Change search
CiteExportLink to record
Permanent link

Direct link
Cite
Citation style
  • apa
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf
Being stuck in the workplace: Who is locked-in and what are the implications for well-being and health?
Stockholm University, Faculty of Social Sciences, Department of Psychology, Work and organizational psychology.
2018 (English)Doctoral thesis, comprehensive summary (Other academic)
Abstract [en]

In today’s working life, it has been argued that employees themselves to a large extent are expected to take charge of their own careers. However, some individuals may feel a lack of control over their careers as they feel stuck working in a workplace/organization they do not want to continue to work in, but perceive that they have few if any chances to leave for a better alternative elsewhere. Such a position has been referred to as being locked-in at the workplace. As professional life occupies a large part of the lives of many individuals, it could be argued that being locked-in has negative consequences for the individual. This also means that potential risk factors that lead to a locked-in position need to be identified to prevent such involuntary career non-mobility. However, there is paucity of research on this topic. Consequently, the overall aim of this thesis was to examine the phenomenon of being locked-in in terms of possible determinants related to the individual, and furthermore, consequences for well-being and health. In the present thesis, being locked-in was conceptualized as 1) combining being in a non-preferred workplace/organization with low perceived employability, and 2) adding an additional category including individuals at risk of becoming locked-in. The aim of Study I was to examine determinants of being locked-in. In particular, matching factors between the employee and the work, as well as demographics, were studied. The results indicated that misfit between knowledge/skills and work tasks was related to being locked-in. More specifically, it was revealed that being overqualified or not having enough physical or mental work abilities increased the odds ratios for being or becoming locked-in. Also, both unskilled manual workers and non-manual workers in lower positions were found to have higher odds ratios for being/becoming locked-in. Study II examined the relationship between helplessness and being locked-in, specifically focusing on the cross-lagged relationship between these two factors. The analyses indicated that helplessness worked in both ways, but should primarily be regarded as a determinant of being locked-in. Finally, Study III showed that there were differences in levels of reported depressive symptoms and self-rated health between employees who were stably locked-in compared to employees who were not being locked-in. The ‘risk category’ exhibited an intermediate position, with better well-being and health than those who were locked-in, but with worse well-being and health than those who were not locked-in. Furthermore, a change of locked-in status over time was followed by changes foremost in depressive symptoms. Specifically, positive changes in locked-in status corresponded to positive development, while negative changes in locked-in status were followed by negative development in terms of depressive symptoms and to some extent, self-rated health. In conclusion, this thesis contributes to knowledge of the phenomenon of being locked-in—which is a rather neglected topic in research—by incorporating it into a theoretical perspective of career control and PE fit, as well as by developing its conceptualization/operationalization. Furthermore, this thesis contributes to the research field by examining the relationship between being locked-in and various determinants associated with the individual, and consequences related to health.

Place, publisher, year, edition, pages
Stockholm: Department of Psychology, Stockholm University , 2018. , p. 88
Keywords [en]
being locked-in, employability, non-preferred job, career control, PE fit, matching factors, work ability, demographics, helplessness, mental health, well-being, self-rated health, depressive symptoms
National Category
Psychology
Research subject
Psychology
Identifiers
URN: urn:nbn:se:su:diva-154757ISBN: 978-91-7797-222-8 (print)ISBN: 978-91-7797-223-5 (electronic)OAI: oai:DiVA.org:su-154757DiVA, id: diva2:1195272
Public defence
2018-05-25, David Magnussonsalen (U31), Frescati Hagväg 8, Stockholm, 10:00 (Swedish)
Opponent
Supervisors
Note

At the time of the doctoral defense, the following paper was unpublished and had a status as follows: Paper 1: Submitted.

Available from: 2018-05-02 Created: 2018-04-04 Last updated: 2019-01-21Bibliographically approved
List of papers
1. Who gets stuck in their workplaces? The role of matching factors, between individual and job, and demographics in predicting being locked-in
Open this publication in new window or tab >>Who gets stuck in their workplaces? The role of matching factors, between individual and job, and demographics in predicting being locked-in
(English)In: Article in journal (Refereed) Submitted
National Category
Psychology
Research subject
Psychology
Identifiers
urn:nbn:se:su:diva-154754 (URN)
Available from: 2018-04-04 Created: 2018-04-04 Last updated: 2018-04-05Bibliographically approved
2. Stuck in the job: Does helplessness precede being locked-in at the workplace or vice versa? An analysis of cross-lagged effects
Open this publication in new window or tab >>Stuck in the job: Does helplessness precede being locked-in at the workplace or vice versa? An analysis of cross-lagged effects
2017 (English)In: Journal of Vocational Behavior, ISSN 0001-8791, E-ISSN 1095-9084, Vol. 102, p. 15-27Article in journal (Refereed) Published
Abstract [en]

In today's rapidly changing and increasingly competitive labour market individuals need to take control over their own career more actively. However, some employees feel that they lack psychological suppositions to get another job, even though they wish to, and as a result feel stuck in a non-preferred workplace (being locked-in). The aim of this study was to investigate how helplessness are related to being locked-in at the workplace over time, since it can be argued that helplessness precedes, is reciprocally related to, or a consequence of being locked-in at the workplace. The sample consisted of 978 Swedish employees with permanent contracts and the data were collected at two time points (2012 and 2016). Results from a cross-lagged SEM analysis showed best fit statistics for a model of reciprocal relationships over time; helplessness associated with subsequent perceptions of being locked-in at the workplace and an association, although less substantial, was found in the reversed direction from locked-in status to helplessness. Results remained unchanged when job change, reorganization, gender, age and education were controlled for, which lends further credibility to the finding. Implications for future research and theory development are outlined in the discussion.

Keywords
workplace locked-in, involuntary non-mobility, employability, non-preferred workplace, helplessness
National Category
Psychology
Research subject
Psychology
Identifiers
urn:nbn:se:su:diva-146950 (URN)10.1016/j.jvb.2017.06.001 (DOI)000408701200002 ()
Available from: 2017-09-19 Created: 2017-09-19 Last updated: 2018-04-05Bibliographically approved
3. Stuck in a job: Being “locked-in” or at risk of becoming locked-in at the workplace and well-being over time
Open this publication in new window or tab >>Stuck in a job: Being “locked-in” or at risk of becoming locked-in at the workplace and well-being over time
Show others...
2016 (English)In: Work & Stress, ISSN 0267-8373, E-ISSN 1464-5335, Vol. 30, no 2, p. 152-172Article in journal (Refereed) Published
Abstract [en]

In this study, being “locked-in” at the workplace is conceptualized as being in a non-preferred workplace while at the same time perceiving low employability. The aim of the study was to investigate how being locked-in or at risk of becoming locked-in (being in a non-preferred workplace yet currently satisfied, combined with perceiving low employability) relates to well-being (subjective health and depressive symptoms). The hypotheses were tested in a Swedish longitudinal sample (T1 in 2010 and T2 in 2012) of permanent employees (N = 3491). The results showed that stability with regard to locked-in-related status (being non-locked-in, at risk of becoming locked-in, or locked-in at both T1 and T2) was related to significant and stable differences in well-being. The non-locked-in status was associated with better well-being than being at risk of becoming locked-in. Moreover, those at risk of becoming locked-in showed better well-being than those with stable locked-in status. Changes towards non-locked-in were accompanied by significant improvements in well-being, and changes towards locked-in were associated with impairments in well-being. The relationships that were found could not be attributed to differences in demographic variables and occupational preference. The findings indicate that being locked-in is detrimental to well-being. This has implications for preventative interventions.

Keywords
locked-in, involuntary non-mobility, employability, non-preferred workplace, well-being, career change
National Category
Psychology
Research subject
Psychology
Identifiers
urn:nbn:se:su:diva-130570 (URN)10.1080/02678373.2016.1163804 (DOI)000375478000003 ()P-3342 (Local ID)P-3342 (Archive number)P-3342 (OAI)
Available from: 2016-05-26 Created: 2016-05-26 Last updated: 2018-04-05Bibliographically approved

Open Access in DiVA

fulltext(740 kB)141 downloads
File information
File name FULLTEXT01.pdfFile size 740 kBChecksum SHA-512
dd1113d0204594675e91f2fa08ea5b0ad16c43d8fe26687a69e93475b071065dfda41c63faf4acca498529057f3dfc8fcbf481e6d49b0b00eb214592b293e1b9
Type fulltextMimetype application/pdf

Search in DiVA

By author/editor
Stengård, Johanna
By organisation
Work and organizational psychology
Psychology

Search outside of DiVA

GoogleGoogle Scholar
Total: 141 downloads
The number of downloads is the sum of all downloads of full texts. It may include eg previous versions that are now no longer available

isbn
urn-nbn

Altmetric score

isbn
urn-nbn
Total: 1552 hits
CiteExportLink to record
Permanent link

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