Biomedical subjects

Toni Ivergård

Publications and source records attributed to Toni Ivergård.

3 recordsLinked to original sources

PubMed2004

Self-assessed changes in mental health and employment status as a result of unemployment training.

The main question addressed in this article is: What factors in an unemployment programme serve both the individual and society? Our research focuses on background variables and process variables and how these can be assumed to affect certain dependent variables in unemployment training. The current focus is on the dependent variable "subjective assessment of the effect of the training on mental health", together with the more objective dependent variable of "employment status after training". Self-confidence, well-being, faith in the future, level of initiative and personal development have been used as indicators of self-assessed "mental health". Data were collected from an unemployment training programme in Sweden and the variables combined to create a hypothetical model. The model was statistically tested and then modified with the aid of LISREL statistics, which helps to adjust the model to statistical acceptance. The findings show that the salient factors directly related to the subjective assessment of the effect of training on mental health are gender, attitude to skills development, perceived training requirements and formal educational background. The latter relationship was negative. Of indirect importance are the level of commitment of the teacher, the satisfaction of the trainee with the process, and the level of control. The duration of previous unemployment was the only independent variable, which directly affected the employment status after the training, and this was in the negative direction. Of indirect importance for this dependent variable were training requirement, satisfaction with the process, own level of control and attitude to skills development.

Adult↗

PubMed2004

Learning at work: competence development or competence-stress.

Changes in work and the ways in which it is carried out bring a need for upgrading workplace knowledge, skills and competencies. In today's workplaces, and for a number of reasons, workloads are higher than ever and stress is a growing concern (Health Risk Soc. 2(2) (2000) 173; Educat. Psychol. Meas. 61(5) (2001) 866). Increased demand for learning brings a risk that this will be an additional stress factor and thus a risk to health. Our research study is based on the control-demand-support model of Karasek and Theorell (Health Work: Stress, Productivity and the Reconstruction of Working Life, Basic Books/Harper, New York, 1990). We have used this model for our own empirical research with the aim to evaluate the model in the modern workplace. Our research enables us to expand the model in the light of current workplace conditions-especially those relating to learning. We report empirical data from a questionnaire survey of working conditions in two different branches of industry. We are able to define differences between companies in terms of working conditions and competence development. We describe and discuss the effects these conditions have on workplace competence development. Our research results show that increased workers' control of the learning process makes competence development more stimulating, is likely to simplify the work and reduces (learning-related) stress. It is therefore important that learning at work allows employees to control their learning and also allows time for the process of learning and reflection.

Adult↗

PubMed2004

Towards a learning networked organisation: human capital, compatibility and usability in e-learning systems.

In all parts of organisations there flourish developments of different new subsystems in areas of knowledge and learning. Over recent decades, new systems for classification of jobs have emerged both at the level of organisations and at a macro-labour market level. Recent developments in job evaluation systems make it possible to cope with the new demands for equity at work (between, for example, genders, races, physical abilities). Other systems have emerged to describe job requirements in terms of skills, knowledge and competence. Systems for learning at work and web-based learning have created a demand for new ways to classify and to understand the process of learning. Often these new systems have been taken from other areas of the organisation not directly concerned with facilitating workplace learning. All these new systems are of course closely interrelated but, in most organisations, a major problem is the severe lack of cohesion and compatibility between the different subsystems. The aim of this paper is to propose a basis for how different human resource systems can be integrated into the business development of an organisation. We discuss this problem and develop proposals alternative to integrated macro-systems. A key element in our proposition is a structure for classification of knowledge and skill to be used in all parts of the process. This structure should be used as an added dimension or an overlay on all other subsystems of the total process. This will facilitate a continued use of all existing systems within different organisations. We develop Burge's (personal communication) model for learning to show that learning is not a successive linear process, but rather an iterative process. In this way we emphasise the need for greater involvement of learners in the development of learning systems towards increased usability in a networked system. This paper is divided into two parts which are closely related. The first part gives an overview of the lack of compatibility between the different subsystems. In this first part we note two paradoxes which impact learning and for which we propose solutions. The second part deals with 'usability' aspects of these competency-related systems; in particular, usability in e-learning systems. In this second part we describe an example of a new organisational structure. We conclude by discussing four key concepts that are necessary conditions for organisations to address when developing their human capital. Establishing these conditions helps ensure compatibility and usability in e-learning systems.

Computer-Assisted Instruction↗