The prevalence of work and family in people’s lives combined with limited time and resources often results in a moral decision between work and family, posing a dilemma between hedonistic values for work and altruistic values for family. This study aimed to understand the processes of decision-making in work-family dilemmas and tested three approaches. Therefore, the construal-level theory, time perspectives and logic of appropriateness were introduced. In line with research on construal-level theory and dilemmas, the impact of psychological distance and construal level theory on the decision was examined. Operationalizing social distance, participants were asked to either advise a closely related person (group 1) or someone they just met (group 2) on four work-family dilemmas. The total sample consisted of 212 participants from Germany (49.5%), Sweden (35.8%) and other countries (14.2%). t-tests between the two treatment groups did not reveal significant differences in the dilemma advice (p > .05). Exploratory analyses did not find time perspectives to be related to the decision (p > .005) but work-family centrality was found to be significantly associated to the decision-making in the dilemma (p <.005). With the limitations of the study in mind, the construal level theory could not be supported but values have shown to impact attitudinal decisions, supporting the logic of appropriateness. In work-family conflicts, it, therefore, does not matter whom one advises but whether the advisor values work or family more, influences the given advice. Based on this study, implications for further research are pointed out.

Syftet med studien var att undersöka hur nyanställda upplevde onboarding-processen på en tillverkningsindustri samt vilken betydelse de upplevde att chefen hade för att den skulle bli lyckad. Studien genomfördes på en tillverkningsindustri i mellersta Sverige med åtta personer som genomgått en onboarding-process senaste två åren. Data samlades in genom semistrukturerade intervjuer. Datamaterialet analyserades genom en induktiv tematisk analys där två huvudteman framkom. Det första huvudtemat var Arbetssätt med fyra underteman; engagemang, tydlighet, rutiner och individanpassning. Det andra huvudtemat var Chefens roll med undertemat närvaro. I resultatet framkom att det fanns en skillnad i arbetssätten för hur de lär ut under onboarding-processen samt en avsaknad av gemensamma rutiner för hela organisationen. De som ansvarade för onboarding-processen saknade lämpliga verktyg för att genomföra en lyckad onboarding-process. Det framkom även att det fanns en bristande tydlighet kring chefens roll i onboarding-processen då chefen inte var närvarande under den nyanställdes första tid på arbetet. / The purpose of the study was to investigate how new employees experienced the onboarding process in a manufacturing industry and what importance they felt the manager had for it to be successful. The study was carried out at a manufacturing industry in central Sweden with eight people who have undergone an onboarding process in the past two years. Data were collected through semi-structured interviews. The data was analyzed through an inductive thematic analysis where two main themes emerged. The first main theme was Working methods with four sub-themes; commitment, clarity, routines and individual adaptation. The second main theme was the Manager's role with the sub-theme presence. The results showed that there was a difference in the working methods for how onboarding was taught and a lack of common routines for the entire organization. Those responsible for the onboarding process lacked the appropriate tools to carry out a successful onboarding process. It also emerged that there was a lack of clarity regarding the manager's role in the onboarding process as the manager was not present during the new employee's first time at work.

Donor conceived (DC) teenagers are of interest as they are brought up in families where they have a genetic bond to one parent and lack a genetic bond to the other. The aim of this study was to investigate the attachment of DC teenagers to their genetic and non-genetic parent and whether the genetic link affects the attachment. We have analyzed whether the type of family form and/or donation type have an effect on the level of attachment on these teenagers. 86 teenagers participated through answering a survey which included the Inventory och Parent and Peer Attachment (IPPA), which was used to measure the attachment of donor conceived teenagers to both their parents. Wilcoxon signed rank test, Kruskal-Wallis H-test, Chi2 test and spearman correlation test were used to analyze the IPPA answers of the DC teenagers. The results showed that a secure attachment was common among the observed DC teenagers, that the attachment to genetic and non-genetic parent did not differ and that the type of donation and family form in which the teenagers were brought up did not seem to influence the attachment of DC teenagers. Consequently, our study indicates that other factors than a genetic link to their parent affect the security of attachment among DC teenagers. Clinical implications include that being conceived through donation should not be considered as a risk factor considering the attachment security to one's parents. Limitations of this study that should be considered are sample bias, the possibility that only high functioning families consented to their children’s participation in the study. / Få studier har undersökt upplevelser och uppfattningar bland barn som kommit till genom donationsbehandling. Detta är en särskilt intressant grupp att undersöka då de växer upp i familjer där de har ett genetiskt band till den ena föräldern, men inte den andra. Ambitionen med vår studie var att undersöka graden av trygg anknytning inom denna grupp och om kvalitén av anknytning till genetiska och icke-genetiska föräldrar skiljer sig åt. Vi utforskade även om det fanns några skillnader i anknytning hos tonåringar mellan olika donationsformer och familjetyper. 86 tonåringar deltog i studien genom att svara på en enkät som inkluderade the Inventory of Parent and Peer Attachment (IPPA), vilket är ett instrument som mätte anknytning till båda tonåringens föräldrar. Wilcoxon signed rank test, Kruskal-Wallis, chi2 test och Spearmans korrelationstest användes för att analysera tonåringarnas svar. Resultaten visade att en trygg anknytning är vanlig bland de observerade tonåringarna, att anknytningen till genetisk respektive icke-genetisk förälder inte skiljde sig åt samt att vilken donationsform som använts eller familjetyp som tonåringarna vuxit upp inom inte verkar påverka graden av trygg anknytning. Kliniska implikationer är att ha tillkommit genom ägg- eller spermiedonation inte bör ses som en risk för en framtida otrygg anknytning till genetisk eller icke-genetisk förälder hos tonåringar. Begränsningar med denna studie som bör beaktas är urvalsskevhet samt att endast högfungerande föräldrar gav sitt samtycke till sina barns medverkan i studien.

Studiens syfte var att undersöka sambandet mellan arbetsrelaterad kontroll och Work-Life Balance, samt huruvida upplevelsen av Work-Life Balance skiljer sig mellan kön, ålder och utbildningsnivå. Studien var kvantitativ med deduktiv ansats. Studien utfördes i en offentlig organisation där medarbetarna hade relativt stort inflytande över sin egen arbetstid. De omfattades av ett ”önskeschema” som avsåg att hjälpa dem uppnå balans mellan arbete och privatliv. En webbaserad enkät skickades till medarbetarna och data från N=24 deltagare analyserades. Sambandet mellan arbetsrelaterad kontroll och Work-Life Balance studerades med enkel linjär regressionsanalys. Resultatet visade ett signifikant positivt linjärt samband mellan arbetsrelaterad kontroll Work-Life Balance. Därtill undersöktes om kön, ålder och utbildningsnivå påverkade upplevd Work-Life Balance med Tvåvägs ANOVA. Resultatet visade att det inte fanns en signifikant huvudeffekt på Work-Life Balance med avseende på kön, ålder eller utbildningsnivå. Studiens resultat diskuterades i förhållande till tidigare forskning.

Research within cognitive hearing science has throughout the years examined the relationship between speech recognition and cognitive functioning. The purpose of this study was to examine the effects of hearing aid experience, fluid intelligence, and visual cues on speech-in-noise recognition. Data from the n200 database by Rönnberg et al. (2016) was analyzed to address two research problems: (1) whether the number of years of hearing aid use influence reliance on visual cues in speech-in-noise recognition and (2) how the relationship between fluid intelligence and reliance on visual cues changes depending on hearing aid use experience. Data from 214 participants with hearing impairment was analyzed using linear mixed effects models. No statistically significant interactions were observed in the results for both research questions. However, the results indicated that increased hearing aid experience, as well as the presence of visual cues resulted in better speech-in-noise recognition ability.

People analytics (PA) has experienced significant growth in recent years due to the increasing availability of employee data and the impact of digitalization on organizations. This data-driven approach utilizes inductive methods to predict various outcomes in the field of human resources. Nevertheless, concerns have emerged regarding the availability and reliability of the data used in PA. Surprisingly, the quality standards of these data-driven methods have not been evaluated in the PA literature, despite their widespread adoption. To address these gaps, nine research questions covering expertise areas, psychological constructs, patterns/trends, study types, data sources, reliability reporting, data-driven frameworks, prediction accuracy, and open science practices in PA were reviewed. A scoping review was conducted to extract relevant information from each piece of literature, while bibliometric analysis provides a structured analysis of trends, themes, and key contributors. A total of 3,103 records were identified from the Scopus (n = 449) and APA PsycINFO (n = 2,700) databases, with nine studies included in the review. Findings indicated a lack of consideration given to quality, reliability aspects, and open science practices within PA literature. The predominant emphasis of the research was on the evaluation of variables, particularly turnover intention. This study contributes to advancing the understanding of PA by emphasizing the importance of incorporating quality standards and open science practices to enhance the reliability and credibility of research findings. The classification of the PA literature and recommendations for future research directions are provided, highlighting the need for a hierarchy of knowledge in the field. / Scoping Review of People Analytics

Objectives of the study were 1) To investigate patterns of career development of two successful Indian football through media analysis. 2) To identify factors of career success in male v/s female Indian football players. Methodology: This is a career development narrative study where media analysis was used. Two famous Indian football players (Aditi Chauhan and Sunil Chhetri) were chosen based on he/she had represented India at National and International level and had an extensive career of 15-20 years. As the players were not available to be interviewed, several types of media data were retrieved and analysed.Narrative thematic analysis and Holistic form structural analysis was performed for the stories of the players. Findings: within first analysis, seven career development themes were identified; how their interest got developed in sports, their entry into Indian football, their settlement into their football positions, international level exposures received by each, barriers experienced & sacrifices made by each, career difficulties v/s career incline, and their journey towards transition v/s retirement in their careers. Underlining the career stories, three factors (athletic, psychological, and psychosocial) were identified followed by five themes(planning & goal setting, routine, mindset of the player, motivation, and support system) and six subthemes (fitness & diet, growth, internal motivation, parents, and family) of perceived factors of career success of the footballers. Within second analysis, types of narratives were identified. For Aditi it was sink or swim narrative and for Sunil it was performance narrative. Discussion: Both stories reflected the positive side and negative side of sports. From the whole person and whole career approach three major athletic career stages came up for the athletes’ stories which was initiation, development, and discontinuation stages. Media data focussed on whole athlete and whole career approach where training, competitions, and personal life events got covered. Thus, suggested that perceived factors of success played a key role in career development of Indian football players.

Syftet med denna studie var att undersöka elittränares syn på Athlete leadership (AL) inom lagidrott, hur det kan påverka individen, laget samt hur utvecklingen kring detta sker. AL definieras som en eller flera idrottare som innehar en formell eller informell ledarskapsroll inom ett lag och påverkar lagmedlemmarna att uppnå ett gemensamt mål (Loughhead, 2017). Deltagarna i studien var fem manliga huvudtränare inom elitdamfotbollen med en ålder mellan 30–52 år. Denna studie var kvalitativ och deltagarna intervjuades utifrån ett semistrukturerat förhållningssätt. En tematisk analys gjordes där fem huvudteman med ett till tre tillhörande subteman framkom. Det framkom att AL har en positiv effekt på lagsammanhållning, förmåga att vända negativa trender och på individens välmående. Fanns det en samsyn mellan Ahtlete leaders och tränaren så underlättade det arbetet för tränaren och belastningen av jobbet upplevdes som lägre för tränaren. Utvecklingen av AL sker främst i form av uttalade förväntningar från tränaren till spelare samt i individuella samtal med återkoppling på ledarskapet. Fynden går i linje med tidigare forskning och stärker dessa. Det finns ett behov av resurser för att kunna optimera utvecklingen av AL. Ett specifikt verktyg riktat mot AL bör tas fram för att kunna studera ämnet bättre. Det krävs forskning från flera olika synvinklar både kvalitativt och kvantitativt då AL forskningen fortfarande är i sin linda. Nyckelord: Athlete leadership (AL), Påverkan, Utveckling / The purpose of this study was to investigate elite coaches' view of Athlete leadership (AL) in team sports, how it can influence the individual, the team and how the development around this takes place. AL is defined as one or more athletes who hold a formal or informal leadership role within a team and influence team members to achieve a common goal (Loughhead, 2017). The participants in the study were five male head coaches in elite women's soccer with ages ranging from 30–52 years. This study was qualitative and the participants were interviewed based on a semi-structured approach. A thematic analysis was done where five main themes with one to three associated subthemes emerged. It emerged that AL has a positive effect on team cohesion, ability to reverse negative trends and on individual well-being. If there was a consensus between the Ahtlete leaders and the coach, it made the work easier for the coach and the workload was felt to be lower for the coach. The development of AL takes place primarily in the form of stated expectations from the coach to players and in individual conversations with feedback around the leadership. The findings are in line with and strengthen previous research. There is a need for resources to be able to optimize the development of AL. A specific tool aimed at AL should be developed to be able to study the subject better. Research is required from several different points of view both qualitatively and quantitatively as AL research is still in its infancy. Keywords: Athlete leadership (AL), Effect, Development

Bakgrund: Hög personalomsättning påverkar patientvården negativt, vilket gör det avgörande att behålla personalen inom vården. Social exchange theory och the unfolding model beskriver personalomsättning och faktorer som driver omsättningen, inklusive organisationellt engagemang. Generellt rapporterar organisationellt engagerade arbetstagare lägre nivåer på intentionen att lämna. Syfte: Att granska och sammanställa empirisk forskning om organisatoriskt engagemang och dess påverkan på personalomsättningen inom vården. Metod: En begränsad systematisk översikt utfördes, vilket resulterade i 44 inkluderade artiklar av 204 granskade vilka sammanställdes narrativt. Resultat: Organisationellt engagemang var negativt korrelerat med intentionen att lämna och positivt korrelerat med intentionen att stanna. Organisationellt engagemang medierade även delvis och helt för relationen mellan uppsatsens olika identifierade faktorer med påverkan på beteendeintentionerna att lämna och stanna. Affektivt engagemang korrelerade måttligt negativt med avsikt att lämna, medan normativt engagemang visar en svag positiv korrelation. Faktorer som påverkar organisationellt engagemang och omsättning är bland annat arbetsrelaterade aspekter, organisatoriska förutsättningar, professionella faktorer, kommunikation och möjlighet till feedback, samt personliga faktorer. Studier fokuserar främst på kvinnliga vårdpersonal, data om könsskillnader är för begränsad för att dra slutsatser. Slutsatser: Organisationellt engagemang korrelerar med båda beteendeintentionerna och medierar delvis eller helt de påverkande faktorerna i det vetenskapliga underlaget. Uppsatsen finner stöd för att det saknas en direkt korrelation mellan organisationellt engagemang och personalomsättning, förhållandet medieras av beteendeintentionerna att stanna eller lämna. Att stärka organisationellt engagemang, främja hälsa och tillgodose personalens behov är väsentligt för att utveckla säkrare, mer hållbara och attraktivare vårdorganisationer. För att förbättra personalomsättning bör insatser fokusera på utvecklingsarbete av arbetsmiljö och arbetsuppgifter, värderade förmåner och möjlighet till kompetensutveckling. / Background: High staff turnover negatively affects patient care, which makes it crucial to retain staff in care. In general, organizationally committed workers are less likely to quit. Social exchange theory and theories of employee turnover and organizational commitment explain factors that drive turnover. Purpose: To review and compile empirical research on organizational commitment and its impact on staff turnover in healthcare. Method: A limited systematic review was performed, which included 44 included articles out of 204 reviewed compiled narratively. Results: Organizational commitment is negatively correlated with intention to leave and positively correlated with intention to stay. Organizationally engages the media's relationship between identified factors and turnover. Affective commitment correlates moderately with intention to leave, while normative commitment shows a weak correlation. Factors that affect organizational commitment and turnover include work-related aspects, organizational conditions, professional factors, communication and the opportunity for feedback, as well as personal factors. Studies focus mainly on female healthcare workers, data on gender differences are too limited to draw conclusions. Conclusions: Organizational commitment has a weak direct correlation with behavioral intentions. It is crucial to staff retention, and basically reflects how well the organization meets employee needs, which can affect staff turnover. There is no direct relationship between commitment and turnover, but relationships are mediated by behavioral intentions. Improving turnover requires effective resource allocation in the form of development work, valued benefits and opportunities for training. Strengthening engagement, promoting health and meeting staff needs is essential to developing safer, more sustainable and more attractive healthcare organizations.

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