Change search
ReferencesLink to record
Permanent link

Direct link
Seeking Individual Health and Organizational Sustainability: The Implications of Change and Mobility
Stockholm University, Faculty of Social Sciences, Department of Psychology.
2009 (English)Doctoral thesis, comprehensive summary (Other academic)
Abstract [en]

Extensive changes are taking place in working life and creating new and important areas for research. New knowledge is needed in order for individuals and organizations to be able to maintain long-term development. The aim of this thesis is to increase our understanding of how change and (im)mobility in the labor market are related to employees’ health, wellbeing, and work-related attitudes. The thesis comprises three studies, based on questionnaire data from different samples. Study I examined the potential consequences of downsizing in two organizations that had implemented change in two different ways (proactively and reactively). A proactive approach seems to lessen change-related demands and provide an opportunity for increased participation, which helps lessen the negative effects on employee work attitudes and wellbeing. The descriptive data from a representative sample in Study II revealed that 28 percent of the permanent and 50 percent of the temporary employees did not work in their preferred occupations. The results indicate that those individuals who were involuntarily embedded (locked-in position), especially among the permanent employees, had more health problems and less development at work. Study III utilizes a newly developed construct (work-related health attributions) that focuses on the individual’s perception of the relation between work and health. The results indicate that it seems to be a promising construct for predicting job satisfaction, organizational commitment, and turnover intention. For employees to have the opportunity to participate in organizational change, as well as the opportunity to exercise mobility and alter their circumstances when the organization, occupation, or job is not contributing to their better health appear to be factors that help improve health and sustainability for both employees and organizations.

Place, publisher, year, edition, pages
Stockholm: Department of Psychology, Stockholm University , 2009. , 98 p.
Keyword [en]
Downsizing, organizational change, proactive, demands, participation, temporary work, mobility, involuntary embeddedness, work-related health attributions, working conditions, work-related attitudes, development, wellbeing, health
National Category
Research subject
URN: urn:nbn:se:su:diva-31123ISBN: 978-91-7155-957-9OAI: diva2:275363
Public defence
2009-12-02, David Magnussonsalen (U31), hus 8, Frescati hagväg 8, Stockholm, 13:00 (Swedish)
Available from: 2009-11-10 Created: 2009-11-05 Last updated: 2010-06-15Bibliographically approved
List of papers
1. Employee participation in organizational change: Investigating the effects of proactive vs. reactive implementation of downsizing in Swedish hospitals
Open this publication in new window or tab >>Employee participation in organizational change: Investigating the effects of proactive vs. reactive implementation of downsizing in Swedish hospitals
Show others...
2008 (English)In: German Journal of Human Resource Research, Vol. 22, 111-129 p.Article in journal (Refereed) Published
Abstract [en]

Whereas employee participation is generally conceived to facilitate implementation of organizational change, only limited research has investigated whether it may reduce the negative effects of downsizing. The present study compares two Swedish hospitals that implemented downsizing in different ways. While there were no major differences in stressors between hospitals, proactive implementation was associated with more employee participation. Moreover, employee participation variables were positively associated with employee work attitudes and well-being at both hospitals. These findings provide insights concerning the importance of a long-term strategic implementation of organizational change.

organizational change, work attitudes, well-being, organizational justice, health care
National Category
urn:nbn:se:su:diva-14747 (URN)000257879300002 ()
Available from: 2008-10-29 Created: 2008-10-29 Last updated: 2009-11-05Bibliographically approved
2. Permanent Employment but Not in a Preferred Occupation: Psychological and Medical Aspects, Research Implications
Open this publication in new window or tab >>Permanent Employment but Not in a Preferred Occupation: Psychological and Medical Aspects, Research Implications
1999 (English)In: Journal of Occupational Health Psychology, ISSN 1076-8998, Vol. 4, no 2, 152-163 p.Article in journal (Refereed) Published
Abstract [en]

In a representative sample from Statistics Sweden's Labor Market Survey (N = 1,564), it was found that 28% of permanent employees were not in their preferred occupation. In part, this is attributable to prevailing conditions in the labor market, with a lack of jobs, and to the insecurity of time-restricted employment contracts. In this study, the work conditions and health of persons in such a "locked-in" position were investigated. Participants reported significantly more headaches and greater fatigue and slight depression than did those in comparison groups. Results are discussed in relation to psychological theories of control and to a model of individual action strategies. Proposals are made to guide further studies in an area in which research so far has been sparsely conducted.


urn:nbn:se:su:diva-30707 (URN)10.1037/1076-8998.4.2.152 (DOI)
Available from: 2009-11-04 Created: 2009-10-23 Last updated: 2009-11-05Bibliographically approved
3. Work-related health attributions: their impact on work attitudes
Open this publication in new window or tab >>Work-related health attributions: their impact on work attitudes
2009 (English)In: International Journal of Workplace, ISSN 1753-8351, Vol. 2, no 1, 6-21 p.Article in journal (Refereed) Published
Abstract [en]

The purpose of this study is to introduce the concept of work-related health attributions and investigate the effects of such perceptions as well as of health status on work-related attitudes and turnover intentions.

Building on attribution theory, the study tests the assumption that negative work-related health attributions impair employee work-related attitudes and intentions, and moderate the relation between health status and work-related attitudes. Cross-sectional questionnaire data from 785 Swedish retail white-collar workers are collected to test these assumptions by utilizing moderated regression analyses.

The results show that negative work-related health attributions are related to lower levels of job satisfaction and organizational commitment as well as higher levels of turnover intention, even after controlling for demographics, work climate variables, and mental distress. Further, the significant interaction between attributions and mental distress indicates that it makes a difference for employees’ turnover intentions if an individual with high mental distress attributes it to work or not.

Work-related health attributions should be taken into account in order to avoid impaired levels of employee work motivation. The measure introduced renders it possible to identify and help those individuals who believe that work affects their health negatively. The results underscore the relevance of how individuals think their health is affected by their work, and contributes to the understanding of how health status relates to work-related attitudes. Since the measure of work-related health attributions is easily administered it is also valuable for practitioners working with employee health and attitudes.

urn:nbn:se:su:diva-30705 (URN)10.1108/17538350910945974 (DOI)
Available from: 2009-11-04 Created: 2009-10-23 Last updated: 2009-11-05Bibliographically approved

Open Access in DiVA

fulltext(773 kB)1104 downloads
File information
File name FULLTEXT01.pdfFile size 773 kBChecksum SHA-512
Type fulltextMimetype application/pdf

Search in DiVA

By author/editor
Göransson, Sara
By organisation
Department of Psychology

Search outside of DiVA

GoogleGoogle Scholar
Total: 1104 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

Total: 1422 hits
ReferencesLink to record
Permanent link

Direct link