De professionellas arbetssätt befinner sig i förändring. Att följa manualer och standarder, att möta en ny typ av redovisningsansvar, extern kvalitetskontroll och krav på dokumentation utmanar på flera sätt den traditionella bilden av professioner. I Frihet under ansvar eller ansvar under tillsyn belyses erfarenheter av dokumentstyrning från tre professioner, revisorer, lärare och socionomer.

Boken fokuserar vad dokumentstyrningen betyder för professionernas kunskapsbas och normbas samt hur professionernas autonomi förändras när det gäller att bedöma vad som ska göras, vad som är kvalitet i arbetet och när det gäller möjligheten att ta ett professionellt ansvar.

De professionellas erfarenheter analyseras utifrån en modell – kunskapstriaden – vars aspekter; kännarskap, känslomässigt engagemang och utvärdering av och ansvar för eget arbete tillsammans antas utgöra en motor för utvecklingen, upprätthållandet och vidareutvecklingen av de professionellas kunskaps- och normsystem.

Boken vänder sig till studerande inom professionsutbildningar företrädesvis på en avancerad nivå och till forskare och andra som har ett övergripande intresse för styrnings- och professionsfrågor. Frihet under ansvar eller ansvar under tillsyn manar också till fortsatt forskning om de professionellas villkor.

The last two decades have seen major welfare state retrenchment in Sweden. The public sector, which used to be a large and stable employer for women, was downsized. Public schools and public health and care services were privatized. Customer choice models were introduced. The rhetoric connected to privatization stressed the unique opportunities for women formerly employed by the state to start their own businesses in this sector, now open for competition and private initiatives. In this paper we ask what the results were. We discuss the results from a feminist perspective, i.e we ask if privatization and business ownership has improved women’s situation on the labor market, or not. The paper draws together the research findings from our own empirical research (about fifteen different studies) as well as from research done by other Nordic scholars in the field.

It is common to view work-family dilemmas like work-family conflict as the individual’s problem despite the fact that these kinds of dilemmas often have contextual sources. The aim of the present study is to explore the experience of work-family conflict among governmental employed managers by examining work demands, boundary setting strategies and organizational flexibility at the individual and at a contextual level where both the organizational belongingness and the gender composition is examined.

Our results show that organizational and contextual research on work-family issues contributes with knowledge about organizational aspects and processes that managers in organizations have to be aware of instead of understanding work-family dilemmas as individuals’ problems. We also conclude that a gender perspective both at the individual and at the organizational level is needed in the field of work-family research.

The high pressure on employees today is resulting in a greater need of balance regarding all of life's demands than ever before, this leads to a fact that employers need to work with balance to create a sustainable workforce, but also for attracting competent employees. To contribute within this area the studied aimed to describe the relationship between employee's preferences and which organizational work-life support efforts employees think will help them create WLB. To describe this relationship quantitative cross-sectional research was conducted with focus on achieving broad trends. The data collection took place in the form of a survey of 139 respondents. In the analysis of the material, all respondents were assigned a preference based on four types of boundaries linked to place, time, relationships and psychological boundaries and an overall preference. These were linked to 20 employer initiatives that employers can work with to promote employees' WLB. The analysis revealed that there was no connection between people's overall preference and most of the WLB employer initiatives that were examined. There was also no correlation between preferences for the different boundaries for place, time, relationships and psychological boundaries and the employer initiatives that were linked to the same boundary. However, there was an overall trend among the respondents that integrating employer initiatives was considered helpful for them to create WLB. This led to the conclusion that there was no significant relationship between preference and what employer initiatives an employee considers help them create WLB, but that the opinion probably is linked to the overall trend for integration into society.

Using an ethnographic approach, the aim of this study was to explore how social workers learn and make sense of experiences in their daily practices. Five events that took place during an ordinary day of child investigation work are described and serve as the basis for the analysis. The findings imply that investigation work is largely a social rationalization process and that the interaction between different actors in work is a strategy to enhance the level of knowledge and contribute to learning among the professionals. Thus, learning is embedded in daily activities, for example, consulting colleagues, framing problems and building relationships. Furthermore, the findings suggest the possibility of assuming a contextualized view of reasoning, a so-called contextual rationality, which maintains that practitioners need to make judgments in a way that is sensitive to and relevant for their own contextualized settings. Contextual rationality is a reasonable strategy to deal with complex problems in daily practices that cannot be completely analysed or solved. Contextual rationality is thus not about accuracy, rather it engages individuals to find meaning and order in the complexity of modern organizations where norms, values and expectations provide frameworks for explanations. Besides offering an explanation for the basis of practice, the study identifies a variety of learning opportunities in everyday practice that could potentially be used in efforts to organize a more reflective practice to facilitate improved workplace learning.

Ingress: 

Två forskare: Risken är att cheferna efter en kurs får en mer idealiserad bild av sin roll som inte stämmer med vardagens verklighet.

En vanligt förekommande uppfattning är att chefer och ledare utvecklas bäst genom att gå på kurs. Men det finns ingen evidens för att det är det bästa sättet att utveckla ledarskapets kompetens.

The aim of this study was to explore knowledge use and learning among social workers in everyday child investigation work. Research was undertaken in two Swedish children’s services departments. The study applied an ethnographic approach. Methods for data collection included interviews, participant observations, reflective dialogues and a documentary analysis of case files. The social workers’ knowledge sources were classified into research-based, practice-based and ordinary knowledge. The findings show that the social workers preferred practice-based knowledge, which was primarily conveyed from colleagues and previous experience, and rarely consulted knowledge from sources found outside the practice setting. Furthermore, the findings suggest that the integration of knowledge was made possible through the social workers' engagement in both a verbal and a more cognitive (tacit) reasoning activity, processes that fostered learning at work. The social workers’ learning was predominantly adaptive as they learned to handle tasks in a fairly routinized way on the basis of rules or procedures. The findings lend support to the notion that the use of different knowledge forms could potentially trigger learning in everyday social work.

I dagens samhälle är kunskap och kompetens kritiska framgångsfaktorer för företag och organisationer. I och med detta är det av stor vikt att kompetens tillvaratas, särskilt när det kommer till rekrytering av chefer. För att göra detta anser vi att man behöver undanröja alla de irrationella faktorer som hindrar att kompetenta människor söker sig till chefstjänster. I ett könssegregerat Sverige behöver särskilt de hinder som gör att kvinnor inte når ledande positioner identifieras och undanröjas. Utifrån detta konstaterande formades syftet med denna studie; att få ökad förståelse och insikt i vad som kan upplevas som hinder för att söka chefstjänster på en statlig myndighet. Studien utgick från en fenomenologisk forskningsansats och genomfördes med kvalitativ metod. Datainsamlingen genomfördes med kvalitativa intervjuer vilka analyserades utifrån en metod, inspirerad av tematisk analys och meningskoncentrering. Resultatet visade att det finns upplevda hinder. De hinder som identifierades var bland annat; ett alltför stort fokus på manligt/kvinnligt och att kvinnor i hög grad vill vara säkra på sin förmåga innan de söker en chefstjänst. I resultatet konstaterar vi även att det till viss del finns hinder i organisationsstruktur, organisationskultur och livet utanför arbetet, men att dessa inte är lika stora som de övriga. 

Studien ger en bild över vilka upplevda hinder för att söka en chefstjänst som kan finnas. Förhoppningen är att resultatet kan vara en hjälp i myndighetens fortsatta arbete med att få fler kvinnor till ledande positioner. En slutsats vi drar är att arbetet med att få jämn könsfördelning är komplext och att det finns risk att ett fokus på hinder i sig blir ett hinder.

The increase of telework during the pandemic is predicted to impact working life, not only in terms of a larger number of employees working from home, but more importantly, it may transform the way we conceptualise work. This will in turn impact systems for and participation in lifelong learning. There is a risk for increased social inequalities, as neither telework nor lifelong learning is evenly distributed among workers. Statistics on telework in the EU show that there are differences between age groups, nations, sectors, and professions. If these trends will steer forward, there is a risk of widening gaps between countries, companies, and workers. To establish the current knowledge base, we have gathered literature reviews from several disciplines. One finding is that the previous literature on telework has not included lifelong learning in any form (formal, non-formal and informal). Based on a review of previous studies, we suggest a number of research questions for future research. This is relevant as research about telework and lifelong learning has the potential to contribute to a sustainable working life in terms of providing more flexible arrangements for employees and to support the lifelong learning that takes place in contexts such as the office, home, online meetings, and virtual reality.

This study examines how teaching English at a distance through CMC is experienced by teachers and how it compares to classroom teaching to discuss how teaching environments impact English teaching. Doing this through qualitative semi-structured interviews with 7 English teachers in Swedish upper-secondary schools. The theoretical framework of this study is the sociocultural theory which is used to analyze the data. The results indicate that the teachers have implemented teaching alterations due to them finding that the main differences are not related to content and materials instead correlating to how they teach it. Due to limitations in non-verbal interactions and increased chances of misunderstanding, instructions are more concise, and individual interaction is more common than group tutoring. Furthermore, an increase in cheating has led to reductions and alterations in testing. The most significant effect on teaching reception skills is technical issues. There is a marginal increase in teaching the speaking skill due to pupils responding well to social interaction along with an increase in their learning. Writing is still commonplace, but the written assignments are shorter and smaller in scope compared to the classroom. The teachers have experienced an overall reduction in pupil learning because of motivational and interactional complications. In conclusion, the changes to English teaching are adjustments that focus on pupil-teacher interaction due to individual learning not working properly at a distance because of the reduced capabilities to supervise pupils along with adjustments of how they teach the language to counteract the loss of physical teaching attributes.

BACKGROUND: In 2020 the Swedish Government started a gradual raising of the retirement age, but employers have been silent on the issue. Little is known about whether and how they reflect on what it will mean for their organization, or whether they already have, or are going to, make arrangements in order to facilitate and motivate older workers to stay longer.

OBJECTIVE: The aim of this study was to explore and describe managers' experiences of older workers and age management in connection with the increase of the retirement age in Sweden.

METHODS: Data was collected through semi-structured interviews with fourteen managers from a broad set of organizations in the public and private sectors, and from the Middle and East of Sweden. The transcribed material was analysed in line with qualitative content analysis.

RESULTS: The analysis ended up in seven main categories with associated sub-categories: Older Workers, Retirement Ages, Transition Initiatives, Competence Transfer, Competence Development, Increased Retirement Ages, Knowledge Gaps.

CONCLUSION: Our findings reveal that there is an ambivalence in addressing the issue of age among the interviewed managers, what we have interpreted and labelled as "silent age discrimination", and it was shown that they do not have elaborated strategies for age management.

BACKGROUND: The ageing population has initiated a debate about a prolonged working life. There is an interest in finding the pre-retirement predictors of bridge employment and retirement decisions, but the understanding of the experiences of bridge employees is still limited.

OBJECTIVES: The aim was to describe the characteristics of the pensioners working for a staffing agency, their motivational aspects, work patterns and types of services they provided.

METHODS: This article analyses the results from a Swedish staffing agency's yearly co-worker questionnaire from December 2017. The response rate was 44% (N = 1741). The design is descriptive, with correlation analyses and construction of typical cases.

RESULTS: Most study participants were aged 65-74 years. Sixty-five percent were men, 66% were cohabitating/married, dominating education level was secondary school or higher education (79% ). Important incentives for working were the social context and to gain extra income. A majority of the respondents also stated that their work increased their overall well-being. Seventy-eight percent worked 25 hours per month or less, 37% wanted to work more, 3% wanted to work less. Private services dominated with 61% ; most common were gardening (43% ), trades (33%) and cleaning (31% ).

CONCLUSIONS: More men than women chose this form of work. While single women need to work out of economic necessity, men, to a larger extent, work for the social context and well-being. The highest work frequency in 2017 (14%) in the population was found for those who retired in 2015, i.e. two years after their retirement year. A majority indicated that the work they were doing was different from earlier in their working life.

Despite efforts to improve employment outcomes for autistic individuals, internationally their employment rates remain low. There is a need to better understand the factors influencing successful employment for autistic adults in the labor market from the perspectives of multiple keystakeholders. This study represents the second in a series of papers conducted as part of an International Society for Autism Research policy brief aimed at improving employment outcomes for autistic individuals. A community consultation methodology using focus groups, forums, and interviews was applied with autistic individuals (n = 19), family members (n = 18), service providers (n = 21), employers (n = 11), researchers (n = 5), and advocacy group representatives (n = 5) in Australia, Sweden, and the United States, aiming to identify the factors perceived to determine gaining and maintaining employment for autistic individuals. Directed content analysis, guided by the International Classification of Functioning, Disability and Health (ICF), was conducted to investigate the key factors influencing employment outcomes for autistic individuals. Meaningful verbal concepts, or units of text with common themes, were also derived from the qualitative data and then linked and compared to the ICF Autism Spectrum Disorder (ASD) Core-sets. Across countries, activity and participation and environmental factor categories of the ICF were the most associated with employment outcomes. Results suggest that removal of environmental barriers and enhancing environmental facilitators may assist to remediate ASD-related difficulties in the workplace.

LAY SUMMARY: This study sought to understand the perspectives of autistic individuals and key stakeholders on factors influencing if autistic adults get and keep jobs. Across Australia, Sweden, and the UnitedStates, focus groups and interviews were conducted to understand international perspectives on what helps and hinders getting and keeping a job for autistic individuals. The environment, including supports, relationships, attitudes, and services, were perceived to be the most important for workplace success. Intervention targeting barriers and facilitators in the workplace environment may support autistic adults to be successful in the labor market.

Följande examensarbete på kandidatnivå utgår från problemformuleringar kring hur personliga egenskaper, relaterade till McCrae och Costas (2002) femfaktormodell, förekommer och används i rekryteringsprocesser. Två kvantitativa studier upprättades, där den första studien testade två hypoteser gällande personliga egenskapers förekomst i (N = 192) platsannonser utifrån en innehållsanalys som analyserades med frekvensanalys och Cramérs V. Den andra studien testade två hypoteser kring rekryteringsansvarigas personlighetsfaktorer och deras bedömning av lämplig kandidat genom en enkätundersökning med (N = 30) deltagande rekryterande chefer och HR-medarbetare. Enkätverktyget bestod av två delar, där första delen utgjordes av ett befintligt validerat test och del två konstruerades av författarna. Den andra studien har analyserats med Pearsons Korrelationskoefficient för att ta reda på samband mellan variablerna som mättes i enkäterna. Resultatet i studie ett visade att samvetsgrannhet var den personlighetsfaktor som förekom i majoriteten av platsannonserna. Resultatet i studie två visade att samvetsgrannhet kan ha viss betydelse vid bedömning av lämplig kandidat (r = 0,376, p < 0,05).

I den digitala världen som vi lever i är vi mer uppkopplade och hanterar mer information än någonsin tidigare. Informationen, som i fel händer kan leda till katastrofala händelser för dagens företag. En viktig aspekt som ofta diskuteras är de anställda som ofta regleras av företagsspecifika policyer för att hålla företaget på en säker väg. Efterlevnad från de anställda är inte så enkelt som att bara tala om för dem att följa företagets regler, det måste finnas något mer för att motivera de anställda och därigenom skapa en säker miljö att arbeta inom.

Denna rapport presenterar en studie där forskning har utförts för att analysera hur företag i Sverige arbetar för att höja efterlevnaden av företagets policyer med fokus påinformationssäkerhet och medvetenhet om informationssäkerhet. Genom att använda grounded theory i kombination med kvalitativa, semistrukturerade intervjuer med en representant från varje företag som har ansvar för företagets informationssäkerhet, har vi studerat vilka metoder företag använder för att öka efterlevnaden av deras policyer. Resultaten visar att utbildning är en viktig metod som tillämpas, men det finns fleraolika variationer av utbildning och företagen skiljer sig åt i hur de informerar sina anställda om risker som är kopplade till policyer. En annan upptäckt som har kommit fram i denna forskning är att ansvaret för utbildning och policyer är snarlika blandföretagen. I slutsatsen av denna rapport presenteras rekommendationer som potentiellt kan hjälpa företag att öka efterlevnaden av sina IT-policyer. Dessa rekommendationer baseras på de metoder som har framkommit i de intervjuer som utförts i denna studie. 

Systemic intense analysis of material and energy flows, aims efficiency improvement, waste reduction and innovation. There is potential for a mismatch between the amount of potential solutions produced and the capacity to develop them by the systemic analysis and design team, requiring an intermediate strategic step of intellectual capital management. A conceptual model, interconnecting analysis activities with the strategic management of intellectual capital, is presented, encompassing project development and implementation. Without protection, a project's economic viability can be compromised. Within the research, several consultations were conducted by email, at the national, European and global level, to agencies and institutions with intellectual property protection mandates. The results unveil opportunities for enhancement of existing protection models to cover detected gaps, pointing to the kind of innovative solutions lacking forms of protection. A four-stage model is presented to promote and contribute to the dissemination of systemic project and analysis as a practice at the service of environmental management, which is in line with green practices of intellectual capital management (considering environmental, social, and economic sustainability). This model is complemented by two novel indexes: The Protection Prioritization Index - PtPI and the Development Prioritization Index - DPI. A four-stage model is presented to promote and contribute to the dissemination of systemic project and analysis as a practice at the service of environmental management, which is in line with green practices of intellectual capital management (considering environmental, social, and economic sustainability). This model is complemented by two novel indexes: The Protection Prioritization Index - PtPI and the Development Prioritization Index - DPI. A four-stage model is presented to promote and contribute to the dissemination of systemic project and analysis as a practice at the service of environmental management, which is in line with green practices of intellectual capital management (considering environmental, social, and economic sustainability). This model is complemented by two novel indexes: The Protection Prioritization Index - PtPI and the Development Prioritization Index - DPI.

Employment outcomes for individuals with autism spectrum disorder (ASD) are poor and there is limited understanding on how best to support individuals with ASD in the workplace. Stakeholders involved in the employment of adults with ASD, including employers and employment service providers have unique insights into the factors influencing employment for this population. Organisational and individual factors facilitating successful employment for adults with ASD across Australia and Sweden were explored, including the supports and strategies underpinning employment success from an employers' perspective. Three themes including Knowledge and Understanding of ASD, Work Environment and Job Match emerged, suggesting that a holistic approach was key to supporting success, with employer knowledge and understanding of ASD underpinning their ability to facilitate employment.

Syftet med studien var att med en kvantitativ enkätundersökning studera graden av arbetsmotivation och hur den påverkas av distansarbete, samt att undersöka om arbetsmotivation och distansarbete korrelerade med faktorerna; inställning till förändring, balans mellan arbets- och privatliv, interaktion med kollegor samt samhörighet till kollegor. Studien baserades på Self Determination Theory som utifrån människans tre psykologiska behov, autonomi, kompetens och samhörighet, redogör för arbetsmotivation. Totalt besvarade 247 respondenter (N=247) enkäten vilken till stor del utgjordes av mätinstrumentet BNS-W (Deci et al., 2001; Ilardi et al., 1993; Kasser et al., 1992). Respondenterna påvisade en hög grad arbetsmotivation. Samband mellan arbetsmotivation och distansarbete undersöktes i en linjär regressionsanalys, vilken påvisade ett icke-signifikant samband. Ett resultat som visade indikation på att respondenternas arbetsmotivation inte påverkats av omfattning distansarbete. Arbetsmotivation, omfattning distansarbete och de faktorer som studien undersökte testades med Spearmans rangkorrelationskoefficient (rs). Där ett flertal signifikanta korrelationer identifierades, dessa korrelationer tyder på att faktorerna kan ha en inverkan på arbetsmotivationen vid distansarbete.

I denna studie undersöks chefers uppfattning om vad som attraherar, behåller och utvecklar dem med deras arbete. Syftet är att analysera deras uppfattning av IKEA som arbetsgivarvarumärke samt se hur uppfattningen förändras under deras anställningstid. Bakgrunden till studien baseras på samspelet mellan individ och organisation samt forskning om begreppet arbetsgivarvarumärke. Studien genomförs med en kvalitativ metod och en konstruktionistisk ontologisk utgångspunkt. Empiri samlades in genom sex semistrukturerade intervjuer med chefer på IKEA Jönköping. Vilken sedan analyserades med inspiration av en fenomenografisk utgångspunkt för att finna variationer av uppfattningar. I resultatet urskiljs skillnader i hur cheferna uppfattar arbetsgivarvarumärket i de tre faserna attrahera, behålla och utveckla. Cheferna attraherades av försörjning, anställningstrygghet och personlig utveckling. Deras uppfattning om arbetsgivarvarumärket är i dag mer samstämmig där fokus ligger på organisationskultur och utveckling. Inför framtiden uppfattar respondenterna möjligheten till utveckling som en viktig del av arbetsgivarvarumärket. Genom att samla arbetet kring attrahera, behålla och utveckla personal stärks arbetsgivarvarumärket. Detta är något som kan förtydliga Human Resource avdelningens roll i organisationen.

Today’s fast-paced and global market has added pressure on firm’s to constantly strengthen their competitive advantage. Over the last couple of years, mergers and acquisitions (M&A) have become an increasingly used strategy for firms to acquire resources that cannot be developed internally. However, M&As often fail to achieve the initial purpose. The purpose of this study was to investigate two research questions; RQ1: What are the effects on employees in a newly created multicultural team that is the outcome of a merger between two firms? and RQ2: How can managers manage these effects, in order to create a successful team integration?To gain understanding of the phenomena, and their respective connections, qualitative research has been conducted. Through a multiple case study design, and data collection in the form of interviews, empirical data was obtained. In total eight interviews were conducted with individuals originating from different roles and acquired firms. Their experiences and emotions were later analysed through thematic analysis and coding.The findings of this study add an additional layer to the conclusions of previous studies within the area of multicultural team integration, post-acquisition. Well-communicated integration strategies have been deemed important; this study confirms that statement. However, the findings of this study provide evidence that transparency should be considered an important dimension of the communication strategy, in order to increase employee satisfaction.

Detta arbete handlar om att ta fram nya rutiner till handboken för den psykiatriska slutenvårdens vårdadministration i Region Jönköping. Jag har arbetat med att ta fram rutiner för att skriva journalanteckningar för epikris, inskrivning, daganteckning samt LVM. Syftet med undersökningen var också att ta reda på vad i en rutin som gör den effektiv att använda och vad som gör det svåranvänd. Jag utgick från begreppet användarbarhet för att finna min teoretiska referensram. Arbetet genomfördes med hjälp av aktionsforskning på psykiatriska intensivvårdsavdelningen och avdelning H och F på Länssjukhuset Ryhov.För att samla in data och empiri om uppgifternavar jag på plats i tre veckor där jag själv utförde uppgifterna och tog anteckningar om hur de utförs. Sedan skapades rutinernai en första version. När den första versionen var klar skickades de ut med medföljande enkät till personal inom psykiatrin för utvärdering och slutligen skapades version 2 av rutinerna som är den slutgiltiga versionen i arbetet.Designprocessen kan beskrivas som en iterativ process där användare av rutinen medverkar och utvärderar rutinerna i en verklig situation för att sedan lämna feedback till mig.Resultatet visar att rutiner har aspekter som gör de röriga att läsa och följa. Det är inte alltid bäst att försöka ta med alla moment i en rutin. För förstagångsanvändare leder information som inte är direkt relevant oftast till att rutinen känns rörig. Bilder kan vara ett bra hjälpmedel men de ska fylla en funktion. Slutsatserna är att testning och utvärderingav rutiner kan vara till stor hjälp för att få fram bra rutiner. Det som gör en rutin effektiv att använda är korta precisa instruktioner. Dock skiljer det sig över vilken sorts information förstagångsanvändare och mer erfarna användare letar efter först.Version 2 av rutinerna är slutversionen och ingen ytterligare testning görs. Verksamhetenkan dock ändra rutinerna i sitt nuvarande skick efter behov.

Studien undersökte faktorer som kan förklara bristen på kvinnliga chefer och frågeställningarna berörde vilka egenskaper kvinnor och män tillskrev sig, om en önskvärd chef tillskrevs feminina eller maskulina egenskaper samt även könsskillnader angående balansen mellan familjeliv/arbetsliv. Ett bekvämlighetsurval gjordes på ett privat företag (n=82) och instrument som användes i undersökningen var BSRI-SE (Bem, 1974; Persson, 1999) (α=0.85) samt en omarbetad version av Work/family pressure scale (Marongiu & Ekehammar, 1999) (α=0.71). Resultatet av en One-Way ANOVA analys visade signifikanta skillnader mellan respondenterna angående femininitet (p=0,001) men inte gällande maskulinitet (p=0,103). Maskulina och feminina egenskaper var önskvärda hos en chef dock skattades maskulina egenskaper något högre än feminina egenskaper. Undersökningen visade också att männen hade lättare för att balansera familjeliv med arbetsliv. Slutsatsen blev att chefsrollen fortfarande överensstämmer något mer med den manliga normen samt att männen hade lättare för att balansera familjeliv/arbetsliv.

Det övergripande syftet för studien var att undersöka huruvida konflikter på arbetsplatser förändrats till följd av ökat distansarbete. Mer specifikt syftar studien till att undersöka om chefer på arbetsplatser behöver andra strategier i konflikthanteringen i ett ökat distansledarskap. Studien genomfördes med en kvalitativ forskningsansats i form av semistruktuererade intervjuer. Respondenterna i studien var 2 manliga och 9 kvinnliga chefer (N=11) inom olika yrkesområden, mellan 30-62 år. Ett kriteriebaserat bekvämlighetsurval tillämpades. För att analysera det insamlade materialet användes tematisk analys, vilket resulterade i fyra teman (ledarskap, effekter av digital kommunikation, medarbetaransvar och rättvisa) med tillhörande underteman. Resultatet visade att distansarbetet har medfört att upplevelser om misstro, uttalat behov av rättvisa processer samt passivitet hos medarbetare, har blivit viktigare att hantera för att minska organisationernas konfliktpotential. Slutsatsen är att ett ökat distansarbete har medfört att organisationernas konfliktpotential har förändrats, samt att det krävs andra strategier för att upptäcka och hantera arbetsrelaterade konflikter.   

Psykosociala arbetsmiljöfaktorers inverkan på hälsa och produktivitet kan sammanfattas i ett antal balanser; balanserna krav–kontroll, ansträngning–belöning, arbete–återhämtning, mål–resurser och kvantitet–kvalitet. 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.

The purpose of the study was to examine the importance of language, leadership- and

organisational culture, and culture and values for the communication and understanding

between workplaces and immigrant interns. The qualitative study was based on semi-

structured interviews with a total of six respondents from two different companies. The

communication and understanding could be facilitated by a common understanding of a

language, and if the interns have adequate competences for their tasks. Leadership- and

organisational culture were smaller barriers for the understanding, provided that the

interns came from similar environments. The least important factors were culture and

values, in case of that both the workplaces and the interns were motivated to follow the

common organisational values. The organisational values could thus fill a pedagogic

purpose for improving the understanding. More common language skills, competences

and values seamed to facilitate the communication and understanding between the workplaces and the interns.

Organisationer i dagens samhälle kan genom motiverade medarbetare effektivisera sin verksamhet utan att öka kostnaderna. Studiens syfte var att undersöka huruvida det finns köns- ålders- och utbildningsnivårelaterade skillnader med utgångspunkt från Herzbergs tvåfaktorsteori. Vi utförde en kvantitativ enkätundersökning (n=93) på två organisationer med hjälp av bekvämlighetsurval. Reliabilitetstestet Cronbachs alfa utfördes på enkätverktyget och visade till viss del på låg reliabilitet. Vi använde oss av One Way ANOVA och Bonferroni Post Hoc test för att analysera resultatet, vilket visade att det finns signifikanta könsrelaterade och åldersrelaterade skillnader med utgångspunkt från Herzbergs tvåfaktorsteori, men ingen signifikant utbildningsrelaterad skillnad.

PURPOSE: This review sought to answer the question "What are the barriers and facilitators influencing people's experience of return to work following spinal cord injury?"

METHODS: Studies that met the selection criteria were identified, presented and critically appraised using National Institute for Health and Care Excellence guidelines. Thematic synthesis was completed with studies possessing strong methodological rigor. Synthesis and interpretation involved three stages; coding of primary data; development of descriptive themes reflective of the primary data; and establishment of analytical themes to answer the review question.

RESULTS: Data from nine papers were included in the thematic synthesis. Several descriptive themes and three analytical themes were drawn from the data to answer the research question. Analytical themes included: a matrix of personal and environmental factors exists requiring complex navigation in order to create possibilities and opportunities for postinjury employment; the process of seeking or gaining employment shares a reciprocal relationship with the temporal nature of adjustment to spinal cord injury; and there is an intrinsic need for occupational engagement through paid employment.

CONCLUSIONS: Returning to or gaining employment after spinal cord injury is a fundamentally difficult experience for people. Multiple strategies are required to support the navigation of the process. There is, however, a need in people with spinal cord injury, to be a worker, and with that comes the inherent benefits of being employed. Implications for rehabilitation Returning to work should be a significant focus of spinal cord injury rehabilitation. Employment is both possible and health promoting following spinal cord injury. Multiple strategies are required to support people to navigate the return to work process. It is important to be cognizant of the individual motivations for being a worker and the complexity of the adjustment process. Spinal cord injury centers can provide a consistent and supportive framework and culture of positivity about employment after spinal cord injury.

BACKGROUND: Vocational potential in people with spinal cord injury (SCI) are unrealised with rates of employment substantially lower than in the labour force participation of the general population and the pre-injury employment rates.

OBJECTIVES: To understand the experience and pathway of people achieving employment outcome after traumatic spinal cord injury by; classifying participants into employment outcome groups of stable, unstable and without employment; identifying pre and post-injury pathways for participants in each group and, exploring the experiences of people of seeking, gaining and maintaining employment.

METHODS: Thirty-one participants were interviewed. Mixed methods approach including interpretive phenomenological analysis and vocational pathway mapping of quantitative data.

RESULTS: The most common pathway identified was from study and work pre-injury to stable employment post-injury. Four super-ordinate themes were identified from the interpretive phenomenological analysis; expectations of work, system impacts, worker identity and social supports. Implications for clinical practice include fostering cultural change, strategies for system navigation, promotion of worker identity and optimal use of social supports.

CONCLUSIONS: The findings increase insight and understanding of the complex experience of employment after spinal cord injury. There is opportunity to guide experimental research, policy development and education concerning the complexity of the return to work experience and factors that influence pathways.

There is a debate about the meaning and importance of paid work for individuals as well as for society. On the one hand, paid work is considered the only way to secure general welfare. On the other hand, the Jobs Strategy urged by the OECD as the only possible model for achieving welfare is questioned and challenged through the idea of basic income. While basic income is frequently discussed within other disciplines, it is scarcely raised within occupational science, despite its obvious relevance. In this article, the significance of paid work and the possible consequences of introducing basic income are raised. Paid work may have healthy effects, but for many people worldwide dependence on paid work for basic security implies unhealthy, hazardous, and unsecure circumstances. Basic income may have a substantial impact on people’s occupational patterns as well as their experiences of occupational meaning. Three underlying rationales for introducing basic income can be traced: i) abolish a bureaucratic payment transfer system and maintain consumption, ii) diminish poverty and enhance a self-determined life, and iii) deepen democratization. These three rationales are discussed through the lens of Arendt’s vita activa: labor, work and action. Rationales underlying claims for basic income have substantially different underlying ideologies and are therefore important to scrutinize. Rationales mainly building on maintaining consumption imply a risk that people are reduced to homo consumens and denizens. Developing all modalities creates opportunities for occupational justice as well as inclusion and citizenship.

Background: The role of the HR function within the organization has developed throughout the 20th century. However, towards the end of the century it has become known as the trend HR transformation. The trend has meant that HR has become increasingly strategic and hence many HR processes have been delegated to the managers in the line. This trend has not always been appreciated or desired by the managers who are now expected to lead the HR processes. Today, a problem is seen around managers being dissatisfied with the new support based on the more strategic HR function, which makes their work more difficult. Research on the subject has highlighted what may be the basis for the prevailing problem. However, the problems seem to persist in the Swedish labor market.

Purpose: To describe the manager's prerequisites for leading HR processes at a Swedish organization.

Method: The study is an intensive case study where qualitative data were collected through seven semi-structured interviews. To describe the data that has emerged about the informants' experiences of their ability to lead HR processes, the data has been analyzed through a thematic analysis with an inductive role of theory.

Conclusion: The study describes the four key prerequisites: Employee responsibility, Knowledge, Diverse needs for support and Cooperation. The prerequisites depend on that the managers are leading all HR processes at the organization, and that the managers are perceiving it positive to be the process owner. The study's described knowledge contribution provides an understanding of what can remedy managers' dissatisfaction with the new support from a more strategic HR function. The new knowledge can be applied by organizations in similar contexts that have or plan to implement an HR transformation to create the right conditions for their managers to implement and lead HR processes.

Regioner kan ses både som mål och som medel i den omvandling som fört den traditionella industriella ekonomin in i en ny era präglad av verksamheter som använder kreativitet och annat kunskapskapital för att producera upplevelser. Mål eftersom regionerna utanför storstadsområdena svarat för en stor del av den svenska tillverkningsindustrin och följaktligen avkrävs förnyelse. Medel därför att dessa regioner besitter en stor potential att aktivera i form av nya framväxande näringar med avstamp i design, upplevelser och kulturarv.

Denna antologi har som syfte att reflektera kring och konkret belysa på vilka sätt lokalt/regionalt främjande av entreprenörskap i kreativa näringar kan stimulera såväl den egna som den nationella utvecklingen och dessutom lägga grunden för en ’glokal’ utvecklingsstrategi där en bro slås mellan det lokala och det globala.

Boken vänder sig till alla som har intresse för dialog mellan praktik och forskning till nytta för regional utveckling: beslutsfattare, utvecklare, samhälls-entreprenörer och entreprenörer i näringslivet liksom till högskolans forskare, lärare och studenter. Vi vill nå denna breda läsekrets dels genom att ur olika perspektiv belysa den initiativkraft som de kreativa och upplevelse-inriktade näringarna förmedlar, dels genom att praktisera interaktiva metoder, alltså arbetssätt som ser kunskap som en produkt inte bara av dialog forskare emellan utan också mellan forskare och praktiker.

Bokens författare är 14 forskare och sex praktiker. Forskarna representerar olika discipliner: etnografi, företagsekonomi, kulturgeografi, idéhistoria, industriell organisation och statsvetenskap. De medverkande praktikerna arbetar som utvecklare och kommer från fyra regioner med olika särdrag: Jämtland, Halland, Gotland och Gnosjöregionen. Dessutom representerar de vitt skilda erfarenheter utifrån olika utvecklarroller med inriktning på industri, företag, samhälle, design och turism.

Forskarna och utvecklarna delar ett starkt intresse för att ge läsarna inblick i de kreativa och upplevelseinriktade näringarnas framväxt och nutida betydelse. De vill inte minst förmedla insikter i hur kreativa och entreprenöriella processer kan kopplas till lärande och utveckling.

Boken rapporterar från ett brett samverkansprojekt som initierats av KK-stiftelsen och Arbetslivsinstitutet tillsammans med fem kommuner, två länsstyr-elser, ett landsting, två regionförbund och fyra högskolor. Projektets ambition har varit att skapa bättre förutsättningar för framväxten av nya jobb och företag genom kunskaps- och kompetensutveckling inom kreativa näringar. Så kan befintliga företag utvecklas och så kan nya entreprenörer stimuleras att gå till handling genom att knyta högskolorna närmare de företag och organisationer som finns i respektive region.

De fyra nämnda regionerna - Gnosjöregionen, Gotland, Halland och Jämtland – som samarbetar i ett FoU-nätverk är både lika och olika ifråga om storlek, geografisk lokalisering, näringsstrukturella traditioner, utmaningar de står inför respektive vilka ambitioner de uttryckt och strategier de format för att hantera sina utmaningar. Forsknings- och utvecklingsaktiviteter med sikte på nyskapande design, engagerande upplevelser och identitetsstärkande kulturarv bidrar till inspiration och lärprocesser som växlas upp av förstärkta länkar mellan samhälle-högskola-näring-kultur.

The overall aim of this study is to investigate and analyze the child welfare workers’ experiences of working within the public welfare agencies and to gain an insight into how they experience and how they are affected by obstacles and opportunities in their work environment. The study is based on a qualitative methodological approach and consists of individual research interviews. All child welfare workers in the study describe their work situation as very tough with a high inflow of cases which is difficult for the workers to influence. Many child welfare workers consider it to be difficult to find the time to finish their work within the timescales that are regulated in the Social Services Act. The results of the study reveal that the child welfare workers’ work environment is characterized by different cultures that influence each other, limiting the child welfare workers’ discretion and generate stress. This has a negative impact on the child welfare workers’ work environment and ultimately results in high turnover.

The purpose of this study was to investigate how generation Y in RGB (fictional name) describes different leadership preferences and to further evaluate whether RGB´s recruitment strategy aligns with those preferences. A targeted selection of organization was made followed by a targeted selection of participants which resulted in eight respondents (n=8). A qualitative approach designed as a case study was conducted. The study included both unstructured and semi-structured interviews. A pilot study was carried out to get a wider view and understanding of the complexity of the organization. A complementary interview was also performed since the organization showed an interest in comparing their recruitment strategy with the participants´ descriptions of leadership preferences. The distribution of the sample was six women and two men with varying occupational roles but with two things in common, social work and the exercise of public authority. The Pilot study, main data collection and the complementary interview was analyzed using elements from both thematic- and pragmatic analysis. The result of the study showed that the overall recruitment strategy in wide terms aligned with the leadership preferences presented by generation Y. Social competence, self-awareness and presence were central aspects which were mentioned by both participants, recruitment officer and HR-consultant.

The aim is to investigate how experiences of work amongst teachers and auditors change as a shift from input control towards action control is implemented through management by documents. The study is based on interviews with auditors and teachers with long professional experience. The result shows that action control of professionals implies that (i) the core of work shifts from being based on relationships with clients to be based on documentation; (ii) priorities change to satisfy document requirements; (iii) there is a reduction in the sense of the work being relevant. These implications reduce the professionals work-related enthusiasm. In conclusion: management by document establishes conditions that do not provide incentives for professionals to fully apply their individual capabilities, thereby also preventing professional development and learning.

Background - Women are underrepresented in top management positions all over the globe. This also applies to Sweden, despite the country's long progressive and high material prosperity. This situation is particularly evident in the banking sector, where women represent approximately half of the workforce. However, in the four largest banks in Sweden, women only occupy 33,25 percent in the highest management teams and 34,5 percent on the boards. This phenomenon is often referred to as “the glass ceiling,” a set of barriers that hinder women’s accessibility to top management positions. This underrepresentation is, in turn, likely to result in a loss of potential human resources due to organizations not searching for competent candidates in approximately half of the population. Further, banks are associated with a lot of power in the society, where they have a significant impact, with a critical role in the economy, contributing to financial growth. Initiatives by for instance the EU Commission to increase gender diversity are on the high agenda. Consequently, the subject of understanding and overcoming these barriers stands high on the agenda of both politicians and researchers. Purpose - The purpose of this study is to identify barriers among women toward reaching top management positions in the commercial banking sector, as well as how women in top management positions have overcome them. By investigating the barriers and how women overcome them, we will contribute with a deeper understanding and meaningful insights to political and managerial practitioners on how they can identify and help women overcome the barriers. The foundation of the theoretical framework in this study will be based on Becker’s (1957) theory of discrimination, Social role theory, and System justification theory will lay the foundation of the theoretical framework in this study. Method - This study is based on qualitative research with a multiple case study in the banking sector in Sweden. Conclusion - We conclude that the most common barriers are based on stereotypical beliefs, the balance between private life and work, biases and discrimination, and organizational culture and structure. How to overcome these barriers is built on supporting organizations, an equal private life situation, and specifically identified personality traits.

Due to Covid-19, many employees who before the pandemic were able to work at an office have now been forced to work at home. The discussions about what the new enforced remote work has done with employee’s motivation makes it a current and new topic. Former research has mostly focused on voluntary remote work, however a less explored topic is what enforced remote work does with employee’s motivation. From a problem discussion, we landed in the purpose of the study which is to describe employees' experience of motivation during enforced remote work. 

The study has an interpretive approach, an inductive approach and a qualitative collection of data which are semi structured interviews. Moreover, the case consists of employees as a collective unit. The semi structured interviews were analyzed by a thematic analysis and resulted in five themes which are Motivation and its individual differences, Experiencing a lack of social relationships, The experience of communication, The experience of boundaries between work and private life and the Experience of forced remote work. The themes were then divided into positive, negative, individual and collective experiences. 

The result and analysis resulted in the study's purpose which shows that there is not only one collective description of the experience of motivation during enforced remote work. Instead, it shows that this experience can vary between employees. This since employees have different presumptions, needs and priorities that are significant for the experience of motivation. 

Introduction: Little is known about how, why, or under which circumstances work motivation is formed and linked to reforms and interventions.

Aim: The aim of this study is to explore work motivation among professionals at well-functioning primary healthcare centers subject to a national healthcare reform which include financial incentives.

Material & method: Five primary healthcare centers in Sweden were purposively selected for being well-operated and representing public/private and small/large units. Forty-three interviews were completed with different medical professions and qualitative deductive content analysis was conducted.

Results: Work motivation exists for professionals when their individual goals are aligned with the organizational goals and the design of the reform. The centers’ positive management was due to a unique combination of factors, such as clear direction of goals, a culture of nonhierarchical collaboration, and systematic quality improvement work. Social processes where professionals work together as cohesive groups, and provided space for quality improvement work is pivotal in addressing how alignment is created. The units expressed a collective capacity to produce direction, alignment and commitment.

Conclusions: The design of the reforms and leadership are essential preconditions for work motivation. Leaders need to consistently translate and integrate reforms with the professionals’ drives and values. This is done by encouraging participation through teamwork, time for structured reflection and quality improvement work. The values of the study consist of showing how a range of aspects combine for primary healthcare professionals to successfully manage external reforms, and how professionals collectively produce leadership.

The dialogue map is a new pedagogical framework that provides an overview of leader and leadership development methods and is designed to facilitate dialogues about how to promote leadership development. The aim was to create and test a dialogue map. This was accomplished through an iterative process using the literature, experts on leadership development, 45 interviews, 16 questionnaire responses and 6 workshops in three large organizations with managers, professionals and human resources experts. The dialogue map is designed as a table with five categories: developmental relationships, developmental assignments, feedback-intensive processes, education and self-development activities. Each category consists of individual leader development methods and collective leadership development methods. Thirty three methods are presented. The pilot test showed that the dialogue map increased awareness about available methods and enabled more deliberate choices regarding development activities. The dialogue map contributes by providing a systematic overview of collective leadership development, not only individual leadership development. Leadership development becomes more democratized because it focuses on activities that can be done in daily work, inside and outside work, at both an individual and collective level. 

Background: A recurring problem amongst officials in staffing companies is a high staff turnover that can mostly be linked to stress and a lack of commitment. This poses challenges for companies in terms of creating loyalty and retaining staff in a competitive industry. Team building is a tool companies use for its positive effects, where recurring concepts are communication, engagement, and leadership. Furthermore, the relationship of team building and loyalty is something that is highlighted by previous research, which in this study has been used as a theoretical perspective and helped form the developed purpose.

Purpose: To explain the influence of team building on the loyalty among officials in staffing companies.

Method: An inductive approach has been the basis of this study to understand and explain before applying a theory that will help us interpret our collected data. In order to answer the designed purpose within the specified timeframe, we chose to conduct a qualitative multiple case study. We have used semi-structured interviews, and these have been conducted with eight informants from two different staffing companies. Before it was possible to present the empirical data, we did a thematic data analysis to map out the informants' experiences.

Conclusion: The analysis of the collected data was able to generate an answer to the designed purpose of the study. The result shows that team building has positive effects on loyalty among officials in the staffing companies. Loyalty was affected from different perspectives that both confirmed previous research but also demonstrated a new approach to the relationship between team building and loyalty.