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  • 1.
    Bolin, Malin
    et al.
    Umeå University, Faculty of Social Sciences, Department of Sociology.
    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- bureaucraticcharacteristics 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 characte ristics 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.

  • 2.
    Höckertin, Chatrine
    et al.
    Umeå University, Faculty of Social Sciences, Department of Sociology.
    Härenstam, Annika
    Arbetslivinstitutet.
    The impact of ownership on psychosocial working conditions: A multilevel analysis of 60 workplaces2006In: Economic and Industrial Democracy, ISSN 0143-831X, E-ISSN 1461-7099, Vol. 27, no 2, p. 245-284Article in journal (Refereed)
    Abstract [en]

    With the expansion of the service sector, working conditions have changed during recent decades and it has become more relevant to highlight psychosocial factors as a complement to physical aspects of work. The main scope of this article concerns legal forms of ownership (i.e. the public sector, public enterprises, private enterprises and cooperatives), different types of operations within the service sector, and whether these organizational characteristics create differences in psychosocial working conditions for the individual employee. A total of 1384 employees in 60 workplaces within 25 establishments participated, and the data consisted of both a survey answered by the employees and structured interviews conducted with the local managers in each participating organization. Multilevel analysis showed that a rather high degree of variance in working conditions could be attributed to factors outside/above the individual level, and furthermore, that both ownership and type of operation were significant and relevant variables in order to explain differences in working conditions.

  • 3. Mulinari, Diana
    et al.
    Räthzel, Nora
    Umeå University, Faculty of Social Sciences, Department of Sociology.
    Tollefsen, Aina
    Umeå University, Faculty of Social Sciences, Department of Social and Economic Geography.
    Everyday working lives in a transnational corporation in Mexico: the contradictory cooptation of trade unionists2011In: Economic and Industrial Democracy, ISSN 0143-831X, E-ISSN 1461-7099, Vol. 32, no 3, p. 379-399Article in journal (Refereed)
    Abstract [en]

    This article aims to contribute to the rich literature on neoliberalization and trade unions in Mexico by providing an examination of the contradictory relationships between capital, trade unions and the workers they represent, in a Swedish-based transnational corporation. The article investigates how the broader international relationships of dependency and exploitation are lived by workers and trade unionists in the everyday of a transnational corporation in Mexico, where the power of the trade unions has been undermined by politics of neoliberalization and by the demise of the ruling party, with which the unions are allied. Its thesis is that trade unions are changing from being power brokers between governments, companies and workers to becoming mediators of subordination to the company. While they still retain some of their power (for instance their participation in hiring and firing), they are becoming unable to secure work security and workers’ rights. In the everyday working life of a factory this means that unionists are torn between their need and wish to protect workers´ rights and their jobs as union officials. In this context, they experience a need to subordinate themselves and the workers they are supposed to represent to the strategy of the management. They employ a number of strategies to legitimate their existence, none of which appears to be very convincing to the workers. While the union´s strategies undermine their ability and that of the workers to organize for their rights, it also produces a dissatisfaction among workers that counters the companys attempt to organize consent and motivation.

  • 4.
    Westerberg, Kristina
    et al.
    Umeå University, Faculty of Social Sciences, Department of Psychology.
    Pienaar, Jacobus
    Department of Psychology at Stockholm University, Sweden.
    Nordin, Maria
    Umeå University, Faculty of Social Sciences, Department of Psychology.
    Romeo, Marina
    University of Barcelona, Spain.
    Yepes-Baldó, Montserrat
    University of Barcelona, Spain.
    Organizational change and commitment: Effects on well-being, turnover intent and quality of care in Spanish and Swedish eldercare2018In: Economic and Industrial Democracy, ISSN 0143-831X, E-ISSN 1461-7099, p. 1-18Article in journal (Refereed)
    Abstract [en]

    Frequent organizational changes have been a rule rather than an exception in many European countries for decades. The present study investigates how affective organizational commitment relates to and moderates the effects of having been exposed to organizational restructuring on employee well-being, quality of care and turnover intentions among 530 eldercare employees in Sweden and Spain. The results show that there was a main effect of employees’ experiences of being affected by change on well-being and turnover intentions but not on quality of care. Restructuring changes were moderated by affective commitment on turnover intentions. However, the buffering effect of affective commitment in terms of protecting employees from turnover intentions was weak.

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