Attraktivitetens dynamik : studier av förändringar i arbetets attraktivitet
This thesis takes a point of departure in the problems to recruit and retain personnel in woodworking companies. Companies, actors of society and researchers started with the ambition to create work which people, especially young ones, would like to have and where employees want to stay. The researc...
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| Format: | Doctoral Thesis |
| Language: | Swedish |
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KTH, Industriell ekonomi och organisation (Inst.)
2007
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| Online Access: | http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-4401 http://nbn-resolving.de/urn:isbn:978-91-7178-683-8 |
| Summary: | This thesis takes a point of departure in the problems to recruit and retain personnel in woodworking companies. Companies, actors of society and researchers started with the ambition to create work which people, especially young ones, would like to have and where employees want to stay. The research has been carried out within the att…-project in collaboration between Dalarna University and National Institute for Working Life. The primary purpose was to create deeper understanding of characteristics of attractive work. A distinction has been made between on the one hand what makes work attractive, and on the other hand changes of the attractiveness. The empirical problem with recruitment was a starting point, followed by an interaction between theory and empiricism. The relation to practioners can be described as interactive with usefulness in focus. Questionnaires, group discussions and interviews, as well as informal conversations, have been used in five separate studies. The attractiveness of work depends on the individual’s estimation of the totality of work based upon her/his life situation. Characteristic for attractive work is that it is dynamic and comparative. Positive factors of work are related to other employments or to the idea of attractive work. A model of attractive work which represents an overall picture regarding what makes work attractive contains about 80 qualities in 22 dimensions. One finding is that changes in one dimension influences other dimensions. Another finding is that changed estimations of work depends both on changed valuation of the importance of different aspects of work, and on changed conception of the aspects. It is not enough to do a single effort aimed at retaining and recruiting personnel since the attractiveness of work is dynamic and comparisons are made with other employments. Companies must continuously do efforts for more attractive work. Existing attractive qualities that are hidden from applicants can be displayed. Other qualities can be realized and added to. Knowledge about what makes work attractive and about the dynamic of the attractiveness is valuable to create more attractive work. === QC 20100713 |
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