How managers of small-scale enterprises can create a health promoting corporate culture

Abstract

Purpose Small-scale enterprises (SSEs) are important for sustainable development in Europe and account for a significant proportion of private enterprises and their large contribution to employment. The purpose of this paper is to explore workplace health management (WHM) from the perspective of managers in SSEs in Norway and Sweden. Design/methodology/approach In-depth interviews with 18 managers in SSEs were conducted and a stepwise qualitative analysis was used. Findings The findings are presented as two main patterns: inter-organisational dynamics and participative leadership. Managers discussed opportunities for WHM to foster solidarity and flexibility in the workplace, the potential of employees for self-governance and a cultural environment at the workplace characterized by safety, trust, care, loyalty and humour. The managers employed a process-oriented communicator style, were all-rounders, and demonstrated dedicated and distinct management. Managers in SSEs were lone problem solvers and experienced high and conflicting work demands and work-family conflicts. Research limitations/implications The findings should be interpreted with caution concerning representation of SSEs generally. The enterprises were recruited from an intervention project focussing on WHM and might, therefore, have a positive attitude. Practical implications The managers obtain recommended information about what to do and how to address WHM in SSEs. Originality/value This study adds important knowledge regarding the preconditions for creating health promoting workplaces in SSEs, an area for which limited research exists. The findings provide insights and knowledge about managers’ possibilities and obstacles in WHM. The findings could be transferrable to management in similar contexts if managers develop more awareness and knowledge.

The Same, Only Different: Doing Management in the Intersection between Work and Private Life for Men and Women in Small-scale Enterprises

“…Managers in this study reported a high workload, significant responsibility and long working hours, all of which align with previous research (Hagqvist et al, 2015). In previous studies, self-employed workers and managers referred to the concept of being 'always on' to describe their boundless work (Hilbrecht and Lero, 2014;Landstad et al, 2017). The feeling of being 'always on' was also apparent in our data.…”

Tightrope walking: external impact factors on workplace health management in small-scale enterprises

“…The position of this study is to explore and contribute to knowledge about how mentioned external factors contribute to development of WHM in SSEs. Research about WHM and OHS in SSEs has more been focused on management culture (Meggeneder, 2007) and internal workplace-related strategies (Frick et al, 2000;Landstad et al, 2017).…”

“…Studies have shown that most SSEs pay little attention to OHS issues (Andersson & Hägg, 2006;Breucker, 2001;Frick, Langaa Jensen, Quinlan, & Wilthagen, 2000: Hasle & Limborg, 2006 and that specific strategies are needed to implement solutions in SSEs European Agency for Safety and Health at Work, 2013b). Similarly, research also suggests that SSEs have limited competence in creating health-promoting workplaces (Landstad, Hedlund, & Vinberg, 2017;Moser & Karlqvist, 2004;Torp & Moen, 2006). Nevertheless, the European Network for Workplace Health Promotion (2001) states that SSEs have a unique ability to affect employee health positively because of factors such as the family atmosphere and SSE managers' immediate control of working conditions.…”

Balancing Work and Life When Self-Employed: The Role of Business Characteristics, Time Demands and Gender Contexts

“…Self-employed individuals, when compared to regular employees, often report working longer and more irregular hours (Hagqvist, Toivanen and Vinberg 2016;Nordenmark et al 2012), often have higher work demands (Stephan and Roesler 2010), and many, especially men, experience being always on, constantly working (Landstad, Hedlund and Vinberg 2017;Hilbrecht and Lero 2014). Thus, it seems that self-employed individuals have high pressure at work and that work takes up a lot of their time, which are factors that increase levels of WIL and will be further investigated.…”