Sexual violence within academia is a major concern, and increased attention is being given to bystander interventions to combat these behaviors. This scoping review aimed to investigate bystander intervention programs focused on the prevention of sexual violence in universities worldwide. Literature searches were conducted using ERC, ERIC, Web of Science, PsycInfo, and PubMed databases. The inclusion criteria were: university-based assessments of a bystander intervention program, and pretest–posttest designs. In total, 1,644 articles were identified, of which 68 were included in the final analysis. Most of the programs focused on students as the target population, and the bystander interventions covered different aspects such as creating new community norms for intervening, increasing a sense of responsibility for intervening, increasing the participants’ feelings of competence, and providing role models for positive bystander behavior. There was a clear trend to use a combination of interactive and educational didactic methods. The programs were mostly delivered in person on campuses. Their outcomes included changes in norms, knowledge, and behaviors. In more one-third of the selected articles, the programs and initiatives were assessed using a pretest–posttest design only, almost just as many had additional follow-up conducted within 3 months. Most intervention programs achieved their intended impacts relating to bystanders and sexual violence, at least in the short term. Thus, investments in these types of preventative initiatives by organizations other than academic institutions could be beneficial.

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

This article focuses on teachers’ and principals’ experiences of aggressive emails in home–school collaborations with parents. Semi-structured interviews with 31 teachers and principals from primary, lower and upper secondary schools in Sweden were conducted. Three categories were identified in the material which illuminate the phenomenon of cyberaggression towards principals and teachers from parents: ‘aggressive emails as reactions to principals and teachers’ performances’, ‘aggressive emails as a way of imposing power’ and ‘aggressive emails as a source of anxiety, loss of joy, and decreased focus on core tasks’. The study concludes that cyberaggression in emails from parents is centred around the act of negotiating and that email communication opens up spaces for negotiation to take place. The study also concludes that email cyberaggression tends to be instrumental in character, intended to result in a specific outcome rather than to cause harm. However, cyberaggression influences professional practice and can create a vicious circle of administrative obligation.

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.

This study explores the nature of work-related cyber mistreatment from guardians, pupils, and members of the public as experienced by educational workers. Thematic analysis of data collected by semi-structured interviews with 31 teachers and principals resulted in two overarching themes; directly addressed cyber mistreatment in email and unwanted negative exposure on social media. The data spans over different types of cyber mistreatment, ranging from cyber incivility to cyberaggression. Educational workers typically feel powerless when exposed to mistreatment, and require support to manage these complex, novel, and distressing situations.

Bystanders can affect workplace bullying by engaging in active or passive behaviours. However, there is a knowledge gapregarding how perceived work environment factors relate to bystander behaviour. The study aim was to investigate how job demands, and job resources are associated with bystander behaviour in workplace bullying. An online questionnaire wasdistributed to a sample of health care workers at two time points. Longitudinal data were obtained from 1144 respondents. Cross-lagged panel models were used to investigate associations between job demands, job resources, and bystander behaviours over time. The results showed that social support was positively related to active behaviours, whereas influence at work was negatively related to both active and passive behaviours. Perceived illegitimate tasks were negatively related to active and positively related to passive behaviours, whereas emotional demands had an unanticipated opposite pattern of relationships. The findings provide new information about how factors in the organisational and social work environment are associated with active and passive bystander behaviours in workplace bullying. Specifically, the results expand current understanding of workplace bullying by relating bystander behaviour to the organisational context.

BackgroundWorkplace bullying is widespread in the healthcare sector and the negative effects are well known. However, less attention has been paid to bystanders who witness bullying in the workplace. Bystanders can affect the bullying process by engaging in active, passive, or destructive behaviors. There is a need to study work-related and organizational consequences of witnessing bullying and bystander behaviors.ObjectiveThe aim was to explore how witnessed workplace bullying and bystander behaviors are associated with work-related and organizational consequences, such as perceived quality of care, work engagement, and turnover intentions, among healthcare workers over time.DesignLongitudinal design. An online questionnaire was administered twice over the course of six months.Setting(s)Employees in the healthcare sector in Sweden, such as physicians, nurses, and assistant nurses, responded to the questionnaire.Participants1144 participants provided longitudinal data.MethodsStructural equation modeling was used to explore the associations between witnessed bullying, bystander behavior, work-related and organizational factors over time.ResultsWitnessed workplace bullying (B = − 0.18, 95 % CI [− 0.23 to − 0.12]) and the bystander outsider role (B = − 0.24, 95 % CI [− 0.29 to − 0.19]) were statistically significantly related to a decrease in perceived quality of care. Work engagement was statistically significantly predicted by all three bystander roles over time; positively by the defender role (B = 0.11, 95 % CI [0.05–0.17]), and negatively by the outsider role (B = − 0.23, 95 % CI [− 0.29 to − 0.16]), and the assistant role (B = − 0.32, 95 % CI [− 0.41 to − 0.24]). The outsider role (B = 0.12, 95 % CI [0.02–0.22]), the assistant role (B = 0.17, 95 % CI [0.03–0.30]), and witnessed workplace bullying (B = 0.18, 95 % CI [0.08–0.29]), all positively predicted increased turnover intentions at a subsequent time point.ConclusionsIn addition to the direct negative impact workplace bullying has on those targeted by it, witnessing bullying and taking different bystander roles can have work-related and organizational consequences by influencing perceived care quality, employees' work engagement, and their intention to leave the organization.

Extant research has demonstrated adverse effects for those that are exposed toworkplace bullying (Mikkelsen et al., 2020). Additionally, studies have also found anegative relationship between witnessing workplace bullying and well-being (Sprigg et al.,2016). This suggest that not only targets of workplace bullying, but also bystanders, canexperience distress. Although knowledge about workplace bullying bystanders is steadilyincreasing (Ng et al., 2020), no studies to date have yet examined the combined effect ofboth witnessing and experiencing workplace bullying on employee well-being. Therefore,the aim of the present study was to identify different clusters of workplace bullyingexposure, and investigate whether levels of well-being differ over clusters. A final aim wasto explore the transitions of employees between clusters over time. A questionnaire wasdistributed to Swedish healthcare professionals at two time points, resulting in 1590responses at t1 and 1616 at t2. The questionnaire included measures of experiencedworkplace bullying, witnessed workplace bullying, and well-being. Four clusters can beidentified at t1. Respondents that report experienced but not witnessed bullying (N = 36),bystanders who have not experienced bullying (N = 171), double-exposed who have bothexperienced and witnessed bullying (N = 86), as well as respondents who have neitherwitnessed nor experienced bullying (N = 1295). The study found the levels of well-being tostatistically differed across clusters. During the presentation, the transition betweenclusters over time will also be discussed. This study adds to the literature by exploringcombinations of experienced and witnessed workplace bullying. The results of the studycould be useful in understanding the development of the workplace bullying process, andto what extent experiencing and witnessing workplace bullying relate to well-beingadditively, as well as in isolation.

Research goals and why the work was worth doing

Over the past two decades, research has demonstrated that workplace incivility is a ubiquitous work environment issue, which can have deleterious consequences for both individuals and organizations (Schilpzand et al., 2016; Cortina et al., 2017). Workplace incivility refers to low-intensity rude behavior in the workplace (Andersson & Pearson, 1999). The effects of incivility can be far-reaching, as it may spread in the workplace (Foulk et al., 2016; Holm et al., 2021). 

One promising avenue to address incivility has been the use of civility interventions. Actively promoting civility in the workplace may reduce the risk for incivility, and increase civility and respect (Leiter et al., 2011; 2012). However, recent research has shown less consistent results of civility interventions when applied in other cultural contexts than North America (e.g., Sawada et al., 2021), or in other workplaces than hospitals (e.g., Grantham, 2019). More information is therefore needed on the effects of implementing civility interventions in the workplace, particularly exploring mechanisms and moderators in the intervention process. The aim of the present study is to test the effects of an intervention aimed to increase civility in Swedish workplaces.

Theoretical background

The present study is based on the principles developed in the Civility, Respect and Engagement in the Workplace (CREW) intervention (Osatuke et al., 2013).  CREW was developed by the United States Department of Veteran Affairs in 2005. CREW was a culture-based workplace intervention promoting civility in the workplace in the departments’ VA-hospitals, with documented successful outcomes (Osatuke et al., 2009). Two research studies tested the effect of the CREW intervention in hospitals in North America, showing both short- and long-term effects of the intervention on workplace behavior, attitudes, and absence (Leiter et al., 2011; 2012). However, little is still known about how civility interventions operate in other contexts than hospitals, and which mechanisms or boundary conditions that influence the impact of civility interventions.  

Design/Methodology/Approach/Intervention

The present study has a quasi-experimental waitlist-control design. Participating workplaces are assigned to one of two conditions, an intervention condition or waitlist. The intervention group participates in a series of monthly workshops during the period of September 2022 – January 2023. The workshops address topics such as workplace culture, with the aim to promote workplace civility and reduce the risk of workplace incivility. The waitlist serves as the control group. Pre- and post-surveys are conducted to investigate possible effects of the intervention on measures of workplace (in)civility, norms for civility, social work environment factors, as well as work-related well-being. 

Results (expected)

Baseline survey data have currently been gathered from about 200 individuals across 13 workplaces in a Swedish municipality. The intervention group is currently undergoing the workshop series. The follow up post-survey is planned for January of 2023. When post-measures have been completed, possible change in measures of workplace civility, norms for civility, and workplace incivility will be explored. Change in social work environment factors, as well as work-related well-being, will also be explored. The intervention is expected to result in increased civility and norms for civility, as well as reduced incivility over time. 

Limitations

Workplaces were not assigned to the intervention or control condition via cluster randomization. Instead, it was based on practical aspects such as feasibility and scheduling in the participating organizations. Moreover, the follow-up measure is carried out only a few weeks after completion of the final workshop. Possible effects on behavior or well-being may take longer time to develop. Lastly, the measures are self-reported by participants.

Conclusions – research and or practical implications/Originality/Value

Results from the post-measure surveys will be presented at the congress. The originality of the project lies in exploring the effects of an updated version of a civility intervention, in a context outside of hospital settings in North America. The study will also provide information about potential mechanisms and moderators involved in the intervention process. Practically, the knowledge that results from the study could be of use in future attempts to improve the social work environment in workplaces by working with the workplace culture.

Relevance to the Congress Theme

The study is relevant to several of the congress themes, e.g. 6. Group dynamics, 8. Organizational design and development, 15. Stress and dysfunction, and 18. Well-being.

Relevant UN SDGs

Goal 3. Good health and well-being

Goal 8. Decent work and economic growth

Fokus för denna presentation är arbetsrelaterad mobbning och den organisatoriska kontextens betydelse för varför åskådare till mobbning agerar eller att inte agerar. Presentationen bygger på en studie accepterad för publicering i Research in Health and Nursing 2021, (Jönsson & Muhonen).  

Arbetsrelaterad mobbning skiljer sig från den mobbning som vi ser bland barn och ungdomar. Mobbning som sker på arbetsplatsen, mellan vuxna, är ofta mer subtil och inte lika lätt att identifiera. Studier visar att exponering för mobbning på arbetsplatsen har allvarliga konsekvenser för de anställdas psykiska hälsa, till exempel depression eller utbrändhet.¹ Utöver psykiska effekter vet vi också att mobbning kan påverka den fysiska hälsan, till exempel genom muskelsmärta eller huvudvärk², samt minskat välbefinnande, såsom negativ påverkan på individers allmänna tillfredsställelse.³

Inom forskningen har det under långt tid varit fokus på enbart två aktörer: den eller de som utsätter (förövare) och den eller de som är utsatta (offer). Det är inte förrän på 2000-talet som en tredje aktör uppmärksammats, nämligen åskådaren.⁴ Att vara vittne till hur en eller flera kolleger far illa på arbetsplatsen riskerar att negativt påverka den egna hälsan. Studier har visat att bevittnandet av mobbning kan upplevas som en stressfaktor i arbetet och kan på så vis påverka många fler personer än den som direkt är utsatt. Termen åskådare används för att beskriva den individ som bevittnat mobbning men som inte enbart är att betrakta som ett passivt vittne utan som en individ med möjlighet att agera.5 Det handlar alltså om att man som åskådare har ett val, att agera eller inte agera i relation till den bevittnade situationen.⁶

Syfte

Syftet med den aktuella studien var att undersöka den organisatoriska kontextens betydelse för åskådares beteende vid bevittande av arbetsplatsmobbning inom hälso- och sjukvården.

Metod

Kvalitativa semistrukturerade intervjuer genomfördes med 32 anställda (läkare, sjuksköterskor, undersköterskor och fysioterapeuter) inom en av Sveriges regioner. Data samlades in mellan mars 2019 och september 2020 och analyserades med tematisk analys.

Resultat

Vid analysen identifierades tre övergripande teman: åskådarens beteenden, organisatoriska faktorer, och sociala faktorer. Deltagarna i studien upplevde ofta att åskådarna, både kollegor och chefer, var passiva i sitt agerande. De menar också att organisatoriska faktorer såsom dysfunktionell organisationskultur och brister i ledningen påverkade hur åskådaren valde att agera i de olika mobbningssituationerna. I relation till sociala faktorer var det bland annat rädsla för negativa konsekvenser, bristande medvetenhet om vad som pågick, eller ett ursäktande av mobbingbeteendet som påverkade agerandet.

Diskussion

Studier har visat att när det gäller att förebygga och förhindra trakasserier och mobbning på arbetsplatsen är åskådares beteende och ingripanden av stor betydelse.⁷ Att fokusera på åskådares roller och agerande kan exempelvis vara fördelaktigt när man utformar olika metoder eller interventioner med syfte att minska de negativa konsekvenserna av mobbning. Att även inkludera åskådarna i en mobbningssituation innebär ett mer holistiskt angreppssätt där man slutar betrakta mobbning som en fråga på individnivå och i stället ser mobbning som en fråga för hela organisationen. Genom detta perspektivskifte möjliggörs alternativa sätt att arbeta med att förebygga förekomsten av mobbning. 

Workplace bullying is a severe problem that affects individuals, organizations, and society. Although there is a growing research interest in bystanders of workplace bullying, the rationale underlying bystanders' behavior in healthcare settings requires further investigation. The aim of the current study is to explore factors that influence the behavior of bystanders to workplace bullying in the healthcare sector. Qualitative semistructured interviews were conducted with 32 staff members in the healthcare sector in Sweden. Data were collected between March 2019 and September 2020 and were analyzed with thematic analysis. The participants experienced that bystanders of bullying, both colleagues and managers, were in many situations acting in a passive way. Organizational factors such as dysfunctional organizational culture and deficiencies in management affected how actively the bystanders could intervene. Additionally, a fear of negative consequences, lack of awareness of what was going on, bullying behavior being excused, and the bystander not being a member of the dominant group were social factors contributing to bystanders' passive behavior. For bystander intervention to be successful, the organization must consider bullying as a serious issue, take action, and show support for both the target and the bystander.

The coronavirus disease 2019 pandemic has severely affected workers, workplaces, and working practices. In the higher education setting, universities have shifted to distance learning, resulting in profound changes in academics' work. In this study, we aimed to describe academics' job demands and resources related to changes in working conditions during the pandemic, and to examine how these changes have affected the perceived occupational wellbeing of academics. Additionally, we aimed to investigate academics' expectations and concerns for future academic working practices following the pandemic. The data were collected through semi-structured interviews with 26 academics working at various universities in Sweden. A content analysis was used to identify the key themes from the transcribed interviews. The results indicated that academics experienced a lack of face-to-face communication, absence of an academic environment, work overload, and work-home interference as demanding during the pandemic. In relation to resources, online communication options, appropriate working conditions, organizational-social support, and individual factors were perceived as important. Most respondents perceived negative occupational wellbeing outcomes. However, academics who had the appropriate resources were less likely to be affected by job demands. Academics' expectations for future academic work included continuation of working online, flexibility in the choice of workspace, and strengthened digital capacity. Their concerns were related to a lack of face-to-face interaction, management actions and economic implications, and pure digital education. This paper contributes to the literature by illustrating the complexity and diversity of experiences and preferences among academics that are important for universities to consider when organizing and managing future academic work.

Tidigare forskning har belyst ett antal faktorer som påverkar arbetslivet för äldre medarbetare, bland annat åldersdiskriminering och negativa attityder till äldre medarbetare, förändring av kognitiv och fysisk förmåga vid stigande ålder samt sambandet mellan en god arbetsmiljö och ökningen i arbetsmarknadsdeltagande bland äldre medarbetare. I en kunskapssammanställning har vi sammanställt resultat från forskning om den seniora arbetskraftens psykosociala arbetsmiljö i ett svenskt sammanhang.

Begreppet psykosocial arbetsmiljö är i sammanställningen uppdelat i mental arbetsmiljö och arbetssocial miljö och utgår från följande frågeställningar:

• Vilka huvudsakliga risker i den mentala och arbetssociala miljön har identifierats i forskning som fokuserar på senior arbetskraft?
• Hur påverkar digitalisering på arbetsplatsen och arbetslivet den psykosociala arbetsmiljön för senior arbetskraft?
• Hur påverkar distans- och hemarbete den psykosociala arbetsmiljön för senior arbetskraft?

Inledning

Internationell forskning har under de senaste åren visat att ohövliga beteenden i arbetslivet är en tydlig källa till stress, knutet till negativa konsekvenser för både individer och organisationer (Schilpzand m fl., 2016). Ohövliga beteenden kan beskrivas som både avsiktliga och oavsiktliga lågintensiva negativa beteenden som bryter mot normer för respekt på arbetsplatsen (Andersson & Pearson, 1999), t ex nedlåtande kommentarer, att inte bli lyssnad till, eller ett nonchalant eller avfärdande bemötande från kollegor (Cortina m fl., 2013). Ohövlighet skiljer sig från grövre typer av kränkningar, som arbetsplatsmobbning, genom att det har en lägre intensitet, och att intentionen bakom beteendet är mer tvetydig (Leiter m fl., 2015).

Forskning har även visat att ohövliga beteenden är vanligt förekommande på den svenska arbetsmarknaden (Torkelson m fl., 2016). En svensk avhandling visade nyligen att vittnen till ohövliga beteenden har en ökad tendens att själv utöva ohövliga beteenden mot andra, och att ohövlighet kan knytas till arbetsplatsens kultur (Holm, 2021). Trots att ohövliga beteenden är vanligt förekommande och riskerar att spridas, har relativt få systematiska insatser utvecklats för att förebygga och motverka ohövliga beteenden i arbetslivet. Ett undantag är den amerikanska interventionsmodellen Civility, Respect and Engagement in the Workplace (CREW), som utvecklats specifikt för att främja hövlighet och respekt i bemötandet mellan kollegor inom den amerikanska sjukvården (Osatuke m fl., 2009; 2013). CREW har utvärderats i par studier, där insatsen visat på effekter som en ökad nivå av hövliga beteenden över tid, mindre ohövlighet, ökad tillit till ledningen, ökad arbetstillfredsställelse och mindre frånvaro (Osatuke m fl., 2009; Leiter m fl., 2011). Förändringen av rapporterad hövlighet visade även på en trend som fortsatte att utvecklas i positiv riktning ett år efter insatsen avslutats (Leiter m fl., 2012).

Det saknas däremot fortfarande kunskap om vilka faktorer (organisatoriskt och socialt) som leder till en positiv förändring, och hur effektiv insatsen är utanför sjukvården, såväl som i andra nationella kontexter. Det finns därför ett behov av att vidareutveckla interventionen, pröva den på den svenska arbetsmarknaden, och identifiera vilka faktorer som får metoden att fungera. Med bakgrund av detta pågår ett forskningsprojekt som syftar till att utveckla och implementera en hövlighetsinsats i ett antal olika organisationer, som präglas av olika förutsättningar, styrning, målbilder, och arbetsformer. Detta för att möjliggöra en utvärdering av insatsens gångbarhet i olika organisatoriska kontexter.

Syfte

Projektet har två huvudsakliga syften. Det första syftet är att utveckla och implementera en hövlighetsintervention, och undersöka om förändringen av beteenden och arbetsrelaterad hälsa påverkar, eller påverkas av, den organisatoriska och sociala arbetsmiljön. Projektet syftar även till att, utifrån interventionens resultat, sammanställa ett metodstöd med konkreta riktlinjer för hur organisationer kan arbeta preventivt mot kränkande särbehandling och ohälsa.

Metod

Insatsen kommer att genomföras som en workshopserie med arbetsgrupper under sex månaders tid, och jämföras med kontrollgrupper i samma verksamheter. Projektet tillämpar en väntliste-kontroll-design, vilket innebär att personer som ingår i kontrollgruppen också erbjuds möjlighet att delta i insatsen när insatsgruppen slutfört sin workshopserie. 

Insatsen består av diskussionsmoment under månadsvisa träffar med fokus på kommunikation och socialt klimat på arbetsplatsen. Insatsen tar utgångspunkt i individernas egna erfarenheter, där de är aktiva agenter i processen. Arbetsgrupperna bidrar därmed genom att identifiera vad de ser som hövligt, och sätter själva mål för hövlighet som utgår från gruppens delade upplevelser av vad hövlighet är (Osatuke m fl., 2009). 

Totalt planeras insatsen att genomföras i fem organisationer. Det rör sig om två större förvaltningar i Malmö stad som bedriver människobehandlande arbete, såväl som förskoleverksamheter, en organisation med kulturarbetare, och ett privat företag med tekniskt orienterat arbete. För att utvärdera insatsen genomförs enkäter före, direkt efter, och sex månader efter insatsen. Uppföljande intervjuer kommer även att genomföras med medverkande i insatsen. 

Resultat

Under våren 2022 genomförs en pilotstudie för att pröva ut det frågeformulär som planeras att användas i projektet. Pilotdata kommer att samlas in från ett bekvämlighetsurval av yrkesverksamma individer. Resultat kring frågeformulärets psykometriska egenskaper, såväl som samband mellan hövlighet/ohövlighet, normer kring hövlighet, och social arbetsmiljö kommer att presenteras. Initiala resultat från pilotstudien kring samband mellan hövlighet, ohövlighet, normer och den sociala arbetsmiljön förväntas generera viktig kunskap om vilka potentiella effekter insatsen kan komma att resultera i.

Finansiering

Projektet finansieras av AFA försäkring (dnr 210121).

Background and Aims

Workplace bullying is a severe global problem that affect individuals, organizations and society (e.g. Salin & Notelears, 2020). Studies have indicated that workplace bullying is more prevalent in health care than in other sectors. According to a recent systematic review of bullying among health care employees, up to one in four health care professionals are exposed to bullying regularly (Lever et al., 2018).

There has been a growing interest in the area of bystanders of workplace bullying (Coyne et al. 2017), but the role of the bystander, and research focusing on understanding the rationale for bystander behavior, remains an important area of investigation (Thompson et al., 2020). Specifically, additional research is needed in order to achieve a deeper understanding of the connection between the organizational context and bystanders’ behavior. Consequently, the aim of this study is to investigate how different organizational factors relate to bystanders’ behavior in a bullying situation.

In order to analyze the organizational context in relation to workplace bullying and bystanders’ behavior, the Job Demands-Resources theory (JD-R; Bakker & Demerouti, 2017), and the theory of Psychosocial Safety Climate (PSC; Dollard & Bakker, 2010) form the theoretical framework for the study.

Design/Methodology

The present study is a quantitative survey study conducted in the health care sector, with physicians, nurses and assistant nurses as participants. Longitudinal data have been collected through questionnaires at two occasions, about six months apart (N = 1144 responded at both t1 and t2). Demographic questions, as well as scales from the Copenhagen Psychosocial Questionnaire (COPSOQ II; Pejtersen et al., 2010), and measures of bystander behavior in response to witnessed bullying (Salmivalli et al., 1996; 2011), were included in the survey at both time points. Longitudinal structural equation modelling was conducted to investigate associations between psychosocial factors and bystander behavior over time.

Results

Results indicated that PSC was positively associated with bystanders’ reports of defending the victim. Social support from coworkers, social community at work and perceived illegitimate tasks predicted constructive, passive, and destructive bystander behaviors in expected directions. Conversely, influence, as well as quantitative and emotional demands were counterintuitively related to bystander behaviors over time.

Practical Implications

It is predicted that the health care sector will have a substantial need for staff in the future, while many of the current employees, especially nurses, leave their occupation. Providing a good work environment will be one of the key issues in order to attract, recruit and retain staff in the future. The study generates knowledge that creates opportunities for managers and organizations to work preventively, and increases their ability to understand and handle different types of bullying situations from both the victim’s and witnesses’ perspective.

Originality/Value

This study adds knowledge to the area of bystander behavior in the health care sector, by relating bystander behavior to the organizational context.

AIM: The aim of this study was to explore aspects that are important for the integration of preceptorship and processes for recruitment and retention of nurses.

BACKGROUND: Shortage of nurses is a global concern that has a major impact on healthcare systems around the world. However, earlier research has not considered whether preceptorship of nursing students can be an integral part of recruitment and retention of nurses.

METHOD: A descriptive design with a qualitative approach was used. Semi-structured interviews were conducted with ten preceptors and six ward managers in different healthcare specialties in Sweden.

RESULTS: Three aspects were found central for integrating preceptorship with recruitment and retention: perceptions of preceptorship, the organization of preceptorship, and the way preceptorship operates in relation to recruitment and retention strategies.

CONCLUSION: The findings suggest that preceptorship and recruitment strategies could both benefit from being integrated.

IMPLICATIONS FOR NURSING MANAGEMENT: It is central for nursing managers to develop organizational practices that enable the integration of preceptorship with recruitment and retention of nurses. This could increase the quality of both preceptorship and the work environment in general.

Background: Globally, nurses are at high risk of exposure to workplace bullying, and there is a growing body of literature addressing bullying in the nursing profession. Yet, our understanding of cross-cultural variations in bullying among nurses is lacking. An analysis of what is currently known about bullying in different parts of the world is critical for our understanding of cross-cultural effects of bullying among nurses.

Objectives: We aimed to examine workplace bullying research among nurses with the focus on sources, antecedents, outcomes and coping responses from a cross-cultural perspective during the years 2001– 2019. Design: This is a scoping review of published literature on workplace bullying among nurses.

Data sources: A literature search was conducted using the CINAHL, PubMed, PsychINFO and Web of Sci- ence databases. A total of 166 articles provided data from the following cultural clusters: Anglo, Latin Europe, Eastern Europe, Nordic Europe, Middle East, Latin America, Confucian Asia, Southern Asia and Sub-Saharan Africa.

Procedure: Studies were identified through a database search. Relevant data were extracted using a narra- tive approach. Categories were thematically organized according to the study topics. Cultural differences regarding the variation in the perceptions of and responses to bullying were analysed in relation to the cultural dimensions: power distance, assertiveness, in-group collectivism and performance orientation. Results: Research was mostly conducted in the Anglo cluster. Antecedents and outcomes of bullying were the most often studied topics across all cultural clusters. Vertical bullying was most prevalent in higher power distance cultures, whereas horizontal bullying was either more or equally prevalent in lower power distance cultures. The risk of bullying decreased as nurses’ length of service and age increased in most of the clusters. Individual antecedents were more frequently reported in high in-group collec- tivist cultures. Organizational antecedents such as lack of bullying prevention measures, unsupportive leadership and stressful work characteristics were frequently reported across different cultural clusters. Yet, an organizational culture that tolerates bullying was most commonly addressed in Anglo, a highly performance-oriented culture. Negative outcomes of bullying were very similar across the world. Nurses used emotion-focused coping strategies more frequently almost in all clusters; yet, there were reports of problem-focused coping strategies especially in relatively higher assertiveness cultures.

Conclusions: Analysis revealed both similarities and differences in the nurses’ reports of bullying by world region. Cultural factors were found to be important for understanding the variation in the nurses’ per- ceptions of and responses to bullying.

Workplace bullying (WB) is a highly negative experience that has consequences and costs for the individual, the organisation and society. It is a severe and widespread problem as approximately 9% of the Swedish working population have experienced bullying. Previous research on WB has primarily focused on either the targets or the perpetrators. This implies that one important actor has been neglected, the bystander. We maintain that there is a need to shift focus from the individuals who are directly involved in a negative situation to the bystanders and the organisational setting. The aim of the study is to investigate the complex situation of WB with focus on the bystanders.   The results from a pilot-study-questionnaire, (3885 respondents, random sample of individuals between 25 and 65 years, response rate 42%) indicate that the situations for targets and witnesses are quite similar regarding the following organisational factors: support from supervisors and colleagues, social climate, well-being, work engagement, intention to quit and work ability.   In order to get a deeper understanding of the phenomena, our aim is to analyse the organisational context in relation to WB and bystanders’ behaviour using a mixed method approach. The JD-R theory, the theory of Psychosocial Safety Climate, and a gender perspective will form the theoretical framework. This study contributes with new knowledge about WB, bystanders’ behaviour and their relation to the work environment. This knowledge can be applied by managers and organisations in their preventive work. 

The aim of this study is two folded: 1) to analyze the reliability and validity of a cyberbullying behaviour questionnaire (CBQ) in working life and 2) to analyze the reliability and validity of a short version of a cyberbullying behaviour questionnaire (CBQ-S) in working life. A total of 3371 working adults (MAge = 49.85 years) in Sweden, and 238 (MAge = 35.61 years) in the USA participated in the study. The results of the Exploratory Structural Equation Modeling (ESEM) showed that the one-factor model had an excellent fit to data, and Cronbach’s alpha indicates that both scales are reliable. In addition, the criterion validity of the scales was demonstrated by significant correlations with the following theoretically relevant concepts: wellbeing, work engagement and intention to quit. The results of the study support the use of the CBQ and CBQ-S as reliable and valid measures of cyberbullying behaviour in working life.

Purpose – The purpose of this paper is to explore health- and work-related outcomes of cyberbullying behaviour and the potential mediating role of social organisational climate, social support from colleagues and social support from superiors. Design/methodology/approach – Altogether 3,371 respondents participated in a questionnaire study. Findings – The results of this study indicate that social organisational climate can have a mediating role in the relationship between cyberbullying behaviour and health, well-being, work engagement and intention to quit. Contrary to earlier face-to-face bullying research, the current study showed that cyberbullying behaviour had stronger indirect than direct relationships to health, well-being, work engagement and intention to quit. Practical implications – Communication through digital devices in work life is becoming more prevalent, which in turn increases the risk for cyberbullying behaviour. Organisations need therefore to develop occupational health and safety policies concerning the use of digital communication and social media in order to prevent cyberbullying behaviour and its negative consequences. Originality/value – Cyberbullying behaviour among working adults is a relatively unexplored phenomenon and therefore this study makes valuable contribution to the research field.

Syftet med undersökningen är att ta fram ett förslag på en satsning för att understödja, följa upp och utveckla Malmö högskolas forskningssamverkan. Forskningsläget visar att det finns stora skillnader i hur samverkan bedrivs vid olika institutioner och olika lärosäten. Utifrån det övergripande syftet genomförs därför två olika undersökningar: Dels undersöks de samverkansaktiviteter som Malmö högskola och forskare vid högskolan är inblandade i idag, genom intervjuer med forskare, ledning och externa samverkanspartner. Dels undersöks exempel på framgångsrik forskningssamverkan som bedrivs vid andra lärosäten, via studiebesök på dessa och intervjuer med centrala personer. Undersökningen resulterar i ett antal förslag på åtgärder, inom följande områden: Kommunikation, Organisatorisk förändring och stödåtgärder, Resurser och incitament, Ledning, reglering och styrdokument, Kunskapsutveckling samt Kompetensutveckling och utbildning. Projektet har finanseriets av Vinnova.

The aim of this study was to analyse the reliability and validity of a cyberbullying behaviour questionnaire (CBQ) in working life. Further aim was to analyse the reliability and validity of a short version of a cyberbullying behaviour questionnaire (CBQ‐S) in working life. Altogether 3 371 working adults in Sweden, and 238 in the USA participated in the study. The results of the confirmatory factor analyses (CFA) showed that the one‐factor CFA model had an excellent fit to data, and Cronbach's alpha indicates that both scales are reliable. In addition, the convergent validity of the scales was demonstrated by significant correlations with the following theoretically relevant concepts: wellbeing, work engagement and intention to quit. The results of the study support the use of the CBQ and CBQ‐S as reliable and valid measures of cyberbullying behaviour in working life.

Purpose - The purpose of this paper is to analyze and contextualize the outcomes of competence development as a restructuring strategy in a company that was significantly affected by the economic recession in 2008. Design/methodology/approach - In the context of restructuring, increased globalization has expanded international competition that in turn has put additional pressure on organizational transformation, restructuring, reorganization and rationalization Findings - The result indicates that the experience of learning, commitment and job satisfaction have decreased between T1 and T2 (no difference regarding self-efficacy Originality value - From this study, the authors can conclude that the outcomes of competence development programs are not easily interpreted. Depending on the purpose of the intervention, the results can be interpreted in different ways. It is important to approach the issue of competence development with a wise degree of skepticism

The purpose of this article is to examine the direct effects of empowering leadership on learning and the indirect or mediating role of social climate and job control from a cross-cultural perspective. Questionnaires were distributed to two furniture retail stores in Sweden and two stores in China belonging to the same company. The final sample consisted of 483 participants from the Chinese and 254 participants from the Swedish stores. The results of the structural equation modeling showed that there was a direct relationship between empowering leadership and learning (both in the Chinese and the Swedish sample). The study also showed that social climate had a mediating effect of empowering leadership and learning (both in the Chinese and the Swedish sample). In addition, the result indicated that job control had a mediating effect (Swedish sample). The model explained 38% of the variance in learning among the Chinese sample and 62% in the Swedish. This indicates that the tested factors are highly relevant in the context of learning. Despite some methodological limitations such as the cross-sectional design and problems with acquiescence in responses, the results indicate the complexity of the role of culture in organizational behavior. Managers working in increasingly globalized contexts need to take into consideration that some organizational behaviors gradually become more universal, whereas others remain culturally contingent. This article illustrates the complex relationship between leadership behavior, social climate, job control, and learning in the same corporate culture but in different cultural settings.

Purpose – The purpose of this paper is to discuss and problematise how leadership and employees, or “employeeship”, are constructed within IKEA, a global firm often associated with national identity, and connected to distinct values and a leadership ideal. From a critical management perspective, the authors' intent was to study whether there were hierarchies and polarisations in constructions of leadership and, if so, how they were manifested. Design/methodology/approach – The empirical material consists of 17 interviews with Swedish and non-Swedish managers at the senior management level and internal documents. Findings – The analysis of the empirical material supports the finding that employees are constructed in superior vs subordinate positions based on beliefs about nationality (ethnicity), wherein the construction of Swedishness is ranked above other nationalities. Based on these constructions, two different dimensions of a leader emerge. The first dimension is one of leading and supporting, which involves personal development and is regarded as something positive. The second dimension involves being a manager, which is perceived as conservative, dreary and unappealing. Originality/value – The study illustrates how leaders in a global firm construct hierarchies and polarisation in the daily work.

Purpose: In line with the growing emphasis on workplace learning, there has been a tendency to abandon traditional Tayloristic models of work organization in favor of more humanistic, flexible and integrated work systems. This study focusses on facilitators of learning in a company that is based on the principles of Toyota production system (TPS). In this paper, the authors are focussing on one central aspect of the TPS, that is, workplace learning. The purpose of this paper is to analyze the role of empowering leadership, teamwork, innovative climate as facilitators of learning in this specific context. Design/methodology/approach: Questionnaires (focussing on workplace learning, empowering leadership, teamwork and innovative climate) were distributed to 643 factory workers in the company Scania in Sweden. A total of 487 persons answered the questionnaire, which amounted to a response rate of 76 percent. Findings: The result indicates that empowering leadership was the best predictor, followed by teamwork and innovative climate. Originality/value: From this study, the authors can conclude that the already known predictors of learning can also be applied in a TPS setting. The key features in the TPS company constitute a foundation for learning.

Artikeln baseras på en flervetenskaplig fallstudie inom Ikea, ett företag där ”svenskhet” är en del av värdegrunden och där situationsanpassat ledarskap används som modell. Företaget är en globalt snabbväxande aktör vilket innebär ett ständigt ”översättande” av verksamheten till nya kontexter. Genom en analys av seniora chefers beskrivningar av ledarskap och medarbetarskap avser vi att ifrågasätta antaganden inom det interkulturella perspektivet, som har varit dominerande inom ledarskapsforskningen.

Purpose – The purpose of this paper is to examine the direct effects of empowering and employee-centered leadership on well-being, and the indirect or mediating role of social organizational climate between leadership behavior and well-being in a cross-cultural perspective. Design/methodology/approach – Questionnaires were distributed in two furniture retail stores in Sweden and two stores in China belonging to the same company. The final sample consisted of 483 participants from the Chinese and 254 participants from the Swedish stores. Findings – The results of the structural equation modeling showed that there was no direct effect between leadership behavior (employee-centered leadership and empowering leadership) and well-being in either the Swedish or the Chinese sample. Further, the findings of the study indicate that social climate mediates the relationship between leadership behavior and employee well-being, but this seems to be culturally contingent. The mediating effect is prevalent in a culture that has been considered as having a collective orientation and where the power distance is high. Research limitations/implications – Despite some methodological limitations such as the cross-sectional design and problems with acquiescence in responses, the results indicate the complexity of the role of culture in organizational behavior. Practical implications – Managers working in increasingly globalized contexts need to take into consideration that some organizational behaviors gradually become more universal, whereas others remain culturally contingent. Originality/value – The paper illustrates the complex relationship between leadership behavior, social climate, and employee well-being in the same corporate culture, but in different cultural settings.

Contemporary changes in higher education in Sweden are characterised by two educational discourses: marketisation and academisation. Demands to meet market requirements, as well as to make education more scientific, have created tensions between and within institutional cultures. Using interviews with 16 heads of departments, the authors investigate how tensions between marketisation and academisation were handled in discipline-oriented and professional-oriented departments. The heads of discipline-oriented departments experienced marketisation as a threat to the university trademark, because it was seen to challenge academic autonomy. On the other hand, heads of professional-oriented departments felt that academisation was the main issue to be dealt with, as it shifted focus from practical skills towards academic meritocracy. Consequently, it is not possible to discuss these changes without considering that conditions differ substantially across the university. Responses to these changes can be countered by culturally sensitive strategies, rather than by adopting a ‘one size fits all’ approach.

The growing trend towards globalization has initiated a need for organizations and managers to understand how leadership style and organizational factors are related to employee well-being in different cultural contexts (Lok, 2004). The interest for cross-cultural organizational and managerial studies is therefore increasing among practicing managers as well as organizational researchers. Contrasting views can be discerned when it comes to what extent national cultures influence leadership style and co-worker expectations concerning leadership. Some researchers state that there is a universal leadership style that is efficient irrespective of the situation (Arvonen, 1999), whereas others maintain that effective leadership is culturally contingent (Hofstede, 1980; 2001). According to a recent review (Dickson, 2003) there is a decline in the search for simple universality, i.e. that the phenomenon is invariable all over the world, in favour of more culturally contingent view. Considering that earlier research has shown great differences in cultural values between China and Sweden (Hofstede, 2001; House, 2004) the aim of the present study was to examine which leadership styles (employee-centered, Ekvall & Arvonen, 1991; empowering and supporting leadership, Dallner et al., 2000) and organizational factors (goal clarity, Oxenstierna, Widmark et al., 2008; group work, social climate and control, QPSNordic, Dallner et al., 2000) act as predictors for well-being (GHQ-12, Goldberg, 1972) among employees and managers in a large global furniture retail company in China and in Sweden when background variables (age, gender, educational level and position) were controlled for. Questionnaires were distributed in two furniture retail stores in Sweden and altogether 282 individuals participated in the study. The same questionnaire study was also conducted in two stores belonging to the same company in China (n=595). A number of outliers were identified while analyzing the data and these were excluded from the analysis. The final sample consisted of 483 participants from the Chinese stores and 254 participants from the Swedish stores. The results of the multiple regression analyses revealed that managerial position, supporting leadership style and goal clarity were related to well-being in the Swedish sample. The results for the Chinese sample showed that managerial position, goal clarity and social climate were related to well-being, whereas none of the leadership styles acted as predictors for well-being. The findings suggest that the role of culture regarding leadership in global organizations is multifaceted rather than either universal or contingent.

Ska ledarskap betraktas som en företeelse som är flytande till sin karaktär och som ändrar form beroende på trender och sammanhang eller finns det distinkta drag i hur ledarskap och chefskap utvecklas? En del forskare hävdar att det finns en universell ledarstil som är effektiv oavsett den kulturella kontexten (Arvonen and Ekvall, 1999), medan andra påstår att ledarskap är kulturellt betingat (Hofstede, 1980; 2001). Den ökande globaliseringen har medfört ett behov för organisationer att förstå ”nationella” särdrag för att effektivt bedriva verksamhet i olika länder, vilket har lett till växande intresse för korskulturella managementstudier. Genom denna typ av studier finns det en risk att det signaleras ett statiskt förhållningssätt till begreppet ”kultur” som ofta tenderar att överordna ett västerländskt perspektiv över andra.

In Sweden, the health care sector was subject to considerable changes during the 1990s: decreased costs, related staff redundancies and high rates of sick leave. The situation has now changed, and the sector is not facing the same all-embracing and turbulent changes. In addition, there is a shortage of nurses and physicians and a difficulty in retaining qualified staff. Regarding the psychosocial work environment, there is a lack of studies where both physicians and nurses are in focus. It is from a managerial perspective important to take a holistic approach towards questions regarding the work environment in general and the psychosocial work environment in particular. The aims of this study were to analyse similarities and differences in Registered Nurses and physicians’ experience of quantitative and qualitative demands, control, role conflicts, role clarity, social support and job satisfaction in 2002 and 2009 and to analyse the stability in the prediction of job satisfaction over time. Questionnaires regarding psychosocial work environment aspects were distributed in 2002 and 2009, and a total of 860 nurses and 866 physicians answered the questionnaire. Independent t tests and linear stepwise regression analyses were conducted. The results indicate that the work environment has improved between 2002 and 2009 and that nurses experience their psychosocial working environment as more satisfactory than physicians. Social support, control, role conflicts, role clarity and qualitative demands were the best predictors of job satisfaction in 2002 and 2009. Quantitative demands did not contribute to predicting job satisfaction. Variables predicting job satisfaction are quite stable over time and are quite comparable for both nurses and physicians.

Under de senaste decennierna har högre utbildning i Sverige genomgått en rad politiska reformer. Bolognareformen innebar att utbildningarna blev målstyrda, med vidhängande krav på dokumentation av att målen uppfylls och utvärdering av Högskoleverket. Dessutom medförde reformen ökade krav på anställningsbarhet. Därutöver ställs ökade krav på forskningsanknuten utbildning, samtidigt med ökad samverkan med samhället. Vi vill påstå att svensk högre utbildning på 2000-talet befinner sig i ett spänningsfält mellan två olika utbildningsdiskurser, här kallade marknadifiering och akademisering. Forskarsamhället har starkt kritiserat att den ekonomiska styrningen har blivit starkare. Denna diskussion har framförallt förts fram av företrädare för ett mer klassiskt universitet. Många av studierna har rört sig på en makronivå, dvs förändringar i utbildningspolicy, ofta under begreppet New Public Management. Denna studie undersöker istället hur förändringarna uttrycks på institutionsnivå, hur de samtida kraven på marknadsanpassning och vetenskaplig anknytning har skapat spänningar mellan och inom lokala institutionskulturer. Syftet med studien som ligger till grund för detta paper är att diskutera hur förändrade utbildningsvillkor för högskolan uttrycks och hanteras på prefektnivå. Prefekternas organisatoriska position är belysande. Klämda mellan krav uppifrån och nedifrån fungerar deras sätt att beskriva verksamheten som ett lackmuspapper på hur olika institutionskulturer svarar på förändringar. Därför har vi intervjuat 16 prefekter vid en högskola och analyserat hur diskurserna om akademisering och marknadifiering uttrycks på institutionsnivå. I analysen av intervjuerna blir det tydligt att prefekterna befinner sig i det spänningsfält där det formuleras krav på att hålla en hög akademisk nivå samtidigt som utbildningen ska vara ”nyttig”. Studien visar att spänningarna mellan akademisering och marknadifiering emellertid ser olika ut beroende på institutionskultur. Vi kan peka på stora skillnader mellan teoretiska utbildningar och professionsutbildningar. Utifrån dessa resultat vill vi diskutera vikten av att förstå hur krav på förändringar inom högre utbildning hanteras i lokala institutionskulturer. Vi hävdar att den vanligast förekommande forskningsdiskursen om att marknadsanpassning hotar högre utbildnings signum inte är generell. I professionsutbildningar med stor andel verksamhetsförlagd utbildning är marknadifiering ett begränsat problem. Dessa institutionskulturer har sedan länge bidragit med en kunskapsproduktion som når utanför den egna institutionen. Prefekterna i professionsutbildningarna uttrycker istället en frustration över kravet på akademisering, dvs starkare forskningsanknytning i utbildningen och högre andel disputerade lärare. I en tradition där yrkesverksamma har stått för stor del av undervisningen och där det praktiska handlaget har stor betydelse blir utbildningens identitet hotad av kraven på forskningsanknytning och vetenskapliga arbeten. Akademiseringen har även inneburit en omställning till mer tvärvetenskapliga forskningsmiljöer. Prefekterna har ”tvingats” rekrytera vetenskapligt kompetent personal från en rad områden eftersom det inte finns starka traditioner att forskarutbilda sig. Tvärvetenskapen skapar också spänningar i den lokala institutionskulturen då normer och traditioner utmanas av nya perspektiv och andra kunskapstraditioner. Vad som tydligt framträder i denna studie är att det är omöjligt att tala om förändringar i en ny akademi. Olika typer av utbildningar ställs inför olika utmaningar i förändringsprocessen. Dessa är kopplade till utbildningens syfte, traditioner, akademisk förankring och personalsammansättning. Vi menar att man måste praktisera kulturellt inkännande förändringsstrategier istället för att tänka sig att ”one size fits all”.

De senaste årens högskolepolitiska reformer har förändrat högskolor och universitet på flera sätt. Bologna-reformen innebar en målstyrd verksamhet och nya krav på lärare inom högre utbildning. Att vara högskolelärare innebär i allt högre utsträckning att vara examinator och garant för att utbildningens mål uppfylls. Därutöver råder ”nya ideal” angående lärarroll, lärandeaktiviteter och studentinflytande. Samtidigt, eller kanske som en följd av detta, har kraven på lärarnas högskolepedagogiska utbildning höjts och utbudet av kurser ökat. Men vilka avtryck får denna accelererande verksamhet på institutionerna och hur kan avtrycket förstås utifrån institutionens utbildningskultur? I detta runda bordssamtal kommer vi att presentera ett pågående forskningsprojekt om hur personer i ledningsfunktioner talar om högskolepedagogik och dess betydelse för institutionen. Senare kommer också empiriska data gällande högskolelärare att innefattas. Syftet med projektet är att belysa hur pedagogisk utbildning för högskolelärare uppfattas inom olika institutionskulturer. I detta fall handlar det om hur personer i ledningsfunktion menar att den ”nya” lärarrollen passar med olika intellektuella stilar och ämnens karaktär. Vilka skillnader kan vi se mellan t.ex. klassisk ”fil fak”-utbildning och professionsutbildningar? Vilka kopplingar finns mellan studentsyn, syn på framtida yrken, och uppfattningar om hur utbildningen bör organiseras? Vi intresserar oss även för huruvida kravet på 10 veckors högskolepedagogisk utbildning ses som ett direktiv uppifrån, kanske till och med som ett nödvändigt ont, eller om den betraktas som meriterande för utbildningsmiljön och/eller något som faktiskt förändrar den pedagogiska praktiken. Genom att bidra med kunskaper om olika föreställningar om högskolepedagogik ökar möjligheten för att förankra utbildningarna på olika institutioner. Men vi vill även peka på vikten av att föra en kritisk diskussion om högskolepedagogikens syfte och innehåll. Deltagarna i runda bordssamtalet kommer att aktiveras genom ett rollspel där deltagarna får anta roller som ledare och lärare inom olika områden och ämnen. Rollerna och upplägget för rollspelet kommer att inspireras och struktureras utifrån forskningsprojektets resultat. Genom att organisera ett rollspel av detta slag kommer vi att kunna diskutera föreställningar och fördomar om olika ämnes- och institutionskulturer och deras syn på studenter och hur utbildning bör organiseras.