Fysisk aktivitet, stress och psykosocial arbetsmiljö är viktiga faktorer på och utanför arbetsplatsen. Tidigare forskning har visat att fysisk aktivitet kan påverka den subjektiva stressupplevelsen. En arbetsmiljö präglad av höga krav, för lite kontroll och socialt stöd kan leda till negativa känslor och stress. Syftet med uppsatsen var att undersöka deltagarnas träningsgrad och dess betydelse för upplevelse av allmän stress och fysisk aktivitet. Psykosocial miljö undersöks och sätts i relation till stressupplevelse, anställningstid, ålder och träningsgrad genom multipla regressionsanalyser. Deltagare i undersökningen var 82 anställda, varav 54 kvinnor. Resultaten visade bland annat att träningsgrad har betydelse för den allmänna upplevelsen av stress och fysisk aktivitet. Slutsatsen att psykosocial arbetsmiljö, stress och fysisk aktivitet kan interagera med varandra är av värde att lyfta fram. Detta kan bidra till ökad medvetenhet för organisationer och vara ett hälsofrämjande verktyg för att minska negativt upplevd stress på och utanför arbetsplatsen.

Vårdpersonal har i studier beskrivits utsättas för stress, emotionell utmattning samt utbrändhet genom lågt inflytande eller låg kontroll över ställda krav. Studier inom offentlig verksamhet visar också att det finns arbetstagare som befunnit sig i arbetsplatsinlåsning, yrkesinlåsning eller i dubbelinlåsning. Denna enkätstudie ämnade att med mätinstrumentet Psykosocial arbetsmiljökartläggning (PAK) mäta två klinikers psykosociala arbetsmiljö hos 109 undersköterskor och skötare på ett sjukhus i Mellansverige. Studien ämnade även att mäta om arbetsplatsinlåsning, yrkesinlåsning samt dubbelinlåsning förekom och om det fanns ett samband mellan den psykosociala arbetsmiljön och inlåsningsbegreppen. Resultatet av den psykosociala arbetsmiljöns mätning visade att egenkontroll, arbetsledning och arbetsbelastning skattades lågt medan stimulans och arbetsgemenskap skattades positivt. Antal inlåsta individer översteg 20 % på alla inlåsningsbegrepp. Studien fann även ett statistiskt signifikant samband mellan begreppet psykosocial arbetsmiljö och arbetsplats/-yrkesinlåsning samt dubbelinlåsning. Studien bör gå vidare med kvalitativ metodik, att hos arbetstagarna ta reda på de bakomliggande orsakerna till studiens resultat.

<p>The psychosocial work environment in human service organizations is in many respects rewarding from the aspect of human interaction. However, it has also been described in several research reports as demanding and stressful both physically and mentally, resulting in a negative impact on employee health and a high degree of sickness absence. From a public health perspective it is important to focus on determinants of health in occupational groups that are characterized by caring and human relations. This thesis aims at identifying determinants of individual and organizational health in human service professions from a multifactorial perspective.</p><p>Based on both cross-sectional and longitudinal data, four studies of various aspects of psychosocial work exposures are carried out. Study I, an explorative and qualitative study, examines determinants of the psychosocial work environment in the Church of Sweden. Study II consists of a retrospective, randomized study assessing effects of goal clarity work on organizational well-being in the Church. Study III examines exposures resulting in stress-related sick leave among elderly care employees. Study IV is a longitudinal study that assesses effects of organizational change on health and sickness absence among elderly care employees. </p><p>The results show some positive experiences, despite overall demanding work conditions within both of the studied professions. In the Church (Paper I), experiences of freedom and influence at work and the Christian values tend be factors with modifying effect on health. Four patterns are identified for negative health impact; these include unclear organization, a sense of being different, stressful work and destructive communication style. Effects of goal clarity work (Paper II) indicate an overall positive impact on organizational well-being. In elderly care (Paper III), the results suggest, in general, a positive work climate and high effectiveness. Work related exhaustion was significantly higher among employees with stress related sickness absence. Factors of risk for being absent due to stress are approximately three times higher among employees dissatisfied with both their work and their social situations. Finally, measuring effects of organizational change (Paper IV), the results reveal evidence of unchanged self-rated health (SRH), work satisfaction and work exhaustion after reorganization. However, sickness absence increased across time and there is an indication of impaired levels of the anabolic hormone DHEA-S among those individuals affected by the reorganization. </p><p>The results point to a challenge for further research on the interplay between perceived stressors, resources available, biological stress markers and health in order to find adequate measures for improvements in psychosocial work environment in human service professions.</p>

Turnover of personnel within the Swedish Police Authority has during the last few years increased and there is today a lower number of police officers working in the field (SVT, 2018b). This lack of personnel can be explained by a decreased interest in applying for the police academy as well as more officers deciding to voluntarily terminate their employment (SVT, 2018a). This can generate thoughts regarding possible reasons for voluntary turnover. The chairman of the Swedish Police Union, Lena Nitz (SVT, 2018c) addresses that a crucial factor to reduce the amount of voluntary turnover is an improved work environment. The aim of this study is to analyze the psychosocial work environment for patrolling police officers and to gain knowledge if elements in it might make certain police officers choose to terminate their employment. Previous research within the field tend to separately study police officers psychosocial work environment and turnover within police authorities and has indicated that the psychosocial work environment can cause stress and emotional exhaustion. Further research shows that emotional labor is common within police work and that voluntary turnover is the main form of turnover for police officers. This study has consisted of qualitative interviews with employed as well as previously employed police officers who voluntarily terminated their employment. Our conclusions demonstrate that the psychosocial work environment for Swedish police officers tends to be characterized as unpredictable, exposed and psychologically demanding. The foremost reasons for voluntary turnover have been considerably low salaries in relation to the demands, lack of appreciation from the organization and the shortages of manpower within the Swedish police authority. / Den svenska polismyndighetens personalomsattning har under de senaste aren okat och vi har idag den lagsta polistatheten pa over tio ar (SVT, 2018b). Denna polisbrist kan forklaras genom att allt farre valjer att utbilda sig till polis samtidigt som fler yrkesverksamma poliser frivilligt valjer att avsluta sin anstallning (SVT, 2018a). Detta kan foranleda tankar om vad den okade mangden frivilliga uppsagningar grundar sig i. Polisforbundets ordforande Lena Nitz (SVT, 2018c) poangterar att en avgorande faktor for att minska antalet frivilliga uppsagningar ar en forbattrad arbetsmiljo. Syftet med foljande uppsats ar darfor att analysera den psykosociala arbetsmiljon for poliser i yttre tjanst samt komma fram till om nagot i den gor att vissa poliser valjer alternativt skulle valja att avsluta sin anstallning. Den tidigare forskningen kring dessa omraden tenderas att behandlas separat och polisers psykosociala arbetsmiljo har visats orsaka stress och andra utmattningssyndrom. Vidare belyser forskning hur emotionellt arbete ar vanligt forekommande inom polisyrket samt att frivilliga uppsagningar ar den framsta orsaken till personalomsattning for poliser. Denna studie baseras pa kvalitativa intervjuer med yrkesverksamma poliser samt poliser som avslutat sin anstallning. Studien har resulterat i slutsatser som pavisat att polisernas psykosociala arbetsmiljo praglas av att vara psykiskt kravande, utsatt och oforutsagbar. De framsta anledningarna for frivilliga uppsagningar inom polisen ar att lonen inte ar skalig i relation till arbetets krav, brist pa uppskattning fran organisationen samt en brist pa personal.

The psychosocial work environment in human service organizations is in many respects rewarding from the aspect of human interaction. However, it has also been described in several research reports as demanding and stressful both physically and mentally, resulting in a negative impact on employee health and a high degree of sickness absence. From a public health perspective it is important to focus on determinants of health in occupational groups that are characterized by caring and human relations. This thesis aims at identifying determinants of individual and organizational health in human service professions from a multifactorial perspective. Based on both cross-sectional and longitudinal data, four studies of various aspects of psychosocial work exposures are carried out. Study I, an explorative and qualitative study, examines determinants of the psychosocial work environment in the Church of Sweden. Study II consists of a retrospective, randomized study assessing effects of goal clarity work on organizational well-being in the Church. Study III examines exposures resulting in stress-related sick leave among elderly care employees. Study IV is a longitudinal study that assesses effects of organizational change on health and sickness absence among elderly care employees. The results show some positive experiences, despite overall demanding work conditions within both of the studied professions. In the Church (Paper I), experiences of freedom and influence at work and the Christian values tend be factors with modifying effect on health. Four patterns are identified for negative health impact; these include unclear organization, a sense of being different, stressful work and destructive communication style. Effects of goal clarity work (Paper II) indicate an overall positive impact on organizational well-being. In elderly care (Paper III), the results suggest, in general, a positive work climate and high effectiveness. Work related exhaustion was significantly higher among employees with stress related sickness absence. Factors of risk for being absent due to stress are approximately three times higher among employees dissatisfied with both their work and their social situations. Finally, measuring effects of organizational change (Paper IV), the results reveal evidence of unchanged self-rated health (SRH), work satisfaction and work exhaustion after reorganization. However, sickness absence increased across time and there is an indication of impaired levels of the anabolic hormone DHEA-S among those individuals affected by the reorganization. The results point to a challenge for further research on the interplay between perceived stressors, resources available, biological stress markers and health in order to find adequate measures for improvements in psychosocial work environment in human service professions.

The psychosocial work environment in hard professions is hardly studied and this study was implemented to observe port workers psychosocial work environment in ports of Västerås and Köping. There are two purposes with this study: firstly, to examine how ports of Västerås and Köping, Mälarhamnar AB, can improve and develop their business by using psychosocial methods. To do this, a questionnaire study and three interviews with workers were done and the results were used in a SWOT- analysis. Secondly, the aim is to be able to use the results and make a difference in the business development by adjusting the psychosocial work environment. The results show that the employees are happy at work and are happy with their work colleagues. The feeling of demand and control is higher for officials than for dockers. The feeling of being involved in decision making varies from interviews and survey. The interviews show that dockers are involved in decision making, while the survey shows low involvement. Generally the employees have good relationship to the immediate supervisor. To improve the business development Mälarhamnar AB need to identify which factors motivate their employees and which factors they use to motivate their employees. They also have to focus on the communication from foremen to employees and the communication should include feedback and recognition for well performed work.

Introduction: Although attachment theory is widely studied within the field of developmental psychological research, work environment research frequently disregards attachment-related individual characteristics of co-workers when studying workplace environment. The aim of this study was to investigate the impact of attachment style on the perception of psychosocial work environment. Research question: How does attachment style relate to the experience of demands, influence and social support at work? Method: Nurses and assistant nurses employed at the emergency departments, Skåne University Hospital (n = 218), were asked to answer the Attachment Style Questionnaire (ASQ) and Copenhagen Psychosocial Questionnaire (COPSOQ). Results: A total of 135 questionnaires (62%) were included in the study. In the majority of the analyses no correlations were found between attachment style and experience of psychosocial work environment. A lower degree of perceived support from colleagues was, however, related to higher discomfort with closeness and relationships as secondary. An association between higher degree of perceived support from peers and higher degree of confidence in self and others was found. Securely attached individuals were less burdened by quantitative requirements and experienced more support from peers than insecure attached individuals. Discussion/conclusion: There is only a weak relationship between attachment style and experience of demands, influence and social support at work. This might partly be explained by the nature of the questionnaires, the homogeneity of the study population and missing cases. The statistically significant correlations that were found are supported by findings in previous studies. / Inledning: Trots att anknytningsforskningen är väl utbredd inom det utvecklingspsykologiska forskningsfältet har arbetsmiljöforskare hittills i stor utsträckning bortsett ifrån anknytningsteorin vad gäller studier av individers olikheter på arbetsplatsen. Syftet med denna studie var att undersöka anknytningsstilens betydelse för upplevelsen av psykosocial arbetsmiljö. Frågeställningar: Hur förhåller sig anknytningsstil till upplevelsen av krav, inflytande och socialt stöd på arbetsplatsen? Metod:Sjuksköterskor och undersköterskor anställda på akutmottagningarna, Skånes universitetssjukhus (n=218), fick besvara Attachment Style Questionnaire (ASQ) och Copenhagen Psychosocial Questionnaire (COPSOQ). Resultat: 135 enkäter (62%) inkluderades i studien. I flertalet analyser sågs inga samband mellan anknytningsstil och upplevelse av psykosocial arbetsmiljö. Hög grad av sakorientering och distans på ASQ var dock relaterad till lägre grad av upplevt stöd ifrån kollegor. Dessutom fanns ett samband mellan högre grad av upplevt stöd ifrån kollegor och högre grad av tillit. Tryggt anknutna visade sig i lägre utsträckning belastade av kvantitativa krav och upplevde mer stöd från kollegor än otryggt anknutna. Diskussion/slutsats: Det finns endast ett svagt samband mellan anknytningsstil och upplevelse av krav, inflytande och socialt stöd på arbetsplatsen. Anledningen till detta kan delvis bero på mätinstrumentens utformning, studiepopulationens relativa homogenitet samt ett relativt stort bortfall. De samband som återfanns överensstämmer med tidigare forskning.

De senaste forskningarna gällande socialsekreterares arbetssituation tyder på att den psykosociala arbetsmiljön försämrats de senaste åren. Syftet med studien är att öka kunskapen om hur socialsekreterare inom socialtjänsten upplever den psykosociala arbetsmiljön, genom att beskriva och åskådliggöra vilka faktorer som bidrar till socialsekreterares psykosociala arbetsmiljö. För att svara på syftet har en kvalitativ forskningsmetod med en induktiv ansats valts. Det empiriska materialet har samlats in genom semistrukturerade intervjuer med sju socialsekreterare på socialtjänsten inom Hallands län. Intervjuguiden som använts är utformad utifrån Arbetsmiljöverkets föreskrift om organisatorisk och social arbetsmiljö. De teoretiska ramverk som använts för att analysera resultatet är Sigvard Rubenowitz fem faktorer gällande en god psykosocial arbetsmiljö samt ett systemteoretiskt perspektiv.  Resultatet i studien visade att det som ligger till grund för upplevelserna av en god psykosocial arbetsmiljö är det fria handlingsutrymmet, att socialsekreterarna känner stöd från närmsta chef och även finner stöd från kollegor. Det som tyder på en sämre upplevd psykosocial arbetsmiljö är obalansen i arbetsbelastningen, bristande stöd från chefen och avsaknad av ledaregenskaper hos chefen. Resultatet visade även att den fysiska miljön är av betydelse för socialsekreterarnas psykosociala arbetsmiljö. / Recent researches regarding social workers job situation indicates that the psychosocial work environment has deteriorated in the last few years. The study aims to  increase knowledge about how social workers in the social services experiencing their psychosocial work environment by describing and illustrating the main factors that contributes to the psychosocial work environment for social workers. To answer the purpose of the study a qualitative method with an inductive approach was chosen. The empirical data was collected through semi-structured interviews with seven social workers in the social services in the county of Halland. The interview guide used in the interviews is designed based on the national regulations on organizational and social work environment The theoretical frame that was used to analyse the result is Sigvard Rubenowitz five factors regarding a good psychosocial work environment and a system theory perspective. The results of the study find that the base for good experiences of the psychosocial work environment is the free action space and the feeling of support from both managers and colleagues. The worse experiences of the psychosocial work environment aims to the imbalance in the workload, lack of support from managers and the lack of leadership skills. The results also find the importance of the physical environment and its impact on the psychosocial work environment

Vårt syfte med denna studie är att belysa de verktyg som kan erfordras för att enhetschefer ska kunna förmedla sitt ledarskap till sina medarbetare. Detta på grund av att medarbetarna inom kommunen inte är helt belåtna med ledarskapet från kommun eller sina chefer, vilket framgår i den medarbetarundersökning som genomfördes 2014 av kommunen. I samma medarbetarundersökning framkom det likaså att sjukskrivningar bland medarbetarna i kommunen kan beror på ledarskapet. Därför har vi valt att undersöka en del av kommunens enhetschefer och hur de ser på sitt eget ledarskap samt vad de kan göra för att få sina medarbetare att må bättre och förebygga sjukskrivningar. Då tiden inte fanns till att undersöka alla enhetschefer inom den valda kommunen, valdes vård och omsorgsförvaltningens enhetschefer ut för vår egen enkätundersökning. Resultatet av vår enkätundersökning utföll sig på så sätt att enhetscheferna erfordrar mer tid att ägna sig åt sina medarbetare och att administrativt stöd fordras för att underlätta enhetschefernas arbetsmiljö. Om enhetscheferna erhåller mer tid till att spendera med sina medarbetare kan det skapa ett starkare psykologiskt band emellan dem, vilket gör att tilliten från medarbetarna till enhetscheferna stärks. När tilliten stärks vågar medarbetarna vända sig till sina enhetschefer för att berätta hur de mår. Genom att plocka bort de administrativa uppgifterna och i stället ge dem till en assistent får enhetscheferna mer tid till att spendera med sin personal och utifrån detta kan de eventuellt få en översikt av hur verksamheten fungerar. Översikten gör att de kan fatta bättre strategiska beslut för deras verksamhet och medarbetare. / Our purpose with this study is to highlight the tools that may be required for the unit managers that they should be able to convey their leadership to their employees. This is due to the employees of the municipality are not completely satisfied with the leadership of the municipality or its managers, as evidenced in the employee survey conducted in 2014 by the municipality. In the same employee survey revealed also that the sick leave among employees in the municipality can depend on leadership. Therefore we have chosen to examine a part of the municipal unit managers and how they see their own leadership, and what they can do to get their employees to feel better and prevent sickness. When the time was to examine all unit managers within the chosen municipality, was elected the health and care administration unit managers out for our own survey. The results of our survey precipitated itself so that unit managers require more time to devote themselves to its employees and administrative support necessary to facilitate the unit managers. If the unit managers will receive more time to spend with their employees, it can create strong psychological ties between them, allowing the trust from employees to the unit managers will be strengthened. When trust is strengthened dare employees turn to their unit managers to tell how they feel. By picking out the administrative tasks and instead give them to an assistant, unit managers get more time to spend with his staff and from this they could possibly get an overview of how the business works. The overview enables them to make better strategic decisions for their business and employees.

Background: Sexual harassment is defined as an act alluding to sex and that is unwelcome by the person towards whom the action is directed. It is an illegal action that risks violating and harming a person’s dignity. The problem can be found in the field of healthcare and amounts to precariousness in the work environment that affects the health of the nurse as well as the quality of the care. Aim: The aim was to describe nurses’ experiences of sexual harassment in the workplace. Method: The authors have carried out a literature review and identified and analyzed the knowledge prevalent in the paper's specific area of study. Twelve scientific articles function as the fundament for this paper: seven of a qualitative, three of a quantitative and two of a both qualitative and quantitative study design. Results: The overview of accessible literature resulted in three main categories with two and three subcategories. In the main category titled Descriptions of sexual harassment, with the subcategories Different appearances and The perpetrator, there is a description of the nurses' impressions of the perpetrator as well as the way sexual harassment are expressed. In the second main category, titled The effects of sexual harassment with the subcategories Feelings, Action and strategies and Consequences, the nurses' reactions to sexual harassment both during and after the event are described. In the third main category Explanations, with the subcategories Definition and boundaries and Interpretation, what the nurses perceive as sexual harassment and how they understand what has occurred are described. Discussion: The result is discussed from the standpoint of the different coping strategies that presented themselves. Possible explanations and solutions of the problem as well as consequences are discussed. / Bakgrund: Sexuella trakasserier är en handling eller yttrande som anspelar på sex och är oönskat av den som utsätts. Det är ett olagligt beteende som riskerar att kränka och skada en människas värdighet. Problemet förekommer inom vård och omsorg och utgör en risk i arbetsmiljön som påverkar såväl sjuksköterskans hälsa som vårdens kvalitet. Syfte: Syftet var att beskriva sjuksköterskors upplevelser av sexuella trakasserier på arbetsplatsen. Metod: Författarna har genomfört en litteraturöversikt vilket betyder att kunskap inom ett specifikt område har identifierats och analyserats. Tolv vetenskapliga artiklar ligger till grund för detta arbete. Sju av kvalitativ, tre av kvantitativ samt två av mixad design. Resultat: Litteraturöversikten resulterade i tre huvudkategorier med två eller tre underkategorier. I huvudkategorin Beskrivningar av sexuella trakasserier med underkategorierna Olika uttryck och Förövaren beskrivs sjuksköterskornas uppfattning om förövaren samt hur sexuella trakasserier tar sig uttryck. I huvudkategorin Effekterna av sexuella trakasserier med underkategorierna Känslor, Agerande och strategier samt Konsekvenser beskrivs hur sjuksköterskorna reagerar på sexuella trakasserier, under och efter händelsen. I huvudkategorin Förklaringar med underkategorierna Definition och gränsdragning och Tolkning beskrivs vad sjuksköterskorna uppfattar som sexuella trakasserier samt hur de förstår det som inträffat. Diskussion: Resultatet diskuteras utifrån olika copingstrategier som framkom. Tänkbara förklaringar till och lösningar på problemet samt konsekvenser för såväl sjuksköterskans hälsa som vårdens kvalitet diskuteras.