Despite Sweden's commendable performance in integration policies, as highlighted by the Migration Integration Policy Index (MIPEX) 2020 report, non-European born (NEB) individuals continue to face significant barriers to integrating into the labour market. This thesis presents these challenges, focusing on how labour market policy influences NEB long-term unemployed in Western Sweden integration, and the perceptions for street-level bureaucrats’ role and labour market conditions in impacting the integration process.Designed as a single-case study, this thesis delves into the local context in Western Sweden’s labour market integration for NEB long-term unemployed, providing a nuanced understanding of these issues. The findings suggest that labour market policies can have positive impacts, but their success depends on the consideration of local context. Future research with broader samples and diverse perspectives, including longitudinal studies, is essential to further illuminate these findings.

Aim: The aim of this study was to describe newly graduated nurses´(NGNs´) experience of work-integrated learning (WIL), from an educational and occupational perspective.

Background: NGNs often find themselves unprepared to meet occupational demands on their competence on entering working life, and express difficulties integrating educational theory into a practical context. Qualitative and effective WIL becomes particularly important for NGNs to develop the competence required to handle the transition from education to working life.

Design: This is a qualitative, descriptive study with an inductive approach.

Methods: Seven focus-group discussions were performed and subjected to qualitative content analysis.

Results: The results revealed that WIL for NGNs includes personal mastering of several professional roles: a self-directed and collaborative learning role, a relational nursing role, and a transition from a student role to a collegial role. Furthermore, WIL entails adapting to organisational requirements, including development of contextual workplace knowledge and understanding; striving for confidence in medical-technical performance; and developing an experience-based understanding of clinical situations.

Conclusion: The results reveal that WIL is complex, encompassing adaptation to roles and personal capabilities that increase new graduates´competence and preparation for work. In addition, WIL requires personal commitment to one’s own learning as well as organisational and social support. 

Collaboration in emergency work is challenging on many levels. The unforeseen and temporary nature of incidents presents basic challenges. Another important challenge is boundaries between specialized and autonomous emergency service organizations. We need to know more about how exercises are performed to increase the individuals and organizations preparedness for future joint response work. The aim of this study was to explore how boundary work is carried out at the incident site during exercises, and how boundary awareness is developed based on this boundary work. The analytic focus was on how boundaries were identified, negotiated and managed in the participants work. Empirically, full-scale exercises involving police, ambulance and rescue services and with repetition of practical scenarios and joint-reflection seminars are studied. Much of the work in the exercises was performed within distinct areas of expertise, in accordance with concrete routines, skills and responsibilities. Boundary work was often organized in the form of distribution of labour or creating chains of actions. The exercises shed light on challenges related to other aspects of emergency response,such as a lack of resources, diverging primary responsibilities, time-criticality and hazardous environments. The design allowed participants to explicate boundaries, test and discuss alternative solutions, and to visualize the effects of different solutions as the scenarios were repeated. The boundaries that were identified were often of institutional character, and were also related to the specific scenarios and to the actions taken in the activities. By integrating real-life experiences of collaborative work in the exercise, the exercise gained a certain meaning that was essential for the participants to develop boundary awareness.

Self-efficacy and Self-esteem of readiness are important factors for students to succeed in an internship. These factors affect how an individual handles new situations and possible threats. By testing their theoretical knowledge in a practical context, the internship can have a positive effect on the student's experience of being successful in working life.Work integrated learning is one approach that may support students progression towards increased readiness for working life. What characterizes work readiness and how can it be achieved?The study was conducted at the bachelor's degree programs ‘Digital Media’ and ‘3D-animation and visualisation’, at University West in Sweden. During the fifth semester students have the opportunity to carry out internships in a workplace. These internships are conducted as a course at the university which also gives higher education credits. The time spent on the course is split between the workplace (80%) and the university (20%). Every fortnight the students meet with faculty staff at a seminar to discuss a given topic. The purpose of the course is to give the student the opportunity to integrate theory from the university studies with practical experience in a workplace.The students spend the majority of the time in the workplace however every second week they meet in a seminar on campus, in which they discuss their experiences in the workplace. As a preparation for the seminar, the students are given different thematic questions to reflect on. Based on all students answers, in the seminar the students reflect on similarities and differences in each others’ texts. Additionally, a supplementary summarizing question is given to the students during the seminar.Prior to the start of the course, the students make their own estimation of how ready they feel they are for working life on a scale from 1-10. After the course, the estimation is revised along the same scale. In addition to this estimation, conversations are conducted between the students, regarding readiness for working life.The study is a mixed methods approach and consists of three sets of data: five group interviews á three hours with 7-15 participants in seminars, two online surveys and 50 written reports from all together 15 students.In the paper we report on how students gradually increase their feeling of being more sure of what type of work tasks they prefer to do in the future, which skills they already have or need to develop further, and what type of workplace they want to work at related to for instance: level of creative freedom, level of collegiality, type of governance etc. These insights, we argue, are vital characteristics of students’ experience of ‘readiness for working life’. We discuss how these characteristics are important aspects of self efficacy and how they are related to the design of the course and ultimately a work integrated learning approach to teaching and learning within higher education.

During the last year more programs went through the formal process of WIL-certification at University West. The programs included in this presentation are 3d-animation and visualization, Digital Media and Systems development – IT and society. An early step when preparing for the certification was to identify activities and pedagogical ideas, utilized by staff and considered to promote and achieve a WIL space. As the number of activities identified grew in number the need for a model or classification of work integrated education (WIE) became apparent. There are some possible classifications suggested but they were not covering all aspects and forms of the programs. At the end a modified or updated classification based on the work of Hedlund & Svensson (2005) became the solution

The aim for this presentation is to discuss identified forms of work integrated education (WIE) through examples from actual courses and a modified framework for classification.

How Work-integrated learning (WIL) is understood and used in higher education varies. This variation is often context-dependent, and therefore the development of WIL is interesting to follow in different contexts. A recent opinion piece from Norway discusses the well-known (in Norway) importance of work-life relevance in higher education and how higher education institutions fail to provide students with work-life relevance, even though the educational institutions, the authorities and companies have set work-life relevance high on the agenda. The article brings forward WIL as a potential solution to truly ensuring work-life relevance for students in Norway.

WIL is not a widely used concept in Norway and the authors of the article look for opportunities of how WIL can be understood and used in the Norwegian context. The intention is to further explore opportunities in Norway, by exploring well-working WIL-settings, such as the one at University West. Among the authors of the opinion piece there are representatives from Kristiania University College, who has a research group in WIL, which collaborates with KAM AIL at University West on the up-coming conference WIL25.

In 2002 University West received a specific mission from the Swedish government to develop Work-integrated learning (WIL), but already in 1990 the University Board of Directors branded the university “as the first and only WIL educational and research institution of higher education in Sweden” (Piperet al., 2023). Since 2020 University West also offers a PhD program in WIL with the aim to enhance learning in the workplace (University West, 2023). However, WIL was a track within previous PhD programs at University West. These actions are likely to impact the research outcomes of the university, but it is unknown to what extent this has happened especially in comparison to other universities in Sweden. Governmental funding can have a powerful impact on institutional behavior (Organization for Economic Cooperation and Development, 2020), which likely also influences individual researchers’ actions. In addition, organizational strategies of universities can also influence academic research collaboration (Kienast, 2023). Therefore, it is likely that the specific national mission and University West’s strategy concerning WIL has had traceable effects in research publications, however the bibliometric level of impact is unexplored.

Purpose: The purpose of this paper is to identify the constituent parts of learning in the manufacturing work context and understand why these parts are key in the learning of the employees. Design/methodology/approach: The data was collected from two sources: a literature review of the Information Systems literature to establish an initial picture of what learning in relation to digital technologies entails and in-depth interviews with engineers in the automotive industry whose knowledge-intensive work is exposed to substantial digital transformation. Findings: The authors first identified three constituent parts for learning: change, reflection and deliberation. When the authors cross-checked the initial findings through in-depth interviews with the engineers, it was found that these three themes trigger learning through three different mechanisms, that is, balancing newness, finding point of reference and organizing actively. Thus, the findings of this paper extend beyond a categorical identification of what constitutes learning to also illustrate why learning entails these constituent parts. Research limitations/implications: This paper implies that progressive learning requires active organizing of learning stages. The data is limited to the review of the Information Systems field. The authors have also only focused on the automotive industry as the representative sector in the manufacturing industry. Practical implications: Applying the model of progressive learning can be a primary way to actively plan and organize learning opportunities for employees. This is key for supporting learning culture in organizations that are exposed to continuous and disruptive changes. Social implications: A significant part of social sustainability is based on sustainable employability and feelings of contentment at work. This paper is an attempt to highlight how sustainable employability can be achieved by providing effective learning opportunities at work. Originality/value: The originality of this paper emerges from two sources. First, the authors conducted the literature review and in-depth interviews by devising innovative methods because of the challenges of identifying when (informal) learning has occurred at work. Second, the authors owe the in-depth interviews to the first author’s extensive familiarity with the automotive industry and the knowledge and rapport acquired through her prior longitudinal research on the engineers’ work. It was this background that allowed the authors to find out when these engineers were about to leave the firm because of discontent about their competence development. 

The academy, like any other workplace, is characterized by social, difference-creating processes that, seemly inevitably, results in unequal working conditions among employees. Subtile, informal structures of power, as opposed to the formal once, are both complex and difficult to detect, but research show that patterns of inequality based primarily on gender, ethnicity, religion and language create difficult obstacles to inclusion and equal treatment in academia. So, how about University West? How inclusive are we as an organization? What do the employees themselves have to say, if asked? The overall aim of our research project was, in accordance with the above-mentioned questions, to seek knowledge about employees’ thoughts on, and experiences of, inclusion in everyday working life at University West, with a particular focus on ethnicity.

Both qualitative and quantitative research methods were used for collecting and processing of data. In order to gain an overview of employees’ perceptions of inclusion at University West, a questionnaire, primarily linked to the seven grounds of discrimination, was distributed to all employees. In total 101 responses were received. In parallel with the survey, thirteen in-depth interviews were conducted with employees at the university’s various work units. A comprehensive interview guide with relatively open questions about work and career opportunities was used. The majority of the interviewees are teachers and researchers, and most of them have a migrant background.

The survey shows that experiences of differential treatment are mainly related to gender, age, academic position and social class. Respondents with a migrant background feel that they receive less respect from colleagues than those with a Swedish background, and the same applies to those who consider it difficult to communicate in Swedish. Disparaging comments in everyday work life are mainly linked to factors such as not being able to speak Swedish, nationality, age and ethnicity. The prevalence of derogatory speech about both women and men shows relatively high figures.

During the interviews, it emerged that most of the informants enjoy their work, but that some problematic patterns and behaviours make it difficult to feel welcomed and completely “at home” within the organization. “Us - and - them” categorizations, not least based on ethnic background, but also based on gender, age and religion, are highlighted. A lack of curiosity about experiences and competencies of “others”, alongside with a mono-lingual norm where a perceived demand for “correct” Swedish reinforces the presence of a non-inclusive mono-culture and a feeling of constantly being positioned as “the Other” in everyday working life. Language, not unexpectedly, emerges as a key factor in the demarcation between “us” and “them”, as do restrictive behaviour codes and other local norms. There are several perceived obstacles to work and career opportunities, but the one that most often is mentioned is a lack of personal connections and informal networks within which inquiries and recruitment are perceived to take place on a personal basis rather than on documented experience, merits and skills. Allying oneself with the “right” people, making friends with persons who has power and influence, is seen as a fundamental prerequisite for moving upwards within the organization. The interviewees also pointed to a culture of silence in which it is perceived as difficult, or futile, to raise problems relating to discrimination, racist jargon or sexual harassments. A lack of transparency when it comes to internal funding and recruitment, and a clear discrepancy between organisation’s articulated values and what it really looks like in reality, are further examples of problems raised.

In summary, the empirical data shows us that employees have various experiences of exclusionary behaviors, mechanisms and patterns in everyday working life at Högskolan Väst, and that a greater sensitivity among colleagues and management to unequal working conditions and issues concerning inclusion, is requested. Our hope is that this study will contribute to a more open discussion about these types of sensitive issues, issues that more often need to be addressed as a common problem for the entire organization, rather than a problem for just a few.

Background. Work engagement and informal learning are two subjects that both separately have a promoting impact on work-related productivity. Previous research has indicated a positive relationship between work engagement and informal learning, but Swedish research on the topic is limited. 

Purpose. The purpose of the present study is to examine the relationship between work engagement and informal learning among professionals in Sweden. The study’s hypothesis is that there is a positive relationship between work engagement and informal learning.

Method. A quantitative method was used where data was obtained through an internet-based questionnaire. The questionnaire´s statements were taken from two validated instruments: UWES-9 to measure work engagement and LPW to measure informal learning. The questionnaire also included questions regarding the control variables gender, age, employment rate, education, personnel responsibility, years at current workplace, general health, physical exercise, sleep, and flourishing (well-being). To measure flourishing, the measuring instruments SFI and SWI were used. The study is based on a convenience sample where 172 people participated between the ages of 20-74 years, with a gender distribution of 67% women and 33% men. A multiple regression analysis was performed with 5000 bootstrap iterations to control if the relationship remained after taking the control variables into account. 

Results. A moderately strong positive significant relationship between work engagement and informal learning was found, where the relationship remained when controlling for employment rate, personnel responsibility, years at current workplace, and general health. 

Conclusion. It is essential that organizations promote informal learning in Swedish workplaces since an increase in informal learning indicates increased work engagement and work-related productivity.

Purpose. The aim of the study was to examine the role of job-related positive and negative emotions between acute fatigue at work and engagement. We tested two components of engagement: vigor (energetic aspect) and dedication (motivational aspect). We hypothesized that negative emotions mediate in energy depletion process and positive emotions mediate in broadening of energetic and motivational resources.

Design/Methodology. Fatigue was measured by an index in accordance with the Japan Society for Occupational Health. The Utrecht Work Engagement Scale – short version (UWES) was used to evaluate vigor and dedication (Schaufeli, Bakker, & Salanova, 2006). Job-related affective well-being (JAWS) was used to assess positive and negative emotions (Van Katwyk et al., 2000). The study group consisted of 174 police officers (the average tenure of 10 years, range 1–23).

Results. Baron and Kenny approach and the Sobel test supported our hypotheses. Fatigue was more negative related to vigor than dedication. We observed that positive and negative emotions fully mediated between fatigue and vigor (large effect size f2 = .36). Additionally, positive emotions fully mediated between fatigue and dedication (medium effect size f2 = .16). We confirmed these results by the Sobel test.

Limitations. The correlational design was applied.

Research/Practical Implications. Our results indicate that in police officers positive emotions may lead to broadening of energetic and motivational resources.

Starting a new job can be experienced as a challenging since emotions such as joy and anticipation can occur, but also insecurity and stress. There are several factors that affect the experience for the newly hired employee because organizations work differently with introductory programs, which in turn has an impact on the new employee's opportunity for organizational socialization. Since all new employees go through a period of creating an understanding of the norms that prevail within the organization and its culture, which includes organizational socialization, the purpose of the study was to, through semi-structured interviews, examine how socialization is experienced for new employees within the private sector. Through semi-structured interviews, the material has been processed thematically and analyzed based on organizational socialization and The Uncertainty Reduction Theory. The results showed that new employees have a need for both a clear and structured introduction plan in the workplace but also access to an inclusive work community where social interactions with supervisors, colleagues and other employees are significant in new hires. The study shows that new employees in the private sector have different experiences about the organization's way of meeting the needs of new employees before the roles that would be taken and the tasks that would be handled. They felt that other factors such as social meetings, relationships, and community beneficial to get into the organization and be involved in the work. The respondents experienced that with a clear planning in combination with a supervisor in the organization who was available during the first period of the new employment, a security and safety was created which in turn reduced the degree of initial uncertainty. Finally, the results presented the value of the social community in the form of social integration in the workplace where role clarity was achieved through organizational socialization.

Artikeln handlar om hur välfärdsorganisationer och deras tjänstemän kopplade till aktivitets- och sysselsättningsåtgärder agerar i mötet med den enskilde och vilka berättelser som skapas om individerna. Artikeln diskuterar hur projektdeltagaren omgärdas av en fortgående medikalisering och en social fragmentisering, där projektdeltagarens problematik reduceras och där individens egen röst tycks få ett begränsat utrymme.

With real world research as the theoretical framework, a study was conducted as an assignment by the HR-function at Parker Hannifin AB in Sweden. Bearing in mind that there have been ambiguities concerning the roles of managers and HR-staff in previous research and that the managers’ perceptions about the HR-function affects the role of the HR, this study was conducted. This study about perceptions and satisfaction concerning the working of an HR-function aimed to highlight possible differences in customer satisfaction amongst managers based on which unit they belonged to, level of managerial position, the time they have worked as managers in the organization, and the frequency of contact with the HR-department. Moreover, the study considered whether the opinions concerning areas of improvement have changed since the last conducted research. This research was conducted through an analysis of documents and a self-produced questionnaire which was sent to all managers within Parker in Sweden. The results indicated that the same areas of improvement-needs remains, that existing documents are inconsequent in relation to each other, and that several significant differences between managers’ perceptions emerged. The HR-departments along with the different documents should tentatively become more consistent so that their roles become clearer.

In an increasingly individualized working life, the employee controls himself, which can lead to boundaryless work. Through the Big Five theory, previous studies have investigated an individual's propensity to boundaryless work. This has been related mainly to the area where the effect of proactive personality on attitude towards boundaryless work has been studied. In this study, the quantitative method of survey collection via a web survey is used which consists of two parts; A personality test and questions about boundaryless work. The participants of the survey were aiming to be currently working people, between 18-67 years of age and that they possessed a job that could be performed regardless of time and place. The collected data was analyzed in a program called SPSS where the focus was on correlations between personality and the propensity to work boundaryless. The results of the study showed that personality and the propensity to boundaryless work correlated in two places. The results of the study showed that personality and the propensity to boundaryless work correlated positively between the question I find it easy to set limits and the personality trait neuroticism at .348 (p < .01). Furthermore, a strong negative correlation was found at -.312 (p < .01) between the personality trait conscientiousness and the question I find it easy to organize my work effectively. Table 6 shows that standardized betas for the personality trait neuroticism and I find it easy to set limits are highest (.366) in regression analysis. To establish a clear conclusion, the result gave too little significant correlations. However, the results suggest that there is a correlation between personality and the propensity to boundaryless work.

Purpose: The overall purpose of the article was to study how doctors practise leadership in multidisciplinary teams. The article seeks to answer the question: Which approach do doctors use to lead multidisciplinary psychiatric teams?

Methodology: Six psychiatric teams were studied at a university hospital. Each team was followed for eighteen months. Data were collected during a period of four years (2008–2011). Data were collected through interviews with doctors (n = 19) and observations (n = 30) of doctors’ work in a multidisciplinary psychiatric team.

Findings: Doctors in a multidisciplinary team use either self-imposed or involuntary leadership. Oscillating between these two extremes is called reversible leadership.

Research limitations: The study was performed at a psychiatric ward during treatment conferences in a university hospital. This limitation means that there is cause for some caution in interpreting the results.

Practical implications: The results are useful for understanding leadership in multidisciplinary teams within the health and medical care system. The reversible leadership means that doctors can more easily oscillate from difficult situations and deal with internal tensions, facilitating leadership and management of the multidisciplinary team in the intended direction.

Originality / value: Doctors in multidisciplinary psychiatric teams use reversible leadership.

This study is about leadership and decision-making in psychiatric teams. To manage healthcare, cross-organisational work has been used as a working method in teamwork.

The overall aim of the study was to study how leadership and decision-making are applied in psychiatric teams. The issues addressed are: to describe and to understand how leadership in psychiatric teams is applied, to describe and to understand how decision-making in psychiatric teams is applied, explain why there are potential differences between talk and practice, and to explain why teamwork is applied in psychiatry.

The study's theoretical framework is based on the challenges that arise when teamwork is organised in a multi-professional context. In the study, decision theory, leadership theory and new institutional theory are used to help to link together and provide explanations for behaviour patterns of professions.

The study's data were collected between 2008–2011 through interviews, observations and document studies. Total study consists of 101 interviews with 111 informants. Observations have been done of 10 teams on 132 occasions for a total of 230 hours. Observations have focused on the teamwork carried out in the treatment conferences.

The study shows that: 1) there is an informal contract in teams that governs who does what in different situations, 2) doctors applied a reversible leadership where they alternated between the involuntary and the self-imposed, 3) teams used decision norms that are governed by situation-specific micro-codes, 4) there is an episodic culture which decreased the incentive to provide preventive and long-term treatment, 5) teamwork was used to provide the opportunity for solidarity, classification and control, and 6) there was no striving for perfection in decision-making; instead, the teams were satisfied with an acceptable level that everyone could agree on.

In this article, we studied collaboration exercises (3LC) between the rescue services, ambulance services, and police force, which were developed to enhance learning and usefulness. The exercises’ structure was based on identified deficiencies in previous collaboration exercises. The purpose was to test the exercise model in terms of learning and usefulness. Ten 3LC exercises were observed. A total of 65 semi-structured interviews were conducted (2011–2014) in connection with the exercises. The exercises contained across-boundary elements, seminars, and interactive documentation. The participants were given the opportunity to discuss, analyze, and critically reflect on their efforts. During the seminars, the individual actions were analyzed, which led to alternative strategies that were subsequently tested in a repeated exercise. Our results demonstrate that repetitive features and seminars during collaboration exercises promote learning toward an organic behavior and usefulness in the actual incident work.

This study relates to collaboration exercises, with particular focus on the full-scale exercises between the police, rescue services and ambulance. To succeed in a complex situation, it requires that the personnel’s ability to collaborate across organisations be developed and refined.

The overall aim of this study was to examine how collaboration is practised and how exercises lead to learning and usefulness. A research summary was initially done in this study. Based on that, a number of key concepts were developed that proved helpful when we followed the Swedish collaboration exercises through interviews and observations. The collected analysis has since been the basis for the design of a new exercise model, 3LC, three-level collaboration. It is based on the experiences we have had in studies of traditional exercises.

The 3LC exercises that were conducted consisted of two practical sessions and three seminars. Each session was followed by an evaluative seminar with the aim that participants themselves would reflect and develop their patterns of behaviour. The two practical sessions were identical. It gave the participants the opportunity to rehearse and methodically try new approaches. The first exercise session was carried out according to the procedures that normally apply and govern the actions at an actual event. The second exercise session was preceded by a self-critical seminar where participants themselves identified what could be improved for the next exercise session.

The research project was carried out from 2011 to 2014. A total of 19 collaboration exercises were studied, including 16 full-scale exercises. A total of 97 interviews and 125 hours of observation were carried out in this study. A questionnaire (CLU instrument) was developed, which was answered by 272 exercise participants.

The study shows that collaborative sessions in the exercises contributed to the participants learning more and having greater usefulness from the exercises. 3LC exercises were perceived to enhance learning by 26 per cent and usefulness by 17 per cent, compared with traditional exercises. Collaborative exercises are benefitted when participants analyse their weaknesses themselves. Repetitive elements where participants try out alternative strategies improve preparedness prior to actual events.

This article aims to study whether exercises contribute to learning that can be useful in actual emergency work. It reports the findings of a study about professional emergency personnel’s perceptions of the impact of collaboration exercises. Surveys were distributed and collected from emergency personnel in conjunction with three collaboration exercises that took place in Sweden in spring 2012. The survey included personnel holding different positions within the police department, fire department and ambulance services. Among them were also operational personnel such as officers. A total of 94 professional emergency personnel agreed to participate by answering the survey. The response rate was 95%.The study shows that collaborative elements in exercises contribute to perceived learning (R2 = 0:53), and that learning, in turn, has a perceived beneficial effect on actual emergency work (R2 = 0:26).The perceived results of collaboration,learning and their impact on actual emergency work, however, are moderate.The exercises were characterised by long waiting times and gave few opportunities to practise different strategies. Only a few respondents felt that they learned something about the collaborating organisations’ ways of communicating and prioritising. Many also thought that the exercises were more useful for command officers than for operational personnel.Thus, the study shows that by strengthening the collaborative elements of the exercises, the perception of the participants’ actual emergency work can be developed.

Team är populära, inte minst inom vård, behandling och omsorg.Trots att det börjar bli en väl etablerad företeelse tycks teamfortfarande stå för förnyelse och nytänkande. Teamarbete harsåledes kommit att få en allt viktigare roll.

I denna antologi behandlas frågor som: Varför uppstår team? Vadgör team nödvändiga? Vad är utmärkande för olika typer av team? Vad skapar väl fungerande team? Vilka effekter får teamarbete förverksamheten? Du som läsare bjuds på både kritiska betraktelser,utvecklingsspår och verktyg.

Boken vänder sig till studerande och forskare vid högskolor ochuniversitet samt till praktiskt verksamma inom vård-, behandlingsochomsorgsorganisationer. De olika kapitlen kan läsas friståendeoch ger var för sig en god bild av teamets funktion.

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Team i vård, behandling och omsorg förmedlar en unikinsikt och förståelse kring teamarbetes betydelse, funktionssätt och utmaningar baserad på omfattande och mångårig forskning. Boken förtjänar därför attanvändas inom alla utbildningar på högskolenivå som är inriktade mot vård- och omsorg.

Stefan Tengblad, professor i företagsekonomi

AIM: The aim of the present study was to describe nurse managers' perceptions of the provision of mentoring for newly graduated registered nurses (NGRNs) and its contribution to the work environment in a hospital setting.

BACKGROUND: Nurse managers are responsible for the work environment and for supporting the staff's professional development, which includes giving NGRNs organizational support during their introduction to the workplace. Mentorship is one common way to provide support, but there is a lack of knowledge about how nurse managers view this support.

DESIGN/METHOD: This was a qualitative descriptive study, using a semi-structured interview guide. Fifteen individual interviews with nurse managers were performed in hospital settings. The interview transcripts were analysed using qualitative content analysis. The COREQ guidelines and checklist were used.

RESULTS: The results describe the nurse managers' perceptions of the provision of mentoring in three themes: Ensuring and sustaining mentoring for new nurses' needs is a struggle in the harsh reality of healthcare, Identifying mentors who are willing and possess the necessary competence for the assignment and Promoting a secure and attractive workplace by mentoring new nurses.

CONCLUSIONS: Our study confirms that nurse managers are important in the provision of mentoring for NGRNs' learning and professional development. Mentoring has a positive spillover effect on the entire unit as a sustainable approach to securing and improving the work environment. Our study also identifies challenges for nurse managers to structure mentoring provision.

IMPLICATIONS FOR THE PROFESSION AND/OR PATIENT CARE: This study highlights the importance of investment in mentoring for the NGRNs' professional development and for patient care. Support is needed from the top level of the organization, but how mentoring should be structured and facilitated needs to be investigated further.

Today universities and higher education face challenges related to collaboration with the society. Societal impacts and innovation from academia are highly valued from governments and interaction with and impacts on society and practice are of crucial importance for universities today (Gellerstedt, et al. 2018; Galan, 2018). University West in Sweden has a profile area in work-integrated learning (WIL), which generally aims to address issues on integrating theory and practice in education in a sustainable and coherent way (Olsson et al. 2019; Gellerstedt et. al. 2015). In this paper the arguments are based on a study of a PhD-education (3rd cycle) in Informatics with the specialization of work-integrated learning. at University West.

The focus is on the collaboration between the university and industry through industrial PhD-students who are active in the university-industry interface i.e. fully employed by the industry during their PhD-education.Research on collaboration between PhD- students and industry is, according to Thune scarce. Previous research mainly focuses on the students´ learning outcomes and educational experiences (Thune, 2009) although some benefits of this kind of collaboration are recognized (Assbring and Nuur, 2017). Thus, research on interaction and informing flows between university, students, research and practice needs to be further developed ( Bernhard et al, 2018).

In a recent study aiming at evaluating a PhD education (third-cycle) and research environment from a WIL perspective several collaboration activities were identified at key stakeholders in university as well as in the industry (Bernhard et al 2018) by adopting an informing science model in order to conduct a current state analysis. The findings implicate e.g. that flows from PhD-student and research environment towards stakeholders were generally strong, while the opposite flows were weaker. This was especially crucial for the flows originating in practice.Thus, the overall aim of this paper is to explore university-industry collaboration and identify possible aspects of societal impact of industrial PhD-student education. The research is conducted as a case study and qualitative methods will be applied.

The safety of an organization is based not only on safe equipment and quality assurance processes, but also on the interaction between people (Törner, 2008). A good safety climate has a positive impact on safety and has been shown to reduce accidents. The aim of the present study was to find out if there are differences in safety climate between employees and management in an industrial enterprise with a quantitative approach. The study includes a survey with 31 participants in manufacturing industries in western Sweden between the ages of 22-65 of whom 3 were women and 28 were men. To reach out to the participants a web survey based on NOSACQ-50 (Nordic Safety Climate Questionnaire) was used, which measures seven dimensions of safe climate. The results showed that safety climate was at a good level for both management and employees. However, the two groups did not differ in how they perceived safety. The result also showed that there were correlations between the dimensions of NOSACQ-50. Although no significant differences between management and employees were discovered, the study highlights the importance of studying safety climate from several perspectives. There may be benefits in considering safety climate from a group perspective as this may generate a deeper understanding of safety climate as a whole, and how organizations can achieve a more coherent safety climate

During the last years teleworking has become more relevant due to the Covid-19 pandemic. More companies and organizations have become forced to adapt to new ways of working to continue in their corporation. Following essay is a quantitative study with the purpose to examine what motivates people to telework and how the motivational factors differ between different personality traits based on the personality theory Big Five. The study uses a survey based on the Five factor model IPIP-NEO-30 and questions regarding different motivational factors, where a convenience sampling based on the writers social media has been used (N = 100). The study examines which motivational factors motivates people in their telework the most. The highest average value being the items regarding productivity (M = 4.49), social interaction (M = 4.30) and efficiency (M = 4.10). The study also examines general satisfaction with telework with the help of a scale created by complementary survey questions. It shows that conscientiousness is the only trait that correlates with telework satisfaction (r = .19). The results aim to give a guideline to employers on who would be more satisfied with teleworking. Finally, continued research is encouraged within the subject since there are multiple limitations within the study, like the small selection group.

The study was aimed to investigate the relationship between the personality traits included in the Five Factor Model and the degree to which individuals experience job satisfaction. The study also investigated if it was possible to see a relationship between job satisfaction and individuals’ age. Job satisfaction was measured by the Minnesota Satisfaction Questionnaire, MSQ, which explores an individual's experience of intrinsic, extrinsic and general job satisfaction. Individuals' level of personality dimensions were studied using a Swedish shortened version of the Five- Factor Model. The material that forms the basis for the study's results come from 52 completed questionnaires carried out at two different workplaces. A clear result was that higher Extraversion was associated with higher degree of job satisfaction. Whether age was related job satisfaction, the present study showed a negative medium strong connection to the external job satisfaction. Since each individual, based on FFM, has a unique combination of the five personality traits, the study cannot generalize how individuals in general perceives job satisfaction. The study has only been able to reinforce the results of what previous studies have concluded; that there are correlations between the five personality traits and job satisfaction

Work-integrated Learning (WIL) is renowned for providing a bridge between ‘theory’ and ‘practice’ that fosters ‘employable graduates’. This study critically argues that the WIL discourse continues to ascribe a dualistic meaning to graduate employability that primarily contributes to creating the so-called theory–practice gap for students. As an argument towards such a conclusion, a genealogical discourse analysis of how the graduate employability idea operates in 87 present and past official documents concerning the Cooperative Education (Co-op) WIL model is used. Two accounts of graduate employability, the antagonistic practice acclaiming account and the harmonious theory and practice account, recur in both the present and past documents. Both accounts contribute to creating the gap, while the latter also contributes to bridging it. The non-dualistic account, which involves knowing that the key to becoming employable is understanding how both research-based and informal theory shape daily occupational work, could be a useful alternative to these accounts. This is because it could encourage students to see how theory is a form of knowledge manifested in, rather than disconnected from, this work. However, the usual WIL design, whereby universities and workplaces outside universities are respectively institutionalised as the places where ‘theory’ and ‘practice’ is learnt, is not so much instrumental in spreading this non-dualistic account, but rather implies to students that ‘theory’ is absent from daily work until they apply it. Thus, I discuss how establishing physical and/or virtual countersites to the usual WIL design could potentially spread this account to students

Working time reduction can be a means of reducing stress in society. Having a reasonable working time for wage workers is important in order to get the job done today. Today's problem is to create a sustainable working life for people in the future. According to the Ministry of Labor, several factors show that working life is not adapted to people's ability and needs. Work-related ill health is growing, which has been shown in increasing sick leave and stress in working life. Even the recovery time has decreased which leads to wear damage (Ds 2000: 22, p.14). The study aims at examining employee's experience of working time shortening thirteen years after organizational reform and see what this type of working-time reduction has meant for internal values such as: motivation, participation, requirements and learning that are indicators of a sustainable working life. Data gathering has helped with semi structured interview questions combined with open questions to get a more detailed answer. The study is based on a qualitative method with a phenomenological approach. The interview includes eight workshop staff in a car company that has worked with both eight hours and six hours of work since 2002. The results showed that six hours of work with retained pay create motivation for employees who increase their productivity unemployment and efficiency even after thirteen years. This may be because they are experiencing their psychosocial work environment positively, which are the main motivational factors, indicating sustainable working life. Furthermore, the requirement has increased after the shortening of working hours, as the pressures to perform in a short period of time are experienced stressful. However, despite this picture, there is no risk of ill health when the employee's absence due to illness is not increased. Six-hour working day with retained salary contributes to reduced sick leave for long-term sickness who work full time instead of being partially ill-treated. The role of organizations is to create greater conditions for recovery for individuals to work longer and to have a sustainable working life. The result is consistent with previous research that has been done in a shorter period of time, where self-perceived health is increasing. Furthermore, the result shows that the activities and focuses on people's learning and skills development can thus maintain a sustainable working life. The theoretical frame of reference for the study contains the requirements -control-support model, experience theory, organization's change, Kasam.

Faced with a declining workforce, why does the Swedish Social Democratic Party (SAP) oppose employer proposals for increased labor migration from non-EU countries? This article explores whether perspectives on policymaking in the varieties of capitalism (VoC) literature can account for this puzzle. VoC scholars maintain that policymakers prefer reforms conforming to the national political economy, improving firm capacity and ensuring better economic performance. Employers are also thought to support policies incentivecompatible with the prevailing model of capitalism. My analysis shows that while the SAP backed labor migration policies compatible with the Swedish coordinated market economy, it did not do so for reasons of efficiency or economic performance. The SAP fears that liberal reform, preferred by employers, will damage the Swedish model, undermine active labor market policies and weaken unions. The case of Swedish labor migration policy underscores how economic reform reflects political conflict and not the desire to preserve equilibrium.

The purpose of this paper was to compare methodologies from successful organisations with underlying dimensions of the value 'Leadership Commitment' and the value 'Participation of Everybody. The purpose was also to identify similarities and differences between these methodologies and the underlying dimensions.

Methodology

The analysis emerged from the results of several recently conducted case studies: descriptions of methodologies used by successful organizations and underlying dimensions elaborated from the value ‘Leadership Commitment’ and from the value ‘Participation of Everybody’. The identified methodologies were then analyzed in relation to the description of the underlying dimensions required by the co-workers with the intention of comparing them and identifying similarities and differences.

Findings

The results show that the underlying dimensions required by the co-workers to remain healthy are also present as methodologies in the successful organizations except the underlying dimension ‘Continuity’. The dimensions correspond with the methodologies which confirm that working with them is very important for managers when striving to encourage healthy co-workers and to create efficient organizations. The analysis also shows that the successful organizations are using methodologies not present in the underlying dimensions. These methodologies include mutual respect, customer focus, continuous improvements, a holistic view and awareness recruitment.

Research Limitation

The result is based on two case studies conducted in Swedish organizations.

Value of paper

The results can be of value for managers striving to improve the health of co-workers and create more efficient organizations.

Remote work has become increasingly common in Swedish working life and there are divided opinions in the literature regarding how and in what way the degree of remote work affects people's job satisfaction and how remote work can be related to individuals' intention to leave work. There are studies that indicate that job satisfaction and the intention to leave work are connected and that remote work can be related to both phenomena separately. Therefore, it becomes interesting to ask whether the degree of distance work can strengthen or weaken that connection. The purpose of this study is therefore to investigate whether there is a relationship between job satisfaction, telecommuting and the intention to leave work, and how this relationship is moderated by the degree of telecommuting. The result is based on questionnaire responses from 57 respondents and the data is analyzed through a correlation analysis and a moderation analysis in the statistical program SPSS. The result showed that there was a negative and significant relationship between job satisfaction and the intention to leave work, but no moderating effect of teleworking on the relationship. The conclusion we can draw from the results is that the number of days at a distance has no significant effect on job satisfaction or the intention to leave and the relationship between them. There seem to be other aspects that can better explain what affects the degree of job satisfaction and its ability to predict the intention to leave work.

A job advertisement today often contains a line that informs about where the employee will work, on site, remote work or both, what in this essay is called hybrid work. Interaction between employee and organization can contribute to work motivation, which contributes to employee efficiency and thus performance. Investigating which factors influence motivation and which factors do not was begun in the second half of the 20th century by Fredrik Herzberg and many others, and many have continued since then. The purpose of our investigation has been to investigate, within the public sector, whether the factor from where employees work is a factor that affects employee motivation, and whether hybrid work affects the need for self-leadership. Through 15 semi-structured interviews, we have collected empirical evidence from a unit in the Västra Götaland region that belongs to the public sector, which we analyzed with the help of our own theoretical analysis model which is a combination of Herzberg's two-factor theory for work motivation and various theories that have developed and/ or criticized Herzberg's theories such as Hubley et al (2024) who describe the difference between intrinsic and extrinsic motivation. From here, we have interpreted the mechanisms that influence employees' motivation in hybrid work and whether the need for self-leadership increases in hybrid work. In the study's conclusions, it appears that achievements and the work itself are the factors that appear most strongly as motivated in the study's empirical material. The achievements are maintained with the help of different strategies that the respondents of the study developed independently of each other and appear as different planning tools. The work itself, when the work effort creates benefit for individuals and society, affects the motivation of several of our respondents. The study also shows that the work environment does not affect the employees' motivation. When the need for concentration is greatest, respondents want to work from home. The study further showed that working from the office, when other employees are there, means an opportunity to create networks and maintain social cohesion. However, meeting colleagues for networking and socializing does not offset employee performance and delivery losses

OBJECTIVE: The objective of this study was to explore patients' learning and support needs within contemporary diabetes care to help them deal with daily life challenges.

DESIGN: A qualitative descriptive design was used following the Consolidated Criteria for Reporting Qualitative Studies. The 15 individual face-to-face interviews were analysed using qualitative content analysis.

SETTING: Participants were drawn from three healthcare centres in rural and urban regions of West Sweden.

PARTICIPANTS: The study involved 15 patients (8 men, 7 women) with T2DM who experienced contemporary diabetes care.

RESULTS: Patients expressed a strong desire for access to person-centred, multidimensional learning, with a focus on genuine partnership, tailored education, and emotional engagement. Digital tools were seen as valuable aids in their self-care efforts. Sub-themes were 'Desiring genuine partnership and tailored patient education' and 'Needing support related to altered perspectives on life and awareness of care standards but with finite care resources'.

CONCLUSION: The findings suggest that integrating person-centred, multidimensional learning strategies into diabetes care could be beneficial, particularly when addressing both practical and emotional needs. Encouraging active patient engagement through flexible digital solutions and providing support for emotional well-being may improve the overall patient experience. However, further research and practical application are needed to fully understand how these strategies could be effectively implemented to support patients with T2DM in managing their daily health challenges.

The manufacturing industry is currently under extreme pressure to transform their organizations and competencies to reap the benefits of industry 4.0. The main driver for industry 4.0 is digitalization with disruptive technologies such as artificial intelligence, machine learning, internet of things, digital platforms, etc. Industrial applications and research studies have shown promising results, but they rarely involve a human-centric perspective. Given this, we argue there is a lack of knowledge on how disruptive technologies take part in human decision-making and learning practices, and to what extent disruptive technologies may support both employees and organizations to “learn”. In recent research the importance and need of including a human-centric perspective in industry 4.0 is raised including a human learning and decision-making approach. Hence, disruptive technologies, by themselves, no longer consider to solve the actual problems.

Considering the richness of this topic, we propose an industrial work-integrated-learning research agenda to illuminate a human-centric perspective in Industry 4.0. This work-in-progress literature review aims to provide a research agenda on what and how application areas are covered in earlier research. Furthermore, the review identifies obstacles and opportunities that may affect manufacturing to reap the benefits of Industry 4.0. As part of the research, several inter-disciplinary areas are identified, in which industrial work-integrated-learning should be considered to enhance the design, implementation, and use of Industry 4.0 technologies. In conclusion, this study proposes a research agenda aimed at furthering research on how industrial digitalization can approach human and artificial intelligence through industrial work-integrated-learning for a future digitalized manufacturing.

The aim of this study is to investigate how a human resource department in a middle-sized Swedish municipality can work to remedy staff shortages and create an extended and sustainable working life. Most municipalities today face major skills supply challenges and need to meet the increase in needs by reviewing the conditions for an extended and sustainable working life. In the municipality where the study is carried out, several employees have a part-time job and the human resource department in the municipality thus wants to focus on more people working more, that is full-time, and longer in the service as well as further up in the ages. This is a qualitative study were the collection of data takes place via interviews. In the study, it has been chosen to interview employees in health and care who work and have worked part-time for at least 2-3 years in our chosen middle-sized Swedish municipality. The material collected from a total of 8 interviews has been analyzed thematically through a so-called thematic analysis. The results has in turn been linked to theories and models that were considered relevant to the study's research area. It can be concluded that the human resource department in the municipality needs to work with the organization of work and individual needs to remedy staff shortages, increase staff availability and create an extended and more sustainable working life for care staff. 

Aim: To explore how nurses during their early working life learn to provide high-quality care in relation to organisational prerequisites in a hospital setting.BackgroundWhen nurses enter employment in contemporary hospital settings, they face multiple learning challenges. Organisational prerequisites that have been identified to affect their ability to learn to provide high-quality care are related to staffing turnovers, large patient groups and a lack of experienced staff to support their learning.

Design: Qualitative.

Methods: The study was conducted between 2018 and 2019 at a medium-sized hospital in Sweden. Data from interviews with 10 nurses with fewer than two years’ work experience were subjected to qualitative content analysis.

Results: The results describe the nurses’ learning during their early working life in two categories: Performing tasks in relation to organisational prerequisites and Making use of clinical experiences to grasp the complexity of nursing care. The first theme reflected a learning process that was initially characterised by seeking confirmation and instructions from colleagues of how to act safely and by balancing the demands of time efficiency and sustaining patient safety. The second theme reflected that, after addressing organisational prerequisites, the nurses tried to understand and make use of clinical experiences to grasp the complexity of nursing care by encountering and processing clinical patient situations.

Conclusions: The results of this study revealed that nurses’ learning during early working life seemed to be primarily directed towards handling tasks, with sometimes limited opportunities to grasp the complexity of nursing care. Their learning depended largely on their own initiative and motivation and was strongly influenced by organisational prerequisites. The limited availability of experienced nurse colleagues and lack of time devoted for reflection needs to be dealt with to support nurses’ learning.

There are already a number of studies published on the view of telework before and during the Covid-19 pandemic, however, we saw a lack of knowledge about perceived autonomy regarding telework when we looked for research in this area. In addition, knowledge needs to be developed as this type of telework is relatively new due to the fact that we are currently living under a prevailing Covid19 pandemic. The purpose of this study was to find out how employees view the opportunities to be able to control the choice of the physical workplace, and to investigate the extent to which they experience control of the work situation when it comes to teleworking. The focus of the study is to create understanding and examine the importance of autonomy for office employees around Västra Götaland who telework part-time or full-time. Semi-structured interviews were conducted with ten office employees around Västra Götaland via digital video platforms. Collected data were analyzed using thematic analysis methods and divided into three themes: independence, social support and the boundary between work and leisure. The results show that freedom means being able to plan and structure your working day during teleworking, but the boundary between work and private life is easily erased. Autonomy is important for a balance between freedom, demands and control to be able to function optimally. The study contributes to the fact that autonomy is important for the employees job satisfaction during teleworking, which considers both the employees health and the working environment

Arbete och dess villkor är för det mesta betydelsefullt. Den goda arbetsplatsen strävar efter att medarbetare utvecklar copingresurser som kan användas i stressituationer. Samtliga poliser som arbetar i yttre tjänst som har ordningsverksamhet som uppgift måste ha en utbildning i bastaktik där det bl. a ingår stresshantering och ett kommunikativt förhållningssätt. Polisyrket karakteriseras av en hög grad av psykosocial stress. I studien deltog 101 poliser (29 kvinnor) i yttre tjänst som har ordningsverksamhet som uppgift. Svensk version (Ekecrantz & Norman, 1991) av Coping Resourse Inventory (Marting & Hammer, 1988, 2004) användes för att mäta copingresurser och svensk version av Sense of Coherence Scale, SOC (Antonovsky, 1993) användes för att mäta känslan av sammanhang. Resultaten visade bl a att SOC total och begriplighet predicerade variationen i kognitiva resurser; SOC total predicerade variationen i emotionella resurser; hanterbarhet predicerade variationen i sociala, andligt/filosofiska, fysiska och totala resurser till att klara stress. Svenska poliser i yttre tjänst som har ordningsverksamhet i sin tjänst har hög känsla av sammanhang. De har relativt höga totala resurser till att klara stress.

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. 

Att utesluta en eller fler arbetskamrater från sociala- och arbetsprocesser genom upprepade negativa handlingar såsom utfrysning, kränkande blickar, ryktesspridning och tilltalande vid öknamn, är mobbning. Arbetsplatsmobbning förekommer främst i organisationer med hög arbetsbelastning och stress, och med ogynnsamt arbetsklimat. Mellan 8% och 25% av arbetstagare upplever sig mobbade, vilket har stora konsekvenser för såväl organisationer, i form av hög arbetsfrånvaro och personalomsättning, som för dem som är mobbade, i form av låg arbetstillfredsställelse och engagemang, hög stress, depression, självmordstankar och hjärtinfarkt. Trots den höga förekomsten av arbetsplatsmobbing och dess allvarliga konsekvenser finns det relativt få svenska studier som undersöker förekomsten av mobbning, och i synnerhet, utifrån könsperspektiv. Tidigare studier i Sverige fokuserar huvudsakligen på konsekvenser av mobbning, och inte på upplevelsen av arbetsklimatet. Därför var syfte med denna studie att undersöka (1) skillnader i upplevd närvaro av vuxenmobbning på mansdominerade respektive kvinnodominerade arbetsplatser i en svensk kontext; och (2) samband mellan mobbning och upplevelsen av arbetsklimatet, utifrån delaktighet/medbestämmande och negativ kommunikation. Deltagarna var från två mansdominerade arbetsplatser (ungdomsvården) och från två kvinnodominerade arbetsplatser (äldrevården); 21% respektive 18% av dem har blivit utsatta på sin nuvarande arbetsplats för mobbning av sina medarbetare. Det fanns inga statistiskt signifikanta könsskillnader. De som mobbades utsatte även andra för mobbning. De som orättvist behandlat någon annan hade högre poäng i mobbningsskala, upplevde mer negativ kommunikation och mindre delaktighet/medbestämmande. De använda självskattningsformulären hade goda psykometriska egenskaper. Hög validitet påvisades genom statistiskt signifikanta medelstarka samband mellan variablerna delaktighet/medbestämmande, negativ kommunikation och mobbning. Därför rekommenderar vi användning av samma instrument i fortsatta studier avseende arbetsplatsmobbning. Vi konstaterar att det förekommer mobbning på svenska arbetsplatser med hög arbetsbelastning och stress. I ett demokratiskt samhälle ska det inte förekomma uteslutning av andra ur det sociala gruppsammahanhanget genom arbetsplatsmobbning som leder till allvarlig ohälsa. Arbetsklimatet måste gynna inneslutning av samtliga arbetstagare.

Leadership intelligence is a new Swedish leadership model (Ronthy, 2006; in press). The aim of this presentation is to present and discuss some results from a project “Studies on a new Swedish leadership model.” The aim of this project was to empirically test and develop a practicable management model based on the theory of leadership intelligence. Leadership intelligence consists of a number of competencies, skills and attributes. Leadership intelligence is a combination of the leader’s logical and analytical skills, his/her ability to manage his own and others’ emotions, and finally his deeper desire and willingness to see the meaning of what he is doing. The latter intelligence belongs to the existential query field and answers the question WHY. Today, according to Ronthy, executives focus on WHAT, very little on HOW, and rarely on WHY. Leadership should include all these three dimensions. Over 400 leaders, aged 21 to 69 years, from different organizations and companies made self-reports by logging on to the Internet using a recently designed questionnaire for how managers perceive their leadership. Traditional statistical methods (factor analyses, SEM) as well as qualitative interviews with leaders, suggest a possible relationship between theory and empirical data. We have focused on developing of a relatively short, reliable and valid self-report measure of leadership intelligence that can be further developed and applied in different practical situations.

Transitioning from being an undergraduate nursing student to becoming a clinical nursing professionalis often depicted as a stimulating yet stressful and uncertain time (Duchscher & Windey, 2018; Reebalset al., 2022). Approaches such as encouraging and facilitating the development of networks, on-the-jobtraining, and mentoring have been suggested to support the development of professional capabilities among early career workers (Jackson et al., 2022). To facilitate learning and socialization processes when newly graduated nurses (NGNs) enter working life, transition programs are implemented in hospital settings (Kenny et al., 2021; Aldosari et al., 2020). These programs generally include a combination of components, such as ward-specific orientations, supervision with an experienced nurse, mentoring and training sessions (Rush et al., 2019; Eklund et al., 2021). Another activity applied in transition programs to address transitional issues for NGNs is process-oriented group supervision (POGS); reflection seminars with peers led by a supervisor. The aim of this activity is to provide a forum for the participants to identify, discuss, and reflect upon their daily work situations, dilemmas, and ethical issues, to support the NGNs' professional development (Carlson et al., 2020).

Work-Integrated Learning (WIL) in this study interpreted as to explore “different types of connections between work and learning” (Sunnemark et al., 2023). Reflection can be such a connective activity, as it has been described as learners processing their experiences (of work), by exploring their understanding of what they are doing and why they are doing it and impact on themselves and on others’ (Boud, 1999).This definition could be useful in the context of health care, where the professionals work on their own, in teams and with patients where their decisions and actions will have consequences on the care.

Clinical group supervision with NGNs has been reported to be an effective activity in the transition process by providing a supportive peer environment with time to vent and a sense of belonging while sharing and listen to others’ care situations (Mangone et al., 2005; Carlson et al., 2020) and gaining a deeper understanding of their profession as the seminars supported a translation of their situational experiences (Eklund et al., 2021), and supporting NGNs to develop expertise more rapidly within their working area (Brink et al., 2012). Benefits such as sharing of experiences whilst receiving feedback and support are reported, while challenges identified related to group processes (Tulleners et al., 2023), or to get time to participate (Carlson et al., 2020). In addition, studies from the WIL context have emphasized reflection on workplace activities as a practice to better prepare students for work (Sykes & Dean, 2013) and to connect experiences from different contexts and refine skills (Jackson, 2015).

However, studies from this field are predominantly retrospective interview studies focusing on nurses’ experiences. This study aims to contribute to this research field by exploring the learning progression over time in POGS as an activity in a transition program for early career nurses. More specifically, the study aims to identify what issues the NGNs addressed and how these issues are processed in POGS.

Contemporary manufacturing organizations formulate strategies towards smart manufacturing. However, strategies often merely regard technological improvements of working processes and activities and pay limited attention to human-centric perspectives. This study addresses the complex phenomenon of reaching socially sustainable smart manufacturing by exploring the human-centric perspectives in the eras of Industry 4.0 and Industry 5.0. Data were collected through an explorative qualitative case study with focus groups applying the history wall approach to document informants’ choices of activities that impact digitalization. To investigate informants’ interpretations and experiences of digital initiatives and prospects, the history wall approach was coupled with the analytical lens of the co-workership wheel, with its four conceptual pairs: trust and openness, community spirit and cooperation, engagement and meaningfulness, responsibility, and initiative. A total of 17 informants from different organizational levels at a case company participated. Activities, impacting digitalization, brought forward were grouped into technology, organization, and external impact. Results showed that human-centric and intangible perspectives surfaced as prerequisites when navigating industrial digitalization. Further, digital initiatives and prospects risk drowning in re-occurring organizational changes making successful implementation difficult. Thus, organizations cannot rely solely on technology, but must consider activities related to organizational aspects and impacts from the external environment, when introducing digital initiatives. Intrinsically, recognition of the co-workership concept, emphasizing human-centricity, can support the foundation necessary for bridging the gap towards socially sustainable smart manufacturing and strengthening the emerging I5.0 research.

Purpose – Technological advancements and global societal changes reshapes manufacturing industry emphasizing needs for competence development of industrial professionals. The purpose of this paper is tostudy how organizational learning supports the development of academic structures, creating agile and sustainable formal educational models meeting novel competence needs.

Design/methodology/approach – The qualitative case study, part of a longitudinal research study,focuses on internal academic processes supporting a new formal educational model. Qualitative datawas collected through five focus groups, incorporating 32 informants from different HEI function categories.

Findings – Changing traditional academic structures requires joint engagement between all HEI functions,emphasizing organizational learning with subprocesses of searching, creating, sustaining and exchangingknowledge in a learning loop. Results show a consensus among the different HEI functions regarding thevalue of the HEI’s coproduction with society; however, bureaucracy and academic structure hinder flexibility.Cross-functional teams building a “chain-of-trust” throughout the HEI coupled with full management supportshow opportunities to progress into a learning organization.

Practical implications – Organizational learning within HEIs requires trustful and open communication,multifunction knowledge exchange, holistic views of processes and system thinking, achieved through crossfunctional teams and continuous improvement through learning loops.

Social implications – Industry-academic collaboration on formal education for lifelong learning needs to become both agile and resilience to meet technological advancement and sustainability.

Originality/value – Novel technology, digitalization and sustainability gain ground and require thatsociety and organizations, including academia, change and learn. This means that academia is meeting new challenges and needs to develop internal processes.

The need for human-centric perspectives on smart automation are increasing as new technological advancements and global societal changes continuously re-shapes the manufacturing industry. Meeting this need is challenging and cannot be accomplished by one sole field of research expertise and requires university-industry collaboration. The research presented combines expertise from different disciplines, i.e., industrial engineering, automation and control, business administration, management, informatics, and work-integrated learning. The research group has extensive experience of such collaborations and is presently applying previous research and experiences in studies of human-centric smart automation striving to build unique research. Transdisciplinary research offers many opportunities; however, challenges include, combining methodologies, communication jargon, mutual respect for different disciplines and designing joint research studies. The research presented addresses such challenges by taking a transdisciplinary and collaborative approach bringing forth the human-centric perspective when advancing smart robotic automation. The aim is to exemplify and illustrate how to design transdisciplinary research in collaboration with industry for knowledge exchange and co-creation of new knowledge. The collaborative design emphasises the value of a transdisciplinary approach in university-industry collaboration when studying, understanding, and evolving the human-centric perspective of technological advancement in the manufacturing industry. Findings contribute design for synergizing technology development and manufacturing management to reach human-centric smart automation. The implication of the research relates to broader societal issues aligned with Industry 5.0, placing humans at the centre when introducing novel production processes and new technologies.

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.