Arbetsmarknaden i Sverige är könssegregerad. Det innebär att kvinnor och män i hög grad arbetar i olika sektorer och har olika yrken, vilket kan påverka både arbetsmiljö och hälsa. Sektor och yrke behöver därför tas i beaktande när arbetsmiljö och hälsa jämförs mellan kvinnor och män. Denna studie utgår från en modell där arbetsmiljö utgörs av fem dimensioner som tillsammans skapar ett arbetsklimat. De fem dimensionerna består av arbetet, arbetsrollen, arbetsgruppen, ledarskapet och organisationen. Syftet med studien är att undersöka likheter och skillnader i arbetsklimat och hälsorelaterade besvär bland kvinnor och män som har en liknande arbetssituation, det vill säga som arbetar i samma sektor, i samma organisation och har samma yrke. Dels jämförs arbetsklimat och hälsobesvär mellan kvinnor och män. Dels prediceras hälsobesvär utifrån arbetsklimatet för kvinnor och män.

Political liberalization and increased public costs have placed new demands on the Swedish public sector. Two ways of meeting these novel requirements have been to corporatize and privatize organizations. With these two organizational changes, however, comes a risk of increased insecurity and higher demands on employees; the ability to handle these changes is likely dependent on their social status within an organization. The general aim of the thesis is to contribute to the understanding of how corporatization and privatization might affect employees’ work climate, work attitudes and ill-health. Special importance is placed on whether outcomes may differ depending on the employees’ social status in the form of hierarchic level and gender. Questionnaire data from Swedish acute care hospitals were used in three empirical studies. Study I showed that physicians at corporatized and privatized hospitals reported more positive experiences of their work climate compared with physicians at a public administration hospital. Study II showed that privatization had more negative ramifications for a middle hierarchic level (i.e., registered nurses) who reported deterioration of work attitudes, while there were no major consequences for employees at high (physicians) or low (assistant nurses) hierarchic levels. Study III found that although the work situation for women and men physicians were somewhat comparable (i.e., the same occupation, the same organization), all of the differences that remained between the genders were to the detriment of women. The results of this thesis suggest that corporatizations and privatizations do not necessarily imply negative consequence for employees. However, the consequences appear to differ between groups with different social status. Employees whose immediate work situation is affected but who do not have sufficient resources to handle the requirements associated with an organizational change may perceive the most negative consequences.

Arbetslivet är till sin karaktär hierarkiskt. Trots det fokuserar arbets- och organisationspsykologin inte på maktfrågor, utan mer på den anställdes möjligheter till kontroll över den egna arbetssituationen. Här ges ett perspektiv på betydelsen av social status i arbetslivet.

Objective: To investigate short- and long-term effects of major organisational change on minor psychiatric disorder and self-rated health for women and men in different employment grades.

Methods: Minor psychiatric disorder and self-rated health among 6710 British civil servants (1993 women and 4717 men) in three employment grades from the Whitehall II study were examined from 1985 to 1988 under stable employment conditions. The short-term effects of organisational change were investigated in 1991-1993 after a time of major restructuring aiming at increasing the influence of market forces in the civil service and the long-term effects were investigated in 1997-1999.

Results: Those who had experienced organisational change and those who anticipated organisational change reported more negative short-term health effects (minor psychiatric disorder and poor self-rated health) compared with those who reported no change. No major differences were found depending on employment grade or gender. The negative health effects had diminished during 1997-1999 for those who reported that a major change had happened before 1991-1993. Those who anticipated an organisational change in 1991-1993 still reported more ill-health in 1997-1999 (both minor psychiatric disorder and self-reported health) than those in the comparison group.

Conclusions: The results indicate that organisational change affects employees' health negatively in the short term but also that it is possible to recover from such negative effects. As it was not possible to discern any definite difference between the gender and grades, the results point at the importance of working proactively to implement organisational change for women and men at all levels.

Two domains of major importance for many individuals are the domains of work and family. These domains could put high demands on the individual and when these demands are in conflict there is a risk for negative health consequences (Allen et al., 2000; Amstad et al., 2011). However, research has also shown that the multiple roles of work and family could be a source of satisfaction (Öun, 2012). A major challenge is thus to identify factors that contribute to lessen the potential conflicts between work and family. Control at work has been shown to facilitate for employees to combine work and family (DiRenzo et al., 2011; Grzywacz & Butler, 2005; Thomas & Ganster, 1995; Voydanoff, 2004), but it is not clear if  control  at work relates to the possibility to combine work and family in the same way for women and men in different hierarchic  levels. In a similar vein, control at home could be beneficial for the work-family balance (Lapierre & Allen, 2012), but less is know about if control at home relates to the possibility to combine work and family differently depending on such as gender and socioeconomic status. The aim of this study is first to investigate how gender and employment grade are associated with work-family interference (WFI) and family-work interference (FWI) and  then to investigate how control at work and at home relate to WFI and FWI for women and men with different employment grades. Data from the Whitehall II study of British Civil servants 1991-1993 (phase 3) and 1997-1999 (phase 5)  were analysed. This included 3551 (841 women and 2710 men) in three non-industrial employment grades (administrative, executive/professional and clerical/support) with mean age 46.65 (SD: 4.79; range 39-62) who had complete data for all variables in the present study. Initial analyses suggests that there are gender differences and that control – both at home and at work – reduces the interference between work and family. Employees in higher grades do report more difficulties in combining work and family. Results of the interactions between gender, employment grade and control in relation to WFI and FWI are yet to be analysed. The results will add to the knowledge of how women and men in different employment grades can combine work and family and how control contributes to enable for employees to combine two important spheres of their lives; that of work and of family.

Purpose: Employee perceptions of pay as fair have been suggested to be important for motivation and performance. This circumstance, together with an increase in pay-systems where annual pay raises in part are based on employees’ performance, has directed attention to the justice of pay. The aim of this systematic literature review was to describe research focusing on (1) what contributes to perceptions of pay justice and (2) the potential consequences of pay justice.

Methodology: Literature search in large databases were performed. Major search terms were “pay justice” and” pay-related justice”, supplemented with searches of concepts that emerged as important such as “performance evaluation” and “feedback”. Priority was given to studies published in the year 2000 and later.

Results: In terms of predictors, performance assessments, knowledge of pay-setting criteria, feedback, performance appraisal and the supervisor´s ability to fulfil the requirements as pay-setters, were important for employee perceptions of pay justice. Consequences of pay justice were less studied but a positive relation with pay satisfaction was reported.

Limitations: The literature search was done on pay justice specifically. This means that studies focusing on organizational justice were generally not included, even if such studies could include pay.

Research/Practical Implications: The results provide insights regarding how different aspects of the pay-setting process relate to pay justice and indicate that less is known about the consequences of pay justice.

Originality/Value: Although several reviews and meta-analyses concerning organizational justice in general exists, to our knowledge, this is the first review focusing on pay justice specifically.

Work and family are sources of both satisfaction and conflicting demands. A challenge is to identify individuals at risk for conflict and factors that potentially reduce conflict. This study investigated how gender and socioeconomic status (SES) were associated with work-family interference (WFI) and family-work interference (FWI) and how control at work and at home related to WFI and FWI. Data from 1991-1993 and 1997-1999 of the Whitehall II study of British civil servants, including 3484 (827 women and 2657 men) employees in three SES-levels, were analysed. Women reported a higher risk for WFI and FWI. High SES employees reported higher WFI. Less control at home increased risks for WFI and FWI as did low control at work but only for WFI. This suggests that high SES women are especially at risk for conflict and that aspects from the spheres of both work and home should be considered in further research and practice.

Work and family are two domains that are of major importance for many individuals. These domains could put high demands on the individual and when these demands are in conflict there is a risk for negative health consequences (Amstad et al., 2011). However, research has also shown that the multiple roles of work and family could be a source of satisfaction and well-being (McNall, Nicklin, & Masuda, 2010). A major challenge is thus to identify factors that contribute to lessen the potential conflicts between work and family. Control at work has been shown to enable employees to combine work and family (DiRenzo et al., 2011; Grzywacz & Butler, 2005), but it is not clear if control at work relates to the possibility to combine work and family in the same way for women and men on different levels of the occupational hierarchy. In a similar vein, control at home could be beneficial for the work-family balance (Lapierre & Allen, 2012). However, studies about control at home are few and it is not known if control at home relates to the possibility to combine work and family differently depending on such as gender and socioeconomic status.

The objectives of this study thus are:

• to investigate how gender and socioeconomic status are associated with work-family interference (WFI) and family-work interference (FWI)
• to investigate how control at work and control at home relate to WFI and FWI for women and men with different socioeconomic status.

Data from the Whitehall II study of British civil servants 1991-1993 (phase 3) and 1997-1999 (phase 5)  were analyzed (Marmot & Brunner, 2005). This included 3484 (827 women and 2657 men) in three non-industrial employment grades (senior administrative, executive/professional and clerical/support) with mean age 46.65 (SD: 4.79; range 39-62) who had complete data for all variables in the present study.

Results: Women reported more WFI and more FWI than men. There was a gradient in WFI (employees with higher SES reported more WFI). The two-way interactions between gender and SES were significant for both WFI and FWI (see Figures).

Low control at work was associated with more WFI. Lower levels of control at home was associated with more WFI and more FWI. Non of the three-way interaction effects between gender, SES and control at work or control at home were significant.

Conclusions: Women, at least in the British Civil service, experienced more interference between work and family (in both directions) than men. Employees in high positions seem to have more difficulty combining work and family. This is especially true for women which might influence their career choices and health. The importance of control at home indicates that the home sphere has to be considered in further research and in the development of policies on work-family balance. Control at work and at home seem to relate to WFI or FWI in similar ways independently of gender and SES.

Purpose: This study investigated how gender and social position were associated with work-family interference (WFI) and family-work interference (FWI) and how control at work and at home related to WFI and FWI for women and men with different social positions. Method: Data from the Whitehall II study collected 1991-1993 and 1997-1999 among 3484 (827 women and 2657 men) British Civil servants in three employment grades were analyzed. Results: Women reported a higher risk of WFI and FWI. There was a gradient in WFI, showing that employees with higher grades reported more WFI. Interactions indicated a stronger gradient in WFI and FWI among women. Low control at work related to more WFI and low control at home related to more WFI and FWI among all groups of employees. Limitations: The data were collected some years ago among British Civil servants, which limit generalizability. There were few women in the high and middle grades and few men in the low grade which reduced the power to analyze gender and grade differences. Implications: Employees in high positions, especially women, could have more difficulties in combining work and family, which might influence their career choices and health. The importance of control at home indicates that the home sphere has to be considered in further research and practical work. Originality: Only few studies investigate gender and status differences in relation to WFI and FWI. Studies that include both control at work and at home in relation to WFI and FWI are scarce.

Lönesättningen i privat sektor sker med olika grad av koppling till den individuellaprestationen. Vissa avtal ger inget eller endast begränsat utrymme för verksamhets- ochindividnära lönesättning. I andra avtal ges stort utrymme, som i varierande gradanvänds av företagen för att koppla samman lön och arbetsresultat. Generellt setthar tjänstemännens avtal betydligt större utrymme för verksamhets- och individnäralönesättning än de avtal som LO-förbunden träffar.

Syftet med den här rapporten är att undersöka hur anställda i privat sektor, såväl tjänstemän som arbetare, upplever lönesättningen samt att bidra till ökad kunskap om lönens och lönesättningens betydelse för motivation och prestation i arbetet. Någon motsvarande studie av lönesättningen inom privat sektor har inte tidigare gjorts i Sverige. I rapporten beskrivs de anställdas erfarenheter av och uppfattningarom hur deras lön sätts. Här undersöks också hur lön och lönesättning hänger sammanmed motivation och prestation i arbetet. Även andra faktorer – såsom legitimitet ilönesättningen (det vill säga upplevelsen av om lönen sätts på ett sätt som upplevsrättvist), arbetsklimat och personlighet – undersöks i relation till motivation ochprestation.Rapportens resultat baseras på en enkätundersökning som genomfördesår 2016 bland ett nationellt representativt urval av anställda i åldern 20–65 år som arbetade inom fem sektorer: bygg och installation, handel och besöksnäring, industri, service och tjänster samt transport.

Undersökningen visar att färre än hälften hade haft lönesamtal under det senaste året. Av de som hade haft lönesamtal var det ungefär en tredjedel som inte hade förstått hur chefen hade bedömt deras arbetsinsats. Ungefär 40 procent av samtliga svarande angavatt de inte kände till vilka kriterier deras lön baseras på. Av de som kände till lönekriteriernavar det cirka två tredjedelar som ansåg att lönekriterierna följdes. Resultatenvisar att det fanns en stor variation mellan sektorerna när det gäller erfarenheter avoch uppfattningar om hur lönesättningen går till.

De flesta ansåg att det fanns skillnader i arbetsprestation mellan anställda med likvärdigaarbetsuppgifter och att skillnader i prestation borde ge skillnad i lön. Närmare60 procent trodde att individuell lönesättning kunde gynna den egna löneutvecklingen.En sådan positiv förväntan var vanligare bland personer med högre lön och bland män.Däremot var det omkring 40 procent som ansåg att löneskillnader mellan anställdamed likvärdig befattning kunde påverka verksamheten i en negativ riktning, medanomkring 40 procent ansåg att sådana skillnader var bra för verksamheten och20 procent inte hade någon åsikt i frågan.

Anställda som upplevde att den egna lönen i stor eller ganska stor utsträckning varbaserad på deras arbetsutförande var mer nöjda med sin lön än de som inte upplevdeatt lönen var kopplad till prestation. Kvinnor hade en lägre lönetillfredsställelse änmän och rapporterade även generellt något lägre upplevd grad av jämställdhet i lönesättningenän män, oavsett sektor. Graden av legitimitet i lönesättningen (mätt med fyra dimensioner av lönerättvisa) var överlag måttlig till god, men varierade mellan sektorerna. Nivåerna i upplevd rättvisa i lönesättningen var generellt sett högre bland anställda som tyckte att lönekriterierna följdes, som hade haft lönesamtal, som förstodhur chefen hade bedömt deras arbetsinsats och som fick högre grad av återkopplingpå hur de utförde sitt arbete. Chefer rapporterade en högre grad av lönerättvisa jämfört med anställda utan chefsansvar.

Undersökningen visar att lönen som sådan tycks ha viss betydelse för arbetsmotivationoch arbetsprestation. När hänsyn togs till andra faktorer visade sig olika upplevelser avhur lönesättningen går till, såsom förtroende för chefens bedömning och upplevelser avrättvisa, vara viktigare än lönen i sig. Arbetsklimat, i termer av sådant som autonomii arbetet och tydliga mål, var det område som hade störst betydelse för både motivationoch prestation. Personlighet hade betydelse för arbetsprestationen, men var inte särskiltbetydelsefullt för arbetsmotivationen.

Undersökningen visar att det finns behov av att arbeta med hur lönesättningen gårtill inom privat sektor om avsikten är att använda lönesättningen för att motivera ochöka de anställdas prestation i arbetet. Även om lönenivån som sådan har viss betydelseför de anställdas arbetsmotivation och arbetsprestation, har upplevelser av hur lönesättningen genomförs, legitimitet i lönesättningen och arbetsklimatet större betydelse. Chefer kan beskrivas som bärare av lönesystemet och har ett ansvar för att skapatransparens avseende hur lönekriterier används och hur anställdas arbetsutförande bedöms, liksom för att forma de anställdas arbetsklimat.

Sammanfattningsvis visar undersökningen att när lönesättningen fungerar på ett sätt som de anställda upplever som legitimt finns det förutsättningar för att lön och lönesättning kan bidra till ökad motivation och prestation – och därmed även till verksamhetens utveckling. Resultaten antyder att det är viktigt att integrera lönesättningen med andra åtgärder – såsom att främja arbetsklimatet – för att förbättraverksamheten. Lön och lönesättning utgör ett verktyg bland flera i utvecklingen avmedarbetare och företag.

In the constant strive for competitiveness, organizations try to deliver their products and services at a faster pace and with higher quality, resulting in increased demands for employee effectiveness and competence. High demands are known to be a risk factor for stress. Employees who perceive their work situation as stressful are likely to experience negative consequences, such as negative work-related attitudes and deteriorated health. The extent of the negative consequences of a stressful work situation most likely depends on the strategies employees use to cope with the situation. Some studies indicate that problem-focused strategies may be the most effective to cope with stressful situations, while other studies have shown emotion-focused strategies to be more effective. The aim of this study is to further investigate the role of problem-focused and emotion-focused coping strategies in reducing negative consequences of the work stressors quantitative and qualitative workload for work-related attitudes and health. The study also investigates potential synergy effects of a combination of the two coping strategies.

Data was collected by questionnaires in March 2005. The sample consists of 252 salaried employees (response rate 86 %) who work in a Swedish firm of accountants. Moderated multiple regression analyses were conducted for each outcome (job satisfaction, organizational commitment, well-being and physical health). Age and gender were used as control variables.

The results showed that both problem- and emotion-focused coping strategies could reduce the negative effects of high workload. Two-way interactions indicated that more problem-focused coping moderated the relation between workload and well-being, while emotion-focused coping moderated the relation between workload and physical health. Three-way interactions indicated that problem-focused and emotion-focused coping strategies in combination seemed to have the potential to alleviate the negative effects of high workload for organizational commitment and well-being. These results indicate that in order to cope with high workload, both problem-focused and emotion-focused strategies are useful, either separate or in combination.

Arbetsmarknaden i Sverige är könssegregerad. Det innebär att kvinnor och män i hög grad arbetar i olika sektorer och har olika yrken. Det gör att sektor och yrke behöver tas med när hälsoskillnader mellan kvinnor och män ska undersökas. Den här studien undersöker likheter och skillnader i arbetsklimat och hälsobesvär bland kvinnor och män som arbetar i samma sektor, i samma organisation och har samma yrke. Först jämförs arbetsklimat och hälsobesvär mellan kvinnor och män. Sedan undersöks sambanden mellan arbetsklimatet och hälsobesvär för kvinnor och män. Resultaten baseras på självrapporter i enkäter från 95 kvinnor och 105 män som arbetade som läkare på ett och samma akutsjukhus i Stockholm. Resultaten visade inga statistiskt säkerställda skillnader mellan kvinnor och män när det gällde upplevelser av arbetet, arbetsrollen, ledarskapet eller organisationen. Dock rapporterade kvinnorna att de upplevde sammanhållningen och samarbetet i arbetsgruppen som lägre än männen. Kvinnorna rapporterade också mer av både psykiska och fysiska hälsobesvär jämfört med männen. Både sammanhållning och samarbete i arbetsgruppen var relaterade till färre hälsobesvär, men bara för männen. Den här explorativa studien visar att det kan finnas likheter i arbetsklimatet bland kvinnor och män när arbetssituationen är likartad, men tyder också på att en del av de skillnader som finns i den segregerade arbetsmarknaden också tycks vara närvarande för kvinnor och män som arbetar i samma sektor, organisation och yrke.

Due to the segregated labor market, gender differences in health are often confounded by factors such as sector or occupation.This study explored similarities and differences in work climate and health complaints among women and men working in the same sector, in the same organization, and in the same occupation. First, work climate and health complaints were compared between women and men. Second, relations between the work climate and health complaints were investigated in both genders. Questionnaire data were collected from 95 women and 105 men physicians who worked in the same acute care hospital in Sweden.The results showed no gender differences in the job, role, leadership, or organizational characteristics. However, women physicians reported less workgroup cohesiveness and cooperation and more mental and physical health complaints than men physicians.Workgroup cohesiveness and cooperation were related to less health complaints only for men physicians.This explorative study indicates similarities between women and men when the work situation is similar, but suggests that some of the differences that appear in the large structures of the gender-segregated labor market also seem to be present for women and men who work in the same sector, in the same organization, and in the same occupation.

Purpose: This study explores similarities and differences between women and men with similar working conditions (working within the same sector, in the same organization, and in the same occupation). Women and men were compared regarding 1) levels of psychological work climate and health complaints and 2) how the work climate related to health complaints.

Design/Methodology: Questionnaire data were collected from 95 women and 105 men physicians who worked in the same acute care hospital in Sweden in 2001.

Results: Results showed no gender differences in the job, role, leadership, or organizational characteristics. Women reported less workgroup cohesiveness and cooperation and more mental and physical health complaints than men. Role characteristics (overload/conflict/ambiguity) were related to more health complaints for both women and men. Workgroup cohesiveness and cooperation were related to less health complaints only for men.

Limitations: The study did not account for women and men often working as physicians in different specialties and/or may perform different work tasks. The non-work domain was not investigated.

Research/practical implications: This study indicates similarities between women and men when the work situation is similar, but suggests that some of the differences that appear in the larger structures of the gender-segregated labor market also seem to be present for women and men who work in the same sector, the same organization, and in the same occupation.

Originality: Previous research has underscored the problem of finding samples that are large enough to allow comparing women and men working under similar working conditions.

The Swedish labor market is gender segregated. This means that gender differences in health can be confounded by factors associated with sector and occupation. Thus, sector and occupation need to be considered when comparing work environment and health between women and men. This study uses the theoretical model of psychological work climate that specifies the work environment in terms of five dimensions. These five dimensions are characteristics of the job, role, workgroup, leadership and organization. The aim of the present study was to explore similarities and differences between women and men who have similar working conditions (working in the same sector, in the same organization, and in the same occupation). Women and men were compared regarding 1) levels of work climate and health complaints and 2) how the work climate related to health complaints.

To transform public administration units into non-profit public stock companies has been one way to meet effectiveness and quality demands in Swedish health care. This kind of change, like other changes, is assumed to increase the feelings of uncertainty among the employees. Uncertainty is associated with a negative work climate, more negative work related attitudes and ill-health. Men have often a higher status than women, which could give men better resources to handle uncertainty, compared to women. The aim of this study is to investigate if there are any differences in work climate, work related attitudes and ill-health between female and male physicians after a change of an acute care hospital from being a public administration unit to be a non-profit public stock company. The first step is, however, to investigate if women and men mean the same thing by the concepts of work climate, work related attitudes and ill-health. This cross-sectional study investigates 191 physicians (92 women and 99 men) who worked at a hospital which had been transformed into a non-profit public stock company. Even tough there were some differences between the genders in the appraisal of the investigated concepts, the underlying structure seem to be similar for women and men. The results of two multivariate analyses of variance showed that female physicians reported worse work climate, less commitment and more ill-health than their male counterparts. This suggests that women (compared to men) could have less access to resources to reduce uncertainty in the case of an organizational change. This should be taken into account when changes are planned and implemented.

The gender segregated labor market makes it difficult to investigate gender differences without confounding gender with such as sector, occupation or position. The present study aims to 1) investigate if psychological climate can be measured in the same way for women and men working in the same occupation, 2) compare whether levels of psychological climate as well as work-related attitudes and ill-health differ between the genders, and 3) investigate how psychological climate relates to work-related attitudes and ill-health for women and men. Questionnaire data were collected at one occasion from women (95) and men (105), working as physicians at one acute care hospital in Stockholm, Sweden. When taking gender differences in the appraisal of psychological climate into account (along with background variables), all differences found (in workgroup climate, organizational commitment, mental- and physical health complaints) were to the disadvantage of women. Role stress appeared as an important factor for negative work-related attitudes and ill-health among both women and men, while workgroup was related to better well-being and organizational characteristics to more positive attitudes only among men. More research is needed to study the often taken for granted similarities of genders’ appraisal of psychological climate. Gender should definitely be taken into account when psychological climate, work-related attitudes and ill-health are investigated. Organizations need to intensify their work with status aspects in relation to gender.

Increased effectiveness and quality are often given as reasons for privatization, but the outcome of the change is likely dependent of how the employees react. In spite of this, it is still unclear what consequences a privatization process has for the employees. This study investigates how the privatization of an acute care hospital affects the employees’ work attitudes and self reported ill-health. Data is analyzed both at hospital level and at three different hierarchic levels (physicians, registered nurses, and assistant nurses).

Privatizations have been carried out all across the world in recent decades, but there is still a lack of research about the psychological and health-related consequences of this kind of change on employees. As with other types of organizational change, privatization can be considered a stressful event that may result in impaired work attitudes and strain. However, such effects are likely to vary depending on the individual’s position in the organization. The aim of this study is to investigate how privatization may affect work-related attitudes and strain of employees, and to analyze whether the effects of privatization differ between employees at various hierarchic levels. Results based on questionnaire data collected at two Swedish hospitals both before and after one of the hospitals underwent privatization suggests only limited effects of privatization on a general level, but that employees at various hierarchic levels may be affected differently. While employees at a high level (physicians) and low level (assistant nurses) reported only marginal differences over time in work attitudes and strain, as compared with their colleagues at the comparison hospital, the work attitudes of employees at the intermediate level (registered nurses) declined after privatization. The knowledge that some occupational groups could be affected more negatively than others and that special attention should be paid to intermediate occupational groups can be useful information for different actors in a privatization process, such as the politicians who make decisions regarding privatizations and the management executives who may carry them out.

Despite the amount of privatizations around the world in recent decades, only limited research attention has been paid to how privatization affects the employees. The effects are likely to vary depending on the individual’s position in the organization. The aim of this study was to investigate how employees’ work-related attitudes and strain changed after privatization of a Swedish acute care hospital, and to analyze whether the effects of privatization differed between employees at various hierarchic levels. Questionnaire data collected at a hospital 1 year before and 2 years after privatization, as well as at a hospital which remained a public administration unit, suggest only limited effects of privatization on a general level, but that employees at various hierarchic levels may be affected differently. While employees at a high level (physicians) and low level (assistant nurses) reported only marginal differences over time in work attitudes and strain, also in comparison with their colleagues at the comparison hospital, work attitudes of employees at the intermediate level (registered nurses) decreased after privatization. These results emphasize the importance of taking hierarchic level into account when a privatization is implemented and analyzed.

Burnout among health-care employees is an issue that has received considerable research attention, and numerous studies have found burnout to be predicted by various work-related demands and resources. However, despite the fact that health-care systems in many countries include public as well as private hospitals, our knowledge is limited when it concerns differences in the burnout process between health-care staff in hospitals with different ownership. Data from nurses at three Swedish acute care hospitals – a privatized for-profit, a publicly owned non-profit stock company, and a traditional public administration unit – were used to test (a) if burnout levels differed between hospitals with different ownership and (b) if demands and resources were differently related to nurses’ burnout in the three hospitals. Preliminary results indicate that the burnout level in the public hospital was lower compared to the private and the public companies. Certain demands, such as workload and role conflict, were consistently associated with burnout across hospitals. There were also important differences between private and public hospitals. While the results have immediate implications for hospital managements and efforts to improve employee work environment, they may also provide important insights for political decisions concerning the advantages and disadvantages of public and private ownership of acute care hospitals.

In an attempt to make hospitals more cost effective and improving the quality of medical care, privatization of Swedish hospitals have become more frequent during the past decade. There is a need for knowledge about psychological effects of privatization on health care personnel. We investigated physicians’ perception of their work environment in three hospitals with different forms of ownership — from traditional public administration to for-profit private stock company. The results point towards certain advantages of privatized hospitals. Physicians at the privatized hospital included in the study perceived their work environment in some respects as more positive than did the physicians at the non-privatized hospitals.

Företags- och medarbetarnära lönebildning blir allt vanligare. Den utvecklingen baseras på antaganden om att lön och löneutveckling bidrar till ökad motivation och goda arbetsprestationer, och att den gör det lättare för arbetsgivare att rekrytera och behålla attraktiva medarbetare. En tydligare uttalad koppling mellan anställdas arbetsutförande och lön antas alltså  bidra till att verksamheten utvecklas. Samtidigt är lön en av flera olika faktorer som kan bidra till ökad motivation hos medarbetare och det finns andra faktorer än lön som kan ha större betydelse för motivationen. En förutsättning för att lön ska fungera som en motivationsfaktor är att lönesättningen upplevs som legitim och rättvis. Men för att nå dit behövs det kunskap om de psykologiska mekanismerna som ligger bakom upplevelser av legitimitet, liksom om hur lön och lönesättning hänger samman med motivation och prestation i arbetet.

Individuell lönesättning, med en tydligare uttalad koppling mellan anställdas arbetsutförande och lön, har blivit ett allt vanligare inslag i verksamheter. Ett grundläggande antagande som ligger bakom denna utveckling är att lön och löneutveckling är motiverande för individen och därmed bidrar till bra arbetsprestationer och god verksamhetsutveckling. Ett annat grundantagande är att lön och lönesystem kan dra till sig individer som är attraktiva för organisationen samt att lönesystemet ger organisationen möjligheter att premiera och därmed behålla de individer som bidrar till verksamheten.

In an attempt to make hospitals more cost effective and improving the quality of medical care, privatization of Swedish hospitals have become more frequent during the past decade. There is a need for knowledge about psychological effects of privatization on health care personnel. We investigated physicians' perception of their work environment in three hospitals with different forms of ownership - from traditional public administration to for-profit private stock company. The results point towards certain advantages of privatized hospitals. Physicians at the privatized hospital included in the study perceived their work environment in some respects as more positive than did the physicians at the non-privatized hospitals.

A fundamental issue concerning work and family is the extent that women and men work and take care of children. The Nordic countries (i.e., Sweden, Denmark, Norway, Finland, and Iceland for the purposes of this review) are characterized by a “dual-worker model” in which a majority of both women and men participate in paid work, but are also, to some extent, characterized by a “dual-carer model” in which both women and men actively take part in the upbringing of their children (Edlund & Öun, 2016). The Nordic countries have a history of family policies being directed toward both mothers and fathers, and state provisions for dual-earner family support and childcare were developed in a political context with women’s equality in mind (Ellingsaeter & Leira, 2006). Still, the challenge of combining work and family domains is under continual debate and development in the Nordic countries. In the next sections, we will briefly describe the general trends of women’s participation in the labor market in relation to the development of the welfare system. This historical development is crucial for the understanding of how women and men combine work and family in the Nordic countries today.

Purpose: When children are living at home, parents are interdependent of each other to care for them. Higher work flexibility than partner might provide better opportunity for recovery, but might also mean more responsibility for work at home or at paid work. It is possible that mothers and fathers use their relative work flexibility differently. The aim with this study was to investigate 1) the association between parent´s relative work flexibility, compared with their partner, and emotional exhaustion 2) gender differences in emotional exhaustion 3) the interaction between relative work flexibility and gender in relation to emotional exhaustion and 4) differences between mothers and fathers in time use.

Methodology: Mothers and fathers in paid work in Sweden with children living at home was included (n=2 911). Cross-sectional data was collected in 2012.

Results: The results indicated that 1) having higher flexibility than partner was associated with lover levels of emotional exhaustion; 2) mothers reported higher levels of emotional exhaustion than fathers 3) relative flexibility seemed to influence fathers emotional exhaustion more than mothers 4) differences in time use between mothers and fathers was found.

Limitations: Ideally, data from the same family would have been gathered and relative flexibility would have been measured in a more nuanced way.

Research/Practical Implications: Highlighting the importance of consider work flexibility in its family context.

Originality/Value: The first study, as far as we know, that investigates the relative work flexibility and emotional exhaustion among mothers and fathers.

A number of studies have found that control over work conditions and hours is positively related to mental health. Still, potential positive and negative effects of work flexibility remain to be fully explored. On the one hand, higher work flexibility might provide better opportunities for recovery. On the other hand, especially mothers may use flexibility to meet household and family demands. Here, we investigated the association between parent's work flexibility, rated relative to their partner, and emotional exhaustion in interaction with gender. Additionally, gender differences in time use were investigated. Cross-sectional analyses based on responses of employed parents to the 2012 wave of the Swedish Longitudinal Occupational Survey of Health (SLOSH) were conducted (N = 2,911). Generalized linear models with gamma distribution and a log-link function were used to investigate associations between relative work-flexibility (lower, equal, or higher as compared to partner), gender, and emotional exhaustion. After control for potential confounders, we found that having lower work flexibility than the partner was associated with higher levels of emotional exhaustion as compared to those with higher relative work flexibility. Also, being a mother was associated with higher levels of emotional exhaustion, independent of possible confounders. An interaction effect between low relative work flexibility and gender was found in relation to emotional exhaustion. Regarding time use, clear differences between mothers' and fathers' were found. However, few indications were found that relative work flexibility influenced time use. Mothers spent more time on household chores as compared to fathers, while fathers reported longer working hours. Fathers spent more time on relaxation compared with mothers. To conclude, our results indicate that lower relative work flexibility is detrimental for mental health both for mothers and fathers. However, while gender seems to have a pronounced effect on time use, relative work flexibility seems to have less influence on how time is used. Generally, mothers tend to spend more time on unpaid work while fathers spend longer hours on paid work and report more time for relaxation.

Purpose: This systematic meta-review uses the job demands-resources (JD-R) model to investigate the associations between various psychosocial factors at work and a range of health-related outcomes. Specifically, this study investigated how job demands and resources are linked to health-related outcomes such as depressive symptoms, cardiovascular disease and musculoskeletal complaints and whether the linkages varied between genders and occupations.

Design/Methodology: This meta-review focuses on meta-analyses and systematic literature reviews published during the past 10 years. These secondary studies were identified through combined searches in different international databases. Search terms were selected to identify a range of psychosocial factors and to retrieve published journal articles, and systematic reports linking such factors to health-related outcomes.

Results: In total, 14 job demands and 7 job resources were identified. Lining these to outcomes resulted in the identification of 273 potential associations. Taken together, the findings show what is known from previous research, namely that job demands are related to poorer health. As expected resources typically relate to better health outcomes that are beneficial for organizations and individual employees. Separating findings for women and men suggest that the overall linkages between psychosocial factors and health-related outcomes hold for both women and men. However, less is know regarding occupational variations.

Limitations: A meta-review restricts specificity and detail.

Research/Practical Implications: Adds to the systematic knowledge of health-related consequences of psychosocial factors at work, for research as well as practice.

Originality/Value: The use of a meta-approach that discusses issues relating to gender and occupation.

State of the art: Several models, including the job demands-resources (JD-R) model, describe how various psychosocial factors at work relate to different outcomes. This has resulted in abundant empirical research. Such primary research findings have been summarized in reviews and meta-analyses. Overall results show that job demands link to poorer attitudes, behaviours and health-related outcomes while resources typically link to attitudes, behaviours and health-related outcomes beneficial for both employers and individual employees. However, much secondary research focuses on specific outcomes meaning that few bring together a range of outcomes.

New perspectives/contributions: Using the JD-R model as a meta-model, this symposium presents how job demands and resources relate a number of outcomes ranging from attitudes and behaviours to health-related outcomes. Additionally, factors such as gender and occupation are addressed. Specifically, two contributions introduce meta-review findings investigating how demands and resources relate to different outcomes while also addressing gender and occupation. The third contribution is a primary study of psychosocial factors at work and health in women and men within one occupation. The fourth contribution is a primary study of another occupation and uses a different design focusing on the interplay between different levels. The symposium ends with a discussion addressing assessment, integration of findings, and the balancing of different levels.

Research/practical implications: The contributions and the final discussion aim to inform and inspire researchers and practitioners to address thoroughly the impact of psychosocial factors for women and men working in different contexts and occupations.

Perceiving a pay system as just has been suggested to be a precondition for individualized pay to have a motivating effect for employees. Supervisors’ enacted justice is central for understanding the effects that pay setting can have on employee attitudes and behavior. Yet, enacted justice has received little research attention, in regard to both organizational justice and pay-related topics. This study examines the effects of employees’ perceived pay justice and supervisors’ enacted justice, as well as the degree of congruence, on employees’ work-related attitudes and behaviors. Questionnaire data from employees (N = 566) matched with data from their pay-setting supervisors (N = 208), employed in a Swedish manufacturing company, were analyzed. Results of polynomial regression with response surface analysis show that employees’ perceptions of pay justice were important for their work-related attitudes and behaviors and that supervisor–employee congruence regarding pay justice was positively related to employees’ attitudes and behavior, particularly when the ratings concerned high levels of justice. The results not only highlight the importance of developing a pay system that is perceived as just by employees but also emphasize the importance of reaching a congruence between supervisors’ and employees’ perceptions of high fairness, as this has positive implications for employees’ attitudes and behaviors.

Purpose: In organizations using individualized pay setting, where pay raises are based on job performance and the quality of work, managers have a central role as they execute the organizations’ pay systems. The present study aims at increasing the understanding of pay-setting managers’ beliefs and perspectives on their role in connection to pay setting.

Design/Methodology: The study is based on seven focus group interviews with pay-setting supervisors from four different companies in the Swedish private sector. In the past few years, all four companies have implemented new pay-systems with a greater focus on employee performance. The semi-structured focus group interviews were analyzed with an inductive thematic analysis.

Results: Data analysis is ongoing. A preliminary thematic analysis revealed several tentative themes. These concern difficulties in assessing employee performance and in ensuring that employees fully understand the pay setting process (especially the performance assessments), the importance of regular constructive feedback, need for guidance and support, and lack of resources to reward high performing individuals.

Limitations: While focus groups with managers from four organizations provide a wealth of perspectives, individual interviews may have allowed for more in-depth insights. The results also need replication using questionnaire data to examine how wide-spread various experiences are.

Implications: This study contributes to a better understanding of the challenges that pay-setting supervisors perceive. This knowledge could be used by organizations to facilitate the pay-setting process for managers.

Originality: This is one of few studies focusing on pay-setting managers, who are the ones executing organizations’ pay setting systems.

Den svenska lönebildningen har de senaste decennierna kommit att bli allt mer lokal och tillämpningen av individuella prestationsbaserade lönesystem ökar stadigt. Det grundläggande antagandet bland arbetsmarknadens parter är att löneökningar som baseras på arbetsutförande leder till ökad motivation och prestation hos de anställda. Evidensen gällande hur väl individuella och prestationsbaserade lönesystem lever upp till sitt grundantagande är tvetydig, men en förutsättning för att dessa lönesystem skall verka motiverande och prestationshöjande antas vara att lönesättningen upplevs som rättvis. Det är i de flesta fall den närmaste chefen som gör bedömningen av prestationen, vilket skulle kunna innebära att könsstereotyper får en inverkan vid prestationsbedömningen, och därmed löneökningen, för de anställda. Kunskapen är begränsad om vilken betydelse könet på den lönesättande chefen har för såväl anställdas upplevelser av lönesättningen som för löneutfallet. Kvinnor har generellt en lägre lön än män, även efter justering för individ- och arbetsrelaterade faktorer. Tidigare forskning har visat att skillnaden mellan kvinnor och mäns lön är större än skillnaden mellan kvinnor och mäns när det gäller bedömningar av deras arbetsprestation. De få studier som har undersökt anställdas upplevelser av rättvisa i lönesättningen indikerar att kvinnor upplever lönesättningen som mer rättvis än män. Denna studie syftar till att undersöka hur individuell och prestationsbaserad lönesättning upplevs av anställda på ett företag som 2014 introducerade ett nytt lönesystem. Genom att jämföra kvinnor och män, som har en kvinna respektive man som lönesättande chef, undersöks skillnader mellan dessa fyra grupper när det gäller (1) lönenivå och löneökning (i absolut och relativ nivå), (2) upplevelser av lönesättningen och erfarenheter av lönesystemet samt (3) bedömningar av upplevd rättvisa i lönesättningen. Resultatet indikerar att män generellt hade en högre lön och fick en högre lönehöjning i absolut nivå än kvinnor. Resultaten visar att män som var lönesättande chefer generellt gav en högre lön, både i absolut och relativ nivå, jämfört med kvinnor som var lönesättande chefer. Dessutom antyder resultatet att kvinnor som var lönesättande chefer tenderade att ge en högre lön till män. Trots detta rapporterade kvinnor generellt högre grad av upplevd rättvisa i lönesättningsprocessen, särskilt i upplevelser av tillgång tilll information samt hur proceduren för lönesättningen gått till, det fanns inga skillnader mellan grupperna när det gällde upplevelsen av distributiv rättvisa (fördelning av lömnemedel) eller mellanmänsklig rättvisa (hur man behandlats av lönesättande chef). Sammantaget bidrar denna studie till en ökad förståelse av hur lönesättningen upplevs av kvinnor och män utifrån om de har en kvinna eller man som lönesättande chef. Medan det är ett välkänt faktum att kvinnor tenderar att ha lägre lön än män, reser denna studie också en mängd nya frågor, exepelvis varför kvinnliga chefer tenderar att ge högre lön till medarbetare som är män snarare än kvinnor och varför kvinnor trots lägre lönenivåer och lönepåslag tycks uppleva lönesättningen som mer rättvis. Genom att diskutera möjligheter till hur könsstereotyper kan inverka i lönesättningen bidrar studien med insikter i vilken utsträckning såväl den lönesättandechefens som den anställdes kön har betydelse för anställdas löneutfall och upplevelse av lönesättningen. 

While it is well established that women have lower pay than men, it is not known if women and men perceive the justice of a pay setting process differently or if perceptions of justice differ depending on the gender of the supervisor. The aim of this study was to investigate differences between women and men employees, who have a woman or man as pay-setting supervisor, in perceived pay-related justice as well as actual pay level and pay raise (in relative and absolute levels). Questionnaire data were collected from 841 employees in a Swedish private sector company that has implemented a new pay-for-performance system. 2 (employee’s gender) * 2 (supervisor’s gender) MANOVAs indicate that women experienced higher levels of perceived pay justice than men. There was no gender difference in relative pay increase, whereas men, on average, had a higher pay-level and absolute pay increase than women. On average, men pay-setting supervisors gave a higher pay-increase than women pay-setting supervisors. There only significant interaction effects was for pay level. The data derives from one company that has worked hard to implement a new pay-setting system. The study needs replication in other organizational contexts as well as in nationally representable samples. Implementing pay-for-performance systems has the potential to create a more gender equal pay-setting process. This is one of few studies investigating gender equity in pay-related justice and the potential effects of the pay-setting supervisors’ gender in a performance-based pay-system.

This study explored pay-setting managers’ experiences regarding the individualized pay-setting process. Seven semi-structured group-interviews with pay-setting managers (N = 28) from four private companies in Sweden were conducted. A thematic analysis identified three main themes: 1) Prerequisites for pay-setting, which included conditions for pay-setting work and experiences of these conditions; 2) Assessment and feedback, which included experiences of employee performance assessment and feedback provision; 3) Rewards, which covered experiences of different pay incentives and the relationship between performance and pay. The pay-setting process was considered to include many obstacles as well as a few opportunities. Without proper pre-requisites to assess employee performance, the possibilities to adequately reward performance were experienced as limited, which, in turn, hampered possibilities to justify both the assessment and pay raise. Taken together, this study underscores the conflict between intentions relating to how to carry out a pay-setting process and managers’ difficulties to actually accomplish this.

The use of performance-based pay is increasing rapidly, but empirical evidence on how and why it relates to job performance, as well as its relative strategical importance, remains unclear. The present study examined the relative importance of performance-based pay variables and support of psychological needs variables for task and contextual performance in a sample of 582 white-collar employees in Sweden. Multiple regression results, based on survey and register data, showed that the instrumentality of the pay system related to lower levels of task and contextual performance. However, supplementary relative weight analysis (RWA) showed that, in relative terms, instrumentality of the pay system was of minor importance for performance. Performance-based pay-raise amount was positively related to contextual performance but not predictive of task performance. Procedural pay-setting justice was unrelated to both outcomes. Among the support of psychological needs variables, feedback and job autonomy had positive associations with both outcomes while social support from colleagues was not predictive of performance. Considering the explained variance (16–17%), the performance-based pay variables combined accounted for up to a third (12.6–29.2%) while support of psychological needs variables accounted for more than half of the explained variance (56.1–68.1%) in task and contextual performance. The results indicate that organizations would benefit from putting support of psychological needs to the forefront of their motivational strategies as a complement to administrating complex compensation systems.

How experiences and perceptions of pay and pay setting relate to employees’ job performance, willingness to remain in the organization, and health has been the subject of much debate. Previous research has typically used a variable-centered approach to investigate associations between different pay-related factors and such outcomes. In contrast, we used latent profile analysis to explore combinations of compensation characteristics (pay level, perceived horizontal pay dispersion, and procedural quality, i.e., transactional leadership and procedural pay-setting justice), combining relevant theories on the subject. Based on a nationally representative sample of private sector employees in Sweden (N = 1,146), our study identified six compensation profiles. Our key findings show, first, that higher levels of pay were generally associated with better performance, lower turnover intention, better self-rated health, and lower work-related exhaustion, especially when combined with perceptions of high procedural quality. Second, in terms of perceived horizontal pay dispersion, the results indicate that pay compression may be associated with beneficial outcomes, particularly when combined with high procedural quality. Third, procedural quality was generally associated with favorable work-related and health-related outcomes, although such positive effects may be contingent upon pay level and perceived horizontal pay dispersion. In conclusion, while pay level, perceptions of horizontal pay dispersion, and procedural quality may all matter for employee outcomes, it is important to consider their combinations.

Nella loro carriera lavorativa tutti, prima o poi, sperimentano cambiamenti organizzativi. Il modo in cui le persone fanno fronte e reagiscono ai cambiamenti che incontrano nelle loro carriere e nella vita in generale dipende da molti fattori e da molte circostanze. È stato mostrato che un fattore importante del modo in cui i dipendenti reagiscono a un cambiamento organizzativo è la percezione e la valutazione del cambiamento stesso – se come una minacciao come un’opportunità. Quando il cambiamento è percepito come qualcosa di stressante, le persone tendono ad assumere un atteggiamento difensivo e a mettere in atto vari meccanismi di difesa per affrontare la situazione. Se invece il cambiamento è interpretato positivamente, e c’è la speranza che certi desideri e certe aspettative troveranno realizzazione, le persone possonoaccogliere con favore il cambiamento e possono anche contribuire ad esso. Poiché la maggior parte delle persone sembra preferire la prevedibilità, la sicurezza e la stabilità quando si tratta del proprio impiego e della propria situazione lavorativa, i cambiamenti organizzativi tendono a essere vissuti,almeno in una certa misura, come una fonte di stress. Questo capitolo illustra i modelli correnti del cambiamento organizzativo e ne descrive diversi tipi, soffermandosi sugli elementi più importanti per comprendere e spiegare imodi in cui le persone li interpretano e reagiscono ad essi.

Organizational changes are becoming a common response to financial and operational needs. The changes may be systematic and gradual or dramatic and sudden in an attempt to face various business demands. Different types of organizational changes are discussed in this chapter, focusing on the impact they may have on employees. One factor affecting employees' reactions to an organizational change is how the change is perceived and appraised – whether as a threat or as an opportunity. Individuals' health, well-being, and work-related attitudes may all be impacted, potentially carrying with it negative consequences for the organization as well as the individuals. Various individual and organizational factors that can influence the strength of the consequences of organizational change are also presented. These include individual factors such as personality, coping strategies, social status, and demographic characteristics as well as organizational factors such as organizational justice, opportunities for participation, and social support.

Purpose: This systematic meta-review uses the job demands-resources (JD-R) model as a starting point for reporting on how various psychosocial factors at work relate to different outcomes. Specifically, the review investigated how job demands and resources associate with job attitudes and behaviours and whether these linkages vary between genders and occupations.

Design/Methodology: This meta-review includes meta-analyses and systematic literature reviews published during the past 10 years. The secondary studies were retrieved from combined searches in different international databases. Search terms were chosen to target a range of psychosocial factors and to retrieve published journal articles, and systematic reports linking such factors to job attitudes and behaviours.

Results: In total, 14 job demands and 7 job resources were identified. These were linked to outcomes resulting in 147 associations being identified. Overall, the findings summarize what is known from previous systematic reviews, namely that job demands are associated with poorer attitudes and behaviours while resources typically relate to attitudes and behaviours that are beneficial both for employers and individual employees. However, for gender and occupation, considerably less is known. Importantly, however, reports of gender specific associations suggest that, overall, linkages between psychosocial factors and job attitudes and behaviours hold for both women and men.

Limitations: The restriction to the past 10 years.

Research/Practical Implications: The meta-review adds to understanding consequences of psychosocial factors at work and points up future research needs.

Originality/Value: The broad approach using a meta-review allows for integrating research on several outcomes.

Den här kunskapssammanställningen tar sin utgångspunkt i den (starka) könssegregeringen på svensk arbetsmarknad och vilken betydelse den har för skillnader i organisatoriska och psykosociala omständigheter för kvinnor och män. Den beskriver kunskapsläget vad gäller likheter och skillnader mellan kvinnor och män med fokus på organisatoriska faktorer (som arbetstid och anställningsvillkor) samt psykosociala arbetsmiljöfaktorer i form av upplevda krav och resurser. Dessa faktorers betydelse för kvinnors och mäns psykiska ohälsa, självrapporterade hälsa, arbetsrelaterade välbefinnande samt sjukskrivning beaktas i kunskapssammanställningen. Utgångspunkt tas i offentlig statistik om arbetsskador och sjuktal, med fokus på ”kvinnodominerade” branscher som vård, skola och omsorg. Rapporten beskriver forskningsläget utifrån internationell och nationell vetenskaplig litteratur från det senaste decenniet.

This report includes a research overview commissioned by the Swedish Work Environment Authority with the aim of detailing relationships between organizational and psychosocial factors at work, and various work-related and health-related outcomes among working women and men. A second aim involved reporting on the prevalence of the different work environment factors among women and men. To fulfil the first aim, systematic research reviews, including meta-analyses and literature reviews, were retrieved from combined searches in different international and national databases. Search terms were chosen to target the broad array of organizational and psychosocial factors, and to retrieve published journal articles and systematic reports of Swedish government agencies linking such factors to various outcomes. The time period was restricted to the past ten years.

Purpose: Individualized pay-setting, where pay raises are based on job performance, are used in many organizations. Research suggests that employees’ justice perceptions are important for pay to have beneficial outcomes. It can also be expected that the level of agreement between employee and supervisor regarding the fairness of the pay-setting process may have similar positive effects. The aim of this study was to investigate how congruence in pay justice perceptions between supervisor and employee relates to employees’ work-related attitudes and behaviour.

Methodology: An online questionnaire was administered to all white-collar employees (N=744) and their pay-setting supervisors (N=188) of an industrial enterprise in Sweden, which had recently implemented a more individualized pay-setting system. The matched data was analysed using polynomial regression analysis.

Results: Preliminary results of the polynomial regression analyses show that employee experiences of pay-related justice related to more positive work-related attitudes, a lower inclination to leave the organization, and better job performance. The preliminary findings also indicate a tendency for more favourable outcomes among employees who experienced higher fairness congruence with their supervisor.

Limitations: The cross-sectional design does not allow for causal inferences. The study needs replication among other occupational groups, in other sectors, and in different countries.

Implications: The results highlight the importance of a transparent pay-setting process, which is perceived as fair by both supervisors and employees.

Originality/Value: While supervisors’ enacted justice has been highlighted in research on organizational justice, there is a lack of research on the congruence between supervisors and employees regarding pay-related justice perceptions.