Jørn Hetland

Work & Stress - An International Journal of Work, Health & Organisations p. 1-20 Doi: https://doi.org/10.1080/02678373.2022.2129514

We investigate risks of exposure to workplace bullying and related mental health outcomes for men and women when being in a gender minority as opposed to working in a gender-balanced working environment or when belonging to a gender majority. Based on a social identity perspective, we tested hypotheses about the risks of bullying and differences in the increase in mental health problems in a probability sample of the Swedish workforce in a prospective design. The results showed an increased risk of bullying and an increase in mental health problems as an outcome for men when in a gender minority, however, there were no corresponding risks for women. The risks for men were most obvious for person-related negative acts and for anxiety as an outcome. Social identity may clarify why a minority might be more at risk as well as the outcome it may lead to. Deviating from the group prototype may be perceived as a threat to the group alienating the target and opening up for sanctions. The observed gender differences may further be understood using social role theory. Men in female-dominated workplaces may deviate more from the expected traditional gender role and may be more susceptible to sanctions and suffer graver consequences as a result. The outcomes may be more severe if exposed to person-related acts compared to acts related to one’s work.

European Management Journal 41(5) Doi: https://doi.org/10.1016/j.emj.2022.04.004

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.

Frontiers in Psychology 13 Doi: https://doi.org/10.3389/fpsyg.2022.970887

This two-part study examined if the buffering effect of transformational leadership on the association between work-related ambiguity and job satisfaction is contingent upon whether a follower holds a formal leadership position him/herself. Data from two separate surveys were employed: Study 1: A sample of 845 respondents from Belgium. Study 2: A national probability sample of 1,608 Norwegian employees. Study 1 showed that task ambiguity had a significant negative relation with job satisfaction, but that transformational leadership did only buffer the association between task ambiguity and job satisfaction among employees holding a formal position as a supervisor or manager. Study 2 extended Study 1 by adjusting for age and job tenure of subordinates as a confounding variable. Study 2 confirmed that transformational leadership had a significantly stronger impact on the observed association between role ambiguity and job satisfaction among respondents holding a supervisor or manager position. In conclusion, when considering job satisfaction as an outcome of work-related ambiguity, transformational leadership is mainly beneficial for followers holding a formal supervisor or manager position themselves. Our findings thereby question assumptions about the general effectiveness of transformational leadership.

Applied Psychology 72(3) Doi: https://doi.org/10.1111/apps.12410

Building on the three-way model of workplace bullying and its underlying theories, this study investigates the role of trait anger and trait anxiety in the link between daily interpersonal conflicts and daily exposure to bullying behaviors. Using a quantitative diary study design, we approached 57 military naval cadets participating in a tall-ship voyage across the Atlantic, from Europe to North America, in 2017. They responded to a questionnaire on a daily basis over a period of 30 days—yielding 1428 measurement points. Prior to the voyage, participants also responded to a general questionnaire including measures of trait anger and trait anxiety. As hypothesized, multilevel analyses showed positive main effects of daily interpersonal conflicts on interpersonal conflicts the next day and exposure to bullying behaviors the same day. However, daily involvement in interpersonal conflicts did not predict exposure to bullying behaviors the next day. Moreover, and in support of the hypothesized moderating effects, trait anger (but not trait anxiety) interacted positively with daily interpersonal conflicts in the prediction of interpersonal conflicts the next day as well as exposure to bullying behaviors the same day. The study suggests that interpersonal conflicts persist and have an immediate effect on exposure to bullying behaviors and that this is particularly the case for individuals high (vs. low) on trait anger. We discuss how these findings contribute to the three-way model of workplace bullying, as well as possible practical implications.

Journal of Vocational Behavior 133 Doi: https://doi.org/10.1016/j.jvb.2022.103691

In the present study, we integrate Person-Organization (P-O) fit and Job Demands-Resources theories to argue that P-O fit (i.e., value congruence between person and organization) is a key resource that facilitates the accumulation and activation of situational job resources. We hypothesize that P-O fit strengthens the well-established positive relationship between job autonomy and job performance. Measures of objective P-O fit were obtained for 43 Norwegian naval cadets before embarking on a training mission onboard a sailing ship. During the mission, we measured daily self-reported autonomy as well as peer-rated task and contextual performance for 30 consecutive days. As predicted, the results of multilevel modeling analyses showed that the relationship between daily autonomy and (a) next- (but not same-) day task performance, and (b) next- (and same-) day contextual performance is stronger positive for individuals high (vs. low) in P-O fit. Moreover, effects of the daily autonomy – P-O fit interaction were noticeable on performance several days after. We discuss the theoretical and practical implications of these findings.

Frontiers in Psychology 13 Doi: https://doi.org/10.3389/fpsyg.2022.857318

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.

International Journal of Stress Management 28(4) p. 245-255 Doi: https://doi.org/10.1037/str0000170

Current Psychology 42 p. 1-17 Doi: https://doi.org/10.1007/s12144-021-02453-5

The present study examines employees’ prior victimization from bullying in school or at work as a predictor of 1) their current exposure to negative social acts at work and 2) the likelihood of labelling as a victim of workplace bullying, and 3) whether the link between exposure to negative acts at work and the perception of being bullied is stronger among those who have been bullied in the past. We tested our hypotheses using a probability sample of the Norwegian working population in a prospective design with a 5-year time lag (N = 1228). As hypothesized, prior victimization positively predicted subsequent exposure to negative acts, which in turn was related to a higher likelihood of developing a perception of being a victim of workplace bullying. However, contrary to our expectations, prior victimization from bullying did not affect the relationship between current exposure to negative acts at work and the likelihood of self-labelling as a victim. Taken together, the results suggest that employees’ prior victimization is a risk factor for future victimization, yet overall plays a rather modest role in understanding current exposure to negative acts and self-labelled victimization from bullying at work.

Safety Science 138(June) p. 1-8 Doi: https://doi.org/10.1016/j.ssci.2020.105100

The leadership literature suggests that passive leadership undermines employee safety performance; because passive leadership behavior signals that the leader is not committed to organizational safety goals. We tested this hypothesis and investigated the role of two possible moderators, moral disengagement and intolerance of uncertainty. Participants were 78 naval cadets who responded to daily surveys during a 30 days voyage on board of a sailing ship (N occasions is 2166 for H1 and 1910 for H2– H4). The results of multilevel analyses showed as expected that a substantial portion (49%) of the daily safety non-compliance was caused by variation within each crewmember from day to day, and that an increase in daily passive avoidant leadership was related to increased daily safety non-compliance. More unexpectedly, those crewmembers high (and not low) on moral disengagement and intolerance of uncertainty were less influenced by passive avoidant leadership in terms of daily safety violations. Several explanations for the results are discussed.

European Management Journal 39(4) p. 1-11 Doi: https://doi.org/10.1016/j.emj.2020.09.011

The present study integrates the work environment hypothesis and the effort-reward imbalance model to argue that work-related antecedents of workplace bullying are moderated by the day-to-day leadership practices of one’s immediate leader. Specifically, we propose that individuals’ daily experiences of work pressure are positively related to their daily experiences of bullying-related negative acts. Moreover, we claim that this relationship is weaker on days when those individuals report high (vs. low) levels of transformational leadership behaviour, and stronger on days when they report high (vs. low) levels of laissez-faire leadership behaviour. To test these three hypotheses, we asked 61 naval cadets on a tall ship sailing from Northern Europe to North America to fill out a diary questionnaire for 36 days yielding 1509 observations. The results of multilevel analyses supported our hypothesis of a positive relationship of cadets’ daily reports of work pressure with their daily reports of bullying-related negative acts. In addition, laissez-faire leadership behaviour (but not transformational leadership behaviour) moderated the work pressure–bullying-related negative acts relationship. Our findings support the assumption that laissez-faire leadership is an important component in the development of conflict escalation and workplace bullying, while transformational leadership is not. We discuss theoretical as well as practical implications of these findings.

Journal of Vocational Behavior 122 p. 1-13 Doi: https://doi.org/10.1016/j.jvb.2020.103478

This study uses proactive work behavior and job demands–resources (JD-R) theories to propose that employees can use two proactive behavioral strategies to improve the internal organizational environment, namely job crafting and playful work design (PWD). Whereas job crafting concerns the proactive adjustment of the job, PWD refers to the active creation of conditions at work that foster play. We hypothesize that individuals perform better on the days they seek job resources and challenges, or design their work to be playful. In addition, we propose that seeking job resources and reducing job demands are most effective when work pressure is high, and that seeking challenges and PWD are most effective when work pressure is low. A total of 77 Norwegian naval cadets completed a diary questionnaire for 30 consecutive days (total N = 2310). Results of multilevel modeling showed that daily seeking job resources, seeking challenges, and playful work design were each positively related to colleague-ratings of job performance. Reducing job demands was negatively related to performance. Furthermore, as hypothesized, seeking challenges and PWD were most effective when the work pressure was low. These findings contribute to the proactive work motivation and JD-R literatures by showing which work strategies are positively related to job performance, and under which conditions.

International Review of Education 66 p. 551-574 Doi: https://doi.org/10.1007/s11159-020-09855-w

The study presented in this article explores prisoners’ academic motivation structure from the theoretical perspective of self-determination theory, using the Academic Motivation Scale (AMS). Analysing survey responses from 529 (29 female, 500 male) prisoners with Norwegian citizenship who participated in education while being incarcerated, the authors investigate how prison students’ motivation might be “reduced” or summarised using a smaller set of factors or components than extant studies. A confirmatory factor analysis suggested that a five-factor model, including intrinsic motivation, three types of extrinsic motivation (namely identified regulation, introjected regulation, and external regulation) and amotivation, yielded the best fit with the data provided by the prisoners. An alternative three-factor model created by collapsing the three extrinsic dimensions into a single dimension was found to fit the data poorly. The structural model revealed that younger prisoners displayed more controlled academic motivations than older ones, who displayed more autonomous motivations. Contrary to the authors’ expectations, prisoners with a higher level of education did not display more autonomous academic motivations than those with a lower level.

Frontiers in Psychology 11:1401 Doi: https://doi.org/10.3389/fpsyg.2020.01401

Background: Previous research has established exposure to workplace aggression as a significant risk factor for employee functioning, well-being, and health. However, less is known about effective prevention and management strategies. The main objectives of the current project were to determine the impact of physical and psychological aggression on the well-being, health, and work ability of employees in the child welfare service and to establish whether a strong psychosocial safety climate and an ethical infrastructure are effective with regard to protecting employees against aggression. This project may help identify the specific risks child welfare workers are exposed to, the impact of workplace aggression on their health and well-being, and the most effective strategies to manage the problem. Furthermore, the findings should be central for developing laws and regulations and to any political decision on measures to tackle aggression in the workplace. Methods: The study will employ two prospective data collections. Firstly, a three-wave longitudinal survey with a 6-month time lag between measurement points will be conducted among all 1,500 employees in the child welfare services in Oslo Municipality, Norway. Data will have a multilevel structure and will be linked to registry data on sickness absence. Secondly, a quantitative daily diary study over a 14-day period will include 150 of the respondents from the main survey study. The survey questionnaires mainly comprise well-established and psychometrically validated indicators of workplace aggression, health and well-being, psychosocial safety climate, ethical infrastructure, and other relevant factors. The Regional Committees for Medical and Health Research Ethics (REC) in Norway (REC South East) have approved this project (project no. 28496). Discussion: This project will identify the impact of workplace aggression on child protection workers as well as provide information on how organizations can actively manage exposure to workplace aggression. The findings may serve as a starting point for intervention studies as well as the development of policies and guidelines on how to handle workplace aggression.

The Spanish Journal of Psychology 23 Doi: https://doi.org/10.1017/SJP.2020.55

Frontiers in Psychology 11:2013 Doi: https://doi.org/10.3389/fpsyg.2020.02013

Background: Workplace bullying is an important and prevalent risk factors for health impairment, reduced workability and lowered efficiency among both targets and observers. Development and tests of effective organizational intervention strategies are therefore highly important. The present study describes the background, design, and protocol of a cluster randomized controlled trial evaluating the effectiveness of an organization-wide intervention on preventing workplace bullying with a focus on promoting active and constructive bystander behavior. The main overarching goal is to develop an easy to use and standardized organizational intervention based on theory and research in the role of bystanders in bullying situations with the potential of reducing the prevalence of workplace bullying. The theoretical framework of the study is theory of planned behavior (TPB; Ajzen, 1991). Methods/Design: Using a full randomized control trial (RCT) design, this project will empirically test the outcomes of an intervention program targeting bullying and harassment as the main distal outcomes and perceived behavioral control and helping behavior among bystanders as the main proximal outcome. A 1-year cluster randomized controlled design will be utilized, in which controls will also receive the intervention. About 1,500 workers from two different locations of a Norwegian industrial company will be randomized into one intervention group and two control groups with at least 400 workers in each group. A survey will be conducted electronically. With a total of three assessments over 10–12 months, the time interval between the measurement times will be 4 months. Thus, the data collection will take place at baseline, completion of the intervention and at 4 months follow-up. Discussion: This study primarily aims to develop, implement, and evaluate an intervention based on the abovementioned features with the ultimate aim of reducing the prevalence of workplace bullying, by awareness raising and training of bystanders. Manager involvement and involvement of the union representative and the elected health and safety representatives is an important feature of the program. Results of the intervention study will provide important information regarding the effectiveness of preventive interventions against workplace bullying when focusing on bystanders, particularly so regarding the role of bystander awareness, bystander self-efficacy, and bystander behavioral control on the one hand and the prevalence of bullying and harassment on the other.

Journal of Interpersonal Violence Doi: https://doi.org/10.1177/0886260519900272

Military Psychology 32(3) p. 237-246 Doi: https://doi.org/10.1080/08995605.2020.1724752

The goal of personnel selection is to find predictors that, together, maximize the explained variance in important job outcomes such as Task Performance or Work Engagement. Common predictors include Intelligence and Big Five Personality. Using Person-Organization Fit (P-O Fit) for selection purposes has been discussed, but, beyond Intelligence and Personality, evidence of the incremental predictive validity of P-O Fit in relation to task performance and work engagement is scarce. This study examines the practical utility of indirectly measured P-O Fit as a selection tool in a military setting. Measures of objective P-O Fit were obtained from actual applicants in a military selection setting and combined with self-report measures of Work Engagement upon organizational entry, and supervisor-rated Task Performance approximately two weeks later. P-O Fit predicted both Task Performance (R2 = .041) and Work Engagement (R2 = .038). More importantly, P-O Fit yielded incremental predictive validity in relation to both outcomes, also after controlling for intelligence and personality traits. While our initial models (including age, gender, intelligence, and personality) explained 25.1% and 5.8% of the variance in work engagement and task performance, respectively, this increased to 26.3% and 6.3%, respectively, after the inclusion of P-O Fit. Implications for practical use in selection systems are discussed.

Personality and Individual Differences 153(15) Doi: https://doi.org/10.1016/j.paid.2019.109635

A hardy disposition is regarded as an advantage in demanding and stressful environments and is associated with improved military performance. Recent evidence suggests that hardiness may also be related to resilience with respect to sleep disturbances. The aim of the present study is to investigate the moderating role of hardiness in the sleep quality – job performance relationship in a sample of naval cadets during a demanding training exercise. We hypothesize that (1) Hardiness positively influences daily job performance, (2) daily sleep quality positively influences daily job performance, and (3) Hardiness buffers the impact of poor daily sleep quality on daily job performance. A sample of 56 naval cadets first filled in a general questionnaire, and then filled in a daily diary assessing sleep quality during a 30-day training mission across the Atlantic Ocean. Daily job performance was assessed by using peer-ratings. Results of multi-level analyses showed a positive main effect of hardiness on job performance. Hardiness also moderated the sleep quality – job performance relationship. Cadets high (vs. low) on dispositional hardiness were less affected by poor sleep quality, also after controlling for neuroticism. The results suggest that hardiness moderates the effect of poor sleep quality on job performance.

Frontiers in Psychology 10:1003 p. 1-16 Doi: https://doi.org/10.3389/fpsyg.2019.01003

The aim of this study was to examine alcohol/drug use and problems across psychiatric diagnoses and to what extent associations between each psychiatric diagnosis and alcohol/drug use and problems were independent from the potential confounding effects of psychiatric comorbidity, socioeconomic status, sex and age. We used a dataset comprising a linkage between a large population-based and cross-sectional study among Norwegian adolescents (the youth@hordaland conducted in 2012) and national registry-based data on specialist mental health care use during the 4 years prior to the survey (2008 to 2011). The study sample included 16 to 19 year olds who participated in the youth@hordaland survey and consented to the linkage with patient registry data (n = 9,408). Among these, 853 (9%) had received specialist mental health care and comprised the clinical group, while the rest (n = 8,555) comprised the comparison group. The main outcome variables were several self-reported indicators for alcohol/drug use, including any alcohol use, frequent alcohol intoxication, high-level alcohol consumption, and lifetime illicit drug use, as well as one indicator for potential alcohol/drug-related problems: a positive CRAFFT-score. Adolescents receiving specialist mental health care (n = 853) reported more frequently alcohol/drug use and problems compared to adolescents not receiving these services (Cohens d’s ranging from 0.09 to 0.29, all p ≤ 0.01). Anxiety, depression, conduct disorders, eating disorders, ADHD, and trauma-related disorders were all associated with single measures of alcohol/drug use and problems, with odds ratios (ORs) ranging from 1.58 to 4.63, all p < 0.05) in unadjusted models. Trauma-related disorders, depression and conduct disorders were also positively associated with higher scores on a combined indicator of alcohol/drug use and problems (ORs ranging from 1.89 to 3.15, all p < 0.01), even after the full adjustment from psychiatric comorbidity and sociodemographic variables (adjusted odds ratios ranging from 1.61 to 2.79, p < 0.05). These results suggest that alcohol/drug use and problems were slightly more common among adolescents who received specialist mental health care during the past 4 years compared with the general adolescent population, and adolescents with trauma-related disorders, depression and conduct disorders were high-risk groups for alcohol/drug use and problems.

Frontiers in Psychology 10 Doi: https://doi.org/10.3389/fpsyg.2019.02017

Conflict management climate is an important organizational resource that is theorized to prevent interpersonal frustration from escalating into harsh interpersonal conflicts and even workplace bullying. The present study investigates whether team-level perceptions of conflict management climate moderate the relationship between previously investigated psychosocial predictors of workplace bullying (i.e., role conflicts, workload, cognitive demands) and perceived exposure to bullying behaviors in the workplace. We collected data from crews on ferries operating on the Norwegian coastline consisting of 462 employees across 147 teams. As hypothesized, multilevel analyses showed positive main effects of role conflict and cognitive demands (but not workload) on exposure to bullying behaviors. Also, the hypothesized moderation effect of team-level conflict management climate on the relationship between individual-level job demands and exposure to bullying behaviors was significant for role conflict and cognitive demands, but not for workload. Specifically, the positive relationships between the two job demands and exposure to bullying behaviors were stronger for employees working in teams with a weak (vs. a strong) conflict management climate. These findings contribute to the bullying research field by showing that conflict management climate may buffer the impact of stressors on bullying behaviors, most likely by preventing interpersonal frustration from escalating into bullying situations.

European Journal of Work and Organizational Psychology 28(2) p. 164-178 Doi: https://doi.org/10.1080/1359432X.2018.1564279

The aim of the present study was to examine the relationships between daily exposure to negative acts and depressed mood on the same day and on the days following the exposure, and to test the hypothesis that these relationships would be stronger among those who have recently gone through a process of victimization from workplace bullying. The sample comprised 110 naval cadets participating in two different eleven-week tall ship voyages from Northern Europe to North America. Victimization from workplace bullying the last six months was measured one day prior to the voyages. Exposure to negative acts and depressed mood was measured daily during the first 33 consecutive days of the voyages. The results of multilevel modelling indicated that exposure to negative acts was related to higher levels of depressed mood on the same day as the exposure among all cadets, regardless of victimization status. However, exposure to negative acts predicted higher levels of depressed mood one and two days following the exposure among victims only. The theoretical and practical implications of these findings are discussed.

International Maritime Health 70(4) p. 202-209 Doi: https://doi.org/10.5603/IMH.2019.0032

Background: Poor sleep is a growing concern in naval settings. Previous research has demonstrated that both civilian and military naval work strains sleep quality as well as a negative relationship between sleep quality and crew work performance. Variables moderating this relationship, such as leadership are of interest. Materials and methods: The present paper investigates how sailors’ daily variations in sleep quality influence self-rated naval work-performance and interacts with perceived daily transformational leadership during a 30-day naval training mission. Results: Using multi-level analysis, we found significant positive main effects of sleep quality and transformational leadership on naval work performance. Transformational leadership moderated the sleep quality-work performance link. Individuals who experienced higher levels of leadership were less prone to reductions in performance after poor sleep. Conclusions: Overall, the results suggest that leadership can partly negate some of the reduction in performance that often accompanies poor sleep, and that leadership becomes more important as the crew becomes sleepier

BMC Public Health 18:1176(1176) p. 1-12 Doi: https://doi.org/10.1186/s12889-018-6095-0

Background: Young adults that are not in education, training or employment represent a problem across European countries. While some are cases of temporary transitions or short-term inactivity, others represent a more vulnerable group at risk of early work disability. Early exclusion from the labor market represents long lives exposed to detrimental effects of unemployment on health and well-being, and constitutes an economic burden for society. There is need for more knowledge about young adults who are at risk of early work disability but have not yet reached the point of more permanent exclusion. This study aims to investigate social and health-related problems in a Norwegian sample of young adults at risk of early work disability, and their self-perceived causes of illness. Methods: Baseline data from participants in the SEED-trial (N = 96), a randomized controlled trial comparing individual placement and support to traditional vocational rehabilitation in young adults at risk of early work disability, were analyzed. Background, health behaviors, adverse social experiences, disability level, physical and mental health, social support, coping, and self-perceived causal attributions of illness were measured. Gender differences were analyzed using chi-square and t-tests. Results: Mean age was 24, and 68% were men. One third reported reading and writing difficulties, and 40% had less than high-school education. The majority had experienced bullying (66%) or violence (39%), and 53% reported hazardous alcohol use. Psychological distress was the most prevalent health problem (52%), and women generally had more physical and mental health problems than men. Self-perceived causal attributions of illness were mainly related to relational problems, followed by health behaviors, heredity/genetics, and external environmental factors. Conclusions: The study provides a deeper insight into a vulnerable group with substantial challenges related to adverse social experiences, psychological distress, and alcohol use, who emphasized relational problems as the main causal factor for their illness. Findings suggest a need for broader focus on psychological and social factors in vocational rehabilitation efforts targeting young adults at risk of early work disability. Furthermore, gender-specific approaches may be warranted and should be followed up in future studies.

European Management Journal 36(6) p. 745-756 Doi: https://doi.org/10.1016/j.emj.2018.01.002

Transformational leaders are expected to challenge their followers to take greater ownership of their work, allowing the leader to align followers with tasks that enhance their performance. In the present study, we hypothesize that transformational leadership is positively related to followers' job-crafting behaviour – proactive behaviour aimed at optimizing job demands and job resources. Moreover, we argue that followers' promotion focus (i.e. being driven by growth and development needs) positively moderates this relationship. Data were collected from 107 employees from Norwegian knowledge-based organizations (response = 93.2%). Participants responded to a general questionnaire and five daily diary questionnaires (total N = 535 occasions). The results of multilevel analyses revealed partial support for our hypotheses. Followers' day-level perception of their leader's transformational behaviour was positively related to followers' day-level job crafting in the form of increasing structural and social resources. Moreover, daily transformational leadership was particularly beneficial for job crafting when followers scored high (vs. low) on the trait promotion focus. We conclude that transformational leaders can encourage their followers' use of job crafting, and that employees' promotion focus facilitates this effect.

Human Resource Management Journal 28(4) p. 555-568 Doi: https://doi.org/10.1111/1748-8583.12200

In line with the work environment hypothesis, interpersonal conflict has been proposed as an important antecedent of workplace bullying. However, longitudinal studies on this relationship have been scarce. The aim of this study was to examine whether co‐worker conflict predicted new cases of self‐reported workplace bullying 2 years later and whether laissez‐faire leadership moderated this relationship. In a sample of 1,772 employees, drawn from the Norwegian working population, the hypotheses that co‐worker conflict increased the risk of subsequently reporting being a victim of workplace bullying and that laissez‐faire leadership strengthened this relationship were supported. This study empirically supports the work environment hypothesis by showing that co‐worker conflict within a true prospective research design is a source of new cases of bullying and that the lack and avoidance of leadership, through the enactment of a laissez‐faire leadership style, likely is a main source for co‐worker conflict to develop into workplace bullying.

Journal of Occupational and Organizational Psychology p. 1-25 Doi: https://doi.org/10.1111/joop.12243

Nordic Studies on Alcohol and Drugs (NAD) 35(5) p. 357-371 Doi: https://doi.org/10.1177/1455072518789852

Aims: The literature on associations between internalising problems and subsequent alcohol/drug use and problems shows mixed results, and it is important to consider different aspects of internalising problems along with co-occurring externalising problems. Methods: In a longitudinal study (n = 2438) followed up when the subjects were 7&ndash;9, 11&ndash;13, and 16&ndash;19 years of age, we investigated associations between parent/teacher-reported externalising and internalising problems (Strengths and Difficulties Questionnaire, SDQ) and adolescent self-reported alcohol and illicit drug use and problems. Socioeconomic status (SES), gender, and age were included as potential confounding variables. We also adjusted for the potential confounding effects from externalising problems on the association between internalising problems and alcohol/drug use, and vice versa. Results: Externalising problems were positively associated with all measures of alcohol/drug use and problems (adjusted odds ratios [AORs] ranging from 1.24 to 1.40, all p &lt; .05), while internalising problems were negatively associated with all measures of alcohol/drug use (AORs ranging 0.83 to 0.88, all p &lt; .05). Full-scale SDQ externalising problems were somewhat stronger and more robust predictors of adolescent alcohol/drug-related problems compared with SDQ externalising subscales, while only full-scale SDQ internalising problems were negatively associated with alcohol/drug-related problems. All estimates were similar across genders. Conclusions: Childhood externalising problems are positively associated while internalising problems are negatively associated with alcohol/drug use and problems in late adolescence.

Magma forskning og viten 21(4) p. 76-88

Passive former for destruktiv ledelse har i de senere år fått økt oppmerksomhet i ledelsesforskningen, og hensikten med denne studien er å gi et bidrag til denne forskningen gjennom å undersøke om passiv-unnvikende ledelse kan predikere medarbeideres passiv-kontraproduktive atferd, populært kalt unnlatelsessynder, på arbeidsplassen. Studien undersøker også hvorvidt medarbeideres personlige egenskaper, i form av mestringstro, har betydning for hvor sterk denne sammenhengen er. Til sist undersøkes det om medarbeideres opplevelse av lederen som rettferdig eller ikke kan forklare sammenhengen mellom denne lederstilen og medarbeideres kontraproduktive atferd. Deltakerne i undersøkelsen er deltidsstudenter ved Folkeuniversitetet region vest (N = 200). Resultatene viste en signifikant positiv sammenheng mellom passiv-unnvikende ledelse og passiv-kontraproduktiv medarbeideratferd, og medarbeidernes mestringstro knyttet til jobben ble funnet å moderere denne sammenhengen. Studien underbygger således at passivitet fra lederens side henger sammen med tilbaketrekningsatferd fra medarbeidernes side, og at denne sammenhengen styrkes når medarbeideren har liten tro på egne ferdigheter i jobbsammenheng. Vi fant også støtte for at medarbeidernes opplevelse av urettferdig behandling fra leder medierte sammenhengen mellom denne lederstilen og medarbeideres kontraproduktive atferd. Vår studie underbygger således tidligere studier som viser at passiv-unnvikende ledelse er en destruktiv lederstil gjennom sine negative konsekvenser. Organisasjoner er særlig sårbare for passive og unnvikende former for destruktiv atferd, så vel blant ledere som medarbeidere, fordi disse atferdene til forskjell fra aktivt destruktive atferder er vanskelige å fange opp. Derfor bør organisasjoner og ledere være spesielt oppmerksomme på å skape et klima og en kultur som ikke aksepterer slike ‘unnlatelsessynder’. Nøkkelord: passiv-unnvikende ledelse, passiv-kontraproduktiv medarbeideratferd, mestringstro, interaksjonsrettferdighet.

Frontiers in Psychology 8 Doi: https://doi.org/10.3389/fpsyg.2017.01023

The aim of this study was to investigate the association between alcohol and drug use, and school-related problems measured by low grade point average (GPA) and high school attendance. We also examined potential confounding effects from mental health problems. Although the issue is not new within current literature, the present study has its strengths in a large number of participants and the utilization of registry-based data on school-related functioning. A cross-sectional design is employed in this study using data from a large population-based sample of adolescents, youth@hordaland, in a linkage to official school registry data, and the current study presents data from N = 7,874. The main independent variables were alcohol use and drug use, as well as potential alcohol- and drug-related problems. The dependent variables were registry-based school attendance and grades. All the alcohol- and drug measures included were consistently associated with low GPA (Odds ratios (OR) ranging 1.82–2.21, all p < 0.001) and high levels of missed days from school (ORs ranging 1.79–3.04, all p < 0.001) and high levels of hours missed from school (ORs ranging 2.17–3.44, all p < 0.001). Even after adjusting for gender, age, socioeconomic status and mental health problems all the associations between alcohol and illicit drug use and the school-related outcomes remained statistically significant. Increasing number of indications on alcohol/drug-related problems and increasing levels of alcohol consumption were associated with more negative school-related outcomes. The results suggest that alcohol- and drug use, and particularly alcohol/drug-related problems, are important factors for school-related problems independently of mental health problems.

Frontiers in Psychology 8:2045 p. 1-10 Doi: https://doi.org/10.3389/fpsyg.2017.02045

This study focuses on individual differences and the demand-support-control model in relation to workaholism. We hypothesized that unfavorable working conditions (high job demands, low job control/decision latitude, and low social support at work) and individual differences concerning sleep/wake-related variables (high flexibility, high morningness, and low languidity) would be related to workaholism measured 2–3 years later. Survey data stemmed from a prospective cohort of shift-working nurses (N = 1,308). The results showed that social support at work was negatively related to workaholism, whereas job demands were positively related to workaholism. Flexibility in terms of time for working/sleeping was also positively related to workaholism. The analyses further revealed that workaholism was inversely associated with age as well as having a child or having a child move in. Conjointly, the independent variables explained 6.4% of the variance in workaholism, while their relative importance was small overall. After controlling for all other independent variables, high job demands had the strongest relationship (small-to-medium) with workaholism. This implies that less pressure from the external environment to work excessively hard may prevent an increase in workaholic behaviors. Overall, the study adds to our understanding of the relationships between working conditions, individual differences, and workaholism.

BMC Health Services Research 16:446 Doi: https://doi.org/10.1186/s12913-016-1706-x

Background: Developing a culture where staff are actively aware of how to prevent adverse events is a challenge. The use of survey tools to assess the status of patient safety culture seems to be acceptable as an early step in improving patient safety. The Nursing Home Survey on Patient Safety Culture (NHSOPSC) includes 12 dimensions and is specifically developed for nursing homes. In this study, we describe a Norwegian version of the NHSOPSC and assess its psychometric properties when tested on a sample of healthcare staff in nursing homes. Methods: The NHSOPSC was translated into Norwegian and pilot tested before being distributed to 12 nursing homes in Norway. Of the 671 healthcare staff invited, 466 (69 %) answered the questionnaire. SPSS 23.0 was used for descriptive data analysis and estimating internal consistency (Cronbach’s alpha). The dimensional structure of the questionnaire was tested by confirmatory factor analysis (CFA) using Mplus (version 7.2). Results: The CFA testing of the original 12-factor solution suggested that some modifications were needed because of the high correlations between three of the latent factors. A subsequent analysis resulted in a final ten-factor solution. The final model showed acceptable fit to the data (root mean square error of approximation = 0.060, 90 % confidence interval: 0.057–0.063, comparative fit index = 0.934, Tucker-Lewis index = 0.926, χ 2 = 2058.33, df = 765, p < 0.001) and acceptable factor loadings ranging from 0.402 to 0.891. Moreover, moderate-to-strong correlations ranging from 0.455 to 0.812 were found between the ten latent factors. Finally, moderate-to-high correlations were found between the ten latent factors and an overall rating of patient safety in the nursing home. Conclusions: Factor analysis indicated that a modified ten-factor model fitted the data set in a Norwegian community healthcare context with acceptable goodness-of-fit values and could be recommended as a useful tool to assess staff perceptions of patient safety issues in Norwegian nursing homes.

PLOS ONE 11:e0152978(5) Doi: https://doi.org/10.1371/journal.pone.0152978

Despite the many number of studies examining workaholism, large-scale studies have been lacking. The present study utilized an open web-based cross-sectional survey assessing symptoms of psychiatric disorders and workaholism among 16,426 workers (Mage = 37.3 years, SD = 11.4, range = 16–75 years). Participants were administered the Adult ADHD Self-Report Scale, the Obsession-Compulsive Inventory-Revised, the Hospital Anxiety and Depression Scale, and the Bergen Work Addiction Scale, along with additional questions examining demographic and work-related variables. Correlations between workaholism and all psychiatric disorder symptoms were positive and significant. Workaholism comprised the dependent variable in a three-step linear multiple hierarchical regression analysis. Basic demographics (age, gender, relationship status, and education) explained 1.2% of the variance in workaholism, whereas work demographics (work status, position, sector, and annual income) explained an additional 5.4% of the variance. Age (inversely) and managerial positions (positively) were of most importance. The psychiatric symptoms (ADHD, OCD, anxiety, and depression) explained 17.0% of the variance. ADHD and anxiety contributed considerably. The prevalence rate of workaholism status was 7.8% of the present sample. In an adjusted logistic regression analysis, all psychiatric symptoms were positively associated with being a workaholic. The independent variables explained between 6.1% and 14.4% in total of the variance in workaholism cases. Although most effect sizes were relatively small, the study’s findings expand our understanding of possible psychiatric predictors of workaholism, and particularly shed new insight into the reality of adult ADHD in work life. The study’s implications, strengths, and shortcomings are also discussed.

Scandinavian Journal of Psychology 56(6) p. 708-716 Doi: https://doi.org/10.1111/sjop.12256

Career Development International 20(5) p. 464-481 Doi: https://doi.org/10.1108/CDI-10-2014-0136

Psychology in the Schools 52(9) p. 845-859 Doi: https://doi.org/10.1002/pits.21864

Journal of Occupational and Organizational Psychology 87(1) p. 138-157 Doi: https://doi.org/10.1111/joop.12041

Human Resource Management Journal 24(3) p. 255-268 Doi: https://doi.org/10.1111/1748-8583.12035

Workplace bullying is a severe problem in contemporary working life, affecting up to 15 per cent of employees. Among the detrimental outcomes of bullying, it is even postulated as a major risk factor for exclusion from work. In support of this claim, the current study demonstrates that exposure to bullying behaviour predicts an increase in both levels of job insecurity and intention to leave over a 6-month time lag, among a random sample of North Sea workers (n = 734). The findings suggest that bullied employees are insecure about the permanence and content of their job, and they may be at risk of turnover and exclusion from working life. It is recommended that these outcomes are taken into consideration when incidences of workplace bullying are addressed.

Psychology of men & masulinity 15(3) p. 335-345 Doi: https://doi.org/10.1037/a0033734

Journal of Managerial Psychology 29(1) p. 7-24 Doi: https://doi.org/10.1108/JMP-05-2013-0143

PLOS ONE 9(8:1165366) Doi: https://doi.org/10.1371/journal.pone.0102446

Workaholism has become an increasingly popular area for empirical study. However, most studies examining the prevalence of workaholism have used non-representative samples and measures with poorly defined cut-off scores. To overcome these methodological limitations, a nationally representative survey among employees in Norway (N = 1,124) was conducted. Questions relating to gender, age, marital status, caretaker responsibility for children, percentage of full-time equivalent, and educational level were asked. Workaholism was assessed by the use of a psychometrically validated instrument (i.e., Bergen Work Addiction Scale). Personality was assessed using the Mini-International Personality Item Pool. Results showed that the prevalence of workaholism was 8.3% (95% CI = 6.7–9.9%). An adjusted logistic regression analysis showed that workaholism was negatively related to age and positively related to the personality dimensions agreeableness, neuroticism, and intellect/imagination. Implications for these findings are discussed.

Addiction 109(6) p. 1022-1030 Doi: https://doi.org/10.1111/add.12522

Zeitschrift für Psychologie 222(4) p. 221-232 Doi: https://doi.org/10.1027/2151-2604/a000189

Knowledge on short and long-term effects of perceived leadership behaviors on subordinates’ job satisfaction, and particularly so regarding the relative influences of constructive and destructive forms of leadership, is scarce. Based on two prospective and representative surveys, with time lags of 6 months (Study 1) and 2 years (Study 2), respectively, we investigated the relative influence of constructive, laissez-faire, and tyrannical leadership behaviors, respectively, on followers job satisfaction. Interestingly, destructive forms of leadership were the sole significant predictors in both studies. Tyrannical leadership predicted a decrease in subordinate job satisfaction over a 6-month period, while laissez-faire leadership turned out as the sole predictor of job satisfaction over a 2-year time lag. A reversed relationship was found between job satisfaction and subsequent perceived constructive leadership over the 6-month lag. Dissatisfied subordinates did not, however, report increased exposure to destructive forms of leadership, disconfirming the gloomy perception mechanism of dissatisfied and stressed subordinates to perceive their leaders in an ever more negative way. Hence, destructive forms of leadership seem to be better predictors of job satisfaction than are constructive forms of leadership which is in line with the notion that “bad is stronger than good.”

Work & Stress - An International Journal of Work, Health & Organisations 28(4) p. 323-341 Doi: https://doi.org/10.1080/02678373.2014.957362

PLOS ONE 9(10:e108897) Doi: https://doi.org/10.1371/journal.pone.0108897

The use of nicotine in the form of ‘‘snus’’ is substantial and increasing in some geographic areas, in particular among young people. It has previously been suggested that addictions may operate through a mechanism of attentional bias, in which stimuli representative of the dependent substance increase in salience, thus increasing the addictive behavior. However, this hypothesis has not been tested for the case of snus. The current experiment used a modified Stroop task and a dotprobe task to investigate whether 40 snus users show an attentional bias towards snus-relevant stimuli, compared to 40 non-snus users. There were no significant differences between the two groups on reaction times or accuracy on either Stroop or dot-probe task, thus failing to show an attentional bias towards snus-relevant stimuli for snus users. This could imply that other mechanisms may contribute to maintenance of snus use than for other addictions. However, this is the first experimental study investigating attentional bias in snus users, and more research is warranted.

Media Psychology 16(1) p. 115-128 Doi: https://doi.org/10.1080/15213269.2012.756374

International Journal of Behavioral Medicine 21(3) p. 411-420 Doi: https://doi.org/10.1007/s12529-013-9329-7

Background The associations between socioeconomic status (SES), physical and psychosocial workload and health are well documented. According to The Cognitive Activation Theory of Stress (CATS), learned response outcome expectancies (coping, helplessness, and hopelessness) are also important contributors to health. This is in part as independent factors for health, but coping may also function as a buffer against the impact different demands have on health. Purpose The purpose of this study was to investigate the relative effect of SES (as measured by level of education), physical workload, and response outcome expectancies on subjective health complaints (SHC) and self-rated health, and if response outcome expectancies mediate the effects of education and physical workload on SHC and self-rated health. Methods A survey was carried out among 1,746 Norwegian municipal employees (mean age 44.2, 81 % females). Structural Equation Models with SHC and self-rated health as outcomes were conducted. Education, physical workload, and response outcome expectancies, were the independent 28 variables in the model. Results Helplessness/hopelessness had a stronger direct effect on self-rated health and SHC than education and physical workload, for both men and women. Helplessness/hopelessness fully mediated the effect of physical workload on SHC for men (0.121), and mediated 30 % of a total effect of 0.247 for women. For women, education had a small but significant indirect effect through helplessness/hopelessness on self-rated health (0.040) and SHC (&minus;0.040), but no direct effects were found. For men, there was no effect of education on SHC, and only a direct effect on self-rated health (0.134). Conclusions The results indicated that helplessness/hopelessness is more important for SHC and health than well-established measures on SES such as years of education and perceived physical workload in this sample. Helplessness/hopelessness seems to function as a mechanism between physical workload and health.

European Journal of Work and Organizational Psychology 22(1) p. 78-87 Doi: https://doi.org/10.1080/1359432X.2011.626201

Psicothema 24(1) p. 113-120

Journal of Organizational Behavior 33(8) p. 1120-1141 Doi: https://doi.org/10.1002/job.1783

Scandinavian Journal of Psychology 53(3) p. 265-272 Doi: https://doi.org/10.1111/j.1467-9450.2012.00947.x

Scandinavian Journal of Work, Environment and Health 38(1) p. 38-46 Doi: https://doi.org/10.5271/sjweh.3178

TPM - Testing, Psychometrics, Methodology in Applied Psychology 19(4) p. 281-290 Doi: https://doi.org/10.4473/TPM19.4.3

Scandinavian Journal of Public Health 40(6) p. 537-543 Doi: https://doi.org/10.1177/1403494812454233

European Journal of Psychological Assessment 28(4) p. 305-312 Doi: https://doi.org/10.1027/1015-5759/a000111

Stress and Health 27(3) p. E209-E214 Doi: https://doi.org/10.1002/smi.1366

Career Development International 16(4-5) p. 507-523 Doi: https://doi.org/10.1108/13620431111168903

CyberPsychology, Behavior and Social Networking 14(10) p. 591-596 Doi: https://doi.org/10.1089/cyber.2010.0260

European Psychologist 16(3) p. 163-173 Doi: https://doi.org/10.1027/1016-9040/a000037

International Psychogeriatrics 23(6) p. 994-1002 Doi: https://doi.org/10.1017/S1041610211000111

BMC Public Health 11 Doi: https://doi.org/10.1186/1471-2458-11-911

Background: Studies on adolescent smoking indicate that the smoking behaviours of their parents, siblings and friends are significant micro-level predictors. Parents&rsquo; socioeconomic status (SES) is an important macro-level predictor. We examined the longitudinal relationships between these predictors and the initiation and development of adolescents&rsquo; smoking behaviour in Norway. Methods: We employed data from The Norwegian Longitudinal Health Behaviour Study (NLHB), in which participants were followed from the age of 13 to 30. We analysed data from the first 5 waves, covering the age span from 13 to 18, with latent curve modeling (LCM). Results: Smoking rates increased from 3% to 31% from age 13 to age 18. Participants&rsquo; smoking was strongly associated with their best friends&rsquo; smoking. Parental SES, parents&rsquo; smoking and older siblings&rsquo; smoking predicted adolescents&rsquo; initial level of smoking. Furthermore, the same variables predicted the development of smoking behaviour from age 13 to 18. Parents&rsquo; and siblings&rsquo; smoking behaviours acted as mediators of parents&rsquo; SES on the smoking habits of adolescents. Conclusions: Parents&rsquo; SES was significantly associated, directly and indirectly, with both smoking initiation and development. Parental and older siblings&rsquo; smoking behaviours were positively associated with both initiation and development of smoking behaviour in adolescents. There were no significant gender differences in these associations.

European Journal of Personality 24(1) p. 3-17 Doi: https://doi.org/10.1002/per.737

Tobacco Control 19(4) p. 291-296 Doi: https://doi.org/10.1136/tc.2009.034512

European Psychologist 15(1) p. 3-11 Doi: https://doi.org/10.1027/1016-9040/a000003

Tobacco Control 19(3) p. 240-247 Doi: https://doi.org/10.1136/tc.2009.033845

British Journal of Management 21(2) p. 453-468 Doi: https://doi.org/10.1111/j.1467-8551.2009.00664.x

The Journal of educational research (Washington, D.C.) 102(4) p. 303-318

Sozial- und Präventivmedizin 54 p. 151-159 Doi: https://doi.org/10.1007/s00038-009-5406-8

Sozial- und Präventivmedizin 54 p. 216-224 Doi: https://doi.org/10.1007/s00038-009-5413-9

Ungdom, livsstil og helsefremmende arbeid p. 74-85

Health Education Research 24(1) p. 162-172 Doi: https://doi.org/10.1093/her/cyn047

American Journal of Public Health 99(5) p. 907-914 Doi: https://doi.org/10.2105/AJPH.2008.139303

Ungdom, livsstil og helsefremmende arbeid p. 146-162

Journal of Applied Social Psychology 39(7) p. 1718-1738 Doi: https://doi.org/10.1111/j.1559-1816.2009.00501.x

International Journal of Public Health 54 p. 260-270 Doi: https://doi.org/10.1007/s00038-009-5418-4

International Journal of Mental Health Promotion 11(4) p. 25-33

Klinisk organisasjonspsykologi p. 139-159

European Journal of Public Health 18(3) p. 294-299 Doi: https://doi.org/10.1093/eurpub/ckn001

Søkelys på arbeidslivet 25(1) p. 119-142

Scandinavian Journal of Public Health 36 p. 889-895 Doi: https://doi.org/10.1177/1403494808095953

Aims: To investigate trend data in the prevalence of sleep-onset difficulties among Norwegian adolescents covering the age groups 11, 13 and 15 years. Methods: Data were based on the Health Behaviour in School-aged Children – A WHO Cross-National Survey (HBSC) – and were collected on six occasions between 1983 and 2005. At each point in time data were obtained from representative samples comprising between 3402 and 5026 adolescents. Results: The prevalence of sleep-onset difficulties was higher among 11-year-old students compared to the 13- and 15-year-olds. Girls reported a higher prevalence than boys. A logistic regression analysis showed that the prevalence of sleep-onset difficulties overall had increased significantly since 1983, which constituted the reference year. When the analysis was broken down by age and gender, the same tendency was found in all groups. Conclusions: The prevalence of sleep-onset difficulties among adolescents has increased during the last decades. This development gives reason for concern and should receive more attention from teachers, parents and health professionals.

Journal of Psychology in Africa 18(4) p. 521-530

Tidsskrift for Den norske legeforening (Tidsskriftet) 128(16) p. 1815-1819

Health Promotion International 23(4) p. 302-310 Doi: https://doi.org/10.1093/heapro/dan028

Tobacco Control 17(6) p. 422-425 Doi: https://doi.org/10.1136/tc.2008.026997

Health Promotion International 23(4) p. 302-310

The aim of the study was to investigate possible effects of a total smoke-ban in Norwegian bars and restaurants (introduced on June 1st 2004) on employees' job satisfaction. A national representative sample was randomly selected from the public registry of all companies in the hospitality business. A baseline survey was conducted in May 2004, follow-up measurements were performed in September/October 2004 and May 2005. Altogether, 1525 employees agreed to participate in the baseline survey. Among respondents at baseline, 894 (59.4%) remained in the sample at the first follow-up and 758 (49.7%) at the second follow-up. Analysis of variance for repeated measures revealed a significant three-way interaction between personal smoking behaviour, attitudes towards the ban before it was enacted and time from baseline to the second follow-up. A small decline in job satisfaction was found between baseline and the first follow-up among employees who were daily smokers and had a negative attitude towards the ban. There was, however, an increase in job satisfaction between the first and second follow-up among the others (non-smokers and smokers with a positive attitude towards the ban). While job satisfaction was higher among smokers with negative attitudes towards the ban than among other employees before the ban entered into force, the opposite was the case one year later. The work environments in bars and restaurants seem to have changed towards being more satisfactory for non-smokers and smokers with positive attitudes towards the ban before it was enacted. In contrast, a small but persisting worsening of job satisfaction was found among employees that were daily smokers and had a negative attitude towards the ban.

Tidsskrift for Den norske legeforening (Tidsskriftet) 128(16) p. 1820-1824

Health Promotion International 23(1) p. 5-15 Doi: https://doi.org/10.1093/heapro/dam041

Tobacco Control 17 p. 422-425

Tidsskrift for Den norske legeforening (Tidsskriftet) 128(16) p. 1815-1819

European Psychologist 11(1) p. 39-49 Doi: https://doi.org/10.1027/1016-9040.11.1.39

Social Science and Medicine 62(4) p. 815-827

doi:10.1016/j.socscimed.2005.06.047

Tobacco Control 15(3) p. 242-246 Doi: https://doi.org/10.1136/tc.2005.015479

Tidsskrift for ungdomsforskning 5(1)

Scandinavian Journal of Public Health 30 p. 223-230

Ledelse på godt og vondt p. 104-120

Norsk Epidemiologi 12(3) p. 221-230

Tidsskrift for Den norske legeforening (Tidsskriftet) 121(25) p. 2923-2927

Ungdom, livsstil og helsefremmende arbeid (2. utg.) p. 74-85