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  • 51.
    Eresjö, Cassandra
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Hallgren, Frida
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    En god arbetsmiljö genom ett effektivt systematiskt arbetsmiljöarbete2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study is to describe how a systematic work environmental management can be conducted effectively to contribute to a good work environment. Prior research enhances the importance of leadership and the necessity of involving the co-workers in the work environmental management. Research also shows that the hard and technical parts are often prioritized before the psychosocial part. The empirical material was gathered through a mixed method consisting of interviews of a focus group and a survey on a corporation in Sweden.

    The result shows that respondents raise several different parts as important in order to conduct effective systematic work environmental management. The study gave the conclusions that systematic work environmental management can be conducted effectively if there is a thought-through plan and commitment where all parts of the work environment are covered and taken with importance. It has been shown that the psychosocial work environment is more difficult to treat than the physical environment. Leadership is a part that has shown to be of importance on how the work environmental management will succeed and that the economic aspect is regarded as important for an effective systematic work environmental management.

  • 52.
    Eriksson, Johan
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Thorén, Johanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Personalomsättning i kunskapsorganisationer: Anställda som utövar självledarskap och hur de kan påverka sitt arbetes motivationspotential2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Background:

    At present, one out of four Swedes aged 25 to 64 have a higher education. Educated employees are one of the characteristics of a knowledge-based organization. Knowledge-based organization are dependent of these employees because these organizations use knowledge as their biggest competitiveness. High turnover is therefore a bigger problem for knowledge-based organization, due to the valuable knowledge disappearing from the organization. Employees in knowledge-based organization often work independently due to their cutting-edge expertise in their competence. In the employees’ work, there are some characteristics that must be fulfilled, to make employees satisfied with their work and not quit. These characteristics are described in a part of Hackman and Oldhams Job Characteristics Model called Motivating Potential Score.

    Purpose:

    The purpose of this study has been to identify self-leadership among employees at a Swedish knowledge-based organization and discuss how the employees might influence their work’s Motivating Potential Score (MPS). We also want to discuss what the employees possible influence on MPS means for the results; high job satisfaction and low turnover in JCM, as well as what this can mean for the knowledge-based organization.

    Frame of reference:

    This study draws from theories which describe self-leadership, knowledge organizations, job satisfaction and turnover using the Job Characteristics Model by Hackman and Oldham.

    Method:

    The study adopts a qualitative methodological approach. Our empirical material has been collected using qualitative interviews.

    Discussion:

    Employees might have an influence on the characteristics in their work’s motivational potential score which is a part of the Job Characteristics Model. The fulfillment of the characteristics in MPS is a precondition for achieving results such as a high level of job satisfaction and a low turnover within JCM, which then could mean that our respondents can influence one of the components necessary for achieving results.

  • 53.
    Eriksson, Karin
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Törnkvist, Kristina
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Hur kan rehabiliteringsarbete förbättras?: En studie av en kommuns rehabiliteringsarbete i syfte att kartlägga interna förbättringsmöjligheter.2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The master thesis is based on a municipality whose sickness absence statistics are among the highest in the country. We have had the opportunity to investigate whether the municipality's managers work according to established policy in rehabilitation cases, as well as the attitude towards this and what they consider missing. We have also studied which factors have a positive impact on the rehabilitation process.

    The theory is based on factors that, according to research, have shown a positive impact on long-term sick leave, such as job adaptation, early return in work and social contact between employers and employee on sick leave. The method has primarily been based on a quantitative approach, we used surveys to collect material. At the same time there are qualitative features when the material is analysed both qualitative and quantitative.

    The results show that managers largely know and work according to the municipality´s policy. The managers also show a positive attitude to offer employees changes that mean a faster return to work, but also realize that there may be limitations in both the work´s nature and the municipality's resources. The conclusion shows that the municipality has several possibilities for change in order to improve their rehabilitation efforts to improve the opportunities for employees to return to work faster. One suggestion is to train their managers in presented factors that have a positive impact on rehabilitation.

  • 54.
    Eriksson, Viktoria
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Den offentliga sektorns komplexa adaptiva system: En kvalitativ studie om medarbetarpolicys i praktiken2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The significance of how Human Resources, HR, and management can cooperatively effect the behavioural pattern of co-workers and the social structure within organizations originated this study. With the perspective of complex adaptive systems as the starting point, the purpose has been to establish the requirements for co-workers to implement the organizations’ vison and policies in practice. In cooperation with the contacts of the studied municipality, I made an in-depth study within a public organization to explain the bureaucracy's effect on the behaviour pattern of the co-workers and how they together create a social strucutre reflecting the organization's vision.

    The purpose with the study is to examine how the complex adaptive systems functions within a bureaucratic organization and its effect on co-workers’ possibilities to implement the vision and policy of the organization. The study was made within a social welfare service in a municipality in Middle Sweden, using a qualitative method and semi structured interviews six respondents have participated, all with different positions in the organization contributing to several perspective of the same phenomena.

    The results of the study points to the public sector’s bureaucratic organization structure conduces’ of the creating different adaptive systems within the organization where co-workers’ behaviour pattern create a social structure which leads to failure of implementing the vision and policy. The study also presents that the adaptive systems within the organization does not affect each other as they do not interact with each other in the organization. The basis of how co-workers’ behaviour pattern establishes within the organization is the demands from the surrounding world, high workload, and of the lack of stability in the organizational and social working environment and not as the previous research have showed; that high ruling would underlie to behavioural pattern within the public sector.

    In conclusion, for co-workers to implement the vision and policy of the organization it requires for HR, management and co-workers all are in the same adaptive systems. To make that possible HR needs to form strategies on how all within the organization will interact with each other in daily work. Management and co-workers also needs great possibilities to communicate with each other regularly to an increasing extent. Concrete proceedings for how this should be done most suitably is presented in the discussion.

  • 55.
    Erkers, Anna
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Karlsson, Anna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    ’’Samverkan är inte ett vi och ett dom, utan ett vi’’ En studie på kollektivt lärande i arbetsmiljöarbetet efter en gemensam utbildningsinsats2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study is based on a systematic work environment education called Suntarbetsliv, which is a joint education for managers and safety representatives. The starting point for our study is that there is a need for more understanding of an educational initiative and its possibilities. The purpose of this study is to investigate how a manager and safety representative in a public organization works after a common work environment education and on education generated in collective learning.

    In the theory's theory we present the following key points: work environment, education and collective learning.

    The method in the study is based on a qualitative method. We have conducted semistructured interviews with three managers and three security representatives in a municipal in Dalarna, Sweden.

    As a result, a common base for managers and security representatives creates the prerequisite for collective learning on the organization's activities.

    The conclusions taken are based on the results analysis and are that the willingness to learn starts within ourselves, and therefore, organizational goals must be clear and concrete so that

  • 56.
    Essborg, Eva
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Hedback, Frida
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    "Det handlar om att nå ett resultat": En fallstudie om partsrelationer och förhandling under en omstruktureringsprocess2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this paper is to examine the relationships between the parties during a restructuring process. The aim is also to examine the closure process and where laws and agreements entering into it.

    The essay frame of reference addresses the closure processes of Rydell (2015) and Wigblad & Österberg (2009), the Swedish model of laws and agreements Elvander (1995) Iseskog (2014) trust and negotiation Fischer et al. (1992) and Walter & McKersie (1991). With the help of these concepts and models are analysed and interpreted the relationships in a closure process of a production line at SSAB in Borlänge, where 210 employees where given notices in the beginning of 2015. Of them 170 where blue-collar workers.

    The closure process could then be carried out, with the help of a flexicurity agreement (ToF), result of study without any staff lost their jobs.

    The study is based on qualitative research with semi-structured expert interviews with a total of five respondents from SSAB and If Metall. These respondents were key players during the closure process and the negotiation process.

    The interviews have been analysed and thematizing on the basis of the frame of reference. The results of the study show that good relations between the parties provides easier negotiation with good results. Collusion between the parties based on a time growing mutual confidence. That confidence is important for that cooperation to be a reality.

  • 57.
    Flink, Filip
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Berggren, Vilhelm
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Attrahera och behålla personal i en säsongsbetonad bransch: Employer brand i ett resebolag2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of the study has been to investigate what factors are crucial for attracting and retaining individuals at a travel company. To respond to our purpose, we have used three questions: Why do individuals apply to the company? What causes the individuals to stay? What can the company do to attract and make staff stay longer? To answer the questions and achieve the purpose, we have used a hermeneutic approach where we combine a survey with a qualitative interview. The survey analyzes the factors that employees perceived as most significant when they applied for the company. The interview with the company's HR-employee was used to obtain background information about the company's work with employer brand.

    Data shows that the number of applications has decreased significantly under the last three years. Retaining staff for a longer period has proved to be a major challenge and there are several factors that are contributing to employee turnover. One reason is that staff start comparing salary and working hours with companies in their home countries. The result shows that individuals are attracted to the symbolic attributes which the company advertises such as seeing the world and meeting new people. The result gives indications that the company must become even clearer and talk more about what’s included in the contract. That way, the staff might feel satisfied with their employment.

  • 58.
    Fredriksson, Maja
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Sundström, Gustav
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Flexibelt lärande: En kvalitativ studie om flexibelt lärande i arbetslivet2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study is based on an assignment from Trafikverket with the intention of improving the competence development within the organization. Basic education for operational services builds currently based on traditional theories of learning. The starting point for our study is that more research is required on how organizations can work to integrate flexible learning in skills development.

    The aim of this study is to describe how a government agency can work to integrate flexible learning in basic education for operational service. The theoretical part presents theories about flexible learning, learning environments, skills development, various education methods such as e-learning and flipped classroom, effects of education, how adults learn and theories about learning styles. The method is based on a qualitative method in the form of a case study. Semi-structured interviews have been conducted with six respondents from the Traffic Management Center in Gävle, including four trainers and two instructors. The result indicates that respondents generally are satisfied with the basic education for operational service, but the design lacks scope for flexible learning. We have identified factors that were considered to promote learning, such as the importance of the group and the internship. The conclusions taken based on analysis of the result are that Trafikverket should review some areas in the development of basic education for operational service and in the implementation of flexible learning. Trafikverket should create conditions for the tacit knowledge to be communicated in virtual learning environments, they should identify strengths and weaknesses with today's IT-based forms of education and consider the results of further development of basic education. Furthermore, Trafikverket should increase the use of simulators as part of achieving flexible learning and finally they should take advantage of the factors that employees appreciate in the education and implement them in IT-based education to achieve effective e-learning.

  • 59.
    Grönoset, Petra
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Hampgård, Emma
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    ”Hör jag inget så förväntar jag mig att allt är som det ska”: en studie om distansledarskapets utmaningar gällande att säkerställa den psykosociala arbetsmiljön: En kvalitativ studie hos Trafikverket2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study was to deepen the understanding of the challenges of distance leadership in preventing and managing psychosocial illness at the Swedish Transport Administration. In order to achieve the purpose, a qualitative choice of method with semistructured interviews has been used as a data collection method where interviews have been conducted with both managers and employees. The study contributes to highlighting important factors that can be crucial for managers in order to detect and manage psychosocial illness. The result shows that relationships, communication and a high frequency of interaction are crucial for the manager's preventive work regarding the psychosocial work environment. The result also shows that physical presence is not necessary for whether the manager is perceived as present, instead, it becomes important that the managers are psychosocially present in their interactions.

  • 60.
    Gummesson, Karl
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Effective measures to decrease air contaminants through risk and control visualization: a study of the effective use of QR codes to facilitate safety training2016In: Safety Science, ISSN 0925-7535, E-ISSN 1879-1042, Vol. 82, p. 120-128Article in journal (Refereed)
    Abstract [en]

    Woodworking industries still consists of wood dust problems. Young workers are especially vulnerable to safety risks. To reduce risks, it is important to change attitudes and increase knowledge about safety. Safety training have shown to establish positive attitudes towards safety among employees. The aim of current study is to analyze the effect of QR codes that link to Picture Mix EXposure (PIMEX) videos by analyzing attitudes to this safety training method and safety in student responses. Safety training videos were used in upper secondary school handicraft programs to demonstrate wood dust risks and methods to decrease exposure to wood dust. A preliminary study was conducted to investigate improvement of safety training in two schools in preparation for the main study that investigated a safety training method in three schools. In the preliminary study the PIMEX method was first used in which students were filmed while wood dust exposure was measured and subsequently displayed on a computer screen in real time. Before and after the filming, teachers, students, and researchers together analyzed wood dust risks and effective measures to reduce exposure to them. For the main study, QR codes linked to PIMEX videos were attached at wood processing machines. Subsequent interviews showed that this safety training method enables students in an early stage of their life to learn about risks and safety measures to control wood dust exposure. The new combination of methods can create awareness, change attitudes and motivation among students to work more frequently to reduce wood dust. 

  • 61.
    Gummesson, Karl
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Andersson, Ing-Marie
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Rosén, Gunnar
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Short-term variation in occupational exposure to air contaminants2015In: Journal of Occupational and Environmental Hygiene, ISSN 1545-9624, E-ISSN 1545-9632, Vol. 12, no 5, p. 294-301Article in journal (Refereed)
    Abstract [en]

    Many industrial workers are exposed to air contaminants. A significant proportion of this exposure is found to occur as short peaks, a fact that has received limited attention in the literature. The present study focuses on short-term variation in air contaminant exposure measured at the level of seconds, linking exposure peaks to typical work situations in selected Swedish industries. The video exposure monitoring method was used to characterize this variation. Ten different videos were analyzed, from recordings varying in length between 15 and 34 minutes. Cumulative exposure for sampling intervals ranked from high to low, relative to the total exposure was calculated as a function of time. Measures of exposure variation included geometric standard deviation and maximum exposure divided by arithmetic mean. The results show that the characteristics of the variation differ between industrial situations. Samples from the stone, wood, and pharmaceutical industries generated the highest variation, implying that exposure peaks of short duration explain a large proportion of the total exposure. It can be concluded that video monitoring of exposure, combined with calculation of exposure variation as percentage of time accounting for given percentages of exposure, can help to reduce exposure to air contaminants in industrial situations by introducing more targeted control measures.

  • 62.
    Gummesson, Karl
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Rydell, Alexis
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Safety training to reduce wood dust: a work method2015In: Proceedings of USE2015, 2015, p. 285-292Conference paper (Refereed)
    Abstract [en]

    Air contaminants remain a problem in SMEs (Karlsson et al., 2006). Research has shown that short-term exposure to air contaminants can cause health risks, and short-term exposure has received low attention compared to long-term measured mean values of different air contaminants. Yet peak exposures often explain a large part of the mean exposure. The aim of this paper is to develop a work method that can be used to control wood dust and improve the work environment of SMEs. The work method was developed by earlier research in the field of safety training and occupational health, but also through interviews with regional safety representatives in wood industries. The work method illustrates several steps, such as risk and control identification of short term exposure, safety training (creation and implementation), and evaluation of safety training, collaboration in safety training, adaptation and implementation of safety training. The work method can be used by safety representatives to control wood dust primarily through safety training, but also to create conditions for further studies on risks and safety in SMEs.

  • 63.
    Gustafsson, Amanda
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Lindholm, Emilia
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    "Flexibelt arbete är bra men…": En kvalitativ studie om flexibelt arbete och gränsdragningsstrategier utifrån ett chefsperspektiv2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study is to investigate how managers experience flexible work and how they use work balance strategies to be able to handle the balance between work and private life. The study is based on questions regarding how managers experience flexible work, how high demand-low control and balance affects managers health, how the relationship between work and private life looks like and what work balance strategies that are being used. The study shows that the managers have positive experiences with flexible work but that there are difficulties with how the flexibility should be handled. Furthermore, the results of the study show that the managers would like to have a certain balance between work and private time which they get with set limits. However, some managers lack these limits. The results also show that the managers require support from their managers, employers and work environment and that they appreciate a supporting and open work environment where they are allowed to discuss their work situation and how they handle flexible work.

    A qualitative method was chosen for the study which was done as a semistructured interviews with six managers who were chosen because of their flexible work. The answers from the interviews were analysed and compared with relevant theories and earlier studies in the subject.

  • 64.
    Güclü, Arda
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Alexandersson, Oscar
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Världens bästa arbete: Attraktivt arbete enligt generation Z2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Generation Z, is the next working generation that’s about to enter the labor market. What do they expect from today's corporations and business? What do they see as an attractive workplace and what motivates them? What do companies need to do to attract and keep them? These are some interesting questions we wanted to analyze and examine. To answer these questions, we carried out seven semi-structured interviews with students from the Stockholm School of Economics. We wanted to ask students from Generation Z to examine people with many options when it comes to choosing a work.

    In conclusion we could see that our participants want a workplace where the organization worked with social and environmental questions. The company needs to have good morals and values for the participants to be willing to work there. This was seen as a demand from our students from the study. Other things they evaluated was relations with colleagues and bosses. The salary needed to be equal to the effort put into the work. The workers don’t want to be underpaid. The work also need to be meaningful and interesting, where the students feel valuable for the company or that they contribute to the welfare of society or the world as a whole.

  • 65.
    Hansson, Amanda
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Pettersson, Erika
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Förändring vid implementering: En kvalitativ studie om medarbetares upplevelser och reaktioner vid förändring2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The starting point for this study was to study employee experiences during organizational change, as previous research shows that a large part of all change initiatives failed. Hence, the purpose of this study is to identify factors that affect the employees' experience during chang and how these affect the outcome. The study was conducted at a department in a organization located in Sweden, which at the time of the study recently implemented the IT system Workplace. In order to answer the study's purpose and questions, a qualitative method was used in which the collection of material took place through eight semi-structured interviews. Two employees from the project group were interviewed with the aim of getting information about the implementation process of the system and six employees in the department were interviewed in order to get information linked to their experience of the implementation of Workplace. The results of the interviews were analyzed using the theoretical frame of reference and on this basis we have identified important factors that affect employees' experience in the event of changes and their outcome, and these factors will thus be important to take into account for the possibility of a successful change. The identified factors include employees' understanding of the change and the possibility of participation and information. Another important factor is good change leadership that communicates, supports and assists employees with sufficient resources during the change. In conclusion, the study shows that understanding of the change is the most important factor, hence a model has been created in order to describe how organizations through communication can create an understanding among the employees for why change takes place and how it benefits the organization and the employee in order to create a more successful change.

  • 66.
    Hansson, Magnus
    et al.
    Örebro Univeristet.
    Wigblad, Rune
    Dalarna University, School of Technology and Business Studies, Business Administration and Management.
    Rydell, Alexis
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Plant closures, temporary workers and a management controlled setting: further evidence on the closedown effect2012Conference paper (Refereed)
  • 67.
    Hansson, Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Morell, Frida
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Strategiskt arbetsmiljöarbete: En förutsättning för ett hållbart arbetsliv2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study is based on an assignment from an organization whose intention is based on their request to review their organizational and social work environment. The aim of the study has been to increase the understanding of key components of the organizational and social work environment in order to enable a sustainable working life. We therefor chose a quantitative approach where 251 questionnaires were sent to the entire production unit. The method has enabled a general and wide-ranging aspect of the organizational and social work environment in the workplace.

    Research related to the psychosocial work environment, where our focus has been on the

    organizational and social aspect, we mainly base our analysis on the Job Demand - Resources model. An essential part of working life is that there is a balance between the job demands and resources that are provided in order to increase health and wellbeing to achieve a high performing organization.

    The result has been analysed on the basis of the theoretical framework and shows that the organization investigated is lacking in several of these components that are necessary to enable a sustainable work life where there is balance. There are areas such as leadership, heavy workload, recovery and victimization that has shown weaknesses. Research related to organizational and social work environment clearly states that there is a link between employee health and well-being and the organization's financial results. Due to this, our work environment should be a fully integrated part of the business. We have therefore proposed a number of activities for the organization to work with in order to improve the work environment and thus the health and well-being of employees which will directly affect the organization's success.

  • 68.
    Hedlund, Ann
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Andersson, Ing-Marie
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Drivers’ opinions concerning working conditions in forest fuel production2015Conference paper (Other academic)
    Abstract [en]

    Forest fuel production is a sub-branch in forestry that has increased during the last decade, both in Sweden and in other parts of the European Union (EU). Forestry is a risky branch and knowledge about working environment conditions in forest fuel production is limited. The aim of this study is to raise knowledge about drivers’ opinions concerning working conditions in forest fuel production. A questionnaire was answered by 34 drivers. The drivers experience their work as risky. They use personal protective equipment to different degrees in their daily work. Cut damage and slipping are the most common accidents and incidents. Most of the drivers experience the mental and the physical workload as low or moderate. Regarding the findings in this study, two main work environmental issues can be raised: The drivers experience major problems outside the cabin compared to inside, which increases the risk that they stay in the cabin during most of the workday. The new work tasks within forest fuel production may increase the fact that forestry is one of the most risky branches.

  • 69.
    Hedlund, Ann
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Andersson, Ing-Marie
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Fällstrand Larsson, Nina
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Stark, Anna
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Studenters, anställdas och företags syn på arbete: En pilotstudie av Turism/Besöksnäring, Material, Energi & Miljö samt IT & Media2014Report (Other academic)
    Abstract [sv]

    Denna rapport redovisar resultaten från ett pilotprojekt om studenters, anställdas och företagsrepresentanters syn på arbete. Rapporten dokumenterar insamlad data, redovisar genomförda inledande analyser, samt ger förslag till fortsatt forskning och samverkan. Syftet med studien är ökad kunskap om synen på arbete inom profilområdena Turism/Besöksnäring, Material, Energi & Miljö samt IT & Media. Därtill förväntas diskussioner kring resultatens användbarhet kunna ge underlag för utvecklingsprojekt för ökad attraktivitet.

    Studien har genomförts i form av fallstudier på fem företag inom respektive profilområde i Dalarna. Därtill har en enkätundersökning genomförts bland studenter vid Högskolan Dalarna inom motsvarande utbildningsområden på 21 olika utbildningsprogram. Statistiska beräkningar och begreppsanalyser har genomförts på insamlat material.

    I rapporten redovisas studenters, anställdas och företagsrepresentanters syn på arbete fördelat på de olika profilområdena. Därtill görs jämförelser mellan de olika grupperna.

    Slutsatser från studien är:

    • Studenter ser arbete inom deras utbildningsområde som i hög grad attraktiva.
    • Anställdas syn på vad som är viktigt för att göra ett arbete attraktivt är likartad oavsett profilområde, där relationer och ledarskap är viktigast.
    • Nuvarande arbete anses som attraktivast av anställda inom Turism/Besöksnäring, därefter kommer Energi & Miljö följt av IT & Media och Material.
    • Erfarenhet och kompetens gör arbetskraften attraktiv enligt arbetsgivarrepresentanter, även personliga egenskaper är av betydelse.
    • Studenter ser arbete som viktigare än vad anställda gör.
    • För samtliga profilområden finns skillnader mellan vad studenter förväntar sig att arbetet innehåller och vad anställda upplever att arbetet innebär.
    • Sammantaget tycker studenter att arbete inom respektive utbildningsområde är attraktivare än vad anställda tycker om nuvarande arbete.

    Baserat på erfarenheter från denna pilotstudie ges följande förslag på idéer till fortsatt forskning och samverkan. En studie som i sin omfattning är representativ för de olika profilområdena för att stärka pilotstudiens resultat och indikationer. Utifrån behov göra olika analyser på den empiri som är tillgänglig från denna studie. Ett projekt som följer studenter ut i arbetslivet. Samarbetsprojekt mellan forskare, lärare och företag i syfte att förbättra förutsättningarna för ökad samstämmighet mellan utbildning och arbete. Skapa utbildningstillfällen på temana ledarskap och relationer.

  • 70.
    Hedlund, Ann
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Andersson, Ing-Marie
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Rosén, Gunnar
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Implementation of Video Monitoring In Aluminium Industry2015Report (Other academic)
    Abstract [en]

    The aim was to evaluate results and experiences from development of new technology, a training program and implementation of strategies for the use of a video exposure monitoring method, PIMEX.

    Starting point of this study is an increased incidence of asthma among workers in the aluminium industry. Exposure peaks of fumes are supposed to play an important role. PIMEX makes it possible to link used work practice, use of control technology, and so forth to peaks. Nine companies participated in the project, which was divided into three parts, development of PIMEX technology, production of training material, and training in use of equipment and related strategies.

    The use of the video exposure monitoring method PIMEX offers prerequisites supporting workers participation in safety activities. The experiences from the project reveal the importance of good timing of primary training, technology development, technical support, and follow up training. In spite of a delay of delivery of the new technology, representatives from the participating companies declared that the experiences showed that PIMEX gave an important contribution for effective control of hazards in the companies. Eight out of nine smelters used the PIMEX method as a part of a strategy for control of workers exposure to fumes in potrooms. Possibilities to conduct effective control measures were identified.

    This article describes experiences from implementation of a, for this branch, new method supporting workers participation for workplace improvements.

  • 71.
    Hedlund, Ann
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Andersson, Ing-Marie
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Rosén, Gunnar
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Är dagens arbeten attraktiva?: Värderingar hos 1440 anställda2010In: Arbetsmarknad & Arbetsliv, ISSN 1400-9692, no 4, p. 31-43Article in journal (Refereed)
    Abstract [sv]

    Utifrån problematiken med att rekrytera kompetent arbetskraft är det intressant att studera vad som gör arbeten attraktiva. Här presenteras de första resultaten av vad anställda från några arbetsplatser tycker om arbete med utgångspunkt i modellen av Attraktivt Arbete. Både vad som är viktigt för att ett arbete ska vara attraktivt och synen på nuvarande arbeten redovisas. Hur viktigt är det att vara förtrogen med sitt arbete? Hur viktiga är arbetskamraterna?

  • 72.
    Hedlund, Ann
    et al.
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Gummesson, Karl
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Rydell, Alexis
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Andersson, Ing-Marie
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Safety motivation at work: evaluation of changes from six interventions2016In: Safety Science, ISSN 0925-7535, E-ISSN 1879-1042, Vol. 82, p. 155-163Article in journal (Refereed)
    Abstract [en]

    Unsafe work environments can be both unhealthy for employees and costly for organizations. Safety motivation is essential to enhancing safety behaviors among employees. The objective is to evaluate whether six different interventions including safety training increase safety motivation. A validated questionnaire was used at two metal companies, two municipal agencies, one paper mill, and one plastic company. Statistical tests were used to compare the results at the factorial and item levels. In three cases, safety motivation changed significantly at the factorial level. There was a significant difference in each intervention at the item level. The outcomes indicate that the degree of participation, the number of occasions, the primary target group, and the decision maker of the intervention affect safety motivation.

  • 73.
    Heldt Cassel, Susanna
    et al.
    Dalarna University, School of Technology and Business Studies, Human Geography.
    Macuchova, Zuzana
    Dalarna University, School of Technology and Business Studies, Human Geography.
    Rudholm, Niklas
    Dalarna University, School of Technology and Business Studies, Economics.
    Rydell, Alexis
    Dalarna University, School of Technology and Business Studies, Occupational science.
    Willingness to commute long distance among job seekers in Dalarna, Sweden2013In: Journal of Transport Geography, ISSN 0966-6923, E-ISSN 1873-1236, Vol. 28, p. 49-55Article in journal (Refereed)
    Abstract [en]

    Previous studies on commuting behavior and willingness towards commuting have analyzed individuals who are active in the workforce and have largely focused on larger metropolitan regions. This paper presents results from a survey of unemployed job seekers in the county of Dalarna, Sweden and analyzes the differences in willingness towards long-distance commuting between individuals with different socio-economic situations and experiences of unemployment. The analysis is conducted through a linear probability model complemented with a logistic regression model. Conclusions are drawn on the socio-economic factors that influence the probability of an individual’s willingness to commute longer than 40 minutes. The analysis also takes interaction between different factors into account. The study concludes that the factors influencing the willingness to commute are gender, level of education, and the presence of children in the household. Furthermore, the interactions between age and length of unemployment, age and educational level, and age and gender are shown to be significant in the willingness to commute long distances.

  • 74.
    Hellström, Amanda
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Wiklund, Frida
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Det omorganiserade personalarbetet: Linjechefernas uppfattning av en centraliserad HR-funktion2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study was to investigate and analyze how line managers perceive a centralized HR function, as previous research shows that an HR transformation can pose challenges. It has previously been found that the interaction between line managers and the HR function is influenced by the reorganization and the operators must take on new roles and acquire new knowledge. Earlier research also highlights that what seems to be effective at an overall level is not always perceived as effective for the line managers and thus the line managers' views need to be considered. The study contributes to highlighting development opportunities and the hope has been that HR centers within a public organization should be able to use the results to generate appropriate support. The study has been carried out within Falu commune which has recently undergone an HR transformation. To achieve the purpose, a qualitative case study with eight semi-structured interviews has been conducted. The results of the interviews have then been analyzed based on previous research in the subject in order to understand what the empiricism says in relation to theory.

    The result shows that a centralized HR function creates a greater strength for the organization, because the HR specialists can exchange knowledge with each other. The HR transformation, however, entails new approaches to managing personnel issues and the line managers lack the personal contact. The personal contact does not necessarily mean that there is an HR employee out in the administrations. The new shared service organization, which means that the line managers should be able to apply for a more specialized support from different HR functions, leads to the line managers having many different HR managers in different cases. The respondents agree that this is one of the back sides to the HR transformation and asks for contact with a specific HR employee. The line managers' employment period is important for how the reorganization is perceived. The line managers who participated in the HR transformation lack a HR employee on site to a greater extent. For the HR function to gain an understanding of the work of the line managers, they need to be more present in the organization. However, unlike previous research, it seems that there is a clear division of labor and the line managers see personnel responsibility as positive. To sum up, the line managers perceive the centralized HR function as positive, the HR employees are knowledgeable and supportive in all staff matters. However, there are development opportunities to consider in order for the HR transformation to create value and efficiency for both line managers and for the HR function.

  • 75.
    Holmberg, Johanna
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Olsson, Sanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Konsten att attrahera på framtidens arbetsmarknad: En studie i arbetsgivares attraktivitet inom IT-branschen2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The increasing digitalisation of our society is making it harder for the IT industry to attract and recruit employees. One of the biggest assets a company has is its employer brand. This makes “employer branding” one of the most important matters for companies in the IT industry (Backhaus & Tikoo, 2004). The companies’ “employer branding” work leads to the opportunity to attract new employees with unique “value propositions” which can be adjusted to specific individuals with the help of benefits and other offers (Chambers, Foulon, Handfield-Jones, Hankin & Michaels, 2007). The IT businesses’ abilities to attract and keep their employees are more important than ever. Despite this, there's barely any research regarding whether companies are meeting the demands employees have regarding attractive employers or not.  The purpose of this study is to analyse how three different IT companies work to become attractive employers, and also what employees in those three companies are looking for in an attractive employer. In the following study, three interviews have been done, where representatives from three different companies have been interviewed to find out what companies within the IT business do to become attractive employers. After that, a survey was distributed to examine which factors employees in the three companies value regarding attractive employers. The analysis showed that the companies’ focus on building strong bonds between the employees and offering great skill development matches well with what employees look for in their employers, as well with what makes them stay within the company. Furthermore, the analysis also shows that there are some differences between what companies focus on in their work with becoming attractive and what employees wish for. For example, the companies’ main focus lays on offering benefits, even though employees don´t value benefits as an important factor in the matter of what makes an employer attractive. The differences and the similarities are then discussed to reach a conclusion regarding what companies need to do in order to raise their attractivity.

  • 76.
    Höjer, Victor
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Köhler, Johan
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    En arbetsplats för alla: Praktiskt mångfaldsarbete inom Trafikverket2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
  • 77.
    Ivarsgård, Erik
    et al.
    Dalarna University, School of Health and Social Studies, Human Resource Management.
    Åkesson, Lina
    Dalarna University, School of Health and Social Studies, Human Resource Management.
    HR:s medverkan i ledningsgrupper: En studie som visar vad HR:s medverkan i ledningsgrupper kan ha för betydelse för en organisation2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Det är svårt att få en organisation och dess individer att enas om vad som går att mäta, vadsom är viktigt att mäta och framförallt hur man ska mäta. Syftet med denna studie var attundersöka om det inom Trafikverket fanns några upplevda effekter av HR-funktionens stödoch medverkan i ledningsgrupperna samt således se om HR behöver finnas representerade iledningsgrupper inom Trafikverket. Frågeställningen utgår från vårt syfte och delas upp i tremindre frågor. För att möjliggöra undersökningen vill författarna besvara följande frågor:1. Vad anser ledningsgrupperna och HR att syftet med en ledningsgrupp inomTrafikverket är?2. Vilken roll och syfte upplever ledningsgrupper att HR har inom Trafikverket och vilkaeffekter upplever de till följd av detta?3. Hur uppfattar HR sin egen roll och sitt eget syfte inom Trafikverket samt vilkaeffekter upplever HR att de har på ledningsgrupperna och organisationen?Författarna fick möjligheten att genomföra en fallstudie på en avdelning inom Trafikverketdär HR finns representerad i vissa ledningsgrupper men inte andra. Yeung och Berman (1997)menar att de begrepp som kopplar ihop HR och verksamhetsstyrning tyvärr inte är särskiltvälutvecklade i dagens organisationer och att de nuvarande HR åtgärderna inte är tillräckligtvälformulerade för att tydligt visa vilka effekter HR har på företagets resultat.Genom intervjuer med olika chefer och en HR-representant har författarna följande slutsatser: En ledningsgrupps sammansättning behöver inte vara statisk. Det finns ingen klart uttalad definition av vad HR står för inom organisationen. Det råder delade meningar om varför HR inte finns representerad i allaledningsgrupper. Syftet med HR är att föra personalens talan i organisationen och värna ompersonalfrågor igenom hela organisationen. Det är upp till varje organisation själv attdefiniera syftet med HR i deras organisation och följa detta.

  • 78.
    Jannesson, Erik
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Palm Ekström, Karolina
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Har individuellt lärande betydelse för att effektivisera arbetsintroduktionen?: En kvalitativ studie om vad som utgör en effektiv introduktion enligt kommunanställda chefer.2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Qualitative interviews with managers have been the basis for the thesis to examine if it is possible to make workintroduction more effective through individual learning. In order to facilitate the purpose of workintroduction, make employees feel welcome and for them to quickly reach full productivity. The goal is to see whether it is possible to develop principles on how effective work introduction can be implemented. The theoretical starting points in this study are individual learning, introduction strategies and the organizations' responsibility for the introduction process.

    Interviews has been conducted with six municipal managers on three different municipalities. Through the results from the qualitative interviews and the previous research, two important factors has been identified. These factors are a roughly established checklist that later on will be individually adjusted and the new employee needs a person as a guide, someone to reflect with and have as a coordinator, an so-called

    arbetsintroduktör. We have introduced the term arbetsintroduktör to the workintroduction. The term origins from the respondents descriptions of a person with a specific responsibility to help new employees adjust to the workplace in the best possible way. In order to make the workintroduction work optimally, feedback must be given the new employee on a continuous basis. The feedback should be given by the manager together with the arbetsintroduktör, this way the manager gets the power of the workintroduction. The study shows that the individual learning is important to ensure that the new employee gets the necessary skills for the work. Everyone involved in the workintroduction needs a checklist to be able to orientate themselves in the various stages of introduction. Finally, the person in charge of the workintroduction does not need to be the manager, but it is important that the person introducing has knowledge of the entire organization.

  • 79.
    Jans, Emma
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Nilsson, Elize
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    "En personalstyrka som går på knäna": - En kvalitativ studie om betydande faktorer i sjuksköterskeyrket2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In the corridors of Falu Lasarett several rooms are empty and the operating rooms are not fully being used. The answer is not that the inhabitants in the area are more healthy, nor is it the economy that is the main reason. The reason is the shortages of nurses, in 2015 an article was published showing the increasing number of nurses leaving Falu Lasarett because of heavy three shifts.

    At the beginning of this study, the aim was to find out what the attractive factors in the nursing profession was, why people chose to become nurses when the profession seems to be surrounded by negative factors. We soon came to the understanding that the profession could not be described as either attractive or unattractive. The purpose of the study therefore became to identify attractive and unattractive factors in the nursing profession. In order to find participants that matched our criteria we used social media, the spread was great and was therefore stopped after nine nurses chose to participate. The participants were employed at Falu Lasarett and they were interviewed with the "attractive work" method. This method has been a tool in the collection of material both theoretical and empirical, the factors from the method have given us hands-on keywords and have been useful for the participants to discuss about.

    The results showed that the respondents felt that relationships and social contacts contributed to the profession's attractiveness. They considered themselves stimulated by the variety of work in the form of mental work, practical work and the results they performed. The improvement areas identified in the study are hardly surprising; salary, working hours, work rate, status, recognition, business, leadership and also the factor appreciated was considered less attractive as the respondents felt that they were only sought after because of their professional title. The focus has been leadership, a factor that early on was identified as an area of improvement. The problem of leadership seems to come from the fact that the management recruitment takes place internally in the workplace and that the management training programs are insufficient.

    The study aims to identify the areas of improvement no intent has been that the study would result in an action plan. We see the topic too complex for a C-level paper to result in a solution for the problems the nursing profession holds.

  • 80.
    Jegermalm, Magnus
    et al.
    Ersta Sköndal högskola, Enheten för forskning om det civila samhället.
    Sjögren, Jessica
    Ersta Sköndal högskola, Enheten för forskning om det civila samhället.
    Kompetens nord och syd - utbildningar för arbetslösa försörjningsstödstagare i Stockholms stad: en studie av ett samverkansprojekt mellan socialtjänsten och utbildningssamordnare2006Book (Other (popular science, discussion, etc.))
  • 81.
    Jernberg, Michaela
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Bäck, Matilda
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Lärarprofessionens arbetssituation - gränslös eller hållbar?: En kvalitativ studie om grundskollärares arbetssituation och ledarskapets betydelse för den psykosociala arbetsmiljöupplevelsen.2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Our common interest in the work environment founded the idea of this study, our bachelor degree project, which

    aims at describing the teachers' work situation with a focus on psychosocial work environment and working conditions and the importance of leadership for the individual work environment experience.

    The theoretical frame of reference

    focuses on the psychosocial work environment and addresses areas such as leadership, job-demand-control-support model, work-related stress, communication and teachers' working conditions.

    The method

    is of a qualitative nature, in which six semistructured interviews were conducted with five teachers and one principal, all of whom are employed in elementary school.

    The result

    shows that teachers experience a high level of administrative burden that needs to be reduced in order for the work situation to be considered manageable and contribute to a sustainable working life. The teachers who considered themselves having a reasonable workload have access to support, something that those who find themselves having a too heavy workload are missing. A thematisation of the key areas that could be read from the respondents' answers was established: workload, the need for support and leadership, the view of leadership, and the role of teacher and the educational task. Then the result was analyzed using the theoretical reference frame.

    The conclusions

    we can draw from the study are that there are three variables that are crucial for teachers' experiences regarding their own work environment: time, support and communication. If these variables are present in the business, the staff tend to feel better, but if these variables are completely absent, they tend to have the opposite effect, an unmotivated and unattended staff. Leaders in the school system should thus work continuously and structured with these three variables to counteract the negative trend of sick leave and redundancies among teachers in the Swedish school.

  • 82.
    Johansen, Peter
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Morelius, Micael
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Är tillhörighet viktigt för en poolanställd? : Vad anser arbetsgivaren, facket och medarbetaren?2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In our study it appears that both employers and the union find surprisingly similar on many issues. They have a common understanding of belonging, to the employee in the pool may have a better working environment and that there should be increased opportunities for the mobility of personnel in the organization. Based on this consensus on so many important factors, it may seem strange that the cooperation between these parties do not work better than it does. The employees also agree that the pool's work situation must be improved. They feel like compartment that when an employee is converted, it would have its origin where it worked best but they also stresses the risk of redundancy in the workplace. If redundancy would be a reality requires that workplaces have not locked schedules (work) without the use of business custom schedules (organization). In this work we will find out how the staff group feeling / experiencing their employment. To increase the pre-understanding of this phenomenon we will make use of relevant literature and previous research in the area.

    The problem today is that no one seems really pleased with how the pool looks like today. Municipal want a "membership" of the pool employee, while the employer believes that the pool's affiliation is staffing the unit. We will among other things examine how the employees themselves see their work situation

  • 83.
    Johansson, Lisa
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Eriksson, Hanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Attrahera och behålla personal: En studie om attraktivitet på Högskolan Dalarna2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Several researchers write about the importance of being an attractive employer, which today is more important than ever, especially when the competition for staff increases. By creating an attractive employer brand, the chances of attracting and retaining competent staff increase (Ehrenborg & Höglund, 2016). Previous research shows that several factors are important to consider in the work towards creating a strong employer brand, factors such as motivation and internal marketing (Grönroos, 1996; Lievens, 2007). In the following study, the University of Dalarna's attractiveness as an employer is examined from an employee perspective, with the aim of finding attractive offers for retaining and attracting employees. The study is a method combination based mainly on a qualitative method with quantitative elements and has been conducted in the form of interviews and a questionnaire survey with adjuncts at Dalarna University. The study reveals attractive attributes such as flexible working hours, opportunity for development and safe relationships, as well as less attractive attributes such as payroll and trustworthy leadership. In addition, the study discusses selected theory and empirical evidence that ultimately emerges in several proposals for how the Dalarna University can continue their work with the employer brand in the sense of being an attractive employer.

  • 84.
    Johansson, Michaela
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Lindblå, Johanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    När chefen kränker eller mobbar: Att förstå och lösa relationer med faktaundersökningsmetoden2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The study aims at examining how social relations at work are affected when it is the responsible manager who perform bullying or abusive treatment. The study also aims at examining how the investigation method handles these problems. This is a Norwegian investigation method that Falu kommun uses. Semi-structured interviews were conducted within Falu kommun with six participants, five of whom are managers and one of them is the supervisor of the method. The managers are higher than the first line managers and possess managerial experience. The method's supervisor leads the work with the investigation method in Falu kommun.

    In the analysis and result of the study four themes was identified. These themes are;

    Offensive manipulation and bullying, destructive leadership, the investigation method and the location of the HR function. From each one of these topics, the essential opinions from the interviews were brought up and the discussion based on these themes led to seven conclusions. These included, among other things, the consequences of bullying, abusive discrimination and destructive leadership, how to counteract and work against it, and the strengths and weaknesses of the investigation method. We also found that the imbalance of power between manager and employee is a great part of the problem as the imbalance cause a sense of helplessness for the employee. This is also the main difference in being exposed by a manager compared to a co-worker, something that appears to be a key finding is the survey.

  • 85.
    Jonsson Hofberg, Lisa
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Kompetensbrist: En kvalitativ studie om SSAB:s brist på automationspersonal2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this essay is to describe and analyse the labour shortage of automation employees at SSAB in Borlänge. Furthermore, the essay refers to contribute to theoretical knowledge in competence, employer branding, strategies and collaboration with schools. In order to achieve this purpose eight semi-structured interviews were conducted with employees at SSAB. The result showed that there are several contributing factors to the labour shortage. One reason can be connected to the closure of the education of electrical engineers that previously existed at Dalarna University. Furthermore, the results show that demand for automation employees is higher than the supply, as several industrial companies in Dalarna are facing the same problem. That SSAB has not worked proactively with attracting candidates can also have resulted in today’s lack of competence. This may be because of the HR department at the company has been undermanned, which has led to lack of strategic processes. The result also shows that employer brand on external and internal level is important for attracting candidates with the right skills. Collaborating with schools is important to create an early interest for the industry as an employer, which is something that SSAB could develop through better marketing of internships and various collaborations.

  • 86.
    Junker, Jakob
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Junker, Jonatan
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Friskvårdsatsningar-fysiska hälsan: En kvantitativ och en kvalitativ undersökning i landstinget Gävleborg.2014Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
    Abstract [sv]

    Bakgrund: Friskvården inom organisationer har under de senaste åren blivit en högst aktuell fråga och allt fler organisationer runt om i landet väljer att satsa på friskvård. Landstinget Gävleborg har under de senaste åren gjort stora satsningar på friskvård genom att bland annat delta i olika motionsevenemang som StafettVasan. Syfte: Att undersöka hur personalen som representerat landstinget Gävleborg i StafettVasan upplever sin subjektiva hälsa och välbefinnande samt att ta reda på om StafettVasan som hälsofrämjande åtgärd varit en bra investering för landstinget Gävleborg. Resultat: Resultatet visade att landstinget Gävleborg friskvårdssatsningar har haft en stor påverkan för personalen i positiv riktning. Nästan alla har på ett eller annat sätt upplevt att deras deltagande har medfört många bra effekter som bättre gemenskap och motivation till träning vilket även visat resultat på arbetsplatsen. Slutsatser: Landstinget Gävleborg friskvårdssatsningar lönar sig för personalens subjektiva hälsa och deras välbefinnande.

  • 87.
    Karlsson, Elin
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Ottosson, Hanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Personalpolicy – En kreativ process!2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Purpose:

    The purpose of this study is to explore the impact of the documents on

    personnel policy and personnel manuals in a medium-sized company in Sweden. It

    is also of interest to see how these documents are designed and how they are

    implemented in the organization.

    Method:

    The research approach is a qualitative method triangulation. A case study

    with semistructured interviews and a text study of policy documents and personnel

    manuals from the organization in question. An abductive approach has been applied

    as we have drawn conclusions from our results to apply to the group, but also based

    on literature theory in order to apply these to the study object. A hermeneutic

    perspective has been applied during the completed text analysis, to see the material

    both in parts and as a whole.

    Empirics:

    The data collection was carried out by means of five interviews, in which

    respondents represented five separate operations within the concern. Respondents

    have different roles within the organization, and all of them have a personnel

    responsibility.

    Conclusion:

    Only a well-worked document does not contribute to efficiency.

    Factors such as leadership and organizational culture also need to be included in the

    equation for the policy to contribute value to the organization.

  • 88.
    Karlsson, Frida
    et al.
    Dalarna University, School of Technology and Business Studies, Business Administration and Management.
    Pharo, Stian
    Dalarna University, School of Technology and Business Studies, Business Administration and Management.
    Det är alltid bäst innan förändring: En studie om motivation vid förändring, individens upplevelse & ledares påverkan2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Changes are common in organizations and unfortunately, research shows that many change initiatives fail. Change efforts that focus on the individuals’ motivation are more successful in the sense that the staff are happy and that work does not suffer. The purpose of this study was to examine how leaders can work to ensure the motivation of employees through an organizational change. With a qualitative perspective and deduction, we have studied what influences and promotes employee motivation in the context of organizational change.

    The survey was conducted as a case study in two departments of a large company in Gästrikland, Sweden with the intention of examining the specific change of shift form the company went through at the time. The procedure for collecting data was in the form of a process that through participation and discussion, aims to examine what motivates employees during organizational change. The analysis of the results shows that individuals' basic needs at work, to some extent, has not been met. Some of the staff have through various form of expressions, shown that they are unmotivated and that they feel a resistance to the change. The opposition consists of a variety of emotions, including; shock, worry and confusion that arises because of uncertainty and lack of control regarding the individual's work situation. The emotions inhibit motivation and individuals’ can experience a feeling that the basic needs of the work are not met, even though they may be.

    The study also shows that, by inviting employees to participate in the change process at an early stage and by open and honest communication and information regarding the change, leaders can influence the resistance and promote employees' motivation during change. This causes the individual to feels in control of their situation which in turn affects the experience of the basic needs. Leaders also need to be aware that individuals’ experience change in their own way and that their need for support varies because of this.

  • 89.
    Katajisalo, Emelie
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Årebrand, Caroline
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Skillnad mellan ideal och verklighet: En jämförelse av uppfattningen om attraktivt arbete mellan sjuksköterskor och deras arbetsgivare i en kommunal verksamhet2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The background that forms the basis of this study is an expected shortage of nurses nationwide and earlier research that implies that public sector organizations generally are perceived as less attractive organizations. This study intend to obtain knowledge about which factors nurses perceive as attractive in a public sector organization. The aim of this study is to compare nurses and their managers perceptions of which factors that are important to attract and retain nurses, and further if these perceptions differ from each other.   Previous research have shown that there is a wide range of factors that are important to attract and retain nurses. The important factors are for example work environment, leadership, autonomy, appreciation and opportunity for development. Studies that previously been comparing the perceptions of nurses and their employers have not considered work environment as a factor, and they have been carried out mainly in a hospital environment. The present study is made in a public sector and the starting point is how the individual comprehend its reality.   The study has a phenomenological approach and uses an qualitative method on basis that the data collection has been done through semi structured interviews. The research have focused on two groups of candidates: nurses and representatives of the employer.  Factors that have shown to be important for nurses in a public sector is for example work climate, colleagues and salary. The nurse perceptions does in most parts correspond with the employers perception. Contradictions is found in how the profession is valued, the significance of salary and also the opportunity for development and autonomy. There is a clear need for appraisal and understanding for the care that is given by the nurses from the leaders and politicians in the organization. For the public sector healthcare that is two factors that should be focused on to attract and retain nurses.

  • 90.
    Klang, Victoria
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Aufrecht, Josefine
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Engagemang – konsten att skapa attraktivitet iarbetslivet: En kvalitativ studie om hur en kommun kan arbeta för attminska personalomsättning bland socialsekreterare2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this essay has been to find out how a commune can work with commitment as

    a part of the attractive work in order to reduce staff turnover among social workers.

    Furthermore, the essay refers to contribute the theoretical knowledge in the field. In order to

    achieve this purpose ten semistructured interviews were conducted, of which eight were with

    socialworkers and two with unit managers of the social workers in the commune studied. The

    result showed that the definition of engagement also includes the feeling of caring and

    wanting to do more than you’re expected to. The result also showed that the social workers

    engagement are affected of work features, the organization, the leadership and the team of

    colleagues. Another result show that theese contents can not be statically prioritized, but

    instead should be put in relation to to the group and the individual's current needs. Based on

    what was identified as the current needs of the social workers, a result was also a number of

    development proposals for how the commune and unit managers for social security workers

    can work to create engagement.

  • 91.
    Klimplová, Lenka
    Dalarna University, School of Technology and Business Studies, Business Administration and Management. Masaryk University, Czech Republic.
    Active matching: Strategic support of labour market counselling2013Other (Other (popular science, discussion, etc.))
    Abstract [en]

    The poster presents the project "Active Matching: Strategic Support of Labour Market Counselling" which aims to identify, compare and evaluate a tool (method) for monitoring, analysis and prognosis of skills and qualification needs in regional labour markets in the Czech Republic and in Sweden.

    Furthermore, the project aims to innovate the tool using the best from both of the models (the Czech one and the Swedish one) and to test functionality and applicability of the innovated tool in conditions of a regional labour market in the Czech Republic.

    200 employers in the Czech regional labour market will be interviewed and asked about demanded skills for different occupations in short-term (up to one year) as well as in long-term (3 years) perspective. Then, interviewing and the matching process will be evaluated.

    Once the applicability has been assessed, we want to draw recommendations for implementation of the innovated tool in a Czech labour market counselling practice and for a more effective matching process. We assume that thorough knowledge of contents of skills requested by employers is one of the key preconditions for improvement of labour market counselling and for effective matching of the unemployed to job vacancies.

  • 92.
    Klingberg, Monique
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Larsson, Sandra
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Sex timmars arbetsdag –ett modigt beslut: För att bli en attraktiv arbetsgivare2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The study examines how the employees job satisfaction has changed after a work reduction.

    This occurred in terms of changing the amount of working hours where the employees went

    from eight-hour work day to six-hour work day while maintaining full-time pay at a small

    private service company. The aim is to investigate how this type of work reduction is related

    to employees job satisfaction and thereby increase the understanding of the two phenomena. It

    appears that employees job satisfaction has changed since the reduction of working hours.

    Regarding the individual factors at the workplace some factors has declined while some

    factors has increased. In the discussion it appears that there is a risk of illness that can affect

    the employees due to lack of support, lack of control and increased demands. The current risk

    of illness can be seen as acceptable, given to the varying workload which means that

    employees during periods get time for recovery. Despite the circumstances prevailing high

    global job satisfaction, which in turn should mean that the theories that have been used,

    contains some shortcomings as regard to variations in workload is not taken. The resultsbased

    analysis revealed three themes which were seen appropriate for employees and their job

    satisfaction. These themes consisted of changes in relationships, changes in work and changes

    in rewards. The theoretical framework for the study includes the expectation theory, twofactor

    theory of the demand- control- support- model as well as the efforts- rewardimbalance-

    model. Data was collected using four semi-structured interviews where the

    respondents consisted of employees in the selected case. The study is designed for qualitative

    method and a phenomenological approach. The study has been designed in the form of a case

    study.

  • 93.
    Kuru, Robin
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Knijnenburg, Sam
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Triangeldrama i trepartsförhållandet: En kvalitativ studie om konsultchefers hälsofrämjande ledarskap i bemanningsbranschen2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study is to create an increased understanding of consultant managers' perceptions about the consequences of the tripartite relationship between consultant, consultant manager and client on the health-promoting leadership. The study has a hermeneutic approach with an abductive research approach. The empirical material was collected through eight semistructured interviews with consulting managers from a staffing company. The result of the study shows difficulties in the tripartite relationship due to the distance leadership between the consultant and the consultant manager and the shared work environment responsibility that exists between the staffing company and the client. The consultants have difficulty in determining what is and what’s not work-related. Furthermore, the consultants lack organizational support for carrying out health-promoting leadership. The conclusion is that the tripartite relationship creates a distance leadership in the form of physical and psychosocial distance that can affect the consultant's health. Health-promoting leadership in a tripartite relationship requires the consultant manager to delegate the responsibility for health to the consultant. This is done by the consultant manager motivating the consultant to eat healthy and engage in other health promotion activities. The conclusion is also that there are conflicting requirements in the tripartite relationship, which means that the consulting manager can’t work with the health-promoting leadership that they want. Lack of time and resources in the form of money means that the staffing agency's profitability and the customer's wishes are prioritized at the expense of the consultant's health. The limitations of the health promotion leadership are also built on the fact that the concept of health is difficult to measure with economic terms. Hence only the consultant's health is measured by sickness absence. As a result, most measures to promote a consultant's health take place through reactive measures when illness has already occurred.

  • 94.
    Lappalainen, Mariette
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Sundlöf, Johanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Gränsdragning mellan arbete & fritid: Närvaro i sin frånvaro2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Our purpose in this study is intending to describe the significance of the boundless work gets the manager's role, based on the changes taking place in today's working life and how the boundaries between work and leisure are handled. We chose to carry out our study in the form of interviews, where we interviewed six employees within a public organization in Dalarna, Sweden. The results we obtained were analyzed based on previous research and theories that we have taken part of. The results of our study show that managers are directly or indirectly affected by the changes taking place in the workplace and that it´s also something that affects the way managers manage the boundaries between work and leisure. The study results also show that managers mean that these changes contributes to change their way of acting in the role of manager and that makes different demands on their skills. The results also show that the requirements of the work must be reasonable; in order to create a balance between work and private life, and that primarily it is not the quantitative factors in relation to the work that creates a sense of limitlessness. With quantitative factors we mean those factors traditionally described as more specific work factors such as job design, working time, availability or the number of tasks to perform. Instead illustrates the result of an emotional feeling of stress may arise in relation to the personal experience of a delicate situation at work or when their skills are not sufficient in performance, and that can create a blurred line between work and leisure.

  • 95.
    Larsson, Robert
    et al.
    Mälardalens högskola, Hälsa och välfärd.
    Stier, Jonas
    Mälardalens högskola, Hälsa och välfärd.
    Åkerlind, Ingemar
    Mälardalens högskola, Hälsa och välfärd.
    Sandmark, Hélène
    Mälardalens högskola, Hälsa och välfärd.
    Implementing health-promoting leadership in municipal organizations: managers' experiences with a leadership program2015In: Nordic Journal of Working Life Studies, ISSN 2245-0157, E-ISSN 2245-0157, Vol. 5, no 1, p. 93-114Article in journal (Refereed)
    Abstract [en]

    The aim of this study was to analyze how line and middle managers experience and describe barriers and enablers in the implementation of a health-promoting leadership program in municipal organizations. A qualitative case study design was applied to examine the leadership program in a case involving implementation of an organizational health intervention. Data were mainly collected using semi-structured interviews with line and middle managers participating in the leadership program. Interviews with senior managers, notes from meetings/workshops, and written action plans were used as complementary data. The interview data were analyzed using a thematic analysis, and the complementary data using a summative content analysis. The findings show that the interviewed line and middle managers experienced this leadership program as a new approach in leadership training because it is based primarily on employee participation. Involvement and commitment of the employees was considered a crucial enabler in the implementation of the leadership program. Other enablers identified include action plans with specific goals, earlier experiences of organizational change, and integration of the program content into regular routines and structures. The line and middle managers described several barriers in the implementation process, and they described various organizational conditions, such as high workload, lack of senior management support, politically initiated projects, and organizational change, as challenges that limited the opportunities to be drivers of change. Taken together, these barriers interfered with the leadership program and its implementation. The study contributes to the understanding of how organizational-level health interventions are implemented in public sector workplaces.

  • 96.
    Lewer, John
    et al.
    University of Newcastle.
    Wigblad, Rune
    Strömstad Akademi.
    Rydell, Alexis
    Dalarna University, School of Technology and Business Studies, Occupational science.
    A comparative analysis of consultation obligations on business over collective redundancies in Sweden and AustraliaManuscript (preprint) (Other academic)
  • 97.
    Linderfyhr, Jessica
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Malm, Mikaela
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    She’s the Boss – HR och kvinnligt chefskap: Hur Human Resources kan arbeta för att främja kvinnorschefskarriärer2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    According to surveys conducted by the organization

    Ledarna, there is a recurrent problem of

    recruiting young women to senior positions. The purpose of this essay is to investigate what

    may affect women's desire to seek a managerial position and to design a HR strategy that

    promotes and motivates women to seek executive positions.

    Young women feel doubtful about manager positions because of the feeling of lack of

    experience and difficulty identifying themselves with the stereotype manage standard. Aspects

    of the management that motivate are the ability to influence, make decisions and gain personal

    development. The fact that a manager has a high workload is something that is referred to as

    negative while the challenge in the manager position attracted the interviewees. Focusing on

    difficulty in balancing work and private/family life can be an overriding explanation that fewer

    women choose a managerial career. In many cases, the manager position offers an opportunity

    for flexible working hours, which benefits the balance between work and private life. A key

    factor in combining management positions with family and children is an equal distribution of

    household work and responsibility for the children. Several of the interviewees have gained

    their position through encouragement, something that was crucial for the manager position. In

    order to motivate young women into management positions, engagement is needed in which

    female executive subjects are discovered and encouraged to career.

    The work is based on a qualitative approach with semi structured interviews as a collection

    method. The results are analyzed based on the theoretical reference frame compiled within the

    focus area. Throughout the structure of the work, the thematic approaches are based on the

    questions: What is it that makes young women doubt about leadership? What can motivate

    young women to want to become a manager? How can work life as a manager be combined

    with privacy/family life? How can recruitment be improved to motivate young women to seek

    executive positions?

  • 98.
    Lindmark, Rebecka
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Vinberg, Joanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Mellanchefers upplevelser av psykosocial arbetsmiljö inom distributions- och logistikverksamhet – en pendling mellan hög aktivitet och låg stress?2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The researchers' genuine interest in the psychosocial work environment with the relationship

    to middle managers’ has raised a deeper interest within the field and highlight key elements in

    form of demands, control and social support. Progress towards increased awareness of the

    psychosocial work when illness in today’s working life has increased and the Work

    Environment Authority's new regulations on organizational and social work are in the centre.

    In the same line as an increased awareness has taken place on the psychosocial work

    environment, we want to present a special focus to middle managers whom must be able to

    manage the demands both from the top and the down. The study has mainly been based on

    Robert Karasek and Töres Theorell’s demand/ control model.

    The aim is to examine middle managers’ experience with focus on the psychosocial working

    conditions in a private company in the distribution- and logistics operations. The method

    consisted of a qualitative approach in form of a case study in which semi-structured

    interviews have been the basis of eight respondents from the distribution centre The result

    shows that middle managers have a high degree of influence, the experience of work

    requirements vary, but in connection to the position requirements are reasonable. The social

    support is perceived as good in the workplace and is considered as an important and vital part

    in work.

    The conclusions reached are that the function managers have reasonable demands and they

    are experiencing a good level of control at work, but to have an excessive control at work can

    lead to negative stress. A balance of commuting between active jobs and low-stress jobs are

    considered to be an advantage in maintaining a good psychosocial work environment. This is

    to counteract the negative effects that may occur to be within each component during a long

    time. In the study, it was demonstrated that the company is considered to have a good

    psychosocial work environment and this shows a good example in today’s working life.

  • 99.
    Lindsköld, Terese
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Sparr, Johanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Föräldraledighetens påverkan av kvinnligt och manligt karriäravancemang: En kvalitativ studie om kvinnliga och manliga chefers upplevelse av att kombinera föräldraskap och chefskap på små och medelstora företag i Sverige2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The essay aims to examine how male and female managers experience the possibilities to combine parenting with their manager positions; as well as examining how patterns between their relationships to parental leave and career advancement can be explained based on gender studies. The result presents that parents holding a manager level position are experiencing difficulties with combining this with parenting, especially based on the high level of accessibility required at such position. Furthermore, the results states that the majority of managers who were interviewed regret their scope of parental leave taken and, in the case of a new position, would have taken a longer subsequent period of parental leave. The results also presented that the gender related pattern is attendant in terms of how the parental leave has been utilized; and what prerequisites women and men are considered essential in order to be able to combine managerial advancement with parenting. Gender related theories has been used to analyze and explain the gender related differences. The study was conducted with a qualitative research where ten semi structured interviews were conducted. Both genders were equally represented in the interviews, as a comparative perspective was implemented in the analysis of the empirical material. Previous research on large Swedish corporations, has shown that the financial aspect is one of the underlying factors for why employers are not promoting to facilitate parental leave. The results presented in this essay, can operate as a complement to the previous research; since this study has focused on small and medium-sized companies. Furthermore, this thesis can be used as a practical basis, which describes the financial, ethical, and structural considerations that may arise during recruitment, provision of skills, and organizational decisions in relationship to parental leave.

  • 100.
    Loveere, Cecilia
    et al.
    Dalarna University, School of Health and Social Studies, Human Resource Management.
    Hultman, Erika
    Dalarna University, School of Health and Social Studies, Human Resource Management.
    Det är kompetensen som avgör: En studie av rekryterares föreställningar i en mansdominerad bransch2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Studien syftar till att undersöka vilka föreställningar som kommer till uttryck då rekryterare inom stål- och verkstadsindustrin talar om jämställdhet, kompetens samt rekrytering. Syftet är också att kritiskt granska vilka konsekvenser dessa föreställningar kan få för rekryteringsprocessen. En hermeneutiskt ansats har valts, och sex semistrukturerade intervjuer med rekryterare inom stål- och verkstadsindustrin har genomförts. Av studien framgår att rekryterarna anser att jämställdhetsfrågor är viktiga att ta hänsyn till. Det framgår också att företagen, enligt rekryterarna, inte har någon uttalad definition på kompetens. Rekryterarna menar också att magkänsla spelar roll vid valet av kandidat. Studiens resultat visar också att rekryterarna har omedvetna könsstereotypa föreställningar. En konsekvens av detta skulle,enligt författarna, kunna bli att föreställningarna ligger till grund för rekryterarnas magkänsla som också skulle kunna påverka deras definition på kompetens. Detta skulle kunna leda till att bedömningen av en kandidat blir subjektiv, vilket innebär att kompetensen inte enbart är avgörande i en rekryteringsprocess.

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