and remain at the workplace. The aim of the present study was to investigate how child welfare managers perceive and respond to the content and demands of their professional role. Interviews were conducted with forty-two first-line managers. The results indicate that the expectations of the social workers and the demands of the organisation are in conflict. The overall picture is one of challenges and dilemmas in a changing managerial role, where the focus is increasingly on control, administration and budget responsibilities. While the managers highlight what can be regarded as transformative ideals and prioritise offering support and guidance to the social workers under them, the organisation seems to be pushing managers towards a leadership role characterised by control and authority, where quantitative measuring, monitoring and control processes are expected––a leadership style associated with transactional leadership. The influence of New Public Management on the conditions for, and the contents of, leadership in social services is discussed.

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  • 23.
    Vidman, Åsa
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och psykologi, Socialt arbete.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för utbildning och ekonomi, Avdelningen för ekonomi, Företagsekonomi.
    Både och och lite till: ledarskap som hälsofrämjande faktor2014Ingår i: Hälsa, livsmiljö och arbetsliv: ur ett socialt arbete-perspektiv / [ed] Fereshteh Ahmadi & Sam Larsson, Gävle: Gävle University Press , 2014, s. 77-95Kapitel i bok, del av antologi (Övrigt vetenskapligt)
  • 24.
    Vidman, Åsa
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och kriminologi, Socialt arbete.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Leadership for a healthy work environment - a question about who, what and how2020Ingår i: Leadership in Health Services, ISSN 1751-1879, E-ISSN 1751-1887, Vol. 34, nr 1, s. 1-15Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    Purpose

    Recruiting and retaining staff to work with elderly people in social care is a global issue. The quality of leadership is considered important because it influences employees’ job satisfaction, job turnover and health. This paper aims to identify leadership that employees in residential elderly care facilities in Sweden consider as contributing towards a healthy work environment.

    Design/methodology/approach

    The authors interviewed 14 persons employed in facilities organized in different ways. The data from these interviews was analysed using qualitative content analysis..

    Findings

    The results showed that the employees felt that their health partly depended on the attributes that leaders possessed, what leaders do and how leaders do it. This study confirms that leadership influences the perception of a healthy workplace. It also shows that questions about leadership are complex.

    Originality/value

    Research about factors that increase health risks is wide-ranging; however, research that examines factors that promote health, especially how leadership influences employees’ well-being, is not as comprehensive.

    Ladda ner fulltext (pdf)
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  • 25.
    Vidman, Åsa
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och psykologi, Socialt arbete.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och psykologi, Socialt arbete.
    “Well it is for their sake we are here”: meaningful work tasks from care workers' view2018Ingår i: Working with Older People, ISSN 1366-3666, E-ISSN 2042-8790, Vol. 22, nr 2, s. 111-120Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    Purpose – Employees in elderly care have a high rate of sick leave. One explanation is that employees that experience a low level of meaning of work are at a higher risk for long-term sick leave. The paper aims to discuss these issues.

    Design/methodology/approach – This qualitative interview study aims to examine what employees in residential care facilities experience as the meaningful aspects of their work tasks. Interviews with 14 persons employed in residential care facilities were conducted.

    Findings – The findings show that meaningful work tasks are about organizing the work to make use of the creativity and knowledge of the staff in order to support relations with older people.

    Originality/value – The knowledge about what constitutes a healthy work environment is not as comprehensive as it is about what constitutes health risks. Furthermore, these issues have been considered by only a few qualitative studies about social care in the field of sick leave. Therefore, this qualitative interview study examines what employees in residential care facilities experience as meaningful aspects of their work tasks.

  • 26.
    Waleh Åström, Amanda
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Heiden, Marina
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Mathiassen, Svend Erik
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och psykologi, Socialt arbete.
    Uncertainty in monetary cost estimates for assessing working postures using inclinometry, observation or self-report2017Ingår i: NES 2017 ”JOY AT WORK”: Conference Proceedings / [ed] Anna-Lisa Osvalder, Mikael Blomé and Hajnalka Bodnar, 2017, s. 160-161Konferensbidrag (Refereegranskat)
    Abstract [en]

    Background

    In order to optimize cost-efficiency when collecting posture data in field studies, accurate cost data are needed. A few studies have assessed costs of different measurement methods, but they did not address the uncertainty of the cost estimates. Information on the uncertainty of cost estimates is key input when deciding which method to use.

    Aim

    This study aimed atassessingthe uncertainty in estimates of costs for collecting posture data by inclinometry, observations and self-report.

    Method

    The study wasbased on data collected at a Swedish paper mill (Heiden et al. 2017)1. Using a model developed by Trask et al. (2014)2, costs were calculatedfor measuring trunk and upperarm postures of twenty-eight workers during three full shifts using inclinometers, observations from recorded videos, and workers’ self-reports from a questionnaire. For each measurement method, the uncertainty of the actually observed total cost was assessed by determining the range of costs between an assumed best case (lowest cost) and worst case (highest cost) using scenario analysis.

    Results

    Observation was the most expensive method (€41499) and also showed a large uncertainty in the cost estimate (€19089–€87154). Self-reports had the lowest cost (€9156) with the smallest uncertainty (€3941–€27473). The overall cost for inclinometry was €16851 with best and worst cases €8567 and €60313, respectively. The actual costs of inclinometry and self-reports in the conducted study were reasonably close to the best case.

    Discussion

    In their study of flight baggage handling, Trask et al. (2014) concluded that inclinometry was more expensive than observation when measuring trunk and arm postures. In the present study, we found observation to be the more expensive. Given the uncertainty in cost estimates, both results are plausible. Notably, in Trask et al. (2014), video recordings were restricted to 4 hours, whereas in the present material, video recordings covered full 7 -to 12-hour shifts. The time allocated to collecting video material for observations will significantly affect the cost comparison of methods, and this may serve as an example that further investigations of separate cost components for each method are warranted.

    Conclusions

    Based on a meticulous cost assessment, we found that cost estimates for observation of working postures were the most uncertain, followed by inclinometry and self-reports. A better understanding of data collection costs and their uncertainty, and thus of how to properly identifyan optimal measurement method, requires a deeper analysis of the cost model, and of the contributions of separate cost components to the overall cost

    1 https://doi.org/10.1093/annweh/wxw0262

    2 https://doi.org/10.5271/sjweh.3416

  • 27.
    Waleh Åström, Amanda
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Heiden, Marina
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Mathiassen, Svend Erik
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och psykologi, Socialt arbete.
    Uncertainty in monetary cost estimates for assessing working postures using inclinometry, observation or self-report2018Ingår i: Applied Ergonomics, ISSN 0003-6870, E-ISSN 1872-9126, Vol. 71, s. 73-77Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    Objective: To assess uncertainty in cost estimates for collecting posture data by inclinometry, observations and self-report.

    Method: In a study addressing physical workloads at a paper mill, costs were calculated for measuring postures of twenty-eight workers during three shifts. Uncertainty in costs was assessed for all three methods as the range between an assumed best case (lowest cost) and worst case (highest cost) using scenario analysis.

    Results: The cost for observation was larger, but also more uncertain (€16506 and €89552 in the best and worst case, respectively) than that of inclinometry (€7613 - €45896). Self-report costs were both lower and less uncertain (€3743 - €23368).

    Conclusions: The extent of uncertainty in cost estimates implies that observation could be less expensive than inclinometry, e.g., in a scenario where experienced observers could use existing software, while inclinometers would have to be purchased. We propose adding uncertainty assessments to cost estimates when selecting a method for measuring working postures, and offer guidance in how to proceed in a specific setting.

  • 28.
    Waleh Åström, Amanda
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Heiden, Marina
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Mathiassen, Svend Erik
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbets- och folkhälsovetenskap, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och psykologi, Socialt arbete.
    Uncertainty of cost components in assessments of working posture by different methods2018Konferensbidrag (Refereegranskat)
    Ladda ner (pdf)
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  • 29.
    Wiitavaara, Birgitta
    et al.
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Strömberg, Annika
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Mutiganda, Jean Claude
    Högskolan i Gävle, Akademin för utbildning och ekonomi, Avdelningen för ekonomi, Företagsekonomi. Department of Accounting and Control, Åbo Akademi University.
    Svensson, Malin
    Hallman, David
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Svensson, Sven
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för arbetshälsovetenskap och psykologi, Arbetshälsovetenskap. Högskolan i Gävle, Centrum för belastningsskadeforskning.
    Like a fire brigade, but without pay - Experiences of temporary employment among workers in Swedish elderly care2022Ingår i: International Journal of Qualitative Studies on Health and Well-being, ISSN 1748-2623, E-ISSN 1748-2631Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    This study investigates experiences of temporary work among care personnel in elderly care. Semi-structured interviews were performed with fifteen temporarily employed men and women working as care personnel in municipal nursing homes or home care and analyzed using a phenomenographic approach. The informants’ experiences of having a temporary employment were characterized by either a sense of flexibility or, more common, uncertainty, lack of control over life, time and economy, as well as difficulties associated with always being available. The informants’ experiences of working as a temporary employed were characterized by enjoyment of work and job satisfaction, differing experiences regarding the division of work and communication, but also being in an exposed position. The results presented reflect an experience of temporary employment as being in a vulnerable position. This vulnerability varies with resources and can take different forms.

  • 30.
    Strömberg, Annika (Redaktör)
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för socialt arbete och psykologi, Socialt arbete.
    Forskning pågår 2018: Akademin för hälsa och arbetsliv2018Rapport (Refereegranskat)
    Abstract [sv]

    Forskningsrådet vid Akademin för Hälsa och Arbetsliv har identifierat behovet av att synliggöra den forskning som bedrivs inom akademin ämnesområden. Som en del i detta arbete samlade forskningsrådet inför 2018 in projektbeskrivningar för pågående projekt. Det huvudsakliga syftet var att få överblick över forskningsverksamheten vid akademin. För att även kunna kommunicera den forskning som pågår, såväl internt som externt, har vi valt att publicera projektbeskrivningarna i denna rapport.

    Titeln på rapporten ”Forskning pågår” signalerar att forskning bedrivs i föränderliga processer. Forskningens ständiga utveckling gör att rapporten ger en ögonblicksbild av forskningens inriktning och innehåll. Projekt formas, omformas och nya projekt startar upp. I rapporten har projekten sorterats under temporära samlingsrubriker som vi idag ser som starka inriktningar för forskningen vid akademin. I arbetet med att samla forskningen i styrkeområden kommer även dessa inriktningar att kunna förändras.

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  • 31.
    Strömberg, Annika (Redaktör)
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap.
    Forskning pågår 2019: Akademin för hälsa och arbetsliv2019Rapport (Övrigt vetenskapligt)
    Abstract [sv]

    Genom denna rapport vill vi synliggöra den forskning som bedrivs inom Akademin för hälsa och arbetsliv. Som underlag samlar forskningsrådet vid akademin årligen in projektbeskrivningar från forskarna kring pågående projekt. Rapporten är tänkt att ge en överblick över forskningens inriktning och innehåll. Rapporten bidrar även till att kunna kommunicera pågående forskning såväl internt som externt.

    I rapporten har projekten sorterats under temporära samlingsrubriker som vi idag ser som starka inriktningar för forskningen vid akademin. Forskning och kunskapande sker i processer där både innehåll och inriktning flyttas under resans gång. Projekt formas, omformas och nya projekt startar upp. Titeln på rapporten ”Forskning pågår” signalerar just denna föränderlighet.

    Det är med stor glädje som vi för andra året i rad kan presentera över 100 pågående projekt med inriktning mot hälsa och arbetsliv.

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  • 32.
    Strömberg, Annika (Redaktör)
    Högskolan i Gävle, Akademin för hälsa och arbetsliv, Avdelningen för vårdvetenskap.
    Forskning pågår 2020: Akademin för hälsa och arbetsliv2019Rapport (Övrigt vetenskapligt)
    Abstract [sv]

    Inför varje årsskifte samlar vi in projektbeskrivningar för de forskningsprojekt som pågår inom Akademin för Hälsa och Arbetsliv. Detta görs för att ge en överblick över forskningen men också som ett underlag för att kunna kommunicera forskningens inriktning och innehåll, såväl internt som externt.

    I rapporten är forskningsprojekten sorterade under temporära samlingsrubriker som vi idag ser som starka inriktningar för forskningen vid akademin. Forskning och kunskapande formas och omformas vilket ger att projekt och inriktningar ändras över tid. Titeln på rapporten ”Forskning pågår” signalerar just denna föränderlighet.

    Det är med stor glädje som vi i denna rapport kan presentera över 100 pågående projekt med inriktning mot hälsa och arbetsliv.

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