Syftet med denna studie är att ta reda på hur chefer med personalansvar arbetar med arbetsmiljöfrågor för att förebygga och hantera stress på arbetsplatsen. Studien använder en kvalitativ metod med semi-strukturerade intervjuer. Totalt genomfördes 7 intervjuer med 7 olika chefer med personalansvar. Samtliga intervjuer spelades in. Materialet bearbetades och undersöktes för att sedan mynna ut i studiens resultat- och analysavsnitt. För att ytterligare tyda och tolka materialet så analyserades detta med hjälp av krav och kontroll modellen i kombination med socialt support modellen som myntades av Karasek & Theorell (1990) respektive Johnson & Hall (1988). Resultatet visar på att chefer med personalansvar arbetar aktivt med arbetsmiljöfrågor och mer specifikt att förebygga stress på arbetsplatsen. Enligt cheferna själva betonades öppen kommunikation mellan chefen själv och de anställda vara det viktigaste verktyget för att förebygga och hantera stress på arbetsplatsen. Detta reflekteras i studiens resultat. Resultatet visade, först och främst, att kommunikation i kombination med att stötta sina medarbetare är essentiellt för att förebygga stress på arbetsplatsen. Kommunikationen fokuserade främst på anställdas arbetssituation och välmående, men även att som chef konstant vara lyhörd och lyssna på sina anställda. Vidare visade resultatet att cheferna arbetar med att förebygga stress med hjälp av digitala verktyg, dessutom sker även medarbetarsamtal och medarbetarundersökningar ofta. Chefer med personalansvar uppgavs även ha handlingsplaner för om en anställd skulle drabbas av stress som sedan resulterar i psykisk ohälsa. Handlingsplanen innefattar rehabilitering, arbetsträning men även möjlighet till  psykolog- och arbetsterapeuthjälp. Studien hoppas kunna vara ett bidrag till att förstå den nuvarande trenden där psykisk ohälsa och sjukskrivningar på grund av arbetet ökar i Sverige. / The aim of this study is to find out how managers with employee responsibility work with work environmental questions to prevent and manage stress in the workplace. The study uses  a qualitative method with semi-structured interviews. In total 7 interviews were carried out with 7 different managers who all had employee responsibility. All interviews were recorded. The material was then processed and researched which then culminated in a detailed results and analysis section off the study. In order to further decipher and interpret the material, it was analyzed using the demands and control model in combination with the social support model coined by Karasek & Theorell (1990) and Johnson & Hall (1988). The result shows that managers with responsibility over employees work actively with work environmental questions and more specifically to prevent stress in the workplace. According to the managers themselves, open communication between the manager themselves and the employees was emphasized as the most important tool for preventing and managing stress in the workplace. This is reflected in the study's results. The results showed, first of all, that communication in combination with supporting one's employees is essential for preventing stress in the workplace. The communication mainly focused on the employees' work situation and well-being, but also that, as a manager, constantly being responsive and listening to your employees. Furthermore, the results showed that managers work to prevent stress with the help of digital tools, in addition to this, employee interviews and employee surveys is also frequently taking place. Managers with  responsibility over employees were also stated to have action plans for if an employee were to suffer from stress which then results in mental illness. The action plan often includes rehabilitation, job training but also the possibility of psychological and occupational therapist help. The study hopes to be a contribution to understanding the current trend where mental illness and sick leave due to work are increasing in Sweden.

The research literature contains a significant amount of information on the psychological health of managers, however, relatively little has been written about the psychological health of workers. There has been a long held assumption that there is little difference in the psychological health of workers and managers. This study challenges that assumption and investigates differences in psychological health that appertain to job role and job characteristics determined by job role. This study tested two related hypotheses, firstly, that 'managers have significantly better psychological health than workers'; secondly, that 'that better psychological health was largely due to the increased self esteem that comes from having a more socially desirable role'. Initial analyses of the data indicated that hypothesis 1 was upheld, but when split by sex hypothesis 1 was only upheld for females and not males; similarly hypothesis 2 was only upheld for females. This result was attributed to the influence of two variables, the 'attribution of blame' and 'need for external validation', and the different moderator and mediator roles they play for males and females. The study contradicts the assertion that the psychological health of workers and managers is similar, if not the same, and uses the differences found to explain why research in this field has often produced conflicting results. Areas of potential future research are indicated.

Submitted by Renata Lopes (renatasil82@gmail.com) on 2016-02-05T14:06:04Z No. of bitstreams: 1 silvanamariacaixeta.pdf: 1231794 bytes, checksum: 7930e9a58c6194bd794dc63d249ec51d (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2016-02-05T15:30:02Z (GMT) No. of bitstreams: 1 silvanamariacaixeta.pdf: 1231794 bytes, checksum: 7930e9a58c6194bd794dc63d249ec51d (MD5) / Made available in DSpace on 2016-02-05T15:30:02Z (GMT). No. of bitstreams: 1 silvanamariacaixeta.pdf: 1231794 bytes, checksum: 7930e9a58c6194bd794dc63d249ec51d (MD5) Previous issue date: 2014-09-24 / Esta dissertação objetiva investigar de que forma o Progestão contribui para o desenvolvimento do perfil dos gestores a partir da formação oferecida pela Secretaria de Educação do Estado de Minas Gerais, além de verificar as possíveis lacunas frente às exigências de um modelo de gestão pedagógica estratégica. O interesse pelo universo da gestão escolar e a consequente motivação para esse estudo surgiu em meu ambiente de trabalho, atuando como analista educacional e no contato in loco com gestores e profissionais das escolas públicas. O estudo aborda a formação de gestores na SRE Unaí e a dimensão da gestão pedagógica, por meio de um estudo de caso de abordagem qualitativa que envolveu levantamento e análise documental, pesquisa bibliográfica, aplicação de questionário para os gestores das escolas jurisdicionadas à SRE Unaí. Os resultados da pesquisa demonstraram que 50% dos gestores não tinham experiência em gestão antes da nomeação para o cargo de diretor e que 79% avaliaram ser o seu grau de conhecimento sobre as tarefas pedagógicas suficiente. Detectou-se, ainda, que os gestores adquiriram conhecimento e prática intermediária em ensino e aprendizagem, trabalho pedagógico, prática pedagógica e avaliação. Isto posto, a proposta de intervenção desta dissertação foi criar um Programa de Formação Continuada em Gestão Pedagógica para Gestores Escolares com o propósito de buscar o aprofundamento nas temáticas voltadas para a gestão pedagógica. / This research has as a goal to investigate in what way the “Progestão” contributes to lhe development of lhe manager’s profile based on the formation offered by the Secretary of Education of Minas Gerais, besides verifying the possible gaps in face of lhe requirements of a management model of strategical pedagogical management. The interest by lhe scholastic management and the motivation to lhis study, appeared in my work environment, working as an Educational Analyst and by the contact with the managers and professionals from public schools. The study covers the managers formation in the SRE – Unaí and the dimension of the pedagogical management by a qualitative study that envolved the analysis of documents, bibliographic research, applying of questionnaire to the schools managers of the schools under the SRE jurisdiction. The research results show that 50% of the managers didn’t have management experience before being hired to the slot and that 79% evaluated their knowledge degree on the pedagogical task satisfactory. It was dectected, yet, that the managers got knowledge and practice on teaching and learning, pedagogical work, pedagogical practice and evaluation. The objective of this work was to create a formation program in pedagogical management to schools managers. With the goal of getting a deep knowledge about these themes related to pedagogical management.

The research literature contains a significant amount of information on the psychological health of managers, however, relatively little has been written about the psychological health of workers. There has been a long held assumption that there is little difference in the psychological health of workers and managers. This study challenges that assumption and investigates differences in psychological health that appertain to job role and job characteristics determined by job role. This study tested two related hypotheses, firstly, that `managers have significantly better psychological health than workers¿; secondly, that `that better psychological health was largely due to the increased self esteem that comes from having a more socially desirable role¿. Initial analyses of the data indicated that hypothesis 1 was upheld, but when split by sex hypothesis 1 was only upheld for females and not males; similarly hypothesis 2 was only upheld for females. This result was attributed to the influence of two variables, the `attribution of blame¿ and `need for external validation¿, and the different moderator and mediator roles they play for males and females. The study contradicts the assertion that the psychological health of workers and managers is similar, if not the same, and uses the differences found to explain why research in this field has often produced conflicting results. Areas of potential future research are indicated.