Browsing by Author "Paravinja, Laura"

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Det var verkligen som att man blev student igen när man började jobba
(2023-08-29) Paravinja, Laura; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
The aim of this study is to examine nurses with maximum of one year of work experience and their expectations of the profession during their education in comparison to their current perception of their work situation. The research questions address how newly graduated nurses perceive their work situation, how they experience workload compared to their expectations at the end of their education, and how they perceive expectations and treatment from their supervisors. The theoretical framework consists of Karasek and Theorell's (1990) wellestablished demand-control-support model and the theory of psychological contract. By applying these frameworks, the experiences of newly graduated nurses can be compared with previous assumptions, which could only be done after comprehensive descriptions of the interviewees' current work situations were obtained. A qualitative method was chosen, employing semi-structured interviews, to collect data from seven newly graduated nurses who are currently working in hospitals and have worked for a maximum of 12 months. A thematic analysis was conducted on the collected data, resulting in three main themes: Expectations, Work Environment and the Importance of Colleague and Supervisor Support. All interviewees provided detailed and varied responses regarding their current work situations compared to their previous expectations. The findings of the study indicate a predominance of dissatisfaction with the perceived work situation, with factors such as high workload and understaffing identified as the main contributors. Additionally, all interviewees describe their work as considerably more demanding than they had imagined. The majority of the interviewees also expressed dissatisfaction with the treatment and expectations from their supervisors as newly graduated nurses. However, a prominent and highly positive aspect highlighted by all interviewees is the perceived support from colleagues, which for some has been the primary reason for choosing to remain in their workplace despite wanting to leave.
Onboarding på distans - En kvalitativ studie om nyanställdas arbetstillfredsställelse av onboarding på distans
(2022-07-04) Wennerlöv, Evelina; Paravinja, Laura; University of Gothenburg / Department of sociology and work science; Göteborgs universitet / / Institutionen för sociologi och arbetsvetenskap
The study aims to investigate onboarding when taking place remotely from the perspective of new employees and relate their experiences to job satisfaction. A qualitative method was applied with semi-structured interviews for data collection with eight employees in different industries. The respondents' industry affiliation consisted of HR work, sales, customer service and marketing. Common to the respondents was that they started their employment during the Covid-19 pandemic and have carried out their onboarding remotely. The interview answers were coded and categorized thematically through thematic analysis and resulted in three main themes: The importance of structure, To belong to and become part of the organization and Collegial and managerial support. The study's theoretical frame of reference consisted mainly of Herzberg's motivation theory, Bauer's model for onboarding and Scott's framework for onboarding taking place remotely. The respondents gave varied and detailed answers on how their onboarding was related to job satisfaction. Results of the study show that a predominant part of the respondents had a positive experience of onboarding remotely. The structure of the onboarding and social support from both colleagues and managers proved to be the main factors for the experience of job satisfaction. The respondents with a negative experience of onboarding remotely described lower job satisfaction with a lack of both structure and social support as well as the difficulty of belonging and becoming part of the organization. For successful remote onboarding, virtual tools were important for the possibility of effective socialization. The virtual tools promoted relationship building through contact with both manager and colleagues and facilitated the opportunity for help. The interview results revealed the importance of the individual's own role during an onboarding taking place remotely. The new employee had to take responsibility and initiative to get into their work role and be socialized into the organization.