Bakgrund Arbetet och dess psykosociala arbetsmiljöfaktorer är av betydelse för välbefinnande i arbetslivet. Syftet med detta examensarbete var att undersöka sambandet mellan arbetsmiljöfaktorer, arbete-livsbalans och arbetsrelaterat välbefinnande samt att identifiera förklaringsfaktorer för välbefinnande i arbetslivet. Metod En kvantitativ tvärsnittsstudie genomfördes med insamlad data från ett pågående projekt, GodA-projektet. Anställda inom tre kommunalt ägda bolag i Gästrikland (n = 303) fick år 2013 besvara en enkät. Utifrån denna har ett antal frågeställningar valts ut för att besvara föreliggande studies syfte. Deskriptiv statistik har använts för sociodemografisk karakteristika och statistisk modellering genom linjära regressionsanalyser för undersökning av samband. Resultat Ett signifikant samband återfanns mellan vissa arbetsmiljöfaktorer (upplevelse av den psykosociala arbetsmiljön, motivation, ledarskap, arbetsförmåga), arbete-livsbalans och välbefinnande i arbetslivet. Huvudresultatet indikerar att dessa variabler har ett signifikant förklaringsvärde för välbefinnande i arbetslivet. Dessa förklarar 40 % av variansen i utfallsvariabeln. Slutsats Arbete-livsbalans och vissa arbetsmiljöfaktorer (uppfattning om den psykosociala arbetsmiljön, motivation, ledarskap, arbetsförmåga) kan predicera arbetsrelaterat välbefinnande. Upplevelsen av den psykosociala arbetsmiljön har visat sig ha det starkaste sambandet med arbetsrelaterat välbefinnande och kan förklaras av att denna inkluderar en samlad bedömning av flertalet olika arbetsmiljöfaktorer och arbete-livsbalans. Med utgångspunkt i tvärsnittsstudiers metodologiska svagheter behövs fler studier av longitudinell art för att kunna dra säkrare slutsatser kring undersökta samband. / Background The work and its psychosocial work factors are important for well-being at work. The purpose of this study was to examine the relationship between work environmental factors, work-life balance and work-related well-being, and to identify explanatory factors for the well- being at work. Method A quantitative cross-sectional study was carried out with data collected from an ongoing project, the GodA-study. Employees within three municipally owned companies in Gästrikland (n = 303) answered a questionnaire in 2013. Based on this, a number of questions were selected to answer the present study’s aim. Descriptive statistics were used for socio- demographic characteristics and statistical modeling by stepwise linear regression analyzes for the study of the relationship. Results A significant association was found between certain work environmental factors (perception of the psychosocial work environment, motivation, leadership, work ability), work- life balance and work-related well-being. The main result indicates that these variables have a significant explanatory value for the well-being at work. These explain 40% of the variance in the outcome variable. Conclusions Work-life balance and certain work environmental factors (perception of the psychosocial work environment, motivation, leadership, work ability) can predict work-related well-being. The perception of the psychosocial work environment has been shown to have the strongest association with work-related well-being and could be explained by the fact that it includes an overall assessment of several different working environment factors and work-life balance. Based on cross-sectional studies’ methodological weaknesses, more studies of longitudinal nature are needed to draw more reliable conclusions.

Syftet med denna studie var att undersöka hur personalchefer upplever sin egna psykosociala arbetsmiljö, vad det gäller arbetstillfredsställelse (motivation och kommunikation), arbetsrelaterad stress och ledarskap. En kvalitativ studie genomfördes med sju semistrukturerade intervjuer och utifrån ett grundläggande tematiskt tillvägagångsätt analyserades det insamlade materialet. Sammanfattningsvis indikerade resultaten att personalcheferna upplevde sin psykosociala arbetsmiljö som god, trots höga krav och perioder av stress.  Kontakten och arbetet med människor visades ha en stor betydelse för personalchefernas arbetstillfredsställelse. Resultatet visade också att chefserfarenheten gav goda förutsättningar för stresshantering och ledarskap. / The purpose of this study was to explore how HR managers experience their own psychosocial work environment, concerning work satisfaction (motivation and communication). A qualitative study was carried out with seven semi-structured interviews and the collected material was analyzed from a basic thematic approach. In summary, the results indicated that HR managers experienced their psychosocial work environment as good, despite high demands and periods of stress. The opportunity to have contact with, and to work with, people were of great importance to HR managers' job satisfaction. Moreover, the results showed that the experience of the manager's role provided good conditions to deal with stress and leadership.

Syftet med denna kvalitativa studie var att undersöka chefers upplevelse av den egna psykosociala arbetsmiljön, särskilt frågan om den arbetsrelaterade stressen. Åtta linjechefer, fyra kvinnor och fyra män, intervjuades och besvarade frågor kring den egna upplevda arbetsrelaterade stressen utifrån följande områden; (1) Faktorer som bidrar till arbetsrelaterad stress; (2) Hur stress yttras samt; (3) Faktorer som kan minska arbetsrelaterad stress. Resultaten visade att samtliga chefer hade upplevt en negativ arbetsrelaterad stress som ledde till konsekvenser för både arbetsliv och privatliv. Mot bakgrund av detta är slutsatsen att organisationen i fråga bör se över chefers arbetsrelaterade stress inom den psykosociala arbetsmiljön för att på så vis förbättra förutsättningar för ett långsiktigt och hållbart ledarskap. / The aim was to examine managers perception of their own psychosocial work environment, especially in the case of the issue of work-related stress. Eight line managers, four men and four women, were interviewed and answered questions about their own perceived work-related stress based on the following issues; (1) Factors that contributes to work-related stress; (2) How stress is expressed and; (3) Factors that can reduce work-related stress. The result showed that all managers had experienced a negative work-related stress which led to consequences both for work and in personal life. Against this background the conclusion is that the organization should review the work-related stress in the psychosocial work environment among managers to provide better conditions for long-term and sustainable leadership.

Ångest och depression spås om fem år tillhöra några av världens största folksjukdomar (World Health Organization, 2001). Stigmatisering av psykiska besvär hos individer innebär att många med psykisk ohälsa exkluderas från arbetsmarknaden (Socialdepartementet, 2012). Att individer med psykisk ohälsa arbetar innebär dock vinster på individ-, organisations-, och samhällsnivå (CEPI, 2012). Syftet med studien är därmed att undersöka hur arbetsmiljön för anställda med ångest- och depressionssyndrom har anpassats utifrån den anställdes förutsättningar. Studiens fokus är att belysa vilka faktorer som påverkade att anpassningarna genomfördes. Antonovskys (2005) teori KASAM med begreppen begriplighet, hanterbarhet och meningsfullhet redogör för sambandet om vad som påverkar hur arbetsmiljön har anpassats. En kvalitativ metod har använts där sex anställda med ångest- och depressionssyndrom har intervjuats. Resultatet visar att den anställde själv har ett ansvar att berätta om sina behov för att anpassningarna ska genomföras. Arbetsgivaren har också ett väsentligt inflytande när det gäller genomförandet av anpassningar på arbetsplatsen. Ett öppet arbetsklimat är betydande för att våga berätta för sin arbetsgivare att anpassningar behövs. En slutsats är att möjligheten till påverkan och inflytande för den anställde är viktigt för att anpassningar ska ske. / In five years, anxiety and depression is predicted to become two of the most prevalent illnesses in the world (WHO, 2001). The perceived stigma of individuals suffering from mental illness excludes many of them from joining the work force (Boardman et al., 2003). However, having individuals who suffer from mental illness in employment brings benefits on both an individual, organisational and community level (CEPI, 2012). The purpose of this study is therefore to examine how the work environment for people with anxiety or depressive disorders has been adapted based on individual conditions. Antonovsky’s (2005) SOC theory describes the concepts of comprehensibility, manageability and meaningfulness, and how they together have influenced the work environment to adapt. A qualitative approach was used where six employees with anxiety or depressive disorders were interviewed. The results show that the employee has a responsibility to express the need for support, and that the employer’s influence also has a vital part when implementing the adjustments to the work environment. The employee has to find the courage to approach the employer regarding the adjustments needed, thus an open work environment is essential. In conclusion, the study shows that the employee’s ability to make an impact and exert influence on their working environment is important.

The purpose of this prospective, descriptive, cross-sectional, correlational study was to explore the relationship between staff nurses' perceptions of first line manager coaching behaviors and nursing work environment characteristics, professional work satisfaction, job satisfaction, and intent to stay. Staff nurses perceived managers as engaging in certain coaching behaviors more frequently than others. Behaviors that established a mutually trusting and supportive relationship were reported as the most frequently occurring behaviors. Behaviors that supported the development of a mutually trusting and respectful relationship were reported as the most frequently occuring behaviors. Behaviors that supported one-on-one interactions focusing on individual development occurred less frequently. Managerial coaching behaviors were positively correlated with eight work environment characteristics which comprise professional work satisfaction, with medium to large effect sizes noted. Coaching behaviors also demonstrated positive relationships with job satisfaction and intent to stay. Correlational analyses and regression analyses illuminated the relationships between the variables. Mediation analysis of managerial coaching and the eight work environment characteristics defining professional work satisfaction provided more complete understanding of the relationship in prediction of intent to stay. The eight characteristics acted as either total or partial mediators of managerial coaching when predicting intent to stay. Demographic characteristics, managerial coaching and professional work satisfaction explained 41.4% of the variance in job satisfaction. Demographic characteristics, managerial coaching, professional work satisfaction, and job satisfaction explained 37% of the variance in intent to stay. / text

Women are underrepresented among the top echelons of management at Hong Kong academic libraries. This is in contrast with the situation in the United States and certain other countries, where the representation of women in senior management is broadly in line with the profession as a whole. The present study addresses the possible role that the gender stereotyping of leaders might have in accounting for this situation. To this end, the beliefs of academic library professionals were surveyed so as to determine whether they endorsed a masculine, feminine, or androgynous (gender-neutral) sex role for an ideal library manager. This was achieved through the development of a modified form of the Bem Sex Role Inventory (BSRI), with particular care taken to ensure the measure remained valid in a Chinese cultural context. The results showed that 50% of respondents believed that a masculine personality type makes for an ideal leader, compared to just 12% that endorsed a female personality type. A preference for male leadership was therefore widespread among respondents. Additionally, there was little difference between male and female respondents, and women were just as likely as men to endorse a masculine role for good leaders. The possible impact of cultural factors on gender stereotypes among Hong Kong librarians is suggested as a potentially fruitful area for further investigation. Based on the results, a key recommendation of the paper is for managers and administrators in academic libraries and the higher education sector more generally to be made aware of the potentially unconscious impact that gender stereotyping can have on hiring and promotion decisions. / published_or_final_version / Education / Master / Master of Education

The purpose of this study is to investigate the relationship between work organisation and the labour market status of employees in Sweden, during the years 2008 to 2012. The main interest is to analyse the probability of staying employed or not, and staying employed after the general retirement age.To assess this relationship three different data sources are combined. Work organisation is approximated with the NU2012 survey, which was conducted by the Swedish Work Environment Authority. We use an empirical combination of the questions, and the work organisation is assumed constant throughout the years. Separate regressions are estimated for each possible labour market status. The regressions are estimated with cross section models and random effects panel data models.We find that there is a relationship between work organisation and employees’ labour market positions. Numerical flexibility is found to affect the work environment and the individuals’ labour market statuses negatively. Decentralisation’s and learning’s impact on the individuals’ labour market status is, however, incoherent with theories and previous research. These results are probably due to the reverse time causality of the study. Finally we propose that it is important to investigate this relationship further to be able to make policy changes.

Socialtjänsten är en verksamhet som i studier framträder som särskilt problematisk vad gäller den psykosociala arbetsmiljön, arbetsrelaterad ohälsa och personalomsättning. Mot bakgrund av socialtjänstens verksamhetsstyrning, vilken är omfattande och komplex, ställs frågan hur kommunen ser på möjligheterna att verka för en god psykosocial arbetsmiljö. I denna fallstudie har 12 nyckelaktörer med någon form av personalansvar gentemot socialsekreterarna från en och samma socialförvaltning intervjuats. Intervjuerna analyserades genom innehållsanalys med latent fokus. Resultaten visar att den bild som framträtt i forskning kring socialsekreterarnas arbetsvillkor inte nått full legitimitet på organisatorisk nivå. Resultaten visar även att det arbete som bedrivs för att stärka den psykosociala arbetsmiljön sker genom primära interventioner vars fokus riktar sig mot organisationen samt interaktionen mellan individ och organisation. Vidare antyder resultaten att kunskapen gällande verksamhetsstyrningens relation till psykosocial arbetsmiljö är i behov av utveckling. Studien tyder på att det behövs mer forskning kring sambandet mellan socialtjänstens verksamhetsstyrning och socialsekreterarnas psykosociala arbetsmiljö liksom att dialogförhållandet mellan kommuner och den statliga överbyggnaden behöver undersökas närmare. / The social services is an area that studies suggest are notably problematic when exploring the psychosocial work environment, work-related illnesses and employee turnover. In light of the complex and comprehensive operational strategy of the social services questions might be raised over the ability of municipalities to achieve a suitable, and functional, psychosocial work environment. In producing this paper, twelve key employees have been interviewed from the same social service centre. The methodology for analysis of interviews has been through ‘content analysis’ with a latent focus. There are several conclusions to be drawn. Results show that the recommendations from previous studies on improving the working conditions of social service workers have, to date, not been given their full legitimacy on an organisational level. Corrective interventions have primarily been directed both towards the organisation and the interaction between the organisation and the individual. Analysis also indicates that the understanding of the relationship between the operational strategy and the psychosocial work environment still needs to be developed. Finally, this paper shows that further research on the relationship between the operational strategy in the social services and the psychosocial work environment is still required, including research on the dialogue between the municipalities and the governmental superstructure. / <p>Uppsatsen har under AFA Försäkrings FoU-dag i Stockholm 10 november 2015 tilldelats AFA Försäkrings och Prevents stipendium “Utmärkt arbetsmiljöuppsats”. Se länken nedan för mer information:</p><p>https://www.afaforsakring.se/nyhetsrum/pressmeddelanden/2015/11/student-vid-malardalens-hogskola-tilldelas-stipendium-for-uppsats-om-socialsekreterares-arbetsmiljo/</p><p></p>

M. Tech. Labour Relations Management / The Department of Correctional Services (DCS) is responsible for the rehabilitation, through skills-training and development, of all offenders incarcerated for different kinds of crimes/offences committed in South Africa. The DCS assumes responsibility for safeguarding society against convicted criminals.. It was reported that DCS experienced a dramatic increase in workplace conflict in the period 2008/2009 - 2012/2013, and the situation has not changed ever since. Workplace conflict, especially dysfunctional conflict, creates unstable labour relations and related risks in the DCS, and should therefore be combated without any further delay. The researcher is under the presumption that many forms of dysfunctional workplace conflict in the Department of Correctional Services, arise because managers, trade union representatives and employees have different perceptions of how employment relations practices and behavioural norms should be applied in the workplace. The primary objective of this study was to investigate employee perceptions on the causes of destructive conflict in the workplace of the Department of Correctional Services, and for that purpose, Zonderwater Management Area was purposefully sampled for the research.

The introduction of computers in working life has changed the very nature of many jobs and the entire work situation for a great number of people. How has this affected the individual´s health and well being? With the large increase in the use of computers we have witnessed an increase in reports on negative effects on users´health. The puropose of this thesis is to describe a number of studies on health effects of office computerisation conducted over a period of 20 years. The emphasis of the early studies was on psychosocial factors and stress effects while the focus in the more recent studies was to take into account occupational health in software development. The following conclusions have been drawn: We still face severe problems concerning the computer users´health and work environment. Much of the negative health effects are associated with stress. The introduction of new computer systems can result in an increase in various work-related health risks. These risks are related to several interacting factors, with two of the more important factors being work organisation and contents and design ot the computer system. Current methods, models and tools for system development are insufficient to prevent work environment and health problems encountered in administrative case handling work. To counteract these problems more attention needs to be given to social and organisational factors during system development.