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  • 1.
    Dellve, Lotta
    et al.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Fallman, Sara L.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Trender av få sjukfrånvarodagar: Betydelser av stödjande arbetsförhållanden, ledarstrategier och organisering av social och organisatorisk arbetsmiljö2020In: Socialmedicinsk Tidskrift, ISSN 0037-833X, Vol. 97, no 1Article in journal (Refereed)
    Abstract [sv]

    Låg sjukfrånvaro mäts ofta på olika sätt och framförallt när nationell statistik eller statistik från arbetsgivarens personalregister används. Därmed har resultaten varierat och få sjukdagar kan indikera både goda arbetsförhållanden och krav på sjuknärvaro. Syftet var att undersöka utvecklingen av låg sjukfrånvaron bland sjuk- och undersköterskor och utforska om enhetsvis utveckling samvarierade med stödjande arbetsförhållanden, ledarstrategier och organisering av social och organisatorisk arbetsmiljö. Mått på få sjukfrånvarodagar undersöktes med data från arbetsgivarens personalregister. Förklaringar till trender undersöktes på enhetsnivå genom chefsenkät under de två första åren. Resultaten visade att majoriteten av anställda på enheter (93 %) inte hade en sjukdag under ett år och att 2 % var sjukskrivna 1-7 dagar. Samvariationerna var svaga men visade betydelser av stödjande ledning, strukturerande ledarstrategi och god samverkan mellan chef och medarbetare för mer balanserad närvaro. Stödjande ledning, närvarande ledarstrategi och stödjande organisatoriska strukturer visade samband med enhetsvis hög förekomst av ingen sjukdag alls.

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  • 2.
    Dellve, Lotta
    et al.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Fallman, Sara L.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Ahlstrom, Linda
    Return to work from long-term sick leave: a six-year prospective study of the importance of adjustment latitudes at work and home.2016In: International Archives of Occupational and Environmental Health, ISSN 0340-0131, E-ISSN 1432-1246, Vol. 89, no 1, p. 171-179Article in journal (Refereed)
    Abstract [en]

    PURPOSE: The aim was to investigate the long-term importance of adjustment latitude for increased work ability and return to work among female human service workers on long-term sick leave.

    METHODS: A cohort of female human service workers on long-term sick leave (>60 days) was given a questionnaire four times (0, 6, 12, 60 months). Linear mixed models were used for longitudinal analysis of the repeated measurements of work ability and return to work.

    RESULTS: Having a higher level of adjustment latitude was associated with both increased work ability and return to work. Adjustments related to work pace were strongly associated with increased work ability, as were adjustments to the work place. Having individual opportunities for taking short breaks and a general acceptance of taking short breaks were associated with increased work ability. At home, a higher level of responsibility for household work was related to increased work ability and return to work. Individuals with possibilities for adjustment latitude, especially pace and place at work, and an acceptance of taking breaks had greater increased work ability over time and a greater work ability compared with individuals who did not have such opportunities.

    CONCLUSIONS: This study highlights the importance of opportunities for adjustment latitude at work to increase work ability and return to work among female human service workers who have been on long-term sick leave. The results support push and pull theories for individual decision-making on return to work.

  • 3.
    Fallman, Sara L.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare. KTH, Ergonomi.
    Organizational flexibility and health among line managers and employees in health care2020Doctoral thesis, comprehensive summary (Other academic)
    Abstract [en]

    Introduction: Line mangers’ and employees, registered nurses and assistant nurses’, in health care often have a demanding work situation. Sick leave illness and lack of competent staff is a problem. There is a lack of studies on working conditions, such as flexibility and restricted control, from an organizational perspective, (i.e. working conditions formed on a higher level aiming to influence the whole organization) with health care organizations in explicit focus.

    Aim: The overall aim was to expand knowledge about how working conditions with specific focus on flexibility and restricted control over work, impact on health and work performance among first and second line managers and employees within health care. In Study I the aim was to generate knowledgeabout the importance of adjustment latitude at work and at home for return to work or regaining work ability for female HSO workers on long-term sick leave. In Study II, the aim was to investigate how restricted decision-making autonomy and conflicting demands impact operational managers’ work performance and health. In Study III, the aim was to examine the associations between managerial work performance and self-rated health or burnout among first line nurse managers. In Study IV, the aim was to identify first line managers’ approaches for maintaining low levels of sick leave among healthcare employees.

    Method: Both qualitative and quantitative methods have been used. Studies I–III employed a quantitative longitudinal design of questionnaire data. In Study I, data from a 6-year study was used. Study II is based on data collected at two points in time, approximately one year apart. The analyses in Study III were performed using data from three points in time, approximately one year apart. Study IV, used a qualitative approach in analyses of interviews with first line managers responsible for units with low sick leave among the employees.

    Results: The results show the importance of having working conditions that allowed for a flexible work situation and a favorable adjustment latitude among employees. The result showed employee who had more opportunitiesto make adjustment latitudes at work had higher degree of work ability and a higher degree of return to work than those who had fever possibilities for adjustments. First line managers responsible for units with low sick leave among the employees were flexible, and had a holistic approach to meet the employees’ needs for flexible working conditions. Inversely, restricted control in form of top-down control and low control over the own work was associated with lower health, higher degree of burnout and lower ability to perform work.

    Conclusions: Organizational flexibility from superiors and top management is important for health because it shapes working conditions that support and facilitate individual line managers and employees’ capability to perform theirwork. In specific, higher opportunities for adjustments of pace and place of work are important for employees’ health. Line managers’ work performancemay be supported by higher organizational flexibility in decision-making while restricted control over work conditions were associated with lower health. A holistic approach in relation to the employees’ needs seems to have positive impact on lower sick leave.

  • 4.
    Fallman, Sara L.
    et al.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare. School of Engineering Sciences in Chemistry, Biotechnology, and Health, KTH Royal Institute of Technology, Stockholm, Sweden.
    Dellve, L
    Department of Sociology and Work Science, Gothenburg University, Gothenburg, Sweden.
    Kullén Engström, Agneta
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Managerial approaches for maintaining low levels of sick leave: A qualitative study2022In: Journal of Nursing Management, ISSN 0966-0429, E-ISSN 1365-2834Article in journal (Refereed)
    Abstract [en]

    Aim

    The aim of this study was to identify first-line managers' approaches for maintaining low levels of sick leave among health care employees.

    Introduction

    One challenge in health care is the high level of sick leave among employees. High work demands and conflicting pressures characterize the work situation of both employees and first-line managers, with potential negative effects on work-related health.

    Method

    First-line managers at units with low and/or decreasing sick leave were interviewed. Thematic analysis was used to analyse the data.

    Results

    The managers took a holistic approach in meeting their employees' broader needs, and they were balancing high organisational demands through insubordination. To keep sick leave rate low, they created possibilities for the employees to influence their own working life through a present, visible and trustful leadership.

    Conclusion

    Managers responsible for units with low sick leave seemed to utilize a holistic approach with focus on their employees and prioritized needs of their employees before organisational demands from top management. Implications for nursing management First-line managers in health care can have impact on sick leave among their employees and create good working conditions, despite pressure from their superiors.

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  • 5.
    Fallman, Sara L.
    et al.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare. School of Engineering Sciences in Chemistry, Biotechnology and Health, KTH Royal Institute of Technology, Stockholm, Sweden.
    Jutengren, Göran
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Dellve, Lotta
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare. Department of Sociology and Work Science, Gothenburg University, Sweden.
    The impact of restricted decision making autonomy on health care managers’ health and work performance2019In: Journal of Nursing Management, ISSN 0966-0429, E-ISSN 1365-2834, Vol. 27, no 4, p. 706-714Article in journal (Refereed)
    Abstract [en]

    AIM:

    The aim of this study was to investigate how restricted decision making autonomy and conflicting demands impact operational managers' work performance and health.

    BACKGROUND:

    Managers at operational level (first and second-line managers') in health care organizations are commonly exposed to strain in their work situation with high demands and a challenging work context. Although they play an important role, the knowledge about the causal associations between stressful job demands and their consequences is limited.

    METHODS:

    A prospective design with questionnaire data collected at two points in time, one year apart, from a sample of operational managers (N = 162) at five Swedish hospitals was used to conduct a structural equation model (SEM) analysis with cross-lagged paths.

    RESULTS:

    Restricted decision making autonomy was negatively associated with both the managers' health and their managerial work performance over time.

    CONCLUSIONS:

    Health care managers' work performance and health may be sustained by the top management allowing them a higher degree of autonomy in their decision making.

    IMPLICATIONS FOR NURSING MANAGEMENT:

    This study suggests that nursing leaders should create the circumstances for operational managers' to have higher levels of autonomy in their area of responsibility and the freedom to prioritize their managerial workload. 

  • 6.
    Fallman, Sara L.
    et al.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Kullén Engström, Agneta
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Har organisatoriska förutsättningar och ledarskapsstrategier betydelse för att främja låg sjukfrånvaro inom hälso- och sjukvården?2020In: Socialmedicinsk Tidskrift, ISSN 0037-833X, Vol. 97, no 1Article in journal (Refereed)
    Abstract [sv]

    Studien syftar till att undersöka om det finns gemensamma organisatoriska förutsättningar och ledarskapsstrategier som kännetecknar enheter inom hälso- och sjukvården som har låg sjukfrånvaro. För att undersöka detta intervjuades första linjens chefer, ansvarig för enheten. Urvalet gjordes utifrån enheternas sjukfrånvaro under åren 2013-2016. Data analyserades med kvalitativ innehållsanalys. Resultatet visar att dessa chefer arbetar under en del organisatoriska krav som de upplever som försvårande. De lyckas trots det att skapa förutsättningar för låg sjukfrånvaro och gör det genom ett aktivt ledarskap som har fokus på medarbetarna. De hade tydliga strategier för att förebygga och hantera sjukfrånvaro och de var lyhörda och flexibla inför medarbetarnas önskemål om att lägga tillrätta sin arbetssituation. Den övergripande slutsatsen är att de intervjuade cheferna tycks vara i en position där de kan påverka medarbetarnas arbetssituation och i slutändan deras sjukfrånvaro. En god idé för överordnad ledning verkar vara att stötta chefer i ett aktivt arbete att stärka förutsättningar för medarbetare samt att öka chefers inflytande över frågor som rör lokala arbetsförhållanden.

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  • 7.
    Gillberg, Nanna
    et al.
    The School of Business, Economics and Law, Department of Business Administration, University of Gothenburg, Gothenburg, Sweden.
    Ahlstrom, Linda
    The Sahlgrenska Academy, Health and Care Sciences, University of Gothenburg, Gothenburg, Sweden;Department of Orthopaedics, Region Västra Götaland, Sahlgrenska University Hospital, Gothenburg, Sweden.
    Erichsen Andersson, Annette
    The Sahlgrenska Academy, Health and Care Sciences, University of Gothenburg, Gothenburg, Sweden.
    Fallman, Sara L.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare. Department of Work Life and Social Welfare, University of Borås, Borås, Sweden.
    Degl’Innocenti, Alessio
    Centre for Ethics, Law and Mental Health (CELAM), Department of Psychiatry and Neurochemistry, Institute of Neuroscience and Physiology, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden;Region Västra Götaland, University of Gothenburg, Regionhälsan, Gothenburg, Sweden.
    Jonsdottir, Ingibjörg H.
    Region Västra Götaland, Institute of Stress Medicine, University of Gothenburg, Gothenburg, Sweden;School of Public Health and Community Medicine, Institute of Medicine, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden.
    Wijk, Helle
    The Sahlgrenska Academy, Health and Care Sciences, University of Gothenburg, Gothenburg, Sweden.
    Wikström, Ewa
    The School of Business, Economics and Law, Department of Business Administration, University of Gothenburg, Gothenburg, Sweden.
    Resilience Capability and Capacity in Unexpected Crises: Experiences and Lessons Learned in a Healthcare Organisation during the COVID-19 Pandemic2023In: Journal of Nursing Management, ISSN 0966-0429, E-ISSN 1365-2834, p. 1-10, article id 6418267Article in journal (Refereed)
    Abstract [en]

    Aim. The current article aims to gain insight into (a) what characterises organisational resilience during an unexpected crisis such as COVID-19 and (b) how organisations respond to developments in their environments. Background. In times of societal crises, such as the COVID-19 pandemic, the resilience of the healthcare organisation is tested. Method. This research is based on a case study in a university hospital and a county hospital in Sweden using surveys with both structured and open answers. Results. The result shows ambiguity and “polarised” experiences, emphasising flexibility vs. structure, clear hierarchical information vs. spaces for peer learning through dialogue, and focus on acute care vs. determination to continue with core operations. Conclusion. The article concludes that the pandemic resulted in paradoxes, tensions, and new experiences in organisational processes and interactions. These create opportunities for learning not only during crises but also for improving nursing management in both acute and planned care. Three relations are important in building organisational resilience in crises: resilience capability, resilience capacity, and sustainable resilience practices. Implications for Nursing Management. Organisational resilience under extraordinary circumstances, such as a pandemic, as well as enhancing the previous literature on nursing management that offer a more individually oriented perspective.

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  • 8.
    Jutengren, Göran
    et al.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Fallman, Sara L.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Chefers arbetssituation och hälsotillstånd som prediktorer för sjukfrånvaro bland vårdpersonal2020In: Socialmedicinsk Tidskrift, ISSN 0037-833X, no 1Article in journal (Refereed)
    Abstract [sv]

    I syfte att predicera sjukfrånvaron på 38 vårdenheter i Västra Götalandsregionen användes enhetschefernas självrapporterade uppgifter om arbetsmiljö och arbetsrelaterad hälsa. Data analyserades med hjälp av binär logistisk regression. Utfallsvariabeln baserades på klusteranalyser av sjukfrånvaroincidens för perioden 2013-2016, där varje sjukvårdsenhet representerades av antingen en gynnsam eller en ofördelaktig trend. Analyser utfördes separat för undersköterskor och sjuksköterskor och för kombinationen av båda yrkesgrupperna inom tre olika sjukfrånvarointervall (0-7 dagar/år; 8-27 dagar/år; ≥ 28 dagar/år). Resultaten gav få belägg för att chefers arbetssituation predicerar sjukfrånvaro på hela vårdenheter. Dock fanns vissa indikationer på att chefers burnout möjligen har en sådan effekt.

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  • 9. Jönsson, Kenneth
    et al.
    Larsson, Sara
    University of Borås, School of Health Science.
    Sandsjö, Leif
    University of Borås, School of Engineering.
    eHälsa inom vårdutbildningen i Borås: Vad finns och hur kan den stärkas?2012Conference paper (Other academic)
1 - 9 of 9
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