Hvordan tilrettelegge for familier med fluktbakgrunn i barnehagen?

Samfunnet vårt blir beriket med flyktninger hvert år som skal bli en del av det norske samfunnet, derfor er det viktig at barnehagepersonalet har kunnskap om hvordan vi kan inkludere dem i barnehagen på en best mulig måte. Ulike tilrettelegginger må til og som barnehagelærer må man nok ut av komfortsonen sin i møte med nye kulturer og nye språk. Jeg ønsket å få kunnskap om hvordan barnehagen møter foreldre og barn med fluktbakgrunn og hvordan det blir tilrettelagt ved ankomst og når barnet er i barnehagen. Min problemstilling ble derfor: «Hvordan tilrettelegge for familier med flyktning bakgrunn i barnehagen»publishedVersio

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

Individual, lifestyle, and psychosocial factors related to insomnia among Norwegian musicians

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Growth and emigration of third-stage larvae of hysterothylacium aduncum (nematoda: anisakidae) in larval herring clupea harengus

The growth and emigration of Hystherothylacium aduncum in laboratory-reared herring larvae Clupea harengus was studied. Experimental infections of 36-day-old herring larvae resulted in 126 hosts infected with 306 H. aduncum larvae. Regression analyses showed a significant worm emigration from the rectum to the head of the fish, accompanied by an increase in worm body length. The emigration was independent of worm intensity, which suggests an ontogenetic process. Some worms departed from this pattern by moving posteriorly or by penetrating into the muscle, and in 5 cases, the larvae were observed to leave living fish. This individual variation has not been observed in previous studies and might be explained by host signals related to condition or development stage. Indirect evidence suggested parasite-induced mortality in the tanks due to the emigrations because only 4 of the 126 infected fish survived 8 days postinfection; the emigration of H. aduncum affected vital organs, such as the heart and brain, and the larvae penetrating or leaving the host's tissues can cause extensive damage to the delicate herring larvae.Balbuena Diaz-Pines, Juan Antonio, [email protected]

An effect evaluation of the psychosocial work environment of a university unit after a successfully implemented employeeship program

Purpose: This study examined whether a successful implementation of an intervention could result in an effect evaluated independently from a process evaluation. It achieved this by evaluating the effects of an intervention, the ‘employeeship program’, designed to strengthen the psychosocial work environment through raising employees’ awareness and competence in interpersonal relationships and increasing their responsibility for their everyday work and working environment. Design/methodology/approach: An employeeship intervention program was developed to improve the psychosocial work environment through reducing conflict among employees and strengthening the social community, empowering leadership, and increasing trust in management. An earlier process evaluation of the program found that it had been implemented successfully. The present effect evaluation supplemented this by examining its effect on the psychosocial work environment using two waves of the organization’s internal survey and comparing changes in the intervention unit at two points and against the rest of the organization. Findings: The intervention was effective in improving the psychosocial work environment through reducing conflicts among employees and strengthening the social community, empowering leadership, and increasing trust in management. Research limitations/implications: More attention should be paid to developing and increasing positive while simultaneously reducing negative psychosocial experiences, as this employeeship intervention demonstrated. Practical implications: An intervention focusing on employeeship is an effective way to achieve a healthier psychosocial work environment with demonstrable benefits for individuals and the working unit. Originality/value: Although organizational-level interventions are complex processes, evaluations that focus on process and effect can offer insights into the workings of successful interventions

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

The line manager’s role in implementing successful organizational interventions

The aim of the paper is to discuss the role of the line manager in implementing to plan, implement and evaluate successful organizational interventions using our experiences from the ARK-program. Earlier literature has shown that line managers have a major influence on an intervention’s outcomes (Nielsen, 2017; Saksvik, Nytrø, Dahl-Jørgensen, & Mikkelsen, 2002), however, there is a lack of knowledge about the managements’ role throughout the entire intervention process and how line managers are influenced by the context at different levels. We therefore discuss the line managers’ role within the five phase cycle of an organizational intervention, including preparation, screening, action planning, implementation and evaluation. We also introduce a more in-depth understanding of the context by using of the IGLO-model (Individual, Group, Leadership and Organizational level). Based on our knowledge and experience from the ARK-program we make some recommendations for (a) what the line managers need throughout the five phases in order to contribute to a successful intervention, and (b) on what the line manager has to provide in order to develop and implement a successful intervention process

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

Dysfunctional beliefs and attitudes about sleep (DBAS) mediate outcomes in dCBT-I on psychological distress, fatigue, and insomnia severity

Objective/background Digital cognitive behavioral therapy for insomnia (dCBT-I) improves several sleep and health outcomes in individuals with insomnia. This study investigates whether changes in Dysfunctional Beliefs and Attitudes about Sleep (DBAS) during dCBT-I mediate changes in psychological distress, fatigue, and insomnia severity. Patients/methods The study presents a secondary planned analysis of data from 1073 participants in a randomized control trial (Total sample = 1721) of dCBT-I compared with patient education (PE). Self-ratings with the Dysfunctional Beliefs and Attitudes about Sleep (DBAS), the Hospital Anxiety Depression Scale (HADS), the Chalder Fatigue Scale (CFQ), and the Insomnia Severity Index (ISI) were obtained at baseline and 9-week follow-up. Hayes PROCESS mediation analyses were conducted to test for mediation. Results and conclusion sDBAS scores were significantly reduced at 9-week follow-up for those randomized to dCBT-I (n = 566) compared with PE (n = 507). The estimated mean difference was −1.49 (95% CI -1.66 to −1.31, p < .001, Cohen's d. = 0.93). DBAS mediated all the effect of dCBT-I on the HADS and the CFQ, and 64% of the change on the ISI (Estimated indirect effect −3.14, 95% CI -3.60 to −2.68) at 9-week follow-up compared with PE. Changes in the DBAS fully mediated the effects of dCBT-I on psychological distress and fatigue, and the DBAS partially mediated the effects on insomnia severity. These findings may have implications for understanding how dCBT-I works and highlights the role of changing cognitions in dCBT-I.publishedVersio