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  • 1.
    Bolin, Malin
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Friska arbetsplatser: Organisationens betydelse för jämlik arbetsmiljö2015In: Sprickor, öppningar och krackerleringar: nya perspektiv på arbetsmiljö / [ed] Angelika Sjöstedt Landén, Gunilla Olofsdotter, Malin Bolin, Sundsvall: Mittuniversitetet , 2015, p. 179-205Chapter in book (Other academic)
  • 2.
    Bolin, Malin
    et al.
    Umeå University.
    Härenstam, Annika
    Göteborgs universitet.
    An empirical study of bureaucratic and post-bureaucratic characteristics in 90 workplaces2008In: Economic and Industrial Democracy, ISSN 0143-831X, E-ISSN 1461-7099, Vol. 29, no 4, p. 541-564Article in journal (Refereed)
    Abstract [en]

    The aim of the study was to explore bureaucratic and post-bureaucratic characteristics of organizational structure. A further aim was to investigate whether differences were related to types of industries. Eight organizational characteristics were measured, based on interviews with local managers at 90 workplaces in a broad sample of industries in mid-Sweden. The study showed that post-bureaucratic as well as bureaucratic characteristics coexisted in most workplaces. The results are not in accordance with the rhetoric that considers bureaucracy obsolete in contemporary organizations. Significant differences were revealed between industries in seven of the eight characteristics.

  • 3.
    Bolin, Malin
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Klockmo, Carolina
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    Förändringsarbete för att bli en attraktiv arbetsgivare: 7 timmars aretsplatsförlagd arbetstid som metod2018Report (Other academic)
  • 4.
    Bolin, Malin
    et al.
    National Institute for Working Life, Stockholm.
    Marklund, Staffan
    Karolinska Institute.
    Bliese, Paul
    Walter Reed Army Institute of Research, Washington DC, USA.
    Organizational impact on psychosocial working conditions.2008In: Work: A journal of Prevention, Assesment and rehabilitation, ISSN 1051-9815, E-ISSN 1875-9270, Vol. 30, no 4, p. 451-459Article in journal (Refereed)
    Abstract [en]

    Using a multilevel approach, this study explores how job demands and control are dependent on the organizational context in which work is performed. The data set consisted of 3,485 employees at 51 establishments divided into 141 sub-units and belonging to 10 parent organizations. Data were collected by means of a survey answered by the employees and structured interviews conducted with operative managers at participating establishments. The results showed that a significant proportion of the variance in job demands and control was attributed to the organization, and that the three organizational levels varied in terms of their impact on the two psychosocial dimensions. More specifically, job demands were mostly affected by the establishment level, while the sub-unit level seemed to be the most important for job control. It is concluded that in studies of working conditions, the organizational context should be considered.

  • 5.
    Bolin, Malin
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Nordin, Maria
    Umeå universitet .
    Do Sex Differences in the Association between Work Exposure and Health in the Manufacturing Industry Depend on Work Context?: Results from the WOLF-Study2014In: Psychology, ISSN 2152-7180, E-ISSN 2152-7199, Vol. 5, no 8, p. 896-907Article in journal (Refereed)
    Abstract [en]

    The aim of this study is to investigate the associations between work exposure such as psychosocial work factors and work posture, and health in men and women with the same type of occupation in the manufacturing industry. Two follow-ups with a follow-up rate of 67% from the WOrk, Lipids and Fibrinogen (WOLF) cohort from the Northern Sweden were used. The database included 1589 men and 286 women, which is representative of the proportions between men and women in the Swedish manufacturing industry. To be able to understand the importance of work context, the participants were categorized according to work tasks (working with things or symbols). Logistic regression was used for interaction analyses between sex and psychosocial work factors (such as demand, control, social support, role conflict, and work-family conflict) as well as physical work factors (such as work posture), and health outcomes (work overcommitment, fatigue, and neck and back pain). The results showed contextually different patterns of sex different associations between psychosocial work factors and health outcomes. For instance, women were at larger risk of ill-health (in the form of work overcommitment) when working with things, whereas men were at larger risk of both work overcommitment and fatigue when working with symbols. Women working with symbols had a larger risk of neck and back pain due to work-family conflict. The health outcome that was most sensitive to the sex different associations was work overcommitment. In conclusion, the work context matters for sex differences in the association between psychosocial work factors and health and since work overcommitment is a predictor of disease, it should be of interest for the Occupational Health Services and personnel departments to survey.

  • 6.
    Bolin, Malin
    et al.
    Umeå Universitet.
    Nordin, Maria
    Umeå universitet .
    Hälsa hos kvinnor i industrin: Organisation, arbetsmiljö, yrke och kön2012Report (Other academic)
  • 7.
    Bolin, Malin
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    ”Our culture can be described as ‘Management by excel’”: Challenging inequality in the forestry industry2018Conference paper (Other academic)
    Abstract [en]

    Despite the increasing proportion of women in traditionally male-dominated occupations, the Swedish labor market is still highly gender- segregated. An example is the Swedish forest industry in which about 90 percent of the labor force are men. The male dominance is identified as a barrier for development and has resulted in aspiration for gender equality. Social justice, increased competitiveness, and improved legitimacy as a modern and contemporary industry are examples of arguments used (Johansson). Earlier studies have found that the masculine coded culture within   forestry might obstruct development as well as recruitment of employees. The industry is described as unmodern and old-fogeyish which may result in loss of competence if qualified staff decides to leave the forest industry. Difficulties to recruit and keep staff are put forward as contributing causes to the later years increased endeavor for gender equality. It was based on such a problem description one of the major forest companies initiated their work with the goal of creating a gender equal organization.  A first step was to carry out a quantitative and qualitative status report of attitudes and experiences of employee’ working conditions and work environment from a gender perspective.  

    Our aim is to problematize the gendered implications of employees and managers working conditions and work environment. The theoretical framework of ´inequality regimes´, as presented by Acker (2006) inspires the analysis. The concept was developed as a means of examining the production and reproduction of complex inequalities based on class, gender and race in organizations. The empirical material that is presented in this article is based on focus group interviews and a questionnaire that was completed by personnel and managers employed in a company in the forest industry. The paper contributes with new insights on women’s labor market (dis)advantage in Nordic welfare states by discussing how particular patterns of inequality are (re)produced by emphasizing a description of inequalities, based on a quantitative analysis, and the experiences of inequalities based on a qualitative analysis.

    The results unfolds a gendered logic of the company that includes certain norms that are built on the image of the ideal, abstract worker, in this case a white male working full time, who enjoys hunting, has a hunting dog, feels at home in the woods and has an educational background in forestry. The organizational culture is characterized by a hegemonic masculinity based on rationality and competitiveness, a “management by excel”. This also highlight a culture where quantitative measurements has the upper hand and obstruct the possibilities to challenge inequalities. Such normalization of the hegemonic masculinity places women as something deviant, an exception from the normal. These masculine norms and culture highlights how gendered inequalities are reproduced in everyday activities, practices and processes in this company.

  • 8.
    Elwér, S.
    et al.
    Department of Public Health and Clinical Medicine, Family Medicine, Umeå University, Umeå, Sweden.
    Harryson, L.
    Department of Public Health and Clinical Medicine, Family Medicine, Umeå University, Umeå, Sweden.
    Bolin, Malin
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Hammarström, A.
    Department of Public Health and Clinical Medicine, Family Medicine, Umeå University, Umeå, Sweden.
    Patterns of Gender Equality at Workplaces and Psychological Distress2013In: PLoS ONE, ISSN 1932-6203, E-ISSN 1932-6203, Vol. 8, no 1, p. Art. no. e53246-Article in journal (Refereed)
    Abstract [en]

    Research in the field of occupational health often uses a risk factor approach which has been criticized by feminist researchers for not considering the combination of many different variables that are at play simultaneously. To overcome this shortcoming this study aims to identify patterns of gender equality at workplaces and to investigate how these patterns are associated with psychological distress. Questionnaire data from the Northern Swedish Cohort (n = 715) have been analysed and supplemented with register data about the participants' workplaces. The register data were used to create gender equality indicators of women/men ratios of number of employees, educational level, salary and parental leave. Cluster analysis was used to identify patterns of gender equality at the workplaces. Differences in psychological distress between the clusters were analysed by chi-square test and logistic regression analyses, adjusting for individual socio-demographics and previous psychological distress. The cluster analysis resulted in six distinctive clusters with different patterns of gender equality at the workplaces that were associated to psychological distress for women but not for men. For women the highest odds of psychological distress was found on traditionally gender unequal workplaces. The lowest overall occurrence of psychological distress as well as same occurrence for women and men was found on the most gender equal workplaces. The results from this study support the convergence hypothesis as gender equality at the workplace does not only relate to better mental health for women, but also more similar occurrence of mental ill-health between women and men. This study highlights the importance of utilizing a multidimensional view of gender equality to understand its association to health outcomes. Health policies need to consider gender equality at the workplace level as a social determinant of health that is of importance for reducing differences in health outcomes for women and men. © 2013 Elwér et al.

  • 9.
    Marklund, Staffan
    et al.
    Karolinska Institutet, Stockholm, Sweden.
    Bolin, Malin
    Umeå University.
    von Essen, Jan
    Karolinska Institutet, Stockholm, Sweden.
    Can individual health differences be explained by workplace characteristics?--A multilevel analysis.2008In: Social Science and Medicine, ISSN 0277-9536, E-ISSN 1873-5347, Vol. 66, no 3, p. 650-62Article in journal (Refereed)
    Abstract [en]

    Research on work-related health has mainly focused on individual factors. The present study expands the focus by exploring the role of organizational characteristics of workplaces for different individual health outcomes. The aim of the study was to look at differences in relative effect of workplace variations on five health outcomes, and to explain those differences in health outcomes by organizational characteristics. The sample encompassed 90 workplaces in Sweden and about 4300 individuals employed within these workplaces. Measurement of the workplace characteristics was carried out independently of the measurement of the individual's working conditions and health. Organizational data were collected by interviews with local managers at participating workplaces, and individual data were obtained by means of a survey of the employees. The results showed that a significant proportion of the variance in sickness absence, work ability, general health, and musculoskeletal disorders was attributed to the workplace. Of eight tested organizational characteristics, customer adaptation, lean production, and performance control could explain some of this workplace variance. The results also showed that only one organizational effect remained significant when controlled for the individual confounder of age and gender. High customer adaptation is associated with higher sickness absence. This association is not mediated via differences in mental and physical job strain.

  • 10.
    Olofsdotter, Gunilla
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Bolin, Malin
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Jämställdhetskartläggning SCA Skog AB2017Report (Other academic)
  • 11.
    Sjöstedt Landén, Angelika
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Bolin, Malin
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Inledning: Nya perspektiv på arbetsmiljö2015In: Sprickor, öppningar och krackeleringar: Nya perspektiv på arbetsmiljö / [ed] Angelika Sjöstedt Landén, Gunilla Olofsdotter & Malin Bolin, Östersund/Sundsvall: Mittuniversitetet , 2015, p. 5-16Chapter in book (Other academic)
  • 12.
    Sjöstedt Landén, Angelika
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Olofsdotter, GunillaMid Sweden University, Faculty of Human Sciences, Department of Social Sciences.Bolin, MalinMid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Sprickor, öppningar och krackeleringar: nya perspektiv på arbetsmiljö2015Collection (editor) (Other academic)
1 - 12 of 12
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