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  • 51.
    Holmquist, Mats
    et al.
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Urbas, Anders
    Halmstad University, School of Education, Humanities and Social Science, Centrum för lärande, kultur och samhälle (CLKS).
    Nyman, Carin
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Trolle-Schultz Jensen, Jette
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Delutvärderingsrapport 1 styrelsen i Samordningsförbundet Halland2016Report (Other academic)
  • 52.
    Holmén, Maria
    et al.
    Halmstad University, School of Health and Welfare.
    Eliasson, Linda
    Halmstad University, School of Health and Welfare.
    Småföretagare och stress: En kvalitativ studie som syftar till att undersöka vad som kan stressa kvinnliga småföretagare i arbetet samt vad som kan tänkas kompensera eventuell stress2015Independent thesis Basic level (degree of Bachelor), 180 HE creditsStudent thesis
    Abstract [en]

    The number of people on sick leave has increased significantly in the past year. One of the

    causes is stress at work and statistics show that mainly women are affected. As the majority of

    companies in Sweden are small enterprises and as more and more women opt to start their

    own businesses, we became interested in examining what causes stress for them. Therefore

    the purpose of this study is to examine what stresses female small business owners at work as

    well as what might compensate potential stress. We also wanted to investigate to what extent

    they are stressed due to work. In order to find answers to the causes a qualitative study based

    on eight interviews with female small business owners was carried out. Based on these

    interviews several causes of stress could be identified. Factors that seem to be able to

    compensate for the work-related stress that small business owners are exposed to could also

    be identified. The results show that the respondents do not feel that the work-related stress is

    so great that it is unhealthy. The study has resulted in a model showing that there should be a

    balance between the factors that cause stress and those which compensate for the stress.

  • 53.
    Isaksson, Ida
    et al.
    Halmstad University, School of Health and Welfare.
    Solbakke, Christopher
    Halmstad University, School of Health and Welfare.
    Att arbeta med organisationen, inte för den: -en kvalitativ studie om upplevelser av delaktighet och engagemang på arbetet2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This paper aims to examine a profession´s experiences of participation in change and engagement in work. How do the employees experience their participation in organizational changes and if, and if so, how, they think it affects their engagement at work?

    Our questions we started from were these:

    -How does the employees experience that participation in a change affects their engagement at work?

    - Is this experience different from the employees who have not participated as much in a change?

    A qualitative study in the form of eight individual interviews have been conducted, half of employees who have been directly involved in the change-project and half by employees who have been indirectly involved in the change-project. This is to see if there were any difference in the experienced engagement, depending on whether they participated or not. The qualitative results indicated that the respondents felt that the engagement of the work was greater if they got the chance to participate. The results also revealed that the concepts are related to each other, they often go hand in hand, and often work in harmony with each other.

  • 54.
    Ivarsson, Ida
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Sjöblom, Erika
    Halmstad University, School of Social and Health Sciences (HOS).
    Feedback som grund för lär- & utvecklingsprocesser i ledarskapet: - "Det feedbackas alldeles för lite"2011Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this paper is to find out how leaders, at a bank, feel that they can start a learning and development process. This driven by feedback, co-workers, the surrounding environment and reorganization. This paper is of a qualitative nature and has a phenomenological perspective. The data was collected through seven semi-structured interviews. The result in relation to previous research and theories suggest that when reflection is done so is learning and development. It has been proven that time for reflection is something that´s perceived to be in short supply, which can result in that learning and development will not be as widespread as it could have been. Something that has emerged is that mentoring could promote learning and development. Feedback can provide a basis for the leader to create learning- and development processes, since this is an opportunity for leaders to search themselves and see themselves through others’ eyes. Another aspect that emerged in this paper was that leaders engaged in a transformative leadership where they include their co-workers to a large extent.

  • 55.
    Jansson, Elin
    et al.
    Halmstad University, School of Health and Welfare.
    Matilda, Lundin
    Halmstad University, School of Health and Welfare.
    Gränslöst arbete - det nya sättet att arbeta?: - En inblick i några rektorers upplevelse av det gränslösa arbetet2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Worklife has undergone major changes in recent decades, partly as a result of digitalization development. Information- and communication technology (ICT) enables a more boundaryless work, since neither time nor space no longer separates work from private life. Earlier research highlighted that the new way of working causes difficulties in balancing work and private life. 

    The aim of the present study was to contribute to an increased understanding of how the principals handle the boundaryless work and to what extent ICT and social support are related to their ability to handle the boundaryless work. The result has been analyzed from Karasek and Theorells (1990) demand, control and support model, Clarks (2000) border theory and relevant concepts and previous research.

    Nine respondents participated in this qualitative study and the result showed that the boundaryless work is mostly positive. At the same time it imposes higher demands on the individual to take responsibility for managing the balance between work and private life. ICT has both shown to facilitate and obstruct the handling of boundaryless work. Finally the result shows that social support does not have a direct connection with how the principals handle the boundaryless work. However, social support can act as a buffer to increase the ability to handle the effects of boundaryless work.

  • 56. Jansson, Ingvarsson, Andreas, Emil
    Samspelet mellan mål och emotioner vid skapande av motivation2012Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Abstract

    Background: The factors goals, emotions and motivation are nowadays well researched. Studies that shows the interaction between these three factors does exist, but in a small amount. In all different jobs people encounter these factors, no matter what you’re working with, some experience them daily and others only sometimes.

    Purpose: We want to study the significance of the interaction between goals and emotions among employees in the construction business, when leaders are about to motivate their employees.

    Implementation: To succeed with our study and achieve the purpose, we chose to do a qualitative research. We have conducted four visiting interviews and one telephone interview, with both leaders and employees in the construction business.

    Results: We have through our study found out that the interaction between goals, emotions and motivation are important in the work of construction, even if it’s not something everyone thinks about. The fact that not everyone has it in mind is because emotions is something people generally not talk much about at work, but instead keep it for themselves.

    We have found that the interaction between these three factors may work differently, both obvious and less obvious. It has been revealed in our study that people shows feelings in different ways, some shows them clear and some obscurely. We’ve also seen that the situation is of relevance because we react differently in different situations.

    In the research we’ve determined that motivation is something a person is passionate about, which makes goals something that has to attract the person who is assigned to the task. Employees mainly believes that goals shall be short ranged and have a clear purpose, and then results can be achieved as quickly as possible.

    A conclusion is that all people are motivated by different methods and in different ways, depending on many aspects, including experiences, growth and knowledge. The study has shown that the interaction between emotions, goals and motivation plays an important role in the construction business when a leader is about to motivate their employees, and therefore it is highly recommended for managers to consider this interaction to create an effective leadership.

  • 57.
    Jenny, Berger
    et al.
    Halmstad University, School of Health and Welfare.
    Björklund, Marie
    Halmstad University, School of Health and Welfare.
    Delat ledarskap ur ett medarbetarperspektiv - med fokus på kommunikation och socialt stöd2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of the study was to examine the effects of a shared leadership for the employees

    perception of job satisfaction and how employees perceive the social support and

    communication from managers as part of a shared leadership.

    Shared leadership means that two or more managers share the role which the traditional

    manager usually holds. Research indicated that shared leadership can generate both positive

    and negative effects for employees on the experience of good communication and social

    support. To create job satisfaction, research has shown that communication and social support

    are two basic and important factors (Heide, Johansson & Simonsson, 2012;

    Charoensukmongkol, Moqbel & Gutierrez-Wirsching, 2016).

    The study was conducted in public organization which uses the concept of shared leadership.

    A qualitative methodology based on semi-structured group interviews have been applied with

    eight employees.

    The result of the study indicated that the employees experienced both good and open

    communication, between them and their managers. It also showed that the employees felt that

    their managers was available to them. The result indicated that communication in turn

    affected employees perception of a strong social support. Which led to strengthen the

    relations between managers and employees, and generated the feeling of job satisfaction.

    The conclusion of the study indicated that shared leadership contributed to positive effects on

    employees' sense of job satisfaction. 

  • 58.
    Jobring, Josef
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Mattias, Axelsson
    Halmstad University, School of Social and Health Sciences (HOS).
    Nattchauffören: En kvalitativ undersökning av kommunikation och information på ett logistikföretag.2011Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    På logistikföretag är det viktigt att de anställda är väl informerade för att de ska kunna utföra sina arbetsuppgifter på ett korrekt sätt och få fram godset i tid. Studiens syfte är att undersöka hur kommunikationen mellan ledningen och nattchaufförerna på logistikföretag ser ut. Vi har i vår undersökning valt att studera kommunikationskanaler, vertikal och horisontell kommunikation, informell och formell kommunikation, organisationskultur och kommunikationsproblem. Vi har avgränsat studien till att innefatta nattchaufförerna på företaget och deras upplevelser kring kommunikation. Till analysen har vi tagit fram en modell som kallas kommunikationszoner för att beskriva olika skeden som karaktäriseras av olika sätt som nattchaufförerna kan kommunicera på. Som metod till studien har vi valt att använda oss av kvalitativa intervjuer med nattchaufförerna och en förstudie med platschefen. Det empiriska materialet har sedan analyserats med hjälp av ad hoc metoden och relevanta teorier kring kommunikation. Resultatet av studien visar att kommunikationen på företaget fungerar relativt bra men att det finns förbättringsmöjligheter kring bl.a. återkopplingen och informationen till nattchaufförerna.

  • 59.
    Johansen, Alexandra
    et al.
    Halmstad University, School of Health and Welfare.
    Basic, Ena
    Halmstad University, School of Health and Welfare.
    Nilsson, Josefin
    Halmstad University, School of Health and Welfare.
    Hur ledare inom vård- och omsorg bedriver hälsoarbete utifrån Organisatorisk och social arbetsmiljö2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Svårigheter som anträffas inom vård- och omsorg är den arbetsmiljö som bedöms vara en stor risk för medarbetarna. Arbetsmiljöverket belyser organisatorisk och social arbetsmiljö i sin föreskrift AFS (2015:4), de påpekar att det är arbetsgivarens ansvar att ha kunskap om föreskriften innehåll. Det är viktigt för ledare inom vård- och omsorg att arbeta förebyggande och främjande för att bevara och utveckla medarbetarnas hälsa.

    Syftet med denna uppsats är att utifrån ett pedagogiskt perspektiv belysa hur ledare inom vård- och omsorg förebygger ohälsa och främjar hälsa med fokus på organisatorisk och social arbetsmiljö.

    För att kunna ta fram empiri har sju individuella intervjuer genomförts. Empirin transkriberades och en innehållsanalys utförde för att tydliggöra resultatets innehåll.

    Resultatet som synliggjordes är att ledarna upplever att deras resurser för att förebygga ohälsa och främja hälsa hos sina medarbetare är betydande för den organisatoriska och sociala arbetsmiljön. Ledarna använder sig av bland annat handledning, medarbetarsamtal, riskbedömningar tillsammans med skyddsombud och tar även hjälp av andra aktörer i syfte för att bemöta medarbetarnas behov. Det kompetensbehov ledarna ansåg medarbetarna behöva för att förebygga ohälsa och främja hälsa var genom olika utbildningar. Hinder ledare påpekar står emot att föreskriften följs är bland annat, budget, tidsbrist samt bristande kunskap.

    Slutsatsen är att ledarna bör fördjupa sig i föreskriften AFS (2015:4) om organisatorisk och social arbetsmiljö i stöd för att de inte kunde redogöra för dess innehåll och hur det implementeras i arbetsmiljön. Vi vill med hjälp av studien belysa samt inspirera ledare till att utveckla större engagemang till föreskriftens betydelse för medarbetarnas hälsa.

  • 60.
    Johansson, Emma
    et al.
    Halmstad University, School of Health and Welfare.
    Hansson, Carolina
    Halmstad University, School of Health and Welfare.
    Ålderns påverkan ur ett rekryteringssammanhang: En experimentell studie utifrån urvalsprocessen2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of the study is to evaluate if age affects recruits first selection as well as to get an understanding of possible factors that may lead to age discrimination. This is performed by an experimental method in which recruiters may freely discuss and make selection among fictional application documents. The study was conducted with a qualitative experimental research approach in which eight recruiters were interviewed at four different organizations. The study focuses on the underlying factors that contribute to how the age discrimination may arise in a selection. The underlying factors that emerged from the study was that it could be because the discourses in the form of assumptions and own values, the internal integration in the form of business culture and the external adjustment included by the client.

  • 61.
    Johansson, Evelina
    et al.
    Halmstad University.
    Johansson, Emma
    Halmstad University.
    "Den som får, den ger": En kvalitativ fallstudie om faktorer som påverkar organisationers retention.2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Det har skett en förändring både på arbetsmarknaden och arbetsplatsen. Det som förändrats är förväntningarna på arbetet och på dess innehåll. Syftet med studien är att undersöka varför så många medarbetare väljer att lämna en avdelning i en organisation vars personalomsättning annars är låg. Resultatet ska kunna användas som ett underlag för att organisationer ska kunna höja sin retention och behålla befintliga samt framtida medarbetare på avdelningen. Denna studie är begränsad till en särskild avdelning och är utformad som en kvalitativ fallstudie med en abduktiv ansats. Åtta semistrukturerade intervjuer har genomförts till största delen ur ett arbetstagarperspektiv men även med två arbetsgivarrepresentanter. Intervjuerna visade att avsikten att lämna avdelningen oftast beror på flera faktorer i kombination med varandra. Om de lämnar vid ett tidigare skede kan bero på att förväntningar inte uppfylls. Bristen på möjlighet till karriärutveckling gör att medarbetare lämnar avdelningen om de vill utvecklas. Det har funnits en känsla av att bli orättvist behandlad samt en brist på egenkontroll när de anställda möter en högre arbetsbelastning. Faktorerna ovan i kombination med brist på stöd ökar den anställdas avsikt att lämna.

  • 62.
    Johansson, Heléne
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Tindholm, Jessica
    Halmstad University, School of Social and Health Sciences (HOS).
    Företagshälsovården – en evig diskussion?: En studie om förväntningar och upplevelser kring företagshälsovårdens funktion.2012Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Företagshälsovården (FHV) agerar på en fri marknad i egenskap av oberoende expertresurs. Skillnader finns mellan vad kunderna efterfrågar och vad FHV önskar leverera. Det är därför intressant att studera om förväntningarna från kunden stämmer med den intentionen FHV har. Vidare är det intressant att ställa det i relation till den funktion FHV ”bör” ha enligt en nationell diskussion. Studien bygger på en metodkombination mellan kvalitativ och kvantitativ metod. Det empiriska materialet har samlats in med hjälp av mätinstrumentet SERVQUAL och har sedan ställts mot den nationella diskussionen angående företagshälsovårdens uppgift. Resultatet visar att det finns skillnader mellan vad kunderna förväntar sig av FHV och upplevelsen av vad de faktiskt får. Vidare visar det att vad kunderna anser vara FHV:s uppgift inte ligger helt i linje med FHV:s egen uppfattning samt att det finns en diskrepans mellan kundernas förväntningar på FHV och vad den nationella diskussionen framhåller som FHV:s huvudsakliga uppgift.

  • 63.
    Johansson, Per
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Seuffer, Philipp
    Halmstad University, School of Social and Health Sciences (HOS).
    Förändringsarbete inom Landstinget Halland: En kvalitativ studie om anställdas upplevelse av ett förändringsarbete inom ambulanssjukvården2010Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study is to investigate employees’ experience of a change project at the Halland County Council ambulance service. To answer the question, a qualitative method was used. The following questions were asked: How did the employees within the ambulance service experience the work time change? How did the employees participate in the work time change? Individual interviews were conducted with seven employees. The results showed most employees were positive to change, but that there was some resistance to the reduced working time. The positive attitude explanation may lie in the direction taken to views that existed on the change process into account. The resistance was due to both a higher cost to the employer and lower pay for employees contributing causes combined with a perceived uncertainty about the reduced possibility of long holidays. The widespread motivation and commitment had several reasons. Foremost it is a change that improves the employees' working time and provide more opportunities for social activities and recovery. Other causes may have been the possibility that they were given to participate, have a voice in the work and the opportunity to influence in the decision making. Communication that existed between employees and management team promoted the possibility of questions and feedback continuously throughout the change process.

  • 64.
    Karlsson, Frida
    et al.
    Halmstad University, School of Health and Welfare.
    Ljunggren, Michelle
    Halmstad University, School of Health and Welfare.
    Rekryteringsprocess och kompetens i offentlig verksamhet: En kvalitativ studie om rekryteringsprocessen och den upplevda kompetensen hos chefer med rekryteringsansvar2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Organizations face the challenges of recruiting and providing opportunities for competence development. The person who performs recruitment has a central role and must have the right competence to be able to work professionally.

    The purpose of the study is to investigate the recruitment process in public sector and how managers with recruitment responsibilities experience their own competence in work with recruitment. The questions answered are: How do managers with recruitment responsibilities in public sector describe work with recruitment? What competence do managers with recruitment responsibilities experience as required and demanded in the performance of recruitment? Do managers with recruitment responsibilities in public sector experience competence in work with recruitment?

    Through a qualitative study, semi-structured interviews have been conducted with managers who hold recruitment responsibilities in public sector. The result shows that managers with recruitment responsibilities apply a common recruitment process with different steps. They describe the work with recruitment in a similar way. They experience that the work with recruitment require and demand formal and actual competence and certain personal characteristics. Managers with recruitment responsibilities experience competencies in work with recruitment, but suggest that there are development opportunities.

  • 65.
    Karlsson, Jan
    et al.
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Winroth, Jan
    Högskolan Väst, Trollhättan, Sweden.
    Bremander, Ann
    Halmstad University, School of Business, Engineering and Science, The Rydberg Laboratory for Applied Sciences (RLAS).
    Haglund, Emma
    Halmstad University, School of Business, Engineering and Science, The Rydberg Laboratory for Applied Sciences (RLAS).
    Holmquist, Mats
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Lindgren, Eva-Carin
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Lydell, Marie
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Staland Nyman, Carin
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Förändringsledarskap vid digital transformation inom vård och omsorg: En sammanfattande rapport från kompetensutvecklingsprojektet ”Trygg motivation och inspiration” i Kungsbacka kommun 20182018Report (Other academic)
  • 66.
    Karlsson, Matilda
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Nissi, Linn
    Halmstad University, School of Social and Health Sciences (HOS).
    Att främja arbetsmotivation: – en kvalitativ studie om främjande av medarbetares arbetsmotivation och ledares påverkansmöjligheter2011Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study is to contribute to increased knowledge about how employees´ perceive that work motivation can be enhanced and the leaders’ impact on it. Furthermore the authors wish to examine which motivational factors that contribute to employees’ work motivation in the organization where the study was conducted and how well their work motivation is promoted. A qualitative method has been used to conduct this study and its material has been gathered from eight qualitative interviews with employees in the organization. The result shows that several factors contribute to the work motivation, for example the influence of social factors and the salary is stressed. The work motivation could, through a series of motivational factors, be more promoted. The manager plays an important role and can influence most of the motivational factors that are needed for enhancing the employees’ work motivation. Focus should therefore be directed towards these motivational factors.

  • 67.
    Kindlund, Ellen
    et al.
    Halmstad University, School of Health and Welfare.
    Bengtsson, Sanna
    Halmstad University, School of Health and Welfare.
    Medarbetarnas upplevelser av värdebaserat ledarskap: En studie om effekter av normativ styrning2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Purpose: We have chosen, from the employee's perspective, to studying the effects of normativecontrol, in this case in the form of value-based leadership and aspects that can affect the experienceof it.

    Method: This study is a constructionist perspective that culminates in a qualitative study with anabductive approach. The material we have received through semi-structured interviews, which wethen analyzed using the chosen theoretical concepts.

    Theoretical perspectives: The basis of this study, the analysis is that we studied the normativecontrol in the form of value-based leadership. We have developed our analysis based on theoriesand our accumulated empirical data that we obtained through our survey.

    Empiricism: The study's empirical data are based on interviews with four employees and twomanagers in the studied organization, as well as an interview with an independent consultant whohas worked with the implementation of value-based leadership in the company. A total of seveninterviews were conducted.

    Results: Our results show that the implementation of value-based leadership within the studiedorganization has not been well received among employees. We found that management has animportant role in the implementation of value-based leadership. According to our research, webelieve that value-based leadership requires a stable organization. It is also important that themanagement is aware of the constant effort required to get the value-based leadership successfulamong the staff of the organization. We also found that employees in the studied organization linkedvalue-based management to cut with increased savings requirements made in the organization.However, it may be too early to draw any general conclusions when they have not worked withvalue-based leadership more than a few years in our study organization.

  • 68.
    Kjellberg, Julia
    Halmstad University, School of Health and Welfare.
    Lean och välbefinnande: En kvalitativ forskningsöversikt om hur arbetsmiljö i leankontexter påverkar arbetstagares välbefinnande2015Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The aim of the present study is to gain more knowledge about howthe work environment, in the lean contexts, affect worker wellbeing.It is by examining; What positive and negative effects workin lean contexts has on worker well-being and which causes theoutcome depends on. The study was done by analysis of aqualitative research survey with the starting point to understand thecontradictions in the field of knowledge around lean and wellbeing.Theory of SOC, implementation, participation and supportwas central to the study. The results show the effects of lean onwell-being in terms of commitment, stress, safety and jobsatisfaction, and that it is not possible to determine that the workenvironment, in the lean contexts, exclusively generate positive ornegative effects. However, the analysis shows some interestingcauses of the effects. Causes of effects thematised toimplementation, support and participation. The present studycontributes to the knowledge of the outcome of the effects ofworking in a lean context of workers' well-being.The decisive factor seems to be how the concept is applied. In thepresent study further developed Hasle et al. (2011) model of lean,working environment and workers well-being as an explanatorymodel for the outcome of the impact on workers' well-being, basedon the theory of SOC as a framework for wellness.

  • 69.
    Kjellman Enlgén, Caroline
    et al.
    Halmstad University, School of Health and Welfare.
    Tangen, Sissel
    Halmstad University, School of Health and Welfare.
    Intern Kommunikation: Formell intern kommunikation ur ett chefsperspektiv2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Sammanfattning

    Kommunikation spelar en stor roll i dagens organisationer och det finns en mängd olika kanaler att välja mellan för att förmedla olika budskap. Syftet med denna studie har varit att få kunskaper om den formella interna kommunikationen och hur den upplevs fungerar ur ett chefsperspektiv.

    Inledningsvis undersöktes vilka kommunikationskanaler bolaget använder sig av i sin interna kommunikation. Vidare har fokus legat på hur chefer upplever att den formella interna kommunikationen fungerar ur två olika perspektiv, dels utifrån deras egen arbetssituation och dels ur ett organisatoriskt perspektiv. Avslutningsvis har chefernas upplevelse av utmaningar i den interna kommunikationen hos bolaget undersökts.

    Undersökningen är baserad på sex kvalitativa, semistrukturerade intervjuer med chefer i ett livsmedelsproducerande bolag. Resultatet av intervjuerna samt forskning och teorier på området har legat till grund för analys och slutsatser för studien.

    Resultatet visar att bolaget främst använder sig av elektroniska kommunikationskanaler samt möten i sin formella interna kommunikation. Chefernas upplevelse är att de får tillräckligt med information för att kunna utföra sitt dagliga arbete, men de önskar mer information om långsiktiga mål och strategier. Chefernas upplevelse är att kommunikationen inom organisationen brister och de anställda känner sig under-informerade, detta har skapat en viss osäkerhet inför framtiden. De största utmaningarna bolaget står inför är att skapa en kommunikationsstruktur och enhetlighet i kommunikationsarbetet. 

  • 70.
    Kroona, Marie
    et al.
    Halmstad University, School of Health and Welfare.
    Jacobson, Lina
    Halmstad University, School of Health and Welfare.
    Mer än support?: -En studie om Human Resources roll i förändringsprocesser2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Trots att många menar att Human Resources har en allt viktigare roll i förändringsprocesser råder det brist på studier som undersöker på vilket sätt de i sitt dagliga arbete är involverade i förändringsprocesser och hur de interagerar med andra aktörer inom organisationen under processen.

    Syftet med denna studie är att undersöka vad HR bidrar med kopplat till processen vid planerade organisationsförändringar. Undersökningens frågeställning inriktades på vilka olika roller HR kan ta vid planerade organisationsförändringar samt vilka faktorer som påverkar HR´s delaktighet i dessa. Studien har en kvalitativ hermeneutisk ansats och baseras på sex semistrukturerade intervjuer med HR-medarbetare på två olika organisationer inom privat sektor.

    Resultatet visar på att HR framförallt tar två olika typer av roller som vi har benämnt supportrollen och den självständiga rollen. Dessa kopplar vi i analysen sedan till två övergripande roller som HR kan utgå ifrån i sitt agerande. De faktorer vi har sett i vår studie som påverkar HR´s delaktighet i förändringsprocesser är brist på tid, stort avstånd till kärnverksamheten och medarbetarna, vilken relation de har till cheferna samt vilken typ av förändring det handlar om.

  • 71.
    Kvist, Helena
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Eichborn, Nanna
    Halmstad University, School of Social and Health Sciences (HOS).
    Att våga ta steget: En kvalitativ studie om hur chefer arbetar med att nå sina mål och hur en omorganisation har påverkat detta arbete2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Purpose: The organization do not achieve the goals, therefore, a reorganization has taken place. Our purpose with this survey is to gain knowledge about how the managers describe their approach to developing the staff to venture out onto the labor market and how the reorganization has affected their work. Questions: How do you describe the managers' efforts to develop their staff to leave the organization? How managers experience the implementation of the reorganization and its impact on the transition process?

    Method: We ́ve used theories that involve leadership and change. We have used a phenomenological perspective and a qualitative method with an abductive approach. Thirteen interviews has been conducted. We have used semi-structured interviews with an interview guide as a basis.

    Results: Individuals venture out onto the labor market when they feel empowered, but managers need time for it to be possible. To get motivated employees, leaders need to encourage and have clear goals. By delegation of authority to employees, individuals develop in their role and time is released. Management by objectives is required for a reorganization to be fully implemented, where managers and middle managers together define the new roles. 

  • 72.
    Lahti, M.
    et al.
    Health and Well-being, Turku University of Applied Science, Turku, Finland.
    Elliä, H.
    Health and Well-being, Turku University of Applied Science, Turku, Finland.
    Jormfeldt, Henrika
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI), Health and Nursing.
    Skärsäter, Ingela
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Doyle, L.
    School of Nursing and Midwifery, Trinity College Dublin, Dublin, Ireland.
    Higgins, A.
    School of Nursing and Midwifery, Trinity College Dublin, Dublin, Ireland.
    Keogh, B.
    School of Nursing and Midwifery, Trinity College Dublin, Dublin, Ireland.
    Meade, O.
    Faculty of Medicine & Health Sciences, School of Health Sciences, University of Nottingham, Nottingham, United Kingdom.
    Stickley, T.
    Faculty of Medicine & Health Sciences, School of Health Sciences, University of Nottingham, Nottingham, United Kingdom.
    Sitvast, J.
    Department of health care, University of Applied Sciences HU, Utrecht, Netherlands.
    Kilkku, N.
    School of health care and social services, Tampere University of Applied Sciences, Tampere, Finland.
    The required knowledge for lifespan mental health promotion and prevention for Master’s level mental health nurse education – the eMenthe project2018In: International Journal of Health Promotion and Education, ISSN 1463-5240, E-ISSN 2164-9545, Vol. 56, no 3, p. 143-154Article in journal (Refereed)
    Abstract [en]

    In this study, we address the kind of knowledge that is required for Master’s level nurse education for lifespan mental health promotion and prevention. Data were collected through structured interviews (N = 109). The interviews were conducted across five European countries. The data were analysed using a thematic content analysis approach. The findings show that Master’s level nurse education needs knowledge related to lifespan issues. Needs were raised in several issues like importance of increasing skills and knowledge of mental health workers. We conclude that there is a need to emphasise the knowledge required for mental health promotion and prevention for Master’s level nursing education across Europe. © 2018 Institute of Health Promotion and Education.

  • 73.
    Landgren, Jens
    et al.
    Halmstad University, School of Health and Welfare.
    Rubin, Fredrik
    Halmstad University, School of Health and Welfare.
    Den mångfacetterade HR-rollen: En studie om HR-medarbetares upplevelser av arbetssituationen2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The modern working life is going through big and rapid changes, which change the prerequisites for a lot of professions in how work should be conducted and utilized in best manners. This leads to consequences in the work situation for different professions. One profession that hasn’t a cquired a lot of focus in the research about changing work situations, is the HR Practitioners. The aim of this study is to increase the understanding in how HR Practitioners experience and manage their work situation from the basis of work demands and work resources. Three research questions have further been formed, with the aim to embrace and concrete the purpose of the study. The study is based on five selected candidates, who works as HR Generalists or HR Business Partners. The study has been conducted with a qualitative research method in the form of interviews and an abductive approach. The study demonstrates different opinions among the HR Practitioners about which kind of work resources that is considered most important at work. Results also show that HR Practitioners faces high work demands, mostly in the form of high work load and big role conflicts. Finally, the results show that HR Practitioners mostly apprehend and manage the severe work situations they face with a problem focused coping strategy.

  • 74.
    Landström, Linn
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Falk, Alexandra
    Halmstad University, School of Social and Health Sciences (HOS).
    Projektimplementering i kommunala verksamheter: stödjande och hindrande faktorer2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study was to find out what measures could be taken in an implementation process and emphasise what supports and hinders the results of projects being implemented in ordinary operations. We chose to formulate three questions; what measures can be taken in an implementation process? What factors supports implementation? What factors hinders implementation? The study was conducted at a municipal occupational rehabilitative operation that carried out a three-year ESF project. The study was conducted by using a combination approach consisting of semi structured interviews, a participatory observation and documents from the operation and the project. The results from this study have shown that the measures that can be taken in the implementation process include for instance making the project owners, decision makers and collaborative partners involved in the project from the start and then having a working collaboration throughout the project period. The results have also shown that the factors which may seem supportive in an implementation are the need for what is intended to be implemented and also that there is an effective collaboration among all concerned parties. Finally the study results showed that the factors that may hinder the implementation are the lack of financial resources and time set aside to work on the implementation. 

  • 75.
    Larsson, Ellinor
    et al.
    Halmstad University, School of Health and Welfare.
    Höglin, Emma
    Halmstad University, School of Health and Welfare.
    Vilken betydelse har internkommunikation vid förändringsarbete?: En fallstudie från ett medarbetarperspektiv2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In today’s society change management is something most organizations and companies will have to face. In this study our aim is to investigate the importance of internal communication from a co-worker perspective and how internal communication from top management can contribute to corporation as well as deviance from employees/workers. We have studied an organization which has experienced significant change where two organizations have marched together and created a new organization. We have chosen to do an empirical study based on previous theories/studies. We have used semi structured interviews to try and prove our purpose. Our research questions are:

    • How was the change process initially communicated to the employees?

    • How does the employees feel about the implementation of the new working ways?

    • What new knowledge has the change brought with it?

    The results show that the internal communication varied during the process of change from being clear about goals and aims to become blurred in the implementation phase. Participation was perceived as important but not decisive in the change process. Greater transparency and honesty from management were called for.

  • 76.
    Larsson, Katja
    Halmstad University.
    Chefsutveckling i offentlig verksamhet2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Thiscandidatepaperspurpose is to examine and analyze how a municipalityscan support and develop their managers and how managers have experienced the effort that has been made. Within the framework of purpose, I focus on perceptions of how formal management training and informal learning affects leadership development in the municipality. The study is qualitative in nature, inspired by the hermeneutical approach when the study focuses on interpreting and understanding a whole through document analysis and interviews. Qualitative, semi-structured interviewswere conducted to get an insight into what managers would like to develop and how this should be done. The result shows that there are positive experiences of the leadership program implemented in the municipality and that the respondents feel that they have a common set of values to work with and to develop further as leaders. The lessons described as knowledge about tasks and theories, reflection, networking, exchange of experiences with and support of other participants. Respondents also feel that theprogram can be developed including personal development, feedback, forums, and to allow more time for reflection. Based on participants' experiences and the section of the literature examined are presented in conclusion positive aspects of leadership program and how municipalities can develop their leadership programs.

  • 77.
    Lennartsson, Charlotte
    et al.
    Halmstad University, School of Health and Welfare.
    Malmgren, Sandra
    Halmstad University, School of Health and Welfare.
    Kampen om arbetskraften: Hur ska organisationer attrahera morgondagens sjuksköterskor?2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Lack of nurses has been a long time both in Sweden and the rest of the world, which is a growing problem that needs to be solved in order for organizations to be able to conduct safe care. The aim of this study is therefore to investigate what organizations can do to become more attractive as employers for nurses. To answer the purpose, questions are used that answer which of a number of factors that are considered important in the choice of employers among nurses, what organizations do today to attract newly educated nurses and how organizations can secure the provision of nurses' skills in the future.

    The model of attractive work forms the basis of the study and is used to design  uestionnaires and interview guides. Theories about employer branding, leadership, psychosocial work environment, working conditions, boundless work and balance in life are the basis for the analyzes of the study. The study is based on an abductive approach and a combination of quantitative and qualitative methods has been used through a questionnaire for nursing students and interviews with HR-staff, trade union and one head of department.

    The result of the study showed that the largest proportion of nurse students valued many of the factors as important or very important and the factor valued by most students as very important was a good balance between working life and privacy. The nurse students also evaluated factors that imply a developmental work where they can use their skills highly. To attract newly graduated nurses, social media and personal meetings are being used today to create personal contacts with prospective nurses. As organizations may find it difficult to compete with pay, other benefits or a higher healthcare allowance can attract labor.

  • 78.
    Linares, Victoria
    et al.
    Halmstad University, School of Health and Welfare.
    Sevestedt Widmark, Amanda
    Halmstad University, School of Health and Welfare.
    Framgångsfaktorer i implementeringsprocessen: En studie om implementeringen av delen i AFS 2015:4 som rör kränkande särbehandling.2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study was to examine the implementation process of AFS 2015:4, organisational and social work environment2, focusing on the part concerning victimization in the public sector. Another objective was to identify the central success factors in the implementation process.

    The study was conducted in a county in southern Sweden. The essay is centred around four questions. The first question concerned how Human Resources (HR) and managers have interpreted and followed the guidelines of AFS 2015:4, the second one how aware the workers were of earlier mentioned guide lines and the third question was about whether the different levels of employees had a uniform experience of the implementation of AFS 2015:4. The fourth question was about the central success factors in the implementation process. A method combination was used to collect the empirical material where four qualitative interviews were conducted on the HR and management levels and a survey with 27 respondents among the workers. The main result showed that HR and the managers had followed the guidelines of AFS 2015:4 and had an awareness of what those guidelines meant. The awareness among the workers was not quite as thorough but the majority of the workers was knowledgeable about the guidelines in AFS 2015:4. The most prominent success factors in the county were clear instructions, a well-functioning ”systematic work environment effort”, well established support functions, participation in the creation of the routines, education and a wide awareness about the implementation process on several levels. 

  • 79.
    Lindell, Daniel
    et al.
    Halmstad University, School of Health and Welfare.
    Stridh, Wictor
    Halmstad University, School of Health and Welfare.
    Kvinnor i byggbranschen: Några kvinnors upplevelser kring kränkande särbehandling med koppling till upplevda möjligheter till kompetensutveckling2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Studien undersöker hur upplevelser av särbehandling kan inverka på kvinnors möjlighet till kompe- tensutveckling inom en organisation i byggbranschen. Detta har genomförts genom att intervjua kvinnliga medarbetare inom byggbranschen för att få deras syn och erfarenheter kring bland annat kränkande särbehandling, kompetensutveckling och karriärutveckling. Resultatet tyder på att kvin- norna inte upplevde någon kränkande särbehandling vid studiens genomförande men de beskrev ändå händelser som skulle kunna tolkas som kränkande särbehandling. Resultatet pekade inte heller på någon koppling mellan kränkande särbehandling och upplevda möjligheter till kompetensutveck- ling inom organisationen. Istället visade resultatet på att det fanns en stor avsaknad av kvinnliga förebilder inom byggbranschen och att tillkomsten av fler kvinnliga förebilder skulle kunna leda till att kvinnors intresse för byggbranschen skulle kunna öka och således bidra till att branschen uppnår en jämnare könsfördelning. 

  • 80.
    Ljungberg, Ulrika
    et al.
    Halmstad University, School of Health and Welfare.
    Stübner, Josefin
    Halmstad University, School of Health and Welfare.
    Viktiga faktorer för ett innovativt arbetsklimat: En kvalitativ studie om vilka faktorer som främjar respektive motverkar ett innovativt arbetsklimat2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The background to this study is the growing interest in innovation, more specifically what is called workplace innovation. It involves an organization's implementation of new combined innovations within the organization of work, HRM (Human Resource Management) and supportive technology. In the research world, there has been research within the area for a long time, although it has been underrepresented within the service industry.

    The purpose of the study has been to further increase understanding of workplace innovation. This by focusing on the factors that promote or counteracts an innovative working climate and tries to identify which factors are considered to be particularly important.

    Knowledge has been taken from theory and research in the field. Empirical data has been collected through qualitative interviews, which have been compiled and analyzed based on our theoretical reference framework.

    The result showed a number of factors that influenced the activities both from a promoting as well as a counteracting perspective. The factors that were considered to be particularly important in terms of promotion factors were stable and safe personnel, idea time and present leadership. In terms of counteracting factors, it has been shown that there is high staff turnover, unattended personnel and central management are the most important. Based on empirical knowledge, new knowledge has emerged, in relation to theory and research, that a stable staff group and high staff turnover have been shown to affect activities to the extent that it cannot be wiped away.

  • 81.
    Lundh, Christoffer
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Edebjär, Sabina
    Halmstad University, School of Social and Health Sciences (HOS).
    Män som mikroföretagare: Hur beskriver de balansen mellan arbete och övrigt liv?2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The aim of this study was to explore how six men who run a micro-enterprise

    with a maximum of 10 employees handle the balance between work and other

    life. Qualitative approach with semi-structured interviews was conducted and the

    sample consisted of six men with micro-enterprises of varying ages. The themes

    used in the interviews were boundless work, roles, boundaries strategies and

    demand / control - social support. The results showed that micro- entrepreneurs

    do not experience any major imbalance between work and other life. The study

    revealed that the division of roles in the home of the elderly respondents was of

    the classical gender character that woman took great responsibility in the home.

    Among the younger respondents the unpaid work at home was equal divided.

    Social support was perceived highly by all respondents, and they also

    experienced a high level of control over the requirements of the job. The

    discussion touched aspect that differences in experiences depending on age are

    and future research proposals was given.

    Keywords: micro-entrepreneurs, boundless work, roles, boundaries strategies,

    demand-control / social support.

  • 82.
    Lundin, Cia
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Furbring, Helena
    Halmstad University, School of Social and Health Sciences (HOS).
    Kompetensutveckling inom offentlig verksamhet: En kvalitativ studie om medarbetares upplevelse av möjlighet till lärande och kompetenutveckling2010Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this essay is to examine the possibilities to competence development within two different departments at the country council of Halland. This is done to obtain an understanding of the existing preconditions for learning and competence development within the above mentioned organization. The purpose of the study is to get an answer to the following questions: (1) How does the employees of the country council of Halland view their abilities to develop new competence themselves? (2) How are the healthcare units learning within the workplace structured? (3) What are the precondition for learning within the workplace? (4) How are the co-workers within the country council of Halland attracted to staying and at the same time given the opportunity to develop themselves? To get an answer to these questions we have conducted nine individual interviews with respondents in different professions within the country council of Halland. The outcome of these interviews shows that the respondents view their possibility to develop competence as good and that there is a good climate for learning. They also show that there is an adequate infrastructure that enables learning whithin the country council of Halland. It was also found that there is a wide selection of different educations made available to the employees. The employees also find that there is a great deal of freedom when it comes to individual choices and preferences among these educations. The three main weaknesses to be able to develop competence were found to be lack of time and resources for participating in various courses and educations along with the demands from the management. We believe that the lack of time hinders tha respondents being creative and reflective during their workplace learning. When cutbacks are done within the organization they are not seldom done in the number of staff which hampers the learning due to the fact that fewer employees are to conduct the same tasks within a smaller timeframe. At the same time the respondents feel that they have a lot of freedom to act and that they also have the possibility to influence and be a part of the decisions taken that effect their own workunit. In conclusion, tha employees of the country council of Halland view their own organization as stabile and reliant which contributes to a high level of satisfaction and that the employees are willing to stay and develop themseves within the organization.

  • 83.
    Lydell, Marie
    et al.
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Hildingh, Cathrine
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Söderbom, Arne
    Halmstad University, School of Business, Engineering and Science, Centre for Innovation, Entrepreneurship and Learning Research (CIEL).
    Ziegert, Kristina
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI), Health and Nursing.
    Future challenges for occupational health services can be prevented by proactive collaboration with the companies using the services: a participatory and reflection project2017In: Journal of Multidisciplinary Healthcare, ISSN 1178-2390, E-ISSN 1178-2390, Vol. 10, p. 217-225Article in journal (Refereed)
    Abstract [en]

    Background: There is clearly a need for research in the field of occupational health service (OHS) for applying new perspectives. Proactive collaboration is needed between the OHSs and the companies. The customers of the companies using the services should be able to safeguard themselves from the health problems caused by the work environment through proactive collaboration with the OHSs.

    Objective: The main purpose of this interdisciplinary study was to explore how the stakeholders reflected to create and agree on core values for future challenges in OHS, as seen from the perspectives of OHS professionals and customer companies.

    Methodology: An action research process was conducted. This study was divided into three phases. In phase I, the data were collected from interviews and diaries of interdisciplinary occupational health professionals (n=12). A focus group that sampled the eight managers of the customer companies was also included. In phase II, a questionnaire was developed with 24 questions focusing on examining the future challenges for OHS. The questionnaire was sent to customer companies (n=116). In phase III, a scoping review was undertaken.

    Results: Three categories emerged from the analysis: “Balancing complex situations” clarified the complexity regarding senior employees; “Working with a proactive approach” indicated the need for working with a new proactive approach supporting sustainable health; and “Collaborate internally and externally” showed good relationships between the customer and the OHS, which is a mutual responsibility to both the partners.

    Conclusion: The results outlined that it is necessary to take action to apply new proactive health promotions, with a focus on workplace health promotion. The results also indicated that interventions for senior employees are of importance. This study was done in collaboration with the stakeholders from the occupational health care service center and the managers from the customer companies. The use of a participatory research design, including close collaboration with the participants, allows the researchers to see the challenges.

     

  • 84.
    Lydell, Marie
    et al.
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Hildingh, Cathrine
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Söderbom, Arne
    Halmstad University, School of Business, Engineering and Science, Centre for Innovation, Entrepreneurship and Learning Research (CIEL).
    Ziegert, Kristina
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    How to Promote Workplace Health in order to Work into Old Age: Experiences from Employees in an Industrial Setting2019In: Scientifica, ISSN 2090-908X, E-ISSN 2090-908X, Vol. 2019, article id 3942569Article in journal (Refereed)
    Abstract [en]

    Background. Health is important in workplaces. A good organisational climate in a workplace plays a major role in the employees’ well-being at work and is also associated with increased productivity. Today, employees are expected to work into older age and it is a challenge for companies to promote health and well-being for this growing group. Purpose. The purpose of this study was to explore how to promote workplace health at present time and for the end of working life in the perspective of employees. Design/Methodology/Approach. The study had an explorative design, and a thematic analysis was chosen. The inclusion criteria were persons 50 years and older, working in the company and planning to continue working into old age. A total of 21 coworkers (14 men) participated in the study. Three focus group interviews were conducted. Findings. The results from the focus group interviews are presented in four themes: handle change in a changeable workplace, take responsibility for health concerns, get confirmation for feeling needed, and support and tolerance adapted for each employee. Practical Implications. Promoting health should be an urgent mission for employees themselves as well as for managers in order to support employees in working into old age. The health promotion must be suitable for each employee and should be designed in such a way as to avoid inequality in workplace health. Originality/Value. There is a need for more health-promoting behaviours, support, and activities for employees in order to work into old age.

  • 85.
    Löfdahl, Gun-Britt
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Urell, Marinette
    Halmstad University, School of Social and Health Sciences (HOS).
    Nära ledarskap: En framtida ledarskapsstrategi i omsorgsarbete på Hemvårdsförvaltningen i Halmstad kommun2011Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Trough the contact with the HR (Human Resources) department of home care management in Halmstad municipality, emerged from the management a wish for a documentation for what should be included in leadership at middle management level in the future. People in middle management positions have a large impact on the operation staff and are also in charge of the individual corporate performance and its success. As we have previously been active in the management of multiple role configurations, including middle-management positions, we have some prior understanding of the complexity of this position. The study was conducted with the aim to investigate different aspects of what leadership for middle managers in home care management in Halmstad municipality may mean to them. With the help of different theories and models various aspects were analyzed due to the impact of leadership.

    Due to the studies purpose and questions, two focus groups was conducted and interviews with respondents from both the lower and superior positions in home care management in Halmstad municipality was done. In addition, four individual interviews were done with middle management representatives from home care management.

    Our results demonstrate that leadership includes and are influenced by aspects derived from the organizational structures and tools, as well as to the clarity of home care management communication process. The analyses and conclusions leads to a model called "close leadership” - a future leadership approach that demonstrates how a different leadership approach can be used instead.

  • 86.
    Malmberg, Elin
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Sech, Anna
    Halmstad University, School of Social and Health Sciences (HOS).
    Konsten att behålla och värna om nyckelkompetensen: En studie genomförd inom Landstinget Halland2010Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    When we first contacted Halland County Council they expressed the need to be able to attract and retain employees. Since individuals with key competence have a big influence on the overall success of the organization we chose to carry out a study with the purpose to examine which conditions individuals with key competence within Halland County Council experience as central to their specific work situation. By using different theories and models we analyze and find out how such conditions can affect the ability of the employer to retain these individuals. We have chosen to examine in what way the conditions that emerge are central to the individuals work satisfaction, motivation and their will to stay or leave their workplace. 

     

    Based on the purpose of this study we have carried out six qualitative interviews with key employees and HR management on one of the units within Halland County Council.

     

    Our results show that conditions that has to do with work satisfaction and motivation affect and are affected by perceived organizational support which in turn affect the ability of the employer to retain individuals with key competence. The analysis finally concludes into our own model of AFBN (the ability of the employer to retain key competence) that shows these relationships.

  • 87.
    Mathisson, Lennie
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Condliffe, Jennifer
    Halmstad University, School of Social and Health Sciences (HOS).
    Kulturellt implementeringsarbete: -En kvalitativ och kvantitativ studie av organisationskultur inom ett svenskt bygg- och anläggningsföretag2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Organizational culture has been described as a shared perception of reality and values ​​within a group of individuals. Within the group's shared values ​​about what is appropriate and inappropriate behavior and shared values ​​make it easier for individuals to understand what is expected of them. If the desired culture from the management team is not consistent with the culture of the employees there might be a collision. This because the culture is fundamental to what is appropriate and inappropriate behavior and creates solidarity within the organization. This study was conducted in a construction company in Sweden. The company started about three years ago and has chosen to focus on creating a specific and consistent organizational culture. The management team has an interest to find out if the culture they have strived to implement is the culture that the employees are experiencing.

    The purpose of this study is to explore whether the organizational culture that management pursues is the same as the employees experience. The aim is to see if these two experiences are the same or in any way differs. In case of any discrepancies, we will suggest possible development opportunities.

    The study's empirical material is collected by means of questionnaires, interviews and observations.

    The study shows that in several occasions that management and staff perceptions of the organization's culture are the same. A couple of matters stuck out from the outcome of the study, where, for example, the common events were not appreciated as much as expected and for the most part appreciated by employees born in 80’ - and 90's.

  • 88.
    Melander, Johanna
    et al.
    Halmstad University, School of Health and Welfare.
    Tängnander, Josefin
    Halmstad University, School of Health and Welfare.
    Vilka kunskaper och erfarenheter från min studietid kan komma att vara relevanta i arbetslivet?: Bemanningsbranschens kompetenskrav och förväntningar på nyexaminerade personalvetare.2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Each year, a substantial amount of students begins studies revolving around staffing and working life at universities and colleges. When graduating, the student moves on with knowledge from an interdisciplinary education and begins the search for an occupation. It is common practice for newly graduated human resources managers to apply for a position at staffing agencies. This makes it relevant to investigate which competence requirements and expectations that staffing agencies in Sweden place on newly graduated human resources managers and what makes them employable.

    The purpose of this study is to investigate what knowledge and experience from studying human resources management that considered most relevant in five of Swedens biggest staffing companies.

    Since the study deals with an in-depth picture of perceptions about competence requirements, expectations and employability, qualitative interviews were conducted. Data from five interviews with four of Sweden ́s largest staffing agencies and one smaller, is the starting point for the results and analysis of the study. Phenomenological methodology has been used in the analysis to explain the own perceptions and thoughts about the chosen topic among the respondents.

    The result indicated that the majority have a positive view of the graduate group of newly graduated human resources managers. Prior to employment, the majority has competence requirements for post-secondary education, but it appeared that four of the staffing agencies make exceptions where relevant industry experience can compensate for a lack of the aforementioned.

    The highest-valued traits are social skills. There is also demand for competence in labor law, economics and organizational development. Furthermore, expectations on newly graduated human resources managers are to be cooperative, vigilant, forward, outgoing and have an eagerness to learn.

    Internship and student-related work in addition to studies increase employability of the newly graduated human resources manager. 

  • 89.
    Melvinsson, Johan
    Halmstad University.
    Hundförare som profession: Kvalitativ studie om hundförare inom Försvarsmakten och deras passionsdrivna utveckling.2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The dog handlers in in the Swedish Armed Forces are a small category of soldiers who, together with their dogs, are driven by the passion to develop. Since 2010, they are employed soldiers and the dog handlers are developing, the skills are strengthened and an experience is building up. It is reflected in the commitment that exists with them. A boundless commitment where the boundary between what is job and spare time is blurred as created by the characters the dog handlers are. A cross-border commitment driven by the desire to expand cooperation within the Swedish Armed Forces and collaboration with civil authorities where they can provide Sweden with their abilities. Finally, we have the emotional commitment, relationships between dog and dog handler and affiliation. Is it merely positive to burn for their cause and strongly want to push their business forward or are there risks that should be considered? The study describes the dog handlers situation and ambitions today, the opportunities they see developing the dog services within the Swedish Armed Forces, and addresses the pros and cons of involvement in the work that exists. What creates the conditions for developing, what obstructs the development of a group of people, and some risks that exist with everyday imbalance. Imbalance between work and leisure that can lead to long-term stress, ill-health and, in the worst case, sick leave.

  • 90.
    Mortenius, Helena
    et al.
    Region Halland, Dept Res & Dev, Halmstad, Sweden. & Univ Gothenburg, Sahlgrenska Acad, Dept Primary Hlth Care, Gothenburg, Sweden..
    Baigi, Amir
    Region Halland, Dept Res & Dev, Halmstad, Sweden. & Univ Gothenburg, Sahlgrenska Acad, Dept Primary Hlth Care, Gothenburg, Sweden..
    Palm, Lars
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Fridlund, Bengt
    Univ Gothenburg, Sahlgrenska Acad, Dept Primary Hlth Care, Gothenburg, Sweden. & Jonkoping Univ, Sch Hlth Sci, Jonkoping, Sweden..
    Björkelund, Cecilia
    Univ Gothenburg, Sahlgrenska Acad, Dept Primary Hlth Care, Gothenburg, Sweden..
    Hedberg, Berith
    Jonkoping Univ, Sch Hlth Sci, Jonkoping, Sweden. & Ryhov Hosp, Jonkoping Cty Council, Jonkoping, Sweden..
    Impact of the organisational culture on primary care staff members' intention to engage in research and development2015In: Journal of Health Organisation & Management, ISSN 1477-7266, E-ISSN 1758-7247, Vol. 29, no 2, p. 234-251Article in journal (Refereed)
    Abstract [en]

    Purpose

    The purpose of this paper is to understand how organisational culture influences the intentions of primary care staff members (PCSM) to engage in research and development (R&D).

    Design/methodology/approach

    The participants (n = 30) were PCSM employed in a care centre in south-western Sweden. The study had an observational design with an ethnographic approach. The data were collected by means of observations, interviews and analysis of documents.

    Findings

    The results revealed the perceptions of PCSM in two domains, research and clinical practice, both of which existed at three different cultural levels: visible (structures and policy), semivisible (norms and values) and invisible (taken-for-granted attitudes).

    Research limitations/implications

    It is difficult to conduct a purely objective ethnographic study because the investigation is controlled by its context. However, it is necessary to highlight and discuss the invisible level to improve understanding of negative attitudes and preconceptions related to the implementation of R&D in the clinical setting. Practical implications - By highlighting the invisible level of culture, the management of an organisation has the opportunity to initiate discussion of issues related to concealed norms and values as well as attitudes towards new thinking and change in the primary health context.

    Originality/value

    This paper is one of the very few studies to investigate the influence of organisational culture on the intentions of PCSM to engage in R&D.

  • 91.
    Nielsen, Sofie
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Hägerström, Jennie
    Halmstad University, School of Social and Health Sciences (HOS).
    Hur leder man de som är tänkta att leda sig själva?: En kvalitativ studie av ledarskap i självstyrande team2012Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Syftet med uppsatsen är att undersöka och öka förståelsen för hur ledarskapet i självstyrande team är utformat samt hur ledare arbetar för att motivera självstyrande team. Genom att beskriva och analysera hur ledarskapet i de självstyrande teamen är utformat är målet att besvara följande frågor: på vilket sätt medlemmarna i de undersökta teamen är självstyrande, hur rollen som ledare för ett självstyrande team är utformad, hur ledarna anser att de självstyrande teamen arbetar för att motivera sig själva, vad ledarna anser motiverar och inspirerar de självstyrande teamen till att göra ett gott arbete samt hur ledarna arbetar med att motivera de självstyrande teamen.

    Undersökningen är av en kvalitativ ansats och enskilda intervjuer har använts för att samla in empiri. Sju ledare i olika led med olika personalansvar har intervjuats för att besvara våra frågeställningar.

    Studiens resultat visade att medlemmarna i de självstyrande teamen till viss del fungerar självstyrande och att rollen som ledare för ett självstyrande team är vägledande och stödjande i sin karaktär. Ledarna anser att teamen motiverar sig själva genom att det arbete de utför genomförs tillsammans vilket i sin tur ökar gruppsammanhållningen. Genom att göra medarbetarna delaktiga i beslutsfattande och problemlösande ökar ledarna motivationen hos medarbetarna. Studiens resultat visar att ledarna anser att medarbetarna i de självstyrande teamen motiveras av utveckling, ansvar och av det arbetssätt de använder sig av på avdelningen, nämligen arbetsrotation.

  • 92.
    Nilsson, Emma
    et al.
    Halmstad University.
    Sjöholm, Johanna
    Halmstad University.
    Vad motiverar chefer att arbeta i kommunal verksamhet?: - En studie om vad chefer i en kommunal verksamhet motiveras av och vad de anser är belöningen i sitt arbete2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Title: What motivates managers to work in local business?- A study of what managers in a municipal activities motivated by and what they believe is the reward of his work

    Authors: Emma Nilsson and Johanna Sjöholm, University of Halmstad, VT 2016.

    Supervisor: Tomas Berggren.

    Key words: Global job satisfaction, motivation, work motivation, reward, managers, municipal operations.

    Purpose and questions: The purpose of the study is to gain a better understanding of what managers in a local business in the public sector is motivated by and what they believe is the reward of their work. To achieve the purpose, we asked the questions:

     What are the factors that motivate managers to work in municipal activities?

     What do managers in municipal activities is the reward of the work?

     What affects managers to remain in municipal activities?

    Method: The survey is based on a method combination. A quantitative part, where a questionnaire has been sent out to managers in municipal operations. There has also been a qualitative approach, with four managers interviewed in municipal operations. We have chosen to limit the investigation to the department, management, and corporate executives, because we did not want a large sample in the study, we need to take into account the time factor.

    Results and conclusion: The results showed that managers including justification of development, the variety of work and self-determination. The managers felt that the salary is a reward in the work but not the main reward for their job performance. The great reward of the work considers the heads be given the opportunity to develop other people in the business. The results also showed that including the managers to remain in work is the feeling that they have done something worthwhile for other citizens in the municipality.

  • 93.
    Nilsson, Josefine
    et al.
    Halmstad University, School of Health and Welfare.
    Löfgren, Frida
    Halmstad University, School of Health and Welfare.
    Tillbaka till arbetet: En kvalitativ studie som belyser återgång till arbete efteren långtidssjukskrivning med psykisk ohälsa2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The aim of the study is to create a deeper understanding of which factors perceived to promote the return to work after a long-term sickness in mental health, based on the perspective of the sick-listed. The study is based on Karaseks and Theorells model consisting of demand, control and a theory development of social support in relation to demand and control by Jeffery Johnson. The study is also based on the theory ”a Sense of Coherence”, abbreviated KASAM, developed by Aaron Antonovsky. In order to gain a deeper understanding of which factors perceived to promote the return to work after a long-term sickness in mental ill-health, five interviews were conducted. The results in this study shows that support and communication with employers and colleagues is a success factor when returning to work. It also appears in the study that job training is a success factor but can inhibit the return if it is not reality-based. Participants in this study argues that lower demands and higher self-control are promotions in the return process. Finally, it also emerges that the return is facilitated when the individual feel a sense of coherence to the workplace and the working group.

  • 94.
    Norberg, Daniella
    et al.
    Halmstad University, School of Health and Welfare.
    Svensson, Andreas
    Halmstad University, School of Health and Welfare.
    Motivation och arbetstillfredsställese hos förskollärare2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Syftet med studien var att undersöka den upplevda motivationen och arbetstillfredsställelsen hos förskolepersonal. Undersökningen genomfördes med en kvalitativ metod med hjälp av semistrukturerade intervjuer med totalt nio respondenter. Teorierna som användes var Warr´s vitaminmodell, Self - Determination Theory (SDT) samt subteorin Cognitive evaluation theory (CET). Resultatet visade att samtliga respondenter upplevde hög motivation kopplat till sitt arbete samt upplevde hög arbetstillfredsställelse. Majoriteten av respondenterna lyfte upp goda relationer med barn, föräldrar och kollegor som betydelsefulla för motivationen. Analysen visade att belöningar påverkade motivationen olika mycket, och den verbala belöningen var den belöning som majoriteten av respondenternas uttryckte vara deras främsta källa till motivation. Studien tydde vidare på att autonomi var viktigt för respondenternas upplevda arbetstillfredsställelse. Respondenterna uppgav att arbetstillfredsställelsen ökade när det fanns en högre grad av kontroll kopplat till arbetet. Studien visar även att det fanns en bra sammanhållning i organisationen, vilket kan vara en bidragande faktor till den höga motivation och arbetstillfredsställelse som rådde i organisationen när undersökningen genomfördes. Slutligen diskuterades det om den inre motivation som respondenterna uppvisade är så pass hög att respondenterna skulle kunna arbeta utan lön.

  • 95.
    Norrman, Emilia
    Halmstad University, School of Health and Welfare.
    Den agila förändringsprocessen?: En studie av hur struktur, kultur, agilitet och organisatorisk och social arbetsmiljö interagerar2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study was to broaden the knowledge about organizational change towards an agile organization through exploring how the faktors; structure, culture, agility och psychosocial work environment interacts during this process and how the relationship manifests in practice. To achieve the purpose, the fowling questions guided the way:

    • In what ways can older organizational structures and organizational culture affect agile organizational change?

    • What effects on the psychosocial workplace environment may an organizational change towards agile organization generate.

    This qualitative study with deductive approach was based on an organization where the implementation of the agile form was conducted three years ago. The collection of data was based on three semi-structured interviews with representatives from HR, the union and the research team witch also has conducted a study of the organization. Content analysis was use as a method of preparing the data for the analysis, which was done so though a model based on the theoretical  starting points and previous research that have founded this study. The conclusions drawn by this study shows that parts of the organizations older structure an culture still are present inte the new organization and that they inhibited the anchoring of the new approach and way of working . The same situation applies to the opportunity of improved psychosocial work environment where the dominance of the older organizational form resulted in the opportunities remaining just that - in the areas of the organization where it wasn’t impaired.

  • 96.
    Norvik Kronevall, Malin
    Halmstad University.
    Ett kvalitativt arbete på väg: - En kvalitativ undersökning för att öka kunskapen gällande systematiskt arbetsmiljöarbete inom en organisation som arbetar med vägservice.2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purose of the study is to increase knowledge regarding systematic enviromentarl work in an organization that works with road services. Work on the road is done in a hazardous environment with constant danger regarding the life of the individual. The site of the work varies in accordance with where the needs ae . This requires skilled workers capable of working independently and that they are experienced din doing their own risk assessments in accordance with the individual believes that the situation calls for work to be performed safely. The study was conducted with a qualitative research approach in which four employees of different positions, knowledge, experience and vision to work in a hazardous environment were interviewed. The focus rests on the organization, management, and individual aspirations for a safe and secure working environment. The study adds weight to the relationship between the purchaser of the work and the organization as a prime contractor due to the compexity of the organization. Current safety legislation and related regulations are presented for an understanding of what conditions the work is performed in, Furthermore, I have focused efforts on a number of variables including motivation, safety behavior, safety climate, risk and risk perception. The survey results shows that the work on the road is specific in nature, communication with the climate and motivation of safety is of great importance to create a safe and secure environment for the skilled worker to reside in.

  • 97.
    Norén, Tommie
    et al.
    Halmstad University, School of Health and Welfare.
    Olsson, Amanda
    Halmstad University, School of Health and Welfare.
    Ledarskap i effektiva team: En kvalitativ studie om ledarskapet i effektiva säljteam2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The working life of today has become more team focused. It is common to work in differentgroups which puts high demands on managing inter human relations. The leadership has a biginfluence on the workgroups productivity and efficiency hence it requires an active role fromthe group leader.By using a qualitative method, this study examines how leaders lead effective teams. Wefocused on what leadership style the leaders had, how the leaders exercise their leadership ondaily bases and how the leadership style is perceived in the effective teams. The study wasperformed at a national sales organization in Sweden and we used semi-structured interviewsas method. We interviewed the three most effective teams and their leaders in theorganization, with focus on the leadership.The result shows that all leaders mostly use a transformative leadership but also haveinfluences from other leadership styles. The leaders exercise their leadership by support,consultation, communication and encouragement. Results-Based Management is also a bigpart of the leadership exercise since the organization requires the team members to haveindividually daily, weekly and monthly goals to reach.

  • 98.
    Nylander, Maria
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Shabani, Drita
    Halmstad University, School of Social and Health Sciences (HOS).
    "På väg mot en mer jämställd arbetsplats": -en kvalitativ studie om jämställdhetsarbetet på en offentlig förvaltning i sydvästra Sverige2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The study aims to examine gender equality and the perception of equality in a municipal administration. The ambition is that from a gender perspective to identify areas for improvement and make suggestions on strategic gender equality and sustainable gender development in the administrations different units. In our study we have used a qualitative approach in order to reach a deeper understanding of how respondents perceive and look at gender and gender equality in the administration. In order to achieve such understanding we have made a total of ten semistructured interviews which one of these ten was an informant interview. We used Kvale's sentence concentrator where the larger sentences that respondents stated were formulated more concentrated in order to facilitate the analysis of our empirical data. The result of this study indicates that respondents have different perceptions of what equality is and means. Employees and employers may not get enough information in terms of gender equality, and most are not aware of administration's equality plan. In doing so, they cannot apply or work from gender perspective in the administration's daily work.

  • 99.
    Nyman, Carin
    et al.
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Holmquist, Mats
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Trolle-Schultz Jensen, Jette
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Urbas, Anders
    Halmstad University, School of Education, Humanities and Social Science, Centrum för lärande, kultur och samhälle (CLKS).
    Delutvärderingsrapport 1 i Individsamverkansteam (IST) Halmstad2015Report (Other academic)
  • 100.
    Nyman, Carin
    et al.
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Holmquist, Mats
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Trolle-Schultz Jensen, Jette
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Urbas, Anders
    Halmstad University, School of Education, Humanities and Social Science, Centrum för lärande, kultur och samhälle (CLKS).
    Delutvärderingsrapport 1: Projekt Individsamverkansteam (IST) Kungsbacka2014Report (Other academic)
123 51 - 100 of 139
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