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To gain an in-depth understanding of the position of being a young adult and new at work simultaneously, this study examines the doing of age in relation to others in the lives of young adults, rather than focusing on age as a category and/or developmental phase. The study focuses on being a young adult from a critical and relational perspective of age. Based on focus group interviews with young adults, mostly women, working in retail, the aim is to analyse the position of being a young adult while new at work through age-marked relationships. The results reveal how this position can be understood both in terms of security and insecurity. Security arises in the sense of opportunities for learning and leaving responsibilities to older and more experienced colleagues. Insecurity arises in the sense of being exposed to insecure employment, the risk of being allocated less challenging tasks and being judged for failures., Validerad;2024;Nivå 2;2024-03-22 (joosat);Full text: CC BY 4.0 LicenseFunder: AFA Försäkring, Sweden (180265)

Purpose – The purpose is to apply the co-workership approach to contribute guidelines for manufacturing managers to exploit the potential of digital technologies through a human-centric perspective. Design/methodology/approach – A longitudinal single case study within manufacturing including a mix of qualitative methods with 18 in-depth interviews and focus groups with 25 participants covering all organizational levels and functions. Findings – Findings demonstrate that to re-interpret manufacturing management through the lens of Industry 5.0 (I5.0), managers need to respond to the call for a more human-centric perspective by focusing on organizational prerequisites, such as holistic understanding, inclusive organizational change, leadership practices, learning and innovation processes. Research limitations/implications – Limitations due to a single case study are compensated with rich data collected over time with the strengths of mixed methods through in-depth interviews and focus groups with participants reflecting and developing ideas jointly. Practical implications – Managers’ awareness of organizational prerequisites to promote human perspectives in all functions and at all levels in digital transformation is pivotal. Thus, proposed organizational prerequisites are presented as managers’ guidelines for future innovative manufacturing. Social implications – Findings emphasize the need for digital transformation managers to apply a human-centric perspective acknowledging how organizational changes affect the inclusion of employees, and thus challenge culture, structure, communication and trust toward I5.0. Originality/value – The study contributes to the emerging field of I5.0 by applying an interdisciplinary approach to understand the elusive phenomena of enfolding technology and humans., CC BY 4.0

Objective: Moral distress emanating from value conflicts comprising ethical dimensions pose a threat to nurses’ health and retention, as well as to the quality of care. The aim of the present study was to investigate the relationships between the frequency of ethical value conflicts (EVC), and the perceived distress when they occur, respectively, and nurses’ work-related stress, burnout symptoms, turnover intent, team effectiveness, and patient safety. Method: A two-wave longitudinal cohort questionnaire study was performed among registered nurses at six hospitals in two Swedish regions. Cross-sectional analyses (T1) were based on 1817 nurses in 228 care units (CU), and longitudinal analyses (T1 – T2) on 965 nurses in 190 CU. Hypothesis testing was performed using multilevel controlled regression modeling. Result: The results indicated that nurses who were often exposed to EVC also to a higher extent tended to report these conflicts as stressful. Frequent exposure to EVC induced by insufficient resources, inapt organizational structures or interpersonal staff relations were cross-sectionally associated with work-related stress, burnout symptoms, turnover intent, and team effectiveness. The longitudinal analyses indicated that EVC induced by a lack of resources primarily had negative effects on nurses’ health and well-being. At the CU level, such conflicts also impaired team effectiveness. At the individual level, EVC induced by organizational constraints or interpersonal relations negatively affected care effectiveness. Conclusions: EVC are related to negative consequences in healthcare, and such processes take place both on the individual and organizational levels., CC-BY 4.0

Poliser i yttre tjänst har en avgörande roll i att förebygga, förhindra och upptäcka brottslig verksamhet, samt att bevaka den allmänna ordningen och säkerheten. Detta uppdrag är inte begränsat till en specifik plats utan spänner över hela samhället. Det innebär att hela samhället utgör polisernas arbetsmiljö. Denna arbetsmiljö är dock komplex och involverar risker såsom hot och våld. Det gör att poliser i yttre tjänst löper en särskilt hög risk för övergrepp, vilket kan leda till långvariga fysiska och psykiska påverkningar. Poliser ställs inför ökande krav, särskilt med tanke på de samhällsutmaningar som finns idag med exempelvis den grova organiserade brottsligheten. En hög andel poliser överväger att lämna yrket och upplever känslor av otillräcklighet. Det indikerar att det finns utmaningar i arbetsmiljön. Det är därför nödvändigt att få en systematisk översikt över risk- och friskfaktorer på individ-, organisations och samhällsnivå för att utveckla effektiva arbetsmiljöstrategier för en hållbar polisorganisation. Forskargruppens uppdrag av Myndigheten för arbetsmiljökunskap är att sammanställa befintlig forskning som genomförts i Sverige och Europa de senaste tio åren gällande arbetsmiljö för poliser i yttre tjänst. Resultatet kan vara ett stöd i den svenska polismyndighetens arbetsmiljöarbete.

Introduction: This thesis focuses on job crafting as one way to increase work-related well-being and enable people to extend their working lives. The studies included were conducted within two different contexts, namely the manufacturing industry and public healthcare. These two contexts struggle with, for example, challenging working environments and staff shortages, as well as enabling older workers to extend their working lives. Job crafting, an active form of job redesign, can be defined as employees actively changing the physical and cognitive boundaries of work to better suit the person’s abilities and desires. These kinds of bottom-up-driven strategies to change and adapt work have been found to increase employee well-being and productivity, as well as reduce staff turnover. According to previous research, job crafting thus has positive effects on both people at work and their organizations. Previous research also shows that organizational structures as well as individual factors can facilitate and enhance employees’ job crafting. There is, however, a lack of studies focusing on how to best promote and facilitate employee-driven job crafting in practice. Aim: This thesis aimed to explore job crafting as one part of a health-promoting and extended working life. Job crafting was analysed in relation to an extended working life among blue-collar workers in one company in the manufacturing industry, and in relation to being able to work and feel well within public healthcare and manufacturing industry. Methods: Data was collected at one global manufacturing company and different workplaces within Swedish public healthcare. In the manufacturing company, data was collected from 100 blue-collar workers as part of an age management project focusing on factors influencing employees’ retirement decisions. The respondents represented older employees in three different countries: Sweden, the Netherlands, and France. These respondents completed a questionnaire and parti, Introduktion: Denna avhandling fokuserar job crafting som ett sätt att öka arbetsrelaterat välbefinnande och möjliggöra för människor att förlänga sina arbetsliv. Avhandlingen har genomförts inom två olika arbetskontexter: tillverkningsindustrin och sjukvården. Dessa två kontexter kämpar med till exempel krävande arbetsmiljöer och personalbrist, samt med att göra det möjligt för äldre medarbetare att förlänga sina arbetsliv. Job crafting är ett aktivt sätt att omforma arbetsuppgifter och arbetsupplägg, och kan definieras som att anställda själva förändrar de fysiska och kognitiva gränserna för arbetet, för att bättre passa personens förmågor och önskemål. Denna typ av medarbetardrivna strategier för att förändra och anpassa arbetet har visat sig öka anställdas välbefinnande och produktivitet, samt leda till minskad personalomsättning. Enligt tidigare forskning har job crafting alltså en positiv effekt för människor i arbete och för deras arbetsplatser. Tidigare forskning visar även att organisatoriska strukturer likväl som individuella faktorer kan underlätta och öka medarbetares job crafting. Det finns dock få studier som fokuserar på hur medarbetardriven job crafting bäst kan främjas och underlättas i praktiken. Syfte: Denna avhandling syftade till att utforska job crafting som en del av ett hälsofrämjande och förlängt arbetsliv. Job crafting analyserades i relation till ett förlängt arbetsliv bland verkstadsarbetare i ett företag inom tillverkningsindustrin, och i relation till att kunna arbeta och må bra inom offentlig sjukvård och tillverkningsindustri. Metod: Data samlades in vid ett globalt företag inom tillverkningsindustrin och vid olika arbetsplatser inom svensk offentlig sjukvård. I industriföretaget samlades data in från 100 verkstadsarbetare som en del av ett age management-projekt med fokus på faktorer som påverkar de anställdas pensionsbeslut. Respondenterna representerade äldre anställda i tre olika länder: Sverige, Nederländerna och Frankrike. Delta, QC 2024-01-12

This article contributes to debates about trade unions and the environment by studyinginternational variation in the association between union membership and support forgovernment spending on environmental protection. Building on research which demonstrates a positive membership effect on support for environmental protection, the article extends the geographical scope beyond the more economically developed contextsstudied previously. Using World Systems Theory as a comparative framework, distinguishing between core, semi-periphery, and periphery states, the article exploreswhether the positive membership effect extends beyond more affluent core statesand reveals an intriguing empirical puzzle: while public support for environmental spending is substantially weaker in core states relative to non-core states, the latter being subject to more extensive environmental threats, the reverse holds for the membershipeffect on environmental spending support which instead tends to be more positive incore states. Union membership thus tends to have the largest positive impact on environmental spending support in countries where public support for such spending tendsto be lower. Theoretical and practical implications of these findings for the global effortto address an ongoing environmental crisis are discussed by considering the notion of asolidarity effect., The paper was included as a 'manuscript' in doctoral thesis entitled " When workers unionize: Trade union effects on management-worker conflict and attitudes towards immediate interests versus broader political agendas" KUS 2024:1. Downloads before file update (240709): 44

After the long period of forced work from home, many knowledge workers have not only developed a strong habit of remote work, but also consider flexibility as their personal right and no longer as a privilege. Existing research suggest that the majority prefers to work two or three days per week from home and are likely to quit or search for a new job if forced to return to full time office work. Given these changes, companies are challenged to alter their work policies and satisfy the employee demands to retain talents. The subsequent decrease in office presence, also calls for transformations in the offices, as the free space opens up opportunities for cutting the rental costs, as well as the other expenses related to office maintenance, amenities, and perks. In this paper, we report our findings from comparing work policies in three Nordic tech and fintech companies and identify the discrepancies in the way the corporate intentions are communicated to the employees. We discuss the need for a more systematic approach to setting the goals behind a revised work policy and aligning the intensions with the company’s actions. Further, we discuss the need to resolve the inherent conflicts of interest between the individual employees (flexibility, individual productivity, and well-being) and the companies (profitability, quality of products and services, employee retention, attractiveness in the job market). © 2024, The Author(s)., WorkFlex

In this study, we investigated social workers' use of risk assessments and risk management in cases concerning intimate partner violence. The study examined social workers' experiences of work performance, organizational conditions, internal and external collaboration and challenges and opportunities at work. We interviewed twelve respondents in Swedish social work offices about what structures, supports and foundations they found essential for work sustainability and resilience. Support from colleagues and managers, experience, openness and trust were critical factors for work satisfaction. The study showed that work experience created trust and security, partly because the social worker became better at translating laws and regulations into practical work. Concerning the severity of the cases, collaboration was essential for building workplace confidence and well-being. A well-functioning internal and external collaboration was described as trust, reducing stress and access to open and straightforward communication with others. Sustainable routines and access to guidelines facilitated the work. An unsupportive work climate included a culture of silence, a lack of trust and generated feelings of stress. Feelings of vulnerability in the professional role arose when the workgroup and/or the management did not take a supportive approach to operational work. This study describes and discusses social workers' use of risk assessments and risk management and their experience working with challenging cases concerning intimate partner violence. Key factors that support the work were strongly linked to organizational factors, such as opportunities to work in pairs, have access to supervision or a mentor and receive support from a senior social worker colleague. Well-functioning internal and external collaboration was connected to trust, manageable stress levels and open and straightforward communication. An unsupportive work climate was linked to a culture of silence, lack o

This article investigates stakeholders’ learning and transformative action when developing a collaboration platform between a Swedish regional authority organisation (RAO) and civil society organisations (CSOs) to find new ways to provide welfare services. The material is based on 22 semi-structured interviews and observations of seven general meetings at which RAO officials and CSO representatives met. In addition, notes were taken during two workshops with key stakeholders and interviewees, respectively. Learning and transformative action were analysed through a TADS approach. The findings reveal that a signed agreement, stipulating collaboration between the two sectors (public and civil society) became a second stimulus for shared transformative agency. After signing the agreement, conflicts of motives arose, which challenged learning between stakeholders. Surprisingly, it was not the conflicts of motives between the two sectors, but those within each sector that constituted the most severe expansive learning challenges, and consequently also a delay in the development of the collaboration platform that was to provide welfare services. Nonetheless, the conflicts also contributed to small, incremental, steps of transformative action toward what they had set out to do.

Dagens klassrum blir mer och mer mångkulturella, vilket betyder att vi som blivandelärare måste skapa kunskap om hur religionsundervisning kan bedrivas på ettinkluderande och värderingsfritt sätt. Syftet med texten är att genom kvalitativaintervjuer synliggöra de eventuella normer och skillnader som finns i det mångkulturellaoch det monokulturella klassrummet. Genom tolkning av både tidigare forskning samtvår intervjustudie har vi med hjälp av våra frågeställningar kunnat undersöka hurreligionsundervisning bedrivs på olika skolor samt hur olika elevgrupper påverkarupplägget. I analysen presenterar vi citat från de olika informanterna från intervjuerna,samtidigt som vi belyser likheter och skillnader mellan de två skolorna. För att få framsvaren på våra frågeställningar har vi skapat en helhetsbild där vi inkluderat svaren frånintervjuerna samt den kunskap vi fått från den tidigare forskning. Utifrån det gjorde vien analys och kom fram till ett resultat. Resultatet visade att det finns skillnader på hurundervisning i religion bedrivs beroende på hur mångkulturellt ett klassrum är. Baseratpå det resultatet har vi dragit slutsatser om hur religionsundervisning bedrivs samt hurden blir inkluderande i det mångkulturella klassrummet.

Being overweight or obese is associated with lower employment and earnings, possibly arising from employer discrimination. A few studies have used field experiments to show that obese job applicants are, in fact, discriminated against in the hiring process. However, whether overweight job applicants also face employer discrimination is still an open question. To this end, we have designed a correspondence testing experiment in which fictitious applications are sent to real job openings across twelve different occupations in the Spanish labor market. We compare the callback rate for applications with a facial photo of a normal weight person to the one for applications with a photo of the same person manipulated into looking overweight.Applications with a photo of the weight-manipulated male receive significantly fewer callbacks for a job interview compared to normal weight, and this differential treatment is especially pronounced in female dominated occupations. For women, we find the opposite result. Weightmanipulated female applications receive slightly more callbacks, especially in female dominated occupations. Our experimental design allows us to disentangle whether employers act on attractiveness or weight when hiring. For men, the weight manipulation effect is explained by an attractiveness premium, while for women we find evidence of an attractiveness penalty, as well as a weight penalty, in explaining the effect.

Organizational occupational health interventions (OOHIs) that are perceived by employees as relevant for their workplace are more likely to be implemented successfully, yet little is known about the conditions that produce such perceptions. This study identifies the conditions that create a perception among employees that an intervention fits their organization as well as the conditions that result in low levels of perceived fit. We used two-wave data from 40 Danish preschools that underwent a quasi-experimental OOHI. Perceived fit was assessed through employee ratings at follow-up, while survey responses from implementation team members at five time points were used to assess four context and 14 process factors. The results of a coincidence analysis showed that high levels of perceived fit were achieved through two paths. Each path consisted of a lack of co-occurring changes together with either very high levels of managerial support (path_1) or a combination of implementation team role clarity, staff involvement, and team learning (path_2). In contrast, low levels of perceived fit were brought about by single factors: limited leader support, low degree of role clarity, or concurrent organizational changes. The findings reveal the complexity involved in implementing OOHIs and offer insights into reasons they may fail.

För att organisationer skall anses vara uppdaterade och relevanta är förändring en nödvändighet. Förändringsarbetets framgång är främst beroende av de processer som uppföljs och åtgärder som vidtas vid implementeringen. Denna studie undersöker den psykosociala arbetsmiljön vid ett förändringsarbete vid en offentlig kulturverksamhet med hjälp av Kotters åttastegsmodell. Syftet är att undersöka lyfta medarbetarnas perspektiv på hur den psykosociala arbetsmiljön påverkas under en organisationsförändring. Enligt tidigare forskning är de främsta faktorerna för ett framgångsrikt förändringsarbete tydlig kommunikation kring implementeringen och organisationsledarens intresse för medarbetarnas motivation, samt att organisatoriskt lyssnande kan användas som verktyg för att öka engagemanget gentemot förändringen. Studien har en abduktiv grund och genomförandet av denna studie har involverat en datainsamling genom en enkät utformad från dimensionerna Relation och Ledarskap samt Socialt Kapital i det standardiserade enkätverktyget COPSOQ med en tillhörande öppen kvalitativ fråga. I studien deltog 53 medarbetare från den offentliga kulturverksamheten, resultatet visar på bristfällig kommunikation och delaktighet. Genom studien kan man dra slutsatser kring att förändringsarbetet vid den offentliga kulturverksamheten inte följer Kotters åttastegsmodell och att medarbetarna inte upplever sig få delta i förändringen, detta kan påverka den psykosociala arbetsmiljön negativt för medarbetarna., For organizations to be considered up-to-date and relevant, change is a necessity. The success of the change work is primarily dependent on the processes that are followed up and measures that are taken during the implementation. This study examines the psychosocial work environment during change work at a public cultural activity using Kotter's eight-step model. The purpose is to examine the employees' perspective on how the psychosocial work environment is affected during an organizational change. According to previous research, the main factors for successful change work are clear communication about the implementation and the organizational leader's interest in employee motivation, and that organizational listening can be used as a tool to increase commitment to the change. The study has an abductive basis and the implementation of this study has involved data collection through a survey designed from the dimensions Relationship and Leadership as well as Social Capital in the standardized survey tool COPSOQ with an associated open qualitative question. 53 employees from public cultural activities participated in the study, the results show insufficient communication and participation. Through the study, it can be concluded that the change work at the public cultural activities does not follow Kotter's eight-step model and that the employees do not feel they can participate in the change, this can affect the psychosocial work environment negatively for the employees.

Syftet med den här studien var att skapa en djupare förståelse kring hur ledarskapet och ledarens kön påverkar individens psykosociala arbetsmiljö. Frågeställningarna som skulle förklaras var: hur ser det önskade resultatet av ledarskapets inverkan på den psykosociala arbetsmiljön ut? Hur ser det upplevda/faktiska ledarskapets inverkan på den psykosociala arbetsmiljön ut? Hur upplevs ledarens kön inverka på den psykosociala arbetsmiljön? Den tidigare forskningen visar på att det finns ett visst samband mellan vad som kännetecknar manligt och kvinnligt ledarskap i form av transformativt och transaktionellt ledarskap. Detta är även något som kan påverka den psykosociala arbetsmiljön, då det transformativa ledarskapet ses som det mjuka och förknippas med ett kvinnligt ledarskap, medan det transaktionella ses som ett mer auktoritärt ledarskap och därmed som ett mer manligt ledarskap. Det som dock framkom i intervjuerna i den här studien är att respondenterna inte ser ledarskapet som manligt eller kvinnligt, utan mer att det beror på vilken typ av ledarstil som ledaren utövar. Det betyder att respondenterna upplevde att såväl manliga som kvinnliga ledare kunde använda sig av såväl transformativt som transaktionellt ledarskap och därmed påverkades den psykosociala arbetsmiljön utifrån ledarstil och inte utifrån könet på ledaren. Studien genomfördes genom att åtta respondenter intervjuades, av dessa var fem medarbetare och tre var chefer. En orsak till att studiens resultat skiljer sig från den tidigare forskningen kan vara valet av metod och för få respondenter., The purpose of this study was to create a deeper understanding of how leadership and the gender of the leader affects the individual's psychosocial work environment. The questions to be explained were: What does the desired outcome of leadership's impact on the psychosocial work environment look like? What is the impact of perceived/actual leadership on the psychosocial work environment? How is the gender of the leader perceived to affect the psychosocial work environment? The previous research shows that there is a certain connection between what characterizes male and female leadership in the form of transformative and transactional leadership. This is also something that can affect the psychosocial work environment, as transformative leadership is seen as the soft and associated with a female leadership, while the transactional is seen as a more authoritarian leadership and thus as a more male leadership. However, what emerged in the interviews in this study is that the respondents do not see leadership as male or female, but more that it depends on the type of leadership style that the leader exercises. This means that the respondents felt that both male and female leaders could use both transformative and transactional leadership and thus the psychosocial work environment was affected based on leadership style and not on the gender of the leader. The study was conducted by interviewing eight respondents, of whom five were employees and three were managers. One reason why the study's results differ from the previous research may be the choice of method and too few respondents.

I Sverige ökar stressrelaterade diagnoser kopplade till utbrändhet, och forskning från andra länder visar att anställda inom ideella organisationer upplever hög stress. Det existerar få svenska studier som undersöker arbetsrelaterad stress hos anställda i ideella organisationer. Studiens syfte var därför att undersöka arbetsrelaterad stress och dess samband med kön, ålder samt dimensionerna i Job-demand-control-social-support modellen hos ideellt anställda, samt undersöka om faktorerna kunde förklara variationen i arbetsrelaterad stress. Enkäter för att mäta dimensionerna samlades in från totalt 148 deltagare, varav 120 kvinnor. Analysen visade samband mellan arbetsrelaterad stress och dimensionerna krav, kontroll och socialt stöd, samt att krav och socialt stöd förklarade 48% av variationen i arbetsrelaterad stress. Detta indikerar både på likheter och skillnader mellan anställda i ideella organisationer i Sverige och utomlands. Resultatet visar att anställda på ideella organisationer behöver undersökas mer för att skapa förståelse för förutsättningar och utmaningar, både jämfört med andra sektorer och andra länder., In Sweden, stress-related diagnoses linked to burnout are increasing, and research from other countries shows that employees in non-profit organizations experience high levels of stress. There are only a few Swedish studies examining work-related stress among employees in non-profit organizations. The purpose of the study was therefore to examine work-related stress and its relationship with gender, age, and the dimensions of the Job-demand-control-social-support model in this group, and to investigate to what extent these factors could explain variation in work-related stress. Questionnaires to measure the dimensions were collected from a total of 148 participants, 120 of whom were women. The analysis showed correlations between work-related stress and demand, control and social support, and that demand and social support could explain variation in work-related stress. This indicates both similarities and differences between employees in non-profit organizations in Sweden and abroad. The results show that employees in non-profit organizations need to be studied more to create an understanding of conditions and challenges, both compared to other sectors and other countries.

Samtidigt som människor får allt bättre villkor inom arbetslivet och möjligheterna till en rik fritid är i det närmaste obegränsade, ökar antalet sjukskrivningar relaterade till psykisk ohälsa, och då främst mildare depressioner och utmattningssyndrom. Syftet med den här studien var att undersöka om och i sådana fall i vilken grad människors generella välmående stod i relation till positiva respektive negativa affekter de upplevde på arbetet respektive på fritiden. Mina hypoteser var att positiva affekter på arbetet och på fritiden ökade det generella välmåendet hos människor samt att negativa affekter på arbetet och på fritiden minskade detsamma. Åttiotre vuxna och yrkesaktiva personer deltagare deltog i studien, 59 kvinnor och 24 män. De fyllde i en enkät i fyra delar som inkluderade demografiska frågor; två förkortade varianter av Positive and Negative Affect Schedule (PANAS) samt Välmåendeskalan. Resultaten av studien visade att negativa affekter på arbetet korrelerade allra mest med det generella välmåendet, därefter kom positiva affekter på arbetet och positiva affekter på fritiden. Det förelåg ingen signifikans i mätningarna när det kom till negativa affekter på fritiden och deras relation på välmåendet. Den slutsats man kan dra av denna studie är att människors generella välmående i hög grad står i relation till hög andel positiva respektive låg andel negativa affekter på arbetet.

Trots den påtagliga utsattheten för förskollärare och barnskötare återfinns en brist på studier och litteratur som behandlar yrkesgruppernas arbetsvillkor inom svensk kontext. Syftet med studien var att undersöka hur förskolepersonal upplever den sociala arbetsmiljön. Frågeställningarna var: “Hur upplever förskolepersonal arbetskrav i den sociala arbetsmiljön?” samt “Hur upplever förskolepersonal arbetsresurser i den sociala arbetsmiljön?”. Tio deltagare intervjuades genom semistrukturerade intervjuer som sedan transkriberades och tematiserades. Subteman som besvarade frågeställningen var: kvantitativa arbetskrav, kvalitativa arbetskrav, emotionella arbetskrav, rollkonflikter, otydliga mål, socialt stöd från rektor/chef, socialt stöd från kollegor, inflytande, belöning/lön samt återkoppling. Resultatet visade på höga arbetskrav, medan arbetsresurserna skiftade mellan arbetsplatser. Arbetskraven härstammade exempelvis från tidspress, otydlighet kring läroplanen samt emotionella hämningar, medan arbetsresurserna innefattade socialt stöd från chef och kollegor samt inflytande. Studiens resultat, baserade på Jobb-krav-resurs-modellen, indikerade en obalans mellan arbetsresurser och arbetskrav. Obalansen grundades i skiftande arbetsresurser samt organisatoriska utfall, som sjukskrivningar och intentioner till arbetsplatsbyte.

Why don't we usually work outdoors? While some professions require it, most white-collar workers remain indoors, sedentary, and screen-bound. Yet, the potential benefits of outdoor work on health, well-being, learning, and creativity are significant and underexplored, especially given the demands of today's knowledge-intensive work life. The aim of this thesis is to explore the potential of integrating the outdoors into everyday work life by bringing office work outdoors. To accomplish this, the thesis identifies ways by which the potential of outdoor office work may be enabled, in this case through an interactive research approach. This exploration was conducted through the ‘StickUt Malmö’ interactive research project, the Danish ‘Pop Out!’ project, and an interview study within the project ‘Concepts for the Sustainable Office of the Future’, culminating in four papers and a final discussion. In ‘Outdoor Office Work – An Interactive Research Project Showing the Way Out’ (Paper I) it was shown that a range of work activities could be brought outdoors, both individually and collaboratively, and that outdoor office work (OOW) was associated with experiences of well-being, recovery, autonomy, enhanced cognition, better communication, and social relations, but also with feelings of guilt and illegitimacy. Conditions of importance were found in the physical environment, and in the organizational culture, and not the least concerned managers’ attitudes towards OOW, and to autonomy and trust in general. In ‘Greenspace as Workplace – Benefits, Challenges and Essentialities in the Physical Environment’ (Paper II) insights into key aspects of the physical environment relevant for the experienced benefits and challenges of workers exploring OOW were captured through the themes of Simplicity, Safeness, Comfort and Contact with Nature, whereas Sociality, Well-being, and Functioning stood out as the main experienced benefits, and Digital dependency and Illegitimacy as challenge

This discussion paper aimed to explore various cross-disciplinary approaches (i.e., multi-disciplinary, inter-disciplinary, trans-disciplinary, and post-disciplinary) employed in occupational science research. By describing how these approaches are applied in sample studies, our discussion paper shows that taking a cross-disciplinary approach can broaden understandings of complex societal issues related to health, well-being, and human behaviour. Although our paper is data-free and non-systematic, we present our reflections to encourage discussion on the topic of cross-disciplinary approaches. We also want to open the dialogue for occupational scientists to consciously choose cross-disciplinary approaches in their occupational science work. This will enhance the potential for groundbreaking and impactful processes and outcomes both in research and practice., Parts of this paper have previously been presented as a workshop in the Occupational Science Europe Conference 2023 in Odense, Denmark held August 24-26, 2023.

Background: There is increasing awareness of the need to analyse symptoms of mental ill-health among early school leavers. Dropping out of compulsory education limits access to the labour market and education and could be related to deteriorating mental health over the course of a lifetime. The aim of this longitudinal study is to explore how early school leavers not in education, employment or training (NEET) narrate their working life trajectories linked to health, agency and gender relations. Methods: Twelve early school leavers in the Swedish Northern Cohort (six women and six men) were interviewed over 40 years about their working life and health. Their life stories were analysed using structural narrative analysis to examine the evolution of their working life paths and to identify commonalities, variations and gendered patterns. Results: All the participants started in the same position of “an unhealthy gendered working life in youth due to NEET status”. Subsequently, three distinct working life paths evolved: “a precarious gendered working life with negative health implications”, “a stable gendered working life in health challenging jobs” and “a self-realising gendered working life with improved health”. Agency was negotiated through struggle narratives, survival narratives, coping narratives and redemption narratives. Conclusions: Even in a welfare regime like Sweden’s in the early 1980s, early school leavers not in education, employment or training experienced class-related and gendered working and living conditions, which created unequal conditions for health. Despite Sweden’s active labour market policies and their own practices of agency, the participants still ended up NEET and with precarious working life paths. Labour market policies should prioritise reducing unemployment, combating precarious employment, creating job opportunities, providing training and subsidised employment in healthy environments, and offering grants to re-enter further educatio

Objective: This study aimed to investigate and explore Occupational Health and Safety (OHS) management, office ergonomics, and musculoskeletal symptoms in a group of office workers relocating from cell offices to activity-based flex offices (AFOs). Methods: The analysis was based on qualitative interview data with 77 employees and longitudinal questionnaire data from 152 employees. Results: Results indicate that there was a need to clarify roles and processes related to the management of OHS. Self-rated sit comfort, working posture, and availability of daylight deteriorated and symptoms in neck and shoulders increased after the relocation and seemed to be influenced by many factors, such as difficulties adjusting the workstations, the availability of suitable workplaces, and age, sex, and individual needs. Conclusion: Research on the long-term effects of physical work environments and management of (OHS) issues after implementing activity-based flex offices is sparse. This study demonstrates the importance of planning and organising OHS issue management when implementing an AFO, and to carefully implement office ergonomics among office workers.

Kompetensförsörjning är ett av byggbranschens stora bekymmer. Pengar är inte problemet som i andra branscher, utan det verkar som att olyckliga sociala mönster bidrar till bland annat säkerhetsproblem och bristande mångfald, så att de som finns i branschen slutar och nya har svårt att komma in. Det finns mycket kunskap och kloka planer för förändring, men ändå upplever många en frustration över långsamheten. Detta projekt riktar sig mot att hitta möjligheter och hinder för verkställigheten, särskilt vad som händer i noden mellan formellt och informellt ledarskap: projektchef, platschef, arbetsledare, lagbas och skyddsombud. Detta projekt ägs gemensamt av fem byggbolag och två fackförbund: Veidekke, PEAB, JM, AFgruppen Öresund AB, Lödde Plåt samt Byggnads och Byggcheferna. Projektledaren Susanna Lundberg, sociolog och lektor i arbetsvetenskap, kommer att vara ute på byggarbetsplatser och intervjua den formella och informella ledningen för att få en uppfattning om hur värderingar kring säkerhetskultur, machoideal och mångfald hanteras i det vardagliga arbetet. Utfallet av forskningen kommer i form av seminarier för delade erfarenheter och en i dialog formulerad handlingsplan för att bättre stödja formella och informella ledare i riktning mot en säkrare, trivsammare och mer välkomnande byggbransch för alla.

Föreliggande rapport har sin grund i projektet ”Att organisera utmattningssyndrom”vid Centrum för tillämpad arbetslivsforskning och utvärdering (CTA), MalmöUniversitet. Projektet finansierades av Institutionen för Urbana studier och genomfördesmellan åren 2018 och 2022. Utgångspunkten var att sjukdomen som benämnsutmattningssyndrom antar olika namn, tilldelas olika medicinska diagnoser och utgören betydande samhällelig utmaning. Utmattningssyndromet har i Sverige tilldelats enspecifik diagnos och kan därmed ge tillgång till sjukpenning och annan välfärd.Projektet har inte arbetat med medicinska eller terapeutiska antaganden ochkunskapsanspråk, utan sjukdomen betraktas utifrån olika organisatoriska perspektiv. Vihar därför varit intresserade av de processer på vårdcentraler och i andra sammanhangdär en diagnos formas och som i sin tur bildar grund för såväl rehabilitering somåtergång till arbete. Viktigt i sammanhanget är hur sjukdomen skiljer sig från etableradesomatiska sjukdomar, som exempelvis benbrott eller diabetes, genom att den är svår attdiagnosticera, och dessutom är samhälleligt stigmatiserad.Rapporten fokuserar hur utmattningsdiagnosen aktualiserar osäkerhet ochmotsättningar i hälso- och sjukvården vilka i sin tur påverkar patienterna och somi slutändan blir politiska. Diagnosens kontroversiella roll i Sverige visas i kapitel tvågenom att företrädare för olika kunskapssyn på diagnosen kommer till tals. I kapitel treredogörs för en annat perspektiv på utmattningsdiagnosen, där den i samhället för-givet-tagna arbetslinjen tas som avstamp för den praktiska organiseringen på arbetsplatser därden utmattningsdiagnosticerade arbetar.Inom projektets ram genomfördes en fältstudie med syfte att studera organiseringenkring utmattningssyndrom och denna ligger till grund för två delar av rapporten;kapitel två och tre. 4I projektet, dock utan specifikt fokus på diagnosen, har även en avhandling skrivitssom har fokuserat organiseringen av funktionen rehabkoordinator ino

För många migranter från utomeuropeiska länder tar det lång tid att etablera sig i Sverige. Det gäller i synnerhet personer med låg utbildning, och särskilt kvinnor som saknar erfarenhet av lönearbete i hemlandet. Denna rapport handlar om migranter i Gävleborgs län, som fått asyl i Sverige, avslutat etableringsperioden och stod utanför den reguljära arbetsmarknaden år 2020. Under 2020 genomfördes intervjuer med 23 personer i tre kommuner som gick på SFI. Knappt tre år senare (2023) kontaktade vi deltagarna igen för att ta reda på om de kommit närmare arbetsmarknadsetablering och hur de såg på sin livssituation och framtid. Vi fick kontakt med 13 personer varav 8 medverkade i en ny intervju. För att öka förståelsen för migranternas perspektiv har vi dessutom intervjuat 10 personer från andra kommuner med liknande bakgrund och livssituation som de ursprungliga deltagarna. Resultaten visar att nästan alla respondenter hade kommit närmare arbetsmarknaden och såg ljusare på tillvaron än under 2020. Samtliga hade kommit ut på arbetsplatser genom praktik och anställningar, och många hade gått eller gick på yrkesutbildningar. Att behärska svenska språket upplevdes centralt. Det betraktades som nyckeln till att kunna få ett arbete, samtidigt som arbetet sågs som det bästa sättet att utveckla språket. Det förefaller vara ganska stora skillnader mellan vilket stöd migranter i olika kommuner får. Migranterna uttryckte också stora variationer avseende behov av stöd, vilka hinder de mötte, och i vilken utsträckning de kunde styra sin tillvaro och bestämma en väg framåt. Alla var motiverade till att arbeta och skapa en bättre framtid för sig och sina barn, men det var tydligt att myndigheterna behöver anpassa sina insatser till varje persons individuella förutsättningar för att kunna realisera detta.

Syftet med föreliggande studie var att öka kunskapen om arbetsmiljö, hälsa och trafiksäkerhet för hantverkare och personal inom omsorgen (hemtjänst och hemsjukvård) i samband med resor till och från uppdrag inom tjänsten. I studien har den dagliga verksamheten kartlagts dels med objektiva mätningar av körsträckor, tid på dygnet, körtider, hastigheter, lastsäkring etcetera (delstudie A), dels utifrån subjektiva upplevelser (enkäter och djupintervjuer; delstudie B respektive C). Resultaten visar på att hantverkare och omsorgspersonal hade olika förutsättningar avseende säkra resor i samband med uppdrag inom tjänsten. Hantverkare reste längre, men hade färre resor per dag och överskred hastighetsgränserna oftare jämfört med omsorgspersonalen. Omsorgspersonalen hade högre subjektiv sömnighet och stress vid uppvaknandet än hantverkarna. Det var dock ingen skillnad i antal personer som rapporterade höga värden på sömnighet och stress under arbetsdagen. Av hantverkarna var det 30 procent som rapporterade att de led av måttliga eller stora besvär av värk och muskelspänningar, det var 30 procent som hade ont i nedre delen av ryggen. Bland omsorgspersonalen var det 49 procent som led av värk och muskelspänningar och 46 procent som led av värk i nedre delen av ryggen. Vidare var det 37 procent av hantverkarna som rapporterade att de fick otillräckligt med sömn, motsvarande siffra för omsorgen var 58 procent. Av hantverkarnas bilar var det totalt 64 procent som hade förutsättningar för säker förankring. De cyklar som användes i omsorgen hade brister avseende reflexer, bromsar etcetera. Det var endast 30 procent av de som cyklade som instämde i att de ganska eller mycket ofta använder hjälm. Med en utgångspunkt i resultaten från de tre delstudierna har vi formulerat ett antal rekommendationer. Dessa omfattar områden: Stärkt kompetens, Cyklar/el-cyklar; inköp och underhåll, Motorfordon; inköp och utrustning, Lastning/förankring samt Förtydligat arbetsmiljöansvar. Dessutom har någ, The aim of the present study was to increase the knowledge of work environment, health and road safety for craftsmen and caregivers (home care and home health care) in connection with work-related travel, to and from assignments. In the study, their daily activities were described with objective measurements of driving distances, time of day, driving times, speeds, load securing, and etcetera (study A). Additional data was collected on subjective experiences (surveys and in-depth interviews; studies B and C, respectively). The results show that craftsmen and caregivers had different situations regarding safe travel in connection with work assignments. Craftsmen traveled longer but had fewer trips per day and more occasions of speeding compared to caregivers. The caregivers had higher subjective sleepiness and stress upon awakening than the craftsmen. However, there was no difference in the number of people who reported high values of sleepiness and stress during the working day. For craftsmen, 30 percent reported that they suffered from moderate or severe pain and muscle tension, and 30 percent had lower back pain. For caregivers, 49 percent suffered from pain and muscle tension and 46 percent suffered from pain in the lower back. Furthermore, 37 percent of the craftsmen reported that they got insufficient sleep, the corresponding figure for the caregivers was 58 percent. Set-ups for safe anchoring existed in 64 percent of the craftsmen's cars. The bicycles that were used by caregivers had shortcomings regarding reflexes, brakes, etcetera. Only 30 percent of those who cycled agreed that they often or very often used a helmet. Based on the results from the three sub-studies, we have formulated a number of recommendations. These include areas: Strengthened competence, Bicycles/electric bicycles; purchase and maintenance, Motor vehicles; purchase and equipment, Loading/anchoring and Clarified work environment responsibility. In addition, areas for further research wer, Hantverkares och sjuk/omvårdnadspersonals resor i tjänsten – arbetsmiljö, säkerhet och jämställdhet / Craftsmen and caregivers work-related travel – working conditions, traffic safety and equity

This paper compares responses to crises through analysis of labour market policy in Sweden and the UK between the Global Financial Crises to the COVID-19 pandemic. In drawing on 'restructuring regimes' we offer insights into the dynamics of change in the two countries, focussing on the development of short-time working schemes. We argue that Sweden learned lessons from the GFC that helped prepare for future crises, whereas the UK's muted response left it ill-prepared for the COVID-19 crisis. The paper contributes to debates around restructuring regimes through an analysis of the journey between two crises in which we characterise Sweden's approach as proactive and pre-emptive and the UK's as reactive and ad hoc. By locating analysis in traditions of self-regulation and voluntarism in Sweden and the UK, respectively, we expand upon the role that industrial relations play in maintaining the stability, or not, of national restructuring regimes.

This article examines different orientations to planning in the context of the post-redundancy transition of workers in the Swedish steel industry. The aim of the article is to extend our understanding of the role of planning in careers transitions. Drawing on careers transitions theories, the article explores the qualitative experience of the journey between a redundancy event and the employment situation several years later. Within the careers literature planning is regarded as important to transitions, yet there is a tendency to present planning as an ongoing and lifelong process. By going beyond the prevalent focus within the career literature on managerial, professional or creative industries workers, the article raises the question of whether highly agential, ongoing, lifelong approaches to planning apply to everyone. Data are based on working-life biographical interviews conducted several years after redundancy. The findings show that although some participants resembled assumptions within the careers literature, there are key variations relating to ongoing planning, reflecting differences in the expectations of agency and perceptions of structural constraint. The analysis identifies three orientations to planning – strategic, episodic and truncated – and explores these in relation to both post-redundancy transition outcomes and, crucially, the experience of the transition journey.

This study investigates the praxis of university boards by analysing minutes from Swedish universities before and after an autonomy reform that, among other things, changed the board compositions in favour of external members. To ultimately improve higher education policy and paint a more complete picture of the operational side of governance arrangements at Swedish universities, we analyse how institutional management has changed over time. The study identifies orientations and allocations enacted in university board work and communicated in minutes from 2008 and 2018, separated by the autonomy reform of 2011. Results show a shift over time from taking decisions to receiving information, accompanied by a shift in the orientation of decisions regarding education and research to decisions on operation and interaction with society. During this period, external board members became increasingly dominant. Comparing board meeting attendance showed that external members were absent from more meetings than members that represented academic staff and students. The changing function and composition of university boards, combined with strong line management and decollegialisation, raises questions of whether and how the experience of academic core activities, peer quality management, and critical thinking contribute to shaping the policy, praxis, and institutional management of higher education.

I dagens moderna samhälle lever människor i en tid där arbetsmarknaden såväl som samhället präglas av förändringar, såsom Covid-19 pandemin. Vilket är en händelse som har gett samhället och arbetsmarknaden nya dimensioner, som kommit att bli ‘’det nya arbetslivet’’. Den ökade digitaliseringen har skapat en mer flexibel arbetsmarknad med flexibla arbetsvillkor såsom flextid, förtroendetid och distansarbete. Vilket utvecklat nya möjligheter hos företag och arbetsgivare. Men den nya flexibiliteten har också gjort det svårare att sätta gränser mellan arbete och privatliv. Vilket gjort att balansen mellan arbete och privatliv nu blir en viktigare del att belysa. Syftet med denna studie är att studera arbetstagare som har någon form av flexibla arbetsvillkor och hur det påverkar möjligheten att finna balans mellan arbete och privatliv, samt om det skiljer sig åt mellan män och kvinnor. Metoden som används för att besvara studiens forskningsfrågor är semistrukturerade kvalitativa intervjuer. Intervjuerna genomfördes med totalt åtta respondenter, fyra män och fyra kvinnor. Intervjuerna genomfördes på valfri plats för respondenterna, fysiskt eller digitalt via zoom. Urvalet valdes utifrån ett målstyrt urval med kravet att de arbetstagare som skulle delta i studien hade någon form av flexibla arbetsvillkor. Valet av respondenter gjordes även utifrån ett bekvämlighetsurval utifrån vårt sociala nätverk. Resultatet av empirin visar att samtliga av respondenterna generellt sätt trivs bra med sina flexibla arbetsvillkor. Men en tendens till obalans mellan arbete och privatliv kopplat till tillgänglighet gick samtidigt att utläsa i respondenternas svar. Det framkom även tendenser till ojämlikheter mellan könen. Studien avslutas med att beskriva de strategier respondenterna använder sig av för att skapa balans utifrån sina flexibla arbetsvillkor då det upplevs på två olika sätt, där både utmaningar och möjligheter framkommer.

Denna studie görs i syfte att få en förståelse för hur stödassistenter från två olika LSS-boenden upplever att lagen om 11-timmars dygnsvila inverkat på deras livspussel, det vill säga balansen mellan arbetsliv och privatliv. Det är en intervjustudie som använder sig av stödassistenternas egna upplevelser av lagen samt tidigare forskning om liknande ämnen för att förstå hur lagen påverkat livet i och utanför arbetet. Studien har sin teoretiska utgångspunkt i Karaseks krav och kontrollmodell. I resultatet av studien framkom det att stödassistenterna upplever att de fått minskad möjlighet till flexibilitet över sina arbetstider sedaninförandet av lagen. Det framkom att det berodde framförallt på den minskade möjligheten att byta pass med kollegor och minskad kontroll och inflytande över sitt eget nya schema. Förändringen i scheman med förkortade kvällspass har även resulterat i en negativ påverkan på ekonomin. Studien visar även på att stödassistenterna upplever att lagen inte är anpassad för att tillgodoseverksamhetens eller brukarnas behov. Slutsatsen av studien är att stödassistenterna på bådaboenden upplever att lagen inneburit sämre balans i livspusslet på grund av minskade möjlighetertill flexibilitet i arbetstider., This study is made to evaluate how the newly implemented law of 11 hour 24-hour rest affects support assistants working with healthcare at two different LSS accommodations. The study uses interviews to find the support assistants' opinions and experiences on how the law has affected their work and their lives outside of work. It also uses previous research on similar subjects that can be linked to the topic of this study. The study has Karasek’s workplace demand and control model as the theoretical base. The results showed that the support assistants’ were missing workplace flexibility since the introduction of the law at the two workplaces, mainly because of the difficulties to change work shifts with colleagues. They have also experienced less control and influence over their new schedules and they also explain how the law does not suit the needs of the workplace in their opinion. The change in personal schedules with shorter evening shifts has also resulted in them getting less pay. In conclusion they find it more difficult to find work-life balance since the loss of workplace flexibility due to the implementation of the law at both workplaces.

Regleringen om dygnsvila i arbetet är av hög relevans att studera eftersom denna lagstiftning skärptes inom sjukvården i oktober 2023. Yrkesutövare inom vård och omsorg är en av de arbetsgrupper som är mest exponerade för stress och hög arbetsbelastning. Med anledning av detta fann vi intresset av att fördjupa förståelsen kring de skärpta reglerna om dygnsvila samt dess påverkan på sjuksköterskans upplevda arbetsrelaterade stress och återhämtning före och efter implementeringen. Ambitionen var även att vidare förstå eventuella skillnader på den arbetsrelaterade stressen och återhämtningen kopplat till regleringen, beroende på arbetslivserfarenhet inom yrket. Tidigare forskning och teorier påvisar vikten av återhämtning för att förebygga välbefinnande i arbetet samt hur en hög exponering av stress tenderar att leda till fysiska och psykiska sjukdomar. Vidare behandlar även den teoretiska utgångspunkten vikten av balans mellan faktorerna krav, kontroll och stöd i arbetet för att kunna hantera sin arbetssituation. För att uppfylla studiens syfte och besvara dess frågor baserades insamlingen av empiri på intervjuer med åtta yrkesverksamma sjuksköterskor. I resultatet framkom bland annat att sjuksköterskorna upplever positiva effekter på återhämtningen av dygnsvilan, samtidigt som att stress upplevs som relativt oförändrad. Ytterligare ett resultat av studien var att sjuksköterskorna upplevde minskad egenkontroll i arbetet till följd av de skärpta reglerna kring schemaläggningen. Under diskussionsavsnittet konstateras att när egenkontrollen försvinner för sjuksköterskorna hamnar de i ett spänt arbetsläge, vilket kan vara ohälsosamt. Dessutom framkom det att samtliga deltagare, med övervägande av de som har längre erfarenhet, hade en förhållandevis negativ inställning gentemot regleringen vilket antas grunda sig i den försämrade kontrollen i arbetet. Vidare diskuteras att veckovilan har försämrats som en konsekvens av dygnsvilan, och att trots respondenternas angivelser k

I den här studien fördjupas förståelsen av de övergripande utmaningar som personalen inom kommunala arbetsmarknadsenheter (AME) upplever i sitt dagliga arbete. Det finns inga lagstadgade krav på att kommunerna ska bedriva arbetsmarknadspolitiska åtgärder, men genom förskjutningen i det ekonomiska ansvaret för vissa utförsäkrade (Försäkringskassan) och arbetslösa (Arbetsförmedlingen) har kommunerna ekonomiska incitament att engagera sig i arbetsmarknadspolitiken. I studien har data samlats in genom fokusgruppsintervjuer med 45 personer. Deltagare har varit personal inom AME i åtta kommuner. Resultatet visar att personalen måste anpassa sig när omvärlden förändrar förutsättningarna för deras deltagare. AME behöver vara flexibelt organiserat genom att verksamheten är (med)beroende av omvärlden och dess olika (politiska) system. Detta kan ses som ett övergripande systemhinder som AME-personalen möter i sitt dagliga arbete och förståelse för kommunernas roll som yttersta skyddsnät.

The main employers of part-time firefighters are important partners for the fire and rescue services (FRSs) in rural areas of Sweden. The purpose of this study was to identify the pivotal factors that influence the ability of main employers in rural Sweden to have employees who are part-time firefighters. A modified version of the Delphi technique was used, where opinions from a group of main employers were collected to find consensus. The Delphi technique is characterised by a number of rounds in which questionnaires are used until consensus is reached. This study identified 20 pivotal factors among the main employers. On one hand, employing part-time firefighters brought a sense of safety at the workplace but, on the other hand, there was a lack of appreciation and dialogue from the FRSss.

Despite the extensive introduction of digital technologies in working life and the demand for the public sector, including schools, to digitalise, there is limited research on the relationship between digitalisation and the work environment. The aim of this article is therefore to explore how implementation processes of digital administrative and communication systems and teaching tools interact with work-related demands and resources experienced in schools. The Normalisation Process Theory (NPT) and Job Demand-Resources model (JDR) were used to analyse experiences of digitalisation and the work environment of employees, managers, strategists and health and safety officers in schools in Sweden. The study, based on semi-structured interviews with 25 participants, shows that the lack of resources and a too-high workload were reported as problematic and challenging in the introduction of digital technology. Collegial cooperation and decision-making opportunities, on the other hand, seemed to enhance the digitalisation process and to some extent even bridge over the weaknesses of strained time resources and high workload.

This workplace-based mixed methods case study at a Swedish university explores the changed roles and positions of departmental administrators due to changes in internal work processes and organization, influenced by new public management doctrines and gender. It finds them to be in an indeterminate position in between different actors, expectations and organisational logics, which brings tensions as well as increased room for agency. This compilation thesis consists of four research papers, deploying different conceptual lenses to explore the position of the departmental administrators and how they relate to other actors in the organisation. The individual papers highlight different aspects of the relations within organisations, contributing to different debates within worklife science and sociology of work. Paper 1 focuses on loyalties, paper 2 on the impact of new technology 2, paper 3 focuses on the role of belongings in an organisation and paper 4 discusses the effects of workplace visibility in terms of recognition and control. While the four papers highlight different aspects of the departmental administrators’ job and workplace relations, they provide a picture of an indeterminate position in-between different actors, expectations and logics. This position comes with both risks related to tension between management and professionals and the different expectations of what the job should be, and possibilities in terms of increased agency as individuals and as a group. This case study is situated within broader trends in society, such as new public management, and the transformation of gendered occupations. While set within a university, the transformation of management doctrines and administrative work is also well known to be occurring in other sectors, such as healthcare, education, and law enforcement (Forssell & Westberg, 2014; Hall, 2012; Hasenfeld, 2009), making the findings in this study relevant to other settings., What happens to work relationships in the aftermath of organisational change? While the processes of reorganisation have been extensively studied, this workplace study of administrative staff at a Swedish university examines the evolving roles, relations, and positions of departmental administrators years after previous restructurings have taken place. The results are presented in four research papers, focusing on aspects such as loyalties, technology, belongings and visibility, that together paint a picture of the administrators as being in an indeterminate position between different actors, expectations and organisational logics. This position comes with both risks related to the tension between management and academics, and possibilities in terms of increased agency as individuals as well as a group. This case study is situated within broader trends in society, such as new public management and the transformation of gendered occupations. While set within a university, the transformation of management doctrines and administrative work is also well known to be occurring in other sectors, such as healthcare, education and law enforcement making the findings in this study relevant to other settings.

Forskning visar att föräldrar idag arbetar i tre skift. Första skiftet är det betalda arbetet, andra skiftet är utförande av det obetalda arbetet och tredje skiftet är projektledning av det obetalda arbetet. Kvalitativa studier har visat att tredje skiftet påverkar föräldrars återhämtningsmöjligheter och hälsa. Denna kvantitativa studie undersökte om det finns ett samband mellan tredje skiftets kognitiva krav och risk för utmattningssyndrom. Tvärsnittsstudien utfördes som webbenkät med 278 respondenter. Resultaten visade signifikant samband mellan kognitiva krav tredje skiftet och risk för utmattningssyndrom, vilket kan vara en betydande faktor för att förstå varför unga medelålders, särskilt kvinnor, drabbas av utmattningssyndrom., Recent research suggests that parents work in three shifts. First shift is paid work,second shift is carrying out unpaid work and third shift is organisation of unpaidwork. Qualitative research has shown the third shift affects parents’ health andrecovery. This quantitative cross-sectional study investigated the correlationbetween cognitive demands in the third shift and risk of exhaustion disorder,using a web-based questionnaire with 278 respondents. The result showed sig-nificant correlations between cognitive demands in the third shift and a risk ofexhaustion disorder. This could be important in understanding why middle-agedparents, particular women, suffer from exhaustion disorder.

Drawing on insights from the sociology of work, this article contributes to job demands–resources (JD-R) theory by arguing that collective employee voice should be considered within the framework as an antecedent of job demands and job resources. An empirical test is offered to substantiate the theoretical argument, hypothesizing that collective voice – measured as trade union influence at the workplace level – reduces job demands and increases job resources. Based on the notion that some jobs may be inherently demanding, an additional hypothesis posits that collective voice balances demands with job resources by supplementing resources particularly where demands are high. Drawing on data from the European Social Survey covering 27 countries, results of multi-level analyses reveal that while not associated negatively with job demands, collective voice enhances job resources, particularly where demands are high. On this basis the article encourages further sociologically informed analyses of the JD-R model., Article part of Ringqvist's (2024) doctoral thesis When workers unionize: Trade union effects on management-worker conflict and attitudes towards immediate interests versus broader political agendas as manuscript, now published.

Hälso- och sjukvården är en stor välfärdsutmaning för många av världens länder, vilket medför behov av omfattande systemförändringar av hälso- och sjukvårdssektorn. Det sker ofta genom att införa integrerad vård, som avser att hälso- och sjukvården ska effektiveras via ökad interorganisatorisk samverkan mellan vårdgivare med syftet att kvaliteten för brukare och patienter ska öka. Tidigare forskning anger att förändringsarbete med integrerad vård kan misslyckas då bristande ledningsstruktur och samverkansledning medför att integrering mellan makro- och mikronivå i förändringsarbetet inte fungerar. Första linjens chefer inom äldreomsorgen är centrala förändringsagenter när integrerad vård ska implementeras. Syftet med denna kvalitativa intervjustudie är att undersöka ledarskapets förutsättningar avseende förändringsarbete med en större systemförändring av den svenska välfärden. I denna studie sker det via Nära vård som ett empiriskt exempel gällande integrerad vård. Utifrån studiens konstruktivistiska ansats har fjorton semistrukturerade intervjuer genomförts med första linjens chefer inom den kommunala äldreomsorgen. Informanterna beskrev utifrån studiens centrala forskningsfrågor sina förutsättningar gällande förändringsarbete med integrerad vård samt möjligheter och hinder i förändringsarbetet. Proscis förändringsmodell ADKAR har tillämpats i analysen av det empiriska materialet och den teoretiska referensramen. Studien visar att det finns flera samband mellan studiens teori och empiri, men att det även finns skillnader. Slutsatser är att avsaknaden av resurser och prioriteringar, brister i den strategiska ledningen, svag ledningskapacitet och avsaknaden av en fungerande intern samverkansstruktur är hindrande faktorer när första linjens chefer inom äldreomsorgen bedriver ett förändringsarbete utifrån en större systemförändring. Om nationell målsättning med integrerad vård och för att systemförändringen ska kunna realiseras krävs ett aktivt och engagerat ledarskap, Healthcare is a major welfare challenge for many of the world's countries, which necessitates whole system changes in the healthcare sector. This is often done by introducing integrated care, which aims to make health care more efficient through increased inter-organizational cooperation between care providers, with the aim of increasing the quality for patients. Previous research indicates that change management with integrated care fails as a lack of management structure and collaborative management means, why integration between macro and micro level when it comes to change management fails. First-line managers in elderly care are central agents of change when integrated care is to be implemented. The purpose of this qualitative interview study is to examine the leadership's prerequisites regarding change management with a whole system change in Swedish welfare. In this study, it takes place via Nära vård as an empirical example of integrated care. Based on the study's constructivist approach, fourteen semi-structured interviews have been conducted with firstline managers in municipal elderly care. Based on the study's central research questions, the informants described their conditions regarding change management with integrated care and opportunities and obstacles in change management. Prosci's change management model ADKAR has been applied in the analysis of empirical material and the theoretical framework. The study shows that there are several connections between the study's theory and empirical work, but that there are also differences. Conclusions are that the lack of resources and priorities, deficiencies in the strategic management, weak management capacity and the lack of a functioning internal collaboration structure are hindering factors when first-line managers in elderly care participate in change management regarding major system changes. Regarding national goals with integrated care and for the system change to be realized, an active and committe

Psykisk ohälsa har under de senaste åren ökat och det är en av de vanligaste orsakerna till sjukfrånvaro från arbetet. Detta leder till stora kostnader för individer, organisationer och samhället i sin helhet. Därmed är det av stor vikt att arbeta med förebyggande åtgärder. Den psykiska ohälsan har ökat bland kontorsanställda. Kontorsarbete är ett stillasittande arbete vilket har negativa konsekvenser för den psykiska hälsan. Det har även visat sig att den psykosociala arbetsmiljön påverkar utvecklingen av psykisk ohälsa. I det hälsofrämjande arbetet har chefen en avgörande roll, därmed syftar den här studien till att beskriva chefers erfarenheter av att arbeta för att främja kontorsanställdas psykiska hälsa. Urvalet i studien består därmed av sex verksamma chefer med arbetsmiljöansvar. Studiens datamaterial samlades in genom semistrukturerade intervjuer och materialet analyserades med hjälp av kvalitativ innehållsanalys. Utifrån analyserna framkom tre huvudkategorier. Resultatet visade att cheferna belyste faktorer som främjar psykisk hälsa, såsom ett öppet klimat och närvarande ledarskap. Att de arbetade med förebyggande åtgärder, såsom gemensamma aktiviteter och individuella samtal. Till sist visade resultatet att cheferna hade varierande erfarenheter och beskrev flera utmaningar med att främja psykisk hälsa på arbetsplatsen. Utmaningarna handlade bland annat om hög arbetsbelastning, digitalisering och tidsbrist. Studien kan bidra med kunskap om hur chefer arbetar för att främja psykisk hälsa bland kontorsanställda och medvetengöra faktorer som kan främja psykisk hälsa på arbetsplatsen. Resultatet i studien kan bidra med insikt i de utmaningar chefer möter i främjandet av psykisk hälsa, samt kan ge vägledning till hur chefer kan bli mer framgångsrika i det här arbetet och därigenom kan ett mer psykiskt hållbart arbetsliv uppnås., This study aims to describe managers` experiences of working to promote the mental health of office employees. The sample in this study consists of six managers with work environment responsibility. Data material was collected through semi-structured interviews and analyzed using qualitative content analysis. Based on the analyses, three main categories were identified. The results showed that the managers` described several factors to promote mental heath, such as an open work environment and present leadership. They worked with preventive measures to promote mental health, such as group activities and individual counseling. Finally, the results indicated that managers had different experiences and described severalchallenges in promoting mental health in the workplace, such as high workload, digitalization and lack of time. This study contribute with knowledge about how managers can work to promote mental health among office workers. It also raises awareness of factors that can enhance mental health in the workplace. The results can provide insights into the challenges managers face in promoting mental health, but also how managers can become more successfully in doing so and, hence, a more mentally sustanable working life can be achieved.

In 2002 University West received a specific mission from the Swedish government to develop Work-integrated learning (WIL), but already in 1990 the University Board of Directors branded the university “as the first and only WIL educational and research institution of higher education in Sweden” (Piperet al., 2023). Since 2020 University West also offers a PhD program in WIL with the aim to enhance learning in the workplace (University West, 2023). However, WIL was a track within previous PhD programs at University West. These actions are likely to impact the research outcomes of the university, but it is unknown to what extent this has happened especially in comparison to other universities in Sweden. Governmental funding can have a powerful impact on institutional behavior (Organization for Economic Cooperation and Development, 2020), which likely also influences individual researchers’ actions. In addition, organizational strategies of universities can also influence academic research collaboration (Kienast, 2023). Therefore, it is likely that the specific national mission and University West’s strategy concerning WIL has had traceable effects in research publications, however the bibliometric level of impact is unexplored.

Clinical placement constitutes a significant part of developing a professional identity and an essential bridge to future professional work as a registered nurse (Vabo et al., 2021). In traditional supervision in Sweden, the student follows the workplace supervisor, where the focus is on teacher-driven learning (Hellström-Hyson et al., 2012), or student-driven such as peer learning (Jassim et al., 2022). Due to high staff turnover, there is a need to develop pedagogical supervision models that are sustainable over time. Therefore, a student-centered model was developed in collaboration between healthcare staff, hospital educators, university teachers and nursing students, to ensure the quality of clinical placement for students. The Student-Centered Supervision Model The supervision model is based on Cajvert’s (2021) description of integrated learning and focuses on how the workplace supervisor can help students reflect on their work. The content of the model is based on the learning objectives specified in the curriculum of the nursing student’s course. Gibbs’ (1988) reflective cycle model is included to stimulate each student’s ability to create care relationships and be prepared for the future profession by training responsibility, reflection, critical thinking, and cooperation. The supervision model implies that instead of merely following the workplace supervisor’s work, students follow the selected patient's care trajectory during their clinical placement. The number of patients for which they are responsible increases over time. While the student is not connected to one workplace supervisor, one nurse is assigned as the main supervisor. Each student's learning is followed via documents stored in a personal folder outlining their expected development. During the week, each student's learning is documented together with a workplace supervisor. Theoretical Framing According to the sociocultural perspective (Vygotsky, 1978), the learning process requires communic

In this research project, academics with expertise in work-integrated learning (WIL) and Cultural Historical Activity Theory (CHAT) in South Africa and Sweden collaborated on knowledge development to enhance WIL practices. The cross-border CHAT-inspired ‘contradiction analysis’ workshop collaboration aimed to enhance understandings of the difficulties which universities experience in conducting WIL, and how such difficulties may be addressed and potentially overcome. The methodology used to conduct this research drew on CHAT as a tool to highlight contradictions within the structure and processes of WIL. In short, the elements of the activity system (Figure 1) which guide the analysis refer to what the participants understand they are working on making happen within the university (the object or raw material); what they are using to do this work (tools); who else is involved with working on the object (community); and how the work of the participants (the subjects) is governed by the rules/culture they operate in, and how the roles are divided up and who holds the most authority (division of labour or DoL) (Engeström, 2015). The structure of each contradiction analysis workshop was as follows: 1- Participants were given an introductory course on CHAT through being initiated into the activity system mode of analysis (Fig 1); 2- Each participant drew a triangular depiction of their WIL system and populated the activity system elements (Fig 1); 3- Participants identified two to three main contradictions in their system and shared these with the group as a whole; 4- Participants Collectively discussed the emerging contradictions; 5- Participants reflected on the contradiction analysis process. A key aspect to this research was encouraging the workshop participants to understand WIL in all its often-contradictory material and social relations, and that participants themselves were multi-voiced thus requiring some form of ‘polyphonous orchestration’ (Engeström, 2015, p. 2

Transitioning from being an undergraduate nursing student to becoming a clinical nursing professionalis often depicted as a stimulating yet stressful and uncertain time (Duchscher & Windey, 2018; Reebalset al., 2022). Approaches such as encouraging and facilitating the development of networks, on-the-jobtraining, and mentoring have been suggested to support the development of professional capabilities among early career workers (Jackson et al., 2022). To facilitate learning and socialization processes when newly graduated nurses (NGNs) enter working life, transition programs are implemented in hospital settings (Kenny et al., 2021; Aldosari et al., 2020). These programs generally include a combination of components, such as ward-specific orientations, supervision with an experienced nurse, mentoring and training sessions (Rush et al., 2019; Eklund et al., 2021). Another activity applied in transition programs to address transitional issues for NGNs is process-oriented group supervision (POGS); reflection seminars with peers led by a supervisor. The aim of this activity is to provide a forum for the participants to identify, discuss, and reflect upon their daily work situations, dilemmas, and ethical issues, to support the NGNs' professional development (Carlson et al., 2020). Work-Integrated Learning (WIL) in this study interpreted as to explore “different types of connections between work and learning” (Sunnemark et al., 2023). Reflection can be such a connective activity, as it has been described as learners processing their experiences (of work), by exploring their understanding of what they are doing and why they are doing it and impact on themselves and on others’ (Boud, 1999).This definition could be useful in the context of health care, where the professionals work on their own, in teams and with patients where their decisions and actions will have consequences on the care. Clinical group supervision with NGNs has been reported to be an effective activity

Although decision-making is central to development and change in higher education, few studies unpack how leadership is enacted and negotiated in situ in collegial planning tasks where decisions are at stake. This article addresses this gap in educational leadership by examining influencing work in decision-making processes at a Swedish university. It explores educational leadership in course-planning meetings with course leaders and teachers. The empirical material consists of video recordings of meetings from two teams with challenging conditions: not only was the data recorded during the pandemic, but the teams also had a high teacher turnover. Drawing on the tradition of leadership-in-interaction, this article explores educational leadership in meeting interaction by illustrating and contrasting how course supervisors and teachers participate in and influence decision-making on pedagogic and didactic designs. Analyses of empirical episodes show how team members struggle to find common ground in the past and formulate decision proposals for educational change in backward- and forward-looking cycles. A key finding is how the trajectory of decision-making processes differs between the studied teams. The article discusses high teacher mobility as an organizational constraint that limits the collective competence of course teams, providing problematic conditions for smooth decision-making and, thus, educational change and leadership. This constraint places a heavy burden on course leaders to navigate ambiguities of knowledge, power, and emotion in interaction that highlight underlying assumptions about the course leader’s role as a collegial leader without managerial decision-making power.

By exploring the perceptions of cooperation between technostructure experts and middle line managers of different departments in three Swedish municipalities in a qualitative study, this paper contributes to an understanding of how gendered norms inscribed in type of work influence expectations on cooperation. Theories of principal-agent, stewardship, and partnership, and a gender perspective are used. The comparative analysis shows that despite changes in work roles under the influence of NPM, traditional norms about gender appear to be reproduced in the expectations of cooperation. The results illustrate how cooperation is shaped in contexts associated with feminine respective masculine work.

Purpose: This study aims to explore a specific case of the alleged mismatch between higher education and employability by investigating long-term work life outcomes for graduates from a small university college in Sweden, and the associations between these outcomes and the graduates' social background, academic achievements and study approach in terms of labour market orientation and agency in studying. Design/methodology/approach: The study is based on longitudinal data from initially 2,072 students from bachelor's degree programmes in 2007-2012. They were surveyed continuously throughout the programmes and then in 2020. Classification and regression tree (CRT) analyses were conducted to identify which subgroups within the population based on the independent variables (e.g. students' background and study orientation) that were associated with the dependent variables (work life outcomes). Findings: Neither graduates' social background nor their academic achievement and study approach was associated with employment rate or income. Some dimensions of high labour market orientation and agency in studying were positively associated with holding a senior position at work. Several aspects of high levels of agency and labour market orientation were positively associated with subjective work life outcomes, such as for example perceived mastery of work. Originality/value: This study contributes to further understanding of alleged mismatches between higher education and employability by using longitudinal data from a university college in a country with low graduate unemployment rates and low earnings dispersions. © 2024, Anders Nelson, Andreas Ivarsson and Marie Lydell.

The purpose of this article is to explore structural preconditions for occupational well-being among blue-collar temporary agency workers within the Swedish manufacturing industry based on managers’ views and expectations of the worker. Through 25 interviews, we investigate how blue-collar temporary agency workers are seen by management using critical realism and the concept of ‘norm circles’ to analyse spatial, relational, sociotechnical and normative structures. We show how structures and norm circles possess alienating or dealienating mechanisms that precondition blue-collar temporary agency workers’ occupational well-being. The findings indicate management’s role as an important gatekeeper in determining structural preconditions for blue-collar temporary agency workers’ occupational well-being. By introducing aspects of skill and acquired skill, along with social aspects changing over time, this article contributes to the existing literature on blue-collar temporary agency workers’ occupational well-being., Validerad;2024;Nivå 1;2024-09-27 (joosat);Full text license: CC BY