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  • 1.
    Ekberg, Kerstin
    et al.
    Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences.
    Gustavsson, Maria
    Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Arts and Sciences.
    Lundqvist, Daniel
    Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences.
    Reineholm, Cathrine
    Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences.
    Fagerlind, Anna-Carin
    Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences.
    Karlsson, Nadine
    Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, Faculty of Health Sciences. Linköping University, Department of Medical and Health Sciences, Division of Preventive and Social Medicine and Public Health Science.
    Eklund, Jörgen
    Avdelningen för ergonomi, Skolan för teknik och hälsa, Kungliga Tekniska Högskolan.
    Leading and organising for health and productivity.2012Conference paper (Other academic)
  • 2.
    Ekstrand, Jan
    et al.
    Linköping University, Department of Medical and Health Sciences, Division of Community Medicine. Linköping University, Faculty of Medicine and Health Sciences.
    Lundqvist, Daniel
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Davison, Michael
    Isokinetic Medical Group, FIFA Medical Centre of Excellence, London, UK.
    DHooghe, Michel
    Union of European Football Associations (UEFA), Nyon, Switzerland.
    Pensgaard, Anne Marte
    Department of Coaching and Psychology, Norwegian School of Sport Sciences, Oslo, Norway.
    Communication quality between the medical team and the head coach/manager is associated with injury burden and player availability in elite football clubs2019In: British Journal of Sports Medicine, ISSN 0306-3674, E-ISSN 1473-0480, Vol. 53, no 5, p. 304-308Article in journal (Refereed)
    Abstract [en]

    We investigated medical staff interpretations and descriptions of internal communication quality in elite football teams to determine whether internal communication was correlated with injuries and/or player availability at training and matches.

  • 3.
    Ekstrand, Jan
    et al.
    Linköping University, Department of Medical and Health Sciences, Division of Community Medicine. Linköping University, Faculty of Medicine and Health Sciences.
    Lundqvist, Daniel
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Medical and Health Sciences, Division of Community Medicine. Linköping University, Faculty of Medicine and Health Sciences.
    Lagerbäck, Lars
    Linköping University.
    Vouillamoz, Marc
    UEFA, Switzerland.
    Papadimitiou, Niki
    UEFA, Switzerland.
    Karlsson, Jon
    Linköping University. Gothenburg University, Gothenburg, Sweden.
    Is there a correlation between coaches leadership styles and injuries in elite football teams?: A study of 36 elite teams in 17 countries2018In: British Journal of Sports Medicine, ISSN 0306-3674, E-ISSN 1473-0480, Vol. 52, no 8, p. 527-531Article in journal (Refereed)
    Abstract [en]

    Background Do coaches’ leadership styles affect injury rates and the availability of players in professional football? Certain types of leadership behaviour may cause stress and have a negative impact on players’ health and well-being.

    Aim To investigate the transformational leadership styles of head coaches in elite men’s football and to evaluate the correlation between leadership styles, injury rates and players’ availability.

    Methods Medical staff from 36 elite football clubs in 17 European countries produced 77 reports at four postseason meetings with a view to assessing their perception of the type of leadership exhibited by the head coaches of their respective teams using the Global Transformational Leadership scale. At the same time, they also recorded details of individual players’ exposure to football and time-loss injuries.

    Results There was a negative correlation between the overall level of transformational leadership and the incidence of severe injuries (rho=−0.248; n=77; p=0.030); high levels of transformational leadership were associated with smaller numbers of severe injuries. Global Transformational Leadership only explained 6% of variation in the incidence of severe injuries (r2=0.062). The incidence of severe injuries was lower at clubs where coaches communicated a clear and positive vision, supported staff members and gave players encouragement and recognition. Players’ attendance rates at training were higher in teams where coaches gave encouragement and recognition to staff members, encouraged innovative thinking, fostered trust and cooperation and acted as role models.

    Conclusions There is an association between injury rates and players’ availability and the leadership style of the head coach.

  • 4.
    Gustavsson, Maria
    et al.
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Ekberg, Kerstin
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, Faculty of Health Sciences.
    Eklund, Jörgen
    KTH, Skolan för teknik och hälsa.
    Fagerlind, Anna-Carin
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, Faculty of Health Sciences.
    Karlsson, Nadine
    Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, Faculty of Health Sciences.
    Lundqvist, Daniel
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, Faculty of Health Sciences.
    Reinerholm, Cathrine
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Medical and Health Sciences. Linköping University, Faculty of Health Sciences.
    Ledarskap och organisering för hälsa och produktion (LOHP)2011Conference paper (Other academic)
  • 5.
    Gustavsson, Maria
    et al.
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Fogelberg Eriksson, Anna
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Lundqvist, Daniel
    Linköping University, Faculty of Health Sciences. Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation.
    Nilsson, Peter
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Ekberg, Kerstin
    Linköping University, Faculty of Health Sciences. Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation.
    Lokalt ledarskap i en global organisation - kvinnors och mäns möjligheter att bli chefer och utöva ledarskap inom ett verkstadsindustriföretag2008Report (Other academic)
    Abstract [sv]

    Frågor som rör chef- och ledarskap genererar alltid ett stort intresse såväl i arbetslivet som inom forskning. Det tema som fokuseras i den här rapporten är chef-/ledarskap och kön, särskilt könsfördelningen på ledande befattningar. I dagsläget är merparten av alla chefer i svenskt arbetsliv män. Män är överrepresenterade på chefsbefattningar i relation till samtliga anställda män i såväl privat som offentlig sektor. På de högsta chefsbefattningarna blir mansdominansen än tydligare (SCB, 2006). Mansdominansen på ledande befattningar kan sägas utgöra en utgångspunkt för de forskningsfrågor som formulerats inom forskningsområdet chef-/ledarskap och kön. Forskningsfrågorna handlar t.ex. om varför så få kvinnor är chefer samt på senare år om hur ledarskap är könsmärkt, dvs. hur ledarskap förknippas med kön. En återkommande fråga i mansdominerade organisationer är: Hur kan vi få fler kvinnor på ledande befattningar? Det är just denna problematik som fokuseras i föreliggande rapport som sammanfattar erfarenheter från ett forsknings- och utvecklingsprojekt som pågick från senhösten 2007 till senhösten 2008.

    Syftet med föreliggande rapport är att kartlägga och analysera villkor för kvinnor och män att bli chefer och att utöva chef- och ledarskap, samt varför få kvinnor har chefspositioner. Utgångspunkten för denna analys är en empirisk studie inom ett globalt verkstadsindustriföretag baserad på intervjuer med chefer, både kvinnor och män, på olika chefsnivåer och från olika divisioner. Följande mer specifika frågeställningar har formulerats:

    1. Vad karaktäriserar chefernas uppfattningar om ledarskap, chefsrekrytering, lärande och karriär, jämställdhet samt hälsa i företaget?
    2. Vilka förutsättningar finns för kvinnor och män att rekryteras till chefspositioner samt utöva chef- och ledarskap i företaget?
    3. Vilka orsaker finns till varför få kvinnor har chefspositioner i företaget?

    För att kunna diskutera skillnader mellan kvinnors och mäns uppfattningar och villkor närmar vi oss forskningsfrågorna utifrån ett genusperspektiv. Med genusperspektiv avser vi i denna rapport synsättet att vi formas till kvinnor och män genom det vi gör, och de aktiviteter vi deltar i, i samspel med andra människor i det dagliga arbetet. Våra könsidentiteter är beroende av rådande, socialt konstruerade, föreställningar i samhället och vi lär oss och lär oss att förhålla oss till dessa föreställningar i det dagliga arbetet. Vi utvecklar dessa tankar ytterligare i kapitel 2.

  • 6.
    Langstrand, Jostein
    et al.
    Linköping University, Department of Management and Engineering, Logistics & Quality Management. Linköping University, Faculty of Science & Engineering.
    Lundqvist, Daniel
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Att leda förändring: från förhandling till realisering2015Report (Other academic)
    Abstract [sv]

    Att leda förändring är bland de svåraste uppgifterna en ledare kan ta sig an, och ungefär två tredjedelar av alla förändringsinitiativ misslyckas. Vår ambition med den här rapporten är att bidra till att förmedla några råd som vi har hämtat från erfarna förändringsledare och därmed bidra till att hjälpa presumtiva förändringsledare att förutse och planera för de utmaningar som kommer under förändringsarbetets gång.

    Rapporten bygger på en intervjustudie där 14 erfarna förändringsledare har delat med sig av sina erfarenheter av att leda förändringsprocesser i olika verksamheter – både offentligt och privat. Vi har identifierat gemensamma mönster i deras beskrivningar och sammanfattat dessa genom att beskriva en generisk förändringsprocess som bestående av fyra olika faser som vi har kallat initiering, förankring, genomförande och uppföljning.

    En central slutsats från den här studien är att ledarbeteenden behöver anpassas till den fas som förändringsarbetet befinner sig i. Detta innebär att förändringsarbete kräver ledare som är flexibla i sitt ledarskap och har en förmåga att ta olika roller allt eftersom förändringen fortskrider. Till exempel krävs ett konsensussökande ledarskap inledningsvis, och senare i processen går kraven över till ett mer resultatorienterat och ibland auktoritärt ledarskap.

    Vi presenterar en modell som ger en övergripande beskrivning av vilka ledarbeteenden som bör kopplas till respektive förändringsfas. Modellen är tänkt att fungera som ett verktyg för att uppmärksamma vilka situationer som kan uppkomma i en förändringsprocess och vilka roller och ledarbeteenden som en ledare bör vara beredd på. Vår modell kan därmed hjälpa ledare att bli bättre förberedda för förändringsarbetet, och förhoppningsvis bidra till att öka sannolikheten för lyckade förändringsinsatser.

  • 7.
    Lundqvist, Daniel
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Chefers psykosociala arbetsmiljö och hälsa2016In: 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. 131-145Chapter in book (Other academic)
  • 8.
    Lundqvist, Daniel
    Linköping University, Department of Medical and Health Sciences, Division of Community Medicine. Linköping University, Faculty of Health Sciences. Linköping University, HELIX Vinn Excellence Centre.
    Psychosocial Work Conditions, Health, and Leadership of Managers2013Doctoral thesis, comprehensive summary (Other academic)
    Abstract [en]

    Although psychosocial work conditions, health and leadership are concepts that have been studied for a long time, more knowledge is needed on how they are related in managers. Existing research suggests that managers are very influential in their workplaces, but the way in which their workplaces influence them is often overlooked. As a result, the potential reciprocity between managers’ psychosocial work conditions, health and leadership is not in focus. Furthermore, managers have often been studied as a uniform group and little consideration has been given to potential differences between managers at different managerial levels.

    The overall aim of this thesis is to increase knowledge about the relationships between managers’ psychosocial work conditions, their health, and their leadership; and to elucidate differences between managers at different managerial levels in these relationships. The thesis consists of four separate papers with specific aims. In Paper I, the aim was to compare the differences in work conditions and burnout at three hierarchical levels: subordinates, first-line managers, and middle managers; and to investigate if the association between work conditions and burnout differs for subordinates, first-line managers, and middle managers. In Paper II, the aim was to advance knowledge of workplace antecedents of transformational leadership, by investigating what psychosocial work conditions of first-line managers are associated with their display of transformational leadership; and whether superiors’ leadership is associated with first-line managers’ display of transformational leadership. In Paper III, the aim was to deepen the understanding of how managers’ health and leadership is related by combining two perspectives in previous research. The two specific research questions were: What psychosocial conditions at work affect managers’ health? How does managers’ health influence their leadership? In Paper IV, the aim was to further the understanding of managers’ perceptions of social support, and to increase our understanding of how managers perceive that receiving social support affects their managerial legitimacy.

    The empirical material is based on three research projects with quantitative and qualitative designs. Papers I and II are based on cross-sectional data from 4096 employees in nine Swedish organizations. Paper III is based on 42 interviews with managers in a Swedish industrial production company, and Paper IV is based on 62 interviews with managers in a Swedish industrial production company and a Swedish municipality. The interviews were analysed using inductive content analysis.

    The results showed that psychosocial work conditions and symptoms of burnout generally differed between subordinates and managers, and few differences were found between the managerial levels (Paper I). However, in the associations between psychosocial work conditions and symptoms of burnout, similarities were found between subordinates and first-line managers, while middle managers differed. First-line managers’ psychosocial work conditions were also found to be associated with their display of transformational leadership (Paper II). Psychosocial work conditions were perceived to influence managers’ performance and health, and particularly first-line managers described being dependent on favourable work conditions (Paper III). Furthermore, managers’ health was perceived to influence their leadership, and affect both the quality of their work and the quality of their relationships with subordinates. Managers’ social support came from different people within and outside their workplace (Paper IV). Support that concerned their work came from people within the workplace and was perceived to increase their managerial legitimacy, whereas support that concerned personal and sensitive matters was sought from those outside the workplace so that their managerial legitimacy would not be questioned.

    The results suggest that managers’ psychosocial work conditions, health and leadership are closely related and can be conceptualized as reciprocal spirals. Some resources in the psychosocial work environment, such as social support, may be hard to take advantage of, even if they are available. The psychosocial work conditions of managers at different managerial levels differ to some extent, which has consequences for how the relationship between psychosocial work conditions, health and leadership is expressed. Especially first-line managers seem to be in a vulnerable position because their influence  s more restricted, and they are more dependent on favourable psychosocial work conditions.

    List of papers
    1. Investigating Work Conditions and Burnout at Three Hierarchical Levels
    Open this publication in new window or tab >>Investigating Work Conditions and Burnout at Three Hierarchical Levels
    2013 (English)In: Journal of Occupational and Environmental Medicine, ISSN 1076-2752, E-ISSN 1536-5948, Vol. 55, no 10, p. 1157-1163Article in journal (Refereed) Published
    Abstract [en]

    Objective: To investigate the differences in work conditions and symptoms of burnout, and the association between work conditions and symptoms of burnout at the three hierarchical levels: subordinates, first-line managers and middle managers.

    Methods: Analyses were based on questionnaire data from 4096 employees in nine organizations, containing three hierarchical levels: subordinates (n=3659), first-line managers (n=345), and middle managers (n=92).

    Results: Work conditions were found to differ between the three hierarchical levels, mostly between subordinates and managers. Managers experienced fewer symptoms of burnout than subordinates. Furthermore, the association between work conditions and burnout differed for subordinates, first-line managers and middle managers.

    Conclusions: Occupational health research needs to focus more on differences between hierarchical levels regarding work conditions and burnout.

    Place, publisher, year, edition, pages
    Wolters Kluwer, 2013
    National Category
    Medical and Health Sciences
    Identifiers
    urn:nbn:se:liu:diva-95575 (URN)10.1097/JOM.0b013e31829b27df (DOI)000330448800005 ()
    Note

    On the day of the defence date the status of this article was Manuscript.

    Available from: 2013-07-09 Created: 2013-07-09 Last updated: 2017-12-06Bibliographically approved
    2. First-line managers’ work conditions as antecedents of transformational leadership
    Open this publication in new window or tab >>First-line managers’ work conditions as antecedents of transformational leadership
    2013 (English)Manuscript (preprint) (Other academic)
    Abstract [en]

    Transformational leadership is one of the most researched leadership styles of today; nevertheless, surprisingly little attention has been paid to its antecedents. In this study, questionnaire data from 322 first-line managers and 3001 of their subordinates were used to investigate the association between first-line managers’ self-rated work conditions and their displayed transformational leadership, as rated by their subordinates; also, whether superiors’ leadership is associated with first-line managers’ displayed transformational leadership. The results showed that performance feedback, skill discretion, and social capital were positively associated with first-line managers’ transformational leadership, whereas role conflict and span of control were negatively associated with transformational leadership. No  association was found between superiors’ leadership and transformational leadership. These results suggest that changes in leaders’ work situation might facilitate an increased display of transformational leadership behaviours.

    Keywords
    Work characteristics; Transformational leadership; First-line managers
    National Category
    Public Health, Global Health, Social Medicine and Epidemiology
    Identifiers
    urn:nbn:se:liu:diva-96784 (URN)
    Available from: 2013-08-27 Created: 2013-08-27 Last updated: 2019-06-14Bibliographically approved
    3. Exploring the relationship between managers’ leadership and their health.
    Open this publication in new window or tab >>Exploring the relationship between managers’ leadership and their health.
    2012 (English)In: WORK: A journal of Prevention, Assessment & Rehabilitation, ISSN 1051-9815, Vol. 42, no 3, p. 419-427Article in journal (Refereed) Published
    Abstract [en]

    Objective: To explore the relationship between managers' leadership and their health, by investigating what psychosocial conditions in the workplace managers experience as being important to their health, and how their health influences their leadership.

    Participants and methods: Semi-structured interviews with forty-two managers at different managerial levels in a large Swedish industrial production company.

    Results: Most managers felt their health was good, but many perceived their work as stressful. They said it was important to their health that they did a good job and achieved results as expected, that conditions in the workplace enabled this achievement, and that their performance was acknowledged. In comparison to the other managerial levels, the first-line managers' work and health were especially dependent on such enabling conditions. The results also showed that the managers' health influenced their leadership, the quality of their work and the quality of their relationship with subordinates.

    Conclusion: Managers' leadership, health and their work conditions are reciprocally related to each other. A productive and healthy workplace is facilitated by focusing on managers' conditions for leadership, their health and their work conditions.

    Place, publisher, year, edition, pages
    IOS Press, 2012
    Keywords
    managerial levels, psychosocial work conditions, industrial production company
    National Category
    Public Health, Global Health, Social Medicine and Epidemiology
    Identifiers
    urn:nbn:se:liu:diva-65500 (URN)10.3233/WOR-2012-1395 (DOI)000305896900014 ()
    Available from: 2011-02-08 Created: 2011-02-08 Last updated: 2019-06-14
    4. Managers’ Social Support may both Reinforce and Undermine their Legitimacy
    Open this publication in new window or tab >>Managers’ Social Support may both Reinforce and Undermine their Legitimacy
    2013 (English)Manuscript (preprint) (Other academic)
    Abstract [en]

    This study investigates managers’ social support, and whether managers perceive that receiving social support affects their managerial legitimacy. The material consists of 62 interviews with managers in two organizations. The results show that in order to preserve their legitimacy, managers seek support from different people, and in various distinct arenas, based on the types of support these sources provide. Work-related support, which strengthens the managers’ legitimacy, was sought from sources within the workplace. Sensitive and personal support, where there is a risk of jeopardizing their legitimacy, was sought from sources outside the workplace. The results also show that participation in various arenas in order to receive support meant that demands were placed on the managers, and this could increase their stress and strain. Social support has the potential to both reinforce and undermine managers’ perceived legitimacy.

    Keywords
    Managers; Social support; Legitimacy; Work conditions
    National Category
    Public Health, Global Health, Social Medicine and Epidemiology
    Identifiers
    urn:nbn:se:liu:diva-96785 (URN)
    Available from: 2013-08-27 Created: 2013-08-27 Last updated: 2019-06-14Bibliographically approved
  • 9.
    Lundqvist, Daniel
    et al.
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, Faculty of Health Sciences.
    Fogelberg Eriksson, Anna
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, Faculty of Arts and Sciences.
    Ekberg, Kerstin
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, Faculty of Health Sciences.
    Det sociala stöd chefer får både stärker och försvagar deras legitimitet: Posterpresentation2011Conference paper (Refereed)
  • 10.
    Lundqvist, Daniel
    et al.
    Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences.
    Fogelberg Eriksson, Anna
    Linköping University, Department of Behavioural Sciences and Learning. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Arts and Sciences.
    Ekberg, Kerstin
    Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences.
    Exploring the relationship between managers’ leadership and their health.2012In: WORK: A journal of Prevention, Assessment & Rehabilitation, ISSN 1051-9815, Vol. 42, no 3, p. 419-427Article in journal (Refereed)
    Abstract [en]

    Objective: To explore the relationship between managers' leadership and their health, by investigating what psychosocial conditions in the workplace managers experience as being important to their health, and how their health influences their leadership.

    Participants and methods: Semi-structured interviews with forty-two managers at different managerial levels in a large Swedish industrial production company.

    Results: Most managers felt their health was good, but many perceived their work as stressful. They said it was important to their health that they did a good job and achieved results as expected, that conditions in the workplace enabled this achievement, and that their performance was acknowledged. In comparison to the other managerial levels, the first-line managers' work and health were especially dependent on such enabling conditions. The results also showed that the managers' health influenced their leadership, the quality of their work and the quality of their relationship with subordinates.

    Conclusion: Managers' leadership, health and their work conditions are reciprocally related to each other. A productive and healthy workplace is facilitated by focusing on managers' conditions for leadership, their health and their work conditions.

  • 11.
    Lundqvist, Daniel
    et al.
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, Faculty of Health Sciences.
    Fogelberg Eriksson, Anna
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, Faculty of Arts and Sciences.
    Ekberg, Kerstin
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, Faculty of Health Sciences.
    Exploring the Relationship between Managers’ Leadership and their Health. Oral presentation2010Conference paper (Refereed)
  • 12.
    Lundqvist, Daniel
    et al.
    Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences.
    Fogelberg Eriksson, Anna
    Linköping University, Department of Behavioural Sciences and Learning. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Arts and Sciences.
    Ekberg, Kerstin
    Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences.
    First-line managers’ work conditions as antecedents of transformational leadership2013Manuscript (preprint) (Other academic)
    Abstract [en]

    Transformational leadership is one of the most researched leadership styles of today; nevertheless, surprisingly little attention has been paid to its antecedents. In this study, questionnaire data from 322 first-line managers and 3001 of their subordinates were used to investigate the association between first-line managers’ self-rated work conditions and their displayed transformational leadership, as rated by their subordinates; also, whether superiors’ leadership is associated with first-line managers’ displayed transformational leadership. The results showed that performance feedback, skill discretion, and social capital were positively associated with first-line managers’ transformational leadership, whereas role conflict and span of control were negatively associated with transformational leadership. No  association was found between superiors’ leadership and transformational leadership. These results suggest that changes in leaders’ work situation might facilitate an increased display of transformational leadership behaviours.

  • 13.
    Lundqvist, Daniel
    et al.
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Medical and Health Sciences, Division of Community Medicine. Linköping University, Faculty of Medicine and Health Sciences. Linköping University, HELIX Competence Centre.
    Fogelberg Eriksson, Anna
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Competence Centre.
    Ekberg, Kerstin
    Linköping University, Department of Medical and Health Sciences, Division of Community Medicine. Linköping University, Faculty of Medicine and Health Sciences. Linköping University, HELIX Competence Centre.
    Managers social support: Facilitators and hindrances for seeking support at work2018In: 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)
    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.

  • 14.
    Lundqvist, Daniel
    et al.
    Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences.
    Fogelberg Eriksson, Anna
    Linköping University, Department of Behavioural Sciences and Learning. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Arts and Sciences.
    Ekberg, Kerstin
    Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences.
    Managers’ Social Support may both Reinforce and Undermine their Legitimacy2013Manuscript (preprint) (Other academic)
    Abstract [en]

    This study investigates managers’ social support, and whether managers perceive that receiving social support affects their managerial legitimacy. The material consists of 62 interviews with managers in two organizations. The results show that in order to preserve their legitimacy, managers seek support from different people, and in various distinct arenas, based on the types of support these sources provide. Work-related support, which strengthens the managers’ legitimacy, was sought from sources within the workplace. Sensitive and personal support, where there is a risk of jeopardizing their legitimacy, was sought from sources outside the workplace. The results also show that participation in various arenas in order to receive support meant that demands were placed on the managers, and this could increase their stress and strain. Social support has the potential to both reinforce and undermine managers’ perceived legitimacy.

  • 15.
    Lundqvist, Daniel
    et al.
    Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences.
    Reineholm, Cathrine
    Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences.
    Gustavsson, Maria
    Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Arts and Sciences.
    Ekberg, Kerstin
    Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences.
    First line managers` work conditions and health.2012Conference paper (Other academic)
  • 16.
    Lundqvist, Daniel
    et al.
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Medical and Health Sciences, Division of Community Medicine. Linköping University, Faculty of Health Sciences.
    Reineholm, Cathrine
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Medical and Health Sciences, Division of Community Medicine. Linköping University, Faculty of Health Sciences.
    Gustavsson, Maria
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning. Linköping University, Faculty of Arts and Sciences.
    Ekberg, Kerstin
    Linköping University, Department of Medical and Health Sciences, Division of Community Medicine. Linköping University, Faculty of Health Sciences.
    Investigating Work Conditions and Burnout at Three Hierarchical Levels2013In: Journal of Occupational and Environmental Medicine, ISSN 1076-2752, E-ISSN 1536-5948, Vol. 55, no 10, p. 1157-1163Article in journal (Refereed)
    Abstract [en]

    Objective: To investigate the differences in work conditions and symptoms of burnout, and the association between work conditions and symptoms of burnout at the three hierarchical levels: subordinates, first-line managers and middle managers.

    Methods: Analyses were based on questionnaire data from 4096 employees in nine organizations, containing three hierarchical levels: subordinates (n=3659), first-line managers (n=345), and middle managers (n=92).

    Results: Work conditions were found to differ between the three hierarchical levels, mostly between subordinates and managers. Managers experienced fewer symptoms of burnout than subordinates. Furthermore, the association between work conditions and burnout differed for subordinates, first-line managers and middle managers.

    Conclusions: Occupational health research needs to focus more on differences between hierarchical levels regarding work conditions and burnout.

  • 17.
    Lundqvist, Daniel
    et al.
    Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, HELIX Competence Centre. Linköping University, Faculty of Arts and Sciences.
    Wallo, Andreas
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, HELIX Competence Centre. Linköping University, Faculty of Arts and Sciences.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, HELIX Competence Centre. Linköping University, Faculty of Arts and Sciences.
    How to Measure Leadership for Learning in the Workplace?2019Conference paper (Other academic)
  • 18.
    Lundqvist, Daniel
    et al.
    Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Competence Centre.
    Wallo, Andreas
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Competence Centre.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Competence Centre.
    Coetzer, Alan
    Edith Cowan University, Australia.
    Measuring Leadership for Learning at Work2019Conference paper (Other academic)
  • 19.
    Wallo, Andreas
    et al.
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Competence Centre.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Competence Centre.
    Lundqvist, Daniel
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Competence Centre.
    Utvärdering och mätning av kompetensutveckling och lärande i organisationer: En kunskapsöversikt2019Report (Other academic)
    Abstract [sv]

    En central fråga inom HR-området idag är hur olika HR-processer bidrar till organisationers målsättningar, strategier och utvecklingsarbete. I denna rapport presenteras resultaten av en delstudie i ett HELIX-projekt som fokuserar värdeskapande HR-arbete i praktiken. Denna delstudie riktar sig specifikt mot att förstå vad som kännetecknar HR-medarbetares arbete med att mäta och följa upp kompetensutvecklings- och lärandeprocesser. Delstudien har utvecklats tillsammans med ett stort industriföretag som har ett stort intresse för frågor om hur man säkerställer att satsningar på kompetensutveckling och lärande leder till önskat resultat. Syftet med rapporten är att bidra med ökad kunskap om HR-funktionens arbete med att mäta och utvärdera satsningar på kompetensutveckling och lärande samt att diskutera hur detta arbete påverkar legitimiteten och statusen för HR som yrke. Mer precist är avsikten att presentera, analysera och diskutera teorier, tidigare forskning och det empiriska material som samlats in i projektet.

    Projektet har bedrivits utifrån en interaktiv forskningsansats vilket innebär att identifiering av forskningsproblem och design av empiriska studier bygger på nära samverkan mellan forskare och representanter för den studerade verksamheten. Den övergripande designen utgår från fallstudiemetodologi på så sätt att vi genom metodtriangulering sökt skapa en bred förståelse för projektets forskningsfrågor. Underlaget i rapporten består av 1) en litteraturöversikt som omfattade såväl teorier och begrepp som tidigare empirisk forskning inom området, 2) ”benchlearning” med andra organisationer i syfte att hitta verksamheter som har innovativa synsätt på hur resultat och effekter av kompetensutveckling kan mätas och/eller utvärderas, 3) intervjuer med HR-medarbetare för att skapa en bild av hur dessa olika kategorier av anställda ser på och pratar om frågor om kompetensutveckling och lärande, 4) granskning av företagets medarbetarundersökning i syfte att skapa en bild av vilken information som samlas in i organisationen rörande lärmiljö och lärandemöjligheter och hur denna information kan användas i organisationens fortsatta arbete med dessa frågor, 5) en workshop genomförd tillsammans med representanter för företaget där resultaten av projektet analyserades.

    Resultaten av litteraturöversikten visar att området kompetensutveckling och lärande är relativt välbeforskat och att det finns en samlad bild över vad lärande innebär samt under vilka organisatoriska förutsättningar som lärande kan befrämjas. Det som däremot ännu inte är speciellt utforskat är hur kompetensutveckling och lärande kan mätas och utvärderas. Här står fortfarande teorier som utvecklades i slutet på 1950-talet i en särställning. Vidare finns det ett begränsat antal empiriska studier med fokus på mätning och utvärdering av kompetensutveckling och lärande i en arbetslivskontext. De studier som granskats i litteraturöversikten visar dock att det finns flera intressanta vetenskapligt grundade mätinstrument och nyckeltal som organisationer kan inspireras av. Däremot finns det ingen modell, teori eller instrument som enkelt går att plocka in i en organisation, utan snarare krävs det anpassningar till lokala förutsättningar såsom organisationsstrukturer och kulturer.

    Resultaten av benchlearningen visar en stor spridning mellan de fyra organisationer som jämförts. Några organisationer har en mycket begränsad användning av nyckeltal för lärande och kompetensutveckling och en av organisation har en omfattande uppsättning av nyckeltal som används på flera olika sätt. Jämförelsen visar att det verkar finnas en slags basal nivå där många organisationer har nyckeltal relaterade till arbetsmiljö (t.ex. sjuktal) eller olika typer av kostnader (t.ex. för kurser) medan nyckeltal kopplade till resultat och effekter av kompetensutveckling och lärande är betydligt mer ovanliga. Utifrån de uppföljningsintervjuer som genomfördes i de fyra organisationerna angavs flera skäl för varför organisationerna inte i någon högre utsträckning använder nyckeltal för kompetensutveckling och lärande. Här nämndes bland annat att ledningen inte känner behov av nyckeltal, att ledningen saknar kunskap om att det finns nyckeltal, att HR-medarbetare saknar kompetens och motivation för att använda nyckeltal samt att det är mycket komplicerat att mäta förändrade ”beteenden” och ”resultat” av lärande och kompetensutveckling.

    Resultatet av intervjuerna visar att kompetensutveckling och lärande ses som viktigt inom organisationen. Vidare beskrivs i resultatkapitlet att de metoder som främst används för att utvärdera och följa upp kompetensutvecklingsprocesser är utvecklingssamtal, kursutvärderingar samt till viss del även medarbetarenkäten. I övrigt lyfts även andra metoder där användningen av dessa varierar i form och utsträckning. Det är i huvudsak kompetensmatriser som används för att kartlägga kompetenser och identifiera kompetensgap och ett nytt kurshanteringssystem som ska användas för att kartlägga kompetenser, kompetensbehov samt visa på kurser och utvecklingsvägar. Resultatet visar också utvecklingsbehov när det kommer till strukturen för uppföljning och utvärdering inom organisationen. Det finns ingen tydlighet i vem som bestämmer vad som ska utvärderas, vad syftet med utvärderingen är eller vad den ska användas till. Det leder till att genomförandet skiftar mycket i kvalitet mellan olika chefer och kursansvariga. Ibland genomförs den inte alls om det inte prioriteras av de inblandade. Något som lyfts är att det saknas en efterfrågan från ledning när det gäller uppföljning vilket bidrar till att frågan inte prioriteras på en övergripande nivå.

    Resultatet av granskningen av företagets medarbetarundersökning visar att frågorna generellt har medelstarka samband med varandra. Vidare tycks dessa frågor fånga fem olika dimensioner. En av dessa dimensioner handlar om den lärmiljö som organisationen erbjuder och hur klimatet för lärande ser ut. Även ledarskap framkommer som en egen dimension. Medarbetarundersökningen skulle därmed kunna användas initialt för att mäta och inventera lärmiljön i organisationen, men kan även användas för att undersöka hur denna är relaterad till andra typer av fenomen. Som exempel analyseras relationen mellan ledarskap, lärandeklimat och arbetslagets produktivitet, liksom sambanden mellan enkätens empirigenerade dimensioner och arbetslagets produktivitet. Eftersom materialet är insamlat vid samma tillfälle är det dock omöjligt att uttala sig om orsak och verkan, men om möjlighet finns kan organisationen använda tidigare insamlade och framtida medarbetarundersökningar för att studera hur lärmiljön förändras över tid och hur olika fenomen är relaterade till dessa förändringar.

    Utifrån det insamlade materialet kan ett antal slutsatser dras. För det första ser vi för HR-funktionen en stor potential i att använda mätningar och utvärderingar för att visa på värdet av tänkta eller genomförda satsningar på lärande och kompetensutveckling. Kunskaper om mätning och utvärdering kan således betraktas som en viktig pusselbit i HR-funktionens arbete med att skapa värde i organisationen. Denna potential är dock inte fullt ut realiserade i de organisationer som medverkade i studien. Ytterligare en slutsats är att användande av mätningar och utvärderingar inte är en fråga som enbart ska ligga på HR-funktionens bord. Snarare visar resultaten på vikten av att involvera ledningen för att få mandat, resurser och styrning. Utan ledningens engagemang blir det också svårt att se nyttan på organisationsnivå. I rapporten presenteras flera exempel på nyckeltal och verktyg som HR-medarbetare skulle kunna använda. Det finns dock inte någon ”best practice”, utan det krävs lokala anpassningar.

    Vad gäller fortsatt forskning finns behov av fler kvalitativa, longitudinella studier av HR-arbete i praktiken samt studier som involverar ”kunden/mottagaren”, det vill säga att studera vilka behov chefer i linjen har av information som kan erhållas genom mätningar och utvärderingar. Ytterligare en möjlighet till fortsatt forskning är att utveckla en skala för att studera organisationers lärmiljöer.

    Förhoppningsvis kan rapporten bidra med kunskaper både för HR-medarbetare och chefer i organisationer när det gäller framgångsfaktorer och hinder för arbetet med att mäta och utvärdera lärande och kompetensutveckling. För HR-medarbetare tycks det också finnas ett behov av kompetensutveckling inom området. Detta är en relevant uppgift för universitet och högskolor och för utbildningskonsulter inom HR-området.

  • 20.
    Wallo, Andreas
    et al.
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, HELIX Competence Centre. Linköping University, Faculty of Arts and Sciences.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, HELIX Competence Centre. Linköping University, Faculty of Arts and Sciences.
    Lundqvist, Daniel
    Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, HELIX Competence Centre. Linköping University, Faculty of Arts and Sciences.
    Coetzer, Alan
    Edith Cowan University, Australia.
    Assessing the Effects of Competence Development and Learning Activities: An Increasingly Important Task for HR Professionals?2019Conference paper (Other academic)
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