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Arbetsrelaterad Identitetsutveckling efter Organisationsförändring ur ett Medarbetarperspektiv

Kjellnäs, Linda LU (2014) PSYK01 20131
Department of Psychology
Abstract
The aim of this study was to explore co-workers’ approach to organizational change and the meaning of those changes related to their own work-related identity development. Semi-structured interviews were conducted with five co-workers from five different organizations who had experienced major organizational change. Thematic analysis was used to analyze the data, and six main themes were identified: Need of control, Need of supporting manager, Need of continued cooperation, Need of being needed, Need of continued learning and Need of survival.
The five co-workers described loss of control, the importance of confidence in their manager, the importance of cooperation, the importance of learning together with the importance of feelings of... (More)
The aim of this study was to explore co-workers’ approach to organizational change and the meaning of those changes related to their own work-related identity development. Semi-structured interviews were conducted with five co-workers from five different organizations who had experienced major organizational change. Thematic analysis was used to analyze the data, and six main themes were identified: Need of control, Need of supporting manager, Need of continued cooperation, Need of being needed, Need of continued learning and Need of survival.
The five co-workers described loss of control, the importance of confidence in their manager, the importance of cooperation, the importance of learning together with the importance of feelings of being needed and surviving. They considered their manager to have an important role in order to create meaning of the organizational change. The importance of values was described clearly. The co-workers reported worry, uncertainty, rumination and existential questions as consequences of the change, but also that the change has stimulated private reflections on their work-related identity. All five co-workers from the five different organizations have expressed uncertainty resulting in reduced work-related wellbeing. To support the individual's identity development thus consists of reducing uncertainty through satisfying the fundamental needs of the co-workers in terms of guarding their sense of security, and belongingness. (Less)
Abstract (Swedish)
Studiens syfte var att studera hur medarbetare förhåller sig till organisationsförändringar och vilken betydelse sådana förändringar har för den egna arbetsrelaterade identitetsutvecklingen. Semistrukturerade intervjuer genomfördes med fem medarbetare från fem olika organisationer med erfarenhet av att genomgå förändringar. Intervjumaterialet analyserades med tematisk analys, vilket resulterade i sex huvudteman: Behov av kontroll, Behov av stöttande chef, Behov av fortsatt samarbete, Behov att vara behövd, Behov av fortsatt lärande och Behov att överleva. De fem medarbetarna beskrev förlust av kontroll, betydelsen av förtroende för chefen, betydelsen av samarbete, betydelsen av lärande samt känslor av att vara behövd och överleva. De... (More)
Studiens syfte var att studera hur medarbetare förhåller sig till organisationsförändringar och vilken betydelse sådana förändringar har för den egna arbetsrelaterade identitetsutvecklingen. Semistrukturerade intervjuer genomfördes med fem medarbetare från fem olika organisationer med erfarenhet av att genomgå förändringar. Intervjumaterialet analyserades med tematisk analys, vilket resulterade i sex huvudteman: Behov av kontroll, Behov av stöttande chef, Behov av fortsatt samarbete, Behov att vara behövd, Behov av fortsatt lärande och Behov att överleva. De fem medarbetarna beskrev förlust av kontroll, betydelsen av förtroende för chefen, betydelsen av samarbete, betydelsen av lärande samt känslor av att vara behövd och överleva. De menade att chefen hade en viktig roll för att skapa mening med förändringen. Vikten av värderingar blev tydlig. Medarbetarna beskrev oro, ovisshet, grubbel och även existentiella frågor som konsekvenser av förändringen, men också att de fått anledning till personliga reflektioner över sin arbetsrelaterade identitet. Samtliga fem medarbetare från de fem olika organisationerna har uttryckt ovisshet och att den innebär minskat arbetsrelaterat välmående. Att främja individens identitetsutveckling består då i att minska ovissheten genom att tillfredsställa medarbetarnas grundläggande behov i form av att värna deras känsla av trygghet och samhörighet. (Less)
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author
Kjellnäs, Linda LU
supervisor
organization
course
PSYK01 20131
year
type
M2 - Bachelor Degree
subject
keywords
organization, change management, work-related identity development, co-worker, organizational change, individual, medarbetare, organisationsförändringar, arbetsrelaterad identitetsutveckling, förändringsledning, organisation, individ
language
Swedish
id
4533807
date added to LUP
2014-07-08 14:37:34
date last changed
2014-07-08 14:37:34
@misc{4533807,
  abstract     = {The aim of this study was to explore co-workers’ approach to organizational change and the meaning of those changes related to their own work-related identity development. Semi-structured interviews were conducted with five co-workers from five different organizations who had experienced major organizational change. Thematic analysis was used to analyze the data, and six main themes were identified: Need of control, Need of supporting manager, Need of continued cooperation, Need of being needed, Need of continued learning and Need of survival.
The five co-workers described loss of control, the importance of confidence in their manager, the importance of cooperation, the importance of learning together with the importance of feelings of being needed and surviving. They considered their manager to have an important role in order to create meaning of the organizational change. The importance of values was described clearly. The co-workers reported worry, uncertainty, rumination and existential questions as consequences of the change, but also that the change has stimulated private reflections on their work-related identity. All five co-workers from the five different organizations have expressed uncertainty resulting in reduced work-related wellbeing. To support the individual's identity development thus consists of reducing uncertainty through satisfying the fundamental needs of the co-workers in terms of guarding their sense of security, and belongingness.},
  author       = {Kjellnäs, Linda},
  keyword      = {organization,change management,work-related identity development,co-worker,organizational change,individual,medarbetare,organisationsförändringar,arbetsrelaterad identitetsutveckling,förändringsledning,organisation,individ},
  language     = {swe},
  note         = {Student Paper},
  title        = {Arbetsrelaterad Identitetsutveckling efter Organisationsförändring ur ett Medarbetarperspektiv},
  year         = {2014},
}