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Bakgrund: Ökade rörligheten i samhället, snabb teknisk och industriell utveckling, ökat våld och terrorhot till följd av samhällsutvecklingen tyder på ökning av sjukvård. Mortalitet samt morbiditet orsakade av trauma kan reduceras med snabbt och effektivt insatta åtgärder. Syfte: Syftet med denna studie var att studera specialistsjuksköterskors upplevelser av nyckelfaktorer till patientsäker omvårdnad vid traumalarm nivå 1. Deltagare och datainsamling: Åtta specialistsjuksköterskor med intensivvård- eller anestesiutbildning intervjuades med semistrukturerade intervjuer. Metod: Kritiskt incident teknik med kvalitativ ansats användes vid analys under studien vilket resulterade i 7 kategorier. Resultat: Resultatet av studien visar bland annat vikten av att känna sig förberedd, både genom utbildning samt träning inom teamet men även att känna till de lokaler och den utrustning som används i traumarummet. Stor vikt läggs även på att få möjlighet att reflektera och följa upp traumalarm som varit, för teamsamverkan, större förståelse mellan klinikerna, känslomässig avlastning men även för patientsäkerheten under framtida traumalarm. Slutsats: Studien visar på svårigheter som uppkommer vid omhändertagande av patienter som drabbats av trauma men även de nyckelfaktorer som specialistsjuksköterskorna menar kan förbättra och effektivisera vården för patienterna., Background: Increased mobility in society, rapid technical and industrial development, increased violence and terrorist threats as a result of societal developments indicate an increase in healthcare. Mortality and morbidity caused by trauma can be reduced with quick and effective measures. Aim: The aim of this study was to study specialist nurses' experiences of key factors for patient-safe nursing at level 1 trauma alarm. Participants and data collection: Eight specialist nurses with intensive- or anesthesia care were interviewed with semi-structured interviews. Method: Critical incident technique with qualitative approach was used in analysis during the study which resulted in 7 categories. Results: The results of the study show, among other things, the importance of feeling prepared, both through education and training within the team, but also to know the premises and the equipment used in the trauma room. Great emphasis is also placed on having the opportunity to reflect and follow up on trauma alarms that have been, for team collaboration, greater understanding between the clinics, emotional relief but also for patient safety during future trauma alarms. Conclusion: The study shows difficulties that arise in the care of patients affected by trauma, but also the key factors that the specialist nurses believe can improve and streamline care for patients.

I ett drygt decennium har det varit möjligt för statliga och enskilda högskolor i Sverige att ansöka om att få inrätta forskarutbildning inom ett specifikt område. Fram till 2020 har 38 tillstånd beviljats och åtta av dessa har koppling till området hälsa och/eller välfärd. Sedan läsåret 2012/13 finns vid Mälardalens högskola (MDH) forskarutbildning inom detta område. Syftet med denna artikel är att beskriva och diskutera en granskning av hur området hälsa och välfärd återspeglas i de första 15 avhandlingarna. En kvalitativ deduktiv innehållsanalys genomfördes samt en bibliometrisk undersökning av innehållet i avhandlingarnas introduktion och diskussion. Utifrån granskningen diskuteras resultatet men också hur den metodik som tillämpats kan vara relevant för granskning av avhandlingar även vid andra högskolor med ett specifikt forskarutbildningsområde.

There is a need for a stable competence provision in the Swedish publicsector in order to ensure the continuity, quality and stability of the socialservices that are provided to citizens. As the turnover rate of newcomersgenerally reaches a peak between three and six months after entry, it isimportant to understand how organisations can retain their newlyrecruited social workers. From a psychological contract theory standpoint,the aim of this exploratory qualitative case study is to describe the processthat leads to relatively stable psychological contracts amongst newlyrecruited social workers. Three focus group interviews (consisting of fournew social worker recruits, six co-workers and two supervisors from thesame department) were conducted to retrospectively capture theexchange relationship between these agents during the newcomers’first year of employment. The analysis identified two themes in theexchange process that shaped the employment relationship: pre-entryexpectations and post-entry experiences. The results showed that theorganisational promises that were kept over time, mostly by supervisorsand also due to co-worker influences, ultimately resulted in fulfilled andstabilized psychological contracts amongst the newcomers. An importantconclusion is that a co-worker-organisation relationship of a good qualityneeds to have been established in order to enable a successful qualitativenewcomer-organisation relationship. High organisational investment isthus required by an employing organisation that wants to builda trustworthy long-term relationship with all its employees.

The advent of New Public Management in Sweden has affected thesocial services in terms of increased workload, more conflicting demandsand a reduction in professional autonomy. This study contributes to theunderstanding of how various job demands, job resources and theorganisational factor of openness influence the exit, silence and loyaltystrategies amongst social workers and managers in the Swedish socialservices. Regression analyses of national web questionnaire data gatheredfrom 4,068 social workers and 432 managers have revealed that: (1)role conflicts associated positively with exit and negatively with loyalty,(2) job autonomy was negatively related to silence and positively relatedto loyalty in both groups, (3) openness had a high explanatory value inall of the outcome variables for both groups and (4) openness was apotential mediator between role conflicts and all of the dependentvariables. A conclusion is that if organisations want social workers andmanagers to stop considering exit, want to counteract silence and wantto improve loyalty, management strategies need to be developed thatreduce the conflicting demands and create organisational structures thatfacilitate a continuous and open dialogue between the strategic andoperational levels of the organisation.

Temporary employment has become a feature of the contemporary labour market, although its extent varies considerably across European countries. It is widely assumed that the experience of temporary work is likely to lower worker well-being. However, a major European study in 2005 found that temporary workers reported higher well-being than permanent workers. Since then, the financial crisis of 2008 and the resulting shedding of labour seems likely to have had a damaging effect on the well-being of temporary workers. The introductory article outlines these issues and introduces the subsequent articles in this special issue which explore the well-being and employment security of temporary workers in the aftermath of the financial crisis. In drawing them together, it is noted that temporary workers appear to have fared no worse than permanent workers. Indeed, job insecurity seems to have spread to permanent workers, particularly in the Mediterranean countries, creating a renewed emphasis on the role of employability.

Att ha drabbats av akut sjukdom eller skada kan leda till livsomställningar och förändrad kropp vilket kan påverka livskvaliteten. De drabbade återvänder inte alltid till tidigare hälsostatus och livskvalitet oavsett hur länge det gått sedan sjukdom eller skada inträffat. Syftet med studien var att beskriva faktorer som påverkar livskvaliteten efter akut sjukdom eller skada. Studien genomfördes som en systematisk integrerad litteraturöversikt där aktuell forskning söktes i tre databaser samt genom manuell sökning. Sjutton vetenskapliga artiklar med kvalitativ och kvantitativ ansats analyserades. Analysen resulterade i tre områden: Mentala faktorer; Fysiska faktorer och Sociala faktorer. Resultatet visade att depression, ångest, låg livslust och frustration var mentala faktorer som påverkade livskvaliteten efter akut sjukdom eller skada. Nedsatt fysisk förmåga, ålder, förändrad kropp samt kvarvarande komplikationer var fysiska faktorer som framkom att påverka livskvaliteten. Sociala faktorer som framkom var att det sociala livet förändrades, socialt stöd, isolering, rollförändringar, familjerelaterade problem samt begränsningar i vardagen, hobbys och nöjen. Slutsatsen var att sjuksköterskor i ett tidigt skede behöver fånga upp de personer som är i behov av stöd och hjälp för att förbättra personers livskvalitet på långsikt efter akut sjukdom eller skada.

Employees are assumed to obtain job resources from and identify with the organization they work for. Previously, the concepts of job resources and social identification have mostly been studied holistically, that is, on one general organizational level. This study contributes to the understanding of how job resources, operationalized at two different levels in two organizations, influence the amount of group-based pride that employees feel for their workgroups and for their organizations. Social identification is purported to intervene in this relationship on respective level, and its inclusion is expected to contribute to different kinds of pride. Regression analyses of questionnaire data gathered from 436 employees in two middle-sized municipalities in Sweden revealed that: (1) a workgroup’s resources and identification explained additional variance in workgroup pride beyond the effects of resources and identification at the organizational level, (2) leader and organizational resources and identification explained additional variance in organizational pride beyond that of workgroup resources and identification, and (3) social identification in both these areas partially mediated these relationships. Theoretical contributions include the addition of emotional outcomes of job resources and that these effects are foci-specific. This emphasizes the need to distinguish between workgroup and organizational levels regarding both independent and dependent variables. The clarification of the multiple identifications and group-based pride dynamics that exist has practical implications for Human Resource (HR) managers.

Organisations are becoming increasingly aware of the importance of employees in gaining and maintaining competitive advantage. The happy worker-productive worker thesis suggests that workers who experience high levels of well-being also perform well and vice versa; however, organisations need to know how to ensure such happy and productive workers. The present review and meta-analysis identifies workplace resources at the individual, the group, the leader, and the organisational levels that are related to both employee well-being and organisational performance. We examine which types of resources are most important in predicting both employee well-being and performance. We identified 84 quantitative studies published in print and online from 2003 to November 2015. Resources at either of the four levels were related to both employee well-being and performance. We found no significant differences in employee well-being and organisational performance between the four levels of workplace resources, suggesting that interventions may focus on any of these levels. Cross-sectional studies showed stronger relationships with well-being and performance than longitudinal studies. Studies using objective performance ratings provided weaker relationships between resources and performance than self-rated and leader/third-party-rated studies.

Staff shortage in the social sector is a serious problem in several countriesand the high turnover rate of professional social workers presents a majorchallenge to the professional field. Social workers distinguish themselves asa particularly exposed occupational group, reporting higher workloads andmore difficult demands in comparison with other human service workers.Inspired by psychological contract theory, the objective of this study wasto describe social workers’ turnover processes that lead to a decision to quitafter a perceived violation of a psychological contract. Thirty-one interviewswere conducted with former statutory social workers who had voluntarilyresigned from their jobs during the preceding year. The analysis identifiedfour themes in the turnover processes stemming from perceptions oforganisational failure to fulfil promises concerning the provision of: (1) abalance between demands and resources at work, (2) a balance betweenefforts and rewards, (3) organisational professional ethics, and (4) responsiblehuman resource practices. The results highlight how organisational responsesto work-related dissatisfactions by social workers seem to enhance theirconviction of psychological contract breaches and perceptions of contractviolations, resulting in turnover. An important conclusion is that public sectoremployers need to reconsider their personnel strategies and practices inorder to start rebuilding trust and creating a more positive work climate.

Staff shortage in the social sector is a serious problem in several countriesand the high turnover rate of professional social workers presents a majorchallenge to the professional field. Social workers distinguish themselves asa particularly exposed occupational group, reporting higher workloads andmore difficult demands in comparison with other human service workers.Inspired by psychological contract theory, the objective of this study wasto describe social workers’ turnover processes that lead to a decision to quitafter a perceived violation of a psychological contract. Thirty-one interviewswere conducted with former statutory social workers who had voluntarilyresigned from their jobs during the preceding year. The analysis identifiedfour themes in the turnover processes stemming from perceptions oforganisational failure to fulfil promises concerning the provision of: (1) abalance between demands and resources at work, (2) a balance betweenefforts and rewards, (3) organisational professional ethics, and (4) responsiblehuman resource practices. The results highlight how organisational responsesto work-related dissatisfactions by social workers seem to enhance theirconviction of psychological contract breaches and perceptions of contractviolations, resulting in turnover. An important conclusion is that public sectoremployers need to reconsider their personnel strategies and practices inorder to start rebuilding trust and creating a more positive work climate.

Research has shown that self-efficacy is often one of the most important personal resources in the work context. However, because this research has focused on cognitive and task-oriented self-efficacy, little is known about social and emotional dimensions of self-efficacy at work. The main aim of the present study was to investigate social and emotional self-efficacy dimensions at work and to compare them to a cognitive and task-oriented dimension. Scales to measure social and emotional self-efficacy at work were developed and validated and found to be well differentiated from the cognitive task-oriented occupational self-efficacy scale. Confirmatory factor analyses of data from 226 Swedish and 591 German employees resulted in four separate but correlated self-efficacy dimensions: (1) occupational; (2) social; (3) self-oriented emotional; and (4) other-oriented emotional. Social self-efficacy explained additional variance in team climate and emotional self-efficacy in emotional irritation and emotional exhaustion, over and above effects of occupational self-efficacy. Men reported higher occupational self-efficacy, whereas social and emotional self-efficacy revealed no clear gender differences. The scales have strong psychometric properties in both Swedish and German language versions. The positive association between social self-efficacy and team climate, and the negative relationships between self-oriented emotional self-efficacy and emotional irritation and emotional exhaustion may provide promising tools for practical applications in work settings such as team-building, staff development, recruitment or other training programs aiming for work place health promotion. The next step will be to study how social and emotional self-efficacy relate to leadership, well-being and health over time.