The purpose of this study was to investigate how individuals can experience Work-Life Balance when working from home and what challenges there may be in creating a good balance between work life and personal life.

The study was carried out using semi-structured interviews with participants who both worked in the private sector and the public sector. The participants were also of different ages and genders. The selection was made using convenience sampling and the interviews took place through Zoom. After transcribing the interviews, these were analyzed through a thematic analysis by both authors.

This study resulted in answers to the research questions and it was found that individuals feel that they have a good balance between work and personal life, but that remote work can bring challenges around creating a good balance such as that they are constantly connected and that there are distractions at home. However, the results show that the benefits of remote work outweigh the challenges according to the informants. Although previous research on the subject shows that telecommuting is not a contributing positive factor to WLB, this study contradicts this. The informants see challenges around it, but at the same time they see remote work as something positive when it comes to WLB.

Background.

Job satisfaction and informal learning are two well-studied subjects, butthere is a limitation in research on the relationship between them, especially in Swedishworkplaces.

Purpose.

The study aims to investigate the relationship between informal learning andjob satisfaction, with gender, age, education level, and years at the company as controlvariables.

Method.

We conducted a quantitative study where data collection was carried out through a questionnaire-based internet survey. The questionnaire' s questions were taken from two validated measurement instruments. The Minnesota Satisfaction Questionnaire (MSQ)  was used to measure job satisfaction, and the Learning Potential Of The Workplace (LPW) was used to measure informal learning. The survey also included control variables such as gender, age, education level, and number of years at the workplace.

Results.

A strong positive and significant relationship was found between job satisfaction and informal learning. This positive and significant relationship is also confirmed by the results from the multiple linear regression analysis.

Conclusion.

It is essential to promote informal learning. By fostering informal learning in the workplace, the organization can contribute not only to increasing employees' competence but also to enhancing job satisfaction.

In the Swedish labour market, there is a skills shortage, which means that employers must lower the formal education and experience requirement during recruitment and instead offer internal training to those candidates who are considered to have the ability to learn afterwards. Since the employees´ human capital is many organizations main competitive advantages, it is important that the potential candidate and existing employees want to stay within the organization.

This study focuses on investigating the relationship between knowledge sharing, knowledge hiding and the employee's intention to leave the organization. The survey was carried out with a quantitative method approach. The data collection was carried out through a digital questionnaire survey, which generated quantitative data that could be analyzed in the statistical program SPSS analytics version 29. The data collection instrument included the TIS 6, which is a validated instrument for measuring employee's intention to leave the organization. In addition to the TIS 6 instrument, 11 questions about knowledge sharing and 9 about knowledge hiding were included to measure the respective phenomena. The instrument for knowledge sharing is based on a basis developed by Wangand Kwek (2018), Wang et al . (2017) and Xiao et al. (2017). The instrument for measuring knowledge hiding is based on a basis developed by Shirahada and Zang (20 22). A convenience sample was applied, resulting in a participant base of 214 respondents.

The results show no significant relationship between knowledge sharing and the employee's intention to leave the organization. In contrast, the study shows a weak positive relationship between knowledge hiding and the intention to leave the organization , which suggests that employees who experience knowledge hiding with in the organization are more likely to leave.

An important question for parents and educators alike is how to promote adolescents’ academic identity and school performance. This study investigated relations among parental education, parents’ attitudes toward their adolescents’ school, parental support for learning at home, and adolescents’ academic identity and school performance over time and in different national contexts. Longitudinal data were collected from adolescents and their parents in nine countries (China, Colombia, Italy, Jordan, Kenya, the Philippines, Sweden, Thailand, and the United States). When adolescents were 16 years old, their mothers (N = 1083) and fathers (N = 859) provided data. When adolescents were 17 years old, 1049 adolescents (50% girls) and their mothers (N = 1001) and fathers (N = 749) provided data. Multiple-group path analyses indicated that, across cultures, higher parent education was associated with better adolescent school performance. Parents’ attitudes toward their adolescents’ school and parent support for learning in the home were not associated with adolescents’ school performance but were associated with academic identity. The findings suggest somewhat different pathways to school performance versus academic identity. Implications for helping parents and educators in different countries promote adolescents’ academic identity and achievement are discussed.

Feeling a sense of community is important on both a societal- and individual level, in order to feel life satisfaction and security. There is no previous research in Sweden to what extent the phenomenon’s; security in neighborhood and life satisfaction, can be co-varied. The purpose of this study is to investigate whether there is a relationship between safety in the neighborhood and life satisfaction among residents of the city of Gothenburg. The study is based on the SOM survey from 2020.

The survey was sent out to 8,000 respondents aged 16-85, who were randomly selected. Of these 8,000 respondents, a total of 3,956 people chose to participate in the survey. To investigate the relationship between the phenomena used and correlation analysis as well as a multiple regression analysis. In the correlation analysis were phenomena compared against the control variables gender, age, education and ethnicity. In the multiple regression analysis the control variables gender, education and ethnicity the only ones used. Based on the analyses, the results show that there is a weak positive relationship between safety in the neighborhood and life satisfaction, this even after the relationship was tested against the control variables. The regression analysis showed that life satisfaction and the control variables had an explanation rate of 7.3%.

This study focuses on the work identity of priests in the Church of Sweden by exploring their point of view of the mission and their self image of being priests. The purpose of the study is to get a deeper understanding of how they identify with their profession. Previous research indicates that the priest identity is strongly connected to the church, the parish and the role of being a priest. The ordination vows and the demands of representativity is a central part of their identity, but it can also be linked to mental strain.

The study used a selection of priests that were gathered through convenience. This selection contains priests within the church of Sweden and became a mixture of unfamiliar and familiar priests. A qualitative method and a semi structured interview guide were used to gather the priests individual experiences. The collection of data was carried out primarily through in-person interviews and a few phone calls. The validity is confirmed by respondent validity and an open presentation of the research process. The data was analyzed based on a thematic analysis model.

The results indicated clear similarities with the demands on priest ordination within the Church of Sweden. The sense of a religious calling and meaningfulness, along with the significance of the role of a priest as a part of their identity is in line with previous research and the theoretical perspective. The respondents identity as a priest is strongly connected to their relationship with God and the fulfillment of the mission by the church. This integration of the professional role in their personal identity harmonizes with the theory of social identity and previous research about the construction of a work identity

Background

Sustaining multiple concussions over one’s lifetime may be associated with behavioral and mood changes beyond the acute phase of injury. The present cross-sectional study examined the relationship between concussion history, the incidence of current moderate-severe psychological distress, and lifetime adolescent hazardous gambling in high school students.

Methods

Four-hundred fifty-nine high school students from southern Sweden (age: 16.81 ± 0.83, 58.2% male) completed a survey assessing concussion history (0,1,2…>8), psychological distress using the Kessler-6 scale, and lifetime hazardous gambling using the NODS-CLiP scale.

Results

Participants who self-reported three or more concussions were more likely to endorse moderate-severe symptoms of psychological distress than those with no concussion history while controlling for covariates, OR = 2.71, 95% CI [1.19, 6.18]. In contrast, concussion history was not associated with hazardous gambling after controlling for confounding variables.

Conclusions

Self-reporting three or more concussions was associated with increased current psychological distress beyond the acute phase of injury among high school students. Adolescents who have sustained multiple concussions should undergo mental health evaluations beyond the acute phase of injury to identify and treat psychological distress, but probing for hazardous gambling may not be clinically relevant in this previously concussed adolescent population.

Objectives: To evaluate the effectiveness of relapse prevention (RP) as a treatment for internet gaming disorder (IGD).

Design: Randomized controlled trial.

Setting: Three child and adolescent psychiatry (CAP) units in Region Skåne, Sweden.

Participants: Children aged 13-18 years, coming for their first visit to CAP during 2022, were screened for gaming behavior. Those who met the proposed DSM-5 criteria for IGD were offered participation in the trial, if they had the capacity to provide written informed consent and if they spoke Swedish. A total of 111 CAP patients agreed to participate. Out of those, 11 patients were excluded due to incorrect inclusion such as young age (n = 1), or due to the absence of responses to follow-up measures (n = 9). After exclusion, 102 participants remained (intervention = 47, control = 55).

Interventions: The intervention, RP, is based on cognitive behavioral treatment (CBT) and was provided individually, comprising of five to seven 45-min sessions over a period of 5 to 7 weeks versus treatment as usual.

Outcome measures: Participants were assessed with Game Addiction Scale for Adolescents pre-treatment (GASA) (baseline), post-treatment (treatment group only), and 3 months after baseline (follow-up).

Results: The repeated measures ANOVA showed a significant interaction effect between treatment and time. Both the control group and treatment group lowered their mean GASA score from baseline to follow-up significantly, but the improvement was greater in the treatment group (mean difference in control group -5.1, p < 0.001, 95% CI = - 3.390 to -6.755, mean difference in treatment group -9.9, p < 0.001, 95% CI = -11.746 to -8.105).

Conclusion: RP was found to be superior to treatment as usual in terms of reduction of IGD symptoms. Future research should address which aspects within a given treatment are effective, who benefits from treatment, in what aspects, and why.

Leadership is a consistently intriguing area within organizational research, and developmental leadership stands out specifically as a leadership model tailored to a Scandinavian context.

The study aims to investigate whether and how the personality traits of Swedish employees predict which facets within developmental and positive conventional leadership are perceived to be most important. To investigate the relationship between personality and the perceived importance of specific leadership attributes within developmental leadership, this study uses a quantitative method. Through a web survey involving 154 participants, personality and the perceived importance of various leadership attributes were examined using the Personality Item Pool Representation of the NEO PI-R 30 items (IPIP-NEO-30) and Developmental Leadership Questionnaire (DLQ) instruments. The collected data were analyzed through two rounds of multiple linear regression analyses, with and without control variables.

The results of this study showed that the personality trait of Agreeableness had the most positive correlations with the various leadership attributes within developmental leadership. Additionally, the personality traits of extraversion and conscientiousness each had weak associations with one of the leadership attributes. Surprisingly, the results also showed that gender had a clear association with several leadership attributes. Thus, the study demonstrates that there are some associations between employee personality and how important various leadership attributes are perceived to be.

Background.

Every single employee in an organization sees their personal work developmentas a key factor in working life, which can result in improved well-being and continuous learning. Scientific evidence shows that internal communication is one of the main factors for an organization’s development and success.

Purpose.

The purpose of this study is to explore the relationship between internal communication and informal learning among professionals.

Method.

We have used a quantitative method in form of an internet-based survey to analyze how these aspects correlate with each other. A total of 106 respondents participated in the study. The questions in the survey consist of two validated instruments: the Internal Communication Satisfaction Questionnaire (ICSQ) and the Learning Potential of the Workplace (LPW). Research on this relationship has been conducted before, however, we see both relevance and a need to further develop this research area with new perspectives and advancements.

Results.

The study’s results revealed a strong positive correlation between internal communication and informal learning after controlling for employment status, gender, age, highest level of education and working hours.

Conclusion.

The study’s conclusion indicates that clear internal communication in the workplace leads to higher levels of informal learning or vice versa. It also enhances the potential for effective internal communication, developed work relationships, knowledge transfer, organizational development, and reduced turnover within organizations where internal communication and informal learning are present and established.

Teachers constitute an important societal function. However, the working environment within the profession is not always gratifying including high numbers of sick-leaves due to stress. Current study therefore aimed to investigate to what extent organizational and social work environment related to the well-being of teachers. Furthermore, subcategories of the working environment were examined in relation to well-being.

The present study is based on a quantitative method (N=48) in a teacher context, including the instruments of Copenhagen Psychosocial Questionnaire (COPSOQ) and WHO-5 Well Being Index. Results indicated a positive correlation between work environment and well-being, which was discussed in relation to previous research. Following subcategories also presented positive correlations in relation to well-being; Demands at Work, Health and Wellbeing, Work-Individual Interface and Interpersonal Relations and Leadership. The overall conclusion indicated that well-being is a complex phenomenon, which requires several components to enable general conclusions in the field.

The study aimed to evaluate an integrated intensive cognitive behavioral therapy (CBT) group treatment for people with substance-related syndrome in outpatient care and to identify eventual gender differences. The study population consisted of 35 outpatients (18 male, 17 female) at a clinic in Western Sweden. The patients completed a four-month period of intensive group therapy and participated in the data collection at admission and discharge. The data were collected using the following inventories: Beck Depression and Anxiety Inventories, Rosenberg Self-Esteem Scale,Hopelessness Scale, and Trait Hope Scale. Results showed decreases in anxiety, depression and experience of hopelessness, and increases in self-esteem and hope. In females, the most dramatic improvement was measured for the anxiety and depression attributes, while in males the strongest effect was measured for hope and self-esteem. This study provides clinical evidence of the positive effects of integrated intensive CBT in outpatient care of people with substance-related syndrome.

Introduction and objectives. – Self-efficacy, personality and different affect states in entrepreneurs and managers are important factors for effectiveness and well-being. The aim of the study was to examine in young adults during entrepreneurship-related education, the relationships between venturesomeness and self-efficacy, and the mediating effects of positive affect and positive emotions (joviality, self-assurance, attentiveness) on these relationships.

Method. – One hundred and fifty-three participants (mean age 22 years) completed questionnaires that assessed venturesomeness, general self-efficacy, positive affect (measured as a state), and positive emotions. Bootstrapping analyses with simple and multiple mediators were conducted, controlled for gender, to estimate the indirect effects of positive affect and positive emotions on venturesomeness and general self-efficacy.

Results. – Venturesomeness was significantly correlated with self-efficacy. Positive affect (model 1), joviality and self-assurance, but not attentiveness (model 2), were complete mediators in the relationship between venturesomeness and self-efficacy.

Conclusion. – The present study provides new evidence that heightened venturesomeness is related to higher levels of positive affect, self-assurance and joviality. Venturesomeness, therefore, may strengthen self-efficacy in young people during entrepreneurship-related education, and positive emotions may lead to an aware use of resources, including self-efficacy. These results may stimulate young people to be braveand to try new experiences.

Combining a classical test theory and an item response theory (IRT), this study aimed to investigate the psychometric properties of the Bern Illegitimate Tasks Scale (BITS) by measuring two conceptually separate dimensions capturing unnecessary tasks (perceived by employees as pointless) and unreasonable tasks (perceived as unfairly or inappropriately assigned). Data collected among Polish employees in two samples (N= 965 and N= 803) were analysed. Results from the classical test theory (parallel analysis, exploratory and confrmatory factor analyses) indicated two correlated factors with four items each, confrming the theory of illegitimate tasks. This study is the frst to report item and scale functioning using IRT analysis of each of the two dimensions of BITS. All items on each dimension had acceptable discrimination and difculty parameters. Moreover, items had measurement invariance between men and women. All levels of unnecessary and unreasonable tasks were reliably captured by BITS items. Convergent and discriminant validities of both dimensions of BITS were confrmed in relation to work overload, work performance and occupational wellbeing. We conclude that BITS, in the case of the Polish version, is psychometrically suitable to use with the working population.

Values represent people’s highest priorities and are cognitive representations of basic motivations. Work values determine what is important for employees in their work and what they want to achieve in their work. Past research shows that levels of both aspects of job-related well-being, job burnout and work engagement, are related to work values. The policing profession is associated with high engagement and a risk of burnout. There is a gap in the literature regarding the hierarchy of work values in police officers, how work values are associated with job burnout and work engagement in this group, and whether work values in police officers are sensitive to different levels of job burnout and work engagement. Therefore, the aim of our study was to examine the relationships between work values and job burnout and work engagement, in a group of experienced police officers. We investigated: (a) the hierarchy of work values based on Super’s theory of career development, (b) relationships between work values and burnout and work engagement, and (c) differences between the work values in four groups (burned-out, strained, engaged, and relaxed). A group of 234 Polish police officers completed the Work Values Inventory (WVI) modeled upon Super’s theory, the Oldenburg Burnout Inventory and the Utrecht Work Engagement Scale. The results show that police officers gave the highest priority to extrinsic work values. Job burnout was negatively correlated with the cognitive intrinsic work values (Creativity, Challenge, and Variety), while work engagement was positively correlated with the largest group of intrinsic work values (Creativity, Challenge, Variety, Altruism, and Achievement), as well as with the extrinsic work values (Prestige and Co-workers). The police officers showed significant differences, between levels of job burnout and work engagement, for intrinsic work values such as Variety, Challenge, and Creativity (large effects), and for Altruism and Prestige (moderate effects). The findings are discussed within the context of the Conservation of Resources theory, which explains how people invest and protect their personal resources, and how this is connected with preferred work values. We conclude that intrinsic work values are sensitive to different levels of burnout and engagement.

In today’s society, ethical leadership has become increasingly important. Ethical leadership has a multifaceted impact on both the organization and its employees, especially on employees’ well-being, more specifically stress. Hence, these two phenomena and their relationship are investigated to contribute to the understanding of the importance of ethical leadership and the relationship it has on perceived stress. The study was conducted using a questionnaire.

The results show a connection between perceived ethical leadership and perceived stress with a significant negative correlation. The results of the study indicate that ethical leadership has an impact on employees’ perceived stress, which shows that there is an importance in actively working to promote ethical leadership within organizations.

In a labor market that is characterized by great competition between different organizations to attract the best competence, it also places higher demands on HR strategies to retain the competence and the individual.

We have chosen to carry out a qualitative study by a thematic analysis where the aim is to answer our research question: The purpose of the study is to answer the research question: What strategies does HR use in its work to retain its employees? Through our eight interviews together with previous research in the area, we have been able to answer our research question and arrived at three overarching themes. These are support, retention and staff development, which refer to HR strategies. When these strategies are combined, it leads to the highest efficiency in retaining employees. From our main themes, we identified the following subthemes: engagement and measurement, reflection and feedback, motivation, and educational opportunities

Purpose:

This study focuses on higher education as a pathway to establishment in a new society for female immigrants and its role in well-being. Building on previous research that highlights social capital and empowerment as significant factors for successful establishment in a new society, and experiencing well-being, this study aims to explore if higher educationcan promote female immigrants’ establishment in Swedish society.

Methods:

Interviews were used to explore female immigrants’ experiences of higher educa-tion and establishment in Swedish society. Thematic analysis was used to analyse theempirical material, generating a nuanced understanding of the studied topic.

Results:

Higher education was found to promote establishment in Swedish society, ultimately leading to an experience of well-being. Pursuing higher education was perceived as a means of achieving personal fulfilment and success while fostering new social connections. Important factors in pursuing higher education included favourable living conditions, personal motivation, and a positive educational attitude.

Conclusion:

The study provides insights into female immigrants’ higher education experiences in a context that promotes establishment in Swedish society and well-being. However, more research is needed to fully investigate the driving factors for female immigrants pursuing higher education, considering their migrant background and living conditions.

Sverige har en lång historia av brottsförebyggande initiativ för att tidigt upptäcka ungdomar som är involverade i brottslighet eller befinner sig i kriminella miljöer. På operativ nivå involverar samarbetet främst socialtjänst och polis. Socialtjänsten i Trollhättans Stad har under 2021–2022 genomfört brottsförebyggande insatser inom ramen för projektet Tidig upptäckt – tidig insats (TUTI). Den här rapporten redovisar den följeforskning som bedrivits i anslutning till arbetet.TUTI bygger på tidiga interventioner, delaktighet och samverkan, såväl övergripande som i det enskilda fallet. Ambitionen med projektet var att minska risken för att unga 9–17 år utvecklar en kriminell livsstil samt förebygga risk för kriminalitet, missbruk, psykisk ohälsa och utanförskap. Detta genom att systematisera det arbete med brottsförebyggande insatser gällande unga förstagångslagöverträdare som sker i samverkan mellan socialtjänst, polis, åklagare och civilsamhälle.Följeforskningen har kartlagt typ av och bakgrund till orosanmälningar för unga 9–17 år i Trollhättans Stad samt undersökt ungas egna erfarenheter och förståelse av socialtjänstens brottsförebyggande insatser (TUTI-insatser). I studien har både kvantitativa och kvalitativa datainsamlingsmetoder använts. Data har tagits fram dels på aggregerad nivå gällande orosanmälningar i Trollhättans Stad under perioden 2017–2022, dels gällande de 196 unga som under perioden 2021–2022 erbjöds socialtjänstens brottsförebyggande insatser. Orsaker till orosanmälan var främst ringa stöld (30%), misshandel/våld/hot (20%) samt ringa narkotikabrott (20%). Ungefär hälften av de som erbjöds brottsförebyggande insatser tackade ja till insats. 21 av dessa deltog i återkommande kvalitativa intervjuer. Totalt genomfördes 41 intervjuer.Majoriteten av de intervjuade uppger vid uppföljningen cirka ett år efter den första intervjun att de inte har haft någon ny kontakt med socialtjänsten och att TUTI-stödet har förstärkt deras kapacitet att inte begå någon ny lagöverträdelse. Alla vittnar om att de redan vid tidpunkten för händelsen bestämt sig för att det var dumt gjort, men för några av dem var rentav det väsentligt att de fick stöd att vidmakthålla beslutet. De unga berättar att de har lärt sig mer om sig själva och utvecklat sin förmåga att ta positiva snarare än negativa beslut.För att förstå unga som för första gången kommer i kontakt med samhällets representanter när de misstänks för ett brott, har materialet analyserats med hjälp av modellen för proceduriell rättvisa (Tyler & Blader, 2003). Resultaten visar att de unga har högt förtroende för samhällets reaktion och ger legitimitet till det stöd som ges i kedjan av insatser: polis, mottagningsgrupp och familjebehandlare. Sammantaget kan vi konstatera att unga som genomgått hela TUTI-kedjan upplever samhällets reaktion vid sin första lagöverträdelse som positiv.

The aim of this study was to add knowledge of the longitudinal associations between gaming and emotional closeness between parents and their children. We hypothesized that parent–child emotional closeness was linked to less gaming activity over time and that more gaming activity was linked to less parent–child emotional closeness over time. We also tested the moderating efect of child gender on these anticipated links. This study involved a sample of Swedish adolescents, spanning the developmental years from age 12.5 to 17, and included data from two time points (T1; year 2013 and T2; years 2017/2018) with N=782 participants (T1 Mage=12.10, SD=0.40; 49.6% girls). Utilizing a series of Cross-Lagged Panel Models, we found that emotional closeness to both mother and father predicted less time spent on gaming over time. More time spent on gaming predicted less emotional closeness to mother over time. Additionally, gaming activity among girls was specifcally related to less emotional closeness to their father over time. Strengthening parent–child relationships and emotional bonds may be crucial in safeguarding adolescents from developing habits of excessive gaming that could potentially pose problems for their psychosocial development.

Little is known about the developmental trajectories of parental self-efficacy as children transition into adolescence. This study examined parental self-efficacy among mothers and fathers over 3 1/2 years representing this transition, and whether the level and developmental trajectory of parental self-efficacy varied by cultural group. Data were drawn from three waves of the Parenting Across Cultures (PAC) project, a large-scale longitudinal, cross-cultural study, and included 1178 mothers and 1041 fathers of children who averaged 9.72 years of age at T1 (51.2% girls). Parents were from nine countries (12 ethnic/cultural groups), which were categorized into those with a predominant collectivistic (i.e., China, Kenya, Philippines, Thailand, Colombia, and Jordan) or individualistic (i.e., Italy, Sweden, and USA) cultural orientation based on Hofstede's Individualism Index (Hofstede Insights, 2021). Latent growth curve analyses supported the hypothesis that parental self-efficacy would decline as children transition into adolescence only for parents from more individualistic countries; parental self-efficacy increased over the same years among parents from more collectivistic countries. Secondary exploratory analyses showed that some demographic characteristics predicted the level and trajectory of parental self-efficacy differently for parents in more individualistic and more collectivistic countries. Results suggest that declines in parental self-efficacy documented in previous research are culturally influenced.

The global outbreak of COVID-19 has impacted all systems essential to human life and wellbeing (Masten & Motto-Stefanidi, 2020). The complex combination of health and economic stressors together with difficulty accessing protective factors may impact the family system in particular. Families differ in their responses to stressors (Bonanno et al., 2010), and the way in which families adjust to events and transitions related to the pandemic may be related to the distress perceived by children and their long-term wellbeing (Felix et al., 2013).This symposium will examine whether and through which processes families adjust during the global outbreak of COVID-19. We explore 2 research questions: 1)What did families do during the pandemic to maintain resilience? 2)What are the main protective and risk factors within the family context that are related to children’s and adolescents’ adjustment during this stressful and potentially traumatic event?Three strengths characterize the symposium. First, longitudinal designs with pre- and post-onset measurements enabled us to capture the dynamic nature of changes impacted by the COVID-19 outbreak. Second, the global nature of the outbreak is represented in cross-cultural perspective to understand commonalities and specificities of the processes activated by the event in different countries from Europe, North America, and Asia. Finally, mechanisms of resiliency and vulnerability examining the adjustment of the family members are assessed through longitudinal moderation and mediation analyses.

In Sweden, work-related health issues have increased with stress-related sick leave representing up to half of all sick-leave. Not only has work-related stress increased, but also remote work. Hybrid work delivers benefits such as flexibility for employees, particularly in work life balance. Yet, it also demands strategies to sustain work-life balance boundaries. Taking into account of the lack of occupational health research among HR practitioners, especially those working in the public sector where HR practitioners often address employee-wellbeing, this study aims to cover the knowledge gap by inspecting how HR practitioners in the public sector perceives demands, control and support in remote work environment, as well as their experience with HR-support.

This study aims at examining employee health in a hybrid work environment by evaluating the demand, control and social support. This study is qualitative, using semi-structured interviews and the results were analyzed thematically. Results reveal that hybrid work allows the HR workers to tailor their work with individual needs, and accordingly increasing their well-being. In spite of the positive dimensions such as increased autonomy and flexibility, we found experiences of overwork and lack of consistent breaks. The HR professionals experience high work demands, although most feel equipped to handle them. Social support from colleagues and managers is crucial, though it does not substitute the informal senses of belonging as in-office work brings.

Remote work enables a smoother integration of work life balance, but also challenges in setting boundaries between them. The HR role is experienced as challenging as it demands a balance between the organizational- and individual needs.

Introduction

Prosocial behavior (i.e., voluntary actions aimed at benefiting others, such as helping, comforting, and sharing) has proven beneficial for individuals' adjustment during the transition to adolescence. However, less is known about the role of the broader sociocultural context in shaping prosocial development across different cultures. Thus, the present study explored the longitudinal trajectory of prosocial behavior in the transition to adolescence (from ages 9 to 16) by examining the role of the Human Development Index (HDI) in relation to prosocial development.

Methods

A sample of 915 children (Time 1: 50.5% males; M age = 9.24, SD = 0.69) across six countries (Colombia, Jordan, Italy, the Philippines, Thailand, and the United States) participated in the study. Over four time points covering 7 years, prosocial behavior was assessed using a self-report measure.

Results

A second-order Latent Growth Curve Model, controlling for child gender and family SES, showed that prosocial behavior remained stable in contexts with high HDI, whereas increases in prosocial behavior were evidenced as children moved into adolescence in contexts with low HDI. Moreover, cultural differences in the mean level of prosocial behavior were shown during late childhood and the earliest phase of adolescence, whereas the national development of a given context did not account for differences in prosocial behavior during late adolescence.

Discussion

Findings underscore that national life expectancy, education, and wealth play a role in age-related changes in other-oriented behaviors during adolescence. The role of sociocultural factors in shaping trajectories of prosocial behavior across six countries is discussed.

Background.

The personality trait Honesty-Humility has garnered increased attention for its potential connection to job performance. Previous research has indicated that this personality trait may be related to both positive and negative work-related outcomes. Despite this, the relationship between Honesty-Humility and job performance remains a relatively unexplored area.

Materials and Methods.

A quantitative survey study was conducted to investigate the relationship between Honesty-Humility and work performance among professionals in Sweden. The questionnaire, which was modeled after two instruments, the HEXACO-60 and the IWPQ, was distributed via social media and directly to people interested in participating in the study. A total of 134 respondents participated. Data were analyzed using correlation analysis and multiple regression analysis, where staff responsibility was included as a control variable.

Results.

A strong positive correlation is found between Honesty-Humility and both task performance and contextual job performance. A negative correlation exists between Honesty-Humility and counterproductive work behavior. This implies that individuals with high levels of Honesty-Humility tend to perform better on their job tasks and contribute to the workplace’s social environment, while being less likely to engage in counterproductive behaviors.

Conclusion.

Honesty-Humility is a significant personality dimension for job performance and can potentially be used as a tool by organizations and employers to improve both individual performance and the overall work environment. Organizations may benefit from including this personality trait in their recruitment and development processes to promote an ethical and productive workplace.

PURPOSE: This study presents a qualitative analysis of information posted on the Internet by two communities of French parents promoting the recognition of ADHD in the context of current health and school practices.

METHOD: Grounded Theory (Strauss & Corbin's approach) was applied to the posted messages, with the aim to discover the main concern and common theme through a constant comparison analysis.

RESULTS: Liberating parents from feeling responsible for their child's misconduct was found to be the core category. From this perspective, we account for the commitment of the digital communities to formalize the child's conduct as a consequence of a neurodevelopmental disorder. This approach helps to account for the promotion of behavioural expertise and conditioning strategies (e.g., positive reinforcement) for handling the child's so-called disorder as appropriate parental responses. Giving evidence for parenting struggles was the third main concern of the communities, in the face of perceived skepticism from professionals towards ADHD as a medical condition.

CONCLUSIONS: By using examples from countries that are found to have a more pro-medical approach to ADHD, the communities aim at improving such medical practices in France. Issues surrounding the claim that ADHD would require a specific style of parenting are also discussed.

Introduction

WIL in the context of higher education is a model of experiential education as per Kolb’s theory (Kolb, 1984; Kolb & Kolb, 2012) - which intentionally integrates students’ theoretical academic studies within a workplace or practical environment The purposeful integration of theory with practice supports learning, with the workplace serving as the mechanism for the enhanced learning, and while students are the primary focus of WIL, the essential philosophy is an educational partnership between universities, employers, and communities with the aim of providing students with an enriched learning experience (Blom, 2013; Johnston, 2017).

Students who participate in a work-integrated learning (WIL) program during their higher education studies are often better prepared for work after graduation compared to students who do not receive discipline specific practical experience (Mandal & Edwards, 2021; Smith et al., 2019; Weldon & Ngo, 2019). But does this better preparedness come with a price? Do these students - who often spend months away from their campus community – have adequate access to important support networks and/or do they struggle with their well-being? Research has shown that overall well-being, social and peer support, social connections, and establishing a strong sense of belonging are believed to be important in a successful school-to-work transition and achieving a strong career identity (Conely et al., 2014; Huegaerts et al., 2020; Ruschoff et al., 2018). Students who participate in WIL – however have less access to their peers and the university community due to being away for work terms (McBeath et al., 2018). It is unknown whether this influences their overall well-being and subsequent transition to full-time work after graduation. As such, they deserve attention in the research on participation in WIL programs and the subsequent transition to the labour market.

Goal and Research Questions

This study furthers our understanding of how support systems and sense of belonging impact student mental health and well-being during work-terms. The results can inform the design of a support intervention aimed at improving and maintaining health and well-being outcomes for WIL students. Results also contribute to the literature regarding WIL, sense of belonging, peer support, social connections, well-being, and preparedness for school-to-work transitions.

The study involved developing and administering a quantitative measure to examine aspects of, and the importance of, peer support and sense of belonging on improved mental health and well-being for WIL students. We also examined the role that social media and social connections played in this relationship. More specifically, we addressed the following research questions:

1. What perceptions do WIL students have about sense of belonging and peer support?

2. What demographic factors impact sense of belonging and peer support?

3. How does WIL influence peer support and sense of belonging?

4. How are peer support and sense of belonging related to mental health, and other psychological and health related outcomes in our WIL students?5. What role does social media and in particular virtual social connections play in sense of belonging, peer support, and well-being?6. What is the relationship between sense of belonging, peer support, social connections, mental health, and preparedness for school-to-work transitions? 

Methods

Data was collected from three institutions of higher education, namely University of Waterloo in Ca nada, University West in Sweden, and Baden-Heidenheim Cooperative State University (DHBW) in Germany. Ethical clearance was secured at all three institutions prior to data collection. Participants (WIL students) completed an online survey addressing sense of belonging, social and peer support, school-to-work self-efficacy, social media use, and well-being during their WIL placements. In addition to demographic variables (sex, age, year of study, and number of WIL placements) and constructed items measuring school-to-work efficacy and social media use for support and belonging, the survey also contained the following published scales:

• Sense of Belonging Instrument (SOBI: Hagerty & Patusky, 1995)
•  Psychological Sense of School Membership (PSSM: Goodenow, 1993)
•  Interpersonal Support Evaluation List (ISEL -shortened version: Cohen et al., 1985)
• Self-Description Questionnaire III (SDQ-III: Marsh & O’Neill, 1984)
• Satisfaction with Life Scale (SWLS: Diener et al., 1985)
•  Well-Being Manifestation Measure Scale (WBMMS: Massé et al., 1998) 

Consent to participate was indicated by the participant’s voluntary completion of the online survey. The survey took approximately 15 to 20 minutes to complete. After correcting for missing data, the final data set had a sample size of 480 (University of Waterloo, n=190; University West, n=112, DHBW, n=178).

Data Analysis

Descriptive analyses provided frequencies, percentages, means, and standard deviations for the demographic variables. A series of t-tests were run to determine significant differences on the dependent variables as a function of country and demographics. A series of ANOVAs followed by Tukeys’ HSD post hoc analysis, were run to determine significant main effects. Levene’s test was performed for the demographic independent variables and the assumption of homogeneity of variance was satisfied. Finally, correlational analysis was run to examine significant relationships between the dependent variables – Sense of Belonging, Peer Support, school-to-work efficacy, Mental Health, and Well-Being. Incomplete scales (i.e., missing data) were eliminated from the analysis.

Results

Results indicated that WIL students from the three institutions reported only moderate levels of sense of belonging, however they perceived high levels of support from their peers. Higher levels of sense of belonging to the university community and access to high quality peer support was strongly related to better overall mental health and well-being. Interestingly, while WIL students perceived social media and virtual social connections during work terms as playing an important role in supporting their sense of belonging to peers and the university community, they preferred face to face social interactions for promoting their well-being. Additional results and implications will be provided in the presentation.

Facing workplace bullying negatively affects physical and mental health, and consequently quality of life and well-being. Personality traits that can help an individual survive and reproduce entail more benefits than costs. Building on  two evolutionary theories, Life History Theory and Costly Signaling Theory, this study aims to provide novel insights into how and why personality traits are associated with facing workplace bullying and health-related quality of life. A heterogeneous group of 324 employees in Sweden provided data on workplace bullying, perceived health-related quality of life, and personality traits, controlling for sex and age. We found that openness (HEXACO model) and Machiavellianism (Dark Triad model) served as moderators. Employees with high values of  these traits experienced significantly less affected health-related quality of  life  when facing workplace bullying. Our results indicate evolutionary origins of the personality traits openness and Machia-vellianism. A new finding is that possessing, exhibiting, and maintaining traits reflecting a more creative and competitive interpersonal style increases an employee’s ability to survive aversive environments.  

Background:

Poland has lower ratios of employed registered nurses per 1,000 inhabitants than the EU average. Polish nurses work under miserable conditions without assisting personnel, and they reconcile their professional demands with responsibilities for their families; 96% of them are women.

Rationale/Aims:

This study uses Hobfoll's conservation of resources (CORs) theory to explain the role of various resources in the improvement of work conditions in the nursing profession. Work-family conflict (WFC) and family work conflict (FWC) threaten to deplete nurses' resources. This paper set out to (1) examine the extent to which perceived job demands (workload and interpersonal conflicts at work) and engagement (vigor, dedication, and absorption) are associated with turnover intentions (the intention to leave the present workplace and the intention to leave the nursing profession); (2) attempt to determine whether levels of WFC and FWC moderate these associations.

Design/Method:

This study comprised 188 female registered nurses. The inclusion criterion was to live with a partner and/or have children.

Results:

WFC was moderately related to FWC. Hierarchical regression analyses showed that only high job demands and low vigor were significantly associated with turnover intentions. WFC was experienced more intensively than FWC. Job demands, vigor, dedication, and turnover intentions had a strong effect on WFC, while absorption had a strong effect on FWC. However, levels of WFC and FWC did not significantly moderate these associations.

Originality/Conclusion:

The study produces new knowledge by examining a constellation of job demands, work engagement and WFC, which reflect the management of personal resources. Results from such a constellation in nurses from countries with a post-transformational economic system have not previously been discussed in the light of COR theory. Most importantly, we conclude that WFC does not intensify turnover intentions.

Past research links emotional leadership resources (e.g., emotional intelligence) positively with important working life outcomes, such as health, job satisfaction, job performance, organizational commitment, and leadership effectiveness. However, no study has yet described emotional leadership resources based on traits linked with work motivation and stress resilience. The aim was to describe emotional leadership resources based on traits in a novel fashion (meta-traits, based on structural trait analysis). Our hypothesis was that an emotional leadership meta-resource factor would converge with motivation and stress resilience. Participants (N = 344) were leaders aged between 23 and 65 years (M = 49, SD = 8.6; 58% women) who completed an online questionnaire including measures of common traits (e.g., trait emotional intelligence, Big Six), and coping resources. We estimated work motivation by self-rated work engagement, and stress resilience by the level of perceived stress. We used an exploratory factor analysis approach to describe and structure our data, and structural equation modelling (SEM) to test whether an emotional leadership meta-resource factor would converge with work motivation and stress resilience. Our findings revealed that the investigated traits and resources could be described along four broad emotional leadership resource factors, namely (1) Externalizing, (2) Moral goodness, (3) “Destrudo”, and (4) Rational mastery. As expected, the emotional leadership meta-resource factor showed a strong convergence (~.80) with both work motivation and stress resilience. “Externalizing” and “Rational mastery” were the most important emotional resource factors. The findings are discussed using Hobfoll’s motivational Conservation of Resources (COR) theory. It is concluded that common traits, including personality traits, and coping resources comprise an emotional leadership meta-resource factor, which to a high degree converges with work motivation and stress resilience. The results imply that organizations may strengthen work motivation and reduce stress by recruiting leaders possessing valuable emotional leadership resources.

Purpose: To describe and explore emotional leadership meta-resources based on traits (self-esteem, emotional intelligence, leadership intelligence, empathy, Big Six, narcissism) and coping resources (e.g. cognitive), using Hobfoll’s motivational Conservation of Resources (COR). Our hypothesis was that leadership resources would be positively related to work engagement and negatively to perceived stress.

Methodology: Participants (N = 344) were leaders aged between 23 and 65 years (M = 49, SD = 8.6; 58% women) who completed an online questionnaire including measures of common traits and coping resources. Work engagement was measured by Utrecht Work Engagement Scale (UWES-9; Schaufeli & Bakker, 2004), and stress by Perceived Stress Scale (PSS-10; Cohen & Williamson, 1988). We used an exploratory factor analysis approach to describe and structure our data, and structural equation modelling (SEM) to test whether an emotional leadership meta-resource factor would be positively related to work engagement and negatively to perceived stress.

Results: The investigated traits and resources could be described along four broad emotional leadership resource factors: (1) Externalizing; (2) Moral goodness; (3) Destrudo; (4) Rational mastery. As expected, the emotional leadership meta-resource factor showed a strong convergence (~.80) with both work engagement (positively) and perceived stress (negatively). 

Research/Practical Implications: The results imply that organizations may strengthen work engagement and reduce stress by recruiting leaders possessing valuable emotional leadership resources.

Originality/Value: Our study is the first to describe emotional leadership resources based on traits linked with work engagement and perceived stress in a novel fashion (meta-traits, based on structural trait analysis).

The background of this study is the observation that people with high emotional intelligence (EI) perform well at work. The aim of this study was to further validate the Trait Emotional Intelligence Questionnaire Short Form (TEIQue-SF) by (1) investigating its relationships with the Mini International Personality Item Pool-6 Inventory (Mini-IPIP6), the Short Dark Triad Assessment (SD3), and the Individual Work Performance Questionnaire (IWPQ), (2) identifying which personality traits best explain variations in trait EI, and (3) investigating whether trait EI can predict variations in each dimension (Task Performance, Contextual Performance, and Counterproductive Work Behavior, CWB) of self-perceived work performance. A cross-sectional study was done with 228 Swedish participants (M = 34 years, SD = 12.6, range 16-71 years, 66% women) with an average work experience of 14 years (SD = 11.5). One expected result was that all dimensions of trait EI correlated negatively with Neuroticism and Machiavellianism, and positively with Extraversion, Agreeableness, Conscientiousness, Openness to Experience, and Narcissism. Self-control and Sociability had, however, almost zero correlation with Machiavellianism. A positive correlation was found between all dimensions of EI and Task Performance and Contextual Performance. Standard regression analyses showed that 26% to 46% of the variation in the different dimensions of EI was explained by the “Big Six” personality traits. Hierarchical multiple regression analyses indicated that trait EI accounted for a significant proportion of the variation in Contextual Performance that was not explained by any of the “Big Six” personality traits, and that trait EI did not explain any variation in CWB above Neuroticism and Honesty-Humility. In addition, trait EI explained an additional 6% of the variation in Task Performance when controlling for gender, age, Neuroticism and Conscientiousness. It is concluded that the Swedish version of the TEIQue-SF has shown reasonable theoretically and empirically grounded relationships with relevant variables for the workplace.

BACKGROUND: There is a need for a short, self-rated, validated and reliable instrument for individual work performance suitable for generic use in the Swedish work and organizational context. The Individual Work Performance Questionnaire (IWPQ), comprising originally 47 items, was initially developed in the Netherlands, based on a four-dimensional conceptual framework, in which individual work performance consisted of task performance, contextual performance, adaptive performance, and counterproductive work behavior. During the development process, IWPQ was shortened to 18 items with three scales formally labeled as Task performance, Contextual performance, and Counterproductive work behavior (CWB), capturing three work performance types. The current version of the IWPQ, consisting of 18 items and three scales, was then translated as well as cross-culturally adapted to American-English and Indonesian contexts.

OBJECTIVES: To translate and adapt the current IWPQ version, consisting of 18 items, from the Dutch to the Swedish context, to assess its content validity through cognitive interviews, to apply it to a pilot group to present descriptive statistics, to calculate the questionnaire’s internal consistency, as well as to clarify whether the translated items capture three or four performance types.

METHODS: The Dutch version of the IWPQ, consisting of 18 items, was translated into Swedish. A six-stage translation and adaptation process was used: forward translation, synthesis, back translation, harmonization, cognitive interviews, revision, and sampling and analyses of pilot data for 206 managers (149 women) from five Swedish municipalities.

RESULTS: IWPQ instructions, wording of a few items and one response form were slightly modified. The pilot testing showed Cronbach’s alphas similar to the Dutch version of the IWPQ, ranging between 0.73 and 0.82, good mean-inter-item correlations (all above 0.36). In deciding how many factors to retain, we employed both parallel analysis (PA), and Velicer’s minimum average partial (MAP) test. The number of factors to retain was, as indicated by PA, four, and by MAP, three or four. Exploratory factor analysis (principal axis factoring) revealed clearly separate factors, corresponding to four, rather than three, performance types. A new factor, roughly representing adaptive performance, comprised in the original, longer version of the IWPQ, emerged.

CONCLUSIONS: The Swedish version of the IWPQ was successfully translated and adapted in a pilot group of managers. Before it is used, it should be validated in a larger group of managers and in more heterogeneous groups of both white- and blue-collar workers.

Trait emotional intelligence (EI) predicts important outcomes in the workplace. This study is the first one that reports item and scale functioning in the workplace using item response theory (IRT) analysis of the global 30-item Trait Emotional Intelligence Questionnaire Short-Form (TEIQue-SF). Past IRT research, performed mostly on undergraduate English-speaking students, showed that several items in TEIQue-SF were poorly informative. Data collected in Sweden from 972 employed persons were analyzed. IRT with a graded response model was utilized to analyze items of the global TEIQue-SF scale. As was found in past research, the lowest response category in all items had extreme difficulty threshold parameter values, and only low and moderate levels of latent trait EI were adequately captured, but most items had good values of the discrimination parameters, indicating adequate item informativeness. Four items, which in past research have also shown weak psychometric properties, were poorly informative. To effectively measure trait EI in today’s organizations, there is an advantage in using the most informative items to best represent this construct. 

While grandiose narcissism is well-studied, vulnerable narcissism remains largely unexplored in the workplace context. Our study aimed to compare grandiose and vulnerable narcissism among managers and people from the general population. Within the managerial sample, our objective was to examine how these traits diverge concerning core personality traits and socially desirable responses. Furthermore, we endeavored to explore their associations with individual managerial performance, encompassing task performance, contextual performance, and counterproductive work behavior (CWB). Involving a pool of managerial participants (N = 344), we found that compared to the general population, managers exhibited higher levels of grandiose narcissism and lower levels of vulnerable narcissism. While both narcissistic variants had a minimal correlation (r = .02) with each other, they differentially predicted work performance. Notably, grandiose narcissism did not significantly predict any work performance dimension, whereas vulnerable narcissism, along with neuroticism, predicted higher CWB and lower task performance. Conscientiousness emerged as the strongest predictor of task performance. This study suggests that organizations might not benefit from managers with vulnerable narcissism. Understanding these distinct narcissistic variants offers insights into their impacts on managerial performance in work settings.

Most past research has focused mainly on the personality of the victims of bullying and not on the personality of workplace bullies. Some researchers have suggested that bullies and their victims may share bully-typifying personality traits. The aims of this study were to find out what characterizes the personalities of workplace bullies and their victims, and to investigate the relationship between the Dark Triad, HEXACO and workplace bullying. We tested three hypotheses. H1: Machiavellianism and Psychopathy, but not Narcissism, predict the use of bullying tactics (i.e., bullying perpetration). H2: (Low) Honesty-Humility, (low) Agreeableness and (high) Extraversion predict the use of bullying tactics. H3: Honesty-Humility moderates the association between Machiavellianism and the use of bullying tactics. Employees in southwestern Sweden (N = 172; 99 women) across various occupations and organizations were surveyed. Negative Acts Questionnaire-Perpetrators (NAQ-P) and Negative Acts Questionnaire-Revised (NAQ-R) were used to assess the use of bullying tactics and victimization. NAQ-P was correlated with NAQ-R (r = .27), indicating some overlap between the use of bullying tactics and victimization. NAQ-P was correlated with Machiavellianism (.60), Psychopathy (.58), Narcissism (.54), Agreeableness (-.34), Honesty-Humility (-.29) and Extraversion (.28). The results of linear regressions confirmed H1, but only partially confirmed H2: Machiavellianism, Psychopathy, (low) Agreeableness and (high) Extraversion explained 32%, 25%, 27% and 19%, respectively, of the variation in the NAQ-P. Replicating past research, NAQ-R was correlated with Neuroticism (.27), Extraversion (-.22), Openness (-.19) and Conscientiousness (-.16). Neuroticism explained 25% and (low) Extraversion 17% of the variation in the NAQ-R. Confirming H3, Honesty-Humility moderated the relationship between the NAQ-P and Machiavellianism. We conclude that bullies, but not their victims, are callous, manipulative, extravert and disagreeable, and that dishonest Machiavellians are the biggest bullies of all. In practice, the victims of workplace bullying need strong and supportive leadership to protect them from bullies with exploitative and manipulative personality profiles.

The aim of the study was to investigate nurses' perceptions of opportunities for recovery during working hours and the role of reflection in recovery. A qualitative approach wasconsidered appropriate and semi-structured interviews were conducted with eight nurses employed in public sector hospitals. 

The thematic analysis identified three themes and onesub-theme. The results indicate important factors that can promote recovery during working hours, such as physical activity, micro-breaks, change of environment, support from managers and colleagues, and the opportunity for reflection during the working day and inconnection with serious events.

The results also indicate that nurses' professional experience and sense of meaningfulness affect how they perceive the balance between work demands and work resources.

In conclusion, the study shows that personal resources and opportunities for recovery can be promoted by factors such as reflection, meaningfulness and professional experience. Alongside this, the importance of managers' support and responsiveness as well as organizational resources to enable nurses' recovery during working hours is also highlighted.

Aim and objective

In this study, we explore how personal and situational factors relate to the provision of person-centred care (PCC) in nursing homes. Specifically, we focus on the relationship between the care staff's personality traits and provision of PCC and to what extent perceptions of the working environment influences this relationship.

Background

The ultimate goal of elderly care is to meet the older person's needs and individual preferences (PCC). Interpersonal aspects of care and the quality of relationship between the care staff and the older person are therefore central in PCC.

Design and methods

A cross-sectional Swedish sample of elderly care staff (N = 322) completed an electronic survey including measures of personality (Mini-IPIP) and person-centred care (Individualized Care Inventory, ICI). A principal component analysis was conducted on the ICI-data to separate the user orientation (process quality) of PCC from the preconditions (structure quality) of PCC.

Results

Among the five factors of personality, neuroticism was the strongest predictor of ICI user orientation. ICI preconditions significantly mediated this relationship, indicating the importance of a supportive working environment. In addition, stress was introduced as a potential explanation and was shown to mediate the impact of neuroticism on ICI preconditions.

Conclusions

Personality traits have a significant impact on user orientation, and the perception of a supportive and stress free working environment is an important prerequisite for achieving high-quality person-centred elderly care.

Implications for practice

Understanding how personality is linked to the way care staff interacts with the older person adds a new perspective on provision of person-centred elderly care.

Purpose The purpose of this paper is to describe three different approaches to work in elderly care (i.e. professional, market-oriented and person-centred) and examine whether these theoretically derived approaches can be confirmed empirically. Additional aims were to examine the endorsement of these approaches and whether there were differences in the endorsement of these approaches in nursing home vs home care and municipality vs privately run care units. Design/methodology/approach Data were collected using a cross-sectional survey study of frontline care staff (n=1,342). Exploratory factor analysis was used to investigate the empirical validity of the proposed approaches to work in elderly care. A series of paired and independent samples t-tests were conducted to analyse mean differences between the proposed approaches to work. Findings A principal axis factoring analysis yielded three theoretically meaningful factors as proposed. These results indicated that the respondents were able to differentiate between three distinct but related approaches to work with older persons. The results also showed that the professional care approach was the highest endorsed and the market-oriented the lowest endorsed approach. No notable differences in approaches to work were observed in nursing home vs home care and municipality vs privately run care units. Originality/value This is the first study to examine multiple approaches to work in elderly care as previous research studies mainly have investigated the person-centred care approach. Current findings indicate that these approaches to work often coexist in various combinations and that the care staff adopts all these approaches but to varying degrees. The approaches differ in several important respects (e.g. legitimacy and view of the older person) and most likely affect the way care staff treats the older person and how the older person perceives their relationship with the care staff. Knowledge about these differences facilitates management of the care staff’s work situation and helps to improve the quality of care.

To work as a police in today’s modern society means to be more exposed, even though the duty of law enforcement is to protect members of society and keep them safe. Social media is used by police all around the country for the purpose of spreading information about the role of the police, but also to disseminate other information from which the public may benefit. One disadvantage with social media is that anyone can publish online. Individuals may capture video of police officers doing their job and publish that media out of context. As social media platforms spread news and events involving police, a consequence can be a biased view of police. Our study is grounded in George Gerbner Cultivation theory from 1976 and examined the experiences of individuals who work in law enforcement, to shed light on how the police themselves feel about their representation on social media. We used semi-structured interviews with eight employees within the police, and the transcribed material was examined using thematic analysis (Braun & Clarke, 2006). The result showed that comprehension for working as a police officer, hate against the police, fellowship and social media are important concepts among police’s perception about how they are portrayed. The study’s aim is to contribute to the understanding of the role of the police, according to the police themselves. The study is also about contributing to society’s feelings of safety, but also how social media can depict a distorted image of police officers.

Den neuropsykiatriska diagnosmanualen är ett trubbigt verktyg och saknar dessutom – i de flesta fall – ett individuellt perspektiv på de drabbade barnens situation. Att inte erkänna att människors erfarenheter och upplevelser skiljer sig åt, riskerar att marginalisera barn och unga. Vi behöver förstå att unga som försöker leva upp till vuxensamhällets förväntningar äger förmågor och egenskaper som behöver vårt skydd.

Tyvärr lägger psykologer inom barn- och ungdomspsykiatrin (BUP) och andra privata mottagningar för ADHD en stor del av sin tid på att utreda de lidande barnen, istället för att erbjuda terapi och stöd till både barn och vårdgivare. Föräldrar som i stället erbjuds hjälp att se sitt barn som en unik individ, utan den normativa bilden av önskvärt beteende, kan öka sin empatiska förmåga och sin tillit till barnet.

The association between silence and powerlessness is one reason behind rape victims’ decision to remain silent about the assault. Rape victims, who most often are traumatized, face a wide array of negative experiences as a consequence of the violence. At the heart of this trauma narrative is the case of a female patient, 70 years old, suffering from tinnitus, for which she was offered psychotherapy. During one of the last therapy sessions the patient disclosed that she was raped at the age of 22 by a man she met when searching for a job. This case study explores the complex relationship between sensory fragments (i.e., hallucinations and tinnitus) and the disclosure of a hidden trauma that occurred half a century earlier. It also illustrates how establishing a confidential therapeutic alliance can contribute to a sustained integration of fragmented experiences of the trauma into a personal history.

Background:

The prevalent, neuropsychiatric, deficit perspective on childrenand youth diagnosed with ADHD prohibits a multidimensional approach wheresocio-economic status, family stress and relationships within the familiesare relevant factors to examine. Assessments of ADHD through the use ofrating scales and short-term interventions may lead not only to overdiagnosis but also to a reductionistic approach in the psychiatric field. This literaturereview aims to address research outside the prevailing discourse on ADHD as an organic brain dysfunction and broaden the perspectives on children’s behavioral difculties.

Methods:

The articles included in this applied, mixed-method, systematic review includes 26 peer-reviewed articles, both English and French, with a search focus on ADHD in children and youth related to Attachment stylesand relationships.

Results:

In the studies reported, researchers approached correlations between ADHD and attachment in different ways, and in most cases, there was a caution to address causality. The role of parents was found to be both buffering and aggravating for the appearance of ADHD. In the French case studies, the diagnosis was conceptualized as a relational phenomenon where the child’s behavior was inseparable from family member’s suffering.

Discussion:

This review article illustrates how children’s difficulties in terms of ADHD symptoms can be addressed through a paradigm where emotional and cognitive dysregulation is understood through psychosocial factors rather than as a neurological condition. In our view, to avoid an overly reductionistic and medicalized approach to children’s behavioral difficulties, it is time to reiterate the value of the biopsychosocial perspective.

Conclusion:

Professionals and researchers need to acknowledge that becoming diagnosed with ADHD has a strong connection to economic disadvantage, social status, and familial care. The academic discourse of addressing brain dysfunctions might serve the unintended purpose of masking emotional stress and social disadvantage that manifests across generations. A biopsychosocial approach to ADHD including family, emotional history, and socio-economic issues could imply a lesser focus on medical treatment as a first choice.