Att vara violinist ställer stora krav på den enskilde eftersom yrket för med sig betydande risker för att råka ut för arbetsrelaterad ohälsa. Syftet med denna uppsats är att undersöka hur violinlärare på musikhögskola i Sverige säger sig arbeta för att förebygga arbetsrelaterad ohälsa (ARO) hos violinstudenter och om detta sker på lärarens eget initiativ eller om lärarkollegiet arbetar efter en speciell metodik. Studien utgår från en hermeneutisk metod för att tolka kvalitativa intervjuer av violinlärare på musikhögskola. Resultatet visar på ett personligt engagemang hos de intervjuade lärarna vad det gäller att lära ut ergonomi i instrumentalundervisningen, men att det är upp till varje lärare att bestämma omfattning och djup på den ergonomiska kunskap som förmedlas till studenterna. Beroende på vilken violinlärare man har så kan det således vara stora skillnader på ergonomins tyngd i violinundervisningen. Detta innebär att violinstudenter inte ges lika förutsättningar för att undvika arbetsrelaterad ohälsa. / Being a violinist implies great demands on any individual since the profession brings considerable risks of work-related illnesses or injuries. This essay investigates how violin teachers in music colleges in Sweden are working in order to prevent work-related injury and illness among violin students and if this happens due to the teacher’s own initiative or if the college is working with a certain methodology. The study utilizes a hermeneutic method in order to interpret qualitative interviews with violin teachers at music colleges. The results show a personal commitment among the interviewed teachers when it comes to teaching ergonomics in instrumental teaching, but it is up to each teacher to decide the extent and depth of the ergonomic knowledge that is being passed on to the students. Depending on the violin teacher, there may be considerable differences in the ergonomic focus of the violin teaching. This means that violin students do not receive the same chances with regards to avoiding work-related illnesses or injuries.

Syfte – Syftet med denna studie är att öka förståelsen för kopplingen mellan Lean och kraftergonomi inom tillverkningsindustrin samt undersöka varför de, inom viss forskning, anses oförenliga. För att uppfylla syftet har det gemensamma snittet mellan Lean och kraftergonomi undersökts samt vilka konflikter som kan uppstå mellan Lean och kraftergonomi vid arbete inom tillverkningsindustrin. Metod – Litteraturstudier, med fokus på samverkan mellan Lean och kraftergonomi, har utgjort ett teoretiskt ramverk. Litteraturstudier har kompletterats med en fallstudie på ett företag inom tillverkningsindustrin. Empirisk data, utgjord av genomförda intervjuer, observationer och en riskbedömning på fallföretaget, har analyserats gentemot det teoretiska ramverket och därmed genererat studiens resultat. Resultat – Studiens resultat visar på en stark koppling mellan Lean och kraftergonomi, då de samverkar till att stödja och förbättra varandra. Den vanliga uppfattningen, att Lean skulle orsaka repetitivt arbete, motbevisas genom att Leans principer, såsom arbetsrotation, arbetsutvidgning och arbetsberikning, istället bidrar till variation. Att Lean orsakar repetitivt arbete motbevisas även genom att arbetets takt baseras på kundefterfrågan, istället för kortast möjliga cykeltid. Ett annat bevis för att Lean och kraftergonomi stödjer varandra är att kvalitetsbrister oftast beror på kraftergonomiskt krävande rörelser. Dessa rörelser ses som icke-värdeadderande aktiviteter enligt Lean och minskar effektiviteten i arbetet. En konflikt mellan Lean och kraftergonomi har dock identifierats i studien, vilket är rörelse i form av gång. Gång ses enligt Lean som en icke-värdeadderande aktivitet, medan det enligt kraftergonomi är en viktig faktor för ett varierat arbete. Implikationer – Studien bidrar till den forskning som visar på att Leans principer och metoder ligger i ett gemensamt snitt med kraftergonomi. Anledningen till att många verksamheter upplevt en försämrad kraftergonomi på grund av Lean, tros därför bero på en ofullständig implementering utan helhetssyn över verksamhetsstrategin. Studiens resultat är behjälpligt för verksamheter i alla stadier av arbete med Lean. Resultatet kan användas som underlag för beslut före implementering, som stöd under implementering och vid fortsatt uppföljning och förbättringsarbete enligt Leans principer och metoder. Förhoppningen är att resultatet ska kunna hjälpa verksamheter att minska sjukfrånvaron, genom ökad förståelse för Lean som verksamhetsstrategi. Varje verksamhet behöver dock ha i åtanke att den identifierade konflikten mellan Lean och kraftergonomi kräver en avvägning för varje specifik arbetssituation. Begränsningar – Studerad litteratur har innefattat teori, där både Lean och kraftergonomi behandlas. Genom enskilda studier av både Lean och kraftergonomi, hade mer information troligtvis erhållits och medfört ett mer omfattande resultat om kopplingen mellan de två. / Purpose – The purpose of this study is to increase the understanding of the connection between lean and physical ergonomics in manufacturing industry, and to investigate reasons why they, in certain research, are considered to be inconsistent. To fulfil this purpose the intersection between lean and physical ergonomics has been studied, as well as possible conflicts that may arise between lean and physical ergonomics in manufacturing industry. Method – The theoretical framework is based on literature studies, focusing on the interaction between lean and physical ergonomics, supplemented by a case study at a company in manufacturing industry. Empirical data from completed interviews, from observations, and from a risk assessment of the case study company, have been analysed against the theoretical framework and generated the study's results. Findings – The results of the study show a strong link between the principles and methods of lean and physical ergonomics, as they work together to support and improve each other. The common perception, that lean should cause repetitive work, is disproved through the principles of lean, such as work rotation, work enlargement and work enhancement, which all contribute to variation. Also, according to lean principles, work rate should be based on customer demand and not on shortest possible cycle time. Another evidence of lean and physical ergonomics supporting each other is the fact that quality defects mostly occur due to ergonomically demanding movements. Such movements reduce work efficiency, and should be considered as waste according to lean. In the study, one conflict has been identified between lean and physical ergonomics, regarding movements through walking. In lean, walking is considered a non-value adding activity, while it in physical ergonomics is seen as a vital factor for work variation. Implications – The study contributes to research showing that lean principles and methods have a common intersection with physical ergonomics. The reason why many companies have experienced impaired physical ergonomics from lean, is supposed to be through incomplete implementations, lacking operational strategy overview. The results from the study will be useful for companies in all phases of lean implementation. The result may assist decisions when considering implementation, during implementation, and in continued monitoring and improvement efforts according to lean principles and methods. It is hoped that the results can help reduce sick leave through increased understanding of lean as an operational strategy. Each company must, however, bear in mind that the identified conflict between lean and physical ergonomics will have to be weighed up carefully by that particular company. Limitations – Studied literature has included theory where both lean and physical ergonomics have been discussed. Through individual studies of lean and of physical ergonomics more information would most likely have been acquired, resulting in a more extensive result on the connection between the two.

Purpose – Employee turnover entails considerable costs and is a major problem for the construction industry. By creating an extensive framework, this study aims to examine whether perceived work-related factors affect turnover intention in South Korean construction companies. Research design – The paper is based on the results of a questionnaire of 136 employees that was conducted and provided by a Korean construction company. Research hypotheses were tested via correlation analyses. The most influencing work-related factors, as well as differences among job levels, were determined by multiple regression analyses. Findings – Communication, immediate leaders, organizational commitment, and organizational pride substantially affect turnover intentions. All of these factors can be considered as relational factors. The most influencing factors differ among job levels. Discussion/practical implications – Immediate leaders should be aware of their role in retaining employees and enhance communication, organizational commitment and pride. This study shows how the importance of certain variables differs for groups of employees. Theoretical implications/limitations– This study is based on a sample of employees from a Korean construction company. Therefore, the generalizability of the findings has to be tested. Future research should test the proposed framework with other factors or resources. Originality/value – This study shed light on the turnover subject in the South Korean construction industry. It shows that different factors can influence turnover intention among job levels. A framework was created, which is based on 16 work-related factors including organizational factors, HRM practices and job attitudes.

According to statistics, a significant increase in sickness has occurred in the public sector in recent decades in Sweden. Human therapeutic professions is the area where the illness is most prevalent. The purpose of this study was through a qualitative method and hermeneutic approaches explore how conscious six social workers in the social services are on stress and how they cope with it. Further it investigates and analyzes how these results affect their daily work. One important result due to stress is that the social workers ability to treat their clients is impaired and they are less able to be empathetic. Inadequacy in the work environment leads to a sense of insufficiency by social workers, and a reduced quality of life. This despite the fact that they express a variety of coping strategies. The conclusion of the study shows that due to high demands, a lack of control over ones work and lack of support from management, social workers have a sense of inadequacy.

This research brings together two concepts that are often depicted as polar opposites. Sutton-Smith (2001) however suggests that the opposite of play is not work, but depression, and moreover echoes other scholars in reclaiming play as an essential human expression, even for adults. This study, therefore, argues that, given the precarious wellness territory our workplaces are in, something about work is not working. It is furthermore proposed that, given all the evidence of the therapeutic potential inherent to play, there is indeed something nutritious at play in play. Despite these well-supported arguments, play remains hidden away in the academic shadows of more serious industrial psychological preoccupations. Surprisingly, the same conspicuous absence is even mirrored in Positive Psychology, a bustling field that claims to celebrate glee, fun, and happiness (Seligman, 2002a). Entitled “An autoethnographic exploration of play at work,” this dissertation leans on the metaphor of “exploration”, or more specifically, exploratory play. This results in two distinct yet interwoven dimensions to the research study. Firstly, the research approaches the phenomenon of play and play-based methods in workshop contexts through the lived experience of the researcher. Secondly, the research project in itself is conceptualised as work, and the methodology of autoethnography is conceptualised as a playful approach to this work of conducting research. Aside from widening the research scope, this also appropriately matches research methodology to the research domain. Aside from being about play at work, this research also is play at work. Autoethnography, as a recent development in qualitative research, remains unconventional and somewhat controversial in the South African social sciences. Autoethnography, as an offspring of ethnography, offers a method to reflexively incorporate the researcher’s own lived experience in the study of culture as a primary source of rich phenomenological data. Instead of minimising the emotive and subjective, this research amplifies and celebrates it. Given a fair degree of unfamiliarity in terms of autoethnography as well the accusation of being overly self-centred, the experience of the researcher is then complemented by the views of a number of co-creators to the culture being studied. This is done through external data-gathering in the forms of a focus group as well as number of semistructured, dyadic interviews. While therefore leaning more toward postmodern themes, this research also incorporates what has been termed analytical autoethnography (Anderson, 2006), wherein the researcher is a full-member of the setting being studied, is portrayed as such and is committed to theoretical analysis. This study can therefore be summarised as an autoethnographic case study that balances evocative and analytical styles (Vryan, 2006) while emanating from the philosophical assumptions of interpretivism and subjectivism. Internal realities and meaning-creation are thus emphasised rather than the received views of positivism. The central research question being explored is how play and play-based methods promote work-related well-being. To answer this question, firstly, play and play-based methods are explored, both from a theoretical and practical point of view. From within workshop (pedagogical) contexts, the play-based methods considered throughout this study include metaphor and story, creative-arts-based play, physical-body play and also the uncelebrated yet essential methods of icebreakers and games. A preliminary taxonomy is proposed for play-based methods to offer description and to facilitate reflection and learning. Descriptive elements in this taxonomy include interactive vs. solitary, competitive vs. cooperative, motor-sensory vs. cognitive-mind, participative vs. vicarious and rule-bound vs. improvisational. Building on this exploration of play-based methods, the second aspect explored in more detail has to do with the more internal and subjective experiences of participants, or players, if you like. These experiences are then related to prominent concepts encountered in Positive Psychology to, by proxy, understand how they relate to work-related well-being. Significant themes that emerge from this include play as fun, play as mind-body integration, play as authenticity, play as community, and play as stress-relief and resilience. This is then woven into a creative non-fiction, in accord with a trend in qualitative research called creative analytical practices (CAP) (Richardson, 2000). This creative non-fiction, detailed in Chapter 4, forms a key autoethnographic output that animates all these themes in a way that is accessible, evocative and playful. Chapter 5 complements this chapter with an in-depth exploration of the research journey as a confessional tale. While adopting the metaphor of hiking in mountains (exploring nature), this confessional tale clarifies the research process and incorporates an in-depth analysis of the themes, both in terms of research data as well as literature. This is supported by a number of separate appendixes, including interview transcripts, depictions of the interview analysis as well as a number of photos from the field. In terms of its uniqueness and unconventionality, this research joins in the choir of related work to incorporate more contemporary research genres into the social sciences in South Africa. By doing so, it opens up doors to phenomena that simply resist being studied with the ontological and epistemological assumptions of conventional modern science. Furthermore, the effect and impact of this research is that it provides accessible and practical ideas as to how a synthesis of play and work can help us renew and rejuvenate our work and workplaces. That is, how we can come alive in the work contexts that risk becoming sterile, clinical and inhuman in the wake of Taylorist reductionism and efficiency. Given that state of work and workplace, and the productive and therapeutic potential in play, indeed, we are too busy not to play. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012

Studiens syfte var att undersöka om det fanns några skillnader i identitet och motivation beroende på kön, ålder (medarbetare) och typ av tjänst (chef vs. medarbetare) där de tre typerna av arbetsrelaterad identitet (yrkesidentitet, organisations identitet och arbetsgrupp identitet) och två typer av motivation inre och yttre motivation (inre = utmaning och nöje, yttre = kompensation och erkännande) undersöktes. Resultatet visade signifikanta skillnader i organisationsidentitet och yrkesidentitet mellan chefer och medarbetare, där chefer identifierade sig mer med organisationen och sitt yrke än medarbetare. Chefer visade sig även ha en högre inre motivation (utmaning) än medarbetare. Vad det gäller gruppen medarbetare identifierade sig män i högre grad med arbetsgruppen och organisationen än vad kvinnorna gjorde. / The purpose of this study was to examine if there are any differences in work-related identity and work motivation depending on gender, age (employees) and type of employment (executive vs. employee) where three types of identity (professional identity, organizational identity and workgroup identity) and two types of motivation, inner and external motivation (inner=challenge and entertainment, external=compensation and recognition) were examined. The result showed significant differences in organizational identity and professional identity between executives and employees, where executives identified more with the organization and had a higher level of professional identity. Among the employees, there was a significant gender difference: men identified more with the organization and the work group than women.

Problemformulering: Upprepade traumatiska upplevelser, oförutsägbara situationer, oregelbundna arbetstimmar, tidspress samt otillräcklig tid för återhämtning är bara några få anledningar som bidrar till att ambulanssjuksköterskor lider av stor risk att drabbas av psykisk ohälsa. Långa sjukskrivningar kan bli resultatet av den psykiska ohälsan. I dagsläget används flera metoder för att minska den arbetsrelaterade psykiska stressen men ändå är det ett stort problem. Genom att låta ambulanssjuksköterskorna själva berätta om vad de anser kan vara en möjlig metod för stressreducering kan problemet minska. Metod: En kvalitativ metod användes för att få en djupare förståelse inom det aktuella ämnet. Sex ambulanssjuksköterskor intervjuades, med hjälp av semistrukturerade intervjuer, där de fick berätta om vilka möjliga åtgärder de ansåg kunde minska den arbetsrelaterade psykiska stressen. Intervjuerna transkriberades och analyserades därefter med hjälp av en kvalitativ innehållsanalys. Där togs teman fram som sedan användes i resultatet. Resultat: Respondenterna ansåg att det fanns flera områden där möjliga åtgärder kunde bidra till att minska den arbetsrelaterade psykiska stressen. Sociala relationer, bra ledarskap, kontroll över schema, utbildning, erfarenhet och fritid var de områden där respondenterna ansåg att det fanns möjlighet till potentiella åtgärder. I vissa fall var det nya åtgärder som kunde implementeras och i andra fall var det redan aktuella åtgärder som behövde förbättras eller användas mer frekvent. Slutsats: Det finns flera åtgärder som kan visa sig vara effektiva för att minska den arbetsrelaterade psykiska stressen. Ett bra ledarskap i samband med gemensamt ansvar är essentiellt för att skapa en bra arbetsmiljö. Möjligheten till att eliminera all psykisk stress från arbetet ses som väldigt svårt, men genom möjliga åtgärder kan den minskas eller hanteras. Mer kvalitativ forskning kring detta ämne kan leda till fler svar. / Problem: Mental illness is common in ambulance nurses due to traumatic events, irregular working hours, pressure and lack of time for recovery. The result of these factors can be long-term sick leave. There are som actions already taken in todays ambulance service but the problem with work-related mental stress is still present. Method: Six ambulance nurses were interviewed to see what actions they thought could be used to reduce the work-related mental stress. The interviews were then analyzed by using a qualitative content analysis. Several themes were revealed that then were used in the result. Result: Several possible actions where was considered as useful to reduce the work-related mental stress. Social relationships, a good leadership, control over scheduling, education, experience and leisure time activities were areas where possible actions could be taken. In som cases there were new methods to reduce stress and in others there were already existing ones that could be expanded. Conclusion: Work related mental stress in ambulance nurses is something that will not disappear. But this study showed that there are possible methods that could help reduce and manage the mental stress. A good leadership seemed essential to create a good working environment were work-related mental stress was not common. More qualatative studies needs to be done regarding this subject and then there is a possibility to learn more methods wich can help ambulance nurses deal with the problem of work-related mental stress.

The aim of this essay was to identify how social workers experience and handle work related stress in order to understand how stress can be handled on an individual level. The study was based on a qualitative study and used semi-structured interviews. Interviews with professionals showed that stress mainly occur in absence of control. Social workers use social support and structure their work to reduce demands, to handle stress. The professionals also believe that limits and distance in work is key. Social workers use these different strategies to handle stress, yet some of the issues is adjusted within the organisation. Various organizational factors may contribute or prevent a burnout. In conclusion although the professionals can form their work situation by using these techniques to reduce stress, some problems will remain because it is controlled within the organisation. Keywords: Social worker, work related stress, burnout, social services, work situation.

A modern society is often characterized by a large measure of welfare that all citizens take part of to a greater or lesser extent. Welfare can be defined as the social rights and benefits enjoyed by the habitants of a country. In Sweden, the social safety net is well developed and offers financial compensation in several situations and the individual can safely rely on the social safety net. In addition, legislations and insurances have been developed to offer protection to the habitants in special deserving cases. For example, when a person gets injured at the work-place or in traffic there are insurances that allow compensation regardless of any negligence, so called culpa. The insurance form is called no fault insurances. In addition, there is tort law that is applicable on all non-contractual damages. Tort law, private insurance law, insurances due to collective bargaining, public insurances covering occupation as well as different areas of the social security system are all connected in a vast and complex structure. The main purpose of the essay is to analyze the interdependence between the different compensation systems and to examine the differences that the no fault insurances concerning work related injuries and injuries due to traffic shows between them but also in comparison with tort law regarding for example compensation and the possibility to appeal a “wrongfully” made decision. The first part of the essay will provide a historical background to the development of the no fault insurances, especially regarding occupational damage and accidents in traffic, and focus on the relation between the different compensation systems - the Swedish model. Further on the motives to the regulations will be examined, followed by cases illustrating the actual application and specialness of the regulations. Analyzes and conclusions will be found in the different chapters of the essay, and they will be put together in a final chapter.

Made available in DSpace on 2015-03-05T20:04:16Z (GMT). No. of bitstreams: 0 Previous issue date: 3 / Nenhuma / OBJETIVO: Avaliar a capacidade funcional de trabalhadores e sua associação com características individuais e ocupacionais. MÉTODO: Estudo epidemiológico transversal com 360 trabalhadores do setor técnico e produção de uma indústria de materiais elétricos. Utilizaram-se 3 questionários auto-aplicáveis: um com variáveis demográficas, socioeconômicas, ocupacionais e de estilo de vida, o Índice de Capacidade para o Trabalho (ICT) e o Questionário Nórdico de Sintomas Osteomusculares. Modelos de regressão de Poisson foram utilizados para obtenção das Razões de Prevalência (RP) brutas e ajustadas e seus respectivos Intervalos de Confiança 95% (IC95%) RESULTADOS: Participaram do estudo 337 trabalhadores, 51,6% do sexo feminino, 42,1% entre 20 e 29 anos, estando 66,2% nas linhas de produção. A prevalência de baixa/moderada capacidade para o trabalho foi de 19% (IC95% 15%-23%) e a de sintomas osteomusculares relacionados ao trabalho de 47,5% (IC95% 42%-53%). A análise multivariada revelou que a capacidade para o traba / OBJECTIVE: To assess the functional capacity of workers in an electric materials plant and its association with individual and occupational characteristics.METHOD: This is a cross-sectional survey with 360 workers from the technical and production sector of a industry of electric materials. Three self-completed questionnaires were used to collect information on demographic, social-economic, occupational, and life style variables, the Work Ability Index (WAI), and the Nordic Questionnaire of Musculoskeletal Symptoms. Poisson regression models were used to estimate the crude and adjusted Prevalence Ratios (PR) and their respective 95% confidence intervals (CI95%).RESULTS: 337 workers took part in the survey. Of these, 51.6% were women, 42.1% were 20 and 29 years old, and 66.2% were from the production lines. The prevalence of reduced work ability was of 19% (CI95% 15%-23%) and the musculoskeletal symptoms related to work was of 47.5% (CI95% 42%-53%). Multivariate analyses showed that the reduced work ability ca