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Anders SjöbergUniversitetslektor, Docent

Om mig

After finishing his BA in 1991, Anders Sjöberg worked as a researcher at the Swedish National Institute for Working Life, in a project on organizational psychology and the link between job attitudes and behavior. His work in this area has been published in several psychological journals and books. Anders Sjöberg received his PhD from the Department of Psychology, Stockholm University, in 1998. In 2009, Anders Sjöberg was recognized by the Emerald Management Review as a co-author to one of the top 50 scientific management articles of the year. In 2011 he received his associate professor title at Stockholm University. Anders has during the past 15 years presented his findings at international research conferences.

The research conducted by Anders Sjöberg is now characterized by an interest in personnel selection, team effectiveness and artificial intelligence. He is supervising students at all levels. He teaches courses in personnel selection, economic utility analysis and psychometrics at the Department of Psychology, Stockholm University.  He is a Fellow of the Swedish Psychological Society and a member of the European Federation of Psychologists’ Association’s (EFPA) Board of Assessments. He has developed psychological assessments for both development and selection and adapt both clinical and educational tests for psychologists’ in the Nordic markets. 

Anders was a member of the ISO Project Committee (PC230) for ISO 10667 (Assessment service delivery – procedures and methods to assess people in work and organizational settings) and was a member of the drafting committee for the Standard. More recently, he worked with the implementation of a new evidence based selections procedure for the Swedish prosecutor's office, the Swedish Armed Forces and the Swedish Security Service.In September, a book will be released where Anders is a co-author. The book is about personality at work (Personlighet i arbete, Natur & Kultur). The book is written together with Sofia Sjöberg and Sara Henrysson



I urval från Stockholms universitets publikationsdatabas

  • Leaned teamwork fattens workplace innovation

    2016. Annika Lantz Friedrich, Anders Sjöberg, Peter Friedrich. European Journal of Work and Organizational Psychology 25 (4), 561-569


    Our aim is to contribute to research on workplace innovation by identifying tasks within industrial Lean Production Systems (LPS) that can trigger the involvement of teams in workplace innovation. Previous research has shown negative effects of LPS for employees’ motivation, learning, and innovation processes. The principles of job design of production tasks, e.g., standardization and routinization, are seemingly opposed to a job design that supports team’s engagement in workplace innovation. In this study, we explored relations between task complexity, team learning, and proactivity. 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. A 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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  • Use and interpretation of test scores from limited cognitive test batteries

    2014. Stefan Annell, Anders Sjöberg, Magnus Sverke. Scandinavian Journal of Psychology 55 (5), 399-408


    Single scores from limited and unbalanced test batteries of cognitive ability can be ambiguous to interpret theoretically. In this study, a limited verbally and knowledge-loaded cognitive test battery, from applicants to the Swedish police academies (N=1,344), was examined to provide foundations for the use and interpretation of test scores. Three measurement models were compared: one single factor model and two bifactor models, which decomposed the variance of the battery into orthogonal components. The models were evaluated by fit indices and omega coefficients, and then applied to the prediction of academic performance. The overall prediction of all models was similar, although specific abilities also were found to provide substantial predictive validity over and above general intelligence (g). The findings provide support for the use of single scores in applied settings (selection), but suggest that it may be more appropriate to interpret such scores as composites of substantive components, and not just as measures of g.

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  • Decision-making style, accountability and responsibility

    2013. Kristina Langhammer (et al.).


    The purpose of this paper was to examine the degree to which decision making style (i.e. rational, intuitive; Scott&Bruce, 1995), procedural accountability (Tetlock, 1985) and decision responsibility predict preference for hiring approaches to personnel selection. An experimental design was used to test whether procedure accountability and decision responsibility moderate preferences for hiring approach.  168 Human Resource professionals answered the online questionnaire built for the purpose of the study. The results showed that individuals scoring high on the intuitive decision-making style (IDMS) prefer a holistic hiring approach. However, the proposition that Rational Decision-Making Style (RDMS) scale would have a positive relationship with mechanical hiring approach was not supported. Furthermore, according to our findings the context does not explain preferred hiring approach with higher probability. One limitation of this study was that the experimental design might have affected the external validity in the context variable. Another limitation for this study was the relatively small sample size. Despite limitations, the present study has an unique contribution by tying together decision making style, procedural accountability and decision responsibility in an attempt to explain preference for holistic versus mechanical hiring approach.

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  • Using individual differences to predict job performance

    2012. Sofia Sjöberg (et al.). Scandinavian Journal of Psychology 53 (4), 368-373


    Sjoberg, S., Sjoberg, A., Naswall, K. & Sverke, M. (2012). Using individual differences to predict job performance: Correcting for direct and indirect restriction of range. Scandinavian Journal of Psychology 53, 368373. The present study investigates the relationship between individual differences, indicated by personality (FFM) and general mental ability (GMA), and job performance applying two different methods of correction for range restriction. The results, derived by analyzing meta-analytic correlations, show that the more accurate method of correcting for indirect range restriction increased the operational validity of individual differences in predicting job performance and that this increase primarily was due to general mental ability being a stronger predictor than any of the personality traits. The estimates for single traits can be applied in practice to maximize prediction of job performance. Further, differences in the relative importance of general mental ability in relation to overall personality assessment methods was substantive and the estimates provided enables practitioners to perform a correct utility analysis of their overall selection procedure.

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  • Personality traits among Swedish counterterrorism intervention unit police officers

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


    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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  • Measuring Gambling Reinforcers, Over Consumption and Fallacies

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


    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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  • How are employees at different levels affected by privatization?

    2013. Helena Falkenberg (et al.).


    Privatizations have been carried out all across the world in recent decades, but there is still a lack of research about the psychological and health-related consequences of this kind of change on employees. As with other types of organizational change, privatization can be considered a stressful event that may result in impaired work attitudes and strain. However, such effects are likely to vary depending on the individual’s position in the organization. The aim of this study is to investigate how privatization may affect work-related attitudes and strain of employees, and to analyze whether the effects of privatization differ between employees at various hierarchic levels. Results based on questionnaire data collected at two Swedish hospitals both before and after one of the hospitals underwent privatization suggests only limited effects of privatization on a general level, but that employees at various hierarchic levels may be affected differently. While employees at a high level (physicians) and low level (assistant nurses) reported only marginal differences over time in work attitudes and strain, as compared with their colleagues at the comparison hospital, the work attitudes of employees at the intermediate level (registered nurses) declined after privatization. The knowledge that some occupational groups could be affected more negatively than others and that special attention should be paid to intermediate occupational groups can be useful information for different actors in a privatization process, such as the politicians who make decisions regarding privatizations and the management executives who may carry them out.

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