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  • 1.
    Aarvaag, Evalinda
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Lindroth, Linda
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Konflikter, ogräs eller frön?: Arbetsplatskonflikter utifrån ett ledarskapsperspektiv2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The authors' joint commitment conflicts produced the idea to study highly-regarded leaders' perspective on workplace conflicts and their constructive resolution. Basically there was a curiosity about how such leaders resolve conflicts so effectively.

    Workplace conflicts are a major part of a leader´s time at work. While probably unavoidable, how conflicts are handled is crucial for the growth and development of an organization and its employees. There has been practical conflict management research from a leadership perspective, but the studies have had a quantitative focus. This study aims to examine the various ways respected managers address and resolve workplace conflicts. The study seeks to answer the following questions: What kinds of workplace conflict exist in an organization? What are the critical factors in conflicts? How are conflicts viewed constructive/destructive? What is a leader's role when managing/resolving workplace conflict? What abilities and qualities have leaders who manage conflict effectively?

    The study is based on a qualitative approach using semi-structured interviews. The material was thematic and coded. Results were analysed using the theoretical framework. The empirical data was analysed using Rahims (2002) theory of conflict management. Building on the results, the model which has been developed will be presented at the study’s conclusion.

    The study's analysis reveals that leaders who deal with conflicts constructively mastered the three main areas of concern, depending on the situation. These are people-oriented, task-oriented, and learning- and culture-oriented. The study's results also revealed that evasive and/or dominant leadership in particular creates barrier store solving conflict.

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  • 2.
    Adamsson, Anna
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Karlsson, Yvonne
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Arbetslivsinriktad rehabilitering: Rehabiliteringsprocessen utifrån ett medarbetarperspektiv2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In today's society, the demands at work have increased and the employees are at the disposal

    of the organizations success. The working environment today can be perceived as a hot topic,

    and on this basis it may also appear that rehabilitation regarding return to work should be

    given a greater focus. It appears that it is a lack in rehabilitation at present moment, therefore

    greater efforts should occur to develop routines, working relationships and working

    techniques with the individual in focus. This study was conducted in a profit-producing

    company in Sweden and the purpose of the study is to get the company's vision and guidance

    documents regarding their rehabilitation process. Furthermore, the purpose is to describe how

    the individual experiences their rehabilitation process. This in order to finally compare these,

    to see how well the rehabilitation process works and how it is perceived by its employees. In

    conclusion, the purpose is to contribute to the company with possible improvement

    suggestions regarding the individual perspective in the rehabilitation process.

    This study is based on a qualitative method, where we have interviewed a person who holds

    rehabilitation responsibility for the company in question. In addition, interviews have been

    made with six employees who have gone through a rehabilitation process at the company. The

    result of this study has been analyzed based on the theoretical reference framework of this

    study. The empirical result showed that the individual in vocational rehabilitation is

    influenced by several factors at the workplace. The factors that we could discern in this study

    are how the approach takes place between employers and employees, partly through support

    and communication, but also how the rehabilitation work is experienced. The study also

    shows that the working conditions for the individual are important through job satisfaction

    and the work adjustment that has taken place during their rehabilitation. Another factor of

    influence for return to work are how much the individual has participate in their process and

    the importance of being able to influence in decisions. These factors are important in

    rehabilitation situations in order to generate a successful return to work.

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  • 3.
    Ahlstrand, Roland
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Digitalisering och arbetskvalitet: Två kvalitativa fallstudier inom svensk tillverkningsindustri2020In: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, E-ISSN 2002-343X, Vol. 26, no 1, p. 90-108Article in journal (Refereed)
    Abstract [sv]

    Vilken betydelse har digitaliseringen för anställdas arbetskvalitet? I denna studie av två tillverkningsföretag inom svensk flygindustri visas hur detta är beroende av ledningens val av innovationsstrategi. I det ena företaget var strategin att genom digital teknik involvera flera kategorier av anställda i gemensamt beslutsfattande om konstruktioner och arbetsinstruktioner, vilket samtidigt både begränsade deras möjligheter att fatta beslut om det egna arbetet och ökade arbetstakten. I det andra företaget var strategin att genom digital teknik endast involvera en viss kategori av anställda i mer övergripande frågor, varvid en annan kategori av anställda inte bara uteslöts, utan också fick mindre beslutsutrymme när det gällde det egna arbetet.

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  • 4.
    Ahlstrand, Roland
    Malmö universitet.
    Integrative Strategy, Competitiveness and Employment: a Case Study of the Transition at the Swedish Truck Manufacturing Company Scania During the Economic Downturn in 2008-20102015In: Economic and Industrial Democracy, ISSN 0143-831X, E-ISSN 1461-7099, Vol. 36, no 3, p. 457-477Article in journal (Refereed)
    Abstract [en]

    The purpose of this article is to investigate how and why the truck manufacturer Scania adapted to the economic downturn between 2008 and 2010 in the manner it did. First, Scania signed a crisis agreement on fewer working hours and lower wages, and, later, it signed an agreement stipulating fewer working hours, but without wage reductions. Both of these agreements were combined with investments in competence development and education as well as with the decision not to give notice to the employees, which was uncommon among Swedish companies. It is claimed that the company wanted to strengthen the competitiveness by integrating the unions and the employees even more in the business. An important prerequisite was the company’s Flexibility Agreement, which allowed the company not to give temporary employees new contracts and to let temporary employees leave the company as soon as their maximum employment period of six months expired.

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  • 5.
    Ahlstrand, Roland
    et al.
    Malmö högskola.
    Arvidson, Markus
    Axelsson, Jonas
    Protest, tystnad och partiskhet: Replik på en teori om lojalitet och whistleblowing2017In: Norsk sosiologisk tidsskrift, E-ISSN 2535-2512, Vol. 24, no 3, p. 257-265Article in journal (Refereed)
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  • 6.
    Ahlstrand, Roland
    et al.
    Dalarna University, School of Culture and Society, Occupational Science.
    Gautié, Jerome
    Université Paris 1 Panthéon-Sorbonne, France .
    Labour–management relations and employee involvement in lean production systems in different national contexts: A comparison of French and Swedish aerospace companies2023In: Economic and Industrial Democracy, ISSN 0143-831X, E-ISSN 1461-7099, Vol. 44, no 4, p. 1027-1051Article in journal (Refereed)
    Abstract [en]

    Existing research has found heterogeneity in the implementation of Lean and its outcomes in terms of employee involvement across countries. This article explores the potential role of labour–management relations. It relies on in-depth company case studies carried out in the aerospace industry in France and Sweden. The study finds significant variations in employee involvement – higher in the Swedish than in the French cases. Managerial orientations did play a role, as the ‘technocratic’ form of Lean in France echoed a more unilateral top-down conception of management, while Swedish managers appeared more receptive to the ‘involvement-enhancing’ paradigm. But the attitudes and behaviours of unions were also a crucial factor, as Swedish unions were very effective in impinging on the implementation of Lean at workplace level, while their French counterparts, often divided, adopted a more defensive stance, lacking expertise and implication in the promotion of high-involvement work organisations.

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  • 7.
    Ahlstrand, Roland
    et al.
    Dalarna University, School of Culture and Society, Occupational Science.
    Gautié, Jérôme
    Labour-Management Relations and Employee Involvement in Lean Production Systems in Different National Contexts: A comparison of French and Swedish Aerospace Companies2022Conference paper (Refereed)
  • 8.
    Ahlstrand, Roland
    et al.
    Institutionen för Individ och samhälle (IS), Malmö University.
    Gautié, Jérôme
    Wright, Sally
    Green, Anne
    Innovation and job quality in the aeronautic industry: Results from qualitative case studies2017Conference paper (Other academic)
    Abstract [en]

    The paper focuses on the interactions between innovations (of all kinds) and job quality (in a wide sense, covering work and employment conditions, including job status, compensation, training and career opportunities) in the aeronautic industry. It draws on empirical evidence – industry survey and company case studies – from France, Sweden and the UK. Aeronautics has introduced important innovations in the past decade. For example, computer assisted devices (from computer aided engineering and design, Model Based Definition (MBD), i.e. the use of 3D drawings, to computer numeric control machines) have impacted the work of both engineers, technicians and operators. The new generation of process innovations (i.e. digitalization) include, among others, the introduction of cobots and robots, and virtual augmented reality devices. Aeronautics is indeed a front runner of the “factory of the future” or “industry 4.0”, which may have important consequences in terms of both job quantity and quality – notably in terms of education requirements, competence development, and individual task discretion/autonomy. Organisational innovations have also played an important role, such as the implementation of lean manufacturing and its derivatives, introduced more recently than in the automotive industry, with some specificities. Increasing pressure on all the segments of the supply chain has been witnessed in many firms and their subcontractors, in connection with some of the technical devices mentioned previously, and in a context of increasing competition, and in some cases to important changes in the governance of firms. But the reverse causality – i.e. from JQ to innovation – is also a key issue. Some firms are innovating by introducing new forms of organisations to improve some dimensions of job quality as a mean to foster the innovation capacity of the firm “from the bottom up”, with experiments such as “liberated company”. As in other industries, some big companies are trying to emulate the “start-up spirit”.

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  • 9.
    Ahlstrand, Roland
    et al.
    Dalarna University, School of Culture and Society, Occupational Science.
    Hobbins, Jennifer
    MacKenzie, Robert
    McLachlan, Chris
    O'Brien, Martin
    Rydell, Alexis
    Dalarna University, School of Culture and Society, Occupational Science.
    Stuart, Mark
    Variation in the nature of occupational communities and their role in the navigation of post-redundancy transitions in the Swedish, British and Australian steel industries2023Conference paper (Refereed)
  • 10.
    Ahlstrand, Roland
    et al.
    Malmö Högskola.
    Rydell, Alexis
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Corporate Social Responsibility in Connection with Business Closures and Downsizing: A Literature Review2017In: Contemporary Management Research, ISSN 1813-5498, Vol. 13, no 1, p. 53-78Article in journal (Refereed)
    Abstract [en]

    The aim of this paper was to review the research on corporate social responsibility (CSR) in connection with business closures and downsizing to identify gaps in our knowledge. The study consisted of a systematic review of 24 refereed articles. The review identified four themes in the literature on CSR in connection with business closure and downsizing, namely CSR, transition programs and the local community; CSR and business strategy; CSR, power and reputation; and lastly, other articles on CSR in connection with business closures and downsizing. The review revealed a lack of understanding of the reasons, outcomes and methodology of CSR development in connection with business closures and downsizing.

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  • 11.
    Ahlstrand, Roland
    et al.
    Dalarna University, School of Culture and Society.
    Rydell, Alexis
    Dalarna University, School of Culture and Society, Occupational Science.
    Lokala partsrelationer och organisatorisk flexibilitet: omställningar inom hotellbranschen under covid-19-krisen 2020–20212023Conference paper (Refereed)
    Abstract [sv]

    Denna studie fokuserar på de lokala partsrelationernas betydelse för utvecklingen av den organisatoriska flexibiliteten under en större hotellkoncerns omställningar under covid-19-krisen 2020–2021. Studien bygger på 26 semistrukturerade intervjuer med representanter för arbetsgivarorganisationer och fackliga organisationer på branschnivå, samt chefer och fackliga företrädare på koncern- och hotellnivå. Intervjuerna transkriberades och tematiserades med hjälp av NVivo 12. I ljuset av en dramatisk nedgång i kundunderlaget mer än halverades antalet anställda: tillsvidareanställda sades upp och kontrakten för tillfälligt anställda blev inte förlängda. Vid sidan av ”tillfälligt anställda” tillkom en ny form av numerisk flexibilitet, korttidspermitterade, baserad på lagen om stöd vid korttidsarbete från 2013. Samtidigt genomfördes omfattande organisationsförändringar: avdelningar slogs samman, antalet chefer reducerades och i stort sett samtliga yrkestitlar förändrades. Anställda skulle arbeta i ”service team”, chefer skulle vara ”service lead” och andra, t ex receptionister, kockar, bartenders och städare, skulle tituleras ”hosts”. De fackliga organisationerna menade att denna form av funktionell flexibilitet, att ”alla skulle kunna allt”, ledde till ett allt stressigare jobb och var ett hot mot yrkesstoltheten. 

    I syfte att analysera de lokala partsrelationernas betydelse för utvecklingen av den organisatoriska flexibiliteten tar vi avstamp i tidigare forskning om lokala partsrelationer. Den tidigare forskningen har till stor del handlat om parternas förhållningssätt till varandra när de arbetat för att nå lösningar och resultat i olika avseenden, hur intressen och maktresurser mobiliseras, förhandlingsstrategier och den fackliga organiseringens betydelse för den fackliga styrkan. Det finns begränsat med forskning om de lokala partsrelationers roll när det gäller organisationsförändringar med bäring på organisatorisk flexibilitet. I den här artikeln fokuserar vi på de lokala parternas betydelse för utvecklingen av den organisatoriska flexibiliteten med hänsyn tagen till de institutionella förutsättningar som rådde under pandemin

  • 12. Ahnberg, Elisabeth
    et al.
    Lundgren, Mats
    Dalarna University, School of Education and Humanities, Education.
    Messing, Jan
    von Schantz Lundgren, Ina
    Dalarna University, School of Education and Humanities, Education.
    Följeforskning som företeelse och följeforskarrollen som konkret praktik2010In: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, E-ISSN 2002-343X, Vol. Nr 16, no 3, p. 55-66Article in journal (Refereed)
    Abstract [sv]

    Med utgångspunkt i fyra följeforskningsprocesser, där vi själva medverkat, diskuterar vi följeforskning som företeelse och rollen som följeforskare. Vår artikel ska ses som ett empiriskt exempel i anslutning till den debatt som Göran Brulin, Karin Sjöberg och Lennart Svensson initierade genom artikeln ”Gemensam kunskapsbildning för regional tillväxt”.

  • 13.
    Aho, Mikaela
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Vad är attraktivt arbete för personalen på ett vård-, och omsorgsföretag?2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    A common problem in the geriatric care is that it is difficult to recruit staff with the right

    qualifications. The number of unqualified increases in the industry despite a striving to have

    more people who are qualified. Research shows that the need for qualified people in the

    industry is increasing and the number of people studying to be nurses decreases. To attract

    employees requires that the company is considered to be attractive from the employees' point

    of view and also from a prospective employee's point of view. To study the problem, this

    survey has been made on one of the leading companies in the industry and the intention was

    to study whether the employees' view of attractive work was consistent with what their

    managers thought that their employees considered as attractive work.

    The survey was made on four different units through a questionnaire that employees have

    responded and the unit’s managers have been interviewed. The results of the survey showed

    that the manager’s view of attractive work was consistent with the employees' view of

    attractive work to a certain extent. Regional manager and assistant regional manager had a

    deeper understanding of what parts fail to appear as attractive employers

  • 14.
    Alam, Moudud
    et al.
    Dalarna University, School of Technology and Business Studies, Statistics.
    Carling, Kenneth
    Dalarna University, School of Technology and Business Studies, Statistics.
    Nääs, Ola
    Dalarna University, School of Technology and Business Studies, Statistics.
    Sommarjobb, arbetslivserfarenhet och framtida arbetsinkomst2015In: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, E-ISSN 2002-343X, Vol. 21, no 4, p. 26-40Article in journal (Refereed)
    Abstract [sv]

    De flesta kommuner erbjuder sommarjobb till gymnasieungdomar. Vi har undersökt om denna arbetslivserfarenhet påverkar flickors framtida arbetsinkomster. Vi följde 1 447 flickor i fem till tolv år efter avslutat gymnasium. Flickorna hade under sitt första gymnasieår ansökt och slumpmässigt tilldelats sommarjobb av Falu kommun. Effekten av sommarjobbserfarenheten var positiv och betydande för dem.

  • 15.
    Alam, Moudud
    et al.
    Dalarna University, School of Technology and Business Studies, Statistics.
    Carling, Kenneth
    Dalarna University, School of Technology and Business Studies, Statistics.
    Nääs, Ola
    Dalarna University, School of Technology and Business Studies, Statistics.
    The program and treatment effect of summer jobs on girls’ post-schooling incomes2015In: Evaluation review, ISSN 0193-841X, E-ISSN 1552-3926, Vol. 39, no 3, p. 339-359Article in journal (Refereed)
    Abstract [en]

    Background: Public programs offering summer jobs to smooth the transition from school to work is commonplace. However, the empirical support for summer jobs is limited. This article exploits the availability of registered individual information and random allocation to summer jobs to provide empirical evidence on this issue. 

    Objectives: To identify the effect of summer job programs on the post-schooling incomes of the intended participants. Also to identify the effect of sophomore girls' high school work experience on their post-schooling incomes. 

    Research design: In this article, 1,447 sophomore girls from 1997 to 2003 are followed 5-12 years after graduation. They all applied to Falun municipality's (Sweden) summer job program, and about 25% of them were randomly allotted a job. The random allocation to a summer job is used to identify the causal effect of sophomore girls' high school income on their post-schooling incomes. 

    Subjects: All the 1,447 sophomore girls who applied to Falun municipality's summer job program during 1997-2003. 

    Measures: Annual post-schooling income is used as an outcome measure. The work experience of girls in high school is also measured in terms of total income while in high school. 

    Results: The program led to a substantially larger accumulation of income during high school as well as 19% higher post-schooling incomes. The high school income led to a post-schooling income elasticity of 0.37 which is, however, potentially heterogeneous with regard to academic ability. 

    Conclusions: Both the program effect and the causal effect of high school income on post-schooling incomes were substantial and statistically significant.

  • 16.
    Alam, Moudud
    et al.
    Dalarna University, School of Technology and Business Studies, Statistics.
    Carling, Kenneth
    Dalarna University, School of Technology and Business Studies, Statistics.
    Nääs, Ola
    Dalarna University, School of Technology and Business Studies, Statistics.
    The program and treatment effect of summer jobs on girls’ post-schooling incomes2014Report (Other academic)
    Abstract [en]

    Public programs (of disputed effect) offering summer jobs or work while in high school to smooth the transition from school to work is commonplace. In this paper, 1447 girls in their first grade of high school between 1997-2003 and randomly allotted summer jobs via a program in Falun (Sweden) are followed 5-12 years after graduation. The program led to a substantially larger accumulation of income while in high school. The causal effect of the high school income on post-schooling incomes was substantial and statistically significant. The implied elasticity of 0.4 is however potentially inflated dueto heterogeneous effects.

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  • 17.
    Ali, Fatima
    et al.
    Dalarna University, School of Culture and Society.
    Persson, Hanna
    Dalarna University, School of Culture and Society.
    Hälsofrämjande arbete i ideella organisationer: Hur ideella ridskolor arbetar med att skapa en hälsofrämjande arbetsplats2021Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study is to investigate how non-profit organizations work in Sweden towards a health-promoting workplace as few studies in health-promoting work are carried out in non-profit organizations. The study focuses on non-profit riding schools in Dalarna. Sick leave in Sweden in 2017 amounted to SEK 62 billion, where mental illness was the basis for almost half of the amount. Previous research has shown that the work environment affects employees' mental health. Therefore, well-being in the workplace is of great importance due to its role in creating a health-promoting workplace. A health-promoting organization has positive effects on both the individual and the organization and prevents sick leave. The theoretical frame of reference for the study is based on previous research in the subject of health-promoting workplaces. The empirical study is based on five semi-structured interviews conducted via Zoom and telephone due to the Covid-19 pandemic. The results show factors that are prerequisites for health promotion work. One of the factors is education, partly in health-promoting work as the results have shown that some respondents are not familiar with the concept of health-promoting work and that work takes different places in the non-profit riding schools. Leadership training is also important. Another factor is resources where time, support and finances are included. The results show that the time is often not enough to work to promote health and that the support from the board is often lacking. However, finances are also an obstacle and therefore it can be difficult to bring in extra resources. The results also point to participation and cohesion as well as communication as important factors in the health promotion work. Lack of communication has been shown to be the cause of conflicts, communication has also been shown to be the solution to conflicts. For the development of health-promoting work in non-profit riding schools, the results point to a need for knowledge in health-promoting work and also in leadership. The need also clarifies the Board's responsibility for its role as an employer.

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  • 18.
    Alm, Frida
    et al.
    Dalarna University, School of Culture and Society.
    Ängman, Ulrika
    Dalarna University, School of Culture and Society.
    Utvecklande ledarskap i kommunal verksamhet: En komparativ fallstudie om kommunala chefers förståelse för ledarskap efter genomförd ledarskapsutbildning2022Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Organizations annually invest significant amounts of money in leadership training, according to previous research. The leadership training UL is one of Sweden´s most established. It is of interest to study how the objectives of the education are met by its participants. This study is a bachelor´s thesis in the Human Resources and Labour Relations Programme at Dalarna University. The purpose of this study is to examine the understanding of one's own leadership in relation to UL's objectives between respondents who completed the education in 2020 and 2022. The study's starting point is based on an employee perspective, but the results are also of interest from an employer perspective. The interpretation of this qualitative empirical study is based on the limited previous research that exists around one of Sweden's most established leadership educations. Eight interviews with managers in municipal operations form the basis for the study's data collection. The respondents' answers have then been compiled via a thematic analysis. The results show that the understanding of one's own leadership in relation to UL's objectives differs between respondents who completed the training in 2020 and 2022, respectively. In one group, several respondents only reproduce what should be done hypothetically, while most of the other group are involved in the detailed implementation of actual actions and situations. The respondent groups could not be separated as to the significance of the reflection, however, lack of time in the daily work was reproduced jointly by the respondents as an obstacle to the execution and prioritization of the reflection. The marked difference between the groups was found in the use of self-insight to develop their own leadership. One group actively described how they used self-insight and awareness about it, something that could not be identified in the other group that only reproduced presumed answers in the form of what should be done or overall answers about how the leader in general should act.

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  • 19.
    Alsterlund, Erica
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Vad ska vi göra med den psykosociala arbetsmiljön?: En undersökning av den psykosociala arbetsmiljön och hur vi kan arbeta för att förbättra den.2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This thesis is based on a survey within a global organization. The purpose of the study is to

    elucidate and describe an HR department's experience of the psychosocial work environment.

    The starting point for this survey is that there are known factors that affect the psychosocial

    work environment. Furthermore, the study aimed to motivate the organization to work with

    the psychosocial work environment.

    The theory is that these factors are based on assumption that the psychosocial work

    environment is affected by excessive workload, lack of control, lack of recognition,

    community at work, role conflicts and conflicts of values (Åsberg, Grape, Nygren, Rohde,

    Wahlberg, & Währborg, 2010) (Thylefors, 2011). Skills and ability to influence the

    workplace are also important factors (Wreder, 2007). Knowledge, communication and good

    leadership is therefore the foundation for a viable psychosocial work environment.

    The survey is based on a deductive approach, in which participants initially putting a value of

    factors through a quantitative survey, for a few weeks later to discuss the factors of

    qualitative focus groups. The purpose of the survey was to obtain an anonymous individual

    estimation of the experience, while the purpose of the focus groups was to obtain deeper

    information about the experience and how employees perceive that the psychosocial work

    environment can be improved.

    The results were interpreted based on the theory and several factors had the potential to be

    improved. To conduct an adequate work environment, it is important to identify the factors

    and work with them in a way that the employees perceive current. Furthermore, it is

    important for the organisations to work with the psychosocial working from an organizational

    perspective, and not just primarily the individual perspective.

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  • 20.
    Ander, Bodil
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Hälsofrämjande arbete som mål och medel: En kvalitativ studie ur ett chefsperspektiv2020Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    There are different ways and reasons for working to create a health-promoting workplace in organizations. However, there are many positive benefits of working with health promotion both to benefit the individual’s and the organization’s development. Since there has been a high proportion of sick leave, it is now becoming relevant to see if that curve can be reversed by working with health promotion. The managers have an important role as a leader in influencing their employees in this work. The purpose of the study is therefore to investigate managers experience of how they work to create a health-promoting workplace. The theoretical frame of reference is based on previous research on health promotion and is based on action theory, managership and leadership. The empirical study is collected through interviews with seven managers, the interviews were semi-structured and conducted through video calls due to the Covid-19 pandemic. The result was then analyzed with the theoretical frame of reference using a thematic analysis. The study's conclusion is that the work with health promotion can be used both as a goal and as a means in the organization, and that the health promotion work and the goals of the business are worked in constant relationship with each other. It is what kind of challenges the managers experiences in the workplace, that controls how they work with health promotion.

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  • 21.
    Andersson, Emilie
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Hedback, Lisa
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    ” Brist på sjuksköterskor finns det egentligen inte, det är bara brist på attraktiva arbetsgivare”: En studie om att behålla sjuksköterskor i en offentlig sektor2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Background: This study is based on how seven nurses experience their work situation in relation to attractive work and what makes them motivated to stay in their workplace. For many years, the department has had a good reputation and there has been low staff turnover among the nurses. The last three to five years, the trend has begun to turn around and staff turnover has started to increase. This means that the knowledge-intensive department faces the challenge of succeeding in retaining its workforce in order to not risk losing the experience, knowledge and expertise the patients need in their care. This is a topical issue when the Swedish healthcare system is faced with challenges in retaining nurses. At the same time, savings in healthcare are increasing the cost of hired labor. The forecasts show that the population is increasing and living longer and at the same time large retirements are taking place. This creates an unsustainable situation where the experience that exists has to be preserved, which means that organizations need to work to become attractive employers in order to be able to maintain nurses.

    Purpose: To investigate which factors that nurses at a care ward in Dalarna experience important in order to stay in their workplace.

    Method: We have moved within the hermeneutic interpretation theory where the direction goes towards interpreting, studying and understanding. In order to investigate the background to individuals choosing to stay in a workplace, we chose a qualitative approach. Qualitative research is presented as contextual because the research is understood in its context in order to increase the understanding of the phenomenon under investigation.

    Result: What emerged from this study is that colleagues are an important motivating factor to stay in the workplace. Most of the nurses who participated in the study feel that everyone's efforts in the department are important. Good cooperation between colleagues contributes to security in the role and a feeling that experiences are valued. Although nurses appreciate working in teams, something that is significant in healthcare, it appears that they want to be recognized for their achievements on an individual level. They are specialists in their profession and feel that the skills development given at the workplace makes them want to stay. At the same time, they want better working conditions in the form of flexible working hours and wages that reflect their performance. They also want a management that is visible in the day-to-day operations and it is appreciated when the management implements improvement proposals that benefit the working conditions.

    Discussion: It`s not possible to ignore the challenges facing the department. The reflections from the nurses regarding the desire to remain in the workplace were affected by the current situation and the challenges they experienced in their working conditions, which also affects the factors that are considered attractive.

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  • 22.
    Andersson, Hanna
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Bengtsson, Cecilia
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    ”Att vara rättvis är inte samma sak som att behandla alla likadant”: en studie om Talent Management: En kvalitativ studie om Talent Management inom svenska verkstadsindustrier2020Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of the study was to form a greater understanding how Talent Management is implemented in Swedish engineering industries. Focusing on how the engineering industries define both the concepts of Talent Management and Talent. The result shows that the participating organizations have diverse definitions for both concepts, however, there are similarities found in all organizations definitions. Furthermore, the result states that organizations rarely work with Talent Management based on only one approach and practice, instead the working methods often extend over several approaches. To explain the differences for the definitions, an extensive application to previous research was applied. Several theories on the different perspectives on practices are used in the study. The study was conducted using qualitative research, which consisted of six semi-structured interviews with Talent Management-coworkers from Swedish engineering industries. The results from the interviews were compared with previous research and after analysis, several topics were presented in the discussion and conclusion. The research confirmed previous determined factors as well as additional ones. Organizations' management of employees with Talent Management, strongly depends on the organizations' own unique cultures and values, which essentially confirms previous research in the subject. Through this, the results of this study complement the previous research but now in Swedish context. Furthermore, the study can also be used as a basis for the practicing community within the Talent Management area to face current competitive advantages, challenges, and priorities for engineering industries.

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  • 23.
    Andersson, Ing-Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Gunnarsson, Kristina
    Uppsala universitet, Department of Occupational and Environmental Medicine .
    Hedlund, Ann
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Rosén, Gunnar
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Young people’s attitudes to attractive work, during and after upper secondary school2017In: Nordic Journal of Working Life Studies, E-ISSN 2245-0157, Vol. 7, no 1, p. 55-68Article in journal (Refereed)
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  • 24.
    Andersson, Ing-Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Gunnarsson, Kristina
    Arbets- och miljömedicin Institutionen för medicinska vetenskaper Uppsala Universitet.
    Hedlund, Ann
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Rosén, Gunnar
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Young peoples’ entrance to the workplace: Introduction to occupational health and safety2016Report (Other academic)
    Abstract [en]

    Negative outcomes of a poor work environment are more frequent among young workers. The aim of the current study was to study former pupils’ conditions concerning occupational health and safety by investigating the workplaces’, safety climate, the degree of implementation of SWEM and the their introduction programs.

    Four branches were included in the study: Industrial, Restaurant, Transport and Handicraft, specialising in wood. Semi-structured dialogues were undertaken with 15 employers at companies in which former pupils were employed. They also answered a questionnaire about SWEM. Former pupils and experienced employees were upon the same occasion asked to fill in a questionnaire about safety climate at the workplace.

    Workplace introduction programs varied and were strongly linked to company size. Most of the former pupils and experienced employees rated the safety climate at their company as high, or good. Employers in three of the branches rated the SWEM implemented at their workplaces to be effective.

    The Industry companies, which had the largest workplaces, gave the most systematic and workplace introduction for new employees. There are no results from this study explaining the fact that young workers have a higher risk for workplace accidents.

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  • 25.
    Andersson, Ing-Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Gunnarsson, Kristina
    Uppsala University.
    Rosén, Gunnar
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Role of headmasters, teachers and supervisors in knowledge transfer about occupational health and safety to pupils in vocational education2015In: SH@W Safety and Health at Work, ISSN 2093-7911, E-ISSN 2093-7997, Vol. 6, no 4, p. 317-323Article in journal (Refereed)
    Abstract [en]

    Background Young people are at an increased risk for illness in working life. The authorities stipulate certain goals for training in occupational health and safety (OHS) in vocational schools. A previous study concluded that pupils in vocational education had limited knowledge in the prevention of health risks at work. The aim of the current study, therefore, was to study how OHS training is organized in school and in workplace-based learning (WPL).

     

    Method The study design featured a qualitative approach, which included interviews with 12 headmasters, 20 teachers, and 20 supervisors at companies in which the pupils had their WPL. The study was conducted at 10 upper secondary schools, located in Central Sweden, that were graduating pupils in four vocational programs.

     

    Result The interviews with headmasters, teachers, and supervisors indicate a staggered picture of how pupils are prepared for safe work. The headmasters generally give teachers the responsibility for how goals should be reached. Teaching is very much based on risk factors that are present in the workshops and on teachers’ own experiences and knowledge. The teaching during WPL also lacks the systematic training in OHS as well as in the traditional classroom environment.

     

    Conclusion Teachers and supervisors did not plan the training in OHS in accordance with the provisions of systematic work environment management. Instead, the teachers based the training on their own experiences. Most of the supervisors did not get information from the schools as to what should be included when introducing OHS issues in WPL.

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  • 26.
    Andersson, Ing-Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Gunnarsson, Kristina
    Arbets och miljömedicin Uppsala universitet.
    Rosén, Gunnar
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Moström Åberg, Marie
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Knowledge and Experiences of Risks among Pupils in Vocational Education2014In: SH@W Safety and Health at Work, ISSN 2093-7911, E-ISSN 2093-7997, Vol. 5, no 3, p. 140-146Article in journal (Refereed)
  • 27.
    Andersson, Ing-Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Hedlund, Ann
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Branschråd inom Focus InnoWents profilområden: Turism/besöksnäring, Materialutveckling, Energi & Miljö, samt IT & Media2012Report (Other academic)
    Abstract [sv]

    Denna rapport har skrivits på uppdrag av Focus InnoWent och är baserad på samtal med representanter för profilområdena Turism/besöksnäring, Materialutveckling, Energi & Miljö samt IT & Media vid Högskolan Dalarna. Syftena är att kartlägga aktuella branschrådskontakter inom respektive profilområde och att fånga upp respektive profilområdes önskade behov av nya projekt med inriktning mot området Attraktivt Arbete. Andra nätverk och näringslivskontakter har också dokumenterats. Undersökningen har genomfört i form av samtal utgående från en samtalsmall. Följande områden har berörts – branschråd, andra nätverk, alumni och Attraktivt Arbete. Arbetet har sammanfattats i några rekommendationer inom samma områden.

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  • 28.
    Andersson, Ing-Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Rosén, Gunnar
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Gunnarsson, Kristina
    Uppsala University.
    What pupils in vocational schools learn about risk at work2015Conference paper (Other academic)
    Abstract [en]

    Negative health effects because of poor work environment is more common among young workers compared to older. One explanation might be that younger ones have a low awareness of risk, a lack of safety training, and inadequate introductions to the work. A study has been made focusing on the pupils in vocational schools knowledge and experiences about potential work environment risks in their future work. Questionnaires were distributed to 239 pupils in ten Swedish upper secondary schools’ graduating classes in four vocational programs focusing on basic knowledge about health risks at work as well as the work environment legislation. The programs were the Industrial Technology Program, the Restaurant Management and Food Program, the Transport Program, and the Handicraft Program (in which students specialize in wood). The results from the questionnaires were followed up with focus group discussions. The results showed that the pupils in general had limited knowledge that employers must, by law, conduct risk analyses and prevent risks. It was common that they mentioned themselves as the main responsible to work safe and was not clear about the employers’ duty to arrange for safe work. Pupils in all programs mentioned acute risk as the biggest risk at work. It was concluded that a systematic approach to pupils’ training in work environment is lacking. The results indicates a clear gap between what knowledge the pupils are offered and what’s intended by laws as well as state-of-the-art in occupational health risk research.

  • 29.
    Andersson, Malin
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Reine, Lisa
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    ”Ska jag jobba med en ny, gud vad jobbigt. Dom kan ju ingenting”: En undersökning om socialisationsprocesser för nyanställda2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Recruitment needs in Swedish health care are the basis of this study. The requirements are

    increasing according to SKL (2015) and the lack of staff leads to competition for labour

    among organisations. Better knowledge and understanding of human socialisation would help

    to solve the problem, with a focus in the workplace in order to facilitate the organisation's

    management to retain staff.

    Further research is needed regarding managerial support and colleague relationships, and the

    impact they have on the socialisation of new employees. The aim of this study is to examine

    how a company in the health care sector works with the socialisation of new employees by

    focusing on social relationships and managerial support.

    Research involving the socialisation of new employees highlights colleagues as a tool to gain

    access to important resources, for example: tacit knowledge. Managers need to be present and

    give feedback, organisational culture influences as part of the organisation's personality.

    The study consists of abductive and qualitative interviews, with focus on individual

    interpretation and experience of their socialisation within the company. Eleven interviews

    were conducted, with four managers and seven new employees participating in the study.

    The result of the interviews have been analysed using a theoretical framework. We have

    concluded that manager awareness of what the individual goes through, during their

    socialisation process, affects the managerial support given to the new employees. Colleagues

    are important resources and not just a tool for new employees, without also needing to take on

    a large responsibility for individuals introduced to the social environment in the workplace.

    However, the new employees also need to be open and active in order to receive support from

    their colleagues. For the staff to share the organisational culture, they need to be involved in

    the changes and common purposes, which permeate the entire operation. To achieve the

    successful assimilation of a new employee into such an environment requires a company to be

    fully aware of the social development structure within its own organisation. Working closely

    with the Human Resources' department, playing a large part in the success of the socialization

    process.

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  • 30.
    Andersson, Rickard
    et al.
    Dalarna University, School of Culture and Society.
    Johansson, Anette
    Dalarna University, School of Culture and Society.
    ”Man blir så himla effektiv men det där spontana i korridoren finns ju inte”: En kvalitativ studie om chefers upplevelse av att ofrivilligt behöva arbeta på distans2021Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In the spring of 2020, large parts of our society and the labor market in general changed. A new virus had been discovered in China which could be transmitted between humans. The virus was named SARS-coronavirus-2 and the official name is Covid-19. Based on the Swedish Public Health Agency's recommendations, employers urged their employees to work from home to the greatest extent possible. Conducting the daily work has in this way created new challenges for both the employer and employees. As limitations have been seen of working remotely from a managerial perspective, the purpose of this study will therefore be to investigate how managers experience working involuntary remotely, during the current pandemic, with a focus on the positive and negative effects of teleworking. The study is based on eight qualitative interviews with managers at Region Dalarna who have switched to working remotely in connection with the pandemic. The material collected from the interviews has been compared with the previous research based on established themes, which then resulted in a results analysis. The results show that working from distance is complex and that many different factors affect managers' experiences and that there are both positive and negative sides to this form of work. Efficiency is perceived to increase in teleworking at the same time as it brings with it the majority of negative effects such as an increased work pace, reduced social interaction and a lack of informal meeting arenas. The study can help to raise awareness of the positive and negative effects of telework which can be problematised and create discussion.

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  • 31.
    Andersson, Tina
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Berglöf, Sara
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Platschefen ur ett hållbarhetsperspektiv: En studie inom små- och medelstora byggföretag2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study was to increase understanding of the role of the site manager in small and medium-sized construction companies from a sustainability perspective. We have investigated which areas of responsibility and internal support a site manager can have, how the psychosocial work environment for the site manager is and what competences and experiences are requested from a site manager. Furthermore, we have investigated whether there is strategic competence supply of site managers.

    The results show that small and medium-sized construction companies in Dalarna find it difficult to recruit site managers and in the case of recruitment, they preferably seek candidates with experience of being a site manager. Furthermore, they protect their current corporate culture. The responsibilities for a site manager are many, however, internal support is available. Several of the construction companies find the psychosocial work environment difficult to handle. Additionally, each of the respondents identify that the greatest health risk for a site manager is currently stress.

    The method used was qualitative and the empirical material was collected through semi structured interviews. Five respondents participated in the study and all held corporate leading positions in their respective companies, with good knowledge of the role of the site manager. The empirical material was analyzed and discussed based on previous research and theories.

    The conclusion of this study is that the role of the site manager is not maintained from a sustainable perspective, as the demands on the already existing site managers increase whilst new abilities doesn’t get access to the role due to lack of experience.

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  • 32.
    Antonsson, Victoria
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Enberg, Terese
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Arbetsmiljö: Med fokus ur ett könsperspektiv2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    To achieve a good work environment, the employer and the employee jointly cooperate under the Work Environment Act. This study has been performed in an industrial company with a view to examining the working environment and occupational injuries differs between men and women. In order to achieve a credible and reliable result, three different methods were used, such as interviews, participant observation and information from the company's IA system. The result shows that there are equally large differences between women and men today as it did a few years ago. Something else that was discovered was that there are many unreported when it comes to reporting the safety conversations, incidents and accidents in the company's IA sys-tem. After analyzing the collected empirical material was concluded that women do not get injuries easily than men, but it depends on the culture, norms and values in the industry. The company is working in the right way in terms of safety, equipment, ergonomics and more, still short right up to the employees. Culture, norms and values affect both working conditions and working environment, and for the success of their work environment, the company must be able to turn this around.

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  • 33.
    Anåker, Sara
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Bergqvist, Thomas
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    När behövs HR?: En kvalitativ studie om när HR-funktionen kan behövas inom organisationer2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study has the purpose of examining if there is an answer to the question

    When is HR needed? The material in this study is based on five semi-structured interviews and two group interviews with people which are working with HR-related duties within small and medium-sized organizations in Dalarna county. The theoretical frame of reference in this study discusses the following areas: HR/HRM, strategic HRM, HR in small and medium-sized organizations, leadership, communication and Employer Brand. The reasoning behind choosing several different areas is that the main area of the study looks to be relatively unexplored, thus is the theoretical frame of reference shaped out of areas which are considered to have an impact on the question When is HR needed? The result of this study shows that there probably is no concrete answer to this question. What the results do show is that there are several areas which have an impact on the question and which are recurrent with all the interviewed organizations. These are: economics, communication, support from outside the company, stress on managers with a particular focus on labor law, and the organizations’ capacity to attract workforce. The result of the study has ultimately been compiled into a model which has the purpose of functioning as a form of checklist that organizations can use to help them appraise if they should consider establishing an HR-function.

  • 34.
    Aronsson, Linda
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Negativa förändringar på en arbetsplats: En studie i hur man hanterar införandet av en organisationsförändring som inte gillas av medarbetarna2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The background to the study is based on a demonstration by Union representatives, in Borlänge in 2013. They were demonstrating against changes in working hours in the social sector in Borlänge municipality. One of the affected groups were employees of dementia the accommodation Hessegården. The protesters were not satisfied with the decision because they considered that the working hours would be worse for them.

    The aim of the study was to find out how employees and their work is affected by such a decision and highlight the aspects which may hinder or help for this issue.

    Method: I chose to carry out the study through a case study and using a qualitative method and hence the use of interviews, semi-structured interviews from some of the employees at Hessegården. Data and theory gathered through literature and previous research.

    The results showed that the majority of people did not like the change in working hours and that they felt that their work has become a bit more difficult and stressful after the introduction of the change. It was also mixed views on how the information about the change to and how the boss handled the situation.

    Conclusion: the interviews and the study showed that employees were negatively affected by the introduction of the new working hours. Both at their workplace, in their work, and in his spare time in his everyday life. Family and friends were affected by it were working more shifts and the residents were affected by stress and insecurity in their everyday lives.

  • 35.
    Arping, Anna
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Reimer, Klara
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    “I det här yrket behöver man vara tolerant”: En triangulering om sjuksköterskors erfarenheter avsexuella trakasserier och organisatoriskt arbete.2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The interest in conducting the study was raised in the autumn of 2017 when the

    #metoo

    movement spread on social media and a large number of individuals witnessed their

    vulnerability to sexual harassment at their workplaces. The movement certifies sexual

    harassment in a number of industries, where our interest was raised to investigate the nurse's

    experiences of sexual harassment.

    Past studies that constitute the research front are focused on the individual and the individual

    consequences of sexual harassment. The knowledge gap that was identified was how

    organizations are affected by the occurrence of sexual harassment as well as how they can carry

    out preventive and remedial work on the issue. The purpose of the study is therefore to highlight

    the occurrence and the consequences of sexual harassment. One purpose is to explain how the

    organization works with issues related to sexual harassment. To answer the purpose of the study

    theories describing the definition of the concept of sexual harassment, individual- and

    organization effects, power, culture of silence, organizational culture and employer

    responsibility is all brought up.

    The data collection of the study is based on a triangulation using a quantitative web-based

    survey as well as qualitative semi-structured interviews. A demarcation has been made to

    female nurses employed in an organization in central Sweden.

    The results of the study shows that sexual harassment occurs at the workplace and that there is

    a culture of silence about the subject where the asked employees do not know where to turn to

    tell their experiences. Employees also show great unknowledge about the organization's policy,

    action plan and what support they are entitled to receive. The results of the collected data have

    been analyzed using the theoretical reference framework and concentrated on four main areas

    that are also discussed. The main areas are where to drawn boundaries, culture of silence,

    organizational culture and organizational work.

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  • 36.
    Augustsson, Maria
    et al.
    Dalarna University, School of Culture and Society.
    Bruks, Emma
    Dalarna University, School of Culture and Society.
    Employer branding ur ett genusperspektiv: Jämställdhet inom tillverkningsindustrin – attrahera och behålla kvinnliga ledare2021Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this bachelor’s thesis is to broaden the perspective of leader’s experience regarding employer branding from a gender perspective in male-dominated organisations. This bachelor’s thesis has examined an organisation in the manufacturing industry and has elements of a case study. The study is focused on how female and male leaders perceives their employer brand to attract and retain female leaders. Furthermore, the study has focused on how gender equality is perceived by leaders in a male-dominated organisation. The theoretical framework consists of theories, concepts and previous research in employer branding, employer femvertising, gender studies, gender equality, females in minority and leadership.In this bachelor’s thesis, a qualitative method was used where eight semi-structured interviews was conducted with female and male leaders at different levels and business areas. A complementary interview was also implemented with a human resource representant to create an overview of the organisational context. The results show that organisations dominated by men tend to promote men. Furthermore, the results indicate that in the studied organisation are few efforts to attract and retain specifically female leaders. The results also show how organisational culture in a male-dominated organisation can contribute negatively to the work environment for female leaders. This bachelor’s thesis can be viewed as complementary to earlier research oriented around employer branding and gender differences, which few earlier studies have combined. This study could furthermore contribute to practitioner society as inspiration and basis for male-dominated organisations who aspire towards a more equal workplace.

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  • 37.
    Ax, Rebecka
    et al.
    Dalarna University, School of Culture and Society.
    Grek, Stina
    Dalarna University, School of Culture and Society.
    Gemenskapens betydelse för att stärka känslan av sammanhang på arbetet: En kvalitativ studie om upplevelsen av känslan av sammanhang på ett detaljhandelsföretag2023Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    To promote health and well-being at workplaces, a perspective on work environment management has shifted from mainly focusing on what makes people sick, to another perspective, what makes them healthy and causes well-being. Health-promoting work environment management has thus begun to emerge, which means developing, enabling and preserving what works well in the workplace. Aaron Antonovsky (2005), founded a theory: Sense of coherence (SOC), which can be used in health-promoting work environment management as it can provide an understanding of which factors that can promote health. The SOC theory's components are comprehensibility, manageability, and meaningfulness and by strengthening the components, health can be promoted. The purpose of this study is to create an understanding of which factors that can strengthen the sense of coherence at work and also describe how the sense of coherence is experienced by the employees at a retail company. Through an abductive thematic analysis of eight semi-structured interviews, the prerequisites the employer gives the employees to strengthen SOC are studied. Furthermore, the experience on how the SOC is from the perspective of an employee are studied. The theoretical framework of the study is based on Antonovsky's theory sense of coherence and the three components. Based on the interviews, it turned out that there is an open and familiar atmosphere within the company. It also turned out that the employees support each other and are committed to their work. The results indicate that the company has several values, one of which is togetherness,which permeates most of the company. All employees adhere to the value togetherness, which characterizes their way of being and acting. Through the value togetherness, a fellowship is created within the retail company, which is important for strengthening the sense of coherence.

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  • 38.
    Axelsson, Frida
    et al.
    Dalarna University, School of Culture and Society.
    Fix Olsson, Jennifer
    Dalarna University, School of Culture and Society.
    HR-transformation: Det värdeskapande HR-arbetet?: En HR-transformation ur två perspektiv2023Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Human Resources ' work has been characterized by constant changes and placed demands on organizations' adaptation to development, which has mainly been done through developed models. The concept of HR-transformation and the shared service model have had a major impact in Sweden, where the focus has been on centralizing and streamlining HR work. By changing the focus from the administrative work and freeing up time to work more strategic and value-creating. The interest in studying a completed HR-transformation was aroused by our employment in a public organization that we knew had recently undergone are organization of the HR function like an HR-transformation. This study aims to investigate HR employees' and managers' experiences of the changes that a reorganization like an HR-transformation has brought. The study is based on a qualitative research method with an empirical approach where the focus is on the respondents' own experiences of the investigated phenomenon. The empirical material is collected from 10 semi-structured interviews with both HR employees and managers. In the results from the public organization we studied, two prominent consequence of their implemented HR-transformation were identified, the operational support and relationships.The business-related support that managers requested was primarily a business understanding from HR employees. The managers wanted HR employees to understand the specific context the manager is in, as within a public organization there are different types of business that require adjustments in HR employees' support and approach. Furthermore, the results of the study showed that both HR employees and managers felt that relationships were affected by the HR-transformation. The centralized and digitized meeting has made dialogue and collaboration more difficult, which has challenged the relationship between HR employees and managers. In summary, this study shows similar too previous research that organizations should involve both HR employees and managers in the implementation of an HR-transformation and that the model is adapted to the organizational context to succeed with the consensus on HR work in an organization.

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  • 39.
    Axenstedt, Simon
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Fredriksson, Karin
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Chefers upplevelse av framgång i sitt ledarskap: - Vad chefer på en statlig myndighet upplever som faktorer för att utöva ett framgångsrikt ledarskap.2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The field of leadership is a previously well-explored area, but relatively little research in the subject has concerned Swedish organizations and even less government institutions and authorities.

    In the following study, what managers at a government authority are perceived as factors to exercise successful leadership in their organization are investigated. The study is based on empirical evidence from qualitative interviews with five managers at the State Administration of Transport, Trafikverket. Through this study, a new interview method has also been developed, interactive themed interview. Where the respondent is a part in creating and designing the interview guide.

    In the results of this study, it is found that the investigated managers themselves felt that successful leadership in their organization is based on four factors. These are referred to as relationships, decision making, development and

    authenticity.

    The conclusions that this study can contribute beyond what factors the managers themselves consider generating a successful leadership are also how the managers act to exert what they experience successful leadership, but also what roles a successful leadership includes. That the role of the manager, the role of leader and the role as himself, affects the aforementioned factors, relationships, decision and development, and that the interaction between these roles and factors in various ways affects the managers' degree of perceived success in their leadership. The study also shows that Trafikverket's new leadership philosophy is in line with what managers perceive as contributing factors for the pursuit of successful leadership. And that this new philosophy can help managers to exert more what they themselves experience as a successful leadership.

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  • 40.
    Backström, Tomas
    et al.
    School for Innovation, Design and Technology, Mälardalen University, Sweden.
    Moström Åberg, Marie
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Köping Olsson, Bengt
    School for Innovation, Design and Technology, Mälardalen University, Sweden.
    Wilhelmson, Lena
    Department of Education, Stockholm University, Sweden.
    Åteg, Mattias
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Manager's task to support integrated autonomy at the workplace: Results from an intervention2013In: International Journal of Business and Management, ISSN 1833-3850, E-ISSN 1833-8119, Vol. 8, no 22, p. 20-31Article in journal (Refereed)
    Abstract [en]

    A new managerial task arises in today’s working life: to provide conditions for and influence interaction between actors and thus to enable the emergence of organizing structure in tune with a changing environment. We call this the enabling managerial task. The goal of this paper is to study whether training first line managers in the enabling managerial task could lead to changes in the work for the subordinates. This paper presents results from questionnaires answered by the subordinates of the managers before and after the training. The training was organized as a learning network and consisted of eight workshops carried out over a period of one year (September 2009–June 2010), where the managers met with each other and the researchers once a month. Each workshop consisted of three parts, during three and a half hours. The first hour was devoted to joint reflection on a task that had been undertaken since the last workshop; some results were presented from the employee pre-assessments, followed by relevant theory and illuminating practices, finally the managers created new tasks for themselves to undertake during the following month. The subordinates’ answers show positive change in all of the seventeen scales used to assess it. The improvements are significant in scales measuring the relationship between the manager and the employees, as well as in those measuring interaction between employees. It is concluded that the result was a success for all managers that had the possibility of using the training in their management work.

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  • 41.
    Bejerot, Eva
    et al.
    Örebro universitet.
    Forsberg Kankkunen, Tina
    Stockholms universitet.
    Hasselbladh, Hans
    Örebro universitet.
    Två decennier av new public management: Arbetsmiljön i skola och sjukvård2015In: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, E-ISSN 2002-343X, Vol. 21, no 3, p. 23-41Article in journal (Refereed)
    Abstract [sv]

    Reformer och styrformer i linje med new public management har utmanat den professionella regimen i många sektorer under de senaste två decennierna. Även om området är väl beforskat saknas studier som undersöker effekterna av detta över tid. Genom att analysera enkäter som har besvarats av läkare, lärare och skolledare 1992 och på 2010-talet genereras kunskap om hur arbetsmiljön förändrats för dessa grupper från det att välfärdssektorn började transformeras fram till idag.

  • 42.
    Bejerot, Eva
    et al.
    Örebro universitet, Handelshögskolan vid Örebro Universitet.
    Gustavsson, Maria
    Linköping University, Linköping, Sweden.
    Hasselbladh, Hans
    Örebro universitet, Handelshögskolan vid Örebro Universitet.
    Forsberg Kankkunen, Tina
    Stockholm University, Stockholm, Sweden.
    Ekberg, Kerstin
    Linköping University, Linköping, Sweden.
    Occupational Control on Drift: National and Local Intervention in Clinical Work at Emergency Departments2017In: Professions & Professionalism, ISSN 1893-1049, E-ISSN 1893-1049, Vol. 7, no 2, p. 1-15, article id e1765Article in journal (Refereed)
    Abstract [en]

    In Swedish emergency departments, various initiatives have been introduced in order to reduce long waiting times for patients: lean methods, targets for waiting times related to revenues, interprofessional teams, and different forms of triage systems. This study focuses on the physicians’ views on dilemmas related to these interventions. The study is based on the interviews with 14 physicians in four emergency departments. The interviews have been analysed thematically and presented in the form of brief narratives. The study follows changes from clinical practice to the national policy level. The changes appear to be ineffective or counterproductive—waiting times are rather getting longer, but the measures have a number of other effects. Decisions are taken at a central level and are carried out by means of rules, incentives, and projects and end in the medical profession being displaced from the central position they have held in the working processes of health care.

  • 43.
    Bejerot, Eva
    et al.
    Handelshögskolan vid Örebro Universitet.
    Hasselbladh, Hans
    Handelshögskolan vid Örebro Universitet.
    Forsberg, Tina
    Sociologiska institutionen, Stockholms universitet.
    Parding, Karolina
    Luleå tekniska universitet.
    Sehlstedt, Therese
    Luleå tekniska universitet.
    Westerlund, Joakim
    Psykologiska institutionen, Stockholms universitet.
    Förberedd för läraryrket? Lärare under 40 år av reformer2018In: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, E-ISSN 2002-343X, Vol. 24, no 1-2, p. 7-26Article in journal (Refereed)
    Abstract [sv]

    Studien belyser hur gymnasielärare retrospektivt uppfattar att de förberetts för sitt yrke under lärarutbildningen. Enkätsvar från 1554 gymnasielärare kategoriserades efter den tidsperiod då de examinerades. Frågan om hur väl förberedda de nyexaminerade lärarna var för sitt yrke kopplas till de nationella reformer som styrde lärarutbildningen under den period som läraren studerade. Medan utbildningen i praktisk yrkeskunskap uppfattas ha försämrats över tid, har andra områden förbättrats. Lärosäte hade inte något samband med respondenternas svarsmönster. Slutsatsen är att utbildningsreformerna har samband med förändringar i utbildningens måluppfyllelse, att förbereda lärarstudenter för sitt yrke, samt att utbildningens anpassning till yrkets krav försämrats över tid.

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  • 44.
    Bejerot, Eva
    et al.
    Handelshögskolan vid Örebro Universitet.
    Lampi, Laura
    Centret för utbildningsevaluering, Helsingfors universitet.
    Forsberg, Tina
    Sociologiska institutionen, Stockholms universitet.
    Ahtiainen, Raisa
    Centret för utbildningevaluering, Helsingfors universitet.
    Björk, Lisa
    Institutet för stressmedicin, Västra Götalandsregionen & Institutionen för sociologi och arbetsvetenskap, Göteborgs universitet.
    Hotulainen, Risto
    Centret för utbildningevaluering, Helsingfors universitet.
    Parding, Karolina
    Avdelningen för arbetsvetenskap, Luleå tekniska universitet.
    Sehlstedt, Therese
    Avdelningen för arbetsvetenskap, Luleå tekniska universitet.
    Wastensson, Gunilla
    Arbets- och miljömedicin, Göteborgs universitet.
    Nyexaminerade om lärarutbildningen i Sverige och i Finland2018In: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, E-ISSN 2002-343X, Vol. 24, no 3-4, p. 66-84Article in journal (Refereed)
    Abstract [sv]

    En professionsutbildning utmärks av en spänning mellan teoretisk kunskap och praktisk yrkeskunskap. Vi vet dock inte mycket om hur en professionsutbildning bäst utformas för att förbereda studenter inför yrket. Utifrån tre enkäter, två i Sverige och en i Finland, analyseras nyexaminerade lärares uppfattning om hur förberedda de var för sitt arbete efter lärarutbildningen. Området metodik och praktik hade tydligast samband med känslan av att vara väl förberedd. I flera områden var de finska respondenterna mer kritiska än de svenska. De många positiva omdömena om den finska lärarutbildningen gjorde att vi förväntat oss ett mer positivt resultat i den finska studien.

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  • 45.
    Belius, Elvira
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Baeg, Sharmin
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Employer Branding i säkerhetsbranschen: En studie om Securitas arbete med att attrahera och behålla personal2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In today's society, the attractiveness of an organization is an important factor. It is important to attract new employees and to retain existing employees. Various factors affect the attractiveness and, in order to achieve attractiveness, the organization can work with different employer branding processes. The aim with this study is to examine what can constitutes Securitas as an attractive employe, with suggestions for improvement and development to attract and retain employees. The theoretical point covers theories with Employer Branding.

    The study is based on a quantitative method where a survey was created to gather empirical data about employees´view and opinions about the organization as an attractive employer. A meeting was held with Securitas executives and HR partners before the survey was designed to know how the organization works to attract and retain employees. The selection of respondents is limited to guardians who works in a region in the middle of Sweden. Diagram have been used to compiled the empiricism and theories have been used to analyze the empiricism. The conclusions are that factors such as relationships, education, information, benefits and work equipment are attractive. All of these factors need to be improved and if it doesn't happened can it be difficult to attract and retain employees. Improvement proposals have been compiled in a dot shape and is based on what have been said in the analysis and discussion.

  • 46.
    Bength, Lisa
    et al.
    Dalarna University, School of Culture and Society.
    Rajalahti, Viktoria
    Dalarna University, School of Culture and Society.
    ”Det ska passa dem, så nog är de bortskämda allt.”: En kvalitativ studie om employer brand och generation wh(Y) i geografiska kontexter.2021Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study was to investigate whether the established employer branding strategyin a large company is successful in attracting and retaining generation Y independent oflocations in Sweden. The study was conducted in a Swedish company with approximately16,000 employees in 50 countries, of which 7,000 are employed in Sweden and locatedthroughout the country. A further intention of this study was to contribute with knowledge aboutthe importance of managers' awareness of the concept of employer brand and understanding ofhow awareness affects the implementation of the strategy. Based on the purpose of the study, aqualitative method was chosen where the collection of empirical data was done with semistructuredinterviews. For the results of the study, an HR person with insight into andknowledge about the companies employer brand, was interviewed. Also, eight managers wereinterviewed whom all of them have the ability to influence the recruitment process where theywork. The results show that in general there’s not much difference between rural areas and largecities concerning what generation Y considers to be an attractive employer. But what differscan be assumed to be sufficient enough to adapt the employer branding strategy depending onthe geographic context and target group. However, if managers are not aware of what the termemployer brand means the result shows that the companies employer branding strategy will notbe well implemented. This can lead to that it becomes difficult to compete for employees andtherefore the company will lose competitive advantages in the long run. It also becomes clearthat the work with the employer branding strategy should be a continuous process in the dailywork where HR has an important part in supporting the managers.

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  • 47.
    Bengtsson, Viktoria
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Enander, Linn
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    En studie om introduktionens påverkan på chefensförutsättning att lyckas i sitt chefskap: En kvalitativ studie om introduktionens koppling tillchefens påverkan på medarbetarskapet2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The work-introduction is of great importance for both the new employee as well as the

    organization. A well planned introduction can affect the employees work performance and

    also affect how long the employee stays within the organisation. For this reason, it is

    interesting to study the work-introduction process as well as the organisational socialisation.

    The purpose of this study is to investigate how the introduction affects the manager's ability to

    succeed in his/her leadership. The study will also provide potential tools to improve the

    manager introduction, as well as highlight the importance of a well-founded introduction. The

    study has been conducted at Falu Municipality who are also the constituent for this study.

    The focus of this study is on the personnel-related issues in the introduction of new managers.

    Seven qualitative interviews have been conducted, of which three interviews was with

    employees and four with managers. The results found indicated that the respondents feel that

    the introduction has good building blocks but that it is rarely implemented due to lack of time.

    This study also reveals the lack of socialization and relationship-creating tools as part of the

    introduction process. In addition to this, the results indicated that a well-structured and

    processed introduction has a positive influence on the leadership.

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  • 48.
    Bennström, Lina
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Eklund, Mia
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    "… det handlar om att lyssna och ta till sig för att få sin personliga utveckling". : En kvalitativ studie om chefers ledarskap, stöd och utveckling2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study is to describe and analyse the importance of managers’ personal development to conduct an effective leadership. The result of the study and the analysis shows that managers’ personal development is significant for how leaders prioritise and manage human relationships, which includes the ability for two-way communication, active listening and being present in the day-to-day working environment. The result indicates that both organisations taking part in the study strive for a relation-oriented leadership. Effective leadership is achieved when the leader has a personal maturity and an understanding of how their behaviour affects others. A leader needs to show humility and be responsive in order to promote cooperation within the organisation and personal development can contribute to such an environment. The study also shows that support in your work, by colleagues and Human Resources (HR), is of great importance to achieve personal development objectives enabling an effective leadership to be conducted.

    The study was carried out with a qualitative research method, using semi-structured interviews with eight respondents in various management positions including two HR managers. Their subjective experiences have shaped the result of the study. The reference framework contains previous research on management and leadership, Human Resource Management (HRM), leadership development, the importance of human capital for organisations, the role of HR as well as the conditions for implementing the concept of soft HRM.

    The conclusions from the study are that it is possible to achieve effective leadership if the management team and HR in an organisation appreciates the value of leaders having appropriate personal characteristics and supporting the further development of these. A prerequisite, however, is that managers at all levels are seeing the value of development and have a desire to develop.

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  • 49.
    Berg, Jessica
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Johansen, Sara
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    "Vad som behövs? Det är sällan glasklart!": En studie kring en organisations tillväxt och växtvärksproblematik2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In an organization located in the countryside of Dalarna an increasing dissatisfaction is revealed in a staff survey among the employees, where serval problems can be linked to the rapid expansion that the organisation is currently undergoing. Even a positive organizational change such as growth can contribute to negative effects and problems for the employees. This study intended to examine what challenges and possibilities the employees are experiencing in this organization that is growing rapidly, linked to the growth. Empirical data has been sampled by conducting eight in-depth interviews with managers, co-workers and HR managers as respondents.

    Based on the respondents’ view of the situation four major problem areas have been identified: lack of common procedures, ambiguous roles, insufficient information and communication and lack of proactive efforts to ensure employee competence. The empirical data indicate that the organization is suffering from a gap when it comes to the development of human resources, labor system and leadership. The number of employees are increasing at a higher rate than the infrastructural processes, which can be seen as an organizational growing pain. Based on the results, suggestions regarding which activities the HR function should focus on are given.

    In order to address the development gap and prevent further growth pain symptoms the HR function should focus on proactive measures. A key factor shown in the developed model of the study, is that the leaders are of great importance for how the organization and its employees are able to handle a situation of growing pain. Therefore, HR needs to have a clear picture of what support the business leaders need in order to be able to create a high value for the organization, managers and employees. Consistent with previous research this study shows that the specifics of each organization and the context it operates in determines which activities that are most important and effective in order to achieve a successful result. General suggestions for HR activities are therefore not given.

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  • 50.
    Berggren, Emilia
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Nilsson, Emma
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    ”…vad är det som ger den goda relationen? Är det kommunikationen? Var börjar det? Vad är hönan och ägget?”: En kvalitativ studie om den interna kommunikationen mellan HR-funktionen och linjecheferna i en multinationell koncern2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The study has taken its starting point in discussions with a contact person in a multinational corporate group. The contact person described a desire to examine which communication channels that would be the most appropriate to use in the communication with line managers regarding HR-practices. The purpose of the study was to, in an multinational corporate group, examine, describe and analyse the relationship and communication between the HR-function and line managers as well as identify which opportunities and obstacles that exist for these areas. The theoretical starting points consisted of theories regarding relationships, communication and organisation.

    The study is based on a qualitative approach and the empirical material is collected through seven semi-structured interviews as well as one written response based on the interview guide. The material has been analysed by thematic analysis. The results show that the relationship and communication between HR Business Partners (HRBP) and managers in the examined organisation are perceived as quite good. The interviews also show that the managers are happy with the support they get from their HRBP overall and that they rather get support and information through email unless it is issues that need to be discussed. Furthermore the study shows that the physical distance can affect the relationship and communication in a negative way because it reduces the number of informal and spontaneous meetings that can encourage the relationship. There is no strategy for the internal communication in the corporate group today, something that we think should exist.

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