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  • 51.
    Svensén, Sofia
    et al.
    Swedish Defence University, Institutionen för ledarskap och ledning, Leadership and Command & Control Division Karlstad.
    Jonsson, Emma
    Swedish Defence University, Centre for Societal Security, Leadership Concepts Division.
    Rekryteringsunderlaget 20212022Report (Other academic)
  • 52.
    Svensén, Sofia
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Jonsson, Emma
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Lantz, Johan
    Human Resources Center, Swedish Armed Forces, Sweden.
    Lindgren, Rose-Marie
    Swedish Defence Recruitment Agency, Sweden.
    Törner, Britta
    Swedish Defence Recruitment Agency, Sweden.
    Wolgers, Gerhard
    HR Center, Swedish Armed Forces, Sweden.
    Bjelanovic, Vera
    Swedish Defence Recruitment Agency, Sweden.
    Lindqvist, Anne
    Swedish Armed Forces, Sweden.
    Attrition during basic military training in the Swedish Armed Forces2018Conference paper (Other academic)
  • 53.
    Wallenius, Claes
    et al.
    Swedish National Defence College, Department of Leadership and Management (ILM).
    Alvinius, Aida
    Swedish National Defence College, Department of Leadership and Management (ILM).
    Fors, Maria
    Swedish National Defence College, Department of Leadership and Management (ILM).
    Hyllengren, Peder
    Swedish National Defence College, Department of Leadership and Management (ILM).
    Jonsson, Emma
    Swedish National Defence College, Department of Leadership and Management (ILM).
    Österberg, Johan
    Swedish National Defence College, Department of Leadership and Management (ILM).
    Larsson, Gerry
    Swedish National Defence College, Department of Leadership and Management (ILM).
    Upplevelser av Grundläggande Militär Utbildning (GMU): Intervjustudie med utbildningsbefäl och rekryter2011Report (Other academic)
    Abstract [sv]

    Syftet med föreliggande studie var att med kvalitativ metodik fånga in de upplevelser av GMU som finns hos rekryter och utbildningsbefäl. Intervjuer utfördes därför med 25 rekryter och befäl under GMU 2 2011 på Amf 1 och I 19. Synen på Försvarsmakten präglades av att organisationen har en viktig uppgift samt att den erbjuder gemenskap och frihet i arbetet. Negativt är bland annat att FM upplevs som byråkratisk och att alla förändringsprocesser leder till osäkerhet. Inställningen till GMU var i stort positiv men vissa problem upplevdes kring själva omställningsprocessen. Rekryterna uppfattades generellt som motiverade men de ådrog sig många skador och att de fysiska kraven vid rekryteringen ansågs lågt ställda. Utbildningstiden är kort och GMU blir därför väldigt komprimerad. Då GMU-rekryterna är frivilliga och blivande kollegor menade flera att det krävs ett annat förhållningssätt och ett mjukare ledarskap. Detta kan dock kontrasteras mot att det beskrevs en förväntan om att det ska vara en viss grad av tuffhet i en militär utbildning. Vardagliga glädjeämnen var att få vistas i naturen, möjligheten att få åka på internationell tjänst, kamratanda och att ha möjlighet att förändra något i samhället. Irritationsmoment var oro för utbildningens krav och för examinationer.

  • 54.
    Wallenius, Claes
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Brandow, Carina
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Berglund, Anna Karin
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Jonsson, Emma
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Anchoring Sweden’s Post-conscript Military: Insights From Elites in the Political and Military Realm2019In: Armed forces and society, ISSN 0095-327X, E-ISSN 1556-0848, Vol. 45, no 3, p. 452-471Article in journal (Refereed)
    Abstract [en]

    The universal nature of conscription ties or anchors broad segments of society to the military. What happens to societal anchoring after the draft ends? Using in-depth interviews with two groups of elites, this article explores factors that promote and hinder the Swedish Military’s societal anchoring post-conscription. The first group consisted of 18 executives at the Swedish Armed Forces (SAF) headquarters with strategic positions in relation to societal anchoring. The second group consisted of 15 representatives from the corresponding political level: members of the parliamentary Committee on Defense and their officials. The interviews were semistructured and analyzed according to a grounded theory-inspired approach. Main themes concerning obstacles were the public’s low interest and dated knowledge, an unclear political debate resulting in vague expectations concerning the SAF, as well as unclear responsibility for informing the public, and confidence gaps between the military and the political elite.

  • 55.
    Wallenius, Claes
    et al.
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Brandow, Carina
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Jonsson, Emma
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Sohlberg, Jennifer
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Österberg, Johan
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Militära professionen: Delområde: "Personalförsörjning - Rekrytering och urval" - Syntes2013Report (Other academic)
  • 56.
    Österberg, Johan
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Fors Brandebo, Maria
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Jonsson, Emma
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Wallenius, Claes
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Larsson, Gerry
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Arbetstillfredsställelse hos anställda soldater: Preliminär redovisning av en enkätstudie2012Report (Other academic)
  • 57.
    Österberg, Johan
    et al.
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Johansson, Eva
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Jonsson, Emma
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Utvärdering av förberedande militär utbildning2014Report (Other academic)
  • 58.
    Österberg, Johan
    et al.
    Swedish Defence University, Department of Leadership and Management (ILM).
    Jonsson, Emma
    Swedish Defence University, Department of Leadership and Management (ILM).
    Jag vill hellre jobba som diplomat: en studie av värnpliktiga på Arméns jägarbataljon som valt att inte söka internationell tjänst2010Report (Other academic)
    Abstract [sv]

    Den första juli 2010 gick Sverige från ett försvar baserat på plikt till ett försvar baserat på frivillighet. I och med denna förändring kan inte längre värnplikten garantera personalförsörjningen till internationella insatser. Att kunna förstå vad som bidrar till en god rekrytering av personal, såväl kvantitets- som kvalitetsmässigt, är avgörande för hur väl Försvarsmakten lyckas med personalförsörjningen. Syftet med denna studie var att få en djupare förståelse för faktorer som bidrar till valet att inte söka internationell tjänst hos värnpliktiga jägarsoldater. Lika viktigt som det är att identifiera faktorer som bidrar till ett vidare engagemang i Försvarsmakten, lika viktigt är det att belysa faktorer som synes påverka individens val att inte söka internationell tjänst. Resultaten visade att skälen till att inte välja att söka internationell tjänst kan förstås utifrån en huvudkategori, Andra planer, samt fem omgivande faktorer.

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  • 59.
    Österberg, Johan
    et al.
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Jonsson, Emma
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Recruitment to international military service: The officers' view2012In: New wars, new militaries, new soldiers: Conflicts, the Armed Forces and the soldierly subject / [ed] Gerhard Kümmel och Joseph Soeters, Bingley: Emerald Group Publishing Limited, 2012, p. 233-245Chapter in book (Refereed)
  • 60.
    Österberg, Johan
    et al.
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Jonsson, Emma
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    The attractiveness of the Swedish Armed Forces2015In: The attractiveness of 6 western Forces among young people: P. Manigart (Chair), 2015Conference paper (Refereed)
  • 61.
    Österberg, Johan
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Jonsson, Emma
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Berglund, Anna Karin
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Officer recruitment in Sweden: Enhancing the process2017Conference paper (Other academic)
    Abstract [en]

    In the recruitment process for the three-year officer program (OP), it is a big dropout in the period from application to the start of the program. Because of this is, the OP has not been fully manned since 2008. To supply the Swedish Armed Forces with a sufficient number of officers are a priority and henceforth the SAF have a need for increasing the numbers of officers. Furthermore, a large number of retirements within the officer corps have also reduced the numbers of officers. In order to increase recruiting efficiency and increase the proportion of individuals who complete the entire recruitment process to OP, a project was launched at the Swedish Defence University designed to evaluate the recruitment into, and dropouts from the OP. Results carried out under the project shows that the earlier people jump out of the recruitment process, the older and more academically educated, they tend to be. Further, the results show that personal contact from officers and cadets already in the system has a positive relation on people’s willingness to complete the recruitment process. The project implemented a different recruitment strategy in 2016, the outcome showed that the percentage of applicants who started the program was higher than before, and the dropout rate was lower than ever.

  • 62.
    Österberg, Johan
    et al.
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Jonsson, Emma
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Berglund, Anna Karin
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Officer recruitment to the Swedish Armed Forces: A critical issue2015In: ERGOMAS: Program and abstracts / [ed] T. Szvircesv Tresch (Chair), 2015Conference paper (Refereed)
  • 63.
    Österberg, Johan
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Jonsson, Emma
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Berglund, Anna Karin
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Pridobivanje častnikov - izboljševanje procesa: Officer Recruitment - Improving the Process2018In: Sodobni vojaški izziv / Contemporary Military Challenges, ISSN 2232-2825, Vol. 20, no 2, p. 23-35Article in journal (Refereed)
    Abstract [en]

    The only way to become an officer in Sweden is to complete the three-year Officers’ Programme (OP). In the selection process for the OP, there is a large gap between the number of applicants and the number of individuals who start the programme. One consequence of this is that the OP has not been fully manned since 2008, thus leaving the Swedish Armed Forces (SAF) with a shortage of officers. Manning the SAF with sufficient officers with the right qualifications is a priority, and henceforth the number of cadets must increase. Therefore, in 2014, a project was launched with the aim of examining recruitment to and selection for the OP, as well as identifying success factors and areas of improvement. An additional ambition was to introduce measures intended to increase recruiting efficiency based on the results, and the proportion of individuals who enter the OP.

    The project led to the implementation of a different recruitment strategy in 2016 and 2017. Early in the selection process applicants were contacted by cadets already studying on the OP, and were invited to an information meeting at the Swedish Defence University. Those who were selected to start the OP were also contacted by their future platoon commanders, who provided useful information. The outcomes show that the numbers of cadets starting the OP increased, and the dropout rate during the selection process was lower than before.

  • 64.
    Österberg, Johan
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Jonsson, Emma
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Brandow, Carina
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Klockare, Ellinor
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Eriksson, Bo
    Försvarsmakten.
    Metodutveckling för effektivare rekrytering av särskilda målgrupper (MER): Slutrappport2017Report (Other academic)
    Abstract [sv]

    Försvarsmaktens (FM) och Försvarshögskolans (FHS) projekt Metodutveckling för effektivare rekrytering av särskilda målgrupper (MER) syftar till att utveckla och utvärdera aktiviteter som attraherar och rekryterar målgrupper som FM har svårt att nå via de vanliga rekryteringsmetoderna. Under 2014-2015 var kvinnor som klarat rekryttestet den särskilda målgrupp som var i centrum. Det övergripande målet med projektet var att öka antalet och andelen kvinnor som tar anställning eller tecknar avtal efter genomförd grundläggande militär utbildning (GMU). Detta skedde bland annat genom kontaktskapande och aktiviter i perioden från godkänt rekryttest via antagningsprövning och fram till GMU, det vill säga jobba med individer som visat intresse och potential för FM, vilket också är kostnadseffektivt. Kontaktskapandet och aktiviteterna bidrar till att kvinnorna känner sig inkluderade och kan skapa sig ett bättre beslutsunderlag för vidare avancemang i FM eller inte.

    Sammanfattningsvis demonstrerar projektet att det verkar vara effektivt att arbeta i rekryteringsfasen med personer som har visat intresse och potential. Projektet bidrar med ny kunskap för ökad rekryteringseffekt. Genom att utveckla metoder, mäta utfall av kontakt, arbetssätt och aktiviteter kan vi mäta rekryteringseffekt och därigenom utveckla styrande dokument, metoder samt arbetssätt. En erfarenhet är att många som söker sig till FM är osäkra på vad ett jobb i FM innebär och många söker till FM utan att veta vad de vill eller kan göra inom organisationen. De individer som kontaktas av projektet har ofta frågor som relativt enkelt kan besvaras.

    Aktiviteterna i projektet är uppskattade och anses värdefulla av deltagarna. Aktiviteterna stärker intresset för att fortsätta i rekryteringsprocessen och ta anställning eller teckna avtal i FM och undanröjer onödiga hinder för att fortsätta mot anställning/avtal.

  • 65.
    Österberg, Johan
    et al.
    Swedish Defence University, Institutionen för ledarskap och ledning, Leadership and Command & Control Division Karlstad.
    Jonsson, Emma
    Swedish Defence University, Centre for Societal Security, Leadership Concepts Division.
    Börjesson, Marcus
    Swedish Defence University, Institutionen för ledarskap och ledning, Leadership and Command & Control Division Karlstad.
    Views on an officer career: the relationship between personality, leadership expectations and perceived qualities2024In: Current Issues in Personality Psychology, ISSN 2353-4192, Vol. 12, no 1Article in journal (Refereed)
    Abstract [en]

    Background:

    The Swedish Armed Forces (SAF) have had difficulties in recruiting a sufficient amount of cadets to the officer program during the period with an all-volunteer force.

    Participants and procedure:

    Data were collected from different officer programs. 318 respondents fostered in the all-volunteer force (AVF) system completed the questionnaire and a cross-sectional design was used where cadets received a questionnaire at the beginning, in the middle and at the end of their training.

    Results:

    The results show that the informants perceived a clear distinction between leadership challenges in the short and long term. The cadets rate their practical knowledge/experience and gaining trust as most challenging in the short term, and personnel supply and reorganization in the long term. Younger cadets rate leadership challenges higher than older cadets do, which is in line with maturing as a human being and gaining more experience. Results based on personality were consistent with previous studies. Two of the future challenges for cadets, short-term leadership and knowledge challenges, showed associations with extraversion and neuroticism.

    Conclusions:

    The results illustrate important topics to be stressed during the three year long officer program, in order to prepare cadets both with knowledge and skills but also with confidence and trust. This is of particular importance as the need to increase the number of cadets graduating from the academic officer program is growing. It implies that more and more cadets will be recruited directly from the basic military training, i.e., being young with relatively low military and leadership experience.

  • 66.
    Österberg, Johan
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Jonsson, Emma
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Eriksson, Bo
    Försvarsmakten, Sverige.
    Årsredovisning 2014 - Metodutveckling för effektivare rekrytering av särskilda målgrupper2015Report (Other academic)
  • 67.
    Österberg, Johan
    et al.
    Swedish Defence University, Department of Leadership and Management (ILM).
    Jonsson, Emma
    Swedish Defence University, Department of Leadership and Management (ILM).
    Hyllengren, Peder
    Swedish Defence University, Department of Leadership and Management (ILM).
    Förhållanden som bidrar till att värnpliktiga jägarsoldater söker internationell tjänst2009Report (Other academic)
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  • 68.
    Österberg, Johan
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Jonsson, Emma
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Sohlberg, Jennifer
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Behålla soldater: En studie av ett tidvis tjänstgörande kompani samt individer som antagningsprövat2014Report (Other academic)
  • 69. Ċesnuitytė, V
    et al.
    Ferst, T
    Jonsson, Emma
    Swedish Defence University, Centre for Societal Security, Leadership Concepts Division.
    Kasearu, K
    Lillimäe, E
    Novagrockiené, J
    Salo, M
    Salminien, M
    Sederholm, T
    Steder, F
    Svensén, Sofia
    Swedish Defence University, Institutionen för ledarskap och ledning, Leadership and Command & Control Division Karlstad.
    Szviricserv Tresch, T
    Truusa, T
    Österberg, Johan
    Swedish Defence University, Institutionen för ledarskap och ledning, Leadership and Command & Control Division Karlstad.
    The present and future of conscription in Europe in the 21st century2022Conference paper (Other academic)
12 51 - 69 of 69
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