Psychosocial Working Conditions for Women and Men in Industries with Different Types of Production and Gender Composition: Sweden, 1991–2017

Nyberg, Anna; Härenstam, Annika; Johansson, Gun; Peristera, Paraskevi

doi:10.1007/978-3-030-77734-0_3

Cited by 6 publications

(3 citation statements)

References 49 publications

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“…There was no indication of the gender difference in PDM at the organizational level being dependent on the profession (male-typed vs. non-male-typed) which may reflect the success of such gender equality strategies. Comparisons of occupations with varying gender ratios in Sweden indicated that both women and men were more likely to report low decision authority in social occupations (e.g., education, health, and social work) compared to knowledge-intensive occupations (e.g., financial, insurance, technical activities; Cerdas et al, 2019 ; Nyberg et al, 2021 ). Based on these results, it appears that additional characteristics of professions, such as decision-making structures, must be considered to evaluate the relationship between work context, gender, and inclusion in decision-making.…”

Section: Discussionmentioning

confidence: 99%

Women’s and men’s experiences with participative decision-making at workplace and organizational levels

Plückelmann,

Gustafsson Sendén,

Bernhard-Oettel

et al. 2024

Front. Psychol.

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IntroductionThe concept of participative decision-making (PDM) has been well established as a positive organizational factor, and has recently gained attention as a measure of gender inclusivity in the workplace. However, findings regarding gender differences in the experiences of PDM are inconclusive. This study hypothesized that women perceive themselves as less influential than men at the organizational level rather than at the workplace level. Furthermore, the study explored whether these assumed gender differences depend on the gender typicality of occupational positions and professions. We expected gender differences to be more pronounced for male-typed positions and professions (e.g., leadership, engineer) compared to non-male-typed occupational positions and professions (e.g., non-leadership, nurse).MethodsData on experiences with participative decision-making at the workplace and organizational levels were drawn from a large representative Swedish survey (N = 10,500; 60% women).ResultsResults showed that women experienced being less influential than men at the organizational level, whereas the experiences of women and men did not differ at the workplace level. The gender difference at the organizational level was not related to the gender typicality of position and profession.DiscussionThe findings highlight the importance of the inclusion of both women and men in strategic, large-scale decisions for achieving gender equality at work.

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Section: Discussionmentioning

confidence: 99%

Women’s and men’s experiences with participative decision-making at workplace and organizational levels

Plückelmann,

Gustafsson Sendén,

Bernhard-Oettel

et al. 2024

Front. Psychol.

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“…Furthermore, Swedish working life is known for relatively high levels of job autonomy. However, there are gender differences (Corin et al, 2021), and decision authority is still limited in sectors where women predominate, specifically in care work (Aronsson et al, 2021;Cerdas et al, 2019;Nyberg et al, 2021). New Public Management, with its emphasis on efficiency and cost reduction through competition, has transformed public eldercare in the Nordic countries (Andersson & Kvist, 2015) and led to far-reaching organizational changes such as time pressure, strict governance control (Dellve & Kheddache Jendeby, 2022), standardization and decreased autonomy (Trydegard, 2012;Vabø, 2009).…”

Section: The Swedish Contextmentioning

confidence: 99%

Collective Versus Individual Influence at Work Procedural Autonomy, Individual Arrangements, and Intention to Leave Work in the Eldercare Sector

Håkansson,

Hasselgren,

Dellve

2024

SCAND J WORK ORGAN PSYCHOL

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This study examines the importance of different forms of influence on the work situation for counteracting intentions to leave work among older employees working in the public eldercare sector in Sweden. We particularly study the importance of procedural autonomy and individual arrangements on intention to leave. Procedural autonomy, i.e., the possibility to adjust the workday temporarily without negotiation, is contrasted with individually negotiated arrangements made with a supervisor or manager. The relation between occupational position and the different forms of influence was also controlled for. The article is based on a survey directed to employees aged 55–70 years working in the public eldercare sector in one municipality in Sweden (n=769) and analyzed with structural equation modelling. The results show low intentions to leave, and that procedural autonomy and possibilities for making individual arrangements regarding financial incentives have a negative association with intention to leave. The prevalence of individual arrangements differs depending on class position and the specific arrangement. Flexible schedules and financial incentives are less possible to influence for employees in lower-grade occupational class positions whereas employees in a higher-grade service class position had lower opportunities for making task and work arrangements. Finally, financial incentives are slightly more important than procedural autonomy for intentions to leave, but it is also the only individual arrangement affecting intention to leave.

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“…Several empirical studies show that women and men, both professionals and managers, in female-gendered reproduction work have lower status, less access to important networks, poorer conditions at work and lower pay, compared with women and men in male-gendered production work (Aronsson et al, 2019;Björk and Härenstam, 2016;Cerdas et al, 2019;Corin et al, 2021;England, 1992;Forsberg Kankkunen, 2014;Kilbourne et al, 1994;Nyberg et al, 2021;Westerberg and Armelius, 2000). Horizontal segregation is prevalent in Nordic labour markets (Charles and Bradley, 2009) and also characterises the public sector which organises the majority of female-dominated reproduction work but also some of the male-dominated production work.…”

Section: Introductionmentioning

confidence: 99%

Shaping Management in Gendered Work – A Comparative Study in the Swedish Public Sector

Forsberg¹,

Härenstam²

2022

SJPA

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By exploring management in a study of different municipal departments, this paper contributes to a theoretical and empirical understanding of how the type of work shapes and reproduces management practices and inequality in working conditions within a horizontally segregated public sector. A structural theoretical model guides the design of the empirical qualitative study within education, elderly care and water supply in several Swedish municipalities. The comparative analysis shows that, while managers within water supply take control over management and are allowed to do so, managers in education and care are instructed to take personal responsibility when handling goal conflicts and lack of resources. Gendered norms and values inscribed in the type of work seem to be fundamentally integral to management practices, which affect the local manager’s authority and actions. The results of this study illustrate how management is practiced and reinforces differences in status between different types of work.

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Psychosocial Working Conditions for Women and Men in Industries with Different Types of Production and Gender Composition: Sweden, 1991–2017

Cited by 6 publications

References 49 publications

Women’s and men’s experiences with participative decision-making at workplace and organizational levels

Women’s and men’s experiences with participative decision-making at workplace and organizational levels

Collective Versus Individual Influence at Work Procedural Autonomy, Individual Arrangements, and Intention to Leave Work in the Eldercare Sector

Shaping Management in Gendered Work – A Comparative Study in the Swedish Public Sector

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