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  • 1.
    Augustsson, Gunnar
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Wolvén, Lars-Erik
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Swedish Managers in TWA Act as Boundary Spanners2010In: Leadership & Organization Development Journal, ISSN 0143-7739, E-ISSN 1472-5347, Vol. 31, no 1, p. 4-17Article in journal (Refereed)
    Abstract [en]

    Abstract:

     

    Purpose – The purpose of this paper is to highlight the complexity of manpower management in temporary work agencies (TWA). The aim is to investigate to which extent the managers reflects the features of boundary spanners.

     

    Design/methodology/approach – The results come from a case study where manpower managers at one of the biggest TWAs in Sweden are interviewed.

     

    Findings – TWAs' boundary-spanning managers mediate between the opinions of the clients, the TWAs, and the individual temps as well as balancing between trust and risk. The findings reveal the relevance of the managers' application of a flexible and a dialectical approach when delivering service to clients, the TWA and the temps. This flexible approach means being able to simultaneously embrace these three perspectives of interests. A dialectical approach involves being able to: systematically balance between the opposing pair of trust and risk and search for the most functional option and not relate others' opinions to one's own personal values.

     

    Research limitations/implications – The interview data come from a case study at only one TWA and it is collected in a limited number of interview subjects.

     

    Practical implications – The results can provide useful information for recruiters of manpower managers in a TWA when choosing staff members that can enhance strategic management of temps. The results can also be of assistance for managers when interacting with both customers and temps.

     

    Originality/value – The paper contributes to the literature by an analysis of the complex working conditions under which manpower managers in TWAs work.

  • 2.
    Bellman, Lina
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Business, Economics and Law.
    Gebert-Persson, Sabine
    Mid Sweden University, Faculty of Human Sciences, Department of Business, Economics and Law.
    Öhman, Peter
    Mid Sweden University, Faculty of Human Sciences, Department of Business, Economics and Law.
    Giritli Nygren, Katarina
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Nyhlén, Sara
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Kvarnlöf, Linda
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Lidén, Gustav
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Olofsson, Anna
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Att vända det onda till gott: möjligheter till nytänkande i mellersta Norrland till följd av den demografiska förändringen2015Report (Other academic)
  • 3.
    Bolin, Malin
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    ”Our culture can be described as ‘Management by excel’”: Challenging inequality in the forestry industry2018Conference paper (Other academic)
    Abstract [en]

    Despite the increasing proportion of women in traditionally male-dominated occupations, the Swedish labor market is still highly gender- segregated. An example is the Swedish forest industry in which about 90 percent of the labor force are men. The male dominance is identified as a barrier for development and has resulted in aspiration for gender equality. Social justice, increased competitiveness, and improved legitimacy as a modern and contemporary industry are examples of arguments used (Johansson). Earlier studies have found that the masculine coded culture within   forestry might obstruct development as well as recruitment of employees. The industry is described as unmodern and old-fogeyish which may result in loss of competence if qualified staff decides to leave the forest industry. Difficulties to recruit and keep staff are put forward as contributing causes to the later years increased endeavor for gender equality. It was based on such a problem description one of the major forest companies initiated their work with the goal of creating a gender equal organization.  A first step was to carry out a quantitative and qualitative status report of attitudes and experiences of employee’ working conditions and work environment from a gender perspective.  

    Our aim is to problematize the gendered implications of employees and managers working conditions and work environment. The theoretical framework of ´inequality regimes´, as presented by Acker (2006) inspires the analysis. The concept was developed as a means of examining the production and reproduction of complex inequalities based on class, gender and race in organizations. The empirical material that is presented in this article is based on focus group interviews and a questionnaire that was completed by personnel and managers employed in a company in the forest industry. The paper contributes with new insights on women’s labor market (dis)advantage in Nordic welfare states by discussing how particular patterns of inequality are (re)produced by emphasizing a description of inequalities, based on a quantitative analysis, and the experiences of inequalities based on a qualitative analysis.

    The results unfolds a gendered logic of the company that includes certain norms that are built on the image of the ideal, abstract worker, in this case a white male working full time, who enjoys hunting, has a hunting dog, feels at home in the woods and has an educational background in forestry. The organizational culture is characterized by a hegemonic masculinity based on rationality and competitiveness, a “management by excel”. This also highlight a culture where quantitative measurements has the upper hand and obstruct the possibilities to challenge inequalities. Such normalization of the hegemonic masculinity places women as something deviant, an exception from the normal. These masculine norms and culture highlights how gendered inequalities are reproduced in everyday activities, practices and processes in this company.

  • 4.
    Bolin, Malin
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Humanities and Social Sciences.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Humanities and Social Sciences.
    Jonsson, Fredrick
    Mid Sweden University, Faculty of Human Sciences, Department of Humanities and Social Sciences.
    Heltid som norm -  en arbetstidsmodell för hållbara arbetsvillkor inom välfärdssektorn?2019Report (Other academic)
    Abstract [sv]

    Möjlighet till heltidsarbete för alla anställda är ett uttalat mål i det avtal som slutits mellan Kommunal och Sveriges Kommuner och Landsting. Den stora andelen deltidsarbete inom välfärdssektorn beskrivs som problematiskt ur ett jämställdhetsperspektiv och en försvårande omständighet vid rekrytering och för kontinuitet i bemanning. Inom Sundsvalls Kommun inleddes 2018 ett projekt för att införa ”Heltid som norm” för både befintliga tjänster och nyanställningar. Den lösning som har valts är en arbetstidsmodell som gå under beteckningen ”85/10/5”, där siffrorna representerar arbetstid i procent. Åttiofem procent av arbetstiden är förlagd till den anställdes ordinarie arbetsplats. Tio procent utgör vikarietid inom den egna, eller en annan verksamhet. De resterande fem procenten avsätts för APT och kompetensutveckling. Totalt omfattades sju av kommunens verksamheter inom Socialtjänsten, tre äldreboenden och fyra gruppboenden.

  • 5.
    Ek, Åsa
    et al.
    Lunds tekniska högskola.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Genusperspektiv på olycksfall och dödsolyckor i arbetslivet2017Report (Refereed)
  • 6.
    Giritli Nygren, Katarina
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Larsson, Magnus
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Gamla mönster och nya utmaningar: Kartläggning av kvinnors och mäns livs- och arbetsvillkor i Jämtlands och Västernorrlands Län2011Report (Other academic)
    Abstract [sv]

    Denna rapport visar att såväl Jämtland som Västernorrland har en könssegregerad

    arbetsmarknad. Detta gäller både den vertikala könssegregeringen, d.v.s. att män i

    större utsträckning innehar chefsposter, och den horisontella könssegregeringen, d.v.s.

    att större delen av arbetsmarknaderna i Västernorrland och Jämtland utgörs av yrken

    som i huvudsak innehas av antingen män eller kvinnor. Även i sociala sfären återfinns ett

    ojämlikt förhållande mellan män och kvinnor. Kvinnor tar ut en mycket större del av

    föräldraförsäkringen och är sjukskrivna i en större utsträckning än män. Kvinnor är också

    i regel mer utbildade än män men har trots detta genomgående en lägre lön.

    Rapporten visar också att det finns tydliga regionala skillnader. Dels så skiljer sig de båda

    länen åt i flertalet hänseenden, dels så skiljer de sig från genomsnittet i Sverige. Ett

    exempel på detta är att Jämtland har en större andel kvinnliga chefer än såväl rikssnittet

    som Västernorrland. Ett annat exempel är att skillnaden mellan löneinkomster mellan

    könen är lägre i Jämtland än i Västernorrland och Sverige som helhet. En generell trend

    kan skönjas där Jämtland visar upp en något högre jämställdhet än rikssnittet samtidigt

    som Västernorrland visar upp en lägre grad av jämställdhet som i de flesta fall ligger i

    paritet med eller något under rikssnittet. Följaktligen kan två slutsatser dras. (1)

    Jämställdarbetet måste fortsatt vara en prioritet för att vidare stärka de bägge länens

    attraktionskraft och utvecklingspotential. (2) De insatser som görs måste vara regionalt

    känsliga, d.v.s. beakta länets specifika karaktär och historia, för att få en stark och

    långvarig effekt på jämställdheten.

  • 7.
    Giritli Nygren, Katarina
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Larsson, Magnus
    Umeå Universitet.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Regional gender contracts and occupational segregation in non-conventional regions2013In: Mobilizing Gender Research: Challenges and Strategies / [ed] Katarina Giritli Nygren & Siv Fahlgren, Sundsvall: Mittuniversitetet , 2013, p. 147-158Chapter in book (Other academic)
  • 8.
    Mathiassen, Svend Erik
    et al.
    Centrum för belastningsskador, Gävle Högskola.
    Johansson, Elin
    Centrum för belastningsskador, Gävle Högskola.
    Bolin, Malin
    Mid Sweden University, Faculty of Human Sciences, Department of Humanities and Social Sciences.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Humanities and Social Sciences.
    Jämställd arbetshälsa? genus, arbetsorganisation och fysisk belastning inom detaljhandeln2019In: Arbetsmiljö och ohälsa i ett genusperspektiv: Uppdragsforskning med relevans ör tillsynsverksamhet / [ed] Arbetsmiljöverket, Stockholm: Arbetsmiljöverket , 2019, p. 22-36Chapter in book (Other academic)
  • 9.
    Nordlander, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Att sprida ringar på vattnet: Utvärdering av projektet Regionalt resurscentrum för integration, mångfald och demokrati i Härnösand2002Report (Other academic)
  • 10.
    Olofsdotter, Gunila
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Bemanningsföretag - en möjlighet för vem?2004In: Företagande och gemenskap: små företags kultur, samverkan och konkurrens, Stockholm: Arbetslivsintitutet , 2004, p. 149-168Chapter in book (Other scientific)
  • 11.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Arbetsliv och familjeliv. Personaluthyrning som möjlighet eller hinder2009In: Arbetslivsforskning och hållbarhet: Empiriska illustrationer och framtidsvisioner / [ed] Dan Porsfeldt, Växjö: Växjö Universitet , 2009, Vol. 01, p. 82-99Chapter in book (Other (popular science, discussion, etc.))
  • 12.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Arbetsliv och familjeliv. Personaluthyrning som möjlighet eller hinder: Paper presented at Hållbart arbetsliv och/eller lönsamhet. Växjö, maj 20082008Conference paper (Refereed)
  • 13.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Att vara anställd i bemanningsföretag2004In: Arbetsliv och samhällsförändringar, Lund: Studentlitteratur, 2004, p. 169-181Chapter in book (Other academic)
  • 14.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Flexibilitet - frihet eller tvång? Vinnare och förlorare i personaluthyrningens spår.: Paper till Nordic Sociological Conference 18-20 augusti i Åbo 2006.2006Conference paper (Other scientific)
    Abstract [sv]

    Artikeln visar hur konsulter inom ett bemannignsföretag upplever kundföretagens krav på tillgänglighet i tid och rum och hur dessa krav påverkar balansen mellan arbete och familjenasvar. Genom intervjuer med konsulter och ledare inom ett internationellt bemanningsföretag diskuteras konsekvenserna av kraven på tillgänglighet för uthyrda konsulter.

  • 15.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Flexibilitetens främlingar: - om anställda i bemanningsföretag2008Doctoral thesis, comprehensive summary (Other scientific)
    Abstract [en]

    Temporary Work Agencies (TWAs) are an example of a trend towards flexibility in the labour market. By hiring staff from TWAs organisations can keep their staff numbers down. This however, refers to the client companies´ use or temps, and omits the intermediary, the TWA, which also needs various flexibility strategies in its activities.

    The main purpose of this thesis is to study the organising of TWAs supply of manpower to different clients companies, and how managers and temps experience their terms of employment, working conditions and relationships with regular employees at the client companies.

    Two qualitative case studies were conducted. In study one, interviews have been carried out with managers and temps in a TWA and a client company in Jämtland. In the second study, managers and temps in an international TWA in Sweden were interviewed.

    The results show that both managers and temps work under complex conditions and demands on flexibility. The managers shall, by flexible prioritising, satisfy demands from the TWA on profitability, demands from client companies´ for an adaptable workforce and temps need of employment and community. The results also indicate that temps have to balance between a position as stranger and outsider, and handle insecurity of the assignments duration and spatial location. They have to be able to manoeuvre between the power inequalities, stigmatisation and exclusion they encounter in working conditions and social interactions in client companies. To handle such situations the ideal temp and manager have to be able to vary between distance and nearness in spatiality and indifference and involvement in social relations.

  • 16.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Flexibilitetens villkor och konsekvenser inom bemanningsföretag2007In: Nordiske organisasjonsstudier, ISSN 1501-8237, Vol. 9, no 4Article in journal (Refereed)
  • 17.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    I skärningspunkten mellan motstridiga krav och intressen: om ledarskap i bemanningsföretag2006In: Arbetsliv i omvandling, ISSN 1404-8426, Vol. 9, p. 5-31Article in journal (Other academic)
  • 18.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Individanpassad arbetstidsflexibilitet - Realitet eller utopi vid personalinhyrning?2010Conference paper (Other academic)
  • 19.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Inhyrningens villkor2012In: Chefstidningen, ISSN 2000-3498, no 6, p. 49-51Article in journal (Other (popular science, discussion, etc.))
  • 20.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    LISA, Livsrum i samhället: Utvärdering av ett utbildningsprojekt för invandrade kvinnor och funktionshindrade kvinnor2005Report (Other academic)
  • 21.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Organisatorisk tillhörighet bland arbetslivets nomader: Nordiska Sociologikongressen, Malmö2004Conference paper (Other scientific)
  • 22.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Organisering av utbildningsprojekt för kvinnor - svårigheter, möjligheter och konsekvenser: FGV Genusforskarkonferens, Torpshammar, Sverige2009Conference paper (Other academic)
  • 23.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Personalinhyrning - att balansera samarbete och konkurrens2011In: Arbetets marknad: Arbetsmarknadens nya organisering / [ed] Garsten, Christina, Lindvert, Jessica, & Thedvall, Renita, Stockholm: Liber, 2011, p. 105-129Chapter in book (Other academic)
  • 24.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Personalinhyrning - från tillfällig bemanningslösning till permanent samarbetspartner: Konferens: Arbetet i människors liv. Göteborg, maj 20092009Conference paper (Other academic)
  • 25.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Temporary staffing - Balancing cooperation and competition2015In: Makeshift Work in A Changing Labour Market.: The Swedish Model in the Post-Financial Crisis Era / [ed] Garsten, Christina., Lindvert Jessica., & Thedvall, Renita., Cheltenham: Edward Elgar Publishing, 2015, p. 85-103Chapter in book (Refereed)
  • 26.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    "The other woman": Constructing needs in a training project for immigrant and disabled women2011In: Normalization and "Outsiderhood": Feminist Readings of A Neoliberal Welfare State / [ed] Siv Fahlgren, Anders Johansson, Diana Mulinari, Bentham eBooks, 2011, p. 39-48Chapter in book (Refereed)
    Abstract [en]

    The main purpose of this chapter is to discuss the construction of immigrant and disabled women's needs in a training project in relation to normalization and othering. I follow the process of implementing this project by studying documentation from the Swedish Government, The National Board of Health and Welfare, a women's shelter and an interview with and log written by the supervisor of the project at the women's shelter. The analysis shows how normalization takes place through the construction of privileged “normal” positions and “others” in the everyday practices of the project and in official documents. This shows how paradoxes may arise in projects that aim to help people in vulnerable situations. Although measures may be taken at the individual level, structural problems of exclusion and discrimination may persist unchanged. The project constitutes an example of how welfare institutions, by identifying certain groups as different and in need of specific interventions, silently normalize other groups. The displacement of responsibility from Government to a voluntary organization individualizes and atomizes the addressing of structural problems of gender inequality, immigration and support for the disabled. In order to understand the relationship between power and othering in the welfare state and to improve policies aimed at people in vulnerable situation it is therefore important to examine the chain of categorizations that takes place all the way down from Government to voluntary organization.

  • 27.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    The Staircase Model - labour control of temporary agency workers in a Swedish call center2012In: Nordic Journal of Working Life Studies, ISSN 2245-0157, E-ISSN 2245-0157, Vol. 2, no 1, p. 41-59Article in journal (Refereed)
    Abstract [en]

    The article explores the labor control practices implemented in a call center with extensive contracting of temporary agency workers (TAWs). More specifically, the article focuses on how structural and ideological power works in this setting and on the effects of this control for TAWs’ working conditions. Open-ended, semi-structured interviews were conducted with TAWs, regular employees, and a manager in a call center specializing in telecommunication services in Sweden. The results show that ideological power is important in adapting the interests of TAWs to correspond with those of temporary work agencies (TWAs) and their client companies, in this case the call center. The results also show how ideological power is mixed with structural control in terms of technologicalcontrol systems and, most importantly, a systematic categorization of workers in a hierarchical structure according to their value to the call center. By systemically categorizing workers in the staircase model, a structural inequality is produced and reproduced in the call center. The motives for working in the call center are often involuntary and are caused by the shortage of work other than a career in support services. As a consequence, feelings of insecurity and an awareness of the precarious nature of their assignment motivate TAWs to enhance their performance and hopefully take a step up on the staircase. This implies new understandings of work where job insecurity has become a normal part of working life.

  • 28.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Work/life balance - Possibilities and difficulties for Temporary Agency Workers in Sweden: 27th International Labour Process Conference "Work matters" in Edinburgh, april, 20092009Conference paper (Other academic)
  • 29.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Workplace flexibility and control in temporary agency work2012In: Vulnerable Groups & Inclusion, ISSN 2000-8023Article in journal (Refereed)
    Abstract [en]

    This article explores workers’ experiences of flexibility, control, and autonomy in organisations with extensive contracting of staff from temporary work agencies (TWAs). The starting point for this article is in theoretical perspectives on workplace flexibility and organisational control practices I argue that workers’ opportunities to control and have autonomy over their work and accomplish workplace flexibility are interconnected with the controlling practices that are present in their everyday working life. In organisations with extensive hiring of temporary agency workers (TAWs), this is complicated further, as workers from different organisations, with different management strategies, are working together at the same work site. Open-ended, semi-structured interviews were conducted with TAWs and regular employees in three user firms with extensive contracting of TAWs. A questionnaire was also completed by them. The results show that there are few opportunities for either TAWs or regular staff to achieve workplace flexibility in terms of making choices about where, when, and for how long they are going to work. The findings contradict assumptions that formal differences between the employment conditions of regulars and agency workers affect their opportunities for workplace flexibility. Similar technical control systems were used in the user firms despite differences between assembly line production and customer support. Despite these similarities in the opportunities for flexibility for both groups of workers, the findings showed some differences between TAWs’ and regulars’ everyday experiences of flexibility and control. The findings showed how close surveillance by technological systems was intertwined with a normative control, which means the awareness among TAWs of their replaceable position implicates anxiety about the consequences of absence from work. As a consequence of their vulnerable position, TAWs were striving to prove themselves to be competent to both the user firms and the agency. This highlights the dualistic controlling practices that TAWs are subjected to by user firms as well as the agency in their everyday work. This constitutes an effective and powerful system of organisational control.

  • 30.
    Olofsdotter, Gunilla
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Augustsson, Gunnar
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Se oss inte som outsiders! Mentalt gränsarbete bland inhyrda bemanningskonsulter: Nordiska Sociologikonferensen, Åbo, Finland2006Conference paper (Other academic)
  • 31.
    Olofsdotter, Gunilla
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Augustsson, Gunnar
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Temporary agency workers´ social surfing: Switching between stranger and outsiderManuscript (Other academic)
  • 32.
    Olofsdotter, Gunilla
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Augustsson, Gunnar
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Uthyrd konsult från bemanningsföretag: Främling eller outsider?2008In: Arbetsmarknad & Arbetsliv , ISSN 1400-9692, Vol. 14, no 4, p. 11-26Article in journal (Refereed)
  • 33.
    Olofsdotter, Gunilla
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Augustsson, Gunnar
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Wolvén, Lars-Erik
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    The management of temporary agency workers in Swedish Interorganisational settings2008In: Conferens Proceedings - 13th International ITA Workshop. Krakow, Polen, 2008Conference paper (Other academic)
  • 34.
    Olofsdotter, Gunilla
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Bolin, Malin
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Jämställdhetskartläggning SCA Skog AB2017Report (Other academic)
  • 35.
    Olofsdotter, Gunilla
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Randevåg, Lena
    Mid Sweden University, Faculty of Human Sciences, Department of Education.
    Doing masculinities in construction project management: "We understand each other, but she....."2016In: Gender in Management, ISSN 1754-2413, E-ISSN 1754-2421, Vol. 31, no 2, p. 134-153Article in journal (Refereed)
    Abstract [en]

    Purpose - This study aims to examine how masculinities are (re) producedin project- based organizations. The authors first investigate the doingof masculinities in everyday work practices in construction projectmanagement. Second, the authors investigate whether there areopportunities to perceive, or do, gender differently in this specificcontext.

    Design/methodology/approach - Data are elicited from a case study ofconstruction project managers working on a infrastructure project. Theproject managers were interviewed through semi-structured informalinterviews regarding their experiences of project work. The analysis wasinspired by the competing discourses and practices of masculinity inorganizations outlined by Collinson and Hearn (1994).

    Findings - The results showed how multiple masculinities coexist andoverlap in the project organization and in the everyday practices ofproject management. Both male and female project managers must adjust tothese masculine discourses and act in accordance with a particularcontext. But the results also showed opportunities to challenge themasculine norms by doing gender differently.

    Practical implications - The results of this study highlightsopportunities for creating a more gender-equal work environment in theconstruction industry. The multiple ways of doing masculinity, by bothmen and women, highlights the possibilities to balance between doing itwell and differently. Such knowledge can be used in policy andstrategies for equal opportunities for men and women in organizations.

    Originality/value - This study provides insights into the (re)production of multiple masculinities in construction project management.This study contributes to the criticism of the normative conceptionsthat have characterized the literature on project management. Theauthors add to the tradition of organization studies by arguing that thegender analysis of project management is important to increaseunderstandings of how projects are managed and, in this case, howmasculine discourses affect everyday work.

  • 36.
    Olofsdotter, Gunilla
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Rasmusson, Maria
    Mid Sweden University, Faculty of Human Sciences, Department of Education.
    Gender (in)equality contested: externalising employment in the construction industry2016In: New technology, work and employment, ISSN 0268-1072, E-ISSN 1468-005X, Vol. 31, no 1, p. 41-57Article in journal (Refereed)
    Abstract [en]

    In construction and engineering, workers from different organisations work together, often on a project-by-project basis. Drawing on the theoretical framework of inequality regimes as presented by Acker (2006a), and the externalisation of employment relations presented by Kalleberg et.al. (2003), this article investigates the gendered implications of the externalisation of technological work in the construction industry. The empirical material is based upon interviews and a questionnaire answered by regular employees, contracted staff and independent contractors working in the construction industry. The data reveal how non-standard employments are parts of the organising processes that produce gendered inequalities between core and peripheral workers. This finding does not suggest that peripheral work indicates poor working conditions, to be more presise, peripheral workers can be in the most priviledged positions.  

  • 37.
    Olofsdotter, Gunilla
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Rasmusson, Maria
    Mid Sweden University, Faculty of Human Sciences, Department of Education.
    Gender (in)equality contested: Precarious work in a project based organization.2014Conference paper (Refereed)
    Abstract [en]

    In constructing and engineering, workers with different organizational belonging are working together, often on a project-by-project basis. When precarious workers enter an organization, existing power relations, organizational practices and gender relations are challenged and changed. Our aim is to investigate patterns of segregation and gender inequality in a technology-intensive organization responsible for building and operating all national roads and railways in Sweden. A questionnaire has been administered to regular employees, contracted staff and self employed consultants working in the organization. The analysis is guided by the theoretical framework of ́inequality regimes ́ as presented by Acker (2006). The results indicates that intersecting patterns of inequalities based on gender, age and terms of employment is present, and not only persist but even increases when precarious groups of workers are joining the organization. The group that stands out is the self employed consultants; they have the highest salary, lowest education, highest mean age and only a single woman out of 199 in this category. This group of male workers seems privileged in many ways as they express that they are highly valued and encouraged by the management compared to the other groups. These results call for further analysis of the intersecting patterns of inequalities in the organization on aspects such as goal achievement, the self-image, collaboration, and knowledge transfer.

  • 38.
    Olofsdotter, Gunilla
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Sjöstedt Landén, Angelika
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Att lyfta blicken: Genus, jämställdhet och arbetsmiljöarbete2015Report (Other academic)
  • 39.
    Olofsdotter, Gunilla
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Sjöstedt Landén, Angelika
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Gender as headline and subtext: Problematizing the gender perspective in an occupational health project2014In: Vulnerable Groups & Inclusion, ISSN 2000-8023, E-ISSN 2000-8023, Vol. 5Article in journal (Refereed)
    Abstract [en]

    The focus of this article is on how a ‘‘gender perspective’’ becomes lifted to the headlines as a solution to an organizational problem. The purpose of this article is to problematize how a gender perspective was employed in the everyday practices of an occupational health project in a Swedish municipality. The project’s stated aim was to construct and implement a new model for occupational health, targeting the municipality’s employees, and gender equality was seen as one means of reducing sick leave among the staff. Our focus was the participants’ perceptions of their participation and their reflections on the content and practices of the program. The information was gathered from focus-group interviews with participants in a management training program (MTP) and a rehabilitation program (RP) and from documents produced within the project. Drawing from feminist writings on gender subtexts defined as a set of concealed power based processes (re)producing gender distinctions in organizations, we have explored how power structures are created based on socially constructed differences. Our results demonstrate how gender knowledge could reproduce inequality and hierarchical distinctions between people in different positions in working life.

  • 40.
    Olofsdotter, Gunilla
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Sjöstedt Landén, Angelika
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Kvinnor+arbetsmiljö=sant?2015In: Sprickor, öppningar och krackeleringar: Nya perspektiv på arbetsmiljö / [ed] Angelika Sjöstedt Landén, Gunilla Olofsdotter & Malin Bolin, Östersund/Sundsvall: Mittuniversitetet , 2015, p. 143-155Chapter in book (Other academic)
  • 41.
    Sjöstedt Landén, Angelika
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    A female problem in welfare policy?: Gender mainstreaming in neoliberal times2013Conference paper (Other academic)
    Abstract [en]

    This paper researches gender mainstreaming practices and its intertwinements with growing emphasis on neoliberal forms of governance. It is a pressing research area since it has shown that increased emphasis on work continuously neglect intersections of gender and other social inequalities in the labour market (MacLeavy 2007:736). We untangle how gender mainstreaming practices in an EU funded project in Sweden became intertwined with current workfarist reforms in the public health insurance policy. The increase of long periods of sick leave in Sweden has been constructed as an acute problem for public economy, labor market and for individuals on sick leave. It has become a ‘gendered’ issue in debate and policy where men and women’s sick leave rates follow different patterns. In the current context, women have become viewed as particularly problematic. Women in the public sector answer to the largest increase in reporting in sick since the late 1990s and their sick-leave periods are longer than for men. We followed an EU funded project set up to construct a new model for occupational health service for reducing sick leave rates among employees in a Swedish municipality. We took part in activities, conducted interviews with participants and analyzed project documents. Our results coincide with current research that points to that EU gender mainstreaming does not challenge market forces and power relations underlying structural inequalities (Mósesdóttir, 2011). How could we critically comprehend this formulation of a ‘female problem’ of workfarist regimes framed by enhanced focus on gender mainstreaming forged in EU legislation and policy?

  • 42.
    Sjöstedt Landén, Angelika
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    The tiring practices of gender mainstreaming: As Sisuphus sisters push new stones, how do we get to mess with the hill2013In: Mobilizing gender research: Challenges and strategies / [ed] Katarina Giritli Nygren & Siv Fahlgren, Sundsvall: Mid Sweden University , 2013, p. 159-165Chapter in book (Other academic)
  • 43.
    Sjöstedt Landén, Angelika
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    What should we do instead?: Gender-equality projects and feminist critique2016In: Challenging the myth of gender equality in Sweden / [ed] Martinsson, Lena,. Griffin, Gabriele. och Giritli Nygren, Katarina, Bristol: Policy Press, 2016, p. 163-186Chapter in book (Refereed)
  • 44.
    Sjöstedt Landén, Angelika
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Bolin, Malin
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Inledning: Nya perspektiv på arbetsmiljö2015In: Sprickor, öppningar och krackeleringar: Nya perspektiv på arbetsmiljö / [ed] Angelika Sjöstedt Landén, Gunilla Olofsdotter & Malin Bolin, Östersund/Sundsvall: Mittuniversitetet , 2015, p. 5-16Chapter in book (Other academic)
  • 45.
    Sjöstedt Landén, Angelika
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Olofsdotter, GunillaMid Sweden University, Faculty of Human Sciences, Department of Social Sciences.Bolin, MalinMid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Sprickor, öppningar och krackeleringar: nya perspektiv på arbetsmiljö2015Collection (editor) (Other academic)
  • 46. Underthun, Anders
    et al.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Zampoukos, Kristina
    Mid Sweden University, Faculty of Human Sciences, Department of Tourism Studies and Geography.
    Jordhus-Lier, David
    Core-periphery relations and organizational commitment among agency workers and permanent employees in client workplaces: Case studies from the warehouse sector in the Oslo area2015Conference paper (Other academic)
  • 47.
    Zampoukos, Kristina
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Tourism Studies and Geography.
    Knutsen, Hege Merete
    Department of Sociology and Human Geography, University of Oslo.
    Bjerga Kiil, Majken
    Department of Sociology and Human Geography, University of Oslo.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Swedish temp nurses and agency warehouse workers in Norway: Negotiating and strategizing the spatiotemporalities of the migrant worker2017Conference paper (Other academic)
    Abstract [en]

    In this paper we seek to contribute to the theorization of migrant workers’ ability to strategize around their mobility by exploring the labour mobilities of Swedish agency warehouse workers and temp nurses working in Norway. Nurses and warehouse workers obviously differ in terms of for instance skills and market power, and these differences clearly impact on their mobility strategies. However, our findings also point to the plasticity of workers’ mobility strategies, with workers who make up their pathways as they go and/or as circumstances change. In this paper, therefore, we argue that the intentional, purposive agency as emphasized by the notion of ‘strategy’ (as in ‘mobility strategy’) needs to be complemented by a conceptualization of agency that includes (erratic) probing.  Mobility strategies evolve as workers negotiate the spatiotemporalities typically involved in the existence of the migrant worker, i. e. the lives and places that they have (temporarily) left behind, the present situation as temps/agency workers in the host country, and the future that lies ahead. Following from this, we argue that workers mobility agency is imbued as well as informed by the spatiotemporalities of the ‘past-space’, the ‘now-space’ and the ‘may-be space’.   

  • 48.
    Zampoukos, Kristina
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Tourism Studies and Geography.
    Knutsen, Hege Merete
    Universitetet i Oslo, Norge.
    Kiil, Maiken Bjerga
    Universitetet i Oslo, Norge.
    Olofsdotter, Gunilla
    Mid Sweden University, Faculty of Human Sciences, Department of Social Sciences.
    Mobile with an agency: Negotiating the spatiotemporalities of the temp migrant worker2018In: Geoforum, ISSN 0016-7185, E-ISSN 1872-9398, Vol. 93, p. 40-47, article id GEOF_2541Article in journal (Refereed)
    Abstract [en]

    Several calls have been made by labour geographers in support for a more thorough investigation and theorization of labour as an active agent in the production of economic geographies. The present paper responds to this challenge by examining how Swedish agency warehouse workers and temp nurses working in Norway act and think in relation to mobility and how certain spatiotemporalities come into play in the mobility agency of individual workers. Though we are particularly concerned with the ambiguities involved in the relationship between mobility, agency and power, a second objective is to contribute to the theorization of how space and time matters to mobile workers. Drawing on data from twenty interviews with Swedish temp nurses and six focus group interviews with Swedish agency warehouse workers, and by combining several strands of literature ranging from current research on mobilities and migration to the work of classical scholars in geography and sociology, we propose that a ‘trialectics of spatiotemporalities’ is part and parcel of workers’ mobility agency. Furthermore, our findings suggest that the purposive agency as emphasized for instance by the notion of ‘mobility strategy’ needs to be complemented by a conceptualization of agency that includes what we term (erratic) probing. We conclude that labour mobility may be strategic and a sign of power, but not always and everywhere, and not in any pure sense.

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