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Fogelberg Eriksson, AnnaORCID iD iconorcid.org/0000-0002-9287-1561
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Publications (10 of 59) Show all publications
Nählinder, J. & Fogelberg Eriksson, A. (2019). Outcome, process and support: analysing aspects of innovation in public sector organizations. Public Money & Management, 25(1), 1-7
Open this publication in new window or tab >>Outcome, process and support: analysing aspects of innovation in public sector organizations
2019 (English)In: Public Money & Management, ISSN 0954-0962, E-ISSN 1467-9302, Vol. 25, no 1, p. 1-7Article in journal (Refereed) Epub ahead of print
Abstract [en]

The authors present an analytical model to distinguish between different aspects and modes of innovation. By showing how innovation in the public sector differs from the private sector, this paper is an important stepping-stone to understanding and supporting innovation in the public sector.

Place, publisher, year, edition, pages
Routledge, 2019
Keywords
Innovation outcome, innovation process, innovation support, public sector innovation, social innovation
National Category
Public Administration Studies
Identifiers
urn:nbn:se:liu:diva-154427 (URN)10.1080/09540962.2018.1559617 (DOI)000463181800001 ()2-s2.0-85061455209 (Scopus ID)
Funder
Vinnova, 201-00908
Note

Funding agencies: VINNOVA [2014-00908]; Swedish National Innovation Agency

Available from: 2019-02-11 Created: 2019-02-11 Last updated: 2019-06-14
Lundqvist, D., Fogelberg Eriksson, A. & Ekberg, K. (2018). Managers social support: Facilitators and hindrances for seeking support at work. Work: A journal of Prevention, Assesment and rehabilitation, 59(3), 351-365
Open this publication in new window or tab >>Managers social support: Facilitators and hindrances for seeking support at work
2018 (English)In: Work: A journal of Prevention, Assesment and rehabilitation, ISSN 1051-9815, E-ISSN 1875-9270, Vol. 59, no 3, p. 351-365Article in journal (Refereed) Published
Abstract [en]

BACKGROUND: Previous research has shown that social support is important for health and performance at work, but there is a lack of research regarding managers social support at work, and if it needs to be improved. OBJECTIVE: To investigate managers perception of work-related social support, and facilitators and hindrances that influence their seeking of social support at work. METHODS: Semi-structured interviews with sixty-two managers in two Swedish organizations. RESULTS: Work-related support, which strengthened their managerial image of being competent, was sought from sources within the workplace. Sensitive and personal support, where there was a risk of jeopardizing their image of being competent, was sought from sources outside the workplace. Access to arenas for support (location of the workplace, meetings, and vocational courses) and the managerial role could facilitate their support-seeking, but could also act as hindrances. Because attending different arenas for support were demanding, they refrained from seeking support if the demands were perceived as too high. CONCLUSIONS: Different supportive sources are distinguished based on what supportive function they have and in which arenas they are found, in order to preserve the confidence of the closest organization and to maintain the image of being a competent and performing manager.

Place, publisher, year, edition, pages
IOS Press, 2018
Keywords
Image; health; leadership; work conditions
National Category
Social Work
Identifiers
urn:nbn:se:liu:diva-147595 (URN)10.3233/WOR-182690 (DOI)000429585100005 ()29630581 (PubMedID)
Available from: 2018-04-26 Created: 2018-04-26 Last updated: 2019-06-14
Nählinder, J., Fogelberg Eriksson, A. & Nyström, M. (2017). Learning together as professionals or just playing different games?. In: : . Paper presented at ProPel Conference, Linköping 14-16 June 2017..
Open this publication in new window or tab >>Learning together as professionals or just playing different games?
2017 (English)Conference paper, Oral presentation with published abstract (Refereed)
Abstract [en]

This paper explores an initiative by a Swedish governmental agency to create a temporary arena for collaboration between management consultancies, researchers and representatives from the public sector. This temporary arena, a pilot effort hereafter called the Lab, was intended to support consultancies to develop and offer services to strengthen public organizations' capacity for innovation and change, by utilizing research-based knowledge about the conditions for innovation, development and change in the public sector. In other words, the governmental agency hoped that scientific research and knowledge could be transferred to consultancies so that they in turn could package their learnings into high quality services to be sold to the public sector, in particular local and regional authorities. The Lab was in this sense a pilot in trying to find ways to increase the practical application of available research and experience-based knowledge in the field amongst consultancies. A multilateral and interprofessional – and complex - constellation was set up in the Lab around the consultancies: process leaders; consultancies; researchers of innovation in public sector; local government representatives; and observers from the governmental agency. Over a period of approximately one year the participants of the Lab met in different constellations, particularly in common workshops. During the Lab period, the researchers (the three authors of the paper) applied a ’split vision approach’ by both acting as knowledge support and also collecting data by documenting the process through meeting notes and personal diaries. The purpose of the paper is to contribute to increased knowledge on the conditions for interprofessional collaboration and learning in arenas where different forms of knowledge meet. The following questions are investigated: What characterized the conditions for learning in the Lab in terms of enabling and constraining conditions? What intersections of professional knowledge were key to the outcome of the Lab? These questions are discussed and problematized through analytical entries based on theories on workplace learning and forms of knowledge. The conclusion is that is was hard to create a common ground for the different forms of knowledge and professional practices that met in the Lab. Despite the lab-metaphor, the Lab did not turn out as an expansive learning environment as was intended from the beginning – at least not in relation to the goals of the program. Some aspects that will need more attention in future intitiatives mixing these types of actors was the shortage of time in general, the limited time for reflection; unclear roles (not sufficient trust); and a low degree of teamwork.

National Category
Work Sciences
Identifiers
urn:nbn:se:liu:diva-138623 (URN)
Conference
ProPel Conference, Linköping 14-16 June 2017.
Available from: 2017-06-20 Created: 2017-06-20 Last updated: 2019-06-14
Nählinder, J. & Fogelberg Eriksson, A. (2017). The MIO Model: A Guide for Innovation Support in Public Sector Organisations. Scandinavian Journal of Public Administration, 21(2), 23-47
Open this publication in new window or tab >>The MIO Model: A Guide for Innovation Support in Public Sector Organisations
2017 (English)In: Scandinavian Journal of Public Administration, ISSN 2001-7405, E-ISSN 2001-7413, Vol. 21, no 2, p. 23-47Article in journal (Refereed) Published
Abstract [en]

The innovation imperative in the public sector is not yet matched by fully developed knowledge on how to support innovation. As a response to the theoretical as well as practical knowledge gaps on how to support innovation in the public sector the paper suggests a tentative model for designing innovation support in public sector organizations, the MIO-model. The model is developed as a practical theory, based on extensive empirical research on innovation and innovation support in Swedish local government, and it is theoretically informed by integrations of innovation studies and theories on organization and workplace learning. Rather than prescribing exactly what to do and how to form innovation support, the MIO-model focuses on core conditions for informed and locally embedded innovation support.

Place, publisher, year, edition, pages
Göteborgs universitet, Förvaltningshögskolan, 2017
Keywords
public sector innovation, innovation support, learning, organisational conditions, local government
National Category
Work Sciences
Identifiers
urn:nbn:se:liu:diva-138622 (URN)
Funder
VINNOVA
Available from: 2017-06-20 Created: 2017-06-20 Last updated: 2019-06-14
Fogelberg Eriksson, A. (2016). Chefers föreställningar om ledarskap och kön (2ed.). In: Per-Erik Ellström, Anna Fogelberg Eriksson, Henrik Kock, Andreas Wallo (Ed.), Mot ett förändrat ledarskap?: om chefers arbete och ledarskap i ett organisationsperspektiv (pp. 97-118). Lund: Studentlitteratur AB
Open this publication in new window or tab >>Chefers föreställningar om ledarskap och kön
2016 (Swedish)In: Mot ett förändrat ledarskap?: om chefers arbete och ledarskap i ett organisationsperspektiv / [ed] Per-Erik Ellström, Anna Fogelberg Eriksson, Henrik Kock, Andreas Wallo, Lund: Studentlitteratur AB, 2016, 2, p. 97-118Chapter in book (Other academic)
Place, publisher, year, edition, pages
Lund: Studentlitteratur AB, 2016 Edition: 2
Keywords
Ledarskap, Chefer, Genus (socialt kön)
National Category
Work Sciences
Identifiers
urn:nbn:se:liu:diva-125710 (URN)978-91-4411-191-9 (ISBN)
Available from: 2016-03-01 Created: 2016-03-01 Last updated: 2019-06-14Bibliographically approved
Wallo, A., Fogelberg Eriksson, A., Ellström, P.-E. & Kock, H. (2016). Förändrat ledarskap: ledarskap i förändring (2ed.). In: Per-Erik Ellström, Anna Fogelberg Eriksson, Henrik Kock, Andreas Wallo (Ed.), Mot ett förändrat ledarskap?: om chefers arbete och ledarskap i ett organisationsperspektiv (pp. 55-76). Lund: Studentlitteratur AB
Open this publication in new window or tab >>Förändrat ledarskap: ledarskap i förändring
2016 (Swedish)In: Mot ett förändrat ledarskap?: om chefers arbete och ledarskap i ett organisationsperspektiv / [ed] Per-Erik Ellström, Anna Fogelberg Eriksson, Henrik Kock, Andreas Wallo, Lund: Studentlitteratur AB, 2016, 2, p. 55-76Chapter in book (Other academic)
Place, publisher, year, edition, pages
Lund: Studentlitteratur AB, 2016 Edition: 2
Keywords
Ledarskap
National Category
Work Sciences
Identifiers
urn:nbn:se:liu:diva-124707 (URN)9789144111919 (ISBN)
Available from: 2016-02-11 Created: 2016-02-11 Last updated: 2019-06-14Bibliographically approved
Salminen-Karlsson, M. & Fogelberg Eriksson, A. (2016). Ignoring, minding or closing the gender pay gap?: Gender and salary negotiations in the Swedish governmental sector. In: GWO2016: Book of Abstracts. Paper presented at Gender, Work and Organization 2016, 9th Biennial International Interdisciplinary Conference, Keele University, Staffordshire, UK, June 29-July 1, 2016 (pp. 279-279).
Open this publication in new window or tab >>Ignoring, minding or closing the gender pay gap?: Gender and salary negotiations in the Swedish governmental sector
2016 (English)In: GWO2016: Book of Abstracts, 2016, p. 279-279Conference paper, Oral presentation with published abstract (Other academic)
Abstract [en]

The gender distribution among the employees of the governmental sector in Sweden is even, but salaries are not. The gender pay gap is 5.6% after standard weighting. This makes the state government salaries the least gender equal within the public sector of Sweden. This paper addresses the issue on a grass-root level by examining how HR administrators and union representatives, who take part in salary negotiations, discuss gender equal pay. Statistics on pay in the governmental sector is generated by the BESTA-system, which is a national occupational category system with the intention to provide information and produce statistics on different occupations and salaries in Swedish governmental agencies.

The intention of the system is to produce and deliver reliable statistics on an aggregated level,enabling national wage camparisons and providing guidance in setting local wages at the agency level.The system was also originally marketed as a tool for promoting gender equal salaries for work of equal value, by the enabling the salary camparisons between women and men that all Swedish employers are obliged to make every three years. Research has shown that the system as such invites to classifying men's and women's jobs differently (Salminen-Karlsson, 2015) and that the conditions where the classifications are made do not encourage reflection (Fogelberg Eriksson, 2015), which means that gender stereotypes are likely to have an influence on the classification. In this paper we go one step further and discuss how these classifications subsequently are used in salary negotiations. In the Swedish governmental sector, classification of jobs and salary mappings are normally done by HR administrators. Salary negotiations generally happen between managers, HR administrators and union representatives, and the role of HR is to see to the general salary policy of the agency, including gender equal salaries. In this paper we discuss how the people doing the salary mappings and bringingin the gender pay gap in salary negotiations refer to the possibilities that the system gives to them to discover gaps and use these discoveries as argumentation in salary negotiations. The study is based on interviews with HR administrators and union representatives. The analytical entries of 'ceremonial' and 'remedial' work (Gherardi, 1994, 2001, 2004) are adapted to the material and used to discuss how the interviewees on the one hand relate to the salary mappings and how they on the other hand refer to the still existing gendered differences in pay. In our interpretation, HR administrators and union representatives do ceremonial work in finding and documenting existing gender differences in the salary mappings and remedial work when they accept the persistence of those differences and motivate it. To be able to analyse the occasions when gender pay gap is addressed in the negotiations, we bring in Wahl (1992, 2003), and her concepts of "positive strategy", corresponding to our interpretation of remedial work, and "contextual strategy" where the gender pay gap is made visible and criticised.

Keywords
gender pay gap
National Category
Work Sciences Gender Studies
Identifiers
urn:nbn:se:liu:diva-131048 (URN)
Conference
Gender, Work and Organization 2016, 9th Biennial International Interdisciplinary Conference, Keele University, Staffordshire, UK, June 29-July 1, 2016
Available from: 2016-09-06 Created: 2016-09-06 Last updated: 2019-06-14Bibliographically approved
Ellström, P.-E., Fogelberg Eriksson, A., Kock, H. & Wallo, A. (2016). Inledning (2ed.). In: Ellström, P-E., Fogelberg Eriksson, A., Kock, H., & Wallo, A. (Ed.), Mot ett förändrat ledarskap?: Om chefers arbete och ledarskap i ett organisationsperspektiv (pp. 11-23). Lund: Studentlitteratur AB
Open this publication in new window or tab >>Inledning
2016 (Swedish)In: Mot ett förändrat ledarskap?: Om chefers arbete och ledarskap i ett organisationsperspektiv / [ed] Ellström, P-E., Fogelberg Eriksson, A., Kock, H., & Wallo, A., Lund: Studentlitteratur AB, 2016, 2, p. 11-23Chapter in book (Other academic)
Place, publisher, year, edition, pages
Lund: Studentlitteratur AB, 2016 Edition: 2
National Category
Work Sciences
Identifiers
urn:nbn:se:liu:diva-124705 (URN)978-91-44-11191-9 (ISBN)
Available from: 2016-02-11 Created: 2016-02-11 Last updated: 2019-06-14
Fogelberg Eriksson, A., Wallo, A., Ellström, P.-E. & Kock, H. (2016). Traditioner inom ledarskapsforskningen (2ed.). In: Per-Erik Ellström, Anna Fogelberg Eriksson, Henrik Kock, Andreas Wallo (Ed.), Mot ett förändrat ledarskap?: om chefers arbete och ledarskap i ett organisationsperspektiv (pp. 25-54). Lund: Studentlitteratur AB
Open this publication in new window or tab >>Traditioner inom ledarskapsforskningen
2016 (Swedish)In: Mot ett förändrat ledarskap?: om chefers arbete och ledarskap i ett organisationsperspektiv / [ed] Per-Erik Ellström, Anna Fogelberg Eriksson, Henrik Kock, Andreas Wallo, Lund: Studentlitteratur AB, 2016, 2, p. 25-54Chapter in book (Other academic)
Place, publisher, year, edition, pages
Lund: Studentlitteratur AB, 2016 Edition: 2
Keywords
Ledarskap - forskning, Processorienterat arbete, Arbetsgrupper
National Category
Work Sciences
Identifiers
urn:nbn:se:liu:diva-124706 (URN)9789144111919 (ISBN)
Available from: 2016-02-11 Created: 2016-02-11 Last updated: 2019-06-14Bibliographically approved
Salminen-Karlsson, M., Fogelberg Eriksson, A. & Neu Morén, E. (2015). Att koda på BESTA sätt: Reflektioner kring kodning och kön. Uppsala: Centrum för genusvetenskap, Uppsala universitet
Open this publication in new window or tab >>Att koda på BESTA sätt: Reflektioner kring kodning och kön
2015 (Swedish)Report (Other academic)
Place, publisher, year, edition, pages
Uppsala: Centrum för genusvetenskap, Uppsala universitet, 2015. p. 41
Keywords
jämställdhet
National Category
Work Sciences Gender Studies
Identifiers
urn:nbn:se:liu:diva-119199 (URN)978-91-506-2467-0 (ISBN)
Available from: 2015-06-11 Created: 2015-06-11 Last updated: 2019-06-14
Organisations
Identifiers
ORCID iD: ORCID iD iconorcid.org/0000-0002-9287-1561

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