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  • 1.
    Eriksson, Monica
    et al.
    University West, Department of Health Sciences, Section for health promotion and care sciences.
    Alsén, Pia
    University West, Department of Health Sciences, Section for nursing - graduate level.
    Lycke, Liselott
    University West, Department of Engineering Science.
    Tano, Ingrid
    University West, Department of Engineering Science, Division of Mathematics, Computer and Surveying Engineering.
    Aronsson, Gunnar
    Stockholms universitet, Stockholm, Sverige.
    ARK: modell för att systematiskt arbeta med hållbart arbetsliv inom universitet och högskola (UoH)2018In: FALF 2018 - program och abstraktbok / [ed] Per Lindberg, Gävle: University Press , 2018, p. 123-123Conference paper (Refereed)
    Abstract [sv]

    Bakgrund

    Hållbart arbetsliv är idag ledord för arbetslivets förändrade villkor. Inom UoH i Sverige fanns i slutet av 2017 omkring 75 000 anställda varav ca 35 000 inom forskning och undervisning (UKÄ, 2017). Det är en sektor med stor betydelse för samhällsutvecklingen i Sverige. Arbetsmiljön inom sektorn ställer särskilda krav på personalen. Förvånansvärt få studier har gjorts i Sverige om arbetsmiljön för personal inom UoH. Med förebild från Norge implementeras nu för första gången i Sverige en forskningsbaserad (krav-resurs-modellen) och sektorsspecifik ny modell för att systematiskt arbeta med arbetsmiljön, den s.k. Ark-modellen (arbeidsmiljø- og klimaundersøkelser, se figur) vid Högskolan Väst. Arbetsmiljöverkets föreskrift 2015:4 betonar den organisatoriska och sociala arbetsmiljön, vilket väl tillgodoses i denna modell.

    Syfte

    Att systematiskt och långsiktigt arbeta med arbetsmiljön ur ett främjande, förebyggande och rehabiliterande perspektiv på såväl individ- som organisatorisk nivå för att utveckla förhållanden som bidrar till ett hållbart arbetsliv.

    Metod

    Genom KIWEST (Knowledge Intensive Work Environment Survey Target) kartläggs arbetsmiljön utifrån 28 olika dimensioner. Kategorier som belyses är t.ex. sociala, uppgiftsbaserade och organisatoriska resurser samt jobbkrav och tillhörighet till jobbet. Organisatoriska förhållanden mäts med FaktaARK 1 medan genomförda insatser mäts med FaktaARK 2.

    Resultat

    KIWEST sändes till all personal med 20 % anställning eller mer. Utav 539 tillfrågade personer svarade 376, vilket ger en svarsfrekvens på 69,8 %. Resultatet visar att specifikt för sektorn är upplevelsen av tidspress samtidigt som arbetet upplevs som meningsfullt och viktigt. Nu följer analyser, planering, genomförande och utvärdering av insatser på olika nivåer inom högskolan. KIWEST-formuläret sänds till personalen med 3-års intervall. I förbättringsarbetet ingår även att granska och utvärdera genomförandet, därvid ingår även metodutveckling. Förbättringsarbetet sätts in i ett större organisatoriskt perspektiv och är en naturlig del i kvalitetssäkringsprocessen och ledningssystemet. ARK-processen förväntas bidra till teoriutveckling av krav- och resursmodellen samt öka kunskapen om arbetsmiljön inom UoH.

  • 2.
    Gadolin, Christian
    University West, Department of Health Sciences, Section for nursing - graduate level.
    Nu måste arbetsmiljön i den offentliga vården säkras: Debatt - Arbetsmiljö2020In: Dagens samhälle, ISSN 1652-6511, no 13, p. 8-Article in journal (Other (popular science, discussion, etc.))
  • 3.
    Grankvist, Gunne
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Johnsen, Svein Åge
    Inland Norway University of Applied Sciences, Department of Psychology, Lillehammer, Norway.
    Hanss, Daniel
    Hochschule Darmstadt–University of Applied Sciences, Department of Social Sciences, Darmstadt, Germany.
    Values and willingness-to-pay for sustainability-certified mobile phones2019In: International Journal of Sustainable Development and World Ecology, ISSN 1350-4509, E-ISSN 1745-2627, Vol. 26, no 7, p. 657-664Article in journal (Refereed)
    Abstract [en]

    This study investigated whether endorsement of personal values is associated with willingness to pay more for mobile phones with an environmental or social sustainability label. Participants were students in Sweden, Norway and Germany. A self-report inventory was used to measure willingness to pay and the importance attached to values of Schwartz's circular model. In Sweden and Norway, participants were willing to pay, on average, 18% extra for a mobile phone with labels for environmental or social sustainability. In Germany, the corresponding share was 12%. To strive for self-enhancement values, that is, social status and prestige, as well as control and dominance over people and resources, was associated with a lower willingness to pay for mobile phones with labels for environmental or social sustainability in all three countries. Furthermore, women were willing to pay more than men for mobile phones with both kinds of sustainability labels. In Sweden and Norway, participants were, on average, willing to pay more for a mobile phone with a label for social sustainability compared to a mobile phone with a label for environmental sustainability. © 2019 Informa UK Limited, trading as Taylor & Francis Group.

  • 4.
    Haglund, Veronica
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Brattberg, Elin
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Hemarbete under Covid-19 pandemin: medarbetares upplevelser kopplade till livspusslet och gränssättning i arbetet2021Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Covid- 19 pandemic and its restrictions forced workplaces to shift office work into home work, which meant a sudden change for both employees and employers. Previous research in home work has focused on boundlessness and its negative consequences for individuals. However, there is a lack of research on how this forced work situation affects the balance between family life and work life for the individual. Both positive and negative aspects of the balance between homework and family should be further highlighted. The purpose of this study is to investigate the experience of setting boundaries linked to home work among employees with family/ children living at home. In order to the purpose of the study, the following question was formulated: How is home work perceived to affect work-life balance? To find out, we conducted semi-structured interviews with associated thematic analysis. Participants in the study were private sector employees who have children living at home. The result shows that employees experience home work as positively linked to the balance between work and family life. At the same time, some problems regarding setting boundaries and recovery are experienced. Further, the result also indicates that work flexibility enables balance in the life puzzle. 

  • 5.
    Kazemi, Ali
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Andersson, Thomas
    University of Skövde, Skövde (SWE).
    Elfstrand Corlin, Tinna
    Independent researcher, Skövde (SWE).
    Tengblad, Stefan
    University of Gothenburg, Gothenburg (SWE).
    Wickelgren, Mikael
    University of Skövde, Skövde (SWE).
    How you appraise your relationship with your colleagues matters, but not as much as how you appraise your relationship with your manager: Predicting employee job satisfaction and commitment.2024In: Psychology of Leaders and Leadership, ISSN 2769-6863Article in journal (Refereed)
    Abstract [en]

    Leader–member exchange (LMX) is the foremost relational approach to leadership. Building upon the LMX theory, this study aimed to examine the associations between three types of relationship appraisals in the workplace: leader–member (leader LMX), member–leader (member LMX), and member–member relationships (collegial climate), and their impact on employee work attitudes (i.e., employee job satisfaction and commitment). Questionnaire data were obtained from a sample of retail managers (n = 113) and retail workers (n = 555) in the Swedish retail sector. Mediation analyses confirmed the novel hypotheses that member LMX and collegial climate fully mediate the association between leader LMX and employee job satisfaction. However, in predicting employee commitment, the only significant mediator was member LMX. This study not only contributes to the existing LMX theory and research but also adds to the expanding body of knowledge in the field of positive organizational scholarship exploring the significance of positive workplace relationships in shaping employee attitudes. (PsycInfo Database Record (c) 2024 APA, all rights reserved)

  • 6.
    Ljungdahl Eriksson, Martin
    University West, School of Business, Economics and IT, Division of Media and Design.
    Space in the Space: Designing Sound Environments for the Shared Indoor Workspace2024Doctoral thesis, comprehensive summary (Other academic)
    Abstract [en]

    The sound environment in shared indoor workspaces emerges through the interplay of physical layout, materials, technology, and social dynamics. These spaces are designed with specific purposes in mind, taking acoustics into account during construction. However, the true quality of the sound environment can only be assessed when these spaces are actively used. The perception of a shared indoor sound environment is not fixed or absolute but is influenced by individual perceptions, attitudes, and intentions.

    A significant challenge in designing shared indoor workspaces is thus to accommodate the diverse preferences of various users in a common area, a task complicated by the subjective experience of sound. Prior research has primarily focused on reducing unwanted noise through physical installations and assessing their effects, with the emphasis of sound environment management being the implementation of broad, global solutions that aim to cater to the majority. However, there has been minimal initiative toward proactively improving these complex environments while acknowledging the subjective and context-dependent nature of sound environments.

    This thesis suggests that the sound environment within a workspace ought to be perceived as a socio-technical system, wherein the design of such environments is a complex and 'wicked' problem. By adopting a design approach that introduces prototypes of an ambient sound environment system into the workspace, this study aims to explore whether various adaptations of the sound xi environment using this technical solution can improve perceived sound quality. The research endeavors to examine the practical use of sound as a design element within workplace settings. The study incorporates laboratory research, field tests in four different offices, and interviews with professionals in indoor environment design.

    The thesis presents a design program for shared indoor workplace sound environments, emphasizing the creation of pleasant, unnoticeable sound spaces that offer shielding from office disturbances, known as Space in the Space. It employs a 4E cognitive framework and views both sound, technology, and humans as design materials, aiming to craft a personalized and meaningful sound environment that balances noise reduction with qualitative sound aspects, enabling users to tailor their auditory space and collaborate in the design process. This inquiry explores the complex relationship between auditory comfort, personal preferences, and functionality in shared workspaces. The strong concept of 'Sound Users', is introduced as a view that emphasizes the interactive relationship between users and sound environments. Individuals are not just passive receivers of sound; they are active participants, shaping, modifying, and personalizing their auditory surroundings to suit their needs and activities.

    The results suggest that the challenge in designing soundscapes for shared indoor spaces involves striking a careful balance. This entails harmonizing individual and collective needs by creating the possibility of a Space in the Space within a collective auditory environment. This is achieved by adhering to individual preferences through offering personalization features and control to the sound users. When presented with options, users often want to customize them and tend to prefer sounds that not only mask unwanted noise but also provide a sense of comfort and pleasure. Their aim goes beyond simple utility, highlighting a pursuit of meaningful sound environments through sounds that are both functional and pleasant.

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    Spikblad
  • 7.
    Persson, Lovisa
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Marin, Madelene
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Arbetsrelaterad stress i sjukvården under pandemin: En intervjustudie av sjuksköterskor2021Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Previous research presents the healthcare profession as overloaded and understaffed where work-related stress is a common phenomenon, we therefore want to investigate how the work-related stress is expressed in healthcare. The study will therefore focus on examining how healthcare professionals experience their work situation and how the changed work situation manifests itself. In addition to this, the study also aims to investigate how staff experiences the support in the workplace. Semi-structured interviews were conducted in which 12 nurses participated, the collected data were then analysed using a thematic analysis in which 3 main themes emerged with associated sub-themes. The results of the study show that the staff have experienced stressful situations due to Covid-19, where a sense of crisis, a feeling of understaffing and a feeling of varying support have been three central parts of the respondents' experience. During the past year, high demands have been made at the same time as both control and support have been deficient, which in turn has created a high workload. Furthermore, the image of healthcare that has been presented in previous research and media as stressful, understaffed and low possibility of recovery has been able to be compared with the results of the study. The two overall conclusions that can be drawn are that management should review the preventive work to counteract the occurrence of stress and for future crisis situations, management also needs to prepare a clearer crisis preparedness. Which in turn can contribute to increased productivity and profitability as well as reduced ill health.

  • 8.
    Tengelin, Ellinor
    et al.
    University West, Department of Health Sciences, Section for nursing - graduate level.
    Hensing, Gunnel
    Insurance Medicine, School of Public Health and Community Medicine, Institute of Medicine, University of Gothenburg, Gothenburg (SWE).
    Holmgren, Kristina
    Department of Health and Rehabilitation, Institute of Neuroscience and Physiology, The Sahlgrenska Academy at the University of Gothenburg, Gothenburg (SWE).
    Ståhl, Christian
    Department of Behavioural Sciences and Learning, Division of Education and Sociology, Linköping University, Linköping (SWE).
    Bertilsson, Monica
    Insurance Medicine, School of Public Health and Community Medicine, Institute of Medicine, University of Gothenburg, Gothenburg (SWE).
    Swedish managers' experience-based understanding of the Capacity to work in employees with Common Mental Disorders: a Focus Group Study.2022In: Journal of occupational rehabilitation, ISSN 1053-0487, E-ISSN 1573-3688, Vol. 32, no 4, p. 685-696Article in journal (Refereed)
    Abstract [en]

    PURPOSE: Understanding of the capacity to work among employees with common mental disorders (CMDs) is important, but contemporary knowledge on this issue lacks the managers' perspective. The aim of this study was to explore and describe managers' experience-based understanding of capacity to work in employees with CMD.

    METHODS: A qualitative focus group study was designed. Managers with experience in supporting employees with CMD were recruited via organizations and networks. Eight focus group interviews with 31 participants took place.

    RESULTS: The analysis resulted in five categories. (1) Capacity to mentally focus on work tasks decreases or disappears, with negative consequences for work output. (2) Capacity to commit to continuous and coherent task changes, making tasks that span longer periods of time difficult. (3) Capacity to independently adapt to the needs of the situation decreases, and employees need more guidance and instructions than usual. (4) Capacity to keep up professional appearances is reduced, and the employees struggle with the professional role. (5) Ability to interact socially and professionally decreases, which potentially causes conflicts at the workplace.

    CONCLUSIONS: This study adds managers' perspective to the increasing knowledge on how capacity to work is influenced by CMDs. Managers understand CMDs in employees as changed, reducing the capacities needed for occupational functioning. A deeper understanding of reduced capacity to work is needed to adapt workplaces, and our findings can facilitate work accommodations for employees with CMDs.

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    Springer
  • 9.
    Van Dijk, Willeke
    et al.
    Vrije Universiteit Amsterdam, Department of Clinical, Neuro and Developmental Psychology,Amsterdam, (NLD).
    Huizink, Anja C
    Vrije Universiteit Amsterdam, Department of Clinical, Neuro and Developmental Psychology,Amsterdam, Netherland (NLD); University of Skövde, School of Health and Education, Skövde, (SWE).
    Müller, Jasmin
    University of Skövde, School of Health and Education, Skövde, (SWE).
    Uvnäs-Moberg, Kerstin
    Swedish University of Agricultural Sciences, Section of Anthrozoology and Applied Ethology, Uppsala, (SWE).
    Ekström-Bergström, Anette
    University West, Department of Health Sciences, Section for nursing - graduate level.
    Handlin, Linda
    University of Skövde, School of Health and Education, Skövde, (SWE).
    The Effect of Mechanical Massage and Mental Training on Heart Rate Variability and Cortisol in Swedish Employees: A Randomized Explorative Pilot Study2020In: Frontiers In Public Health, ISSN 2296-2565, Vol. 8, article id 82Article in journal (Refereed)
    Abstract [en]

    Work-related stress is relatively common in modern society and is a major cause of sick-leave. Thus, effective stress reducing interventions are needed. This study examined the effects of mental training and mechanical massage, on employee's heart rate variability (HRV) and plasma cortisol at their workplaces. Moreover, it was investigated whether baseline systolic blood pressure (SBP) can explain differences in effectiveness of the intervention. Ninety-three participants from four workplaces were randomly assigned to one of the five programs: (I) Mechanical massage and mental training combined, II) Mechanical massage, III) Mental training, IV) Pause, or V) Control. HRV and plasma cortisol were measured at baseline and after 4 and 8 weeks. SBP was measured at baseline. On the reduction of cortisol levels, a small effect of the mechanical massage program was found, whereas no effect was found for the other programs. None of the programs showed any effect on HRV. Nonetheless, when the level of systolic blood pressure was taken into account, some small beneficial effects on HRV and cortisol of mental training and the mechanical massage were found. This exploratory pilot-study provides useful information for future studies that aim to reduce stress among employees.

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    fulltext
  • 10.
    Wilczek-Ruzyczka, Ewa
    et al.
    Jagiellonian University, Cracow, Poland.
    Basinska, Beata A.
    Gdansk University of Technology, Faculty of Management and Economics, Poland.
    Dåderman, Anna Maria
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    How I manage home and work together: occupational demands, engagement, and work-family conflict among nurses2012In: Book of Proceedings: Proceedings of the 10th European Academy of Occupational Health Psychology Conference / [ed] Jain, Aditya,Hollis, David, Andreou, Nicholas, Wehrle, Flavia, Nottingham: I-WHO, International House, Jubilee Campus , 2012, p. 201-Conference paper (Refereed)
    Abstract [en]

    Background: Nursing is an accountable profession due to the concern with patient safety (Aiken et al., 2002). In recent years, growth requirements and a reduction in rewards within this profession have been observed (Basinska & Wilczek-Ruzyczka, 2011). Most nurses are women and it is known that women often try to put together professional duties and family life. The conflict between private and professional life is bidirectional in nature. The negative impact of work on private life is observed more frequently than the reversed relation (Greuters et al., 2003).

    The aim of this study was to evaluate the impact of conflict work-family and family-work on the perception of occupational stress and engagement. Professional demands were defined as work overload and interpersonal conflicts at work. Positive engagement was characterized by vigor, dedication and absorption (Schaufeli et al., 2002).

    Methods: The following methods were used: Interpersonal Conflict at Work Scale and Quantitative Overload Inventory (Spector & Jex, 1998), Utrecht Work Engagement Scale – short version (Schaueli, Bakker, & Salanova, 2006), and Work-Family Conflict and Family-Work Scales (Netemeyer, Boles, & McMurrian, 1996). The study consisted of 98 nurses from southern Poland (mean age 41 years, SD = 5.7) with an average seniority of 19 years (range 1.5 – 30). Most of them were married (85%) and had a working partner (82%); 10% didn’t have any children.

    Results: The value of work-family conflict was stronger than the family-work conflict. Job demands were higher in the group of nurses who felt a greater negative impact of work on the family. Moreover, they felt less vigor, dedication, but more absorption (d =.42 - .85). Nurses who had a stronger negative impact of family on work also experienced a greater influence of the job at home (d = .62). Additionally they were more absorbed by their work (d = 2.04).

    Conclusion: Our results confirm that the work-family conflict is stronger than the family-work conflict. The negative impact of work on private life shows in the differences in perception of occupational stress and engagement in work. However, we have observed that the family-work conflict is more frequent in nurses with high absorption. We suggest to longitudinally investigate the reciprocal relationships between work and private life among nurses.

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