Logo: to the web site of the Swedish Defence University

"Factors Affecting Ethical Leadership” shows that the ethical behavior of leaders is the most important factor in shaping an organization’s ethical climate. Representatives from ten countries, Canada, Australia, Czech Republic, Finland, Greece, Netherlands, Slovenia, Sweden, United Kingdom and United States of America participated in the research, with six (Canada, Australia, Finland, Netherlands, Sweden and the USA) able to collect data. The goals of RTG HFM-304 included identifying the individual, situational, and organizational variables predictive of ethical leadership, developing a model of ethical leadership, and collating best practice in military ethics education amongst NATO and Partner for Peace (PfP) countries. Findings evidence that ethical leadership is strongly associated with values, in particular with value achievement (e.g., setting high standards and striving for excellence) and person-environment fit. Leaders who have the ability to address an ethical dilemma tend also to be those with high standards, a firm foundation in values (such as helping others and generosity) and belief that their institution shares these values. To engender ethical cultures and attract, train and sustain principled leaders, there is a need for military institutions to emphasize values, reinforce ethical decision-making and promote and value-informed ethical leadership from the beginning.

This narrative is an autoethnographic study of how discrimination and prejudice counteract the academic meritocratic system. In Sweden, which is one of the most gender-equal countries in the world, opposition to gender equality and prejudices against what is considered the Other can be hidden and thus reproduced in decision-making processes and structures. This narrative shows how a professorial recruitment process bypassed the meritocratic system i.e., the system in which qualifications and educational results in combination with the individual’s achievements should play the greatest role in the promotion process. This is a story about how the supposed meritocracy is twisted and manipulated within university contexts and how the “temperament” of a foreign female researcher is utilized to exclude her from entering through the coveted doors of academic departments. Different experiences, characterized by demanding conditions, have been analyzed with the help of gender theoretical perspectives, opposition to gender equality, intercultural perspectives, and a number of social psychological perspectives linked to prejudice. The description is interwoven with previous experiences from younger years, which together contribute to an increased understanding of the individual narrative and its specific context. 

En ledares förmåga att leda påverkas i stor utsträckning av yttre omständigheter. Trots detta finns få böcker som denna som behandlar ledarskap, organisationsutveckling och medarbetarskap utifrån kontextfaktorer. I särskilt fokus är organisationer som arbetar i påfrestande kontexter. Författarna beskriver hur ledarskapet påverkas av exempelvis samhällsförändringar och yttre kriser såväl som av organisatoriska problem och andra typer av faktorer som omger ledaren.

När en kris inträffar ska en organisation kunna agera snabbt. Som ledare kan det finnas många mål och perspektiv att ta i beaktande, samtidigt som beslut måste fattas – ofta under tidspress och med bristande beslutsunderlag. I boken beskrivs ledarskapsutmaningar som uppstår till följd av kontextfaktorer i kombination med krissituationers ovisshet och oförutsägbarhet. Författarna presenterar också ett antal verktyg som stöd för analys och agerande i olika situationer.

Ledarskapets kontext vänder sig till personer som studerar ämnen relaterade till krig, kris och säkerhet, men även till yrkesverksamma i insatsorganisationer som vill fördjupa sig i faktorer som påverkar ledarens förmåga att verka under svåra och ibland farliga betingelser.

In connection with Covid-19 pandemic, employers were forced to change their behavior and adjust to new working life challenges. Firstly, the pandemic became a healthcare disaster, and secondly a crisis with social and emotional consequences for workers. The purpose of this article is to investigate the presence of threats to the social self in the working life context. We are looking for shame or shame-related feelings and behaviors, which can be linked to the pandemic. The threat to the social self can be intentional or unintentional and consist of behaviors and gestures that are perceived as derogatory and in terms of bullying, violations, humiliations, harassment, or organizational changes. 

In connection with the Covid-19 pandemic, employers were forced to change their behavior and adjust to new working life challenges. Firstly, the pandemic became a healthcare disaster and secondly a crisis with social and emotional consequences for workers. The purpose of this article is to investigate the presence of threats to the social self in the working life context. We are looking for shame or shame-related feelings and behaviors, which can be linked to the pandemic. The threat to the social self can be intentional or unintentional and consist of behaviors and gestures that are perceived as derogatory and in terms of bullying, violations, humiliations, harassment or organizational changes. 

Background: Answering calls for an interactionist approach that would help clarify the complexity of organizational socialization, this study applied a person-centered analytic approach aiming to examine the role of proximal socialization outcome profiles for distal outcomes. Organizational socialization concerns the learning and adjustment process enabling newcomers to adapt to an organizational role. Proximal outcomes (or adjustment indicators) are assumed to reflect how well individuals adjust on their way to become organizational insiders, while distal outcomes reflect the ultimate organizational socialization outcomes. Thus, proximal outcomes precede distal outcomes, mediating effects of various organizational and individual socialization factors (known as antecedents) that foster the socialization process.

Method: In this study, a person-centered analytic approach was used to examine the role of proximal socialization outcome profiles for distal outcomes. Data from new police officers in Sweden (N = 430), from three time points (T0 = Application process [spring 2008], T1 = Near end of field training [end of 2010], and T2 = Near end of first work year [end of 2011]), were analyzed. First, latent profile analysis (LPA) was performed to identify proximal outcomes profiles. Then, the identified profiles were validated by a complementary analysis, which examined differences in antecedents and distal socialization outcomes among officers with different profiles.

Results: Among the new police officers, three proximal outcome profiles were identified – a vulnerable (35%), a troublesome (11%), and a successful (54%) – with profiles exhibiting distinct patterns in the proximal outcome indicators role conflict, task mastery, and social integration. Complementary analysis showed subgroup differences in some antecedents (e.g., personality and psychosocial working conditions) and distal outcomes (e.g., organizational commitment, job satisfaction, and work-related anxiety), thus emphasizing the role of personality and psychosocial working conditions in organizational socialization.

Implications: The study showed that proximal socialization outcome indicators may form profiles that characterize subgroups of newcomers following different socialization paths. Depicting how the socialization process may differ among subgroups is a significant theoretical contribution that adds nuance to traditional stage models. Findings also emphasize that both psychosocial working conditions and personality are important antecedents, which support viewing organizational socialization as an interactive process including both the individual and the environment. Accordingly, the study suggests the person-centered approach as promising for gaining new insights regarding organizational socialization processes. Further, this study indicates that the socialization process was successful for most new police officers. Still, for a fairly large proportion (i.e., the Vulnerable and Troublesome groups), the proximal outcome profiles indicated a less favourable adjustment. The differences in proximal outcome profiles suggest that the Troublesome and the Vulnerable groups struggled with somewhat different adjustment challenges, which may yield organizational challenges. From an applied perspective, the findings suggest that targeting the challenges and needs that characterize different groups of newcomers may help organizations to tailor actions facilitating learning and adjustment among newcomers. Moreover, to facilitate newcomers’ socialization, organizations may also benefit from monitoring newcomers’ experiences of their working climate as well as their personality.

Answering calls for an interactionist approach that would help clarify complex relationships among organizational socialization variables, this study applied a person-centered analytic approach aiming to examine the role of proximal socialization outcome profiles for distal outcomes. This approach is novel to organizational socialization research, contrasting the variable-centered approach dominating the field. Data from new police officers in Sweden (N = 430) were analyzed using latent profile analysis (LPA). Three proximal outcome profiles - a vulnerable (n = 151), a troublesome (n = 47), and a successful (n = 232) - were identified, with distinct patterns in the proximal outcome indicators role conflict, task mastery, and social integration. Complementary analysis showed subgroup differences in some antecedents and distal outcomes, which emphasized the role of personality and psychosocial working conditions. Thus, the findings show that proximal socialization outcome indicators may yield profiles characteristic of subgroups of newcomers who follow different socialization paths. Importantly, the findings show that a person-centered approach can add nuance to the understanding of how socialization processes differ among newcomers. While these results are promising, their generalizability to other professions and organizations remains to be investigated, which calls for continued person-centered research of organizational socialization processes.

This study uses the full-range leadership model to argue that on days when leaders engage in transformational leadership behaviors, they identify follower strengths and stimulate followers to show personal initiative. We propose that transformational leadership is related to follower work engagement and performance through follower strengths use and personal initiative. Moreover, we hypothesize that followers' personal initiative is most effective when followers use their strengths. A total of 57 Norwegian naval cadets filled out a diary booklet for 30 days (response = 72.6%; n = 1242). Multilevel modeling analyses largely supported our hypotheses. On the days when leaders used transformational leadership behaviors such as intellectual stimulation and individual consideration, followers were more likely to use their strengths and take initiative. These behaviors, in turn, predicted next-day work engagement and next-day job performance. Moreover, followers’ personal initiative was particularly related to work engagement when strengths use was high rather than low. We discuss how these findings contribute to the leadership literature by showing how leaders inspire their followers to lead themselves. In addition, we elaborate on the practical implications for leadership training.

Compulsory basic military training is characterized not only by being challenging but also by being stressful. Assuming a high frequency of perceived stress events as a negative outcome of training, this article provides evidence on how the perceived frequency of stressful situations is affected by three types of factors: (i) biological stress response variables measured by hair steroid hormone levels, (ii) personality traits measured using the Big Five personality test, and (iii) group cohesion measures in military squads. A total of 112 conscripts in 11 squads participated in the research at the beginning (T1), in the middle (T2), and at the end (T3) of compulsory basic military training. Hair steroid hormone levels (cortisol, cortisone, and dehydroepiandrosterone (DHEA)) levels were measured by liquid mass spectrometry; other data were collected using self-report questionnaires. The results of the Poisson regression analysis indicated that hair steroid hormone cortisol had a statistically significantly impact and could increase the perceived frequency of stressful situations by up to 1.317 (e(0.275), T2) times. The concentrations of other hormones (cortisone = 1.157, e(0.146), T3 and DHEA = 1.020, e(0.020), T3) also had a statistically significant effect. Other factors had a decreasing effect on the frequency. Extraversion was significant with an effect of 0.907 (e(-0.098), T2) and 0.847 (e(-0.166), T3), while task cohesion had an effect of 0.946 (e(-0.056)) and norm cohesion of 0.954 (e(-0.047)). The research indicates that the three groups of factors affect the perceived frequency of stressful situations during compulsory basic military training, but their impacts are considerably different.

Military and sport have attracted increased research interest separately as two distinctly demanding performance- and leadership-driven contexts. However, cross-contextual psychological research in leadership is lacking. Such research has potential to expose unique cross-fertilising insights into resemblances in leadership challenges among military and sport leaders, transferable to a broader range of contexts. Thus, the current study simultaneously explored high-level military and sport leaders’ real-life experiences of similarities in demanding conditions and their psychological manifestations. Sixteen participants - eight Swedish high-level military leaders and eight Swedish high-level sport leaders, participated in the study. Using a qualitative inductive cross-contextual design enabled in-depth knowledge and transferability. A reflexive thematic analysis (RTA) of sixteen interview transcripts generated four common themes of demanding conditions: (1) Developing organisations: Leading under an extensive workload and responsibility, (2) Managing destructive superiors and subordinates: Standing up for oneself, (3) Taking care of the minds and moods of others: Leading deliberated difficult conversations, and (4) Periods of extreme concentration: Leading critical coordination, decisions, and timing. The findings tie high-level military and sports leaders together into a high-stress and high-stakes leader role invoked to manoeuvre a complex buildup of demanding conditions. Implications are presented.

Det är i de mest extrema situationer vi ofta finner människans mest onda och grymma handlingar. Men det är även där individer ofta uppvisar tapperhet, lojalitet och osjälviskt riskerar sitt eget liv för att hjälpa andra. När vi kan förstå mänskliga reaktioner i extrema situationer blir vi bättre rustade att fungera i dem, men också att förstå många fenomen vi omges av i vardagen. Stridens psykologi tar bland annat upp psykologiska aspekter på ondska, våldsutövning, fångenskap, tortyr och att möta döden. Men den diskuterar också coping, överlevnad och vägen tillbaka efter att ha upplevt extrema situationer, såsom krig. Boken tar sin utgångspunkt hos soldater i strid. Resonemangen är dock tillämpbara även för andra yrkesgrupper som regelmässigt arbetar i extrema situationer eller möter människor i kris såsom poliser, brandmän, sjukvårdspersonal, psykologer och präster. Men kriser drabbar inte bara yrkesfolk. Över 80 procent av oss kommer under vår livstid att uppleva något potentiellt traumatiserande, och denna bok kan göra dig bättre rustad att hantera det

This book taps into discussions about social vulnerability, empowerment, and resistance in relation to disaster relief and recovery. It disentangles tensions and dilemmas within post-disaster empowerment, through a rich ethnographic narrative of the work of Occupy Sandy in Rockaway, New York City, after Hurricane Sandy in 2012. It details both a remarkable collaborative relief phase, in which marginalized communities were empowered to take active part, as well as a phase of conflict and resistance that came about as relief turned to long-term recovery.

This volume particularly aims to understand how community empowerment processes can breach pre-disaster marginalization in the aftermath of disasters. It connects with broader emancipatory literature on dilemmas involved in empowerment ‘from the outside’. In a future of potentially harsher climate related disasters and increased social vulnerability for certain communities, this book contributes to a full and nuanced understanding of community empowerment and vulnerability reduction.

This book will be of interest to sociologists, anthropologists, geographers, political scientists, and urban studies researchers, as well as undergraduate and postgraduate students interested in disaster management, disaster risk reduction, social vulnerability, community empowerment, development studies, local studies, social work, community-based work, and emancipatory theory.

Personnel selection research has seen an increasing interest in integrity tests. Although these tests have been found to predict a variety of workplace criteria, a long-standing criticism of integrity tests is their criterion-focussed nature. A construct-oriented approach to integrity test development involves identifying important elements of integrity and developing content to reflect those elements. Drawing upon earlier attempts to define integrity, this paper conceptualizes integrity as a behavior, and elaborates on two definitional elements, nature of standards and their referent. Undertaking a content analysis of the high-level codes of conduct of 13 military nations, this paper illustrates the application of an approach to defining integrity for use in the military context. It includes a discussion on the operationalization of integrity for assessment purposes, highlighting considerations that must be given to all aspects of the assessment development process.

The crisis triggered by Covid-19 has exposed the interdependencies of modern society and sparked interest in local response to protracted and complex crisis situations. There has been a growing awareness and interest in the key roles of political and professional stakeholders, their emotional regulation and how they influence team performance and outcomes in dealing with uncertainty and complex crisis situations. While cognitive and behavioral aspects of crisis leadership are well researched, less is understood about how one can mitigate negative emotions, instill trust, or restore public faith and support of security forces and emergency response teams during crises. In addressing this gap, we propose a simplified conceptual roadmap for research and training of local crisis leadership. In this, we emphasize complex problem solving, team interaction, team context and technology and team training design. These four factors represent significant barriers if neglected. On the other side, they may be considerable force multipliers when better understood and managed. We suggest how seven research and training questions could be linked to the four conceptual factors and guide an evidence-based approach to develop local crisis leadership.

Naval officers must through leadership act well under pressure and be able to develop mature teams. This requires social competence, empathic skills, and a respectful approach to those around you that ensures closeness and durable interaction. Use of safe, free-play cadet-led activities is paramount. Two invariable requirements are set for each cadet – action and justification. Research shows that the Naval Academy’s leadership development program has the desired effect.

Based on the impact of the theoretical big five of teamwork model proposed by Salas et al. (2005), the present study aimed at investigating the model within an operational police simulation. One hundred and sixty-seven frontline police officers participated in the study. Based on path analyses, a reduced model excluding trust and leadership obtained a good fit with the data.

The results provided some support for the model by confirming six out of 10 proposed direct effects and four out of seven indirect pathways. Shared mental models directly affected team adaptability, and backup behavior affects adaptability and team effectiveness. Team orientation affects mutual performance monitoring and backup behavior, and finally, reciprocal monitoring affects backup behavior. Monitoring influenced both team effectiveness and adaptability through backup behavior. Two paths from team orientation towards effectiveness were found. One flowing through monitoring and another through back-up behavior. Our study expands former knowledge of the big five theory by empirically testing the totality of the model and identifying important pathways.

Burnout was originally conceptualized based on experiences of new professionals. Role clarity, task mastery, and social acceptance are recognized as key resources enabling new professionals’ management of the challenges of the new profession. However, relations between these resources and stress, strain, and burnout have not yet been thoroughly investigated at professional entry. Increased understanding of these relations could have implications for strategies to prevent burnout. The aim of the study was to investigate within- and between-individual effects over the first months and relations to burnout at one-year post-entry. Data (n = 322) was collected weekly over the first 13 weeks and again 9 months later. Relationships were modelled using a multilevel regression model and correlation analysis. Results showed that on weeks when participants experienced higher role clarity, task mastery, and social acceptance, they reported significantly less stress, and that participants who experienced higher levels of the resources in general, reported significantly less strain. Levels of the resources at three months were related to symptoms of burnout at 12 months. The study findings provide support of the role of task mastery, role clarity, and social acceptance as resources buffering the impact of demands at professional entry on experiences of stress, strain, and burnout.

In early 2020, decision makers in Stockholm were concerned that intensive care units (ICUs) would fill up because of the massive spread of the coronavirus. Therefore, they decided that a group of doctors, a construction company and the Swedish Armed Forces would build a temporary hospital inside an exhibition hall. Using field study observations and in-depth interviews, this study investigates the role of boundary spanners and leadership in crisis management and team learning. Two types of boundary spanners were prevalent: the 'Leader' and the 'Expert', and together they are crucial for successful crisis management, and for team learning. This study contributes to filling a gap in research regarding the role of boundary spanners in team learning within and across teams. Results show that research into boundary spanners and team learning can use the variables in Edmondson's team learning model for thematic data analysis, and to describe and understand how boundary spanners can contribute to learning within and across teams, when collaborating in the mutual management of crises.

Whereas previous research has focused on the link between (mental and physical) workload and task performance, less is known about the intervening mechanisms influencing this relationship. In the present study, we test the moderating roles of daily recovery and total sleep time in the relationship between work pressure and daily task performance. Using performance and recovery theories, we hypothesized that (a) work pressure relates positively to daily task performance, and that both (b) daily recovery in the form of psychological detachment and relaxation, and (c) total sleep time independently enhance this relationship. Our hypotheses were tested in a 30-day diary study with 110 officer cadets on a cross-Atlantic voyage on a Naval sail ship. The results of multilevel modeling lend support to all three hypotheses. Taken together, our findings suggest that recovery and sleep duration between shifts play a key role in the relationship between daily work pressure and task performance. We discuss the implications of these findings for the stressor-detachment model.

This article explores how women in top leader positions navigate between the two contradictory cultures of masculinity and femininity and, in particular, if and how these positionings and negotiations develop over time. Drawing on working-life biographical interviews with women on the top of organizational hierarchies within the crisis management systems in the Nordic countries, the article illustrates women top leaders relating to norms of masculinity and femininity, demonstrating how these have shaped their roles as top leaders, and how these have shifted along their careers. It shows how, in the beginning of their careers, women in organizations marked by cultures of masculinity conform to these gendered norms, while in their roles as top leaders, they do gender differently and assume roles as change agents. The findings suggest that processes of navigation between organizational cultures of masculinity and societal cultures of femininity can be better understood when individual experiences are situated within their gendered social and cultural expectations.

Kriget i Ukraina har redan fått många återverkningar, även i samhällen som inte direkt skakas av de fruktansvärda krigshandlingarna. I traditionella och sociala medier funderar människor kring vad som skulle hända om det blev krig i Sverige och hur detta skulle påverka vår vardag och våra relationer. En ofta förbisedd fråga i detta sammanhang är relationen mellan människor och djur. I denna artikel diskuteras hur totalförsvaret som samhällsorganisation och verksamhet kan utmanas av 2020-talets normer om förhållandet mellan människor och djur och djurs status som säkerhetssubjekt. Mot bakgrund av den traditionella totalförsvarstanken presenterar vi ett antal områden där djurens relationer med människor kan tänkas väcka frågor och komma i konflikt med delar av totalförsvaret: synen på säkerhet, juridiken i kris och krig samt utvecklingen av den sociala relationen mellan människor och djur. Artikeln avslutas med tankar kring hur ett totalförsvar som inkluderar djur skulle kunna se ut samt kring hur dagens totalförsvar i så fall skulle behöva förändras.

Background 

Empirical research on shared mental models (SMM) in virtual environments are almost non-existent. Pre-hospital emergencies presents an opportunity to examine team processes in virtual teams because the dispatcher is geographically separated from the ambulance and at the same time plays a significant role in coordinating, organizing, obtaining, evaluating, and conveying relevant information to the deployed ambulance. The present study aimed at mapping team behavior and cognition in critical real-life emergency medical missions based on the concept of SMM. 

Methods 

By investigating the frequencies of coordinating mechanisms and team competencies based on voice recordings from real-life missions, differences in team behavior between low and high-complexity missions were investigated. 

Results 

Lower frequencies of team competencies and coordinating mechanisms were found in high compared to low-complexity missions. The results showed a different profile in communication between high and low-complexity missions with more frequent use of both coordinating mechanisms and team competencies in low-complexity missions. Furthermore, the profiles revealed that SMM and closed loop communication were the only coordinating mechanism used, and leadership and team orientation were the only competencies exercised. 

Conclusion 

It was concluded that the lack of visual input of a team member during team interaction could lead to team process loss due to a breakdown of the team into sub-units. Potential improvement of team behavior is discussed within the SMM framework. 

In recent decades there has been an increased emphasis on non-technical skills in medical teams. One promising approach that relates teamwork to medical efficiency is the theory of Shared Mental Models (SMM). The aim of the present study was to investigate the suitability of the Shared Mental Model approach for teamwork between operators in emergency medical communication centers and the first line ambulance personnel in real-life settings. These teams collaborate while working from geographically dispersed positions, which makes them distinct from the kinds of teams examined in most previous research on team effectiveness. A pressing issue is therefore whether current models on co-located teams are valid for medical distributed teams. A total of 240 participants from 80 emergency medical teams participated in the study. A team effectiveness model was proposed based on identified team coordinating mechanisms and the “Big five” team processes. Path analyses showed that SMM was positively associated with team effectiveness (i.e., performance satisfaction and situational awareness) and negatively related to mission complexity. Furthermore, the coordinating mechanisms of SMM and Closed Loop Communication was positively related to “Big five” team scores. However, no effects were found for the “Big five” team processes on effectiveness, which could indicate that the model needs to be adjusted for application to geographically dispersed teams. Possible implications for team training of distributed emergency response teams are discussed.

This study aimed to explore how facilitators of group dynamic and structured leadership courses cope with difficult situations during the course, and to relate their coping strategies to general individual characteristics and situation-specific appraisals. The study group consisted of facilitators of two of the most widespread leadership courses in Sweden: 110 facilitators of the course Understanding Group and Leader (UGL) and 111 facilitators of Developmental leadership (DL). A web-based questionnaire included descriptions of two difficult interpersonal course situations and questions on personality, general leadership style as well as situation-specific appraisal and coping. Three coping strategies were identified (factor analyses): Focus on course structure, Focus on psychological safety and Focus on own reflection. These factors were positively correlated. Weak associations were observed between the coping strategies and personality and general leadership style. Situation-specific appraisals covaried more strongly with the coping strategies. The findings suggest that reflection based on these coping strategies can lead to increased self-awareness and self-confidence on part of the facilitator. The findings may also help leadership course facilitators to cope more effectively, which in turn creates trust in the group that they are leading. The study contributes to the understanding of a limited research area; how leadership course facilitators cope with difficult course situations. The results provide guidance on how to cope more effectively. Practical implications include aspects to focus on in the training of leadership course facilitators.

Syftet med denna rapport är att redovisa en litteraturgenomgång gjord i juli 2023 i databaserna PsycInfo och ERIC kring begreppen självkännedom och självledarskap i första hand, och begreppen empati och kommunikationsförmåga i andra hand, samt att relatera analysens resultat till hur ledarskapsövningen ”Ledarskap och Självkännedom” (LoS) kan vidareutvecklas. Litteraturgenomgången kring självkännedom och självledarskap kom i stor utsträckning att baseras på tre aktuella meta-analyser. Inom såväl självkännedom som självledarskap framkom ett antal teoretiska aspekter som kan berika LoS i sin nuvarande form. Vidare framkom att begreppet självledarskap är teoretiskt tveksamt ur ett LoS-perspektiv. Däremot kan interventioner som lyfts fram inom litteratur om självledarskap vara värdefulla för LoS men då relaterade till deras ursprungliga källor. Risker med överdriven introspektiv reflektion, mindfulness med mera behöver beaktas vid urval av övningar i en reviderad LoS. Litteratursökningen relaterad till empati och kommunikationsförmåga gav ingen grund för revision av LoS i dessa avseenden. Slutligen påtalas behov av att revidera befintlig handledarmanual för LoS med denna rapport som grund, liksom behov av handledarutbildning och utvärdering av utfall av en reviderad LoS.

FHS möts regelbundet av frågor från UL handledare. Syftet med denna PM är att ge svar och kommentarer till dessa frågor. Det handlar främst om frågor som inte direkt går att besvara med hjälp av den befintliga handledarpärmen. Det övergripande syftet är att stärka handledarna i samband med deras utbildningar. Ambitionen är att uppdatera denna PM när ett antal nya frågor dykt upp. Texten förutsätter god förtrogenhet med den teoretiska Ledarskapsmodellen och med gällande handledarpärm. Ordningsföljden mellan frågorna följer ingen systematik. De kommer i den följd jag fick ta del av dem.

Purpose

This paper aims to systematically review the extant research on social psychological aspects of civil-military inter-organizational collaboration, particularly in a total defense context.

Design/methodology/approach

A systematic scoping studies review was performed. Peer-reviewed articles were searched in PsycInfo and Sociological Abstracts. Inclusion criteria were met by 25 articles.

Findings

Four higher-order categories with underpinning categories were derived in the analysis. They were modeled as follows: antecedent conditions affect, informal processes and practical efforts, which, in turn, affect inter-organizational trust and collaboration. These higher-order categories are all influenced by formal organizational aspects and the society in which they are found.

Research limitations/implications

The existing literature covering the chosen study focus is limited. Further studies are needed and the presented model can serve as a road map. Practical implications A series of questions derived from the categories of the model is presented. The questions are included as a tool for practical reflection for collaborating actors in common education, training or exercise settings or in after-action reviews.

Originality/value

The focus on social psychological aspects of civil-military inter-organizational collaboration, particularly in a total defense context, is new. The suggested relationship between superior themes adds knowledge to a research field dominated by sociological and political science approaches.

Purpose – The Indirect Leadership Questionnaire (ILQ) is constructed to measure important parts of a theoretical model of indirect leadership to be used in leadership courses for high-level managers. The ILQ consists of 15 model-derived items plus extra space that provides for free-text comments. This study aims to evaluate the psychometric properties of the ILQ, its predictive power and practical usefulness in indirect leadership courses and to evaluate the indirect leadership model in the light of new data.

Design/methodology/approach – The study sample consisted of 225 higher managers and 6–10 of their subordinates (total: 1,703). The latter were working at least two hierarchical levels below their higher manager. The managers made self-ratings, and the subordinates rated their respective higher manager using the ILQ.

Findings – Results showed that the ILQ has acceptable psychometric properties in terms of dimensionality(two model-compatible factors were obtained), reliability, discriminability and predictive power. Previousproblems with many “Don’t know” responses from subordinates working two or more hierarchical levels below their higher manager were considerably reduced. A qualitative analysis of the free-text responsess howed that indirect leadership behaviors that can be seen as inspirational influence and communication skills should be more emphasized in future indirect leadership courses. The leaders’ personality, task-related competence and performance-orientation were also highlighted more than in the indirect leadership model.

Research limitations/implications – It was concluded that the ILQ is a useful tool in indirect leadership courses but that it is too limited to be used as a basis for theory development of indirect leadership.

Originality/value – The ILQ has acceptable psychometric properties and provides an easy-to-use tool togain practical, usable knowledge of the “how’s” of indirect leadership

Purpose

The study represents a theory-based leadership approach in exploring the subordinate's perceptions of leadership behaviors in relation to age, gender and type of work environment. The aim was (1) to compare subordinates' ratings of their respective leaders' leadership behaviors based on of the leaders' age and gender, controlling for type of work environment and (2) to analyze the relationship between the subordinates' ratings of their leaders' leadership behaviors and their ratings of the outcome of these leadership behaviors.

Design/methodology/approach

Data were collected using the Developmental Leadership Questionnaire (DLQ) from a sample of Swedish leadership course participants (n = 10,869) and their respective subordinates (n = 97,943). The DLQ measures leadership behaviors designed to reflect the following leadership styles: developmental leadership, conventional-positive leadership, conventional-negative leadership and destructive leadership.

Findings

Results showed that older leaders (51 years or older) were rated less favorably than younger (29 years or younger) and mid-aged leaders. Female leaders received more positive ratings than male leaders. A 3-way analysis-of-variance showed strong main effects for age, gender, and type of work environment and no significant interaction effects. A significant model with high equivalents of R2 coefficients (Cox and Snell, 1989; Nagelkerke, 1991) was obtained in a logistic regression analysis. Developmental leadership and conventional-positive leadership made significant positive contributions to the subordinates' ratings of the outcome of their leaders' leadership behaviors. Destructive leadership behaviors contributed negatively to the outcome ratings.

Research limitations/implications

Weaknesses include the cross-sectional study design. The large sample size is a strength, and the results have novel implications for leadership theory related to subordinates' view on leadership.

Practical implications

Counter-stereotype age and gender findings may have implications for organizational decisions and processes regarding selection of managers. Development programs are suggested for all categories but for older, male leaders with a focus on reducing their use of leadership behaviors perceived negatively by their subordinates, whereas younger female leaders should be encouraged to continue to develop their positive leadership behaviors.Originality/valueThe theory-based approach on subordinates' perceptions of leadership behaviors with a simultaneous focus on age, gender and type of work environment, based on a large-scale data set, is new.

The aim was to: (1) identify individual profiles in young men regarding personality and cognitive appraisal style employing easy-to-use instruments, and (2) to explore how such profiles relate to biological stress indicators. The sample consisted of 173 male Lithuanian conscripts. An assessment was made after one month into their basic military training. Levels of cortisol, cortisone and testosterone were established through analysis of hair samples. Psychological assessments included the Big Five model of personality as well as cognitive appraisal style and perceived stress during the previous month of service. Four unique personality profiles were identified in a cluster analysis that differed significantly as theoretically expected on the Perceived Stress Scale. Statistically significant between-profile differences were found on cortisol and cortisone but not on testosterone. The personality profile with the highest scores on all three biological markers was characterized by high scores on Extraversion and Openness and low scores on Agreeableness. Second, three distinct cognitive appraisal style profiles emerged. They were related as theoretically expected to perceived stress, but they were unrelated to the hair steroid hormone concentration levels. Third, the combination of the most psychologically vulnerable personality profile, which included low scores on Emotional stability, and the most stressed cognitive appraisal style profile, yielded the clearest result and showed that it was possible to detect individuals with significantly higher stress-related hair steroid hormone levels using psychological instruments. Practical potential implications include identification of individuals who are most psychologically vulnerable and in need of close monitoring.

This study investigates the relationship between moral stress reactions and resulting coping efforts in severely morally challenging situations. Long-term positive reactions and post-traumatic stress disorder (PTSD) indicators following morally challenging situations are also studied. The sample consisted of cadets and officers (n = 332) from Norway and Sweden. Long-term positive reactions were found to be associated with limited moral stress reactions during the challenging episode and frequent use of acceptance and positive reappraisal coping strategies. Long-term high scores on a PTSD indicator scale covaried with high scores on Openness, a strong moral stress reaction, and frequent use of instrumental coping strategies. The main conclusion is that the immediate moral stress reaction and coping strategies following morally challenging situations appear to be related to both positive long-term reactions and to indicators of PTSD.

Our first aim was to explore the relationship between daily uplifts, daily hassles, and coping styles the first year after returning from international military missions and post-deployment work, family, and private reintegration in military veterans. Our second aim was to identify individual patterns regarding daily uplifts, daily hassles, and coping styles and to explore how they relate to the above-mentioned aspects of post-deployment reintegration. Questionnaire responses were received from 446 Swedish military veterans. Regression analyses showed that daily hassles and an escape-avoidance coping style made significant contributions in the predicted, negative direction to the amount of explained variance on reintegration indicator scales. A high level of perceived threat during the last mission also contributed to more negative integration. Using a person-centered approach, three unique profiles of response patterns were identified using a cluster analysis based on the uplift, hassles, and coping style scores. One profile was labeled “resilient and well-functioning”; its members showed favorable reintegration scores. A second profile was called “ambitious and struggling.” These individuals scored medium-high on the reintegration scales. The third profile consistently indicated the least favorable reintegration scores and was labeled “worried and avoidant.” The results confirm and deepen our existing knowledge.

Purpose

The purpose of this study was to develop an easy-to-use, theoretically well-founded and psychometrically sound assessment tool of the concept co-workership.

Design/methodology/approach

Firstly, inductively generated examples of favourable and unfavourable co-worker behaviours were collected, clustered and then expressed as frequency-based Likert-type scale items. Data were obtained from 825 Swedish white collar workers and military personnel. A factor analysis (principal axis factoring with oblique rotation) resulted in a seven-factor solution built up by 30 items and forming the instrument Co-Worker Questionnaire (Co-Worker Q).

Findings

The factors have a strong resemblance to the content of dominating models of leadership, followership, organizational citizenship behaviour and leader–member exchange. The factor scales had relatively high reliability (high Cronbach’s alpha coefficients and low standard errors of measurement). Regarding discriminability, women scored more favourably on five of the factors, men on one factor and age differences were noted on two factors.

Research limitations/implications

Shortcomings include the lack of data on possibly related aspects including person factors, such as personality and socio-economic status, and contextual factors such as more detailed data on the type of work environment and organizational culture.

Practical implications

The instrument has an easy-to-use format and can be used in organization development interventions with a co-workership focus and in individualized coaching or mentoring programmes.

Originality/value

The co-workership concept has so far mainly been used in the Nordic countries. The development of the Co-Worker Q opens up for broader applications.