Bakgrund Detta abstrakt fokuserar på betydelsen av att kunna leva sitt kall för organisatoriskoch social arbetsmiljö. Inom arbetslivsforskningen förstås begreppet kall hänga samman medtvå aspekter: en stark känsla av att vara menad för eller ha en djup inre motivation att utföraett visst arbete (att tjäna någon/några), samt möjligheten att kunna leva ut sin kallelse. Påsenare år har en växande mängd studier visat att känsla av kall är av betydelse för såväl individers arbetsrelaterade hälsa (Duffy et al., 2018) som upplevelse av arbetsmiljön (Mauno &Vianello, 2024). Medan forskning visar att kall har en positiv inverkan på arbetsrelaterad hälsa(Buis et al., 2024; Duffy & Dik, 2013; Thompson & Bunderson, 2019), visar andra studier attupplevelse av kall även kan riskera att överskugga bristande arbetsvillkor (Duffy et al., 2015).Detta abstrakt baseras på en studie av kyrkoherdars organisatoriska och sociala arbetsmiljö.Kyrkoherdens arbete kännetecknas i likhet med andra människobehandlande yrken av mångaoch nära kontakter med människor. Yrkesrollen relaterar även i hög grad till kall med tanke på kyrkans roll som en plats för religiös andakt och socialt stöd där anställda svarar på individers behov av tröst, hjälp och gemenskap. Svenska kyrkan som organisation medger härigenom förutsättningar för studie av hur olika arbetsmiljöfaktorer och hälsa i arbetet hänger samman med möjligheten att kunna leva sitt kall i arbetet. Syfte Studiens syfte var att undersökahur kyrkoherdar inom Svenska kyrkan upplever den organisatoriska och sociala arbetsmiljön.Med utgångspunkt i syftet kom studien att fokusera på följande frågeställningar: • Hur upplever kyrkoherdar sin organisatoriska och sociala arbetsmiljö? • Vilka samband finns mellanupplevelsen av den organisatoriska och sociala arbetsmiljön och upplevelsen av att kunna levasitt kall? Metod Studien genomfördes i samarbete med Svenska kyrkans arbetsgivarorganisation (Skao) och omfattade en digital enkätundersökning som riktades till samtliga anställdakyrkoherdar inom Svenska kyrkan. Datainsamlingen genomfördes under maj – juni 2024, ochprojektet avslutades med slutrapport den 27 mars 2025. Totalt besvarade 365 av 595 kyrkoherdar enkäten, vilket gav en svarsfrekvens på 61,3 procent. Undersökningen föregicks av beviljad etikprövning. Resultat Resultaten visade att upplevelsen av att kunna leva sitt kall relaterar positivt till ett flertal arbetsmiljöfaktorer såsom arbetstillfredsställelse, arbetsengagemang, inflytande, meningsfullhet, samstämmighet mellan personliga och organisationens värderingar, och självskattad hälsa. Resultaten ligger i linje med tidigare studier med fokus påkall, och kommer ytterligare att diskuteras med särskilt fokus på betydelsen av kall inom människobehandlande yrken och till hållbart arbetsliv.

Bakgrund och syfte Ohövlighet definieras som subtila, otrevliga interpersonella beteenden påarbetsplatsen som bryter mot normer för respekt (Andersson & Pearson, 1999), t ex nedlåtandekommentarer, avvisande beteenden eller att överrösta andra. Under de senaste två decennierna har forskare studerat konsekvenserna av ohövlighet, där det konsekvent har visat sig varaskadligt för både individer och organisationer (Schilpzand et al., 2016). Utöver att ohövlighetkan vara skadligt för den som utsätts, har det även påpekats att det finns en risk för att ohövligabeteenden påverkar arbetsplatsen i sin helhet. Leiter et al. (2015) har föreslagit att ohövlighetinte bara är ett fenomen som förekommer isolerat, utan att ohövliga beteenden kan sprida sigpå en arbetsplats, påverka normerna för respekt negativt och i slutändan resultera i en kulturav ohövlighet på arbetsplatsen. Dock har få studier empiriskt utforskat antagandet om attohövlighet riskerar att etablera sig i arbetsplatskulturen, och det saknas därför kunskap omvilken betydelse delade uppfattningar om ohövlighet har, och hur det förhåller sig till organisatoriska eller individuella utfall. Följaktligen var syftet med den föreliggande studien att undersöka hur upplevelsen av ohövlighet och normer för respekt, både på individ- och arbetsplatsnivå, relaterar till upplevd arbetskvalitet och indikatorer på utbrändhet. Metod Enkätersamlades in från N = 257 respondenter från femton olika arbetsplatser, vilket gav data på bådeindivid- och arbetsplatsnivå. Respondenterna arbetade främst inom hälso- och sjukvårdensamt byggindustrin. Enkäten inkluderade frågeformulär kring ohövlighet, normer för respekt,upplevd arbetskvalitet och utbrändhet. Huvudresultat och slutsatser Ohövlighet var statistisktsignifikant relaterat till både upplevd arbetskvalitet och utbrändhet på både individ- och arbetsplatsnivå (p .001 - .022). Svagare normer för respekt var associerat med en ökad risk förohövlighet på arbetsplatsen, vilket i sin tur var associerat med försämrad upplevd arbetskvalitet och högre nivåer av utmattning. Sammantaget indikerar resultaten att ohövliga beteendenkan upplevas som en delad stressor på arbetsplatsen, och är därmed inte enbart ett problempå individnivå. Implikationer Majoriteten av studier har utforskat ohövlighet som ett fenomenpå individnivå. Denna studie tillför till litteraturen genom att undersöka om, och på vilket sätt,ohövlighet och normer för respekt kan betraktas som ett delat fenomen på arbetsplatsen. Resultaten kan vara av betydelse i utformningen av åtgärder och interventioner som syftar till attminska negativa beteenden och kränkningar på arbetsplatsen. Finansiering Projektet finansieras av AFA försäkring (dnr 210121). 

In this reflective essay I discuss possible avenues for how the supervisor(s) of a doctoral candidate cancontribute to the candidate’s identity formation as a researcher, and their socialization into a larger academiccontext. I discuss the doctoral education as identity work, relational aspects of the supervision process, andfinally argue that tenets from the self-determination theory can be used as a guiding framework to understandwhich factors and drivers are important in the doctoral student’s identity development process. I conclude bydiscussing how such a framework can be useful for a reflective practice in doctoral supervision.

Anti-work refers to a contentious rejection of work as a determinant of one's self-worth or worth to society. The most central principle is that work requires the submission of the individual's free will for the benefit of the organization and that this has negative consequences for workers' well-being. Even though the anti-work movement has grown rapidly in recent years, research on this phenomenon is scarce. This preregistered study (N = 2595) aimed to examine the relation between anti-work orientation and a range of socio-political attitudes, as well as its prevalence among different demographic groups in Sweden. The results revealed that anti-democratic attitudes and anti-hierarchical aggression were the strongest socio-political predictors of anti-work attitudes, followed by support for censorship and partisanship. Furthermore, voters of both the left party and the right-wing populist party were overrepresented among individuals scoring high on anti-work orientation, suggesting an “extremism” effect at both ends of the political spectrum. The strongest demographic predictors were young age and low income. Interestingly, latent class analysis revealed that men were strongly overrepresented in both the class of anti-work-supporters and the class with low anti-work orientation. These findings add new insights into the growing political discourse around the nature of work.

Workplace civility training has been highlighted as one important measure to prevent theoccurrence of workplace bullying and harassment (Walsh & Magley, 2018). Indeed,intervention studies with the aim to increase civility have shown beneficial effects in the formof increased civility, reduced incivility from supervisors, as well as enhanced work-relatedattitudes over time (Leiter et al., 2011; 2012). Given that low intensity mistreatment mayescalate into workplace bullying (Holm et al., 2022; Zapf & Gross, 2001), civility interventionscould play an important role in reducing the risk of workplace bullying. However, as Walshand Magley (2018) point out, little is known about which factors that influence theeffectiveness of civility training. Thus, more knowledge is needed about both attitudinal andcontextual factors that may influence the effectiveness of workplace civility interventions.Consequently, the present study aims to explore both individual and contextual factors thatmay influence the outcome of a civility intervention

Purpose: With greater numbers of employees using computer-mediated communication, cyberaggression is becoming a more pressing problem for employees and their organizations. However, while a growing body of research illustrates its harmful effects, little is known about the factors that drive its occurrence. The authors therefore sought to identify factors that increase the risk of cyberaggression among employees.

Design/methodology/approach: A random sample of the Swedish working population (N = 11,556) was surveyed via Statistics Sweden (SCB), which produced a final sample of N = 2,847 (response rate = 24.6%).

Findings: Logistic regression analysis showed that emotionally demanding work, availability expectations, low perceived work quality, public sector work and being in a managerial position were related to higher levels of experienced cyberaggression. In addition, exploratory analyses indicated that some of these factors were more strongly related to cyberaggression enacted by organizational insiders compared to organizational outsiders.

Originality/value: Together, the authors' findings suggest that situational factors are stronger antecedents of cyberaggression victimization than personal factors. This has implications for organizations, as practical steps can be taken to reduce cyberaggression among employees.

Background: Workplace mistreatment continues to be a problem that negatively affectsindividuals across the globe. Workplace civility interventions have been suggested as onepossible countermeasure, with the possibility to reduce workplace incivility and promote aculture of civility and respect within workgroups (Osatuke et al., 2009; 2013). Such interventions have been found to be effective in facilitating both short and long-term change (Leiter et al., 2011; 2012). However, civility interventions have almost exclusively targeted healthcare professions such as nurses and hospital staff. Consequently, there is still a lack ofknowledge about how civility interventions are received in different contexts, and whether theyare effective, over both short and long-term, in occupational groups outside of hospitalsettings.

The aim of the present study was to evaluate the effects of a civility intervention delivered tothree different organizations, in order to investigate whether the intervention was associatedwith reduced levels of workplace incivility, as well as increased levels of civility and norms forrespect over time.

Method: The study had a quasi-experimental wait-list control design, meaning that workplaceswere allocated to either an intervention group or a control group. Individuals in the interventiongroup participated in a series of monthly workshops over the course of six months focusing on workplace (in)civility and workplace culture. After the intervention group had completed theintervention, it was implemented in the control group. Questionnaires were administered priorto the intervention (time 1), after the intervention group had completed their participation (time2), and six months later, when the control group had also completed the intervention (time 3).The questionnaires measured workplace incivility, workplace civility, and norms for respect.Participants were employed in workplaces within two different municipal organizations, and oneconstruction company, in Sweden. One of the municipal organizations employed staff atdisability care homes (N = 51). The other municipal organization employed nurses,physical/occupational therapists, and case officers (N = 160). The construction companyemployed carpenters, supervisors, and site managers (N = 46).

Results: During the presentation, results from all three measurement waves will be presented,exploring whether the intervention is associated with change in workplace incivility, civility andnorms for respect over time. Trajectories for both the intervention group and the wait-list controlgroup will be investigated. Possible differences between organizations will also be analysed.

Conclusion: Although workplace interventions can be one way to address workplace incivilityand reduce workplace mistreatment, they can require consistent effort and maintenance to beeffective. The presentation will, on the basis of the results, discuss possible factors influencingthe efficacy of civility interventions.

Funding: The study was funded by AFA Insurance under Grant 210121.

We examined whether employees (N = 710) who experience low levels of political fit and who self-censor their political opinions at work, are more likely to display lower job satisfaction and perceived social community, and higher turnover intentions, burnout, and fear of social isolation. The results largely confirmed these associations and showed that the associations between perceived political fit and job satisfaction, social community, turnover intentions, and burnout were statistically mediated by willingness to self-censor. This suggests that employees who experience lower levels of person-organization fit with regards to their political ideology have a higher tendency to censure themselves, which is negatively related to their well-being, perceived social belonging, and job satisfaction. Furthermore, we found that the willingness to self-censor political opinions at work was slightly higher on average among those who were politically to the left, female, younger, and less educated. The findings point to the complexity of navigating political ideologies in the workplace.