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  • 1.
    Aronsson, Gunnar
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Ishäll, Lars
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen. (numera verksam vid Högskolan för lärande och kommunikation, Jönköping.
    Göransson, Sara
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Lindfors, Petra
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Nylén, Eva Charlotta
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Sverke, Magnus
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Arbetsuppdrag och återhämtning i välfärdstjänstearbete2015Ingår i: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, Vol. 21, nr 2, s. 7-25Artikel i tidskrift (Refereegranskat)
    Abstract [sv]

    Artikeln beskriver ett uppdragsperspektiv på arbete, det vill säga en fokusering på hur ett arbetsuppdrag formas och är sammansatt med avseende på resurser och krav med betydelse för att kunna genomföra uppdraget på ett bra sätt. I studien undersöks hur förutsättningarna för att utföra arbetet, i termer av arbetskrav och resurser i arbetet, hänger samman med återhämtning inom välfärdstjänstearbete i två kommuner. Uppdragsförutsättningarna har ett relativt högt förklaringsvärde gentemot återhämtning men de ingående variablerna bidrar i olika grad.

  • 2.
    Aronsson, Gunnar
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Nylén, Eva Charlotta
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Ishall, Lars
    Lindfors, Petra
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Sverke, Magnus
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi. North-West University, Vanderbijlpark, South Africa.
    The long arm of the job - work characteristics and recovery windows in social welfare work2019Ingår i: International Journal of Workplace Health Management, ISSN 1753-8351, E-ISSN 1753-836X, Vol. 12, nr 1, s. 15-27Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    Purpose Social welfare work contains elements that may be difficult for employees to put out of their minds when the working day ends, which may affect the recovery. The purpose of this paper is to analyze the length of recovery in relation to different work characteristics and to two types of welfare work. Design/methodology/approach All 1,365 employees, excluding managers, of two municipality administrations were invited to a survey study. Of these, 673 (49 percent) responded. After adjusting for partial missing, the effective sample included 580 employees (43 percent). Retrospective ratings of four recovery windows were analyzed: recovery after one night's sleep, weekends, shorter holidays and vacations. Findings Employees with a university education were less recovered than those with a shorter education. For those with a university education, the long arm of the job mainly involved failures regarding qualitative job demands (task difficulty). For those with a shorter education, quantitative job demands (too much to do) were most prominent for their prolonged recovery. Feedback from managers had consistent and positive associations with all four recovery windows among employees with a university education, but not among those with a shorter education for whom instead having too much to do and social support had significant spillover effects. Originality/value The identified differences may relate to employees with a university education having more problem-solving tasks, which may result in a higher need of work-related feedback but also in difficulties detaching from work. Thus, education and job characteristics have differential associations with self-rated recovery.

  • 3.
    Göransson, Sara
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Lindfors, Petra
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Ishäll, Lars
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Nylén, Eva Charlotta
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Kylin, Camilla
    Sverke, Magnus
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Dialog och kunskap om arbetsmiljö: En intervention som balanserar?2013Ingår i: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, Vol. 19, nr 4, s. 113-125Artikel i tidskrift (Refereegranskat)
    Abstract [sv]

    Psykosociala arbetsmiljöfaktorers inverkan på hälsa och produktivitet kan sammanfattas i ett antal balanser; balanserna krav-kontroll, ansträngning-belöning, arbete-återhämtning, mål-resurser och kvalitet-kvantitet. Trots befintlig kunskap saknas interventionsstudier som fokuserat på dessa balanser. Här redovisas resultat från ett pilotprojekt där medarbetare och chefer deltog i en intervention med fokus på dialog om uppdraget och arbetsmiljöns balanser.

  • 4.
    Göransson, Sara
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Sverke, Magnus
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Aronsson, Gunnar
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Ishäll, Lars
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Nylén, Eva Charlotta
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Dialog kring arbetsmiljöfaktorer – intervention som balanserar?2013Ingår i: Forum för arbetslivsforskning (FALF) - Changes in Working Life: Individual, Organizational, and Methodological Perspectives, Stockholm, Sweden, June 17-19, 2013, 2013Konferensbidrag (Övrigt vetenskapligt)
    Abstract [sv]

    Den psykiska ohälsan i arbetslivet har ökat under de senaste decennierna och ligger bakom en hög andel långa sjukskrivningar. Arbetsmiljöforskning har visat att såväl den fysiska som den psykosociala arbetsmiljön är avgörande för en långsiktigt hållbar verksamhet med medarbetare som behåller hälsan. Den befintliga kunskapen inom den psykosociala arbetsmiljöforskningen kan i stort sammanfattas i ett antal balanser (ansträngning-belöning; krav-kontroll; arbete-återhämtning; mål-resurser; kvantitativa-kvalitativa krav). Trots att sambanden mellan arbetsmiljöfaktorer och hälsa är väl belagda saknas fortfarande interventioner som adresserat dessa balanser. Syftet med presentationen är att delge erfarenheterna och innehållet i en nyligen genomförd preventivt inriktad interventionsstudie. En intervention riktade sig dels till chefer och deras medarbetare, dels till enbart chefer, och omfattade fyra träffar om tre timmar. Utgångspunkten för träffarna bestod i en presentation av en genomförd arbetsmiljökartläggning om arbetsmiljöns balanser och hälsa, en dialog kring densamma och därefter ett arbete i mindre grupper för prioritering och sortering av viktiga arbetsområden (arbetsmiljöbalanser) att jobba vidare med. En viktig del i interventionen var dialogen kring uppdraget. Medarbetare och chefer fick också tillsammans arbeta med att fundera över hinder och möjligheter i arbetet med att nå en mer balanserad arbetssituation samt arbeta med en enkel handlingsplan för hur arbetet skulle fortskrida.

  • 5.
    Ishäll, Lars
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Nylén, Eva Charlotta
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Göransson, Sara
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Aronsson, Gunnar
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Sverke, Magnus
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Unwinding, recovery, and health among social workers and caretakers at psychiatric ward2013Ingår i: Forum för arbetslivsforskning (FALF) - Changes in Working Life: Individual, Organizational, and Methodological Perspectives, Stockholm, Sweden, June 17-19, 2013, 2013Konferensbidrag (Övrigt vetenskapligt)
    Abstract [en]

    Modern-day working life is generally portrayed by an increasing number of people having occupational task, that by their nature, do not permit time-scheduling in a mental sense (Aronsson, 1999). Typical occupations of this kind is social workers, teachers, and caretakers at psychiatric wards. The shared factor is social interaction and where high commitment, and job involvement may lead to problems of detach after the work. These elements include various kinds of problems to which energy is drawn and on which attention is fixed even after the working day. The purpose of this study is to investigate unwinding and recuperation among social workers, caretakers at a psychiatric ward, and teachers as well as caretakers at a psychiatric school for children with mental deficit. This data represent first wave of data from an on-going intervention study conducted at two regions in Sweden, Södermanland and Östergötland. Cluster analysis was used to identify groups of individuals with similar activation-recuperation profiles. The study, group comprised of 377 employees from three organizations. Six items were used and combined to identify level of activation and recuperation during the 24-hr of each day (Figure 1). Three clusters were identified: “alert”, “in-between”, and “recuperated”. About 28% fell into the non-recuperated group, 44% in-between group, and 29% alert group. In the second analysis we investigated how the activation-recuperation profiles differed on a) symptoms of ill-health, b) illness related absence, c) organizational aspects. Preliminary analysis shows that non-recuperated group have more symptoms of ill-health, higher degree illness related absence, and poorer attendance of when sick than the others groups. Failure to recuperate was related to aspects of work the environment such as imbalance between demands-control, and work-life imbalance and illegitimate tasks and wrong task. From a preventive perspective, it is important to identify situations and processes that may lead to occupational exclusion. In the case of this group of social workers and caretakers, a pattern emerged were strongly associated with fatigue, anxiety, and failure to recuperate.

  • 6.
    Lindfors, Petra
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Göransson, Sara
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Ishäll, Lars
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Nylén, Eva Charlotta
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Aronsson, Gunnar
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Sverke, Magnus
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Promoting balance at work and employee health and well-being through a worksite based participatory intervention2014Ingår i: From crisis to sustainable well-being: Abstracts (online), 2014Konferensbidrag (Övrigt vetenskapligt)
    Abstract [en]

    Research has consistently shown that employee health and well-being benefit from a balance between demands and resources at work and from a balance between work-related efforts and rewards. Such balances are in turn linked to the balance between activation and opportunities for recovery, which are central for long-term health outcomes. This presentation summarizes findings from a worksite based participatory intervention. The intervention uses a survey-feedback design as a basis for dialogue based reflexive workshops. In total, four half-day workshops were carried out over a 2-month period. In the workshops, employees identified the most immediate work environment problems and were asked to develop strategies to improve the balance at work. In doing this, the intervention aimed to integrate more strongly organizational work environment policies with the planning of regular activities within each organization. Self-report questionnaire data on work-related factors (e.g., demands and resources), health and well-being (e.g., recovery, self-rated health, subjective health complaints) were collected before the intervention and at a short-time follow-up about six weeks after the intervention. While health-effects seem unreasonable considering the short follow-up period, preliminary findings suggest that this worksite based participatory organizational intervention may have positive effects on factors relating to the work climate.

  • 7.
    Lindfors, Petra
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Nylén, Eva Charlotta
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Göransson, Sara
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Ishäll, Lars
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Aronsson, Gunnar
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Sverke, Magnus
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Promoting balance at work and employee health through a worksite based participatory intervention2014Ingår i: Book of Proceedings, 11th Conference of the European Academy of Occupational Health Psychology: looking at the past - planning for the future: capitalizing on OHP multidisciplinarity / [ed] Nicholas John Artin Andreou, Aditya Jain, David Hollis, Juliet Hassard & Kevin Teoh, Nottingham: European Academy of Occupational Health Psychology, 2014, s. 246-246Konferensbidrag (Refereegranskat)
    Abstract [en]

    Research has consistently shown that employee health and well-being benefit from a balance between demands and resources at work but also from a balance between work-related efforts and rewards. Such balances are in turn associated with the balance between activation and opportunities for recovery, which are central for long-term health outcomes among employees and their managers. This presentation summarizes findings from a worksite based participatory intervention. The intervention uses a survey-feedback design as a basis for dialogue based reflexive workshops. In total, four half-day workshops were carried out over a 2-month period. In the workshops, employees identified the most immediate work environment problems and were asked to develop strategies to improve the balance between various factors at work. In doing this, the intervention aimed to integrate more strongly organizational work environment policies with the planning of regular activities within different work units in the organization. Self-report questionnaire data on work-related factors (e.g., demands and resources), health and well-being (e.g., recovery, self-rated health, subjective health complaints) were collected before the intervention and at a short-time follow-up about eight weeks after the intervention. While health-effects seem unreasonable considering the short follow-up period, preliminary findings suggest that this worksite based participatory organizational intervention may have positive effects on factors relating to the work climate.

  • 8.
    Nylén, Eva Charlotta
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Häsänen, Lars
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Göransson, Sara
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Aronsson, Gunnar
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Sverke, Magnus
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Can increased knowledge about work and health increase well-being?: An intervention study among social service employees2013Ingår i: Imagine the future world: How do we want to work tomorrow?: Abstract proceedings of the 16th EAWOP Congress 2013 / [ed] G. Hertel, C. Binnewies, S. Krumm, H. Holling, & M. Kleinmann, 2013, s. 227-227Konferensbidrag (Övrigt vetenskapligt)
    Abstract [en]

    Purpose: Research has consistently documented a connection between working conditions and employee well-being. The literature emphasizes the importance of a balance at work – for instance, between demands and control, work and recovery, and effort and reward – for work attitudes and health. The purpose of this study is to investigate if increased knowledge through an intervention focusing on the connection between work environment and health has an effect on employees’ work climate and well-being. The intervention focuses on a variety of demands and resources at work, in addition to well-being.

    Design/Methodology: The data is retrieved from an on-going intervention study conducted in the public sector. A total of 178 social service employees participated in a two wave electronic survey conducted before and after the intervention. The intervention was directed to management and employees and had a survey feedback design (4x3 hours during a nine week period). The questionnaire included measures of demands (e.g., workload), resources (e.g., autonomy), and well-being (e.g., quality in sleep.

    Results: Preliminary analyses show that the mean levels of demands, resources and well-being generally remained stable over time. However, there was a decline in job satisfaction and social support over time.

    Limitations: The preliminary results reported at the conference need to be supplemented by follow - up data from a comparison organization. The aim is to collect such data.

    Research/Practical Implications: These results may be useful to organizations that need guidance in how to better integrate a positive work environment mindset into their organizations.

    Originality/Value: There is room for more intervention - and longitudinal studies within occupational psychology.

  • 9.
    Nylén, Eva Charlotta
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Häsänen, Lars
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Göransson, Sara
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Aronsson, Gunnar
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Sverke, Magnus
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Unwinding, recuperation, and health among social workers and caretakers at psychiatric ward2013Ingår i: Imagine the future world: How do we want to work tomorrow? Abstract proceedings of the 16th EAWOP Congress 2013 / [ed] Guido Hertel, Carmen Binnewies, Stefan Krumm, Heinz Holling, Martin Kleinmann, 2013, s. 230-231Konferensbidrag (Övrigt vetenskapligt)
    Abstract [en]

    Purpose: The purpose of this study is to investigate unwinding and recuperation among social workers, caretakers at a psychiatric ward, and teachers as well as caretakers at a psychiatric school for children.

    Design/Methodology: Cluster analysis was used to identify groups of individuals (n=377) with similar activation-recuperation profiles. Six items were used and combined to identify level of activation and recuperation during 24-hr day. Three clusters were identified: “alert”, “in-between”, and “recuperated”. 28% fell into the nonrecuperated group, 44% in-between group, and 29% alert group. In the second analysis we investigated how the activationrecuperation profiles differed on a) symptoms of ill-health, b) illness related absence, c) organizational aspects.

    Results: Preliminary analysis shows that nonrecuperated group have more symptoms of illhealth, higher degree illness related absence, and poorer attendance of when sick than the others groups. Failure to recuperate was related to aspects of work the environment such as imbalance between demands-control, and work-life imbalance and illegitimate tasks and wrong task.

    Limitations: Cross-sectional studies of this kind do not able to test long-term effects. Therefore, we may not answer the question whether these effects are stable over time.

    Research/Practical Implications: From a preventive perspective, it is important to identify situations and processes that may lead to occupational exclusion. In the case of this group of social workers and caretakers, a pattern emerged were strongly associated with fatigue, anxiety, and failure to recuperate.

    Originality/Value: The value this study brings is the understanding how organizational characteristics may wear people down over a period of time by affecting negatively on individuals ability to unwind and recuperate.

  • 10.
    Nylén, Eva Charlotta
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Ishäll, Lars
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Göransson, Sara
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Aronsson, Gunnar
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Lindfors, Petra
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Kylin, Camilla
    Sverke, Magnus
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Kan insatser som syftar till att öka kunskapen om arbetsrelaterade faktorer förändra hälsa och arbetsrelaterade attityder bland medarbetare?2013Konferensbidrag (Övrigt vetenskapligt)
    Abstract [sv]

    Forskningen har konsekvent dokumenterat ett samband mellan psykosociala arbetsvillkor och anställdas hälsa. Litteraturen understryker vikten av balans på jobbet - t.ex. mellan krav och kontroll eller ansträngning och belöning, eller mellan arbete och återhämtning - för arbetsrelaterade attityder och hälsa. Vidare finns det utrymme för fler interventioner och longitudinella studier inom arbetspsykologin. Syftet med studien är att undersöka om ökad kunskap genom en intervention som fokuserar på sambanden mellan psykosociala arbetsmiljöfaktorer och hälsa har effekt på medarbetarnas upplevelse av arbetsklimat och hälsa över tid. Interventionen fokuserar på en mängd olika krav och resurser i arbetet, utöver hälsa och arbetsrelaterade attityder. Data härrör från en interventionsstudie som genomförts i den offentliga sektorn. Interventionen riktades till ledning och medarbetare och var utformad som en undersökning-återkoppling (4 x 3 timmar) under en nio veckorsperiod. Självskattningar avseende krav (t.ex. arbetsbelastning), resurser (t.ex. socialt stöd), hälsa (t.ex. GHQ), samt arbetsrelaterade attityder (t.ex. planer på att säga upp sig) samlades in via en internetbaserad enkätundersökning före och efter interventionen. Totalt deltog 178 anställda vid en socialtjänst. Det slutliga longitudinella urvalet inkluderar 40 medarbetare i en interventionsgrupp och 11 medarbetare i en referensgrupp vilka besvarade enkäten vid båda tillfällena. Analyser visar att de genomsnittliga nivåerna av krav, resurser, hälsa och arbetsrelaterade attityder i allmänhet varit stabila över tiden. Den kvantitativa belastningen (t=3.61; df=39; p<.01) och det sociala stödet (t=3.79; df=39, p<.01) minskade medan medarbetarnas planer på att säga upp sig ökade (t=-2,76; df=39, p<.01). Resultat av MANOVA visade på en multivariat interaktionseffekt mellan tid och grupp för variabeln krav (F[1,49]=3.28, p<.05), vilket indikerar att medelvärdenivåer för interventions- och referensgrupp utvecklats olika över tid. Interventionsgruppens krav minskar över tid vilket var ett förväntat resultat. För övriga studier framkom inga signifikanta skillnader.  Sammanfattningsvis hade interventionen inga effekter på hälsa och arbetsrelaterade attityder över tid, däremot framkom vissa effekter på några aspekter av krav och kontroll som ju speglar den psykosociala arbetsmiljön. Dessa effekter kan tyda på att interventionen satt igång en tankeprocess hos medarbetarna vilket tyder på att den här formen av intervention, över tid, kan ha positiva effekter på medarbetarnivå.

  • 11.
    Nylén, Eva Charlotta
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Lindfors, Petra
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Ishäll, Lars
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Göransson, Sara
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Aronsson, Gunnar
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Kylin, Camilla
    Sverke, Magnus
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi. North-West University, South Africa.
    A pilot-study of a worksite based participatory intervention program: Its acceptability and short-term effects on work climate and attitudes in human service employees2017Ingår i: Work: A journal of Prevention, Assesment and rehabilitation, ISSN 1051-9815, E-ISSN 1875-9270, Vol. 56, nr 4, s. 625-636Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    BACKGROUND: Psychosocial factors, including job demands and poor resources, have been linked to stress, health problems, and negative job attitudes. However, worksite based interventions and programs targeting psychosocial factors may change employees’ perceptions of their work climate and work attitudes.

    OBJECTIVE: This pilot study describes a newly developed worksite based participatory organizational intervention program that was tested in the social service sector. It is evaluated using participants’ perceptions of the intervention to investigate its acceptability as a feature of feasibility and its short-term effects on work climate factors (job demands and resources) and work-related attitudes.

    METHODS: Forty employees of a Swedish social service unit provided self-reports before, during, and after the intervention.

    RESULTS: As for effects, quantitative role overload and social support decreased while turnover intention increased. Responses to an open-ended question showed that participants considered the intervention program valuable for addressing issues relating to the psychosocial work climate.

    CONCLUSIONS: Although the findings are preliminary, it was possible to carry out this worksite based participatory organizational program in this particular setting. Also, the preliminary findings underscore the challenges associated with designing and implementing this type of intervention program, thus adding to the methodological discussion on implementation and evaluation.

  • 12.
    Nylén, Eva Charlotta
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Lindfors, Petra
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Le Blanc, Pascale
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi. Eindhoven University of Technology, Netherlands.
    Aronsson, Gunnar
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Sverke, Magnus
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi. North-West University, South Africa.
    Can a managerial intervention focusing on job demands, job resources, and personal resources improve the work situation of employees?Manuskript (preprint) (Övrigt vetenskapligt)
    Abstract [en]

    Knowledge regarding the effects on employees of occupational intervention programs targeting psychosocial factors at work, including job demands, job resources, and personal resources, is limited and existing studies show mixed findings. This study aimed to investigate potential effects on employees’ job demands (i.e., workload, unnecessary tasks, and unreasonable tasks), job resources (i.e., feedback, control, and goal clarity), and personal resources (i.e., signaling and limit-setting strategies) of an intervention targeting managers’ ways of improving the psychosocial work environment among their staff (SWEActManager). Questionnaire data from employees (n=40) of a Swedish municipality, whose managers (n=4) participated in the program, and referents (n=58 employees), were collected before and after the program. The program included four three-hour workshops delivered during a six-week period. Results from 2(group) x 2(time) ANOVAs showed that all three demands increased over time while job control decreased. There were no significant group effects. One interaction effect only was significant: Unnecessary tasks increased more among referents than in the intervention group. The few significant short-term effects probably relate to challenges in designing and implementing organizational interventions targeting managers, and evaluating their effects among subordinates. This study adds to the limited research regarding the effects of organizational psychosocial interventions including managers for their subordinates’ demands and resources in a changing working life.

  • 13.
    Nylén, Eva Charlotta
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Lindfors, Petra
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Le Blanc, Pascale
    Aronsson, Gunnar
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Sverke, Magnus
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Can a managerial intervention improve employees' work situation?2017Konferensbidrag (Refereegranskat)
    Abstract [en]

    Purpose. Research on psychosocial factors at work has investigated demands, fewer studies have focused on resources. Empirical findings regarding the effects of intervention programs targeting psychosocial factors (job demands, job resources, and personal resources) among employees remain mixed. Little is known about the effects of managerial interventions on employee outcomes. This study aimed to investigate changes in employees’ perceptions of these factors as an effect of an intervention program targeting their managers within a Swedish municipality. Design/Methodology. Questionnaire data on employees’ perceptions of psychosocial job demands (workload, unnecessary tasks, unreasonable tasks), job resources (feedback, control, goal clarity), and personal resources (signaling, limit-setting strategies) were collected before and after the program (4x3 hours during a six-week period). Data from 40 employees, whose managers (N=4) participated in the program, were compared with referents (N=58). Results. Results from 2(group)x2(time) ANOVAs showed that all demands increased over time while job control decreased. There were no significant group effects and only one interaction effect was significant. Unnecessary tasks increased more among referents than in the intervention group between the two time points. Limitations. The few results may relate to the short follow-up time, the implementation plan needing further refinement, and issues inherent of the organization and the intervention program. Research/Practical Implications. The program may contribute to organizations’ work environment strategies, dialogues in the workshops contributed to turning abstract knowledge into concrete action plans. Originality/Value. This study adds to the limited empirical literature regarding effects of worksite psychosocial interventions among managers for employees’ demands and resources.

  • 14.
    Nylén, Eva Charlotta
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Lindfors, Petra
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Le Blanc, Pascale
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi. Eindhoven University of Technology, Netherlands.
    Sverke, Magnus
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi. North-West University, South Africa.
    Do personal resources matter beyond job demands and job resources? Main and interaction effects on health-related outcomes among women working within the welfare sectorManuskript (preprint) (Övrigt vetenskapligt)
    Abstract [en]

    Job demands and job resources have well-known health effects, while less is known about personal resources. Using self-reports from 372 women in the welfare sector, this study investigated the importance of job demands, job resources, and personal resources for health-related outcomes, and mitigating effects of resources. Findings showed linkages between job demands and worse health and the opposite for job resources and personal resources. Lower control aggravated effects of quantitative job demands on health. Lower feedback mitigated the effect of qualitative demands. Personal resources had no moderating effect. To conclude, job resources seem more pertinent to health than personal resources.

  • 15.
    Sverke, Magnus
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Aronsson, Gunnar
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Blom, Victoria
    Häsänen, Lars
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Leineweber, Constanze
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Stressforskningsinstitutet.
    Lindfors, Petra
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Nylén, Eva-Lotta
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Promoting Balance at Work and Employee Well-being? Comparing Two Intervention Types in Swedish Caring Organizations2013Konferensbidrag (Övrigt vetenskapligt)
  • 16.
    Sverke, Magnus
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Aronsson, Gunnar
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Blom, Victoria
    Häsänen, Lars
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Leineweber, Constanze
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Stressforskningsinstitutet.
    Nylén, Eva Charlotta
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    I don’t have the time to do my job: Job demands and resources among Swedish public sector employees2013Ingår i: Imagine the future world: How do we want to work tomorrow?: Abstract proceedings of the 16th EAWOP Congress 2013 / [ed] Guido Hertel, Carmen Binnewies, Stefan Krumm, Heinz Holling, Martin Kleinmann, European Association of Work and Organizational Psychology , 2013, s. 99-100Konferensbidrag (Refereegranskat)
    Abstract [en]

    Working life is characterized by work intensification. This trend is evident also in the public sector where budget cuts result in an increased work load, reduced predictability about the future, work–life interference, and lack of opportunities for recovery. Many employees have to perform their work in conflict to their professional values, have insufficient resources to fulfill their tasks, and perceive a lack of managerial support. The aim of this paper is to investigate the relative importance of such job demands and resources for employee work attitudes, behavior, and well-being. 

    Design/Methodology

    The data are being collected within an intervention project aimed at reducing job demands and increasing job resources. An on-line baseline questionnaire is currently being administered to all employees of a public sector welfare unit in Sweden. 

    Results

    Time 1 results investigating the relative importance of various job demands and resources will be presented. 

    Limitations

    The cross-sectional nature of the baseline data provides preliminary understanding of the importance of demands and resources for employee work attitudes and well-being. These data will subsequently be supplemented by follow-up data, also from a comparison organization, to investigate relations over time. 

    Research/Practical Implications

    The paper has great opportunities of identifying important job demands and resources relevant for employee work attitudes, behavior and well-being, and reveal important avenues for management strategies aimed at balancing job demands with adequate resources. 

    Originality/Value

    The study adds to the literature by taking a broad perspective on job demands and resources in contemporary working life and by identifying important demands in service production. 

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