Härenstam Annika
National Institute for Working Life, SE 113 91 Stockholm, Sweden.
Work. 2005;24(3):261-77.
This article has a two-fold purpose. First, it provides an explanation for the increase in occupational stress and sick leaves in Sweden in terms of the structural and organizational conditions. Second, it discusses measures that address these issues. Results of a study of 72 establishments are presented. The study investigated these establishments at both the organizational and individual employee level. It examined management strategies and working conditions in the establishments, classifying these elements by type of operations and company position. Both classifications point to differences in how work is organized and in working conditions. The results indicate that management technologies distribute risks between segments of the labor market, thus, also between different groups of the labor force. The developments were most favorable in high tech and knowledge-based operations. The situation was least favorable in labor-intensive services and, the most negative development had taken place in human services. Establishments serving as contractors appeared to organize their work differently from those with core activities. Working conditions in contracting businesses were particularly problematic. Since organizational changes work differently from one company to the next, there is a need to develop a variety of strategies for enacting change in the work environment. This article proposes strategies for different segments of the labor market. These strategies are adapted to the particular problems facing each segment.
本文有两个目的。其一，从结构和组织条件方面解释瑞典职业压力和病假增加的原因。其二，讨论解决这些问题的措施。文中呈现了对72家企业的研究结果。该研究在组织和员工个人层面调查了这些企业。它考察了企业的管理策略和工作条件，并按业务类型和公司职位对这些要素进行了分类。这两种分类都指出了工作组织方式和工作条件方面的差异。结果表明，管理技术在劳动力市场各部门之间分配风险，因此也在不同劳动力群体之间分配风险。这些发展在高科技和知识型业务中最为有利。在劳动密集型服务业中情况最不利，而在人力服务领域出现了最负面的发展。作为承包商的企业似乎与核心业务企业的工作组织方式不同。承包企业的工作条件尤其成问题。由于组织变革在不同公司的表现不同，因此需要制定各种策略来推动工作环境的变革。本文为劳动力市场的不同部门提出了策略。这些策略针对每个部门面临的具体问题进行了调整。
