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  • 151. Dåderman, Anna Maria
    Personality traits and psychopathy (PCL-R) in male juvenile delinquents2002Doctoral thesis, comprehensive summary (Other academic)
    Abstract [en]

     Abstract

     

    State-administered correctional institutions in Sweden take care of approximately 600 juvenile delinquents every year. The treatment for these institutionalized young people is based mainly on environmental programs and milieu therapy.

    Fifty-six conduct-disordered juvenile delinquents (mean age 17 years) from four institutions were studied with respect to their personality traits, and the prevalence of psychopathy (measured by the Hare Psychopathy Checklist – Revised, PCL-R). One objective was to study the reliability and validity of commonly used personality inventories. In particular, the validity of psychopathy-related personality traits, included in Schalling’s psychopathy model (1978), was examined by studying the relationships between personality traits and psychopathy (PCL-R), the occurrence of previous treatment occasions, and relapse into crime. Four groups, the delinquent participants, a group of high sensation-seekers (air force pilot recruits), normal male adolescent participants, and another group of normal young males, completed a number of personality inventories, which enabled us to obtain measures of personality traits. The personality inventories used were the Karolinska Scales of Personality (KSP), the Eysenck Personality Questionnaire, and the Zuckerman Sensation-Seeking Scales. In addition, the delinquent participants were rated on psychopathy according to the modified version of the PCL-R, designed to be used with young people (Fort, Hart, & Hare, 1990). Both variable-oriented (factor analysis, MANOVA) and person-oriented statistical methods (cluster analysis) were applied.

    As expected, most personality traits in the delinquent participants deviated from published norms and from our control groups. The delinquent participants showed a high level of pathology or vulnerability for developing mental disorders (such as substance abuse). About 60% of the delinquent participants had scores above 30 on the PCL-R, and were thus classified as psychopaths according to the manual. Further, 73% had scores between 27 and 40, indicating a high level of psychopathy. Delinquent participants showed a different pattern of sensation-seeking behavior than air force pilot recruits and normal adolescent participants, and differed also in other personality traits. They had a low level of socialization, indicating a lack of ability to take the role of the generalized other, and a tendency to impulsiveness, somatic anxiety and extraversion-sociability. The construct validity (convergent and divergent) of the KSP scales was found to be adequate. Some of the personality traits in delinquent participants, however, showed a different correlation pattern than that found in noncriminal people. Some of the basic scales from the KSP had high reliability, but many were not reliable when used on delinquent participants. Four factors were extracted using the maximum likelihood method. No significant correlations were found between the personality scale scores and the PCL-R scores. Finally, cluster analysis of the reliable and valid psychopathy-related personality scales from the KSP (Impulsiveness, Monotony avoidance, Socialization, Verbal aggression, and Somatic anxiety) identified seven different clusters of delinquent participants.

    The uncertain validity of some personality traits (e.g., psychoticism or detachment), the poor reliability of many of the KSP scales (e.g., Guilt, Suspicion, and Inhibition of aggression) when used on this population, together with some minor limitations of the studies (e.g., sample size) are discussed.

    In conclusion, the high prevalence of psychopathy in the present sample of male delinquent participants may have important clinical treatment implications, particularly since some researchers have suggested that milieu therapy increases relapse rates into crime in adult psychopaths. Hopefully, appropriate assessment of personality traits and psychopathy (in addition to obvious routine assessments of mental disorders, such as substance abuse or disabilities such as dyslexia), supervision, and the implementation of effective correctional programs, may prevent young people with deviant personalities from aggravating their deviant style of living.

     

    Key words: Personality traits, psychopathy (PCL-R), juvenile delinquents, reliability, validity, assessment.

  • 152.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Basinska, Beata A.
    Gdansk University of Technology, Faculty of Management and Economics, Poland.
    Exploring the factor structure and the validityof the abbreviated Basic and Earning Self-Esteem Scales2013In: Nordic Psychology, ISSN 1901-2276, E-ISSN 1904-0016, Vol. 65, no 3, p. 242-258Article in journal (Refereed)
    Abstract [en]

    The original longer versions (Forsman & Johnson, 1996) and abbreviated versions of the Basic and Earning Self-Esteem Scales have been used in clinical and non-clinical settings, but little is known about the factor structure and the validity of these scales in their abbreviated forms. The original longer versions of the scales comprise several dimensions, but both abbreviated versions of the scales have been interpreted as if they were 1D. The abbreviated versions of the Basic and Earning Self-Esteem Scales have been translated into Polish from Swedish and administered to 175 students (103 female; mean age = 22.7 years, SD = 3.3 years) studying management at the Gdansk University of Technology. The aim of the present study was to investigate the factor structure and the validity of the abbreviated versions of the scales. We were also interested in the differences between women and men. Exploratory factor analyses identified one dimension of the Basic Self-Esteem Scale, compatible with Rosenberg’s et al. (1995) and Rogers’ (1951) concepts. We identified two components (High Ambition and Others’ Appraisal) of the Earning Self-Esteem Scale, similar to the original longer version. Convergent and discriminant validity proved to be theoretically solid. The abbreviated versions of the Basic and Earning Self-Esteem Scales are appended. Further research on these scales involving other groups is needed, as is further development of these self-esteem scales for adults. Evidence of the derived factors’ internal consistency and of the convergent and discriminant validity suggests that the factor structure and the reliability of the abbreviated versions of psychological tools need to be investigated.

  • 153.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Basinska, Beata A.
    Gdansk University of Technology, Faculty of Management and Economics, Poland.
    Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface2018In: Psychosocial job dimensions and distress/well-being: issues and challenges in occupational health psychology / [ed] Renato Pisanti, James Campbell Quick, Montgomery Anthony, Frontiers Media S.A., 2018, 1, p. 91-104Chapter in book (Refereed)
    Abstract [en]

    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.

  • 154.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Psychology and organization studies.
    Basinska, Beata A.
    Gdansk University of Technology, Faculty of Management and Economics, Poland.
    Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface2016In: Frontiers in Psychology, ISSN 1664-1078, E-ISSN 1664-1078, Vol. 7, article id 1621Article in journal (Refereed)
    Abstract [en]

    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.

  • 155.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Basinska, Beata A.
    Gdansk University of Technology, Faculty of Management and Economics, Poland.
    Performance profiles (”happy performer”, ”enjoys life”, ”forced performer” or ”goes without”) in two cultures2011Conference paper (Refereed)
    Abstract [en]

    •Aim. The aim was to validate four empirically derived, and in research suggested “performance” profiles, and to discuss the results from these profiles in two culturally different populations in light of the psychometric qualities of the used instruments.

    •Theoretical framework and background. According to Johnson and Forsman (1995), a combination of low and high values ​​of the Basic and Earning Self-Esteem (SE) scales may result in, what is by the scale constructors’ called performance profiles. Studies show that people with these profiles are different in, among others, Type A behavior, fear of failure, performance requirements, neuroticism and extraversion. These characteristics have been identified to be important for the working life, and, thus, the profiles are worth to be studied in depth.

    •Summary of the results. Validation of the performance profiles was made in 120 participants, educated in Sweden (almost all were born in Sweden) ranging in age from 21 to 54 years, by studying the relationships between a score from a self-assessment question "I am like this when I perform" (Dåderman, in preparation), and the results indicated a good concurrent validity for the profiles. Comparative study among 84 students from the University West in Sweden and 176 students from Gdansk University of Technology in Poland (Dåderman & Basinska, in preparation) showed that the distribution of the profiles was the same across categories indicated by non-significant values of the Mann Whitney U test.

    •Practical and theoretical implications. In our multicultural society, where in some sectors a large percentage of people not born in the country of question  work, it might be interesting to study performance profiles, provided that the SE scales are reliable and valid across different populations. Generalizations of results of this kind must be, however, very cautiously made.

  • 156.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Basinska, Beata A.
    Gdansk University of Technology, Faculty of Management and Economics, Poland.
    Reply to Maarit Johnson’s Letter to the Editor2014In: Nordic Psychology, ISSN 1901-2276, E-ISSN 1904-0016, Vol. 66, no 3, p. 2p. 233-235Article in journal (Other (popular science, discussion, etc.))
  • 157.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Basinska, Beata A.
    Gdansk University of Technology, Faculty of Management and Economics, Poland.
    Work-family interference: Occupational demands, work engagement and turnover intentions in nurses2015In: PSYSOC-2015 Abstracts Book, 2015, p. 26-26Conference paper (Refereed)
    Abstract [en]

    The question of how to manage incompatible professional and non-professional demands has attracted attention from both scholars and practitioners in recent decades. One aim of this study was to examine the relationships between the work-family conflict (WFC), the family-work conflict (FWC), and the perception of job demands (quantitative workload and interpersonal conflicts at work). We intended also to examine the components of work engagement (vigour, dedication, and absorption) and turnover intentions. Another aim was to determine whether the variables that we examined are important for turnover intentions. This study comprised 98 nurses (mean age 41, SD = 6 years). The following instruments were used: Work-Family Conflict and Family-Work Conflict Scales, the Interpersonal Conflict at Work Scale and Quantitative Workload Index, the Utrecht Work Engagement Scale, and measures of turnover intentions. The score on the scale to measure WFC was positively related to perceived workload and to both turnover intentions, while negatively related to vigour. The FWC was positively related to absorption. The WFC was experienced significantly more intensively than FWC. The perception of differences in mean scale scores of job demands had a moderate effect on the FWC and WFC, while differences in mean scale scores of vigour had a strong effect on the WFC. WFC, quantitative workload and a low level of dedication were significant predictors of the intention to leave the present workplace, while the level of job demands was a significant predictor of the intention to leave the nursing profession. The results are interpreted and discussed using Hobfoll’s Conservation of Resources theory. Health organizations should develop guidance and counselling to promote good and efficient work with decent working conditions and a happy family life for nurses.

  • 158.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology. Department of Clinical Neuroscience, Division of Forensic Psychiatry, Karolinska Institutet.
    Hallberg, Angela
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Skog, Sandra
    Kajonius, Petri
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    A Leadership Meta-Resource Factor Explicates Task Performance, Work Engagement, and Perceived Stress2019Conference paper (Other academic)
    Abstract [en]

    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.

  • 159.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology. Karolinska Institutet.
    Hallberg, Angela
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Skog, Sandra
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Kajonius, Petri
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Emotional Leadership in Relation to Task Performance, Work Engagement, and Perceived Stress2019In: Working for the greater good: Inspiring people, designing jobs and leading organizations for a more inclusive society / [ed] Prof. Franco Fraccaroli, Turin, 2019Conference paper (Refereed)
    Abstract [en]

    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).

  • 160.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Hellström, Åke
    Department of Psychology, Stockholm University, Sweden.
    Interrater Reliability of Psychopathy Checklist-Revised: Results on Multiple Analysis Levels for a Sample of Patients Undergoing Forensic Psychiatric Evaluation2018In: Criminal justice and behavior, ISSN 0093-8548, E-ISSN 1552-3594, Vol. 45, no 2, p. 234-263Article in journal (Refereed)
    Abstract [en]

    Scores from the Psychopathy Checklist–Revised (PCL-R) are used to support decisions regarding personal liberty. In our study, performed in an applied forensic psychiatric setting, intraclass correlation coefficients (ICC) for absolute agreement, single rater (ICCA1) were .89 for the total score, .82 for Factor 1, .88 for Factor 2, and .78 to .86 for the four facets. These results stand in contrast to lower reliabilities found in a majority of field studies. Disagreement among raters made a low contribution (0%-5%) to variability of scores on the total score, factor, and facet level. For individual items, ICCA1 varied from .38 to .94, with >.80 for seven of the 20 items. Items 17 (“Many short-term marital relationships”) and 19 (“Revocation of conditional release”) showed very low reliabilities (.38 and .43, respectively). The importance of knowledge about factors that can affect scoring of forensic instruments (e.g., education, training, experience, motivation, raters’ personality, and quality of file data) is emphasized.

  • 161.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Hellström, Åke
    Department of Psychology, Stockholm University, Sweden.
    Psychopathy Assessment with PCL-R has High Interrater Reliability if Conducted Without Bias2016Conference paper (Other academic)
    Abstract [en]

    Scores of the Psychopathy Checklist-Revised (PCL-R) are used to support decisions regarding personal liberty. There is increasing concern about its interrater reliability in applied contexts, where low reliabilites have been obtained. We report a study in which 12 forensic psychiatric staff raters assessed 43 male offenders for psychopathy using the PCL-R. These ratings were compared with those obtained at a second occasion from separate interviews utilizing similar file data by an independent researcher, experienced as an expert for the defense. Intraclass correlation coefficients were high; .89 for the PCL-R total scale, .82 for Factor 1, and .38 – .94 for individual items. These results stand in contrast to the considerably lower reliabilities found in recent field studies, mainly conducted within adversary judicial systems. In such contexts, ratings may be biased. Interrater reliability of PCL-R is likely be increased if raters utilize similar data. 

  • 162.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Hjalmarsson, Annica
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Relationship between emotional intelligence, personality and work performance: A cross-sectional study2019Conference paper (Refereed)
    Abstract [en]

    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.

  • 163.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Ingelgård, Anders
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology. Mölnlycke Health Care .
    Koopmans, Linda
    Sustainable Productivity & Employability, Leiden, The Netherlands.
    Cross-cultural adaptation, from Dutch to Swedish language, of the Individual Work Performance Questionnaire2020In: Work: A journal of Prevention, Assessment and rehabilitation, ISSN 1051-9815, E-ISSN 1875-9270, Vol. 65, no 1, p. 97-109Article in journal (Refereed)
    Abstract [en]

    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.

  • 164.
    Dåderman, Anna Maria
    et al.
    Stockholms universitet.
    Lidberg, Lars
    Karolinska Institutet.
    Självbedömningsskalor avslöjar psykopati [Self-rating scales reveal psychopathy]1998In: Läkartidningen, ISSN 0023-7205, E-ISSN 1652-7518, Vol. 95, no 5, p. 383-390Article in journal (Refereed)
    Abstract [en]

    Psychopathy is regarded as a dimensional concept - i.e., a person can be more or less psyhopathic. This approach enables psychopathy to be measured with reliable, validated personality scales, and to be related to impairment of serontonergic function in the brain. Several personality inventories are described in the article, especially the Karolinska Scales of Personality, the Zuckerman Sensation Seeking Scales, form V, the Eysenck Personality Questionnaire, including an impulsiveness scale from the IVE (Impulsiveness-Venturesomeness-Empathy) inventory, and the old dimensional scale, the Marke-Nyman Personality Temperament scale based on the personality theory of Henrik Sjöbring. In this way both old and new, and both Swedish and foreign personality concepts are linked together. Personality scales are easy to use and enable better stability and validity of results to be attained.

  • 165.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Meurling, Ann Wirsen
    Lund University, Department of Psychology.
    Levander, Sten
    Malmö University, Department of Criminology.
    'Speedy action over goal orientation': Cognitive impulsivity in male forensic patients with dyslexia2012In: Dyslexia, ISSN 1076-9242, E-ISSN 1099-0909, Vol. 18, no 4, p. 226-235Article in journal (Refereed)
    Abstract [en]

    Previous neuropsychiatric studies suggest a relationship between reading disability and cognitive impulsivity. This relationship is not entirely explained by the high comorbidity between reading disability and attention deficit hyperactivity disorder (ADHD), as children with a co-occurrence of these disorders tend to be more impulsive than those with ADHD only. Other research has demonstrated that poor verbal skill (irrespective of the presence of dyslexia) deficits in executive functions and impulsivity are important risk factors for criminal behaviour. The present study bridges these two research traditions by examining whether patients undergoing forensic psychiatric investigation who also have dyslexia, have a cognitive style characterized by impulsivity. Male forensic patients (mean age 27 years, range 16-35) with (n = 9) and without (n = 13) dyslexia were evaluated on the computerized EuroCog test battery. The findings suggest that patients with dyslexia tend to use a cognitive impulsive style and suggest a more direct link between dyslexia and cognitive impulsivity that is not mediated by the presence of ADHD. In order to identify treatment needs and tailor treatment accordingly, forensic patients should be assessed with respect to poor verbal skill, dyslexia and impulsivity. Copyright © 2012 John Wiley & Sons, Ltd.

  • 166.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Nilvang, Karolina
    TV4 Sverige AB, Division of Marketing and Advertising, Stockholm, Sweden.
    Levander, Sten
    Malmö University, Faculty of Health and Society, Department och Criminology, Sweden.
    "I dislike my body, I am unhappy, but my parents are not disappointed in me": self-esteem in young women with dyslexia2014In: Applied Psychological Research Journal, ISSN 2057-570X, Vol. 1, no 1, p. 50-58Article in journal (Refereed)
    Abstract [en]

    Objectives: Strong self-esteem is related to good psychological health. Dyslexia has a negative effect on self-esteem, but this effect depends on support levels at home and/or school. Women with dyslexia are an under investigated group, and it has been suggested that female dyslexics should be given special attention from teachers with a view to improving their self-esteem. This paper set out to compare levels of self-esteem in women with dyslexia and normative women, and to investigate relationships between dyslexic problems and self-esteem.

    Method: It was hypothesized that women with dyslexia would have a weaker self-esteem. We have assessed dyslexia, using a Swedish battery of standardised pedagogical, IQ, and neuropsychological tests, and the self-esteem of twelve young women (mean age 19 years; range 16-30), using a Swedish questionnaire that distinguishes between different dimensions of self-esteem (physical characteristics, talents and gifts, psychological health, relationships with parents and family, and relationships with others). Comparative (t-tests) and correlational (Pearson’s correlations and stepwise multiple regression analyses) statistical methods were performed.

    Results: The study subjects had a weaker self-esteem than that of a normative sample of females (N = 313) in all dimensions, except for the dimension of relationships with parents and family. Spelling ability was related to "Physical characteristics" (negative) and to "Relations with parents and family" (positive). Moreover, speed of reading was related to "Psychological health" (positive).

    Conclusions: The use of questionnaires that distinguish between different dimensions of self-esteem and a larger sample is recommended in future studies.

  • 167.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Ohlsson, Ann-Catrin
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies. Student at Department of Social and Behavioural Studies, Division of Psychology and Organizational Studies, University West, Trollhättan, Sweden.
    Ragnestål-Impola, Carina
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies. Student at Department of Social and Behavioural Studies, Division of Psychology and Organizational Studies, University West, Trollhättan, Sweden.
    Two in ten feel excluded from social work-related processes by workplace bullying2016In: Proceedings from the 9th GRASP conference, Linköping University, May 2014 / [ed] Robert Thornberg & Tomas Jungert, Linköping, 2016, p. 17-34Conference paper (Refereed)
    Abstract [en]

    The aim was to investigate (1) the prevalence of workplace bullying experienced by men and women in Swedish workplaces with a high level of stress dominated by one sex, (2) the prevalence of unjust treatment in these workplaces, (3) the relationship between workplace bullying and organizational climate, (4) the variability in bullying in these workplaces, and (5) the variability in organizational climate. These issues were examined using a self-assessment questionnaire in two types of workplace in Sweden: one male-dominated (juvenile detention care) and the other female-dominated (elderly care). About 20% of the participants experienced workplace bullying. There was a positive correlation between bullying and negative communication (strong effect size). There were no differences regarding the type of workplace. The internal consistency of the instrument was high, and we recommend its use in studies of workplace bullying

  • 168.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Psychology and organization studies. University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Ragnestål Impola, Carina
    Basinska, Beata A.
    Gdansk University of Technology, Faculty of Management and Economics, Poland.
    Some Bright And Dark Sides Of Personality May Be Adaptive For Well-Being In Face Of Workplace Bullying2017In: Enabling Change Through Work and Organizational Psychology : Opportunities and Challenges for Research and Practice, Dublin, Irland, 2017, article id Th-OR-S36-2Conference paper (Refereed)
    Abstract [en]

    Purpose Targets of workplace bullying tend to have poor health, and we set out to determine whether personality may predict their health quality. 

    Design/Methodology We collected data from 172 people (98 women); social workers, engineers and restaurant employees. To measure health, we used parts of EQ-5D (usual activities, pain/discomfort and anxiety/depression), and EQ VAS, a visual analogue scale. Bright (Big-Six) and dark (Machiavellianism, subclinical psychopathy, and narcissism) personality traits were measured by MiniIPIP6 and Short-D3. NAQ-R was used to determine who feel bullied. The relationships of the traits and bullying with health (outcome) were analyzed using 3-step hierarchical linear regressions, controlling for gender, age and social desirability.

    Results In face of workplace bullying low extraversion, humility-sincerity and low narcissism significantly predicted poor health related to both discomfort and usual activities. Separate regression models regarding both bright and dark sides of personality predicting depression/anxiety became non-significant when NAQ-R was entered.

    Limitations Cross-sectional design and Swedish population.

    Research/Practical Implications These results imply that high extraversion and narcissism may protect aspects of health important for working life in face of workplace bullying, while low levels of these traits make a target’s health more sensitive. 

    Originality/Value The study is the first to analyze different dimensions of health quality with predictors of both bright and dark personality in face of workplace bullying, discussing the results in the light of Hobfoll’s COR theory and evolution theory. 

  • 169.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Ragnestål-Impola,, Carina
    Student MSc at Social and Behavioural Studies, University West, Trollhättan, Sweden.
    Bully-typifying personality traits (the Dark Triad) of workplace bullies are not shared by their victims2015In: PSYSOC-2015 Abstracts Book, 2015, p. 10-Conference paper (Refereed)
    Abstract [en]

    Bullying in workplaces creates great suffering for the victims and causes major consequences for the workplace atmosphere and the organization. Personality in bullies and their victims is an under-investigated issue, and some researchers have suggested that not only those who bully, but also those feeling bullied may be likely to act aggressively by sharing several bully-typifying personality traits. This investigation set out to compare levels of dark personality traits (“Dark Triad”: Machiavellianism, subclinical psychopathy, and subclinical narcissism) in workplace bullies and their victims. This study comprised 172 employed people (99 women): social workers, engineers, restaurant employees, and security personnel. The study used two questionnaires, Negative Acts Questionnaire-Revised (NAQ-R) and Negative Acts Questionnaire-Perpetrators (NAQ-P) to measure who feel bullied and who can be classified as bullies. Dark Triad personality traits were measured using the Short Dark Triad (SD3) self-report measure. Bivariate correlational analyses determined that the NAQ-R was positively associated with the NAQ-P (.27). Participants who reported being the target of workplace bullying were no more likely to act aggressively themselves. The NAQ-P was positively associated with Machiavellianism (.60), subclinical psychopathy (.58) and subclinical narcissism (.54). Negligible associations (.00, .01, -.14) were found between the NAQ-R and these traits. Hierarchical regression analysis indicated that Machiavellianism and subclinical psychopathy, but not subclinical narcissism, related significantly to the NAQ-P. Machiavellianism alone accounted for 36% of the variance in bullying behaviour.

  • 170.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Ragnestål-Impola, Carina
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Workplace bullies, not their victims, score high on the Dark Triad and Extraversion, and low on Agreeableness and Honesty-Humility2019In: Heliyon, ISSN 2405-8440, Vol. 5, no 10, article id e02609Article in journal (Refereed)
    Abstract [en]

    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.

  • 171.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Ragnestål-Impola, Carina
    Msc, Department of Social and Behavioural Studies, University West, Trollhättan, Sweden.
    Workplace Bullies, Not Their Victims, Score High in Dark Triad, but Both Tend Toward Introvert Neuroticism2016Conference paper (Other academic)
    Abstract [en]

    This investigation set out to compare levels of the Dark Triad traits and the Big-Six personality factors in workplace bullies and their victims in 171 people (98 women); social workers, engineers and restaurant employees in Sweden. Two questionnaires, NAQ-R and NAQ-P, were used to determine who feel bullied and who are bullies. The Dark Triad traits were measured using the Short-D3, while the Big-Six were measured by the MiniIPIP6. The relationships of the traits with bullying were analyzed using 2-step hierarchical linear regression. The first step included the Dark Triad––Machiavellianism, subclinical psychopathy, and narcissism. The model explained about half of the variation in bullying. In the next step, the Big-Six factors–honesty-humility, conscientiousness, agreeableness, extraversion, neuroticism, openness–as well as social desirability were entered. This added 9% in explained variance. Machiavellianism and psychopathy were significant positive predictors of bullying in both steps. In step 2, narcissism, neuroticism and honesty-humility were significant positive predictors, while extraversion was a significantly negative predictor. Regression models with the same predictors, but with victimization as the dependent variable, explained only 4% of the variation in step 1, narcissism being the only significant (negative) predictor. In step 2, including the Big-Six factors in the model explained an extra 14%. Significant predictors of victimization were high neuroticism and low extraversion. These were the only traits shared by bullies and bullied. Personality traits may give an indication of who in an organization is most likely to become a target of bullying, as well as who is most likely to bully others.

     

  • 172.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Ronthy, Marika
    Ekegren, Maria
    Studieförbundet Vuxenskolan.
    Mårdberg, Bertil
    Lpdata AB.
    "You have to use your brain, heart and soul": A new model of Leadership Intelligence2012In: ViLär Konferens 2012 ABSTRACT / [ed] Lind, Ove, 2012, p. 18-Conference paper (Refereed)
    Abstract [en]

    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.

  • 173.
    Dåderman, Anna Maria
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Ronthy, Marika
    Amfora Future Dialogue AB, Stockholm, Sweden.
    Ekegren, Maria
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies. Studieförbundet Vuxenskolan, Sweden.
    Mårdberg, Emanuel Bertil
    LPADATA AB, Göteborg, Sweden.
    "Managing with my Heart, Brain and Soul": The Development of the Leadership Intelligence Questionnaire2013In: Journal of Cooperative Education and Internships, ISSN 1933-2130, Vol. 47, no 1, p. 61-77Article in journal (Refereed)
    Abstract [en]

    A new Swedish leadership theory of "leadership intelligence" (Ronthy, 2006; 2013) is characterized by a work integrated learning approach. This theory arose from analysis of the experiences of managers trained in performance appraisals, and describes the balance between being a leader and being a manager. A leader develops and uses, in an integrative good balance, leadership intelligence, which comprises emotional intelligence, rational intelligence and spiritual intelligence. The aim of this study was to further develop the Leadership Intelligence Questionnaire (LIQ) created by Ronthy (which has been developed to measure leadership intelligence), and to examine its reliability. Over 400 leaders, aged 21 to 69 years completed the 71-item LIQ. A shorter, 32-item version of the LIQ was developed by confirmatory factor analysis thorough excluding psychometrically "poor" items. The internal consistency measured by Cronbach’s alpha was high (> .80), and we conclude that leadership intelligence may be reliably measured with both versions of the questionnaire. Future studies should examine the internal and external validity of the LIQ before its introduction into education or into managerial practice.

  • 174.
    Dåderman, Anna Maria
    et al.
    Stockholm University and Karolinska Institute, Sweden.
    Wirsén Meurling, Ann
    Lunds universitet.
    Hallman, Jarmila
    Uppsala universitet .
    Different Personality Patterns in Non-Socialized (Juvenile Delinquents) and Socialized (Air Force Pilot Recruits) Sensation Seekers2001In: European Journal of Personality, ISSN 0890-2070, E-ISSN 1099-0984, Vol. 15, p. 239-252Article in journal (Refereed)
    Abstract [en]

    Young delinquents are known to be sensation seekers. Not all sensation seekers become delinquents: many engage in socially accepted activities, such as mountaineering or parachute jumping. The present study compares 47 juvenile delinquents (mean age 17 years) with 18 Swedish air force pilot recruits (mean age 23 years) and 19 conscripts (mean age 18 years) as a control group. Sensation-seeking behaviour, impulsiveness, and psychiatric/psychological vulnerability were measured by the Zuckerman Sensation-Seeking Scales (SSS), the Karolinska Scales of Personality, and the Eysenck Personality Questionnaire. Two separate multivariate analyses of variance were performed, followed up by stepdown analyses to identify those personality scale scores that contributed uniquely. In order to clarify the relationships, the pooled within-group correlations among scales were computed. Juvenile delinquents and pilot recruits were both high in sensation seeking, but on different subscales. Delinquents were high in impulsiveness, somatic anxiety, and extraversion–sociability, and low in socialization, suggesting psychiatric/psychological vulnerability. The findings may have implications for the treatment of juvenile delinquents. Copyright © 2001 John Wiley & Sons, Ltd

  • 175.
    Dåderman, Anna
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Strindlund, Hans
    Wiklund, Nils
    Örebro University.
    Fredriksen, Svend-Otto
    Department of Forensic Psychiatry, Gothenburg.
    Lidberg, Lars
    Karolinska Institutet.
    The importance of a urine sample in persons intoxicated with flunitrazepam: legal issues in a forensic psychiatric case study of a serial murderer2003In: Forensic Science International, ISSN 0379-0738, E-ISSN 1872-6283, Vol. 137, no 1, p. 21-27Article in journal (Refereed)
    Abstract [en]

    The sedative–hypnotic benzodiazepine flunitrazepam (FZ) is abused worldwide. The purpose of our study was to investigate violence and anterograde amnesia following intoxication with FZ, and how this was legally evaluated in forensic psychiatric investigations with the objective of drawing some conclusions about the importance of urine sample in a case of a suspected intoxication with FZ. The case was a 23-year-old male university student who, intoxicated with FZ (and possibly with other substances such as diazepam, amphetamines or cannabis), first stabbed an acquaintance and, 2 years later, two friends to death. The police investigation files, including video-typed interviews, the forensic psychiatric files, and also results from the forensic autopsy of the victims, were compared with the information obtained from the case. Only partial recovery from anterograde amnesia was shown during a period of several months. Some important new information is contained in this case report: a forensic analysis of blood sample instead of a urine sample, might lead to confusion during police investigation and forensic psychiatric assessment (FPA) of an FZ abuser, and in consequence wrong legal decisions. FZ, alone or combined with other substances, induces severe violence and is followed by anterograde amnesia. All cases of bizarre, unexpected aggression followed by anterograde amnesia should be assessed for abuse of FZ. A urine sample is needed in case of suspected FZ intoxication. The police need to be more aware of these issues, and they must recognise that they play a crucial role in an assessment procedure. Declaring FZ an illegal drug is strongly recommended.

  • 176.
    Edvinsson, Stina
    et al.
    University West, Department of Social and Behavioural Studies, Psychology and organization studies.
    Johansson, Caroline
    University West, Department of Social and Behavioural Studies, Psychology and organization studies.
    Personlighet och arbetstillfredsställelse: en studie om i vilken utsträckning personlighet kan predicera inre, yttre samt generell arbetstillfredsställelse hos lärare2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Personality and job satisfaction are two well known terms in research in psychology. Personality is the basic characteristics of people, being relatively stable over time and often reflected in how to react and act on the things in daily life (Furnham, 2011). Job satisfaction is, according to Spector (1997), how individuals feel about their job, how much they like or dislike their work. Based on Herzberg´s two-factor theory (Kaufmann & Kaufmann, 2010) job satisfaction in this study is divided into intrinsic, extrinsic and general job satisfaction. The study's purpose was to examine whether the personality traits neuroticism, extraversion, openness, agreeableness and conscientiousness could predict intrinsic, extrinsic and general job satisfaction. The study had a quantitative approach and was conducted using a questionnaire consisting of the Big Five Inventory and Minnesota Satisfaction Questionnare. The 54 respondents in this study were teachers in primary, secondary and adult school. The average age was 44 years (SD = 12.6), 70% women and 30% men. Data were analyzed by three multiple regression analyzes which showed that personality accounted for 4-8% of the variance in the three factors of job satisfaction. Neuroticism was the only one of the five personality dimensions that showed a significant correlation with job satisfaction. The correlation was negative, which meant that those who were higher on the neuroticism scale tended to be lower in intrinsic and general job satisfaction. This is substantially in line with previous research on the subject. One conclusion of the study is that the intrinsic, extrinsic and general job satisfaction to the greatest extent is influenced by other factors.

  • 177.
    Ekegren, Maria
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Ledarintelligens, självkänsla och personlighetsdrag före och efter deltagande i UGL2012Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Since 1981 the leadership training UGL (Understanding Group and Leader) has been used as a basic course for new officers, and it´s today a frequently applied concept even in the commercial sector and public administration. The objectives of the course is, in accordance with the invitation to improve the participants’ abilities working with reflections, understanding the influence of emotions, providing developing feedback, understanding how our values influence leadership as well as understanding the needs of different leadership styles. The aim of the present study was to evaluate if there was a difference in the following variables: leadership intelligence (emotional, rational and spiritual intelligence), self-esteem (basic, earning and performance-based) and personality traits, before and after participating in UGL. The leadership intelligence is a new leadership model (Ronthy, 2006), and a questionnaire based on this theory is in progress. An additional aim of this study was to investigate the construct validity of this instrument. The study included 125 participants (M = 38,5 years, SD = 7,8), whereof 82 women. Everyone participated in the leadership development program UGL in 2011. Three self-assessment forms were used in the study. Before and immediately after the leadership training all variables were evaluated, after six months only leadership intelligence was evaluated. The results showed significant differences before and after participation in emotional intelligence, rational intelligence, spiritual intelligence, basic self-esteem, embitterment, psychic trait anxiety, stress susceptibility and social desirability. The self-estimated increases in leadership intelligence were still at similar levels after six months. Results from correlation tests indicated theoretical plausible correlations. In the present study the self-rated emotional, the logical, as well as the spiritual intelligence measured higher after participation in UGL. This professional development program may have contributed in a positive direction to increase employees’ leadership intelligence.

  • 178. Ekegren, Maria
    et al.
    Dåderman, Anna Maria
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Leadership Intelligence Before and After Participation in UGL Leadership Training2015In: International Journal of Transpersonal Studies, ISSN 1321-0122, E-ISSN 1942-3241, Vol. 34, no 1-2, p. 23-33Article in journal (Refereed)
    Abstract [en]

    The aim of this study was to examine whether there was a difference in three types of leadership intelligence (spiritual intelligence, emotional intelligence, and rational intelligence) before and after participation in a specific leadership training course. Leadership intelligence was assessed with the aid of the Leadership Intelligence Questionnaire (LIQ; Dåderman, Ronthy, Ekegren, & Mårdberg, 2013). The study included 125 participants (M = 38 years, SD = 8), 82 of whom were women. The participants achieved significantly higher mean scores in the three types of leadership intelligence after participation in leadership training, than their mean scores before the training. This professional development program may have contributed to the increase in leaders’ mean scores in leadership intelligence, hopefully leading to a higher quality of leadership.

  • 179.
    Ekegren, Maria
    et al.
    Studieförbundet Vuxenskolan.
    Dåderman, Anna Maria
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Leadership intelligence, self-esteem and personality traits before and after participation in UGL2012In: ViLär Konferens 2012 / [ed] Lind, Ove, 2012, p. 17-Conference paper (Refereed)
    Abstract [en]

    Since 1981 the leadership training UGL (Understanding Group and Leader) has been used as a basic course for new officers, and it´s today a frequently applied concept even in the commercial sector and public administration. The objectives of the course is, in accordance with the invitation to improve the participants’ abilities working with reflections, understanding the influence of emotions, providing developing feedback, understanding how our values influence leadership as well as understanding the needs of different leadership styles. The aim of the present study was to evaluate if there was a difference in the following variables: leadership intelligence (emotional, rational and spiritual intelligence), self-esteem (basic, earning and performance-based) and personality traits, before and after participating in UGL. The leadership intelligence is a new leadership model (Ronthy, 2006), and a questionnaire based on this theory is in progress. An additional aim of this study was to investigate the construct validity of this instrument. The study included 125 participants (M = 38,5 years, SD = 7,8), whereof 82 women. Everyone participated in the leadership development program UGL in 2011. Three self-assessment forms were used in the study. Before and 2 immediately after the leadership training all variables were evaluated, after six months only leadership intelligence was evaluated. The results showed significant differences before and after participation in emotional intelligence, rational intelligence, spiritual intelligence, basic self-esteem, embitterment, psychic trait anxiety, stress susceptibility and social desirability. The self-estimated increases in leadership intelligence were still at similar levels after six months. Results from correlation tests indicated theoretical plausible correlations. In the present study the self-rated emotional, the logical, as well as the spiritual intelligence measured higher after participation in UGL. This professional development program may have contributed in a positive direction to increase employees’ leadership intelligence.

  • 180.
    Eklund, Jimmie
    et al.
    University West, Department of Social and Behavioural Studies, Psychology and organization studies.
    Hultman, Niclas
    University West, Department of Social and Behavioural Studies, Psychology and organization studies.
    Short Dark Triad: En begreppsvalidering av svensk översättning med femfaktormodellens IPIP-120 och Swedish universities Scales of Personality2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Dark triad is a group of three dark personality scales consisting of subclinical psychopathy, subclinical narcissism and Machiavellianism (Paulhus & Williams. 2002). The Short Dark Triad (SD3), is the measuring tool and was developed by Jones and Paulhus (2013). The purpose of this thesis was to validate a Swedish translation of the SD3. This was done within an existing research project and included 103 respondents, aged 19-64 years, all being employed. They were assigned to respond to nine different surveys, three of them measuring psychopathy, narcissism and Machiavellianism-related scales. Convergent validation was done by correlation analysis with IPIP-120, measuring the personality of five factor model and Swedish universities Scales of Personality (SSP), measuring personality traits based on biological markers, and how well they measure the SD3.

    Our results generally confirm earlier research on studies between five factor models personality scales and SD3 (Furnham, Richards, Rangel, & Jones, 2014). One result of particular importance was the negative correlation with the Agreeableness Scale since it is a core for the dark triad personalities. Furthermore, our results followed the expected patterns in the correlations between dark triad personalities and the five factor model. The result of our thesis concludes that the Swedish translation of thPSKe SD3 test is to be considered valid.

  • 181.
    Eklund, Linda
    et al.
    University West, Department of Social and Behavioural Studies, Psychology and organization studies.
    Nilsson, Helena
    University West, Department of Social and Behavioural Studies, Psychology and organization studies.
    Konflikt mellan arbete och privatliv: En studie om samverkande faktorer2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Social structures are changing and the boundary between work and personal life is becoming more blurred as a result of gender development, constant reachability through technology and changing family constellations which can create conflict between work and private life. The study's purpose was to examine the conflict between work and private life, and how factors such as social support in private life, gender, place of work, number of close friends and relatives, age, number of years in the workplace and civil status interacts with conflict. The survey was conducted at three workplaces, had 45 participants, with an average age of 45.38 years, of which 13.3% men and 86.7% women. Surveys were MOS Social Support Survey and the Work-Family Conflict Scale and analyzed by multiple linear regression, independent t-test and independent one-way ANOVA. The study showed that the number of years of work interacted positively with conflict between work and private life, which is also part of the previous research has shown. Other factors examined in the study showed no statistical significance, which was partly in line with previous research. One conclusion is that gender, civil status, and children living at home are not colluded in the perceived conflict between work and private life and we discuss whether it can be attributed to cultural factors and modern gender roles. The perception of social support in the private life not interacted with the conflict between work and private life, which is in contrast to some previous research.

  • 182.
    Ekman, Sven
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Nilsson, Chris
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Är du man, tryck start, är du kvinna, byt spel: En kvantitativ studie om könsskillnader inom elektroniskt spelande2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study examined gender differences in electronic gaming and presents a result with a quantitative survey (N=111, n=36 women, n=75 men). The respondents answered how much they play, how much they appreciate different game genres and also to a set of statements meant to measure their motivation for playing games. The result shows that the amount of gameplay correlates negatively with increased age, that men prefers physical and imaginary games to a higher degree than women and that women appreciate simulator games more than men. Regarding gamers’ motives for playing, the result shows that men are to a higher degree than women motivated by social interaction between players and the feeling of excitement within gameplay

  • 183.
    El Amrani Enghult, Victoria
    University West, Department of Social and Behavioural Studies, Psychology and organization studies.
    Stress och arbetsmotivation: En kvantitativ studie om samband mellan upplevd stress och motivation på arbetet2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study was to examine if there is any correlation between per-ceived stress and motivation at work. The purpose was also to examine if the de-mograpich questions could be of interest according to the results of the study. The study was based on a quantitative approach and used a questionnaire that was devided in two parts. One that measured perceived stress and the other that meas-ured working motivation. The questionnaires that were being used were PSS- Per-ceived Stress Scale and BPNS- Basic Psychological Needs at Work Scale. The study included 78 respondents, all working at five different companies. The study was based on the P-E fit- theory, Karasek´s demand- and control model and Self Determination Theory. The results of this study showed that there is a significant correlation between percevied stress and motivation at work.

  • 184.
    Elfstrand Corlin, Tinna
    et al.
    School of Health and Education, University of Skövde, Skövde, Sweden.
    Kajonius, Petri
    University West, Department of Social and Behavioural Studies, Psychology and organization studies. University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology. School of Health and Education, University of Skövde, Skövde, Sweden.
    Kazemi, Ali
    School of Health and Education, University of Skövde, Skövde, Sweden.
    The impact of personality on person-centred care: a study of care staff in Swedish nursing homes2017In: International Journal of Older People Nursing, ISSN 1748-3735, E-ISSN 1748-3743, Vol. 12, no 2, article id e12132Article in journal (Refereed)
    Abstract [en]

    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 (= 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.

  • 185.
    Elfstrand Corlin, Tinna
    et al.
    University of Gothenburg, Department of Psychology, Gothenburg, Sweden..
    Kazemi, Ali
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    The older person as a client, customer or service user?2019In: Working with Older People, ISSN 1366-3666, Vol. 24, no 1, p. 9-26Article in journal (Refereed)
    Abstract [en]

    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.

  • 186.
    Eliason, Felix
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Karlsson, Louise
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Vad chefer anser vara väsentligt när de anställer chefer för att nå Employer of Choice2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Employer of choice is a marketing form, where an organization chooses to identify,attract, optimize and retain skilled employees. This includes future and currentemployees. The purpose the present study is to investigate the employer's choicebased on a management perspective. Which leadership qualities are important? Isthe employer "employer of choice" in mind when they recruit senior positions? Thiswas a qualitative study with semistructured interviews, carried out at amanufacturing company. The following themes emerged: (1)Employers ofchoice,(2) executives acting to reach the employer of choice, and (3) managers'thoughts in recruiting other managers to reach the employer of choice. These arediscussed in relation to the essay's approaches and presented theories. Based onidentified themes and questions asked, we can see tendencies that managers haveemployer of choice in mind when recruiting, and that they look whether thecandidates have a genuine interest, stands for what the company does, the motivebehind, and the willingness to take responsibility. The study shows how managersact to reach the employer of choice, and by being a rolemodel, building longtermrelationships, understanding employee needs, being accessible, and beingvisible and open to their surroundings.

  • 187.
    Ellertsson, Christin
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Stress ur ett studentperspektiv: Studenters egna upplevelser och erfarenheter av stress2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Stress has become more frequent and has evolved into a social problem in a large portion of the population. All interviewees were students at a college in the South of Sweden consisting of three women and one male within the age-range of 25-40. The purpose of this study was to increase understanding of how students experience stress, how they reason, counteract and manage stressful situations. Two interviews were conducted, one with a focus group involving three interviewees, and one involving a single interviewee. An interview guide was created and all interviews were recorded using a dictation machine. The analysis was conducted using thematic analysis which resulted in six themes: driving force, control damage, ambiguity, forward planning, positive thinking, and security. The results showed, among other things, that the interviewees could experience that stress adds to personal progress and sometimes as hindering and draining. Situations where the students experience stress as cumbersome can be when they have vague information about what can be expected of them before an examination while they believe a way to counteract this is good structure. The students also have different approaches as to how they handle their stress, such as exercise or performing stimulating activities, which give them satisfaction and motivation.

  • 188.
    Elmquist, Anna
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Kvalitativt förundersökningsledarskap i polisens mängdbrottsutredningar: Vad är viktigt, vad kan påverka beslut?2018Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The investigations of petty crimes are of public interest. They constitute our most common crimes in society. The purpose of this study was to examine which factors police officers leading preliminary police investigations consider most important to carry out investigations with high quality. Furthermore, factors that influence how easy or difficult the decision-making process becomes, and how police officers handled these factors was studied.

    Semi-structured interviews were conducted with eight police officers working with investigations. The interviews were thematically analyzed and four themes were found: (1) job demands, (2) work attitudes, (3) the basis of decision, (4) take responsibility and feel secure in decision-making.

    Results showed that ability to prioritize, work involvement and values were important in the working process and that easy decision-making was based on experience among other factors. Interestingly, the police officers, seeking for well-funded decisions, handle different kinds of influences and biases, even though they were not aware of the influence factors. Participants also expressed influencing factors such as pressure from investigators, mass media, time-pressure and stereo-types.

    The study showed high workload and that decision-making concerning petty crimes could be complex and demanding. These factors may lead to faster decision-making resulting in bad decisions due to time-pressure and is a major issue to examine further.

  • 189.
    Engdahl, Marcus
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Stenberg, Sofie
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Kommunikation och stress på demensboende: - En intervju- och observationsstudie av vårdgivares kommunikation medvarandra2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    According to the literature, communication is a vital component to avoid incidents. The aim was to illuminate the importance of communication during transport, to study how caregivers are influenced by time related stress, and how being stressed for time influences communication and to compare the result from this study with an earlier by the same authors. Therefore the following issues were chosen: 1) How caregivers communicate with each other during transport of the care-taker 2) Does time related to stress influence communication? 3) Is there any difference in communication-pattern between two experienced caregivers and one experienced and one less experienced caregivers? Five semi-structured interviews and an observational study were conducted, followed by thematic analysis. The interview participants consisted of four experienced caregivers and a trainee. The results show that the caregivers used double communication, where they indirectly informed each other through the care recipient. A great deal of work was spent on routine and therefore communication between the caregivers was not required. To be on "the same level" and to count before a transport was an important part of communication. Experiencing low stress was something that may had come with years of experience. The conclusion was that a great deal of what was going on was supported by reliable praxis, which affected how the caregivers communicated and experienced the stress level. Many of those who worked the geriatric care had worked together for years. Consequently the need for instructions was reduced. Since the caregivers did not experience stress as a problem, neither did they experience that communication was influenced. These results were further verified in three follow-up interviews at two other dementia care facilities. The theories proposed were supported by the follow-up interviews which were based on analyses from the observation.

  • 190.
    Engelbrektsson, Jennifer
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Lundvall, Jennifer
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Äventyrsguiders upplevelse av flow vid utomhusaktiviteter2020Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This is a study whose purpose was to examine how adventure guides are experiencing a sense of flow when they execute different types of outdoor activities. This study has focused on the flow theory, since flow is a feeling that hopefully many can relate to. There is a lot of research regarding outdoor activities and flow but the connection between these two topics has a narrow area of research, which this study was trying to broaden.

    The informants on whom this study has relied on are individuals with different ages, genders and backgrounds. Their only common factor is that they are all students at an adventure guide program and for that reason they all fit in the target group of this study. The informants were interviewed with the help of a semi structured interview guide and the collected material was transcribed and analysed with a phenomenological analysis according to Giorgi, which makes this a qualitative study.

    The result of the analysed material is somewhat varied. Four main themes were manufactured, whereof three of the main themes find support in previous research. All produced themes were analysed from a phenomenological approach and discussed separately and against each other to detect different similarities and differences.

  • 191.
    Engelbrektsson, Susanne
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Turtell, Joakim
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Vilka ungdomar mobbar andra?: Samband med impulsivitet, våldsbenägenhet och föräldrabarnkommunikation2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Bullying affects 60,000 children in Sweden every year and is a problem in school.Not only do bullies have problems at school but also runs a greater risk of committingviolent crimes at an adult age than people who do not bully others. The purpose ofthis study is to highlight whether impulsivity, violence and parenting communicationcan have relationships with bullying and to find out if there are any differencesbetween boys and girls. A quantitative study was made based on data from LoRDIA(Longitudinal Research on Development in Adolescence) wave 3, where 1324 youngpeople aged 13-17 were included. The result shows that based on self-reported andself-assessed behavior there is a positive statistically significant relationship betweenbullying others, violent behavior and parenting communication in the form ofparental solicitation, and a negative statistically significant relationship betweenbullying others and parenting communication in the form of parental knowledge andchild disclosure.

  • 192.
    Englund, Felicia
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Erséus, Matilda
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Tenderar individer med kreativa arbeten att vara mer nöjda med livet?: En kvantitativ studie utifrån World Value Survey Wave 62018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Today companies face big competition that requires them to have a niche that makes the company unique compared to other actors. Creativity has thus become an important factor in the survival of the organization and has also been shown to help employees become happier.

    The purpose of this study was thus to investigate whether there is a positive correlation between the extent to which individuals consider themselves to have creative work and how satisfied they are with life, which in this study is also referred to as satisfaction with life. Age influence on the perceived satisfaction with life was investigated as previous studies showed that older individuals tend to assess their work as more creative. Finally, it was investigated whether individuals who assess their work as creative also tend to assess their work as independent.

    The results were based on World Value Survey Wave 6 data collected for Sweden. Raw data for 931 respondents with an age range between 18 to 65 were examined, of which about 53 percent women and 47 percent men.

    The results show a strong positive correlation between creativity and independence at work, as well as between creativity and satisfaction with life. A small positive correlation was identified between age and satisfaction with life. The studied variables could only explain 6 percent of individuals' self-estimation of satisfaction with life. This indicates that there are other factors not investigated in this study that can explain individuals' experience of satisfaction with life.

  • 193.
    Eriksson Jeppsson, Adrian
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Vestlund, Adrian
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Employer branding: Att attrahera kvinnor inom olika utbildningsfält2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The labor market is currently beneficial for the employees. The number of vacancies vacant in some areas is greater than the amount of labor in today's Sweden. The occupational groups that are mainly sought after in the labor market are post-secondary educated, specialists and academics. The interest in attracting and retaining skilled personnel is therefore great. This work goes under the concept of Employer Branding. Previous research in the field has focused in particular on how an employer can attract staff with different attributes, as well as comparisons between women and men, age, civil status, etc. Something not previously investigated is whether individuals from different educational background have different values regarding desirable attributes with a prospective or current employer. The present study has aimed at contributing to and reducing the lack of knowledge existing in this area. Semi-structured interviews with four female graduates from different educational backgrounds were held to gain increased knowledge of whether these different individuals resonated differently about job attributes. The interviews resulted in five main themes: similarities, differences and unique attributes. For the study, three major employers have also been interviewed to gain a better understanding of how they work with their employer branding. The results have partly confirmed much of what previous theories have raised in the field, but also shown deviations and added to the previous understanding of what individuals of the generation Y are looking for at a prospective or current employer. In order to gain a better understanding of what individuals are attracted to by employers, Herzberg's two-factor model has been applied.

  • 194.
    Eriksson, Madelen
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Klaesson, Jessica
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    ”Det är ett teamarbete samtidigt som det är ett ensamarbete”: En kvalitativ studie om interprofessionellt teamarbete i hemtjänst/hemsjukvård2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Our elderly and ill persons today receive assistances from various activities, professions, but also from different principals. Previous research addresses the importance of investigating the context in which inter-professional teamwork is an appropriate organizational form, as well as the importance of creating the right conditions for teamwork in the context of elderly care. Person-centered care takes the team work to a wider dimension where the user becomes an equal partner in the inter-professional team. The members of the team exchange information with the caretaker/patient instead of about the caretaker/patient, and then assess, plan and evaluate the continued efforts. The aim of this qualitative study was to investigate how a team, in municipal housing services/home care in the elderly care sector, experiences/describes its obstacles and 2 opportunities to work in an inter-professional team in accordance with person-centered care. Research questions aimed at gaining knowledge of which factors as individuals/group and structure levels perceive the ability of the team to be effective and how the concept of person-centered care is perceived. Seven employees in an interprofessional home care team were interviewed according to semi-structured interviews, and the interviews were analyzed according to thematic analysis. A complex picture was described, and in the results it emerged that the current context can create obstacles to the professions to interact effectively in inter-professional teams. Factors that hinder the team's ability to be effective are considered by respondents to be; the organization's set up as well as the team’s lack of close interaction. The professions perceive and describe the concept of person-centered care in a similar manner. It is about listening and assuming the patient/caretaker's perception of quality of life and creating an opportunity for participation in how the care is performed. Our results can contribute to knowledge and understanding of the challenges a home care team face. 

  • 195.
    Eriksson, T. Gerhard
    et al.
    Kristianstad University, School of Education and Environment, SE-291 88 Kristianstad, Sweden.
    Masche-No, Johanna G.
    Kristianstad University, Department of Psychology, Building 14, SE-291 88 Kristianstad, Sweden.
    Dåderman, Anna Maria
    University West, Department of Social and Behavioural Studies, Psychology and organization studies.
    Personality traits of prisoners as compared to general populations: Signs of adjustment to the situation?2017In: Personality and Individual Differences, ISSN 0191-8869, E-ISSN 1873-3549, Vol. 107, p. 237-245Article in journal (Refereed)
    Abstract [en]

    Two recent studies have challenged the well-established belief that offending behaviors are inversely related to the personality trait of conscientiousness. Therefore, the aim of this study was to explore prisoners’ levels of traits according to the Five-Factor Model (FFM) of personality compared to control groups, with a focus on conscientiousness. Two separate samples of inmates in Swedish high-security prisons were investigated in three studies. Inmates and non-inmates completed a Swedish-language translation of Goldberg’s (1999) International Personality Item Pool questionnaire (IPIP-NEO, Bäckström, 2007). Male inmates (n = 46) in Studies 1 and 2 scored higher on conscientiousness than non-inmates (norm data based on approximately 800 males, and a students’ sample), which conflicts with previous results. Study 3 further explored the conscientiousness differences on the facet level. Male and female inmates (n = 131) scored higher on order and self-discipline (even after an adjustment for social desirability) than students (n = 136). In conjunction with previous findings, these differences are interpreted as being either temporal or enduring adjustments to the prison environment. It is suggested that researchers and clinical teams should cautiously interpret the FFM factor of conscientiousness (and its facets) when planning the further treatment of inmates.

  • 196.
    Erlandsson, Soly
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    ADHD - Omsorg framför utredning2018In: Best Practice :Psykiatri/neurologi, Vol. 9, no 34, p. 17-19Article in journal (Other academic)
  • 197.
    Erlandsson, Soly
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies. University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Reactions to Tinnitus2008In: The Consumer Handbook on Tinnitus / [ed] Tyler, Richard S., Sedona: Auricle Ink. , 2008, p. 49-62Chapter in book (Other academic)
  • 198.
    Erlandsson, Soly
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Bohlin, Margareta
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
    Dauman, Nicolas
    Department of Psychology, University of Poitiers, France.
    Olsson, Astrid
    University West, University West, the Library.
    The state and art of tinnitus research from a critical discourse perspective2014In: / [ed] Professor Dr. Birgit Mazurek, Charité University Hospital, Berlin, 2014Conference paper (Refereed)
    Abstract [en]

    Objectives 

    Tinnitus is a condition that almost entirely belongs to the field of audiological medicine, predominately regarded as a disorder of the ear. The purpose of this study was to explore the state of the art concerning the scientific discourse on tinnitus. Our main interest was to find the answers to: Who are involved in the research; i.e. within a disciplinary context? What approaches have been most influential?  How much influence does one specific perspective have on the discourse compared to another perspective?

    Methods

     A selection of articles with tinnitus as the main objective, published in international journals between 1930-2013, were analyzed according to Critical discourse analysis and influenced by concepts deriving from (Laclau and Mouffe, 1985). Collected articles were representative, disciplinarily seen.

    Results

    Discourse analysis showed to be an appropriate method for studying the discourses on tinnitus within a time period of more then 80 years. The most influential discourse on the definition of tinnitus states that tinnitus is the perception of a sound (s) in the absence of an external sound source. It is clear that this definition has been adopted regardless of disciplinary field. Philosophical and existential aspects of tinnitus suffering are not prevalent in the discourses on tinnitus, a somewhat understandable result, as the influence of medical science is exceptional. 

    Conclusion

    Generally seen, the dominance of one discourse in a field of research can lead to an inhibition of other valuable discourses from the periphery (the field of discursivity). The most productive scientific strategy would be to allow several discourses to exist side by side. A significant point to stress, since no epidemiological data so far have demonstrated that the populations of tinnitus patients in any way are homogeneous.

  • 199.
    Erlandsson, Soly
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies. University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Dauman, Nicholas
    Univ Poitiers, Dept Psychol, .
    Categorization of tinnitus in view of history and medical discourse2013In: International Journal of Qualitative Studies on Health and Well-being, ISSN 1748-2623, E-ISSN 1748-2631, Vol. 8, p. 23530-Article in journal (Refereed)
    Abstract [en]

    The foremost, dominant, and influential scientific discourse of how to define tinnitus states that tinnitus is the perception of sound(s) in the absence of an external sound source. This is the most common statement among researchers in audiology and related fields, stemming from basic neurosciences (Kaltenbach, 2011) to applied psychophysiology (Kropp et al., 2012), audiology (Caffier et al., 2006), and behavioural psychology (Westin et al., 2008). It is puzzling that scientific affiliation and paradigms have had no influence on how the condition is defined as for instance one would expect psychologists and neurologists to have their own viewpoint on this issue.

  • 200.
    Erlandsson, Soly
    et al.
    University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
    Holgers, Kajsa-Mia
    Sahlgrenska University Hospital, Department of Audiology.
    The impact of perceived tinnitus severity on health-related quality of life with aspects of gender.2001In: Noise & Health, ISSN 1463-1741, E-ISSN 1998-4030, Vol. 3, no 10, p. 39-51Article in journal (Refereed)
    Abstract [en]

    The Nottingham Health Profile (NHP) has been used to investigate the health profiles in different medical conditions. It has, however, never been applied to tinnitus sufferers. The present study aimed at investigating relationships between the perceived severity of tinnitus, audiometric data, age, gender and non-disease specific health-related quality of life measured with the NHP divided into two sections; NHP I (topics related to health status) and NHP II (health induced problems in daily life). These parameters were statistically analysed to identify predictive factors to the perceived severity of tinnitus, described by the Tinnitus Severity Questionnaire (TSQ). A total of 186 consecutive tinnitus patients (57 females and 129 males) attending an audiological specialist clinic in Sweden were included in the study. The stepwise regression model used explained 37.8 per cent of the variance in the perceived severity of tinnitus, and the significant predictors were: "Emotions", "Sleep", and "Pain", three of the six dimensions of the NHP I. Differences between gender were found in NHP II and age-related differences emerged in NHP I when male and female patients were compared to normal controls.

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