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  • 1.
    Bernhard-Oettel, Claudia
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Canivet, Catarina
    Aronsson, Gunnar
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Stengård, Johanna
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Östergren, P-O
    The role of social embeddedness for remaining in non-desired workplaces and mental health consequences: Results from Scania Public Health Cohort2019Ingår i: Scandinavian Journal of Public Health, ISSN 1403-4948, E-ISSN 1651-1905, Vol. 47, nr 3, s. 334-343Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    Aims: The aim of the study was to investigate the role of social embeddedness on and off the job in relation to remaining in non-desired workplaces (NDWs) and the development of mental health. Method: The study used questionnaire data from the Scania Public Health cohort (N=2410) that were collected in 2000 (T1), 2005 (T2) and 2010 (T3). Logistic regression models were calculated to probe how NDWs and social embeddedness factors measured at baseline (T1) related to NDWs five years later (T2), and to investigate how NDWs and social embeddedness factors at T2 related to poor mental health at T3. Synergy indices were calculated in both analyses to test for additive v. interactive effects between NDWs and social embeddedness factors on the outcomes. Results: NDWs at baseline and low social embeddedness on and off the job was associated with NDWs at T2. For those in a desired workplace, low support from co-workers as well as low workplace affinity increased the risk to be in an NDW at T2. NDWs and low social embeddedness also associated with impaired mental health (T3). For those in an NDW, low support from co-workers as well as low workplace affinity increased the risk of poor mental health at T3. Conclusions: This study underlines the importance of social embeddedness for NDWs and the development of poor mental health over time. Particularly low social support from co-workers and low workplace affinity seem to be risk factors for future experience of an NDW and impaired mental health.

  • 2.
    Bernhard-Oettel, Claudia
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Näswall, Katharina
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Stengård, Johanna
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Östergren, P-O
    Westerlund, Hugo
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Stressforskningsinstitutet.
    Berntson, Erik
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Inlåsning, anställningsbarhet och välbefinnande efter en omorganisation2013Ingår i: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, Vol. 19, nr 4, s. 101-112Artikel i tidskrift (Refereegranskat)
    Abstract [sv]

    Under perioder där arbetsmarknaden erbjuder färre alternativ är det troligt att fler människor accepterar arbetsplatser där de inte trivs eller stannar kvar på arbeten som de inte vill ha och känner sig inlåsta i. Tidigare forskning har kopplat inlåsning till sämre välbefinnande. Hur inlåsning och välbefinnande förändras när människor byter jobb är mindre känt. Föreliggande studie belyser förändringar i inlåsning, upplevd anställningsbarhet och välbefinnande vid en svensk myndighet efter en organisationsförändring som medfört organisationsinterna arbetsplatsbyten. Resultaten visar på negativa effekter av inlåsning: att stanna kvar på eller flytta till en arbetsplats som man inte önskar ha i framtiden är inte gynnsamt för hälsan.

  • 3.
    Bernhard-Oettel, Claudia
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Stengård, Johanna
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Näswall, Katharina
    University of Canterbury, Christchurch, New Zealand.
    How Are They Now?: Managers’ Well-Being and Organizational Attitudes after the Restructuring of Their Job Positions in a Swedish Governmental Agency2014Ingår 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] N.J.A. Andreou, A. Jain, D. Hollis, J. Hassard & K. Teoh, Nottingham, UK: European Academy of Occupational Health Psychology , 2014, s. 257-258Konferensbidrag (Övrigt vetenskapligt)
    Abstract [en]

    Planned organizational changes often aim to secure organizational sustainability through the means of optimising structures and strategies. However, for employees such organizational changes often imply job changes and the loss of familiar routines. 

    Plausibly, this increases perceived uncertainty and may have negative effects on employees’ organizational attitudes and well-being during the change. If levels of well-being and organizational attitudes are negatively affected in the long run, this may pose threats to the initial aim to secure organizational sustainability. This may even more so be the case if employees such as managers show long-term negative reactions, since managers are in key positions to promote the organizations aims vis à vis employees. Whereas there is much research on employees’ reactions towards organizational change, few studies have specifically analysed managers’ reactions at different organizational levels. Also, many studies focus on certain aspects of uncertainty, but few inspect the consequences of (unwanted) job, task or responsibility changes.

    Accordingly, this study aimed to investigate managers’ well-being and organizational attitudes after organizational changes of management structures. More specifically, it studied how changes in managers’ organizational attitudes and well-being related to changes in job positions, tasks and responsibilities shortly after the organizational restructuring, and more than a year later.

    The study used questionnaire data collected from managers in a Swedish governmental agency undergoing structural changes. During this period all managers had to go through a new recruitment process. Questionnaires were sent out at T1 (summer 2011, one month before the change process started), T2 (spring 2012, two months after the organizational change was finalised) and T3 (summer 2013, 18 months after the organizational change was finalised).

    Data are currently being analysed cross-sectionally (N = 173, 144, and 125) and longitudinally (N = 91 with complete date for t1, t2 and t3). The preliminary findings show the percentage of managers who rated their job positions favorably steadily decreased from T1 to T3, and this related to a significant decrease in self-rated health and job satisfaction. Interestingly, perceptions of tasks and responsibilities of their old and new jobs were still rather similar at T2. How the perceptions of changes in tasks and responsibilities relate to attitudes and well-being a year later (T3) is currently under analysis.

  • 4.
    Berntson, Erik
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Stengård, Johanna
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Dellve, Lotta
    Acceptera villkor eller aktivt avgränsa?: Gångbara strategier för att hantera krav och hög belastning2018Ingår i: Att leda i en komplex organisation: Utmaningar och nya perspektiv för chefer i offentlig verksamhet / [ed] Anna Cregård, Erik Berntson, Stefan Tengblad, Stockholm: Natur och kultur, 2018, s. 114-129Kapitel i bok, del av antologi (Övrigt vetenskapligt)
  • 5. Björk, Lisa
    et al.
    Stengård, Johanna
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Stressforskningsinstitutet.
    Söderberg, Mia
    Andersson, Eva
    Wastensson, Gunilla
    Beginning teachers' work satisfaction, self-efficacy and willingness to stay in the profession: a question of job demands-resources balance?2019Ingår i: Teachers and Teaching: theory and practice, ISSN 1354-0602, E-ISSN 1470-1278, Vol. 25, nr 8, s. 955-971Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    As many other countries around the world, Sweden is currently facing an urgent need for new teachers. Creating sound work environments that can retain beginning teachers in the profession-as well as attract new ones-is one way to address the problem. In order to accomplish this task, research must be able to reflect the complex nature of work environments. In the present study, a cluster analysis of four job demands and five job resources among 328 Swedish teachers in their first year of teaching, resulted in four typical work situations: the advantageous situation (n = 103); the balanced situation (n = 148); the threat situation (n = 34); and the pressed situation (n = 43). Clear differences were found in how teachers in these different clusters perceived their work satisfaction, self-efficacy and willingness to stay, with the teachers in the former two work situations scoring significantly higher than the latter two. The results indicate that teachers can have a very different experience of work at the start of their careers. These findings imply that work environment interventions and induction programmes to support new teachers and prevent them from leaving the profession must be well adapted to the context.

  • 6. Canivet, Catarina
    et al.
    Aronsson, Gunnar
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Bernhard-Oettel, Claudia
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Leineweber, Constanze
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Stressforskningsinstitutet.
    Moghaddassi, Mahnaz
    Stengård, Johanna
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Westerlund, Hugo
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Stressforskningsinstitutet.
    Östergren, Per-Olof
    The negative effects on mental health of being in a non-desired occupation in an increasingly precarious labour market2017Ingår i: SSM - Population Health, ISSN 2352-8273, Vol. 3, s. 516-524Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    Precarious employment has been associated with poor mental health. Moreover, increasing labour market precariousness may cause individuals to feel ‘locked-in’, in non-desired workplaces or occupations, out of fear of not finding a new employment. This could be experienced as a ‘loss of control’, with similar negative health consequences. It is plausible that the extent to which being in a non-desired occupation (NDO) or being in precarious employment (PE) has a negative impact on mental health differs according to age group. We tested this hypothesis using data from 2331 persons, 18–34, 35–44, and 45–54 years old, who answered questionnaires in 1999/2000, 2005, and 2010. Incidence rate ratios (IRR) were calculated for poor mental health (GHQ-12) in 2010, after exposure to NDO and PE in 1999/2000 or 2005. NDO and PE were more common in the youngest age group, and they were both associated with poor mental health. In the middle age group the impact of NDO was null, while in contrast the IRR for PE was 1.7 (95% CI: 1.3–2.3) after full adjustment. The pattern was completely the opposite in the oldest age group (adjusted IRR for NDO 1.6 (1.1–2.4) and for PE 0.9 (0.6–1.4)). The population attributable fraction of poor mental health was 14.2% and 11.6%, respectively, for NDO in the youngest and oldest age group, and 17.2% for PE in the middle age group. While the consequences of PE have been widely discussed, those of NDO have not received attention. Interventions aimed at adapting work situations for older individuals and facilitating conditions of job change in such a way as to avoid risking unemployment or precarious employment situations may lead to improved mental health in this age group.

  • 7.
    Sousa-Ribeiro, Marta
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Stengård, Johanna
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Leineweber, Constanze
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Stressforskningsinstitutet.
    Bernhard-Oettel, Claudia
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Are trajectories of prefered- and expected retirement ages associated with health and effort-impalance at work? Findings from a six-year Swedish longitudinal study2019Ingår i: Abstract Book of the 19th European Association of Work and Organizational Psychology Congress: Working for the greater good - Inspiring people, designing jobs and leading organizations for a more inclusive society, 2019, s. 1450-1450, artikel-id 1307Konferensbidrag (Övrigt vetenskapligt)
    Abstract [en]

    Purpose: One key dimension in the study of retirement decision making is the preferred retirement age (PR-A). Another relevant although less investigated indicator is the age at which one realistically expects to retire (ER-A). This study aimed at identifying trajectories of preferred- and expected retirement age and exploring their associations with changes in self-rated health, depressive symptoms and effortreward imbalance (ERI).

    Design/Methodology/Approach/Intervention: The study used data from four waves (2010, 2012, 2014, 2016) of the Swedish Longitudinal Occupational Survey of Health. Sample consisted of 1440 workers aged 50–59 in 2010 who participated in all waves. Latent class growth modeling was used to estimate trajectories of PR-A and ER-A and their associations with self-rated health, depressive symptoms and ERI were investigated. Participants were divided in two groups according to age at T0 (50-54; 5559) and analyses were age stratified.

    Results: Preliminary results suggest both between-person and within-person variability in retirement age preferences and expectations over six years in the two groups. Trajectories characterised by lower PRA were associated with poorer health and higher levels of ERI. ER-A trajectories in turn seem to be less associated with health and ERI.

    Limitations: This study relies exclusively on self-report measures.

    Research/Practical Implications: The findings reinforce the importance of healthy work environments that facilitate a balance between efforts and rewards for promoting longer working lives.

    Originality/Value: Retirement longitudinal studies are scarce and this study is one of the first to investigate longitudinal relationships between PR-A and ER-A trajectories, and health and effort-reward imbalance at work.

  • 8.
    Stengård, Johanna
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Being stuck in the workplace: Who is locked-in and what are the implications for well-being and health?2018Doktorsavhandling, sammanläggning (Övrigt vetenskapligt)
    Abstract [en]

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

  • 9.
    Stengård, Johanna
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Bejerot, Eva
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Berntson, Erik
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Chefskap, Hälsa, Effektivitet, Förutsättningar i Offentlig Sektor: Teknisk rapport från CHEFiOS projektet, Göteborgs universitet2013Rapport (Övrigt vetenskapligt)
    Abstract [sv]

    Ur förordet:

    Detta är en deskriptiv rapport från CHEFiOS-projektet. CHEFiOS står för Chefskap, Hälsa, Effektivitet, Förutsättningar i Offentlig Sektor. Projektet har finansierats av Vinnova, Västra Götalandsregionen, Göteborgs stad och Göteborgs universitet samt Previa. De kommuner som deltagit i projektet har också bidragit på många sätt, bland annat med lokala projektledare och alla chefer som ställt upp med sin tid.

    Denna rapport är en deskriptiv, teknisk rapport som syftar till att presentera enkäten och källor till de enkätfrågor som ingår i rapporten. Här redovisas också svarsfrekvenser på frågorna. Enkäten har använts till olika analyser vars resultat finns redovisat i ett flertal publikationer.

    CHEFiOS är ett forsknings- och interventionsprojekt med syfte att undersöka och förbättra förutsättningar för chefskap i offentlig sektor. Totalt har sju kommuner och 28 förvaltningar deltagit i projektet där sex förvaltningar har deltagit i interventionen och 22 har varit med som jämförelseförvaltningar. Totalt har ca 750 chefer besvarat enkäten som besvarades dels 2009, dels 2011.

  • 10.
    Stengård, Johanna
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Bernhard-Oettel, Claudia
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Berntson, Erik
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Leineweber, Constanze
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Stressforskningsinstitutet.
    Stuck in the job: Does helplessness precede being locked-in at the workplace or vice versa? An analysis of cross-lagged effects2017Ingår i: Journal of Vocational Behavior, ISSN 0001-8791, E-ISSN 1095-9084, Vol. 102, s. 15-27Artikel i tidskrift (Refereegranskat)
    Abstract [en]

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

  • 11.
    Stengård, Johanna
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Bernhard-Oettel, Claudia
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Berntson, Erik
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Leineweber, Constanze
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Stressforskningsinstitutet.
    Aronsson, Gunnar
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Stuck in a job: Being “locked-in” or at risk of becoming locked-in at the workplace and well-being over time2016Ingår i: Work & Stress, ISSN 0267-8373, E-ISSN 1464-5335, Vol. 30, nr 2, s. 152-172Artikel i tidskrift (Refereegranskat)
    Abstract [en]

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

  • 12.
    Stengård, Johanna
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Bernhard-Oettel, Claudia
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Näswall, Katharina
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Häsänen, Lars
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Berntson, Erik
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Importance of incentives and sufficient information level for displaced worker well-being and attitudes during plant closure2013Ingår 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. 554-555Konferensbidrag (Övrigt vetenskapligt)
    Abstract [en]

    Purpose: Downsizing and plant closures are becoming increasingly common when organizations reduce expenditure. Research has shown that large organizational changes are associated with stress and negative job satisfaction, but the consequences of plant closure on the displaced workers health and attitudes toward their employer is scarce. The study aims at investigating personal factors, such as optimism and employment history, as well as management strategies, such as information and incentives, and their influence on maintaining workers well-being and facilitating their development of new future personal and careerrelated goals. Another aim is to investigate how management strategies affect the workers attitudes toward their organization during the closure process.

    Design/Methodology: To test these hypotheses, questionnaires from 131 employees working for a Swedish plant that is closing down were collected.

    Results: Data was analysed by means of moderated hierarchical regression analysis with wellbeing, coping goal-construct, felt obligations, and withdrawals cognitions as the outcome variables. In a stepwise procedure, the impact of personal employment history, optimism, perceived employability and management strategies was analyzed. As assumed, associations between the outcome variables and management strategies (information, incentives) as well as personal factors (optimism) were found. Partly, employability acted as a moderator.

    Limitations: Cross-sectional data was used and only one plant was examined.

    Research/Practical Implications: Both information and action package could be positively influenced by management.

  • 13.
    Stengård, Johanna
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Bernhard-Oettel, Claudia
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Näswall, Katharina
    University of Canterbury, New Zealand.
    Ishäll, Lars
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Berntson, Erik
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Understanding the determinants of well-being and organizational attitudes during a plant closure: A Swedish case study2015Ingår i: Economic and Industrial Democracy, ISSN 0143-831X, E-ISSN 1461-7099, Vol. 36, nr 4, s. 611-631Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    The present study investigated to what extent perception of closure management (informational justice, severance package satisfaction) as well as individual resources and barriers (employability, tenure) were associated with well-being and organizational attitudes during plant closure. This was studied in a sample of 129 Swedish workers in a plant undergoing closure. The results showed that those who felt communication to be fair reported higher well-being and more positive attitudes. Those who were satisfied with the severance package reported lower intention to leave but also felt fewer obligations towards the organization. Those with higher employability reported higher subjective health. The results also indicated that tenure moderated the relation between informational justice and felt obligations, and employability moderated the relation between severance package satisfaction and organizational attitudes. It can be concluded that closure management together with employees’ different resources and barriers are vital for organizational attitudes and well-being during the closedown process.

  • 14.
    Stengård, Johanna
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi. Stockholms universitet, Samhällsvetenskapliga fakulteten, Stressforskningsinstitutet.
    Berntson, Erik
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Leineweber, Constanze
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Stressforskningsinstitutet.
    Bernhard-Oettel, Claudia
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen, Arbets- och organisationspsykologi.
    Who Gets Stuck in Their Workplaces? The Role of Matching Factors, between Individual and Job, and Demographics in Predicting Being Locked In2019Ingår i: Scandinavian Journal of Work and Organizational Psychology, ISSN 2002-2867, Vol. 4, nr 1, s. 1-18, artikel-id 8Artikel i tidskrift (Refereegranskat)
    Abstract [en]

    When a workplace/organization does not fulfill one’s needs and wishes anymore, many individuals change to other workplaces/organizations. However, for some individuals this is not feasible as they perceive a lack of alternatives; they feel stuck in a non-preferred workplace (being locked in), or they may be in the risk zone of becoming locked in. Few studies have investigated the reasons for becoming locked in, and it is the aim of this study to investigate whether matching factors between work and individual and/or demographic factors can predict locked-in positions. Multinomial logistic regression analyses were performed—cross-sectionally and longitudinally (N = 3633–6449)—and showed that mismatch in terms of over-qualification and lack of physical and mental work abilities increased the odds ratios for being in locked-in positions. In contrast, working in relatively higher socioeconomic categories of both manual and non-manual work, commonly demanding higher education (vocational or academic), protected against being locked in. This study contributes to the career research field by studying determinants of disadvantageous career positions, which have been neglected in past research.

  • 15.
    Stengård, Johanna
    et al.
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Berntson, Erik
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Leineweber, Constanze
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Stressforskningsinstitutet.
    Bernhard-Oettel, Claudia
    Stockholms universitet, Samhällsvetenskapliga fakulteten, Psykologiska institutionen.
    Who gets stuck in their workplaces? The role of matching factors, between individual and job, and demographics in predicting being locked-inIngår i: Artikel i tidskrift (Refereegranskat)
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