Applying the Organizational Centaur Theory on Boundary Spanners in Demanding Situations

The aim of the present study was to compare the existing conceptualization of the dual nature of organizational centaurs to discover what could be found in an investigation of organizational contexts characterized by risky and life-threatening situations. The study design involved a two-step procedure. The first step was inductive in character and followed the guidelines of grounded theory regarding selection of the participants in the study (further called informants, N = 71), data collection and initial analysis. The second step consisted of an attempt to compare this conceptual model to the existing ideal-typical descriptions of the organizational centaur concept. Managing crisis, disasters and other uncertainties as a boundary spanner can be understood in terms of a typology differentiated at the organizational and individual levels. The organizational part defines the prevailing conditions in uniformed, greedy organizations for boundary spanners who contribute to the organization’s foundation of competence and behavior, and also outlines the limitations this may entail. The individual part focuses on the human such as no room for mistakes and the management of asymmetrical collaborations. It was concluded that the special case of severely demanding conditions added new insights into the organizational centaur framework

Comparison within gender and between female and male leaders in female-dominated, male-dominated and mixed-gender work environments

The aim of the study was to compare the self-rated leadership behaviors of men and women in female-dominated, male-dominated and mixed-gender work environments and make within-gender comparisons across these three contexts. Data was collected using the Developmental Leadership Questionnaire from a sample of Swedish leadership course participants (N = 1897). Female leaders rated themselves more favorably than male leaders in female- dominated and mixed-gender work environments. Only small gender differences were found in male-dominated settings. Women in female dominated and gender-mixed work environments reported more favorable self-ratings than women in male dominated contexts. Among male leaders, fewer differences were observed between different work environments. The results are discussed in terms of organizational culture, individual selection preferences and a rapidly growing proportion of women leaders in the Swedish labor market.publishedVersio

Age and leadership: comparisons of age groups in different kinds of work environment

Purpose – The purpose of this study is twofold. First, to compare the self-rated leadership behaviors, leadership-related competencies and results of the leadership of younger, mid-aged and older leaders; and second to compare these aspects among younger leaders in different kinds of the work environment and between men and women. Design/methodology/approach – Data was collected using the developmental leadership questionnaire from a sample of Swedish leadership course participants (N = 7,743). Findings – The results showed that the younger group of leaders (29 years old or younger n = 539), rated themselves more negatively than the mid-aged (30–50 years, n = 5,208) and older (51 years or older, n = 1,996) leaders. Analysis of the group of younger leaders showed that those working in the private sector scored most favorably. The gender comparison revealed that young male leaders scored higher on negative conventional (transactional) and destructive leadership behaviors. A logistic regression analysis of the younger group showed that social competence, developmental leadership and destructive leadership (negative) influenced self-rated results of leadership. Research limitations/implications – The study is based on leaders’ self-ratings only. Practical implications – The results can be used in leadership development contexts and in individualized coaching or mentoring programs. Originality/value – The results have new implications for leadership theory related to self-confidence, stereotypes, selection and organizational culture. Keywords Leadership, Work environment, Age, Theory-based measurement, Developmental Leadership Questionnaire (DLQ)publishedVersio

Co-workership: development of an assessment tool

Purpose The purpose of this study was to develop an easy-to-use, theoretically well-founded and psychometrically sound assessment tool of the concept co-workership. Design/methodology/approach Firstly, inductively generated examples of favourable and unfavourable co-worker behaviours were collected, clustered and then expressed as frequency-based Likert-type scale items. Data were obtained from 825 Swedish white collar workers and military personnel. A factor analysis (principal axis factoring with oblique rotation) resulted in a seven-factor solution built up by 30 items and forming the instrument Co-Worker Questionnaire (Co-Worker Q). Findings The factors have a strong resemblance to the content of dominating models of leadership, followership, organizational citizenship behaviour and leader–member exchange. The factor scales had relatively high reliability (high Cronbach’s alpha coefficients and low standard errors of measurement). Regarding discriminability, women scored more favourably on five of the factors, men on one factor and age differences were noted on two factors. Research limitations/implications Shortcomings include the lack of data on possibly related aspects including person factors, such as personality and socio-economic status, and contextual factors such as more detailed data on the type of work environment and organizational culture. Practical implications The instrument has an easy-to-use format and can be used in organization development interventions with a co-workership focus and in individualized coaching or mentoring programmes. Originality/value The co-workership concept has so far mainly been used in the Nordic countries. The development of the Co-Worker Q opens up for broader applications.publishedVersio

Interrelationship of emotional stability, hassles, uplifts, coping and stress-related symptoms in Swedish female and male military veterans

Drawing on previous research, two hypotheses were tested: (1) the higher the frequency of daily uplifts and use of functional coping strategies, and the lower the frequency of daily hassles and use of dysfunctional coping strategies, the lower the prevalence of stress‐related symptoms will be, and vice versa; and (2) the direct relationship between the personality dimension emotional stability and stress‐related symptoms, will be moderated by daily hassles, daily uplifts and coping processes. A quantitative test of a qualitatively developed model was performed. A questionnaire was sent to all Swedish military veterans who had served in the period 2011–2015 and 1859 individuals (1,614 men and 199 women, 46 individuals did not mark gender) responded (40.5% total response rate). All analyses were made separately for men and women. Comparisons between theoretically favorable and unfavorable profiles across the model variables, daily uplifts, daily hassles, functional coping and dysfunctional coping (based on a cluster analysis), showed considerable differences regarding the prevalence of stress‐related symptoms as predicted by the model and supporting the first hypothesis. Regression and moderation analyses yielded limited support for the second hypothesis. As predicted, female veterans reported a higher frequency of physical, emotional and cognitive stress‐related symptoms than male veterans. The main conclusion is that the theoretical model stood up well when empirically tested and offers a promising approach to future studies on everyday stress and health. The results contribute with new knowledge of military veterans compared to the main stream PTSD, depression and drug abuse‐oriented studies.publishedVersio

Political skill in higher military staff: Measurement properties and latent profile analysis

Social effectiveness, including political skill, reflects individuals’ ways of handling interpersonal processes at work. Most research has used a variable-oriented approach to investigate associations between political skill and key organizational factors, including performance, in civil settings. Thus, little is known of whether political skill transfers to a military context and whether there are specific profiles of political skill. Combining variable-oriented and person-oriented approaches, this study used self-reports from two samples of military student officers to: (1) investigate measurement properties of the 18-item political skill inventory; (2) explore whether it is possible to identify different profiles of political skill; and (3) investigate whether such profiles differ in demographics, personality, and job performance. Exploratory (sample 1: n = 185) and confirmatory (sample 2: n = 183) factor analyses supported a four-dimensional representation of political skill including networking ability, apparent sincerity, social astuteness, and interpersonal influence. Latent profile analysis (samples 1 and 2: N = 368) identified four distinct combinations of these dimensions, namely: (1) weak political skill; (2) weak political skill with strong sincerity; (3) moderate political skill; and (4) strong political skill. Importantly, profiles differed consistently in networking ability. Subsequent comparisons suggested potentially important differences in demographics, personality, and job performance. Despite needing additional research of how profiles of political skill develop over time, these findings may have practical implications for recruitment and training in organizational settings where social effectiveness is important.publishedVersio

Association of daily hassles, daily uplifts, coping styles and stress-related symptoms among women exposed to sexual abuse—A cross-sectional study

Background Women who experience physical or sexual violence report poor self-perceived health. Knowledge of daily hassles, daily uplifts and coping styles, as well as how these factors can affect health and well-being among survivors of sexual abuse, is important for healthcare professionals to understand and target their needs. Aim The aim of the current study was to explore the association of daily hassles, daily uplifts, coping strategies and stress-related symptoms among female survivors of sexual abuse. Methods A group of women (n = 57), exposed to sexual abuse, were recruited from nine support centres in Norway. Participants completed a questionnaire that addressed demographics, socioeconomic conditions, trauma history, daily hassles, daily uplifts, coping styles and stress-related symptoms. Two groups of participants were compared: one group that had above-median scores on uplifts and adaptive coping styles and one group that had above-median scores on daily hassles and maladaptive coping styles. Results Results indicate that women who experienced more daily hassles and used maladaptive coping styles reported significantly more stress-related symptoms, and particularly emotional symptoms, than women who experienced more daily uplifts and used adaptive coping styles. There were few differences between the two groups related to socioeconomic conditions and trauma history. Conclusion The results indicate that women in both groups struggle with stress-related physical, emotional, cognitive and target group-specific symptoms. However, high incidence of daily hassles and the use of maladaptive coping styles were associated with an increase in stress-related symptoms. Novell’s findings indicate that despite severe traumatic experiences, adaptive coping styles and favourable perceptions of stress in everyday life were associated with a lower frequency of stress-related symptoms. It may therefore be helpful to focus on altering maladaptive coping styles to reduce stress-related symptoms among sexual abuse survivors.publishedVersio

Leadership through the subordinates' eye: perceptions of leader behaviors in relation to age and gender

Purpose The study represents a theory-based leadership approach in exploring the subordinate's perceptions of leadership behaviors in relation to age, gender and type of work environment. The aim was (1) to compare subordinates' ratings of their respective leaders' leadership behaviors based on of the leaders' age and gender, controlling for type of work environment and (2) to analyze the relationship between the subordinates' ratings of their leaders' leadership behaviors and their ratings of the outcome of these leadership behaviors. Design/methodology/approach Data were collected using the Developmental Leadership Questionnaire (DLQ) from a sample of Swedish leadership course participants (n = 10,869) and their respective subordinates (n = 97,943). The DLQ measures leadership behaviors designed to reflect the following leadership styles: developmental leadership, conventional-positive leadership, conventional-negative leadership and destructive leadership. Findings Results showed that older leaders (51 years or older) were rated less favorably than younger (29 years or younger) and mid-aged leaders. Female leaders received more positive ratings than male leaders. A 3-way analysis-of-variance showed strong main effects for age, gender, and type of work environment and no significant interaction effects. A significant model with high equivalents of R2 coefficients (Cox and Snell, 1989; Nagelkerke, 1991) was obtained in a logistic regression analysis. Developmental leadership and conventional-positive leadership made significant positive contributions to the subordinates' ratings of the outcome of their leaders' leadership behaviors. Destructive leadership behaviors contributed negatively to the outcome ratings. Research limitations/implications Weaknesses include the cross-sectional study design. The large sample size is a strength, and the results have novel implications for leadership theory related to subordinates' view on leadership. Practical implications Counter-stereotype age and gender findings may have implications for organizational decisions and processes regarding selection of managers. Development programs are suggested for all categories but for older, male leaders with a focus on reducing their use of leadership behaviors perceived negatively by their subordinates, whereas younger female leaders should be encouraged to continue to develop their positive leadership behaviors. Originality/value The theory-based approach on subordinates' perceptions of leadership behaviors with a simultaneous focus on age, gender and type of work environment, based on a large-scale data set, is new.publishedVersio

Moralisk stress - professionella möten med moraliskt laddade situation

I den här artikeln beskrivs den moraliska stressreaktionens karaktär och hur den påverkas av individuella och kontextuella förhållanden. Vi presenterar ett antal starkt moraliskt stressande situationer som professionell insatspersonal kan möta. Den moraliska stressreaktionen ger olika kortsiktiga reaktioner och påverkar oss fysiologiskt, muskulärt, kognitivt och emotionellt. Moralisk stress kan leda till moralisk skada på lång sikt och innebära en förändring av den egna moraliska övertygelsen. Kronisk moralisk stress kan ge kroppsliga symtom. Moralisk stress behöver inte bara ha negativa effekter. Moralisk stress från svåra situationer kan även ha en positiv påverkan. Slutligen redogör vi för ett antal problemlösnings- respektive känslohanteringsinriktade strategier som militär personal, poliser och andra professionella yrkesgrupper inom insatsyrken använder sig av