I urval från Stockholms universitets publikationsdatabas

• Gender Differences in the Work and Home Spheres for Teachers, and Longitudinal Associations with Depressive Symptoms in a Swedish Cohort

  2022. Johanna Stengård (et al.). Sex Roles 86, 159-178

  Artikel

  The high level of stress among teachers is a frequently reported problem globally but less is known about how demands and resources among teachers affect depressive symptoms, and to what extent gender differences in these conditions can explain potential differences in depressive symptoms. The present study investigated gender differences in teachers’ self-reported depressive symptoms, and differences in their demands and resources in both work and home spheres. Associations between demands and resources, respectively, and depressive symptoms as well as gender differences in these associations were examined. Results from univariate and parallel growth modelling (N = 1,022), using data from six time points (2008 to 2018), found higher levels of depressive symptoms, higher emotional and quantitative work demands, and more time doing unpaid work among female teachers, whereas male teachers reported more time on leisure activities. Emotional and quantitative work demands were associated with depressive symptoms at baseline, and these associations also developed in parallel over time. Leisure time had a negative association with depressive symptoms at baseline. There were no gender differences in the strength of these associations. Findings suggest that gender differences in teachers’ depressive symptoms could be attributable to women’s greater demands in the work sphere and fewer resources in the home sphere than men as opposed to their being more vulnerable to workplace stressors.

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• Do good psychosocial working conditions prolong working lives?

  2021. Johanna Stengård (et al.). European Journal of Ageing

  Artikel

  Due to an ageing population, governments in European countries are striving to keep older workers longer in the workforce. Remarkably few studies have paid attention to the influence of psychosocial working conditions on timing of retirement for older workers in and beyond normative retirement age. The aim of the present study was to examine whether good psychosocial working conditions contribute to prolonged working lives among older workers (59 years and above). A particular question was whether such conditions increase in importance with age. Seven waves (2006-2018) of the Swedish Longitudinal Occupational Survey of Health (SLOSH) were used (N = 6000, observations = 10,632). Discrete-time event history analyses showed that higher levels of job resources (decision authority [OR 1.13, 95% CI 1.06-1.22], skill use [OR 1.17, 95% CI 1.07-1.29], learning opportunities [OR 1.22, 95% CI 1.13-1.31], social support [OR 1.29 (95% CI 1.16-1.42], work-time control [OR 1.07, 95% CI 1.01-1.13], and reward [OR 1.40, 95% CI 1.24-1.57])-but not lower levels of job demands (quantitative and emotional demands or effort)-were associated with working longer (continued work two years later). Also, low effort-reward imbalance (OR 0.84 [95% CI 0.73-0.96]) was associated with working longer. In addition, skill use, work-time control, reward, and low effort-reward imbalance increased in importance with age for continued work. These results suggest that providing older workers with control over their work tasks, giving opportunities for learning and using their skills, as well as rewarding and acknowledging their achievements, may keep them in the workforce longer. Especially, job resources may grow in importance with age.

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• The role of managerial leadership in sickness absence in health and social care

  2021. Johanna Stengård (et al.). BMC Public Health 21 (1)

  Artikel

  Background: The prevalence of sickness absence is particularly high among employees in health and social care, where psychosocial work stressors are pertinent. Managerial leadership is known to affect sickness absence rates, but the role leadership plays in relation to sickness absence is not fully understood; that is, whether poor leadership (i) is associated with sickness absence directly, (ii) is associated with sickness absence indirectly through the establishment of poor psychosocial working conditions, or (iii) whether good leadership rather has a buffering role in the association between work stressors and sickness absence.

  Methods: Four biennial waves from the Swedish Longitudinal Occupational Survey of Health (SLOSH, 2010–2016, N=2333) were used. Autoregressive cross-lagged analyses within a multilevel structural equation modelling (MSEM) framework were conducted to test hypotheses i)–iii), targeting managerial leadership, register-based sickness absence and psychosocial work stressors (high psychological demands, poor decision authority and exposure to workplace violence).

  Results: A direct association was found between poor leadership and sickness absence two years later, but no associations were found between leadership and the psychosocial work stressors. Finally, only in cases of poor leadership was there a statistically significant association between workplace violence and sickness absence.

  Conclusions: Poor managerial leadership may increase the risk of sickness absence among health and social care workers in two ways: first, directly and, second, by increasing the link between workplace violence and sickness absence.

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• Stuck at a workplace

  2020. Claudia Bernhard-Oettel (et al.). International Journal of Human Resource Management 31 (14), 1771-1792

  Artikel

  Whilst health consequences of being locked-in at the workplace have been documented in several research studies, it is largely unknown how work characteristics and their changes over time relate to risks for becoming locked-in at a certain workplace. Accordingly, this paper studied how perceived control, learning opportunities and quantitative demands at work associate with workplace-locked-in (WPLI). The study included permanent employees who participated in the Swedish Longitudinal Occupational Survey of Health (SLOSH) study in wave 3 through 5 (n = 2918 individuals; n = 7460 observations). Results from multi-level analysis show that there was significant individual variation in WPLI changes over time, even though on average, WPLI decreased slightly. Differences in work characteristics between individuals (L2) and across time (L1) associated significantly with WPLI: higher levels of job control and learning opportunities related to lower odds ratios for WPLI, whereas higher quantitative job demands associated with higher odds ratios of WPLI. Moreover, differences in quantitative job demands, number of job changes and educational achievements explained the individual variations of WPLI developments over time. The result shows that WPLI can – to some extent – be prevented or reduced through good work design, and implications for HR managers and organizations are discussed.

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• Are trajectories of prefered- and expected retirement ages associated with health and effort-impalance at work? Findings from a six-year Swedish longitudinal study

  2019. Marta Sousa-Ribeiro (et al.). Abstract Book of the 19th European Association of Work and Organizational Psychology Congress, 1450-1450

  Konferens

  Purpose: One key dimension in the study of retirement decision making is the preferred retirement age (PR-A). Another relevant although less investigated indicator is the age at which one realistically expects to retire (ER-A). This study aimed at identifying trajectories of preferred- and expected retirement age and exploring their associations with changes in self-rated health, depressive symptoms and effortreward imbalance (ERI).

  Design/Methodology/Approach/Intervention: The study used data from four waves (2010, 2012, 2014, 2016) of the Swedish Longitudinal Occupational Survey of Health. Sample consisted of 1440 workers aged 50–59 in 2010 who participated in all waves. Latent class growth modeling was used to estimate trajectories of PR-A and ER-A and their associations with self-rated health, depressive symptoms and ERI were investigated. Participants were divided in two groups according to age at T0 (50-54; 5559) and analyses were age stratified.

  Results: Preliminary results suggest both between-person and within-person variability in retirement age preferences and expectations over six years in the two groups. Trajectories characterised by lower PRA were associated with poorer health and higher levels of ERI. ER-A trajectories in turn seem to be less associated with health and ERI.

  Limitations: This study relies exclusively on self-report measures.

  Research/Practical Implications: The findings reinforce the importance of healthy work environments that facilitate a balance between efforts and rewards for promoting longer working lives.

  Originality/Value: Retirement longitudinal studies are scarce and this study is one of the first to investigate longitudinal relationships between PR-A and ER-A trajectories, and health and effort-reward imbalance at work.

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• Beginning teachers' work satisfaction, self-efficacy and willingness to stay in the profession

  2019. Lisa Björk (et al.). Teachers and Teaching 25 (8), 955-971

  Artikel

  As many other countries around the world, Sweden is currently facing an urgent need for new teachers. Creating sound work environments that can retain beginning teachers in the profession-as well as attract new ones-is one way to address the problem. In order to accomplish this task, research must be able to reflect the complex nature of work environments. In the present study, a cluster analysis of four job demands and five job resources among 328 Swedish teachers in their first year of teaching, resulted in four typical work situations: the advantageous situation (n = 103); the balanced situation (n = 148); the threat situation (n = 34); and the pressed situation (n = 43). Clear differences were found in how teachers in these different clusters perceived their work satisfaction, self-efficacy and willingness to stay, with the teachers in the former two work situations scoring significantly higher than the latter two. The results indicate that teachers can have a very different experience of work at the start of their careers. These findings imply that work environment interventions and induction programmes to support new teachers and prevent them from leaving the profession must be well adapted to the context.

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• The role of social embeddedness for remaining in non-desired workplaces and mental health consequences

  2019. Claudia Bernhard-Oettel (et al.). Scandinavian Journal of Public Health 47 (3), 334-343

  Artikel

  Aims: The aim of the study was to investigate the role of social embeddedness on and off the job in relation to remaining in non-desired workplaces (NDWs) and the development of mental health. Method: The study used questionnaire data from the Scania Public Health cohort (N=2410) that were collected in 2000 (T1), 2005 (T2) and 2010 (T3). Logistic regression models were calculated to probe how NDWs and social embeddedness factors measured at baseline (T1) related to NDWs five years later (T2), and to investigate how NDWs and social embeddedness factors at T2 related to poor mental health at T3. Synergy indices were calculated in both analyses to test for additive v. interactive effects between NDWs and social embeddedness factors on the outcomes. Results: NDWs at baseline and low social embeddedness on and off the job was associated with NDWs at T2. For those in a desired workplace, low support from co-workers as well as low workplace affinity increased the risk to be in an NDW at T2. NDWs and low social embeddedness also associated with impaired mental health (T3). For those in an NDW, low support from co-workers as well as low workplace affinity increased the risk of poor mental health at T3. Conclusions: This study underlines the importance of social embeddedness for NDWs and the development of poor mental health over time. Particularly low social support from co-workers and low workplace affinity seem to be risk factors for future experience of an NDW and impaired mental health.

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• Who Gets Stuck in Their Workplaces? The Role of Matching Factors, between Individual and Job, and Demographics in Predicting Being Locked In

  2019. Johanna Stengård (et al.). Scandinavian Journal of Work and Organizational Psychology 4 (1), 1-18

  Artikel

  When a workplace/organization does not fulfill one’s needs and wishes anymore, many individuals change to other workplaces/organizations. However, for some individuals this is not feasible as they perceive a lack of alternatives; they feel stuck in a non-preferred workplace (being locked in), or they may be in the risk zone of becoming locked in. Few studies have investigated the reasons for becoming locked in, and it is the aim of this study to investigate whether matching factors between work and individual and/or demographic factors can predict locked-in positions. Multinomial logistic regression analyses were performed—cross-sectionally and longitudinally (N = 3633–6449)—and showed that mismatch in terms of over-qualification and lack of physical and mental work abilities increased the odds ratios for being in locked-in positions. In contrast, working in relatively higher socioeconomic categories of both manual and non-manual work, commonly demanding higher education (vocational or academic), protected against being locked in. This study contributes to the career research field by studying determinants of disadvantageous career positions, which have been neglected in past research.

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• Acceptera villkor eller aktivt avgränsa?

  2018. Erik Berntson, Johanna Stengård, Lotta Dellve. Att leda i en komplex organisation, 114-129

  Kapitel

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