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Ledarskap på distans och medarbetares psykosociala arbetsmiljö: En kvalitativ intervjustudie med medarbetare som jobbar på Arbetsförmedlingen
University of Gävle, Faculty of Health and Occupational Studies, Department of Occupational Health Science and Psychology.
2019 (Swedish)Independent thesis Advanced level (degree of Master (Two Years)), 40 credits / 60 HE creditsStudent thesis
Abstract [en]

Background and Aim: Development and digitalization of contemporary work life means that leadership at a distance becomes commonplace practice in an increasing number of organizations. Which affects leader prerequisites to handle their followers psychosocial work environment. This study´s aim was to explore office workers perceptions of how leadership at a distance affects their psychosocial work environment.

Methods: Ten informants (coworkers) from the Swedish Public Employment Service were interviewed using semi-structured questions and their narratives were analyzed using inductive content analysis.

Results: The analysis resulted in three salient sub-themes which were Equality, Contraposition, and Losses. These sub-themes resulted in a main theme that expresses how leadership at a distance holds potential for improved psychosocial work conditions. If leaders acknowledge the increased autonomy employees expect from a remote leadership. And cooperate with their employees to compensate for the losses that accompany physical distance. Leadership at a distance also contains risks when the contact between leadership and employee doesn´t compensate for the losses that comes with physical absence. Which can lead to a psychosocial work environment where employees experience alienation, feelings of disregard and a lack of support. 

Conclusions: Leadership at a distance seems to create opportunities for employees to experience an improved psychosocial work environment, through a more autonomous everyday work environment. Including an opportunity for peer relation with their manager. With physical distance follows a loss of inter-human contact and fewer possibilities for a manager to perceive their co-workers everyday work environment. Meaning conditions where managers become dependent on their employees in a new way, not only for task performance, but for being able to handle psychosocial work conditions. Even if remote leadership seems compatible with a satisfying psychosocial work environment. The work place needs to make an effort for leaders to be present in new ways that facilitates psychological and functional closeness. In a way that allows managers to provide the freedom employees expect from a distance leadership along with the attention they need. Without letting their own control needs lead to detailed control and increased monitoring which may lead to a negative psychosocial work environment. Examples where leaders, and organizations as a whole, needs to reconsider new ways are: How to achieve availability, managers insight into the everyday work environment, building relationships that facilitate trust, and communicate clear expectations.

 

Key Words: Leadership at a distance, remote leadership, psychosocial work environment, Swedish Public Employment Service, qualitative content analysis

Place, publisher, year, edition, pages
2019. , p. 33
Keywords [sv]
Arbetsintegrerande sociala fLeadership at a distance, remote leadership, psychosocial work environment, Swedish Public Employment Service, qualitative content analysis.
National Category
Medical and Health Sciences
Identifiers
URN: urn:nbn:se:hig:diva-30856OAI: oai:DiVA.org:hig-30856DiVA, id: diva2:1366837
Subject / course
Arbetshälsovetenskap
Educational program
Master Programme in Health at work
Supervisors
Examiners
Available from: 2019-11-06 Created: 2019-10-31 Last updated: 2019-11-06Bibliographically approved

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CiteExportLink to record
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