Profiles

Stephan Baraldi, porträtt

Stephan Baraldi

Docent

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Arbetar vid Psykologiska institutionen
Telefon 08-16 39 24
E-post sbi@psychology.su.se
Besöksadress Frescati hagväg 14
Rum 14:351
Postadress Psykologiska institutionen 106 91 Stockholm

Publikationer

I urval från Stockholms universitets publikationsdatabas
  • 2013. Anders Sjöberg, Magnus Sverke, Stephan Baraldi.

    The relationship between organizational justice perceptions and employee psychological health is commonly treated as evidence of unfair treatment in organizations as a stressor that ultimately leads to reduced psychological health such as employee depression. However, this theoretical framework has recently been challenged by Lang, Bliese & Lang (2011) who found support for a reversed causal effect whereby depressive symptoms influence perceptions of organizational justice. To test this alternative hypothesis, the present study (N=569) use longitudinal data to test the lagged effects between organizational justice perceptions (i.e., pay justice) and depressive symptoms, using structural equation modeling. Preliminary analyses of data support the hypothesis that depression has a causal effect on perception of justice in organizations. The reversed effect of justice perceptions on depressive symptoms, was not significant. Although the lagged effect was not strong, the results indicate that employees who show depressive symptoms at work, are treated unfairly by managers, or that depressive employees feel unfairly treated by both employees and managers, regardless of objective reality.

  • 2013. Thomas Lindevall (et al.). Forum för arbetslivsforskning (FALF) - Changes in Working Life

    Uppfattningen om person-organisation fit (P-O fit) handlar om att identifiera vad som föregår en antagen passform mellan medarbetare och den organisation som dessa verkar i, samt vilka konsekvenser det ger. Tidigare forskning på P-O fit har visat att en sådan kongruens har signifikanta relationer med en del individuella utfall såsom samhörighet med organisationen, arbetstrivsel samt intention att vilja stanna kvar inom organisationen. Genom att använda ramverket för P-O fit och organisatorisk rättviseteori, testar den här studien samstämmigheten mellan medarbetare och organisationen när det gäller lönerättvisa och effekter på medarbetares attityder och handlingsintentioner. Datainsamlingen pågick under hösten 2012 och är den första mätningen i en longitudinell interventionsstudie. Ett urval av 908 lärare och 64 lönesättande chefer i en kommun valdes ut för att fylla i en web-baserad enkät. Enkäten skickades ut till lärarnas och chefernas e-mailadresser på deras arbetsplats med tillhörande brev som förklarade det övergripande syftet med enkätundersökningen. Fyra dimensioner av rättvisa mättes med Colquitts (2001) 19-itemskala, dock anpassad för att mäta upplevelser av rättvisa kopplat till lön: distributiv lönerättvisa, procedurmässig lönerättvisa, informativ lönerättvisa samt mellanmänsklig lönerättvisa. Arbetstrivsel mättes med tre items med härkomst från Brayfield och Rothe (1951). En kortare version av Allen och Meyers (1990) skala för att mäta individer affektiva samhörigheter till organisationen användes med fyra items. Benägenhet att stanna kvar inom organisationen mättes med tre items (Sjöberg och Sverke, 2000). Preliminära resultat visar att matchning av P-O fit poäng har direkt effekt på medarbetares samhörighet till organisationen, trivsel på arbetet samt benägenhet att stanna kvar inom organisationen. Teoretiska och praktiska konsekvenser på studiens resultat diskuteras.

  • 2013. Magnus Sverke (et al.). Imagine the future world: How do we want to work tomorrow?, 728-728

    Purpose: Individualized pay has become a frequently used characteristic of organizations in the private as well as the public sector. Although the literature emphasizes that employee perceptions of justice of the pay-setting process is necessary for individualized pay to have motivational effects, comparatively few studies have investigated how such justice perceptions may be formed. The aim of the present study is to contribute to the understanding of the determinants of pay justice, by focusing on a range of pay-related factors (e.g., pay level, participation in performance reviews, knowledge about pay criteria) and leadership characteristics (e.g., feedback, goal clarity). Pay-related fairness is conceptualized in terms of distributive, procedural, informational, and interpersonal justice.

    Design/Methodology: An on-line questionnaire is currently being administered to 2100 school teachers in Stockholm, Sweden.

    Results: The survey data will be used to investigate the relative importance of pay-related factors and leadership characteristics for perceptions of pay justice.

    Limitations: Although the cross-sectional nature of the data prohibits causal inferences, the study will provide preliminary understanding of the importance of pay-related factors and leadership characteristics for perceptions of pay justice.

    Research/Practical Implications: By identifying how pay justice perceptions may be formed by pay-related factors and leadership characteristics, the study will have important implications for management practices in connection with the implementation of pay-for-performance systems.

    Originality/Value: Justice can be considered an important goal in itself, given that a prerequisite for the success of any pay system is that it is perceived as fair. The study adds to the literature by identifying how such justice perceptions may be formed.

  • 2013. Stephan Baraldi (et al.).

    Med dagens fokus på prestation och belöning i arbetslivet är det viktigt att framhäva betydelsen av individens egna upplevelser av dessa begrepp. De kan exempelvis operationaliseras i termer av attityd till resultatbaserad lön, självbestämd lön och lönetillfredsställelse, å ena sidan, samt arbetsrelaterad självtillit, kvalitet i det egna arbetet och personligt ansvarstagande för resultat, å andra sidan. Samtidigt behöver vi veta mer om bakomliggande faktorer som påverkar individens upplevelser av prestation och belöning. Sådana bakomliggande faktorer skulle kunna utgöras av individuella skillnader relevanta för just prestation och belöning – exempelvis målorientering och utbildningsnivå. I föreliggande studie klassades respondenter in i fyra typer av målorientering – ospecificerad (OMO), prestationsbaserad (PMO), inlärningsbaserad (IMO), och prestations- och inlärningsbaserad (PIMO) samt två utbildningsnivåer (hög, låg). Tvärsnittsdata (n=626) analyserades med tvåvägs (4x2) MANOVA. Sammanfattat visade resultaten att individer klassade som IMO och PIMO var mer positiva till resultatbaserad lön, hade högre självtillit i arbetet, skattade egna prestationer högre i kvalitet samt tog större ansvar för egna resultat (gällde inte grupperna lågutbildade/PIMO och högutbildade/IMO) jämfört med individer klassade som PMO eller OMO. Effekter av utbildningsnivå observerades endast för lönetillfredsställelse och självbestämd lön där lågutbildade var mer nöjda med sin lön (gällde endast individer klassade som IMO och PIMO) medan högutbildade skulle ta ut en högre lön om de själva fick bestämma. Praktiska konsekvenser av studiens resultat samt förslag på vidare forskning diskuteras.

  • 2013. Magnus Sverke (et al.). Forum för arbetslivsforskning (FALF) - Changes in Working Life

    Individualized pay has gradually become a more common feature of management practices in private as well as public sector organizations. This partly originates from a belief that contingent rewards may generate stronger work motivation and improve organizational effectiveness. The literature however suggests that such effects may depend on how the employees perceive the pay-setting process, in terms of factors such as fair treatment from the employer, understanding of the criteria for pay raises, and opportunities to influence the procedures. Although the concept of organizational justice has been applied also to specific facets, such as pay, relatively few studies have investigated how pay-related justice perceptions may be formed. The aim of the present study is to contribute to the understanding of the determinants of pay justice, by focusing on a range of pay-related factors (e.g., pay level, participation in performance reviews, knowledge about pay criteria) and leadership characteristics (e.g., feedback, goal clarity). Pay-related fairness is conceptualized in terms of distributive, procedural, informational, and interpersonal justice. An on-line survey was distributed among school teachers in a large city, with a response rate of around 45 percent. Multiple regression analysis was used to investigate the relative importance of pay-related factors and leadership characteristics for perceptions of pay justice. Although the cross-sectional nature of the data prohibits causal inferences, preliminary results indicate that both a range of pay-related factors and leadership characteristics may be important for employees’ perceptions of pay justice. By contributing to the understanding of how pay justice perceptions are formed, the study also has important implications for management practices in connection with the implementation of pay-for-performance systems.

  • 2013. Niklas Hansen (et al.). PsyCh Journal 2 (3), 190-208

    Although privatization within health care is usually justified using arguments based on efficiency and productivity, the empirical investigations underpinning such arguments are few and ambiguous in their results. Presenting a new theoretical and analytical approach to this research field, we argue that psychological empowerment, reflecting individuals' intrinsic change motivation state, is a crucial prerequisite for the transformation of a nonprofit health care organization to a for-profit one. The general aims of this study were to explore empowerment cognitions during a privatization, to relate these to a selection of key work-related outcome variables, and to identify the effects of privatization in terms of individual level changes in empowerment after privatization. A sample of health care workers (n = 210) provided survey longitudinal data that were analyzed using cluster analysis. Eight clusters were identified at both pre- and postprivatization with each cluster mirroring specific empowerment patterns: Empowered, In Control, Quasi-Empowered, Competent/Normed, Reference, Underused, Misfit, and Powerless. The clusters discriminated on positive work attitudes, mental health complaints, and turnover intentions. The analysis also revealed the complexity of privatization in that a homogenization as well as a differentiation tendency was observed, thereby implicating both socio-structural equality and inequality effects. The results highlighted the relevance of allocating importance to health care workers' psychological empowerment during the privatization process, and of viewing such organizational transformations not as simple shifts in the state of affairs, but as nonlinear processes involving dynamic changes in individual perceptions over time.

Visa alla publikationer av Stephan Baraldi vid Stockholms universitet

Senast uppdaterad: 16 maj 2017

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