Operationssjukvård krävs under natten för att säkerställa vården och hjälpa patienter inom rimlig tid.  Operationssjuksköterskan i operationsteamet arbetar tillsammans med opererande läkare med det kirurgiska tillvägagångssättet, samt ansvarar för patientens perioperativa vård. Syftet med denna intervjustudie var att belysa operationssjuksköterskornas upplevelser av att arbeta nattskift på en operationsavdelning. Halvstrukturerade intervjuer genomfördes med sex operationssjuksköterskor på ett medelstort sjukhus i Sverige, och efter en kvalitativ innehållsanalys av materialet framkom sex kategorier; Nattens ryggrad – teamarbetet, Natten – vårdandets tid, På Natten – alltid redo, Natten blir till dag, Natten – tidens tand samt Nattens charm. Studiens resultat speglade operationssjuksköterskornas upplevelser av att teamarbetet utgjorde grunden för ett patientsäkert arbete under nattskiftet samt att operationssjuksköterskorna fick en förbättrad möjlighet att fokusera på omvårdnaden och kommunikationen med patienten under natten. Det krävdes även konstant handlingsberedskap inför oväntade situationer, och arbetet under natten var under förändring då fler av dagskiftets operationer sköts över till natten. Operationssjuksköterskorna upplevde även att arbetet under natten blev svårare då de blev äldre, men att arbetet under nattskift ändå upplevdes som roligare än dagskiftet. Således kunde det tolkas att nattskiftet hade en inverkan på operationssjuksköterskornas arbete, då arbetet kunde vara fysiskt och psykiskt ansträngande vilket även kunde ha en inverkan på patientsäkerheten. Nattskiftets speciella karaktär och med ett närmare teamarbete resulterande ändå i att arbetet utfördes med kvalitet samt att operationssjuksköterskorna upplevde arbetet som roligare, vilket fick dem att välja att fortsätta arbeta nattskift.

Thesis (MCom)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: Health care is a key factor in the general health and wellbeing of any society. At the centre of any well-functioning healthcare system is sufficient, engaged and competent nursing staff. Access to proper health care is reliant on sufficient nursing staff levels, but unfortunately the global scarcity of nursing staff is proving to be a big challenge to the quality and service delivery that public and private healthcare organisations are providing. One of the many contributing factors to the shortage of nursing staff is the global challenge of an aging nursing staff population. At a time of widespread concern about nursing shortages and an ageing nursing workforce globally, human resources functions should pay increasing attention to addressing the shortage of nursing staff. Although attracting individuals to the nursing profession will increase the nursing pool, the engagement (and consequently retention) of current nursing staff is crucial to ensure a sustainable nursing workforce, and as a result, a sustainable healthcare system. The purpose of this study therefore included a diagnosis of the current state of work engagement of nursing practitioners, with the Job Demands and Resources model as diagnostic model, in an attempt to identify the antecedents that significantly contribute to the engagement of nursing practitioners. The data analysis techniques that were applied in this study included item analysis, correlation analysis, hierarchical multiple regression analysis, PLS analysis and ANOVA. While the overall level of work engagement of nursing practitioners in the sample might not have been as low as had been envisioned, there are clearly deficiencies that need to be addressed. In terms of job resources, the factors that were found to be below optimum levels, and warrants intervention, included remuneration, participation, career possibilities, variety at work, independence at work, opportunities to learn, and information. The job resources communication, contact possibilities, relationships with colleagues and relationship with supervisor yielded acceptable mean scores and as a result no particular interventions were proposed for these variables. In terms of job demands, all job demands were reported to be at unacceptably high levels; however, no correlation between pace and amount of work and work engagement was confirmed. As a result, practical recommendations were built around these job demands and resources which anticipate increasing the work engagement of nursing practitioners and thereby partially addressing the greater problem of nursing shortages. / AFRIKAANSE OPSOMMING: Geen opsomming beskikbaar.

Psykosocial arbetsmiljö är samspelet mellan psykiska och fysiska faktorer vilka är av vikt för en individs hälsa, välbefinnande och arbetstrivsel. Forskning inom området har främst fokuserat på hälsa, välmående och stress där krav-kontrollmodellen är en vanligt förekommande modell. Syftet med studien var att undersöka hur faktorerna krav, kontroll och socialt stöd relaterar till arbetstrivsel. Utgångspunkt var krav-kontroll-stödmodellen samt dess relation och interaktion till arbetstrivsel utifrån fem frågeställningar och tre hypoteser. Medverkande var 65 kvinnor och 22 män från två kontor inom en statlig myndighet i Mellansverige. Undersökningen genomfördes med en enkät inspirerad av mätinstrumenten ASK 2.0 och Minnesota Satisfaction Questionnaire. En trevägs variansanalys påvisade resultatet att kontroll eller stöd kan vara av betydelse för arbetstrivsel, men krav verkar inte vara avgörande. De anställda ser ut att trivas och befinner sig antingen i det avspända eller i det aktiva arbetet.

Objetiva-se nesta pesquisa identificar os gap´s de competências do apenado para o ambiente produtivo. O Sistema Penitenciário Brasileiro e, por consequência, o Paranaense, são regidos pela Lei de Execução Penal, que trata das penas e seus regimes de cumprimento. A Gestão de Recursos Humanos utiliza a sistemática de descrição de cargos; recrutamento e seleção; indicadores de gestão; treinamento e desenvolvimento; avaliação de desempenho e recompensas. O ambiente produtivo no Sistema Penitenciário, denominado laborterapia, acontece nos três setores de atividade econômica, e promove disciplina, espiritualidade, dignidade, autoestima, cidadania, valores e liberdade. A formação profissional é promovida pelo Programa e Projetos Profissionais através do PDI – Cidadania/DEPEN. As competências possuem um conjunto de conhecimentos, habilidades e atitudes, requeridos pelo cargo e possuídos pelo apenado. A auditoria de competências busca verificar se as competências exigidas no cargo são apresentadas pelo apenado. E os gap´s de competências são as lacunas, as ausências de conhecimento, habilidades e atitudes, identificados na auditoria, do apenado. O delineamento metodológico classifica-se como método dedutivo, aplicado, qualitativo, exploratório-descritivo e estudo de caso. A conclusão é que os gap’s de competências do apenado são de ordem atitudinal, com déficit também nos conhecimentos e habilidades. Contudo, o programa de laborterapia traz a oportunidade do desenvolvimento pessoal, não apenas na aquisição de competências técnicas, hábitos laborativos e aptidões, mas também, para competências sociais e pessoais. / The objective in this research is to identify the convict's gaps skills for the production environment. The Brazilian Penitentiary System, and consequently the “Paranaense”, are governed by the Criminal Sentencing Act, which deals with penalties and their enforcement regimes. The Human Resource Management uses the system of job descriptions; recruitment and selection; management indicators; training and development; performance evaluation and rewards. The productive environment in the prison system is called work therapy, occurs in three sectors of economic activity, and promotes discipline, spirituality, dignity, self-esteem, citizenship, values and freedom. The training is sponsored by the Program and Professional Projects by “PDI - Citizenship/DEPEN”. The skills have a set of knowledge, ability and attitudes required for role and owned by the convicts. The skills auditing seeks to verify if the skills required in the job are presented by the convict. And the gaps in competence are the gaps, the absences of knowledge, skills and attitudes, identified in the convict’s auditing. The methodological delimitation is classified as deductive method, applied, qualitative, exploratory - descriptive and a case study. The conclusion is that the convict's skills gaps are attitudinal order, also with deficit in knowledge and ability. However, the program work therapy brings the opportunity for personal development, not only in the acquisition of technical skills, work habits and capability, but also for social and personal skills.

Since Sweden joined the European labor market there has been an increase of posted workers, primarily in the construction industry. The aim of this thesis is to study how the EU has affected the Swedish health and safety regulation in the case of posted workers in the construction industry and what room for maneuver there was on the government agency level in the application of the EU-regulations, during the period of 1994–2018. Three research questions are examined: 1) How has the number of posted workers in the construction industry changed? 2) How has the work environment for the posted workers in the construction industry developed? and 3) How has the Swedish Work Environment Authority ap-plied the work environment regulation for posted workers in the construction industry? The results show that there are major gaps in the statistics and enforcement. Most alarmingly, while the posted workers’ share of employment, according to public records, at its highest is around 2 percent, in 2018, their share (together with unregistered foreign workers) of the death accidents in 2008–2017 is much higher, at 14 percent. The EU has weakened the regulation but there have also been hindrances on the national level.

Bakgrund: Vårdskador är ett stort internationellt problem inom hälso- och sjukvården. Antalet rapporterade vårdskador i världen är 43 miljoner per år, vilket leder till en extra kostnad på 42 miljarder dollar. Bara i Sverige läggs 11,5 miljoner kronor extra per år på grund av ökande vårdskador. År 2013 hade hälso- och sjukvården totalt 750 000 extra vårddagar på grund av vårdrelaterade infektioner. Främsta faktorerna är hög arbetsbelastning och bristande samverkan i teamen. Det krävs att vårdpersonal använder sin kunskap, den vårdsökandes och sjukhusets resurser för att förebygga uppkomsten av fler vårdskador. Syftet var att beskriva om vårdpersonals arbetsmiljö ökar risken för vårdskador, och i så fall hur upplevs det av sjuksköterskan? Metod: En litteraturöversikt gjordes där artiklar av både kvantitativ- och kvalitativ ansats användes. Totalt användes 14 artiklar varav nio var av kvantitativ- och fem av kvalitativ ansats. Resultatet visade att arbetsmiljöfaktorer som leder till vårdskador är hög arbetsbelastning och fler vårdsökande, bristande säkerhetskultur och mänskliga faktorn, sjuksköterskornas krav och kompetens, tid på arbetsplatsen, kommunikation, distraktion och teamarbete. Sjuksköterskor upplevde stress då de ansvarar över för många vårdsökande åt gången. Det fanns även ett samband mellan sjuksköterskans utbildningsnivå och risken för dödsfall. Slutsats: Enligt denna litteraturöversikt blev slutsatsen att det fanns ett samband mellan sjuksköterskors arbetsmiljö och risken för vårdskador inom slutenvården. En arbetsplats med ett öppet klimat upplevdes ha positiva effekter, likaså kunna samarbeta mellan professioner. / Background: Health care errors are a major international problem in health care. The number of reported health care errors in the world is 43 million per year, which leads to an extra cost of approximately 42 billion dollars.  Only in Sweden we add 11.5 million Swedish crowns extra per year due to increasing healthcare injuries. In 2013, the healthcare had a total of 750,000 additional care days due to heathcare related infections. The main factors for healthcare errors are high workload and lacking of team collaboration. It is required that healthcare professionals use their knowledge, the care takers and the hospital's resources to prevent the supervention of more healthcare injuries. The aim of this study was to describe if the healthcare professionals’ work environment increases the risk of healthcare errors, and if so, how is it experienced by the nurse? The method used was a literature review, including articles with both quantitative and qualitative approach. A total of 14 articles was used, nine with quantitative approach and five qualitative approach. The results showed that the work environment's factors that lead to health care errors was high workloads and more care takers, lack of security culture and human factors, nursing requirements, skills and experience, time at the workplace,  lack of communication, distraction and teamwork. Nurses experienced stress when they were responsible for many care seekers at a time. There was also a connection between the nurse's level of education and the risk of death. Conclusion: According to this literature review, it was concluded that there was a connection between the nurses' work environment and the risk of healthcare errors. A workplace with an open climate perceived to have positive effects, as well collaborate between professions.

I och med att byggsektorn är en av de mest olyckdrabbade industrierna i Sverige så hararbetsmiljön med avseende på säkerhetsrutiner undersökts i detta examensarbete. Det finnsmånga olika dimensioner av arbetsmiljö och säkerhet, men arbetet fokuserar på att undersökahur väl de personer som arbetar i produktionen tycker det fungerar med utstationeradarbetskraft och säkerhetsrutinerna.I arbetet så har frågeställningar om hur väl säkerheten fungerar med utstationerad arbetskraftoch hur det aktiva arbetsmiljöarbetet skiljer sig mellan svenska och utländska yrkesarbetaretagits upp. Sedan så har även undersökning gjorts i hur man rent allmänt skulle kunna ökasäkerhetsmedvetandet på byggarbetsplatserna. Det har även studerats hurproduktionsledningen på plats upplever situationen med utländsk arbetskraft och säkerhet iarbetsmiljöarbetet.Som underlag till arbetet har en litteraturstudie gjorts samt en intervjustudie av platscheferoch arbetsledare som har erfarenhet av att leda utländsk arbetskraft på sina projekt.Resultatet av studien visar på att produktionsledningen uppfattar problematiken medutstationerad arbetskraft i varierande grad. Vad som ansågs problematiskt kunde variera mengrunden till alla problemen kunde summeras till tre punkter vilka var kommunikation,kulturella skillnader och otydlighet vid upphandling av arbetskraften.Att det måste finnas högre krav och klarare ut- formulerat i anbuden vilken nivå av engelskade utstationerade behöver bemästra för att en säker arbetsmiljö ska kunna garanteras är någotsom kom fram i slutsatsen. Även hur den så kallade CFR-skalan kan användas aventreprenörer för att avgöra om språkkunskaperna anses vara bra nog, samt hur det kulturellaarvet hos arbetare främst från Östeuropa kan kollidera med den platta svenskaorganisationsstrukturen och på så sätt öka säkerhetsrisker i arbetet. / Since the construction sector is one of the industries that is the most affected by work relatedinjuries in Sweden, this thesis is investigating the work environment with focus on safetyroutines at the construction sites. But because of the work environment and safety routinescovers as broad spectra this thesis focuses on how well the people working in the productionsection of the industry, think it works with posted labor and safety routines at the constructionsites.Some questions have been asked in the thesis to help formulate the problem with posted laborand safety routines. They are formulated in a way to help examine how well the safety isworking with the posted labor and what differences leadership feels there are betweenSwedish and posted labor regarding safety routines. The thesis have also investigated how theleadership feels about the situation with posted workers and safety in the job with the workingenvironment.As a foundation for the thesis a literature study has been performed combined with interviewsof construction managers who have experience about leading posted labor in their projects.The result of the study shows that the construction managers view the problem with theposted labor quite different. What they viewed as a problem could fluctuate but everyonebasically had three common denominators; communication, culture differences anduncertainties in the procurements of the contractors.There must be higher demands and greater clarity in the demands of what level of English theposted labor should be able to speak to guarantee safe work environment was one of theconclusions in the thesis. The so called CFR-scale could be used by contractors to determineif posted workers language skills are good enough. Also treated was how the culture legacy ofthe posted workers primarily from Eastern Europe can collide with the flat Swedishorganization culture and how that is a safety risk at the construction sites.

Purpose - The purpose of the study was to determine the drivers of employee engagement in a lean manufacturing environment during a period of change. It also highlighted the importance of employee engagement with regards to the improvement of organisational performance especially in a lean manufacturing environment during the change. Design/methodology/approach – The most frequently mentioned drivers of employee engagement in relation to change and a lean environment were identified through a literature study. The potential drivers that emerged were vision, leadership, communication, immediate supervisory behaviour, team collaboration and training/career development. An empirical study was then carried out to study the impact of these factors on affective commitment, volunteerism and sportsmanship, the latter two are components of organisational citizenship behaviour. A survey with a questionnaire was conducted amongst 86 employees in a lean manufacturing organisation, which was undergoing change. The data analyses included descriptive statistics, correlations and multiple regression analysis. Findings – It was observed that all the six identified drivers of employee engagement namely: Vision, Leadership, Communication, Immediate Supervisor Behaviour, Team Collaboration and Training and Career Development explained 61.2 per cent of the variance in the employee engagement. However, the variables that had the biggest impact on employee engagement were the articulation of the organisational change Vision, Team Collaboration and Immediate Supervisor Behaviour. Practical implications – The results of the study emphasise that special focus and effort must be placed on factors affecting Vision, Team Collaboration and Immediate Supervisor Behaviour as they have shown significantly higher influence on employee engagement in a lean manufacturing environment during a period of change.

This thesis describes the work of investigating and developing Arctic Paper Grycksbo’s work environment work, focusing on their use of the Paper industry’s information system on work environment (Pappersindustrins Informationssystem om Arbetsmiljö, PIA). The work took place between January and June 2018 as a final part of the Master Programme in Industrial Design Engineering at Luleå University of Technology. The client of the project was Arctic Paper Grycksbo, one of three paper mills in the Arctic Paper Group. The work began with a literature study where areas such as production design, safety, work environment management, risk analysis, etc. was covered. Subsequently, a comprehensive survey of the PIA system was conducted in parallel with a survey of the company’s overall work environment management. This resulted in a clear picture of how the system is used, the role of the system in the work environment management and where there were shortcomings in the work being done today. An  identified deficiency was that the quality of investigations of the reported events varied a lot depending on who performed the investigation, another identified deficiency was that there were a number of delayed events that appeared to be investigated and corrected but wasn’t marked as done in the system. To investigate how other companies use the system, a benchmarking was conducted where companies using any variant of the system got to answer how they use the system and what they like about the system. Based on the investigation of the system, Arctic Paper Grycksbo’s use of the system and the use of the benchmarked companies, six areas for improvement was identified, such as the uneven quality of investigation, the delayed events, their use of the risk management module and their analysing of the information in the system. When the areas of improvement were identified, the work was continued to develop how they could improve their use of PIA. First, six of the former benchmarked companies were contacted for more detailed interviews about how they use the system. Based on the deeper benchmarking, the theoretical framework and the areas where Arctic Paper Grycksbo can improve, new routines for Arctic Paper Grycksbo’s use of PIA was developed. As part of the routines, recommendations and instructions for statistics were also developed that they should begin to follow in the system. Arctic Paper Grycksbo is recommended to start following eight safety indicators, three leading and five lagging, and seven trends regarding the characteristics of accidents and incidents. The possibilities in the system are huge and there is a great potential to use it for most parts of the work environment work if you only set the time from the beginning and are aware that it requires some active work. / Det här examensarbetet beskriver arbetet med att undersöka och utveckla Arctic Paper Grycksbos arbetsmiljöarbete med fokus på deras användning av Pappersindustrins Informationssystem om Arbetsmiljö (PIA). Arbetet pågick mellan januari och juni 2018 som en avslutande del på civilingenjörsprogrammet Teknisk Design på Luleå Tekniska Universitet. Uppdragsgivare var Arctic Paper Grycksbo, ett av tre pappersbruk i Arctic Paper koncernen. Arbetet inleddes med en litteraturstudie där områden som produktionsdesign, säkerhet, arbetsmiljöarbete, riskanalys, m.m. behandlades. Därefter genomfördes en omfattande undersökning av PIA-systemet parallellt med en undersökning av företagets övergripande arbetsmiljöarbete. Detta resulterade i en tydlig bild av hur systemet används, systemets roll i arbetsmiljöarbetet och var det fanns brister i arbetet som görs idag. En brist som identifierades var att kvaliteten på utredningarna av de rapporterade händelserna varierade mycket beroende på vem som utfört utredningen, en annan brist som identifierades var att det fanns ett flertal förfallna händelser som såg ut att vara utredda och åtgärdade men saknade klarmarkering i systemet. För att undersöka hur andra företag använder systemet gjordes en benchmarking där företag som använder någon variant av systemet fick svara på hur de använder systemet och vad de tycker om systemet. Baserat på undersökningen av systemet, Arctic Paper Grycksbos användning av systemet och de benchmarkade företagens användning av systemet identifierades sex områden där de kan förbättra och utveckla sin användning av systemet, så som den ojämna kvaliteten på utredningarna, de förfallna händelserna, deras användning av riskhanteringsmodulen och deras användning av informationn i systemet. När förbättringsmöjligheterna var identifierade fortsatte arbetet med att utveckla hur de kan förbättra sig. Först så kontaktades sex av de tidigare benchmarkade företagen för mer detaljerade intervjuer av hur de använder systemet. Utifrån den djupare benchmarkingen, den teoretiska referensramen och de områden där Arctic Paper Grycksbo kan förbättra sig, utvecklades nya rutiner för användningen av PIA. Som en del av rutinerna utvecklades även rekommendationer och instruktioner för statistik de bör börja följa i systemet. Arctic Paper Grycksbo rekommenderas börja följa åtta säkerhetsindikatorer, tre ledande och fem eftersläpande, och sju trender gällande olyckornas och tillbudens egenskaper. Möjligheterna i systemet är enorma och det finns stor potential att nyttja det till de flesta delar av arbetsmiljöarbetet om man bara lägger tiden på det från början och är medveten om att det kräver visst aktivt arbete.

O ambiente de trabalho é um local que pode ocasionar o surgimento de novas amizades. Os amigos, no contexto organizacional, podem fornecer apoio, compreensão e ajuda. A troca de experiência entre os envolvidos é uma rica ferramenta para possibilitar a sobrevivência no trabalho e a aprendizagem de como lidar com determinadas situações na empresa (RIORDAN e GRIFFETH, 1995). A perda de um amigo no local de trabalho, segundo Sias et. al. (2004), pode significar o fim de uma fonte de apoio e ajuda. O rompimento de um relacionamento de amizade, em uma organização, pode ocorrer por vários motivos, entre eles: as personalidades dos envolvidos no relacionamento, as expectativas conflituosas, as traições e as promoções. Nesta pesquisa, em especial, optou-se por explorar as promoções, independentemente do seu tipo, como possíveis motivos para a mudança nos relacionamentos de amizade. Portanto, buscou-se compreender, a partir da percepção dos sujeitos entrevistados, a influência da promoção profissional nas relações de amizade entre os pares investigados. A pesquisa se caracteriza por ser um estudo exploratório e, para tanto, utilizou-se da abordagem qualitativa, com uso de entrevistas semi-estruturadas em profundidade e análise de conteúdo. Foram examinadas seis incidências de amizade no trabalho, em quatro empresas distintas. A incidência se caracteriza por uma dupla de pessoas que trabalham na mesma organização. Essas pessoas trabalhavam juntas, sendo pares, e consideravam-se amigas, de modo que, em algum momento, somente uma delas é promovida. A partir da análise dos dados, foram identificadas 12 categorias iniciais, das quais resultaram 4 categorias intermediárias que, por fim, geraram as 2 categorias finais, sendo elas: “Amizade, será?” e “Apenas um Ambiente Agradável”. O estudo possibilitou um maior entendimento e compreensão das relações de amizade nas organizações, permitindo um maior esclarecimento sobre as relações interpessoais existentes nas empresas. A pesquisa traz o questionamento quanto à existência da relação de amizade no local de trabalho, evidenciando os possíveis motivos para a falta de consenso na caracterização deste tipo de relação. Os dados levantados revelam que a amizade no contexto empresarial está intimamente atrelada à organização. / The work environment is a place that can cause the emergence of new friendships. Friends, in the organizational context, can provide support, understanding and assistance. The exchange of experience among those involved is a rich tool to enable the survival in the workplace and learning of how to deal with certain situations in the company (RIORDAN and GRIFFETH, 1995). The lost of a friend at work, according to Sias et. al. (2004), may mean the end of a source of support and help. The breakup of a relationship between friends, in an organization, can occur for many reasons, including: the personalities of those that are involve in the relationship, the conflicting expectations, the betrayals, and the promotions. In this research, in particular, was chosen to explore the promotion, regardless of the type of it, as possible reasons for the change in relationships of a friendship. Therefore, it tries to understand from the perception of the individuals, the influence of the career development in the relations of friendship between the pairs investigated. The research is characterized by an exploratory study and for this, it was used the qualitative approach, using a semi-structured in-depth and content analysis. It was interviewed six incidences of friendship at work, in four separate companies. The incidence is characterized by a pair of people working in the same organization. They worked together, as co-workers and considered themselves as friends, at some point only one of them was promoted. From the analysis of the data, it was identified 12 initial categories of which were located 4 intermediate categories, that eventually led to the 2 final categories, namely: "Friendship, is it?" and "Just a friendly environment." The study suggests a greater knowledge and understanding of the relationship of a friendship in the organizations, allowing greater insight into the interpersonal relationships in the existing companies. The research brings questions about the existence of a relationship of friendship in the workplace, showing possible reasons for the fault of consensus on the characterization of this type of relationship. The data collected show that the friendship in the business is closely linked the organization.