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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.
    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.

  • 3.
    Van Dijk, Willeke
    et al.
    Vrije Universiteit Amsterdam, Department of Clinical, Neuro and Developmental Psychology,Amsterdam, Netherland.
    Huizink, Anja C
    Vrije Universiteit Amsterdam, Department of Clinical, Neuro and Developmental Psychology,Amsterdam, Netherland; University of Skövde, School of Health and Education, Skövde, Swede .
    Müller, Jasmin
    University of Skövde, School of Health and Education, Skövde, Swede .
    Uvnäs-Moberg, Kerstin
    Swedish University of Agricultural Sciences, Section of Anthrozoology and Applied Ethology, Uppsala, Sweden.
    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, Swede .
    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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  • 4.
    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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