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  • 1.
    Ahlstrand, Roland
    Halmstad University, School of Social and Health Sciences (HOS), Center for Social Analysis (CESAM), Social Change, Learning and Social Relations (SLSR).
    Strategier i tiden: En studie av telekomföretaget Ericssons nedläggningar i Norrköping och Linköping2006Book (Other (popular science, discussion, etc.))
    Abstract [sv]

    Hur gör ett företag som gör mer än det tidigare gjort för sin personal vid en nedläggning? Varför gör det överhuvudtaget mer än det tidigare gjort, eller ens behöver? I denna bok analyseras telekomföretaget Ericssons nedläggningar i Norrköping och Linköping under åren mellan 1999 och 2002. Författaren visar hur nedläggningarna utvecklades i samspel med sociala institutioner och i interaktion med fackliga organisationer såväl som bemanningsföretag, Trygghetsrådet och kommunala och statliga myndigheter. Här förfäktas idén att företagets agerande hängde samman med att etablerade organisationer genom sin tröghet till förändring hade skapat utrymme för nya organisatoriska lösningar i samband med rationaliseringar: bemanningsföretagen kunde nu ta över personalansvaret.

    Författaren gör också en genomgång av tidigare forskning om nedläggningar och personalinskränkningar, varvid modeller redovisas som förknippats med företag som ansetts ha tagit socialt ansvar när de lagt ner eller minskat på sin personal.

  • 2.
    Almqvist, Malin
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Söderqvist, Josefin
    Halmstad University, School of Social and Health Sciences (HOS).
    Den flexibla arbetstillvaron: - en kvalitativ studie om arbetsförhållanden hos kvinnliga tjänstemän och deras oreglerade arbetstillvaro.2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

     This study takes its premise in an earlier survey amongst persons working in a knowledge based company during the fall of 2013. That survey showed that one of the workgroups (the activity developers) perceived that the work interfered with their free time. That is the reason a study was done with the purpose of acquiring knowledge by interviewing activity developers about the phenomena, in which the individuals experience difficulties with disconnecting themselves from work in their free time. 

    This study aimed to acquire knowledge about the underlying factors relating to this phenomena. The questions that form the basis of this study are; what are the causes that negatively impact the participant’s free time? Could it be related to organizational problems? How could an organization limit this impact? 

    The result indicated that all participants have what we refer to as unregulated work, based in four dimensions; time, execution, workplace, and collaboration. According to the study it is clear that the participants feel that there is a lack of support in their work; experience a low degree of social support in the workplace, and it that clear goals are lacking. Management of expectations, is also seen as a contributing factor. The study concludes that the organization should invest more in education, teambuilding and work towards defining goals and tasks in order to reduce the impact on the participants and their free time. 

     

  • 3.
    Alyhr, Viktoria
    et al.
    Halmstad University, School of Health and Welfare.
    Huss, Josephine
    Halmstad University, School of Health and Welfare.
    Implementeringsfaktorer i skolans värld: En kvalitativ studie om de bakomliggande faktorerna till en lyckad implementering av en pedagogisk modell för lärare2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Todays society is characterized by a constant change and development, which requires the school to develop at the same rate as the rest of society. The school should be equivalent to everyone. How can this be insured if we do not know which factors that affect the implementation of educational models? By ensuring the factors that affect implementation, better results can be achieved. This makes it more likely that the new educational model is used and becomes part of the everyday work. To make an implementation possible, a change work is carried out in the organization.

    We have conducted a qualitative study whose purpose is to study which factors teachers experience may affect the implementation of a new educational model in school. The survey has been conducted at three schools in a town in Sweden. The form of the interview has been semi-structured, two of which have been held in groups and one individual. Through the interviews we have acquired empirical evidence for our study.

    The result show that there are many different factors that affects, often in combination with each other, how well an implementation results in. The factors that are significant and have been made visible in our survey are the following: Relevance, attitude, advantageous, easy-to-use, customizable, coaching, support, time, participation, follow-up systems, clear results, culture and communication.           

  • 4.
    Andersson, Mikael
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Karlsson, Caroline
    Halmstad University, School of Social and Health Sciences (HOS).
    Från vision till medarbetare: En kvalitativ studie om hur medarbetare inom Halmstads kommun använder visionen Halmstad 2020 i sitt arbete2012Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This qualitative study aims to investigate how the employees in the munipacility of Halmstad practice the vision - Halmstad 2020 and its value foundations in their working process. We have applied theories about communication, value-based and expressive leadership, leadership in public organizations and Human Resource Management. In total, we performed two interviews with informants, and ten interviews within two different administrations in the munipacility. We have also taken note of various documents that has been the basis of our study. The results indicated that several of the respondents experienced the vision as abstract and vague. It also appeared that communication about the vision was insufficient in the two administrations. Further, the results also indicated that leadership is an important matter in the working process towards a vision. Our conclusion is that the work towards a vision is covered by good communication, a value-based/expressive leadership and that a practice of human resources management are integrated in to the organizations overall vision.

  • 5.
    Andersson, Sandra
    et al.
    Halmstad University, School of Health and Welfare.
    Carlson, Malin
    Halmstad University, School of Health and Welfare.
    Kravprofilens roll vid rekrytering: En kvalitativ studie av en rekryteringsprocess med fokus på kravprofilen2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The objective of this study has been to examine how a recruiting process may work in a highly skilled industry and how the involved Human Resources (HR) personnel describe it. Of particular focus was how the competence profile was used throughout the recruiting process. To meet this objective, two research questions were developed: How may a recruiting process work? How may the competence profile be used during a recruiting process and what obstacles and opportunities may consequently present themselves.

    The study was conducted utilizing the qualitative method. The results are based on seven semi-structured interviews conducted at an HR department at a highly skilled organization. We have used established theory about the recruiting process, competence profile, about decision-making and the various perspectives on recruiting.

    The results show that the recruiting process generally is a formalized process and contains pre-defined steps and various selection methods. In the end, the decision is made based on a comprehensive and all-inclusive review of the applicant. The study also shows that the competence profile is considered valuable, although not always of a top priority. Moreover, the study shows that the competence profile enables the identification of the recruiting need, facilitates matching of applicants, and is used to support decisions throughout the process. Noted obstacles were time constraints, an already biased view due to the previous employee which held the position, and that a favorite candidate existed early on in the process.

  • 6.
    Andrén, Kristoffer
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Urberg, Joakim
    Halmstad University, School of Social and Health Sciences (HOS).
    Tillit till chefen: En kvalitativ studie om faktorer som påverkar tillit till chef2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Svensk äldreomsorg tycks stå inför problem då den svenska befolkningen blir äldre och fler behöver äldrevård, samt ser man en minskning av antalet chefer och att det har blivit en oattraktiv arbetsplats. Tidigare forskning visar att tillit till chefen har positiva effekter i organisationen och personalens välbefinnande. Författarna vill undersöka huruvida det förekommer likheter och skillnader i hur personal och chefer tänker kring begreppet "

    tillit till chefen". Författarna har inte funnit några studier gällande angående tillit till chef utförda i svensk äldrevård. Studien är av kvalitativ metod i kombination med en hermeneutisk tolkning. Resultaten visar att både personal och chefer anser att lyhördhet samt chefens tillgänglighet är viktiga faktorer för tillit till chefer. Samtliga chefer anser att tillit byggs upp tillsammans av alla parter på arbetsplatsen. Vissa ur personalen anser att det är av stor vikt att chefen arbetat som vårdare inom äldrevården för att kunna förstå den problematik som finns i arbetet. Personalen tycker tillit till chefen är en tidskrävande process. Författarna har dragit slutsatsen att detta forskningsområde innebär viss tvetydighet då tillit som begrepp är en social konstruktion och har olika innebörd för olika personer.

  • 7.
    Arvidsson, Jessica
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI), The Wigforss Group.
    Särskolan - och sen?2012In: Den 13:e forsknings- och utvecklingskonferensen HAB 2012, Örebro 17-19 april 2012: Fånga framtiden - möjligheter och hinder för ökad aktivitet och delaktighet, Örebro: Habiliteringens forskningscentrum, Habilitering och Hjälpmedel, Örebro läns landsting , 2012, p. 19-20Conference paper (Refereed)
    Abstract [sv]

    BAKGRUND: De senaste 20 årens utveckling med mer än en fördubbling av antalet elever i särskolan, höjda krav på arbetsmarknaden och en ökning av antalet personer som kategoriseras som funktionshindrade är troligen några av faktorerna bakom den kraftigt ökade efterfrågan på bl.a. daglig verksamhet (LSS). Tendensen verkar vara att många går direkt från gymnasiesärskolan till daglig verksamhet och därmed riskerar att isoleras i en roll som ”omsorgstagare”. Inlåsningseffekten i daglig verksamhet är betydande. Endast ett fåtal individer som beviljats daglig verksamhet bedöms gå vidare i någon form av anställning på arbetsmarknaden.

    Bristen på kunskap om livet efter gymnasiesärskolan, är betydande och den tidigare forskningen på området är mycket begränsad. Detta gäller särskilt systematisk kunskap om arbetsmarknaden och intellektuella funktionshinder. Som exempel kan nämnas att det idag inte finns några statistiska uppgifter kring hur stor andel av de som tar studenten från gymnasiesärskolan som sedan går vidare till daglig verksamhet respektive lönearbete. Vi känner inte heller närmare till vad som händer med de unga med gymnasiesärskolebakgrund som väljer bort den dagliga verksamheten till förmån för att försöka etablera sig den reguljära arbetsmarknaden. Dessutom saknas kunskap kring de framgångsfaktorer som leder till att personer med gymnasiesärskolebakgrund kan ta sig in, och bli kvar, på densamma.

    SYFTE: Att öka kunskaperna om övergången mellan skola och arbetsliv för personer med gymnasiesärskolebakgrund med särskilt fokus på faktorer som stärker deras position på arbetsmarknaden och möjliggör en anställning. 

    METOD: Delstudie ett är kvantitativ och baseras på registerstudier i två olika register (LSS och LISA). Genom en statistisk kartläggning belyses situationen för samtliga elever som gick ut gymnasiesärskolan mellan åren 2001 och 2011. Avhandlingen byggs upp av totalt två till tre delstudier där den inledande studiens resultat blir avgörande för följande delstudiers antal, omfattning och inriktning. Dessutom planeras longitudinella uppföljningar av populationen vart femte år. Uppskattningsvis kommer den första delstudien att omfatta drygt 17 000 personer.

    RESULTAT: Datainsamlingen i den första delstudien i forskningsprojektet ”Särskolan – och sen?” påbörjades i september 2011. Vi tidpunkten för konferensen HAB 2012 kommer de första resultaten i delstudie ett att kunna presenteras: hur stor andel av de elever som har gått ut gymnasiesärskolan i Sverige mellan 2001-2011 som finns i daglig verksamhet, hur många som har arbete, ev. skillnader mellan olika regioner och kommuner, ev. skillnader mellan könen etc.

    SLUTSATS: I samband med HAB 2012 kommer slutsatser från den första delstudien att presenteras.

  • 8.
    Bengtsson, Johan
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Bixberg, Tobias
    Halmstad University, School of Social and Health Sciences (HOS).
    Individen möter kollektivet: en kvalitativ studie om hur Handels upplever individualisering och flexibilitet2009Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The Swedish labour market is changing and becoming more individualized and flexible. The law on employment protection will be further challenged and there are discussions about changing this law. This essay deals with which strategies Handelsanställdas förbund Avd 3 has to accommodate individualization and flexibility.The purpose of this essay is based on current theories of individualization and flexibility, meaning, changing processes in work life and examine how a trade union (Handels) experience changes, and whether the union's behavior is affected by processes of change.The theories and previous research underlying this essay deals with theories of individualization, flexibility and labour law.We have made four semi-structured interviews with trade union officials in Halmstad.The result is divided into four themes: trade union activities, individualization, flexibility, and labour law. Handels is working on issues such as work environment, salary and work hours. Strategies Handels are using to accommodate individualization, is to communicate with young people in an early stage.If young people are more individualized in today's society than yesterday's society, Handels may in the long term have a problem. With the problem, it means that if young people will not be members on the basis of an individual choice, this may lead to Handels losing members and thus their negotiation strength in the labor market.

  • 9.
    Benjaminsson, Johan
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Franzén, Johanna
    Halmstad University, School of Social and Health Sciences (HOS).
    Nollklassad: En kvalitativ studie om samordning mellan organisationer2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    I vår studie har vi följt projektet Nollklassade, som har i syfte att utveckla och implementerasamordningsmetoder mellan Kommunen, Försäkringskassan, Arbetsförmedlingen ochVården. Målet med projektet är att öka samordningen mellan myndigheterna för att dessa påbästa sätt ska kunna stödja de individer som saknar sjukpenninggrundande inkomst,Nollklassade. Syftet med vår studie var att se utvecklingen av samordningsmetoder, vilkahinder och möjligheter som uppstår samt vilka förutsättningar som finns för att projektet skaleda till en hållbar utveckling. Studien genomfördes med induktiv ansats och kvalitativ metod.Data samlades in via semi-strukturerade intervjuer med anställda från varje organisation föreframtagandet av teorier och tidigare forskning. Det insamlade materialet kategoriseradessedan upp i ämnen där vi utgick från våra frågeställningar; Uppdrag och mål,Samordningsmetoder, Hinder och möjligheter samt Förutsättningar för hållbarhet. Resultatetvisar att implementeringen av samordningsmetoder har kännetecknats av kontinuerligautvärderingar och samverkan mellan myndigheternas chefer, samt handläggarna påKommunen och Försäkringskassan. I vår studie fann vi att organisationsmedlemmarnasattityd mot varandra kan bli ett hinder. Men det största hindret kan den Nollklassade vara,som kan själv förhindra att myndigheterna samverkar med varandra.

  • 10.
    Berg, Martin
    Halmstad University, School of Social and Health Sciences (HOS), Social Change, Learning and Social Relations (SLSR).
    It’s quiet! What are they talking about?: Auto-ethnographic Reflections on Silence and Mediated Interactions in a Digital Workplace Environment2011In: The Work Environment: Impact of Technological, Social and Climate Change / [ed] Maria Albin, Johanna Alkan-Olsson, Mats Bohgard, Kristina Jakobsson, Björn Karlson, Peter Lundqvist, Mikael Ottosson, Fredrik Rassner, Måns Svensson, and Håkan Tinnerberg, Göteborg: Arbete och Hälsa, University of Gothenburg , 2011, p. 11-Conference paper (Refereed)
    Abstract [en]

    The last few years have witnessed an increased development of applications and services aimed at organisational communication and interaction. Instant messaging, enterprise social networks and web-based systems for time tracking are often assumed to facilitate organisational communicative practices. While providing a vast array of possibilities, applications and services of this kind also provoke changes at the level of social interaction and communication in the physical workplace environment. Taking its point of departure in an auto-ethnographic account of processes involved in the author’s becoming part of a digital workplace environment, this paper critically considers core characteristics of organisational communicative technologies as well as their social and material implications. In overall terms, this paper suggests that technologies of this kind allows for a layering of the workplace environment that facilitates the establishment of serendipitous relationships and interactions as well as providing a blurring of the boundaries of corporate positions and hierarchies while simultaneously giving rise to a complex set of surveillance techniques and power relations.

  • 11.
    Bergqvist, Martina
    et al.
    Halmstad University. Halmstad University, School of Social and Health Sciences (HOS).
    Brandgård, Helena
    Halmstad University, School of Social and Health Sciences (HOS).
    Den byråkratiska flexibiliteten: Att möta deltagare på ett likartat och individualiserat sätt med standardiserade förutsättningar2010Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The aim of this study is to create an understanding of how a bureaucratic organization is structured in order to be rule-driven as well as adjustable to participants and how this affects the individuals that participate in the activities provided by the organization. To achieve the purpose, we have sought to answer the following questions:

    • How is the cooperation with the consultant perceived among the participants?

    • What does Arbetslivsresurs’ working method with participants in the transition look like?

    • How does the consultant adjust the meeting to each participant?

    To be able to achieve the aim, a qualitative method has been used. An interview has been conducted with a consultant who works with transitions at Arbetslivsresurs. In addition, eight interviews have been conducted with participants who have been involved in transitions connected to Arbetslivsresurs. The results show that the consultant uses an individualized method in the meetings with participants. Furthermore, the results show to a large extent, that the cooperation has generated positive experiences for the participants as well as an experience of a personalized treatment.

  • 12.
    Bergsröm, Patrik
    et al.
    Halmstad University, School of Health and Welfare.
    Idoffsson, Agnes
    Halmstad University, School of Health and Welfare.
    Intern employer branding: Ett verktyg för att vara en attraktiv arbetsgivare2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of our survey is to investigate how internal employer branding is used and how it can be useful to attract and satisfy existing staff. In order to respond to our purpose, we have used three questions: What factors contributing to the employer being perceived as attractive by existing staff? In what way does the organization work internally with employer branding to be an attractive employer?, and how is the work with the employer branding internally communicated within the organization?

    In order to answer our questions and achieve the purpose, we have used a method combination. Quantitative surveys with the staff, too investigate which factors that are considered most important for the employer to be attractive and a qualitative interview with an employer representative, to find out how the employer works with the internal employer branding and how the communication looks like.

    The results show that the social part of the work, with community and support of colleagues proves to be most important for the employer to be considered attractive. Interesting and meaningful work is also considered to be very important by the staff. To investigate the needs of the staff and their expectations can be a good idea. To work internally to be an attractive employer can provide an advantage for employers in an increasingly competitive labor market. Communication in an organization is also extremely important and central to how employees perceive their employers. 

  • 13.
    Bergström, Josefine
    et al.
    Halmstad University, School of Health and Welfare.
    Johansson, Jennie
    Halmstad University, School of Health and Welfare.
    Lärare eller medarbetare?: En kvalitativ studie om professionstillhörighetens kraft i en stor organisation2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study concerns teacher´s professional identity from three perspectives. Teacher students, professional teachers and HR at two school administrations in Western Sweden. The study deals with how the professional identity of the student and teachers look today, what it is built up of and how HR relates to the teacher’s professional identity. What is the benefit of studying professional identity for the organization and the individuals.  The study is of a qualitative nature and data has been collected through 6 semi-structured interviews. The result shows that the teacher students have a strong professional identity linked to the teacher role, which is created a lot in relation to VFU during the education and  in the expectations of the future professional role. The teacher´s professional identity tends to grow stronger over time and the results for both students and teachers show that the identity is linked to certain parts of the teaching role, parts that the individual himself has the strongest interest for. The result around HR shows that both administrations work with the teacher´s professional identity. Management 1 wishes to eliminate a strong professional identity among the teachers to create a greater tendency for change and focus on the collective efforts and division of labor. Management 2 works to increase the teacher’s specialization and the core assignment that the teachers have. Common to the administrations is their desire for teachers to feel a greater identity also to the organization. From HR it appears that the administrations face a great challenge in the need to reorganize the teacher´s work as a result of the teachers to find a loyalty to the employer. The employer way of retaining and attracting staff is based on understanding the needs of the staff. Understanding the professional identity of their employees can therefor help the organization to form a HR strategy where the teachers perform most effectively in their role.

  • 14.
    Billsten, Johan
    et al.
    Department of Psychology, Linnaeus University, Sweden.
    Fridell, Mats
    Department of Psychology, Lund University, Sweden.
    Holmberg, Robert
    Department of Psychology, Lund University, Sweden.
    Ivarsson, Andreas
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI), Health and Sport.
    Organizational Readiness for Change (ORC) test used in the implementation of assessment instruments and treatment methods in a Swedish National study2018In: Journal of Substance Abuse Treatment, ISSN 0740-5472, E-ISSN 1873-6483, Vol. 84, p. 9-16Article in journal (Refereed)
    Abstract [en]

    Organizational climate and related factors are associated with outcome and are as such of vital interest for healthcare organizations. Organizational Readiness for Change (ORC) is the questionnaire used in the present study to assess the influence of organizational factors on implementation success. The respondents were employed in one of 203 Swedish municipalities within social work and psychiatric substance/abuse treatment services. They took part in a nationwide implementation project organized by the Swedish Association of Local Authorities and Regions (SALAR), commissioned by the Swedish National Board of Health and Welfare. Aim The aims were: (a) to identify classes (clusters) of employees with different ORC profiles on the basis of data collected in 2011 and (b) to investigate ORC profiles which predicted the use of assessment instruments, therapy methods and collaborative activities in 2011 and 2013. Design and recruitment The evaluation study applied a naturalistic design with registration of outcome at consecutive assessments. The participants were contacted via official e-mail addresses in their respective healthcare units and were encouraged by their officials to participate on a voluntary basis. Statistics Descriptive statistics were obtained using SPSS version 23. A latent profile analysis (LPA) using Mplus 7.3 was performed with a robust maximum likelihood estimator (MLR) to identify subgroups (clusters) based on the 18 ORC indexes. Results A total of 2402 employees responded to the survey, of whom 1794 (74.7%) completed the ORC scores. Descriptive analysis indicated that the respondents were a homogenous group of employees, where women (72.0%) formed the majority. Cronbach's alpha for the 18 ORC indexes ranged from α = 0.67 to α = 0.78. A principal component analysis yielded a four-factor solution explaining 62% of the variance in total ORC scores. The factors were: motivational readiness (α = 0.64), institutional resources (α = 0.52), staff attributes (α = 0.76), and organizational climate (α = 0.74). An LPA analysis of the four factors with their three distinct profiles provided the best data fit: Profile 3 (n = 614), Profile 2 (n = 934), and Profile 1 (n = 246). Respondents with the most favorable ORC scores (Profile 3) used significantly more instruments and more treatment methods and had a better collaborating network in 2011 as well as in 2013 compared to members in Profile 1, the least successful profile. Conclusion In a large sample of social work and healthcare professionals, ORC scores reflecting higher institutional resources, staff attributes and organizational climate and lower motivational readiness for change were associated with a successful implementation of good practice guidelines for the care and treatment of substance users in Sweden. Low motivational readiness as a construct may indicate satisfaction with the present situation. As ORC proved to be an indicator of successful dissemination of evidence-based guidelines into routine and specialist healthcare, it can be used to tailor interventions to individual employees or services and to improve the dissemination of and compliance with guidelines for the treatment of substance users. © 2017

  • 15.
    Bolmdahl, Malin
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Blomquist, Annica
    Halmstad University, School of Social and Health Sciences (HOS).
    Ett nytt kompetensutvecklingssystem: En kvalitativ studie av anställdas och mellanchefers uppfattningar om ett förändringsarbete2009Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Denna undersökning syftar till att förstå anställdas och mellanchefers uppfattningar om införandet av ett nytt system för kompetensutveckling i Habiliteringen i Handikapp-förvaltningen Västra Götalandsregionen. Vi har ställt oss följande två frågor: Vilka uppfattningar finns och vad för slags reaktioner har uppkommit bland anställda och mellanchefer vid förändringsarbetet? Vilka följder kan dessa reaktioner ha fått för förändringsarbetet? För att kunna besvara dessa frågor har vi gjort fyra individuella intervjuer med mellanchefer och fyra gruppintervjuer med anställda, där sammanlagt 14 anställda deltog. Resultatet av undersökningen visar att anställda och mellanchefer har svagt intresse för det nya kompetensutvecklingssystemet när det gäller både dess användning och dess vidareutveckling. Det svaga intresset tror vi bland annat beror på att anställda och mellanchefer, på grund av bristande information om systemet, har endast ringa kunskap om dess innebörd och heller inte förstår dess syfte. Det svaga intresset kan även bero på att anställda och mellanchefer över lag ser få positiva aspekter med systemet för egen del.

  • 16.
    Brorhed, Josefin
    et al.
    Halmstad University, School of Health and Welfare.
    Borell, Linda
    Halmstad University, School of Health and Welfare.
    Arbetslivets digitalisering: Motverkar eller framkallar IKT stress?2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The digitalization of working life has contributed with several positive aspects for the organisation, the individual as well as third party actors. On the other hand the work life are experiencing an increasing sense of illness and not much effort have been focused towards understanding the digitalizations effect on workers wellbeing. The aim of this study is to increase the understanding regarding if and in that case how increasing accessibility of information and communication through information and communication technology (ICT) can provoke or counteract the experience of stress amongst employees. The aim is concretised with two research questions which aim to research if nursing assistants within the homecare experience the increased accessibility by smartphones during as well as outside standard work hours provoke or counteract the feeling of stress.  The study departs from a qualitative research approach where eight nursing assistants within the municipal home care are interviews in order to answer the research questions.

    Overall the result shows that smartphones might facilitate the work of nursing assistants within the homecare due to easier communication and an increasing accessibility of information which in turn might lead to counteracting the feeling of stress.  The increasing accessibility by smartphones do not have to provoke a feeling of stress during work nor outside standard work hours if the individual experiences control and therefore are able to handle the situation that is suitable for he or she. Additionally, the accessibility of such information outside standard work hours that have been counteracted by smartphones might decrease the feeling of stress.

  • 17.
    Bru, Linn Sunniva
    Halmstad University, School of Social and Health Sciences (HOS).
    En arbeidsplass, to arbeidsgivere: Opplevelser av trygghet, ansettelsesbarhet, engasjement og solidaritet på en arbeidsplass som bruker innleid arbeidskraft2012Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The research intension is to study how the workplace situation and interaction is perceived by employees working in a workplace that also uses temporary hired employees through employment agencies. I will investigate how ordinary employees and temporary hired employees in a workplace experiences four different aspects; security, employability, commitment and solidarity. The study is based on ten qualitative interviews.

     

    By using the collected empirical, earlier research and theories, I will do an analysis which describes and explains the reasons for the similarities and differences in the two groups of employees, and their perspective of the four aspects studied.  How the four different perspectives is influenced by one another, will be analyzed by using a matrix. Through the wide perspective of the terms security, employability, organizational commitment and solidarity I found interesting views of the experiences of the permanent employees are affected by the company’s use of temporary hired employees.    

     

  • 18.
    Brönmark Riex, Emma
    et al.
    Halmstad University, School of Business and Engineering (SET).
    Karlsson, Elizabeth
    Halmstad University, School of Business and Engineering (SET).
    Lost In Translation: Betydelsen av Kultur utifrån Nationalitet, Lingvistik samt Organisation i Multinationella Team2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    As a result of globalization, multinational teams are being more frequently used in today´s businesses. This specific type of team can be described as heterogeneous when it comes to nationality and linguistics. The aim of this study was to explore the concept of multinational teams. This was made using culture as a main concept, and nationality, linguistics, and organizational culture in order to describe it. We intended to say something about how this type of team´s efficiency; when it comes to satisfaction and performance; was affected by national and linguistic heterogeneity within the team. While analyzing differences between the teams’ efficiency when it comes to satisfaction and performance, we also intended to say something about how organizational culture can affect this.

    This study was made by using a qualitative approach, with focus on a deductive way of doing it. Four different case studies were conducted in order to support this study. A total of seven different respondents where used in this study and their narratives are together with the theoretical framework the basis for this study´s analysis and conclusions.

    This study reveals that perceived efficiency when it comes to satisfaction and performance can be affected by national and linguistic heterogeneity among team members in multinational teams. It also suggests that organizational culture can be used in order to overshadow these differences among team members, and that this in turn affects the perceived efficiency. A straightforward answer regarding nationality, linguistic, and organizational culture´s influence on multinational team´s efficiency, was never given from the case studies. Instead, this seemed to vary from case to case. Two extremes were yet to be found. When nationality and linguistic heterogeneity were easy to observe, low efficiency was perceived in the multinational team. In contrast, when organizational culture was easy to observe, high efficiency was perceived within the multinational team. This suggests that organizational culture can override national and linguistic heterogeneity when it comes to creating high performance and satisfaction among members of multinational teams.

  • 19.
    Cregård, Anna
    Halmstad University, School of Business, Engineering and Science, The Rydberg Laboratory for Applied Sciences (RLAS).
    Investigating the Risks of Spiritual Leadership2017In: Nonprofit Management & Leadership, ISSN 1048-6682, E-ISSN 1542-7854, Vol. 27, no 4, p. 533-547Article in journal (Refereed)
    Abstract [en]

    The spiritual leadership literature suggests that such leadership has a positive influence on organizations' productivity and profitability as well as on employees' enjoyment and well-being. In a qualitative study conducted at a Swedish abbey for nuns, using interviews, observations, correspondence, and documents, this research indicates that spiritual leadership may pose negative risks to organizations and their leaders. Risks in spiritual leadership that are indicated include a culture of narrow-mindedness and leadership rotation failure that can lead to rigidity and to the leader's work overload because of the demand for limitless empathy and for personal sacrifice. The findings should be viewed as an inspiration for further research.

  • 20.
    Dahlqvist, Ellinor
    et al.
    Halmstad University, School of Health and Welfare.
    Johannesen, Veronica
    Halmstad University, School of Health and Welfare.
    Retain: Vad motiverar chefer i en kunskapsintensiv bransch att stanna inom sin aktuella organisation2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Syftet med vår uppsats var att undersöka vad som motiverar chefer att stanna inom sin nuvarande organisation samt vilken påverkan faktorer som introduktion, utveckling, utvärdering och belöning har för dessa chefers vilja att stanna och se långsiktigt på deras arbetsgivare. För att försöka reda ut detta har vi i denna studie utgått från två frågor: Utifrån faktorerna introduktion, utveckling, utvärdering och belöning - vad är viktigt för chefer för att de ska vilja stanna hos sin nuvarande arbetsgivare? Hur har faktorerna introduktion, utveckling, utvärdering och belöning påverkat chefer i deras val i att lämna deras senaste arbetsplats?

    I denna uppsats har vi använt oss av triangulering, vilket syftar till att vi använt dels kvantitativ metod genom en enkät för att kunna besvara den första av våra två frågor. Vi har dels också använt oss av kvalitativ metod semistrukturerade intervjuer och observation för  att kunna besvara den andra av våra två frågor. Så vilka var våra respondenter? Vi utfört denna undersökning på ett IT-konsultbolag i västra Sverige. IT-branschen står inför hård konkurrens och vi har siktat in oss på vad vi tror är nyckelpersoner i organisationen, nämligen ledarna. Denna uppsats bottnar i teorier kring Talent Management och olika personalbevarande faktorer, exempelvis utgör Herzbergs modell om hygien- och motivationsfaktorer en stor del av denna uppsats i behandlandet av vår empiriska data. Resultatet av denna studie visar att de faktorer som i högst grad motiverar cheferna är möjligheten till individuell utveckling, karriärmöjligheter samt sociala faktorer och möjlighet till feedbackkultur.

  • 21.
    David, Andersson
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Goran, Nikolic
    Halmstad University, School of Social and Health Sciences (HOS).
    Tillgänglighet: En värld för alla2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this work is to identify how the organization works to improve

    accessibility for its employees who have a disability, as well as any obstacles the

    organization may encounter in the improvement of accessibility within their

    organization. This work is a qualitative study where seven different individuals within

    the organization were interviewed. Some of those interviewed are in managerial

    positions who manage work accessibility issues, and some of the employees had

    disabilities. The results showed that accessibility is very good within the organization.

    However, there are areas within the building where improvments are needed, for

    example, not all areas are accessible for those with a disability. The heads of the

    organization are working to update themselves regarding accessibility through

    information meetings, magazines and email, but above all by their own responsibility.

    However, we noted that communication between managers and employees are

    sometimes not sufficient enough to improve accessibility in the workplace. Employee

    participation could also improve, for example, faster results could be achieved if

    employees ‘spoke out’ more reguarlarly in regards to accessibility issues. 

  • 22.
    Davidoff, Yvette
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Jansson, Mikaela
    Halmstad University, School of Social and Health Sciences (HOS).
    Veterinärers arbete: En studie om etik, ansvar och känslor2011Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In the modern society family pets are more and more considered as members of the family with valid feelings. This has resulted in higher demands on the veterinary occupation. The vet is expected to look upon their animal patients from the owners’ point of view. The purpose of this thesis is to increase the knowledge of the work situation for Swedish veterinarians and the problems they encounter in the triad relation, veterinarian – animal – owner. The authors have used a qualitative method and hermeneutic approach to achieve this knowledge. The reason for choosing the subject of emotional labour within the veterinary trade was that there weren’t too many Nordic articles about it. The result shows that Swedish veterinarians don’t get any guidance or education in the emotional labour that is required in the social interaction with pet owners. Seven semi structured deep interviews have been conducted with veterinarians from animal hospitals and private practitioners. The authors have come to the conclusion that the working conditions for Swedish veterinarians are complicated as each consultation involves emotional labour as well as a medical labour. Apart from that they have to compromise with Swedish animal law and their own ethical conviction.

  • 23.
    Dysenius, Caroline
    et al.
    Halmstad University, School of Health and Welfare.
    Persson, Linnéa Persson
    Halmstad University, School of Health and Welfare.
    En kvantitativ studie av säkerhetsklimatet i byggbranschen2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    En kvantitativ studie av säkerhetsklimatet i byggbranschen

    Författare: Caroline Dysenius & Linnéa Persson Högskolan i Halmstad, VT 2016

    Syftet med detta examensarbete var att få en djupare kunskap om de anställdas upplevelse av säkerhetsklimatet och attityder till ett säkert beteende. Vidare undersöks hur olycksfall- och tillbudsrapportering över tid kan vara relaterat till en förändrad prioritering för att stärka säkerhetsbeteendet.

    De frågeställningar som besvarades var: Hur ser det allmänna säkerhetsklimatet ut? Finns det någon samstämmighet mellan ledares upplevelse av säkerhetsklimatet och medarbetares? Finns det några skillnader mellan arbetsgruppersupplevelse av säkerhetsklimatet? Kan faktorerna yrkestitel, ålder eller anställningstid påverka attityderna till säkerhetsklimatet? Har olycksfall- och tillbudsrapportering förändrats över tid sedan ökad prioritering på säkerhetsarbete?

    Undersökningen baserades på en enkätundersökning med 49 anställda där vi utgick från en förkortad version av ett etablerat enkätverktyg, Nordic Safety Climate Questionnaire (NOSACQ-50).

    Resultatet visade att säkerhetsklimatet var gott och att det fanns möjlighet till vidare utveckling. Vidare kom vi fram till att det råder en god samstämmighet inom de dimensioner som mäter ledningen- respektive medarbetarnas upplevelse av säkerhetsklimat. Däremot är samstämmigheten något sämre mellan de dimensioner som mäter ledningen och medarbetarnas upplevelse av säkerhetsklimatet. Det tyder på att det skulle kunna behövas en förbättring av kommunikationen mellan ledning och medarbetare för att öka interaktionen för ett bättre säkerhetsklimat.

    Säkerheten uppfattas även som god av både tjänstemän och hantverkare, dock fann vi skillnader där tjänstemännen upplever säkerhetsklimatet bättre i samtliga dimensioner jämfört med hantverkarna. Olycksfall- och tillbudsrapporteringen har ökat sedan ledningens satsning på säkerheten.  

  • 24.
    Ebbesson, Olof
    et al.
    Halmstad University, School of Health and Welfare.
    Marcus, Holmgren
    Halmstad University, School of Health and Welfare.
    Utvärdera cheferna!: Om utvärderingar av chefskap i en västsvensk kommun2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this thesis is to examine how the Swedish public sector, exemplified by a Swedish municipality, evaluates its managers. With the support of scientific research it proposes possible solutions to improve the evaluation of managers across the public sector. The municipality is located in western Sweden. Senior management has contributed to this thesis by providing access to senior managers across different divisions within the municipality. The study has been performed by conducting personal interviews with eight senior managers. The interviews were structured and all of the managers were asked a series of nine standardised questions. Using their initial responses they were then asked a series of individual questions based upon their answers to the nine standardised questions. The results of the study shows that whilst the municipality has created routines for the evaluation of its managers it does not always evaluate the formal part of management. Almost all of the interviewed managers have experienced flaws with the current methodology. They made several suggestions to improve the process. Using existing research, the study was also able to highlight potential flaws with the evaluation process and suggested several ways to improve upon current practices.  

      

  • 25.
    Ekdahl, Rebecka
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Karlsson, Malin
    Halmstad University, School of Social and Health Sciences (HOS).
    Flexibilitetens effekter: Bemanningsanställdas upplevelse av sina arbetsförhållanden2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In this study we are investigating the working conditions of the employees in an employment agency within the public sector and how they feel about their work. We have specially focused on social support and social climate and the balance between working life and private life. The flexibility, which is a necessity for the employee in a staffing work, can affect the individual in more ways than in the work itself. The purpose with this study is to get an increased understanding of the working conditions for the employees in an employment agency and how they meet with these. To get an answer of our purpose we have used a qualitative survey consisting of interviews with employees in an employment agency within the public sector. The data in this study has been divided in four categories which are: appointment flexibility, social support, and psychosocial factors. The result showed that the informants like the flexible way of working with different working places, but the psychological factors have affect on their private lives. In the study theories around demand/control/ support, motivation and flexibility have been used. Important factors which have been indicated in the study were the meaning of unity, ability to take decisions and economic security.

  • 26.
    Ekholm, Stephanie
    Halmstad University, School of Social and Health Sciences (HOS).
    Alumninätverk: – vilka är fördelarna och finns det några nackdelar för privata företag att driva ett alumninätverk?2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Abstract

    Background: Alumni Network is a network of former employees of a company or graduates from a college or university. Alumni are rare in Sweden but in the U.S. these networks are very much active. In the final stages of the employment, alumni is part of the Employer Branding process, to keep in touch with their former colleagues. Purpose: The aim of this study is to get a deeper knowledge of advantages and disadvantages that companies experience with an alumni network and what effect it may have when a company sets up an alumni network.

    Method: For the purposes of this paper, I conducted a qualitative study in which I interviewed a consulting company in the field of alumni to obtain an expert opinion, and four companies that currently operate alumni for their former employees.

    Conclusion: All the companies I've interviewed agree that the benefits of an alumni network are numerous. Boomerang Recruiting, ambassadorship, business network and the possibility to develop a customer contact in the future are the primary benefits that are experienced. My conclusion is that more companies should start working with alumni because I think generation Y requires a strategic Employer Brand process where alumni are an important part. Alumni Network is a strategy that can contribute to the supply of skills. Alumni Network is also a process that can help the company to save money.

     

  • 27.
    Elb, Sophie
    Halmstad University, School of Health and Welfare.
    Socialsekreterare på en kommunal enhet för ensamkommande barn: Socialsekreterares upplevelse av den psykosociala arbetsmiljön samt deras upplevda kompetens i arbetet2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In 2015, 162,877 people sought asylum in Sweden. Most of the asylum seekers came from wartorn Syria, there were 51,338 asylum seekers (Immigration Service, 2016). The main purpose of the paper was to examine the social workers experience of the psychosocial work environment, and perceived competence at work, at a municipal unit for unaccompanied minors as a result of the increased workload as a result of the refugee crisis. The purpose was answered by the following questions: How do social workers their psychosocial work? How perceived competence in the daily work of the social workers? The method of the study was qualitative. Five semi-structured interviews were conducted with social workers at a municipal unit for unaccompanied minors. The results showed that social workers feel that their psychosocial work is stressful due to the heavy workload arising in consequence of the refugee crisis. The results also showed that social workers perceived competence at work was varied, all experienced that they expand their skills at work through meeting with the unaccompanied minors.

  • 28.
    Eriksson, Gabriela
    Halmstad University, School of Social and Health Sciences (HOS).
    Jobbcoachers definition av sitt arbete: - ett yrke i vardande2010Independent thesis Advanced level (degree of Master (One Year)), 20 credits / 30 HE creditsStudent thesis
    Abstract [sv]

    Denna uppsats handlar om jobbcoachers arbete. Syftet är att beskriva och analysera hur jobbcoacher upplever sin yrkesroll utifrån sina erfarenheter av möten med sina klienter, samt på vilket sätt lågkonjunkturen och ökad arbetslöshet påverkar deras arbete med arbetslösa människor. Tidigare forskning visar bland annat att ändamålet med coaching är att öka klienternas tänkande i samband med att fatta beslut, tydliggöra deras kompetens och ge nya möjligheter för att anta en livsstilsförändring eller yrkesförändring. Sju intervjuer gjordes med jobbcoacher som arbetar inom olika företag där några är underkonsulter med egna företag och några är anställda inom både statliga och privata företag. Resultatet av föreliggande studie visar att samarbetet mellan jobbcoachen och klienten är det viktigaste inom jobbcoaching, vilket enligt respondenterna bygger på tillit och förtroende. Jobbcoacher har också ett stort handlingsutrymme som innebär att de kan utforma sitt arbetssätt och påverka det slag av service efter sina klienters behov, vilket respondenterna uttrycker som individanpassad hjälp. Respondenterna menar också att de arbetar med att finna praktiska lösningar på klienternas problem och att bearbeta känslor som exempelvis rädsla, för att ge klienterna mer makt att hantera sin nuvarande situation. Vidare visar resultatet att jobbcoacherna upplever viss begränsning inom sitt yrke som exempelvis den ökande arbetslösheten, i och med att jobbcoachernas arbete ofta är relaterade till att stötta klienten till nytt jobb. Slutsatsen är att jobbcoachernas arbetssätt har förändrats sedan finanskrisens början, då de i större utsträckning än tidigare föreslår utbildningar för att klienterna ska kunna bygga på sin kompetens under lågkonjunkturen.

  • 29.
    Falkeby, Martin
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Carlstrand, Mattias
    Halmstad University, School of Social and Health Sciences (HOS).
    Vad motiveras chefer av inom kommunal sektor?: En kvalitativ studie av chefer på en kommunal förvaltning samt vad kommunen erbjuder för motivationsfaktorer.2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
  • 30.
    Florén, Henrik
    et al.
    Halmstad University, School of Business, Engineering and Science, Centre for Innovation, Entrepreneurship and Learning Research (CIEL). Halmstad Univ, Sch Business Engn & Sci, Halmstad, Sweden..
    Rundquist, Jonas
    Halmstad University, School of Business, Engineering and Science, Centre for Innovation, Entrepreneurship and Learning Research (CIEL). Halmstad Univ, Sch Business Engn & Sci, Halmstad, Sweden..
    Fischer, Sebastian
    Sanofi Aventis Deutschland GmbH, Frankfurt, Germany.
    Entrepreneurial orientation and human resource management: effects from HRM practices2016In: Journal of Organizational Effectiveness, ISSN 2051-6614, E-ISSN 2051-6622, Vol. 3, no 2, p. 164-180Article in journal (Refereed)
    Abstract [en]

    Purpose

    The purpose of this paper is to explore the relationship between HRM practices and entrepreneurial orientation (EO) in large established firms. More specifically, the purpose is to add to the understanding of the influence of HRM practices on EO.

    Design/methodology/approach

    An e-mail survey was distributed to a sample of Swedish and German manufacturing firms in high-tech and medium high-tech manufacturing industries, and firms in knowledge-intensive services sectors, with more than 250 employees. In total, 810 surveys were distributed, with a response rate of 12.7 per cent. Findings - The results show that an emphasis on entrepreneurial aspects leads to an increased EO only in the case of training and development. A conclusion therefore is that it seems difficult to recruit personnel or to use appraisal and rewards as to create EO on a firm level.

    Practical implications

    The study indicates that firms aiming to increase their EO should make sure to emphasize entrepreneurial aspects during staff training and development activities. Originality/value - This empirical study paves the way towards a better understanding of the link between HRM practices and EO. The results should be of interest for both HR professionals and researchers interested in understanding this important relationship.

  • 31.
    Fogaca, J. L.
    et al.
    Dept. of Sport Sciences, West Virginia University, Morgantown, WV, United States.
    Zizzi, S. J.
    Dept. of Sport Sciences, West Virginia University, Morgantown, WV, United States.
    Andersen, Mark
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI), Health and Sport.
    Walking multiple paths of supervision in American sport psychology: A qualitative tale of novice supervisees’ development2018In: The Sport psychologist, ISSN 0888-4781, E-ISSN 1543-2793, Vol. 32, no 2, p. 156-165Article in journal (Refereed)
    Abstract [en]

    There is limited evidence for what characteristics of supervision delivery facilitate novice supervisees' development. The aim of this study was to investigate the relationship between supervision-delivery approaches and the perceptions of service-delivery competence development in novice practitioners. The authors interviewed 9 supervisor-supervisee dyads before and after the academic term in which the supervisees had their first applied experiences. Supervisees also completed reflective journal entries regarding their supervisory experiences and development. Data analysis included constant comparative analysis and triangulation of qualitative results with a practitioner-skills inventory. Different approaches to supervision delivery seemed to contribute similarly to novice supervisees' development. Supervisees developed in more areas when the dyads had consistent meetings, close supervisory relationships, feedback, and frequent opportunities for self-reflection and when supervisors adapted the delivery to the supervisees' developmental levels. In addition, factors in supervisees' background, practice, and supervision that contributed to perceptions of service-delivery competence are discussed. © 2018 Human Kinetics, Inc.

  • 32.
    Folkesson, Matilda
    et al.
    Halmstad University, School of Health and Welfare.
    Litzell, Lovisa
    Halmstad University, School of Health and Welfare.
    Vikten av ett proaktivt arbetsmiljöarbete: En studie om hur AFS 2015:4 tillämpas i en organisation, samt vilka effekter faktorerna har på medarbetarnas arbetstillfredsställelse2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Work is a major part of humans’ everyday life, thus a good work environment is crucial for perceived job satisfaction. When Arbetsmiljöverket (The Swedish Work Environment Authority) noted deficiencies in the organisational and social work environment, a provision, AFS 2015:4, was issued on March 31, 2016, to address the problems. This qualitative study aims to investigate how AFS 2015:4 is applied in an organisation, and what factors in AFS 2015:4 have effect on employees’ job satisfaction. To answer the purpose, three questions have been raised that deal with how managers and Human Resources (HR) apply the provision, as well as how aware employees are in the organisation's application of the provision. The final issue addresses what effects the factors of AFS 2015:4 have on employees’ job satisfaction.

    To answer the purpose of the study, semi-structured interviews have been used as data collection method, and the empirical material has been analyzed using content analysis. The results show that managers work differently with the application of the provision and that it is not yet an integral part of the business. Employees’ are not involved in the work of the organisational and social work environment, which complicates the ability to work preventively with the provision. The factor that has the greatest positive effect on the employees’ job satisfaction is the social work environment, which can be deduced to the organisation continuing to pursue proactive work in promoting social relations.

  • 33.
    Forsman, Monika
    Halmstad University, School of Social and Health Sciences (HOS).
    Arbetsgivarvarumärket: Hur offentliga organisationer arbetar internt och externt med att attrahera och behålla medarbetare2012Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Syftet med denna undersökning är att undersöka hur offentliga organisationer arbetar med att attrahera och behålla kompetenta medarbetare. Jag har ställt mig följande två frågor; Hur resonerar offentliga organisationer kring behovet av att arbeta med arbetsgivarvarumärket internt och externt? Vilka strategier använder offentliga organisationer i det interna och externa arbetet att attrahera och behålla medarbetare? Utifrån syftet för undersökningen har jag genomfört sex kvalitativa intervjuer med fem HR/personalstrateger och en kommunikatör i olika organisationer i offentlig sektor.

    Resultaten visar att de offentliga organisationer som deltog i undersökningen saknar en tydlig strategi att arbeta med sitt arbetsgivarvarumärke men har redan påbörjat ett aktivt arbete med att stärka det. Anledningen är att konkurrensen om medarbetare kan komma att intensifieras i framtiden och för att kunna attrahera och behålla kompetenta medarbetare behöver offentliga organisationer arbeta aktivt med sitt arbetsgivarvarumärke. Offentliga organisationer måste dock först kartlägga och analysera nuläget och sina framtida behov. Organisationerna behöver kartlägga vad medarbetarna anser vara en attraktiv arbetsgivare och hur organisationerna kan möta medarbetarnas behov. Organisationerna behöver differentiera sig och förmedla en tydlig, attraktiv och sann bild av organisationen för att kunna konkurrera om kompetenta medarbetare.

  • 34.
    Fortuna, Pedro
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Olsson, Linnéa
    Halmstad University, School of Social and Health Sciences (HOS).
    Tidsrum och processtankar; strategier för att hantera och förhålla sig till tid: - En uppsats om tidens påverkan på individer samt organisationer utifrån ett samhällsvetenskapligt perspektiv2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Background: Time is becoming one of the most important resources in the world. The pressures of time are becoming stronger and more common affecting workers and leader’s work life and health. Organizations can right now be losing some of their potential learning and performance by not dealing with time pressures.     

    Purpose: To find out what constrains organizational time, but also what enables it, how leaders and their organizations manage time. 

    Design/methodology/approach: This paper takes inspiration from social constructivism and ground theory.  It is a part of manager’s work to understand and manage a broader time dimension and boundaries. In doing so, they tend to develop and construct strategies to manage and optimize time. 

    Results: The pressure of always being accessible, dealing with a big amount of information and the difficulty of prioritize information where pointed out to be time consuming. Leaders believed that time can be improved by being clear to their employees, delegating tasks. Also by creating new improvement and set-up unscheduled time such as time rooms, to readjusting a more process-orientated attitude towards time.     

    Practical implications: This paper offers a contribution to understand how leader’s approaches, strategies and methods in time management can be used as organizational strategies for managing time. There are indications that a new set of information policies are at moment being developed in order to deal with overload of information. 

  • 35.
    Fries, Elin
    et al.
    Halmstad University, School of Health and Welfare.
    Zweifel, Moa
    Halmstad University, School of Health and Welfare.
    ”Vi vill ha er till den här tunga arbetsplatsen”: En kvalitativ studie om kvinnors upplevelser av jämställdhet på en mansdominerad arbetsplats2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of the study is to investigate the experience of and the work with gender equality in a male dominated company, how women in production experience gender equality and how the company work with gender equality. In order to achieve the purpose of this study, we have conducted a survey in a Swedish industrial company with operations in several countries. We visited one of their workplaces which can be seen as a classic male dominated workplace since they only have 9.9% employed women. For the analysis of the study we have chosen to proceed from a social constructivist perspective and we have subsequently chosen suitable theories about, among other things, the creation of gender and gender labelling of organizations. The study is of a qualitative nature as the empirical material was collected through eleven interviews with ten different informants. Seven of them are women who work in production and three of them represent the company's gender equality work. In the result, we describe how the company work with gender issues and how women experience gender equality in the workplace. We found that the women liked their workplace, but they saw some areas of improvement in the field of gender equality at the workplace. In addition, most had a desire for a more transparent gender equality work that includes everyone in the organization.

  • 36. Gunnarsson, Johanna
    et al.
    Holgersson, Lina
    Halmstad University, School of Social and Health Sciences (HOS).
    “Det är mycket att ta in”: En studie kring introduktion, socialisation och organisationskultur2012Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Denna uppsats behandlar introduktion av nyanställda vid Gekås Ullared AB. Syftet med studien har varit att få en ökad förståelse för introduktionens betydelse för nyanställd personal. Undersökningen ger en bild av hur företaget arbetar med introduktion av nyanställda, samt ger en förståelse av hur de nyanställda uppfattat den introduktion de fått. Studien använde nyckelbegreppen introduktion, socialisation, organisationskultur och Gekås Ullared AB. Det empiriska materialet utgörs av semistrukturerade intervjuer med en introduktionsansvarig, två arbetsledare och fyra anställda.

    Frågeställningarna för studien har varit:

    • Hur arbetar företaget med introduktion av nyanställda?
    • Hur upplever de nyanställda att introduktionen har hjälpt dem in i sitt nya arbete?
    • Hur arbetar företaget med att socialisera in de nyanställda på arbetsplatsen?
    • Vilken betydelse har introduktionen för den nyanställdes socialisation in i organisationskulturen?

    Introduktionen av nyanställda är uppdelad i två större delar, en allmän gruppintroduktion och en avdelningsintroduktion. Den sistnämnda kan vara individuell eller i mindre grupp beroende på vilken avdelning det rör. I samband med den allmänna introduktionen får den nyanställde en helhetsbild över företaget och dess arbete. På avdelningen får denne istället en introduktion som berör det egna arbetet och den närmaste arbetsgruppen. Genom dessa introduktioner startar den nyanställdes socialisationsprocess, och blir därmed en del av företagets organisationskultur.

  • 37.
    Gustavsson, Frida
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Ljungsten, Sara
    Halmstad University, School of Social and Health Sciences (HOS).
    Ledaren är den våg som driver skeppet framåt: En kvalitativ studie om ledarskap, där kompetensutveckling av produktionsledare, en ledarskapsmodell och en medarbetarundersökning ligger i fokus2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The overall aim of this study was to perform a competency inventory on leadership from

    production managers based on a leadership model and employee survey. We have asked us

    questions about how to use results from an employee survey to develop leaders? How to use

    Rederiets leadership model for developing leaders? As well as which focus Båten should

    choose for their next compentecy developments for production managers?

    We have used a qualitative research approach using four interviews and analysis of an

    employee survey which led us to our result. As a background lies the leadership model made

    by Rederiet which we have based much of our research on.

    Our results show that Båtens production managers are good at leading the work force to

    deliver results and to follow Rederiet´s core values. But focus should further be on

    encouraging improvements, develop people and show self-awareness.

  • 38.
    Hansson, Agneta
    et al.
    Halmstad University, School of Business and Engineering (SET), Centre for Innovation, Entrepreneurship and Learning Research (CIEL), Research on Innovation in a Societal Perspective (RISP).
    Hofmaier, Bernd
    Halmstad University, School of Business and Engineering (SET), Centre for Innovation, Entrepreneurship and Learning Research (CIEL), Research on Innovation in a Societal Perspective (RISP).
    Holmquist, Mats
    Halmstad University, School of Business and Engineering (SET), Centre for Innovation, Entrepreneurship and Learning Research (CIEL), Regional Learning and Governance (RELL). Halmstad University, School of Business and Engineering (SET), Centre for Innovation, Entrepreneurship and Learning Research (CIEL), Research on Innovation in a Societal Perspective (RISP).
    Lundberg, Max
    Halmstad University, School of Business and Engineering (SET), Centre for Innovation, Entrepreneurship and Learning Research (CIEL), Research on Innovation in a Societal Perspective (RISP).
    Rydstedt, Johan
    Halmstad University, School of Business and Engineering (SET), Centre for Innovation, Entrepreneurship and Learning Research (CIEL), Research on Innovation in a Societal Perspective (RISP).
    Lärdomar av utvecklingsnätverk – spridning av erfarenheter: Slutrapport: Oktober 20082008Report (Other academic)
    Abstract [sv]

    Under 2003 fick CIEL – Centrum för Innovation, Entreprenörskap och Lärande – vid Högskolan i Halmstad finansiering från Vinnova för ett forskningsprojekt om utvecklings- och innovationsnätverk i Halland. Projektet fick namnet Lärande, ledarskap och jämställdhet i regionala innovationssystem och resulterade år 2007 i en rapport. Efter projektets slut väcktes tanken om att ytterligare sprida erfarenheterna från arbetet till olika utvecklingsaktörer i länet. Nya medel från Vinnova gjorde en sådan fortsättning möjlig.

    Projektet Lärdomar av utvecklingsnätverk – spridning av erfarenheter genomfördes under 2008 och syftade till att på ett reflekterande sätt sprida och diskutera erfarenheter från modeller och ansatser för innovationsledd tillväxtpolitik. De aspekter som stod i fokus var ledning, lärande och jämställdhet. Projektets mål var att öka medvetenheten hos utvecklingsaktörer i Halland om betydelsen av dessa aspekter samt att skapa en dialog om konkreta åtgärder vid planering av framtida projekt och program. 

  • 39.
    Hansson, Agneta
    et al.
    Halmstad University, School of Business and Engineering (SET), Centre for Innovation, Entrepreneurship and Learning Research (CIEL), Knowledge Entrepreneurship and Enterprise Research (KEEN).
    Stridh, Kicki
    Internationell Kompetens AB, Malmö, Sweden.
    Swärdh, Mia
    Internationell Kompetens AB, Malmö, Sweden.
    Scholten, Christina
    Malmö Högskola, Sweden.
    Interaktiva arenor: kulturmöten som gnisslar och berikar2010Conference paper (Other academic)
    Abstract [sv]

    Samverkan mellan forskare och praktiker är en form för kunskapsutveckling som idag föreskrivs av flera finansiärer av arbetslivets forsknings- och utvecklingsprogram. Denna interaktiva forskning utgår från teoriramar som skiljer den från traditionell forskning. Den innebär också att forskaren möter praktiska problem att hantera i sitt arbete. Vårt paper handlar om gnisslet i den interaktiva forskningens kulturmöten: det som i synonymordboken beskrivs som slitning, konflikt, motsättning, skavning och motstånd.

    Forskningstraditioner. I vår genomgång belyser vi problem (missförstånd och motstånd) som kan uppstå i mötet mellan olika forskningstraditioner och ämnesdiscipliner, t ex i mötet mellan positivistisk och interaktiv forskningssyn, mellan genusforskare och naturvetare/tekniker. Interaktiv praktik. Här reflekterar vi över erfarenheter från tillämpad genusforskning, över problem kring rollidentitet och rollkonflikter som finns inbyggda i konstruktionen i möten mellan forskare och praktiker där rollerna är svåra att urskilja, och över det motstånd vi möter i processer som syftar till att integrera genus och att åstadkomma jämställdhet.

    I vår diskussion reflekterar vi över det motstånd vi möter i förändringsarbetet, vilket bland annat genereras av de metoder vi använder i vårt interaktiva förhållningssätt. Olika kulturer möts – aktörer med olika bakgrund, erfarenheter och logik. Vi ser ett ökat behov av teoretiskt reflekterad metod- och metodologiutveckling – och inte minst en förståelse för detta hos dem som finansierar forskning och utveckling

  • 40.
    Heijel, Aylin
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Lindholm, Camilla
    Halmstad University, School of Social and Health Sciences (HOS).
    Organisationskulturens och känsloarbetets inverkan på avdelningschefers upplevda ledarstilar: En kvalitativ studie inom en offentlig organisation i Västsverige.2012Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Syftet med vår uppsats är att undersöka hur ledarstilar, organisationskultur och känsloarbete ömsesidigt påverkar varandra. För att uppnå vårt syfte togs följande frågeställningar fram: 

    Vilka är respondenternas upplevda och förväntade ledarstilar?Vilken roll spelar organisationskultur och känsloarbete i förhållande till ledarstilar?

    Vi har genomfört en kvalitativ undersökning inom en offentlig organisation. Nio intervjuer genomfördes, varav åtta stycken med avdelningschefer samt en med en respondent från ledningen. Detta för att kunna se hur avdelningschefer uppfattar sin ledarstil och jämföra med vad ledningen anser. Resultatet av undersökningen visade att organisationskulturen och känsloarbetet påverkar avdelningschefers val av ledarstil. Detta genom att ledningen eftersträvar en viss ledarstil som avdelningscheferna förväntas följa. Undersökningen visade vidare att känsloarbete påverkar avdelningschefernas val av ledarstil, då organisationens känsloregler styr hur de bör agera tillsammans med sina medarbetare och därmed hur de bör hantera sina känslor.

  • 41.
    Hesslegård, Gustaf
    et al.
    Halmstad University, School of Social and Health Sciences (HOS).
    Johansson, Per
    Halmstad University, School of Social and Health Sciences (HOS).
    Personlighetsbedömning med anställningsintervjun som bedömningsredskap: En kvalitativ undersökning om hur rekryteringsansvariga ser på sambandet mellan personlighet och arbetsprestation2011Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Syftet med denna studie är att få kunskap om vilken vikt rekryteringsansvariga ger sambandet mellan personlighet och arbetsprestation samt att studera hur de rekryteringsansvariga med hjälp av intervjun som bedömningsredskap går tillväga för att bedöma sökandes personlighet. För att kunna besvara syftet har fem intervjuer genomförts med anställda på olika företag vars arbetsuppgifter innefattar rekrytering. Resultatet visar att de rekryteringsansvariga tycker att personligheten hos arbetssökande har stor betydelse. Störst betydelse har personlighet vid enklare arbetsutföranden, menar de rekryteringsansvariga. Att vara lojal och plikttrogen samt att kunna anpassa sig efter olika situationer var egenskaper som värderas högt. Hur de rekryteringsansvariga genomförde sina intervjuer skiljde sig lite åt, men gemensamt var att alla försökte få fram relevant information grundad i kravprofiler med hjälp av strukturerade intervjuer och exemplifierande földfrågor. Bedömningen av arbetssökande bör ske utifrån kravprofilen för aktuell tjänst och inte den rekryteringsansvariges personliga värderingar. 

  • 42.
    Hofmaier, Bernd
    Halmstad University, School of Business and Engineering (SET), Centre for Innovation, Entrepreneurship and Learning Research (CIEL).
    Institutional and Organizational Perspectives on Dialogue: Lessons Learned from Scandinavian Experiences2014In: Mindful Change in Times of Permanent Reorganization: Organizational, Institutional and Sustainability Perspectives / [ed] Becke, Guido, Berlin: Springer Berlin/Heidelberg, 2014, 1, p. 91-111Chapter in book (Refereed)
    Abstract [en]

    The contribution deals with the origins of the Scandinavian dialogue approach which is based partly on attempts to develop working life issues and partly rooted in institutional features of the Swedish labour market relations. Thereafter the practical organization of dialogue conferences is described and some experiences and results for improving the dialogue approach for organizational change and development are given.

  • 43.
    Holmquist, Mats
    Halmstad University, School of Business and Engineering (SET), Centre for Innovation, Entrepreneurship and Learning Research (CIEL), Regional Learning and Governance (RELL). Halmstad University, School of Business and Engineering (SET), Centre for Innovation, Entrepreneurship and Learning Research (CIEL), Research on Innovation in a Societal Perspective (RISP).
    Collective Learning in Innovative Networks2005Conference paper (Other academic)
    Abstract [en]

    There are different forms for boundary-crossing learning in and between organizations. One growing form is network. This paper will present a study of collective learning in two innovative networks at the west coast of Sweden. One network is about regional health and growth, the other about leadership development among general directors. Representatives from different organizations meet to learn from each other’s practice. How does this learning take place? What supports and what prevents it? Does it have any effects in their own organizations? Data has been collected through questionnaires, observations, systematic reflections and focus interviews. Results show that the participants express great satisfaction with their outcomes on a personal base. It gives them inspiration, ideas, knowledge and contacts. It also gives them support, strength and self-confidence. One important factor in this context is differences. The participants are coming from different organizations, have different perspectives and experiences. The findings show interesting variances between the two networks that has effects on the type of learning. A problem is the transformation of learning from the network, by the participants into their organizations. There seems to be some important learning barriers. This will be further discussed in the paper.

  • 44.
    Holmquist, Mats
    et al.
    Halmstad University, School of Business, Engineering and Science, Centre for Innovation, Entrepreneurship and Learning Research (CIEL), Regional Learning and Governance (RELL). Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI), The Wigforss Group.
    Barow, Thomas
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI). Institute for Education and Special Education, University of Gothenburg, Gothenburg, Sweden.
    Karlsson, Jan
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Junge Menschen mit geistiger Behinderung in Schweden und deren Übergang in die Arbeitswelt: Forschungsstand und Perspektiven2016In: Teilhabe und Vielfalt: Herausforderungen einer Weltgesellschaft / [ed] Hedderich, I. & Zahnd, R., Bad Heilbrunn: Verlag Julius Klinkhardt, 2016, p. 337-343Chapter in book (Other academic)
    Abstract [de]

    Der Übergang von der Schule in die Arbeitswelt bedeutet eine Weichenstellung im Lebenslauf, nicht zuletzt mit Blick auf die Situation von Menschen mit geistiger Behinderung. Gerade für diese Personengruppe und im Kontext hoher Jugendarbeitslosigkeit bestätigen jüngste Forschungen in Schweden die Schwierigkeiten, im Erwerbsleben Fuß zu fassen. Der Beitrag präsentiert den schwedischen Forschungsstand und die sich daraus ergebenden Perspektiven.

  • 45.
    Holmquist, Mats
    et al.
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Cuesta, Marta
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Delrapport: Trygg Hemtjänst Hemvårdsförvaltningen, Halmstad kommun: Innovationsmodell för kompetens- och verksamhetsutveckling2018Report (Other academic)
  • 46.
    Holmquist, Mats
    et al.
    Halmstad University, School of Business and Engineering (SET), Centre for Innovation, Entrepreneurship and Learning Research (CIEL), Regional Learning and Governance (RELL). Halmstad University, School of Business and Engineering (SET), Centre for Innovation, Entrepreneurship and Learning Research (CIEL), Research on Innovation in a Societal Perspective (RISP).
    Hansson, Agneta
    Halmstad University, School of Business and Engineering (SET), Centre for Innovation, Entrepreneurship and Learning Research (CIEL), Regional Learning and Governance (RELL). Halmstad University, School of Business and Engineering (SET), Centre for Innovation, Entrepreneurship and Learning Research (CIEL), Research on Innovation in a Societal Perspective (RISP).
    Researchers and Practitioners Learn Together in a Process of Joint Knowledge Creation2007In: Researching Work and Learning: 5th International Conference on Researching Work and Learning (RWL5) : Conference proceedings, Cape Town, South Africa, 2-5 December 2007, Bellville: University of the Western Cape: Division for Lifelong Learning , 2007, p. 341-347Conference paper (Other academic)
    Abstract [en]

    In 1997 a new university law imposed Swedish universities a third mission. In addition to research and teaching, universities now have to “collaborate with the surrounding society”.

    This new law was quite indistinct which raises questions about how, how much and in what way the co-operation between university and society should be performed. What obstacles and possibilities are there for real deep cooperation between such different cultures as the academic sector, the commercial private sector and the political public sector?

    In our paper we reflect upon the collaboration between research and practice from two different processes where we have been involved as action researchers. Both these processes were aimed to bridge the gap between the academic world and the industry and public sector. We reflect upon our role as researchers in relation to the role of the practitioners. What were our different incentives and expectations when entering a joint learning process? What did we learn and what different knowledge was there to serve our different needs?

    We discuss the two cases by highlighting the research methods, where researchers and practitioners in joint action take part in development processes, and how these processes both contribute theoretical knowledge and practical knowledge to as well academy as working life. But we also discuss the difficulties in handling the role as action researcher and the problems faced when people from different cultures and with different expectations act together. 

  • 47.
    Holmquist, Mats
    et al.
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Johansson, Anna
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    Employee-Driven Innovation: An Intervention Using Action Research2019In: Technology Innovation Management Review, ISSN 1927-0321, E-ISSN 1927-0321, Vol. 9, no 5, p. 44-53Article in journal (Refereed)
    Abstract [en]

    This article describes an intervention to design and test a method for employee-driven innovation and a model for learning among managers and development leaders. The empirical basis for the intervention focused on personal assistants in the home service within a municipality in Sweden. The intervention was carried out using action research in on a series of workshops with a group of employees, managers, development leaders. Using a “stage” and “stands” theatre metaphor, employees engaged in collective, innovative learning “on the stage” combined with observations and reflections from managers and development leaders “in the stands”. This article contributes a method that can generate creative ideas among the employees and a model that can stimulate experience-based learning through observations. The intervention also shows that action research can be used to develop and test methods and models.

  • 48.
    Holmquist, Mats
    et al.
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    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).
    Urbas, Anders
    Halmstad University, School of Education, Humanities and Social Science, Centrum för lärande, kultur och samhälle (CLKS).
    Delutvärderingsrapport 1 i projekt Salut, Halmstad2014Report (Other academic)
  • 49.
    Holmquist, Mats
    et al.
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    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).
    Urbas, Anders
    Halmstad University, School of Education, Humanities and Social Science, Centrum för lärande, kultur och samhälle (CLKS).
    Delutvärderingsrapport 2 i projekt Salut Halland, Halmstad2015Report (Other academic)
  • 50.
    Holmquist, Mats
    et al.
    Halmstad University, School of Health and Welfare, Centre of Research on Welfare, Health and Sport (CVHI).
    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).
    Urbas, Anders
    Halmstad University, School of Education, Humanities and Social Science, Centrum för lärande, kultur och samhälle (CLKS).
    Delutvärderingsrapport 3 i projekt Salut, Halmstad2015Report (Other academic)
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