Social Relations at the Collective Level: The Meaning and Measurement of Collective Control in Research on the Psychosocial Work Environment

In this article, we suggest that organizational-level social relations should be defined and measured as workplace norms. We base this argument on new research on the components of the psychosocial work environment and on the availability of new techniques for measuring and analyzing workplace norms as organizational properties. Workplace norms emerge from interactions and negotiations among organizational actors, through which patterns of behavior, attitudes, and perspectives become defined as legitimate. This is an underestimated dimension of the psychosocial work environment that should be assessed with two types of data: self-reports by employees of their experiences in the workplace (task-level control) and self-reports by employees and employers of collective or group-level norms. Hierarchical linear modeling is an especially useful tool for analyzing the relationships between workplace norms and different organizational outcomes because it allows researchers to separate the effects of individual-level variables from group or organizational-level factors. Our approach is anchored in the Nordic perspective of the work environment developed over the past 50 years

Investigating Managerial Qualities to Support Sustainable Intervention Effects in the Long Term

It is crucial to understand how interventions can be designed and implemented in order to support successful and sustainable effects in the long term. Intervention management can be important in this regard, but we have limited knowledge on the managerial strategies that can help to sustain the effects of an intervention over time. In this paper, we present a qualitative study of an intervention that had a duration of five years. We carried out 11 in-depth interviews on the role and qualities of the manager in the intervention process and effects. Results from the intervention unit showed that an engaged line manager was essential for promoting employee motivation and involvement in the longer term, which was achieved through building empowerment and trust, establishing a work group, and use of some support by external consultants. In conclusion, this intervention indicated that building good intervention management is important for sustainable intervention effects

Identity, Over-Commitment, Work Environment, and Health Outcomes among Immigrant Workers

In this study, we compared immigrant workers with native workers on several factors related to their perception of their work identity anchored in their psychosocial work environment, and the result of these factors on work stress and subjective health. The data for the study came from 924 employees in the Norwegian food and beverage and among them were 84 immigrant workers. We found significant differences in levels of over-commitment, mental health and stress between native and immigrant workers. Immigrant workers perceived more over-commitment, more mental health problems and higher job stress than native workers did. The personal ambitions of the immigrants, measured as a higher level of over-commitment was seen as a driving force behind the pattern we found. This could have been a possible threat to an increased level of stress leading to mental health problems, but commitment to the firm they worked in was found to have a compensating effect in the final path analysis

The relationship between systematic occupational health and safety work and sick leave

The aim of this study was to describe the degree of systematic HES implementation in the energy branch and to investigate whether degree of systematic HES implementation had any relationship with occupational health in the companies. The systematic work with HES is based on participation and work place democracy. In this study a model of six phases of systematic HES work was used: preparation phase, information, mapping/diagnosing, prioritizing, interventions and evaluation. The study was part of the project “Restructuring the electric energy industry: Work design, productivity and health” funded by the Norwegian Research Council as part of the “Health in Working Life” program. The sample consisted of 13 electric energy companies in Norway. Survey data from two measurements and qualitative interview data were used. The preparation phase in the implementation process was carried out in almost all the companies, but the higher the implementation phase the less departments were active. The study showed that there was a relationship between organizational level activities and sick leave measured at individual level and aggregated to organizational level.Norger Forskningsrå

The relationship between systematic occupational health and safety work and sick leave

The aim of this study was to describe the degree of systematic HES implementation in the energy branch and to investigate whether degree of systematic HES implementation had any relationship with occupational health in the companies. The systematic work with HES is based on participation and work place democracy. In this study a model of six phases of systematic HES work was used: preparation phase, information, mapping/diagnosing, prioritizing, interventions and evaluation. The study was part of the project “Restructuring the electric energy industry: Work design, productivity and health” funded by the Norwegian Research Council as part of the “Health in Working Life” program. The sample consisted of 13 electric energy companies in Norway. Survey data from two measurements and qualitative interview data were used. The preparation phase in the implementation process was carried out in almost all the companies, but the higher the implementation phase the less departments were active. The study showed that there was a relationship between organizational level activities and sick leave measured at individual level and aggregated to organizational level

Chapter 22 Learning from Sports

"This study shows some generic characteristics from sports that are of relevance to samhandling structures under risk. The findings are based on a case study of the concept of “Total Football” and the Rosenborg Football Club (RBK) in Norway. Football is a dynamic sport with several factors that come into play and where flexible solutions are demanded. The case is also of relevance for organizations in handling risk. RBK’s samhandling is based on “Total Football” and flow theory. In analyzing RBK, we also apply theories of improvisation. RBK created a platform that gave both direction to choices and a clear playing pattern. This platform further ensured that tasks could be executed at high speed and high intensity, described as “flow”. Flow contributed to both speed and precision in the playing pattern. It is concluded that the following is relevant for other organizations: 1) Forming a deeper understanding of samhandling and ensuring top management commitment; 2) Creating, establishing and maintaining samhandling in a manner that suits the organization; and 3) Minimal structures can be of great importance for organizations in unforeseen and risky situations.

Chapter 22 Learning from Sports

"This study shows some generic characteristics from sports that are of relevance to samhandling structures under risk. The findings are based on a case study of the concept of “Total Football” and the Rosenborg Football Club (RBK) in Norway. Football is a dynamic sport with several factors that come into play and where flexible solutions are demanded. The case is also of relevance for organizations in handling risk. RBK’s samhandling is based on “Total Football” and flow theory. In analyzing RBK, we also apply theories of improvisation. RBK created a platform that gave both direction to choices and a clear playing pattern. This platform further ensured that tasks could be executed at high speed and high intensity, described as “flow”. Flow contributed to both speed and precision in the playing pattern. It is concluded that the following is relevant for other organizations: 1) Forming a deeper understanding of samhandling and ensuring top management commitment; 2) Creating, establishing and maintaining samhandling in a manner that suits the organization; and 3) Minimal structures can be of great importance for organizations in unforeseen and risky situations.

Social Relations at the Collective Level: The Meaning and Measurement of Collective Control in Research on the Psychosocial Work Environment

In this article, we suggest that organizational-level social relations should be defined and measured as workplace norms. We base this argument on new research on the components of the psychosocial work environment and on the availability of new techniques for measuring and analyzing workplace norms as organizational properties. Workplace norms emerge from interactions and negotiations among organizational actors, through which patterns of behavior, attitudes, and perspectives become defined as legitimate. This is an underestimated dimension of the psychosocial work environment that should be assessed with two types of data: self-reports by employees of their experiences in the workplace (task-level control) and self-reports by employees and employers of collective or group-level norms. Hierarchical linear modeling is an especially useful tool for analyzing the relationships between workplace norms and different organizational outcomes because it allows researchers to separate the effects of individual-level variables from group or organizational-level factors. Our approach is anchored in the Nordic perspective of the work environment developed over the past 50 years

Social Relations at the Collective Level: The Meaning and Measurement of Collective Control in Research on the Psychosocial Work Environment

In this article, we suggest that organizational-level social relations should be defined and measured as workplace norms. We base this argument on new research on the components of the psychosocial work environment and on the availability of new techniques for measuring and analyzing workplace norms as organizational properties. Workplace norms emerge from interactions and negotiations among organizational actors, through which patterns of behavior, attitudes, and perspectives become defined as legitimate. This is an underestimated dimension of the psychosocial work environment that should be assessed with two types of data: self-reports by employees of their experiences in the workplace (task-level control) and self-reports by employees and employers of collective or group-level norms. Hierarchical linear modeling is an especially useful tool for analyzing the relationships between workplace norms and different organizational outcomes because it allows researchers to separate the effects of individual-level variables from group or organizational-level factors. Our approach is anchored in the Nordic perspective of the work environment developed over the past 50 years