I urval från Stockholms universitets publikationsdatabas

• Personality traits among Swedish counterterrorism intervention unit police officers

  2021. Peter G. Tedeholm, Anders Sjöberg, Agneta C. Larsson. Personality and Individual Differences 168

  Artikel

  Counter terrorism intervention units (CTIUs) in the police or in military forces are typically deployed for assignments such as combating terrorist operations, making high-risk arrests, and managing hostage situations. However, only few studies have examined the personality traits characterising the police officers who work in these challenging situations. The present study aims to investigate possible differences in the personality profiles between Swedish CTIU police officers (n = 57) and the general Swedish population using the five-factor model of personality. At the factor level, the findings revealed that CTIU police officers had low neuroticism (Cohen's d = 0.7), high extraversion (Cohen's d = 0.7), and high conscientiousness (Cohen's d = 0.4). At the facet level, CTIU police officers exhibited low levels of vulnerability (Cohen's d = 0.8), angry hostility (Cohen's d= 0.7), anxiety (Cohen's d= 0.6) and high levels of excitement-seeking (Cohen's d= 0.9), positive emotions (Cohen's d= 0.6) and activity (Cohen's d= 0.6) in comparison with the general population. The study findings reveal the existence of specific personality differences between Swedish CTIU police officers and the general population.

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• Personlighet i arbete

  2021. Sofia Sjöberg, Anders Sjöberg, Sara Henrysson Eidvall.

  Bok

  Hur viktigt är det egentligen att vara social och utåtriktad i arbetslivet? Förändras ens  personlighet med åldern? Kan man förutsäga hur ansvarstagande en medarbetare kommer vara? Varför är personlighetsfaktorn känslomässig stabilitet så viktig för gott samarbete?

  I denna vetenskapligt grundade bok om människans personlighet får läsaren en inblick i vad forskningen menar med personlighet, hur personlighet skiljer sig mellan människor, och hur den fungerar över tid och situationer. Med femfaktormodellen som utgångspunkt och arbetslivet som ramverk beskriver författarna hur vår personlighet tar sig uttryck, påverkar vårt beteende och sätter ramarna för våra styrkor och svagheter. De tar också upp komplexiteten i att bedöma personlighet.

  Personlighet i arbete är skriven för dig som vill få forskningsbaserad kunskap om personlighet generellt, och om dess roll i arbetslivet specifikt. Som HR eller ledarskapskonsult får du en större förståelse för medarbetares och chefers beteenden på arbetsplatsen.

  Författarna är tre av Sveriges främsta inom urval och testutveckling och anlitas flitigt som experter och föreläsare. Sofia Sjöberg är fil.dr i psykologi. Anders Sjöberg är fil.dr och docent i psykologi vid Psykologiska institutionen, Stockholms universitet. Sara Henrysson Eidvall är leg psykolog, specialist i arbets- och organisations-psykologi.

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• Measuring Gambling Reinforcers, Over Consumption and Fallacies

  2017. Jakob Jonsson (et al.). Frontiers in Psychology 8

  Artikel

  Traditionally, gambling and problem gambling research relies on cross-sectional and retrospective designs. This has compromised identification of temporal relationships and causal inference. To overcome these problems a new questionnaire, the Jonsson-Abbott Scale (JAS), was developed and used in a large, prospective, general population study, The Swedish Longitudinal Gambling Study (Swelogs). The JAS has 11 items and seeks to identify early indicators, examine relationships between indicators and assess their capacity to predict future problem progression. The aims of the study were to examine psychometric properties of the JAS (internal consistency and dimensionality) and predictive validity with respect to increased gambling risk and problem gambling onset. The results are based on repeated interviews with 3818 participants. The response rate from the initial baseline wave was 74%. The original sample consisted of a random, stratified selection from the Swedish population register aged between 16 and 84. The results indicate an acceptable fit of a three-factor solution in a confirmatory factor analysis with ‘Over consumption,’ ‘Gambling fallacies,’ and ‘Reinforcers’ as factors. Reinforcers, Over consumption and Gambling fallacies were significant predictors of gambling risk potential and Gambling fallacies and Over consumption were significant predictors of problem gambling onset (incident cases) at 12 month follow up. When controlled for risk potential measured at baseline, the predictor Over consumption was not significant for gambling risk potential at follow up. For incident cases, Gambling fallacies and Over consumption remained significant when controlled for risk potential. Implications of the results for the development of problem gambling, early detection, prevention, and future research are discussed.

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• Cross-boundary collaboration and team innovation

  2017. Annika Lantz, Anders Sjöberg, Peter Friedrich.

  Konferens

  The individual employees’ possibility to learn at the workplace is an important aspect of a humane work situation (Kohn & Schooler, 1982), and individual learning is a prerequisite for collective learning that result in meaningful change and development within organizations. Lean production System (LPS) has been widely implemented in organizations in different sectors all over the world (Wittrock, 2015). A review of how LPS affect employees shows mainly negative impact of LPS on health, well-being, work-related attitudes, as well as learning, creativity and proactivity (Hasle, Bojesen, Langaa Jensen, & Bramming, 2012). Some studies show also positive outcomes, but little is known about how LPS is implemented when it results in efficiency, learning and positive work conditions (Cullinane, Bosak, Flood, & Demerouti, 2012). LPS principles (short work flows, focus on value-stream, standardization, and routinization) limit autonomy and complexity, and are opposed to a job design that supports individual-, and team learning (see e.g. Lantz, Sjöberg & Friedrich, 2016). Yet LPS should be an effective means for innovation processes through teamwork, and cooperation across functions and teams (Netland,2013).

  The results presented in this paper are based on two studies, part of a larger longitudinal project on teamwork on the shop-floor within LPS in manufacturing industry. Lantz, Sjöberg, and Friedrich (2016) showed in a previous study that additional work tasks carried out on spare time, such as maintenance work, handling deviations, and eliminating non-value-added activities, impact team proactivity through team learning, Main tasks (90% of the work-time) do not. A conclusion was that teamwork within LPS can be a pillar for innovation, and enhance learning, if additional tasks are identified and carried out. How can such proactive behavior be supported? Within the production all tasks that go beyond the production when it runs well, involve other functions. We regard cooperation across borders with other functions and teams as a potential source of inspiration to transform the teams’ understanding of work.

  In this paper our aim is to investigate the role of cross-boundary collaboration (CBC) for team learning and proactivity, and identify hindrances and prerequisites for such collaboration. In the first study we test a model of how CBC impact team proactivity through team learning. In the second study we investigate qualitative differences between how close-to the-production specialists describe their CBC with stagnant teams (1 SD below mean on team proactivity in study 1) and proactive teams (1 SD above mean in study 1), and how managers support and engage in CBC.

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• Leaned teamwork fattens workplace innovation

  2017. Annika Lantz Friedrich, Anders Sjöberg, Peter Friedrich. Creativity and Innovation in Organizations

  Kapitel

  Previous research has shown negative effects of LPS for employees’ motivation, learning, and innovation processes. The principles of work design of production tasks within LPS are seemingly opposed to a work design that supports team’s engagement in workplace innovation. In this study, we explored relations between task complexity, team learning, and team innovation processes. Work task analysis was conducted at baseline among 41 teams to capture the complexity of different work tasks. Eight months later employees completed a questionnaire about team learning processes, and managers rated each team’s proactivity. Three kinds of tasks were identified. The results showed that the main work task and supplementary tasks gave no input to the team’s learning process. Mediation analysis showed that additional work tasks, taking little time, have an impact on team proactivity through team learning. Our conclusion is that teams within LPS can be engaged in workplace innovation depending on how they take on additional tasks, as these impact team learning. The implications for future research and practice are discussed.

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